New Career Bootcamp

The Cure for Career Confusion

  • Career Clarity Coaching
    • First Coaching Session Preparation
    • New Client Orientation & Welcome Document
    • Research Job & Career Ideas
      • Job Idea Evaluation Workbook
      • 100 – Overview of Job & Career Idea Research
      • 110 – How to Use the Job Search Profiles
      • 120 – How To Research Job & Career Ideas (Initial Strategies)
      • 140 – Salary Research Tools
      • 150 – Explore Industry Ideas
      • 160 – Research Other Peoples’ Career Transitions to Job Titles that Appeal to You
      • 170 – How to Research Job Titles at Companies that Appeal to You
      • 180 – Informational Interviews
    • How to Choose the Right New Career
      • Create a Career Vision Summary
      • Reduce Dimensionality
      • Don’t Trust Your Gut (Without Testing It)
      • Beware of the Giant Spreadsheet
      • Attain Distance
      • Conduct a Risk Analysis
      • Integrated Thinking
      • Accept Uncertainty
      • Ikigai Career Map
      • Marshall Goldsmith Strategy to Evaluate Job & Career Ideas
    • Do You Need To Be Passionate About Your Job?
    • Training Programs for Technology Jobs & Careers
    • Resumes, Job Search, Interviewing & More
  • Quick Question Coaching
  • Job Search Breakthrough
    • Job Search Strategies Overview
    • Weekly Job-Search Campaign Tools & Planner
    • How Long Will It Take You To Land A New Job?
    • Agency Recruiters
      • How to Find Recruiters in Your Target Niche
    • Enhance Your Job Search with LinkedIn’s Home Page
    • The Simple Social Media Job Search Strategy
  • Online Job Search
    • Module 1: Introduction & Overview
    • Module 2: Top Strategies To Find Relevant, Advertised Job Openings
      • (2.1 – Part 1) Use The Best Job Boards To Find Advertised Job Openings
      • (2.1 – Part 2) Best Startup Job Boards
      • (2.3) Clever Way To Use LinkedIn To Find Appealing Companies That Might Have Job Boards
      • (2.4) How To Set Up Job Search Alerts To Stop Wasting Your Time
      • (2.5) Is It A Waste Of Time To Apply If You’re Not Perfectly Qualified?
      • (2.6) What is the Best Time to Submit Your Application Online?
      • (2.7) How Many Jobs a Week Should You Apply to?
      • (2.8) Should You Post Your Resume on Job Boards?
    • Module 3: Tips & Tricks For Submitting Your Resume & Cover Letter For More Success
      • (3.1) 4 Ways To Quickly Tailor Your Resume To Win More Interviews
      • (3.2.1) Write A Blockbuster Cover Letter That Positions You For A Career Change
      • (3.2.2) Handling Salary Info in a Cover Letter
      • (3.3) Best Practices For Submitting Your Resume & Cover Letter
      • (3.3.1) What to do if You’re Applying Online and There’s a Salary Box
      • (3.4) Should You Follow Up With Human Resources?
    • Module 4: Get Insider Help To Win Job Interviews
      • (4.1) Why Company Employees Will Help You (Even If They Don’t Know You)
      • (4.2) How To Find Helpful Company Insiders To Maximize Your Success
      • (4.3) Unknown Ways To Use LinkedIn To Find Helpful Insiders
      • (4.4) How To Choose The Best Company Insiders To Talk To
      • (4.5) The Most Effective Ways To Contact Company Insiders You Don’t Know
      • (4.6) Do This To Ensure A Successful Conversation With Company Insiders
      • (4.7) Best Questions To Ask Company Insiders To Get The Information & Help You Want
      • (4.8) Steal These Sample Thank You Notes
    • Module 5: Fly by HR & Get to the Real Decision Maker
      • (5.1) Identify the REAL Decision Maker
      • (5.2) Access Nearly Any Hiring Manager’s LinkedIn Profile
