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Solid understanding of current research in data science including machine learning, deep-learning, Convolutional Neural Networks (CNN), and experience with industrial application of CNN on projects with large data scales.
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Actively contribute to work on fascinating Machine Learning problems, leveraging cloud platforms using AWS services and its components such as S3 Buckets, EC2, Lambda, SNS, SQS, AWS EKS, RDS, and DynamoDB.
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We are looking for an SRE with experience building and supporting machine learning (ML) infrastructure. Demonstrable fluency in at least one of Java, Python, Swift, Rust or GoLang.
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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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Or software programming Spring boot, Microservices, Docker, Jenkins and REST API's experience Excellent written and verbal communication skills If you get emails from our Job Placement team and are not interested please email them or ask them to take you off their distribution list and make you unavailable as they share the same database with the client servicing team who only connect with candidates who are matching client requirements.
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New York City (Hybrid On-Site): $165,100 - $188,500 for Senior Machine Learning Engineer San Francisco, California (Hybrid On-Site): $174,900 - $199,700 for Senior Machine Learning Engineer Candidates hired to work in other locations will be subject to the pay range associated with that location, and the actual annualized salary amount offered to any candidate at the time of hire will be reflected solely in the candidate’s offer letter.
$165,100 a yearExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Who Should Apply Recent Computer science/Engineering /Mathematics/Statistics or Science Graduates or People looking to switch careers or who have had gaps in employment and looking to make their careers in the Tech Industry.
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From amazon.com to world class machine learning pipelines, from cutting-edge digital healthcare to no-checkout retail, we push the boundaries of technology in every direction using the globe’s largest AWS deployment.
$135,500 - $212,800 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Building and applying data analysis algorithms (data mining, statistics, machine learning, natural language processing, sentiment analysis, text mining, etc.) Machine learning using k-NN, naive bayes, decision trees, SVM experience required.
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Minimum requirements:Master's or Ph. D. degree in Computer Science, Artificial Intelligence, Machine Learning, or related technical field3 years+ domain expertise in NLP and deep learningExperience with one or more general purpose programming languages including but not limited to: Python, Java, or C/C.
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In this market also our candidates get multiple job offers and $100k salaries. Here at SynergisticIT We just don't focus on getting you a tech Job we make careers. No third party or agency candidates or c2c candidates.
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Minimum Experience: 2 years of process engineering experience in a chemical or petrochemical environment; with at least 2 years of experience using timeseries tools such as SEEQ, natural language processing (NLP), building predictive maintenance machine learning productions and taking them to production, building machine learning solutions with cloud tools (AWS, Azure, Google cloud), and knowledge of applying overall equipment effectiveness (OEE) calculations.
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For more than 12 years Synergisticit has helped Jobseekers stand out from other Jobseekers by providing candidates the requisite skills, experience and technical competence to outperform at interviews and at clients.
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No phone calls please. please check the below links to see success outcomes of our candidates. Shortlisted candidates would be reached out.
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No phone calls please. please check the below links to see success outcomes of our candidates. Shortlisted candidates would be reached out.
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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.