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Remote Video Researcher Jobs in Virginia (NOW HIRING)

Comcast

Technical Program Manager 3, FreeWheel

Reston, VA · On-site +1

$134K - $173K/yr

Powered by premium video content, robust data, and advanced technology, we're making it easier for ... Leveraging technical expertise to research, plan, and achieve program objectives through effective ...

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Remote Video Researcher information

What is a Remote Video Researcher?

A Remote Video Researcher is a professional who gathers, reviews, and analyzes video content from various sources to support projects such as documentaries, news segments, or entertainment productions. Working remotely, they use online databases, archives, and other digital tools to find relevant footage, verify its authenticity, and ensure it meets project requirements. They may also handle licensing, permissions, and cataloging of video assets. This role typically requires strong research skills, attention to detail, and familiarity with video editing or management software.

What are the key skills and qualifications needed to thrive as a Remote Video Researcher, and why are they important?

To thrive as a Remote Video Researcher, you need strong analytical abilities, attention to detail, and proficiency in researching and verifying video content, often backed by a degree in media, communications, or a related field. Familiarity with video editing software, online research tools, digital asset management systems, and sometimes data analytics platforms is typically required. Excellent organizational skills, self-motivation, and clear written communication help you stand out in managing projects and collaborating remotely. These skills ensure accurate content sourcing, efficient workflow, and effective teamwork in a digital, fast-paced environment.

What are some common challenges faced by Remote Video Researchers and how can they be addressed?

Remote Video Researchers often encounter challenges such as verifying the authenticity of video sources, maintaining effective communication with team members across different time zones, and staying updated with the latest video analysis tools. To address these, it's helpful to establish clear protocols for source verification, use collaboration platforms for seamless teamwork, and dedicate time to ongoing training on new software. Adapting to a remote work environment also requires strong self-management and proactive outreach to colleagues to ensure alignment on project goals.

What is the difference between Remote Video Researcher vs Remote User Experience Researcher?

AspectRemote Video ResearcherRemote User Experience Researcher
Required CredentialsBachelor's in Psychology, Sociology, or related fields; research experienceBachelor's or higher in Human-Computer Interaction, Psychology, or related fields; research experience
Work EnvironmentRemote, often in research or media companiesRemote, in tech, software, or product companies
Employer & Industry UsageMarket research firms, media companiesTech companies, startups, software firms
Common Search & ComparisonYesYes

The Remote Video Researcher focuses on analyzing video content and conducting research through video-based methods, often in media or market research settings. In contrast, the Remote User Experience Researcher specializes in studying user interactions with digital products to improve usability. While both roles require research skills and remote work experience, their industry focus and primary methods differ.

What are popular job titles related to Remote Video Researcher jobs in Virginia? For Remote Video Researcher jobs in Virginia, the most frequently searched job titles are:
What job categories do people searching Remote Video Researcher jobs in Virginia look for? The top searched job categories for Remote Video Researcher jobs in Virginia are:
What cities in Virginia are hiring for Remote Video Researcher jobs? Cities in Virginia with the most Remote Video Researcher job openings:
Remote Video Researcher jobs near you
Senior Defense Capture Manager (Army)

Senior Defense Capture Manager (Army)

Agile Defense

Mclean, VA • On-site, Remote

$175K - $200K/yr

Other

Re-posted 9 days ago

Job description

About Agile Defense
 
At Agile Defense we know that action defines the outcome and new challenges require new solutions. That's why we always look to the future and embrace change with an unmovable spirit and the courage to build for what comes next.
 
Our vision is to bring adaptive innovation to support our nation's most important missions through the seamless integration of advanced technologies, elite minds, and unparalleled agility-leveraging a foundation of speed, flexibility, and ingenuity to strengthen and protect our nation's vital interests.

Requisition #: 1721
Job Title: Senior Defense Capture Manager (Army)
Location: McLean, VA
 
Job Description
SUMMARY
 
Lead strategic captures across the Department of Army - driving opportunity shaping, teaming, and capture/proposal execution for high-value pursuits in AI, cybersecurity, cloud, and digital transformation.
 
