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MS, or PhD in Computer Science, Computational Mathematics, Applied Mathematics, Engineering, Data Science, Statistics or equivalent. Use of statistical models including experience with regression, classification, clustering, NLP, and computer vision.
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Develop thermodynamic models of wildland fire propagation and evaluate the impact of fire severity on vegetation change based on field results which will involve code development/automation, data collection and processing, and analysis and visualization of results.
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Doctoral degree in materials science, chemical engineering, electrical engineering, mechanical engineering or other relevant disciplines. Master’s degree in materials science, chemical engineering, electrical engineering, mechanical engineering, or other relevant disciplines.
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You have hands-on expertise with leading technologies for building applications powered by machine learning, deep learning, computer vision, or natural language processing. Design, build, and present ML solutions, systems, and applications to address customer needs in areas like Computer Vision, NLP, Recommendation Systems, etc.
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The Skills You Bring Bachelors degree preferred, Masters is a plus (field of study: Computer Science, Data Management, Data Science, Management Information System, Business Analytics) At least 3 years of experience data analysis and data management At least 3 years of programming experience in ANSI SQL, SAS, working knowledge of Python, and data warehouse platforms along with experience in Snowflake.
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3 Preferred Hands on software quality assurance (manual and/or automated testing) experience using one or more of HP Unified Functional Testing (UFT), SoapUI, Selenium, HP Application Lifecycle Management (ALM), HP Product Portfolio Management (PPM), JIRA, JAMA, PLSQ.
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A degree in Electrical Engineering or Computer Science is required. Ready to make your application Please do read through the description at least once before clicking on Apply. The ideal candidate will have commercial experience in FPGA/ASIC design, expertise in SystemVerilog, Verilog, or VHDL, and knowledge of FPGA tools.
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Bachelor's degree in Biology, Chemistry, Clinical Laboratory Science, Medical Technology, or meet local regulatory (CLIA & State) requirements. State Medical Technologist license may be required (to be specified based on local regulations.
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Associate or Bachelors degree or Masters degree in Computer Science, Computer Engineering, Electrical Engineering, Information Systems, IT, Statistics, Mathematics or having good logical aptitude.
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Serve as a climate science subject matter expert, performing meteorological and climate data analysis, including regional climate profiling guiding teams on the use of climate data and tools for assessing natural hazard risk.
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Hands-on development work leveraging Change Data Capture (CDC) Replication tools such as Qlik Replicate, Golden Gate, Striim, Attunity, etc. Hands-on development work in storage lifecycles, disaster recovery (RTO/RPO), and SRE.
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We focus on solving real-world challenges for our clients and as part of our AI & ML team, you'll be pivotal in translating complex data into actionable insights that drive strategic decisions.
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This faculty position will provide quality instruction teaching students on subject matters that encompass content related to data science, computer programming, software development and web development to support students preparing to transfer to a university and/or entering the workforce.
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Extensive hands-on algorithm development experience in image and video processing, geometric computer vision (camera calibration, pose estimation, structure from motion), and sensor fusion.
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Currently pursuing Bachelors, Masters, or PhD degree in Electrical Engineering, Computer Engineering, Materials Science, Physics, or related with a GPA of 3.6 or above. Our rockstar team thrives on solving complex challenges with innovative end-user solutions for the world's top consumer brands.
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hands on computer science jobs Company: Connection Company in Austin, Troy, New York
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).