      • (5.3) Get Nearly Any Hiring Manager’s Contact Information
      • (5.4) The Interview Magnet Letter Formula
      • (5.5) Interview Magnet Samples
      • (5.6) Get Your Interview Magnet Letter Into The Hands of the Hiring Manager
    • Implementation Coaching
  • Hidden Job Search
    • Module 1: Welcome to Hidden Job Search Breakthrough!
      • (1.1) Why You Must Search for Unadvertised Job Openings
      • (1.3) Mindset For Success
    • Module 2: Hidden Job Search Strategy Overview
      • (2.1) Super Strategy Overview
      • (2.2) Action Steps & Program Table of Contents
      • (2.3) Discover The Two Types of Hidden Job Searches
    • Module 3: Identify Many Companies That Could Hire You
      • (3.1) Define Your Target Market
      • (3.2) How Many Potential Employers Is Enough?
      • (3.3) The Best Ways to Build A List Of Potential Employers
      • (3.5) Job Search Organization
      • (3.6) Classify Potential Employers
    • Module 4: The “Customized” Strategy
      • (4.1) Select The Best Companies To Target
      • (4.2) How To Easily Identify Hiring Managers And Insider Connections
      • (4.3) Best Research Strategies To Win More Job Interviews
      • (4.4) How To Use Informational Interviews To Increase Your Success
      • (4.5) Top Strategies To Comfortably Contact Hiring Managers
      • (4.6) Discover How To ‘Keep In Touch’ So Hiring Managers Yearn For You
    • Module 5: The “Universal” Strategy
      • (5.1) Select Potential Employers To Target
      • (5.2) Top Strategies To Easily Identify People Who Might Want To Hire You Today
      • (5.3) The Universal Job Magnet Letter Formula (With Samples)
      • (5.4) Best Ways To Quickly And Easily Contact People Who Can Hire You
    • Module 6: Best Ways To Find People Who Can Hire You… Or Help You Get A Job
      • (6.1) 6 Quick Ways To Identify People Who Could Hire You
      • (6.2) Best Practices for Using Advanced Searches On LinkedIn To Find People Who Could Hire You
      • (6.3) Unknown Strategies To Find Insider Connections On LinkedIn
      • (6.4) Networking Strategies
      • (6.5) Little Known Strategies To Access Nearly Anyone’s LinkedIn Profile
      • (6.6) Hush Hush Ways To Get Nearly Anyone’s Contact Information Fast
    • Implementation Coaching
  • Job Search Networking
    • Introduction
    • 6 Myths & Facts About Networking
    • Personal Job Search Networking Training Modules
      • Module 1: How to Begin
      • Module 2: Be Effective – Prioritize Your Networking List
      • Module 3: 5 Key Strategies for Success Job Search Networking
      • Module 4: 7 Sample Networking Request Letters
      • Module 5: How to Create Your Elevator Pitch (With Samples)
      • Module 6: Creating Your Personal Marketing Plan
      • Module 7: What to Say (and Avoid) in Networking Conversations
      • Module 8: Sample Thank You Note For Networking Help
      • Module 9: Keep in Touch and the Law of Sevens
      • Module 10: The One+ Strategy
    • Event Networking
      • Find Networking Events Worth Going To
      • Make the Most of Networking Events
    • Networking Business Cards & Samples
  • Interview Breakthrough
    • Welcome to Interview Breakthrough!
    • (1.1) Action Steps and Program Table of Contents
    • Module 2: Mindset for Success
      • (2.1) The Art of Turning Interviews Into Enjoyable Conversations
      • (2.2) The Four Hot Buttons of Every Hiring Manager
      • (2.3) Turn Lemons Into Lemonade
      • (2.4) Dealing with Rejection
    • Module 3: Prepare to Win Job Offers
      • (3.1) Background Research
      • (3.2) What Salary Are You Worth?
      • (3.3) Get Insider Help To Win Offers
