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Use of statistical models including experience with regression, classification, clustering, NLP, and computer vision
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You will support a dynamic, fast-paced project focused on improving the cyber security posture of civilian government agencies through the implementation and enhancement of a cybersecurity platform, providing integration services, and developing, securing, and maintaining cybersecurity dashboards.
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Manages AWS services, working with internal service groups as required to ensure system availability meets project requirements. We are seeking a Senior AWS Cloud Engineer to join our CGI team in Sacramento, CA.
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Under the direction of the Asset Manager/Central Services Manager (CSM), the Claims Processing Specialist will work directly with property owners and staff to assist them with a variety of tasks that include: renewals of their affordable housing contracts, determining their annual rent adjustments, reconciling monthly payment requests, processing claims for unpaid rent and damages and extended vacancies.
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Experience with project coordination and administration. Understand data lakehouse technologies like Iceberg, Databricks, Redshift Spectrum, Athena and Snowflake. CGI Federal is hiring a Data Engineer SME (Data Collection Engines) to work with a skilled and motivated team of professionals on a high-visibility Department of Homeland Security (DHS) Cybersecurity and Infrastructure Security Agency (CISA) cyber security program.
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Use of statistical models including experience with regression, classification, clustering, NLP, and computer vision
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Develop, expert, java, matlab, maven, programming, project architect, senior software developer. Qualified candidates will need to possess strong analytical and problem solving skills, oral and written skills, attention to detail, and a good understanding of forecasting/budgeting, project accounting including IFRS and revenue recognition.
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CGI Federal, a wholly owned subsidiary of CGI and a federal contractor serving the IT and business pr public housing agencies throughout the US, has an opening for a Part Time Housing Inspector in Clarksville, TN. The Housing Inspector conducts housing inspections in compliance with HUD guidelines.
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CGI is seeking an experienced SRE (Site Reliability Engineer) who has fresh ideas and a unique viewpoint, and who enjoys collaborating with a cross-functional team to develop real-world solutions and positive user experiences for every interaction.
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Assist with managing the development of reports on project progress, risks and issues. CGI Federal is hiring a Sr. Data Quality Engineer to work with a skilled and motivated team of professionals on a high-visibility Department of Homeland Security (DHS) Cybersecurity and Infrastructure Security Agency (CISA) cyber security program.
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Housing Inspector - Part Time - Cookeville, TN
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Ability to perform basic project management functions such as project plan development and resource / time estimation of tasks. CGI Federal is seeking a Data Governance Implementation Specialist role with a strong aptitude towards business process, policy, and overall data governance fundamentals.
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CGI Federal is seeking an Administrative Specialist to support the COPS division of DOJ. This position is located in Washington, DC.
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Position SummaryWe are looking for a Federal Project Manager to manage programs or projects for DoD (Military Clients) and other Federal Agencies as an integral member of the HDR Washington Federal Team. Customers include NAVFAC, U.S. Army Corps of Engineers (USACE), U.S. Air Force (USAF), National Guard Bureau (NGB) and other military and federal agencies across all facets of the US Government.
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Mid-Level FS Java Developer (AWS + Microservices)
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Title: project manager Company: Cgi Group
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.