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5+ years of experience as a release lead with hands-on deployment experience in complex environments. Provide insight on secure application development and release management best practices for platforms.
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1+ years of hands-on experience designing and implementing container (Docker) solutions on Kubernetes or Amazon ECS. CGI Federal has an exciting opportunity for a AWS Developer (Mid.
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Requires a bachelor's degree in finance, Accounting, Business Management, or Information Technology (or related field) from an accredited college/university, and five (5) years of hands-on experience in Microsoft Power BI reports and SQL Server Database.
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This is a hands-on cloud software developer/engineering position and requires the ability to proficiently and predictably build and deploy custom applications in AWS cloud. Work collaboratively with user experience designers, platform engineers, product owners, solution architects, and business analysts, the Cloud Applications Full Stack Developer will design, build, test, and deploy high-value, operationally resilient software products on the AWS cloud platform that satisfy functional and non-functional requirements.
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Hands-on experience with security tools for static code analysis, dynamic application security testing (DAST), and vulnerability scanning, using tools such as Fortify, Acunetix, and Prisma CloudProficiency in scripting languages (e.g., Python, Bash) for automation and tool integration.
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We're searching for an exceptional Senior Software Developer who can grow with the company and has hands-on experience to join our team in Morgantown WV, Charlottesville VA, Bridgewater VA, or Arlington, VA. This is your chance to be a part of a dynamic group committed to providing the BEST support and products to our Army Program Executive Office customers.
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Technically strong in D365 with extensive hands-on Microsoft Power Platform experience including D365 Customer ExperienceExperience insights into UI/UX, hands on with Canvas app.
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To be successful in this role, you should have hands-on development experience in Salesforce and the ability to work directly with stakeholders to translate business requirements into technical requirements.
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Hands-on experience with data warehousing, PostgreSQL, Cassandra, Cloud technologies (AWS, ADLS). o Hands-on experience with data warehousing, PostgreSQL, Cassandra, Cloud technologies (AWS, ADLS.
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Hands-on experience using force.com technologies including SFDC triggers and controllers, VF page development, sObjects, and SOQL. The Developer is responsible for managing all aspects of nCino / Salesforce.com (nCino / SFDC) including configuration, customization and implementation of applications and 3rd party integrations.
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Who You Are: Experienced Developer: You have 3+ years of experience in full-stack development, specifically with Vue.js and Node.js. This position requires a unique blend of front-end and back-end expertise, focusing on building and maintaining robust web applications using Vue.js and Node.js.
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Job Title: Unisys COBOL Application Developer. The ideal candidate has experience modifying and maintaining a Unisys COBOL based system and experience dealing with legacy style online and batch applications, systems, and data storage.
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C#, developer, devops, java, matlab, software programmer, sw. Eligibility varies based on full or part-time status, exempt or non-exempt status, and management level. We are a new enterprise B2B software business focused on providing cloud and data management solutions to companies operating in the cloud.
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Microsoft Certified Solutions Developer (MCSD) Microsoft Certified Applications Developer (MCAD), Microsoft Certified Database Administrator (MCDBA) Sun Certified Professional (SCP) Red Hat Certification program (RHCP) CISCO Certified Network Professional (CCNP) Oracle Certified Professional (OCP) IAT Level II CompTIA Security+ce baseline certification in accordance with DoD Information Assurance Workforce Improvement Program.
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The ServiceNow Technical Architect will oversee projects from an architecture design perspective through implementation, providing leadership and advocacy, as well as providing hands-on support as needed and assisting in troubleshooting/problem-solving.
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hands on developer jobs Title: release manager in Mclean, VA
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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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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.