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LLM, RAG, Data engineer, Python, Pyspark, Machine learning, Gen AI, AI/ML, Vector database, Databricks, Snowflake, Education: Bachelor’s degree in engineering, Computer Science or a related field; Master’s degree is a plus.
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We’re looking for an experienced Data Engineer to join our growing team focused on building, supporting and enhancing the Oracle Hardware Division’s (OHD) big data and analytics platform.
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As a Senior Data Engineer, you will play a critical role in designing, implementing, and maintaining our client's data infrastructure while ensuring scalability, reliability, and efficiency.
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A data engineer is responsible for designing, developing, testing, documenting, and maintaining data warehouse and analytics architecture to meet UCSF's data and analytics needs.
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Job SummaryCharles River Laboratories: Data Engineer There’s never been a more exciting time to be on the Enterprise Data Analytics team at Charles River Labs! 2+ years of experience with Azure Data Factory, Azure Data Lake Gen2, Azure Databricks, Blob Storage, Azure SQL Database, Azure App Service, and Azure functions.
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As a Sr. Big Data Engineer, you will work with a variety of talented teammates and be a driving force in technical initiatives that will accelerate analytics at Client. Big Data Engineer.
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The Principal Cyber Data Engineer role will be located in Beltsville, MD. Peraton’s DSCM program encompasses technical, engineering, data analytics, cyber security, management, operational, logistical and administrative support to aid and advise DoS Cyber & Technology Security (CTS) Directorate.
$86,000 - $138,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Experience with data warehouses: Snowflake, BigQuery, RedShift. You will be the foremost contributor providing data operations leadership to translate model outputs into value for our customers and helping to build a growing data organization.
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We integrate off-the-shelf and new development efforts to sustain and enhance Defense Intelligence Agency’s (DIA) National Media and Exploitation Center (NMEC) architecture by leveraging cloud-based computing, artificial intelligence (Al), machine learning (ML) and cross-domain transfer systems to provide cutting edge data exploitation, enrichment, triage, and analytics capabilities to Defense and Intelligence Community members.
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As a Capital One Data Engineer, you’ll have the opportunity to be on the forefront of driving a major transformation within Capital One. Utilize programming languages like Java, Scala, Python and Open Source RDBMS and NoSQL databases and Cloud based data warehousing services such as Redshift and Snowflake.
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1+ years of data warehousing experience (Redshift or Snowflake) 2+ years experience with Distributed data/computing tools (MapReduce, Hadoop, Hive, EMR, Kafka, Spark, Fargate) The team also manages data ingestion patterns to the HR Data Warehouse (People Data Platform), tackling new application development, enhancements to existing applications, and pushing the bar on availability for all applications which serves at least 20k+ customers on a daily basis.
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Capital One’s HR Data team focuses on how to improve the experience of an associate by drawing insights and making changes to serve our customers better. 1+ years experience working on real-time data and streaming applications.
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As a Cloud Data Architect, this role will be instrumental in enhancing and supporting our Enterprise Cloud Data Warehouse currently on Snowflake. The ideal candidate will have a strong background in data architecture, experience with Snowflake Cloud Data Warehouse, and proficiency in ETL processes.
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Job Requirements: PhD degree, or foreign equivalent, in Electrical Engineering, Computer Science, Statistics or Bioengineering or a related field plus 3 years as a Data Scientist or any job title/occupation/position involving Data Sciences.
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The Principal Data Engineer also manages and coordinates data analytics delivery activities in compliance with data governance processes and data security requirements.
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Title: data engineer Company: Mckinsey 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.