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Degree : Bachelor's or Master's degree in a relevant discipline (e.g., Computer Science, Data Sciences, Decision Science, Engineering, Information Systems, Information Technology, Internet of Things, Applied Math, Machine Learning, Quantum, or other technology majors.
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JOB DESCRIPTION The Vice President Information Technology (IT) will report dually to the Matco Tools operating company President, and dotted line to the overall Vontier Corporate Enterprise Chief Information Officer (VP IT.
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The team is skilled in all phases of risk and resilience, from understanding global regulatory requirements and leading practices to designing and implementing right-sized capabilities throughout the business, technology/ cybersecurity, and third-party risk management lifecycles.
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We are currently seeking a highly skilled and experienced Assistant Director of Information Technology to help lead our I.T. Department and drive technological innovation within our organization.
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We have an excellent opportunity for an Executive Director, Information Technology to join our team. Executive Director, Information Technology. Supports the identification, validation and remediation of information technology controls.
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Bachelor's degree in Computer Science, Information Technology, or related field; Master's degree preferred. Enforce IT governance policies and perform corporate IT risk management functions.
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Professional certifications in information technology CISO (preferred) CISSP (preferred) , CCSP (optional), CISA (optional), CEH (optional), OSCP (optional). Professional certifications in information technology - CISSP preferred, CCSP (optional), CISA (optional), CEH (optional), OSCP (optional.
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The Department of Medical Assistance Services (DMAS) is excited to offer a competitive opportunity to serve as Appeals Information Technology Specialist Lead. The selected competitive candidate will provide exceptional delivery of services to the agency’s Appeals Division.
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The information requested is voluntary and for compliance with certain record-keeping requirements. Various agencies of the United States Government require employers to maintain information on applicants pertaining to factors such as race, sex, and type of position for which an individual applies.
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5 years of experience as an ISSO/ISSE/ISSM where you have provided and implemented security guidance and information system validation using National Institute of Standards and Technology (NIST) and/or DOD RMF standards/policies for Linux systems.
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Assist SVP, Technology Enablement and the VP, Information Security in the management of security program areas and functions. Support the VP - Information Security Officer to oversee third-party Partners to ensure they comply with the Bank's information security standards and policies.
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Your journey with MacLean-Fogg begins now-let's engineer the future together! MacLean-Fogg Company believes all persons are entitled to equal employment opportunities and does not discriminate against its employees or applicants for employment because of race, color, gender, affectional or sexual orientation, domestic partnership status, ancestry, religion, national origin, citizenship status, marital status, disability, veteran status, age or any other protected group status.
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The Mission Support Division comprises multidisciplinary officers with expertise in financial management, human capital and talent management, facilities and logistics management, continuity of operations, administration, classification reviews, Freedom of Information Act (FOIA) and Privacy Act requests, information technology, communications, and quality assurance.
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Chicago Technology Consulting Intern - 2025. Technology Risk and Resilience: Works with business and technology stakeholders to enable competitive advantage by managing both technology risk and organizational resilience across the organization.
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Responsible for leading the IT PMO (project management office), ensuring a project management methodology and supporting best practices are utilized to manage large information technology projects.
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information technology jobs Title: electrical engineer Company: Boeing
FEATURED BLOG POSTS
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).
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.
Hiring Transparency
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.