Lead Java Developer

Lead Java Developer

Location: Primary - Pittsburgh, PA, 15222 / Dallas, TX, 75234 / Phoenix, AZ, 85016. Secondary - Cleveland, OH, 44136.

100% Onsite. Pay Range: $65 to 75/hr. on W2 ONLY. Length of Assignment: 5 Months Contract to Hire role.

Function of the Group: Revenue Support. Industry background: Open to all backgrounds.

Management team feedback for 71079: • Candidate cannot speak to their resumes • Candidates do not have the skill level they claim on their resumes • Candidates cannot complete the Java proficiency test Candidates do not articulate correct or well-rounded answers to technical or scenario based questions What they are seeking: Java proficiency screening: • There are Low/Med/High level of Java questions being asked - a Jr developer writes code in certain manner. If architect writes code in a similar manner, that is where they are failing. • They need to be able to speak to writing a code in a more efficient or better way •Getting to the correct way of how a senior level candidate should be thinking • Looking for more of a hands-on keyboard type architect who can also collaborate and lead the jr developers. Java 17 is a must. Java 21 is a plus: • The point of the Java proficiency part of the interview is more of how can the architect be able to peer review the developers code. • Having knowledge of 21 is important rather than them not understanding it at all. They are not seeking specific words and phrases. however: • Some of the questions around design, they want the candidate to take them through their thought process(es) • The candidates are answering like how a jr developer would • The architect would need to understand the problem, ask what the performance considerations the interviewer is looking for, and what assumptions they can make, then explain their thought process on how to resolve and or correct an issue a Jr developer is having. • The point is not about phrases but about design patterns and standards in the industry. • When answering scenario-based or technical questions, they would rather have a candidate tell them they do not know rather than create fluff answers to seem like they know what they are saying. A lot of the candidates seem to be an "old school architect": • What they are looking for is a hands on candidate that can, not only collaborate on the best solution, but also understand a lot of things that promote talking through the dependencies, the performance concerns, considerations, and constraints. (that also assists in the builds). Conversational Interview: • The point of the interviews has been to try and have an interactive conversation with the candidate to ensure they are not using any AI generative help. Hence, the type of interactive questions being asked. • If the candidate knows the answer they will say right away, if they don't know the answer they will create fluff, etc. • Even after probing questions they candidates are coming up with fluff, not answering how the interviewers feel a Sr level Architect would answer. i.e. walking them through the thought process of a solution Open to Visa candidates at this point. • The team is fine with a worker who needs to stay on contract under a visa. Onsite requirement is still a must. Please continue to submit candidates we will leave the position open for candidate submissions. Please let me know if you have any questions.

Pre-Screening Questions: 1. Explain your hands on experience with Solution Architecture. Interview Process: 1-2 rounds of video interviews.

Hiring Manager Stack Ranking of Importance (Most Important to Least Important): 1. Skills 2. Rate 3. Location 4. Prior Client Experience