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Job Title Big data Administrator Relevant Experience (in Yrs) Min 3-5 yrs Must Have Technical/Functional Skills " Proficiency in the Cloudera suite, including Kafka, HDFS, HBASE, KUDU, Zookeeper, HIVE, Impala, NIFI, SPARK, FLINK, Oozie, Yarn, Atlas, Ranger, RangerKMS, and KTS. " Experience with Cloudera ECS and Cloudera Data Services such as Cloudera Data Engineering, Cloudera Data Warehouse, and Cloudera Machine Learning.
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We are hiring a talented Senior Big Data Engineer to build cloud-based data pipelines for machine learning, data processing with Apache Spark, and database development.
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Getting your hands-on modern technologies and big data tools, including Hadoop, Kafka, Cassandra, MongoDB, Hive, HBase, Impala, Sqoop, Flume, Oozie, Zookeeper, Pig, Cloud Computing, Spark, Scala.
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Good knowledge and Proven practical experience in migrating relational data base from on-prem to cloud OR to build cloud-based data lake using either Big Data / Azure Synapse / Databricks / Snowflake.
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Fidelity Investments – Senior Data Scientist – AI, Machine Learning, Big Data. Experience in Big Data, search, NLP, and chatbot technologies such as Elasticsearch and Solr.
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Big Data Engineer. Senior / Lead Data Engineer (Python + Java/Scala) Senior Software Engineer – Data | SEB, Vilnius. Senior Data Engineer - DataOps.
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Experience with big data technologies (Hadoop, Hive, Presto, Pig, Spark, etc.) 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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Specifically this role will lead and contribute towards building aspects of centralized event driven data streaming platform and services focused on LSE(Large Scale Events) prevention and mitigation, data center operations, and hardware quality management for Oracle Cloud Infrastructure (OCI.
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We provide self service tools to enable data discovery, data processing, data mining and research, reporting, and machine learning/AI, all built using OCI services and industry standard open source distributed computing tools.
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Knowledge & experience in data streaming technologies such as Apache Kafka, Flink etc. This includes ingesting and processing large data volumes of hardware telemetry from every machine in our Cloud data centers, both in batch and near-real time.
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The Data Engineer will get to work with data at scale. Support the development and evolution of our Data Platform. Collaborate with cross-functional teams, engineers, and program/product management on building optimized and forward looking data tools, insights and reporting mechanisms that drive the business forward.
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We are looking for engineers who are creative, passionate about data and its application in building solutions, and are excited to work at scale to solve customer problems. Build robust, highly available, performant, scalable and reliable data services.
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Minimum of 10 years of experience in big data, database and data warehouse architecture and delivery. Big Data/analytics/information analysis/database management in the cloud.
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Big Data Technologies: Strong knowledge of big data technologies and frameworks, such as Apache Hadoop, Apache Spark, Apache Kafka, Apache Hive, or Apache Flink. Understanding of big data technologies such as Hadoop, Spark, and related ecosystem components (e.g., HDFS, Hive, Pig.
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As a big data engineer at Booz Allen, you’ll implement data engineering activities on some of the most mission-driven projects in the industry. We need an experienced data engineer like you to help our clients find answers in their big data to impact important missions—from fraud detection to cancer research to national intelligence.
$58,400 - $133,000 a yearFull-timeExpandApply NowActive JobUpdated 5 days ago
big data jobs Title: senior data Company: Usaa
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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.
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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).
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.