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We are looking for a Front-End Web Developer who understands UX design, Internationalization, and can craft visual components using advanced front-end technologies. Job DescriptionFront-End Web Developer- Full Time (remote within United States)Do you know JavaScript, React/Redux, single page applications.
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Web Services (AWS), VMC on AWS, Google Cloud Platform (GCP), Google Cloud VMware Engine (GCVE), VMware Horizon VDI, Citrix. Web Services (AWS), VMC on AWS, Google Cloud Platform (GCP), Google Cloud VMware Engine (GCVE), VMware Horizon VDI, Citrix.
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Palo Alto, Zscaler, F5, Juniper, Infoblox, Megaport, Amazon Web Services (AWS), Microsoft Azure, Terraform, Aviatrix, GitHub, Python, Jira, Confluence, IBM SevOne, CodeCommit, and CodePipeline. Including Software-Defined Cloud Interconnect and WAN technologies (SDCI & SDWAN), Zero Trust Networking (ZTNA), Web Application Firewalls (WAF), Elastic Load Balancing (ELB), and Next-Generation Firewalls (NGFW), and Network Visibility.
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Portfolio pieces must showcase packaging design, print design, and digital (web/ecommerce/social media) design. Candidate must have advanced technical skills and knowledge of the Adobe Creative Suite; Bridge, Illustrator, Photoshop, Lightroom Classic, InDesign, and Acrobat Pro.
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As a DevSecOps Engineer, you'll spearhead the secure integration of AWS tools like Data Brew and Stageware, focusing on data engineering and web app development in Java. Lead Kubernetes (K8S) deployment for a robust and secure infrastructure.
$120,000 - $140,000Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Produce integrated marketing campaigns from inception to optimization with a cross-functional marketing team including project management, web and online marketing, corporate communications, content marketing, social media, creative services, events, field and partner marketing, sales teams, and third party vendors.
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We specialize in development of web and mobile applications, information driven reporting solutions and ways to align technology solutions with business objectives. Understanding of web software development technologies including Java, HTML, CSS, XML, JSON and JavaScript.
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All backgrounds welcome: Work from home, part time, Amazon, customer service representative, medical professional, remote work at home, drivers, administrative assistant, work from home customer service representative, registered nurse, web developer, assistant manager, pharmacy technician.
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As a Principal Front-End Engineer at Measured, you are an hands-on technical lead who will play a key role in designing and developing the company's next generation web-based Marketing Analytics applications.
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Expertise with MS Visual Studio Web Load Testing and Automation, with one or more of the other skills at knowledgeable level: Microfocus LoadRunner, Gatling, Tricentis Flood, JMeter, Silk Performer.
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Knowledge of Amazon Web Services (AWS) – mainly S3, EC2, EMR, and NiFi. Knowledge of Palo Alto Nex-Gen firewall, MS PowerShell, and cloud solutions. Certification in any of the following preferred: CISSP, CISM, CISA, Security +, or equivalent Additional security industry training such as SANS or Offensive Security preferred Knowledge of information security concepts and technologies, including cyber risk, third party risk, and security governance Knowledge of a wide range of security/risk management frameworks like NIST, CIS etc.
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User Experience/Interface Design: Apply UX/UI principles to ensure intuitive and easy-to-navigate materials across various formats, including eLearning and web content. Advanced proficiency with Adobe Creative Suite (Illustrator, InDesign, Photoshop, Lightroom, Premiere Pro, Acrobat, After Effects, etc.
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Responsibilities & Duties L ead the development of sophisticated frontend applications using modern web technologies such as React, Vue.js, and various headless CMS platforms like Builder IO, Storyblok, and Contentful.
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Some Distinguished Projects We Have AccomplishedA proprietary telemedicine system with an integrated electronic health records system, web-based video calls, and SIP-based phone call-to-web conversion.
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NET web applicationsExperience deploying cloud native components to Azure Kubernetes Service (AKS)Experience with provisioning Azure infrastructure using IAC (Infrastructure as Code)Experience with Azure DevOps and GitHub actionsKnowledge and experience writing Python scriptsKnowledge of SQL server deployments (DACPAC)Deep understanding of the Windows operating system.
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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.
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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?
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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.
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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.