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Report to the Quality Manager; Evaluate and process non-conforming hardware; Maintain and improve the quality management system through the development, writing, and implementation of quality-related procedures, assuring their effectiveness by utilizing various continuous improvement initiatives through the support of inspection/product assessment activities.
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Must have at least one of the following: Microsoft Certified Azure Administrator Associate, Microsoft Certified Azure Network Engineer Associate, or Microsoft Certified DevOps Engineer Expert.
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Job Description: Senior Traffic Engineer – Transportation Infrastructure Parsons is now hiring for a Senior Traffic Engineer to lead and support various projects in the New England regions, as well as national projects at times.
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Traffic Engineer Responsibilities: Develop and implement traffic management plans that address the unique needs of the PNW's diverse roadways and transportation systems. Traffic Engineer Qualifications: Bachelor's or Master's degree in Civil Engineering, Transportation Engineering, or a related field.
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We are seeking an Electrical Engineer to work full time for our client in Windsor, CT. Candidates will have experience with digital and analog circuits, electrical engineering and CAD design. Computer literate and strong skills using PCB design CAD software (OrCAD, PADS.
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Making accurate cost estimates, writing engineering reports, and interpreting plans and specifications Travel to customers for on site training and engineering assistance.
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REMOTE WORK FROM HOME AVAILABLE Join a team of professionals working to develop in-house automated pharmaceutical processing systems incorporating dynamic HMI and robust SCADA systems.
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We are actively seeking a specialized Healthcare AI DevOps Engineer (NLP / LLM) well-versed in AWS and experienced with cutting-edge open-source Large Language Models (LLMs) like Llama and Qwen, and familiar with using frameworks like Hugging Face for model implementation.
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AdvertSLR International Corporation is currently seeking a senior-level Geotechnical Engineer with project management experience to lead our geotechnical practice based in Cheshire, Connecticut office.
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We are looking for a skilled Software Engineer with an eye for building and optimizing distributed systems to join our team. We utilize a plethora of open source and industry accepted technologies for our big data problems such as Apache Spark, Apache Storm, Amazon Web services, and Apache Kafka.
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We are seeking a Senior Civil Engineer with broad expertise in land development and/or site/civil/heavy construction project management to perform investigations and analyses, prepare reports, and provide expert testimony where technical knowledge, skill, experience, training and/or education are needed to help resolve civil litigation and insurance claims.
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We are founding a dedicated Generative AI platform engineering team to build our internal GENAI workbench and are looking for a Platform Engineer to help us build the foundational Generative AI Apps and tools.
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The Process Engineer - Materials is responsible for ensuring the reliability and quality of materials manufacturing processes. At least 5 years of experience as a process engineer in a materials manufacturing environment.
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Required Skills/Abilities: Strong knowledge of materials science, with a focus on metallurgy; experience with precious metals is a plus. Professional certification in Six Sigma (Green Belt or higher) and/or Lean Manufacturing preferred.
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Education and Experience: Bachelors degree in Materials Science and Engineering, Metallurgical Engineering, Mechanical Engineering with a concentration in Materials Science, or equivalent industrial experience.
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Title: backend engineer in South Windsor, CT
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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.
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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.