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As an Senior Engineering Manager here you are passionate about using software-based approaches to solve complex data-driven challenges and automate those solutions. 8+ years of commendable track record of delivering complex software engineering systems and platforms and 3+ year of people management experience.
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Proficient in the use of the following design tools for site engineering: AutoCAD Civil3D Hydrology Software i.e. Hydraflow, HydroCAD, PondPack Hydraulic Software i.e. Hydraflow, StormCAD, Storm and Sanitary Analysis (SSA) HEC-RAS.
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About this role We are seeking a candidate to join our engineering team as an intern specializing in Finite Element Analysis (FEA) and Computer-Aided Design (CAD) using PTC's Creo software.
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Analysts will learn one or more software programs specific to their disciplines: AutoCAD, Civil 3D, Excel, Microstation, VISSIM, Open Roads, Synchro and/or GIS. As an Analyst with Kimley-Horn, you will benefit from hands-on experience, technical software and consulting trainings, and developmental programs geared towards growing Kimley-Horns future leaders.
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HMI/SCADA hardware/software platforms such as Wonderware, GE iFIX, Rockwell Automation FactoryTalk View, Schneider, and Siemens. DCS hardware/software platforms such as Emerson DeltaV or similar.
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Kimley-Horn is looking for Engineering graduates to join our San Marcos, Texas (TX) office in 2024! Qualifications: An ABET accredited engineering degree (Bachelors or Masters) by Summer 2024 in one of the following majors: Civil and/or Environmental Engineering.
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MS in Robotics, Computer Science, Software Engineering, Mechatronics, Electrical Engineering, Mathematics, or Physics. Strong engineering background from industry or school, ideally in areas/fields such as Robotics, Computer Science, Software Engineering, Mechatronics, Electrical Engineering, Mathematics, or Physics.
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You should be a hands-on technically savvy individual with a proven track record in FPGA/ASIC design processes with exposure into embedded software development. Ouster Inc. is seeking a digital hardware FPGA/ASIC design and verification engineering lead.
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BS Computer Science, Computer Engineering, Computer Information Systems, OR Computer Systems Engineering. Seeking a Senior Software Engineer to support the design, development, and deployment of advanced cybersecurity capabilities.
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The Sr. Thermal engineer plays an active role in developing thermal components using 3D CAD software and advanced engineering analysis. The thermal engineer troubleshoots thermal and/or airflow issues in new and existing product lines using empirical data and commercial CFD software.
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Experience with applicable software programs for developing geotechnical engineering reports preferred. Professional Service Industries, Inc. (Intertek-PSI) is looking for a Geotechnical Engineering Project Manager to join our Building & Construction team in Fairfax, VA.
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Strong understanding of software engineering practices, product development lifecycle, and agile methodologies. The Senior Director of Engineering will lead a multifaceted team of engineers, product managers, and designers, dedicated to crafting and maintaining our suite of Franchisee facing tools, including FRUM (Franchisee Restaurant User Management), RAM (Restaurant Attribute Management), and rInsights, an in-house analytics platform.
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Experience in Altium Designer PCB design software. The goal of this project is to complete a solar panel design , build and test the engineering unit , and make adjustments for the flight units.
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Experience in engineering lab equipment (digital multi meters, oscilloscopes, Experience in Autodesk inventor or similar CAD software is required. The Waters | Wyatt Technology team is looking to hire a Mechanical Engineering Intern out of our Santa Barbara, California location.
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As well as PTC products, including Creo 4.0, Windchill, mechanical simulations or any 3D CAD modeling software is highly desired. Work experience with Windchill data management or any PLM software is highly desired.
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software engineering jobs Title: software engineering manager Company: Salesforce Com
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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.
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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 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.