JOB DUTIES AND RESPONSIBILITIES
 
  • Partner with the BD Executive to identify, qualify, and prioritize strategic opportunities aligned to mission and growth objectives.
  • Lead the full capture lifecycle for complex opportunities, from shaping to proposal submission.
  • Develop and execute capture strategies aligned to mission needs, funding timelines, and acquisition paths.
  • Build and manage cross-functional capture teams (BD, solutioning, proposals, delivery, pricing, contracts, recruiting).
  • Cultivate trusted relationships with customer decision-makers and key industry partners.
  • Drive competitive analysis, win themes, and value propositions that differentiate the company.
  • Partner with proposal teams to ensure compliant, compelling submissions aligned to capture strategy.
 
Education, Background, and Years of Experience
  • Bachelor's degree required; advanced degree and/or Shipley certification preferred. 
  • 10+ years of Capture Management experience with 5 years focused on Army.
Required Skills
  • 10+ years of experience leading captures within the Defense market.
  • Demonstrated success in winning complex full-and-open or large small business opportunities.
  • Deep understanding of federal acquisition processes and major vehicles (e.g., IDIQ, GWAC, BPA, OTA).
  • Strong communication, leadership, and collaboration skills across business and technical teams, including business development and capture, pricing, proposal, and solution teams to ensure opportunities are properly shaped for success.
  • Familiarity with CRM tools such as Salesforce and market research platforms
  • Eligible to obtain and maintain a security clearance (as required)
 
Working Conditions
Environmental Conditions
  • Work is primarily performed in a general office or remote environment using standard office equipment such as computers, phones, and video conferencing systems. The work is largely sedentary but may require occasional standing or walking for meetings, presentations, or events (up to 10% of the time).
  • The working environment is generally favorable, with adequate lighting, temperature control, and minimal exposure to noise, dust, or other hazards.
  • The position may require occasional travel (approximately 25%) to meet with prospective customers, attend industry and networking events, or visit company and partner locations. Work hours are typically standard business hours; however, occasional evening or weekend work may be necessary to meet proposal deadlines or support time-sensitive capture activities.
Strength Demands
  • Sedentary - 10 lbs. Maximum lifting, occasional lift/carry of small articles. Some occasional walking or standing may be required. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met.
Physical Requirements
  • Stand or Sit; Walk; Repetitive Motion; Use Hands / Fingers to Handle or Feel; Climb (stairs, ladders) or Balance (ascend / descend, work atop, traverse).
$175,000 - $200,000 a year
Our Core Values
 
Employees of Agile Defense are our number one priority, and the importance we place on our culture here is fundamental. Our culture is alive and evolving, but it always stays true to its roots. Here, you are valued as a family member, and we believe that we can accomplish great things together. Agile Defense has been highly successful in the past few years due to our employees and the culture we create together. 
 
What makes us Agile? We call it the 6Hs, the values that define our culture and guide everything we do. Together, these values infuse vibrancy, integrity, and a tireless work ethic into advancing the most important national security and critical civilian missions. It's how we show up every day. It's who we are.
 
  • Happy - Be Infectious. Happiness multiplies and creates a positive and connected environment where motivation and satisfaction have an outsized effect on everything we do.
  • Helpful - Be Supportive. Being helpful is the foundation of teamwork, resulting in a supportive atmosphere where collaboration flourishes, and collective success is celebrated.
  • Honest - Be Trustworthy. Honesty serves as our compass, ensuring transparent communication and ethical conduct, essential to who we are and the complex domains we support.
  • Humble - Be Grounded. Success is not achieved alone, humility ensures a culture of mutual respect, encouraging open communication, and a willingness to learn from one another and take on any task.
  • Hungry - Be Eager. Our hunger for excellence drives an insatiable appetite for innovation and continuous improvement, propelling us forward in the face of new and unprecedented challenges.
  • Hustle - Be Driven. Hustle is reflected in our relentless work ethic, where we are each committed to going above and beyond to advance the mission and achieve success.
 
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
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