Job Description:
Responsible for defining, designing, and implementing complex mechanisms, assemblies and structures for optical and laser based imaging products. Develops system architectures in conjunction with optical and electrical engineers that meet established requirements for weight, balance, size, rigidity and thermal stability. Conducts investigations or tests of considerable complexity. Plans, directs and reviews progress of major projects.

Duties and Responsibilities:
• Lead design activity and provide technical leadership for major projects. Must possess ability to provide technical guidance to other engineers. Participate in multiple projects simultaneously.
• Perform technology assessment through background research and investigatory experimentation. Evaluate technology alternatives.
• Participate in the architectural development of a product, and in particular, the mechanical subsystem, performing and sometimes coordinating complex performance tradeoffs involving other disciplines. Prepare detailed technical specifications for mechanical subsystems.
• Participate in technical reviews and assess technical risks associated with designs.
• Resolve product/process problems and support development of new products/processes.
• Release designs through configuration control into manufacturing. Create documentation and detail drawings as required. Verify conformance to cost goal.
• Play a role in capturing funded imaging sensor investigatory and design programs. Participate in proposal activity.
• Provide significant contributions to new product development, including patents, technical papers, and presentations.
• Promote the advancement of mechanical engineering design capability by instructing and mentoring lower level engineers on a regular basis.

Qualifications:
Typically requires at least a BSME degree plus a minimum of 15 or more years of related experience. MSME preferred. Requires extensive hands-on mechanical design experience that includes: structural analysis, tight tolerance opto-mechanical design, casting design and coordinating vendor/tooling tasks. Experience with leading a major project, proposal activity, technical papers, and presentations are also required. Must have strong computer skills with a version of PC-based CAD, CAE, and general office software. Must have several years experience with application of finite element analysis (structural required, thermal preferred) to optimize design. Must have proven experience in working with a multi-disciplined team of engineers, i.e., mechanical, electrical, optical, systems and software.

This leadership position is responsible to develop and execute Client’s Reliability Strategy with the goal of achieving best-in-class product reliability for our systems. This hands-on position will define and implement a comprehensive product reliability plan for each new product or product enhancement introduced. The goal is to produce dependable full mission capability for our customers.

Essential Job Duties and Responsibilities include the following:
1. Develop and implement methodologies and techniques to assess and enhance product reliability, on both subsystem and system level platforms.
2. Define & conduct testing strategies using Highly Accelerated Life Testing (HALT) and Highly Accelerated Stress Screening (HASS) as required to verify design and manufacturing concepts.
3. Generate MTBF predictions for both electrical and mechanical wear out and to make recommendations to improve product reliability.
4. Analyze and verify design parameters using simulation and test tools. Recommend design and process changes to minimize reliability risks.
5. Execute system level and subsystem level reliability studies to verify compliance.
6. Select, procure and utilize the necessary reliability equipment needed to run Systems reliability laboratory.
7. Support various programs, as required by providing support to the design through the performance of design tradeoffs. Failure Mode & Effects Criticality Analysis (FMECA)
• Fault tree analysis
• Reliability Prediction
• Weibull analysis
• Thermal management
• Reliability testing and Accelerated life testing.
8. Collection of FRACAS data and resolution of issues.
Working knowledge of the following specifications or equivalents:
• BELCORE Reliability standard and or MIL-HBK-217, IEC 60812, MIL STD 1629 (procedures for p

BS/MS in Reliability Engineering or Electrical Engineering and a minimum of 8-10 years’ directly related Reliability Engineering experience in the electo-mechanical or electro-optical industry. Working knowledge of Relex or other Reliability software. LABVIEW programming, PLC programming or script writing. Excel, block diagrams, fault trees, reliability graphs, hierarchical models, superior analytical and problem solving skills.

Top job search engines to use when searching for a job include:

1. OSISystems.com
2. Indeed.com
3. SimplyHired.com
4. Beyond.com
5. Monster.com
6. CareerBuilder.com
7. Dice.com
8. USA.gov
9. LinkedIn.com
10. Hound.com
11. JobCentral.com
12. JobServe.com
13. Jobster.com
14. Oodle.com
15. SnagAJob.com
16. TheLadders.com
17. TweetMyJobs.com
18. Trovix.com
19. HotJobs.com
20. OnTargetJobs.com

We hope you have enjoyed our list of top job search engines!

