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Our next-generation platform, which combines threat intelligence with machine learning, enables financial institutions and governments to detect cryptocurrency fraud and financial crime on an unprecedented scale.
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OSARO is a San Francisco-based startup company building machine learning software for industrial automation, to power robots in logistics and material handling centers. You will collaborate with Operations, Software, and Machine Learning teams to research, design, integrate, test and deploy new robotic hardware including: robot cell designs, end effectors, cameras, lighting, HW control devices (PLCs, I/O couplers, sensors, etc), pneumatics, actuators, custom mechanisms.
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Contribute to machine learning and large language model (LLM) pipelines and APIs, including OpenAI (GPT-3.5 and GPT-4), Azure (OpenAI), Anthropic (Claude), and others. Provision of anything you need to be successful - learning tools, hardware, office equipment, software.
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Overview of the Software Engineer - Machine Learning roleThe Williams-Sonoma, Inc. Technology organization seeks a talented Software Engineer - Machine Learning to assist with developing strategies, roadmaps, frameworks and solutions as a key member of our AI & Machine Learning team.
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Our mission and team expertise spans beyond software to advanced sensor systems, algorithms, embedded systems, signal processing, and machine learning. The candidate will join a multi-disciplinary team of scientists and engineers and work on a full stack of developing cutting edge Computer Vision (CV) and Machine Learning (ML) methods based on data from a variety of sensors.
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Perplexity is seeking an experienced Software Engineer to design and implement next-generation billing systems. Collaborate with peers across engineering, customer success, finance, and data science teams to ensure precise measurement and reporting.
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Work cross-functionally with product, platform, security, and data engineering teams to unlock new machine learning applications. Paid Life insurance, AD&D, and disability benefits.
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Coactive was founded by experts who shaped the fields of high-performance deep learning and data-centric AI. We have the scars from building and working with the first generation of modern machine learning systems at Google, Meta, Pinterest, eBay, Lyft, and other leading organizations.
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We are looking for a senior Machine Learning Engineer with deep expertise in attribution space (just like you!) Build from scratch a suite of data science and machine learning solutions that will make up the core of Square’s next generation attribution system.
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You will build and apply machine learning techniques to biochemical / biophysical datasets and aid in new hypothesis generation with experimental collaborators. You will deploy and deliver technical solutions at the intersection of computational chemistry and machine learning, supporting research directions in molecular design across broader gRED and Roche.
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Lead Machine Learning Engineer. 3+ years experience developing ETL workflows as a data analytics engineer, data engineer, or data analyst. Working with our business operations, finance, sales, marketing, product, and insurance teams to design and build data sets to drive Vouch’s business.
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Whole Health Package: Medical, dental, vision, life, disability, long term care, accident and critical illness insurance, pre-tax accounts (health, dependent and commuter), and a family forming benefit through Carrot.
$110,000 - $166,750 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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This engineer works within a team developing StubHub’s next-generation Customer Support platform, integrating Siebel, with our telephony, eCommerce and Business Process Management portals.
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Including two-thirds of high school students and half of all college students in the US. Combining cognitive science and machine learning, Quizlet guides students through adaptive study activities to confidently reach their learning goals.
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Our platform is an essential piece of the daily work for machine learning engineers, from academic research institutions like FAIR and UC Berkeley to massive enterprise teams including iRobot, OpenAI, Toyota Research Institute, Samsung, NVIDIA, Salesforce, Blue Cross Blue Shield, Lyft, and more.
$177,000 - $245,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated Today
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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).
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.