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Requires experience providing top-tier support for 3 or more of the information security technology areas: 1) Access Control, 2) Application Security, 3) Business Continuity and Disaster Recovery Planning, 4) Cryptography, 5) Information Security and Risk Management 6) Legal, Regulations, 7) Compliance and Investigations, 8) Operations Security, 9) Physical (Environmental) Security, 10) Security Architecture and Design, 11) Telecommunications and Network Security.
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The Linux System Administrator will be the first point of contact for Tier 1 (Help Desk) and Tier 2 (Escalation) problem identification, diagnosis, and resolution. Provide Tier 1 (Help Desk) and Tier 2 (Escalation) support for problem identification, diagnosis, and resolution.
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2 or more years with tools such as ACAS, HBSS, Tanium, or Splunk. Expertise and experience conducting assessments and vulnerability scans against web, database, operating system, wifi and network devices using DHS CDM vulnerability scanning tool suites.
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The IT Support Engineer Tier 2 (MSP) will make heavy use of O365, Windows Server, VMware, Azure, and network troubleshooting/administration. The IT Support Engineer Tier 2 (MSP) should have at least a year of MSP experience and be familiar with ConnectWise, Autotask, or other MSP RMM/PSA tools.
$60,000 - $70,000 a yearFull-timeExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
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Microsoft Certified Solutions Expert (MCSE)Apply software updates, security patches and apply DISA STIGs∯*∯ Background Investigation Tier 5 (SSBI), IAT Level 2 ADP/IT IIStrong skills in MS Word, Outlook, Excel, Project, and PowerPointSuperior verbal and written communication skillsOccasional travel requiredAbility to multi-task, compromise, and solve problemsExcellent time management and ability to meet deadlinesExecute as-needed vulnerability scans.
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ABOUT THE POSITION The Riverside County Information Technology department (RCIT) is seeking an Unified Communications (UC) Engineer/IT Communications Analyst III for Tier 2 Operations. Tier II (Classic Member - Formula 2% @ 60): Applicable to local miscellaneous employees 1) hired after 08/23/2012 through 12/31/2012; 2) Previously employed with another CalPERS contracting public agency or a reciprocal retirement system, with a break in service of less than six months between the separation date with the previous employer and the appointment date with the County of Riverside.
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Keywords:Infrastructure, Cloud Networking, VNet, ISG, NOC, Network Engineer, Network Operations, Engineer, Tier 2, Tier Two, Tier 3, Tier Three, Remote Support, Escalation, Firewall, Router, Switch, OSPF, BGP, EIGRP, CCNA, VLAN, STP, SSL, VTP, NAT, MPLS, VoIP.
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Similar Jobs (3) Tier 1 Network Operations & Security Center (NOSC) Analyst locations 3 Locations time type Full time posted on Posted 30+ Days Ago Tier 1 Network Operations & Security Center (NOSC) Analyst locations USMS-Stenis time type Full time posted on Posted 30+ Days Ago Staff Network Engineer locations USMS-Stenis time type Full time posted on Posted 22 Days Ago.
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Ability to troubleshoot technical Tier 2 and 3 escalation issues and identify solutions in a fast-paced environment. Configuration, installation, and management of multiple network security systems to include next-gen UTM firewalls.
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We are seeking a highly skilled Senior Network Engineer (Tier 2, Tier 3) with significant experience working with products from Palo Alto Networks. Provide Tier 2 technical support to diagnose and resolve complex network issues and security incidents.
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Keywords:Denver CO Jobs, Tier 1-2 IT Support Analyst, Microsoft, Desktop, Server, Office 365, Active Directory, DNS, DHCP, Azure, Mac Devices, AutoCAD, Revit, LAN, WAN, Network, Networking, Support, Technician, MSP, Managed Services Provider, Colorado Recruiters, Information Technology Jobs, IT Jobs, Colorado Recruiting.
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BDO USA is a member of BDO International, the world’s fifth largest accounting network. Intermediate to advanced knowledge of network protocols, configurations, and operations preferred.
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Four (4) or more years of experience supporting and implementing network routers/switches/firewalls, required. Performs network assessments and wireless surveys. Cohesive global network.
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Tier 1 Network Operations & Security Center (NOSC) Analyst. Provide Tier 1 support analyzing network traffic and various log data to determine the threat/impact against the network, recommending appropriate countermeasures, facilitating the tracking, handling, and reporting of all security events and computer incidents.
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We’re seeking an IT Support Engineer Tier 2 (MSP) to work a hybrid schedule and visit clients in LA as needed. Partial WFH (2-3 days WFH) We’re seeking an IT Support Engineer Tier 2 (MSP) to work a hybrid schedule and visit clients in LA as needed.
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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.
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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.
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Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
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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.
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