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Center Engineer needed to drive the deployment of conventional and next generation core network technologies; including Access Unification, NGPON, ROADM, NGROADM, Ultra Long-Haul (ULH), OTN Mesh, MSPP, DXC and associated electronics.
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Our Team of over 200 process engineers support water, industrial, next generation agriculture, LNG, hydrogen, fertilizer, and carbon capture businesses among others. Job Segment: Process Engineer, Engineer, Wastewater, Water Treatment, Chemical Engineer, Engineering.
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Lead efforts on enabling technologies for next generation thin film media through identification of new magnetic materials, under layer structures, processes and methodologies. Job DescriptionResponsible for advanced media development (HAMR) and technology roadmap for future generation HDD products.
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Process Engineer, Engineer, Wastewater, Water Treatment, Chemical Engineer, Engineering. Advanced degree (Masters or Doctoral) in civil, environmental, or chemical engineering preferred.
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Provides guidance and direction on department design guides, standards, systems, and applicable engineering codes related to water quality and treatment. Advanced knowledge of process design for treatment of municipal wastewater, engineering design principles and applicable design guides and standards related to assigned engineering discipline.
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Adjunct Faculty, Department of Electrical and Computer Engineering If you have prior academic or - in particular - industrial experience, have a passion for hands-on, project-based teaching, would like to share your knowledge and wisdom with an enthusiastic group of students, and in fact shape the next generation workforce of our nation, we want you in our classrooms and laboratories.
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Latitude AI (lat.ai) is an automated driving technology company developing a hands-free, eyes-off driver assist system for next-generation Ford vehicles at scale. When you join the Latitude team, you'll work alongside leading experts across machine learning and robotics, cloud platforms, mapping, sensors and compute systems, test operations, systems and safety engineering – all dedicated to making a real, positive impact on the driving experience for millions of people.
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We are looking for a versatile and well-rounded mechanical engineering technician with a solid hands-on background in fabrication, testing, and electromechanical components to join our team to help develop next generation cancer fighting products.
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NIO designs, develops, jointly manufactures and sells premium smart electric vehicles, driving innovations in next-generation technologies in autonomous driving, digital technologies, electric powertrains and batteries.
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As a Wastewater Treatment Practice Leader, you will be a member of our Global Process Engineering Department engaging on wastewater reclamation project across BVs Market Sectors of Governments and Environment, Energy and Process Industries, and Connectivity, Commercial and Industry.
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Oracle’s Cloud Infrastructure (OCI) National Security Sector Group is building its next generation of Cloud IaaS/PaaS/SaaS technologies that operate at high scale in a broadly distributed multi-tenant environment.
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As a Software Engineer on Backend team, you will be building the next generation of Zeplin’s API and real time collaboration services, engineering for performance across scalability, redundancy and reliability.
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As a RF IC layout engineer, you will be a key member of a small RFIC team, researching, designing and bringing the next-generation of wireless technologies into high-volume production in advanced CMOS technology nodes.
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Key job responsibilities We are seeking an HBM Post Silicon Engineer with role in the definition, design and validation of AWS next generation ML Chips, Cards and server integration. We are seeking experienced Hardware Design Engineers to build the next generation of our cloud server infrastructure.
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LEAP's 15% reduction in fuel burn (over prior generation of narrowbody applications) is moving the needle on sustainability today and proving out the next generation of sustainable technologies like ceramic composites, advanced turbine cooling, and additive manufacturing.
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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.