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Onyx Product Management is at the heart of our mission, ensuring that everything from our infrastructure, to platforms, to end-user-facing data assets and environments is designed to maximize our impact on R&D. The Product Management team partners with R&D stakeholders and Onyx leadership to develop a strategic roadmap for all customer-facing aspects of Onyx, including data assets, ontology, Knowledge Graph / semantic search, data/computing/analysis platforms, and multi-omics applications.
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GDIT is seeking a motivated Junior Data Science Analyst/Engineer to join our Program working with the Data Engineering Team responsible for building the Metadata Application Profile (MAP) that aligns attributes from various Data Stores into a Search & Retrieval System, enabling discovery of imagery and data for analysis.
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We are leading a search for an experienced Data Loss Prevention Analyst to provide technical support for deploying, configuring, and optimizing the company's DLP security platforms.
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Experience using data protection solutions, such as Forcepoint, Symantec, McAfee, Microsoft Purview, or CrowdStrike. Associate's degree or equivalent in one of the following (computer science, statistics, math, internet security, or other relevant majors) or equivalent on-the-job experience from academia, law enforcement, military service, or government service.
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Associate's degree or equivalent in one of the following (computer science, statistics, math, internet security, or other relevant majors) Familiarity with statistical analytical tools and data visualization.
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We are looking for an excited, inquisitive Research Analyst/Patent Classification Specialist (PCS) to join our Patent Search and Innovation Intelligence Services Team! Network Security, Cryptography, Database Structure and Management, Machine Learning, Data Modeling, Data Storage/Interfaces, Electrical Communications, Image Recognition/Processing, Medical/Business/Fintech Informatics, Video Encoding/Decoding, Virtual Reality, Virtual Machines, Cloud Computing.
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About this JobAvum is in search of an analyst proficient in technical writing to support our team in managing project deliverables, facilitating team meetings, and organizing agile scrum artifacts.
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We are in search of talented individuals who are interested in a career in analytics as an Analyst II in HSAG's Data Science & Advanced Analytics division. HSAG analysts within the Data Science & Advanced Analytics division assist in designing a wide array of analytic studies and participate in all phases of the research design process.
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ESSENTIAL COMPETENCIES, DUTIES, AND RESPONSIBILITIES Serve as an integral part of HSAG Data Science & Advanced Analytics division. DESCRIPTION The Analyst II position is a key contributor to cutting-edge analytic work that spans the broad spectrum of healthcare data projects at HSAG. Driven by intellectual curiosity and a passion for healthcare quality, the Analyst II position helps lead components of innovative analytic plans that are intended to provide healthcare decision and policy makers with the necessary information to transform healthcare.
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During the first year, new HSAG analysts are provided formal internal training in statistics, machine learning, clinical epidemiology, SAS, Tableau, healthcare data, and an assortment of healthcare-related topics.
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We are in search of talented individuals who are interested in a career in analytics as an Analyst I in HSAG's Data Science & Advanced Analytics division. Serve as an integral part of HSAG Data Science & Advanced Analytics division.
$70,000 - $75,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Job Details SUMMARY HSAG is nationally recognized as an industry leader in the areas of healthcare data analysis, measure development, and survey research. Analysts may work with a wide array of data to facilitate data exploration, including (but not limited to) the following data types: survey case review medical and prescription drug claims and encounters eligibility demographic clinical electronic health record registry vital statistics operational Details regarding potential project assignments and key sources of data will be discussed with candidates during the interview process.
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Bachelor’s degree in a relevant quantitative field (e.g. data science, computer science, statistics, economics) and/or equivalent 2+ years in industry experience. Demonstrable knowledge of SEM (search engine marketing) and online advertising.
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Educational Background : A degree in Information Systems, Computer Science, AI, Data Science, or a related field is preferred, along with relevant experience in Generative AI technologies.
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Technical Knowledge : Has a solid understanding of, and interest in, document search and indexing tools, with a preference for experience in Azure AI Search or similar technologies. FM Global is seeking a dynamic and innovative Generative AI Prompt Analyst to join our forward-thinking team.
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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.
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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.
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.