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Causal Machine Learning, Causal Inference, Causal Discovery, Counterfactual, Causal Deep Learning, Causal Structure, Structure Learning, Structure Equation Model, SEM, Explainable AI, XAI, Data Science, Deep Learning, R, Python, Julia, Bioinformatics, Multiomics, Integrative Analysis, Medicine, Actigraphy, Pregnancy, Precision Medicine, Personalized Medicine, EHR, Electronic Health Records.
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The ideal candidate is an experienced software developer with a focus on machine learning, ideally familiar with GCP and Vertex AI. This Sr Machine Learning Python Developer role will involve supporting the AI model development process in our AI Pillar.
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The Knowles and Azizi labs are seeking a joint postdoctoral research scientist with a background in computational biology, machine learning, and statistics, as well as preferably genomics and cancer biology.
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The ideal candidate will have a deep understanding of ITSM processes and a strong background in implementing automation solutions, advanced analytics, machine learning, and chatbot technologies.
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Utilize expertise in computational biology, machine learning, and bioinformatics to develop and optimize algorithms and models for the analysis of high-dimensional biological data. A Ph. D. or equivalent in computational biology, bioinformatics, machine learning, or a related field is preferred.
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Data science, machine learning, optimization models, Master's degree in Machine Learning, Computer Science, Information Technology, Operations Research, Statistics, Applied Mathematics, Econometrics, Successful completion of one or more assessments in Python, Spark, Scala, or R, Using open source frameworks (for example, scikit learn, tensorflow, torch.
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Big data/machine learning and AI techniques, including neural network and deep learning frameworks and machine learning tools (e.g., TensorFlow, Theano, Torch, Keras.
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As a senior machine learning engineer will also mentor more junior engineers. Machine Learning Engineer, Sr. Leads development of computer vision and machine learning (ML) algorithms capable of detection, classifying, localizing, and tracking objects of interest from a variety of stationary and mobile sensor platforms.
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Deliver simple solutions to complex problems as a Machine Learning Engineer at GDIT. Here, you'll tailor cutting-edge solutions to the unique requirements of our clients. Our work depends on TS/SCI cleared Machine Learning Engineer joining our team to support our intelligence customer in Springfield, VA.
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Palantir Foundry Python, SQL Machine Learning Packages Data Modeling Git, Jira, Confluence. The role bridges the gap between data science and IT operations, ensuring that machine learning models are seamlessly integrated into our production systems.
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As a Machine Learning Engineer on the Banking & SFS team, you will support fellow Data Scientists and Modelers in building and deploying machine learning models that support our banking and lending business.
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Strong understanding in the machine learning and data science technical ecosystems (e.g., Tensorflow, Pytorch, MLflow, Ray, LangChain, Data lake house (Databricks), Snowflake, SageMaker, Scikit-learn, etc.
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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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Bachelor's degree or higher in machine learning, data science, statistics, computer science, economics, mathematics, information systems, or similar field preferred. Experience using tools such as Azure's Machine Learning and Cognitive Services; AWS's SageMaker, Polly and Rekognition; DataRobot; or H2O.ai.
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The Machine Learning Engineer I will have the opportunity to interact with R&D Group to develop a variety of innovative computer vision detection, classification, localization, and tracking solutions for defense and commercial applications.
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machine learning jobs Title: learning architect Company: Microsoft Corporation
FEATURED BLOG POSTS
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.