Leverage your educational background in engineering and begin your career with Bray International, an industry leading manufacturer of valves, actuators, and controls products. During this internship, you will take point on one or two projects that are critical to the evolution of our business processes and manufacturing capabilities. You will work cross-functionally, gaining exposure and experience with different departments and positions. Success in this role will likely open the door for a permanent position within Bray. We are committed to hiring, training, and developing the next generation of leaders for Bray and we'd like you to be next. Mechanical, manufacturing, or electrical engineering degrees are preferred. This is a full-time 40 hours/week opportunity.

Prior internship or work experience, preferably in a manufacturing/engineering environment, will give you a leg up in adapting to our culture. You must be analytical, data-driven, and process-minded, but also willing to jump in and help out wherever it is needed. A history of rising to leadership roles in student organizations or extracurricular activities, though not required, will give you an advantage.

In our Global Technology Group, you will take on a challenging design project, in addition to sharing in the ongoing daily responsibilities of the group. You will have the chance to learn about our people, products, tools and processes in various engineering teams. Examples of possible projects include: designing a test procedure or test equipment for a new product; analyzing the design of a current Bray product or competing product; troubleshooting a problem reported by a supplier or customer; researching a new material or a calculation methodology; preparing product prototypes for validation testing; and overseeing actual product testing operations. If you're ready to join an organization where you can have a career, and not just a job, apply to Bray International today!

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)