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Spanish Operational Language Analyst. Perform tasks required to process voice and/or graphic language materials in support of SIGINT operations. Pay Range: There are a host of factors that can influence final salary including, but not limited to, geographic location, Federal Government contract labor categories and contract wage rates, relevant prior work experience, specific skills and competencies, education, and certifications.
ExpandApply NowActive JobUpdated 13 days ago - UpvoteDownvoteShare Job
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Two Six Technologies is searching for a highly skilled Signals Analyst to support our growing team in Fort Meade, Maryland. A broader range of degrees will be considered for those who have completed one of the following military ELINT/SIGNALS Analyst training programs: (e.g. 9141, 1N2A, ELINT Analyst 451/461, 452 or MCSAP/MESAP/MOSAP.
ExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Mine and analyze data from enterprise databases to drive optimization and improvement of system throughput. Dental and Vision Insurance: Provided through CareFirst Blue Cross/Blue Shield. Three plans to choose from - HSA Silver, HMO Platimun, PPO Platimum.
Full-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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1-3 years of experience as a Help Desk Analyst, Service Desk Analyst or a similar Technical Support role. Help Desk Analyst (junior-mid level) The Help Desk Analyst is responsible for providing high quality customer service interactions with the company's end user population via the telephone and email.
Full-timeExpandApply NowActive JobUpdated 5 months ago - UpvoteDownvoteShare Job
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Twenty (20) years of SIGINT experience as a signals analyst acquiring, identifying, processing, and reporting on electromagnetic emissions. Technical Analyst Level 3. Twenty (20) years of SIGINT experience as a signals analyst acquiring, identifying, processing, and reporting on electromagnetic emissions.
ExpandApply NowActive JobUpdated 2 months ago - UpvoteDownvoteShare Job
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The Target Analyst Reporter prioritizes, assesses, evaluates and reports information obtained from passive and active collection, network evaluation and analysis, combined with related collateral sources when appropriate to provide synthesized product to customers.
Full-timeExpandApply NowActive JobUpdated 2 months ago - UpvoteDownvoteShare Job
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Data Sciene, Target Reporter, Cryptoanalyst, and many more.
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This includes Future-Years Defense Program (FYDP) planning, development of transformational resource support programs, and maintenance of the data management systems that provide resources, fiscal or manning and support for current year funds execution.
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Researches, analyzes, and prepares position papers on acquisition matters for the DCCO CoCO. Develops guidance and training materials for DCCO procurement personnel.
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This is a full time position requiring an active TS/SCI clearance with CI Poly or must be willing to undergo CI Poly. The role is located at Fort Meade, MD.
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CTC Group is seeking Operational Requirements Analysts (ORAs) Level 3 toto apply their skills in SIGINT, cryptology, and engineering principles to help CTC’s customer formulate national and tactical objectives aligned with SIGINT organizations.
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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 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.
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