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Strong background in chromatographic separation, biophysical characterization, and spectrophotometric techniques, equipment platforms (e.g. Thermo, Waters, Agilent) and data processing software (e.g. Chromeleon, ChemStation, Empower.
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In Metallurgical Engineering or Materials Science and Engineering, and familiarity with Mechanical Engineering or Corrosion Science/EngineeringSpecialized metallurgical engineering knowledge and experience in metallographic and fractographic interpretation, corrosion science and engineering, fracture mechanics, heat treatment and/or microstructural developmentExcellent verbal and written communication skillsAbility to work within project teams with a strong desire to contribute.
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MS or PhD in Chemistry, Materials Science or related discipline. The final application of these materials includes radiation detection (including gamma-ray spectroscopy, X-ray imaging, and neutron detection), energy conversion applications, components for high energy physics experiments, and medical imaging.
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Iron Mountain helps lower cost and risk, comply with regulations, recover from disaster, and enable digital and sustainable solutions, whether in information management, digital transformation, secure storage and destruction, data center operations, cloud services, or art storage and logistics.
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Demonstrated expertise programming in MATLAB and Simulink; and implementing the data science workflow, including applying statistical techniques and machine learning algorithms to support data model architecture.
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MS in Chemistry/Materials Science/Chemical Engineering/ Polymer Science with 6+ years of experience: or PhD in Chemistry/Materials Science/Chemical Engineering/ Polymer Science with 3+ years of experience.
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Our talented staff have collective expertise spanning in-space propulsion, space-borne sensors, materials science, manufacturing, and high-fidelity electronic design for challenging space missions.
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Lead a team to deliver using best practices within the data science lifecycle including design thinking, modelling, presentation and operationalizing the end product. Demonstrated expertise in data science including conditioning, modeling, integration and visualization.
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Experience with data Acquisition or “real-time” systems control / programming, lower and high-level protocols, including wireless such as Bluetooth and Ethernet, serial interfaces SPI, I2C. Experience with POSIX-compliant real-time operating systems preferably QNX. Device driver development experience and familiarity with FPGA programming a plus.
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Yes Energy delivers real-time market data and electric power trading decision solutions. Yes Energy’s industry leading electric power trading analytics software provides real time visibility into the massive amount of data that is generated by the North American electrical grid every day.
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Completion of or currently enrolled in a dual degree training program at an accredited mortuary college or technical school specializing in funeral and mortuary science as required by state/province law and as prescribed by each state board.
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Education and Experience Final year in Culinary Science, Culinology, Food Science or Product Development programs Restaurant or food service experience is a plus Prior internship experience a plus At SharkNinja, Diversity, Equity, and Inclusion are vital to our global success.
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The Senior Scientist is expected to deploy their scientific domain expertise to 1) lead communications with sponsors, 2) interface with business development teams, 3) engage laboratory staff and IACUC, and 4) coordinate with project management and data analysis teammates to manage all aspects of studies from initial pre-clinical study design to final report.
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Performs required procedures and data collection activities at necessary in observational settings such as, ED, Cath Lab, EP Lab, ICU/Step down area, physician office, OR, and other required areas.
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Generator Certifications and Data Center experience is preferred (e.g. Generator OEM certs, Generac, Caterpillar, Kohler, John Deere, MAN, MTU, Jenbacher, Cummins, ONAN, Westerbeke, CPI, Winco.
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data science jobs Title: diego Company: Feed in Norwood, MA
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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).
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.