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Experience : Minimum of 5-7 years of experience in backend development, with a focus on Java Spring Boot and REST microservices. What you will get to do: Application Development : Design, develop, and maintain scalable and high-performance backend services using Java Spring Boot and REST microservices.
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Experience defining software components/stacks, OS/DB/network requirements, security requirements for both Fiori Frontend and backend systems. Wakefern Food Corp. is the largest retailer-owned cooperative in the United States and supports its co-operative members' retail operations, trading under the ShopRite®, Price Rite®, The Fresh Grocer®, Dearborn Markets®, and Gourmet Garage® banners.
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Backend is currently an Oracle DB and using Teradata (just need good SQL skills) Backend is currently an Oracle DB and using Teradata (just need good SQL skills) Jenkins / Github (can look at other tools that do the same thing.
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WSN is looking for a highly skilled Senior Backend Developer with over 10 years of experience to join our dynamic team. You will leverage your expertise in backend development to create robust solutions while ensuring adherence to industry best practices.
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Work closely with frontend/backend engineering teams, design, and stakeholders in an agile environment to deliver solutions to market. Work with UX Research to design usability and research studies to inform product requirements and influence product design and experience.
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Knowledge and understanding of complex enterprise systems and frameworks including frontends, middleware, services layer, database, backend, and downstream interfaces. Hands on experience using monitoring tools like Splunk, AppDynamics, Grafana, Geneos ITRS etc.
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Extensive experience with backend technologies, particularly PHP and/or Python, and familiarity with frontend frameworks such as React, Vue, or Angular. Capability to effectively troubleshoot and optimize both backend and frontend issues.
$200,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated 25 days ago - UpvoteDownvoteShare Job
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Strong understanding of backend development concepts, microservices architecture, and RESTful API design. Primary skills Proven experience as a Backend Developer with Python as the primary language.
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Integrate APIs with backend services, databases, and third-party applications using AWS API Gateway Model and Mapping templates. Knowledge of CI/CD pipelines and AWS DevOps practices with SAM.
$130,000 a yearFull-timeExpandApply NowActive JobUpdated 25 days ago - UpvoteDownvoteShare Job
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70 percent backend and 30 percent front end/UI. With core java, angular spring boot, microservices and sql and Google cloud. Role: Full Stack Java Developer (4 Positions) 70 percent backend and 30 percent front end/UI.
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Expertise working with SQL Server as backend database. High proficiency in building backend. Net Developer (Banking Domain) Expertise working with SQL Server as backend database. Familiarity with TDD Unit Testing , Component Testing, CI tools like Jenkins or CruiseControl.
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Its 30 percent angular and 70 percent backend java. Skill set, java developer, spring, SQL, and angular (must have angular) Its 30 percent angular and 70 percent backend java. 5 plus years with java, angular, sql, and spring.
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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.
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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.
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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.
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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.