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Our client is a leading Federal Construction General Contractor that's been in business since 2000 working with Federal government agencies such as NASA, GSA, USACE, ANG, and NAVFAC, as well as state and local government agencies.
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Minimum 10 years experience in ethics, government contract, and import/export compliance; experience participating in and/or coordinating government inquiries. Coordinate with internal and outside counsel on compliance and investigative matters, manage DCAA/DCMA, any other federal or local government audits.
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Completion of a Federal or State Certified Multi-Craft Maintenance OR Machine Repair Apprenticeship OR a minimum of two (2) years documented experience working in the trade. Completion of a Federal or State Certified Multi-Craft Maintenance or Machine Repair Apprenticeship OR a minimum of four (4) years documented experience working in the trade.
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If yes, please check the button for all Federal government agencies you have previously supported, as either a Federal government employee or as a Federal government contractor supporting that agency.
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Stantec is a Top 10 global design firm in our Federal Buildings practice that provides Architecture, Buildings Engineering, Urban, and Interior Design services with a long history and deep commitment to clients that include NAVFAC, USACE, USCG, NGB, GSA, and more.
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As a Manager - Compliance, you will provide strategic design and implementation, day-to-day support, and oversight of the Company's compliance and ethics activities, including but not limited to the Company's Code of Conduct (Ethics) compliance, government contract compliance, and import/export regulatory compliance.
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Examine contracts and import/export business practices to determine government requirements; develop processes and documentation to satisfy requirements, supervise Export Coordinator. Knowledge of Federal Acquisition Regulations (FARs); import/export regulations; contract terminology.
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As a Site Reliability Engineer (SRE), you will play a vital role in continuously driving improvements in observability, performance, and reliability, aiming to make a substantial impact across the federal government.
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AARP's Community, State and National Affairs (CSN) Group includes Government Relations, Programs, Volunteer Engagement, Community Outreach and Advocacy at the federal, state and local levels.
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This team provides Section 106/NEPA analyses, technical studies, and project permitting for a wide variety of private and federal, state, and local government clients throughout the US Mid-Atlantic and Northeast regions.
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This client is a US Federal Government contractor and is legally required to hire US Citizens. Experience interacting with government agencies: USG TACOM senior management (Major and above or Civilian equivalent.
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This is a highly responsible and professional position that will serve as the programmatic Block Grant Coordinator (Government Analyst II), for the Substance Abuse Prevention and Treatment and Community Mental Health Services Block Grants.
$48,689 - $99,790 a yearFull-timeExpandApply NowActive JobUpdated 26 days ago - UpvoteDownvoteShare Job
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CFS is a wholly owned subsidiary of Convergint Technologies and is the Federal Government Arm of Convergint. CFS is a systems integration company that is focused on the physical security for the U.S. Federal Government with locations and personnel throughout the U.S. and globally.
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Responsible for the execution of Samsung Healthcare's Federal Government sales strategy with the Department of Veteran Affairs and Department of Defense hospitals and clinics that perform medical imaging.
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Harmonia Holdings Group, LLC is an award-winning minority and female owned federal government contractor committed to providing innovative, high-performing solutions to our government clients and focused on fostering a workplace that encourages growth, initiative, creativity, and employee satisfaction.
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minimum wage federal government jobs Title: manager senior in Schuyler, Nebraska
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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.