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In this role, you'll work as part of our Labs team to build new tools and add features to existing ones across BPI's tech stack, working across the entire software lifecycle, from shaping new features to writing the code to managing deployment and optimizing them based on user feedback.
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The Air Technician III provides quality workmanship in the cleaning, calibrating and repair of various breathing air equipment. Total Safety is looking for an Air Technician III to join their safety conscious team.
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Maintenance Technician III. Diagnose and repair problems in such areas as HVAC, electrical, plumbing, major appliances, carpentry, emergency systems, flooring, hardware accessories, masonry, painting/wallpaper, water features (pools, spas, etc.
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In collaboration with a team, develop the graphical user interface (GUI) for a computational electromagnetics (CEM) software product in C. Riverside Research is seeking a creative Software Engineer to support implementing a GUI for physics-based antenna design and analysis.
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Prepare ingredients for cooking, including portioning, chopping, and storing food.
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The Project Archaeologist is a core member of the Cultural Resources Practice with responsibility for successfully executing all aspects of project implementation.
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Environmental Scientist I/II/III Pay is up to 150K depending on experience Location: Miami FL Direct Hire Kelly Science has a new opening for a Environmental Scientist I/II/III opening near Miami FL with one of our growing clients.
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Embedded software test lead experience. Directly contribute to software critical path work that will enable first flight milestones including FQT, NASA Joint Tests, and Software Certification.
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People who have experience of working with and undertaking root cause analysis RCA on the following types of equipment are likely to be of particular interest; Experience with using simulation software; NASTRAN/ANSYS and MATLAB.
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Content Designer III At Expedia Group, we believe travel can bring good into the world, and our mission is to power global travel for everyone, everywhere. Role Overview:A Content Designer III at Expedia Group is focused on solving complex traveler problems via content, throughout the end-to-end traveler journey.
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Deploying software on cloud architectures like AWS, GCP, or Azure. Integrating security considerations into software development. You have 3+ years of experience in software development.
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The Animal Laboratory Technician III (ALTIII) is a leading position requiring deep understanding and proficiency in routine and non-routine tasks conducted in the vivarium, the rules and regulations that govern the care and use of research animals as well as Cedar Sinai's specific policies and procedures.
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Determines equipment, software and tools needed to achieve manufacturing goals according to product specifications and needs. You’ll find Crane Aerospace & Electronics in some of the toughest environments: from engines to landing gear; from satellites to medical implants and from missiles to unmanned aerial systems (UAS.
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Senior Electro-Mechanical Technician / Production Technician in Woburn, MA. Fusion Optix is a rapidly growing LED lighting technology company based in Woburn MA. We are a leading manufacturer of architectural grade LED lighting products.
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You'll play a critical role supporting the development and automation of standard HR data reports, analyses, and dashboards leveraging report software from multiple systems. We design, supply, and service a range of water systems and monitoring equipment in industries ranging from pharmaceutical to food and beverage applications, and from microelectronics ultrapure water to municipal water and industrial wastewater treatment.
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Title: software iii Company: Mindbody
FEATURED BLOG POSTS
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.
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.
How to Increase Job Ad Exposure
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.
How to Navigate Hiring Out of State
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.