Free Professional Engineering Resume Templates

Free Professional Engineering Resume TemplatesFree Professional Engineering Resume TemplatesOur professional engineering resume templates will help you make your mark in your industry. Share your experience and skills in a polished and, well, professional way. Read through the sample to binnensee how you can craft your own.Create ResumeProfessional Engineering ResumeCustomize ResumeIndustry SnippetsBy perusing the free professional engineering resume templates, you will see the best things to include in your own. Professional Resume Pros and ConsOur templates are designed to meet the needs of job seekers who want to demonstrate their mature professional outlook in their careers. In your industry, you face big challenges every day. Dont make resume writing one of them.Pros Resume formatting is appropriate for companiesPros Easy reading for hiring managersCons Employment gaps are impossible to downplayCons You cant brand yourselfResume TextALEXSUMMERS123 Street,City, ST, 12345 H (123) 456-7890 C (123) 456-7890 emailisp.comProfessional SummaryProfessional Engineer with seven years of experience in civil engineering, project management, and land development. Expertise in managing all elements of projects, from initial planning to completion while managing multimillion-dollar budgets. Highly skilled in providing oversight and guidance to engineers, subcontractors, and vendors. Track record of success in consolidating companywide policies to streamline operations. Proficiency in AutoCAD and Civil 3D.Skill HighlightsLand developmentHydraulics and hydrologySubdivision planningProject managementRegulatory complianceQuality assurance and controlProfessional ExperienceCivil Engineer 2/1/2013 PresentJohnson, Simon, and Associates Atlanta, GAPrepare civil engineering design projects for residential, commercial, municipal, government agency, and educational clients.Coordinate with consultants and clients to design subdivision plans, site development plans, municipal proje cts, and road improvement plans worked with regulatory agencies to obtain project approvals.Design site and subdivision plans, and conducted feasibility, drainage, and flood plain studies.Produce construction plans for street and utility systems, storm water management systems, and abtragung and sediment control design.Spearhead project quality assurance and quality control reviews.Civil Engineer4/1/2006 1/1/2013Liberty Federal Services Athens, GADirected all facets of engineering work on environmental projects from initial planning and design through procurement, construction, and reporting.Compiled data for project reports, collect and compiled field data, assist with proposal efforts, and document technical data for management review.Prepared labor and material estimates and design packages for clients.Led development, planning, and design of field investigations and remediation repair system.Oversaw subcontractors, manage quality control, and implement remediation repairs.Proj ect Engineer6/1/2001 3/1/2006Johnson, Simon, and Associates Athens, GATracked, communicated, forecasted, and managed project costs, and executed project-specific changes and risk management procedures.Worked with project management to prepare project baseline schedules, time impact analysis (TIA) schedules, monthly schedule updates, shutdown schedules, and weekly look-ahead schedules.Completed RFIs, submittals, and associated administrative procedures to achieve established start dates.Conducted inspections, completed documentation, and fulfilled administrative requirements to procure, maintain, and terminate necessary environmental permits.Executed project-specific document control processes and procedures.Managed, reviewed, and submitted payment for subcontractors, vendors, and invoices generated onsite administered project procurement and purchasing plan.Logged completed quantities to facilitate invoicing, scheduling, and budgetary monitoring.EducationMaster of Science Civil En gineering (cum laude) 2001University of Georgia Athens, GABachelor of Science Civil Engineering (magna cum laude) 1999University of Georgia Athens, GAChi Epsilon MemberCertificationsProfessional Engineer, National Society of Professional EngineersCertified Project Management Professional (PMP), Project Management Institute (PMI)

