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Under the direction of the Information Leader, the Data Quality Analyst - Senior interacts with business stakeholders, gathers information, analyzes business and technical requirements, develops, tests and implements data-oriented solutions, in accordance with firm policies and procedures.
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As a Senior Data Analyst/Data Analyst, you’ll dive deep into our product analytics, email, SMS, and sales data to inform digital and product strategy to drive retention and LTV.
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As Senior HR Data Analyst, this hands-on role will drive HR data discovery and collection, data security, data cataloging, data transformation, data analysis, data visualization, and reporting in support of the organization’s overall HR Data & Reporting objectives.
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The primary objective of the Data Organization is to harness healthcare data to support and promote value-based care contracts between health systems, providers, health plans, and other third-party risk bearing entities; incentivize quality, utilization, and experience outcomes; and enhance payment operations with both services and product development.
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The Department of Public Utilities seeks applicants for the position of Data Analyst II in the Rail Transit Safety Division. The Data Analyst II will support the Rail Transit Safety Division’s data-driven decision-making processes.
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Familiarity with data warehousing concepts and schema design principles (e.g., Star Schema, Snowflake Schema) Experience with big data technologies such as Snowflake, Hadoop, Spark, Airflow, or Flink.
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Job DescriptionThe GCO Marketing Data Analyst provides key insights into the profitability and effectiveness for various acquisition and retention marketing programs by creating analytical dashboards, models, and presentations.
$60,600 - $75,000 a yearFull-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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About the teamTikTok's Data Cycling Center Team focuses on building content, understanding, and data-driven solutions for both internal stakeholders and tools for external users. -3 years of experience working with SQL, Dashboarding, and Analytical Expertise: Demonstrates intermediate-to-advanced proficiency in SQL and dashboard building, ensuring structured, efficient, and scalable data management, and leveraging data to inform strategic decision-making.
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Expertise in Python, R, SQL, statistics, data mining. 12+ years of experience working in the field of Data Engineering and Data Science. In this role, you will conduct sophisticated data analytics, data mining, exploratory analysis, predictive analysis, and statistical analysis.
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The Senior Lead Data will be responsible for partnering with Technology, Machine Learning, Product Architecture, and other Capital One teams to support the development of the Finance Tech Data Strategy into products and services we create and consume.
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3+ years' experience with two or more the following data processing, analysis, and visualization tools in a professional setting: VBA, SQL, Python, Java, GIS, Tableau, BigQuery, and Google Data Studio.
$55,000 - $65,000 a yearFull-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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As a Senior Data Platform Engineer on the MMA IT Data and Analytics Team, we will count on you to design, monitor, build, and automate data pipelines. Learn more about what makes us different and how you can thrive as a Senior Data Platform Engineer at MMA.Marsh McLennan Agency (MMA) provides business insurance, employee health & benefits, retirement, and private client insurance solutions to organizations and individuals seeking limitless possibilities.
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Responsible for providing strategic and tactical support to the organization by analyzing, maintaining and cleansing data from various databases, including Oracle, Dun & Bradstreet, ZoomInfo, and Salesforce.com. Provide support to Canon Solutions America Sales Leadership and Branch Administration teams with Territory Analysis to include prospect viability, territory equity and quota development.
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Experienced with open source big data processing technologies such as Airflow, Hive, Flink, Spark, Kafka, Storm, etcKnowledgeable with Data Science tools and frameworks. Contribute to the overall architecture and design of healthcare monitoring applications, providing valuable input on data processing and data governance.
$140,000 - $200,000 a yearFull-timeExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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Experience with other Data platforms like DBT, Snowflake, DeltaLake, etc. 3+ years of experience working on Spark (RDDs / Data Frames / Dataset API) using Scala/Python to build and maintain complex ETL pipelines.
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Title: senior data analyst Company: Rapid
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.