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CNC Equipment : Mazak mills/lathes 3X/4X axis, Brother/Methods 3X/4X axis, Yasda mill turns 5X, Integrex mill turns 5X. Replacement of worn and damaged tools (inserts, boring bars, end mills, drills, etc.
Full-timeExpandApply NowActive JobUpdated 15 days ago - UpvoteDownvoteShare Job
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Experience: Trade school certification in Mill Turn and Swiss machining with 2 years direct experience or 4 years direct experience with Mill Turn/Swiss/CNC Lathes and CNC Mills Education: High School Diploma or equivalent GED. "We are GTN – The Go To Network.
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Experience in southwestern United States, environmental remediation, mining and mine reclamation, uranium mining and mills, interaction with regulatory agencies, tribal lands, CERCLA sites. Work with a team on design/construction of disposal cells, waste piles, evaporative covers/caps, erosion and water controls, stormwater routing and controls, road design, slope stabilization, and restoration techniques.
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Program, set-up and operate CNC machines, including 3, 4, and 5 axis mills, live tooling lathes and mill turn machines to produce prototypes, machine components and injection molds. Proficiency with manual lathes, knee mills and various other manual equipment.
Full-timeExpandApply NowActive JobUpdated 27 days ago - UpvoteDownvoteShare Job
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CNC Mill Machinist - 2nd ShiftDescriptionThe essential duties and responsibilities of this position include, but are not limited to:Setting up and operating Vertical, Horizontal 4 and 5-Axis mills to machine complex rotor craft housings.
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Assemble and tear down of tooling such as end mills, drills, reamers and boring bars. Knowledge of tool room surface grinder a plus. Machine Readable Files | Cigna Healthcare. Coordinates with Manufacturing Manager and leads to preset tools as well as manage tooling inventory and fixtures.
Full-timeExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
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CMI Group is looking to hire Swiss Machinist 3 at our SOUTH Phoenix location! Daily machine maintenance (checking fluid levels, cleaning out chips, etc.) 5+ years’ experience running CNC lathesComplete understand G & M codes for Fanuc based programmingGood understanding of GD&T and industry standards of inspectionMust be able to stand for the majority of the work shiftRequirements:Minimum High School Diploma or trade schoolMust be at least 18 years old and Authorized to work in the USMust be able to lift up to 20 pounds on a regular basis.
$22 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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5+ years Utilizing CAD/CAM software (MasterCAM X) to develop and program complex programs for CNC Mills and Lathes processes. Develop manufacturing processes for new components, which may require CAD design of tooling or fixtures and/or CNC programs for mills or lathes.
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Minimum of 5 years machining experience consisting of working with Mills/Lathes/Grinders, reading and interpreting blueprints, and measuring tools/equipment. Expert level knowledge of machining specifically aligning to Mills/Lathes/Grinders with ability to train.
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Lauren Mills - Executive Recruiter - CyberCoders. To be considered for the role you should have an Active CPA or be in process of recieving, 2+ years of Public Accounting/Wealth Management Experience, and experience working with HNW individuals.
$110,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Fabricate, modify and install special equipment or replacement parts using mills, lathes, welders, torch sets, plasma cutters and metal cutting saws. Perform preventative maintenance on heavy equipment and trucks to include: pavers, rollers, milling machines, dump trucks, water trucks, boot trucks, front-end loaders, scrapers, skid steers, skip loaders and motor graders.
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Demonstrate expert level knowledge of machining specifically aligning to Mills/Lathes/Grinders with ability to train others. Due to compliance with U.S. export control laws and regulations, candidate must be a U.S. Person, which is defined as, a U.S. citizen, a U.S. permanent resident, or have protected status in the U.S. under asylum or refugee status.
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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.