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Proficiency in business intelligence / analytics tools, such as MicroStrategy, Tableau, Looker, R, Python, Dataiku, etc. We are seeking an experienced Business Intelligence Analyst to quickly provide insights, in a scalable and supportable fashion, to business customers across Sales, Platform Monetization, Operations, Finance, Strategy, Measurement & Impact, and our own AP&O ad product teams.
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Business Intelligence Analyst Intern - CDO Data Consumption Team. This is an excellent opportunity to join our CDO data consumption team as a BI Analyst Intern and work on a high-impact business enablement project.
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As a Business Intelligence Engineer, you will design and implement robust BI solutions, collaborate with cross-functional teams to deliver cutting-edge analytics. Are you ready to shape the future of Business Intelligence & Insight Delivery.
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TITLE: Lead Business Intelligence Developer (J. Crew Group, LLC) DUTIES: Design, develop and implement J. Crew's Analytics and Business Intelligence initiatives and operations, driving the enterprise towards a data first culture.
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The Power BI architect / developer should be familiar with data science, business intelligence, and data analytics. He/she should have prior knowledge of data integration, data warehousing, modeling, business intelligence, and data visualization / presentation concepts.
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As a Senior Business Intelligence Developer, you will be responsible for collecting, organizing and analyzing terabytes of fan data from over 200 mobile sports apps around the world, including those of NFL, NBA, NHL, MLS, and LaLiga clubs.
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DE executing Business Intelligence (BI) projects and presenting to senior management. DE working with Business Intelligence (BI) platforms to deliver synthesized reports and data-driven insights using Looker, Tableau, Power BI.
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We are looking for a Business Intelligence Analyst with an emphasis on FP&A to join our team. Participate in the testing, deployment, and documentation of business intelligence solutions.
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As a Tableau Business Intelligence Analyst, you will be trusted to collaborate with Business Subject Matter Experts, Financial Analyst, Data Analysts, and others to develop and maintain reports and dashboards to support business functions such as Sales, Customer Success, Finance, HR, Legal and highlight actionable insights.
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Role SummaryThe Manager, Business Intelligence Developer, is responsible for executing on strategy for Commercial data at Alaska Airlines and Horizon Air. As a people leader, the Manager, Business Intelligence Developer leads and establishes priorities for the team and partners with technical roles and senior leadership to solve commercial challenges.
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Job Title: Business Intelligence (BI) Developer. The BI Developer demonstrates strong reliability and responsiveness by communicating internally and externally within 24 business hours.
$66,196 - $79,732Full-timeExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
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Lead Business Intelligence Developer page is loaded. Provide mentoring and training of Power BI functions to business customers including Customer Insights, Merchandising and Allocation.
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Strong understanding of time-intelligence functions for dynamic date-based analysis. We are actively seeking a skilled and innovative Power BI Developer with a strong background in healthcare analytics.
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Architect, develop, and deploy Business Intelligence / Visualization platforms using modern analytics stacks such as Microsoft Power BI and Power Platforms (PowerApps etc. This role will also participate in activities that are directed at the overall growth of the Business Intelligence & Modern Data Platforms Practice within ZOLL.
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We are seeking a Data Scientist/Business Intelligence Analyst who has strong technical skills, is adept at applying them to real-world problems, and is comfortable communicating complex topics to non-technical audiences.
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business intelligence jobs Title: senior business intelligence developer Company: Iqvia
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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.