Change Your Industry, Change Your Luck

Change Your Industry, Change Your LuckChange Your Industry, Change Your LuckIts a good tactic, and one that can enrich and extend your career, according to some veteran industry switchers.When an industrys job market crashes as hard as financial services has recently, top recruiters see a flood of applications from people eager to get out of a tight market and apply their skills in another.Its a good tactic, and one that can enrich and extend your career, according to some veteran industry switchers. Switching industries tends to be easier for more junior people, career experts told Ladders, and smoother for those who have moved from one industry to another throughout their careers than for those who have worked in only one market.But it is doable, even for senior executives with a long history in one industry and even in a market in which employers are demanding very specific sets of skills, according to Robert Hawthorne, president of Hawthorne Executive Search, a member of Ladders community of recruiters.About a quarter to a third of the placements in which Hawthorne is involved will entail a client hiring someone who has little or no experience in the hiring managers industry for an executive slot, Hawthorne said.I call it the best-athlete scenario, he said. If you get a real star, someone with a legacy of accomplishment, who has a passion for what they do, Ill tell a company they should interview this person anyway.We have seen a lot of career changing over the past 18 months, according to Michael Neece, chief strategy officer of PongoResume, an automated resume-writing service, and InterviewMastery.com, a job-interview training site. Upwards of 27 percent of our clients are either changing industries or coming back into the workforce after time away.The recommendations of trusted recruiters (who may have worked with the same set of employers for years and are intimately familiar with the companys needs and culture) are incredibly important for targeting jo bs at the very high end of the job market, according to Sharon, a member of Ladders and former top-level absatzwirtschaft executive with Bear Stearns and other Wall Street companies who left her last job at an investment bank voluntarily in the spring.Retained recruiters will have a kollektiv for each industry, Sharon said. The person in financial services can come to a meeting with recruiters specializing in other areas and say, I have this great candidate in financial services who wants to make a change, and pass that person along to the technology group or other appropriate departments.I am the Product But its not necessary to get heroic assistance from an outside source or from one recruiter whos a particular fan to make the transition successfully, according to Clark Christensen, a career-long industry switcher who is currently chief financial officer of Atlanta-based PS Energy Group Inc. All other things being equal, the industry experience does help, but not so much that it t rumps other factors and other skills, Christensen said. You do have to sell to the business youre coming to that you have the skills that are necessary and once youre in the business, you understand the industry more and get better at what you do.But early on I decided I welches the product that my skill sets and aptitudes and competencies were the product and that they could be applied in more than one industry, Christensen said.Christensen, who started his accounting career as a consultant, moved into international auditing and accounting roles at Coca-Cola, headed up Cokes Moscow bottling operation and advanced to director level before deciding hed rather live in the U.S. Since then hes been head of financial operations at retail-services company Miller Zell and chief financial officer of logistics at shipping-service company Global Link Logistics Inc.Constantly marketing yourself by taking part in local and national professional groups, networking with both old and new contact s as if youre always looking for a job, and keeping your resume fresh and available is critical to broadening your career options and finding openings in industries outside your own experience, Christensen said.Function Versus Industry Unless youre in one of the core functions of an industry an investment analyst at a brokerage, for example, or underwriter in insurance its not that hard to separate your job functions from the industry in which you work, PongoResumes Neece said.Industry experience is highly overvalued, Neece said. Someone could work in a core operation, but their personal core skill set is being a salesperson when theyre looking to make transitions from one industry to another, theyre just looking for a way to do a similar thing in a different place.Its also possible, Neece said, to freshen your career prospects by changing departments rather than changing employers or industries. When I was at Fidelity, we had equity and fixed-income analysts who were tired of do ing the same thing every day. One of the things people did was go into compliance, where they were charged with making sure the composition of portfolios theyd been building was in compliance with company policies. Or you could move from the trading floor to being a recruiter looking for other people with similar skills. Take baby steps instead of a big shift.The key to making the move successfully is to not only inventory your own skills, but to package them so theyre appropriate for the industry youre targeting, according to Cheryl Palmer, certified career coach and president of CallToCareer.com.The only way to do that is to understand how the specific requirements of the industry youre targeting change the way youd do your job, she said. Understanding an industry at that level isnt difficult but does require research, Palmer said, whether that means reading reports on hiring or outsourcing trends in the industry from the Bureau of Labor Statistics or taking a contact from that in dustry out to lunch to pick his or her brain about the job market.Employers dont want a long learning curve, Palmer said. They want someone who can speak the lingo and hit the ground running. The trick is to convince them that you can contribute right away. So read trade journals, talk to insiders, and get a really good handle on whats going on in that industry and in that company in particular.Another alternative is to become a pioneer within the same company rather than leaving to do innovative things, according to Josh Klenoff, leading career coach for Ladders and president of JKCoaching.com.I had one client who didnt like the company he worked in but ended up pitching a new type of business to management and leading that himself. He was happier there than he would have been leaving for another job, Klenoff said. One mistake people make early in their careers is that they cede management of themselves to their managers. But no manager will ever care as much about your career as y ou do yourself.Its important to make a regular assessment of your job skills to keep tabs on how employable you are and think periodically about what direction you want your career to take, Palmer said. But its critical to be able to do that analysis from a potential employers point of view, not just your own.The right skill set is a good starting point, but you need to present yourself well on paper and articulate what you can do for the employer right off the bat in an interview setting, Palmer said.

