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The Software Developer will be responsible for coding, testing and analyzing application software; support existing products and business applicationsMaintain appropriate controls and documentation to ensure compliance of audit & security requirements.
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Thorough understanding of software testing methodologies and processes. Application Development & Maintenance performs configuration or coding to develop, enhance and sustain the organization's software systems in a cross-functional team environment through adherence to established design control processes and good engineering practices.
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The management team has 20 years of experience in workforce solutions and staffing in medical and non-medical fields, roles ranging from Clerical job to Cardiologist to software developer to CEO.
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Requires daily interaction with PCs and data processing software for majority of duties. Tests output and data created by Software engineering changes and systems. Competent in information taxonomy creation, information visualization, information modeling, and data warehousing techniques.
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A typical first-level software engineering team is based in a single time zone such as EMEA or Americas or APAC, with an Engineering Manager and a Senior Engineer dedicated to a single product, who work as a team to shape the roadmap, technical strategy, code, documentation and community engagement.
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MarkLogic Architect Responsible for architecting analysis design development testing and implementation of reliable and reusable software solutions and addressing business opportunities using technologies like Java 11 XQuery Programming Marklogic Server database.
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Competently operates dental office software. A day in the life of a HSO Dental Assistant: Competently operates standard dental equipment, which may include autoclave, air/water syringe, suction, X-ray units, dental units and other office specific equipment.
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Accurately abstract all property leases in lease administration software. Accurately abstract all property leases in lease administration software. CPM, RPA, or CSM designation or in process. Responsible for all lease administration duties.
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Troubleshooting a variety of issues including but not limited to hardware, printing, scanning and software issues. Routine functions include imaging of computer systems for new users, maintaining and troubleshooting connectivity issues with shared networks, troubleshooting software and internal equipment.
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Experience Required : Experience with automated parking access control hardware and software or a high aptitude for technology. The exposure level in the work environment to vehicle emissions is moderate to high.
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Demonstrates basic mechanical aptitude with a willingness to be hands-on to ensure the delivery of resultsAbility to identify problems and communicate information clearly to peersAbility to learn new software applications Competencies – Knowledge, Skills and Abilities Basic testing experience; tests electro-mechanical components, parts and systems with supervisory technical oversight.
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Proficient with software programs including Microsoft Excel, Microsoft Word, E-mail and vendor pricing programs. Experience in Industrial Distribution or similar industry is preferred (Hydraulic, Pneumatic, Fluid Power, Electrical, Power Transmission, Motors, and Motion Control.
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Experienced in software such as Photoshop, Illustrator, Sketchup, Rhino, and AutoCAD. Experienced in software such as Photoshop, Illustrator, Sketchup, Rhino, and AutoCAD. Create or facilitate creative intent through art direction and story development (treatments, storyboards, visual models, sketches, concept art.
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Design, code and unit test application code using Software Development Life Cycle (SDLC) best practices. The Developer strives to continuously improve the software delivery processes and practices.
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Competency with test systems software (preferably LabVIEW) and are able to create test programs for primary level testing needs. Our robust portfolio of leading electrical product brands dates back more than 100 years and includes nVent CADDY, ERICO, HOFFMAN, RAYCHEM, SCHROFF and TRACER.
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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?
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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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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).