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Responsibilities include capital project development, management; estimating, planning, scheduling, designing, programming, testing, and commissioning control systems using the latest industrial automation controls including PLCs, OITs and HMIs.
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Engineering Electronics Technician. Perform electrical testing of analog electronic circuits and work with Electronic Engineers to conduct qualification and design verification testing of new and existing products.
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Experience in prototype and testing of electronic assemblies. Confers with Engineering, and technical personnel to resolve testing problems such as product or equipment issues, malfunctions, incomplete test data and data interpretation.
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Join us as a Client Service Technician, where you'll put your love of science to work in the sample receiving department of our environmental testing laboratory. Experience in a laboratory or environmental testing setting is preferred, but not required.
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Professional Service Industries, Inc. (Intertek-PSI) is searching for a Construction Materials Testing Technician II to join our Building & Construction team in our Austin, Texas office.
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Working as a field technician performing soils and concrete testing in the field. Testing routine laboratory materials such as soils, concrete, and masonry. Working in a laboratory that tests both geotechnical and CMT materials.
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ACI - Concrete Strength Testing Technician. · ACI – Concrete Field-Testing Technician – Grade I. Construction Materials Testing (Engineering) Technician. Burgess Construction Consultants, Inc. (BCCI) is looking for experienced and entry-level Construction Materials Testing (Engineering) Technicians to join our team.
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Keeping the laboratory in compliance with QA/QC initiatives, DOT, AMRL, CCRL, and AASHTO accreditation requirements. Founded in 1988, Engineering Consulting Services (ECS) is a leader in geotechnical, construction materials, environmental, and facilities engineering.
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May perform mechanical, electrical, pneumatic & vacuum and process testing on AMAT platforms to Engineering and Manufacturing documentation and specifications. Works from schematics, diagrams, written and verbal descriptions, layouts or plans to perform moderate testing and troubleshooting.
$25 - $34.65 an hourFull-timeExpandUpdated 24 days ago - UpvoteDownvoteShare Job
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Basic mechanical skills: motor replacement, mechanical part replacement, testing of repaired equipment for the service of associated refractory application equipment. Steel industry experience is a plus.
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JOB DESCRIPTION We are seeking an associate test technician with a strong background in structural airframe testing and systems testing. Familiar with quality assurance processes, including non-destructive testing methods.
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The Test Technician is responsible for performing electrical and mechanical testing on engineering prototypes and production samples to qualify aerospace interconnect products. If you are looking for a full time, temp to hire Test Technician, apply here or contact us today.
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Henry Ford College presents an opportunity for a part-time Assisted Learning Services Testing Technician in the Counseling Office. The Testing Technician, under the supervision of the VP of Student Services, will be responsible for scheduling Assisted Learning Services (ALS) counselor appointments and tests and administering the test in person or in a virtual environment.
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In the state of Washington, all technician and driving positions, including but not limited to van drivers and any other position requiring employees to drive a company-owned vehicle, are considered safety-sensitive and are therefore subject to drug and alcohol testing, including cannabis.
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Diesel Technician Qualifications. Company-paid ASE testing and training materials. Subject to DOT drug testing and physical. Training, testing, and bonuses provided! First Student is immediately hiring a Diesel Mechanic for our shop serving Collinsville School District.
$25.5 - $28.5 an hourFull-timeExpandUpdated 4 days ago
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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.
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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.