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Join BeyondView, an architectural visualization startup based in San Francisco founded by veterans from the Hollywood VFX industry and Wikipedia.
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Skills Desired - Experience in at least few of these: CPU (preferably, ARM), or GPU, or DSP; low-power design and verification; peripheral interfaces such as CSI, I3C, USB, PCIe; FPGA.What You Need for this Position- ASIC Design Engineer- ASIC- ASIC Front End- Micro-Architecture- RTL Design- RTL- System Verilog- Chip Level- PCIe- USBSo, if you are a ASIC Design Engineer-Front End-Micro-architecture-RTL design with experience, please apply today.
$130,000 - $215,000Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Site Name: Cambridge 300 Technology Square, London The Stanley Building, Seattle Sixth Ave, USA - California - San Francisco. GSK does not accept referrals from employment businesses and/or employment agencies in respect of the vacancies posted on this site.
$153,000 - $207,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Proficiency in Java and/or Kotlin for development (we use both)
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We’re looking for a Data Engineer to help us maintain the foundation of our data warehouse and create an opinionated structure to our data model that can set the standard for our embedded analysts to expand.
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Square’s open source iOS frameworks: Workflow (state management), Blueprint (declarative UI)
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Backed by : Databricks Ventures, Bain Capital Ventures, Menlo Ventures
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Our platform helps companies like Airbnb, Autodesk, LinkedIn, Microsoft, Intuit, SAP, and Samsung look beyond the traditional contact center and deliver better answers to customers in the moments that matter.
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Our large crypto company is looking for a contract Data Platform Engineer. As an engineer on the team you will manage scalable data storage and pipelines, optimize data model, system efficiency and developer experience.
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As a Site Reliability Engineer, you will be part of the Data & Analytics Services (DAS) Team and work with application development and QA teams, DevOps teams as well as our National IT teams architecting, building, and managing the systems that support the Federal Reserve System application suite both on-prem and in the Cloud.
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About The RoleAs a Distinguished Engineer on the AI Ops team, you will be responsible for building the next-generation routing engine for the Internet using Data Science, Machine Learning (ML), and Artificial Intelligence (AI.
$247,800 - $371,500ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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3+ years of professional experience as a DevOps, CloudOps, or Site Reliability Engineer. As a DevOps Engineer at EverOps you will join our U.S.-Based Virtual Operating Center (your home office), working with a team of dynamic engineers to manage multiple customers' production cloud environments.
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Hold Leading SAFe certification and preferably hold certifications such as SAFe Release Train Engineer (RTE), SAFe - Program Consultant (SPC), or other relevant SAFe certifications This position is not eligible for relocation support.
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Founded by fans, Crunchyroll delivers the art and culture of anime to a passionate community.
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Based in Asia and part of Booking Holdings, our 6,000+ employees representing 90+ nationalities foster a work environment rich in diversity, creativity, and collaboration.
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Title: site reliability engineer Company: Netskope in San Francisco, CA
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How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.