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As an AI/Machine Learning Engineer, you can expect to earn up to $150,000 (depending on experience) and highly competitive benefits. AI/Machine Learning Engineer.
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As a Machine Learning Engineer specializing in Google Cloud Platform (GCP), youll lead the charge in developing and deploying cutting-edge solutions that extract valuable insights and drive tangible business outcomes.
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3+ years’ experience as a software engineer, Machine Learning engineer, or DevOps engineer (Python preferred) 5+ years’ experience as a software engineer, Machine Learning engineer, or DevOps engineer.
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We're looking for a Machine Learning Engineer to join our Artificial Intelligence team and work with our team of data scientists to automate thetraining and evaluationofmodels within an Azure ecosystem.
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Velvetech constantly follows the Tech trends and actively cooperates with startups in such breakthrough areas as Machine Learning, the Internet of Things, Blockchain, FPGA, and AI. Responsibilities We are seeking an experienced AI/ML Automation Engineer to join our team.
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The Role As a Machine Learning Engineer you will research, develop, and support the machine learning models that allow our devices to decode evidence like a detective and define how non-violent crime is eliminated.
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We seek machine learning engineers with a passion for sports to implement, automate, and optimize the quantitative models that power our world-class sports intelligence platforms in baseball, basketball, cricket, football (American), hockey, soccer, and tennis.
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A Glimpse into the Daily Routine of a Machine Learning Engineer. The Data Engineer builds pipelines that are used to transport date from a data source to a data warehouse. Self-motivated and proactive, with a passion for learning and staying updated with the latest trends and advancements in the field of data engineering.
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We are hiring a Machine Learning Engineer to be involved in designing and building large-scale applications and systems to acquire, process, and store multi-terabytes of YouTube, TikTok, Facebook and other social media data.
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Machine Learning Engineer. Develop and deploy machine learning algorithms using Python, addressing complex sports analytics problems. A minimum of two years industry experience in machine and deep learning development.
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Deliver simple solutions to complex problems as a Machine Learning Engineer at GDIT. Here, you'll tailor cutting-edge solutions to the unique requirements of our clients. Our work depends on TS/SCI cleared Machine Learning Engineer joining our team to support our intelligence customer in Springfield, VA.
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The “Winning with Data” (WWD) capability in AbbVie’s International Commercial Business is driving the transformation of the organization into a data driven decision-making organization and is seeking an experienced and talented Machine Learning Operations Engineer to join our team.
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To support AccuWeather’s continued focus on innovation and generating superior weather products, we are seeking a highly skilled and experienced Machine Learning Engineer with proficiency in Databricks to join our innovative team.
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5+ years of hands-on experience as a machine learning engineer or data scientist with at least 2 years focused on Natural Language Processing. We are looking for a talented and creative Machine Learning Engineer to support the development, operation, and capability evolution of Spectra AI, our cutting edge AI/Client Platform.
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We are looking for a Machine Learning Engineer with expertise in designing and implementing ML models in digital health applications. Click Therapeutics continuously expands and refines its platform with novel cognitive, behavioral and neuromodulatory mechanisms of action and advanced data-driven tools such as artificial intelligence and machine learning.
$121,500 - $143,000 a yearFull-timeExpandUpdated 29 days ago
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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.
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.