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Senior iOS Developer Remote. Senior iOS Developer (100% remote, Scrum) Senior iOS Developer. Remote iOS Developer Position. PHP DEVELOPER - 100% Remote.
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Develop, developer, devops, java, perl, programming, python, sdet. Node.js Backend Developer |100% remote. Frontend Developer | Fulltime | 100% Remote possible. Fullstack Developer (100% remote.
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Position Overview: The Senior Business Application Developer (Specialist) position requires proactive initiative to resolve complex production support issues under tight time constraints while ensuring data integrity and accuracy.
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Kafka Architecture, Kafka APIs (Consumer, Producer, Streams), Data Streaming, Data Serialization (Avro, JSON), and Modern Software Development (Java with Spring Boot, Python, or C# with.
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Job DescriptionWe're looking for a capable person to lead our efforts in Backend Architecture, QA and DevOpsFull Stack Developer - Backend Apps, DevOps, Analytics & Web AppsJAVA, MySQL, Memcache, Google Cloud Platform (AppEngine, Datastore, BigQuery), Git, CI tools, JSWhat will you work on.
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ServiceNow Solution Senior Developer. As a ServiceNow IRM/GRC developer you will be a key member of the overall project team working to implement and configure ServiceNow for clients in one or more of these applications.
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CGS is hiring a Senior Oracle APEX Developer to support a range of IT services, including software application support, enterprise infrastructure support, service desk, ITSM, deskside support, workstation engineering and maintenance, telecommunications and mobility engineering services, managed print services, Active Directory services, and video conferencing.
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Extensive senior level full-stack software development experience with Node.jsand React. Architect, design, code, and implement next-generation web application using software engineering best practices in the latest technologies: NodeJS, Single Page Application front-end (ReactJS, ReduxJS, MobxJS), NodeJS API Framework (RESTful APIs, Express, Knex), and DevOps (Jenkins, Red Hat OpenShift, Docker, SonarQube, UrbanCode.
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Senior Blockchain Developer. Passionate and innovative blockchain developer with 7֡ years of experience in creating decentralized applications and smart contracts. Passionate and innovative blockchain developer with 7֡ years of experience in creating decentralized applications and smart contracts.
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Platform Senior Software Engineer (REMOTE) page is loaded Platform Senior Software Engineer (REMOTE) Apply remote type Remote locations Chevy Chase, MD time type Full time posted on Posted 6 Days Ago job requisition id R0046882 GEICO is seeking an experienced Senior Software Engineer with a passion for building high performance, low-latency platforms, and applications.
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A day in the life: As a Senior CNO Developer, you will support a large mission focused team of software, systems and security engineers in the development and deployment of visualization analyst tools to be used for the greater good.
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Position Title: Senior Full Stack Java/React/Angular Developer. Experience with modern development software, tools, and methodologies; Jenkins, Splunk, Git/BitBucket, Jira/VersionOne, Nexus, Maven, Jenkins, OpenShift, XML/XSLT.
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Senior Mainframe and REST API Developer. Z/OS Mainframe development, JCL, COBOL, DB2, CICS, Control-M, VSAM, SQL, relational databases, Java, RESTful, Spring Boot, JSON, XML, SOAP, SQL, Git, AWS, and TDD and familiarity with Angular.
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Would love to speak with you regarding the following position : GIS Application Developer (Senior) (Hybrid), in Laurel, MD. develop, developer, perl, programming, sdet, software developer.
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Senior Embedded Developer page is loaded Senior Embedded Developer Apply locations USMD-Hanover time type Full time posted on Posted 2 Days Ago job requisition id R48911 Secure our Nation, Ignite your Future.
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senior developer jobs in Baltimore, MD
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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.
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.