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Familiarity with radio nonidealities (HD, IMD, IQ imbalance, gain ripple, group delay distortion) As a Radio Hardware Engineer at Astranis you will be responsible for the design, qualification, and test of our custom software defined radios.
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PhD in a field relevant to biomedical research (bioinformatics, biomedical engineering), or computer science (computer science, machine learning, artificial intelligence) or similar.
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Our researchers have a broad range of expertise related to computer science and electrical engineering, such as AI/ML, algorithms, digital signal processing, audio engineering, image processing, computer vision, data science & analytics, distributed systems, cloud, edge & mobile computing, computer networking, and IoT. What are we looking for in candidates.
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Bachelor's Degree in Psychology, Anthropology, Cognitive Science, HCI, Computer Science, or relevant social science fields. Bachelor's Degree in Psychology, Anthropology, Cognitive Science, HCI, Computer Science, or relevant social science fields.
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You have a BS, MS or PhD in computer science or a related technical field with focus on embedded systems, physical sensor deployment, or medical device integration. BS, MS or PhD in Computer Science or direct equivalent.
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You have 2+ years of industry software engineering experience or a Bachelor's degree in Computer Science. You have a solid foundation in computer science with strong competencies in data structures, algorithms, and software design.
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Ph. D. in Statistics, Applied Mathematics, Biomedical/Chemical Engineering, Computer Science, Physics, Computational Biology, or related field. + Stay informed with emerging literature and science in the modeling and simulation sciences.
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Master's or PhD preferred degree in Robotics, Computer Science, Electrical Engineering, or a related field. Proficient in emerging technologies such as deep reinforcement learning, imitation learning, computer vision, and natural language processing, with a focus on their application in robotics.
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Course work or lab experience in the following sub-areas: speech perception/production, psycholinguistics, hearing science, language-focused cognitive psychology, auditory neuroscience, social science, psychology, and similar.
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D. in Computer Science, Applied Mathematics, Physics or Computer Vision. MS in Computer Science, Applied Mathematics, Physics or Computer Vision. Experience with existing computer vision libraries such as OpenCV, PCL, CGAL, Eigen, etc.
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Who you areYou will have a BS, MS, or PhD degree in the physical sciences (e.g. Chemistry, Physics, Chemical Engineering) or quantitative field (e.g. Computer Science, Statistics, Applied Mathematics) or equivalent industry research experience.
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Aerospace Engineering, Automotive Engineering, Biomedical Engineering, Chemical Engineering, Computer Engineering, Engineering, Engineering Mechanics, Engineering Physics, Industrial and Operations Engineering, Industrial Engineering, Materials Science and Engineering, Mechanical Engineering, Production Engineering, Project Engineering & Management, Biomedical Science, Computer and Information Science, Data Processing/Analytics/Science.
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Who You Are PhD degree in a relevant field computer science, computational biology, bioinformatics, molecular biology, cancer biology, genomics). Who You Are PhD degree in a relevant field computer science, computational biology, bioinformatics, molecular biology, cancer biology, genomics.
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Stationed in our global offices, AAG team members hold advanced degrees in computer science, engineering, AI, data science, physics, statistics, mathematics, and other quantitative disciplines, with backgrounds in a variety of fields including tech, data science, marketing analytics and academia.
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Bachelors degree or Masters degree in Computer Science, Computer Engineering, Electrical Engineering, Information Systems, IT. Who Should Apply Recent Computer science/Engineering /Mathematics/Statistics or Science Graduates or People looking to switch careers or who have had gaps in employment and looking to make their careers in the Tech Industry.
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computer science radio frequency jobs Company: State Of Oregon in San Francisco, 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).