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Experience in ETL and reporting tools like Talend and PowerBI. Databricks (or its open-source roots: Apache Spark) You would be working for an eco-friendly industry with an ongoing desire for growth.
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Hands on experience with ETL tools (Informatica Datahub/IDQ, Talend) Preferred working experience in Mainframe troubleshooting and support skills (COBOL, JCL, DB2, CICS, SPUFI, File aid) & Scheduling Tool experience (CA AutoSys, Control-M.
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Erfahrung mit ETL-Tools und Big Data Frameworks, wie Talend DI, Talend ESB, Snowflake. Eigenständig entwickeln Sie Big-Data-Architekturen/Data-Pipelines und realisieren komplexe ETL-Prozesse mit Hilfe von Tools wie Talend und Snowflake.
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Proficiency in ETL tools like Informatica, Talend, or Microsoft SSIS is valuable. Strong Data Management Knowledge: A data architect should have a solid understanding of data management principles, including data modeling, data integration, data quality, data governance, and data lifecycle management.
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Experience providing a breadth of architecture leadership around Modern Data Platforms, Cloud Analytics, Visualization, Data Integration, Data Science, Machine Learning, and Data Governance, to include experience working with vendors such as AWS, Microsoft, IBM, Google, Snowflake, Denodo, Talend, Informatica, Collibra, Alation, Tableau.
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Experience of working with ETL tools and processes (Talend, Glue, Airflow). Experience of working with ETL tools and processes (Talend, Glue, Airflow). Elsevier is an information & analytics company with the mission of “Helping Researchers & Healthcare Professionals Advance Science & Improving Health Outcomes for the Benefit of Society.
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You are familiar with commercial ETL tools like DBT, Talend, Informatica, or Attunity. You have strong experience with Databricks, Snowflake, Redshift, or Synapse. You are familiar with commercial ETL tools like DBT, Talend, Informatica, or Attunity.
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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).