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Aerospace Talent Group is partnering with a leading engineering firm to offer an exciting opportunity for a Structural Engineer. Software Utilization: Utilize structural engineering software such as Bentley, RAM, Tekla, and BIM/Revit for project design and analysis.
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Bachelor’s degree (BS) or higher in a relevant field such as Mechanical Engineering, Applied Physics, Microfluidics, Biomedical engineering with mechanical emphasis, human factors engineering or related field.
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The Aerospace Engineering faculty are currently engaged in numerous externally funded research programs, with support from Federal (NASA, NSF, ONR, AFRL, ARL, FAA), Industry (Lockheed, GE, Microsoft Research), and other sources.
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The Chief Administrative Officer (CAO) is a critical position providing leadership in the management of financial, personnel, student affairs, facilities, administrative and research operations for the Department of Mechanical and Aerospace Engineering in the Henry Samueli School of Engineering.
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Job Description RPA Engineering is looking for a driven and energetic senior mechanical engineer to integrate with our dynamic team and serve our world-class clientele to support building and facilities projects.
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A bachelor's or advanced degree in mechanical engineering, chemical engineering, bioengineering, biomedical engineering, biology, or related engineering or scientific background.
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Bachelor’s degree and less than 1 year experience in computer science, mechanical engineering, electrical engineering, aerospace engineering, physics, or a related discipline.
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Mechanical/Electrical Manufacturing Engineering : Proven experience in solving technical manufacturing problems and supporting the production of aerospace components and systems.
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Bachelor of Science in Mechanical Engineering, Aerospace Engineering, Materials Engineering, or related STEM field from an accredited university. 8+ years prior relevant engineering experience, OR an Advanced degree in Mechanical Engineering, Aerospace Engineering, Materials Engineering, or related STEM field from an accredited university and 7+ years prior relevant engineering experience.
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Our client is a well-established and growing MEP engineering firm located in Tampa, FL and their services include electrical engineering, lighting design, mechanical engineering, low voltage systems, renewable energy and commissioning.
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Education and/or Experience:Master of Science in Mechanical Engineering or Aerospace Engineering with an emphasis on thermal fluids from an accredited college or university: extensive knowledge of gas turbine engineering including overall turbine configuration, gas turbine design, boundary conditions, temperatures, and materials and at least six years of related experience.
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The Precision Navigation (PNav) Hardware department is seeking an Senior Principal Electrical Engineer to join the Air Traffic Navigation, Integration and Coordination System (ATNAVICS) Mechanical and RF section.
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PhD/MS in Materials Science, Chemical Engineering, Chemistry, Mechanical Engineering, or similar field with a focus on batteries, capacitors, fuel cells, or other electrochemical devices.
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Pursuing a Bachelor or Masters of Science Degree in Mechanical Engineering, Aerospace Engineering, Civil (Structural) Engineering, Ocean Engineering, Marine Engineering, Electrical Engineering, Nuclear Engineering, Systems Engineering.
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TheMechanical Engineer is responsible for performing mechanical design for power system products, under the direct supervision of an upper level Engineer or Engineering Team Leader as assigned by the Corporate Engineering Manager.
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engineering aerospace software mechanical jobs Title: systems engineer research
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.