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Helps team estimate work across sprints and quartersContribute to grow junior engineers through design & code review, tech talks, mentoring, and pair-programming. ResponsibilitiesFollow the best software development practices, and hold the high engineering bar for the team by regularly leading design, code review and test plan reviews.
$174,800 - $240,350 a yearExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Proficient with BIM and design software (Navisworks, Revit, AutoCAD, Adobe Illustrator, In-design) May delegate to and coach more junior VDC Engineers on day-to-day tasks and assignments.
Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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This is complete management to include projects management, hiring of engineering staff, design reviews, mentor junior level engineers, component purchasing, business plans, electronic support to the process engineering group and customer contact when required.
$110,000 - $130,000 a yearExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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OverviewHelp the PFCC Golf Team design, promote and direct all golf activities to enhance the membership and guest experince at Pine Forest Country Club. Essential ResponsibilitiesStarter/ Marshal weekly.
$16 - $20InternExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Coaching and mentorship: ability to work with developers across a range of skillsets - experienced Pega developers and less experienced (junior to core level) developers. Experience leading multiple Pega implementations in a Lead role responsible for design and implementation of the solution.
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Our client, a national provider of construction, manufacturing and engineering services is seeking an experienced and highly enthusiastic Associate Structural Engineer to join their team, located in suburban St. Louis, MO. The chosen candidate will perform design functions specific to the structural engineering scope for Specialty Boilers to suit the needs of customer requirements.
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Python, Perl or scripting Education/Experience:Multiple openings for Junior, Senior, Principal and Sr. Principal Engineers: Minimum three (3) years’ experience as a Design Engineer in integrated circuit or microelectronic component design or reverse engineering of the same is required.
$120,000 - $225,000ExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Responsibilities Design and architect new tools based on developer requirementsCollaborate with artists, designers, and other engineers for feature developmentEmbed within content teams and work with Product Owners to determine and fulfill workflow needsIdentify and eliminate inefficiencies in the content creation workflowIs an example to junior engineers and can effectively mentor when needed Qualifications 5+ years of software development experienceExcellent programming skills/experience in C.
$100,000 - $215,000Full-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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DUTIES & RESPONSIBILITIES:Serve as Copywriter on all projects and collaborate with design colleagues to consistently create and develop cutting-edge copy and concepts for product and marketing initiatives.
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Providing structural, diagnostics, civil, traffic, parking, transportation, enclosure, WPM technology and construction engineering services, we design solutions that are cost- and resource-efficient, forward-thinking, and help support and shape communities worldwide.
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PROFESSIONAL REQUIREMENTS Bachelor’s Degree in Engineering with 8 -12+ years of related highway design experience for transportation clients; NYSDOT, NYCDOT, NYCDDC, NJDOT, NJTA, and/or PANYNJ. Working knowledge of federal and local design standards including but not limited to AASHTO Design Guidelines for Highway and Streets, FHWA MUTCD, NYS DOT, NYC DDC and NYC DOT. Professional Engineering license in NY. NJ license a plus.
$110,000Full-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Qualifications and Experience·M.S. or Ph. D. in a relevant technology field (i.e., wireless communications, signal processing, statistics, optimization, networking, RF design, etc. ·Overseeing paper design, simulation, software, FPGA, and testing efforts.
$180,000 - $250,000Full-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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The NYC Department of Design and Construction, Division of Public Buildings, seeks a Junior Project Manager. The NYC Department of Design and Construction, Division of Public Buildings, seeks a Junior Project Manager.
$56,313 - $64,760Full-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Land planning, site civil design, preparation of feasibility and cost opinions. Assist senior Project Managers in development and training of junior land development staff. Coordinate and lead design team through civil design and plan production.
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Up to % travel to field office locations around the Preferred Job Qualifications: Bachelor's Degree in Computer Science or equivalent years of experienceNetSuite or other ERP experience nice to haveSoftware development experience (, C, Python, RESTful APIs)Web development experience (, React, Angular, JavaScript, NetSuite SuiteFlow, NetSuite SuiteScript)Database analysis/design/model/query experience (, MySQL, BigQuery, MSSQL, Postgres etc.
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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.
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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.