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The Test Automation Engineer ensures our validated systems are protected by verifying documentation for releases and collaborating with our software development teams to deliver high quality software on a regular cadence.
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We are seeking a Lead Software Engineer to spearhead our expansion into AI and ML technologies space, with a special focus on Generative AI. This pivotal role involves developing innovative Generative AI solutions that generate dynamic content, automate decision-making, anomaly detection, and provide predictive analytics,and transforming how businesses interact with data.
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The Civil Engineer will function as the lead Civil engineer on assigned Renewable Natural Gas projects and will assist project managers in the coordination and management of related contracted services including though not limited to geotechnical engineering and land surveying.
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Engineer and execute live remote broadcasts Set up and operate a live performance studio as a sound engineer. Qualifications: Required & Preferred: Must be a self-starter and be responsible to work with little to no supervision.
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Gulfstream does not provide work visa sponsorship for this position, unless the applicant is a currently sponsored Gulfstream employee. Computer skills and general software knowledge necessary.
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The Lead Mechanical Engineer is required certified in LEED for Building Operations and Maintenance. The Lead Mechanical Engineer is required to be a licensed and registered professional engineer.
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Experience delivering data solutions through agile software development methodologies. BA/BS in Computer Science, Engineering, or equivalent software/services work experience. Designs, develops, and implements ETL/ELT processes using Azure Data Factory, Synapse pipelines, Databricks Notebooks, Event Hub to build integrations from Saas sources such as Service Now, Workday, Dynamics CRM, and Eloqua.
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Whether you're a recent graduate or an experienced veterinarian looking for a change, a new beginning at Banfield means an open door to explore the next best move in your professional career.
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Our Transmission & Distribution division is looking for a Senior Transmission Line Engineer to join our growing business in the Akron, Columbus, and St. Louis offices. The Senior Transmission Line Engineer will lead the design of complex transmission line projects including project technical oversight, providing technical expertise and leading technical design staff.
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This system will be inclusive of Human Capital Management (HCM), Finance, and Incentive Compensation Management (ICM) and will be an Oracle Cloud Applications Software-as-a-Service (SaaS) solution.
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Y ou Are We are seekin g a highly motivated and technically skilled MLOp s Engineer to join our team in supporting our large-scale GPU-based AI training and research cluster hosted on AWS. The ideal candidate should have a strong foundatio n in Linux and a solid understanding of operating systems and be able to communicate effectively with highly technical users on a wide range of technical topics.
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Akima Intra-Data is looking for a Lead Mechanical Engineer for our project in St. Louis. Akima Intra-Data is looking for a Lead Mechanical Engineer for our project in St. Louis. Akima Intra-Data (AID), an Akima company, is not just another federal logistics services provider.
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Bachelor's degree in Electrical Engineering, Computer Science, Information Technology, or a related field; or equivalent work experience.
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For over 100 years, Snap-on Tools has made work easier for serious professionals performing critical tasks.
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Certified Sanitarian or ASQ Certified Quality Engineer preferred. Knowledge in HACCP, Microbiology, Sanitation, Chemical Safety, Pest Control, and Quality Systems. Certified Sanitarian or ASQ Certified Quality Engineer preferred.
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no visa software engineer jobs in 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.
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).