|
|
WordPress Developer |
|
|
|
Please fill in the information below and use the navigational buttons to continue. |
 |
Warning: Using your browser's Back and Forward buttons may produce undesirable results. |
 |
Role Summary
We are seeking an experienced WordPress developer that will be responsible for both back-end/front-end development and UI design. Candidate will work in a team environment with individual responsibility for the quality and effectiveness of applications, while working in an environment of change and growth. Candidate will also adhere to existing design/development/QA methodologies as well as analyze requirements and develop while maintaining the integrity of existing websites and applications. |
Key Responsibilities
- WordPress Frontend and Backend design/development/testing/debugging
- Ensuring high-performance and availability of all WordPress sites
- Involvement in Production Systems Issue Analysis and Resolution
Skills, Knowledge & Experience Required
- Solid grammar, typing, writing and verbal communication skills
- A bachelor's degree in Computer Science or equivalent experience
- Candidate should be highly experienced in Web UI Design including experience with designing responsive layouts with mobile device support
- Candidate should have a minimum of 3 4 years experience in the following:
- WordPress development primarily using PHP, MySQL, HTML5, CSS3, and JavaScript.
- PHP development
- MySQL database design/development
- HTML5, CSS3 and JavaScript development
- Experience with CSS preprocessors like SASS & LESS is preferred.
- Candidate must have some experience in the following:
- Using Bootstrap to create responsive layouts
- Using GruntJS with WordPress
- Using the Genesis layout framework for WordPress
- Using GIT repositories for source control (ex: BitBucket, GitHub)
- Creating SEO optimized websites and content
- Consuming HTTP web services with varying response formats (XML/SOAP, JSON)
Experience With The Following Is A Plus
- Graphic design
- Web development with ASP.NET/C#
- Google web tools such as Google Analytics
- HubSpot API
- Authorize.net API
- Advanced Custom Fields WP Plugin
- Gravity Forms WP Plugin
WE NOTE THAT THE ABOVE JOB POSTING IS NOT INTENDED TO BE A COMPREHENSIVE JOB DESCRIPTION. IT IS A BRIEF SUMMARY OF THE SALIENT FEATURES OF THE POSITION OFFERED. A COMPREHENSIVE JOB DESCRIPTION WILL BE PROVIDED SHOULD THE CANDIDATE RECEIVE A JOB OFFER FROM THE COMPANY. |
|
|
First Name * |
 |
|
|
Last Name * |
|
|
|
 |
|
Email Address * |
|
|
|
 |
|
Country * |
|
|
|
 |
|
Address Line 1 * |
|
|
|
 |
|
Address Line 2 |
|
|
|
 |
|
City * |
|
|
|
 |
|
State * |
|
|
|
 |
|
Zip Code * |
|
|
|
 |
|
Daytime Phone * |
|
|
|
 |
|
Evening Phone * |
|
|
|
|
 |
 |
 |
 |
Voluntary Self-Identification Information |
 |
 |
Completion of this information is voluntary and is not a requirement. This information will in no way affect the decision regarding your application. This information will be kept confidential.
|
EEO* |
|
"EEO is the Law" poster "EEO es la Ley" cartel Why are we asking?Why am I being asked for my gender, race and ethnicity?We are obliged to file this information periodically with various government agencies for statistical reports. How will this information be used?Entering this information is voluntary. This information will not affect the decision regarding your application for employment, and it will be kept confidential. "EEO is the Law" Supplement Suplemento del documento "EEO es la Ley" Pay Transparency Policy Statement |
 |
Gender |
|
|
 |
 |
|
|
|
|
 |
Ethnicity |
|
Hispanic or Latino
Not Hispanic or Latino
|
 |
Race Select one or more values |
|
|
 |
 |
 |
 |
|
Protected Veteran Status* |
|
If this employer is not a federal contractor or subcontractor, they are not required to report on applicant Protected Veteran Status. Click the Why are we asking? link for more information. |
 |
|
|
|
Why are we asking?Why are we asking?If this employer is a federal contractor subject to the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) of 1974, as amended by the Jobs for Veterans Act of 2002, 38 U.S.C. 4212 (VEVRAAA), it is required to take affirmative action to employ and advance in employment: (1) Disabled veterans; (2) Recently separated veterans; (3) Active duty wartime or campaign badge veterans; and (4) Armed Forces service medal veterans. How will this information be used?If this employer is a government contractor subject to VEVRAA, this information will be used to measure the effectiveness of its outreach and positive recruitment efforts it undertakes pursuant to VEVRAA. This information is being requested on a voluntary basis and will be kept confidential as required by law. Refusal to provide the requested information will not subject you to any adverse treatment. If provided, this information will not be used in a manner inconsistent with VEVRAA. What is a Protected Veteran?![Close this. [x]](/images/close20100615.gif) Disabled Veteran:(a) A veteran of the U.S. military, ground, naval, or air service entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or (b) A person discharged or released from active duty because of a service-connected disability. Recently Separated Veteran:Any veteran during the three-year period beginning on the date of such veteran''s discharge or release from active duty in the U.S. military, ground, naval, or air service. Active Duty Wartime or Campaign Badge Veteran:A veteran who served on active duty in the U.S. military, ground, naval, or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. Armed Forces Service Medal Veterans: A veteran who, while serving on active duty in the U.S. military, ground, naval, or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to the Executive Order 12985. |
 |
|
|
 |
 |
|
Section 503 Disability Status
|
|
If this employer is not a federal contractor or subcontractor, they are not required to report on applicant Section 503 Disability Status. |
 |
|
|
|
|
|
|
 |
 |
|
|
 |
 |
 |
 |
|
 |
|
 |
|
Notice* |
|
UNDER MARYLAND LAW AN EMPLOYER MAY NOT REQUIRE OR DEMAND AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT AN INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS PROVISION IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.
IT IS UNLAWFUL IN MASSACHUSETTS TO REQUIRE OR ADMINISTER A LIE DETECTOR TEST AS A CONDITION OF EMPLOYMENT OR CONTINUED EMPLOYMENT. AN EMPLOYER WHO VIOLATES THIS LAW SHALL BE SUBJECT TO CRIMINAL PENALTIES AND CIVIL LIABILITY. |
 |
|
|
 |
 |
|
 |
|
|
|
|