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Read, interpret, write, modify, and execute scripts (e.g., SQL, R, Python) on systems (e.g., those that perform tasks such as: parsing large data files, automating manual tasks, and fetching/processing remote data.
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Health Scientist (Data Scientist): Grades GS-7 through GS-15. Positions may be available in multiple locations across the United States, or eligible for telework and remote work opportunities, based on the Center for Disease Control and Prevention's (CDC's) Workplace Flexibilities Policy.
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May include remote work or telework options, and/or flexible work scheduling. These options may be requested once you have become an employee and you will be required to sign a Workplace Flexibilities Agreement that details remote or telework working conditions and expectations in accordance with the CDC Workplace Flexibilities Policy.
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As the Data Scientist, your skillset will create useful and actionable insight for the customer through the development of machine learning, deep learning models, and related algorithms.
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As a Senior Data Scientist, you will play a pivotal role in driving data science initiatives, leveraging your expertise to extract valuable insights from complex datasets and develop predictive models.
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Jefferson Solutions, the well-respected government consulting company of Jefferson Consulting Group, an award-winning woman-owned small business, is seeking a Data Scientist Junior to provide ongoing support to the Department of Health and Human Services (HHS) Administration for Children and Families (ACF.
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Data Scientist Key Responsibilities. Collecting data or performing administrative tasks - we have a junior operations analyst team to do this type of work. 2+ years of work experience working in a technical field (science, technology, programming, financial services, data science, etc.
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Founded in 2003, PSR Associates, Inc. is headquartered in Atlanta, GA, with additional offices in Tampa, FL; Washington, D.C.; Charlotte, NC; Austin, TX; and Irvine, CA. Trusted, connected, experienced and fast, PSR Associates delivers the right talent to help leading companies perform at their best.
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Remote work including partial or fully remote (contract and project-dependent). Work closely with a tight-knit team of data scientists, as well as a larger team of software developers, network engineers, senior investigators, program managers, researchers, and data analysts to design, build, and optimize a Data Science platform to produce and analyze results, disseminate findings, and contribute to publications and presentations.
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If you're eager for a role that combines research, strategy, product development, and data science in the ever-evolving realm of education and technology, seize the moment and apply below. Our unique approach leverages 50+ years of learning science, cutting-edge data analytics and high-performance coaching.
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We are a remote-first company that hires globally via Crossover. Crossover is the world's #1 source of full-time remote jobs. Proficient in Python, R, JavaScript, or another OOP language.
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Senior Data Scientist Key Responsibilities. Consistently able to work 40 hours per week, Monday through Friday, between 6AM and 6PM CST. Senior Data Scientist Key Responsibilities. GT School is an EdTech Startup that leverages technology, AI, and subject matter experts to cultivate a new way of learning.
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The Data Scientist & Advanced Analytics Team Coordinator will orchestrate the analysis of complex datasets to drive predictive modeling and insights into food security trends. Understanding of USAID or USG data policies and procedures strongly preferred.
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Job Description Work closely with a tight-knit team of data scientists, as well as a larger team of software developers, network engineers, senior investigators, program managers, researchers, and data analysts to design, build, and optimize a Data Science platform to produce and analyze results, disseminate findings, and contribute to publications and presentations.
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FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
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).