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Due to compliance with U.S. export control laws and regulations, candidate must be a U.S. Person, which is defined as, a U.S. citizen, a U.S. permanent resident, or have protected status in the U.S. under asylum or refugee status.
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You’re a talented, creative, and motivated engineer who loves developing powerful, stable, and intuitive apps – and you’re excited to work with a team of individuals with that same passion. We do that by combining great technology with great people – and we’re looking for a Lead Data Engineer to join our team.
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Kimley-Horn's Las Vegas, NV office is seeking a Civil Engineer with 4+ years of experience to join their Land Development team! Kimley-Horn's Las Vegas, NV office is seeking a Civil Engineer with 4+ years of experience to join their Land Development team.
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Position Title: Principal Engineer - Delivery. Depending on qualifications of applicants, this position may be filled at a lower level than that which is posted such as Sr Engineer II-Delivery, Sr Engineer- Delivery, Engineer II - Delivery or Engineer I - Delivery.
$133,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Qualifications Minimum Education and Experience:Bachelor’s degree in an engineering program accredited by the Accreditation Board for Engineering and Technology (ABET) required for Civil, Mechanical and Electrical engineering degreesOr, Calculus-based STEM bachelor’s degree in engineeringOr, for Architects, Certification from the National Council or Architectural Registration Board (NCARB)Or Professional Engineer licensePlus at least 5 years’ relevant experience.
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The Safety Engineer II/III will report to the Health and Safety Manager and provide technical expertise, leadership and management to the Health and Safety organization. Navarro Research and Engineering is recruiting for a Safety Engineer II/III in Las Vegas, NV. Navarro Research & Engineering is an award-winning federal contractor dedicated to partnering with clients to advance clean energy and deliver effective solutions for complex challenges in the nuclear and environmental fields.
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The Engineer candidate will lead engineering projects with design, development, implementation, testing, analysis, and operation of technical products and systems related to Load Management, Demand Response, and Transportation Electrification programs offered to residential and non-residential electric utility customers.
$85,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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The Network Security/Firewall engineer will be responsible for the design, administration, and management of Palo Alto and FortiGate Firewalls using Centralized Panorama and FortiManger. Network Security/Firewall engineer.
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As a Field Engineer, you bring your big ideas, commitment to top quality, and an unwavering work ethic. The Kiewit Power Market builds major EPC and bid-build power plant, solar field, and wind farm projects throughout North America.
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Mountain Ltd. has an opening for an OSP Field Engineer in Las Vegas, NV. Overview: The OSP Engineer will perform various OSP field engineering and design functions revolving around CDFS projects including, but not limited to, site surveys, field engineering, and CAD of aerial, underground, and buried telecommunication systems.
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Responsibilities Summerlin Hospital is a -bed hospital featuring emergency services; a busy maternity department with an average of deliveries per month; a Children’s Medical Center with a NICU, a pediatric ICU and separate pediatric ER; advanced cardiovascular care, surgical services, women’s health and oncology care.
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A Graduate Engineer is expected to work on a team providing support to a licensed Civil Engineer while learning the company’s standard practices and local agency codes. Overview Graduate Engineer - Las Vegas, NevadaWestwood Professional Services, Inc. Westwood Professional Services, Inc.is seeking a Graduate Engineer to join our team in our Las Vegas, Nevada office.
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Seeks a Senior Cloud Engineer who will be a crucial part of our software team. Position : Sr. Cloud Engineer. Efficiently use Terraform for Infrastructure as Code (IaC). Automation/Configuration Management Tools - TERRAFORM, ANSIBLE, CHEF.
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Job Title: Network Security/Firewall Engineer. Responsible for maintaining a resilient and secure firewall infrastructure, utilizing Palo Alto and Fortinet hardware. Job Title: Network Security/Firewall Engineer.
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One of our reputed clients is looking for an experienced Engineer II - Design Trans/Civil in Las Vegas, NV. PCs, word processing, spreadsheet, database, and software for structural steel design, foundation design, transmission line design, hydrology and hydraulics.
$43.35 an hourFull-timeExpandApply NowActive JobUpdated Today
export job Title: engineer in Las Vegas, NV
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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 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.
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.