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Reporting directly to the Deputy Director of Engineering Services, the Principal Engineer and Senior Civil Engineer positions offer the chance to make a significant impact and operate with a high degree of autonomy.
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As a Principal Avionics Engineer, you will be responsible for requirements generation and decomposition, architecture development, build, integration, and test of avionics hardware systems associated with our data-acquisition stack, compute stack, and network architecture.
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At Stantec, we understand the importance of integrated, multi-disciplinary approaches., As a Principal Water Resources Engineer you will be leading and growing the technical water resources practice within the Mining, Minerals and Metals business line.
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The Principal Mechanical Engineer is responsible for the design, development, and execution of core mechanical systems architecture and components. Experience with high-voltage lithium-ion battery systems including Energy Storage industry test certifications preferred.
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We are seeking a highly skilled and experienced Principal Electrical Engineer to join our team, focusing on the design and testing of the electronics systems and infrastructure of the device and equipment used in manufacturing and clinical environments.
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As a Senior or Principal CMP Process Development Engineer in Micron's Technology Development group, you will be primarily responsible for developing and optimizing CMP processes to improve product quality and reliability for the next generation of Micron's memory parts.
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We are hiring a Principal Site Reliability and Support specialist, a motivated technologist / leader, to join our support organization. We welcome those with experience in jobs such as Software Developer, Computer Technician, and Computer User Support Specialist and others in the Computers and Technology to apply.
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The Principal Manufacturing Engineer is responsible for delivering world class results in design, new product introduction and manufacturing processes. Minimum of 3 years in a lead/principal engineering role, and minimum of 15 years' experience in an engineering capacity.
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Implement a variety of signal types such as high speed comms (ethernet, serial), signal processing (analog, digital)Ensure designs meet all relevant safety and performance standards, with traceability back to top-level system requirements, as necessaryInvestigate and resolve bugs found during hand on testing (at HDL level and system level) REQUIRED QUALIFICATIONS Bachelor's degree in Electrical Engineering, Computer Science, or related field5+ years of experience in FPGA/HDL hardware design.
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Gannett Fleming is searching for a talented Principal Geotechnical Engineer who will be responsible for technical and business aspects of the firm and may provide expert technical input and/or oversight on large, complex projects.
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Job Description SummaryThe following description incorporates the duties and competencies required of a Principal Fire Protection Engineer; this position may be filled in another classification (in descending order - Senior Staff, Staff, Senior, or Engineer) or the Fire Protection Engineer series depending on the competencies of the candidate.
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The role is for Senior Principal Structural Engineer with responsibility for structural design and analysis for Onshore and Offshore Oil & Gas, LNG, and Renewables Industry projects including deliverables such as structures, piperacks, modules, foundations, etc.
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The Process Safety Engineer is responsible for compliance with Process Safety Management (PSM) program and Risk Management Plan (RMP) requirements at Ecolab's flagship manufacturing facility, located in Joliet and when requested, providing PSM program assistance to other plants or facilities within the network.
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Python, Perl or scripting Education/Experience:Multiple openings for Junior, Senior, Principal and Sr. Principal Engineers: Minimum three (3) years’ experience as a Design Engineer in integrated circuit or microelectronic component design or reverse engineering of the same is required.
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As a Principal Engineer, you will be guiding our team to create sustainable multimodal transportation infrastructure in a wide range of contexts from complex roadways and streetscapes in highly urban settings to signature trail projects that highlight and enhance the natural environment.
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principal engineer jobs Company: Pnc Bank
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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.
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.
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.