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Senior Software Engineer Back End (Java, Python, Spring Boot, AWS) As a Capital One Software Engineer, you'll have the opportunity to be on the forefront of driving a major transformation within Capital One.
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Yearly boot allowanceTool Co-op program for when you are ready to upgrade your personal toolsShop is also stocked with water, Gatorade, coffee, and snacks Flexible schedules that fit YOUR life with NO ON CALL We will design a shift that fits YOUR SCHEDULE.Apply TODAY and schedule time to hear more about what we can do for YOU from one of our team members.
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Senior Back End Engineer (Java, AWS, Spring Boot) New York City (Hybrid On-Site): $165,100 - $188,500 for Senior Software Engineer. At least 4 years of professional software engineering experience (Internship experience does not apply.
$165,100 a yearExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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Digital : Splunk, Digital : Amazon Web Service(AWS) Cloud Computing, PostgreSQL, Digital : Spring Boot, ORACLE SQLApplication Support Experience in Java or. Net - Any flavor with hands on experience in Application Support , Performance Tunning, etc Working knowledge as developer or DBA on Oracle, SQL or PostgresDevOps Skills AWS skills - ( Specifically around - ECS, EC2, RDS, SNS, SQS, S3, Lambda)Splunk or monitoring tools skillsApp Migration experience Cost monitoring/Cloud Operations SRE/Automation mindset.
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4+ years of experience in Java, Java EE, Restful APIs, combined with a strong understanding of enterprise Java frameworks such as Spring Boot. You should have the ability to prioritize well, communicate clearly, have a consistent track record of delivery, and excellent software engineering and people management skills.
$124,372.5 - $247,200 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Our stack depends on a variety of languages including Python, Java (Spring Boot), C. Analyzes, designs, programs, debugs, and modifies software to enhancements and/or new products used in local, networked, or Internet-related computer programs.
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Spring boot, Microservices, Docker, Jenkins and REST API's experience. Currently, We are looking for entry-level software programmers, Java Full stack developers, Python/Java developers, Data analysts/ Data Scientists, Machine Learning engineers for full time positions with clients.
$81,000 - $127,000 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Strong knowledge of Object-Oriented Design, Business Process Innovation, Java, Spring Microservices, Spring Boot, and Spring Batch. For one of our long-term multiyear projects we are looking for a Backend Senior Developer with Java, J2EE, Hibernate, Spring boot.
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The Private Client Relationship Manager, along with a Private Client Financial Advisor or High Net Worth Wealth Advisor, and Certified Financial Planners, create the Citizens Private Client team.
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Experience with writing and using APIs. Experience with Web Services (SOAP and REST) using Java Spring boot. Working knowledge of software development practices including DevSecOps and CI/CD tool chains (GitHub, Jenkins, Docker, uDeploy , Rally, checkmarx etc.
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Developing and designing applications using the following: Java, Spring Boot Microservices, RESTful services, XML, JSON, Jenkins, Linux Shell scripting, Python, Go Scripting, and Redis Cache.
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This includes but is not limited to meetings, emails, customer support tickets, and project management software. As a Software Engineer II you will analyze, design, develop, test, implement, maintain, and support applications based on customer requests to ensure successful operation and conformance to requirements.
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The Software Engineering and Architecture group is seeking a masters software engineering intern. Embrace software engineering excellence and delivering quality results at scale. If you are offered a position at PNNL and currently have any affiliation with the government of one of these countries, you will be required to disclose this information and recuse yourself of that affiliation or receive approval from DOE and Battelle prior to your first day of employment.
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Spring boot, Microservices, Docker, Jenkins, and REST API experience. Currently, We are looking for entry-level software programmers, Java full-stack developers, Python/Java developers, Data analysts/ Data Scientists, and Machine Learning engineers for full-time positions with clients.
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You will design, develop, and maintain dashboards displaying DevSecOps metrics, measures, performance, and continuous improvement, enabling data-driven decision-making and driving success in Power & Controls embedded software development.
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boot job Title: software eng Company: Citizens in Hartford, CT
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.