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Related Degree, Credential, and/or Occupational Experience in: Computer Information Systems, Computer Networking, Computer Science, Computing, Information Technology, Computer Systems Analyst, Software Systems Developer, Web Developer, Web Programmer Database Administrator, Network Systems Administrator.
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Requires Bachelors degree (or foreign equivalent) in Statistics, Math, Computer Science, Management Information Systems, or a closely related field. Data Science Manager sought by DISH Network, LLC in Englewood, CO.
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Degree must be in Network Engineering, Systems Engineering, Information Technology or related field (e.g., General Engineering, Computer Engineering, Electrical Engineering, Computer Science, Computer Forensics, Cyber Security, Software Engineering, Information Assurance, or Computer Security.
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Master's degree in Bioinformatics, Biostatistics, Computational Biology, Data Science, Computer Science, or related field. Bachelor's degree in Bioinformatics, Biostatistics, Computational Biology, Data Science, Computer Science, or related field.
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This position offers a unique career and growth opportunity to serve as an integral member of a highly productive, collaborative, and vibrant team science group conducting impactful health research and health programming with a global reach.
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Master`s Degree in geography, computer science, GIS, information systems, environmental science, natural resources, forestry, or a related STEM field. Bachelor’s Degree in geography, computer science, GIS, information systems, environmental science, natural resources, forestry, or a related STEM field.
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BS degree in GIS, Geography, Environmental Science, Computer Science, or equivalent. Ideal candidates will have a BS degree in GIS, Geography, Environmental Science, Computer Science, or equivalent, around 1 -3 + years' experience, or any equivalent education and experience.
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Requires Bachelor's degree (or foreign equivalent) in Computer Science, Applied Computer Science, Software Engineering, or a closely related field plus 6 years experience (5 years of which must be progressive post-baccalaureate experience) in the job offered or as Software Engineer/ Senior Application Developer/ Module Lead.
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Academic Backgrounds Preferred: Data Science, Statistics, Applied Math, Computer Science/Computer Information Systems, Operations Research, Economics, Environmental Engineering/Science, Computational Physics or other analytics degree.
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Undergraduate degree in electrical engineering, computer engineering, computer science, mechanical engineering, chemical engineering, biomedical engineering, or similar field (preferred.
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Use Computer Assisted Design and Drafting (CADD) software to develop and modify 2D and 3D files using Microstation V8i w/Geopak Rebar, ProStructures, Open Bridge Modeler and Open Bridge Designer, as well as incorporate information from Open Roads Designer and other drafting software as necessary.
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We are currently looking for a patent attorney with a strong technical background in computer science. Likely a degree in computer science or computer engineering. Within this practice there is an abundance of high quality, complex computer science and software related work.
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Finance, Business Administration/Management, Economics, Statistics, Computer and Information Science, Management Information Systems, Engineering, Data Processing/Analytics/Science, Mathematics, Accounting.
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Master of Science or PhD, engineering or computer science or equivalent, preferred. This team is specifically passionate about growing Oracle Cloud's HPC ecosystem, see OCI has a leading solution for training and running large machine learning models.
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We are seeking a Bioinformatics Analyst II to join the Seibold Lab team, with a background in bioinformatics, computer science, computational biology, biostatistics, or statistical genetics to join our team.
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computer science jobs Title: database administrator Company: Booz Allen Hamilton in Denver, CO
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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 workÂ
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.Â