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SKILLS: TypeScript, Node.js, GraphQL, Hasura, Tailwind, Apollo Client, Prisma, PostgreSQL, RedwoodJS, CI/CD, Machine Learning Artificial Intelligence, React, HTML / CSS. Experience working with utility-first CSS frameworks such as Tailwind.
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Utilize programming languages like JavaScript, Java, HTML/CSS, TypeScript, SQL, Python, and Go, Open Source RDBMS and NoSQL databases, Container Orchestration services including Docker and Kubernetes, and a variety of AWS tools and services.
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Lead Software Engineer, Full Stack (JavaScript, Typescript, Node.js) As a Capital One Lead Software Engineer, you’ll have the opportunity to be on the forefront of driving a major transformation within Capital One.
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Proficiency in modern full stack technologies such as React, Tailwind CSS, NodeJS, TypeScript, Docker, and Python. About the Job: We are looking for a Software Engineer to join our team at HumRRO, a non-profit research organization focused on applied psychology and human resources research.
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Proficiency in a wide range of government-specified technologies, including front-end frameworks (JavaScript, Angular), markup and styling languages (HTML, CSS), data interchange formats (XML, JSON), and back-end technologies (Oracle, PostgreSQL, MongoDB, Redis, Elasticsearch, Solr, SQL, Node.js with TypeScript.
$122,200 - $220,900 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Environment Chromium, JavaScript, NodeJS, Celerity, Cucumber, Jetty, Oracle, Red Hat Linux, WebLogic/Tomcat, Apache, WCMS, API, SOLR, naVizin, Flash, Java, SVG, IIS, Linux, Adobe Captivate, HTML, PDF, COTS, Spring, Spring MVC, JDBC, CSS, Bootstrap, Thyme leaf, Restful webservice, Junit, Mockito, jQuery, EAG, Perl, Korn shell scripts, Google API, AWS Services, Python, Lambda, Aurora/PostgreSQL, Selenium, Ruby, Angular, Jenkins.
Full-timeExpandApply NowActive JobUpdated 17 days ago - UpvoteDownvoteShare Job
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Strong proficiency in both front-end and back-end technologies, including but not limited to HTML, CSS, JavaScript, Node.js, PostgreSQL, and various databases. As a Sr. Software Engineer , you’ll join our dynamic technology team and build innovative software solutions, to make an impact across the federal government.
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Proven experience as a Full Stack Software Engineer or similar role. Senior Software Engineer. Work with various programming languages and frameworks, such as JavaScript, Python, Ruby on Rails, React, Angular, or Vue.js.
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O Front End: HTML, CSS, JavaScript, JQuery, Angular, and React. Net 4.5, JavaScript, Java, XML, AJAX, CSS, MS SQL, Visual studio, MS SharePoint, SQL Server Reporting Services, a REST web service while using the Cisco IP Phone Services SDK.
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New York City (Hybrid On-Site): $201,400 - $229,900 for Lead Software Engineer. Center 1 (19052), United States of America, McLean, VirginiaLead Software Engineer, Full Stack (Python, AWS.
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Experience with web development (HTML, CSS, JavaScript) and associated frameworks (React, Angular, etc. Data Engineer – Client Solutions. Experience with BI tools such as: Tableau (what we mainly use), Microsoft Power BI, D3, Chart, Plotly, React-vis, Rechart.
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Minimum 2 years of experience in developing web applications using Next.js, Tailwind CSS, React. Develop and maintain web applications using Next.js, Tailwind CSS, React. Next.js, Tailwind CSS, React.
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Web design experience using DevOps principles with tools such as Node, Django, Ajax, CSS, Angular, Play, JavaScript, PERL, jQuery, HTML/XML, PHP. Web design experience using DevOps principles with tools such as Node, Django, Ajax, CSS, Angular, Play, JavaScript, PERL, jQuery, HTML/XML, PHP.
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Experience with Front-End web development, including JavaScript, TypeScript, CSS, SCSS, or HTML. The Software Engineer participates in a development team that uses modern DevSecOps software practices and a technology-supported development infrastructure.
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Proficient in front-end technologies (i.e. HTML, CSS, JavaScript, React, NodeJS, Angular, Express) You'll leverage your expertise in front-end technologies like HTML, CSS, JavaScript, and React to craft intuitive and user-centric interfaces.
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css job Title: engineer in Alexandria, VA
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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.
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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.
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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).