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As VP, Data Engineering you will be responsible for leading, developing and maintaining data solutions to support Bank Data Strategy. VP, Data Engineering. Experience with Snowflake Cloud Data Platform, preferred.
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Job Overview: As a Remote Data Entry Specialist for Compass Travel Co, you will be responsible for accurately inputting and managing travel-related data from the comfort of your home.
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MYSQL, Oracle, Apache HBase, Hive, Teradata, Synapse, Windows, Unix, Linux, Java, Python, Shell scripting, PL/SQL Pig scripting, Microsoft Azure, AWS, Cloudera (CDH3, CDH4, and CDH5), Hortonworks, GIT, Docker, Jenkins, Kubernetes, Azure Data Lake Storage Gen2, Power BI, Agile, Kanban, DevOps, Waterfall, Eclipse, JIRA, Jupyter notebook, Ansible, and Kibana to meet business needs.
$130,270 - $210,100 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Advanced degree (MS/MA or PhD) in a related field (e.g., Industrial-Organizational Psychology, People Analytics, Business Analytics, Statistics, Economics, Data Science, Applied Math, etc. Design and conduct quantitative and qualitative research using primary and secondary data to solve problems.
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You must be passionate about data engineering and data quality with a solid background in AWS, Databricks, Python, Trino/Starburst and SQL. Minimum of 3 years of experience in data engineering roles, with a focus on AWS and Databricks.
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Leads the classification process (maintaining current master data, Part build process, assigning global HTS, ECCN/USML, Chemical Weapons Convention Global controls, Montreal Protocol, Mercury, Biobar, TSCA, FDA, Drug Precursors, Civil Duty Relief Programs, Drawback.
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Grade Determinations : GS-9 Marriage and Family Therapist (Entry Level) - GS-9 is the entry level grade for the GS-101 Marriage and Family Therapist series and is used for licensed MFTs with less than one year of experience (post-master's degree) or for MFTs (master's or doctoral level) who are graduates not yet licensed at the independent (Journey) level.
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We are currently seeking a Data Technical Lead (Apache Spark, Pyspark and Databricks) to join our team in Dallas, Texas (US-TX), United States (US). Proven experience as a Technical Lead with a focus on Databricks and big data technologies on Azure Cloud Platform.
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About the job Data warehouse ETL Data Engineer (Talend and Snowflake) Do you have a minimum 5 years of experience as Reporting analyst creating SQL based reports for financial risk management and functions in snowflake for large scale data warehouse.
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Technical Acumen:Perform model training and validation using various types of machine learning techniques on structured/unstructured data, including imagery, text and graphs. Technical Oversight:Provide technical guidance on model training and validation using various machine learning techniques on structured/unstructured data, including imagery, text, and graphs.
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Any experience with Azure Data Lake, Azure Data Factory, Azure Synapse / Azure SQL / Azure SQL Managed Instance, Azure Analysis Services, DAX, Databricks, Azure Automation, Azure Key Vault, Azure Logic Apps, Azure AutoML PowerShell, Power BI.
Full-timeExpandApply NowActive JobUpdated 23 days ago - UpvoteDownvoteShare Job
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Data Management, Snowflake cloud warehouse, ETL pipelines in and out of data warehouse, Python and Snowflake SQL, scripts using Unix shell, Data Lineage Analysis, Data Profiling Mapping Integration, ETL Validation Cleansing Masking Sub setting.
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High familiarity with data platforms and applications like Databricks, Jupyter, Snowflake, Airflow, FiveTran, DBT. Proficiency in SQL and experience with data visualization tools like Tableau, Looker, or similar.
$95,000 - $119,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Data Center/Cloud : Microsoft, Dell/VMware, HP, Cisco, AWS. Data/Analytics: Splunk, Tableau, Power BI, Click. Security: Okta, Crowdstrike, Palo Alto, Proofpoint, Cyber Ark, Sailpoint, Fastly, Fire-Eye, Fortinet.
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A successful data engineer will exhibit an entrepreneurial spirit and enjoy tackling complex data engineering problems, as well as shaping the future infrastructure of JumpCloud’s data engineering, performance reporting and data governance.
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data entry jobs Title: specialist payroll in Dallas, East-hartford, Connecticut
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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 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.