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The Front Desk Agent at the Fairfield Inn & Suites by Marriott Fort Worth is responsible for providing overall positive guest experience while managing the customer-facing administrative processes of the hotel.
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Everlight Solar is seeking a skilled MuleSoft Developer who will design and code functional API's and applications, producing fully functional middleware applications according to requirements.
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We serve 13 million customers and operate more than 1,000 locations, including collection and transfer stations, recycling and polymer centers, treatment facilities, and landfills.
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Bachelor’s degree in Computer Science, Engineering, Management Information Systems (MIS), Business or related/relevant degree AND minimum of 2 years of experience as a BI Developer, Data Analyst, Business Analyst, Operations Analyst, Data Engineer, Database Developer, and/or Technical/Systems/Application Analyst.
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Frameworks: Spring Framework, Spring Boot, Kafka, AMQP.Front-end Tools: Thymeleaf, NodeJS.Build/Deployment Tools: Gradle, Terraform, Helm, Git. DevOps Toolchain: SonarQube, Slack, GitHub, ElasticSearch, Logstash, Kibana, Fluentbit, Apache NiFi. Other Skills: Linux/Unix shell scripting, object-oriented design principles, proficiency in Microsoft Office Tools, Agile methodologies (SCRUM), and DevOps practices (Continuous Integration and Continuous Deployment.
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10+ years of experience in actively developing large scale software using: Java, Spring framework, cloud development, and Web Services supporting high volume transactions in a highly available environment.
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O Front-end: Angular JS, Ext JS, CSS, jQuery, AJAX. o Other: Linux/Unix shell Scripting, JavaScript, IBM MQ/Rabbit MQ, SQL Developer, IDE. Developer working on maintenance product applications.
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We at Coforge are seeking Power Automate RPA developer with the following skill-set to join our growing team. Power Automate RPA Developer. We at Coforge are seeking Power Automate RPA developer with the following skill-set to join our growing team.
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Position : Power BI Developer Location : Fort Worth, TX (Hybrid) Duration : 6 Months with EXT Keywords : MongoDB, Power BI, Automation Projects for Retail, Transportation or Supply Chain companies.
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Microsoft Azure Cloud / Azure SQL database developer. zure Cloud Application Developer. Microsoft Azure Cloud / Azure SQL database developer. Application development skills using SQL database, backend (Java), Web UI & API technologies.
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As a Senior Principal Backend Developer supporting Digital Health Surgical Engineering Team in Ft. Worth, TX , you will play a key role in collaborating with various teams to design, implement, and maintain a robust backend for our digital platform.
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That's the specific reason there are so many techies both experience and freshers who are unemployed.
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Volunteer Opportunity: Full-Stack Developer (Remote, US Only) Volunteer Opportunity: Full-Stack Developer (Remote, US Only) PopStock, a non-profit organization dedicated to providing financial literacy education to students, is seeking skilled full-stack developers to join us on an exciting mission.
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Development: Writing Java applications using frameworks like Spring Boot, Jakarta EE, or Micronaut.
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P> Sr. Power BI developer (On-prem, Azure) Position :- Sr. Database Developer (Power BI, On-prem, Azure) Location : Fort Worth-Texas (hybrid 3days) Duration : 12 Months Interview:- Video.
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Title: front end developer in Fort Worth, TX
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How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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.