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As such, we've built a world class People Analytics and Measurement team to optimize people management and facilitate data-driven decision making.
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We are looking for an Associate Software Engineer for our Macro Helix 340B program management technology for hospital health system-covered entities and retail contract pharmacy networks. At Macro Helix, we are a leader in providing 340B software focused on helping customers improve financial performance, increase operating efficiencies, and maintain regulatory compliance.
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You will collaborate with Product, Marketing Business, and Strategy Teams while leading a large-scale software engineering organization. Experience in agile software development methodologies such as scrum and test driven approach.
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Junior Software Engineer / Developer. Be involved in all aspects of software engineering—playing a critical role in design, planning, deployment, and maintenance of products and new features.
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Familiarity with tools used to automate the deployment of an enterprise software solution to the cloud, Terraform, GitHub Actions, Concourse, Ansible, etc. UKG is looking for a Senior Python Software Engineer to join our extremely talented Machine Learning team.
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Option 1: Bachelor's degree in computer science, information technology, engineering, information systems, cybersecurity, or related area and 4years’ experience in software engineering or related area at a technology, retail, or data-driven company.
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A wide range of software development experience, including web applications, command-line tooling, data visualization, automated testing, configuration management and continuous integration & continuous delivery.
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Keywords: Software Engineer, Manufacturing Information Systems, Automation, SCADA, HMI, Rockwell FactoryTalk, Ignition, Wonderware Archestra, Siemens, PLC, Process Monitoring, Traceability, OEE, MES, Quality, ERP, Ethernet/IP.
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5+ years of hands-on experience as a data-focused software developer , including experience modeling, building, and evolving ETL/ELT data pipelines, warehouses/lakes, and other components of the data stack.
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QUALIFICATIONS:Minimum education and experience required: Bachelor’s degree in Applied Computer Science, Computer Engineering, Computer Information Systems, Information Technology, or a related field of study plus 7 years of experience in the job offered or as Software Engineer, Senior Java Developer, Associate / Software Engineer, Consultant, or related occupation.
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Experience with shipping software for Linux and MacOS (arm, x86). You will: Develop and maintain software test platforms for hardware-in-the-loop testing, ensuring high reliability and performance.
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With your knowledge and expertise and under the supervision and mentorships of the Lead Software Engineer and Application Development Manager, you will contribute to the team in regard to best practices as well as contribute to the development and maintenance of appropriate standards, guidelines, and best practices.
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As a Sr Principal Software Engineer within the Identity Engineering organization, you will be responsible for: identifying, or introducing best practices within the organization; setting technical, and architectural direction across the organization; helping squads, and individuals execute on that direction; and providing subject matter expertise to help accelerate project delivery.
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Marriott has an exciting opportunity for a Senior Software Engineer – Corporate Systems. Basic Computer Skills - Using basic computer hardware and software (e.g., personal computers, word processing software, Internet browsers, etc.
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We are seeking a Lead Software Engineer to spearhead our expansion into AI and ML technologies space, with a special focus on Generative AI. This pivotal role involves developing innovative Generative AI solutions that generate dynamic content, automate decision-making, anomaly detection, and provide predictive analytics,and transforming how businesses interact with data.
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Title: software Company: Raso in Atlanta, GA
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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.
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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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.
How To Make $100K a Year – No BS Strategies & Advice
If you’re like most of us, you’d love to be wealthier. Having more money would alleviate stress. It would make it easier to pay your bills and buy nicer things. Maybe it’d allow you to spend more time with your kids and go on more vacations. You’re not alone if you wish you could somehow earn a more significant income.