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A Master's or PhD degree in biostatistics, data science, biomedical informatics, epidemiology, public health, computer science, applied mathematics, engineering, or a related field.
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Candidate will be given the opportunity to learn and make use of sophisticated tools (SQL, Alteryx, Informatica, SAS, Tableau, SSRS, DataRobot etc) and technologies (Big data like Hadoop, Python/R Programming, AI/Data Science,) to provide customized automated solutions across multiple business segments.
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Softrams is a Maryland and Virginia-based small business information technology, consulting, and solutions provider specializing in emerging technologies for UX/UI, mobile apps, DevOps, big data analytics, data science, and cyber security.
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Ensure high operational efficiency and quality of the Data Capture platform datasets to ensure our solutions meet SLAs and project reliability and accuracy to all our stakeholders (Engineering, Data Science, Operations, and Analytics teams.
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Proficiency in Databricks, Azure services (e.g., Azure Data Lake Storage, Azure Synapse Analytics), and Spark for big data processing and analytics. Stay up-to-date with emerging technologies and best practices in data engineering, cloud computing, and big data analytics.
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Verifies GCIC/NCIC entries as well as maintaining and updating the GCIC/NCIC computer system. Analyzes and evaluates data fields of GCIC/NCIC records in department. Inquiries against confidential criminal justice data bases for compliance with the Rules of the GCIC Council, federal and state laws and operational procedures.
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The People Analytics team is globally respected as a leader in its field and is dedicated to staying on the cutting edge of business intelligence and data science methodology and technology.
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Big Creek Dam offers beautiful, scenic waterfall views, while East Roswell Park features fishing, hiking and cycling options. Roswell puts on a number of annual productions that are big draws in the region, including a large memorial day ceremony, a storytelling festival, and a fireworks extravaganza.
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Bachelor's Degree or equivalent experience in Market Research or Analytics, Computer/Data Science, Statistics, CX/UX Research or Analysis or similar field. 6 years of customer data analysis experience / advanced analytics capabilities in Voice of Customer research (CX, UX, EX.
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Bachelor’s or Graduate degree, Field of Studies required: In a quantitative field or commensurate experience such as Statistics, Business Analytics, Data Science, Applied Math, Econometrics or Operations Research.
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Master’s degree or PhD in a quantitative field such as Finance, Mathematics, Analytics, Data Science, Computer Science, or Engineering. Bachelor’s degree and four or more years of experience in a quantitative field such as Finance, Mathematics, Analytics, Data Science, Computer Science, or Engineering, or equivalent education and related training.
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Knowledge of Statistics, Gen AI, LLM, Sagemaker, Python, Computer Vision, data visualization tools. We want Data Science/Machine learning/Data Analyst and Java Full stack candidates.
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Bachelor's Tech School degree in Computer Science, MIS or Engineering or relevant technical field and or commensurate years of real-world experience in software engineering. Experience with AWS cloud services : EC2 , EMR, RDS, Redshift , Modern data platforms, Snowflake , dbt , Fivetran and Airflow.
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Associates Degree in laboratory science (Chemical or Biological Science) or medical laboratory technology from an accredited institution and certification as a Medical Technologist. Bachelor’s degree in a chemical, physical, biological or clinical laboratory science or medical technology from an accredited institution and applicants must be certified.
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Required Minimum QualificationsIntern Pursuing a Bachelor’s, Master's, or Doctoral degree in Electrical Engineering and Computer Engineering, Aerospace Engineering, Software Engineering, Imaging Science, Optical Engineering, Applied Mathematics, Physics, Astronomy, Astrophysics, Computer Science or a related discipline.
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data science computer big jobs Company: Nugget Market in Atlanta, TX, Arkansas
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.