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The Research and Technology Center North America (RTC-NA) is dedicated to providing technologies and system solutions for various Bosch business fields, primarily in the field of artificial intelligence (for example, human-assisted AI, natural language processing, robotics, 3D perception, and AI platform), energy technologies, internet technologies, circuit design, semiconductors and wireless, as well as advanced MEMS design.
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The successful candidate for the Senior Advisor, Acquisition Innovation Research will help to expand the Virginia Tech National Security Institute research portfolio and partnerships in the areas of digital engineering, mission engineering, test and evaluation, cybersecurity, and artificial intelligence.
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As a part of the global research, our AI research in Silicon Valley focuses on Foundation Models, Big Data Visual Analytics, Explainable AI (XAI), Natural Language Processing, 3D Perception & Mixed Reality, Cloud Robotics, Data Science, AI Platform, Time-series Analysis.
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As a senior ATR/CID research scientist, you will apply your skills to a wide variety of problems and datasets, primarily focused on Intelligence, Surveillance, and Reconnaissance (ISR) applications to include Electronic Support Measures (ESM), acoustic, Radio Frequency (RF), Electro-Optical (EO), and Infrared (IR) applications.
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Strong understanding of ground, surface, and air target identification principals and approaches using machine learning and/or artificial intelligence, pattern recognition and/or template matching, and other signal processing techniques.
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What We Do: At the SEI AI Division, we conduct research in applied artificial intelligence and the engineering questions related to the practical design and implementation of AI technologies and systems.
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2+ years of industry experience in a computational area such as data science, computer science, machine learning, artificial intelligence, statistics, or graph algorithms. In this role, you will lead and contribute to new and ongoing research and development efforts that advance Epsilon's identity match abilities - leveraging data science, machine learning and other disciplines to create new data-driven capabilities for our real-time digital marketing business.
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Use your expertise in data science, machine learning, and computer science to lead research projects and recommend solutions to technology and business problems. If using internet-scale data to drive business impact excites you, and you enjoy the kind of research that starts with a blank sheet of paper that turns ideas into a new technological reality, we want to talk to you.
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Lead and contribute to projects from early-stage research through development, in consultation with stakeholders. Participate fully in our collaborative approach to research and applications projects.
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Priority will be given to those in health-related computational research areas including, but not limited to bioinformatics, data analytics, artificial intelligence/machine learning, and medical image processing.
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Proven ability to lead and conduct research projects. Thanks to the work of every employee, Epsilon has been consistently recognized as industry-leading by Forrester, Adweek and the MRC. Positioned at the core of Publicis Groupe, Epsilon is a global company with more than 8,000 employees around the world.
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You have an M.Sc. or Ph. D. (preferable) focusing on one or more of the following areas: Computer Science, Artificial Intelligence, Mathematics, or a closely related field. You have subject matter expertise and research in one or more of the following areas: Machine Learning, Deep Learning, Statistics, Probability theory, Robustness theory, Robotics, or Autonomous Driving (preferable.
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Explore new products with artificial intelligence technology at its core. - Conduct cutting-edge research and development in computer vision and machine learning, especially in the areas of generative AI (e.g. image, video, or 3d generation.
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By fusing cutting-edge machine learning, data analysis, and interactive visualization technologies, we research and develop scalable and transparent AI & big data analytic solutions (e.g., audio, images, sensor logs) for a range of domains, including Industry 4.0 (I4.0), IoT, autonomous driving, and connected vehicles.
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The Information Sciences Group (CCS-3) at Los Alamos National Laboratory is seeking senior technical experts in the field of Artificial Intelligence to join our vibrant and multidisciplinary research team in developing AI for Science.
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artificial job Title: senior research
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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.