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The Department of Homeland Security (DHS) is recruiting professionals to support a range of leadership roles in Data Science, including Data Science Manager, Data Engineer Team Lead, FISMA Support Metric Lead, Data Modeler, Data Security Officer and Operations Research Chief.
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We may also be seeking instructors for our certificates in Global Environmental Change and Adaptation, Global Business and Corporate Social Responsibility, Global Health Affairs, Homeland Security, Humanitarian Assistance, Religion and International Affairs, and Global Social Justice.
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The U.S. Department of Homeland Security (DHS), Customs and Border Protection (CBP) Security Operations Center (SOC) is a U.S. Government program responsible to prevent, identify, contain and eradicate cyber threats to CBP networks through monitoring, intrusion detection and protective security services to CBP information systems including local area networks/wide area networks (LAN/WAN), commercial Internet connection, public facing.
$101,400 - $183,300 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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CGI Federal is hiring a Security ISSO SME to work with a skilled and motivated team of professionals on a high-visibility Department of Homeland Security (DHS) Cybersecurity and Infrastructure Security Agency (CISA) cyber security program.
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Must have a strong understanding of the Department of Homeland Security (DHS) National Incident Management System (NIMS) and demonstrate successful completion of Incident Command System Classes (ICS) 100/200/300.
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We have collaborated with the Department of Defense, Homeland Security, Naval Criminal Investigative Service, United States Secret Service, FBI, ATF Explosive Detection, US Border and Customs, Coast Guard and Foreign Dignitaries.
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Founded in 2003, iParametrics is a recognized leader in emergency management, homeland security, cost estimating and data analytics for federal, state, and local clients, including the Department of Homeland Security (DHS), the Federal Emergency Management Agency (FEMA), the Department of Energy (DOE), the Department of Defense (DOD.
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The ideal candidate has led pursuits in the DoD market for a minimum of 5 years and has experience with Security and Force Protection operations and Biometrics and Identity Management technology.
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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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Demonstrate a working knowledge of current security compliance requirements involving Department of Homeland Security (DHS), Federal Energy Regulatory Commission (FERC), North American Electric Reliability Corporation (NERC), State Utility Commission, Transportation Security Administration, State and Local Law Enforcement and within the natural gas, renewable energy, and electric sectors.
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There are a variety of Data Science opportunities across the Department, including supporting several specialized programs at the DHS Office of Strategy, Policy, and Plans (PLCY), the Cybersecurity and Infrastructure Security Agency (CISA) , DHS Office of the Chief Information Officer (OCIO) , and the Federal Emergency Management Agency (FEMA.
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The Executive Director, Cyber Security and IT Risk Management is responsible for the security of the District’s information technology resources, digital assets, user identity, and data privacy.
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This Lead Transportation Security Officer position is located at, Transportation Security Administration, Department of Homeland Security (DHS). A high school diploma, or General Educational Development (GED); High School Equivalency Test (HiSET); or Test Assessing Secondary Completion (TASC) high school equivalency certificate; OR At least one year of full-time work experience in security work, aviation screener work, or X-ray technician work.
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As a company with two decades of experience, our clients include the Department of Homeland Security, Federal Protective Services (DHS/FPS), Department of Defense, Pentagon Force Protection Agency (DoD/PFPA), the Department of the Army, and the Department of State, Bureau of Diplomatic Security (DoS/DS) National Aeronautics and Space Administration (NASA), Environmental Protection Agency (EPA) and Department of Energy (DOE.
$32.67 - $36.32 an hourPart-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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We offer a full spectrum of services, from training and risk assessments to armed security guards. 2 years of armed security experience or law enforcement OR. Diversified Protection Corporation (DPC) is a trusted provider of integrated security solutions for private and public entities.
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of homeland security jobs Title: coordinator Company: Capps Inc in Port-st-lucie, Florida
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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?
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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.