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Critical aspect of the role includes defining an agile quality and compliance strategy that supports Digital Data unit in their effort to establish a standardized, resilient, and sustainable data pipeline - including data sources, data quality, data governance, data management and master data management.
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Must have: GCP , Python , LLM , ETL , (Google Cloud data products like Big Query, Dataflow, Firestore, Cloud SQL) Cloud Experience- Should have experience with Google Cloud data products like Big Query, Dataflow, Firestore, Cloud SQL etc.
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Job description Senior Consultant - IT Infrastructure (Cloud, Data Centers, Networks) - Infosys ConsultingInfosys Consulting's Tech Transformation Advisory Practice is seeking a Senior Consultant specializing in IT Infrastructure.
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Effectively support other ITSM processes such as Incident, Change and Asset Mgmt. to consistently align to CMDB process and data requirements. Build CMDB data integrations and automated orchestration workflows.
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Ability to perform basic data queries and create executive summary data visualizations using SQL, Google Data Studio, Tableau, Alteryx, Qlik etc. Audit experience in a Big 4 Public Accounting firm or Risk Management experience including performing assessments, designing controls, and managing enterprise control frameworks.
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Design and execute formulation trials, analytical testing and evaluate stability data to finalize formulation composition for RNA/gene-based therapies. Perform data and statistical analyses using Excel and GraphPad Prism.
$39 an hourExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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Experience and solid knowledge of Pharmacovigilance specificallyProficiency in one or more of these additional areas is a plus: CMC/Mfg., Clinical development and trial execution, Regulatory, Real-World Data and Real-World Evidence, Cell and Gene Therapy, Medical Device, IVD/CDxExperienced in understanding and interpreting regulatory guidelines and documents.
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Minimum of 5 years’ experience of coding in Python, R / R Shiny leveraging data science libraries. Design the AI/gen-AI process to automate document review and implement chatbot functionality to facilitate data queries based on LLM framework.
$57 an hourExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
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Infosys is seeking Lead Mainframe developer who has worked on Mainframe, Cobol, JCL, VSAM, DB2 (Stored procedures, Native SP, SQL). Infosys is seeking Lead Mainframe developer who has worked on Mainframe, Cobol, JCL, VSAM, DB2 (Stored procedures, Native SP, SQL.
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SAP -SAC, Datasphere, Datalake (preferably Azure or Snowflake), PowerBI, knowledge of data fabric (and data virtualization) Develop & establish Data Quality Assurance testing methods with IT Operations.
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It is changing the way Healthcare Marketing is done by leveraging latest cloud-native solutions, efficient big data pipelines, processes and technologies. We are looking for a driven and dynamic Senior Data Engineer who will have the responsibility to expand and maintain our data warehouse, develop scalable data products, and help orchestrate terabytes of data flowing through the Lasso platform.
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An Expert in Networking, such as Switching, Routing, Network Design, Implementation, Troubleshooting, Optimization of LAN/ MAN/ WAN, Wired / Wireless, IP Telephony, Voice, Data and Video specialist.
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Who We Are As a Koch company, Molex is a leading supplier of connectors and interconnect components, driving innovation in electronics and supporting industries from automotive to health care and consumer to data communications.
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Develop targeted email campaigns and newsletters for high net worth segments leveraging CRM data to personalize communications. Monitor campaign performance, analyze data, and optimize strategies to improve ROI and achieve business objectives.
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Firm Type: Law Firm, Experience: 3 Years, A law firm in Basking Ridge, NJ, is seeking a proactive Cyber and Data Privacy Associate Attorney with 3-6 years of experience in cyber incident response and/or litigation.
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big data jobs Title: senior developer in Gladstone, NJ
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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.
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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.
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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?
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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.
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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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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.