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Four (4) year degree from a US-accredited college or university in civil engineering, structural engineering, mechanical engineering, architecture or related field. With some of the greatest talent in Geotechnical Engineering, Construction Materials Testing and Inspection, Code Compliance, Environmental, Occupational Health & Safety, and Building Envelope, we are committed to delivering groundbreaking solutions for our clients.
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BS degree in Civil Engineering, Structural Engineering, Construction Management, Business Administration, or related field or equivalent work experience in heavy civil construction.
$104,744 - $157,115 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Keywords: Civil Engineering Project Manager, Residential Development Project Engineer, Land Development Project Manager, Civil Site Development Engineer, Residential Civil Engineer, Site Development Project Coordinator, Land Development Coordinator, Residential Infrastructure Project Manager, Civil Engineering Design Manager, Land Development Consultant.
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Acceptable degree programs include science and technology related disciplines such as Mathematics, Computer Science, Systems Engineering, Electrical Engineering, Computer Engineering, Physics, Information Technology, Management Information Systems, Cyber Security or related discipline.
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Our ideal person has a bachelor’s degree in civil engineering or landscape architecture and is a licensed professional engineer or professional landscape architect in Pennsylvania at a minimum.
$80,000 - $100,000 a yearFull-timeExpandApply NowActive JobUpdated 23 days ago - UpvoteDownvoteShare Job
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Requires: Bachelor’s degree (or foreign equivalent) in Electrical Engineering, Computer Engineering, or closely related field plus 2 years in job offered or as Technical Engineering Manager/Project Manager.
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Preferred Qualifications Technical degree in Chemistry, Engineering or related science Technical experience related to specific chemistry program assignments, such as radiochemistry, primary chemistry, raw water experience.
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Bachelor's degree in computer science, Management Information Systems, Computer Engineering, or related field or equivalent work experience. Certified Customer Success Manager (CCSM), Certified Client Relationship Manager (CCRM), Customer Business Relationship Management Professional (BRMP) or equivalent experience.
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The candidate should have technical proficiency in the manufacture of semiconductor components or microelectronics as well as proficiency and comfort in interfacing with multiple functions including Product Engineering, Systems Engineering, Quality, Mechanical Design Engineering, Factory Management, Equipment Engineering and Process Engineering.
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Bachelor s degree (or foreign education equivalent) in Computer Science, Engineering, Information Technology, Information Systems, Mathematics, Business Administration, Physics, or a closely related field and six (6) years of experience as a Director, Full Stack Engineering (or closely related occupation) designing, implementing, and supporting Defined Benefit (DB) applications.
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Bachelor's with 7-9 years of experience or Master's Degree with 5-7 years of experience in Electrical Engineering, Mechanical Engineering, Industrial Engineering, Computer Science, Computer Engineering, Math or Physics preferably from an ABET accredited program.
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Four-year BS Chemistry or related degree and minimum of five years of Chemistry experience. Chemistry, Engineering, or related technical degree. Communicate with station management and other station departments with respect to chemistry issues.
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Job Description: Role The Digital Asset Product Manager will work on product development, management, strategy, and marketing of a range of Fidelity Digital Asset Managment’s (FDAM) crypto and digital asset investment strategies and products.
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Certified Public Accountant or other professional designation is preferred Experience with data analytics, transformation, and visualization tools such as Alteryx, Microsoft Power BI, Tableau BA/BS degree in technically related field with secondary degree or minor in: Management Information Systems (MIS), computer science, or data analytics, is preferred The base salary range for this position in the firm's Los Angeles, CA and Bellevue, WA offices is between $174,200 and $290,300.
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A BS degree (required): in Optics/Physics, or Optical/Mechanical/Electrical Engineering. Broad experience supporting many of the following commodities or supplier types: lasers, optical components, fluidic systems, machined parts, sheet metal, cables, PCA’s, plastics, power systems, product packaging, turnkey subcontractors, hardware, labeling.
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product management manager engineering computer bs degree jobs Title: program manager
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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.