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Strong background and understanding of the image acquisition process in digital imaging systems including optics, sensors, lighting in visible and infrared wavelength, and image quality aggressors.
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Full lifecycle engineering for Muon’s infrared remote sensing instrument through design, build, test, and operation. Muon seeks an Infrared Instrument Engineering Lead to join our team in Mountain View, CA to develop infrared remote sensing instruments.
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We are the world's leading manufacturer of selenium and tellurium products as well as being a key producer of gallium, indium, germanium, bismuth, and cadmium products for diverse end markets and hi-tech applications including semiconductors, displays, electronics, photovoltaics, LED, infrared materials, acousto-optics, thermoelectrics, photosensors, radiation detectors, pharmaceuticals, feed additives, glass, ceramics, and metallurgy.
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This position will involve lab and hands-on work and will spend significant time at our office in Mountain View, CA. Responsibilities Full lifecycle engineering for Muon's infrared remote sensing instrument through design, build, test, and operation.
$100,000 - $190,000 a yearExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Hardware at Insight M involves a tight integration of spectrometers, infrared cameras, lasers, optical cameras, and GPS/INS systems all using in-house software to collect the data needed to accurately detect and pinpoint methane emissions.
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The agents are used in robotic surgical procedures with Intutive’s near infrared imaging systems to aid in critical structure and cancer visualization, enabling the surgeon to perform safer and more effective procedures.
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Level 2 - Advanced Infrared Thermography. The person in this role is responsible for identifying, troubleshooting, providing quality repairs and routine maintenance of electrical generator systems, related engine mechanical failures, UPS batteries, and Infrared Scanning of electrical distribution.
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Develop and implement a comprehensive sales strategy for each business unit (Compound Semiconductor, Functional Materials, Thin Film, and Infrared) that aligns with the company's overall goals and objectives.
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Experience in appropriate analytical instruments to characterize compounds such as nuclear magnetic resonance (NMR), infrared spectrometry (IR), mass spectrometry (MS), and elemental analysis. Centrillion is at the forefront of genomics and synthetic biology, leading the way in spatial genomics, ultra-long DNA sequencing, rapid on-chip sequencing, viral sequencing, genotyping, and synthetic biology.
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Advanced degree such as MS or PhD in scientific/bioengineering field with 8-12 years of experience in Regulatory Affairs. Knowledge of regulatory policies and procedures ifor US/FDA required and knowledge of APAC and EMEA is preferred.
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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.
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.
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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.
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.