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From brainstorming through implementation, the Animator/Motion Designer will work with members of the Product & Design team, as well as our engineering, marketing, and QA groups. The Motion Designer’s Key Qualifications: 5+ years experience in animation, motion graphics and 3D designExperience with Animation/Motion design in mobile UI and prototypingProficiency in After Effects, Maya, Cinema 4D, or other 3D software.
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Design Specialist, Sr. Mechanical Designer, Fire Sprinkler Designer, Design Technician, Fire Suppression Systems Designer, MEP Design, Engineering Technician, Design Specialist, Sr. Mechanical Designer, Fire Sprinkler Designer, Design Technician, Fire Suppression Systems Designer, MEP Design, Engineering Technician.
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Toll Brothers, our nation's luxury home builder, seeks a Truss Designer for Toll Integrated Systems (TIS), our wholly-owned component manufacturing company. Toll Brothers, our nation's luxury home builder, seeks a Truss Designer for Toll Integrated Systems (TIS), our wholly-owned component manufacturing company.
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We're the country's premier luxury builder with the widest range of products in the industry, including traditional single-family homes, active adult, hi-rise condos, apartment rentals, urban redevelopment, and student housing.
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Familiarity with MiTek, Alpine, or Simpson truss design software. Truss and/or wall panel design certification on any Design for manufacturing software. These designs should be created with the intention of repeated use within the Toll Brothers home building operations.
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If you’re also an enthusiastic interior designer or interior architect professional with vision, passion, and Revit skills looking to become involved with initiatives and activities that advance your career and your firm, this could be the opportunity you’ve been waiting for.
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Stantec has an immediate opening for a senior designer to join our team of water professionals delivering consulting services to a range of local and regional clients in the greater San Diego and Irvine area.
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Interior Designer or Interior Architect Employee-Owners wanted! We are seeking a talented and determined Interior Designer or Interior Architect for our Maitland, Florida office. Interior Designer or Interior Architect Employee-Owners wanted.
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Floor & Decor Designers provide a seamless start to finish consultative design service that builds lasting relationships and brand loyalty with the customers we serve.
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Floor & Decor Designers provide a seamless start to finish consultative design service that builds lasting relationships and brand loyalty with the customers we serve.
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The Visual Designer, reporting to the Manager, Visual and Production Design, will be responsible for helping to ensure continuity and design integrity of the user interface, branding, visual appearance and creative execution of global marketing materials and activities such as ecommerce web pages, emails, digital display advertising, mobile design, catalogs, and brochures.
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Bosch Rexroth is dedicated to making the world a better place through innovation and technology.
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We are seeking a skilled and detail-oriented 3D model designer with expertise in Autodesk Inventor or equivalent solid modeling software. Your skills include 3D modeling (Autodesk Inventor preferred), technical drafting, geometric dimensioning & tolerancing.
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The Civil Designer will work independently with project team to create design drawings, layouts, reports, and CADD products to meet the project requirements. Waggoner Engineering, Inc. is hiring a Civil Designer for our office in Baton Rouge, LA.
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ACKNOWLEDGEMENT: I acknowledge that I am applying to a position at Floor & Decor as a Designer and as part of the interview process I may be asked to complete a design skill assessment exercise.
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Title: designer Company: Vitamin T
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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.
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.