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Utilize existing tools to achieve improved process capabilities, including, but not limited to, dynamic analysis (MATLAB), requirements traceability (DOORS), FEA structural and thermal analysis (Pro/Mechanica), CAD/CAM (Pro/E), and internally developed analysis techniques (Valve Design.
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Atlantic Health System, one of New Jersey's largest non-profit healthcare networks, is seeking an experienced Advanced Practice Clinician (NP or PA) at the Valve and Structural Heart Center at Morristown Medical Center.
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In addition to leadership responsibility, this role includes providing oversight, direction, and clinical support in non-invasive cardiology and cardiac imaging, as well as participation in valve clinic and cardiology service coverage.
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Raises to grade company facilities such as, but not limited to, meter hoods, tiles and covers, and curb and valve boxes. With a history dating back to 1886, We Keep Life Flowing® by providing safe, clean, reliable and affordable drinking water and wastewater services to more than 14 million people across 14 regulated jurisdictions and 18 military installations.
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Generate and review complex assembly procedures for new and existing valve models, including the design of novel fixturing for new products. Our teams have repeatedly been recognized for outstanding performance by some of the most prestigious organizations in the world including The Boeing Company, Lockheed Martin, NASA & Northrop Grumman.
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Conduct functional testing of valve products and record results. Title: Mechanical Assembler. A reasonable, good faith estimate of the minimum and maximum Pay Rate for this position is $20/hr to $22/hr.
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Stretch Goal – Review Boonton manufacturing drawing for valve bodies and apply best practices to dimensioning and tolerancing. The Engineering Intern will have the opportunity to drive a Research & Development Project, to be decided by the Engineering Manager.
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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.
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).