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Liaise with CAD Designer, coordinating and leading activity to ensure that the design packages are produced to the required timescales and standards of quality. Liaise with Mechanical Engineer in identifying the project requirements and on the development of the detailed design.
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Set up and be responsible for project 3D model (piping systems, tie-in locations, pipe support locations, show mechanical equipment in the 3D model, steam tracing design and layout.) 15+ years of AutoCAD, CADWorx/Plant 3D and Navisworks in the Oil & Gas industry utilizing ASME B31.3 and B31.8 codes.
Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Proficient in Design Engineering tools, including FMEA, CAD, component selections, stage gate NPD process. Applicants for Engineer II - Mechanical need to have a Bachelor's in Mechanical Engineering from universities or colleges accredited by the Accreditation Board for Engineering and Technology.
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To meet client objectives and to integrate our many disciplines, we can create teams comprised of civil, structural, mechanical, electrical, fire protection, and corrosion control, as well as project/construction managers and professionals in a variety of specialty services.
$87,000 - $100,000 a yearFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Position SummaryThe Fluid Systems Principal Design Engineer (FSPDE) is a member of the Mechanical Design Engineering Team with advanced knowledge and hands on experience in fluid systems and fluid dynamics.
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Eligibilities & qualifications BS – Mechanical Engineering, Materials Engineering or Biomedical Engineering. SolidWorks or equivalent CAD tool. Projects will involve requirements definition, developing test methods, writing test protocols, reports, executing verification testing, solving test or design issues and other types of mechanical engineering activities.
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Significant time using 3D CAD by assisting with the mechanical design, detailing, and documentation/Bill of Materials for automated welding machines and fixtures. Junior/Senior in Mechanical Engineering.
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As a Mechanical Project Engineer, you will perform calculations, system design, equipment selections, reports, progress submittals and BIM instructions to assure project completeness and accuracy on time, within monetary budget and in accordance with IMEG design standards.
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As a multi-discipline firm, Isett provides a full range of engineering and consulting services, including civil, structural, mechanical, electrical, plumbing, environmental, geotechnical, and municipal engineering, surveying, landscape architecture, code enforcement, plan review, construction management, construction materials testing, and grant writing services to clients throughout PA and surrounding states.
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In the use of a 3D CAD system (Autodesk Inventor preferred) and a working knowledge of the use of Autodesk AutoCAD. Chief Mechanical Engineering Manager - furnace OEM. Direct oversight and supervision of all mechanical engineers/designers and refractory engineers/designers to ensure work assignments meet production schedules.
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One (1) year of 3D CAD design (e.g. Solidworks, AutoCad Inventor, Pro/Engineer) that includes modeling and automation systems design experience. The Senior Mechanical Engineer executes more complicated tasks as they relate to the design of mechanical hardware for industrial robot automation projects.
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The Powertrain Integration Mechanical Engineer along with the Electric Propulsion team is responsible for design, integration, qualification, and certification of energy storage system, high voltage distribution, electric motor, power electronics, and thermal management.
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Proficiency in CAD software for 3D modeling and tooling design, with experience in additive manufacturing techniques. We are seeking a highly skilled Mechanical Design Engineer with expertise in tooling design and manufacturing line sustainment.
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Perform and manage engineering work using CAD/CAE software to solve problems in mechanical/structural design, finite element analysis, design optimization, tolerance stack-ups, prototype generation, fatigue analysis, structural dynamics and kinematics, vibrations, thermal analysis, and production of manufacturing drawings.
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Degree as a mold maker, mold constructor, shoemaker, or technical/engineering degree (e.g. mechanical engineer) or Technical Product Designer, Technical Draftsman. Progressive work experience 2D and 3D CAD application, Rhino preferred.
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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.
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.