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We are looking for a strong Mechanical Design Engineer to design and deliver next generation networking products such as routers, switches, firewalls, and or servers that meets system product requirements.
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Involve in our next generation HPC’s development and verification. Preferred experience in CPLD, MCU, BMC function definition, and development. Coordinate effectively with various disciplines (SW, Mechanical, Mfg, Test) during project development.
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Supermicro is looking for an experienced senior web application software engineer to design and develop on Windows Server Platforms. Job Segment: Developer, Software Engineer, Cloud, Embedded, System Administrator, Technology, Engineering.
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Strong proficiency with finite element analysis (FEA) software, e.g. ANSYS, for structural and/or thermal analysis. Strong proficiency in creating 3D CAD in Solidworks and managing data in PDM (Product Data Management) software or equivalent (ie Siemens NX and Teamcenter.
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We are seeking a Staff Software Engineer to lead a new software development team in Threat Hunting Services at Zscaler. 12+ years of software development, including 5+ years of experience in IaaS/PaaS development at scale on public clouds (AWS, GCP, Azure.
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ASML/Brion brings together the most creative minds in science and technology to develop computational lithography software to enable customers on the best process window enhancement solution for the next generation HighNA EUV scanner, as well as best process window control solution to mitigate the process variation during the scanner operation, providing holistic solution for advanced nodes in semi-conductor industries.
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As a Senior Software Engineer in Test, you will play a critical role in ensuring the quality and reliability of our customer facing web products, with a particular focus on JavaScript-based applications using React, next.
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As a Senior Developer, you will be accountable for developing and releasing quality software in the POC development and engineering of Adobe's next generation Omni Channel platform, Work Force Management , Chat BOT Automation and Smart AI/Client based Routing platforms.
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Currently pursuing a PhD in Software Development, Computer Science, Computer Engineering, or a related technical discipline. Improve data center network availability and efficiency through software development.
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Experience using industry-leading software such as Altium Designer, Allegro, Eagle PCB, or equivalent. Work with industry-leading software (e.g.: Altium Designer) to create detailed layout design.
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Lumentum's commercial lasers enable advanced manufacturing techniques and diverse applications including next-generation 3D sensing capabilities. Staff Opto-Mechanical Design Engineer.
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The Entry-Level Digital Signal Processing (DSP) Engineer, based in our San Jose, CA facility, will be part of an innovative team that loves to translate the RF world into bits and the bits back into RF all with software.
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We are looking for a highly-motivated Technical Program Manager (TPM) to join our TikTok Monetization team to support that growth and help us empower creators, connect people, and explore possibilities by building the next-generation monetization platform together.
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Our mission is to build great products that accelerate next-generation computing experiences the building blocks for the data center, artificial intelligence, PCs, gaming and embedded. Great opportunity for a Software Development Manager career professional to join an elite team to develop ongoing solutions in the Artificial Intelligent Group (AIG) of AMD semiconductor.
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We are looking for a strong Senior Mechanical Engineer - Power Systems to work on new power electronics product development. You will design new solutions to support the generation of green hydrogen and execute from prototype to production and work on design and analysis of mechanical aspects of a high power electronic product for hydrogen electrolysis.
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software engineer next generation jobs Title: sr software development engineer in San Jose, Fernley, Nevada
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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.