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Education: Associates degree in CAD Drafting and Design Technology or equivalent work experience. Responsibilities: Perform project Civil / Structural design activities including modeling and design of steel structures, concrete foundations, reinforcing steel, roadways, grading, and drainage.
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Bachelor's Degree from a college or university accredited by a regional, national, or specialized agency recognized as an accrediting agency by the U.S. Department of Education, U.S. Secretary of Education, in Information Technology or closely related field, and 4 years' experience working in broadband/telecom network field.
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Our markets include commercial development, warehousing, pre K-12 and higher education, science and technology, municipal and public works agencies, offices and corporate facilities, and retail and food.
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We have also created an internal culture that provides the resources and technology needed to encourage personal and professional growth opportunities through reimbursement for education; a free in-house resource for hundreds of educational and self-enrichment courses; mentorship program; wellness program; Women’s Organization and ongoing philanthropic opportunities.
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Graduate Degree in Instructional Design, Instructional Technology, Education, Applied Anthropology, Demography, Ethnography, User Experience Design or Research, Program Design or related field.
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From the creation of HR strategy using our leading Oracle-enabled HR Transformation labs, the application of design thinking that allows HR to challenge how work gets done today, to navigating the ever-evolving HR technology landscape to determine the right digital solutions to enable transformation, our HR Transformation practice is focused on helping HR take the lead.
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When you join Renaissance, you join a global leader in pre-K–12 education technology! Deep collaboration with thought leadership team, research, education affairs, and product marketing, brand and creative to develop and design positioning, targeting, messaging and gated content/assets.
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CME Associates, Inc. (CME) is a multi-talented and multi-disciplined engineering technology corporation that provides Construction Materials Evaluation and Technical Support Services to owners and professionals engaged in design, construction, and maintenance of buildings and infrastructure.
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Responsibilities may include infrastructure architecture and design, research and development of new or expanded systems, creation of technology standards and policies, thorough analysis of user requirements and operational constraints, unit test and system integration, and user acceptance testing.
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Required Certification Type(s): Technology Education 6141, Math 7-12 5130, General Science 7-12 5091. The teacher will work as a team member, sharing common planning, professional development, curriculum design, and teaching responsibilities.
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Launched in December 2021, the telescope incorporates innovative design, advanced technology, and groundbreaking engineering, and will fundamentally alter our understanding of the universe.
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Education & Experience: Bachelors degree in Computer Science, Information Technology, or related field preferred. Collaborate with cross-functional teams to design, test, and implement application enhancements and upgrades.
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FEATURED BLOG POSTS
How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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.