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Undergraduate degree in electrical engineering, computer science, computer engineering, materials science, physics, or an equivalent degree. The preferred candidate will have an undergraduate degree in electrical engineering, computer science, computer engineering, materials science, physics, or an equivalent degree.
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Work requires knowledge of radiobiology, radiation physics, radiation safety/hazardous waste management and patient positioning as well as expertise with a variety of radiation machines/equipment.
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Familiarity or willingness to learn marketing and digital tools like Mailchimp, Canva, Google Suite, Jira, Notion, Google Analytics, content management systems, and more. Knox County, Knoxville-Knox County Planning.
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Successful completion of a curriculum leading to a bachelor's degree in an appropriate scientific field, e.g., engineering technology, physics, chemistry, architecture, computer science, mathematics, hydrology, or geology, may be accepted in lieu of a bachelor's degree in engineering, provided the applicant has had at least one year of professional engineering experience acquired under professional engineering supervision and guidance.
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You will lead the integration between multiple vendors and other government activities supporting the CLB Program and champion the CLB Hull, Mechanical, and Electrical (HME) lifecycle maintenance plan across HME System Integration Teams.
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Work focuses on designing, developing, measuring, calculating, calibrating and isodose distributions for patients undergoing radiation therapy under the direction of the Radiation Oncologist/Medical Physicist.
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For GS-05 Only: Successful completion of a full 4-year course of study leading to a bachelor's degree with major study in an appropriate field of engineering, engineering or industrial technology, construction, physics, drafting, surveying, physical science, or mathematics.
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You will serve as a GENERAL ENGINEER in the Undersea Warfare Systems Engineering Directorate of NAVSEA HQ FIELD SUPPORT. Within the Department of Defense (DoD), the appointment of retired military members within 180 days immediately following retirement date to a civilian position is subject to the provisions of 5 United States Code 3326.
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Military Spouse Preference applicants will receive priority consideration at the Full Performance Level (FPL) and if determined to be Best Qualified at the FPL, and selected, must be placed at the FPL. A BQ military spouse possesses knowledge, skills, abilities, and competencies comparable to others who meet the competitive referral criteria for the specific position.
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Experience with project management software tools (such as JIRA, Asana, Microsoft Project, Clarizen) Experience with project management software tools (such as JIRA, Asana, Microsoft Project, Clarizen.
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To ensure employee safety and health, NAVFAC FECs maintain personnel protection programs consistent with applicable laws and regulations. Occasional surveys and inspections of the Navy and Marine Corps' infrastructure will require some physical exertion (For example, crawlspace inspections, above and below deck pier evaluations, etc.
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Bachelor's level degree in an Engineering discipline, Physics or Mathematics and a Master's level degree in Operations Research or Mathematics or equivalent experience. MRC offers a competitive benefit plan to employees and their eligible family members that includes health, dental, vision, life, and disability plans, paid holidays, accrued leave, accrued vacation, 401K, profit sharing, as well as, any other state or federally required benefits.
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We apply advanced technologies such as Artificial Intelligence, Blockchain, AR/VR, Cloud Native and Quantum Physics to solve our customers’ missions in cyber, RF, undersea, interstellar and everything in between.
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FEATURED BLOG POSTS
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).
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.