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Due to federal security clearance requirements, applicant must be a United States Citizen or Permanent Resident with the ability to obtain a Public Trust Clearance. Eliassen Group is a leading strategic consulting company that provides business and IT services for our clients as they seek to transform and execute strategies that will drive exceptional outcomes.
$80 - $85 an hourExpandUpdated 2 months ago - UpvoteDownvoteShare Job
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Due to federal security clearance requirements, applicant must be a United States Citizen or Permanent Resident with an active Public Trust clearance. W2 employees of Eliassen Group who are regularly scheduled to work 30 or more hours per week are eligible for the following benefits: medical (choice of 3 plans), dental, vision, pre-tax accounts, other voluntary benefits including life and disability insurance, 401(k) with match, and sick time if required by law in the worked-in state/locality.
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Please be advised- If anyone reaches out to you about an open position connected with Eliassen Group, please confirm that they have an Eliassen.com email address and never provide personal or financial information to anyone who is not clearly associated with Eliassen Group.
ExpandApply NowActive JobUpdated 23 days ago - UpvoteDownvoteShare Job
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ECC CEH (Electronic Commerce Council Certified Ethical Hacker) Our client is looking for a new Cyber Analyst to join our Security Operations Center (SOC) in Fairmont, WV. Familiarity or experience in Intelligence Driven Defense, Cyber Kill Chain methodology, and/or MITRE ATT&CK framework.
$50 - $55 an hourExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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GCIH (GIAC Certified Incident Handler) CEH, GCIH, or relevant IT technology certification. Part of the 24x7 operations of the NOAA SOC, supporting shift coverage. Prior experience performing as a SOC analyst.
ExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
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Eliassen Group is supporting one of our large government integrators in the search for an Oracle Database Administrator. Due to the nature of our client's work this person must be able to obtain a Public Trust clearance.
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Hybrid - 2 days a week onsite in Navy Yard in Washington, DC. Our government client is looking for a Senior SailPoint Systems Engineer to join their team. At least 3 years of hands-on system administration experience with SailPoint.
$80 - $85 an hourExpandUpdated 2 months ago - UpvoteDownvoteShare Job
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Due to federal security clearance requirements, applicant must be a United States Citizen with an active Secret Clearance. Due to federal security clearance requirements, applicant must be a United States Citizen with an active Secret Clearance.
$75 - $80 an hourExpandUpdated 1 month ago - UpvoteDownvoteShare Job
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This position will be W2 and hybrid twice a week in Washington, D.C. Our client will also be sponsoring this DBA for a Public Trust clearance (onboarding can take 4-10 weeks for the clearance.
ExpandApply NowActive JobUpdated 23 days ago - UpvoteDownvoteShare Job
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Due to federal security clearance requirements, applicant must be a United States Citizen with the ability to obtain a Top Secret Clearance. Active Secret Clearance. Setup, troubleshoot, and configure Cisco Security Manager, Palo Alto virtual firewalls, and Palo Alto’s Panorama firewall management tool.
$60 - $70 an hourExpandUpdated 1 month ago
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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.
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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.
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.
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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.
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