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Responsibilities: The Technical Support Specialist is responsible for providing Level II technical hardware and software support. The Technical Support Specialist will work independently and as part of a team.
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Edgewater Technical Associates is seeking qualified candidates for a Specialty Mechanical Engineer opportunity in Oak Ridge, TN at the Y-12 National Security Complex. Founded in 2003, Edgewater is a professional and technical services firm supporting the U.S. Department of Energy and the U.S., U.K., and Canadian Commercial Nuclear Industry, and private sector businesses involved in high-hazard or complex operations.
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Project Manager - Renewable Energy Projects
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Are you a Controls Technician with PLC knowledge looking to join a market leading renewable business making a big difference across the US where you will have a great work life balance with a 4 day working week?
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With company roots going back over 30 years, Advantage Technical is an engineering and information technology services company and a national leader in the provision of technical resources today.
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Harvest Technical Services is an Equal Opportunity Employer. Issuance of Production Batch Record to Manufacturing Scanning and archiving executed production batch records Ensure manufacturing and QC adherence to company policies/procedures, regulatory licenses, industry standards, and GMP regulations.
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Deep dive into technical issues to drive data driven decisions. Advantage Technical is a Best of Staffing Diamond Award winner for both Clients and Talent. About Advantage Technical.
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Act as technical advisor to Process/Project Engineering and Operations on complex process control systems. Advanced computer skills; modeling, multivariable control and DeltaV configuration experience a plus.
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Team members will support manufacturing operations upstream and downstream but will also have responsibility for technical evaluations, troubleshooting, and work with the project team on equipment or consumable design.
$73 - $83 an hourExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Assistant Vice Chancellor/Chief Office of Information Technology Officer Return Home Apply Now
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Rise Technical Recruitment Ltd acts an employment agency for permanent roles and an employment business for temporary roles. To apply for this role or to be considered for further roles, please click "Apply Now" or contact Joseph Bakali at Rise Technical Recruitment.
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Ability to work flexible hours and different shifts if required Employees will be subject to the random drug and alcohol testing under FAA regulations About STS Technical Services: STS Technical Services is a Top 100 Staffing Firm that’s partnered with some of the largest names in the aerospace, manufacturing, defense and industrial industries.
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LAUNCH Technical Workforce Solutions is seeking an A&P Mechanic with repair experience on commericial and Regional Jet aircraft for an opportunity in Nashville, Tennessee. ; proficiency with interpretation of original equipment manufacturer's technical data or work package instructions; experience using power or pneumatic hand tools.
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IT Project Manager (Contract)
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Manufacturing Quality Engineer serves as internal machining quality representative collaborating with internal stakeholders from operations, supplier quality, and manufacturing engineering disciplines to meet end user quality requirements.
Full-timeExpandApply NowActive JobUpdated 1 month ago
Company: Technical in San-francisco, California
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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.