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Company Profile Oceaneering Technologies (OTECH) develops, manufactures, and operates customized marine systems, shipboard equipment, subsea vehicles, and engineered solutions for commercial and U.S. military vessels.
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In-depth knowledge of market leading IAM technologies and standards, such as AWS IAM, IBM Security Identity Manager, SailPoint, CyberArk, and Ping Identity solutions. Design, implement, and manage identity and access management solutions using industry-leading solutions like AWS IAM, IBM Security Identity Manager, SailPoint, and Ping Identity to ensure the security and integrity of our systems and data.
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As a top federal solutions provider, we're committed to driving innovation and solving complex challenges across various government sectors, including NOAA, DHS, NASA (Goddard & HQ), DOC, FCC, FAA, and DISA.
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Quant analytics libraries for users of BQuant and the rest of our team who are creating specific workflow solutions on top such as natural language processing (NLP), backtesting, trading systems integration etc.
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Our arsenal includes advanced surveillance sensors, handheld devices, unmanned vehicles, lasers, and more solutions that increase operational effectiveness for warfighters, first responders, and search-and-rescue teams.
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The Northrop Grumman Mission Systems (NGMS) Advanced Processing Solutions (APS) Business pushes the boundaries of innovation, redefines the leading edge of exotic new technologies, and drives advances in the sciences.
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As a leading systems integrator and alarm monitoring company, we deliver the Securitas Technology Difference, serving countless long-term clients with solutions and services that protect their people, customers, and assets.
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Demonstrated proficiency and hands-on experience in architecting, implementing, and managing Cloud-native database solutions, e.g., Azure SQL Database, Azure SQL Managed Instance and Oracle Cloud Infrastructure (OCI) Autonomous Data Warehouse, including deployment, configuration, and optimization.
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Ultra High-resolution 3D scanning, digitization, and archival solutions are some of the specific services provided through Crozier's affiliation with Iron Mountain. We provide expert, sustainable solutions in records and information management, digital transformation services, data centers, asset lifecycle management, and fine art storage, handling, and logistics.
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We are looking for a Salesforce Solution Architect to design and help guide the implementation of Salesforce solutions based on the core Sales/Service Cloud platform within client ecosystems. We embed diversity, in our mindset, in our solutions and in our teams to empower an inclusive, equitable and culturally fluent environment.
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We are seeking a motivated device/quantum/solid-state physicist to help us design the next generation of high-performance computing solutions! You will be a part of a team of scientists and engineers making these processing solutions a reality and deliver remarkable new advantages to the warfighter.
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Oceaneering Technologies (OTECH) develops, manufactures, and operates customized marine systems, shipboard equipment, subsea vehicles, and engineered solutions for commercial and U.S. military vessels.
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Our tenant is a strong cross-domain team to deliver E2E solutions covering tech areas ranging from machine learning, big data, microservices to data visualization. We build solutions to measure and optimize every aspect of the advertising life cycle.
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Able to quickly capture business requirements and translate in solutions using process data historian (such as dataPARC, OSI-PI) configurations. Minimum of 8 years of experience with process data historian (such as dataPARC, OSI-PI) best practices and ability to develop and implement technical solutions.
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Implement and maintain scalable and high-performance solutions. 300 per year in company branded merchandise (Under Armour, Nike, Carhartt, YETI, etc.) Key Technologies include: Java/Spring, Linux/Windows, ElasticSearch, MySQL/PostgreSQL, AWS, Kubernetes, Docker.
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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).