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Job Description: GCP Data Engineer, Big data Technologies , Google Cloud Platform (GCP) data services such as DataProc, Dataflow, Cloud SQL, Big Query, Cloud Spanner in combination with third parties such as Spark, Apache Beam/ composer, DBT, Cloud Pub/Sub, Confluent Kafka, Cloud storage Cloud Functions & GitHub. Must have more than 6 years experience.
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Role: Senior Data Engineer (Python, SQL, DWH) Minimum 5 years of designing and implementing an operational production grade large-scale data solution on Microsoft Azure Snowflake Data Warehouse.
$110,000 - $130,000 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Senior Data Engineer, Elasticsearch page is loaded. Senior Data Engineer, Elasticsearch. Senior Data Engineer, NoSQL. The Data Engineering team collaborates across the TCGplayer Technology organization to increase the effectiveness and efficiency of the organization’s use of datastore technologies.
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Under the direction of the Senior Director of Strategic Insights & Program Outcomes, the Data Analytics Engineer is responsible for designing and building reliable data models and pipelines to provide large-scale data ingestion, aggregation, analysis and visualization projects for strategy and innovation insights, marketing and operations effectiveness, and outcomes measurement and reporting.
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As a Senior Site Reliability Engineer at Circle, you will design, build, and maintain Circle’s infrastructure estate to meet the growing worldwide customer base on public cloud providers across multiple regions.
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We are looking for a Senior Data Engineer to help us continue to build the next evolution of our data platform in a scalable, performant, and customer-centric architecture.
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Senior Data Scientist. Data warehouses and file stores such as Snowflake, RedShift, Teradata, BigQuery, Amazon S3, Amazon RDS, Azure Synapse, Databricks Lakehouse, etc. MS, or PhD in Computer Science, Computational Mathematics, Applied Mathematics, Engineering, Data Science, Statistics or equivalent.
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As an HCP Marketing Automation Senior Engineer/Delivery Manager in AbbVie Business Technology Solutions (BTS), you’ll have opportunities to contribute to the digital transformation of a leading biopharma company, helping to create solutions that impact patients and their communities for the better.
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Primary responsibilities for a Senior Data Engineer Collaborate with Product Managers, Designers, Engineers, Data Scientists and Data Analysts to take ideas from concept to production at scale.
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We’re searching for a Senior Software Engineer to join Aurora’s Motion Planning team. Our team is responsible for building data and analytics services to improve our Motion Planning team’s Machine Learning Platform.
$168,000 - $252,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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We are seeking a highly experienced Senior Data Engineer with a deep understanding of PySpark using Databricks or AWS Glue or AWS EMR and cloud-based databases such as Snowflake. Senior Data Engineer.
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As a Capital One Data Engineer, you’ll have the opportunity to be on the forefront of driving a major transformation within Capital One. Utilize programming languages like DataBricks, SQL, Python, and RDBMS and NoSQL databases and Cloud based data warehousing services such and Snowflake.
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The Smithsonian Institution’s Office of Advancement seeks a Data Engineer to serve as a key member of the Advancement Technology Services team as we transform our data management approach.
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Location: Spring, TX On-site Job Description: As a Senior Data Engineer, you should have subject matter expertise integrating, transforming, and consolidating data from various structured and unstructured data sources into formats that are suitable for building analytics solutions.
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Full Time] Senior Data Engineer at Whatnot (United States) | BEAMSTART Jobs Senior Data Engineer Whatnot United States. Senior Machine Learning Engineer Cambridge, United Kingdom.
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Title: senior data engineer Company: Conference Of State Bank Supervisors
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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.
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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.
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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?
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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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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).