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Demonstrable expertise in an area of data science or analytics (e.g. machine learning, deep learning, NLP, computer vision, predictive modeling and forecasting, statistics) Significant coursework or professional experience in machine learning, deep learning, NLP, computer vision, predictive modeling and forecasting, statistics, or similar analytic domain.
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Role entails: actuarial pricing, rating, reserving, capital modeling, catastrophe modeling, data science, predictive modeling and machine learning and reinsurance. Role entails: actuarial pricing, rating, reserving, capital modeling, catastrophe modeling, data science, predictive modeling and machine learning and reinsurance.
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Experience with Root Cause Analysis, Six Sigma, Continuous Process Improvement, Lean Manufacturing, 6S, Process Optimization, Predictive modeling, Process Capability, PFMEA, Product Development, and Metrology Applications.
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Apply machine learning, econometrics/statistics, predictive modeling, return-on-investment analysis, simulation, and data visualization methods to support the development of health policy.
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Experience in Data Science, Data Mining, Machine Learning, Predictive Modeling best practices. Experience in Data Science, Data Mining, Machine Learning, Predictive Modeling best practices.
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Over 8 years of experience in machine learning, predictive modeling, statistics, computer science, bioinformatics, or computational biology, specializing in neuropsychiatric disorders. Lead projects in computational and predictive modeling using machine learning, generative AI, causal modeling, and other relevant techniques.
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Leadership of predictive modeling tools such as 3D rapid prototyping, AutoCAD Inventor or Solidworks, primary/secondary/tertiary/pallet/truck loading (i.e., TOPS), Computational Fluid Dynamics (CFD), Finite Element Analysis (FEA) and/or others are a plus.
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Computational social science (including agent-based modeling and simulation, social media analysis, behavioral economics, game theory, predictive modeling) Social influence and disinformation, detection and mitigation of insider threat, industrial/organizational psychology, and teamwork and group dynamics.
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Deep expertise in data mining, statistical analysis, machine learning, and predictive modeling. Leverage predictive modeling and machine learning to forecast trends and customer behavior.
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The successful candidate will be responsible for overseeing the development and implementation of advanced analytics, data mining, and statistical modeling techniques to solve complex marketing and GTM challenges and drive business growth.
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This role focuses on enhancing our systems modeling capabilities, integrating multi-omics, neuroimaging, and clinical data specifically for biomarker and drug target discovery in these disorders.
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Master’s degree (or its equivalent) in statistics, mathematics, economics, computer science, data sciences, predictive modeling, or other quantitative disciplines and at least 6 years of relevant experience, preferred in AML/BSA, OFAC, or fraud modeling/analytics.
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As a data scientist on our team, you will employ predictive modeling, statistical analysis, and advanced analytics techniques to support solutions for talent management, employee surveys, compensation, and recruiting.
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This work will be performed in close collaboration with pediatric neurologist and epileptologist clinician researchers and faculty at NCH.The candidate should be able to leverage both structured and unstructured data sets to create analytical solutions using tools and/or methods in at least one of the following areas: statistical and predictive modeling, machine learning, natural language processing, and geospatial analysis.
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We leverage the predictive capability of our high-fidelity computational physics solvers, indigenous massively parallel supercomputer system, prototyping plant, and ballistics and mechanics lab to investigate a variety of high-rate physics phenomena.
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predictive modeling jobs
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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.
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.