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We are seeking a Software Engineer to join Apple Services Engineering (ASE) who brings deep passion for building large scale distributed data processing applications, frameworks and platforms using big data technologies.
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Salesforce Marketing Cloud / Intelligence Reports Experience pulling data from Snowflake Familiarity with media platform reporting tools such as Google Ads, Meta Business Manager, Sprout Social Familiarity with Google Cloud Platform Products (Big Query) What you Will Get: Working with a Fortune 100 leader, you can build your career on a global scale and take advantage of development opportunities with emerging technologies.
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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 modernization.
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Experienced in developing large scale enterprise applications using Big Data open source solutions such as Hadoop, Spark, Kafka, and Elastic Search. Big Data Developer.
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Experience with Big Data tools and ETL frameworks (Hadoop, Hive, Presto, Spark, Scala, Apache Airflow, etc.) If you are passionate about big data engineering and scalable serving systems, you want to make real business impact, and you are a true problem solver, this is the right job for you.
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Desired: · Shall have experience diagnosing and troubleshooting large-scale cloud computing systems, including familiarity with distributed systems e.g. Hadoop, CASSANDRA, SCALITY, SWIFT, Gluster, Lustre, GPFS, Amazon S3, or another other comparable technology for big data management or High-performancecomputing · Demonstrated ability to work independently on complex tasks, and show a willingness to educate and train more junior technicalresources.
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Build data centric products that will scale well using the following platforms and technologies - Azure SQL, GCP Big Query and Graph technologies (Neo4j), big data solutions like Apache Spark, GCP Data Proc, and in Messaging platforms (Kafka.
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You'll improve search latency and relevancy using large scale data systems and machine learning. You have experience with large scale data processing technologies (e.g. Spark, Flink, Kafka, Airflow, YARN/Hadoop.
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Development efforts may include all areas of computer sciences, including big data analytics and search engine technology, natural language processing, distributive computing, large scale system design, user interface design, computer graphics, and even virtual reality.
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We are looking for an enthusiastic and technology-proficient Senior Data Scientist , who is eager to participate in design and implementation of a top-notch big data solution that will be deployed at a massive scale.
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Experience building production systems with more modern ETL and data systems, such as AWS Glue, Databricks, Snowflake, Elastic, and Azure Cognitive Search. Implement data-related business logic on modern data platforms, such as AWS Glue, Databricks, Snowflake, Elastic, and Azure Cognitive Search using best practices and industry standards.
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Our services, including Digital Media, Digital & Interactive Creative, Big Data (Warehousing, Data Modeling & Data Application), Programmatic Media Solutions, Mobile Marketing Services, Search Engine Marketing, Content Marketing, EPR/Social, Digital film (creation/production/ distribution), Integrated Advertising Solutions, and Research & Insights, are only the tip of the iceberg in terms of the possibilities of what we believe our clients can achieve.
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Designing and developing distributed applications using Big Data technologies such as Hadoop, Spark, Kafka, and Elastic Search. Job Title: Sr. Data Engineer with Big Data, Spark, Python.
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Job Profile : Data Engineer : Scala/Cassandra/Python. Advanced knowledge of application, data and infrastructure architecture disciplines. Experience with Hadoop ecosystem technology stacks as HDFS, HBase, Hive, Pig, Spark, MapReduce, Cloudera etc.
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Prior hands-on experience with various marketing and analytics tools in the Martech stack, including: Salesforce, Marketo, Wordpress, Google Search Console and Analytics, advertising platforms, data providers, intent platforms, content marketing tools, and Excel spreadsheets.
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FEATURED BLOG POSTS
Virtual Reality Job Interviews
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.
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.