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SQL and experience with big data technology such as Hive, Presto, Glue, (Py)Spark, or Athena. Proficiency with the Python Data Science stack, e.g. Pandas, etc. Recently, our focus has been on the Autodesk Assistant, an LLM-driven, Universal Chatbot intended to provide generative answers to a wide range of our customers' inquiries.
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5+ years of experience as a Python Engineer or Python Data Engineer, proficient in Python for various data engineering tasks. Looking for a skilled Python Data Engineer to join our team.
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Experience working in a development facility like SecDB or Athena would be advantageous. Leverage Python programming language within a development environment to build robust and scalable solutions.
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Design, build, and maintain scalable and efficient data pipelines using Python, Databricks, and other relevant tools. - As an integral part of our data-driven organization, the ideal candidate will leverage their expertise in Python, Databricks, and AWS to develop and optimize data pipelines, conduct complex analyses, and contribute to the overall success of our analytics initiatives.
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Strong programming and software engineering skillsExperience with some of the following technologies: Java/Kotlin, Python, gRPC, Terraform, Spring, AWS (Sagemaker, Glue), Kubernetes, Airflow, Spark, databases (DynamoDB, Postgres, Athena), Kafka, Docker, ML tools/frameworks (Keras, Tensorflow, SparkML, pandas, scikit-learn, etc.
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AWS Services (such as S3, Workspaces, Lambda, DMS, Glue, and Athena) Exposure to programming languages, preferably Python, R, and/or VB. Programming Languages (like Python, R, or VB.
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A minimum of 2 years Data Analytics solutioning experience in AWS cloud using AWS native services (EMR, Redshift, Athena etc.) , Apache Spark framework and using Python, or R. A minimum of 2 years Data Analytics solutioning experience in AWS cloud using AWS native services (EMR, Redshift, Athena etc.
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C#, Java, Python, Golang, PowerShell, Ruby experience. Amazon Athena is a serverless query service that simplifies analyzing data directly in Amazon S3 using standard SQL. In your role as a Sr. SysDE, you will enhance the EMR/Athena release processes efficiency, security, stability, and coverage.
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AWS (EMR/Spark, S3, EC2, Lambda, API Gateway, Airflow, Glue, Athena, Step Functions) CI/CD - GIT, Jenkins, Linux, Docker, Kubernetes, OpenShift Agile Tools (Rally/Jira) API Frameworks (Flask, Fast API, Spring) Background in systems architecture.
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Experience working with one or more of Hadoop, Teradata, Oracle, Microsoft SQL DBs and beginner/intermediate knowledge of AWS cloud solutions (S3, RDS, Athena, Aurora). Knowledge of data manipulation tools / languages like Alteryx, SAS, Python.
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Utilize a broad range of technologies including Python, AWS, Tableau, Power BI, Looker, etc., to uncover insights in large volumes of data. Experience with AWS services: Redshift, Athena, Glue, Comprehend, and Sagemaker.
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6+ years of experience utilizing Python, R, SQL, or a similar statistical and modeling tool to develop advanced AI models, including but not limited to Custom Neural Networks, Ensembled models, Prophet/Orbit time series modeling, Reinforced Learning models, OPENai opensource GYM Package, etc.
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3+ years of hands-on experience with AWS services like S3, EMR, Glue, EC2, ECS, IAM, Cloudformation, Athena, Lambda, and other AWS services. Ability to write excellent quality code in Java, Scala, Python, or Golang.
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Experience in setting up and using AWS components, especially SageMaker, Athena, EMR (Elastic MapReduce), Glue, EC2, Lambda, ECR (Elastic Container Registry), ELB (Elastic Load Balancing), Direct Connect, and Route53.
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Snowflake, Informatica, Matillion, BI technologies (PowerBI, Tableau, Qlik, MicroStrategy), SQL, Python, MDM (Reltio Informatica) and Data Governance (Collibra, Informatica)Familiarity with Analytical Workbenches such as R/Python, Alteryx, Dataiku, KNIME, AWS Sagemaker etc.
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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).