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We are looking for a Senior Data Scientist to build and deploy Natural Language processing (NLP) models utilizing a variety of Machine learning and deep learning techniques.
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You have experience in backend engineering, data infrastructure, search infrastructure or natural language processing/machine learning. You'll improve search latency and relevancy using large scale data systems and machine learning.
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Full text indexing and searching technologies such as Lucene and ElasticSearch, tuning indexing and searching for search relevancy and accuracy; using data mining and machine learning tools and algorithms.
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We are seeking a Senior Director of Enterprise Data Strategy and Operations to lead our data, business intelligence, and machine learning teams. This role will be instrumental in building out the company's data strategy on an enterprise level, managing our data warehouse, overseeing our business analytics, intelligence, and machine learning teams, and leading the migration from our current data platform.
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Strong sense of responsibility and good at communication and teamwork- Passionate about solving complex and challenging problemsQualifications- Experience contributing to an open sourced machine learning framework (tensorflow / jax / pytorch / torchscript / mxnet / tensorrt.
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Hands-on Experience in Big Data and cloud technologies tools, i.e. Hadoop, Hive, Iceberg, Kafka, Spark, Presto, Airflow, Elastic Search, Docker and Kubernetes. The Data Science and Machine Learning team at Lucid is on the mission to design, develop, and deploy AI solutions to help make safe and sustainable products and services on par with Lucids Luxury brand.
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Experience contributing to an open sourced machine learning framework (tensorflow / jax / pytorch / torchscript / mxnet / tensorrt). Currently, we are looking for Engineer Manager - Machine Learning Infrastructure to join our team to support and advance that mission.
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Drive the state of the art in scientific computing for life sciences as the Senior Machine Learning Engineer in the Bystro team. Our current expertise spans disease-associations, statistical genetics, genomics, and "big data" analysis, as well as software engineering and systems architecture.
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Join our engineering teams that build massively scalable software and systems, architect low latency infrastructure solutions, proactively guard against cyber threats, and leverage machine learning alongside financial engineering to continuously turn data into action.
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Our team leverages sophisticated machine learning, data mining, and big data technologies to help customers discover the right products. You will weigh technology alternatives and be comfortable with products using machine learning and AI generative content.
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The College of Arts, Media, and Design welcomes candidates with expertise in the following areas: algorithmic justice; ethical and social implications of AI and HCI; misinformation and decline of shared information environments; social media and global media platforms; election meddling; injustice and lack of accountability in machine learning systems; online harassment and erosion of the public sphere; gig economy and digital labor.
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Fidelity Investments – Senior Data Scientist – AI, Machine Learning, Big Data. Experience in Big Data, search, NLP, and chatbot technologies such as Elasticsearch and Solr.
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You’ll have the opportunity to work alongside other talented engineers, CTO, and data scientists on cutting-edge big data, search, machine learning and analytics problems.
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Domain expertise: programming languages, data analytics, machine learning (ML/AI), DevSecOps, Cloud, Big Data. Demonstrate expert-level knowledge/experience in Big data and Cloud technologies: Spark ML, Splunk, Elastic Search, Apache NiFi, AWS Glue, Cribl.io Logstream, and Hadoop.
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Design, build, and maintain data pipelines from end-to-end, ensuring data accuracy, availability, and quality for the Production, Trust & Safety, and Business Analytics internal customersCollaborate closely with Data Scientists to understand data requirements, develop data models, and optimize data pipelines for advanced analytics and machine learning use cases.
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FEATURED BLOG POSTS
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.
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.