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5+ years of experience with motion capture, virtual and mixed reality production, VFX, and/or animated film production. Familiar with a variety of concepts, practices, and procedures used in visual effects and live-action film production.
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You will represent the production team at the client's site, working with the System Solution PM and the business development team for new business. The Sr. Production Project Manager will be responsible for successfully delivering specific production projects.
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The Collision Repair Production Coordinator is responsible for writing body shop damage estimates, negotiating with insurance adjusters, completing billing and other shop related activities in the absence of the Body Shop Manager.
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Production Planner will support the Operations Manager in the smooth and efficient running of the Bearings Plus shop and repair facility in the creation and management of the master production plan.
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The Production Accountant is capable of reviewing and completing daily production monitoring, daily and monthly volumetric allocations and reporting, regulatory reporting, and internal reporting activities for assigned EAG clients.
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Maintains the organization and cleanliness of the warehouse and production areas. The Warehouse/Production position will fulfill and process orders, accept incoming shipments, and oversee the general organization of the warehouse.
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A JAB Recruitment client is seeking a Planning & Production Manager for their Houston based operation. Supporting supplier sourcing efforts as required including activities such as supplier manufacturing capability assessment; production problem resolution; cost reduction and quality improvement efforts.
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The Production Engineer must have proven experience leading Kaizen's and project management to drive change and project management to drive change and is responsible for the continuous improvement of manufacturing processes, fabrication and assembly, cost reduction initiatives, processing of engineering changes, and introduction of new products.
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Braun Intertec Corporation is seeking an Environmental Intern to join our Environmental Consulting group in Houston, TX.
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Oversee production optimization - artificial lift, chemical program, infield rig work, surface facilities, regulatory permitting, SWD. They are seeking to add an experienced Production Superintendent to the corporate headquarters.
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Ideal candidate will have a minimum of 2 years relevant experience with inventory, distribution, buyer/purchasing and production manufacturing. The ideal candidate will have a minimum of 2 years relevant experience with inventory, distribution, buyer/purchasing and production manufacturing.
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The Production Engineering role oversees operation of distillation projects and hydrogenation reactors, acts as a technical resource for operations personnel, applies technical skills to optimize plant operations, to implement and commission yield improvement and cost saving projects, participates in procedure reviews and development, operator training, and site qualification efforts.
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Ensures redline and as-built drawing processes are strictly adhered to.
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We are looking for an experienced and motivated individual to fill the position of Production Engineer in ourUS Onshore Resources & Carbon Management (ORCM), Delaware Resource Strategy Management group based in Houston, Texas.
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The Production Supervisor will assist the Manufacturing Site Leader in planning and executing production operations, be responsible for assembling and manufacturing multiple product groups, provide support to the estimation and project management functional groups, and assist with facilities management and HSE. This role will help Trystar Houston exceed customer expectations while following our values and guiding principles.
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Title: production internship Company: Genesislevel Modeling Agency in Houston, TX
FEATURED BLOG POSTS
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.
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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?
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.
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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.