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Spellman High Voltage Electronics Corp. is a leading and growing international company that delivers advanced products and solutions into the medical imaging, Non-Destructive Testing (NDT), Food Inspection and Transport Security markets at the global scale.
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The client is looking for a Senior Power Electronics Engineer to join them. Job Title: Senior Power Electronics Engineer. Design, simulate and prepares schematic design of circuitry for Power Electronics systems Magnetics design and evaluation (transformers, inductors.
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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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Lawrence Berkeley National Lab’s (LBNL ) Engineering Division has an opening for a RF Electronics Engineer to join the team. Demonstrated relevant knowledge of electronics engineering concepts, theories, practices, and tools.
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Experience with a finite element method simulation solver for electromagnetic structures such as Ansys HFSS or CST Studio Suite as well as analog and RF circuit simulation tools such as PSPICE and Keysight ADS.
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As a Power Electronics Engineer, you will be tasked with conceptualizing, designing, testing, validating, and otherwise owning power converters and power systems. Power Electronics Engineer.
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Crane Aerospace & Electronics has an exciting career opportunity for a Quality Engineer II at our Chandler, AZ facility. Crane Aerospace & Electronics supplies critical systems and components to the aerospace and defense markets.
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Crane Aerospace & Electronics is seeking to hire a Repair & Overhaul Mechanical Technician II at our Burbank, CA location. In our efforts to maintain a safe and drug-free workplace, Crane Aerospace & Electronics requires that candidates complete a satisfactory background check.
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Reports to : Lead Power Electronics Engineer. Architect and design robust and real-time embedded software and firmware for power electronics and peripheral power products. Help validate firmware/embedded software for power electronics using HIL and CIL systems.
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The Sr. Electronics Engineer will be responsible for the research, analysis, design, development, testing, debugging and modification of electronics equipment such as VFMDs (Variable Frequency Motor Drives) for vacuum generators and air compressors (ACIM/BLDC), AC/DC Power Converters (3-F), 28V DC Valve Controllers, and W&W System Controllers for commercial aerospace industry.
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B) Associate’s Degree in electrical/electronics engineering is a plus, but not required. Additional Skills Experience in AutoCAD; moderate to extensive experience in Allen Bradley PLC (RSLogix 5000), Siemens PLC’s, various vision systems, HMI programming and robotic programming/de-bug experience.
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RF amplifiers, impedance matching-networks, embedded processors, power electronics, FPGAs, A/Ds, DACs, op-amps, FETs, power supplies, working from prototype to full product release and applying creative test and verification methods that demonstrate requirements fulfillment (Microwave Office, SPICE, ADS, Altium, Allegro, etc.
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Senior Battery Electronics Engineer , reporting to the. Senior Battery Electronics Engineer. Experience with designing electronics for spaceflight environment, verifying workmanship and operability through environmental test (random vibration, shock, thermal, burn-in, and TVAC.
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We are looking to add a Principal Power Electronics Engineer I to our team. If you are great at what you do, enjoy working in a startup environment, and are passionate about developing leading-edge power electronics for satellites, spacecraft, and aerospace systems, we would like to hear from you.
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You will serve as an ELECTRONICS MECHANIC LEADER in the DEPARTMENT OF NAVY to include work sites of Portsmouth Naval Shipyard, Puget Sound Naval Shipyard, Norfolk Naval Shipyard, Trident Refit Facility Bangor and Pearl Harbor Naval Shipyard and Intermediate Maintenance Facility.
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electronics job Company: Veterans Prime
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.