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Dewberry is currently seeking a motivated Entry Level Traffic Engineer. Primary responsibilities will be performing traffic engineering design and analysis related to traffic signals, signing and pavement markings, lighting, work zone traffic control, Intelligent Transportation Systems (ITS), and traffic operational analyses.
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We are currently seeking a Water/Wastewater Engineer in our Fairfax, VA office.
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When you begin your job with us working on the front-end as a courtesy clerk, customer service associate, or cashier, you are taking a step towards an opportunity that can help you learn, grow, and even develop a long-lasting career!
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Responsibilities: Design and develop dynamic Enterprise Web and Mobile applications Cyber Security, Supply Chain/Logistics, or Finance for a variety of clients like Verizon, Capital One, and Cardinal Health in small teams.
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Preferred Education, Experience, & Skills Basic understanding of National level imagery product standards. Compile intelligence materials for use in briefings to high-level government personnel.
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Level of Experience: Senior. Experience with Java Spring Boot, Java, API experience, Kubernetes, GitHub, Kafka, Rancher, AFT, microservices, working knowledge of EDI (X12) data transfer formats.
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This advertisement is to fill two vacancies which may be underfilled at the level of Crime Analyst I. Applicants hired at the Crime Analyst I will be non-competitively promoted to the Crime Analyst II level upon successful completion of an underfill agreement.
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A growing and busy immigration law firm located in the DMV area is looking to hire an attorney to join the quickly evolving firm.
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Imagery Analyst (Active TS/SCI and Polygraph Required) Chimera supports our customers with advanced intelligence analysis to aid analysts, the warfighters and decision makers.
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The entry-level engineer works closely with the project manager to assist and support them. Any third-party recruiting agreements for Legence and its affiliate companies may only be executed by Legence Holdings LLCs CHRO or Director of Talent Acquisition, without exception.
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Peraton is seeking motivated Entry-level Image Scientists in our Springfield, VA location to support a classified program. The systems tested include many data products from remote sensing platforms that collect different images and geospatial information including electrical-optical or visible (E/O), Synthetic Aperture Radar (SAR), Overhead Persistent Infrared (OPIR), motion, multi-spectral and hyper-spectral imagery, and lidar.
$66,000 - $106,000 a yearFull-timeExpandApply NowActive JobUpdated 4 months ago - UpvoteDownvoteShare Job
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Lead small teams in the evaluation of precision strike and/or air combat system effectiveness using an assortment of mission-level analysis tools with the goal of discovering useful data, informing conclusions, and supporting decision-making.
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SCS Engineers (SCS) is seeking an independent, detail-oriented engineer to assist with the workload of diverse, challenging solid waste projects out of our Reston, VA office.
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Guides Mid-level and Junior-level system engineers performing requirements engineering, solutions engineering, scheduling, reliability, resiliency, services development, integration, test and evaluation, maintainability and analysis across the National System of Geospatial-intelligence (NSG), Allied System of Geospatial-intelligence (ASG) and Federal Agencies.
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Our Brand Coordinator opportunity is perfect for someone entry-level who wants to step into the Sales, Marketing, and Branding world and experience the back-end of what makes a business successful in providing a massive return on investment for its clients.
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entry level jobs Title: behavior therapist Company: Ahs Medstat in Fairfax, VA
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.