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Delta, founded in 1971, is a global leader in switching power supplies and thermal management products with a thriving portfolio of smart energy-saving systems and solutions in the fields of industrial automation, building automation, telecom power, data center infrastructure, EV charging, renewable energy, energy storage and display, to nurture the development of smart manufacturing and sustainable cities.
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Expert-level skill in one or more cloud-related technical fields, including: Cybersecurity Large-scale data management (Databricks, in particular) Artificial intelligence/machine learning (AI/ML) High performance computing (HPC) Large-scale data analytics, machine learning operations (MLOps.
$151,200 - $239,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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8+ years of experience in Data Engineering roles including experience designing, developing, and delivering data and analytics solutions for clients. Apex's Solution Capabilities group is seeking a highly motivated, curious, results-oriented solutions architect to be a technical leader, advisor and consultant for our clients and our delivery execution team.
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5+ years of architecture and design experience for Data & Analytics solutions involving tools like Snowflake, Informatica / DBT, Spark/ Kafka, Power BI / Tableau, Python/Databricks. Partner with business and technology stakeholders to drive future state architecture for our enterprise Data & Analytics platform and Data Science solutions.
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Build and nurture strong relationships with business HR teams and business leaders by understanding their HR and business needs, and collaborating to develop and test tailored analytics solutions.
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Should have in depth knowledge on different ETL & BI tools like Snowflake, Databricks, PySpark, Azure Cloud, ADF, Azure Synapse Analytics & Azure Hub Events. Job title: Azure Solutions Architect.
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Cloud-based data & analytics frameworks (e.g., Azure, Databricks, Snowflake) A senior leader within PVH who owns the strategic portfolio, oversee its governance, sponsor& lead technical development, and influence adoption through cross-functional teams.
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Job SummaryWe are seeking anexperienced Team Leader to join our Insourcing Solutions team, located in Lexington, MA and later this year permanently in Cambridge, MA. As the Team Leader, you will provide oversight and support to vivarium operations and staff under the direction of the on-site supervisor.
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Works on aspects of the design, development, and delivery of data solutions in Databricks, including problem definition, testing and evaluation, as well as deploying end-to-end pipelines and solutions in production with Terraform.
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Based inLondon, IHS Markit is a world leader in critical information, analytics and solutions. Carfax, a unit of IHS Markit (Nasdaq: INFO), helps millions of people every day confidently shop, buy, own and sell used cars with innovative solutions powered by Carfax vehicle history information.
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Simpson Strong-Tie is a leader in engineered structural connectors, software, and solutions for the building industry. As the Vice President, Digital Market Development - Residential , you will embody the role of a dynamic and strategic leader, dedicated to refining customer segmentation and orchestrating marketing strategies, including the execution of campaigns tailored to Residential Markets.
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Experience with Marketing, E-commerce and CRM solutions like Salesforce (Marketing Cloud, CDP, Commerce, CRM), Adobe (AEM, Analytics) or Google (GA, BigQuery) Provide thought leadership and drive architecture of Enterprise Analytics / BI and Data Science solutions to deliver scalable implementations using the latest cloud technologies in AWS/Azure and 3rd party BI platforms.
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Preferred 2 years - Hold one or more Cloud certifications such as AWS Certified Solutions Architect, or Microsoft Azure Architect Design and/or equivalent work experience. Required 5 years - Experience with databases, data lakes, data modeling and data analytics with products such as PostgreSQL, Snowflake, Elasticsearch, Elk, and/or Qlik.
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The Audience Solutions team is a function within the CIA (Culture, Insight and Analytics) craft, built to strengthen our data led products and services throughout the agency and evolve and future proof the client's audience first, data driven and outcome-based approach across all media buys.
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The business is a leader in all aspects of information content collection and management, as well as in developing and delivering data and market analytics solutions. Join the Market Leader in Electric Power Trading Solutions.
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FEATURED BLOG POSTS
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.