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Advanced data analytics designing and building solutions using technologies such as Azure Data Factory, Azure Data Lake, HD Insights, SQL DWH, Stream Analytics, Machine Learning, R Server, Synapse, Azure Machine Learning (AML), Azure Kubernetes Service (AKS) for model deployments, Vector and Retrieval-Augmented Generation (RAG) implementation.
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At least 4 years of experience in data engineering working with Big Data Technologies: Apache Spark, Pyspark, Hadoop, and DataBricks with delta lake. Experience in ETL, SQL, Informatica, Power exchange, Databases like SQL server, DB2, Oracle.
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Hands-on experience building data pipelines using Hadoop components Sqoop, Hive, Solr, MR, Impala, Spark, Spark SQL., HBase. 4-5 experience building data pipelines using Hadoop components Sqoop, Hive, Solr, MR, Impala, Spark, Spark SQL., HBase.
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Experience with one or more SQL-on-Hadoop technology (HIVE, Presto, Spark SQL, Databricks) and Hadoop ecosystem. Hands on experience in data engineering desired with extensive knowledge of SQL and PySpark, on Databricks Platform.
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Design, develop, and implement data architecture solutions using SQL Server, Microsoft Azure, Snowflake, and Databricks. The ideal candidate will have extensive experience in designing and implementing data solutions, with proficiency in SQL Server, Microsoft Azure, Snowflake, Databricks, and other relevant technologies.
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In our Data science track we prepare you to get job as one of the following: Python developer, a data analyst, data visualization developer, a statistician, a machine learning engineer or a data scientist.
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Job Req ID: 24641 About Supermicro: Supermicro is a Top Tier provider of advanced server, storage, and networking solutions for Data Center, Cloud Computing, Enterprise IT, Hadoop/ Big Data, Hyperscale, HPC and IoT/Embedded customers worldwide.
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Big Data Technologies: Proficient with big data technologies such as Databricks, Hadoop, Spark, and Kafka. Design, develop, and implement end-to-end data pipelines, utilizing ETL processes and technologies such as Databricks, Python, Spark, Scala, JavaScript/JSON, SQL, and Jupyter Notebooks.
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MUST HAVE minimum 3 years of hands-on experience of SQL in Hive/Hadoop/Google Cloud Platform environments. Need to have : - Python - SQL - Tableau or PowerBI or other dashboarding tool - Marketing or Digital Media focus.
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Must Have skills: MDM, Experience in writing queries (SQL, Python, R, Scala) as needed and experience with various data technologies such as Azure Synapse or SQL Server, Data Modeling, Snowflake, Databricks.
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Technical Proficiency: Expertise in SQL and programming languages such as Python; familiarity with big data technologies like Apache Hadoop, Spark, and Kafka. Chewy's Data Analytics team has an exciting opportunity for a Senior Data Engineer (Data Engineer III) to join the pack.
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In HADOOP , you'll be given an introduction to BIG DATA, APACHE HADOOP, HADOOP ECOSYSTEM, CLOUDERA QUICKSTART VM along with core concepts of the Hadoop framework including MapReduce, HIVE, PIG, SQOOP, FLUME, HBASE, OOZIE.
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You have experience or a good understanding of:- Hadoop-based technologies like MapReduce, Spark, Hive, Presto and Pig- SQL-based technologies like Oracle, PostgreSQL and MySQL- NoSQL technologies like Cassandra and MongoDB- data warehousing solutions and relational database theory- industry-standard software APIs. You have good verbal and written communication skills and can translate technical subject matter to non-technical audiences.
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Required 10 Years Hands-on experience with Azure services such as Azure Data Factory, Azure Databricks, Azure Data Lake Storage, Azure SQL, Azure Synapse Required 5 Years Hands-on experience in SQL Server (SSIS, SSRS, SSAS), ORACLE, T-SQL Required 10 Years Hands-on experience in Azure SQL Database, Azure SQL Datawarehouse Required 7 Years Hands-on experience in deploying and maintaining large-scale data processing pipelines.
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Exceptional Microsoft SQL Server design and development skills Service Development: RESTful APIs, Microservices, ASP.Net Core, Azure API Management, Azure API Apps Data: Microsoft SQL Server, Azure SQL, Entity Framework/CosmosDB, MongoDB (nice to have) Strong JavaScript framework experience with React.
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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?
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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.
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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.
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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).