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2+ years of recent GCP experience GCP Dataproc, GCS & BIGQuery experience 5+ years of hands-on experience Hadoop, Hive or Spark, Airflow or a workflow orchestration Python Java Scala Location: This position will be based in Sunnyvale, CA(Onsite ) Requirements: GCP Experience.
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Advanced knowledge of Apache Spark, Azure Data Factory, Azure DevOps, Azure Machine Learning, Hadoop, Hive (Apache), Informatica, Microsoft Azure, Databricks, Microsoft Power BI, Microsoft SharePoint, Microsoft SQL Server, MS Office Products or Operational Data Integration (OLTP.
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Experience working with languages like Core Java, J2EE, JSP, Servlet, Node.js, Angular, Python, R, Scala, SQL, in UNIX/Hadoop environments. Experience with database technologies like NoSQL, RDBMS, Graph DBs (like Druid, Neo4J), Presto, Hive, MongoDB, Cassandra, PostgreSQL, Teradata.
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Leading the consolidation and implementation of new concepts and processes in areas including information retrieval, distributed computing, large-scale system design, networking, data storage, security, artificial intelligence, natural language processing, UI design, and mobile.
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Or Scala, and experience working with modern web frameworks like React, Angular, or Vue.js. Solid understanding of data engineering concepts, including data modeling, data processing pipelines, and big data technologies (e.g., Hadoop, Spark, Kafka.
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Proficient in Spark, Python, PySpark, Spark ML, and/or Scala. A Private Sector client of ours is looking for Machine Learning Ops Architect to work on their ongoing project in Detroit, MI office.
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Experience with analytics tools, such as Tableau, Qlik, Power BI, or MicroStrategy, and with programming, such as Python, Scala, R, SQL, PL/SQL, Shell Scripting, or PowerShell. Experience with data platforms, such as Databricks, Cloudera Hadoop, Hortonworks, or AWS EMR.
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Minimum of 5 years of hands-on skills in Python, Apache Spark, Hive, Cassandra, Snowflake, Elastic, Lucene, DataBricks, Hadoop, Redshift, Scala, Java, or other relevant technologies in data engineering.
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Utilize programming languages like Java, Scala, Python and Open Source RDBMS and NoSQL databases and Cloud based data warehousing services such as Redshift and Snowflake. 5+ years of experience in application development including Python, SQL, Scala, or Java.
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5+ years hands-on experience with related/complementary open source software platforms and languages (e.g. Java, Linux, Apache, Perl/Python/PHP, Chef, Scala) 5+ years hands-on experience with the Big Data stack (HDFS, SPARK, MapReduce, Hadoop, Sqoop, Pig, Hive, Hbase, Flume, Kafka.
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3+ years in a hands-on role performing advanced predictive analytics using tools like Python, R, or Scala. Proficient understanding of relational (e.g. Oracle, SQL Server, PostgreSQL) and Big Data distributed structures (Hadoop/Spark) in order to source data effectively.
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Our tech stack includes AWS, Databricks, Airflow, Spark, and languages include Scala, Python, Kotlin and Typescript. Our tech stack includes AWS, Databricks, Airflow, and Spark, and primary languages are Scala and Java.
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Skilled in MySQL, Big Data, Hive-Hadoop, Scala, PyTorch, Spark, TensorFlow, and data modeling. electrical engineering, javascript, linux, machine learning, photonics, programmer, programming, radar.
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Strong experience with Big Data tools/technologies like Hadoop, Scala, Spark, Spark SQL, Kafka, Sqoop, Hive, S3, HDFS, or. Hadoop scala, data bricks and delta. Stay current with industry trends and best practices related to Hadoop, Snowflake Data Warehouse, and Databricks.
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Bonus Points For:Familiarity with major cloud platforms (AWS, Azure, GCP)Expertise in streaming technologies (Apache Spark, Hadoop, Kafka)Openness to travel (domestic and international)Pay Range TransparencyDatabricks is committed to fair and equitable compensation practices.
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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.
Growing Discontent: Employees Wouldn't Wish Their Jobs on Their Worst Enemy
The start of a new year, and most people are already busy setting personal and professional goals. What’s on the top of the list for a growing number of working people is making an exit from the job they currently have. Why?
How to Gracefully Quit a Job You Just Started
You’ve just started learning the ropes at your new job, and you've gotten to know your colleagues. But you’re already thinking about quitting. Maybe you were deciding between to job offers and realized that you’ve made the wrong choice. Or, a change in your personal circumstances means that you have to quit.