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Subject Matter Expert ( AEVEX Aerospace, headquartered in Solana Beach, California, supports the U.S. national security mission and partner nation needs around the world by providing full-spectrum aviation, remote sensing, and analysis solutions.
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Their responsibilities include: Installing, testing, troubleshooting, repairing or replacing cryptologic networks, physical security systems, electronic equipment, antennas, personal computers, auxiliary equipment, digital and optical interfaces, and data systems Configuring, monitoring and evaluating Information Operations (IO), Information Warfare (IW) systems and Information Assurance (IA) operations Cryptologic Technician Collection (CTR) - CTRs serve as experts in intercepting signals.
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Headquartered in McLean, Virginia, Altamira serves the defense, intelligence, and homeland security communities worldwide by focusing on creating innovative solutions leveraging common standards in architecture, data and security.
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IAT level II – CCNSecurity, CySA+, GICSP, GSEC, security+Ce, or SSCP. Together, these values infuse vibrancy, integrity, and a tireless work ethic into advancing the most important national security and critical civilian missions.
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Serve as the primary point of contact to the Security Control Assessor and Approving Official regarding all organizational cybersecurity issues. Virtual Service Operations is searching for an Information Systems Security Manager (ISSM) to join our team in Lorton, Virginia.
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The Loyalty Tech Lead will bring fresh ideas from all areas, including information retrieval, distributed computing, large-scale system design, networking, data storage, security, artificial intelligence, natural language processing, UI design and mobile.
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ALEX is now hiring a skilled Senior Data Analyst - Modeling and Simulation (M&S) Subject Matter Expert (SME) for an immediate, part-time opening to work as part of our Velocity Artificial Intelligence/Machine Learning (AI/ML) team.
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This position requires a Top Secret security clearance with eligibility for SCI on hire date and must be able to obtain a CI polygraph. Appy technical knowledge to perform test planning for collecting data and analyzing the results of NGA Test Organization (NTO)-conducted tests of NGA products and services that support GEOINT missions worldwide.
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The Chief Information Security Officer provides strategic and tactical leadership to advance ASRC Federal’s Information Security priorities and objectives by ensuring alignment with and achievement of business drivers and strategies and within our corporate risk profile.
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Cyber Security Engineer/Architect. The officer will partner closely with Information System Security Managers (ISSMs) and Sponsor leadership to document and publish tradecraft exemplars, cyber tips, talking points, standard operating procedures, and official guidance.
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We are a global operations and solutions integrator delivering full-spectrum intelligence analysis support, training, security, and RD&E support solutions to the Department of Defense and throughout the intelligence community.
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Our Cybersecurity and Technology Risk Advisory services include Cyber strategy, IT governance, IT risk and cybersecurity assessment, cloud security, privacy and data protection, systems pre- and post-implementation controls evaluation and advisory, systems development life cycle controls assessment, data governance & analytics, resilience, and third-party risk management.
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The ability to create a plan to modernize COMSEC components to meet current and future security requirements. Apply cybersecurity technologies and best practices to secure NSS and National Security Information (NSI.
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This position requires a Personnel Security Investigation. When you perform a Civilian Permanent Change of Station (PCS) with the government, the Internal Revenue Service (IRS) considers the majority of your entitlements to be taxable.
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To support in the modernization of Army insider threat programs performing Army and national security missions to automate and maintain Red Hat Enterprise Linux Systems. Experience with Security Technical implementation guides (STIG.
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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.