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Deep understanding of organizational/human behavior, policy design, employee training, third-party audit processes, cloud architecture, software engineering, customer due diligence, red-team penetration testing, and vulnerability discovery/remediation program management will be required.
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As a Security Engineer, Vulnerability Management at RingCentral, your primary responsibilities will be to perform vulnerability scans of our systems and networks, and monitor, triage and track remediation of vulnerabilities.
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O Vulnerability assessment and reporting including comprehensive understanding of Vulnerability Management methodologies and procedures, threat assessment, and remediation management.
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Ability to operate a vulnerability scanning, data analytics technologies, and industry best practices for vulnerability management, risk analysis, and vulnerability remediation plan development with proper training.
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In preparation for external inspections, track and verify DeCA's compliance with vulnerability management (i.e., flaw remediation) requirements and timelines to ensure an acceptable level of enterprise risk is maintained.
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The Manager, Vulnerability Management functions as a technical expert in the area of vulnerability scanning and remediation tracking. It requires the ability to communicate with technical and non-technical stakeholders, relay the importance of the vulnerability management activities, the risks presented by findings, and potential remediation actions.
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Triage and respond to security tickets (vulnerability remediation, incident response, legal requests) in an escalated support model with the IT Help Desk. 4+ years of experience in information security in areas like VPN, DLP, MDM, Shadow IT management, endpoint protection, VDI, SCIM and Identity Mgmt (e.g. Okta.
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Find even more open roles in Ethical Hacking, Pen Testing, Security Engineering, Threat Research, Vulnerability Management, Cryptography, Digital Forensics and Cyber Security in general - ordered by popularity of job title or skills, toolset and products used - below.
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Minimum of 5 years related work experience required, including experience with cloud security engineering, cloud vulnerability management, or general cloud cyber security. Were excited for a Senior Cloud Security Specialist to join our high-energy Vulnerability Management team to help shape the future of Vanguards attack surface management.
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Vulnerability assessment and reporting including comprehensive understanding of Vulnerability Management methodologies and procedures, threat assessment, and remediation management.
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Our client, a successful financial technology and services company, currently seeks an experienced Cybersecurity Vulnerability Remediation Analyst to analyze the Vulnerability Threats using company’s EDR (CrowdStrike) and SIEM (SecureWorks Taegis XDR) tools.
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Stay informed about industry trends, security standards, and regulatory requirements related to vulnerability management. Research emerging threats and security best practices to continuously improve our vulnerability management program.
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Cybersecurity Vulnerability Remediation Analyst. Update Change Management Database (CMDB) and compare to Baseline for anomalies. Use company’s tools (EDR, SIEM, GFI Languard Patch Manager) to report on existing vulnerabilities with targets for remediation.
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Active participation in the Information and Cybersecurity, Bank Vulnerability Management, and Data Loss Prevention programs, including efforts related to vulnerability remediation planning, tracking, implementation, threat research, log analysis, end-user security education and training, and recommendations for process improvement.
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Provide technical leadership to the information vulnerability management process, including developing and managing remediation activities. Use internal solutions to report on open vulnerabilities, remediation progress, remediation compliance, and vulnerability metrics for use by technical, management, and executive stakeholders.
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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.
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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?
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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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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).
Building a Candidate Pipeline Through Internships
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.