        • (3.3.1) Why Company Employees Will Help You (Even If They Don’t Know You)
        • (3.3.2) How To Find Helpful Company Insiders
        • (3.3.3) Use LinkedIn To Find Helpful Insiders
        • (3.3.4) Choose The Best Company Insiders To Talk To
        • (3.3.5) The Most Effective Ways To Contact Company Insiders You Don’t Know
        • (3.3.6) Do This To Ensure A Successful Conversation With Company Insiders
        • (3.3.7) Best Questions To Ask Company Insiders To Get The Information & Help You Want
        • (3.3.8) Sample Thank You Notes
      • (3.4) Make a Strong First Impression
    • Module 4: Get the Salary You Deserve
      • (4.1) Salary Research
      • (4.2) Here’s YOUR Salary Discussion Strategy
      • (4.3) What to Say When They Want to Know Your Salary History & Requirements
        • (4.3.1) Handling Salary Info in a Cover Letter
        • (4.3.2) Handling Online Salary Boxes
        • (4.3.3) Handling Salary Discussion DURING an Interview
    • Module 5: Interview Questions & Answers
      • (5.1) Handle Job Interview Questions With Ease
      • (5.2) Interview Question & Answer Guide
      • (5.3) Prepare for These Potential Interview Questions
      • (5.4) Tell Me About You…
      • (5.5) Questions YOU Can Ask at a Job Interview
    • How to Give a Killer Presentation
    • Module 6: Interview Strategies That Win Job Offers
      • (6.0) Participate (and look good) in Skype Interviews
      • (6.1) Ace Your Phone Interviews
      • (6.2) Align Your Experience With The Position
      • (6.3) Discover What the Interviewer REALLY Wants
      • (6.4) Eliminate the Interviewer’s Doubts About You
      • (6.5) How to Prove You Can Do a Job You Haven’t Done (Webinar)
      • (6.6) Handling Salary Discussions DURING Interviews
      • (6.7) How to Close Your Interview
      • (6.8) Essential Do’s and Dont’s
    • Module 7: Seal the Deal (What to do after the Interview)
      • (7.1) How Did You Do?
      • (7.2) Keep In Touch For More Success
      • (7.3) Send This Instead of A Thank You Note
      • (7.4) 90-Day Plan
      • (7.5) Top Tips for Handling References Professionally During Your Job Search
    • Module 8: Handling Job Offers Successfully
      • (8.1) How to Stall a Job Offer
      • (8.2) Job Offer Evaluation Checklist
      • (8.3) Signs That a Company Is a Bad Apple
      • (8.4) Avoid a Mess – Checkout Your New Boss
      • (8.5) Handling Salary Negotiations
      • (8.6) Should You Let an Executive Recruiter Negotiate Your New Salary?
      • (8.7) Ready to Accept a Job Offer? Read These Documents Carefully First
      • (8.8) Accept a Job Offer the Right Way
      • (8.9) Using an Outside Offer to Get a Raise
    • Module 9: How to Choose the Right Job Offer
      • (9.1) Create a Career Vision Summary
      • (9.2) Reduce Dimensionality
      • (9.3) Don’t Trust Your Gut (Without Testing It)
      • (9.4) Beware of the Giant Spreadsheet
      • (9.5) Attain Distance
      • (9.6) Conduct a Risk Analysis
      • (9.7) Integrated Thinking
      • (9.8) Accept Uncertainty
    • Module 10: Interview Correspondence
      • (10.1) Sample Letter Withdrawing From Consideration
      • (10.2) Sample Letter Accepting a Job Offer
      • (10.3) Sample Letter Declining a Job Offer Because of a Low Salary
      • (10.4) Sample Letter Declining a Job Offer Because You Don’t Want the Job
      • (10.5) Sample Letter to Write When You Don’t Get a Job Offer But You Want a Second Chance at Getting It
      • (10.6) Sample Letters Thanking a Reference
      • (10.7) Sample Job Resignation Letter
    • Implemetation Coaching
  • Gift Certificates
  • Contact

