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Nine (9) years of experience in the personnel security investigative or investigative analyst field. Provide a recommendation regarding the adequacy and completeness of the investigation and of other means by which data were collected, and evaluate the authenticity, veracity, and pertinence of the data to the case, and request additional information as required.
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Level 3: The application developer leads a small team that designs, develops, codes, documents, tests, and integrates modeling and simulation applications. Level 4: The application developer leads a large team that designs, develops, codes, documents, tests, and integrates modeling and simulation applications.
Full-timeExpandApply NowActive JobUpdated 16 days ago - UpvoteDownvoteShare Job
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Sunbelt Rentals strives to be the customer's first choice in the equipment rental industry.
$28.19 an hourFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Competence with Microsoft Power BI or equivalent data analysis tools utilized within the Army enterprise. Collects and analyzes F&ES data from various resources databases, consolidates the information into Microsoft Power BI or other equivalent tools, and advises leadership concerning trends or adverse impacts that affect the Army F&ES Enterprise.
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The Engineer or Analyst in this role will work on-site at Redstone Arsenal, in Huntsville, AL. in support of Combat Identification (CID) programs including modeling, simulation, and analysis; hardware and software prototyping; and development, integration and testing of surveillance and fire control radars, RF seekers, and RF datalinks.
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Remote Administrative Assistant Data Entry Role / Remote Work From Home Data Entry / Typing - Customer Service Part Time - Entry Level Start Now Fully Remote. Just a heads up, some data entry skills are required and you will need a mobile device or a computer with Internet.
Part-timeRemoteExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Torch Technologies, a dynamic 100% employee-owned company, is thrilled to announce a compelling opportunity for a Full Stack Data Engineer to join our team. Experience in data operations, data governance and data management, including data cataloging, metadata management, and data lineage.
$120,000 a yearExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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These resources can sit in Georgetown, KY, Huntsville, AL, Greensboro, NC or Plano, TX and will be reporting to the New Technology Manager in Georgetown, KY. The primary responsibilities for this opportunity will play critical role in in developing platform solutions for MQTT Brokering, Historian, and data operations.
$90 an hourExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Relevant certifications such as AWS Certified Solutions Architect, Databricks Certified Developer, or Elastic Certified Engineer are highly desirable. The Data Architect will leverage tools and technologies such as Apache NiFi, Apache Tika, Databricks and Lakehouse architecture, ElasticSearch, and AWS SQS to fulfill these responsibilities.
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Provide programmatic support to the project manager to support high level meetings with Foreign Military Sales (FMS) customers to include program reviews, data exchanges, and technology transfers.
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We are seeking a full-stack software developer with up to 5 years of experience in Huntsville, AL to join our team in support of the Missile Defense Agency (MDA) Missile Defense Data Center (MDDC.
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CFD Research has an immediate opening for a talented Computational Fluid Dynamics Developer/Analyst. Experience with multiphase flows (Volume of Fluid (VOF), Conservative Level Set (CLS), gas-granular/solid, Discrete Element Method (DEM), CFD-DEM, Lagrangian Particle Tracking (LPT), Eulerian-Eulerian methods.
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The Cloud Developer supports solution development with subject matter experts and engineers to build Cloud Solution Offerings focused on Enterprise level data. Background investigation components can vary dependent upon specific assignment and/or level of US government security clearance held.
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IAT Level 2 and Two Penetration Testing Certifications (e.g., GPEN, GWAT, GCIH, CEH, GPYC, LPT, CPT) Target Digital Network Analyst (TDNA) or Digital Network Exploitation Analyst (DNEA) training from accredited NSA or CYBERCOM schoolhouses.
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The Power Platform Developer (PPD) will be responsible for collaborating with business analysts and architects to build data analytics outputs and knowledge management components at the Threat Systems Management Office (TSMO) on Redstone Arsenal.
Full-timeExpandApply NowActive JobUpdated 1 month ago
entry level data analyst stack developer jobs Company: Synergisticit in Huntsville, AL
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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.
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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 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.