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Modern Data Workflows (Apache Airflow, dbt, Dagster) Projects may also require understanding of how to move from a legacy system (SQL Server, relational databases, etc) into a more modern architecture.
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Expert in engineering modern warehouse technologies and processes ( Redshift, Snowflake, Netezza, Teradata, BigQuery, Presto, etc. + Experience with modern deployment and CI/CD practices (Docker, Kubernetes, and Spinnaker.
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Must be a hands-on lead engineer with minimum 5 years of experience in modern data engineering/data warehousing/data lakes technologies on cloud platforms like Azure, AWS, GCP, Data Bricks etc.
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Experience with Informatica, Kafka, CDC, SQL, Irwin, Python, AWS (S3, Athena, Glue, Kinesis, Redshift), Spark, Scala, AI/ML, Modern data platforms, Snowflake, dbt, Fivetran, and Airflow.
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Leverage a modern tool stack including Snowflake, Atlan, Fivetran, Docker, AWS, and Astronomer (Airflow) to cultivate an environment where analysts and data engineers can autonomously enact changes in an automated, thoroughly tested and high-quality manner.
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Drive the migration to a modern data stack in which Analysts and Engineers can self-service changes in an automated, tested, and high-quality manner. Building a modern datastack, using tools such as dbt, Dagster, Airflow, Snowflake, et cetera.
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Experience with modern data storage and processing technologies (i.e. BigQuery SQL, Airflow, and DBT or similar) Discord, an inclusive community for all, invites an experienced data engineer to join our Data team, focusing on our marketing solutions and advertising products.
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Hands-on experience with modern, web-based compute - and storage services (e.g., AWS S3, Databricks, Google Colab, Microsoft Azure, etc. Polyglot coder with hands-on development experience across modern programming languages (e.g. Python, R, Java, C.
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PostEra is building a modern biopharma, using machine learning to accelerate medicinal chemistry, to develop cures for diseases, faster. [Full Time] Software Engineer — Backend, Data & Search at PostEra (United States) | BEAMSTART Jobs.
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This multiyear project aims to transition to a modern financial management solution, including the adoption of standardized business processes, a new chart of accounts, and the redevelopment of interfaces to the statewide accounting system.
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Cloud-first experience with modern data engineering tools such as Apache Spark, python, dbt, Databricks, and Snowflake. Assistant Vice President, Claims Analytics Data Engineer - Health Commercial Analytics.
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Experience with data visualization tools (e.g. Tableau, Power BI) BS or MS degree in Health Informatics, Data Engineering, Computer Science, Information Technology or equivalent. 7+ years of experience in a ETL/ELT or data engineering capacity, ideally in medical, pharmacy, benefits and insurance claim domains.
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Developing practice-wide data strategy and architecture. Contribute to the design of our data lake and the development of all data assets and downstream warehouses/marts. The actual salary will vary based on applicant’s education, experience, skills, and abilities, as well as internal equity and alignment with market data.
$140,000 - $170,000 a yearFull-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Experience in at least one modern programming language such as Python, Java, Go, Rust, and proficiency in SQL. 3+ years of experience as a hands-on Data Engineer/Architect including ETL jobs, data pipelines, and Big Data analytics.
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Pilot a new tool (either something you helped build in SQL, Python, Go, or other languages, or a modern data stack tool from an open-source project or a third-party vendor) to help improve the automation and reliability of our data processing infrastructure.
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modern job Title: data engineer
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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.
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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.
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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.