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QTS Data Centers is a Blackstone REIT Portfolio companyQTS Data Centers is seeking a DCIM Engineer II / Controls Engineer II (Senior Data Center Infrastructure Management (DCIM) Engineer) to be based at one of our brand new mega data center campuses in the US. Quality Technology Services (QTS) is a leading provider of data center solutions across a diverse footprint spanning more than 9 million square feet of QTS Mega Data Centers throughout North America and Europe.
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Experience with data warehousing and analytics projects within Microsoft Azure Cloud (preference Azure Data Factory, Snowflake)Experience with PowerBI, Tableau or other data visualization toolsExtensive experience writing complex SQL queries and evaluating execution plans.
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Production experience with core data platforms such as SQL Server, Databricks, Azure, Spark, and Hadoop. Strong understanding of data integration technologies, including Spark, Kafka, eventing/streaming, and Azure DataFactory.
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An HR Data Analyst may work on various projects related to talent acquisition, performance management, employee engagement, diversity and inclusion, compensation and benefits, learning and development, and more.
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Experience building and managing production-grade data pipelines using tools such as Airflow, dbt, DataHub, MLFlow. You'll be part of a close-knit team of data engineers developing and maintaining a data platform built with automation and self-service in mind to support analytics and machine learning data products for the next generation of our T3 Fleet that enable end-users to track, monitor and manage the health of their connected vehicles and deployed assets.
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Proven experience as a Data Modeling SME or similar role with a focus on Databricks, Tableau, GA4, Looker, and PowerBI. Proficiency in Python for developing and implementing analytics solutions.
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You will leverage background in remote sensing, image processing, statistical, geo-statistical and machine learning models to analyze complex imagery data to develop an scalable image processing pipeline.
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Experience in writing queries (SQL, Python, R, Scala) as needed and experience with various data technologies such as Azure Synapse or SQL Server, Snowflake, Databricks About Us: InterSources Inc , a Certified Diverse Supplier, was founded in 2007 and offers innovative solutions to help clients with Digital Transformations across various domains and industries.
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Modern Data Stack experience (Snowflake, Synpase, Databricks, Redshift, DBT, and/or Airflow) 10 years of experience in data engineering, data architecture, BI & Analytics, and/or Data Science.
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Here in MDM we work closely with cross-functional stakeholders to have efficient master data for our business. Master Data AnalystPrinceton, NJ, USHybridDo you enjoy working in a team environment as well as data management.
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You have at least 3+ years of work experience as a data scientist in an analytics role. We are looking for a Product Data Scientist to drive understanding of how our business and its products are scaling and performing.
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1+ years’ experience in Big Data Distributed ecosystems (Hadoop, SPARK, Unity Catalog & Delta Lake) 1+ years’ experience in Big Data Distributed systems such as Databricks, AWS EMR, AWS Glue etc.
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Experience with AWS cloud services : EC2 , EMR, RDS, Redshift , Modern data platforms, Snowflake , dbt , Fivetran and Airflow. 5+ years in data engineering with detailed knowledge of data warehouse technical architectures , infrastructure components , ETL ELT.
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We are on the forefront of CBRN defense and we are looking for talented Data Scientists that have applied experience in the fields of artificial intelligence, machine learning and/or natural language processing to join our team.
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Requisition No: 837726 Agency: Children and Families Working Title: DATA MANAGER - SES - 60005074 Pay Plan: SES Position Number: 60005074 Salary: $2,033.07 - $2,884.62 Bi-weekly Posting Closing Date: 09/25/2024 Total Compensation Estimator Tool The Florida Department of Children and Families (DCF) is the state of Florida’s social services agency.
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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.