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If you are a senior Dams / Reservoir Engineer, Designer or Design Manager with proven experience and are looking for a change, Australia might just be the answer! AECOM is the world’s trusted infrastructure consulting firm, delivering professional services throughout the project lifecycle – from advisory, planning, design and engineering to program and construction management.
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We are looking for a experienced senior geotechnical engineer to join our team in Newcastle Upon Tyne in a senior level role. CPD support and senior mentorship from industry leads.
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Senior Fire Engineer Job in Central London – Your Property Recruitment Specialists (Recruiter: Kelly Armour Job Ref: 14662) #LI-KA1 #LI-Hybrid. Senior Fire Engineer Job in Central London / Hybrid Working.
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Reporting to the Principal Engineer, the Senior Mechanical Engineer will provide engineering advice and guidance as part of the design, construction, and commissioning of AMPs Industrial Heat projects that include biomass boilers, HV & LV electric boilers, green hydrogen generation & thermal storage systems.
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Job Title: Senior Product Design Engineer. To support the continued growth and innovation within the business, we are now actively looking to recruit a Product Design Engineer to join our Design & Innovation team at Fathom3.
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Senior DevSecOps Engineer | Senior Security Engineer | Cloud Security Engineer | Cyber Security Engineer | Cyber Specialist | SecOps Engineer | Security Operations | Cyber Architect | Cyber Security Architect | AppSec | Application Security | Security Engineering | OT Security | Offensive Security.
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As a Senior Electronics Engineer, you’ll craft robust electronics solutions meeting customer requirements. I am seeking a Senior Electronics Engineer to join the team. Senior Electronics Engineer.
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Our Ecommerce CRM enablement team is seeking for its CDP program a proven and hands-on Databricks process architect and engineering leader to drive our Databricks transformation, pipelines architecture, governance and engineering patterns.
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Join us a Senior Stress Engineer. Finite Element analysis in ABAQUS (explicit/implicit) Demonstrable expertise in fatigue, fracture, thermal, and structural stress assessments using finite element analysis.
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We are currently looking for Senior Project Engineers for Systems Engineering management and multidiscipline activity planning roles in topsides engineering on offshore projects primarily offshore wind HVDC EPCI projects in our Chiswick office, UK.
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And as an engineer in a small but focused team, you will also have a long-standing impact on our engineering strategy, codebase and developer experience. The core of our stack is Go, PostgreSQL and Vue.js with Typescript.
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A high technology engineering based in Oxfordshire who specialise in Electronics, Power Electronics & Softwar e have a new opening to recruit for a Senior Power Electronics Engineer to join the growing and highly motivated, innovative engineering team and business.
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Kelpi is looking for a Senior Process Engineer to join our small but rapidly growing team comprising world-class scientists, engineers, and entrepreneurs on a full-time basis. As a Senior Process Engineer, you will play a crucial role in supporting our Production team in our industrialisation strategy and achieving scale up in our production.
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As a Senior Network Platform Engineer, this role offers the opportunity to develop expert knowledge of cutting-edge cloud networking technologies, influence the strategic direction of the division, and manage key projects working with top-tier vendors.
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We are looking for a senior hardware design Engineer mainly working on our new solar inverter projects. This role will be responsible for the hardware design optimization of string photovoltaic inverter based on advanced power electronics technology and skilled PCB design ability.
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aecom job Title: senior hydraulic engineer in United Kingdom
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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.
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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?
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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.
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.