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C# Software Engineer – Front Office

C# Developer – Trading Systems

Fantastic opportunity to work for an established financial client in Zurich, Switzerland who are looking to add a C# Developer to the team, working closely with Front Office systems.

YOUR TASKS & RESPONSIBILITIES:

  • Deliver high quality solutions in tight timeframes to meet demanding customer requirements
  • Work closely with business and other IT units to gather and understand requirements
  • Contribute to software and architectural design decisions
  • Contribute to a robust automated test suite in order to maintain a high test coverage
  • Become involved in the process of a constant quality improvement and best practices implementation
  • Maintain close interaction with various business units (Trading, Middle office, Backoffice, Treasury, Risk Control, …)

OUR REQUIREMENTS:

  • Fluency in English is essential
  • Experience building scalable, distributed applications in .NET / C#
  • Strong understanding of algorithms and data structures
  • Experience in implementation of APIs for integration with internal and external systems
  • Experience in developing software in an agile environment
  • Knowledge of relational and non-relational database systems
  • Strong problem solving skills & ability to learn in a fast paced environment

NICE-TO-HAVE:

  • Experience in C++ implementation
  • Experience of working with design thinking techniques in iterative sprints is an advantage to this role
  • Experience in Jenkins configuration
  • Experience in a messaging system integration (RMQ, Kafka)

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Senior Front-End Engineer – NYC

Our growing financial technology client is looking for a talented Senior Front-End Engineer to join their small New York based team in a permanent role.

Their focus is towards UI / UX based on an Angular framework. Someone who has built customer facing Front-Ends before, or that they know how to go about it from start to finish and help lead the development. An interest in finance or an understanding of this area will be needed.

What You’ll Do

You’ll join our clients small Product Team as a Senior Front-End Engineer (HTML/JavaScript). This role will expose you to our rapidly evolving product suite, with consistent opportunity to make a direct impact on the business.

Our client is a small firm, so they need their engineers to take ownership of their projects. You’ll do more than merely “code to a wireframe.” From the start, you’ll be helping bring products from concept to production while solving distinct design, UI and UX challenges.

Some responsibilities will include:

  • Become an expert in our front-end stack (JavaScript, Angular, HTML5…)
  • Learn about our backend stack, coded in Scala, MySQL and AWS technologies.
  • Collaborate across the entire organization, including backend engineers, data operations team, client services and product managers.
  • Develop expertise in a broad array of financial topics.

Critical Skills / Abilities

Our ideal candidate has at least 5 years professional experience building applications in HTML5 and JavaScript and experience with:

  • Web frameworks such as Angular or React
  • Web application layout and design using a CSS preprocessor (Sass, Stylus), and a templating language (Pug, Mustache)
  • Continuous Delivery, including integration testing with tools such as Cypress or Selenium

Additional skills that we would love to see but are not required:

  • Familiarity Node.js and/or Puppeteer
  • Personal interest in capital markets, finance and investing (even if you’ve never traded stock).
  • Scala, MySQL and AWS technologies, Kubernetes

Interview process – To test or not to test

Interview process to test or not to testPre-employment testing is a method used widely by businesses to find out applicants’ suitability for a given role. Tests vary from technical to psychometric, ‘day in the life’ job previews and a whole variety in-between – depending on the type of role the business is recruiting for.

So, what’s the best approach? To test, or not to test? That is the question.

Attracting passive candidates

Attracting passive candidates

According to research by LinkedIn, approximately 65% of the global workforce was classed as passive candidates in 2016.

What defines a passive candidate? In short, someone who isn’t actively seeking a new role. LinkedIn expands this into three categories: “Passive means someone is thinking of changing jobs, not looking but would be open to discussing one, or not interested in chatting about any new jobs”. Such a large proportion of the global workforce raises the question – how do you attract passive candidates into a new role?

How to encourage collaboration skills in the workplace

How to encourage collaboration skills in the workplace

“Individual commitment to a group effort – that is what makes a team work, a company work, a society work, a civilisation work.” Vince Lombardi

There’s plenty of clichés out there about the importance of teamwork (‘There’s no I in TEAM’, ‘Together Everyone Achieves More’, etc.), but seriously, they’re not wrong!

Location

Park House, 1-4 Park Terrace
Worcester Park, KT4 7JZ

Office Hours

Mondays-Fridays:
8:00 – 17:00

Contact Us

info@systemrs.com
020 800 46573