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Installation and Setup: Install, configure, and set up Genetec security systems, including access control systems, video surveillance systems, and intrusion detection systems, at client sites according to project requirements and industry best practices.
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Capital One’s Offensive Security Purple Team reduces cyber risk by uncovering vulnerabilities and weaknesses in the enterprise cyber environment by conducting covert/overt adversary simulation and emulation.
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Additionally, the IT Security Manager acts as a subject matter expert on IT security and provides advice to upper management. The IT Security Manager plays a critical role in overseeing the information security program for the Federal Defender system.
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The VP, Information Security plays a critical role in safeguarding an organization's information assets and ensuring that cybersecurity is integrated into the overall business strategy. Formal training/education and certification such as CISSP (Certified Information Systems Security Professional), CISM (Certified Information Security Manager), or CISA (Certified Information Systems Auditor.
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Executing the Firm's information security threat management process, ensuring all aspects of an event are documented and remediated, and communicated to the Director of Security Engineering, and/or Chief Information Security Officer as necessary.
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In this role you will, at the direction of the Regional Senior Security Manager, leads the operations of a multi-function team based at the firm’s Global Security Operations Center (GSOC.
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Security Specific: Tenable, Shodan, Metasploit, Burp Suite, CrowdStrike, Umbrella, AWS' Security Services. We are looking for a technical manager who can help us scale up our Information Security Team and safely empower our employees to safely move fast.
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Deep understanding and proficiency in SIEM/Sentinel solutions for security event monitoring and incident response. You'll be responsible for monitoring security information and event management (SIEM) systems like Sentinel, identifying suspicious activity, and collaborating with the team to implement robust security controls.
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Work closely with the Contract Program Security Officer (CPSO) and corporate leadership to ensure cyber and physical security standards are met. Technical certification: CompTIA Security + CE, CASP, CISSP, or similar certification.
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Years of experience in IT security administration, with a strong understanding of SOC2, PCI-DSS, ISO, HIPAA, Hi-Trust, SAS70 T2, NIST, and COBIT. implement, and enforce security policies, procedures, and controls in alignment with SOC2, PCI-DSS, ISO, HIPAA, Hi-Trust, SAS70 T2, NIST, and COBIT standards.
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The Office of the Comptroller’s is seeking a Chief Information Security Officer (CISO) who will lead in the implementation and management of information security controls that will increase the Agency’s overall information security posture.
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Must possess a valid NYS Armed Guard Security License. Executive Protection, Military, or Corporate Security experience is a plus. Candidate must own their firearm (Caliber to be approved by Security Management.
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Cambridge International Systems, Inc. has a full-time remote Electronic Security Systems (ESS) Lead Engineer opportunity available. Cambridge requires an Electronic Security System (ESS) Engineer to join our Team in support of a Critical Infrastructure Program.
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Palo Alto Networks Certified Network Security Engineer (PCNSE) Detailed understanding of information security systems, including firewalls, IDS/IPS, SIEM, vulnerability management, antivirus, and disk encryption.
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Conduct or support the periodic security inspections of cleared facilities in the NCR to ensure compliance with the Technical Specification for Construction and Management of Sensitive Compartmented Information Facilities, National Industrial Security Program Operating Manual (NISPOM), the NISPOM supplement, and any unique requirements of various classified programs.
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Title: security guard Company: Judson Senior Living in Newark, NJ
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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.
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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.