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This Manufacturing Engineer (Special Processes) provides technical support of surface treatment and plating operations. Develop, prepare, and maintain plating manufacturing process routings and process sheets.
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Must have previous experience as a Manufacturing Engineer, with CAD/CAM CNC Programming experience as NX is preferred. Benefits: Competitive salaryAnnual bonusFull relocationAnnual profit share bonusesEmployee stock purchase planOpen paid time off policyCompetitive 401K plan with enhanced matching programHealthy work/life balance Industry: Manufacturing Engineer, CNC, NX, Tooling, Lean,Job Code: j-2674.
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The Senior Manufacturing Engineer will be supporting the development of new product processes, as well as applying new manufacturing technologies to existing or mature production programs.
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Benefits: Competitive salaryAnnual bonusFull relocationAnnual profit share bonusesEmployee stock purchase planOpen paid time off policyCompetitive K plan with enhanced matching programHealthy work/life balance Industry: Manufacturing Engineer, CNC, NX, Tooling, Lean,Job Code: j-4.
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Work as a Lead Mechanic on projects directing the activities of others.
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Manufacturing manager, operations manager, superintendent, business unit manager, value stream manager, plant manager, operations management, BUM, area manager, high volume, low mix, mass production, paint, coating, e-coating, mechanical engineering, processing, chemical process, painting process, powder coating, refinery, gas, oil, packaging, plastics, ovens.
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Experience working in process-oriented manufacturing environments (examples include chemical, coating, plastics, refinery, food, beverage, packaging, etc.) As the Manufacturing Area Manager, you will report to the Plant Manager and will have Production Supervisors reporting to you.
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Fast-paced, process-related manufacturer is seeking a Manufacturing Area Manager to lead an assigned manufacturing area in a 24/7 operation with direct and indirect reports. Minimum of five years of similar manufacturing operations management experience 3.
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May occasionally operate production equipment or perform hands-on production tasks, not to exceed 20 % of the workday (such activities must be cleared in advance by the Manufacturing Manager). With more than 120 operations and approximately 20,000 employees worldwide, Precision Castparts Corp. is the market leader in manufacturing large, complex structural investment castings, airfoil castings, forged components, aerostructures and highly engineered, critical fasteners for aerospace applications.
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We are seeking a full-time, non-exempt Bio-Manufacturing Support Technician to join our team on-site in Belgrade, MT. It offers a pay rate of $22 hourly and includes the benefits listed below. Responsibilities Of The Bio-Manufacturing Support Technician.
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The Manufacturing Engineer will report to the Power & Utilities Manager and play a key role on the Utilities team of 45 employees. Analyze and evaluate manufacturing processes to identify areas for improvement, cost reduction, and increased efficiency independently.
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Microsoft Dynamics 365 Manufacturing Manager. Crowe's Consulting Manufacturing and Distribution practice has an exciting opportunity for a D365 Finance & SCM T&L Manager to join our growing team.
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The Supervisor, Manufacturing position is based in Huntington, WV and Burnaugh, KY. The Manufacturing Supervisor will be responsible for supervising shop employees in a manufacturing environment.
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The Manufacturing Associate will be responsible for upstream unit operations (seed expansion, bioreactor operations, cell culture harvest). The Manufacturing Associate will have a working knowledge of upstream processing equipment (incubators, biosafety cabinets, bioreactors, cell counters, blood gas analyzers, metabolite testing equipment.
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KL Engineering, Inc is a manufacturing solutions provider based in Morgan Hill, CA. We specialize in solving manufacturing problems across various industries such as aerospace, consumer electronics, energy storage, communications, transportation, construction, and motorsports.
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Title: manufacturing assistant Company: Balanced Body
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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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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.