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Senior Software Engineer - Shoe Palace page is loaded. Senior Software Engineer - Shoe Palace. Ability to collaborate with other software architects and engineers. As a Sr. Engineer on the Shoe Palace team, you will be helping to transform the way applications are built and data is processed at JD Finish Line.
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As a B Corp, we have a triple bottom line of supporting financial, social and environmental wellbeing in our community. To document that commitment, we converted our legal designation into a Delaware Public Benefit Corporation and have certified as a B Corporation.
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The Software Engineer works with Oracle RDBMS and Ellucian Banner ERP, with a focus on Banner Finance. The Enterprise Platform Development team performs software development work and provides limited production support for enterprise applications at UCSC, including the finance; alumni, donor, and HR staff systems.
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Previous experience with SPICE simulation software and Electromagnetic Simulation software, i.e. CST Simulation and Ansys HFSS. Experience with EMC Simulation software, such as CST Simulation Software or Ansys HFSS.
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Oversee the development and launch of first-generation software solutions for scientists who use rodent in vivo models to assess the safety and biological efficacy of a drug candidate, or to discover novel findings about disease pathology with emphasis on software packages for commercial preclinical clients.
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7+ years of experience in building product software systems. Tecton is funded by Sequoia Capital, Andreessen Horowitz, and Kleiner Perkins, along with strategic investments from Snowflake and Databricks.
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Full Time] Software Engineer – Fullstack at Padlet (United States) | BEAMSTART Jobs. Our software enables that through visual content creation and collaboration in millions of classrooms worldwide.
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12+ years of software development, including 5+ years of experience in IaaS/PaaS development at scale on public clouds (AWS, GCP, Azure). We are seeking a Staff Software Engineer to lead a new software development team in Threat Hunting Services at Zscaler.
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Software Engineering Manager. [Full Time] Software Engineer (Front-End) at Modern Health (United States) | BEAMSTART Jobs. Senior Software Engineer - Operations. Software Engineer (Front-End.
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Our client recently raised a $25.6M Series A led by New Enterprise Associates (NEA) with participation from Databricks Ventures and amazing individual investors like former GitHub CEO, Nat Friedman, Color Health Founder, Elad Gil, Google AI SVP, Jeff Dean and Former President of Microsoft, Bob Muglia.
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Knowledge of AutoCAD, Revit, SketchUp and other industry accepted software as well as expertise with project management software and Microsoft Office Suite products is needed. Review and aid coordination of project documents with relevant Building Codes, City Planning/Zoning ordinances and similar requirements for Authorities Having Jurisdiction.
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Demonstrated experience developing software using Green Hills Integrity Real-time Operating Systems, board support package (BSP), Green Hills Multi IDE and/or Wind River VxWorks RTOS/BSP for C/C.
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Qualifications Degree(s) in computer science, statistics, engineering, physics, or related fields: This is a software engineering position that requires a strong understanding of mechanical engineering and physical sciences.
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The ideal candidate is a creative thinker and concise communicator who enjoys taking ownership of and stewarding web-based projects throughout the software lifecycle. TMZ is looking for a Senior Software Engineer to join our existing team.
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FalconX is hiring a Senior Software Engineer in Applied Cryptography to help introduce a new, in-demand product line for the company that integrates seamlessly with our proprietary, best-in-class Prime Brokerage platform.
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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).
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.