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ARKA is looking for a Network Engineer to join our team. Design, scope, and implement technical solutions that scale across ARKA business areas and products. Experience with Cisco network devices, NX-OS and Cisco IOS.
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Minimum Requirements: B.S. in Chemical or Mechanical Engineer with 5+ years out of chemicals, foods or pharmaceuticals Must have design through installation of projects over $k performing mass balances.
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Minimum Requirements: B.S. in Chemical or Mechanical Engineer with 5+ years out of chemicals, foods or pharmaceuticals Must have design through installation of projects over $100k performing mass balances.
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Project work will include performing mass balances, specifying equipment and materials, overseeing equipment installation and assisting startup on plant process equipment (which is primarily batch reactors and distillation columns.
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We are currently seeking an Application Engineer to serve as our NPI (New Product Introduction) champion, providing technical guidance to both customers and internal stakeholders. Our global team of experienced engineers develops innovative solutions utilizing the most advanced manufacturing technology available, and we specialize in creating custom solutions that meet customer-specific design requirements.
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This role is primarily Project Engineering with some Process Engineering in which you will be assigned projects from $50K to $1MM from site expansions, lab upgrades, equipment retrofits, and utility upgrades.
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Process Project EngineerLocation: Danbury, CT Description: Our client produces high purity GMP chemicals for consumer and industrial use and continues to grow with designated production lines and toll processing lines.
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Candidates could be Process Engineers, or Process Development Engineers with project work. This site employs a large research staff, a variety of engineers, and production personnel who are degreed chemists.
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COMPTIA Security + Experience with telemetry and satellite communications. Located in beautiful Fairfield County, Danbury offers a diverse economy, wonderful parks, cultural attractions, an impressive mix of private and public educational institutions and a vibrant arts scene.
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Software Engineer - C#/. From research and design, expert manufacturing and delivering unparalleled services, our customers trust us to keep them ahead of the curve. To be a partner that you can count on to engineer solutions for the challenges of today and for the opportunities of tomorrow.
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The CNC Process Engineer will be responsible for the programming, process development and general advancement of the CNC manufacturing cells, including Milling and Wire EDM. This position requires the practical application of good manufacturing practices and organizational skills.
$80,000 - $100,000 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Svitla Systems Inc. is looking for a Managed Services Engineer II for a full-time position (40 hours per week) in the USA. Our client is a leading national managed security and IT solution provider that helps organizations secure and support their businesses today, solve for tomorrow, and strategize for the future with cyber-first solutions.
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As a Closet Factory Design Consultant you will be responsible to design, quote and close on projects ranging from custom closets to custom entertainment centers. Are you looking for a new and rewarding career in sales with a focus on design.
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Job Segment: Supply Chain Manager, Supply Chain, Aerospace Engineering, Fulfillment, Quality Engineer, Operations, Engineering. Job Type : Engineer. Job Segment: Supply Chain Manager, Supply Chain, Aerospace Engineering, Fulfillment, Quality Engineer, Operations, Engineering.
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A rapidly growing Site Planning and Civil Engineering firm based in the southern region of New York is looking to add a Site/Civil Engineer to their team. Site/Civil Engineer Responsibilities.
$90,000 - $125,000Full-timeExpandApply NowActive JobUpdated Today
Title: hardware design engineer Company: Recogni in Bethel, CT
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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.
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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?
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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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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).