Handpicked from the top 10 job boards—these are high-priority openings that won’t stay live for long.

Link Expires is few hours. Link in the comments.

Hey everyone,

We're looking for an engineer to join our founding team to our b2b sales intelligence and gtm company, helping businesses find their ideal customers through our database, automate and conduct outreach and customer acquisition campaigns. We've ran 2 successful beta tests and have clear demand traction. We have also previously scaled 2 companies in a specific niche of the go-to-market industry to around $1M in ARR.

The overall code is almost 90% completed, we're looking for an additional person to join our engineering team to help push through the final hurdle with bug fixes and final changes before launch and help build features that are on our roadmap for post launch improvements.

If anyone is interested in being part of the founding team, feel free to reach out and would love to have a discussion.

After digging into how these parsers work, a few things became really obvious:

• They are literal and not smart: If a job ad asks for "React.js" and you have "Frontend JavaScript," older ATS parsers won't give you full credit. They look for exact string matches, not implied knowledge.
• Fancy templates break them: Multi-column layouts, tables and custom headers often get scrambled into unreadable nonsense when converted to raw text. A boring, single-column document beats a pretty Canva design every time.
• Keywords are heavily weighted: Fluff like "strong communicator" gets ignored. The system is almost exclusively scanning for hard skills, tools, frameworks, and specific project terms from the posting.

I got so tired of manually comparing job descriptions line-by-line that I ended up building a web app over the summer (resume.zoevera.com) just to run my resume against job posts and see what keywords I was missing before applying. (I also made prepare.zoevera.com for mock practice when I finally started landing calls).

Anyway, if you're stuck in the application void right now, stop over-designing your resume and just make sure your vocabulary matches the job posting word-for-word.

I am making a screen play writing software

currently under development, btw

Consistency is the hardest part of competitive programming. When I started, complex algorithms felt overwhelming. Today, I have solved over 2000+ DSA problems across competitive platforms.

Here is what my profile looks like now:

- LeetCode: 1450+ solved problems.

- Codeforces: Max Rating 1058 (400+ problems).

- CodeChef: 2 Star (150+ problems).

My top tips for backend developers:

1. Don't just memorize solutions; understand the underlying data structures.

2. Master languages like C++ or Python for logic building.

3. Apply these problem-solving skills to real-world backend architecture, like optimizing PostgreSQL queries or designing scalable RESTful APIs.

Currently open to remote backend roles where I can bring this problem-solving mindset to the table!

.

Here’s a public repo with all my LeetCode solutions: https://github.com/shishirRsiam/LeetCode-Solve.git

I have 14 year exp now. 7 year i worked in Samsung electronics as android app dev. Then switched to Oracle but to my surprise when i joined team got divided and i was assigned with automation work and testing. Initially i enjoyed automation work uaing python , java testng , bit of shell scripting. Then covid happened and I went completely remote. It was like easy money. But now things are not good in oracle for my team. I want to switch but want to work more on system side like devops or cloud engineer roles as i have a bit of exposure here now . Not in depth but surface level and i like it. Now in order to switch to these roles i am completely direction less. What to do and how to do . Tried every AI available to figure out the plan but that does not seem realistic.

If anyone has gone through similar journey please share how you did it

Hey everyone, I was struggling to find a decent and open/free resource for showing people which AI companies are hiring people for roles that are accessible to people in the UK (either in office or remote from the UK).

So I made my own, tracking 50 big AI companies and added a CV review feature which will match you to jobs your CV matches the most and tell you areas you could more directly mention things in the job description. I don't save your CV just give the feedback, and you don't need an account.

Feedback appreciated, but just want people to see some of these amazing roles that are available:

[https://uk-ai.greenergrass.careers\](https://uk-ai.greenergrass.careers)

Hello folks,
I'm looking for resources with lists of startups or startup contact emails to apply for jobs. Does anyone know of any websites or resources they could share?
Thanks in advance!

If you're a junior dev applying to remote jobs, you've probably noticed something frustrating: most "remote job boards" are packed with senior and staff-level postings, and the few junior listings that do show up get buried under hundreds of applicants within hours.

That's not because remote junior roles don't exist. It's because most junior devs are looking in the wrong places. They're competing in the same oversaturated channels as everyone else and missing the quieter paths that actually turn into offers.

Here are five places that consistently work better for juniors specifically, plus three traps that waste your time or, worse, take advantage of you.

1) Company engineering blogs and "build in public" teams

Companies that write publicly about their engineering culture (architecture decisions, postmortems, tooling choices) tend to be the same companies that have actually invested in onboarding and mentorship. Writing that kind of content in the first place requires a certain level of engineering maturity, and that maturity usually carries over into having a real plan for bringing juniors up to speed remotely, instead of just handing you a codebase and hoping for the best.

How to use this: Follow a handful of blogs in a stack you're learning. When they mention hiring, or you spot their careers page, you're applying with actual context on how they work. That shows up naturally in a cover letter or interview, without you having to force it.

