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The Pre-Construction Manager will lead and motivate a team of designers, project managers, estimators, and subcontractors in the day-to-day management of proposal development and pre-construction activities for Progressive Design-Build, Construction Management at Risk (CMAR), Engineer Procure Construct (EPC), Construction, and Program Management projects.
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Drive collaboration, alignment and awareness across Global Quality and GMP related functions (Supply Chain, Regulatory Affairs, CMC, Pharmaceutical Technology) who are either direct or downstream users/consumers of the related QMS Systems.
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You will author detailed design covering process/data flow diagrams, key trade-offs, technology & cost considerations that you will review with your team’s SDEs/Sr. SDEs as well as impacted upstream/downstream interface SDEs/Sr. SDEs to incorporate feedback resulting in well thought out high quality designs.
$115,000Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Defining and documenting physical and virtual Data Integration Architectures for downstream integrations including Databricks, Snowflake, Redshift and applications such Salesforce CRM/CRMA (data flows, datasets, recipes, etc.
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Support services before they go live through activities such as system design consulting, capacity planning, and launch reviewsMaintain services once they are live by measuring and tracking availability, latency, and overall system healthScale systems sustainably through mechanisms like automation and evolving systems by suggesting changes that improve reliability and velocity.
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Our high-performing team works with clients to implement the full spectrum of data analytics and data science, ranging from data architecture design, data engineering and querying, data visualization and dashboarding, predictive analytics, machine learning, and artificial intelligence.
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Provide strategic thought leadership in collaborating with Roche's SAP Serialization Enterprise Team to architect, design, build and test a custom solution that integrates with Client's existing SAP Serialization Enterprise Solution meeting Client's Manufacturing, Contract Manufacturing Organization, Product Distribution Center, and regulatory business requirements.
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Develop and maintain end-to-end (E2E) architectural design documentation that accurately and comprehensively represents current and target-state landscape information while informing upstream/downstream integration points within and across the ecosystem.
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Technical PCB design skills using the Siemens design toolset including, but not limited to the Xpedition Layout tool suite with working knowledge of schematic capture, placement, routing, use of the auto-router, constraint manager, and library tools, and use of BluePrint to create complex PCB and CCA drawings, Altium is not used, but transfers over well to the Siemens toolset.
$64,000 - $128,000 a yearExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Design and architect end-to-end solutions, integrating the Global HRIS with various downstream applications. Responsible for managing the design, development, optimization and administration of global HCM Platforms and processes.
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Established in 1933, Control Associates along with its global process automation business partner, Emerson, specializes in supporting the process control equipment and service needs of the following industries: Life Sciences, Natural Gas Distribution & Transmission, HVAC, Power, Chemical, and Downstream Hydrocarbons.
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The Engineering Technical Authority (ETA) is responsible for technical direction, leadership, guidance and support for a specific array of process systems within an area of responsibility, such as Upstream Processes, Downstream Processes, Single Use Systems, Fill/Finish, CIP/SIP, Utilities, HVAC, Packaging, Devices, etc.
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Design should include the definition of product use cases, wireframes and upstream and downstream impact areas. Produce high quality design document with comprehensive and detailed solution analysis with a focus on all core areas: extensibility, robustness, backward compatibility, supportability, exception handling, performance expectations/bench-marking, upgrade plan for customers, critical technology or product dependencies, product resiliency (self-correction) and flexibility (user self-service feature), cloud operational considerations: recover and restart ability, opt-in options for the customer.
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Experience to design and develop custom integrations using RESTful APIs and SDKs, plug and play connector-based integrations to sync with downstream consumer systems such as Content Management systems.
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Sound knowledge of the Oracle EBS architecture and how it can be interfaced with all the upstream and downstream systems. In this role as Technology Lead, you will interface with key stakeholders and apply your Technical and SCM domain proficiency across different stages of the project including Fit-Gap, Solution design for Gaps, Integration needs, Custom Development and Testing.
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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?
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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.
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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.
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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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.