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An Associate of Science (A.S.); Bachelor of Science (B.S.); Master of Science (M.S.); or Doctorate (PhD) degree in Network Engineering, Systems Engineering, Information Technology, or related field (e.g., General Engineering, Computer Engineering, Electrical Engineering, Computer Science, Computer Forensics, Cyber Security, Software Engineering, Information Assurance, or Computer Security.
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The ACDP is a three-year full-time development program designed to provide entry-level information technology specialists (that is, individuals with degrees in computer science, engineering, computer security, information systems, information technology, and related degrees and experience) the opportunity to acquire the skills and technical capabilities necessary to successfully execute NSA's mission.
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Seven (7) years of experience and a Doctorate Degree in Network Engineering, Systems Engineering, Information Technology, or related field (e.g., General Engineering, Computer Engineering, Electrical Engineering, Computer Science, Computer Forensic, Cyber Security, Software Engineering, Information Assurance, or Computer Security.
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Of experience in of experience in computer or information systems design/development, programming, information/cyber/network security, vulnerability analysis, penetration testing, computer forensics, information assurance, and/or systems engineering.
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ORA Ph. D. or equivalent doctoral degree in a related field of study such as: Sociology, Business Management, Business Administration, Public Administration, Social Science, Environmental Science, Geosciences, Political Science, Law Enforcement, or other fields related to the petroleum industry.
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Masters degree in Engineering, Computer Science, Electrical Engineering, or Mathematics fields or equivalent relevant work experience. Ormco Director, Software Development - SPARK Manufacturing Software (Remote-Pomona, CA.
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Splunk Cloud Engineer Baltimore, MD (Hybrid)Have to undergo a Public trust clearanceBasic Qualifications:BS degree in in computer science or some equivalent. Computer Programmer (Senior)Annapolis, MDHybrid (2 days a week) Requirements:Computer Programmer (Senior)Up to $80/hour on 1099/C2C - $65/hour on W2 - $130.
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BA/BS in an environmental science field such as, but not limited to, ecology, wetland science, aquatic biology, botany, wildlife biology, fisheries, soils, hydrology, etc. Applicable degree in an environmental science field.
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CNO Analyst/Programmer Level 1 requires a bachelor’s degree in Computer Science, Electrical Engineering, Computer Engineering, Physics or similar technical major, and 0-8 years of relevant experience.
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Degree in Network Engineering, Systems Engineering, Information Technology, or related field (e.g., General Engineering, Computer Engineering, Electrical Engineering, Computer Science, Computer Forensics, Cyber Security, Software Engineering, Information Assurance, or Computer Security.
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PhD in Computer Science, Machine Learning, Computer Engineering, Applied Mathematics, Electrical Engineering or related fields. We are committed to building world-class applied science and engineering teams and continue our industry leading capabilities with breakthrough product experiences and scalable, high-performance AI infrastructure.
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Active Certified Application Developer. Senior ServiceNow Developer (Remote DMV area) page is loaded. Senior ServiceNow Developer (Remote DMV area) ICF’s Digital Modernization Division is a rapidly growing, entrepreneurial, technology department, seeking a Lead ServiceNow Developer to be part of an established team supporting our federal client in Washington, DC.
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Bachelor’s degree in Computer Science, Engineering, or a related field (preferred). As a Senior Mobile Front-End Developer, you will be responsible for designing, implementing, and maintaining user-facing features of web and mobile applications.
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We are seeking an experienced Machine Learning Engineer or Data Scientist with technical expertise in Recommender Systems, Natural Language Processing (NLP), and Computer Vision, to join our growing team of multidisciplinary data science and ML experts.
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Keywords:Annapolis Junction MD Jobs, UI Developer, UI, Vue.js, Java, Elasticsearch, JavaScript, Python, NiFi, MongoDB, Spring, REDIS, Jetty, Tomcat, Puppet, Backbone. UI Developer, TS/SCI with a Full Scope Polygraph Security Clearance is Required, Annapolis Junction, MD.
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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.
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.