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Must have a Bachelor’s degree in Management Information Systems (MIS), Computer Science, Information Technology, Statistics, Engineering, Mathematics, Data Science, Machine Learning or a related field and 5 years of progressive, post-baccalaureate advisory and/or consulting work experience.
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Actively leading the technology domain that includes data architecture, data engineering (inclusive of big data supporting data science), data integration, data operations, and business strategy that advances ideas into transformational new capabilities.
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V-Soft Consulting is currently hiring for an Azure Data Lake Principal Architect for our premier client in Somerville, Massachusetts. Hands-on development experience with Design and Architecture of big data frameworks/tools: Azure Data Lake, Snowflake, Azure Data Bricks.
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Years' experience in IT Consulting, Management Consulting, Process Improvement, or similar area Bachelor's degree in Business Informatics, Computer Science, Mathematics, or other Information-oriented degree program Basic knowledge of SQL Strong interest and/or experience in Big Data, Data Mining, and Process Mining Experience with other programming languages such as Python, R, MATLAB, etc.
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Degree: Bachelor’s or Master’s degree in a relevant discipline (e.g., Computer Science, Engineering, Information Systems, Information Technology, Internet of Things, Quantum, Applied Math, Data Sciences, Decision Science, Machine Learning, or other technology majors.
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Bachelor s degree (or foreign education equivalent) in Finance, Computer Science, Engineering, Information Technology, Information Systems, Mathematics, Physics, or a closely related field and five (5) years of experience as a Senior Manager, Product Development (or closely related occupation) performing data analysis and developing recommendations to modify operational procedures, operational systems, and financial control functions, using Excel VBA and SQL.
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The Information Technology Project Manager position is located in the Department of Program Services (DPS), Case Management Systems Office (CMSO), Federal Judiciary Digital Service Division (FJDS.
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Experience with more than one data cataloguing, data governance, data quality, data privacy and master data management (Informatica, Ataccama, Collibra, Alation, Global Ids, Big Id, etc.
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Business Computers Management Consulting Group, LLC (BCMC) is a small business specializing in Information Technology (IT), Cybersecurity, Information Assurance (IA), SOA, Big Data Management, Program Management, and more for Federal, State, and Local agencies.
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We are looking for a Chief Information Security Officer (CISO) who will be responsible for providing executive leadership managing data and information risks related to product development, technology solutions, crisis management, governance risk, compliance and data privacy.
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Cosentini Associates provides the following engineering services: HVAC, Electrical Power, Fire Protection, Plumbing, Energy Conservation and Sustainable Design, Code Consulting, Lighting Design, Commissioning, Information Technology, Security, Audiovisual, and Construction Administration Services.
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Working in close coordination with technical teams and cross-functional stakeholders (e.g., Finance & Accounting, Procurement, Information Security), the IT Asset Manager establishes, enforces, monitors, and continuously improves asset management processes, standards, and controls.
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A subsidiary of Veolia Group, Veolia North America (VNA) offers a full spectrum of water, waste and energy management services, including water, and wastewater treatment, commercial and hazardous waste collection and disposal, energy consulting and resource recovery.
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Data Analyst, Technology Consulting - Data & Analytics (Data Governance & Controls) Financial Services Office (Manager) (Multiple Positions) , Ernst & Young U.S. LLP, Tysons (McLean), VA.
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This position will own the architecture, engineering, and technology operations of Identity & Access Management (IAM), network security, cloud security, Microsoft Cybersecurity Reference Architecture (MCRA), Operational Technology (OT) Cybersecurity, and data protection.
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big data information technology management consulting jobs Company: K2 Partnering Solutions
FEATURED BLOG POSTS
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.
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.