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Benefits are subject to change and may be subject to a specific plan or program terms. Lead, oversee and contribute to experimental design testing. Java, Go), and with SQL.Preferred qualifications:Master's degree or PhD in Human-Computer Interaction, Cognitive Science, Statistics, Psychology, Anthropology, or related field.
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This position reports to the Senior Project Manager, Project Executive, Operations Manager or other assigned supervisor. Rudolph & Sletten, a Tutor Perini Company, is seeking a Senior Project Manager to join our office in Menlo Park, CA.
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The Hardware Design Engineer will work with hardware engineers, software developers, and product-management, to select and optimize hardware components, evaluate COTS devices for use in our product, assemble and test finished devices.
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As a Sous Chef I, you will have the opportunity to contribute to every aspect of our food program, from planning and ordering to inventory management and food preparation.
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Instill an efficient project management mindset and workflow across the team, and function as a go-to resource for project management mentorship. Track progress, resolve dependencies, evaluate risks and communicate status to upper management and project stakeholders, and engage and energize the project teams to achieve aggressive goals.
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Certified Facility Manager (CFM), Facilities Management Association (FMA), Certified Property Manager (CPM), Real Property Administrator (RPA), Leadership in Energy and Environmental Design Accredited Professional (LEED AP) designation preferred.
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The Technical Program Manager will drive project development planning, scheduling, and final execution. We're looking for a Technical Program Manager to join Snap Inc.
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You will be the leader and primary advisor to our SI and GSI partners, from strategic direction to recruitment, onboarding, enablement, client mapping, solutions design and delivery, to joint GTM and marketing.
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Comparison and selection of converter topologies to meet system level design requirements (including input power quality, output current ripple, and efficiency). Conceptualization and analysis of high power systems (>100 kW, AC-DC) to guide architecture and modularity of the system design.
$210,000 a yearFull-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Ability to apply knowledge of engineering materials and component selection criteria to product designs through exceptional concept development, design analysis, hands-on prototyping, and reliability testing skills.
$247,800 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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How to Apply: Please submit your resume and a cover letter detailing your experience and qualifications for the role of Certified Asbestos Consultant (CAC) / Senior Project Manager.
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Project management skills to meet critical timelines associated with various activities necessary to support biomarker assessment of preclinical samples. Design, develop, and transfer assays for use with internal assets to be used in the nonhuman primate model and clinically.
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Work with architecture, design and experimental teams to clearly outline requirements for next generation systems. Lead the design, development, and qualification of systems to meet these requirements.
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The Structural Designer I role will primarily focus on gaining exposure to the variety of approaches and tasks involved in structural design through the completion of specific design tasks in close coordination with their project manager.
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Expert level knowledge and skills in field of science related to research project. Developing project management skills. This project is a collaboration between the SGTC Center director, Dr. Ron Davis, and Dr. Robert Phair of Integrative Bioinformatics, Inc. All work will be performed at the Stanford Genome Technology Center in Palo Alto, CA. Myalgic Encephalomyelitis, also known as Chronic Fatigue Syndrome or ME/CFS, is a debilitating illness with unknown cause and no cure.
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project management program design to go jobs Title: manager in Palo Alto, CA
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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?!
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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.
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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.
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.