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Data science, machine learning, optimization models, PhD in Machine Learning, Computer Science, Information Technology, Operations Research, Statistics, Applied Mathematics, Econometrics, Publications or active peer reviewer in related journals or conference, Successful completion of one or more assessments in Python, Spark, Scala, or R, Using open source frameworks (for example, scikit learn, tensorflow, torch.
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The Principal Data Scientist / Applied Machine Learning Scientist Computational Advertising is a critical data science/applied machine learning role that uses cutting-edge machine learning, deep learning, big data mining and optimization techniques to solve the challenging problems from ads relevance, ranking to campaign optimization.
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Experience in data science, statistics, optimization, machine learning, and/or deep learning. Bachelor's degree in computational and engineering sciences (e.g., computer science, computational biology, electrical engineering, biomedical engineering) or other related fields.
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Data science, machine learning, optimization models, Master's degree in Machine Learning, Computer Science, Information Technology, Operations Research, Statistics, Applied Mathematics, Econometrics, Successful completion of one or more assessments in Python, Spark, Scala, or R, Using open source frameworks (for example, scikit learn, tensorflow, torch.
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Data science, machine learning, optimization models, PhD in Machine Learning, Computer Science, Information Technology, Operations Research, Statistics, Applied Mathematics, Econometrics, Successful completion of one or more assessments in Python, Spark, Scala, or R, Using open source frameworks (for example, scikit learn, tensorflow, torch.
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Senior ML Research Engineer, Apple Services Engineering - Search Science. The ASE Search team powers search for iTunes, App Store, Apple Music, Apple TV, Podcasts, Books and more on iOS, macOS, tvOS, watchOS, web browsers, 3rd party devices, and Windows.
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As a Walmart Senior Data Scientist, we are looking for a sharp, thoughtful, and collaborative problem solver, who enjoys uncovering key business drivers and challenges, and then building data science and analytics solutions to enable strategic decision making.
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Bachelor’s Degree, or higher-level degree, in Computer Science, Engineering, or related quantitative field that demonstrates knowledge of AI, machine learning, optimization, random processes, sensor signal processing, or mathematical modeling.
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Master's or PhD in Electrical Engineering, Computer Science, Robotics, or a related field, with a focus on sensor fusion, signal processing, or machine learning. Experience with deep learning optimization for edge deployment, including quantization, pruning, and knowledge distillation.
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Our Flagship Data Science team is seeking a Senior Staff Data Scientist to work alongside the newly formed Applied Science team focused on building inference, algorithms, and models to identify and quantify complex cause and effect in the ecosystem.
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Quant UXRs vary in background using skills from computer science, quantitative social science, econometrics, data science, survey research, psychology, human-computer interaction, and other fields.
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As a part of the global research, our AI research in Silicon Valley focuses on Foundation Models, Big Data Visual Analytics, Explainable AI (XAI), Natural Language Processing, Computer Vision, Cloud Robotics, Data Science, AI Platform, Time-series Analysis.
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Hands-on experience with object oriented design, development, testing, maintenance, and performance optimization of HPC software using C. What we need to see:PhD or MSc degree in Computer Science, Applied Math, or related science or engineering field is preferred or equivalent experience.
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Palo Alto office of a BCG Attorney Search Top Ranked Law Firm seeks a patent attorney with 2-5 years of solid experience. Must have a degree in computer science or electrical engineering with work experience as a software developer, excellent academic credentials, and be registered to practice before the USPTO.
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Phillip ChengOffice of the Vice Provost for Student AffairsBesides its contributions to science, health, and medicine, Stanford is also the home of pioneers across disciplines. Experience with signal processing of medical imaging data.
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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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.