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Net framework, C#, ASP.Net, WebAPI, Entity Framework, HTML, CSS, JavaScript, IIS, JQuery, distributed architecture (client-server, multi-tiered), SQL Server, Oracle, MySQL, Postgres.
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Proficient in design software (e.g., Adobe Creative Suite, Sketch, Figma) and familiarity with web development technologies (HTML, CSS, JavaScript). Proficient in design software (e.g., Adobe Creative Suite, Sketch, Figma) and familiarity with web development technologies (HTML, CSS, JavaScript.
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Exp in HTML, CSS, JAVASCRIPT. Role: Java Full Stack Developer with Angular. Share architectural design vision with both technical and non-technical team members, including fellow engineers.
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Using Javascript, PHP, HTML, and CSS as well as back-end components (including application code, databases, infrastructure and support for existing technologies, etc.) 2 years of experience as Full Stack Java Developer, Software Developer, Systems Engineer, or related.
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NET environment (ASP.NET, C#, HTML, CSS, REACT, JavaScript, Typescript) with databases like MongoDB, SQL Server and/or DB2. As Texas' chief tax collector, accountant, revenue estimator, treasurer and purchasing manager, the agency is responsible for writing the checks and keeping the books for the multi-billion-dollar business of state government.
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HTML, CSS, JavaScript. HTML, CSS, Javascript. They should be proficient in in HTML, CSS, MUI, and JavaScript. They should be skilled in the use of Sketch, Figma, Adobe XD, or related UX mockup and prototyping software.
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Excellent technical skills, including experience with JavaScript, HTML, CSS, and REST/SOAP web. architecture design, and the integration of ServiceNow with other enterprise systems.
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NET, Angular and JavaScript, SQL Server, AWS (container and sever-less), Git, Visual Studio and/or front-end technologies including CSS, Semantic HTML and Responsive DesigPreferences:Experience with Supervision Regulatory technology solutions coupled with a strong understanding of appropriate metrics and key performance indicators.
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Strong proficiency in React Native, JavaScript, TypeScript, HTML, and CSS. Strong proficiency in React Native, JavaScript, TypeScript, HTML, and CSS. This is a full-time on-site role as a Lead React Native at Lorven Technologies Inc. in Austin, TX. As a Lead React Native, you will be responsible for leading the development and maintenance of React Native applications.
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Front-end technologies such as HTML, CSS, JavaScript, and modern JavaScript frameworks (e.g., React, Angular, or Vue). Front-end technologies such as HTML, CSS, JavaScript, and modern JavaScript frameworks (e.g., React, Angular, or Vue.
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Strong background in developing custom Java applications using JavaScript, JSP, JSTL, HTML, CSS, and other applicable tools. Strong background in developing custom Java applications using JavaScript, JSP, JSTL, HTML, CSS, and other applicable tools.
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Extensive experience with front end web development (HTML, CSS, JavaScript, and one or more frameworks React, Vue, Angular), Python GUI development (PyQt, Tkinter, wxPython, and/or PySide), and Command Line Interfaces.
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They should have a strong understanding of UX/UI design principles and best practices and experience in creating wireframes, user flows, and prototypes to communicate design concepts. They will create the prototype and develop the style sheets and provide the required components for application developers.
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Requirements: 5 - UX/UI Design of Web Applications 5 - Figma 5 - HTML, CSS, Javascript 3 - MUI Preferred: 3 - Sketch This is a Hybrid position in Austin, TX and no sponsorship can be provided.
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HTML, CSS, JavaScript, API Workflows, Python and/or other languages, Database architecture and SQL; ETL and Data Transformation; Enterprise/SaaS solutions and Cloud Technology. Bachelor's degree in Computer Science, Computer Engineering, Information Technology or related field and/or three (3) years of experience in a Computer Systems Analyst position with knowledge of APIs; Databases and SQL; Cloud Technology; ETL and Data Transformation; and SaaS solutions.
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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.