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Continually engage with an extended and geographically-dispersed team including subject matter experts from across the Air Force Nuclear Weapons Center, other Air Force organizations, the ICBM Integration Support Contractor, MITRE, Aerospace Corporation, John Hopkins University Applied Physics Lab, Missile Defense Agency, Navy Strategic Systems Program, Navy CRANE, and others to ensure Sentinel technical activities are successfully planned, coordinated, and executed.
$86,962 - $134,435 a yearFull-timeExpandApply NowActive JobUpdated 18 days ago - UpvoteDownvoteShare Job
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And our work depends on an Information Security Analyst joining our team to support CECS activities at multiple Air Force, Air Force Reserve, and Air National Guard installations.
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The Air Force Civil Engineer Center (AFCEC) Facility Related Control Systems (FRCS) Cybersecurity Field Support Representative (FSR) position works directly with the local Civil Engineer Squadron (CES.
$85,000 - $115,000 a yearFull-timeExpandApply NowActive JobUpdated 14 days ago - UpvoteDownvoteShare Job
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The Air Force Institute of Technology (AFIT) is offering a postdoctoral fellowship at Wright Patterson Air Force Base. The Air Force Institute of Technology, with its main campus located at Wright-Patterson AFB, Ohio, is the Department of the Air Force’s leader for advanced, multi-disciplinary academic education, as well as its institution for technical professional continuing education.
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The Keesler Air Force Base Medical Center in Biloxi has been named the best hospital in the Air Force. About the Facility - Keesler Air Force Base. The Gulf Coast medical facility received the "Hospital of the Year" award from the Air Force Surgeon General.
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Digital Force Technologies (DFT) is a defense technology provider with a 20-year history of developing and fielding advanced sensor systems, force protection solutions, and tactical surveillance products.
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This team is responsible for the architecture, engineering and sustainment of the Air Force Cloud Digital Engineering platform currently deployed on AWS Cloud. This work supports the Cloud One Digital Engineering program under the Air Force Lifecycle Management Center Office for Network Integration (AFLCMC/HNI.
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National Aerospace Solutions is the team selected by the U.S. Air Force to conduct Test and Operations Sustainment at the Arnold Engineering Development Complex (AEDC), Arnold Air Force Base, Tennessee.
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This position has been designated by the Air Force as a Testing Designated Position (TDP) under the Air Force Civilian Testing Program. Illegal drug use by employees in sensitive positions presents a clear threat to the mission of the Air Force, national security, and public safety.
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Duties The primary purpose of this position is: This is an Air Reserve Technician (ART) enlisted position responsible for serving as the Air Force Reserve Command (AFRC) Numbered Air Force (NAF) Aircraft Maintenance and Aircraft Systems Equipment Program Manager for the NAF and all of its subordinate wings and units/functions.
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This position will report to the Vice President for Homeland Security and Force Protection Growth. This is an outstanding opportunity to be part of a team of Business Developers focused on the DoD, customer and contribute to the breadth and depth of Leidos business within the Force Protection, Biometrics and Identity management, and counter UAS markets for DoD, DHS, and FBI markets.
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The selected candidate will contribute to advancing and providing cutting edge systems and resiliency engineering services for an Air Force Weapons System Program Office at Hill Air Force Base, Utah.
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Advisory and Assistance Services (A&AS) are required to support analysis across all phases of Air Force design to support the strategic planning and programming process: strategy development, force design, concept formulation; threat assessment, exercises, modeling and simulation and continuous feedback loops.
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This position is the embedded mental health clinical psychologist, consultant, and resource to other medical and embedded mental health staff supporting the Line of the Air Force (LAF) True North mental health program with the goal of building resiliency, enhancing human performance, and improving unit mission effectiveness.
$99,714 - $129,625 a yearFull-timeExpandApply NowActive JobUpdated 17 days ago - UpvoteDownvoteShare Job
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Business Development Lead to conduct business development activities focused on the Force Protection Market, specifically advancing integrated security solutions including biometrics and identity management as well as counter unmanned systems, for the military services and expanding into adjacent markets.
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digital growth air force jobs Company: Leidos
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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.
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.