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Proficiency in multiple modern programming languages such as Java, Spring Boot framework, RDBMS Oracle, Webservice development. What are your top 3 required technical skills: Java, Advanced Java(Webservices, Spring, Spring boot), Splunk.
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Experienced with implementing Microservices using Spring Boot, Spring Webflux, Kafka, Redis. We’re Looking For a Lead Software Engineer! Lead, design, develop and test Web and Cloud-native applications and work with fellow Software Engineers and Product Managers to navigate the discussion and strategy in architecting web and cloud platforms.
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You have extensive experience in designing and building global-scale, back-end micro services using Java, Spring, Spring Boot, and event-based systems like Kafka. This team leads with mission to provide overall stewardship of enterprise grade application architecture & design within the context of holistic software development.
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Proven skills with Linux or UNIX systems and related protocols/software with 3+ years’ experience. Senior Software Development Engineer (Specialty) - 7. Familiarity or working knowledge of public cloud patterns (AWS/EKS, Azure/AKS); container tools (Kubernetes, Docker); pipeline tools (Jenkins, Gitlab, Ansible, Chef, Puppet, Terraform); logging and monitoring (Prometheus, Kibana, Splunk, Dynatrace); scripting (Python, Bash.
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The Boeing Company is currently seeking a Tools & Infrastructure Lead Software Engineer - Flight Simulations Labs to join the Flight Simulation Labs - DevSecOps, Infrastructure, Tools & IRAD team located in Berkeley, MO.
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Principal Software Engineer Principle Software Engineer, DevOps – Builders Enablement Program. - Contribute and lead Guild initiatives to improve the craftmanship of Software Engineering.
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Title and SummaryLead Software EngineerOverviewThe US Open Banking Platform Engineering team is looking for a Lead Software Engineer to help drive the future of our development and deployment platforms.
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DescriptionBackend Developer, Java Spring Boot, event driven architecture (Kafka) Knowledge / Experience: Experience with large scale software development or application engineering with recent coding experience in two or more of the following languages: Java, JavaScript, C/C.
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Advantage, if you have experience working in ETL and Hadoop Ecosystem: HBase, Solr, Spark Streaming, Kudu, Spring Boot, Spring Context, Spring Data Rest, General Cloudera experience.
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NET, JavaScript, SQL) Familiar with secure coding standards (e.g., OWASP, CWE, SEI CERT) and vulnerability management Infrastructure as code and cloud first software development knowledge experience preferred.
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Spring Framework (including Spring Boot). Primary Talent Partners has a 12-month contract for a Lead Software Engineer with our great payment client in O'Fallon, MO. This project will start on July 1st.
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Java, microservices, spring boot Hands-on experience in design and defining architecture of complex web-based applications. Java, microservices, spring boot Hands-on experience in design and defining architecture of complex web-based applications.
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Knowledge of software development processes including agile processes and test driven development. Familiarity with cloud technologies like cloud foundry, kubernetes. Messaging - MQ and JMS. Perform requirements and design reviews, peer code reviews and PCI security reviews to ensure compliance with Client standards.
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We are looking for the next superstars in ticket sales for our Spring 2024 internship class. In conjunction with sponsorship sales, develop in-game promotional events. CarShield Field has served as the host site for our Prospect League O'Fallon Hoots team, our very own 6-team house league, the CarShield Collegiate League, and special events like the MLB Alumni Home Run Derby.
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Design, implement, and enhance our deployment automation based on Chef.
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spring boot jobs Title: software eng Company: Usaa in Lake St Louis, MO
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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.
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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).