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Experience or interest in data science, machine learning, artificial intelligence, wireless communications, sensors, semiconductors, Internet of Things, Ior related fields.
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Georgia Tech's faculty attracted more than $1.4 billion in research awards this past year in fields ranging from biomedical technology to artificial intelligence, energy, sustainability, semiconductors, neuroscience, and national security.
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Patent Specialist - IP PatentsLocation: Atlanta, GA | Charlotte, NCAn AmLaw 50 international law firm's Intellectual Property – Patents Group is looking for a Patent Specialist with a background in computer science or electrical engineering.
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Candidate Profile: Bachelor’s Degree or higher in Electrical Engineering, Computer Engineering, or Computer Science is preferred. Receive training and development that could lead to becoming a licensed patent agent by the United States Patent and Trademark Office (USPTO.
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The clinical science concentration is dual-accredited by APA and PCSAS; it maintains its own in-house clinic for graduate training and participant recruitment, as well as practicum sites at Grady Hospital, the Emory Clinics, and the Atlanta VA, among others.
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The People Analytics team is globally respected as a leader in its field and is dedicated to staying on the cutting edge of business intelligence and data science methodology and technology.
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Collaborate with leaders and other internal stakeholders to ensure artificial intelligence excellence permeates each NSS function; ensure AI excellence is leveraged in each of audit, core compliance, privacy, GTE, Legislative Affairs and otherwise as directed.
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R & D Tax Credit IT Manager - Business Tax Services - Federal Tax Advisory EDGE STEM (Open Location)
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As an EY IT Manager, you will engage in discussions on the development of discuss new innovative software applications including areas such as software architecture design, Artificial Intelligence (AI) and Machine Learning (ML), cybersecurity, Blockchain and Distributed Systems, telecommunication, cloud computing and virtualization, data science and big data, and other high-tech fields with a host of industry leaders.
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Accredited Artificial Intelligence (AI) / Machine Learning (ML) certifications (e.g., AWS, Google Data Analytics, Microsoft Azure) Experience applying data science techniques, including time series, supervised learning (e.g., regression analysis, classification analysis, univariate models, multi-variate models), and/or unsupervised learning (e.g., clustering, association, dimensionality reduction), to Finance use cases such as forecasting and predictive analytics.
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This individual will be responsible for executing on the operational security program, overseeing Vulnerability Management, Data Security and Protection, Cloud Security, Infrastructure Security, and the Cyber Threat Intelligence program.
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The Sr. IA Developer will also participate in POC’s, innovation efforts, and complex design and development of end-to-end process optimization solutions incorporating the latest technologies available in UiPath and adjacent tools, including Artificial Intelligence, Large Language Models, Intelligent Document Processing, Communications Mining, and others.
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Our capabilities use machine learning, serverless, streaming analytics capabilities and data analysis to build a platform that provides powerful insights into understanding the true sources of our request flows.
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Subject matter expert in cyber security practices that include the configuration and architecture of security tools and products, service-oriented architecture, machine learning and artificial intelligence, Domain-Driven Design, etc.
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Key Responsibilities: Own the Business Intelligence tool rollout, reporting hierarchy, data definition library and supporting each line of business with their data and dashboard needs.
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Perform sophisticated card fraud analyses and strategy support using advanced analytics & data science tools to provide actionable insights and real-time changes to card fraud detection tools that improve business outcomes and minimize fraud risk.
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data science artificial intelligence jobs Company: Accenture in Atlanta, NJ, France
FEATURED BLOG POSTS
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.