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Senior Software Engineer, Back End. As a Capital One Software Engineer, you'll have the opportunity to be on the forefront of driving a major transformation within Capital One.
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Senior Software Engineer (Billing and Accounting)Systems & Software - RemoteJoin Harris' Systems & Software, a pioneering force in the Utility CIS arena, as a Senior Software Engineer.
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New York City (Hybrid On-Site): $165,100 - $188,500 for Senior Software Engineer. Senior Software Engineer, Full Stack (Java) At least 4 years of experience in software engineering (Internship experience does not apply.
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Job Title: Senior Software Systems Engineer. Manage and maintain Active Directory, Azure/Entra AD, Okta, CyberArk, RSA and AWS IAM services. This encompasses a comprehensive suite of responsibilities aimed at ensuring the security, efficiency, and operational integrity of systems such as Active Directory, Azure/Entra AD, Okta, RSA, and AWS IAM.
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As a Senior Software Engineer on/in Data Management & Governance Platform you will partner with product owners, tech leads, designers, engineers and delivery professionals to improve Platform and Innovation services.
$105,100 - $156,500 a yearFull-timeExpandApply NowActive JobUpdated 2 months ago - UpvoteDownvoteShare Job
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Drive and lead software design, developing standards and performing code reviews, that result in robust a code base that is efficient and maintainable. On-site fitness center and/or reimbursed fitness center membership costs (location dependent), with yoga studio, Pelotons, personal training, group exercise classes.
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Locat ion: Richmond, VA - Hybrid.
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We are looking for a highly skilled and experienced Senior Software Engineer with a focus in DevOps to lead our software architecture, design, and DevOps initiatives. Architect and design software solutions utilizing a microservices/event-driven architecture, ensuring scalability, reliability, and performance.
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We are seeking a Senior Software Engineer who is passionate about marrying data with emerging technologies. Title: Senior Software Engineer (JAVA) Senior Software Engineer (JAVA.
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As a Full Stack Engineer you will help build an Enterprise API Platform using GraphQL Federation architecture to enhance core capabilities. 4+ years of professional software engineering experience (Internship experience does not apply.
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Complimentary gourmet coffee, tea, hot chocolate, fresh fruit, and other healthy snacks. 5+ years experience working with JavaScript/React. Building customer facing web applications using the latest React, GraphQL and TypeScript frameworks.
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The client seeks to enable a digital workforce of software robots that enable us to emulate and integrate the actions of human behavior within digital systems by developing our own software bots to conduct a business process.
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We're looking for an experienced senior cloud native software engineer for our engineering incubator team. As a senior software engineer, you'll be responsible for building world-class software, leveraging automation whenever possible, mixed with many opportunities to contribute to the definition of early stage products.
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We are seeking a Senior Front End Software Engineer for one of our clients, 1111 East Broad Street , Job Title: Senior Front End Software Engineer. Bachelor’s degree in Computer Science, Engineering, or related field (or equivalent professional experience)plus 7+ years of Software Engineering experience.
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Our client is looking for a highly skilled and experienced Senior Software Engineer with a focus in DevOps to lead our software architecture, design, and DevOps initiatives.
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Title: senior software engineer in Richmond, 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.