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This position will function as an Advisory and Assistance Services (A&AS) Epidemiology Subject Matter Expert (SME) for the DTRA Cooperative Threat Reduction (CTR) Biological Threat Reduction Program (BTRP.
$74,500 - $130,400 a yearFull-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Redhorse specializes in developing and implementing creative strategies and solutions with private, state, and federal customers in the areas of cultural and environmental resources services, climate and energy change, information technology, and intelligence services.
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Acquisition and Program Management Subject Matter Expert. supporting the Missile Defense Agency (MDA), Director of Acquisitions, Fort Belvoir, VA. This is a Hybrid on-site/Remote position.
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Accenture Federal Services delivers a range of innovative, tech-enabled services for the U.S. Federal Government to address the complex, sensitive challenges of national security and intelligence missions.
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Transform technology into opportunity as a Subject Matter Expert (SME) with GDIT. A career in enterprise IT means connecting and enhancing the systems that matter most. Our work depends on Subject Matter Expert (SME) joining our team to support the US Army Intelligence and Security Command (INSCOM.
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Company Job Title: Helpdesk Subject Matter Expert. Helpdesk Subject Matter Expert- VA. Creates a ticket in the approved incident management system for all support calls received; or route user support calls to appropriate IT Help Desk.
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Acquisitions Subject Matter Expert (SME) As a Senior Acquisition Specialist, you will assist the Government in establishing high-level contract strategy and driving implementation of strategic contract opportunities.
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Parsons is a hiring an AI/ML subject matter expert to work closely with our National Geospatial Intelligence Agency (NGA) client in Springfield, VA. Serve as the embedded AI/ML Subject Matter Expert (SME) to advise the client on concepts of operations (CONOPs) and design implementations of how to deploy AI algorithms onto warfighter platforms.
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Serve as a Solution Architect / Subject Matter Expert to guide and integrate diverse stakeholder requirements into a holistic technical requirement. 6 years operating as a functional expert, consulting, designing, implementing, or contributing to SAP based ERP process or system improvements.
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The ideal candidate will have a diverse skillset, with expert knowledge in areas including data engineering, data science, data stewardship, governance, quality assurance, knowledge management; and data management life-cycle.
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Demonstrated understanding of the customer network in one or more of the following: NGA, US Army, Office of the Secretary of Defense (OSD), Special Operations Command (SOCOM), US Marine Corps, and/or Defense Intelligence Agency (DIA.
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Experience with the NGA customer’s requirements captured in at least two of the following: ISR, geospatial intelligence, data analysis and mission planning. Understanding of software, data science, artificial intelligence and machine learning concepts.
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Cloud Lake Technology is looking for a Microsoft Subject Matter Expert (SME) to work in Lorton, VA. Microsoft Power BI Data Analyst Professional Certificate or similar training at this level for the knowledge and expertise for the Power BI components; IAT-II certification.
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While subject to change based on business needs, Leidos reasonably anticipates that this job requisition will remain open for at least 3 days with an anticipated close date of no earlier than 3 days after the original posting date as listed above.
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Seeking an Agile Coach/SME to support activities related to the sustainment and acquisition of an Army Data Platform.
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Title: subject matter expert in Lorton, VA
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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.
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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?
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.
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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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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.