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For more information, visit The Senior Analyst of Identity & Access Management (IAM), SailPoint Developer will assist the IAM Management in implementing and maintaining Maximus's Identity Governance and Administration (IGA) program, including development activities, identity enforcement, and access governance.
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Title: Sr Mainframe DeveloperLocation: Baltimore, MDDesigning, programming, testing and maintenance of complex Mainframe applications.
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5+ years of working as a data engineer, ETL developer and/or data warehouse DBA. Keywords: ETL, Databricks, Hadoop, Azure. Experience with Databricks, Azure cloud services, Synapse or similar technologies.
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Mulesoft Developer (level 1) – is a huge plus Key Responsibilities: Azure Infrastructure Management: MuleSoft Middleware Infrastructure and Support: Azure Infrastructure Management: Azure Administrator - Provision, configure, manage and monitor Azure virtual machines (Most Window VMs, and very few Linux), storage accounts, IaaS, PaaS, and networking components (load balancers, Application Gateway, vNet, VPN Gateway, etc.
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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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If you're a talented Principle UI Software Developer with a TS/SCI polygraph clearance, we want to hear from you. Experience with Javascript, Vue.js, React, Spring. This is a full stack position using corporate datastores as well as other technologies such as AWS, Docker, Kubernetes, and Elasticsearch.
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Global Refuge, formerly known as Lutheran Immigration and Refugee Service (LIRS), is a nonprofit serving newcomers seeking safety, support, and a share in the American dream.
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A Bachelor’s degree in Civil, Engineering or IT.Experience with Project Management Information Systems (Oracle Unifier, Contract Management or similar (Procore, eBuilder, etc
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As a Senior Consultant in our Cyber Application Security team, you will be responsible for delivering Oracle Cloud Applications Security & Controls implementations and Risk Management Cloud (RMC) modules.
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5+ years of experience in IT Service Management Process, Design and Administration (may include the 3+ years of experience as a ServiceNow Administrator/Developer 4. 3+ years of experience as a ServiceNow Administrator/Developer in an enterprise environment 3.
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The Leidos Office of Technology supporting the Cyber & Analytics Business Area (CABA) is seeking a creative Senior Cyber Researcher & Developer to join a diverse team of researchers contributing to an internal research and development portfolio focused on CNO.
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Our Web Developer SWE0 earns between $89,200 - 94,903 yearly. AT&T has an opening for a Web Developer. Intelink Services provide interagency information sharing, content discovery, and collaboration capabilities on the IC system domains to the IC and its partners in Defense, Homeland Security, Foreign Affairs, and Law Enforcement.
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SEG, an Axient company, is seeking a Mid-Level Full-Stack Web Developer to add to our excellent Modeling and Simulation Development team in Columbia, MD. Come join our team and be a part of somethingbig, something important, something rewarding.
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Senior Frontend Developer. 5+ years of experience in at least one of the following: JavaScript, React, Angular, Node, TypeScript, or Java. Utilize programming languages like JavaScript (Angular, React, Node), HTML/CSS, TypeScript and Java, open source frameworks, RESTful web services, and work on cross-browser and cross-device development.
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We are seeking a talented and experiencedConstruction Project Developer/Engineer to join our Mid-Atlantic Energy Services Construction Team at Trane Technologies. We are looking for a Senior Project Developer that has the ability to plan, design and develop various construction projects.
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Title: developer Company: Business Centric Technology in Gwynn Oak, MD
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Internships are for college students or people who have just completed their degree. If you are a student or recent grad, you may be wondering how to land an internship. If you've never had one, you may even wonder if you need one. After all, didn’t you work in that call center while also doing exams? Or perhaps you’ve bartended your first year in college?
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Even if you’ve worked hard to earn a degree from an impressive school, landing your dream job might still come down to who you know – otherwise known as networking. Lots of qualified candidates might apply for a job, but the person who gets it might very well be so-and-so’s sibling, friend, or kid. Sometimes the only way to get your foot in the door is to know someone.
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Once you’ve finally mustered up the courage to find another job, leaning into the job hunt can feel scary and overwhelming. So, it does nothing to help your confidence when your outbox is full of unanswered follow-ups and interview requests. You thought that ghosting only happens on dating apps—so why do recruiters ghost, too? Recruiter ghosting is not an effective recruiting strategy, but sometimes it’s inevitable. How can you overcome such an unfortunate new career trend? Read on.
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Each companies hiring strategy is based on a set of rules that defines the ideal candidate. Many companies utilize internal and external hiring to ensure they have skilled, experienced workers. If you work in recruiting, maximizing your internal hiring strategies could be the key to retaining employees and simplifying your hiring process.
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For many, it was easy finding a job while in college. But after job hunting for weeks, you may wonder why it is so hard to get a job after college. After all, you’ve put a lot of time and effort into getting your degree. But don’t get discouraged. The University of Washington found that 53% of graduates are either unemployed or working a job that doesn’t require a degree. Other studies also show that landing your first job can take between 3 and 6 months. So, getting your first job takes time.
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Making the Move to Salary Transparency
The salary transparency trend continues. Last year, Colorado passed its Equal Pay Transparency Rules, which required employers to include compensation in job postings, notify employees about promotional opportunities, and record job descriptions and wage records. Soon after, states like Washington, Nevada, Maryland, and Rhode Island followed suit.