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Role: Technical Sales Engineer. Minimum 3 years in technology, mechanical or industrial sales / technical sales or support. Provide pre-sales and post-sales technical support to customers. Role: Technical Sales Engineer.
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Technical Sales Engineer. Technical Sales Engineer. Identify and qualify new sales opportunities through networking and market research. Technical background in mechanics, mechanical engineering or related field.
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Develop a deep understanding of products and solutions to effectively communicate their benefits and value to prospective clients.
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Qualified applicants are considered without regard to sex, race, color, ancestry, national origin, citizenship status, religion, age, marital status (including civil unions), military service, veteran status, pregnancy (including childbirth and related medical conditions), genetic information, sexual orientation, gender identity, legally recognized disability, domestic violence victim status or any other characteristic protected by law.
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At T-Mobile, we strongly encourage everyone, including people of color, veterans, military spouses, individuals with disabilities, lesbian, gay, bisexual, transgender, queer and non-binary people, and parents to apply.
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Senior Software Engineer - Greenfield Development (Full-time) Are you searching for a career where your efforts truly make a difference? POSITION PURPOSE: As an experienced Engineer and a senior member in our team, you’ll be immersed in all the elements of Software Development Lifecycles - design, development, integration, operation, support and testing.
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Experience working in a manufacturing, production, warehouse, military, or agriculture environment. Phillips-Medisize in Clinton, Massachusetts is seeking a Material Handler to support the production floor in the preparation of raw materials, packaging, component parts, work orders and labels.
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Other benefits include short-term and long-term disability, company discounts, Military Leave Pay, adoption and surrogacy expense reimbursement, and more. Paid time off benefits includeparental leave, family care leave, bereavement, jury duty, and voting.
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At Jabil we strive to make ANYTHING POSSIBLE and EVERYTHING BETTER. We are proud to be a trusted partner for the world's top brands, offering comprehensive engineering, manufacturing, and supply chain solutions.
$102,300 - $140,662.5 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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We do not discriminate on the basis of race, color, religious creed, sex, sexual orientation, gender identity or expression, marital status, pregnancy, national origin, ancestry, age, disability, veteran or military status, disability, genetic information, or the result of genetic testing or any other characteristic protected by state, federal, or local law.
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We proudly support and encourage people with military experience (active, veterans, reservists, and National Guard) as well as military spouses to apply for CVS Health job opportunities.
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ADUSA Distribution and ADUSA Transportation provide supply chain operations for one of the largest omnichannel grocery retail groups in the nation, serving the grocery brands of Ahold Delhaize USA – Food Lion, Giant Food, The GIANT Company, Hannaford and Stop & Shop, through a self-distribution model for the future.
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Successful track record in managing complex aerospace/defense programs as a prime or subcontractor to a domestic or foreign military organization. The Leonardo DRS Naval Power Systems business is a trusted provider of innovative naval gas and hybrid power systems, control technology and support solutions for the U.S. Navy and navies around the world.
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The Quality Inspector will work in the Internal Quality Team on military/ aerospace products. Familiar with Military or Medical products/procedures a plus. Hudson, NHDescription: As a recipient of the Raytheon Integrated Defense Systems 5 Star Supplier Excellence Award and a winner of Lockheed Martin's top performing supplier, kSARIA Corporation is an industry leading manufacturer and installer of fiber optic, electrical & RF interconnect solutions for the defense and aerospace industry.
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military job Title: engineer in Devens, MA
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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?!
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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.
How to Navigate Hiring Out of State
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.