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You're not just"doing a job"at Aerojet Rocketdyne, an L3Harris Technologies Company. L3Harris Technologies is the Trusted Disruptor for the global aerospace and defense industry.
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Generate schematics, route, and layout PCBs. Execute responsibilities within project cost and schedule constraints. Familiarity with common commercial RF design and analysis tools to design and analyze RF circuits and systems (i.e., ADS, HFSS, CST, MATLAB, etc.
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Job Title: Sr Specialist Network Systems Engineer Job Code: 9672 Job Location: USUT-Salt Lake City Job Schedule: 9/80, every other Friday off Job Description: Position Overview: The Senior Specialist, Network Systems Engineer will be responsible for the development of advanced communication subsystem hardware/software for multi-domain (space, ground, airborne) applications.
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Job Title: Electrical Engineering Co-op - Summer 2024 (Mason, OH)
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Job Description:Responsible for performing a wide variety of electronic or electro-mechanical assembly operations which may include skilled hand work or utilizing automated production equipment.
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L3Harris Technologies is an agile global aerospace and defense technology innovator, delivering end-to-end solutions that meet customers’ mission-critical needs. By submitting your résumé for this position, you understand and agree that L3Harris Technologies may share your résumé, as well as any other related personal information or documentation you provide, with its subsidiaries and affiliated companies for the purpose of considering you for other available positions.
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Job Title: Printed Circuit Board Fabrication TechnicianJob Code: 8851Job Location: Palm Bay FLJob Description: This is a hands-on position and requires technicians to perform chemical and mechanical processes in the fabrication of printed circuit boards.
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Completes other tasks as assigned by the Senior Supervisor, Firefighter (Fire Lieutenant), Associate Manager, Firefighter (Assistant Chief), Manager, Firefighter (Fire Chief). Completes other tasks as assigned by the Senior Supervisor, Firefighter (Fire Lieutenant), Associate Manager, Firefighter (Assistant Chief), Manager, Firefighter (Fire Chief.
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The Project Manager (PM) is responsible for the overall administrative, technical, financial, and resource management of the project from the initial bid preparation through project completion.
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10+ years of past relevant experience in the power and/or industrial sector as a project manager. Project teams in our Energy & Industrial Group (EIG) support industry-leading projects in power generation, plant design, environmental compliance, mid/downstream oil & gas, and multi-disciplined industrial projects.
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3 years required, 5 years preferred experience as a project manager in healthcare or engineering. Be the point of contact and coordinate all departments that must come together throughout the projects; depending upon the project, this could include Management, Construction, Staffing, HR, IT, Supply Chain, Licensing, Lab, Radiology, Pharmacy, Quality, Marketing, Compliance, Physician Staffing, Credentialing, Policies & Procedures, Forms, etc.
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This position reports to the Senior Project Manager, Project Executive, Operations Manager or other assigned supervisor. Rudolph & Sletten, a Tutor Perini Company, is seeking a Project Manager to join our office in Menlo Park, CA.
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5+ years of experience in roles such as project manager, project engineer, or estimator required. Alongside this, we have a capable project management team experienced in coordinating with both private contractors and public entities.
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Managed 5 ground-mounted solar photovoltaic projects from start to finish in the capacity of either project manager or assistant project manager either with an owner or prime contractor.
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Tracks schedule and budget progress with project milestones and takes all action necessary to keep project on track. Identifies and secures necessary approvals for all changes in project scope, budget and/or schedule.
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Title: project manager Company: L3harris Technologies
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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.