Find a Job – Employment Opportunities – Job Seekers – Employers

1. Recruiting company websites – we have spent more than 25 years building solid relationships with companies throughout the U.S. We don’t just fill positions – we build relationships. With dozens of employment opportunities available, we can find the perfect job for you!
2. Job search engines – job search engines like SimplyHired.com gather jobs from multiple sources accross the web. Here, you can look for jobs but you can’t apply to them.
3. Job boards – unlike job search engines which only allow you to look for jobs, job boards allow you to apply to jobs. Popular job boards include Monster.com and CareerBuilder.com.
4. Social networks – social networks can be great places to find a job. Many employers, and even employees, use job boards to post employment opportunities. Use your network and participate online. If you don’t have a referral, make one!
5. Newspapers – yes, they are still alive. Newspapers can be a great place to look for local jobs.
6. Friends – ask around. Do your friends know of any jobs that are currently available? Referrals make the best impression so if you have someone in your network that can and wants to help you look for a job – take the help!

How To Find A Recruiter: Step 1

Search, search, search. The internet is the best place to find a recruiter because recruitment firms are listed in just about every major business and employment directory. Try searches for recruiters in your area and searches for industry specific recruiters.

How To Find A Recruiter: Step 2

Ask around. Ask your network – how did they find their recruiter? Do they know recruiters? Would they recommend anyone for a recruiter? Referrals are a great way to find a recruiter.

How To Find A Recruiter: Step 3

Stay open. If you want a recruiter to find you – they will. Post your resume and make updates to your social networks. Let recruiters know you are looking for a job so they can contact you with any available opportunities.

How To Find A Recruiter: Step 4

Contact us! Recruiting in multiple markets across North America is what we do. Take the time to talk to us and we will provide a thorough, consultative, and confidential approach to helping you achieve your career objectives. We don’t just fill positions, we build lasting relationships. Contact us today to see how we can help!

About Opre Systems Inc.: Opre Systems Inc. has been serving job seekers and client companies accross multiple industries throughout the United States since 1995.

1. Before you can find a job, you need to put together a resume. An great resume will demonstrate your work experience and abilities. A resume is the first thing a potential employer will see – so stand out in your resume!

2. Next, you need to know what type of job you are looking for. Where do you want to work? What hours are you looking for? What industry do you want to be in?

3. Once you have your resume and know what to look for, you should contact people in your network. If you know someone at a company you are trying to apply – contact them! The best way to get your foot in the door is through someone you know.

4. Consider a recruiter. Recruiters, aside from having a very large network of companies, make finding a job a very simple process. They will help you will writing your resume, they will search for jobs and submit your resume to employers, they will assist in salary negotiations, and more. Recruiters have your best interests in mind and are there specifically to help you find a job!

5. Visit popular job search websites like Monster.com and CareerBuilder.com - see what jobs are available and apply to the jobs you are most interested in.

6. Don’t just apply to one job! Keep an open mind and keep your options open.

Having trouble finding a job? Looking for help finding the right position, at the right company, for the right salary? Contact Opre Systems Inc. today to see how our recruitment firm can help you.

The Employment Situation for December is scheduled to be released on Friday,
January 6, 2012, at 8:30 a.m. (EST).

Information as published on the U.S. Bureau of Labor Statistics website:

Household Survey Data

In November, the unemployment rate declined by 0.4 percentage point to 8.6 percent.
From April through October, the rate held in a narrow range from 9.0 to 9.2 percent.
The number of unemployed persons, at 13.3 million, was down by 594,000 in November.
The labor force, which is the sum of the unemployed and employed, was down by a
little more than half that amount. (See table A-1.)

Among the major worker groups, the unemployment rate for adult men fell by 0.5
percentage point to 8.3 percent in November. The jobless rate for whites (7.6
percent) also declined, while the rates for adult women (7.8 percent), teenagers
(23.7 percent), blacks (15.5 percent), and Hispanics (11.4 percent) showed little
or no change. The jobless rate for Asians was 6.5 percent, not seasonally adjusted.
(See tables A-1, A-2, and A-3.)

