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Our 13,000+ people are united in a shared purpose to pursue the limitless potential of technology and ingenuity for clients across defense, national security, public safety, civilian, and military health organizations.
$67,900 - $234,900 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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We leverage leading-edge secure systems and software development, backed by industry-leading subject matter expertise, and business intelligence to enable decision-support and remain ahead of ever-evolving national security challenges.
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This system directly supports matters of international security and connects 100s of thousands of law enforcement officials. We do not discriminate or allow discrimination on the basis of race, color, religion, creed, sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), age, sexual orientation, gender identity, national origin, ancestry, citizenship, genetic information, registered domestic partner status, marital status, disability, status as a crime victim, protected veteran status, political affiliation, union membership, or any other characteristic protected by law.
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The Business Analyst may provide knowledge in business process and system analysis, design, improvement, and implementation efforts or in translating business process needs into technical requirements.
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At ManTech International , you’ll help protect our national security while working on innovative projects that offer opportunities for advancement. Currently, ManTech is seeking a motivated, career and customer-oriented Business Systems Analyst I V to join our team in Washington, DC.
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We are seeking a Senior Business Systems Analyst for our DRRS Space Force contract. Ability to support a high-performing software development team as a lead business analyst and functional team Product Owner.
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Demonstrated experience managing commercial GEOINT utilization, tradecraft, and architecture advancement, across the National System for Geospatial Intelligence (NSG), the Allied System for Geospatial Intelligence (ASG) and across third-party partnerships.
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Note: The FCA does not apply to some positions specified under the Act, such as law enforcement or national security positions. Candidate required to obtain the necessary security/investigation level.
$117,962 - $153,354 a yearPart-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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MELE’s services include national security, intelligence, law enforcement and emergency response training, IT/cybersecurity, facility management and engineering, CBRNE defense and nuclear security, and mission and program support.
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Our portfolio of customers includes the Department of Defense (DOD), Department of Education (DoED), Department of Homeland Security (DHS), Department of Transportation (DOT) and Federal, State and Local Authorities tasked with developing and fielding cutting-edge technologies.
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In the Office of the Executive Secretariat of the National Nuclear Security Administration. Records and file management according to all Federal records guidelines and requirements, to include proper disposal according to security requirements.
$75,000 - $100,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago
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.