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TheMechanical Engineer is responsible for performing mechanical design for power system products, under the direct supervision of an upper level Engineer or Engineering Team Leader as assigned by the Corporate Engineering Manager.
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BS or MS degree in Engineering; Engineering Mechanics, Mechanical Engineering, Structural Engineering or Aeronautical Engineering is required. Kiewit Nuclear Solutions is seeking a Piping Engineer to join our Engineering Team. The Piping Engineer functions in a mid-level engineering capacity and must have an aptitude for practical engineering, a willingness to immerse one’s self in the position and rapidly learn the business, ability to work with little supervision, have strong leadership skills, and be willing to travel periodically.
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We are seeking a Mechanical Engineer to lead and work on various Mechanical Engineering and Energy/Industrial projects in Kirkland, WA, or Exton, PA. As part of our dynamic team, you will report to the Chief Mechanical Engineer and provide engineering design services primarily in the energy and industrial processing sectors.
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As a Mechanical Engineer with us, you will design complex cooling and HVAC systems including air distribution systems, chiller plants, and alternative energy solutions for mission critical facilities.
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Staff Mechanical Engineer shall have ability to support on-site utility audits including but not limited to: Natural gas, domestic cold/hot water systems, compressed gas systems, process and sanitary plumbing systems, HVAC systems.
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In order to be considered to join our AEC Practice as a Senior Mechanical Engineer, PE you must have demonstrated experience with delivery of facilities design packages for complex multi-discipline, architecture & engineering design projects.
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We are seeking a skilled Sr Mechanical Design Engineer with expertise in Aerospace & Defense to join our team. - 5+ years of experience in mechanical design within the Aerospace & Defense industry.
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The Lead Engineer (Mechanical) position will serve as a technical lead for the Global Security Modeling and Simulation engineering team, with a focus on simulating complex mechanical products in preparation for product fabrication and testing.
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We are looking for a design engineer (likely Architectural Engineer) with experience successfully delivering a broad range facility-focused projects, and particularly with expertise in mechanical, electrical, and plumbing (MEP) design.
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The Advanced Technology Development group at KCNSC is seeking an experienced Mechanical Engineer to lead design and manufacturing efforts for parts, fixtures, and tools in support of advanced and complex engineering projects.
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Environmental Engineer 6 - Senior Process Mechanical. In this position you will work closely with senior level, subject matter experts and project managers, to set and then execute process mechanical designs for water and wastewater projects.
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Bachelor’s Degree in Mechanical or Electrical Engineering. If you’re interested in a rewarding career working with the industry’s best and most innovative aviation professionals, then Jacobs is where you belong, as we are currently looking for a driven and curious professional engineer to join our specialized military aviation team.
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Mechanical Engineer with a bachelors degree and four+ years of practical experience in the design and installation of HVAC equipment and systems, pumps, engines, fuel transport, and other building systems or a masters degree and 2+ years of the above mentioned experience.
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As a Senior Mechanical Engineer you will be responsible for leading projects as a project manager or lead engineer for the delivery of large and highly complex projects with minimal support required from senior staff.
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The Mechanical Designer/Engineer will work with the project team throughout the design and construction process, coordinating mechanical plans with budget constraints, other project discipline design factors and client requirements.
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mechanical job Title: engineer mechanical in Kansas City, Anaconda, Montana
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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?!
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.
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.