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This role will collaborate with client stakeholders, DM channel resources, analytics and solution architect colleagues to provide in-depth data solutions. 10+ years' experience hands-on implementing or managing daily operations of consumer data, digital marketing, digital analytics, A/B testing, personalization, and/or BI solutions (for example Google Analytics (Universal Analytics and GA4), Tealium (IQ and AudienceStream CDP), ActionIQ/MetaRouter, Adobe Target/Analytics/Experience Platform/Launch, Google Marketing Platform, Rudderstack, Optimizely, Sitecore, Marketo/Salesforce Marketing Cloud/Eloqua, Microsoft CDP/PowerBI, Tableau.
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Azure Data Architects must have a strong understanding of Azure PaaS services, design and architect Azure Data Factory, Databricks, Azure Data Lake, Data warehouse, Synapse, and Fabric data solutions & platforms.
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Mulesoft, Data Power, Boomi experience nice to have. Lead the technical planning & requirements gathering phases including estimate, develop, test, manage projects, architect and deliver.
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The Senior Data Architect is pivotal in aligning data strategies with AEDC strategic goals, helping various stakeholders understand and leverage the power of data by communicating complex data concepts to a non-technical audience.
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Diagramming tools: ER/Studio Data Architect, Miro, Visio, PowerPoint. Data Management and Quality: data mapping, data profiling, data catalog, relational data modeling, master data management, data governance, metadata management (ex.
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AWS Data Architect. Extensive hands-on experience implementing data migration and data processing using AWS services: VPC/SG, EC2, S3, Autoscaling, CloudFormation, LakeFormation, DMS, Kinesis, Kafka, Nifi, CDC processing Redshift, Snowflake, RDS, Aurora, Neptune, DynamoDB, Cloudtrail, CloudWatch, Docker, Lambda, Spark, Glue, Sage Maker, AI/Client, API GW, etc.
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Senior Data Architect. Experience with modern data engineering tools such as Talend, DBT, Databricks, Snowflake and data visualization tools such as PowerBI, Tableau, ThoughtSpot.
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Database Architect : Design strategies for enterprise databases, data warehouse systems, and multidimensional networks. Experience working with the following: AWS, GCP, Python, SQL, Terraform, Pyspark (Big Data) and Airflow.
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We are looking for a highly experienced and motivated Data ETL Architect to join our team This position will be responsible for designing and implementing data architectures to power our Databricks applications The successful candidate will have a deep understanding of data modelling data warehouse design and implementation and the ability to develop and maintain data pipelines.
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As a data architect, you will focus on the big picture of an organization’s data strategy. We're looking for an experienced Data Architect to join our Data Platform Engineering team.
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We are seeking a highly skilled and experienced Senior Data Architect specializing in Databricks technology to lead our efforts in configuring and deploying advanced data processing solutions.
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Cox Communication is looking for Senior Data Architect as part of the Architecture team enabling data for BI, Reporting and Analytics across Cox Communications. Breadth of technical experience and knowledge, with depth in Data Engineering (data exchange, data processing, and data delivery), Data Warehousing, Business Intelligence, and two or more of the following areas: Data Modeling, Meta Data Management, Master Data Management, AWS Solution Architecture.
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Data Architect – Databricks -Hybrid. Develop efficient data ingestion and ETL pipelines using Databricks, Apache Spark, and other relevant technologies. Integrate Databricks with data lakes and data warehouses to ensure seamless data access and analytics.
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Should be hands on engineer with experience in multiple data engineering technologies (Spark/Kafka/ADF/Databricks) as well as the standard dev-ops technologies and processes (CI/CD- Containers, Jenkins etc.
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SFM seeks an experienced and highly skilled Data Architect to design and implement data solutions that support our core investment strategies, risk processes, and research needs. Lead the design and development for our next-generation data architecture, encompassing third-party data from key vendors (e.g. Bloomberg, Refinitiv, etc.
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Title: data architect Company: Perficient
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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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?!
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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.