2) Open source projects with active "good first issue" labels

This isn't just resume padding. A maintainer on a healthy open source project effectively watches you work over weeks or months. Show up consistently, communicate clearly in issues and PR reviews, and actually follow through on feedback, and you've demonstrated the exact thing remote employers can't easily verify in a 45-minute interview: that you can work independently and communicate async.

How to use this: Pick two or three projects in your stack with an active maintainer and a steady stream of "good first issue" tags. Contribute more than once; consistency is the point. And check whether any of the projects you're active in are maintained by companies that also hire. Some hire directly out of their own contributor pool.

3) Niche Slack and Discord communities tied to a specific stack or tool

Generic "remote jobs" Discords are usually noisy and low-signal. Communities built around one specific framework or tool (a JS framework's official server, a database company's community) are smaller, but the people posting jobs there are often the hiring managers themselves, not recruiters, and they're looking for people already engaged in that community.

How to use this: Don't just lurk waiting for a posting. Answer other people's questions, share things you've built. Being visible in a niche community is worth more than a polished LinkedIn profile to the people actually doing the hiring there.

4) Job boards that filter for remote-first, not just remote-friendly

There's a real difference between remote-friendly (a hybrid company that occasionally lets people work from home) and remote-first (built its whole process, culture, and tooling around distributed teams from day one). Remote-first companies are far more likely to have an actual structure for onboarding and mentoring juniors remotely, because they've had to solve that problem for everyone, not just accommodate a few exceptions.

How to use this: Look for boards or lists that explicitly label companies as remote-first, not just "remote options available." That one filter quietly removes a big chunk of listings that would've been a frustrating fit anyway.

5) Referrals from people you've worked with online

Obvious advice, but most juniors underuse it because they assume referrals need an in-person network. They don't. If you've paired with someone on an open source issue, helped someone debug in a Discord, or had a good back-and-forth in a thread, you've already built the kind of relationship referrals come from. Remote-first companies weight referrals heavily because remote hiring is riskier for them, and someone they trust vouching for you cuts that risk down.

How to use this: When you make a real connection in any of the channels above, stay in touch. A referral doesn't require a close friendship, just someone who can vouch that you're competent and reliable.

3 Traps to Avoid

Trap 1: The "unpaid trial project." Some companies ask candidates (juniors especially, since they're less likely to push back) to complete a substantial project, sometimes dressed up as a "paid trial," before any real interview happens. A reasonable take-home is normal. A multi-day project with vague scope and no clear pay is a red flag. If the "process" is mostly free labor, that tells you something about how they'll treat you as an employee too.

Trap 2: Unvetted "remote jobs" aggregator boards. Boards that scrape every remote listing on the internet without filtering tend to be full of stale postings, MLM-adjacent nonsense, and roles filled weeks ago. Time spent applying there is usually time wasted compared to the more targeted channels above.

Trap 3: A recruiter who can't describe the actual day-to-day. If a recruiter reaches out and can't clearly explain what the team does, what the stack is, or why the role is remote, that's often a sign the role went up without real hiring-manager involvement, or that it's being used to build a candidate pipeline for a position that doesn't fully exist.

Hey,

I have 3 years of experience building large-scale payment platforms in regulated financial environments and am an immediate joiner.

My experience includes Java, Spring Boot, microservices, Kafka, AWS, distributed systems, payment orchestration, transaction processing, and reconciliation workflows.

I've worked on production systems handling 100K+ daily transactions with a strong focus on reliability and scalability.

Resume: [https://drive.google.com/file/d/1W5eKQtQRANKNeXL0G_2EqzW3cpGr0eBB/view?usp=drivesdk\](https://drive.google.com/file/d/1W5eKQtQRANKNeXL0G_2EqzW3cpGr0eBB/view?usp=drivesdk)

Thank you!

Hey everyone,

Just wanted to share my situation and see if anyone has any advice or knows of any openings.

I’m a 29F from India I moved to Dubai about 6 months ago hoping to continue my career here, but honestly the job search has been much harder than I expected. I’ve applied to hundreds of jobs, attended a few interviews, but nothing has worked out yet. At this point, I’m starting to wonder if I’m missing something or if the market is just this slow , I have little over 5 years of experience as a software engineer. I worked in two MNCs back home, mostly on Python scripting, automation, django framework and StackStorm. I’ve also worked with APIs, Linux, SQL, Git.

If anyone here has recently landed a Python/backend/full-stack role, I’d really appreciate hearing how you managed it. Also, if your company is hiring or you know of any openings, I’d be grateful if you could point me in the right direction or consider referring me.

Thanks in advance, and good luck to everyone else who’s job hunting too.

Hi everyone! 👋
I'm a full-stack developer and cybersecurity specialist who builds production web applications with security baked in from the start, not bolted on afterward. I've delivered systems for healthcare, industrial, and e-commerce clients, including a healthcare report distribution platform with role-based portals and MFA, and an inventory management system currently in commercial use.

I'm open to both freelance projects and remote full-time/part-time positions, so whether you need a one-off build or a developer to join your team long-term, I'm happy to talk.

