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The Director will have extensive experience in Health Science and Medical Education including abroad knowledge of academic affairs management, teaching and learning assessment, data analysis and program evaluation, and faculty professional development.
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The candidate will work closely with UCSB PIs Dr. Dar Roberts and Dr. Max Moritz, working with spaceborne, airborne and drone-based imagery, plant water balance metrics, and other relevant geospatial data layers, primarily focusing on Santa Barbara County.
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The Clinical Research Informatics (CRI) is a core group at SC CTSI that provides expertise and support for clinical research data integration, data sharing and data security to help drive the integration of clinical care and clinical research.
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The successful candidate(s) will be supervised by Dr. Copur-Gencturk and will have the opportunity to work with prominent scholars in the fields of education, computer science, and measurement to create AI- or technology-driven learning environments for teachers and to work with complex data sets to investigate the conditions under which teacher learning occurs.
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New York Institute of Technology's six schools and colleges offer undergraduate, graduate, and professional degree programs in in-demand disciplines including computer science, data science, and cybersecurity; biology, health professions, and medicine; architecture and design; engineering; IT and digital technologies; management; and energy and sustainability.
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Job Title Assistant Professor/Lecturer Campus Jersey City Campus Department Data Science Full Time, Part Time, Adjunct Full Time Classification Title Job Duties Develop and implement innovative instructional methods.
$65,000 - $75,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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The Department of Mathematical Sciences is an internationally recognized center of excellence for research and education in contemporary mathematical sciences with an undergraduate program in mathematics, a Ph. D. program in mathematics, and master’s degree programs in mathematics, applied mathematics, data science, and in actuarial mathematics and quantitative risk.
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The Research Associate III will develop innovative polymer processing strategies, novel characterization approaches, and data analysis methods to enable valorization of complex polymer waste streams for a range of projects that serve CPI under the guidance of the Leadership Team, the Center for Research in Soft Matter & Polymers (CRiSP), and related polymer sustainability activities.
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G Python, Ansible) Familiarity with devops philosophies, practices, and toolsExperience with network diagnostic, monitoring, and analysis tools (e.g. LogicMonitor) Sharp troubleshooting skills Organizational and mentoring skills What Desired Skills You'll Bring:Palo Alto Prisma SD-WANBSc/BA in Computer Science, Engineering, or a related fieldNautobot familiarity and use with automationMinimum Clearance Required to Start:Not Applicable/NoneThis position is part of our Corporate team.
$81,500 - $142,600 a yearFull-timeRemoteExpandUpdated 14 days ago - UpvoteDownvoteShare Job
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Our team is dedicated to identifying and interpreting genetic signal at the scale of thousands of phenotypes and millions of individuals, making the knowledge gleaned from genetics accessible to AbbVie's R&D community, and using data science and machine learning to maximize the value genetics brings to AbbVie.
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The Data Specialist will provide support to the GPTEC Applied Science and Informatics department. The Data Specialist is responsible for the organization and processing of raw data files, contributing to statistical analysis, data mapping and summarizing and preparing reports.
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5+ years orchestrating and implementing pipelines with workflow tools like Databricks Workflows, Apache Airflow, or Luigi 5+ years of experience prepping structured and unstructured data for data science models.
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Oversee the design, development, and management of scalable and reliable data engineering solutions that support data products deployment for use in advanced analytics, data science, and AI initiatives.
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Own and guide the team on enabling business with multiple enterprise Data, Analytics, and AI (DAAI) capabilities such as 1) Enterprise Data Engineering 2) Enterprise Data Domain and Business Information Architecture 3) Data Science, AI/ML Ops and GenAI foundation 4) Data Integration/API Strategy and Management.
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Capability leadership: Own and guide the team on enabling business with multiple enterprise Data, Analytics, and AI (DAAI) capabilities such as 1) Enterprise Data Engineering 2) Enterprise Data Domain and Business Information Architecture 3) Data Science, AI/ML Ops and GenAI foundation 4) Data Integration/API Strategy and Management.
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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.