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Come join Cognitiv as a Senior Software Engineer and be a part of our fast-growing company on the cutting edge of artificial intelligence! Cognitiv leverages deep learning artificial intelligence to build custom algorithms that more accurately and efficiently predict consumer purchase behavior.
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Join our GenAI team and unlock the potential of artificial intelligence to transform our industry and shape the future. Bachelor's or higher degree in computer science, artificial intelligence, or a related field, or equivalent experience.
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We are part of the Business Applications Platform in the Cloud & AI (Artificial Intelligence) group, we deliver cloud services at scale, craft web experiences, and build desktop components that serve our enterprise customers across the world – all designed, developed and operated by our team.
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As a Senior Software Development Engineer, you will be responsible for designing, developing, testing, and deploying high performance runtime systems for Artificial Intelligence capabilities.
$134,500 - $261,500 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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At IBM, we pride ourselves on being an early adopter of artificial intelligence, quantum computing and blockchain. About Business UnitIBM Software infuses core business operations with intelligence—from machine learning to generative AI—to help make organizations more responsive, productive, and resilient.
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8+ years of experience in one or more of the following areas: machine learning, recommendation systems, pattern recognition, NLP, data mining or artificial intelligence. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment.
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Our mission is to build great products that accelerate next-generation computing experiences – the building blocks for the data center, artificial intelligence, PCs, gaming and embedded.
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Optimize our systems end-to-end by advising infrastructure design, server and application development/ tuning, solving sophisticated cluster architecture and any data storage issues that impact features within artificial intelligence, IoT, Platform, API’s and mobile UI experiences.
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Principal Machine Learning Software Engineer. As a Machine Learning Engineer specializing in low-level performance optimization, you will play a critical role in helping our customers to advance AMD-based machine learning infrastructure and ensuring the efficient deployment of state-of-the-art large models.
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THE PERSON: The ideal candidate should be passionate about software engineering and possess leadership skills to drive sophisticated issues to resolution. You will be a member of a core team of incredibly talented industry specialists and will work with the very latest hardware and software technology.
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Digital : Artificial Intelligence(AI) Model, build, and test AI software to ensure it can take on large swaths of data and achieve desired results. Digital : Microsoft Azure; Core.
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We are a group of product visionaries, talented engineers, and customer-obsessed inventors who tackle the world's most complex deep learning, artificial intelligence challenges in order to deliver best-in-class infrastructure and software solutions.
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We are delivering innovative services at the intersection of artificial intelligence and cloud infrastructure. You are an experienced software development engineer with a proven track record of delivering large-scale, high-performance model serving/training systems in production.
$96,800 - $251,600 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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We're looking for engineers who bring fresh ideas from all areas, including information retrieval, distributed computing, large-scale system design, networking and data storage, security, artificial intelligence, natural language processing, UI design and mobile; the list goes on and is growing every day.
$189,000 - $284,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago
FEATURED BLOG POSTS
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.
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.