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Master's or PhD degree in STEM field (Electrical Engineering, Physics, Computer Engineering, Remote Sensing, or another relevant technical field) Bachelor's Degree in STEM field (Electrical Engineering, Physics, Computer Engineering, Remote Sensing, or another relevant technical field.
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RequirementsMinimum Requirements: Bachelor’s or Master’s degree in Environmental Science, Geology, or other applied science,Minimum 3 years of experience (5 years preferred) including a combination of field, data evaluation, and technical writing within the environmental site investigation & remediation practice.
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Familiarity with the U.S. EPA Greenhouse Gas Inventory structure and sources of data, particularly regarding emissions from the oil and natural gas sector are a plus. Collecting, recording, and analyzing methane concentration/emission rate and meteorological data.
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Knowledge of Statistics, SAS, Python, Computer Vision, data visualization tools. entry-level software programmers, Java Full stack developers, Python/Java developers, Data analysts/ Data Scientists, Machine Learning engineers.
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Health Scientist (Data Scientist): Grades GS-7 through GS-15. Positions may be available in multiple locations across the United States, or eligible for telework and remote work opportunities, based on the Center for Disease Control and Prevention's (CDC's) Workplace Flexibilities Policy.
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Stanford University is seeking to hire a full-time Data Scientist to join the Immigration Policy Lab (IPL) to work on its GeoMatch research portfolio. Work closely with other GeoMatch team members (Data Scientist, Software Engineer, and Faculty) to adapt the code used for data processing, machine learning, and optimization to specific contexts based on the needs of external partners.
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The below videos of us participating at Industry events with the Top companies in Technology at Oracle Cloud world /Oracle Java one (Las vegas) and at Gartner Data Analytics Summit (Florida) Oracle CloudWorld Event (OCW) Las Vegas 2022 | SynergisticIT - YouTube at Gartner Data and Analytics Summit 2023 - YouTube.
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The successful candidate will support our team to do research using GIS and remote sensing data and tools to support the coordination and implementation of local to regional-scale multi-benefit land repurposing programs (MLRP) across the State of California.
$71,500 - $93,300ExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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May be assigned projects in various areas including, but not limited to, consumer marketing campaign support, product operations, exploratory analysis, product influence, and data infrastructure.
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Job Title: Senior Data Scientist (AI/Machine Learning)Term: 12 months contract to hireLocation: Bentonville, AK or Dallas, TX.Onsite Job/NO Remote. Senior Data Scientist (AI/Machine Learning.
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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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The Hartford’s Incubation Lab seeks an energetic and passionate Senior Data Scientist to drive the design, development, and implementation of solutions modernizing and transforming our operations and business.
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Hire and manage a diverse and talented remote data team as the company continues to grow. Work closely with data engineering team and other technical teams. NYC/East Coast remote.
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Currently, We are looking for entry-level software programmers, Java Full stack developers, Python/Java developers, Data analysts/ Data Scientists, Machine Learning engineers for full time positions with clients.
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We want Data Science/Machine learning/Data Analyst and Java Full stack candidates. For data Science/Machine learning Positions. Preferred skills: NLP, Text mining, Tableau, PowerBI, Databricks, Tensorflow.
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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).
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.