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Proficiency in at least one of the following: R, Python, Julia, Matlab, or other programming language. Candidates are expected to be actively enrolled in a Master's or PhD program in a science/engineering discipline.
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We are hiring a Senior Statistical Analyst to leverage cutting-edge data science tools and methodologies on real-world clinical data for scientific research in precision medicine.
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Would be preferred to have executed end to end implementation/migration of a Data Warehouse and Big Data (Hadoop) project from on prem to GCP (using Google BigQuery, DataFlow, DataProc etc.
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Experience with cloud platforms (e.g., AWS, Azure, GCP) and big data technologies (e.g., Spark, Hadoop) is a plus. As a Staff Data Engineer II at Blitz you will be responsible for designing, developing, and maintaining robust data pipelines and infrastructure.
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2+ years of experience as a marketing data analyst with a non-profit organization or an agency that provides direct marketing services to non-profit organizations. As the Data Analyst , you will serve as a technical and subject-matter expert responsible for developing, maintaining, and analyzing routine and ad hoc reports, as well as communicating actionable insights to audiences inside and outside Moore.
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Design, develop, deploy and support data pipelines using a combination of SQL and Python functions, programs, routines and stored procedures to export, transform and load data.
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The Observatory seeks a Science Operations Coordinator who contributes to LBTO operations through direct observational support, scheduling of observations, and supervision of service observers.
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Knowledge of Statistics, Gen AI, LLM, Python, Computer Vision, data visualization tools. We want Data Science/Machine learning/Data Analyst and Java Full stack candidates.
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Data science, machine learning, optimization models, 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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Currently, We are looking for entry-level software programmers, Java Full stack developers, Python/Java developers, Data analysts/ Data Scientists, Machine Learning engineers for full time positions with clients.
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Must have a thorough understanding and proficiency with multiple of the following tools: Python; R; R Shiny; Advanced Framework for Simulation, Integration, & Modeling (AFSIM); STORM; Extensible Architecture for the Analysis and Generation of Linked Simulation (EAAGLES); Excel; Visual Basic (Excel Macros); MATLAB; or other mission/operational analysis tools and/or data analysis tools.
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Currently, We are looking for entry-level software programmers, Java full-stack developers, Python/Java developers, Data analysts/ Data Scientists, and Machine Learning engineers for full-time positions with clients.
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For data Science/Machine learning Positions. We at Synergisticit understand the problem of the mismatch between employer's requirements and Employee skills and that's why since 2010 we have helped 1000's of candidates get jobs at technology clients like Apple, google, Paypal, Western Union, Client, visa, Walmart lab s etc to name a few.
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Qinetiqclearedjob Proficiency in common geospatial software applications and tools, such as visual programming (JEMA, FADE/MIST, ECO/ETAS), Python, SQL, Git, GIMS, A WS Sagemaker, A WS Cloud, ESRI ArcGIS, statistics (descriptive, Bayesian), Markov-Chain modelling, TensorFlow, Linear Algebra, R, SAS, NLP. 5+ years of relevant experience with a bachelor’s degree.
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A Master's or PhD degree in biostatistics, data science, biomedical informatics, epidemiology, public health, computer science, applied mathematics, engineering, or a related field.
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big data science a r python jobs Company: Endeavor
FEATURED BLOG POSTS
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.
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.
How To Make $100K a Year – No BS Strategies & Advice
If you’re like most of us, you’d love to be wealthier. Having more money would alleviate stress. It would make it easier to pay your bills and buy nicer things. Maybe it’d allow you to spend more time with your kids and go on more vacations. You’re not alone if you wish you could somehow earn a more significant income.