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Modern Technology Solutions, Inc. (MTSI) is seeking aFull Stack Developer at Wright-Patterson AFB, Ohio. All processes should be designed and built to not need a developer in the loop; users with minimal training should be able to run each process.
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The AAA Group is seeking a senior-level Software Engineer to help lead high-performing teams transforming advanced concepts and algorithms into software implementations for prototypes and operational systems.
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Dynetics group, a wholly owned subsidiary of Leidos, is seeking a talented Senior Full Stack Software Engineer to join our Dayton, Ohio office. Experience with modern web development tools, languages, and frameworks such as: Angular, React, JavaScript, Typescript, HTML, CSS, NodeJS, NestJS, Express, etc.
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Modern Technology Solutions, Inc. (MTSI) is seeking a Front End Web Developer. Modern Technology Solutions, Inc. (MTSI) is seeking a web developer with experience with Jakarta Server Pages, Javascript, Java Beans, Tomcat and Maven.
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Arcticom, LLC, a subsidiary of Bering Straits Native Corporation is currently seeking a qualified Test Lead for the Foundational Logistics IT Enterprise System contract at Wright Patterson Air Force Base (WPAFB.
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Modern Technology Solutions, Inc. (MTSI) is seeking a DevSecOps Software Developer in Beavercreek, OH. Must have a high degree of proficiency with an IDE such as Visual Studio or Eclipse and be capable of using them to their full extent.
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Experience working with Oracle SQL Developer Data Modeler is preferred. Experience with other database system IDEs may suffice, such as Quest TOAD, or MySQL Workbench, however, experience with Oracle SQL Developer and Microsoft SQL Server Management Studio is preferred.
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Principal Full Stack Software Engineer. Angular, React, JavaScript, Typescript, HTML, CSS, NodeJS, NestJS, Express, etc. DevSecOps & deployment tools and concepts (Docker, Kubernetes, etc.
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Five years of QA test management or test lead experience. The Test Lead will be responsible for all aspects of the quality assurance testing process. Five years of QA test management or test lead experience.
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The team is responsible for developing performance models, data analytics, and machine learning models to improve asset performance for full and robust asset oversight. Job Description:The primary role of this position is to lead the US Wind Performance Engineering team towards its goal of improving overall plant availability and efficiency.
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Applicant must have knowledge of Microsoft Power Apps, including Microsoft Dynamics 365 developer. Digital Transformation Technical Lead page is loaded. Digital Transformation Technical Lead.
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Facility: Dayton Children's - Main Campus Department: NICU Respiratory Care Schedule: Full time Hours: 36 Job Details: The Staff Respiratory Therapist III performs medically prescribed general, intermediate, and intensive respiratory care as a member of the multi-disciplinary health care team under the guidance and direction of the Neonatal or Pediatric Coordinator.
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Participate in building, and maintaining data-driven test automation tools and frameworks using clean coding practices and functional programming methodologies. Two years of supervising automated and manual software test operations.
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The primary role of this position is to lead the US Wind Performance Engineering team towards its goal of improving overall plant availability and efficiency. Lead, motivate, and guide the US Wind Performance Engineering team.
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As a TECHFORGE team member, the Autonomous Vehicle Software Developer/Engineer will work alone or on a team within an AGILE product development life cycle, supporting activities which include requirements creation, sprint planning, and grooming, etc.
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Title: lead full stack developer Company: Cmp Jobs in Beavercreek, OH
FEATURED BLOG POSTS
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.