In November, the number of job losers and persons who completed temporary jobs
declined by 432,000 to 7.6 million. The number of long-term unemployed (those
jobless for 27 weeks and over) was little changed at 5.7 million and accounted
for 43.0 percent of the unemployed. (See tables A-11 and A-12.)

The civilian labor force participation rate declined by 0.2 percentage point to
64.0 percent. The employment-population ratio, at 58.5 percent, changed little.
(See table A-1.)

The number of persons employed part time for economic reasons (sometimes referred
to as involuntary part-time workers) dropped by 378,000 over the month to 8.5
million. These individuals were working part time because their hours had been
cut back or because they were unable to find a full-time job. (See table A-8.)

In November, 2.6 million persons were marginally attached to the labor force,
about the same as a year earlier. (The data are not seasonally adjusted.) These
individuals were not in the labor force, wanted and were available for work, and
had looked for a job sometime in the prior 12 months. They were not counted as
unemployed because they had not searched for work in the 4 weeks preceding the
survey. (See table A-16.)

Among the marginally attached, there were 1.1 million discouraged workers in
November, a decrease of 186,000 from a year earlier. (The data are not seasonally
adjusted.) Discouraged workers are persons not currently looking for work because
they believe no jobs are available for them. The remaining 1.5 million persons
marginally attached to the labor force in November had not searched for work in
the 4 weeks preceding the survey for reasons such as school attendance or family
responsibilities. (See table A-16.)

Establishment Survey Data

Total nonfarm payroll employment increased by 120,000 in November, in line with the
average gain for the prior 12 months (+131,000). The private sector added 140,000
jobs, as employment rose in a number of service-providing industries. Government
employment continued to trend down. (See table B-1.)

Employment in retail trade rose by 50,000 in November, with much of the increase
occurring in clothing and clothing accessories stores (+27,000) and in electronics
and appliance stores (+5,000). Since reaching an employment trough in December 2009,
retailers have added an average of 14,000 jobs per month.

Employment in leisure and hospitality continued to trend up in November (+22,000).
Within the industry, food services and drinking places added 33,000 jobs. This gain
more than offset a loss of 12,000 jobs in the accommodation industry. In the last
12 months, leisure and hospitality added 253,000 jobs, largely driven by employment
increases in food services and drinking places.

Employment in professional and business services continued to trend up in November
(+33,000). Modest job gains continued in temporary help services.

Health care employment continued to rise in November (+17,000). Within the industry,
hospitals added 9,000 jobs. Over the past 12 months, health care has added an average
of 27,000 jobs per month.

Manufacturing employment changed little over the month and has remained essentially
unchanged since July. In November, fabricated metal products added 8,000 jobs, while
electronic instruments lost 2,000 jobs.

Construction employment showed little movement in November. Employment in the
industry has shown little change, on net, since early 2010.

Government employment continued to trend down in November, with a decline in the U.S.
Postal Service (-5,000). Employment in both state government and local government has
been trending down since the second half of 2008.

The average workweek for all employees on private nonfarm payrolls was unchanged at
34.3 hours in November. The manufacturing workweek was down by 0.2 hour to 40.3
hours, offsetting a 0.2 hour gain in the previous month. Factory overtime remained
at 3.2 hours in November. The average workweek for production and nonsupervisory
employees on private nonfarm payrolls edged down by 0.1 hour to 33.6 hours. (See
tables B-2 and B-7.)

Average hourly earnings for all employees on private nonfarm payrolls decreased in
November by 2 cents, or 0.1 percent, to $23.18. This decline followed a gain of 7
cents in October. Over the past 12 months, average hourly earnings have increased by
1.8 percent. In November, average hourly earnings of private-sector production and
nonsupervisory employees increased by 2 cents, or 0.1 percent, to $19.54. (See
tables B-3 and B-8.)

The change in total nonfarm payroll employment for September was revised from
+158,000 to +210,000, and the change for October was revised from +80,000 to
+100,000.