Never underestimate the impact of a single rotten apple

Never underestimate the impact of a single rotten apple Never underestimate the impact of a single rotten apple What do you think is more likely to happen when a lazy person joins a highly productive team?Option A:  The lazy person gets inspired by the productive people and their positive mindset. The lazy person automatically gets elevated to their level. Option B:  The productive people in the team become lazy over time.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!It can’t be scenario B, right?! That’s not how it works. The lazy person is by himself. There’s no way he can influence the whole group!When the lazy person is surrounded by productive people, he’ll be inspired to do more work as well. That’s what most of us  think  will happen.But in my experience, and from what I’ve learned from others, the opposite happens.One  negative person can easily destroy the group dynamic. So why do many of us believe that Option A will happen? It’s because you look at yourself.When you have good intentions…You expect that other people are also like that. I get emails from frustrated readers all the time.Leaders who can’t seem to inspire their team. Men and women who are tired of their partner’s destructive behavior. Parents who can’t watch their child throwing away their future.These problems are serious and happen to every person who aims up in life. If you are positive and try to make the best of your life, you expect that it will rub off on other people.That’s because people like you and I have good intentions. We want the best for others and for ourselves. When you treat yourself with respect, you can’t imagine that others are screwing up their lives.How one person destroys the collectiveI always thought you could pull up people to a higher level. After all, I’ve always lived that way myself. I looked at people who were ahead of me and got inspired by them. I’m still like that.Good people make you better. But that’s not how it works for rotten apples; people who gave up on life. It took me many years to accept that harsh reality about life.In  Poor Richard’s Almanack, Benjamin Franklin wrote this in the  18th century:“The rotten apple spoils his companion.”When you allow a rotten appl e in your life, you are accepting their behavior. It’s not on them. It’s on us.  We  are the ones who enable them. I’ve made this mistake as well. And in fact, in the past, I’ve behaved like a rotten apple as well. That’s how I know it has a such a big impact on people.But because I changed, I thought that you should others indefinite chances. That only screws up the group dynamic. Remember, life is not about you. It’s about the common good.So what happens when you allow a single rotten apple in your group? The group falls apart. One of my friends, who’s the CEO of a mid-sized company, recently told me about making the mistake to hire a negative person. His sales team performed great and posted double-digit growth 5 years straight and he wanted to expand.The guy he hired had a great resume and performed well during the interview process. Within the first 6 months, he even made several sales. But after that, he started slacking off, gossiping, and acting negatively towa rds leadership. And gradually, the other sales execs started doing the same. These were people who performed well before.Over an 18 month period, sales of almost all team members declined. When I talked to my friend recently, he finally had fired the negative person. But it was already too late. He had to rebuild his team. He said that, in hindsight, he should have gotten rid of that person earlier. He ignored many warning signals because he wanted to “give the guy a chance.”Become a student of humanityLook, this is one of the most difficult things in life. I’ve experienced situations like that as well.  A single bad employee can set your company back for years.And how often do you see that a  single  bad relationship screws up all your future ones? Again, it’s the power of a rotten apple.As a realist and  pragmatist, I think we should avoid those folks. But because they are good at acting, it’s difficult to spot them. It’s not like they have a sign on their forehead tha t says, “AVOID ME.”So what  can  we do? First, we must do the right thing and always have a positive attitude. Second, we must become a student of psychology and human nature.I highly recommend everyone to study the work of Robert Greene, who dedicated all his books to this problem. Don’t use books like  48 Laws Of Power or The Laws Of Human Nature  to deceive people and get what you want.No, use the books to SPOT people who try to do that. To fight your enemy, you must know his every move.It’s not all badBut all of the above does NOT mean people are inherently bad. Far from it. People are good. I sincerely believe that.The most successful societies in the world are based on trust. We need to do everything in our power to keep it like that. And we must improve ourselves so our civilization improves over time. Gandhi famously said:“You must not lose faith in humanity. Humanity is an ocean; if a few drops of the ocean are dirty, the ocean does not become dirty.”Even though with social media today, it doesn’t look like it, but the majority of people are still good. Do not forget that. And if  we  are also good, those few rotten apples will eventually only spoil each other.This article first appeared on DariusForoux.com .  You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people

