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Software, Information Technology, Construction, Technology, Consulting, Artificial Intelligence, Real Estate, Machine Learning, Data Analysis, Property Management. Under minimal direction, perform as a UX Designer responsible for conceiving and conducting user research, interviews and translating them into sitemaps, user flows, customer journey maps, wireframes, design comps and prototypes.
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Backed by artificial intelligence and machine learning, Jerry simplifies and automates owning and maintaining a car while providing personalized services for all car owners' needs.
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You will work cross-functionally with engineering, design, sales, marketing, customer success, and operations to take artificial intelligence/machine learning products from pain point to fully-deployed solutions, and coordinate with company leadership on roadmap strategy and priorities.
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As a candidate, you can choose to opt out of this artificial intelligence screening process. EXL may use artificial intelligence to create insights on how your candidate information matches the requirements of the job for which you applied.
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At Unlearn, our purpose is to advance artificial intelligence (AI) to eliminate trial and error in medicine. Founded in 2017 by a team of world-class machine learning scientists, we have raised venture capital from top tier investors such as Insight Partners, Radical Ventures, 8VC, DCVC, and DCVC Bio. We completed our $50 million Series B in April 2022.
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Zeta Global (NYSE: ZETA) is the Data-Powered Marketing Cloud that leverages advanced artificial intelligence (AI) and trillions of consumer signals to make it easier for marketers to acquire, grow, and retain customers more efficiently.
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BHO Tech is a technology staffing firm that encompasses all areas of technology Software, Hardware, Wireless with a special focus on Data Science, Machine Learning, Data Engineer and Artificial Intelligence candidates across the United States.
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Experience in one or more of the following: cloud infrastructure, SaaS, big data, security and privacy, development and operations, or artificial intelligence/machine learning. 5 years of experience in product management, co-founder or related technical role.
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By bringing together deep domain expertise with robust data, powerful analytics, cloud, artificial intelligence (AI), and machine learning (ML), we create agile, scalable solutions and execute complex operations for the worlds leading corporations in industries including insurance, healthcare, banking and financial services, media, and retail, among others.
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Stay up-to-date with the latest developments in the field of machine learning and artificial intelligence. Design, develop, and implement machine learning models and algorithms to solve complex problems in automation and Chrome development, such as natural language processing, computer vision, recommendation systems, or predictive analytics.
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AI/LLM Expertise: In-depth knowledge and expertise in artificial intelligence, machine learning, and deep learning techniques. A Master's or Ph. D. in AI, Machine Learning, Data Science, or a related field is highly desirable.
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Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment. Track, and analyze, policy and legislative trends related to privacy and data use, with a particular emphasis on artificial intelligence, and share insights with internal partners to help guide development of products and policies.
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You're excited about robotics, artificial intelligence, machine learning, and willing to learn. Learn our robot hardware inside and out to be comfortable servicing and maintaining our machine.
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Do you have the business savvy, Artificial Intelligence and Machine Learning background, and sales skills necessary to help companies transform their industries by positioning Amazon Web Services (AWS) as the Generative AI service provider of choice.
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Meta is seeking a highly motivated privacy attorney to join the legal team supporting the company’s efforts to come into compliance with federal and state privacy and consumer protection regulations. You will be advising the company on cutting-edge tech legal issues, ensuring our commitment to privacy, and helping the company understand and prepare for new data protection laws and legislative trends.
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FEATURED BLOG POSTS
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.
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.