Staffing Pros, a division of VETS Inc., is recruiting for a full-time Rules Developer. This is a remote position; however, the candidate must be able and willing to travel to the DC Metro area up to six times per year. Ability to obtain and maintain a Public Trust is requiredIf you have additional questions not answered by the information contained within this posting, please contact our team directly at .
Ability to obtain and maintain a Public Trust is requiredBachelor's Degree in computer science, electronics engineering or other engineering or technical discipline is required (8 years of additional relevant experience may be substituted for education)8 years experience2 years jRules or Drools or inrule implementation and automated test experience2 years reviewing current jRules / IBM ODM or Drools, or equivalent tool set 8.X version, JavaMinimum of 6 years of Business Rules Management Systems (BRMS) experienceMinimum of 5 years of Java experienceMust be able to create logical and functional software code in a variety of languagesMust have experience in understanding and articulating the benefits and risks associated with different coding languages in different functional environmentsMust have experience reacting to problems and correcting the program as necessaryRequired Skillset:J2EE developer with experience ORM platforms (Hibernate, etc.), Continuous integration, Web services (REST and SOAP building and implementing), XML/JSON messaging, Queues (JMS, RabbitMQ, etc.), Rules engine experience. WebServices, XML, DB (Oracle or other), Unix/Linux.Must be able to present effectively to leadershipWork independently to review current IBM ODM jRules implementation and automated test scenarios in current systemExperience w/modern agile development skills, source code control, unit testingDemonstrated ability to manage customer relationships
Staffing Pros a division of VETS-inc is an 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 contractors legal duty to furnish information.