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Spring Boot Microservices / Java / ReactJS / Kafka / Solace / Oracle / Liquibase / Layer7 API Developer Portal/ Kubernetes / Pivotal Cloud Foundry / Azure. Experience in developing, debugging and maintaining with the technologies and frameworks such as Java, J2EE, Microservices, Spring Boot, Spring Cloud, Angular, Javascript and Rest API.
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Advanced application development experience using Java Spring/Spring Boot in Microservices Application. Advanced experience working with databases like Oracle, PostgreSQL, SQL Server, MySQL, MongoDB or Cassandra and messaging frameworks like MQ and Kafka Proficient in writing enterprise level REST services with Java Spring MVC. Experience deploying applications to the cloud using AWS, Azure, or CloudFoundry with experience in creating and maintaining containers with Docker and Kubernates.
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5+ years of technical hands-on experience with Microservices Architecture and the related patterns, API Gateway, and Microservices communication using RESTful APIs and Spring boot.
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Required Skills : AWS (EC2, ECS, S3, CloudWatch, SQS , SNS, AWS Lambda) Spring boot, Java 8/11 , Microservices and Angular (If full stack) Role : Senior Java FSD with Strong AWS.
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Job Title: Java FSD with Strong AWS. Experience with Angular 8 development, Java script, CSS, HTML- If Full Stack candidate. Micro services, Spring, Spring Boot, Hibernate, Web services based on REST.
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Application development using Java, Angular, Spring boot,. Net, Mobile Applications, Oracle, PostgreSQL, SQL Server, Stone Branch Scheduler, API, Microservices. Net, Mobile Applications, Oracle, PostgreSQL, SQL Server, Stone Branch Scheduler, API, Microservices.
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Hands on experience on Spring Boot, Java 11, Microservices. Strong knowledge in at least one of Middleware technology (APIC or ACE(IIB) or Datapower). Hands on experience on Spring Boot, Java 11, Microservices.
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Mandatory Skillset: Core Java, Lambda Expressions, SpringBoot, Microservices, Restful API (Web -Service), CI/CD pipeline, JPA/Hibernate, React. 7 years of strong expertise working on different design patterns using Spring Framework (Spring-boot, Spring IOC, Spring MVC, Spring Batch & Spring Integrations.
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Strong proficiency in Java, Spring Boot, REST Web Services, and Microservices architecture. developer, java, matlab, software development engineer, software engineer. We are looking for experienced candidates with strengths in modern microservices software development.
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Skill: Product Designer / Technical Architect (microservices / Java) Experience in design and development of Spring, Spring Boot and Spring Cloud applications. Skill: Product Designer / Technical Architect (microservices / Java.
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Full Stack programming experience including coding, debugging, and using Java, Spring, Sprint batch, Hibernate, Angular and AWS. Must have expertise in Java, Spring , Sprint batch, Hibernate, Angular and AWS.
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Spring Framework/ Spring MVC/Spring Boot/JPA/Spring Security. Microservices Implementation patterns. Java (look for more recent versions i.e. 11+, but we should be ok if that experience is more so from a learning / research perspective.
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Working experience in Spring Boot. A plus will be understanding of microservices architecture. Strong Java developer. Spring Framework, REST Standards, Well versed with design such OOP, Resiliency, Circuit Breaker.
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Design and develop software using Java, Spring, Spring Boot, Microservices. Proficiency in Java, Spring, Spring Boot, Microservices. Lead Java/AWS Developer (On site.
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AWS (EC2, ECS, S3, CloudWatch, SQS , SNS, AWS Lambda) Spring boot, Java 8/11 , Microservices and Angular (If full stack) 9+ Programming experience with Java, J2EE, XML, and Web Services.
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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?
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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).