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Key job responsibilitiesIn this role, you will be expected to lead a variety of tasks, developing 3D and 2D mechanical design and related analysis specifically for manufacturing GSE for payloads satellite systems in Siemens NX. The ideal candidate will have a foundation in mechanical engineering suited for both prototype and production level designs.
$93,900Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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This person will join a fast-paced, collaborative, and multidisciplinary team to support bioreactor process development (perfusion and intensified fed-batch) at the bench and pilot scale for the advancement of low-cost biotherapeutics manufacturing.
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Just – Evotec Biologics, wholly owned by Evotec SE, is a first-to-industry biologics platform that leverages AI/ML technologies and world-leading molecular design, cell line development, process intensification and continuous manufacturing strategies to advance biotherapeutics from discovery through clinical stages to commercial launch.
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Experience with PCBA manufacturing and troubleshooting when working with Design Engineers and Contract Manufacturers. Resolve manufacturing quality issues through the Corrective Action and Preventive Action (CAPA) process.
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Echodyne is seeking a Senior Manufacturing Quality Engineer to join our fast-growing team. Establish plans for improvement of quality and reliability to meet product objectives and coordinate activities of Engineering, Manufacturing and Quality Assurance to implement them.
$117,500 - $146,880 a yearFull-timeExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
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Just - Evotec Biologics' Bioreactor Process Development group is seeking an enthusiastic and hardworking team member who is passionate about expanding worldwide access to biotherapeutics through the advancement of continuous bioprocessing technology and mammalian cell culture processes.
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The ASIC Supply Chain Operations Manager will be responsible for ASIC supply operations & material planning service to drive all aspects of executing ASIC program acquisition, planning/scheduling work orders and manage build execution across semiconductor wafer fabrication foundry and package assembly/test outsource contract manufacturing suppliers.
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In-depth knowledge of polyethylene and its applications in the manufacturing industry. A minimum of 3+ years of experience in a maintenance management role within the manufacturing industry.
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Mohawk's vertically integrated manufacturing and distribution processes provide competitive advantages in the production of carpet, rugs, ceramic tile, laminate, wood, stone and vinyl flooring.
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1+ years of experience with multiple Computer-Aided Design (CAD) and/or Computer-Aided Manufacturing (CAM) applications (e.g. Mastercam, CATIA V5, Unigraphics, etc. Troubleshoot and test precision assemblies with working groups (e.g., engineering, production, inspection, manufacturing resource & development (MRD.
$32.5 - $48.81 an hourFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Title: Compensation and Benefits ManagerReports to: VP HRDirect Reports: 0Bedrock Manufacturing Company, the parent company of Filson and Shinola, is seeking a dynamic and experienced Compensation and Benefits Manager to join our team.
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Bachelor’s Degree in Apparel Design, Apparel Manufacturing, Pattern Making or equivalent industry experience 1+ years of experience in Technical Design, preferably within Kids apparel. Organization and time management skills Clear, effective written and verbal communication Strong interpersonal skills Able to work independently as well as collaboratively Microsoft Office Suite – Word, Excel, PowerPoint Adobe Creative Suite – Illustrator, Photoshop Exposure to Product Lifecycle Management Software preferred Exposure to 3D apparel development preferred – Browzwear, CLO, Optitex Exposure to 2D pattern software preferred – Gerber Accumark, Optitex We’ve got you covered.
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Degree in Biology, Chemistry, Biochemical or Chemical Engineering, or equivalent area of related experience in biologics upstream manufacturing. Prior experience in/knowledge of cell culture, viral vector manufacturing, recovery and/or purification of viral vector product in a manufacturing environment preferred.
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We will serve as a center for innovation and collaboration in vaccine and cancer immunotherapy research and development, early-phase GMP manufacturing, and training the next generation of scientists and manufacturing teams to achieve our mission.
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Provide end-user support to all levels of production operations including Manufacturing, Warehouse and Quality, and provide advice regarding standard SAP functionality and best practices as it evolves with company needs.
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manufacturing job Company: Lhh in Seattle, WA
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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.
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.