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We are seeking a dedicated Data Analyst to join our GTM Analytics team and play a vital role in uncovering valuable insights about our customers and user engagement across our product portfolio.
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High familiarity with data platforms and applications like Databricks, Jupyter, Snowflake, Airflow, FiveTran, DBT.Previous experience in Sales and GTM analytics, showcasing a strong business sense.
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Proficiency in SQL and experience with data visualization tools like Tableau, Looker, or similar. Define scalable data model requirements and collaborate with Data Engineering for successful implementation.
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Knowledge of basic data science methods, such as regression, classification, tree-based, and time series methods. Profound technical expertise in end-to-end analytics, including building pipelines, data modeling, generating insights, and familiarity with common data science techniques.
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Identify areas where data science and data-driven insights can make a significant impact on GTM, and take ownership of prioritizing and delivering these projects. Background in data science with a track record of deploying work for impactful business outcomes.
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Experience with common data science tools such as Python, R, PyTorch, TensorFlow, Keras, NLTK, Spacy, or Neo4j, and a good understanding of modelling platforms such as Azure AutoML, SageMaker, DataBricks, DataRobot, and H2O.ai.
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Proven project management skills, including implementing, documenting, and communicating optimally with collaborators and partners during requirement gathering, data modeling, and visualization.
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High familiarity with data platforms and applications like Databricks, Jupyter, Snowflake, Airflow, FiveTran, DBT. Note: Our stewardship of the data of thousands of customers' means that a criminal background check is required to join New Relic.
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This is an exciting opportunity to work in a fast-paced and dynamic environment, collaborating with cross-functional teams and applying your analytical skills to drive data-driven decision-making.
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You will develop operational analytical products utilizing C-UAS system data through the exploitation and processing of the raw data and the other related C-UAS data sources that aids operational planners develop force protection efforts to detect, identify, monitor and track UAS activity.
$85,800 - $180,200 a yearFull-timeExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
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The Senior Analyst will work with large sets of investment data and bespoke data sets across various disciplines, including Performance & Attribution, Risk, Accounting, Compliance and Asset Allocation.
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7 or more years of relevant experience in AML / BSA regulatory compliance, data analytics, data validation, risk management Experience working with KYC and AML data. The EFCC Financial Intelligence Unit (FIU) is responsible for the collection, analysis and surveillance of data sources relevant to the identification and investigation of unusual financial transaction activities.
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We're seeking a Marketing Data Analyst proficient in Python, MySQL, BigQuery, and Data Visualization. What You'll Be Doing Design, build, and manage a centralized online database in BigQuery to house all client and marketing data.
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Under the direction of the department leadership team, the Healthcare Data Analyst II – Data Quality & Reporting (HDA II – DQ & R) is responsible for leading various data and analysis efforts for the Data Quality & Reporting Department that help drive company key initiatives.
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Prestigious Financial Company is currently seeking an Information Data Governance and Protection Analyst. Certifications in Information, Data, Privacy Records or Security such as: Certified Information Privacy Professional (CIPP), Certified Information Privacy Management (CIPM), Certified Records Manager (CRM), and/or Certified Information Privacy Technologist (CIPT), Certified Information Systems Security Professional (CISSP), Information Governance Professional (IGP), Certified Information Security Manager (CISM) and Certified Information Systems Auditor (CISA.
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Title: marketing data analyst Company: King Arthur Baking Company
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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.