Junior Software Developer

At ValidaTek, we modernize and optimize IT services to solve some of the most critical challenges facingfederal civilian and defense agencies. Our leadership prioritizes a caring culture that allows each team member to explore their potential and innovate. As a result, our Federal Government customers trust us to provide innovative, high-quality, and repeatable results. Our commitment to quality for the past 16 years is why we are appraised at CMMI Maturity Level 5 for the delivery of IT services and development, levels only achieved by fewer than 20 companies in the United States.

www.validatek.com

Junior Software Developer

CORE JOB SUMMARY

Designs, develops, documents, tests, and debugs new and existing software systems and/or applications for market sale or large-scale proprietary software for internal use. Serve as technical expert on development projects. Participates in full development life cycle including requirements analysis and design. Writes technical specifications based on conceptual design and stated business requirements. Supports, maintains, and documents software functionality. Identifies and evaluates new technologies for implementation. Analyzes code to find causes of errors and revise programs as needed. Participates in software design meetings and analyze user needs to determine technical requirements.

ESSENTIAL FUNCTIONS/RESPONSIBILITIES

• Writes, modifies, and debugs software for client applications.
• Develops, plans, analyzes, designs products, and programs computer software that requires research.
• Utilizes advance knowledge in the field of computer science or software engineering along with advanced knowledge of software development and methodologies.
• Performs software and system testing procedures, bug verification, release testing, and beta support.
• Performs complex release testing and beta support for assigned projects and resolves problems found in the software.
• Prepares documentation required of the product.
• Consults with end user to prototype, refine, test, and debug programs to meet needs.
• This is not intended to be an all-inclusive list of job duties and responsibilities. Other duties, responsibilities and activities may change or be assigned at any time with or without notice.

ROLE, JOB SCOPE

• Knowledge - Frequent use and general knowledge of industry practices, techniques and standards. Has moderate skill sets & developing proficiency within field and knowledge of company, processes and customers.
• Problem Solving - Develops solutions to a variety of problems of moderate scope and complexity. Refers to policies and practices for guidance.
• Discretion/Latitude - Works under very general supervision. Follows established procedures.
• Impact - Contributes to the completion of team objectives, organizational projects and goals. Errors or failure to achieve results or erroneous decisions or recommendations may cause delays in schedules and result in allocation of additional resources.
• Liaison/Leadership - Frequent internal company and external contacts. Represents organization on specific projects.

MINIMUM QUALIFICATIONS

• Minimum bachelor's degree and two years related experience developing in .NET, or a combination of equivalent experience and training.
• Active DoD Secret Clearance.
• Experience in developing in C#.
• Experience utilizing Agile development methodology.
• Experience developing in a Windows environment.

ValidaTek is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, protected veteran status, or disability status.

Applicants who are selected for employment will be required to verify authorization to work in the United States.

Offers of employment will be contingent upon passing a post-offer background check.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)