Chief Information Security OfficerGLO CommsNew York, NYCISO/tenured security leader with a strong and deep technical background within the Crypto/Blockchain, Insurance, and FinTech space. We are searching for a ChiefInformationSecurityOfficer to spearhead Cyber and InformationSecurity Operations from all angles including further developing the businesses overall security posture, product, and brand across the globe. Starting at $250VP of Information TechnologyQuadrantFalls Church, VA5+ years of working experience as a CTO (Chief Technology Officer); VP-IT (Vice President- Information Technology) or similar role for a mid-sized business, especially a government contractor providing products and services to DOD.
The CISO assumes accountability for the daily tactical operations and overall strategic execution of the team under his or her leadership.
You will be the one to devise the companys IT strategy and ensure that all systems and assets necessary to support its operations and objectives are in place.
Chief Information OfficerThe California State UniversityVallejo, CAPosition Summary: Reporting to the Vice President of Administration & Finance, the ChiefInformationOfficer (CIO) is responsible for developing and executing university-wide IT strategy, advising, and collaborating with high-level executive areas, and ensuring its alignment with California State University (CSU) and California State University Maritime Academy’s (Cal Maritime) missions and strategic plans. $200 - $250Chief Information Security OfficerCA Department of InsuranceSacramento, CAUnder the general direction of the Enterprise Planning, Risk and Compliance Chief, the ChiefInformationSecurityOfficer (CISO) has significant responsibility for providing direction and oversight related to the implementation of informationsecurity practices ensuring protection of the California Department of Insurance (CDI) assets. $200 - $250Director, Identity And Access ManagementGeorgetown UniversityWashington, DCThis is a Senior-level position within the UISO that represents the Office of the ChiefInformationSecurityOfficer (CISO) on identity and access management across GU. S/he is the point-of-contact for the identity issues and concerns related to departments and organizations outside UIS, the representative of the organization's identity security presence to external parties, and will act as the contact point for external auditors and agencies relating to the IDM program.Business Development Director - Security & Privacy Risk (SPR)Rsm Us LlpChicago, ILDemonstrated experience leading complex sales processes that involve multiple team members and multiple decision makers including but not limited to the ChiefInformationOfficer, ChiefInformationSecurityOfficer, Chief Privacy Officer, General Counsel and Chief Financial Officer. $200 - $250
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.
If you’re like most of us, you’d love to be wealthier. Having more money would alleviate stress. It would make it easier to pay your bills and buy nicer things. Maybe it’d allow you to spend more time with your kids and go on more vacations. You’re not alone if you wish you could somehow earn a more significant income.
jobsearcher.com/blogHow to Write a Recommendation Letter for a StudentWhen a student applies for their first job or for their next academic degree, they don’t have much experience to showcase their skills and personal qualities. Hiring managers and admissions officers, therefore, often look at recommendation letters as a way to go beyond the student’s GPA and learn more about the student’s skills and personal qualities.
jobsearcher.com/blogRecruiting in a Recession: Hard Truths That Talent Acquisition Experts Must AcceptThe summer had economists from around the globe embroiled in a debate about a possible recession coming in the next few years (or months). As of October 2022, the U.S. Labor Department data put the current inflation rate at 7.7%. The recent layoffs in the tech industry are just the first of what is soon to be a string of cutbacks by companies looking to save costs. For recruiters, this means freezes in hiring and fewer openings. It will also include the uphill task of finding the best candidates for them from the coming influx of recently laid-off job seekers. Now is probably a good time to brace for tough times in the next few years in the talent acquisition industry. To survive and thrive recruiting in a recession, here are some hard truths you will need to accept.
jobsearcher.com/blog7 Importances of Organizational Culture and How to Build ItThe world of work has drastically changed in the past few years. Where a good salary and a nice office might have been enough to attract talent in the past, employees today expect flexibility, growth opportunities, and a healthy work environment. In fact, 77% of applicants say they’d consider a company’s culture before applying for a job.
jobsearcher.com/blogCollaborative Recruiting: The Key to a Better Talent Acquisition StrategyTalent acquisition is a multi-stage process where candidates undergo various application steps before getting hired. The unfortunate reality is that it is a labor-intense system, with the hiring manager and recruiter often handling all of the work on their own. Ask any one of them, and you will hear about the overabundance of applications and the demanding task of filtering through them to find the best candidates. The quality of talent suffers under the weight of all that work on one person's hands. It's not easy, but as many companies are starting to realize, there is a better way. The future of talent acquisition lies in collaborative recruiting!