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Must possess an active, current Top Secret/Sensitive Compartmented Information (TS/SCI) clearance with polygraph; Peraton is a next-generation national security company that drives missions of consequence spanning the globe and extending to the farthest reaches of the galaxy.
$146,000 - $234,000 a yearFull-timeExpandApply NowActive JobUpdated 12 days ago - UpvoteDownvoteShare Job
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A current and active Top Secret/SCI security clearance issued by the U.S. government. As a member of VDID you will be developing the next generation of innovative space vehicle designs to solve the most challenging problems of our US Space Force, Intelligence Community, NASA, NOAA, and commercial/international customers.
Full-timeExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
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Required Qualifications Education: A Bachelor’s degree from an accredited college or university in a technical or business related discipline Clearance: Top Secret w/SCI eligibility; #qinetiqclearedjob Experience: Minimum of 8+ years of relevant experience Candidates MUST be highly proficient in Microsoft PowerPoint, Word, Excel, and Outlook.
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Active Top Secret/SCI clearance. The network security solution consultant will work with the customer and diverse stakeholders throughout the customer organization to create technical project plans, schedules, test plans, deployment plans, and migration plans to evolve the customer's systems to the next generation capabilities.
Full-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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This position requires an active Top Secret/SCI clearance with Polygraph. SAIC is looking for a Satellite Payload Systems Engineer to support a very dynamic and innovative space program in Chantilly, VA. In this position, you will gain experience with acquiring and deploying the next generation of space assets including first of a kind satellite constellation with ground-breaking technology.
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Active Top Secret clearance is required. We are a world-class team of professionals who deliver next generation technology and products in robotic and autonomous platforms, ground, soldier, and maritime systems in 50+ locations world-wide.
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Accomplished mentor to inspire and develop the next generation of Program Managers Minimum Clearance Required to Start: Top Secret SCI This position is part of our Federal Solutions team.
$126,600 - $227,900 a yearExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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SAIC is looking for a Software Systems Engineer to support a very dynamic and innovative space program in Chantilly, VA. In this position, you will gain experience with acquiring and deploying the next-generation of space assets including first of a kind satellite constellations with ground-breaking technology.
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Comtech Telecommunications Corp. is a leading global technology company providing terrestrial and wireless network solutions, next-generation 9-1-1 emergency services, satellite and space communications technologies, and cloud-native capabilities to commercial and government customers around the world.
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An active Top Secret clearance with Sensitive Comparted Information (SCI) eligibility is required. LinQuest Corporation is seeking an Operations Research Analyst/NGTS (Next Generation Threat System) Modeler who will help advance Department of Defense (DoD) capabilities to conduct mission-level modeling, simulation, and analysis (MS&A) of complex, adaptive kill webs.
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Much of our work contributes to innovative research in the fields of sensor science, signal processing, data fusion, artificial intelligence (AI), machine learning (ML), and augmented reality (AR). Familiarity with embedded/IOT, mobile devices (development/testing), networking.
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In addition, this position requires US Citizenship along and requires an active US government-issued Top Secret clearance. Active Top Secret clearanceFull stack development is required, including front end and backend technologies including Python, C.
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PLEASE NOTE: This position requires an ACTIVE Top Secret/SCI Clearance with CI Polygraph. To be considered for this position, you MUST have an ACTIVE Clearance Level of Top Secret/SCI with CI Polygraph.
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FEATURED BLOG POSTS
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.