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The Sr Scientist, Quality Control Analytical will partner with Analytical Development to coordinate training, transfer and qualification/validation of new assays in the QC Analytical Laboratory.
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Our tenant is a strong cross-domain team to deliver E2E solutions covering tech areas ranging from machine learning, big data, microservices to data visualization. 3+ years of big data development experience with technical stacks like Spark, Flink, Singlestore, Kafka, Nifi and AWS big data technologies.
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The Data Scientist role on the Marketing Optimization Analytics team is responsible for building end-to-end Machine Learning based Analytic Data Products that will directly impact short-term and long-term marketing strategy.
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Applicants will receive fair and impartial consideration without regard to race, sex, color, religion, national origin, age, disability, veteran status, genetic data, or other legally protected status.
$103,000 - $145,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Utilize extensive knowledge of polymer chemistry principles for materials selection/management, formulation processes to enhance the scalability and quality of the lens material.
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The Senior Data Scientist at Sensor Tower will leverage digital advertising along with mobile, desktop, and OTT industry knowledge to drive strategies that improve the accuracy and offerings for our Digital Marketing insights solution.
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Interact with all market data vendors including but not limited to: Markit, Moody’s, S&P, Fitch and Bloomberg. Data Analyst, Investment Operations page is loaded. Data Analyst, Investment Operations.
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Working independently but in close cooperation and in consultation with the Principal Investigator and other Research Scientist, the Research Fellow will perform routine and complex laboratory procedures throughout training period.
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The Data Center Senior Critical Facilities Engineer V Is a skilled specialist that works on assignments requiring considerable judgement. Senior Data Center Critical Facilities Engineer V.
$65,000 - $124,000 a yearFull-timeExpandApply NowActive JobUpdated 28 days ago - UpvoteDownvoteShare Job
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The development and application of methods to identify, collect, process, and analyze data using advanced statistical prediction, inference, and optimization and providing ongoing support to decision-makers to strengthen data-driven program design and management, at a level equivalent to the Los Angeles County class of Senior Data Scientist.
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Databricks & Spark, AWS Data technologies, Airflow, Delta Lake, DBT, etc. Design, implement and operate the enterprise data model and enterprise data warehouse for Riot Games, globally.
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We are looking for an exceptional Research Scientist to join our Emerging Technologies team. Applicants will receive fair and impartial consideration without regard to race, sex, color, religion, national origin, age, disability, veteran status, genetic data, or religion or other legally protected status.
$106,000 - $149,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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8+ years of hands-on privacy and/or data security experience at a top law firm and/or as in-house counsel. Provide support in connection with policy, government relations, legislation, and litigation related to privacy and data security.
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We have a new opening for a Data Scientist position in Culver City, CA. We're seeking local candidates available for in-person interviews. Job Title: Data Scientist. Looking Data Scientist.
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We are hiring for a Senior Applied Data Scientist with 5 yrs. experience developing deep learning models Hands-on experience in training, fine-tuning, and optimizing machine learning models in the context of LLMs and Generative AI Experience deploying transformer-based architectures such as GPT, LLaMa, and BERT Great understanding of classical deep learning models/algorithms: CNN, RNN, LSTM Preferred Experience.
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Title: data scientist Company: Lexisnexis Risk Solutions Group in El Segundo, CA
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.