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Additionally, we are dedicated to delivering new, innovative capabilities by deploying cutting-edge machine learning algorithms and artificial intelligence techniques to solve complex problems and create value.
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In Applied Mathematics, Machine Learning, Computational Biology or Computer Science with emphasis on applications in molecular biology and/or computational pathology (required). Overview :Carry out research in the field of artificial intelligence applied to computational oncology.
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Undergraduate teaching experience in core topics in Data Science such as programming, data mining, data visualization, Parallel and Distributed Computing, Machine Learning, Big Data Engineering and, Probability and Statistics will be considered an asset.
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SFL Scientific, a Deloitte Business, is a data science professional services practice focused on strategy, technology, and solving business challenges with Artificial Intelligence (AI.
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To build a world-class research program for AI- and data-driven innovation in human health, the AI Department and HPI.MS are seeking outstanding candidates for early- and mid-career positions with an excellent track record in computer science, artificial intelligence, and machine learning to join its faculty.
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Emerging ML is the data science and machine learning team inside Capital One’s Applied Research organization. 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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Google Customer Solutions Data Science is harnessing the power of machine learning and artificial intelligence to build solutions that enable Small and Medium Businesses (SMB) Ads Sales teams to grow smarter and faster.
$174,000 a yearFull-timeExpandApply NowActive JobUpdated 12 days ago - UpvoteDownvoteShare Job
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Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment. 7+ years of experience doing quantitative analysis, statistical modeling or machine learning in the experimentation space.
$281,000 a yearFull-timeExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
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Whether you’re working with artificial intelligence, blockchain technology, big data, machine learning or robotics, our entrepreneurial team environment challenges you to push the limits of your expertise in the pursuit of impactful and commercial real world applications.
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Drive exceptional measurement practices with agencies by designing global learning agendas and testing programs (A/B tests, conversion and brand lift studies, partner lift studies and so on) and doing research to help agencies understand and improve the effectiveness of their advertising across Meta’s platforms and across their wider media portfolio.
$188,000 a yearFull-timeExpandApply NowActive JobUpdated 13 days ago - UpvoteDownvoteShare Job
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Through feature engineering and wrangling, you will create automated data extracts and production ready machine learning feeds that provide scaled insights for both the Data Science team and their users.
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Stay abreast of the latest advancements in data science, machine learning, and artificial intelligence technologies, and evaluate their potential impact on our business and industry.
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The newly-created Data Science Resource Center (DSRC) is responsible for supporting and advancing the research objectives of Rockefeller University's faculty and staff by providing training and consultative support in the field of data science - especially in the areas of machine learning and artificial intelligence (ML/AI.
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PhD or MS in Engineering, Computer Science, Artificial Intelligence, Operations Research, or Data Science with 5+ years of experience preferred. - Strong understanding of machine learning and deep learning principles.
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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).