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Experience in Java. Experience with Agile and/or DevSecOps toolsets (e.g. Jira, Confluence, BitBucket, Jenkins, Cucumber, etc. In this role, you will use your solid foundation in Java and experience working in a Linux environment to comprehend customer needs and translate those needs into viable design solutions.
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Infosys is seeking a Hadoop and Spark Lead Developer. Candidate must be located within commuting distance of Charlotte, NC, Jersey City, NJ or Plano, TX or be willing to relocate to the area. At least 3 years of experience in Hadoop, Spark, Scala/Python.
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Job Title: Java Architect. Proficient in coding in one or more modern programming languages like Java, ReactJS/Angular, JavaScript : 25%, Proficient in Front End Skills. Hands-on experience in AWS specifically ECS/EKS, Lambda, SQS, SNS, API Gateway, Step functions, storage services : Must Have hands on experience.
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The Senior Software Developer will work on all aspects of software development and legacy product support, including user interfaces, object-oriented coding, unit, and integration testing, troubleshooting software problems, and resolving software bugs.
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Experience working with various Ab Initio program components such as Reformat, Rollup,Scan, Join, Partition by key, - Partition by Round Robin, Gather, Merge, Sort, Lookup etc.
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Core Java - Advanced BCforward is currently seeking highly motivated Core Java - Advanced opportunity in Plano, TX. Our client is one of the oldest financial institutions and offers innovative financial solutions to millions of consumers, small businesses and many of the world's most prominent corporations.
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Role: Java AWS Developer. Required: Java, J2EE, Spring, Microservice, Webservices, PL/SQL. Experience with application development on Java, J2EE, Spring, and MVC, Java Design Patterns and JUnit.
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Hands on with Java / J2EE, WebServices and REST API. Developer - CA Identity Manager, Sun Identity Manager. CA SiteMinder & HP Service Manager is a plus. Basic skills on Windows, AD, LDAP, UNIX, Oracle WebLogic Server & Oracle (PL/SQL.
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Ability to drive, design and development of Microservices using Full Stack JAVA experience. 8+ years with Strong core java development experience 4+ years leading a team of Java developers.
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JD : Experience as a Software Developer/Architect with software built using technologies such as Java, Python, C#, C. Focus on People who have experience in Xamarin Native, ( must to have) Xamarin forms alone will not work.
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If you are looking for a game-changing career, working for one of the world's leading financial institutions, you’ve come to the right place.
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NET, HTML-5, JavaScript/TypeScript, XML, JSON, RESTful Web Services, and Event Driven Architectures Experience with one additional modern language such as Java, Python, or GO and with open-source software is a plusAdvanced experience within the.
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An employer is looking to identify a ETL Developer in the Dallas, TX or Altanta, GA market. This role will be help by being a dynamic resource for a scrum team that will have development work on Informatica, Hadoop, Kafka, Spark/Scala, Exadata etc.
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Apex has an opportunity for a Java Developer for a financial client in Texas (hybrid). Must Have:Back end development using java and springComfortable Working with back end developers and feature leadsAble to Work with the front end development team to ensure there is consistency across teamsEEO EmployerApex Systems is an equal opportunity employer.
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At least 3 years of embedded systems development and deployment experience.
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Title: java developer Company: Smart Techlink Solutions in Plano, TX
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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.