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The ideal candidate will have a background in epidemiology, computer science, bioinformatics, or related disciplines, with practical demonstrated experience in processing next-generation sequencing (NGS) data.
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Bachelors degree in Criminal Justice, International Relations, Political Science or related area. Provide tactical case investigative support through the analysis of available information and data to support NJ TRANSIT Police operations.
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Chartered Financial Analyst (CFA) designation or CAIA is desirable. EducationAdvanced university degree (Master's degree or equivalent) in Business and Administration (MBA), Finance, Economics or related field is required.
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Fire Protection Engineer Basic Qualifications:Relevant Bachelors' Degree and 4+ years relevant exempt experience or a relevant Masters' Degree and 2+ years relevant exempt experience.
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As a division of Quality and Safety, Data and Analytics (DnA) strives to empower NYC Health + Hospitals and its partners with data and digital tools, AI capabilities and insights to drive quality and performance improvements, support enterprise operations, and enhance patient outcomes.
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Experience in developing Data Warehouse/Data Marts using, as examples, OBIEE, OBI APPS, Cognos, Business Objects, SPSS, SSIS, SSRS, Informatica Power Center, OWB and ODI. · Experience on design and development of Data Warehouse Architecture for Enterprise Data Warehouse (EDW), Operational data Store (ODS), Operational Data Marts and Data Marts.
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Successful candidates must have an MS degree in Data Science or Computer Science or a closely related area (a PhD degree is preferred). The Department of Data Science (DS) at New Jersey Institute of Technology (NJIT) seeks candidates to fill Adjunct Professor positions.
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Bachelors Degree, Business or Marketing concentration is preferred. Use VIP data to identify opportunities or gain other business insights. Bachelors or better in Business Administration or related field.
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We are seeking a Senior Marketing Data Analyst experienced in working with Marketing business stakeholders to identify business requirements. BS or BA required; an advanced degree in Business, Data, Statistics, or a related field preferred.
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PREFERRED EDUCATION AND QUALIFICATION REQUIREMENTS: Bachelor’s degree from an accredited college required (preferably in data science, mathematics/statistics, computer science, or criminal justice) or the equivalent education and experience.
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Professional Certification (Security+, Data+, Cyber Security Analyst+, or Systems Security Certified Practitioner) Bachelor’s Degree in Computer Science, Cyber Security, Engineering, Data Analytics, or related field.
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Strong interpersonal skills and ability to work independently and as part of a team Understanding of data confidentiality principles Bilingual speaking abilities are a plus (Spanish, French, Ukrainian, Russian, Pashto, Dari, or Farsi)IRC leading the way From Harm to Home.
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Programmatic Analyst, Financial Planning and AnalysisLegendary Publishing giant - New York, NYFull Time / Direct HireThe Hired Guns are seeking a Programmatic Analyst, Financial Planning and Analysis for a major publishing data hub’s programmatic ad sales.
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The Data Capture team for the Data organization within the DE&ET organization is in search of a Lead Software Engineer. Expanding, scaling, and standardizing the core foundational principles through consistent observability, lineage, data quality, logging, and alerting across all engineering teams in the Data organization is imperative to the creation of a single pane of glass.
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New York Institute of Technology's six schools and colleges offer undergraduate, graduate, and professional degree programs in in-demand disciplines including computer science, data science, and cybersecurity; biology, health professions, and medicine; architecture and design; engineering; IT and digital technologies; management; and energy and sustainability.
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bachelors degree data analyst jobs Title: data engineer Company: Atlassian in New York, NY
FEATURED BLOG POSTS
Talent Mapping for the Rest of the Year
As you enter the next quarter of 2023, it's important to reflect on how well your talent strategy is aligning with your business goals. This is an opportune time to design or reassess your talent mapping approach, so your recruiting and hiring scheme going forward stays in line with this year's business goals.
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You know the negative reputation cubicles have – dull, dreary, gray. How can you possibly be expected to sit in one every day and be your naturally productive, enthusiastic, and upbeat self? The answer lies in decorating your cubicle so it sparks creativity and feels welcoming. While this might seem impossible given the bland canvas you have to work with, take heart because it’s totally doable!
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.