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4+ years of software engineering experience building quality software applications at scale. We come from companies like Google, Facebook, Spotify, Oscar Health, and Twilio. Our tech stack is built on Python, React, Docker, Kubernetes, and Google Cloud Platform.
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We are looking for a Full Stack Senior Software Engineer with a demonstrated track record of developing and maintaining production services, innovative thinking, and technical excellence.
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Senior Software Engineer (Roku/BrightScript/Scenegraph) We’re looking for experienced Journey-level Software Engineer for the Roku Client Application Engineering Team, where you’ll be part of the team that builds our Direct-to-Consumer client apps, such as Disney+, Star+, ESPN and Hulu on Roku streaming devices and smart TVs. We’re looking for an engineer who, ideally, has experience in BrightScript and is ready to write client apps that provide the best experiences for our viewers.
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Square helps sellers run and grow their businesses with its integrated ecosystem of commerce solutions, business software, and banking services. Evangelize rituals to facilitate knowledge sharing, upleveling rigor in building software and modeling positive examples.
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Genesis Therapeutics is building a world-class software team to solve problems in drug discovery through machine learning, biophysical simulation, and computational chemistry. Our team of accomplished biotech leaders and expert drug hunters joins forces with deep learning researchers and software engineers who are pioneering predictive and generative AI technologies for molecules.
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Position Overview: As the Sr. Director of Creative Services reporting to the Senior Vice President Marketing, you will be at the forefront of shaping the visual identity and brand experience for consumers.
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Mentor junior engineers, providing guidance and oversight to ensure high-quality software development practices. You will be involved in the entire software development lifecycle, from defining requirements to designing, coding, testing, and supporting the product in production.
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A minimum of 5 years of software engineering experience preferred. The Ramp team comprises talented leaders from leading financial services and fintech companies—Stripe, Affirm, Goldman Sachs, American Express, Mastercard, Visa, Capital One—as well as technology companies such as Meta, Uber, Netflix, Twitter, Dropbox, and Instacart.
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Our team designs, develops, and manufactures a wide portfolio of laboratory instruments that ranges from media and columns to consumables, accessories, and instruments for flash chromatography, preparative (U)HPLC, analytical (U)HPLC, mass spectrometry, ICP-MS, coupled with intelligent apps and software.
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Forter is looking for a Senior Software Engineer to develop and cultivate new products for fraud detection. We're on a mission to bring trust to global digital commerce so that companies like Nordstrom, Priceline, Instacart and ASOS can block fraud, drive revenue and improve customer experience.
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Have 5+ years industry experience as a software engineer. Our angel investors include world-class healthcare founders from Oscar, Rightway Health, Headway, Spring Health, and Alto Pharmacy, as well as soccer star Alex Morgan and the founders from Olipop and Notion.
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New York City (Hybrid On-Site): $165,100 - $188,500 for Senior Software Engineer. 802 Delaware Avenue (18052), United States of America, Wilmington, DelawareSenior Software Engineer, DevOps.
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To further develop our core tech we are looking for a Senior 3D Software Developer / Technical Director with a strong background in Blender and 3D architecture. Experience with other 3D modeling and rendering software (e.g., 3DS Max, Maya, Cinema 4D, etc.
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ITD is seeking a motivated, team-oriented, full-stack web developer to join the Application Engineering team at the Senior Software Engineer level to work on new projects and sustain our existing portfolio.
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If you are a software engineer who is passionate about building resilient, highly available infrastructure and seamless, usable full stack solutions, we'd like to talk to you about an opening on our team.
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senior software jobs in Bethpage, NY
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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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.