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A robust understanding of core data engineering topics – ETL vs ELT, structured and unstructured data, data quality and data governance. The teamThe US data engineering chapter is a professional practice of data and data quality engineers.
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Certified Analytics Professional (CAP), Data Science Council of America (DASCA), Principal Data Scientist (PDS), SAS Big Data Professional, Microsoft Certified Azure Data Scientist Associate, or equivalents.
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From a bowl of half sours to our two-dollar bills, we empower each team member to deliver Big Sky Moments in ways that are natural and effortless to Ted’s and our guests. We live by “The Big Sky Spirit” which is our cultural compass and is evident in everything that we do.
$15 - $19 an hourPart-timeExpandApply NowActive JobUpdated 29 days ago - UpvoteDownvoteShare Job
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Solid experience implementing data lineage, data quality and data observability for big data workflows. Design and develop data quality frameworks and processes to ensure the accuracy and reliability of data.
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Implement methods and procedures for tracking data quality, completeness, redundancy, compliance, and continuous improvement. Preferred Skills Production experience with core data platforms such as SQL Server, Databricks, Azure, Spark, and Hadoop.
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Big Creek Dam offers beautiful, scenic waterfall views, while East Roswell Park features fishing, hiking and cycling options. Roswell puts on a number of annual productions that are big draws in the region, including a large memorial day ceremony, a storytelling festival, and a fireworks extravaganza.
$1,356 - $1,562 a weekFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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DataAnnotation is committed to creating quality AI. Join our team to help train AI chatbots while gaining the flexibility of remote work and choosing your own schedule. Note: Data Annotation payment is made via PayPal. We will never ask for any money from you.
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Solid experience with architecting and implementing metadata management including data catalogues, data lineage, data quality and data observability for big data workflows.
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2 years of relevant experience in value-based care / quality improvement roleAnalytical skills necessary to analyze and interpret routine data. Ensure accurate data collection, reporting, and submission to payers for quality programs.
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About the Company At AMN Healthcare, we strive to be recognized as the most trusted, innovative, and influential force in helping healthcare organizations provide quality patient care that continually evolves to make healthcare more human, more effective, and more achievable.
$1,982.18 - $2,283.81 a weekFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Build processes to help identify and improve data quality , consistency and effectiveness. Experience with AWS cloud services : EC2 , EMR, RDS, Redshift , Modern data platforms, Snowflake , dbt , Fivetran and Airflow.
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Our transformative solutions are powered by artificial intelligence, machine learning, facial recognition, cloud solutions and Big Data analytics. Build and configure demo scenarios in Genesys or NICE CXone Cloud Admin and Architect including ACD, IVR, outbound dialers, queuing, skilling, quality, ACD, Email, Web Messaging, and SMS and other digital channels.
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Enterprise Data Analytics team is looking for a contracting resource with proficiency in Python programming, SQL, Big Query, Vertex AI, Kubeflow, TensorFlow, Google Cloud Storage, Kubernetes, Pub/Sub, Dataflow and other related tools within the Google Cloud Platform ecosystem.
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In your activities, you will focus on GMP Investigations and CAPA’s, change management, batch release and batch record reviews, site Quality audits and data integrity audits to support PETNET’s Quality oversight functions.
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Participate in on-call rotation and triage production incidents, lead RCAs, and implement preventive actions As a engineer with Retail, Site Reliability Engineering team, you will be at the forefront of Cloud and Big Data technology.
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big data quality jobs Company: Amazon in Atlanta, MO, Canada
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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.
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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?
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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.
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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.
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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.