Idaho Forest Group
Software Engineer (Corporate - Athol) (Information Technology)
Idaho Forest Group is currently seeking a Software Engineer to join our Information Technology team.
At Idaho Forest Group (IFG), we are prepared for the future both in leadership, succession and the ability to employ advanced technology. Our T3 philosophy (Timber, Talent and Technology) has progressed to the next level of A3 (Academics, Analytics and Artificial Intelligence). We are committed to our mission of enhancing the lives and livelihoods of our employees, customers, and partners and the communities in which we operate by providing the earth's best renewable building products. We hope you will find your future with us.
IFG is looking for a passionate and versatile Software Engineer who will play an integral role in developing new software products from the ground up as well as enhancing existing applications. You will be involved in all aspects of the software development process.
The Software Engineering position is a full-time position in the Information Technology (IT) Department and will report to the DevOps Manager.
Work Schedule: Monday through Friday, hours depending upon need.
Essential Functions:
Minimum Qualifications:
Two years of software development, troubleshooting and application design experience --OR--
Combination of post-secondary technical training with knowledge of Java, Python, C/C++, C#, R, development and implementation.
Ability to show programming and explain logic.
Experience in object-oriented programming.
Preferred Qualifications:
Required Skills:
Tools & Equipment Used:
Servers, logging applications, event logs, resource monitoring, computer, tablets, telephone, etc.
Work Environment:
Work is performed both in an office and manufacturing environment while sitting or standing at a desk or computer. Physical exertion may be required to lift or move equipment.
IT as a Service
We strive for excellence and professionalism as we represent both the department and Idaho Forest Group. We treat each other with respect and common courtesy. Our team has a wealth of knowledge and experience, and we continue to learn from each other and adapt. We strive to improve and continue to grow through training and partnerships. Customer service is our focus as we help make Idaho Forest Group a successful company and a great place to work.
Physical Requirements:
Move safely, quickly, and perform duties with repetitious movement. Sit and/or stand for shift, reach with hands and arms, stoop, squat, twist, push and pull, maintain balance, bend at the waist, kneel, walk varying distances, and climb stairs. Must be able to tolerate all weather elements, loud conditions, vibrations and airborne particles (sawdust).
As a condition of employment, Idaho Forest Group requires employees to complete a variety of pre-employment screening processes which may include, but are not limited to: criminal background check, drug and substance test, reference check, prior work verification, driving history (MVR), education verification, aptitude/skills testing, and credit checks. The depth of screening will vary based on the position.
Idaho Forest Group is an Equal Opportunity Employer and prohibits discrimination against qualified individuals on the basis of race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, age, genetic information, family medical history, or any other status protected by law. If you are an individual with a disability and need a reasonable accommodation in the application or hiring process, please contact Human Resources at 208-762-6630 and/or hr@idfg.com.
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)
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