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Active Top-Secret Clearance REQUIRED, eligible to be upgraded to TS/SCI. IAM Level I (e.g., CAP, CND, Cloud+, GSLC or Security+), or IAT II (e.g., CASP+ CE, CCMP Security, CISA, CISSP, GCED, GCIH or CCSP) Security+ CE is preferred.
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A TS/SCI with Polygraph security clearance. The Red Alpha Data Science practice grew out of Red Alpha's reputation in Software and System Engineering with our Department of Defense clients.
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This position requires an Active Top Secret with ability to obtain an SCI. Speech-Writing or Strategic Communications ExperienceUninformed or Civilian service in the Air Force or Space ForceExperience on Executive level staffGraduate of an armed forces Senior Professional Military Education college (War College or equivalent.
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Stability - Service Corporation International (SCI*) includes the Dignity Memorial brand and is. SCI Shared Resources, LLC is committed to an inclusive, barrier-free recruitment and selection process.
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Ability to obtain a DoD Top Secret Clearance with SCI eligibility. TS clearance, SCI eligible. (One SW Engineering Dev Lead/Scrum Master & 2 Software Engineers) to support Tactical Space Systems Division in their development, integration, deployment, and sustainment of satellite ground software.
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Do you currently possess a TS clearance with SCI eligibility? Must have an active TS/SCI with CI Polygraph clearance. Neurodivergence, for example,attention-deficit/hyperactivity disorder(ADHD), autism spectrum disorder,dyslexia, dyspraxia, other learningdisabilities.
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Active Top Secret SCI with Poly. Resolving technical problems and answering queries by telephone or self-service that involve computer hardware, software, network, system/application access, and telecommunications systems.
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(DoD SkillBridge) Senior Principal Contracts Administrator - Dulles VA (TS / SCI Clearance Required)
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Active Top-Secret / SCI clearance. The Senior Principal Contract Administrator will produce high quality Contract Management related products supporting the NGSP Tactical Space Systems Division (TSSD) Integrated Missions (IM) programs.
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Paradyme Management is hiring a TS / SCI with Polygraph Project / Delivery Manager to support mission critical programs. TS / SCI with Full Scope Poly. Project team may consist of data scientists, software engineers, and subject matter experts in the definition of new analytics capabilities able to provide our federal customers with the information they need to make proper decisions and enable their digital transformation.
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Active TS clearance with SCI eligibility is required. 7+ years of technical experience in the following areas: computer software development (user and kernel-level), computer programming, and/or computer digital forensics.
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Active TS/SCI clearance with the willingness to upgrade to Polygraph. 7+ years of experience in Information Assurance and Information systems security management. Sr ISSM – Role Description & Requirements.
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NET desktop client software and associated embedded software systems as well as contributing to an innovative multi-disciplinary mechanical and biomedical engineering team. Deliver software products on schedule and on-budget under the guidance of the Software Engineering Manager.
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Consulting Engineer, Network Engineer, enterprise networking, data networks, data center architecture, Route, Switching, BGP, OSPF, ACI, Application Centric Infrastructure, Unified Computing Systems, UCS, Hyperflex, data center, data center design, enterprise architecture, TS/SCI, TS-SCI, CCNP, CCIE.
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Secret clearance and the ability to obtain a TS/SCI security clearance. Must be able to obtain DHS Suitability and be able to obtain a TS/SCI clearance. Bachelor’s degree in Software Engineering, Computer Science or a related discipline is required.
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This position requires an active Top-Secret clearance with SCI eligibility. Utilize IC RMF tools such as SNOW, XACTA, SCAP and others to maintain SCI level assets if appropriate. TS/SCI with adjudicated CI polygraph.
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sci job Title: software eng in Virginia, MN
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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.
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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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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.