The Software Engineer I engineers secure, scalable and reliable technology solutions, with appropriate mentoring, to advance CMEG in the global marketplace and serve risk management needs of customers around the world.

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Principal Accountabilities:

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• Writes Java code at story level; potentially minimal design and aligns with overall milestones
• Conducts unit testing of own code. Reviews unit tests with mentor - use tools and techniques to drive unit
• Exhibits good proficiency in language knowledge; Writes application modules and unit tests with guidance.
• Exhibits knowledge of database SQL / BQ and basic database modeling.
• Implements designs received from seniors or immediate supervisors.
• Optimizes code with supervision. Applies learning from prior code reviews and helps with environment build deployments. Corrects identified defects and issues.

* Understands UI / frameworks and implement the same in React.Js

* upskill Google services and use as required for the project

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Skills & Software Requirements:

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Basic knowledge of SQL and performance of basic modeling.

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About the company

CME Group

Company overview

CME Group runs one of the world’s biggest marketplaces for derivatives, where institutions and individual traders use futures and options to manage risk or gain exposure to markets. The company operates multiple major exchanges, including CME, CBOT, NYMEX, and COMEX. CME Group also provides clearing services that sit behind many of those trades, plus market data and related services. The company serves banks, asset managers, corporates, energy and agriculture firms, and active retail brokers globally.

Locations and presence

CME Group is headquartered in Chicago and has offices across the Americas, Europe, and Asia, including major hubs such as New York, London, Singapore, Belfast, and Bangalore. CME Group positions many roles around a flexible hybrid approach where weekly in-office and work-from-home days are set with the manager based on team needs.

Palpable Score

73.3

/ 100

CME Group offers real early-career entry points through a sizable internship program and a defined technology rotational pathway, plus visible hybrid and benefits support that tends to matter for new starters. Hiring looks structured in practice, but public detail on timelines, feedback, and assessment expectations is patchier than the best-in-class early-career employers. Outcomes are the main limiter: there are clear examples of intern-to-full-time conversion, but not much public, measurable proof of promotion speed, retention, or cohort progression.

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