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We are on the forefront of CBRN defense and we are looking for talented Data Scientists that have applied experience in the fields of artificial intelligence, machine learning and/or natural language processing to join our team.
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Preferred: Experience as a journeyman machinist in a precision machine shop with CAD/CAM programming experience. Required: 5 Years minimum experience as a Horizontal Machinist in a precision machine shop.
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If you've used Disney+, Peacock, or other top streaming platforms, you've already benefited from Conviva's technology.
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Other duties to include operating a power broom, running grade control on milling machine, and flagging, and laboring when needed Job Description Summary The selected candidate will be required to work in a team environment with other co-workers and managers.
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Utilize expertise in computational biology, machine learning, and bioinformatics to develop and optimize algorithms and models for the analysis of high-dimensional biological data. A Ph. D. or equivalent in computational biology, bioinformatics, machine learning, or a related field is preferred.
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The FBA team is looking for a passionate, curious, and creative Principal Research Scientist with expertise in operations research, machine learning or statistics, along with a proven record of solving business problems through scalable modeling and analytical skills.
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You will deploy and deliver technical solutions at the intersection of computational chemistry and machine learning, supporting research directions in molecular design across broader gRED and Roche.
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Proficiency in welding/cutting Ability to Operate a 11”, 20”, 24” and 32” Lathe, Milling Machine, Horizontal Milling Machine, Marvel Band Saw, Drill Press. Specifically, a Machinist performs duties related to the set up and operation of machine tools and fits and assembles parts to make or repair metal parts, mechanisms, tools or machines using Metal Lathes, Drill Press, Horizontal Milling Machine, Band Saw and Boring Unit. Lays out work from drawings, sketches, and written specifications.
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Define how to set up hardware for machining on mills, lathes, and multi-axis machines Conduct DFM and PFMEA studies to strengthen the feedback loop between design and machining.
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Must be able to competently use the following machine shop equipment: lathe, mill, horizontal band saw, vertical band saw, hand press and hose crimper, calipers and micrometers. 6 Competent at shop wiring of power, and control circuits of industrial equipment.
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Perform welding (MIG, TIG, stick, and gas) or machine operation (lathes and mills), sheet metal fabrication, interpreting models and drawing packages, recommending, ordering, receiving, and processing materials and tooling for specific jobs.
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The Assembly Operator Technician III keeps our equipment operational by setting up, optimizing production runs and performing quality checks as needed for each machine. Qualified Candidates must have: Basic shop math/computer skillsBasic machine troubleshooting skills/ability to solve mechanical issuesWillingness to assist other cross-functional groups based on needsAbility to work independently and be proactiveAbility to analyze, interpret and report data based on machine performance.
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Sets up and operates bandsaw, grinder, drill, milling machine, table shaper, router, upright drills, edge sander, mitre saw, lathe, milling machine, and related woodworking equipment, to repair or fabricate machine parts, jigs and fixtures.
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Must be able to machine or modify mold components using manually operated (non-CNC) metal working equipment such as a lathe, milling machine, surface grinder, etc. Must be able to machine or modify mold components using manually operated (non-CNC) metal working equipment such as a lathe, milling machine, surface grinder, etc.
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Summary Operate machinery as directed while adhering to all rules and regulations mandated by safety policies and procedures to produce a superior product.
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machine job Title: technician shop Company: Sap America
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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.
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.