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10+ years of experience in design, planning, and implementation of stormwater and hydraulic elements with a focus on project management Proven track record of successfully managing water resource engineering projects, including drainage systems, flood control, and watershed management.
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We are looking for a passionate Software Engineer, Big-Data Engineer, Machine-Learning Engineer, Full-stack Engineer, or UI/UX Engineer, who can contribute and make a difference in any of the different components of our Knowledge Graph Platform.
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Experience building loan-level credit/prepayment models from data preparation, data analysis, and model estimation through deployment into productionExperience with generalized regression models as well as machine learning frameworksVery strong programming and software design skills (Python, C.
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We are seeking a talented and highly motivated engineer with a B.S. in Mechanical Engineering or equivalent, and 15+ years of plumbing and fire protection design and management experience is highly desired.
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Silver HCM Excellence Award for Learning & Development” – Brandon Hall Group. Prior experience with Radiology Information Systems, PACS, Data processing and digital data transfer process.
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Collaborate with different teams in EDM (Data Cloud, Architecture, Data Governance Tech, Data Science) and support strategic initiatives such as data governance, data-as-a-service, and self-service analytics.
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Lead work with engineering teams to define data science driven requirement and solutions for major initiatives and opportunities of the streaming service functionality. Minimum 10 years of combined experience in software development, analytics, or data science Experience with commercial recommender systems or a lead role in an advanced research recommender system project.
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Deep understanding of insider threat detection and mitigation techniques, including user behavior analytics, data loss prevention (DLP), and access controls. Your Work Experience Bachelor's degree in Criminal Justice, Forensic Science, Information Security, or related field; Master's degree preferred.
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Experience/Skills Required – Five (5) years as boiler room Fireman, oiler, or other similar position, to obtain Stationary Engineer license. Three (3) years as Watch Engineer in High Pressure Boiler Plant.
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As a Senior Electrical Engineer, you will evaluate, select, specify, and design certain electrical power and lighting systems or products for a project verifying compliance with applicable codes and internal engineering standards / practices.
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Through our to rigorous academics, social-emotional learning, deep family and community engagement, and health and wellness, we create lifelong learners who are equipped to fulfill their vision of success in and out of the classroom.
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This Machine Learning Engineer role might be for you. Collaborate with data scientists, engineers, and stakeholders to create machine learning solutions. 4+ years of experience in machine learning engineering.
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MINIMUM REQUIREMENTS: Bachelor's degree in Computer Science, Engineering, Mathematics, Business, Accounting, Finance or a related field and 5 years of progressive, post-baccalaureate work experience in a customer-facing role in a large consulting firm and/or in the industry.
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These tools are rooted in learning science—because excellence is not just a goal; it's a way of life. Sports Academy, powered by 2hr Learning, allows students to excel academically and learn these life skills through their love of sports.
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5+ years of experience in data engineering with a strong focus on Azure technologies. They are looking for a highly skilled Senior Data Engineer with expertise in Azure technologies.
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data science software engineer engineering deep learning jobs Title: engineer in Englewood, NJ
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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).
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.