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May recommend data analytics strategies including enterprise data warehousing, master data management, data quality, data governance, Big Data, business intelligence, visualization.
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We have partnered with our client in their search for a Big Data/ETL Developer for a Hybrid Role in either San Diego, CA or Plano, TX.Responsibilities 3-5 years’ experience developing DB schemas, creating ETLs, and familiar with Hadoop/MPP systems.
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Conceptual understanding of one or more of the following disciplines preferred big data technologies and distributions, metadata management products, commercial ETL tools, Bi and reporting tools, messaging systems, data warehousing, Java (language and run time environment), major version control systems, continuous integration/delivery tools, infrastructure automation and virtualization tools, major cloud, or rest API design and development.
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Big Data exposure (e.g., Apache Spark, Hadoop, MapReduce, DL4J, ND4J, JSAT, Java-ML, MLib, Retina, JDMP) Clearance requirement: TS/SCI w/FS Poly. Experience levels: Principal: 20+ years experience Senior: 14-19 years experience Mid: 7-13 years experience What you'll need (all levels): - Java - RESTful API development - Spring Framework - Docker - Database experience (e.g., MongoDB, Accumulo, etc.
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Experienced in at least one area of the following areas: personalized recommendations, search engine, machine learning, distributed storage system, big data frameworks is a plus. Java or Golang.
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Role: Use Elasticsearch, big data search and exploitation skills. Assisting migration from Java/Springboot application, interfacing with an Elasticsearch data tier, to next generation Python-based solution.
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INTRODUCTION: The Customer's office is looking for an individual to compliment the team with Elasticsearch and other big data search and exploitation skills. Support transition of a Java/Springboot application, interfacing with an Elasticsearch data tier, to the next generation Python-based solution.
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Enlighten, honored as a Top Workplace from the Baltimore Sun, is a leader in big data solution development and deployment, with expertise in cloud-based services, software and systems engineering, cyber capabilities, and data science.
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Nor will Cloud Big Data Technologies require in a posting or otherwise U.S. citizenship or lawful permanent residency in the U.S. as a condition of employment except as necessary to comply with law, regulation, executive order, or federal, state, or local government contract.
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Big data technologies to include: Data Ingest (JSON, Kafka, Microservices, Elastic Search), Analytics (HIVE, SPARK, R, PIG, OOZIE workflows), Elasticsearch, Hadoop (HIVE data, OOZIE, Spark, PIG, IMPALA, HUE), COTS Integration (Knowi, MongoDB, Oracle, MySQL RDS, Elastic, Logstash, Kibana, Zookeeper, Consul, HADOOP/HDFS), Docker and Chef.
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Implements, troubleshoots, and optimizes solutions based on modern big data technologies like Hadoop, Spark, Elastic Search, Storm, Kafka, etc. Develops distributed applications to solve large scale processing problems, utilizing various languages like Java, Scala , Shell etc.
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Grid Dynamics provides digital transformation consulting and implementation services in omnichannel customer experience, big data analytics, search, artificial intelligence, cloud migration, and application modernisation.
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Due to the big system scale and large engineering community that covers multiple Recommendation products, we invest heavily in the developer infra area, from developer environments and continuous integration/continuous deployment (CI/CD) to frameworks, libraries, and various productivity tools.
$129,200 - $194,750 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Big Data experience (Hadoop, MongoDB, Cassandra, Kafka, Splunk) You will be the key developer to aggregate the data being collected from HFRunMon and build an analytic and alerting platform using ELK (Elastic Search, LogStash and Kibana) Stack.
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In at least one area of the following areas: personalized recommendations, search engine, machine learning, distributed storage system, big data frameworks is a plus. Build extremely efficient and reliable data pipelines for candidates generation, profile generation, training examples generation, realtime online training, etc.
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How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.Â
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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.