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Must possess one of the following: A minimum of three years of experience working in any of the following: Tactical Operations Center Intelligence analysis Watch center Command post Police/Fire/Rescue dispatch (not ) Marine Security Guard Military Police / Desk Sergeant A minimum of one year of experience as a Shift Leader, Complex Supervisor, or Site Supervisor on WPS III or any of its predecessor contracts within the area of responsibility.
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Former U.S. Military Instructor Pilot and Instrument Flight Examiner. Must have CFI / CFII / MEI certification or US military aviation experience and be able to obtain the certification. US military aviation experience.
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Recent US Navy experience/recently retired military is highly preferable. The position will pursue new opportunities in the areas of intelligence analysis, training, and mission support (all source, SIGINT, OSINT, HUMINT, Counterintelligence, GEOSPATIAL, Virtual Reality Training); targeting and mission planning; systems engineering and integration of C5ISR systems; and data ingest and integration.
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Salary will be determined within pay grade based upon relevant preferred qualifications such as: prior law enforcement experience, college degree, military experience, foreign language proficiency and prior participation in the Fairfax County Police Department’s Public Safety Apprentice program or Police Cadet programs.
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SPS provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual and reproductive health choices, national origin, age, disability, genetics, military status, gender identity or expression, sexual orientation and/or any other status protected by law.
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Bachelor's degree in computer science, Information Technology (IT), Computer Engineering, or related technical discipline, or the equivalent combination of education, technical training, or work/military experience.
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At T-Mobile, we strongly encourage everyone, including people of color, veterans, military spouses, individuals with disabilities, lesbian, gay, bisexual, transgender, queer and non-binary people, and parents to apply.
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Certification: BLS through American Red Cross(AHA and military certifications accepted) is required upon hire. Our medical services includes a full-service 24/7 Emergency Department, orthopedics, advanced heart and vascular care, extensive diagnostic imaging and interventional radiology capabilities, minimally invasive robotic surgery and maternal/child health.
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At GP Mobile, A T-Mobile Premium Retailer, we strongly encourage everyone, including people of color, veterans, military spouses, individuals with disabilities, lesbian, gay, bisexual, transgender, queer and non-binary people, and parents to apply.
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At Collins Aerospace, our Mission Systems team helps civilian, military and government customers complete their most complex missions — whatever and wherever they may be. STS develops and builds highly realistic simulators and training systems for both military and commercial customers.
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An innovative software company in the Defense and Intelligence space is hiring cleared Software and DevSecOps engineers to start ASAP. You will, build forward thinking, secure software products and solutions that extend our military and reconnaissance capabilities.
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As the world enters an era of strategic competition, Anduril is committed to bringing cutting-edge autonomy, AI, computer vision, sensor fusion, and networking technology to the military in months, not years.
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IBS provides global, 24/7, dissemination of time sensitive Indications & Warning and Force Protection data to Joint Warfighters and Collaborating Nation partners conducting military operations around the world.
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Extensive knowledge base in one (1) or more of the following disciplines watchlisting, identity analysis, intelligence, law enforcement, United States military, and / or national security (counterterrorism, counterintelligence, transnational organized crime, and weapons of mass destruction) experience.
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BAE Systems voted #2 Best Employer for Veterans by Military Times and Top 10 Best Employer by Monster.com/Military.com. Our leave programs include paid time off, paid holidays, as well as other types of leave, including paid parental, military, bereavement, and any applicable federal and state sick leave.
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military job in Reston, VA
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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 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.