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The ideal candidate will have previously served as a business development manager and/or capture manager with proven experience supporting DoD customers. The Engineering, Integration, and Operations Business Area of the Leidos National Security Sector is seeking an energetic Senior Business Development Manager to lead US Navy Business Development (BD.
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In this role, the Business Development Manager should have a strong business acumen that accompanies deep knowledge of US Federal Government civilian agencies. Based in Washington DC, the Business Development Manager will expand existing engagements and establish new customers as CIYIS continues to grow sales pertaining to our US Federal Government market plan.
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Current familiarity with Huntsville, Al. business community and the major tenant organizations on the Redstone Arsenal including ARMY Threat Systems Management Officer (TSMO) Army Space and Missile Defense Command (SMDC), Missile Defense Agency (MDA,) Army Rapid Capabilities and Critical Technologies Office (RCCTO), Space Development Agency and the FBI.
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Considerable experience in a Senior Sales / Business Development position. A successful Vice President of Business Development must be able to thrive in a fast-moving, ambiguous, and entrepreneurial environment.
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Knowledge of international USG and international development contracting business. Lead business development strategies and tactical activities for International Development Group (IDG)’s Global Health Division (GHD) in collaboration with the Technical Portfolio Leads.
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Knowledge of business intelligence software (i.e. Power BI, Tableau, Kibana) and web analytics tools (i.e. Google Analytics, Google Tag Manager, BigQuery) 8+ years of experience with SQL, Python, business intelligence, and data warehousing.
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The Senior Business Development Manager (BDM) is responsible for all BD activities and strategy development to drive US Navy growth. Actively participate in capture activities to include opportunity gate reviews, black hat sessions, collaboration and workshop sessions, proposal reviews, and business-case development.
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Business domain specialty in financial market disciplines (e.g. Trading, Finance, Accounting, Middle Office, Credit Risk, Market Risk, Liquidity Risk, Asset Liability Management. Business domain specialty in financial market instruments (e.g. mortgages, securities, derivatives, primary markets, secondary markets, hedging.
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Implementation and Deployment: Lead the deployment of IAM and PAM solutions, ensuring alignment with business requirements and IT security policies. Optimization: Continuously assess and optimize IAM and PAM solutions, ensuring optimal performance, reliability, and alignment with evolving business needs and security landscapes.
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A typical is the heart of our business and consists of a warehouse, counter, sales office, and (sometimes) a showroom. Although Hajoca is a large company, we work in a decentralized environment where each of our locations, called Profit Centers (PCs), is run by the Profit Center Manager as if it were their own small business.
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Identify new business opportunities for Parry Lab's Air & Space portfolio and P+L lines of effort, including customers such as the US Army, Air Force, Navy, Marines, and SOCOM. Proven leadership experience conducting business development activities within the DOD ecosystem.
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Albertsons Companies Inc. has always been a people-oriented business, and thoughtful people practices remain a core element of our company’s philosophy. The Company operates stores across 34 states and the District of Columbia with 24 banners including Albertsons, Safeway, Vons, Jewel-Osco, Shaw's, Acme, Tom Thumb, Randalls, United Supermarkets, Pavilions, Star Market, Haggen, Carrs, Kings Food Markets and Balducci's Food Lovers Market.
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And the icing on the cake is, this is your opportunity to make a positive difference in the lives of your customers and community. Albertsons Companies is committed to bringing people together around the joys of food and to inspire well-being by transforming the grocery and pharmacy-health experience for our customers.
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The Senior Policy Analyst will provide the Agency's front integration office with strategy, policy analysis, business process improvement, communications, and project management support.
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Impact The compliance unit maintains oversight of Pew's Enterprise Risk Management program by keeping pace with leading practices, the changes in business processes, perceived risks, and applicable laws.
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business job Title: systems analyst Company: Verizon in Washington, DC
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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.
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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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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.