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The Vice President will lead the strategic sourcing process that aligns to the company’s long-term business goals, including strategy development, spend and market analysis, supplier selection and negotiation, contract development and management, implementation, performance management and risk management.
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Degree in Civil Engineering, Environmental Engineering, or related engineering field required (emphasis in water resources preferred)Experience using ArcGIS and AutoCAD a plusKnowledge of hydrology and open channel hydraulics preferredStrong written and verbal communication skillsProficiency in basic MS Office softwareDon’t meet every single requirement.
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We have an exciting opportunity for an Associate Director Systems Engineering - Mission Management Integrated Product Team Lead (IPTL) for one of our premier programs on our Aurora, Colorado campus.
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As the Associate Director Systems Engineering - Mission Management IPTL Lead, you will be responsible for leading the MM components through planning, development and integration and test, all while meeting or exceeding scheduled milestones.
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We are seeking a Vice President of Compensation & Total Rewards to lead our compensation programs and ensure alignment with our organizational goals. The Vice President of Compensation will be responsible for developing, implementing, and managing comprehensive compensation strategies across all levels of the organization, including executive compensation programs.
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Engineering Project Manager - Critical Facilities Design - Dallas, TXOur client is a Engineering Design and Commissioning Company that has a national footprint and specializes in MEP critical facilities design.
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You have a B.S. degree or relevant experience in Electrical Engineering, Computer Science, Computer Engineering, or another field related to embedded systems. Lead and grow the Avionics Systems Engineering team.
$266,180 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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We are looking for Front-End, Back-End and Full Stack Engineers with 4+ years' experience working on a cloud-native, SasS platform.
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Kroll's Portfolio Valuation practice is the leading provider of valuation advisory services to the alternative investment industry and we boast a prestigious clientele of the world's leading alternative asset managers.
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10+ years of progressive experience in software engineering with an understanding of large-scale computing solutions (Primarily AWS), including software design and development, database architectures, IP networking, security, cloud operations, and performance tuning.
$208,000 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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The research provides insight, predictions and actionable advice to clients in the area of AI, Data Science and Analytics.
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Arista has an exciting and challenging career opportunity available for a Area Vice President of Sales in the TOLA region to lead an accomplished team of Account Managers and Channel Partners in a player/coach capacity with the goal of exceeding revenue target goals for the territory.
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Integrated Engineering Advocacy: Champion integrated engineering practices within the organization, fostering collaboration and shared ownership between development, operations, and security teams.
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We focus on a collection of organizational technology capabilities, including business intelligence, data management, and data assurance that help our clients drive innovation, growth, and change within their organizations in order to keep up with the changing nature of customers and technology.
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At Crowe, you will join the Data Engineering team comprised of synergistic, high-functioning problem solvers that have extensive consulting and industry experience to drive solutions from strategy to execution.
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Title: vice president engineering Company: Tnelectric in Dallas, TX
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).