- UpvoteDownvoteShare Job
- Suggest Revision
We are seeking a highly skilled and experienced Sr. Big Data Developer with a strong background in Spark Scala and Data bricks to join our team on a W2 contract basis. Minimum of 12 years of professional experience as a Big Data Developer with a strong focus on Spark Scala and Data bricks.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Big Data & Streaming: 2+ years using big data and/or streaming technologies (e.g. Apache Spark, Apache Kafka, Apache Flink) Data: Good understanding of data & data processing tools (e.g. Spark, Kafka, SQL), of relational database technologies and of analytics databases (e.g. Redshift, Vertica, Snowflake.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Collaborate with other peer organizations (e.g., Business Analyst, Data Modeler, QA, technical support, etc.) You understand the challenges of handling data at scale and are always looking for opportunities to leverage open-source tools to accelerate development.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Experience with Big Data platforms such as Databricks is a plus. Architect, design, develop and maintain data engineering solutions primarily utilizing Python, SQL and Apache Spark based platforms.
$185,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Experience with Big-Data technologies such as Spark over DataBricks. Utilizing knowledge of data science and machine learning frameworks including PyTorch, Keras, TensorFlow, and Scikit-learn; natural language processing including generative AI LLMs, NLTK, Spacy; and cloud platforms including AWS and Azure in the performance of job duties.
$160,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Hands-on experience with Azure services such as Azure Synapse Analytics, Azure Data Factory, Azure Databricks, Azure SQL Database, etc. Design, develop, and maintain data pipelines in Azure for ingesting, transforming, and loading data from various sources into centralized Azure data lakes and Databricks Delta Lake. Ensure data quality and integrity throughout the process.
$202,500 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Migration activities: Scope definition based on analysis of existing business glossary, metadata catalog, and data connectors in EDC/Axon. Migration planning in a phased approach following prioritization defined by client project lead.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
We are seeking a rock star Senior Data Scientist to join our Risk Data team within the Ecosystem Fraud Team at Square. Create and maintain ETLs and data pipelines for continuous data integration and analysis.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Top must-have skills: Minimum 8 years of related experience Data Mesh, domain-driven design Data, Object modeling Database/Data warehouse - AWS RDS, Snowflake, AWS Redshift Nice-to-have skills: Previous biotech/ pharma experience Master Data Management and Governance Big Data, Data Analytics TOGAF, Architectural frameworks (TOGAF is an architectural framework like ZACHMAN, UAM, others) Share.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Deliver datasets from onboarding through mapping and automated DQ so they can be handed off to the Data Operations team for DQ maintenance and consumed by research teams and production. The Asset Management Quant Research Engineering team is looking for a Director of Data Engineering who wishes to take on the challenge of building a world-class data operation.
$218,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Center 1 (19052), United States of America, McLean, VirginiaCurrent Master's - Data Science Internship - Summer 2025Key Role DetailsThis is a full-time paid internship program spanning ten weeks from June through August 2025.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
We are seeking a collaborative bioinformatics and machine learning scientist to join the Computational Design and Predictive Modeling team in Cambridge, MA. You will develop novel bioinformatics and machine learning solutions and apply them to next-generation sequencing (NGS) data to discover and characterize biotherapeutics.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Demonstrated proficiency with data science languages (R, Python, SQL, Julia, SAS) and visualization tools (Tableau, Spotfire, SAS, JMP, RShiny) The Clinical Data Analyst partners cross functionally to identify risk to data integrity throughout the data flow to drive quality collection for non-EDC data sources (fluid & tissue labs, digital, imaging, wearables) in Dyne's clinical studies.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Assist the team that will document, maintain, and tune AML transaction monitoring rules, sanctions screening systems, and risk scoring models as well as detailing data lineage and model/rule assumptions and parameters for all models.
$192,500 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Duties include:·Integrate and organize existing data from many modalities, including 16S amplicons, shotgun metagenomics, multiplex ELISA, metabolomics, and more. The person hired will work under the supervision of Dr. Kwon conducting patient-oriented translational research involving curated, high dimensional, multiomics data integration, including analysis of metagenomics, metatranscriptomics, metabolomics, host single cell transcriptomics and clinical metadata.
ExpandApply NowActive JobUpdated Today
big data jobs Company: American Automobile Association in Boston, MA
FEATURED BLOG POSTS
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).
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.