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Consults and collaborates with key stakeholders to prepare for installation and deployment of Samsung digital radiography imaging technologies, including but not limited to electrical, mechanical, gas, pneumatics, software, networking and integration to data/information retention systems.
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Together with a team of data stewards, data wranglers and data science professionals, the director will lead the design & development of the data research workbench, and equity and fixed income factor model.
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The work is driven by innovative science, data-driven decision-making, and collaborative teamwork. Provide separation science research and support for the Process Chemistry and Development (CPD) department at BMS in New Jersey, primarily in Summit (SMW) but also in New Brunswick (NBR) based on project needs.
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Work on short term solutions to stabilize data reporting by use of excel or other tools (e.g., Alteryx), to facilitate reporting needs. Interface with the Data Governance & Standards Officer for updates to standards, policy, and procedures.
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Acquires and maintains a level of medical-scientific knowledge in endocrinology and/or rare disease involving clinical issues related to company’s products; able to interpret and disseminate pertinent scientific/clinical data and evaluates current and new information as it applies to company’s therapies.
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Our consultants bring deep expertise in Data Science, Machine Learning, and AI. Our business value and leadership have been recognized by various market research firms, including Forrester and Gartner.
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Represent Finance/Controlling in all new business opportunities/RFPs, ensuring accurate cost data and adherence to company accounting practices. Kuehne+Nagel reviews pay ranges regularly to ensure competitive and fair pay based on industry market data.
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Knowledge of cGMP, GxP, GAMP, and SDLC regulations, including 21CFR part 11 electronic records and electronic signatures, and good documentation practices with the ALCOA+ principles of data integrity, risk-based approaches to validation, Computer Software Assurance (CSA) principles.
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E.g.: Cisco CCIE Enterprise, Data Center, Security, etc., Palo Alto PCNSE, Fortinet FCX, FCP. As a Principal Architect, you will be responsible for leading and mentoring a team of engineers who together with you will plan, design and implement network infrastructure, data center and next generation security IT solutions for our clients.
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Bachelor's Degree in Computer Science or Finance or equivalent experience. Keywords: ETL sql ssis informatica dwh data warehousing banking financial azure snowflake databricks ELT market risk jira confluence tidal django flask pyramid tornado pytest pylint.
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Wells Fargo is seeking a Senior Information Security Engineer responsible for designing, creating, and maintaining the security systems within a Wells Fargo's network, including the computer systems and data.
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BSN Degree or Associate of Science in Nursing. Virtua Our Lady of Lourdes Hospital. TravelNurseSource is working with Advantis Medical Staffing to find a qualified CVICU RN in Camden, New Jersey, 08101.
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Bachelors/master's degree in computer science/engineering. Knowledge of modern cloud native data warehouses i.e., AWS Redshift, Snowflake or Azure Synapse Analytics. Strong familiarity with data engineering principles, architectures, pipeline design and cloud technologies.
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The AmeriCorps VISTA member has assisted in challenging poverty by helping GATE achieve its education mission by empowering partners deliver exceptional curriculum-based science programming and ensuring the long-term sustainability of the program by forming strong partnerships with the NYC Department of Education, schools, principals, and teachers.
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Oversee strategy and support operational aspects of clinical trial execution, data management and data analysis in partnership with Global program and project leaders from various functional lines.
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data science computer information jobs Title: business analyst in Elizabeth, NJ
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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.
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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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.