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Mechanical Engineer Location: Carol Stream Employment Type: Direct Hire Salary Range: $80,000 - $90,000 per year (commensurate with experience) We are at the forefront of industrial and food automation machine solutions, driven by innovation and precision engineering.
$80,000 - $90,000 a yearExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Repair basic mechanical components and replace parts on machines such as bearings, filters, wiring, valves, gauges and switches. Ability to use precision measuring devices including amp meters, electric meters, and hydraulic gauges.
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In MEMS (micro-electro-mechanical systems) microphones and strong capabilities in audio processing technologies to optimize audio systems and improve the user experience in mobile, ear, and. Knowles Corporation (NYSE: KN) is a market leader and global supplier of advanced micro-acoustic, audio processing, and precision device solutions, serving the mobile consumer electronics, communications, medical, military, aerospace, and industrial markets.
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Working knowledge of metal fabricating equipment including: CNC turrets, lasers, welders, machining, robotics, spot welding, grinding, shearing, press brakes, electro/mechanical assembly, and powder coating.
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Weiss-Aug Group is an internationally recognized leader in precision metal stamping, injection molding, value-added assembly solutions and tooling. Follow standardized methods on mechanical, electrical or electronic parts, involving interchangeable parts requiring simple fitting, adjustment or alignment for free working and proper parts clearance.
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Job DescriptionJob DescriptionPosition Overview: We are seeking a detail-oriented Mechanical Enclosure Assembly Technician to join a growing production team. Qualifications:High school diploma or equivalent; technical certification or vocational training in electrical or mechanical assembly preferred.
$24 an hourExpandApply NowActive JobUpdated 6 days ago
FEATURED BLOG POSTS
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?
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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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