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Our work depends on TS/SCI cleared Sr. Hybrid Cloud Platform Engineer joining our team to support our intelligence customer in Springfield, VA. Container technology: Docker, Kubernetes, and Cloud Native Computing Foundation ecosystem in general.
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Our work depends on a TS/SCI cleared Software Developer joining our team to support our intelligence customer in Springfield, VA. Active TS/SCI clearance required and eligibility to obtain a CI poly.
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Position requires active Top Secret/SCI with Polygraph clearance. Top Secret SCI + Polygraph. Assists with timekeeping and updating HR systems by serving as element Timekeeper. Ten (10) years of progressively senior administrative expertise working directly for management at the CEO, SIS/SES/SNIS, VP level.
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General Dynamics Information Technology (GDIT) is seeking a Linux/Microsoft Systems Administrator to join our team in support of a Federal Intelligence Agency contract. TS/SCI with Polygraph is required.
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Because of the sensitive nature of the work being done for this government client, all candidates must hold a TS/SCI with Polygraph. Must possess appropriate and current DoD Information Assurance (IA) Certification to be considered for employment: CompTIA Security+ CE is the minimum certification.
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Experience with Citrix Virtual Apps and Desktop, VMware administration, VMware Horizon VDI, BIG-IP F5 application delivery controller, Citrix Netscalers
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Security Clearance Level: TS/SCI clearance and ability to pass a Polygraph. Own your career as a Cyber Intrusion Detection System Administrator at GDIT. Here, you'll have the opportunity to build strong lines of cyber defense using cutting-edge technologies.
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Similar Jobs (4) Tier 3 System Engineer, TS/SCI with Polygraph locations USA CO Aurora time type Full time posted on Posted 23 Days Ago System Engineer, TS/SCI with Polygraph locations USA CO Aurora time type Full time posted on Posted 23 Days Ago About Us 0:00 / 3:47 Join our 30,000 everyday heroes.
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Systems Administrator Senior TS/SCI required page is loaded. Security Clearance Level: TS/SCI. Systems Administrator Senior TS/SCI required. CompTIA - Security+ CE - CompTIA.
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Our work depends on a TS/SCI cleared Systems Administrator (Research) joining our team to support our intelligence customer in Wright-Patterson AFB, OH. TS/SCI Clearance required and eligibility to obtain CI Poly.
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Systems Administrator Senior (VDI) – TS/SCI Required page is loaded. Systems Administrator Senior (VDI) – TS/SCI Required. Systems Administrator Senior (SCCM) – TS/SCI Required.
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Engineers will be responsible for supporting their solutions throughout the IT project lifecycle, to include refining requirements, creating design documentation, creating installation instructions and deployment plans, and providing O&M support.
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Senior Linux Systems Engineer – TS/SCI required. Systems Engineer Senior, DCGS-A Fixed DIB – Ft Bragg, NC - TS/SCI Clearance Required. Citrix Certified Professional - Virtualization (CCP - V) - Citrix, CompTIA Network + - CmpTIA, Microsoft Certified: Azure Virtual Desktop Speciality - Microsoft, Microsoft Certified - Identity and Access Administrator Associate - Microsoft, Nutanix Certified Professional 5 - Multicloud Infrastructure - Nutanix, Red Hat Certified System Administrator (RHCSA) - Red Hat, VMware Certified Professional Network Virtualization 2020 - VMwware.
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Similar Jobs (4) Data Engineer - TS/SCI locations 2 Locations time type Full time posted on Posted 7 Days Ago Cyber Security Analyst - TS/SCI with Polygraph locations 7 Locations time type Full time posted on Posted 18 Days Ago Counterintelligence Specialist - TS/SCI with Polygraph locations USA HI Pearl Harbor time type Full time posted on Posted 30+ Days Ago.
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Active TS/SCI clearance and ability to obtain and maintain a CI poly. As an Identity and Access Management (IDAM) Engineer, you will provide expertise, knowledge, and operational support of the Identity Access Management solution: including provisioning, authentication, implementation, access management, etc for cloud and on premise.
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ts sci jobs Company: General Dynamics Information Technology
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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.
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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.