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Title: Sr. Hadoop developer. Strong project experience with Amazon EMR/Databricks/Cloudera CDP is must. Strong experience with REST API development using Python frameworks (Django, Flask etc.
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Role: We are looking for a Staff Engineer with an extensive engineering background, experience using a variety of developer tools and technologies, and who is passionate about developer productivity.
$245,000 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Assessment of customer data landscape to determine data sources to ingest into D365 Customer Insights, in order to satisfy business requirements.
$203,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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We are looking for people already living in the USA. Overview: We are looking for a skilled and experienced Java Fullstack Developer to join our dynamic team. Strong experience with front-end technologies such as HTML5 , CSS3 , JavaScript , and modern JavaScript frameworks like Angular , React , or Vue.js.
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Healthcare Industryfocus is 70% frontend and 30% backend Role DescriptionAs an essential addition to the existing development team, the Senior Full Stack Developer will work closely with a group of talented developers to build a variety of apps and platforms that enable visualization of medical information and devices, healthcare tools, and state of the art 3D medical animation.
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Seeking one (1) full stack developer to provide application design, development, and testing for the Online Traffic Adjudication programs. Java Script, RESTful API, Microservices, SOAP based Webservices, XML, XLST, XSD, XPath, SQL, Angular, HTML, JSON, FTP, and COSMO Db, MY SQL.
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This role is for the Developer Experience team that manages a variety of foundational systems like CI/CD, Development environments, and staging/demo environments. Manage the AWS Infrastructure to power the developer environments of hundreds of engineers.
$236,250 a yearFull-timeExpandApply NowActive JobUpdated 29 days ago - UpvoteDownvoteShare Job
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PETADATA is hiring an AI (Artificial Intelligence) Backend Developer. Job Title: AI (Artificial Intelligence) Backend Developer. Should have strong programming skills in Python and experience with backend frameworks such as Flask or Django.
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We’re building the world’s most advanced healthcare platform from the ground up, combining hardware, software and doctors under one roof.
$220,000 a yearFull-timeExpandApply NowActive JobUpdated 6+ months ago - UpvoteDownvoteShare Job
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3+ years of experience selling or supporting the technical sales of cloud computing and storage, full-stack Engineering, or Cloud Developer. In order to be successful, you will need to become a thought leader, trusted advisor, and spokesperson for the Cloudflare AI and Developer platform.
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As a Senior Software Engineer, you will be responsible for developing key modules in our software roadmap.
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The Associate Project Developer (Renewable Energy) will be eligible for. The Associate Project Developer (Renewable Energy) will have. Our client is a leading integrated clean energy IPP with extensive experience with all aspects of project development, project finance, operations, and customer service which has made them a leader in the renewable energy industry.
$140,000 a yearFull-timeExpandApply NowActive JobUpdated 17 days ago - UpvoteDownvoteShare Job
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Sr. SAP ABAP Developer (SAP HANA) Sr. SAP ABAP Developer (SAP HANA) Design and implement ABAP solutions in various SAP modules (e.g., SD, MM, FICO) on the SAP HANA platform. Optimize ABAP programs for performance within the SAP HANA environment.
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Proven experience as a Web Developer with significant expertise in Sitecore CMS. Job Title: Web Developer (Sitecore Specialist) Experience Sitecore development tools and practices, including Sitecore Habitat, Sitecore Unicorn, and Sitecore Serialization.
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Develop and maintain GIS applications using Esri Field Maps and ArcGIS Online (AGOL) to support field data collection.
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Title: developer Company: Vdart in San Francisco, CA
FEATURED BLOG POSTS
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.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.