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Machine Learning Scientist II would have a degree (masters or PhD preferred) in a strongly quantitative field such as Computer Science, Statistics, Applied Mathematics, Physics, Operations Research, Bioinformatics, or Econometrics, and typically requires 4 years of related work experience.
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Transform your career to the next level with GDIT as a Solutions Architect where you can elevate your skills in Data Science, Machine Learning, or leading AI techniques and technology expertise into solutions in support of our Government customers.
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The successful candidate will bring experience as a data scientist and machine learning leader working for a company where “AI” is considered core to the company's success. Strong experience with Python/R, forecasting methodologies, machine learning and statistics.
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Established expertise and genuine passion for natural language processing (NLP), machine learning, deep learning, and large language models. Experience crafting machine learning models in cloud environments like AWS or GCP, with specific knowledge of Sagemaker being a plus.
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Proficient in analytics and visualization platforms (Funnel.io, Looker Studio, Power BI, Tableau) and experienced with advertising networks (LinkedIn, Meta, programmatic networks) and their APIs. Advanced knowledge of statistical analysis, machine learning algorithms, and predictive modeling techniques.
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Experience with machine learning integration in experiment workflows. Experience in machine learning strategies like lifelong learning, online learning, incremental learning.
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To join our team in Washington, DC. In this role you will work across our client engagements, providing expertise in machine learning algorithms, natural language processing (NLP), data collection, data analysis, data mapping, data profiling, data mining, data modeling, and data visualization.
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We are looking for a Senior Data Scientist to lead the development and improvement of cutting-edge machine learning and deep learning models powering Walmart Customer Modeling.
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2+ years of experience with digital signal processing, probability theory, stochastic signal processing, design of digital filters, statistical/analytical signal processing, feature extraction, and machine learning techniques.
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Innovative Refrigeration Systems is looking to hire a Lead Machine Learning Engineer full-time onsite in Waynesboro, VA. You would be joining our software engineering department to build machine-learning models optimizing energy efficiency for heavy industrial refrigeration / cold storage facilities.
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The University of Alabama College of Arts and Sciences invites applications for three Assistant or Associate Professor rank tenured/tenure-track positions at the interface of Artificial Intelligence (AI)/Machine Learning and Physics and Astronomy, Chemistry and Geological Sciences, as part of a machine-learning focused cluster hire, with the expected starting date of August 2024.
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NPM is looking for an experienced Associate Director, AI Data Scientist / Machine Learning Engineer to join our dynamic team and drive innovation to extract, synthesize, and analyze information from unstructured clinical notes.
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We are looking for a Senior Data Scientist to build and deploy Natural Language processing (NLP) models utilizing a variety of Machine learning and deep learning techniques.
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Emerging Technologies Group: Covers a wide range of work including Internet of Things (IoT) penetration testing, intelligent automation, artificial intelligence/machine learning and quantum computing.
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Design, implement, and optimize data solutions using DataBricks for data analytics and machine learning applications. Knowledge of machine learning algorithms and techniques.
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machine learning jobs Title: scientist Company: Gohealth
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A Potential TikTok Ban?!
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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.
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.