Survey 93% of Americans dont lend money to coworkers

Survey 93% of Americans don't lend money to coworkers Survey 93% of Americans don't lend money to coworkers Research has found that 69.3% of Americans think paying bills on time shows that someone is “well-off,” but other data makes clear how far people would go to help someone else out financially.Recent numbers from Lexington Law show that only 7% of Americans say they’d lend cash to the people they work with. But  the data also shows that men are 30% more likely than women to charge interest to friends and family.“Though the IRS requires that any loan be paid back with interest, even one to a friend or family, almost 80 percent of people never even consider that possibility,” according to the write-up.In terms of how the research was carried out, more than 2,000 Americans took the survey for the site.Here’s who Americans are open to lending money toThe results show that closest family members came in first place, but almost half said that they don’t like this idea at all: “Immediate Family:” 47% “No One:” 44% “Friends:” 20% “Extended Family:” 12% “Coworkers:” 7% But money matters can be tricky. That being said, there are certain things to keep in mind - like how to set expectations. Priyanka Prakash, a Senior Staff Writer at Fundera, told Bustle how to make the money lending process easier.“Even if you are a friend or family member of the borrower, draft up a quick note that contains the essential terms: the loan amount, the repayment deadline, the interest rate, the frequency of payments, and any late fees,” she told the site.Also, remember that the money you have to support yourself will come and go over time. After all, research has found that Americans spend an average of nearly $3,000 annually on different vices, such as takeout, lottery tickets and more.

