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Information Technology -Technical Writer. Disseminate technical information in easy-to-understand language for a non-technical audience. Excellent technical writing skills.
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General Summary of Position Under the direction and supervision of the Technologist, Supervisor, Director of M.I., the Imaging Technical Assistant is responsible for providing service and assistance to patients having procedures in the Radiology Department.
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Highlight is seeking a Technical Writer to join a program supporting the Contract Management division within a behavioral health organization at HHS. Responsible for taking comprehensive notes at each technical review session to accurately capture Reviewers’ verbal comments and discussions; compiling the Reviewers’ written technical reviews into the Technical Review Summary Report; forwarding the complete, edited and proofread Technical Review Summary Report to the COR or CO in a timely manner; and making any changes to the Technical Review Summary Report, as required by the COR or CO, in a timely manner.
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Strong Technical manager to manager a large program with tight schedule and cost. Title: Technical Project manager. Should be able to manage technical resources. Strong Technical manager to manager a large program with tight schedule and cost.
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Computer Technologies Consultants (CTC) is seeking a Proposal Manager/Technical Writer to support our clients' team in Rockville, MD. Proposal Manager/Technical Writer. Excellent writing/editing capability; ability to synthesize/analyze material effectively; experience writing/editing technical & non-technical documents.
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Has an ability to make appropriate technical decisions, initiating action to resolve operational issues. Leads development of new products / features / fixes / technical solutions. Leads Site aspects of archiving and decommissioning activities for systems that have reached the end of their lifecycle.
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GEICO is looking for an accomplished, customer obsessed, and results oriented Senior Technical Product Manager to join GEICO's Acquire, Rating & Underwriting Product team. The ideal applicant would be skilled in managing large programs, would be highly technical and would have Underwriting & Rating experience.
$128,000 - $224,000 a yearFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Lead end-to-end program management for complex technical initiatives, from conceptualization to delivery. 1 day a week onsite. Drive agile methodologies and foster an environment of continuous improvement.
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Helping refine program concept, guiding development of Technical Areas (TA), thinking through risks and mitigation strategies, ensuring a sound transition plan, and advising on a realistic program budget.
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Illuminate is looking for a Communications Specialist/Tech Writer to support our customer. Independently execute technical writing activities in support of the Knowledge Management (KM) strategy, planning, execution, and reporting.
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Completes Order Writer training. All positions must strive to support WFM core values and goals, promote national, regional, and store programs and initiatives, and ensure adherence to all applicable health and safety regulations including Food Safety and regulatory duties required in the department.
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Apply content knowledge of IDEA fiscal requirements to conduct remote and/or onsite technical assistance. Experience providing technical assistance on IDEA fiscal requirements. Westat's research, technical, and administrative staff of more than 2,000 is located at our headquarters in Rockville, Maryland, near Washington, DC.
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Echostar has an exciting opportunity for a Technical Writer working in our Hughes Network Systems division. Plan, develop, organize, write, and edit technical publications including operational, maintenance, or repair manuals for hardware, software, and training.
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Technical Sales Coordinator will help organize and enter custom quote requests for the Sales team to deliver. Technical aptitude to pick up general technical aspects of various manufacturing technologies.
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DAP is the leading nonprofit organization that provides long-term independent oversight of disaster management systems.
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Title: technical writer Company: Cibus in Rockville, MD
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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.
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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?
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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.