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Description: Our client is currently seeking a Full Stack Developer - IV Onshore - Alpharetta GA, Irving TX, Basking Ridge NJ Working Model: Hybrid- 2 days in office (Tuesday, Thursday), rest from home.
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We are currently looking for a Sr. Full Stack Software Engineer to support our flagship Human Capital Management platforms, Workforce Now. The platform brings together a variety of HCM components, including talent management, human resource management, benefits administration, time and attendance, and payroll.
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Role:e Senior Apigee Developer Remote. Role:e Senior Apigee Developer Remote. Strong programming skills in JavaScript, Node.js, Java, Spring boot, Microservices. Familiarity with cloud platforms and containerization technologies, such as AWS, Azure, Docker, and Kubernetes.
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Client is looking for a IBM WTX Developer with experience in X12 data validation tools like WTX. Prioritize tasks and coordinate with the team for project deliverables within decided timelines Job Role WTX/ITX Developer.
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The Content Developer and Product Trainer is responsible for creating and delivering effective, engaging, and high-quality instructional materials for technical product training. The Content Developer and Product Trainer is responsible for creating and delivering effective, engaging, and high-quality instructional materials for technical product training.
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Tools : Eclipse, SQL Developer tool, etc. CI/CD, Jenkins, GIT, or DevOps; Java, Python, or Node.js; XML, JSON, HTML, CSS, and JavaScript; React, JavaScript, jQuery, Ajax, Bootstrap; SOAP APIs or REST APIs; and Software development for enterprise or web applications.
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Equifax has a hybrid work schedule that allows for 2 days of remote work (Monday and Friday), with 3 days onsite (Tuesday, Wednesday, Thursday) each and every week.
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1+ years of experience as a Full Stack Developer in Java and either React or Angular, to build responsive-user interfaces with front-end technologies such as HTML, CSS, and JavaScript. What does a successful Senior Full Stack Developer do at Fiserv.
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The Mainframe Developer will work hands-on developing code and participate in multiple projects. The Mainframe Developer writes the actual code to build and support client systems, applications, and platforms.
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Job Title : Senior Apigee Developer. Lead the design, development, and maintenance of complex API solutions using the Apigee platform. Work closely with operations and infrastructure teams to deploy and manage the Apigee platform and API proxies.
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You have worked as Full stack Developer (Java Spring boot and Angular / React JS) ADP is hiring a Senior Application Developer. As a Senior Developer, you will work closely with your team to lead and guide projects to success.
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5 or more years as a full stack developer with more experience on server side frameworks - Java / Spring / Spring Cloud / Hibernate / SpringBoot Microservices and exposure to client side JavaScript frameworks (preferably JSP /Angular/React JS.
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We are seeking a motivated and talented individual to join our new AI development team as an Entry-Level AI Developer. Strong understanding of fundamental concepts in artificial intelligence, machine learning, and deep learning.
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Salesforce certifications in one or more areas (Administrator, Platform Developer I/II, Platform App Developer, JavaScript Developer. At Medtronic Diabetes , we are looking for a Senior Salesforce Developer who will be a pivotal member of our development team and have the responsibility to work on the development of next generation Diabetes systems.
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Do you want to experience the essence of a large organization in a company with a personal touch?
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Title: pega developer Company: Sky Solutions in Peachtree Corners, GA
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.