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Data science, machine learning, optimization models, Master's degree in Machine Learning, Computer Science, Information Technology, Operations Research, Statistics, Applied Mathematics, Econometrics, Successful completion of one or more assessments in Python, Spark, Scala, or R, Using open source frameworks (for example, scikit learn, tensorflow, torch.
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The Clinical Data Science team at Eisai, Inc., is expanding its capabilities by acquiring in-house talent related to bioinformatics, machine learning, and big data analytics for the Oncology and Neurology clinical programs.
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There are various disciplines involved in Enterprise Data & Analytics, including: data source identification and analysis, data engineering, data visualization & data science/machine learning.
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Recent former analysts have enrolled in top Economics PhD programs, including the University of California—San Diego (UCSD), Boston University, and Notre Dame. A completed bachelor’s degree in economics, Computer Science, Mathematics, or a related degree is required at the time of appointment.
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The base salary range for the Associate Director, Clinical Data Science - CEG is from :159,000-208,600. Perform integrative analyses of multi-omics data from clinical trials and research cohorts, including genomics, transcriptomics, proteomics, and imaging, to identify biomarkers related to treatment mechanism and response, and potential therapeutic targets.
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Establish, develop, and implement optimal bioinformatics pipelines for the analysis of next-generation sequencing and other -omics data. Collaborate with translational scientists and clinicians to design and execute data analysis strategies that address key clinical oncology research questions.
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Extensive experience and expertise, demonstrated via a strong publication record and prior work experience, in the analysis of cancer genomics data, including whole-genome sequencing, exome sequencing, RNseq, and epigenomic data.
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Demonstrated expertise in statistical theory and a wide range of statistical methods and machine learning techniques for high-dimensional multi-omics data. Develop and publish relevant bioinformatics methodologies, pipelines, and algorithms, and stay abreast of the latest advancements in bioinformatics, machine learning, and oncology research.
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Ph. D. in Computational Biology, Biostatistics, or a related field. Derive novel prognostic and predictive signatures using statistical and machine learning methods to guide patient stratification and biomarker selection in clinical trials.
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Minimum educational qualification is a PhD or equivalent in fields including but not limited to environmental science, communication science, sociology, history of science, data science, and computer science.
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Bachelor’s degree in Computer Science, Engineering, Management Information Systems (MIS), Business or related/relevant degree AND minimum of 5 years of experience as a Data Engineer, Database Developer, BI Developer, Software Engineer, Programmer, Technical or Systems Analysts, and/or Database Administrator preferred.
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Walmart Global Tech is looking to hire a Senior Data Scientist for our Sunnyvale location. PhD, MS + 2 years, BS + 4 years of work experience in Computer Science, Machine Learning, Mathematics, Statistics, Operational Research or related quantitative fields.
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We need a strong data scientist leader to manage our ML & data science research & development and evolve the services that make up the backbone of Xometry's business. Serve as a strategic leader as part of our data science & machine learning team, with responsibility for Xometry's pricing strategy.
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The Scientific Software Engineering & Data Management Group in the X-Ray Science Division (XSD) at the Advanced Photon Source (APS) ( invites applicants for a postdoctoral position to develop and apply advanced analysis methods, including artificial intelligence and machine learning algorithms and approaches, for x-ray science and instruments.
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Much of our work contributes to innovative research in the fields of sensor science, signal processing, data fusion, artificial intelligence (AI), machine learning (ML), and augmented reality (AR.
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data science jobs Title: senior manager Company: Accenture
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.