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New York Institute of Technology's six schools and colleges offer undergraduate, graduate, and professional degree programs in in-demand disciplines including computer science, data science, and cybersecurity; biology, health professions, and medicine; architecture and design; engineering; IT and digital technologies; management; and energy and sustainability.
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As a Scala Developer, you will: We are looking to recruit for a Scala Developer to join our Prime Brokerage Technology team. Innova Solutions is immediately hiring for a Scala Developer Position type: Full-time - Contract Duration: 12 Months plus Location: Hybrid - New York City (Jersey City, NJ is also available) No Corp to Corp. W2 contractors only please.
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The SCA has an immediate requirement for Senior Oracle Business Intelligence Enterprise Edition (OBIEE) / Business Intelligence (BI) Developer. The OBIEE/BI Developer will provide day-to-day application support and enhancements and work closely with the business and data analysts.
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As our Product Developer, your pivotal role involves coordinating day-to-day development spanning departments such as Design, Merchandising, and Production. This unique Product Development role works collaboratively to support our Design and Merchandising Teams, sharing responsibilities, and to be successful you should have experience in apparel design.
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Job Description Summary:This position will work in IT Department, implementing solutions by developing and deploying code meant to solve real world business problems from general office systems to sales applications.
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ACLD’s Vocational Developer supports adults diagnosed with intellectual/developmental disabilities insupport in the intensive and follow-along phases of Supported Employment He/Sheestablishes and maintains working relationships with employers, industry organizations, and public agencies to source job openings and secure employment and vocational training opportunities for each person supported on their caseload.
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Java developer roles and responsibilities include managing Java/Java EE application development while providing expertise in the full software development lifecycle, from concept and design to testing.
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Looking for a talented report analyst/developer to join its Data Management team as it builds out a Revenue Cycle BI platform using Microsoft SQL Server technologies. Reports Developer/SQL Server.
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Job Title: Analyst / Developer. Net web programming. Access, Python, or R programming. Reporting software such as PowerBI, Domo, or Tableau. Microsoft PowerBI environment specific tools- Visual Studio, SSAS tabular models, Report Server.
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Headquartered in Long Island NY, Parabit Systems is a leading global provider of hardware, software, mobile apps, and embedded systems that optimize security, self-service, and customer experience.
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Candidates will work directly alongside the CTO as the lead developer to create version 2.0 of a core product offering used by governments to manage and sell permits. Candidates will work directly alongside the CTO as the lead developer to create version 2.0 of a core product offering used by governments to manage and sell permits.
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Google Cloud Platform Developer with Java background on building REST API. Job Title: GCP Developer. Sound experience as a Java EE Developer. Experience with cloud native application design and development using APIs, containers, Kubernetes, service mesh (Istio), preferably on Google Cloud Platform.
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Views and connect to app.
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We are looking for proficient programmers to join our team to train our AI chatbots to code.
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We are seeking a seasoned Full Stack Developer to work along-side, a team of software engineers, in a collaborative Agile environment to develop and maintain new and existing software applications.
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Title: net developer Company: Xcenda in Garden City, NY
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How to Pass a Personality Test with Flying Colors
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.
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.