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Langan provides expert land development engineering and environmental consulting services for major developers, renewable energy producers, energy companies, corporations, healthcare systems, colleges/universities, and large infrastructure programs throughout the U.S. and around the world.
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Environmental Health & Safety Specialist. Bachelor’s in Environmental Science, Industrial Safety, Engineering or a closely related technical field. Safety is OMG’s number one priority and we have a proactive and progressive Environmental Health & Safety (EH&S) program.
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A graduate degree in an environmental science discipline. We seek applicants with a broad background in environmental science disciplines who are passionate about teaching environmental and sustainability issues.
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Our multi-disciplined environmental staff includes scientific, legal, and engineering experts who support federal and state government entities in compliance, removal and remediation, field services, site assessments, oversight, historical and technical research, litigation, cost recovery, and community engagement.
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Try new things, learn new skills and discover what you excel at—all from Day One. Job DescriptionUSBIF is currently seeking a candidate to join our growing team of environmental finance professionals as an Assistant Director of Asset Management (ADAM.
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Coordinate studies or permitting of wetlands, flood protection areas, RTE species, cultural resources, other environmental areas, as regulated by USACE, NPDES, USFWS, IEPA, etc. Coordinate studies or permitting of wetlands, flood protection areas, RTE species, cultural resources, other environmental areas, as regulated by USACE, NPDES, USFWS, IEPA, etc.
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College degree in agriculture, civil or environmental management/engineering; geology, geography, soil science, natural resource management or a related field is required. Regularly interact with Lennar’s National Environmental Manager and National Director of Environmental Compliance and Safety.
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We focus on three areas of growth to meet the increasing needs of our customers: recycling and waste, environmental solutions and sustainability innovation. Republic Services, Inc. (NYSE: RSG) is a leader in the environmental services industry.
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Description Project teams in our Energy & Industrial Group (EIG) support industry-leading projects in power generation, plant design, environmental compliance, mid/downstream oil & gas, and multi-disciplined industrial projects.
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We are a global leader in environmental consulting - made stronger with the recent acquisition of Wood’s Environment & Infrastructure business and Golder - with world-class expertise in environmental, social and governance (ESG), climate resiliency & sustainability (CRS), and earth sciences.
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Bachelor's degree in Civil Engineering, Environmental Engineering, or equivalent engineering discipline from an accredited university. Environmental/Civil Engineer and Team Leader. Sustainability and environmental insight are at the top of our minds.
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Safety & Environmental Engineer / Project Engineer. Reporting to the Manager, Environmental, this position will work in the global Health, Safety, Environmental & Sustainability (HSE&S) department.
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A bachelor’s degree or master’s degree in a relevant environmental discipline (e.g., geology, environmental or chemical engineering, environmental science); The successful candidates will have a background in consulting and significant experience managing complex transactional due diligence projects, conducting Phase I environmental site assessments (ESAs) and limited environmental compliance reviews of complex industrial facilities and/or facilities with long industrial histories, and assisting clients with post-transaction integration.
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You will lead multi-disciplined project teams, manage and deliver complex remediation projects, develop the scope and budget for new project pursuits, assist with marketing and business development activities, and serve as a leader in our Transportation Group.
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Foth is currently looking for a Lead Environmental Engineer with expertise in solid waste to join our innovative team. Preferred Qualifications: Master’s Degree in Civil Engineering, Environmental Engineering, or related field.
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Title: environmental Company: Langan in Chicago, IL
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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.
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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).
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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.