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The Hybrid Data Architects/Engineers will provide Data Warehouse Architect/Engineer services to serve as the. Advanced experience with technologies such as SQL Server 2016 or above, as well as with Azure data factory, SSIS and stored procedures.
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Position ResponsibilitiesAs a Senior Staff Engineer, you will:Define the engineering direction and roadmap for the new Finance Data Lake that aligns with business goals. Lead the development of our new Finance Data Lake meeting goals for security, resilience, compliance and correctness.
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The ideal candidate will have expertise in Python, bash scripting, ELK, API calls, Ghostmachine, Splunk, Linux, and Nifi. As a Data Scientist, you must have a strong understanding of statistical modeling, machine learning, and data visualization techniques.
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AAA Club Alliance is actively hiring for an Automotive Service Advisor to join our team! AAA Club Alliance serves a large membership base and exemplifies the trusted AAA Brand. At AAA, your success is our success.
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At Genworth, we empower families to navigate the aging journey with confidence.
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One (1) year of experience programming with data analysis software such as R, Python, SAS, or MATLAB. We are seeking a Data Scientist - I. The DS-1 will be able to analyze and provide insight in new and existing data sets; these insights will allow the customer to better implement and optimize analytic suites.
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Seeking a Data Scientist with analytic development skills to support a highly visible cyber sensor and analytic modernization program. The candidate will work with a team to analyze and characterize large data sets, create data visualizations, and identify anomalous/interesting behavior.
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The Data Architects/Engineers will provide Data Warehouse Architect/Engineer services to serve as the primary resource(s) responsible for designing and building a data warehouse solution and working with conventional data warehouse technologies to devise plans that support designing data warehouse solutions in alignment with the Maryland Judiciary’s initiatives.
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14) The following tools: i Power BI ii Tableau iii Azure Synapse iv Azure Data Factory v Azure Blob Storage vi Azure Databricks vii Microsoft Fabric viii One LakeAdditional Requirements:Min Citizenship Status Required: Must be a U.S. CitizenPhysical Requirements: No Physical requirement needed for this position.
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Lead the integration of Power BI with AWS and Azure cloud platforms, leveraging services such as AWS Redshift, S3, Azure SQL Database, and Azure Data Lake. Provide technical expertise and guidance to team members on best practices for data visualization and Power BI development.
$125,000 a yearFull-timeExpandApply NowActive JobUpdated 13 days ago - UpvoteDownvoteShare Job
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ICF is a rapidly growing, entrepreneurial, multi-faceted consulting company, seeking a DevOps Engineer to support our work across HHS and NIH. We look for someone who loves to learn and is passionate about their work.
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Design, development, evolution, and sustainment of data analytics infrastructures including ElasticSearch (ELK) , Google Analytics, and AWS Athena and S3. INNOVIM is seeking a Senior Software Engineer to support NASA’s Earth Observing System Data and Information System (EOSDIS) Evolution and Development 3 (EED-3) contract based out of Riverdale, Maryland.
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The initial source for a Data Warehouse (DW) will be the Maryland Electronic Court (MDEC) database which uses Tyler Technologies' Enterprise Justice software. The Hybrid Data Architects/Engineers will provide Data Warehouse Architect/Engineer services to serve as the primary resource(s) responsible for designing and building a data warehouse solution and working with conventional data warehouse technologies to devise plans that support designing data warehouse solutions in alignment with the Maryland Judiciary's initiatives.
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4+ years of experience bringing databases, data integration, and data analytics/ML technologies to production with a PhD/MS in Computer Science/Data Science/Computer Engineering or relevant field, or 6+ years of experience with a Bachelor’s degree.
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We are seeking a Data Scientist to join our dynamic team, where your expertise in statistical analysis, data mining, and predictive modeling will drive actionable insights and innovative solutions.
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Title: data Company: Aaa in Annapolis, MD
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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.