The Power of One-on-One Meetings

The Power of One-on-One Meetings The Power of One-on-One Meetings Ever since Ben Horowitz wrote about one-on-one meetings in 2012, their popularity has increased and have been becoming a standard for many startups and small companies. Why? Because one-on-one meetings are a foundation for great companies. We know because we built our company on them. Heres what weve learned.What’s a one-on-one and what’s its objective?Traditionally, its the CEO who does all the one-on-ones in a small to medium-sized company. The goal is to build a strong relationship with every individual in the company and grow from the inside, one employee at a time. But these meetings also serve  to spot potential problems early on and avoid or tackle them as soon as possible. CEOs also use one-on-ones as a communication channel that brings transparency they can communicate important decisions and answer any questions that people might have. The format of the meeting allows the employees to share their thoughts, even give feedback to the CEO directly. It should be a safe env ironment where anything can be discussed. However, Horowitz wasn’t the first person to introduce me to this concept. It was David Coallier, who wrote about their objective and the impact on his company when he was a founder and CEO of Barricade (recently acquired). I was thrilled!Why we started doing one-on-onesWhen I started at as the first Dublin employee in 2016, I flew to meet the rest of the team and join them for a Power Week.  It’s something we do twice a year to work, hang out, and triple our productivity and fun. My goals for that week were:To understand what worked and what didn’t in the company To kick off some initiatives I had already identified were neededTo get to know everyone on the team The one-on-ones were the perfect format to achieve those three goals. During that Power Week, I did 13 half an hour one-on-one meetings, one with each of the employees and the founders. The meetings had an immediate impact on solving challenges pretty much on the spot. Thats why we decided to introduce  them as a regular practice. First within the leadership, and soon after that across the whole organization.How we do one-on-ones across the companyWhen we introduced one-on-one meetings across the organization, we were soon to be 20 employees and it wouldnt have been scalable if they were centered around the CEO. So instead, one-on-ones became a shared responsibility of the leadership team.We all agreed on 2 key aspects of the meeting:the employee dictates the agenda it’s their meeting rather than the manager’s, its a safe environment for the employee to share and ask anything   that could be related to their personal and professional development, to the company, team, product, or a specific situation that theyd like input on.And while we agree on those, we also have a lot of freedom to experiment with the agenda, approach, even the format, or frequency. Today, the one-on-ones at reflect our own personal styles and their adoption as a regular pra ctice came naturally. We do three types of one-on-ones within depending on the lead’s personal style:Solely focused on coaching listening,  in which  we discuss the individual’s personal growth inside  and outside of the company, including focus on self-discovery, and self-actualizationSolely focused on advising when we give feedback, where we discuss more operational topics, specific challenges, and brainstorm together how to solve them A combination of listening, coaching, and advisingRelated articles:Ving Tsun the martial art that’s improving our team’s productivityThe key to Leanplum’s epic growth? Company culturePower Week the one event that tripled the productivity of our teamHow one-on-ones help me as a CSOTo help the person get the most of the one-on-one, I ask them to share with me the topics they’d like us to discuss prior to the meeting. I do them every couple of weeks. I lead the one-on-ones with 4 people on the teamGeorgi, co-founder CEO Volen, co-found er COO CMO Dimitar, cofounder CPO Nikolay, customer success As a CSO who brings the long-term strategy into life in the mid to short term of the company, I need a regular overview of the current state of every bit of the company. The one-on-ones with the cofounders help me align the leadership team, calibrate our understandings of certain challenges and solutions for them, as well as give us a platform to help each other and take actions quicker. Our conversations with Niki from the Customer Success Department help me understand his challenges and support him in any way I can. For example,  will I advise him how to identify and overcome a challenge. Well brainstorm how to solve it together.Some one-on-ones are focused on growth and pushing our limits. We dedicated one of the meetings to discuss Niki’s Top Strengths. We reviewed each one of them and discussed what he enjoys the most about his role. That also helped us shape the role of the second Customer Success person that we are going to hire in Dublin. Thus, their skills will be complementary to one another and they can help each other.Questions I often ask during one-on-ones:What do you want to talk about today?What’s worrying you at the moment? That could be personal or professional. If it creates anxiety and the person wants to talk about it with me, we talk about it. When people dont feel happy or successful in their personal lives, its unlikely that they will grow to their full potential professionally. Why is that a problem? That helps me understand if we are looking at a symptom or the source of the problem so we can focus on what would make an impact rather than do a temporary fix on the surface. How can we solve this problem? Once we have identified the problem, we analyze it together, even brainstorm how to approach it. Sometimes we talk a bit how I would approach it or have approached it. For example, frequently  overcommitting results in an anxiety and in those cases, we sit down togethe r, list all of the things on their mind, prioritize them, reprioritize them, and delegate or drop a few things.When others lead one-on-ones with meIt’s not a coincidence that Volen our co-founder COO, and Denitsa our Team Operations both have one-on-ones with me. Volen often helps me with various challenges. Sometimes these are anxieties related to working remotely. When  working  on your own, physically removed  from anyone else on the team, it makes all the difference in the world to feel listened to, heard, and to hear “Okay, how can we fix it? No problem, we will solve this immediately”. Conversations with Denitsa have a different purpose. I talk to her about my experiences as a remote employee. This allows us to be a more remote friendly company, from the onboarding we do for new employees and  the benefits that we offer to the way company-wide meetings are structured. What’s next?Almost every one-on-one helps us identify current and potential challenges. We’ve ta ckled the majority of those on our own. But, we’ve also realized we occasionally need  help with some of those personal and professional challenges. We’re excited to share that Velina joined us as Talent Leadership Catalyst, to help us with the personal and professional success of everyone at . Currently, shes working with the leadership team and gradually starting to work with the rest of the team. How to balance one-on-ones and performance reviews?This will be a follow-up article in the upcoming weeks, so keep an eye on the blog. In the meantime, I would love to hear your thoughts on one-on-ones. Feel free to post them as comments or email me directly at vessy@.com.I’m based in Dublin, so shout out if you are around for a coffee. Also, I’m currently hiring here for a few roles:

