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Arcadis is seeking a Principal Geotechnical Engineer to join an established and growing multi-national mining engineering team. Working knowledge of Autodesk Civil 3D, Arc Map, or similar geospatial software.
$124,000 - $187,000 a yearFull-timeExpandApply NowActive JobUpdated 29 days ago - UpvoteDownvoteShare Job
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We want Data Science/Machine learning/Data Analyst and Java Full stack candidates. Bachelors degree or Masters degree in Computer Science, Computer Engineering, Electrical Engineering, Information Systems, IT.
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This is an exciting opportunity for a seasoned QA Software Engineer to play a critical role in bringing our products to market. The QA Engineer role will interpret and translate product requirements into test cases and lead testing for multiple, complex B2B software projects, to ensure the highest level of quality control.
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Collaborate with product, UI/UX, customer success, and fellow engineers to come up with solutions that meet the desired outcomes
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Job Summary: Talent Software Services is in search of a Senior 3GPP Wireless Core Design Engineer Architect for a contract position in Irvine, CA. The opportunity will be five months with a strong chance for a long-term extension.
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Summary: Seeking an Embedded Software Engineer for GUI development and a Software Component Engineer to contribute to software solutions for a high-profile project requiring an immediate start.
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REQUIRED QUALIFICATIONS Bachelor of Science in Electrical Engineering (Power Systems), Quantitative Finance, Computer Science, Data Science, Operations Research, Economics, Math, or other quantitative fields of study.
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Collaborate with product, UI/UX, customer success, and fellow engineers to come up with solutions that meet the desired outcomes
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The Senior Mechanical Design Release Engineer - Interior (Cockpit) is viewed as the “CEO” of the parts for which they are responsible. During the forward model development phase the engineer is responsible for using CATIA to design parts that deliver all intended part functions while also maintaining compatibility with all criteria for adjacent engineering functional activities (i.e. Structures, Closures, Sealing, Electrical Hardware, Seating & Restraints, Interior Trim) and attribute targets (i.e. Safety (Regulatory), Occupant Package, Interior Package, Perceived Quality, NVH, Water Leaks, Durability.
$107,000 - $134,800 a yearFull-timeExpandApply NowActive JobUpdated 25 days ago - UpvoteDownvoteShare Job
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Bachelor's degree (BS) (or Professional Engineer (PE) certificate) in Computer Science, Computer Engineering, or Electrical Engineering (with Computer Science or Computer Engineering emphases.
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As we continue to evolve our Sales and Finance ecosystem, we seek a hands-on DevOps Engineer with both admin and developer expertise. As a Salesforce DevOps Engineer, you will be at the core management piece of the release process from lower environments to production for our current CRM and ERP platforms within Salesforce and FinancialForce.
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This position is an individual contributor function, working with a team of scientists, engineers and laboratory support personnel to provide technical support to the Neurotoxin & Biologics Process Science (NBPS) at AbbVie. The NBPS supports the R&D Biologics pipeline through drug substance process development (via fermentation and purification) and manufacturing of DS for discovery, bioanalytical and pre-clinical toxicology studies.
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You have experience with software lifecycle management, CI/CD, AWS products - S3, EKS/ECS, Aurora Postgres, and Java, Springboot, J2EE, JavaScript, Angular, API Services, SSL, Okta, Splunk, Datadog.
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We are seeking a dynamic and experienced Metallurgical Engineer to join our innovative team. Hiring Metallurgical Engineer. This permanent position offers an exciting opportunity to apply your knowledge and skills in Materials Science, Metallurgical Analysis, and Materials Testing in the dynamic world of Engineering.
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software engineer science jobs Title: devops engineer in Irvine, Lahaina, Hawaii
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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.
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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).