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The Climate Adaptation Partnership Officer (CAPO) will write concept papers and proposals, negotiate partnerships, build relationships, and create presentations and proposals for USAID and other donors in the sectors of Food Security, resilience, and Climate Adaptation.
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If a subsequent vacancy of the same position becomes available within a reasonable time of the original announcement, the Chief U.S. Probation Officer may elect to select a candidate from the original qualified applicant pool.
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Coordinate with Contracting Officer and Director of Operations regarding the communication of complex contract pricing requirements to customers and senior leadership team members. Prepares contract option year cost proposals, updates to contract cost models due to scope changes, and modifications to bring up-to-date contract financial budgets and cost models in response to SCA, Davis-Bacon, and Union CBA wage and benefit changes for facilities management and facilities operations and maintenance contracts.
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Experience working as or with a Cyber Technology Officer (CTO). Strong technical expertise in endpoint security, including proficiency in EDR tools and technologies such as Carbon Black, SentinelOne, or CrowdStrike.
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The Budget and Finance Officer, VR&P further assists the Deputy Director of R&P Budget and Finance with the financial management of the VR&P and virtual resettlement programs. The Budget and Finance Officer, VR&P will be reporting to the Deputy Director of R&P Budget and Finance.
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Hartman Executive Advisors is seeking an innovative Chief Information Officer (CIO) within the manufacturing, distribution, or retail space with operations, technical and managerial experience to work with our senior team of IT and business professionals on various IT assessment, strategic technology planning and project implementation engagements for our clients.
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Job Description:Parsons is hiring an Information System Security Officer to join our team of cyber protectors! In addition, you'll maintain effective communications with the Information System Security Manager (ISSM), Information System Owner, Authorizing Official (AO) or Delegated Authorizing Official (DAO), Information System Security Engineer (ISSE), and the Security Control Assessor (SCA.
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Must have previously held a Special Police Officer Commission through the State of Maryland or successfully completed a Federal, State or Local Police Academy recognized by the Maryland Police Training Commission.
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Job DescriptionUnder direct supervision, using a customer service orientation, provides for the safety and security of patients, visitors, and staff in a specified area of the UMMC campus.
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Completion of Officer Training School (OTS), Air Force Academy (AFA) or Air Force Reserve Officer Training Corps (AFROTC) Completion of Officer Training School (OTS), Air Force Academy (AFA) or Air Force Reserve Officer Training Corps (AFROTC.
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The VISN Security Officer is responsible for providing advice, guidance and assistance to the Network Director, facility Police Chiefs and management officials on all aspects of security and law enforcement activities.
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Financial Specialist Leader (Head Teller) - Downtown Delray
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Proven ability to lead security teams across multiple disciplines (entire program security spectrum), to include Program Industrial Security, Facility Security Officer (FSO) and Contractor Program Security Officer (CPSO) duties, Information or Cyber Security, COMSEC, Physical Security, Personnel Security, International Security.
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Officer positions in the Supply Corps are available to college graduates, and Logistics Specialist (LS) positions are available to those without a degree. TRAINING & ADVANCEMENT Officer Training Prospective Supply Officers must first attend Officer Candidate School (OCS) in Newport, Rhode Island.
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Reporting to the President, the Vice President for Enrollment Management & Marketing is the institution's chief enrollment and marketing officer. Significant experience in developing and implementing enrollment management activities, including traditional and non-traditional undergraduate, transfer and graduate admissions and recruitment, financial aid, and strategic marketing.
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officer correctional jobs in Baltimore, MD
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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.
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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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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.