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C#, perl, php, programming, sdet, software development engineer, software engineer, sw. c#, perl, php, programming, sdet, software development engineer, software engineer, sw. Strong experience with Java, Kotlin or Gradle.
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1-2 years of experience with PHP-Laravel development. As a forward-thinking software development startup, they specialize in crafting cutting-edge solutions that empower businesses and individuals alike.
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You will be part of a cross functioning team delivering high-quality PHP software solutions that meet the requirements and contribute to the overall success of our client’s projects. Bachelor's degree in Computer Science, Software Engineering, Information Technology, Computer Engineering, Management Information Systems, Business degree, or a related field; or related experience in lieu of a bachelors degree.
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Java, perl, php, sde, sdet, software development engineer, software engineer, software programmer. Design, build, and maintain efficient, reusable, and reliable Windows drivers software and documentation.
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Developer, devops, java, matlab, php, software engineer, software programmer, sw. Experience with software development methodologies and best practices. Compliance: Ensure that Pega CDH applications and decision strategies adhere to data privacy and regulatory compliance standards.
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We specialize in providing complete lifecycle technology services in areas such as PHP, mobile application development, web development, ServiceNow, Automation Testing, UI/UX, ecommerce development, case management software, and digital marketing.
Full-timeExpandApply NowActive JobUpdated 19 days ago - UpvoteDownvoteShare Job
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Developer, matlab, php, programming, python, software development engineer, sw. developer, matlab, php, programming, python, software development engineer, sw. Net), Blazor, SSIS, VBNET, Azure DevOpsTeam Details: We are split into two dev groups: one over our product inventory systems for the stores (Product Information Group) and one over our employee management systems (HCM Group.
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C#, developer, devops, php, sde, software developer, software development engineer, software programmer. 5+ years of experience working as a Integrations and Report Developer in Workday HCM.
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Devops, php, programming, sde, sdet, software development engineer, software engineer. Minimum 6+ years of experience in software engineering (specifically, designing, architecting, building, deploying, and supporting n-tier responsive web applications.
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C#, developer, devops, java, perl, php, software development engineer, sw. With its strong 55-year heritage and deep industry expertise, Capgemini is trusted by its clients to address the entire breadth of their business needs, from strategy and design to operations, fueled by the fast evolving and innovative world of cloud, data, AI, connectivity, software, digital engineering and platforms.
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Our applications are built primarily using Ruby on Rails, Node.js, TypeScript, React, and Postgres, with some legacy systems on PHP, Python, and MySQL (RDS). We don't look for great "X" Engineers, we look for great Software Engineers no matter the language or tech stack.
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Navigo is a software/data/consulting firm dedicated to keeping people safe as they travel and work in dangerous situations around the world. Using Python, Node, and PHP. Software Back-End Engineer.
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C#, matlab, php, programming, software engineer, software programmer. c#, matlab, php, programming, software engineer, software programmer. Experience with offline storage, threading, and performance tuning.
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Developer, matlab, php, programming, python, sde, sdet, sw. The Senior Software Developer is part of a dynamic team responsible for developing, maintaining, and enhancing software solutions.
$85,000 - $173,000 a yearFull-timeExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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Develop, devops, perl, php, programming, python, software developer, software development engineer. Create new, and maintain existing, Flink jobs written in Java/Python, deploy on OpenShift.
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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).