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Leidos is seeking a talented Cyber Threat Intelligence Analyst to join our team to support a federal customer within the customers Security Operations. Conduct trending and correlation of various cyber intelligence sources for the purposes of indicator collection, shifts in TTPs, attribution and establishing countermeasures to increase cyber resiliency.
$81,250 - $146,875 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Must have knowledge of physical security technology, facility security, event security, guard force management, executive protection, intelligence, and threat management. Degrees in fields such as criminal justice, homeland security, emergency management, business administration, or organizational leadership preferred.
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Responsible for design, initial installation, configuration, daily operations, and user support of business intelligence environments for Looker, Tableau and other BI tools including DEV, QA Production, high availability and disaster recovery instances.
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Global Dimensions is a HUBZone, service disabled, veteran-owned small business based in Fredericksburg, VA. We are a dynamic, expanding company with exciting opportunities in language/culture, training/education/instruction, IT, cyber security, and intelligence (analysts, CI, HUMINT, SIGINT, etc.
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Eagle Harbor addresses some of our country’s most pressing challenges in the areas of Cyber Intelligence, Business Analysis, Emergency Preparedness and Contingency Planning. EHS provides a range of professional services for cyber intelligence and information technologies capabilities to the Federal Government, Civilian, and commercial markets to further the nation's national security and civilian service missions.
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Residing on the Reporting, Analytics, and Business Intelligence Team, the Lead Cogito BI Developer leads and provides technical expertise in the design, development, testing, documentation, maintenance of Epic reporting and analytic solutions including Caboodle/Clarity databases and Healthy Planet, Radar, SlicerDicer, and Reporting Workbench applications.
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The Global Sales Management (GSM) Business Group is looking for a Senior Business Analyst of Sales Data Strategy who will work closely with the Distribution Enablement and Sales Intelligence and Insights teams.
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Semantic model and report development experience using common Business Intelligence or data exploration tools (e.g. Power BI, Tableau, Qlik, Oracle BI, Cognos, MicroStrategy, Business Objects, etc.
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ESB-class ships are highly flexible platforms that support various military operations such as Airborne Mine Counter Measures (AMCM), Special Operations Force (SOF) operations, Crisis Response Sea-basing (e.g., Special Purpose Marine Air Ground Task Force), Intelligence, Surveillance, and Reconnaissance (ISR) and Unmanned Aviation Systems (UAS) operations.
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Equivalent specialty codes such as USMC - 0204, 0210, 0211 - Counterintelligence/Human Intelligence (CI/HUMINT) Specialist, 0231 Intelligence Specialist, US Navy - Navy Intelligence Specialist, USAF - 1N791 Human Intelligence Specialist, 1N490 Intelligence Fusion Analyst; OR.
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We engineer business outcomes for Fortune 500 companies and digital natives in the technology, healthcare, insurance, travel, telecom, and retail & CPG industries using technologies such as cloud, microservices, automation, IoT, and artificial intelligence.
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The Investigative Intelligence Lead Program Manager position is a regional program role requiring expertise in fraud investigations and fraud risk and controls; specifically in understanding fraud trends, contributing factor and root cause analysis, and control improvements.
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Knowledge of GEOINT and intelligence operations with a knowledge of operational and tactical intelligence systems both Department of Defense and LEA in order to be able to advise senior leaders; knowledge of a wide range of concepts, principles, and practices in GEOINT (e.g. Imagery Intelligence (IMINT), Measures and Signals Intelligence (MASINT), photogrammetry, cartography, remote sensing, and topography) in order to function as the subject matter expert.
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Min 4 years of experience as a Data Scientist in the ad-tech industry, including the following experience in: business intelligence, data mining, analytics, and statistical modeling disciplines.
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Providing BI insight and expertise to support product and business in expanding and developing reporting concepts and ideasSupport Data Engineering Manager in building and solutioning new data models and architecturework with customers to understand reporting issues and business needs then collaborate with product on solutions and featuresQualifications.
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business intelligence jobs Title: manager Company: Kantar
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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?
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.
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.
Recruitment strategies that are weird, but actually work
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.