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The Deputy Chief Counsel for Enforcement and Incident Management is the senior legal advisor for TSA on matters dealing with civil and criminal enforcement, international law, intelligence and analysis, cybersecurity enforcement, and incident management, within the transportation sector.
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Lead and support HazMat, emergency response, incident command, medical responder & confined space rescue teams. Assist with aspects of incident management, including tasks related to Workers’ Compensation claim management such as completion of C-2, C-11 forms, forwarding and filing dr.
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The Director will oversee a variety of services such as Tier 1, 2, and 3 Incident Response, Digital Forensics, Data Loss Prevention (DLP) Operations, and Litigation Support. Leadership and Strategy Development: Provide leadership and strategic direction for Incident Response, Digital Forensics, DLP Operations, and Litigation Support teams.
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Incident, Change and Problem Management for the services we provide for Site Manufacturing, Pilot Plant and quality control. Support commissioning and startup activity of new process control systems and manufacturing systems (Syncade, DeltaV, PLC’s, OSI PI historian, etc.
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Knowledge of Service Management and Operations processes in ServiceNow (Change Management, Incident Management, Problem Management, Request Management & Knowledge Management); ServiceNow/BMC Helix/Jira Service Management (implementations, transformations, etc.
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Manage caseload for students with behavioral, family, financial, academic, or other personal concerns, often in conjunction with the Dean of Students, Health Center, Residence Life, Campus Ministry, Accessibility Resources, and other units as needed, and support Title IX incident response.
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Software application development, electronic publication distribution, incident reporting, technical support services and supplying unclassified and classifieds networks for research, development and testing are just a few of the ways the Information Technology Division and ISB support NSWC IHD and the EOD warfighter.
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Complete Incident and Change Request tickets utilizing BMC Remedy IT Service Management and/or Service+. Provide advanced troubleshooting and resolution of security products such as HBSS, Nessus Agent (ACAS), and Carbon Black.
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As the Cybersecurity Manager you will provide technical leadership to SOC analysts in executing on cybersecurity strategy and NOAA incident response plan. Maintains incident response procedures by ensuring compliance to standards and policies, developing and conducting training programs.
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Ensure timeliness and quality of all in-house documentation (incident reports, progress notes, and milieu reports) as well as documentation required by DHHS, DOJ, DJJ, DPD and other appropriate stakeholders.
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3+ years' experience in cyber incident response/handling procedures. Work alongside federal clients to help them mitigate risk with the use of continuous monitoring and incident response.
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One or more of the following technical certifications is preferred: GIAC Certified Incident Handler (GCIH), GIAC Certified Forensics Analyst (GCFA), or GIAC Reverse Engineering Malware (GREM), EC-Council Certified Security Analyst.
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Collaborate within an Agile development team to ensure that incremental capabilities are delivered each sprint and develop Incident Response (IR) automation scripts and reusable integrations for InfoSec technologies (e.g., Phantom, Demisto/XSOAR, Splunk, CrowdStrike, Office 365, Jira, MySQL, etc.
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Manage and optimize the organization's use of Fresh service, a cloud-based IT service management (ITSM) platform, to centralize asset management, incident management, and change management workflows.
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Participate in an on-call and incident manager rotation. You have experience building incident response, security awareness, and corporate security programs, with at least 5 years as an individual contributor role.
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).