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This is an outstanding opportunity to lead Growth efforts for the Threat and Cyber Division that includes ownership of business development and strategy while working with other Growth functions such as Government Affairs and Marketing/Communications.
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The Digital Transformation Center (DTC) supports Veterans Affairs (VA) with onboarding and maintaining enterprise SaaS and PaaS solutions used to support the mission of serving our Veterans and their associated stakeholders.
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The ideal candidate will have a strong background in implementing Oracle cloud ERP solutions, particularly in the areas of PPM and grants management within the public sector. is seeking a talented and experienced Oracle ERP Senior Functional Consultant with expertise in public sector project portfolio management (PPM) and grants management to join our dynamic team.
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Provide executive leadership in managing compelling, culturally relevant, and innovative public history programs, education initiatives, and community engagement efforts in collaboration with museum curators and educators.
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Prior FEMA Public Assistance experience as: Program Delivery Manager, Site Inspector, Policy Advisor, Cost Estimator, FEMA Certified Trainer, Hazard Mitigation Specialist Experience using FEMA’s Grants Manager.
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We have four main divisions within AH - a full-service Association Management Company; a Marketing and Communications Agency (MarCom); a Meetings & Events Management Team; and a division that focuses on other custom solutions such as strategic planning, website builds, database integrations, accounting services, staff recruitment, credentialing management, public affairs and lobbying, and growing non-dues revenue.
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Bachelor’s degree in Civil Engineering required; supplemented by three years of civil engineering experience, preferably in transportation, stormwater or public utilities; or an equivalent combination of education, training and experience that provides the required knowledge, skills and abilities for this position.
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Virginia Commonwealth University ( ) is a public research university located in Richmond, Virginia (98 miles south of Washington, D.C. in the College of Engineering at Virginia Commonwealth University (VCU.
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WEF engages in appropriate and nimble advocacy on legislative and regulatory issues to improve the scientific and technical foundation for water quality laws and regulations, support the need for continued progress in improving water quality, protect public health and the health of aquatic ecosystems, and promote sustainable management of water resources.
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Excellent writing, editing, proofreading, public speaking, and interpersonal skills. 3-5 years of communications experience, particularly in the areas of social media, marketing and branding, public relations, and/or journalism.
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We're looking for a Principal Data Scientist to support a program which leverages Natural Language Processing for analysis. As a Principal Data Scientist, you will be part of a fast-paced environment to support immediate mission needs.
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We are seeking a Senior Technical Consultant to join our Customer Success Public Sector team. US Citizenship - candidates being considered for a Public Sector roles must be a U.S. citizen.
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Materials Scientist - ALD Focus - REF1964Y. Data analysis and statistical process control. Compiles and presents data to management and/or customers during product development and through production manufacturing transition.
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Must have ability to obtain a Public Trust clearance). We offer technical expertise in Digital Transformation, Data Management/Data Science, and Systems Modernization to federal, state, and commercial marketplaces.
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The ideal candidate will have a strong background in data engineering, with expertise in Databricks, DevOps tools (Jenkins/Terraform), and data modeling concepts (3NF, Dimensional, Data Vault.
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public affairs jobs Title: data scientist Company: Joveo Us 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.
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.
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.