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The Sailors in the Submarine Electronics Computer Field (SECF) work with a submarine’s sonar, weapons, communications and navigation systems.
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Modern Technology Solutions, Inc. (MTSI) is a 100% employee-owned engineering services and solutions company that provides high-demand technical expertise in Digital Transformation, Modeling and Simulation, Rapid Capability Development, Test and Evaluation, Artificial Intelligence, Autonomy, Cybersecurity and Mission Assurance.
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Bachelor's Degree in Computer Science, Computer Engineering, or Electrical Engineering with 12 years of relevant DoD, Aerospace, or Defense industry work experience or Master's Degree with 10 years of relevant work experience (will consider less years of experience.
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Period of Performance: 01 August 2024 31 July 2026 Estimated Pay: $75,000.00 $80,000.00 Based on Experience Working Hours The Educational Technology Manager work schedule is normally 7:30 a.m. to 4:30 p.m., Monday through Friday, however, there may be times when it is necessary for the contractor to work after duty hours or weekends in support of specific tasking.
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Northrop Grumman Defense Systems’ C4 Missile Defense Business Unit has an immediate opening for a Senior Manager of Business Development. This position reports to Wright-Patterson Air Force Base, Dayton, Ohio. This position is a critical role within the Mission Solutions and Strategy team, driving the Business Unit’s long-term growth in the domestic market.
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Bachelor’s Degree in business, engineering, or related discipline or equivalent experience, Project Management Professional (PMP), Certification or similar advanced accreditation preferred. Job DescriptionASRC Federal Professional Services is seeking a Program Manager (PM) for BASOPS work located on Wright- Patterson AFB. The Program Manager serves as single point of contact (POC) for the WPAFB customer and community.
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Develop tailored, engineering-level Intelligence assessments that provide deep insights into adversary systems enabling engineering research, experimentation, prototype development, acquisition, test and evaluation, and operational execution of cyber and electronic warfare solutions.
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Essential Job Responsibilities Support program data management tasks to include: Creating and maintaining Engineering Data Management Plans Engineering Data Activity Files Planning and executing Engineering Data Guidance Conferences In-Process Reviews (IPRs) of engineering drawings Support development and review of configuration control and data management relevant requirements and products.
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Experience with software engineering tools (i.e., OpenShift, Rancher Kubernetes Engine (RKE), kubeadm, Elastic Kubernetes Service (EKS) minishift, minikube, kind used for local development and testing.
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Bachelors degree in Electrical Engineering, Optical Engineering, Physics, Electro-Optics, or a related discipline and 4 years of experience. Bachelors degree in Electrical Engineering, Optical Engineering, Physics, Electro-Optics, or a related discipline and 4 years of experience.
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Act as senior program manager for major projects, lead teams in activities, including development and analysis of complex engineering and test strategies, technology, and risk assessments, and performance and capability assessments.
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In 1950, Bill Rosenberg opened the first Dunkin' Donuts shop in Quincy, Massachusetts.
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Bachelor’s Degree in business, engineering, or related discipline or equivalent experience, Project Management Professional (PMP), P.E. Certification or similar advanced accreditation preferred.
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Serve as manager for the automated material handling system and ensure all operating equipment performs as expected. Knowledge of Total Productive Maintenance (TPM) and Reliability-Centered Maintenance (RCM) techniques.
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Candidate should be experienced and successful at solving complex system integration and engineering issues, enjoy working in a dynamic, responsive, and collaborative environment, and dedicated to the success of our customers against advanced, persistent threats.
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engineering job Title: manager Company: Asrc Federal in Patterson, OH
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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?
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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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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.