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TRAINING & ADVANCEMENT Upon completion of initial 7–9 week Recruit Training (known as Boot Camp), those pursuing a Cryptologic Technician role report to either Pensacola, Fla., or Monterey, Calif., to receive formal Navy schooling in their specialty area within the field of cryptology.
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Expertise in Spring Boot framework, microservices architecture, relational and non-relational databases, as well as messaging systems such as Kafka and MQTT. Lead the design and architecture of Java-based systems, emphasizing Spring Boot framework and microservices architecture principles.
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As a member of the software development team which implements end-to-end solutions for automotive IP and satellite features for SiriusXM family of services for use in Automotive, Marine and Aviation systems.
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Minimum of 5 years’ experience in bootloader and diagnostic communication protocols development such as UDS, Secure boot, ECU security, using but not limited to CANOE/CANalyzer, CANdella or diagnostic configuration tools.
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Entech Staffing Solutions is seeking a Senior Software Developer for a position in Pontiac, MI! NET software development 2 Years of experience using web based technologies (ASP.NET, JavaScript, CSS) Relational database experience (SQL, Oracle) Computer-related degree or equivalent experience Experience developing enterprise software using MVC, MVVM, or MVP framework Ability to work with limited guidance in a team environment Expert knowledge of object oriented programming This position requires on-site attendance.
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Preferred skills: knowledge of Spring Boot, microservices. Currently, We are looking for entry-level software programmers, IT enthusiasts, Python/Java developers, Data analysts/ Data Scientists.
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Work with the junior developers assisting them in all aspects of the software engineering. Involved through the entire software development lifecycle of analysis, design, coding, testing, implementation and support.
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The Bose Global R&D Software team is looking for a hands on Software Systems Engineering Manager to both work as and lead a team systems engineers to perform systematic analysis, design and delivery of innovative technologies and experiences.
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2+ years of experience in PLC programming, relating to software development ( Siemens and/or Rockwell required ). Knowledge, Skills and Abilities Basic understanding of the most current AutoCAD Electronic development software packages, or an equivalent CAD drafting package (Eplan.
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Use existing customer and internal standards as well as references from previous projects to develop and customize all required application specific software (i.e., PLC ladder logic, HMI files.
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Hardware-Software Integration: Utilize your expertise in communication protocols (I2C, UART, IPC, CAN, etc.) and hardware-software interfaces (HSI) to facilitate seamless integration between software and hardware components.
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Experience developing and designing multi-tier production software systems utilizing HTTP APIs (REST, GraphQL) and backend datastores (PostgreSQL, DynamoDB, Redis, Elasticsearch, etc. Proven track record of delivering high-quality software on time and within budget.
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Use of ETL, Hadoop, Apache Spark, Apache NiFi, Apache Airflow, Kafka, Java, Spring Boot, Spring REST, Hibernate, Python, TypeScript, Maven, Spark, Zookeeper, Druid, Terraform, Docker, Kubernetes, CloudWatch, CloudFormation, AWS Cloud Development Kit (CDK), Jenkins, GitLab, and AWS services.
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As a Senior Engineer, Software Engineering at RXO, you'll be responsible for developing various Transportation Management Systems (TMS), participating in design reviews and working with the quality assurance team to assess reported defects from testing.
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Software platform diagnostics to be used in a next-generation ADAS systems. Develop diagnostic software for ADAS systems to identify and resolve technical issues. Minimum 2 years experience in embedded software development for automotive systems with a strong knowledge of C/C.
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boot job Title: software eng Company: Autodesk in Southfield, MI
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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?
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).