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We want Data Science/Machine learning/Data Analyst and Java Full stack candidates. For data Science/Machine learning Positions. Currently, We are looking for entry-level software programmers, Java Full stack developers, Python/Java developers, Data analysts/ Data Scientists, Machine Learning engineers for full time positions with clients.
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This Expert brings significant experience in crafting, developing, training, and delivering machine translation data sets, training models, and machine learning algorithms.
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Mid-level career experience in Data Science, Computer Science, Machine Learning, Applied Mathematics, or equivalent quantitative field. Full stack experience across analytics, data science, machine learning, and data engineering.
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In this role, you will develop solutions and execute complex initiatives that leverage real-world data (e.g., electronic medical records, biomedical imaging, time-series data, surveys/questionnaires, and text notes) to address challenging computational problems alongside partner scientists in epidemiology, statistical genetics, computational biology, and machine learning.
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As a team member, you will tackle various technical challenges spanning data engineering, analytics, experimentation, and machine learning. Solid foundational knowledge in Statistics, Computer Science, Mathematics, Economics, or a related quantitative field.
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Masters degree in Data Analytics, Data Science, Computer Science or related technical subject area; PhD highly preferred. Expertise in Probability Theory, Machine Learning, Inferential Statistics, Bayesian Statistics, Markov Chain Monte Carlo methods.
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Collaborating intimately with teams in Product, Business, Design, Engineering, and the larger Data team, our Data Scientists employ methods such as experimentation, statistical analysis, machine learning, causal analysis, and data storytelling.
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As a data science expert, you will guide and drive the application of machine learning solutions across the whole organization. Making requirements and communicating data and machine learning capability needs to the product and engineering teams.
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We are seeking a Senior Data Scientist to join us as one of the founding members of our team, focusing on developing innovative machine learning solutions to solve complex real-world problems for our clients.
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We are seeking a highly skilled and experienced Data Scientist with expertise in Generative AI to join our team in San Francisco, CA. The ideal candidate will have a strong background in data science, machine learning, and specifically generative AI techniques.
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Ph. D., M.S. or Bachelors degree in Computer Science, Statistics, Economics, Machine Learning or other quantitative fields. At Luca, we are on a mission to bring world class price optimization solutions to retail, powered by machine learning and delivered via an intuitive, data rich and configurable dashboard.
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Bachelor’s degree, preferably in a STEM discipline, computer science, business management, or economics. At least two years work experience creating and using advanced machine learning algorithms and statistics: regression, simulation, scenario analysis, modeling, clustering, decision trees, neural networks, etc.
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Masters degree in Data Analytics, Data Science, Computer Science or related technical subject area. Swish Analytics is looking for an NFL Data Scientist to join our ever-growing team.
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As a member of our team, you will have the opportunity to work on a wide range of technical challenges from data engineering, analytics, experimentation, and machine learning. A strong baseline in statistics, Computer Science, Mathematics, Economics or other quantitative field.
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M.S. or Ph. D. in Machine Learning, Operations Research, Optimization, Computer Science, or other quantitative fields or related work experience. As a Data Scientist on the cross-functional team, you will work in a dynamic environment, where we embrace moving quickly to build the world’s best transportation.
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machine learning computer science data scientist jobs Title: data scientist in San Francisco, KY, Minnesota
FEATURED BLOG POSTS
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.