Senior Electrical Transformer Designer 100K+ [JOB POSTING]

Let me show you how different a company can be.  We have been retained by a long term client to fill a Senior Electrical Design Engineer with power transformer experience.  Our client is a leader in their industry of power transformers.  Words like integrity have been used by employees when describing this organization. This is more than a Senior Transformer Design Engineering position this is an opportunity to work for a company that understands what company cultures should be. This is an opportunity to be a engineer and work on engineered to order products.  A engineers dream to create new designs and to be appreciated for your skill.

This position will design and help mentor less experienced designers. To plan and direct the accomplishments of product engineering objectives, specifically to support the company.  This position will provide technical guidance in design and guaranteeing sound engineering procedures, quality products and service to our clients and determine best practices for all North American facilities.

Duties and Responsibilities

  • Design medium voltage oil filled power transformers
  • Confers with customers regarding designs
  • Develops new products from the beginning concept to testing and full production
  • Assists production engineering staff to accomplish goals efficiently
  • Works closely to establish long-range operating goals and expansion of products
  • Leads research and development of new projects and products
  • Works closely with industry groups and committees to understand new and changing regulations that apply to the design of products in our industry
  • Collaborates with production and purchasing on materials and processes to optimize cost in design

Requirements:

  • Bachelor’s degree in electrical engineering or equivalent experience required
  • Ten years or more of experience designing power transformers
  • Previous experience working for a manufacturer of transformers

Benefits:

  • Competitive Pay
  • Relocation Assistance
  • Medical Insurance
  • Dental Insurance
  • Paid Holidays
  • Paid Vacation
  • Stock options
  • 401 K Plan
  • Short term disability
  • Long term disability

This position is the opportunity to apply your true engineering skills.  Our products are engineered to order and you are guaranteed to never be bored.  If you are looking for the next step in your career contact me Nanette[at]fosterconner[dot]com

All candidates must be able to provide proof of work authorization for the United States at the time of application. Our client can help candidates that are able to obtain a TN Visa through NAFTA and can transfer a H1B Visa.

Keywords:

Nanette Foster the electrical recruiter, Electrical Engineer jobs, Mechanical Engineer jobs, Power engineer jobs, General Manager jobs, Power Transformer Design Engineers, Power Transformer Test Engineers, Power Transformer Quality Assurance Engineers, Power Transformer Sales Engineers, Power Transformer Sales Managers, Switchgear Design Engineers, Distribution Class Switchgear, Paralleling Switchgear, Switchgear Sales Engineers, Distribution Transformer Design Engineer, Distribution Transformer Test Engineer, Distribution Transformer Sales Engineer, Magnetic Design Engineer, Magnetic Test Engineers, Magnetic Quality Assurance Engineers, Vice President of Engineering, Transformer Vice President of Sales, Distribution Transformer Vice President of Engineering, Distribution Transformer Vice President of Sales, Substation Design Engineer, Relay Engineers, Transmission and Distribution, Project Management, , Transformers, Substations, Switchgear, Utilities, Power Generation, Power Distribution, Power Transmission, Smart Grid, Motors, Drives, Air Core Inductors, Chokes, DI/DT Inductors, Pulse Transformers, Swinging Inductors, Ferroresonant Transformers, Current Transformer.

Specialties: Executive Recruiter in Power Transformer, Distribution Transformers, Magnetic Transformers, Switchgear and Substation, Distribution Class Switchgear, Paralleling Switchgear, Motors and Drives and sub-sets.

Electrical Design Engineer-Power Transformers [JOB POSTING]

Our client is a manufacturer of power generation equipment with locations in the USA.  The Electrical Design Engineer-Power Transformers is a very important role for the continued success of our client.  Due to growth in the organization and promotions this position is open.  When other employees have described the company culture of the organization words like integrity, generous and fun are just a few of the words they use to describe their experience.

The Electrical Design Engineer-Power Transformers should have three or more years of experience designing in a manufacturing environment.  We are looking for someone with knowledge of NEC codes and a strong understanding of electrical principles as it relates to transformer design.

