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The Scientist, Analytical Development is an individual contributor responsible for analytical method development, characterization testing, data analysis and report for multiple cell types in support of cell therapy processes.
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Design experiments and analyze the data using visualization and analytics software. Needs example of software they have used for design experiments and analyze the data using visualization and analytics software.
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2) Knowledge and experience in capital project lifecycle management including conceptual design, scope, resource estimate & cost estimate development, business case development, detailed design, engineering, commissioning, validation, and project execution, as it relates to Plant Automation and process control systems with GMP biopharmaceutical production facility equipment/systems in support of Drug Substance, Drug Product and Supply chain plant operations.
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Represent ATA Plant Automation team during the project implementation of new automation solutions including DeltaV Distributed Control System (DCS), Rockwell Programmable Logic Controllers (PLC), Human Machine Interfaces (HMI) and Supervisory Control and Data Acquisition systems (SCADA) related hardware, software, network infrastructure, and electronic Rt-reporting scope across various projects.
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In this vital role you as Executive Director, Precision Medicine, you will partner with Therapeutic Area leads across Research & Development, guide the development of translational, reverse translational, and precision medicine strategies across a therapeutic area.
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Knowledge of best practices for social media platforms such as Facebook, X, Instagram, TikTok, Threads, LinkedIn, Amazon Display Ads, YouTube and moreExperience managing external agencies/partners/talent, social/fan engagement programs, and digital content development without oversight.
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The Successful Candidate Must Be Able To Perform piping design layout development in several project phases e.g. conceptual design, front-end design, detail engineering and design of new facilities in revamp type project as well for ‘small’ grass-root type of projects.
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Or High school diploma/GED and 8 years’ experience in Supply Chain/SAP ERP/Master Data Governance. Or Associate's degree and 6 years’ experience in Supply Chain/SAP ERP/ Master Data Governance.
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Responsibility will include hardware circuit design, PCB layout, managing the project through development phase to production release. Required Skills Bachelor’s in electrical engineering or related field, or equivalent work experience Minimum of 8 years of relevant hands on experience in hardware design Demonstrated track record of success project development from design to production PCB layout experience, knowledge with Mentor Expedition is a plus Experience in managing outsourced hardware ODM/OEM development projects.
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IC packaging solder bumping, epoxy underfill, die bonding, wafer mounting, grinding, lapping, polishing, CMP, measurement, die singulation, pick & place, cleaning, inspection, and data entry.
$31.54 - $38.48 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Construction management, Site development, Site construction, foreman, drywall, construction leadership, painting, general labor, carpentry, electrical, roofing, plumbing. Construction management,Site development,Site construction,foreman,drywall,construction leadership,painting,general labor.
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The Company operates stores across 34 states and the District of Columbia with 24 banners including Albertsons, Safeway, Vons, Jewel-Osco, Shaw's, Acme, Tom Thumb, Randalls, United Supermarkets, Pavilions, Star Market, Haggen, Carrs, Kings Food Markets and Balducci's Food Lovers Market.
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Manner using data-driven techniques and analyses (e.g., Root Cause Analysis (RCA), Statistical Process Control (SPC), Six Sigma, Predictive Maintenance, etc.) Has shown cross functional collaboration with multidiscipline functions such as process development, engineering, automation, maintenance and management.
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Recruitment Marketing, Sourcing, and Attraction: Utilize various channels including job boards, paid media, social media, in-market networking, and employee referrals to attract a diverse pool of qualified candidates.
$110,000 - $125,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Regularly participate in ongoing training, including brand and category education, to enable continuous professional development and drive skin care sales performance. This position requires knowledge of skin needs, concerns and functions, a passion for the beauty industry, exceptional guest service, and the aptitude to learn and communicate product knowledge.
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market research and development data mining jobs Title: director product Company: Facebook in Agoura Hills, CA
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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.
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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?
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.
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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 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.