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Minimum of six months of experience working as a welder for a steel fabricator or manufacturer, or a one-year degree or certificate in welding technology from a qualified trade school or college.
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Assemble, analyze, and value assign instrument specific product assay values utilizing in-house instrumentation and referee data. Must possess a knowledge base consisting of quality principles and standards, data analysis, statistical analysis, and continuous improvement.
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High School degree or equivalent. Square, Tape Measure, Weld Lead, 4 inch grinder, 9 inch grinder, Ball Peen Hammer, Sledge Hammer, Hand Torch, Wire Brushes, Chipping Hammers, Clamps, Stamping Taps, and Chains.
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Advanced scientific degree and/or preferred 5+ years of pharmaceutical or biotechnology experience as healthcare sales / MSL / HCP / nurse. Understanding how to interpret and analyze data related to BMS products, customer preferences, clinical data.
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To work with our team and a leading technology client to manage Scheduling on a large-scale data center construction program. + Able to convert data into Tableau reports and graphics. + BS Degree in Engineering or Business or related field; or demonstrated equivalent and related experience.
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Qualifications of the Project Engineering Manager: Bachelor’s Degree in Mechanical Engineering, or related field; or equivalent education. oReviews and approves ECOs, drawing packages, bills of materials, math data, and other technical documentation.
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Qualified candidates will be results-focused, self-directed, data-driven, and able to adapt easily to the changing needs of the business and our customers. Responsibilities of the Project Engineering Manager:oManages a group of engineers and designers to complete project-specific engineering activities.
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Qualifications : Bachelor’s degree (BA/BS) in geology or environmental scientist is required, Master’s degree (MS/MA) a plus, but not required; 5-7 years directly related professional experience and/or training in environmental assessment/remediation related work.
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This is a hands-on Project Engineering/Engineering Manager position. Use of 3D modeling softwareUnderstanding and experience with regulatory codes such as UL, CSA, NEC and NFPA.Strong written and oral communication skills.
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OAccountable for resource allocation within the Project Engineering team, risk assessment and reduction activities, and project due dates for technical deliverables. oCoordinates engineering activities across all engineering teams with the Director of Engineering, and Engineering Managers.
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You will be working with engineers, technicians, product development team, building prototypes and testing, and traveling to the customer’s sites inspection to support commissioning activities. oTravels to perform on-site inspections for large projects and to support commissioning activities both nationally and internationally.
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Licensed Professional Mechanical Engineer (PE) in Nebraska with ability to obtain reciprocity in other states. oSupports research and development activities; creates appropriate designs of experiments, and provides feedback concerning test results.
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Reviews design risk assessment, verification, and validation activities as required to assure products and provided solutions will meet customer’s technical and contractual requirements. oReview design risk assessment, verification, and validation activities as required to assure products and provided solutions will meet customer’s technical and contractual requirements.
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OBuilds application and product knowledge by developing design standards for transit systems, and components. Critical thinking and process-oriented mindset to resolve open issues and focus on continuous improvement throughout the team.
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Entry level knowledge of construction budgets, scheduling, and estimating. To be successful in this position, the candidate must have: Commercial metal framing and drywall construction experience in Estimating is a plus.
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data entry bachelors degree jobs Title: junior in Boys Town, NE
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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.