Our client will offer an excellent salary, bonus and relocation package.  Please take a look at this video for a personal message from me regarding the position:

 

For immediate consideration please contact Nanette Foster the transformer specialist recruiter at Nanette[at]fosterconner[dot]com

All candidates must have the proper documentation at the time of application to work in the USA. No sponsorship will be offered.

Keywords:

Nanette Foster the electrical recruiter, President jobs in electrical, Electrical Engineer jobs, Mechanical Engineer jobs, Power engineer jobs, General Manager jobs, Power Transformer Design Engineers, Power Transformer Test Engineers, Power Transformer Quality Assurance Engineers, Power Transformer Sales Engineers, Power Transformer Sales Managers, Switchgear Design Engineers, Distribution Class Switchgear, Paralleling Switchgear, Switchgear Sales Engineers, Distribution Transformer Design Engineer, Distribution Transformer Test Engineer, Distribution Transformer Sales Engineer, Magnetic Design Engineer, Magnetic Test Engineers, Magnetic Quality Assurance Engineers, Vice President of Engineering, Transformer Vice President of Sales, Distribution Transformer Vice President of Engineering, Distribution Transformer Vice President of Sales, Substation Design Engineer, Relay Engineers, Transmission and Distribution, Project Management, , Transformers, Substations, Switchgear, Utilities, Power Generation, Power Distribution, Power Transmission, Smart Grid, Motors, Drives. “Nanette Foster the transformer recruiter”. “Nanette Foster The Power Generation Recruiter”

Specialties: Executive Recruiter in Power Transformer, Distribution Transformers, Magnetic Transformers, Switchgear and Substation, Distribution Class Switchgear, Paralleling Switchgear, Motors and Drives and sub-sets

Senior Electrical Design Engineer-Transformer [JOB POSTING]

Our company is a custom manufacturer of magnetic components such as dry type transformers and inductors. We design both analog and digital power supple controls. Due to growth in the market we are seeking an experienced Senior Electrical Design Engineer-Transformer with experience with power electronics and electromagnetic design and AC and DC custom power supplies.

We offer a rich benefits package which includes paid vacation, holiday and personal time, health, dental, life, short term and long term disability. We offer a flexible spending plan a 401K plant, tuition assistance and profit sharing. With an excellent work life balance. If you are interested in working for a company that allows you to wear multiple hates and allows for both professional and personal development this is the opportunity for you.

If you have these qualifications and have ever felt like a number or less than the most valued asset at your current company do yourself a favor and apply for this position!

Qualifications:

  • BSEE with at least 5 years of power electronics and electromagnetic design.
  • Experience designing power converts.
  • Experience designing high power 10kW and above AC and DC custom power.

Only candidates that have the qualifications and have legal authorization to work in the USA will be contacted.

Previous experience from a transformer manufacturer is highly desired.

Take a look at this video:

http://youtu.be/zpvEzKLmg8g

Senior Transformer Magnetics Design Engineer [JOB POSTING]

Summary:

The Senior Transformer Magnetics Design Engineer are responsible for the design and development of dry type transformers from 10kVA to 3MVA at both low voltage class (600V) and medium class (up to 15kV).

Responsibility:

  • Lead the design and development of high power magnetic components. Dry-type transformers, single and three phase.
  •  Support customer service with proposals, requirements definition, and with cost estimates
  • Knowledge of NFPA, UL, CSA and CE standards

What you need to have:

  • BSEE
  • Minimum of 5 years of dry type transformer design
  • Knowledge of IEEE standards

 

What we offer:

Rich benefits package, paid vacation, holiday, personal time, insurance, and 401K.  These are just a few of the benefits for working with our organization.

For more information please contact Nanette Foster the Transformer Recruiter at nanette[at]fosterconner[dot]com

 

 

Vice President of Engineering Transformer 100-145K [Job Posting]

Do you have a minimum of 15 years of experience in the transformer industry?  Have you been a manager?  If so, we have a client that is seeking a new leader for their engineering department.  This position will manage several individuals and will require critical thinking skills and good decision making.  We are not looking for a manager that only wants to push paper.  We are looking for a hands on engineer that can help mentor others and be involved in the manufacturing process.  This is not a position for a rookie.  There is opportunity for growth beyond this position.

