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Develop PowerApps model and canvas driven apps.
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We are seeking a motivated and talented Junior Full Stack Developer to join our dynamic team. As a Junior Full Stack Developer, you will play a key role in designing, developing, and maintaining our software applications.
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App Developer – Senior Level (JM3) This role is for an experienced senior level Application Developer. Big data technologies to include Data Ingest (JSON, Kafka, Microservices, Elastic Search), Analytics (HIVE, SPARK, R, PIG, OOZIE workflows), Elasticsearch, Hadoop (HIVE data, OOZIE, Spark, PIG, IMPALA, HUE), COTS Integration (Knowi, MongoDB, Oracle, MySQL RDS, Elastic, Logstash, Kibana, Zookeeper, Consul, HADOOP/HDFS), Docker and Chef.
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We are seeking a skilled ServiceNow Developer with significant experience in Governance, Risk, and Compliance (GRC) to join our team remotely. Minimum of 8 years of experience as a ServiceNow Developer, with a focus on GRC solutions.
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Willing to adhere to Navy Federal Credit Union (NFCU) standards and policies regarding software development.
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Management Concepts’ Information Technology team is looking for a Microsoft Dynamics 365 Senior Developer to assist with the development of their D365 environment. Education/Certifications Bachelor’s degree in Computer Science, Information Systems, or related field Dynamics 365 Certifications Preferred Experience 5+ years as Microsoft CRM Developer with at least 2 years using D365 Sales and Customer Service.
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Enjoy directly contributing as a full stack developer for applications for a variety of clients like Verizon, Capital One, and Cardinal Health in small teams. Combine that with daily catered lunch from such restaurants as Cava, Chipotle, La Plaka, Jason's Deli, and Shake Shack and you can see that we strive to foster a family-friendly culture that emphasizes learning, teamwork, camaraderie, and openness.
$85,000 - $120,000 a yearFull-timeExpandApply NowActive JobUpdated 14 days ago - UpvoteDownvoteShare Job
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Our work depends on a Senior Full Stack Developer joining our insider threat detection, systems integration team. Deliver simple solutions to complex problems as a Senior Full Stack Developer at GDIT. Here, you’ll tailor cutting-edge solutions to the unique requirements of our clients.
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Associate / Mid-Level Electrical Engineer - FPGA Developer. In developing a complex, ultra-high throughput SIGINT/Communications system, the Electrical/FPGA Engineer is expected to provide cutting edge VHDL processing solutions to advance our hardware system development through concept, design, modelling, analysis, implementation, and verification.
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About the role:The Mechanistic Cognitive Neuroscience NeuroEngineering Team (MCN-NET) serves as a resource across all MCN labs at Janelia, designing, developing, and deploying groundbreaking engineering tools to further the capabilities of neuroscience research.
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What you’ll get to do:The TRIRIGA Senior Developer / UX Specialist performs the Application upgrade, migrates Reservation UX and Work Task UX Application from Polymer to REACT technology, leads the efforts in transitioning to TRIRIGA Application Suite (TAS) license model.
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Desired Skills ServiceNow developer certification, preferably Certified System Administrator (CSA) or Application Specialist Experience in HTML/CSS Experience with Insider Threat programs , About Sabree Software Services Sabree Software Services, Inc. (S3) is a full-service software firm headquartered in Northern Virginia.
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Application Developer (Backend / Java)Zachary Piper Solutions is seeking senior and mid-level Application Developers to support the GRFN program. depending on experience/level)Keywords: herndon, springfield, arlington, laurel, ft meade, army, navy, air force, national guard, DOD, defense, GRFN, top secret, ts/SCI, sci, ts, secret, docker, java, backend, back end, back-end, elastic, Geo, Geoint, repository, geospatial, devops, devsecops, NGA, software engineer, engineer, test, virginia, DMV, maryland, MD, DC, washington, pentagon, mission critical, missile.
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Secure our Nation, Ignite your FutureEach day U.S. Customs and Border Protection (CBP) oversees the massive flow of people, capital, and products that enter and depart the United States via air, land, sea, and cyberspace.
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Enjoy leading design and development of dynamic Enterprise Web and Mobile applications for a variety of clients like Verizon, Capital One, and Cardinal Health in small teams.
$90,000 - $125,000 a yearFull-timeExpandApply NowActive JobUpdated Today
Title: net developer Company: Sonus Software Solutions in Reston, VA
FEATURED BLOG POSTS
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.
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.