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Reporting to our VP, Data Science and Analytics and partnering closely with our marketing, product, and business leaders, you will run analyses, build attribution models, and design and run experiments to identify efficient acquisition channels and translate insights and learnings to inform our growth marketing investment decisions.
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We utilize a plethora of open source and industry accepted technologies for our big data problems such as Apache Spark, Apache Storm, Amazon Web services, and Apache Kafka. Collaborates with other peer organizations (e.g., Business Analyst, Data Modeler, QA, SRE, technical support, etc.
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Ensure alignment between ontology models and existing data structures to facilitate data integration and interoperability. Experience with data visualization tools (e.g., Spotfire) and advanced analytics techniques (e.g., machine learning) is required.
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Fluency with data, analytics and visualization technologies (We use SQL, Tableau, Looker) You will join the small but tight-knit TIDAL Data Science & Analytics team, and will report into the Head of Data Science & Analytics.
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Debugs and troubleshoots problems in data flow, lineage, transformation and other stages of the ETL pipelines. Has worked with partner data scientist, data analysts and other domain experts to understand their needs and be able to develop solutions.
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Leverage a broad stack of technologies — Python, AWS, Pyspark, Nvidia Rapids / Merlin / Triton, and more — to reveal the insights hidden within huge volumes of numeric and textual data. As a Data Scientist at Capital One, you’ll be part of a team that’s leading the next wave of disruption at a whole new scale, using the latest in computing and machine learning technologies and operating across billions of customer records to unlock the big opportunities that help everyday people save money, time and agony in their financial lives.
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Strong experience in data mining, ETL experience platforms, data visualization/ reporting/ presentation tools. The Alpha Professional Services team in Boston, MA is looking for a qualified individual to lead our environment and data strategy workstream.
$110,000 - $185,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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In this role you will have the opportunity to work with multiple, discrete engineering teams providing annotated, reliable data to train, develop, and evaluate natural language processing systems as well as consult on the language specific aspects of multilingual text.
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1+ years of experience with data orchestration/ETL tools (Airflow, Nifi), preferred. Maintain detailed documentation of your work and changes to support data quality and data governance.
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Experience with delivering reusable data capabilities, infrastructure-as-code (Terraform, CloudFormation, CDK, etc), and data contracts. Partner with Data Governance teams to ensure the platform aligns with compliance and security policies, protecting data and aligning with industry standard processes.
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Build data transformations and data flows utilizing Python, SQL, DBT, and Snowflake. 6+ years of work experience as a Data Engineer in a professional full-time role. We are looking for a collaborative Senior Data Engineer.
$145,000 - $175,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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You will use data, statistical and quantitative analysis, explanatory and predictive modeling, and fact-based management to develop new insights, enhance understanding of our performance and guide decision making.
$76,000 - $125,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Experience with big data technology (Spark) and experience with cloud platforms (AWS, Google Cloud) is desirable. Role OverviewWe are looking for a Data Scientist who will collaborate with a multidisciplinary team to support our Prioritization and Triage engine.
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The VP, Engineering will l ead scaling the global data and software engineering team s in managing the foundational enterprise data platform and creat ing tools and frameworks that enhance data collection and processing, analytics and artificial intelligence , data dissemination , and governance.
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Familiarity with data visualization tools (e.g., Tableau, Power BI) and big data technologies (e.g., Spark, Hadoop) is advantageous. The mission is to revolutionize healthcare through intelligent data solutions that deliver precision medicine and enhanced health outcomes.
$180,000 - $220,000 a yearFull-timeExpandApply NowActive JobUpdated Today
Title: data Company: Hint in Quincy, MA
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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.
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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.