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As a senior BE engineer on the SaaS Platform, you’ll help the team build and mature our service to be responsive and reliable, and work with our partner teams to find solutions that maximize the value of the platform.
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Design, develop, and maintain backend APIs using Python and Django framework. Proficiency in backend development using Python and Django framework. Position Overview: As a Full Stack Software Engineer, you will play a pivotal role in designing, developing, and maintaining robust software solutions using a combination of Postgres, Python, Django, React Native, and Expo. You will work closely with cross-functional teams to deliver high-quality, scalable, and user-centric applications.
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Develop and provide support for the Spectrum Mobile Buyflows, by investigating, researching, and reaching out to backend teams for assistance. Rotates through the on call support rotation for Spectrum Mobile Buyflows and ecosystem.
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The Senior Software Engineer (iOS) reports to the Vice President of Engineering and works closely with cross-functional teams including design, product, and backend development to ensure seamless, high-quality product delivery.
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The API Gateway engineer will work in areas of Designing, modifying, optimizing, and managing Broadcom/CA Layer7 API Gateway, including deploying for scalability, refactoring policies for performance and seamless migration, integrating with datastore and backend systems.
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You'll work across the full stack using a range of Microsoft web technologies including C#, ASP.Net Core, EnityFramework, AWS producing clean, scalable code, integrating backend data and designing functional, user-friendly UIs and web layouts using HTML and CSS and React js.
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Data Integration: Integrate frontend applications with backend services using REST and gRPC. Deployment: Handle the deployment of applications on platforms like Azure and AWS with the help of Docker.
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Freedom Technology Solutions Group is seeking a skilled Java Backend Developer to join our team in (St. Louis, MO or the Washington-Maryland Area) developing and deploying robust backend technology to power modern web architectures.
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Skilled in Java Spring Boot, particularly in developing REST APIs.
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Experience creating and maintaining web applications and integration with backend teams. Experience with tailwind. Experience as a software developer or software engineer with at least one programming language.
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One of our clients is looking for Java Backend Developer in St Louis Missouri (3 days on-site Hybrid). Title : Java Backend Developer. One of our clients is looking for Java Backend Developer in St Louis Missouri (3 days on-site Hybrid.
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Experience working with systems either open source (Ceph, Kudo, Cassandra) or proprietary (high-scale cloud backend systems) They're taking streaming beyond Apache Kafka® into a unified "engine of record.
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Configure/maintain backend storage fabric (Netapp) Experience with automated software deployments, SCCM/MECM/PDQ Software Deployment Tool. Build/maintain/tune System Center Configuration Manager (SCCM) infrastructure.
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Drives performance through an understanding of labor models, practice management financials, patient and customer service metrics, operational backend processes, and general overall operations and administration.
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Your responsibilities will span from UI design to backend database management, utilizing various technologies including Java, Spring, Hibernate, AWS, and more. Keywords: Java, Software Engineer, Web Development, Microservices, Cloud, Agile, Leadership, Problem-Solving, Open Source, Enterprise Applications.
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backend job Company: Game Taco in St Louis, MO
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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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.