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The Manufacturing Welding Supervisor is responsible for supervising operations to ensure production is operating in a safe, efficient, and timely manner. 3-5 years manufacturing or leadership background in metal stamping is required.
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Responsibilities Technical Sales Representative - Bahco Band Saw SpecialistProfessional Industrial Distribution Sales Opportunity Representing BAHCO Band Saw ProductsThis outside sales position will work with industrial distributors, manufacturing reps and agencies and/or direct sales to identify and evaluate production end users and stimulate additional product demand with current accounts and develop new customer accounts.
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American Axle & Manufacturing is seeking a Product Engineer - Powdered Metal with a strong work ethic and motivation to join our world-class Engineering team. Support manufacturing operations by providing technical guidance and resolving production issues.
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Our people, our suppliers, and our state-of-the-art service centers in Richburg, South Carolina, Woodstock, Alabama, Sinton, Texas, and Detroit, Michigan all supported by a network of stocking locations throughout North America, are dedicated to providing exceptional customer service to our customers from a variety of manufacturing sectors.
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SMS Group of Companies delivers creative HR Solutions for our industry allies in the Logistics / Supply Chain, Facilities / Property Management, Energy Efficiency, Quality Inspection, Advanced Manufacturing, and Hospitality industries.
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3-5 years manufacturing or leadership background in metal stamping is required Working knowledge of Stamping, Dies and Presses. Scope of the Position The Stamping Manufacturing Supervisor will set the expectations for the shift regarding production, efficiency, safety and quality.
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Ensuring Foam manufacturing equipment runs safely, efficiently, and effectivelyLead the team in product development process from initial phase of product design to processingProvide technical service and participate in the trial runs with the current and new productsIdentify technology trends and determine how they can be used in manufacturing operations.
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Creates, revises, and approves the process specification for a manufacturing area and implements the process specification system described in the process specification manual; Ensures document control of manufacturing process specifications.
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We’re proud of our Tier 1 supplier legacy for manufacturing propulsion-agnostic, structural automotive components, and assemblies around the globe. Understanding of financial systems, manufacturing systems, general ledger, standardized cost accounting, along with budgeting and forecasting is a plus.
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One of my best clients, a leading manufacturer of precision CNC manufacturing cutting tools, is looking for a Service Engineer to work remotely. It's great if they find experience operating or maintaining robotics: Fanuc, Mitsubishi, Haas, Mori Seiki, Doosan, DM, or other machines, Siemens controls or Heidenhaim is a plus.
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The Technical Manager (Polymer Chemist/Engineer) will be responsible for developing and modifying materials, equipment, tooling and processing techniques and to stabilize the process for the future as well.
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Good working knowledge of operating a foam machine and polymer chemistry, as well as, a proficient knowledge of polyurethane raw materials, processing techniques and end user applications is essential.
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Collaborating with R&D, production, and QC to ensure new formulations meet market and specific customers' requirements Qualifications Four- year degree in Polymer Chemical Engineering or relatable fieldFive to Ten years of experience with polyester/polyether foam.
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Evaluate manufacture products according to specifications and quality standards. Demonstrated interpersonal skills including, supervision, mentoring, coaching, presentation skills and the ability to interact with colleagues at all technical levels.
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Experience in troubleshooting.
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manufacturing job Company: Quick Hire Staffing in Dearborn, MI
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?
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.
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.