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Georgia Tech's faculty attracted more than $1.4 billion in research awards this past year in fields ranging from biomedical technology to artificial intelligence, energy, sustainability, semiconductors, neuroscience, and national security.
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The associate will be a technical team leader proactively identifying threats, and working across the SOC CSOC operations with contextualized tactical intelligence, driving cross-team initiatives to improve detection and security, conducting internal threat landscape analysis, and finding innovative new ways to automate analysis.
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Job Summary The Information System Security Manager (ISSM) is a contractually recognized role described in the National Industrial Security Program Operating Manual (NISPOM). Further, Georgia Tech prohibits citizenship status, immigration status, and national origin discrimination in hiring, firing, and recruitment, except where such restrictions are required in order to comply with law, regulation, executive order, or Attorney General directive, or where they are required by Federal, State, or local government contract.
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An ideal candidate is flexible and able to teach a variety of topics in game design (e.g., Game Design, 3D Modeling, Animation, Audio Design, Mobile Games, AI & Games, Game Art, Writing & Previsualization for Games.
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4+ years’ experience of technical or scientific writing/editing. Ability to effectively communicate technical language to non-expert audiences, both orally and in writing.
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Fluent in English● A bachelor's degree (completed or in progress)● Excellent writing and grammar skills● Strong research and fact-checking skills to ensure accuracy and originality● Previous experience as a Freelance Writer, Content Writer, Editor, Copywriter, Copy Editor, or those with experience in journalism and/or media is preferred but not required.
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CI/CD Skills: Experience writing and integrating test cases into CI/CD pipelines using tools like Jenkins, GitLab CI, or Azure DevOps. Technical Expertise: Proficiency in automated testing tools, including Leapwork.
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Partner with contracted professionals, including a grant writer and event planner, to enhance fundraising efforts. Collaborate with the President, COO, and contract grant writer to create major gift proposals and foundation grant applications.
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CGI is currently seeking Data Scientist / Machine Learning Engineer for our Artificial Intelligence Solution team. CGI PulseAI, a human-assisted intelligence platform, leverages the capabilities of generative AI and machine learning to redefine, streamline, and automate business processes across the enterprise.
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The Georgia Tech Athletic Associate (GTAA) sponsors varsity intercollegiate athletics competition in 17 NCAA Division I sports for the Georgia Institute of Technology. Georgia Tech prohibits discrimination, including discriminatory harassment, on the basis of race, ethnicity, ancestry, color, religion, sex (including pregnancy), sexual orientation, gender identity, gender expression, national origin, age, disability, genetics, or veteran status in its programs, activities, employment, and admissions.
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Our experts in public health, performance evaluation, and health operations solve the complex problems faced by civilian and military customers alike by leveraging advanced tools - including digital transformation, artificial intelligence, data analytics, cloud enablement, modeling, and simulation, and more.
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Document findings and recommend remediation action to a team of highly technical professionals with expertise in cybersecurity, threat intelligence, threat detection, networking, log, malware, and vulnerability analysis.
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Understand technical problems define solutions and mitigation path forward. Bachelor of Science in Electrical Engineering or Computer Science and 4 years' experience as a technical engineer in the Wireless Communications Industry.
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Description Shift: 7:30AM - 4PMUnder supervision of the Lab Director and direction of Lead embryologist, the Embryologist performs basic technical/clinical and research duties independently, as well as assists the senior embryologist with advanced duties in the IVF laboratory.
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Lead the Sarbanes-Oxley related remediation efforts in SAP. Technical Owner and Subject Matter Expert for SAP Security and trusted advisor for all SAP project initiatives on Segregation of Duties (SOD) and Sarbanes Oxley (SOX) best practices.
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technical writing artificial intelligence writer editor jobs Company: Edward Jones in Atlanta, ME, Australia
FEATURED BLOG POSTS
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.