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REQS: This position requires a bachelor’s degree, or foreign equivalent, in Computer Science or a related field and 5 years of experience as a Senior Systems Architect, Senior Technical Acquisition Manager, or other occupation involving software development, project management, system requirements and system design.
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Lead pre-launch (project level): Readiness for High Volume Manufacturing (HVM) - Tier1 - Pre-production builds - ESD, handling, conditions in line, storage etc. Semiconductor processing, device physics, quality reliability fundamentals, customer experience.
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Leads Project from Request for Quote process through factory transfer (Zenbara, Value Analysis / Value Engineering) and production launch as outlined in Product Development Process procedure. Manages project activities in conjunction with other departments and locations (e.g. Validation, Global Manufacturing, Purchasing and Panasonic, Japan.
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For more information, please visit our website About the Team The Sr. Engineer - Test is responsible for numerous testing functions, including on-time hardware/software development and validation, problem solving, project team membership, test program development, customer/supplier collaboration with involvement in Test Systems development and application engineering operations while serving as a technical liaison for test activities that support internal & external customers.
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Liaison with the customer throughout the project, delivery, and support. Collaborate with the project teams in a global organization to meet customer needs. Provide support for HIL project proposals as needed.
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Participates in project support related to access provisioning and improving current workflows. The Engineer assists other team members and TGH staff and leaders related to identity and access management and participates in continuous improvement activities.
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Track record of successful project and QMS implementations/experience with production validation process preferred. Track record of successful project and QMS implementations/experience with production validation process preferred.
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We are looking for a skilled Robotics Process Control Engineer who is proficient in programming robotics systems and has extensive experience across the full project lifecycle with PLCs (Programmable Logic Controllers.
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As an experienced Project Delivery Specialist - QA Lead you will have the ability to share new ideas and collaborate on projects as a consultant without the extensive demands of travel. We are seeking an experienced QA Leads to join our project team, specializing in SAP ECC (Suite on HANA.
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Remora is hiring a Technical Project Manager who will work across our Technology team. [Full Time] Technical Project Manager at Remora (United States) | BEAMSTART Jobs. Technical Project Manager.
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The Project Engineer Intern will be under direct supervision, this position supports the completion of assigned complex or long-term projects within budgetary and scheduling guidelines. Works directly on the project team to assist the Project Manager with project commissioning.
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The Dignity Restoration Project (DRP) is a racial justice initiative that seeks to compensate and restore the dignity of Detroiters who lost their homes due to unlawful property tax assessments.
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If so, join our team as we are seeking an enthusiastic and compassionate Vice President of Operations to join our close-knit team at Detroit Recovery Project. Detroit Recovery Project, Inc. (DRP) is a Certified Community Behavioral Health Clinic (CCBHC) that provides outpatient recovery support services for those with substance use and co-occurring mental health disorders.
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Your responsibilities will encompass strategic planning support, process optimization, initiative management, communication facilitation, board and stakeholder relations, and project management.
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We're seeking full time Senior Project Manager to lead a dedicated 3-person team, ensuring quality and safety standards are met while working Monday to Friday overnight shifts, 9PM - 6AM. As the onsite senior supervisor of our team, you'll travel to various home improvement retail chains, installing heavy steel racking, pallet racking, shelving, fixtures, resets and remodels.
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project job in Dearborn, MI
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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.
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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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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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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.