Focus of Position: Medium voltage power liquid filled transformers. Non-standard, custom design and specialty applications.

Candidates that have worked in a job shop environment would be a perfect fit.

The Transformer Engineering Manager will be encouraged to participate in the IEEE transformer committee.

All inquires are in confidence.  For more information please contact Nanette[at]fosterconner[dot]com

Contingency VS Retained-which is better for the company?

For those of you who don’t know my background let me give you the Readers Digest version.  Girl is working for corporate America, girl meets boy in city she was transferred to, girl marries boy..girl doesn’t want to travel.  Hence, how my career began as a electrical industry recruiter.  After several years with a national agency, I left deciding that I wanted a more personal, client focused business.  But, what did that mean?  To me, it meant servicing fewer clients with better, faster results.  How does a contingency recruiter do just that without starving?  Simple, or so one would think.  Choose to only work on a retained basis.  Makes sense, right?  After all, I don’t think many people would show up for work without the guarantee of some kind of pay.  I mean let’s be candid here would any hiring manager show up daily, do a job and then not get paid?  That is what happens to contingency recruiters-we do a search, focus all of our attention on it, only to have the dreaded call the position has been put on hold.

So, in my quest for changing the world and bringing people together , these are the things I have learned.  Let me start with addressing why most recruiters work on a contingency basis.  Very simple it is easier to “sale” when you can say-“you will only pay my fee if you hire my person”.  In other words it cost you nothing to look at my candidate.  You only pay my fee if you hire them.  The challenge with this thought or idea.  The candidate you are interviewing is also interviewing with all of your competitors.  Since this is no longer 2009 and technical talent is at a premium, the company that moves the fastest and pays the best gets that candidate.  Folks forgive my honesty here but this is what happens.  Remember contingency recruiters only get paid if a offer is made and accepted.  They are going to give themselves the highest odds of getting an offer for that candidate.  Hence, a payday for them.  The big challenge of using a contingency recruiter with no sales ability…who do you think is selling the candidate on your position?  Bet, you never thought of it that way!

What does this mean to the companies that have a search that requires a giraffe, with pink and white polka dots and speaks four languages?  It means, that more than likely that search will not be worked on no matter how many agencies you give it out to.  Why?  Simple-they cannot afford to work on a search that is not exclusive and is more difficult than finding Nemo.  Now, my real epiphany is this, why is there not more retainers for technical talent when it is nearly impossible to fill the openings being created just by the Baby Boomers retiring, let’s not mention how many of us, that went to college in the 1980’s and 90’s and did not get technical degrees.  Yes, there is a HUGE shortage of technically competent candidates in the USA.

Let me try to get back on track and the whole reason I decided to write this today.  As I have been talking to those former clients the ones that I can now freely talk with (someday I will write about my feels on non competes) and they are filling me in on how they were “dubbed” by giving a retainer to someone that had no qualifications to fill the role.  In other words, someone told them they were an “expert” and this was the only way to get the position filled was to pay them up front…shame on those unethical recruiters…

I believe in the value of a retained model.  That stated, the only way I would EVER give a recruiter a dime of my hard earned money is to make sure of a few things.

  1. They must have a deadline to deliver an agreed upon amount of QUALIFIED candidates.
  2. That recruiter needs to be able to answer certain questions about said industry for me to believe they are an expert.
  3. Last but not least, retained searches should be paid based on performance.  I personally focus on a model that pays part of the fee at the start of a search but the remaining fee is not paid until the candidate says yes.

In closing, I now have such a clearer understanding of why companies do not want to do a retainer.  As I talk with them, I understand their frustration of giving someone a retainer and expecting results as they should!  My question is this…what results did that recruiter promise?  Was the fault more that the chosen agency didn’t know the industry?

I will end with this thought.  Retainers work, it is truly a win/win for each party.  The recruiter knows the company is serious and therefore will work on the search.  The company should have expectations of when the position will be filled.  But, the true question is are you working with a recruiter that specializes in your industry and can fill the position that needs filled.  Are you trusting a rookie with your most valuable assets-your future employees?