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Projects will include floodplain studies, FEMA LOMC processing, hydrologic studies, hydraulic pipe and storm drain analysis, dam inspections, stream restoration, low impact development, and wetlands mitigation design.
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You will assume a key role as lead engineer/designer for stream and ecosystem restoration design, wetland restoration, and other water resources projects. M.S. degree with a minimum of 8 years of experience, or a B.S. degree with 10-12 years of experience in stream, ecosystem, wetland, and water resources assessment and design.
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The right candidate would complete water resources engineering for transportation and bridge projects, drainage improvements, SWM remediation, erosion and sediment controls and stream restoration projects.
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The mid/senior Environmental Engineer will assume a key role as an engineer/designer for stream and ecosystem restoration design, wetland restoration, and other water resources projects.
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AMT is growing and is seeking a highly motivated Water Resources Engineer , with 5+ years of relevant experience, to join our growing team of design professionals in our Towson, MD office.
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Century Engineering is seeking an engineer or environmental scientist to join our Water and Environmental Resources team to perform stream, wetland, and ecosystem assessments, restoration design, construction oversight, and post-construction monitoring services for a range of project types and clients in Maryland and throughout the mid-Atlantic region.
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Our team focuses on the modeling and design of stormwater management, flood mitigation, erosion mitigation, and stream restoration projects, with opportunities to work on all project phases from master planning, design, and construction.
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Perform professional water resources engineering work and conduct investigations, analysis, and inspections relating to restoration projects, culverts, hydrology, open channel hydraulics, bridge hydraulics, floodplain modeling/mapping, hydrologic/hydraulic modeling.
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Does the candidate have expertise in dams, stream restoration, stormwater BMP design, sediment transport or other water resources skills? Additional desirable experience would include expertise in dams, stream restoration, stormwater BMP design, sediment transport or other water resources skills.
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Focus on projects including flood control, river design, stream grade control structures, dike systems, levees, stream channel restoration/rehabilitation, wetland and lake restoration, watershed issues and non-point source loading and point source design.
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Focus on projects including stormwater management, flood control, dam safety, river design, stream grade control structures, levees, stream channel restoration/rehabilitation, wetland and lake restoration, watershed issues such as non-point source loading, fish hatcheries, fish passage and fish protection for waterways.
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Individual will perform preliminary and final design of water resources infrastructure projects including stormwater management facilities, best management practices, dams & reservoirs, stormwater conveyance systems and stream/outfall restoration.
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As an Environmental Scientist/Ecologist, you will work in a highly dynamic team environment with other biologists/ecologists/water resource specialists, ecosystem restoration engineers, NEPA specialists, environmental planners, and regulatory experts.
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Position Overview Wetland Studies and Solutions, Inc., a Davey company, is seeking a civil, environmental, water resources, or biological engineering project manager interested in the ecological restoration of wetlands, streams, and water resources.
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Stantec’s southeastern environmental services group is seeking environmental scientists/ecologists to serve as a field water resources delineation/assessment lead and to provide environmental field surveys, reporting, and permitting support for our clients in the transportation, renewable energy, electric transmission, and other business sectors.
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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.
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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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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.