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Design and implement Mobile Web Apps and native apps for Communications and Services.
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We are seeking a Senior Software Engineer with extensive experience in IoT/Smart Home technology to contribute to our dynamic and rapidly evolving projects.
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Experience with common front-end development tools such as TypeScript, Webpack, NPM, Node, Express, Jest, React Testing Library, Docker, etc.
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The Platform Service Team is looking for a senior software engineer to join our team.
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Decoherence is re-imagining what it means to make video in the era of Generative AI. We are hiring a front-end contractor to work on our web application.
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Deako is delivering a revolutionary plug-n-play smart home platform with a laser focus on the untapped new home construction market.
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We are seeking a Senior Software Engineer with extensive experience in IoT/Smart Home technology to contribute to our dynamic and rapidly evolving projects.
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Software Engineer, Robot Cloud Platform - US Only
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SHEIN is a global fashion and lifestyle e-retailer committed to making the beauty of fashion accessible to all.
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In the past eight years, Sinclair Digital has amassed a 100+ person team of innovative leaders, designers, developers and testers that are launching digital properties and new brands on web, mobile, and OTT devices that reach more than 40 million people every month.
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At City Storage Systems, we're building Infrastructure for Better Food. We help restaurateurs around the world succeed in online food delivery.
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Upserve is looking for a Principal Frontend Engineer with a design-centric approach and a passion for mentoring to join our web applications team.
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Dice is the leading career destination for tech experts at every stage of their careers.
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As a Senior React Native Developer, you will take a lead role in the development of our news app, ensuring its functionality, performance, and user experience are top-notch.
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Reports To: Solid State Team Manager
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FEATURED BLOG POSTS
Virtual Reality Job Interviews
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.
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).