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Develop chemical formulas for rubber, foam, plastic, epoxies, coatings, etc. Physical Chemistry Blending. Develop chemical formulas for rubber, foam, plastic, epoxies, coatings, etc. At Actalent, diversity and inclusion are a bridge towards the equity and success of our people.
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Conduct physical, chemical, and mechanical tests on rubber, polyurethane, and epoxy materials using various laboratory equipment and instruments. Experience with processing of rubber, polyurethane, and/or epoxy materials.
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Our One Myers team is made up of some of the most revered brands in the industry, including: Myers Tire Supply, Patch Rubber Company, Tuffy Manufacturing, Akro-Mils, Scepter, Buckhorn Inc, Jamco Products, Ameri-Kart, Elkhart Plastics and Trilogy Plastics.
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These offerings bring essential performance and value to a broad range of market applications, including metals, construction, chemical synthesis, water and emissions treatment, glass, textiles, plastics, rubber, agriculture, foods and beverages.
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The Chemistry Lab Technician works closely with the Compounding team to ensure quality product. We have a 2nd shift opening at our Burlington, WI facility for a Chemistry Lab Technician.
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Run trials on the pilot and production lines using solvent, emulsion, hot melt, and rubber-based pressure sensitive adhesives and coatings. BS Degree in Chemical Engineering, Polymer Science, Chemistry or related experience.
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The use of Personal Protective Equipment (PPE) is required; including but not limited to bump cap, safety glasses/goggles, ear plugs, hair and beard nets, gloves and safety shoes or rubber boots.
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Must be able to work with Food Chemistry Microbiology Sensory and Product Development to gather samples and information needed for product testing. Its many popular brands include Red Baron®, Tony’s®, Big Daddy’s®, Villa Prima™ and Freschetta® pizza; Mrs. Smith’s® and Edwards® desserts; and Pagoda® Asian-style snacks.
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Schwan’s Company, a U.S. affiliate of the global lifestyle company CJ CheilJedang Corporation, is a leading U.S. manufacturer and marketer of quality foods offered through retail-grocery and food-service channels.
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The Materials/Quality Engineer role supports materials testing and quality needs for rubber mixing and testing labs as well as an analytical chemistry lab. Typically requires a minimum of 5 years of related experience with a Bachelor’s degree in a scientific field (e.g., Engineering, Material Science, Physics, or Chemistry); or 3 years and a Master’s degree; or a PhD without experience; or equivalent work experience.
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Extensive and hands on experience on polymer characterization methods, such as mechanical properties testing, FT-IR, DMA, DSC, TGA, GPC, SEM/EDS, LC/GC-MS, Pyrolysis Chromatography; rubber and/or elastomer development.
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Training in rubber chemistry / compounding a plus. Knowledge of rubber / rubber compounds preferred. Production support will include technical support of all production operations, process design and optimization, implementation of lean manufacturing principles, and quality management.
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Successful candidates should have a thorough knowledge of engineering fundamentals, rubber chemistry, extrusion, hose design principles, product and production processes, Automotive OEM procedures, quality assurance techniques, and tools such as statistical process control, 8-D problem solving techniques, product testing, team work and interpersonal skills as well as an understanding of Lean principles and organizational procedures.
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Min. 10 years experience in technical support and business development or R&D in Rubber and / or Adhesives. Sr. Technical Service Manager - Rubber & Adhesives Solutions. BS in Chemistry, Chemical Engineering.
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Rubber Chemistry background required. Rubber & Plastic hose experience strongly preferred. The Director of Engineering will Lead and Direct the Global Engineering functions of the Extruded Products Division.
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FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.