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3 days a week on-site at our client’s aerospace manufacturing site, 2 days a week working remotely. If you are a proactive and experienced Supplier Development Engineer with a passion for improving supplier performance and ensuring the highest standards in aerospace manufacturing, we encourage you to apply for this exciting opportunity.
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The Manufacturing Supervisor is responsible for the flex duct and fiber glass plant production groups; including safety, quality, delivery, and productivity and performance management. Quietflex, a member of Daikin Industries is seeking a professional, skilled individual for our Supervisor, Manufacturing position.
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Oldcastle APG, a CRH Company, is the leading provider of outdoor living solutions in North America with an award-winning portfolio that enables customers to Live Well Outside.
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Specifically improve the performance of all key KPI's in the manufacturing areas through utilizing rapid, continuous process improvement tools including lean, value stream, kaizen events, and Six Sigma where appropriate.
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We are seeking a talented and motivated Manufacturing Engineer Level II / CNC Programmer to join our dynamic team. Minimum of 3 years of experience in manufacturing engineering and CNC programming roles, preferably in a precision machining environment.
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Job ID: 498506 Oldcastle APG, a CRH Company, is the leading provider of outdoor living solutions in North America with an award-winning portfolio that enables customers to Live Well Outside.
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Manufacturing Technician Date: Jul 15, 2024 Location: Phoenix, AZ, US, 85034 Company: Trulieve “Trulieve Grows One Patient at a Time” If you have an interest in being part of one of the fastest growing industries in the nation in you may consider wanting to work for Trulieve.
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3-5 years of related experience in the Industrial manufacturing industry Tekla EPM & Tekla Structures experience a plus Must be quality, detail, and accuracy oriented. 3-5 years of related experience in the Industrial manufacturing industry Tekla EPM & Tekla Structures experience a plus Must be quality, detail, and accuracy oriented.
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All work is performed in a manufacturing environment that may be hot/cold and requires the use of PPE at all times (eyeglasses, ear plugs where required, etc. Experience with molding machines such as Husky, BMB, Van Dorn, and/or Milacron is a plus.
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Bachelors degree in Materials Engineering, Mechanical Engineering, Chemical Engineering or Manufacturing Engineering. Use your knowledge of manufacturing engineering fundamentals to help Honeywell Advanced Manufacturing Engineering deliver innovative solutions that meet the evolving needs of our customers.
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Learn the semiconductor manufacturing process and be adaptable with any SOP changes. Internalize and demonstrate the ability to use established procedures, lean manufacturing and SOPs to move product along production process.
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EXPERIENCE & EDUCATION: 2 years implementing MES solutions in Manufacturing. Strongly preferred focus on Electrical Engineering, Processes or Manufacturing Engineering, or Information Technology.
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3 years of manufacturing experience; experience in hydraulic, pneumatic, mechanical and industrial skills; experience with mechanical systems (e.g., gear boxes, chains, sprockets, motors, seals, bearings), product manuals (e.g., reading and applying knowledge to make repairs), troubleshooting mechanical breakdowns (pinpointing and fixing breakdowns), and reading mechanical drawings (e.g., hydraulics, pneumatics)Knowledge, Skills, and Abilities.
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We are one of America's largest integrated designers, manufacturers, and installers of digitally designed, high-quality, structural steel components and external panels for commercial buildings.
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Perform activities of product costing, product manufacturing analysis, inventory valuation, and related reporting and analysis. Experience with manufacturing, cost accounting, and inventory accounting.
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Title: manufacturing Company: Seyer Industries in Glendale, AZ
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.