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Five (5) years of experience must include: Informatica AXON; EDC; IDQ; Collibra; Implementing Data Quality frameworks, metadata management solution and data governance solutions; AWS, big data technologies, python and databases; Overseeing projects and programs with a focus on delivery; Data management; Data Governance strategy; Presentation Skills; Software Design and Architecture; Project/Program Management; Stakeholder Management.
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Artificial intelligence, recruitment, machine learning, data science, staffing, ai, community, podcast, Computer Vision, Deep Learning, data engineering, big data, automation, ServiceNow, splunk, digital transformation, executive search, data analytics, cybersecurity, software engineering, software development, and it.
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Develop cloud-first data ingestion processes using Python, SQL, Spark, NodeJS, Airflow, etc into Snowflake. Strong experience as snowflake data engineer. As a Cloud Data Engineer, you will be part of the Data engineering team managing the Enterprise Data Platform (EDP) for Oncourse.
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Programmatic Advertising, Programmatic Video, Content Marketing, Programmatic Mobile, Data management, Native Advertising, Content Targeting, Ad Exchange, Audience Targeting, Data Transparency, RTB (Real Time Bidding), Advertising Technology, Health, Clinical Trials, Health Tech, Ad Tech, Healthcare Marekting, Patient Recruitment, population health management, and Programmatic Health.
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We are working to create a world without disease, and believe the path forward for CNS diseases is through transformation to a precision medicine paradigm built upon a backbone of data and technology.
$135,000 - $232,300 a yearFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Ability to analyze data related system integration challenges and propose alternate solutions as well as complete source to target mapping documents is strongly preferred. Strong SQL and data profiling skills to be able to perform data analysis while having experience in data modeling and design for databases like DB2, AWS Redshift is highly desired.
$85,385.37 - $120,024.43 a yearFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Syndicated Data, IRI, Nielsen, Circana, Numerator, Data Management, Python, R, SQL, Tableau, PowerBI, Power BI, Strategy, Categories, Analytics, Insights, Statistics, Data Analytics, Data Analysis, Advanced Analytics, Consultant, Individual Contributor, CPG, Consumer Product Goods, Consumer Products, FMCG, Marketing Analyst.
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Implement and deliver high quality DevOps solutions for our new state of the art AI model deployment and execution platform using technologies like GitLab, ADO, Terraform to deliver services such as Databricks, Kubernetes, Postgres, Azure Data Factory, Azure Cognitive Search.
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2 years of AIOps experience - Automating (MLP, Deep Learning, or LLM Models) via cloud data engineering pipelines within Azure Synapse and Databricks. For this Senior Data Scientist role, we're looking for someone with data science and machine learning experience who likes the challenge of breaking new ground.
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Blob Storage, SQL Database, Activity Log, Monitor, Virtual Network (VNet), Key Vault, Functions, Application Gateway, Network Security Groups (NSG), Security Center, Policy, Sentinel, Managed Identity, Azure Synapse Analytics, Azure Data Factory, Azure SQL Data Warehouse, Power BI Service, Web Application Firewall (WAF), ExpressRoute, Load Balancer, Azure Firewall, Log Analytics, Cosmos DB, SQL Managed Instance, Data Lake Storage, Azure Bastion, Azure Purview.
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Data Center/Cloud : Microsoft, Dell/VMware, HP, Cisco, AWS. Data/Analytics: Splunk, Tableau, Power BI, Click. Security: Okta, Crowdstrike, Palo Alto, Proofpoint, Cyber Ark, Sailpoint, Fastly, Fire-Eye, Fortinet.
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The selected candidate will develop and use appropriate and sound methodology to design and manage research projects; perform simple to moderately complex statistical analysis of child welfare and civil data sets utilizing Focus/WebFocus, SAS or SPSS, Tableau, PowerBI, Excel, Python and other software; and prepare, present and disseminate research findings.
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If you want to learn more about us, check out: The Job: In this role, you will lead the sales drive of Buildertrend’s supplier data service offering. Effectively present Buildertrend's capabilities and offerings in the data consumption marketplace; build an intimate understanding of Buildertrend products and their place in the industry.
Full-timeWork from homeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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The role sits within the Church & Dwight Chief Data & Analytics Office, reporting to the Sr Director - Analytics, Metrics, & Insights. Nielsen/IRI and/or Numerator panel data experience is required.
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You have a strong knowledge and practical experiences with high density data types in a clinical setting (genomics, transcriptomics, proteomics, flow cytometry, TCR sequencing, immune assays, etc.
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data job Title: architect Company: Spectrum in Trenton, 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.
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.
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.