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At least 2 years experience with coding and scripting (Python, SQL, Java, JavaScript, Golang, Bash, Perl or Ruby) Center 1 (19052), United States of America, McLean, VirginiaLead Platform Engineer (Remote-Eligible)Do you love building and pioneering in the technology space.
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Develop, developer, devops, java, perl, programming, python, sdet. Senior iOS Developer Remote. Senior iOS Developer (100% remote, Scrum) Guidewire QA - 100% Remote. Remote iOS Developer Position.
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PHP DEVELOPER - 100% Remote ! Node.js Backend Developer |100% remote. Principal iOS Software Engineer - 100% Remote. Frontend Developer | Fulltime | 100% Remote possible. Fullstack Developer (100% remote.
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NET Core development, experience in Microservices and Hexagonal Architecture, frontend development experience with Javascript and Angular, experience with Azure DevOps and Kubernetes. Minimum 3 years of experience in web application development with Angular, solid knowledge of HTML, CSS, and JavaScript/TypeScript, experience in UI/UX design, understanding of design principles, knowledge of working with RESTful APIs and backend services.
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4-6+ years of professional software development experience, 2+ years of Node.js experience, strong JavaScript skills, experience with AWS, CI platforms, REST-based Web Service API implementation, knowledge of MySQL/PostgreSQL, experience with NoSQL databases and memory cache systems, strong understanding of Git fundamentals.
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7+ years of experience with Software Engineering, 5+ years of experience with iOS/Swift development, mobile and software architecture experience, experience leading teams, experience with Appium for mobile testing, experience with AWS, understanding of AWS IoT, experience with XML and JSON, experience with GIT.
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6+ years of commercial experience in iOS programming, strong knowledge of Swift, patterns and good practices related to developing apps for iOS platform, in-depth knowledge of UIKit including developing custom controls, experience with SwiftUI, experience with MVVM pattern and ability to write readable unit tests, knowledge of reactive programming with Combine or RxSwift, familiarity with version control systems and experience with working on a codebase with multiple contributors.
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Senior iOS Developer. 4 years PHP experience, 3 years Javascript experience, database experience, detail-oriented, self-motivated, fluent in English. Leisure, Travel & Tourism. The ideal candidate will have a degree in computer science, at least 5 years of mobile app development experience, proficiency in Objective c and Swift, understanding of architectural patterns, familiarity with Git and CI/CD pipelines, and experience with unit testing and App Store uploads.
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Knowledge of PHP (e.g. Symfony framework), Javascript, React, or Perl. Bioinformatics Software Engineer II (Remote) Ambry Genetics Corporation is a CAP-accredited and CLIlicensed molecular genetics laboratory based in Aliso Viejo, California.
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Experience with Apple iOS, Swift, and XCode, must have a degree. 6+ years of iOS Development experience, experience with SwiftUI, interest in building high-quality and testable code, understanding of mobile development life cycle, proactive attitude, experience with other languages like C.
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Basic claims/insurance knowledge, Experience in QA leadership, Communication skills, REST API testing skills. University degree in Computer Engineering, solid experience in. 11-50 Consulting Training Service Industry Information Technology Recruiting.
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Python is a bonus, excellent English language skills. 51-100 Information Services Big Data Analytics. Digital marketing solutions. Salary: 130 - 145 PLN netto plus VAT / h. Seniority level: Senior, 6+ years.
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Location: Any location. 130 - 145 PLN netto plus VAT / h. Anywhere in the world. 40,000 - 45,000 annually.
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Location: Any location. 130 - 145 PLN netto plus VAT / h. Anywhere in the world. 40,000 - 45,000 annually.
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Design, design pattern, expert, java, lead, perl, senior software engineer. This role will be a key member of our team supporting the Chief Data Officer (CDO), focusing on initiatives such as Data Governance, Data Inventory Program (DIP), Data Architecture, and Ontology development.
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FEATURED BLOG POSTS
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 workÂ
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.Â