Digital Forensics

Here is the information for this type of role…


Digital Forensics Analyst

Bank of America – Addison, TX
The Digital Forensics (DF) team is a reactive investigations team that respond to events or incidents to identify and mitigate or reduce risk to the Bank. A variety of matters are investigated whether they are information security related or assisting in an investigation for our existing stakeholders by forensically preserving and analyzing digital evidence and presenting the findings.The role of the Digital Forensics Analyst will be to examine digital media in a forensically sound manner with the aim of identifying, preserving, recovering, analyzing and presenting facts about the digital information.Responsibilities include, but are not limited to:

  • Recover data from computer hard drives and other data storage devices that have been deleted, damaged or otherwise manipulated
  • Use forensic tools and investigative methods to find specific electronic data
  • Analyze data and evaluate its relevance to the case under investigation
  • Document each stage of the investigation and maintain a focus on case logs, repeatability and chain of custody
  • Present findings via written reports and orally to key stakeholders in clear and concise language
  • Testify in court when required
  • Case assignment and MI reporting when required
  • Risk management

Required Skills:

  • EnCE (Encase Certified Examiner) is essential
  • CFCE (The International Association of Computer Investigative Specialists) – Foundation Level knowledge
  • CCE (The International Society of Forensic Computer Examiners) – Foundation Level Knowledge
  • ACE (Access Data Certified Examiner) is desired
  • Bachelors in Computer Science is desired
  • Excellent Communications skills to enable rapport to be built with Stakeholders and colleagues
  • Technical skills to allow a process to be followed methodically and systematically as well as troubleshooting
  • An investigative mind to be able to learn and discover how unfamiliar technology works
  • Excellent organizational skills to manage caseload, projects and ad hoc requests
  • Ability to present both in the written form and orally and adapt communication style to the audience
  • Report writing skills
  • Project Management skills
  • Responsive, reactive and proactive
  • Able to switch mindset and wear many hats (e.g investigator, interviewer, trouble-shooter) without impacting performance

Digital Forensics Technician I
City of Chula Vista, CA – Chula Vista, CA
$4,285 – $5,209 a month

To perform technical work in the examination, identification, and preservation of digital evidence including computers, cellular phones, digital media, electronic data storage, and related materials pertaining to law enforcement investigations; to log in evidence and maintain records; and do related work as required.

Distinguishing Characteristics: This is the entry-level class in the Digital Forensics Technician series. Positions in this class typically have limited work experience and work under immediate supervision while learning job tasks progressing to general supervision as procedures and processes of assigned area of responsibility are learned. The Digital Forensics Technician I is distinguished from the Digital Forensics Technician II by the level of duties performed and the full range of duties assigned to the Technician II level.

Essential Functions: Functions may include, but are not limited to, the following (under immediate supervision while learning job tasks): conduct forensic examinations of digital devices, computer systems, storage media and electronic storage devices to obtain evidence contained within; determine methods and techniques appropriate for extracting data from a variety of digital evidence items; use forensic software applications to analyze electronic media; extract digital information from cellular telephones using a variety of approved methods and tools; preserve and copy original media; restore recoverable deleted files; access password-protected and secured files; use digital forensic extraction and analysis equipment including the use of digital camera and video capture software to acquire electronic images; maintain specialized equipment assigned to the Crime Laboratory; prepare reports documenting examination procedures and results; maintain inventory records, repairs, maintenance, upgrades, and modifications of digital devices and equipment maintained by the Police Department such as cellular phones and body worn cameras; provide basic training to department personnel on digital devices used in the course of their duties such as cellular phones and body worn cameras; provide support to the Police Department with utilizing digital imaging techniques including video capture and enhancement; build and maintain positive working relationships with co-workers, other City employees and the public using principles of good customer service; and performs related duties as assigned.

Minimum Qualifications:

Any combination of education and/or experience and training that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:
Experience: Six months of experience involving forensic examinations of digital devices and computer systems or one year of experience in the installation, use and maintenance of computer hardware, software, and related peripheral equipment; AND

Training: College level courses from an accredited college in Computer Science, Information Technology, Criminal Justice, Computer Forensics or a related field.

License or Certificate: Possession of a valid California driver’s license.
Knowledge, Skills and Abilities / Physical Demands and Working Conditions:Knowledge of: basic investigative techniques related to computer and digital device forensics; methods and techniques used to access, recover, review, validate, and preserve electronically stored data files; the principles and practices of evidence collection, preservation and handling; methods of restoring deleted files and accessing secured unencrypted data; exercise independent judgment and initiative without close supervision; applicable laws, codes, ordinances and regulations; English usage, spelling, grammar, and punctuation; and computer equipment and software applications related to assignment.

