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Familiarity with Agile software engineering practices Intellectual curiosity for the world of quantitative research and attention to detailsPreferred Skills:Experience with SAS/R, SQL, C#, Python, VBAExperience with distributed data processing ecosystems (Spark, DASK etc.
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Actuarial Science, Business Administration/Management, Commerce, Computer and Information Science, Computer Engineering, Computer Programming, Data Processing/Analytics/Science, Economics, Engineering, Engineering and Business, Finance, Information Technology, Management Information Systems, Mathematics, Mechanical Engineering, Operations Management/Research, Risk Management, Software App, Statistics.
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Bachelor's degree in Financial Engineering / Quantitative Finance, Math, Statistics, Data Science, Engineering, Economics, or other relevant program. S&P Global is the world's foremost provider of credit ratings, benchmarks, analytics and workflow solutions in the global capital, commodity and automotive markets.
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The SAP Project Manager performs an integral role within our Corporate Controlling organization transforming our financial reporting, planning and analysis (Controlling) process landscape and systems and be a key success factor on our "Growing Green" journey.
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Proven experience in building and managing consumer panel systems (CPS) and related initiatives, with expertise in data management, processing, and analytics. Oversee the design, development, and implementation of scalable and robust technology solutions for Customer Input Management that include Omni Shopper Input Management (OSIM), Super Omni Shopper (SOS), EU Panel Expansion, and output modeling and analytics platform Panel OnDemand (POD), Data Processing, Trip Calibration, Consumer and Shopper Explorer, and Discover Panel Integration.
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If you are passionate about data engineering, analytics, and have a knack for deriving marketing insights from data, we would love to hear from you. Manage data visualization and analytics in Tableau and Looker to support marketing decision-making.
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The position is based at Shirley Ryan AbilityLab, with opportunitiesfor collaboration with Northwestern University Departments of Biomedical Engineering, Mechanical Engineering, Physical Therapy & Human Movement Sciences, Neurology, Neurosurgery, Neuroscience, and Physical Medicine & Rehabilitation.
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Bachelor’s degree in relevant field (e.g., urban planning, public policy, statistics, data sciences, economics, psychology, sociology, public health, public administration, social work) with advanced coursework in data analytics, statistics, or research methods, and 2 years’ work experience; or master’s degree in relevant field.
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The main digital solutions used in supporting the various business cycles, beyond the standard SAP applications, are Robotic Process Automation (RPA) and Advanced Analytics technologies including SAP Business Warehouse (BW) and SAP Analytics Cloud (SAC.
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Professional registration as a geologist, engineering geologist, or geological/geotechnical engineer strongly desired. Master's degree in geology, engineering geology, geologic engineering, geotechnical engineering preferred.
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Because we know that heat arises the intersection of complementary forces, our professionals come from myriad disciplines and backgrounds: data, analytics, and insights; content and creative production; communications and strategy; finance and marketing; and sociology, psychology, and other liberal arts disciplines.
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As our Associate Director, Analytics, you will. Merge Storytelling and TechnologyMERGE promotes health, wealth and happiness in the world by merging storytelling with technology and offers marketing and technology clients full-service capabilities including strategy, creative communications, experience engineering, performance marketing, media and digital platform development.
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Finance and Performance Analytics Enabling Technologies (Anaplan, OneStream, Oracle EPM Cloud, SAP SAC, SAP Group Reporting, Workday - Adaptive Insights, Planful, Board, Tagetik or other EPM enabling technology.
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Bachelor's degree in Information Security, Engineering, Computer Science, Business Administration, Data Analytics, or related field. 3 or more (5+) years of professional experience in Information Security, Engineering, Computer Science, Business Administration, Data Analytics, or related field.
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9 or more years of combined related experience in either aircraft engineering, aircraft cybersecurity, systems engineering, product security architecture, or other similar related fields.
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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?
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.
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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 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.