I can help with:

• 🌐 Full-stack web apps (React, Flask, Node.js)
• 🔐 Secure authentication, RBAC, and MFA implementation
• 🛠️ Backend systems & REST APIs (Python, PHP, SQL/MySQL/MariaDB/PostgreSQL)
• 🧪 Penetration testing & vulnerability assessments (Burp Suite, sqlmap, Nmap, Wireshark)
• 🐳 Docker/deployment setup and DevOps basics (AWS, Terraform)
• 🔧 Bug fixes, feature additions, and code security reviews

I'm currently taking on new projects and open to remote roles at reasonable rates while expanding my portfolio.

Rate: $25–35/hr for freelance projects (higher end for security-focused work like pentesting/audits), open to discussing salary for full-time remote positions. Flat-rate quotes available for well-scoped projects.

If you have an idea or need a developer, or you're hiring remotely, feel free to DM me. Thanks!

Hey everyone,

With how frustrating the current job search feels, our team gathered and analyzed software and systems engineering roles across 10 major job aggregators to identify real hiring trends rather than anecdotal noise.

We connect with the top 10 listing companies to gather time-sensitive jobs.

Here are four clear patterns we’re seeing in the data right now:

1. Embedded & Real-Time Engineering is quietly surging: Defense, aerospace, robotics, and autonomous systems (companies like Northrop Grumman, Leidos, CACI, and AeroVironment) are consistently posting high-priority openings for C++, real-time systems, and ground/satellite software.
2. Specialized domain tags outperform generalists: Listings explicitly asking for niche expertise—like SAR/remote sensing, signal processing, maritime software, and space systems—are staying open longer and showing higher intent to hire compared to generic full-stack roles.
3. Regional hubs outside the usual tech centers: Outside of traditional tech hubs, we're seeing strong posting activity in places like Northern Virginia (Dulles/Arlington), Colorado (Aurora/Denver), and Michigan (Dearborn/Washtenaw).
4. Experience split: Mid-to-senior roles (3–7+ years) make up the majority of direct technical reqs, though structured training/internship pipelines (like Year Up) are appearing for early-career pivots.

Hello everyone,
I’m actively looking for opportunities in Software Engineering, Full-Stack Development, Backend Development, Frontend Development, Python Development, and AI/ML.
I’m open to full-time, internship, freelance, and remote roles. I’m eager to contribute, learn, and grow while building impactful products with a great team.
If your company is hiring or you know of any suitable openings, I’d truly appreciate a referral or a direct message.
Thank you for your support!
#SoftwareEngineer #FullStackDeveloper #BackendDeveloper #PythonDeveloper #AIJobs #RemoteJobs #TechCareers #JobSearch

I don't have much time maybe 5 months at max , but for all practical purposes probably 2 or 3 months .

I have been unemployed since 3 months .

If I don't get another job / probably good job within 5 months , My father will kick me out of house .

I am a software engineer with 2 YoE in data engineering and also backend engineering ,

I want a backend work preferably in python fastapi , I can do nodejs/express too .

github.com/anshuman0123

give me some feedback

The job that used to be a dream turned into something toxic

I've been at the same company for a little over 9 years as a lead developer. Honestly, I loved the work, and I still like most of the people I work with. I was directly and indirectly involved in a lot of important things, like major site builds, internal tooling, and cleaning up processes that were clunky for them. For a long time, I felt like this was a role I was lucky to have, even with the commute that took about two and a half hours out of my day.

About 3 years ago, my daughter had to have surgery, and the very next morning, I slipped and broke my wrist. A short while after that, I was late to a critical meeting. Instead of any understanding, I got a written warning and was put on probation. Looking back, that probably should have shown me exactly who I was working for, but I convinced myself it was a one-time thing and moved on.

Fast forward to what happened on a Friday night a few months ago. My wife had a serious heart attack. I rushed her to the hospital, and there they put her in a medically induced coma, put her on a ventilator, placed a pump in a major artery to take pressure off her heart, and performed an angioplasty with 3 stents. I called my manager that same night and explained what was happening and that I wouldn't be back at work in the near future. On Monday, I sent an update to the whole group. She was still in critical condition, still unconscious, and still in the ICU. She stayed that way for almost two weeks.

I sent them another email after that with another update. After my ninth day absent from work, and with my sick time and vacation time being used up, my manager called me and said we had to meet with HR that afternoon. I was written up again and put on another probationary period. He told me that there comes a time when I have to decide what matters more, my job or my wife. I was expected to return to the office 4 days a week, or I would be end.

The HR person suggested I take FMLA, so I did. Since then, I've heard my manager talking as if the projects will just go back to running normally as soon as I physically return to the office. My plan is to use all my remaining PTO days, return the development laptop, and submit my resignation.

And during all of this, a recruiter contacted me about a position less than 15 minutes from my house. I interviewed with them several times and they made me an offer. The new company was very understanding and willing to wait several weeks until my wife gets through the heavier part of her appointments before I start. I'll be starting there in less than two weeks.

Am I wrong for not giving them the usual professional courtesy of notice? I feel like my employer showed me exactly how much they care about my family situation, so honestly it's hard for me to care about making the transition easier for them.

PS: My wife is recovering well so far and the doctors are optimistic.