Erlang developers are directly responsible for the development of the Data Server’s core components. This includes implementation, unit testing, and documentation of new features, as well as maintenance of existing features and functionality.
Assists with the design and development of new features following an Agile methodology
Writes Erlang-based code to implement new features according to generally accepted coding guidelines
Writes unit-tests for new feature implementations
Documents new feature implementations
Organizes, maintains and documents source code in version control system (we use Git)
1+ year of Erlang and OTP programming experience
3+ years of object-oriented programming experience
5+ years of Unix / Linux system administration (RedHat / CentOS preferred)
Experience with development and distribution of open-source software such as SSH, OpenVPN, Apache, OpenLDAP, eJabberd preferred.
Experience with XML-based protocols (XMPP, WCTP preferred)
Must have a strong understanding of client/server protocols including TCP/IP and HTTP
Proficient at troubleshooting network-related problems
Database experience (LDAP, Mnesia, SQL, PostgreSQL)
Experience with automation and scripting (shell scripting, perl, python, or ruby preferred)
Prior experience developing enterprise applications and / or mission-critical applications preferred
Strong work ethic, demonstrating a commitment to details, organization, and time management skills
Strong problem solving skills
Comfortable in an agile / scrum development environment with highly interactive team
Excellent oral and written communication skills.
If you’re like most employers, you probably depend upon resumes, references and interviews when making your hiring decisions. Unfortunately, these sources often prove inadequate for consistently selecting good employees.
Resumes can contain false claims of education and experience while omitting other relevant information. Business references are of little value because most past-employers will tell you little more than “name, rank and serial number.” and promotion decisions. However, data shows only a coincidental correlation between the ability to deliver well in an interview and to deliver well on the job. Studies peg this correlation at 14% — one good employee in every seven hires.
Even background checks don’t help much. The success rate becomes 26%, but that’s only one good hire in every four. Clearly, an essential ingredient for making “people decisions” has been missing from the formula.
Now there is a better way. Employee assessments can provide you with the data you need to make human resource decisions with confidence. These information tools can help you to:
Put the right people into the right job
Provide employees with effective training
Help managers become more effective
Promote people into positions in which they’ll succeed
Use employee assessments and you can expect to realize benefits such as:
Extraordinary increases in productivity
Fewer employee relations problems
Lower human resource expenses
Your company’s most important asset is its people. And now human resource decisions don’t have to be a roll of the dice.
The result has been added importance placed on interviews, making them the most influential factor in hiring.
Recruitics - 18 months ago
Raretec Consulting is an IT staffing and search firm based in Orlando Florida and was started in 2001. It focuses primarily on the Florida...