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Databricks Certifications (ie: Data Engineer Associate; Data Engineer Professional, Machine Learning Associate, Machine Learning Professional) Collaborating amongst team members across several geographies, our Cloud practitioners engineer cloud-based analytics solutions on AWS, Azure, Databricks, GCP, Snowflake, Oracle, Informatica Cloud and a combination of native cloud technologies, including computing at edge and curating data-in-motion.
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Causal modeling, NLP, time series, deep learning, etc. Develop and Enhance ML Models: You’ll design, build and deploy sophisticated machine learning models that improve our credit decisioning, fraud detection and other processes.
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We are looking for a Senior Machine Learning Operations Engineer who is passionate about all things data. Experience in statistics, data mining, or machine learning.
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Specialized experience for this position must include: Experience with data science and analytical methods from conducting machine learning, Natural Language Processing, and technical procedures such as, solution design, implementation, and deployment.
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Innovative, authentic, and inspiring applicants are sought to apply for the CSULB TRIO Educational Talent Search (ETS) Director position, a 100% federally-funded TRIO program. Learn More: Educational Talent Search | California State University Long Beach (csulb.edu.
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Experience with one or more of the following: Machine Learning, Deep Learning, NLP, ranking systems, recommendation systems, backend, large-scale systems, data science, full-stack.
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Experience working with data: media analysis, media mix models, multi-touch attribution models, digital attribution, consumer research, and shopper insights. Investment and activation experience with performance-based digital media, Paid Search, and Retail Media.
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Experience in data sourcing technologies (external APIs, web-scraping, EDI files, etc.) 3+ years programming in Python, or Java/kotlin/scala is fine as well! Lead data ingestion (web-scraping, APIs, or any other protocoles) strategy.
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Code management experience including Git and CI/CD.Experience with Java and Rust are a nice to have. Take ownership and leverage your software development and data engineering skills to plan, develop, and ship successful features and products.
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Accurate data entry and maintenance of in-service records for all employees of Wraparound and Community Services Employees is the responsibility of this position. The Training Coordinator also serves as a subject matter expert in Thinking Cap, provides hands on training to staff having a difficult time learning to use the system and responds to e-mails and phone calls from staff members seeking technical assistance.
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MBRDNA is headquartered in Silicon Valley, California, with key areas of Autonomous Driving, Advanced Interaction Design, Digital User Experience, Machine Learning, Customer Research, and Open Innovation.
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Work with our business partners to identify requirements and architecture and implement scalable, open solutions using Cloud Native technologies, including and leveraging AWS services, Machine Learning techniques, GIT, Jenkins, Docker containerization and virtualization, and Terraform.
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The position's primary responsibilities include the strategic oversight of prospect, donor and gift data, the translation of business use cases into actionable reports and dashboards, oversight and development of the business intelligence environment, and the application of analytics to help build the prospect pipeline for a variety of fundraising initiatives, including principal gifts, major gifts, planned giving, annual giving, and events.
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Knowledge and experience in data strategy and data transformation programs preferred; Strong skills in Data/Reporting tools e.g. SQL, Power BI. Python is strongly preferred. Experience in data-related process re-engineering and system transformation in investment management industry.
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You will develop robust and scalable data pipelines, ML model hosting, and backend services for enterprise line of business applications in Python, VertexAI, Airflow, dbt, Flask, PostgreSQL, BigQuery, Docker, Kubernetes, and more.
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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.