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We need help in extrapolating raw data from surveys, entering data into software and interpreting what it all means. Knowledge of basic computer programs and basic typing abilities including email response and data entry.
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Responsible for keeping up accurate intake/service records within HMIS according to the requirements of the Bureau of Homeless Services (BHS) HMIS requirements and HUD’s data standards; Gathers data and reports availability of homeless services to include providers not receiving funding from the state.
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Experience with integrating platforms like Databricks, Service Now, Workday, and other SaaS applications, ensuring seamless data exchange and process automation. Collaboration and Cross-Functional Support: Work closely with data scientists,DevOps engineers, and other stakeholders to translate business requirementsinto technical solutions, ensuring alignment with overall strategic goals.
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Design and Implement loosely coupled microservices that are API-driven using Python,Django,and gRPC with protocol buffers, as well as event-driven microservices using Kafka and Apache spark for backend data processing.
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Experience with modern data warehouse and data lake solutions such as Databricks or Snowflake is highly preferred. Aya Healthcare is seeking a highly skilled Senior Database Reliability Engineer II to join our Data Reliability Engineering team, which is focused on enhancing the performance, scalability, and reliability of our large-scale database infrastructure primarily hosted on Azure.
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We're helping patients get the best care possible by working on digital health experience, analyzing big data to streamline the delivery of care, and reaching out to medically complex patients to better understand their needs.
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Design, develop and support data integration software to meet current and future growth. - Provide technical design and architecture guidance for complex Data Integrations and orchestration.
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Apply standard field practices and techniques using basic field equipment to collect samples of soil, soil vapor, groundwater, surface water, sediment; prepare samples for shipping, and complete chain-of-custody or similar paperwork.
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Job SummaryThe Senior Medical Science Liaison (Sr. MSL) is a field-facing representative of US Medical Affairs with a primary responsibility of engaging in the exchange of scientific data and other medical and/or scientific information with external customers (Health Care Providers, researchers, professional organization leadership, and population-based decision makers) in the areas of Eisai’s interest.
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Must be licensed as a Licensed Clinical Psychologist, Licensed Marriage and Family Therapist (LMFT), Licensed Clinical Social Worker (LCSW), Licensed Independent Clinical Social Worker (LICSW) or Licensed Clinical Mental Health Counselor (LCMHC.
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Proven experience with big data technologies (e.g., Apache Spark, Apache Flink, Apache Kafka) and cloud-based data platforms (e.g., AWS, Google Cloud, Azure). Evaluate and select appropriate technologies and frameworks (e.g., Spark, Flink, Kafka, Presto) to build a modern data analytics platform that meets business needs.
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During the off season speaks regularly and works closely with Catholic school and parish groups throughout the Northeast to create centers of influence for camper enrollment. Bachelor's degree and 2-3 years related customer-conversion sales experience; experience in a summer camp setting required; must be at least 25 years of age per ACA camp director requirements.
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Expertise with marketing tools such as Marketo, Salesforce Marketing Cloud, Google Ads API, Ads Data Hub and Adobe Campaign. Strong skills in Big Data technologies (Hadoop, Spark, Hive) and AWS services (S3, EMR, Lambda, Redshift, CloudFormation.
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Design a system that facilitates the development process and supports data-driven decision-making, particularly in the analysis of simulation results, providing actionable insights to improve the performance and reliability of autonomous driving systems.
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The Midland Basin asset team is seeking a Reservoir Engineer with a background in development programs, data management, and reserves. Recommend data gathering and testing programs to improve understanding of well and reservoir performance such as acquisition of DFITs, petrophysical and production logs.
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soil and data jobs Company: Helena Agri Enterprises in Auburn, NH
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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.