Ability to: learn police procedures, court testimony procedures and techniques; learn to examine and analyze computer hardware, software, and electronically stored data pertaining to law enforcement investigations; learn to use digital forensic extraction and analysis equipment including the use of digital camera and video capture software; find and extract electronically stored information to be used as evidence; restore deleted files; learn to access secured data; find and extract electronically stored information to be used as evidence; learn to prepare and present reports of findings; learn to prepare and maintain accurate records and files; learn to redact and enhance video/photos; testify in court; learn, understand, interpret and apply basic laws, rules and regulations; prepare clear, detailed, and concise reports; work nights, holidays and weekends and be available for stand-by and call outs after regular working hours; operate computer equipment and software applications related to assignment; communicate clearly and concisely, both orally and in writing; establish and maintain effective working relationships with those contacted in the course of work and work with various cultural and ethnic groups in a tactful and effective manner.


Digital Forensics Analyst- Junior level
CGI Group, Inc. – Huntsville, AL 35801Position Description:
The CGI Federal Cyber Threat Analysis Center (CTAC)is seeking a Junior-level Digital Forensic Analyst to support intrusion and insider threat investigations for internal and external customer incidents. The Digital Forensic Analyst will be responsible for using a wide variety of forensic tools and investigative methods to find: specific electronic data, locate malicious code, determine the infection vector, scope of the compromise, malware artifacts, possible data ex-filtration activity, documents, photos and e-mails from computer hard drives and other data storage devices, such as zip and flash drives that have been deleted, damaged or otherwise manipulated

Your future duties and responsibilities:

  • Conducting data forensic investigations for enterprise computer security incidents including but not limited to internal and external intellectual property theft, attacks/intrusions, computer abuse and insider threat investigations
  • Perform forensically sound imaging of multiple types of data sources
  • Demonstrated skill performing operational software/hardware testing on digital equipment and other electronic devices.
  • Ability to follow through on leads until all possible avenues in investigating a case have been exhausted.
  • Performing log, memory and RAW analysis.
  • Maintain full chain of custody and evidence tracking
  • Demonstrated skill in performing post-incident computer forensics in a forensically sound manner.
  • Organize all relevant case information in easy-to understand format
  • Prepare reports and document case details, development and outcome.
  • Provide expert analysis and interpretation of forensic artifacts, including expert opinions when necessary
  • Successfully complete initial competency and annual proficiency testing
  • Maintain knowledge and understanding of new developments in the field of digital forensics

Required qualifications to be successful in this role:

  • Must be a US Citizen.
  • Ability to work greater than 40 hours per week as needed
  • Ability to act as full-time on-call for escalation of cyber security incidents
  • Experience with forensic data acquisition using a variety of imaging types and methods
  • Knowledge of forensic analysis and proper investigation techniques pertaining to compromised systems
  • Knowledge of forensic best practices pertaining to chain of custody and preservation of evidence procedures
  • Familiarity with forensic artifacts typically found in Windows operating systems
  • Experience in team oriented environments, leveraging other teams’ experience and specialties as required
  • Technical report writing experience
  • Experience with Autopsy, TSK, EnCase, FTK, X-Ways or other computer forensic tools
  • Experience troubleshooting, maintaining, and repairing computer hardware
  • Familiarity with identification of malicious software

DESIRED QUALIFICATIONS

  • Knowledge of programming and scripting languages (e.g., Python, Perl, EnScript, etc.)
  • Experience with ISO 17025 Accreditation requirements
  • Ability to read and interpret PCAP data
  • Digital Forensic and Incident Response Certifications such as GCFE, GCFA, CHFI, CCE, CFC, EnCE, CFCE, CART/FE, FET, or DeXT, NCFI BICEL, BCERT, and/or AFT

Skills:

  • Incident Response
  • InsiderThreatVulnerabilityAsse
  • Malware Engineering

What you can expect from us:
Build your career with us.

It is an extraordinary time to be in business. As digital transformation continues to accelerate, CGI is at the center of this change—supporting our clients’ digital journeys and offering our professionals exciting career opportunities.

At CGI, our success comes from the talent and commitment of our professionals. As one team, we share the challenges and rewards that come from growing our company, which reinforces our culture of ownership. All of our professionals benefit from the value we collectively create.

Be part of building one of the largest independent technology and business services firms in the world.

Learn more about CGI at www.cgi.com.

No unsolicited agency referrals please.


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