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By combining unparalleled experience and capabilities, our company provides big data, cloud development, and enterprise management solutions. Clearance required: Active TS/SCI clearance with Polygraph.
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The Squires Group has an opening for a CLEARED Mid-Level Data Engineer to work a HYBRID schedule out of our client site in Columbia, MD. The ideal candidate has worked with big data systems, complex structured and unstructured data sets, and has supported government data acquisition, analysis, and/or sharing efforts in the past.
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Projects range from data integrations with enterprise systems (e.g. Netsuite, HRIS) to building big data solutions to host predictive modeling. Experience with big data solutions (e.g. Hadoop), especially in service of hosting ML models.
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Experience with distributed scalable Big Data Store (NoSQL) such as H Base, CloudBase/Accumulo, Big Table, etc. Work in a variety of environments to develop analytics based on data from multiple cyber sources, as well as classic SIGINT via data tagging.
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SSAI seeks a Cloud Software Engineer Skill Level 1 to support a suite of web-based applications that automate data management for IC data custodians. Shall have demonstrated ability to work with OpenSource (NoSQL) products that support highly distributed, massively parallel computation needs such as Hbase, Accumulo, Big Table, et cetera.
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Design, develop, test, deploy, and document big data cloud computing workflows. Experience with distributed scalable Big Data Store (No SQL) such as H Base, CloudBase/Accumulo, Big Tables, etc.
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The ideal candidate will have strong working knowledge in Linux systems administration, and a background in Big Data solutions, configuration management, automation, scripting, and AWS. The DevOps Engineer will be responsible for implementing infrastructure, automating deployment processes, and ensuring the reliability and scalability of our services.
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Experience modeling, recommendations/personalization, working with big data using tools such as Apache Spark, Databricks, and Azure cloud computing strongly preferred. You'll also design, implement, and maintain highly scalable big data pipelines, to support internal and external client partners data delivery requirements.
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At least four (4) years of experience with distributed scalable Big Data Store (NoSQL) such as H Base, CloudBase/Accumulo, Big Table, etc., as well as Map Reduce programming model, the Hadoop Distributed File System (HDFS), and technologies such as Hadoop, Hive, Pig, Etc.
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Description: Java & Big Data Developer- Cloud Engineer- Data Engineer- Software Engineer. As a software engineer, you'll be empowered to create "new realities" and pioneer solutions that break boundaries.
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Familiarity with big data processing tools (e.g., Hadoop, Spark) is advantageous. Bachelor's or Master's degree in Computer Science, Data Science, Machine Learning, or a related field.
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To deploy, triage and maintain a production big data pipeline using a microservice architecture running on Kubernetes, Elasticsearch backend, and Kafka messaging. Sunayu LLC is seeking a DevOps Engineer to support a fast paced and nationally significant mission.
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We work closely with agencies and industry to overcome technical and cultural hurdles to innovation, empowering them with the latest end-to-end cloud infrastructure, big data and cyber capabilities.
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Experience with big data technologies like: Hadoop, Spark, MongoDB, ElasticSearch, Hive, Drill, Impala, Trino, Presto, etc. Captivation Software is seeking a highly motivated and experienced DevOps Engineer to join our fast-paced development team.
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Experience with software frameworks used for searching, monitoring, and analyzing big data such as Splunk, Elastic Stack, and Prometheus. Captivation Software is looking for a senior level software engineer who shall be responsible for developing rapid experimental prototypes of particular capabilities associated with the improvement and modernization of metrics and monitoring capabilities within the Y33 organization.
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big data jobs Title: engineer in Jessup, MD
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Recruiting in a Recession: Hard Truths That Talent Acquisition Experts Must Accept
The summer had economists from around the globe embroiled in a debate about a possible recession coming in the next few years (or months). As of October 2022, the U.S. Labor Department data put the current inflation rate at 7.7%. The recent layoffs in the tech industry are just the first of what is soon to be a string of cutbacks by companies looking to save costs. For recruiters, this means freezes in hiring and fewer openings. It will also include the uphill task of finding the best candidates for them from the coming influx of recently laid-off job seekers. Now is probably a good time to brace for tough times in the next few years in the talent acquisition industry. To survive and thrive recruiting in a recession, here are some hard truths you will need to accept.
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We’ve all heard how important it is to set professional and personal goals. Developing and establishing goals keeps us motivated and moving forward in life. But not all goals are created equal. If you’re chasing goals that are too lofty, you’ll end up disappointed when you cannot reach them. Setting goals that are achievable and measurable is the key to success.
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Talent acquisition is a multi-stage process where candidates undergo various application steps before getting hired. The unfortunate reality is that it is a labor-intense system, with the hiring manager and recruiter often handling all of the work on their own. Ask any one of them, and you will hear about the overabundance of applications and the demanding task of filtering through them to find the best candidates. The quality of talent suffers under the weight of all that work on one person's hands. It's not easy, but as many companies are starting to realize, there is a better way. The future of talent acquisition lies in collaborative recruiting!
4 Talent Acquisition Trends Going Into 2023
For better or worse, a side effect of the COVID-19 pandemic was a marked shift in talent acquisition practices worldwide. With the struggle to retain talent that began in 2020, companies have had to rethink recruitment strategies. The result has been new talent acquisition trends that are well on their way to becoming commonplace. These are the practices that are going to become even more widespread going into 2023.