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Predictive modeling and machine learning techniques. Employer will accept a Bachelor's degree in Statistics, Operations Research, Mathematics, Economics, Data Science, Business Analytics, Computer Science, or a related field followed by followed by 7 years of progressive, post-baccalaureate experience in the job offered or in a data science-related occupation.
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Senior Manager, Data Scientist - Consumer Identity Machine Learning Data is at the center of everything we do. Consumer Identity ML is the data science and machine learning team inside Capital One’s AI foundation organization.
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Xometry is an on-demand manufacturing marketplace that leverages machine learning (ML) techniques to predict the manufacturing cost of machined parts and produce automated buy-now prices on Xometry.com.
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Because of our investments in public cloud infrastructure and machine learning platforms, we are now uniquely positioned to harness the power of AI. We are committed to building world-class applied science and engineering teams and continue our industry leading capabilities with breakthrough product experiences and scalable, high-performance AI infrastructure.
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For years, Capital One has been leading the industry in using machine learning to create real-time, intelligent, automated customer experiences. San Francisco, California (Hybrid On-Site): $248,700 - $283,800 for Sr. Mgr, Machine Learning Engineering.
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Merkle’s expertise has earned recognition as a “Leader” by top industry analyst firms, in categories such as digital transformation and commerce, experience design, engineering and technology integration, digital marketing, data science, CRM and loyalty, and customer data management.
$152,375 a yearFull-timeRemoteExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Familiarity with data science concepts, machine learning algorithms and techniques, and software development approaches. 3-5 years working in product management, data science, analytics, technology, and/or economics.
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IonQ’s computers will soon redefine industries like medicine, materials science, finance, artificial intelligence, machine learning, cryptography, and more. Senior Staff Technical Program Manager, Security & Compliance.
$213,304 a yearFull-timeExpandApply NowActive JobUpdated 18 days ago - UpvoteDownvoteShare Job
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Much of our work contributes to innovative research in the fields of sensor science, signal processing, data fusion, artificial intelligence (AI), machine learning (ML), and augmented reality (AR.
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Certifications in AI, machine learning, or data science. At least 2 from the following: Statistics and Probability Theory, Regression Modelling, Clustering Methods, Deep Learning, Neural Networks, Natural Language Processing, Text Mining, Computer Vision, Image Recognition, Time Series Forecasting, Machine Learning Visualization Tools, Tree Ensembles.
$336,900 a yearFull-timeExpandApply NowActive JobUpdated 22 days ago - UpvoteDownvoteShare Job
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Working alongside our generalist consultants, Bain's Advanced Analytics Group (AAG) helps clients across industries solve their biggest problems using our expertise in data science, customer insights, statistics, machine learning, data management, supply chain analytics and data engineering.
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Knowledge of functional domains, including timing and synchronization, data science, high power compute, or CUDA signal processing libraries. Wireless Technology and Signal Processing, Senior Manager.
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Center 3 (19075), United States of America, McLean, Virginia Senior Manager, Generative AI Product Engineering - People Leader - (Remote Eligible) Our mission at Capital One is to create trustworthy, reliable and human-in-the-loop AI systems, changing banking for good.
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We are looking for a Senior Product Manager-Technical to develop a new search customer experience that will help customers get inspired shopping time-sensitive events and exploring the latest trends on Amazon.
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FEATURED BLOG POSTS
How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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.