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Participate in new feature and automation development, write unit test, self test and QA software, continuously deliver high quality engineering results. Keenness for writing good, meaningful tests and maintaining thorough test coverage.
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Experience working with Microsoft Azure DevOps (Boards, Repos, Test Plans, CI/CD Automation) or other similar DevOps solutions. The IT Senior Software DevOps Engineer is responsible for the overall creation and deployment of applications, web development and mobile application solutions based on a demand pipeline centered around innovation.
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Being a Senior Software Engineer in Test at iManage means. A Bachelor’s degree in Computer Science or a related field 5+ years in software development or test automation development Strong analytical and problem-solving skills Hands-on experience in a major programming language (Python preferred, Java, etc.
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Minimum of 8 years of professional experience in developing test automation frameworks from scratch, including API, web UI, and mobile, with CI/CD pipeline integration or in software engineering web development.
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Partner with the product owners to understand detailed requirements and own your code from design, implementation, test automation and delivery of high-quality product to our users. Help build high-quality, clean, scalable, performant, well tested, and reusable code by enforcing best practices around software engineering architecture and processes (Code Reviews, Unit testing, etc.
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As a SDET, you will develop and evolve automation frameworks, test plans and test cases for various trading platforms that are used globally by trading and research teams across the firm.
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The IT Senior Software DevOps Engineer will work with members of the Enterprise Development team, IT Ops, and other IT peers and reports into the Senior Manager of Development.
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Develop, developer, java, matlab, php, programming, software development engineer. We are looking for a Full Stack Engineer who is passionate about solving complex, meaningful problems to join our new Chatbot team.
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Experience in building automation to test software applications. Manually test as well as create automation around features being developed. Mentor other team members on best practices as well as testing and automation strategies.
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Implement test automation and configure telemetry to continuously improve operational resilience. c#, design, design pattern, devops, java, senior software engineer, software architect.
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Significant emphasis is placed on engineering test automation through unit, integration, system, and user interface tests. We are seeking a back-end focused Senior Software Engineer to join our team.
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We are looking for a talented Senior Software Engineer in Test to join the RevDB query manager team. Experience creating test automation frameworks from ground up and running them at scale.
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Experience with Test Automation frameworks (Selenium, Cucumber, Karate). RAPP Chicago is looking for a Senior Software Quality Engineer to join our award-winning Technology team.
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You'll act as a Quality Product Manager, creating and refining a backlog of test automation and product instrumentation stories to ensure the dev teams spend their time coding rather than running manual tests.
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The Senior Software Development Engineer in Test (SDET) will ensure that the developed software meets requirements. Job Title: Senior Software Development Engineer in Test.
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test automation jobs Title: senior software engineer in Chicago, West-greenwich, Rhode Island
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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.
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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).