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The necessary skill areas for the Software Engineer include programming and coding, fundamentals of computer science, software design and architecture development, algorithms and data structures, information analysis, software debugging and testing, and working on development teams.
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Position Summary: Huntington Ingalls Industries: Mission Technologies Division is actively searching for a (Senior) Cloud Engineer to join our team at Moonshot Labs in St Louis, MO, to help the National Geospatial-Intelligence Agency with ensuring the reliability, scalability, and performance of new software applications.
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Five+ years of related experience with a bachelor's degree in digital forensics, computer engineering, computer science, software engineering, Intelligence Studies, or a related field(s); or 3 years with a master's degree; or a PhD with relevant experience; or an equivalent combination of education, work experience, and technical certifications from industry recognized institutions (SANS, CompTIA, EEE, ISFCE, GIAC, EnCE, ISC2, ECC, DC3, Cellebrite.
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Bachelor’s degree in Electrical Engineering, Aerospace Engineering, Computer Science or a related field and 3-5 years of experience. Proficient in the use of simulation tools (e.g., SPICE, MATLAB) and CAD software (e.g., Altium) for circuit design and analysis.
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They have also contributed their expertise to other vital national defense programs and technologies that involve survivability, cybersecurity, information technology/management, software engineering, unmanned aerial systems (UASs), and metrology/reverse engineering.
$90,000 a yearFull-timeExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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Description Are you a computer networking scientist or engineer interested in helping our nation develop the future of space-based networked constellations? Have 5+ years of experience engineering computer networking software and/or networked software applications.
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Minimum Qualifications of Entry Level Directed Energy Engineer Bachelor's degree in a social science or technical field of study and 0-5 years of relevant experience. Our employees have backgrounds in engineering, physics, mathematics, chemistry, computer science, acquisition, technical writing, training, and other technical and administrative fields.
$120,000 a yearFull-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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Modification of existing simulator software and hardware to support new testing requirements Required Qualifications Master's level degree in Computer, Electrical or Electronics Engineering or Mathematics with field of concentration in computer science.
$87,500 a yearPart-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Success in the Autonomy Engineer role hinges on being able to deploy software on embedded computer systems that go onboard vehicles and that will communicate with our remote Human-Machine Interface software Responsibilities: Develop C.
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Uses computers/computer software such as information management programs, computer aided design and drafting (CADD) programs, and project tracking programs to assist higher grade engineers in solving engineering problems and facilitate the work.
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SciTec has an immediate opportunity for a talented senior systems engineer to support our programs delivering Next-Generation Missile Warning software. Ten (10) years of professional experience in engineering, computer science, or remote sensing.
$185,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Position Summary SURVICE Engineering is currently seeking a Journeyman Blast Test Engineer to support our Aberdeen Research Operation. Minimum Qualifications of Journeyman Blast Test Engineer Bachelor's Degree in Engineering and 6+ years of experience or Master's Degree in Engineering.
$117,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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We are seeking Software Engineers with Top Secret Clearances to create cutting edge signal processing, geolocation, and communication systems solutions to challenging national security and defense problems.
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Master's degree in computer engineering, computer science, or equivalent. #CJ We are an Equal Opportunity Employer that considers all qualified applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status, or any other protected class.
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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.
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.