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Full stack software engineering experience, with proven experience in data visualization modules or frameworks like Python Dash and R Shiny. 3+ years of hands-on experience as a quantitative developer developing financial models and software solutions.
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A software engineering industry certification, including but not limited to: Certified Scrum Developer (CSD), Certified Scrum Master (CSM), Certified Software Development Professional (CSDP), Certified Secure Software Lifecycle Professional (CSSLP), Amazon Certified: AWS Certified Developer, Microsoft Certified: Azure Developer, Certified Software Test Professional (CSTP.
$116,463 - $139,755 a yearFull-timeExpandApply NowActive JobUpdated 21 days ago - UpvoteDownvoteShare Job
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We are seeking a highly experienced and skilled Senior Wastewater Engineer to join our team on a fully remote basis. HIRING: Senior Wastewater Engineer (Fully Remote) As a Senior Wastewater Engineer, you will be responsible for leading design tasks and collaborating with cross-functional teams to deliver high-quality projects.
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Professional registration as a geologist, engineering geologist, or geological/geotechnical engineer strongly desired. We are looking to add a full time Senior Geological Engineer to our Energy group.
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Lead Software Engineer, DevOps - Site Reliability Engineering. New York City (Hybrid On-Site): $201,400 - $229,900 for Lead Software Engineer. 5+ years of experience as a Site Reliability Engineer.
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Job Description Role Summary Experian Marketing Services is looking for a Senior Software Engineer to join our global engineering team. Across our engineering teams, we also use Scala, GCP, Spark, Kubernetes, Python, TypeScript, Angular etc.
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Proficiency in at least one software engineering methodology, including but not limited to:Waterfall, Agile, Scrum, DevOps, Extreme Programming (XP), Kanban, Lean, Rapid Application Development (RAD.
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As a Platform & Senior Site Reliability Engineer at Nomad Health, you will work across systems and software engineering to build, monitor/observe, and scale internal and external systems.
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Qualifications:Bachelor's degree in Civil Engineering (or related field) and 3+ years of related work experienceNYCDOT/NYCDDC civil/highway experience preferredFamiliarity with NYCDDC, NYCDOT, and/or NYCDEP standards and specifications preferredProficiency in utilizing AutoCAD, Civil 3D, and/or Microstation software, as well as working knowledge of other PC software packages typically associated with engineeringStrong verbal and written communication skill.
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Certifications in AWS Cloud Practitioner/Developer and Object-Oriented Programming languages. Working knowledge of best practices regarding remediation of Application Security and Software Vulnerabilities.
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Job Summary: As a Director, Software Engineering you will be responsible for leading a group of engineering managers and their respective engineering squads within the Identity Engineering organization.
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QUALIFICATIONS:❖ Understanding of civil and traffic engineering with experience in highway/roadway engineering, pavement analysis, drainage and utility design, MPT and project management.
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Traffic simulation analysis using VISSIM and Synchro/SimTraffic software, and operational analysis using HCS.Writes and reviews traffic impact studies and analysis reports. Responsibilities:Prepare traffic engineering studies and designs including:Traffic signal design Transportation engineering and traffic planning studies.
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In coordination and full collaboration with the Engineering Services Reliability & Asset Management COE, the Reliability Engineer is responsible for implementing a strategic asset management plan to integrate clients existing systems including building automation, energy management, maintenance programs and life-cycle asset management approach.
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Bachelor's degree or equivalent in Civil/Structural Engineering & Licensed Professional Engineer. Our PMT Northeast Region is in search of a Project Manager/Maritime Structural Engineer.
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software engineering developer engineer jobs Title: engineer Company: Lockheed Martin in New York, NY
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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.