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5+ years of experience across a breadth of data science, AI and machine learning disciplines including, but not limited to: forecasting, natural language processing (topic modeling, semantic search, text classification), deep learning and GPU-based algorithms (CNN, LSTM), computer vision.
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Advanced experience in SQL in big data warehouse systems such as Snowflake, BigQuery, Databricks, etc. Internal knowledge of open source or related big data technologies. As a member of the Data Engineering Web3 team, you own the ETL/ELT pipelines and data warehouse that are used to analyze trends and activity in our Web3 product offerings.
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Candidates with significant prior experience in both structural and functional neuroimaging data analysis (e.g., nipype, FSL, AFNI), statistical analysis using Python, R, Matlab and familiarity with high performance computing clusters (e.g., SLURM) are strongly encouraged to apply.
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Experience with infrastructure including but not limited to: data center operations, server hardware, operating systems (Red Hat Enterprise Linux 7/8), web servers (Apache, Nginx), virtualization (VMware), networking, storage, monitoring, etc.
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We are currently in search of a Business Data Analyst to provide analytical expertise through quantitative modeling and critical performance measurement of point-of-sale data across Hard Rock Stadium's food and beverage retail channels.
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Demonstrated experience in programming languages such as R, Perl, Python, MATLAB.Previous experience working with large and diverse data sets. DEPARTMENT SPECIFIC FUNCTIONS The successful candidate(s) will:Interpret and statistically analyze complex data sets.
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Their recent seed round raised an unbelievable $11M at a $36M valuation, and the founders' last venture resulted in a big exit with the sale of the company to Microsoft. They pride themselves on our innovative approach to safeguarding sensitive data, networks, and systems.
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Job DetailsDescription Join our dynamic Miami-based tech startup, generously supported by venture capital, as we search for an experienced HR Business Partner (HRBP). HRIS/ATS Manage and maintain the HRIS system (Paycom), ensuring data accuracy and efficient process workflows.
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Strong proficiency in data analysis tools and languages (e.g., SQL, Python, R) and data visualization tools (e.g., Tableau, Power BI, Qualtrics). Proven experience as a Data Analyst with a focus on people analytics, learning and development, or HR analytics.
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The bulk of our customers make up the enterprise tier of our market and include organizations like the Marine Corps Marathon, runDisney, The Philadelphia Eagles, the Bank of America Chicago Marathon, the Atlanta Track Club, the Big Sur Marathon, Team in Training, Mercedes Benz Corporate Run, and many more.
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The Data Protection and Information Security Officer (DPO) will be responsible for implementing and overseeing our information, cyber and data security, and our data protection strategy to reduce risks (cyber, insider threats, etc.
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Providing consultancy on data collection and investigations will be a key aspect of the role and as such you will carry out full forensic analysis from collection through to analysis and reporting using tools such as EnCase, FTK, XWays, Axiom, Cellebrite or NUIX. The role will also include providing technical advice to Sales and Business Development Staff.
$60,000 - $90,000Full-timeRemoteExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Js, PostgreSQL / Amazon Aurora, Python, Airflow, Docker, Kubernetes, Redis, Snowflake, Confluent, Cognito, Cloudfront, S3, API Gateway, Lambda, Amazon Serverless Architecture. Working knowledge of health-tech systems, like Electronic Health Records, Clinical data, etc.
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Data Visualization: Expertise in tools like Tableau, Power BI, Datorama, Data Studio, or Micro Strategies. Collaborate with the Global Casino Operations Analytics and IT teams to enhance data quality for guest offers and business insights.
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This position will design, development and delivery of ship to shore communications and data transport, global wide-area network routing, network security, cloud networking, data center networking to achieve and sustain world class Shipboard Communications and services across the organization, as well as all shore side locations.
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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.