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Experience using Python, R, or similar programming language to perform analysis tasks such as: exploratory data analysis (EDA), data cleaning, causal inference, simulation/bootstrapping, modeling, machine learning, or other statistical analysis preferred.
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ADP Technology Services, Inc. is hiring a Senior Technical Product Manager in our New York City, NY location. A little about ADP: We are a global leader in HR technology, offering the latest AI and machine learning-enhanced payroll, tax, HR, benefits, and much more.
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We are looking for customer-obsessed Senior Product Manager to help develop and manage a strategic partner ecosystem for Storage, particularly in the areas of Artificial Intelligence (AI), High Performance Computing (HPC), cloud scale analytics, primary and secondary storage, data management and Business Continuity and Disaster Recovery (BCDR.
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Business Card & Payments Data Science team builds industry leading machine learning models to empower credit underwriting decisionings, supports advancement in Capital One business card product strategies, decisioning and credit infrastructures.
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In this role you will drive Health and Fitness Machine Learning (ML) hardware and software collaboration between the silicon engineering team, advanced research teams, across the company, and the device hardware/software groups.
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The Senior Manager, AI Product Development reports to the Head of Technology, Digital Solutions. The Senior Manager, AI Product Development role will provide leadership for AI product development focused on external healthcare customer facing solutions supporting HCPs, HCOs, payors etc.
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5 years of experience with machine learning algorithms and tools (e.g., TensorFlow), or applied ML (e.g., deep learning, natural language processing). As a Software Engineering Manager you manage your project goals, contribute to product strategy and help develop your team.
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Because of our investments in public cloud infrastructure and machine learning platforms, we are now uniquely positioned to harness the power of AI. We are committed to building world-class applied science and engineering teams and continue our industry leading capabilities with breakthrough product experiences and scalable, high-performance AI infrastructure.
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As a Senior Machine Learning Engineer, you’ll be conceptualizing, designing, implementing, and validating algorithmic improvements to the catalog system and our product knowledge graph at the heart of our fast-growing grocery and retail delivery business.
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Capability to utilize concepts of machine learning to improve predictive maintenance. Reporting directly to the Director of Operational Excellence of the Mobility Group, the Senior Manager for Maintenance will be accountable for developing and driving execution of the Global Maintenance Strategy impacting the whole Mobility Group ($3.5B Revenue.
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Learn more at Position SummaryWe are seeking a dynamic, experienced Senior Product Manager to spearhead the development of innovative data and machine-learning powered media investment products in the AdTech/Martech space.
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You will work closely with engineering teams, product managers, program managers, business development manager and org leaders to deliver end-to-end data solutions aimed at continuously enhancing overall business of Last Mile engineering.
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Senior Manager, Generative AI Product Engineering - People Leader - (Remote Eligible) For years, Capital One has been leading the industry in using machine learning to create real-time, intelligent, automated customer experiences.
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Center 2 (19050), United States of America, McLean, VirginiaSenior Manager- Data Product Manager- Retail BankAt Capital One, we understand that data is the air we breathe. We embrace the power of real-time intelligence and understand that machine learning is one of the biggest opportunities in financial services today.
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AI-forward: Stay current on emerging marketing technologies and trends, including AI and machine learning, to ensure a cutting-edge approach to demand generation. We're looking for a contemporary, experienced, and motivated Senior Manager of Demand Gen to lead, manage, and execute all aspects of our pipeline generation and growth initiatives.
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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.
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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.