Test, tune and troubleshoot microwave frequency antennas using network analyzers and antenna measurement equipment; engage in indoor and outdoor antenna testing, measurement and tuning for spec. compliance.
1. Work from assembly drawings, schematics, interconnect diagrams, wiring diagrams, written and verbal instructions, test procedures, layouts or defined plans as well as conduct a variety of tests including manufacturing verification, engineering tests, operational tests and fault isolation to component level.
2. Record test data and performs routine analyses to check applicability and completeness of data. Analyses results, prepares reports of findings and discusses implications of results with supervisor or design originator.
3. Contributes to redesign and modification of lab test equipment. Recommends modification to established test procedures and techniques to improve efficiency of test operations.
4. May perform test designs for Engineering.
5. Maintain a clean and orderly work area in concert with Lean 5S guidelines.
6. Provide input into the continual product and/or process improvement.
7. Practice safety guidelines in accordance with SAS and OSHA regulations.
8. Facilitate work teams for process improvements and problem solving.
9. Perform other duties as necessary.
10. Competent operator of roof top and slant antenna test ranges to provide antenna pattern testing.
11. Competent in testing of antenna feed structures.
12. Capable of TCDL RFE testing.
1. Exceed first pass yield by 95%.
2. Ensure customer delivery requirements are achieved.
3. Participate in proactive efforts to achieve departmental and company goals.
4. Comply with company policies, practices and procedures.
5. Handle changing deadlines and priorities.
6. Support ISO 9000-2000, lean manufacturing.
7. Assist in the paperless work environment.
8. Efficient in compiling electronic test verification data.
We are looking for a Senior antenna range technician. All candidates will need to have extensive experience in range testing of microwave antennas and be familiar with setting up microwave range facilities for complex acceptance testing to customer specifications. Candidates need to be us citizens and have or capable of obtaining a US government secret security clearance.
1. Two year technical degree or military RF/Radar schooling.
2. 5 + years in range testing of microwave antennas.
3. Familiar with setting up microwave range facilities for complex acceptance testing to customer specifications.
4. Experience with RF VNA and scalar network analyzer.
5. Located regionally (around 300 miles).
6. US Citizen.
Todd Kmiec & Associates
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spend some quality time with your IT people finding out if they have any answers to any of those values either already available or coming soon.
For corporate hiring, Sharepoint is very capable on the workflows, scheduling, and document sharing stuff and may save much money and admin time because it uses existing network accounts etc.
The key is how much recruiting you want to support v. literal applicant tracking. Recruiting is CRM and sales based activity, but a recruiting database can also be used to record diversity and compliance info. Today's recruiting means worlds of data, and you need to plan for interoperation between data resources- for analytics, integrations, etc.
The biggest mistake people in your spot make is buying an ATS when they wanted recruiting software. The next biggest is not using the IT resources that could be available when planning a new solution- avoiding IT and getting onto an island may be the easier path, and we vendors sure don't mind, but it does tend to defer pain (helpful) and later progress (not so much).…
because some employer reps/hiring managers are so used to aggressive job applicants being grateful for the opportunity to interview that they’re taken aback when one actually asks unexpected, insightful questions (that some may opt to take the 5th in response).
The difference, as you so aptly describe, Lisa, is that some job applicants are actually selective in choosing their future employer. I often remind hiring managers & HR types who will soon be speaking to one of my referrals—that “this candidate is highly qualified, and would be a good fit—BUT is not totally sold on leaving their current employer. So a bit of selling may be required on your end…otherwise you may scare her/him away.”
It always amuses me the ARROGANCE some employers operate on—as if they’re God’s gift (don’t get me started). I’m particularly sensitive to “C” operating employers who demand “A” proven/capable candidates.…
people looking for a decent opportunity. Now, how do we get more of them hired?
Randall, your own experience was very discouraging and makes me think, "There, but for the grace of God, go I." Unfortunately, it's also typical of what candidates are up against. The hiring standards are so exclusive that almost no candidates are "eligible," whether they are capable of doing the job or not. The hiring manager in you latter example is good case in point. They seem to think that if you haven't had a regular, full time job during this recession, then you're soiled goods and shouldn't be touched.
I think a lot of this attitude has to do with the fact that managers these days are under a huge amount of stress to demonstrate perfection. No mistakes, because just one gets you fired. I don't think I'd want to be a job seeker or a hiring manager either.…
marketers rely on quantity, not quality, which means that not only are the posts unoriginal and uninspired, but "refried" because you can only skim the surface so much before repeating yourself. I personally struggle with finding the balance between generating insightful, quality content and the metrics by which online marketing is measured, and think that they tend to be mutually exclusive. The other problem is that this market for content has become such a commodity that many producers are simply hiring recent J-school grads who know nothing about the market but know how to write using the inverted pyramid, which leads to more refrying (perfect word choice). Recruiters like you, who are not only practicing what they preach but are also capable of crafting killer copy with meaningful insights are a rare breed, and I really wish for the sake of my sanity there were more people out there like you.
Great read and even better takeaways. Thanks for this awesome post.…
t that technology isn't capable of assessing the soft skills and attitude of a candidate. We still need the human touch to assess if someone is a cultural fit for a company. I am especially fond of using collaborate hiring as an extension to the candidate experience. Using tech to automate the "mundane tasks" leaves more time for the team to properly assess candidates and select the best ones. At Recruitee, we're big proponents of this. If you want to know more about our thoughts on collaborative hiring and how to introduce your team to it, please feel free to download our white paper on the subject.…