Development Engineer

BACKGROUND/EXPERIENCE: Requires a bachelor's degree in an accredited Engineering, Computer

Science, or Materials Science curriculum plus 3-5 years of experience. Incumbents must have demonstrated excellent analytical skills and the ability to perform complex assignments. Requires a self-starter with strong technical leadership skills. Must have ability to communicate technical information effectively with team members and others in the work group, as well employees in other units, customers, and suppliers.

Candidates should be experienced in performing elements as below:

Execution of Core Engine System validation activities
New product development technical issue resolution.
Conducting FMEA on components and systems to identify and address design risks and determine validation needs.
Plan and execute validation tests.
Conducting component and system design reviews
Keeping peers, team leader and management up to date with progress against planned activities.
Support resolution to production, test and field issues, diagnose issues to root cause, put in place containment actions, and develop permanent corrective actions. Work with suppliers and keep stakeholders informed of progress and decisions

Through this role, the successful candidate will have an excellent opportunity to take part in, and have significant responsibility for, the end-to-end design/development process for engine components and systems. This gives our employees true product ownership and the opportunity to see their products through to volume production.

Randstad CPE values diversity and promotes equality. No terminology in this advert is intended to discriminate against any of the protected characteristics that fall under the Equality Act 2010. We encourage and welcome applications from all sections of society and are more than happy to discuss reasonable adjustments and/or additional arrangements as required to support your application.

Candidates must be eligible to live and work in the UK.

For the purposes of the Conduct Regulations 2003, when advertising permanent vacancies we are acting as an Employment Agency, and when advertising temporary/contract vacancies we are acting as an Employment Business