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Position Overview: The Fire Alarm/Sprinkler Technician will be responsible for the installation, inspection, testing, and maintenance of fire alarm and/or sprinkler systems. Minimum of 3 years of experience as a fire alarm/sprinkler technician.
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Lab Hardware Technician III - (T3) Engineering Technician III page is loaded. Engineering Technician III - (T3) Engineering Technician III. Performs moderately complex electro-mechanical technical functions and activities such as design, test, checkout, fabrication, modification, troubleshooting and assembly of electronics and electro-mechanical systems, experimental design circuitry, prototype models, specialized test equipment, tools and test fixtures.
$28.8 - $39.6Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Reservations may include airline, hotel, rental car, and shuttle pick-up/drop-off, etc.
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Range Energy is looking for a highly skilled and experienced Engineering Test Technician to join our team, focusing on the development, testing, and validation of EV powertrains for heavy trucking.
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Minimum 1+ years Behavior Specialist experience required.
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The Racking Technician will set up, operate, and maintain racking stations, securing aluminum pieces efficiently to ensure quality anodizing and production flow. As a Racking Technician, you'll ensure the quality and efficiency of our anodizing operations, contributing to a dynamic and collaborative work environment.
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Service Technician – Stanley Access Technologies, San Jose, CA$3,000 Bonus Upon Completion of AAADM CertificationStanley Access Technologies is recognized as an industry leader in the manufacturing, installation, and servicing of automatic doors.
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The primary objective of an Engineering Technician is to provide troubleshooting, testing, repairs, equipment maintenance and MRB evaluation services to systems manufacturing line meeting Quality and productivity goals within manufacturing.
$65,600 - $104,400 a yearFull-timeExpandApply NowActive JobUpdated 26 days ago - UpvoteDownvoteShare Job
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Sanmina Corporation (NASDAQ: SANM) is a leading integrated manufacturing solutions provider serving the fastest-growing segments of the global Electronics Manufacturing Services (EMS) market.
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Engineering Technicians within the Test Systems Engineering group work together with the highest caliber Electrical and Mechanical Engineers to ensure bespoke test equipment needed to further product development is properly maintained and repaired at an accelerated pace.
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Position Overview:Responsible for preparing the sterile field for surgical operations including the setup of sterile instruments, assisting surgeons in gowning and gloving, and draping patients for surgery.
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Engineering Technician Kelly Engineering is currently seeking a qualified Engineering Technician for our client in Sunnyvale, CA. This is a 3 month contract role for a rapidly growing, cutting-edge medical device company.
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This position is fully remote to be located in San Jose, CA.The Field Service Technician – Toner Production Equipment will be considered a specialist for a product line that the GSD service team supports.
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Semiconductor Engineering Process Technician needed for an 3-month contract opportunity with Yoh's client located in Santa Clara, California. Experience working in semiconductor / optics / electronics manufacturing facilities, experience working in a cleanroom, experience with wet processing, experience handling delicate wafers/optical parts.
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The Lead Anesthesia Technician is responsible for performing, organizing and overseeing the daily work activities of the anesthesia technicians, assuring that the daily tasks are completed thoroughly and accurately.
$41.23 - $46.27 an hourFull-timeExpandApply NowActive JobUpdated Today
Title: archaeological technician Company: Anderson Perry Associates in Sunnyvale, 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?!
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.