U.S. Navy Brown-Water Sailors

U.S. Navy Brown-Water Sailors U.S. Navy Brown-Water Sailors The “Brown Water Navy” or Coastal Riverine Force was established during the Vietnam War and the  primary mission is to conduct maritime security operations by securing and defending the Navys high-value assets, critical maritime-infrastructure, ports and harbors both inland and on coastal waterways. In 2012, the Navy merged Riverine Forces and Maritime Expeditionary Security Forces to form the Coastal Riverine Force.  Under the parent command, Navy Expeditionary Combat Command (NECC), there are 22,000 Sailors assigned to NECC and half of which are Reservists who play an integral and mission critical part. There are currently seven squadrons within the United States with detachments abroad. Coastal Riverine Group ONE is comprised of Squadrons 1, 3, and 11 and are home ported on the West Coast. Squadron One is located in Imperial Beach (San Diego), Squadron 3 is in North Island (Coronado), and Squadron 11 is located in Seal Beach CA (San Diego) with detachments in Guam. Coastal Riverine Group TWO is comprised of four squadrons. Squadrons 2, 4, 8, and 10 are home ported on the East Coast.  Squadrons Two and Four are located in Little Creek VA. Squadron Eight is located in Newport RI, and Squadron 10 is located in Jacksonville, FL with detachments in Bahrain. The overall force currently consists of both active and reserve service members who operate more than 100 boats, weapons, and surface warfare gear.   The Brown Water Navy Training 21st Century Back in 2006, the need for a Coastal Riverine Force throughout the world where our Navy is present increased significantly. Not only here at home but abroad in war zones. The Navy’s first Coastal Riverine Group Squadron (RIVRON) of the 21st century completed Common Combat Skills training, the first phase of pre-deployment training at the School of Infantry (SOI) at Marine Base Camp Lejeune in 2006. Nicknamed Devil Squids by the instructors of SOI’s Instruction Training Battalion, RIVRON 1 received training in basic infantry skills, which they’ll continue to build upon until qualified to deploy. Riverines are being re-established by the CNO (Chief of Naval Operations) to extend the Navy’s reach back into the brown water internal waterways and rivers around the world. Many of the regions of instability are on rivers and waterways â€" in terms of boundaries and symmetric threats â€" that aren’t as easily viable as at sea with the ‘blue-water fleet. The FTX (field training exercise) training received will provide the foundation to continue developing individual and collective skills or competencies throughout their pre-deployment training cycle. They’ll build on those skills and when they move onto the more collective tasks and train as boat teams and detachments, every single Sailor is on one common ground. RIVRON 1 is comprised of Navy personnel of different ratings. Although this re-established brown-water Navy has a completely different mission than its blue-water predecessors, their job skill sets are valued on both platforms. Boatswain’s mates are combat coxswain of the small craft, OSs (operations specialists) will run our operations center, Seabee Sailors will take charge of the combat gear. It started out as a variety of rates, and they are all true to their rates â€" core rates doing the core missions, but applied in a different way. As a new command, these individual Navy ratings have built the foundation to become the new Enlisted Expeditionary Warfare Specialist. Now, the Enlisted Expeditionary Warfare Specialist Insignia is earned when assigned to the Coastal Riverine Force subordinate commands. RIVRON 1 Sailors continue combat training in July on machine guns, while officers and chief petty officers take leadership and tactical skills courses. Upon completion of the month-long training, the squadron enters the second phase of their training at Special Missions Training Center Camp Lejeune and are taught skills to operate small boats. The final phase of training involves the headquarters element. With the three separate detachments, everyone goes through a FEP (final evaluation problem) exercise to certify the command for deployment. The Riverine Squadrons deploy as an element to the Middle East and have made Naval History again as bringing back the Brown Water Navy Sailors into the 21st century. The commands are excited to have made history, become plank owners and now have over a decade of forward deployed experience in dangerous zone around the world. The types of missions assumed by these Riverine Units are the following: The Coastal Riverine Force is trained and equipped to conduct, port and harbor security, high-value unit security and escort, surveillance and reconnaissance, insertion and extraction of small units, and command and control for supporting assigned units.  Coastal Riverine Force members are capable of conducting 24-hour operations in all weather conditions and climates.

Dream internship alert Help save sea turtles in the Maldives

Dream internship alert Help save sea turtles in the Maldives Dream internship alert Help save sea turtles in the Maldives Love the ocean and want to do good by rescuing sea turtles who need your help? The Olive Ridley Project, whose mission is to clean up our oceans and help sea turtles, needs interns for two weeks during the month of August to work at the Marine Turtle Rescue Centre at Coco Palm Dhuni Kolhu, a luxury resort in the Maldives.It’s the first and only rescue center in the Maldives to be led by a veterinarian and is fully decked out with surgical and diagnostic facilities to rescue, rehabilitate, and then release our marine friends back into the ocean.Your duties will include: Attending rescue missions to collect turtles in need Assisting with the release of rehabilitated turtles back into the ocean Observing surgeries and medical procedures Cleaning holding tanks Interacting with guests who visit the center and giving them information on the turtles staying at the center Posting on the Olive Ridley Project’s social media platforms, to update on your personal progress and show a behind-the-scenes look of the Rescue Center. The position is unpaid but includes airfare, accommodations in a guest villa, dining at the hotel’s Cowrie restaurant, a sunset cruise and a guided snorkeling trip.Apply here  via 2-3 minute video application and a 500-word cover letter detailing why you would be a great fit. No previous experience is required, but you must be interested in working in a related field. Due date is July 1, 2019.You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs