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We are on the forefront of CBRN defense and we are looking for talented Data Scientists that have applied experience in the fields of artificial intelligence, machine learning and/or natural language processing to join our team.
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The Manager of Ontology and Data Modeling will be responsible for partnering with Technology, Machine Learning, and other Capital One teams to support the development and integration of semantic technology into Capital One products and services.
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Partner with business, product, and technology teams across the organization to evolve machine learning and data science capabilities within the bank. Provide technical excellence to apply state-of-the-art machine learning / artificial intelligence utilizing technologies such as Spark, R, Hadoop, Scala, SQL to real world infrastructure business problems.
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Equipment Used to Perform JobAll kitchen equipment including: Cash register, fryers, ovens, stoves, grills, toasters, can opener, griddle, slicer, refrigerated food prep case, thermometers, knives, dishwasher, ice machine, coffee maker, scales, pop machine, telephone, Point of Sale system.
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7+ years of software-engineering experience in an enterprise-level environment in one or more of the following areas: machine learning/artificial intelligence, cloud computing, systems engineering.
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Telephone, laminator, cell phone (where applicable) and answering machine (where applicable). Demonstrated ability to work cooperatively with the Head Start Education Manager and Head Start Instructional Specialist, building administrators and other preschool programs within CCPS. Demonstrated ability to develop instructional goals; to design and deliver instruction and to assess students’ learning.
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Learn about machine learning, data science, computer vision, artificial intelligence, statistics, and/or applied mathematics. Coordinate with Data Scientists to understand data requirements, and design solutions that enable advanced analytics, machine learning, and predictive modelling.
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Key-skills and interests: machine and process control, information solutions, database development, operational efficiency, mechatronics. Learning new technologies. HMI Platforms: Rockwell / Allen-Bradley, Wonderware, Schneider Electric, etc.
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St. Catherine's School provides a rigorous education that prepares girls with diverse perspectives for a lifetime of learning, leadership, and service in a global community. Job Title: Upper School Counselor St. Catherine's School is an Episcopal day school in Richmond, Virginia, founded in 1890 enrolling 946 girls age 3 through grade 12.
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As a RN PSU you will be surrounded by a supportive community of nurse educators, experienced nurses, and fellow residents that promote learning, clinical application, and socialization, shepherding you through the transition from student nurse to registered nurse.
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As a Resident I Graduate Nurse you will be surrounded by a supportive community of nurse educators, experienced nurses, and fellow residents that promote learning, clinical application, and socialization, shepherding you through the transition from student nurse to registered nurse.
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If growth and continued learning is important to you, we encourage you to apply for our Swift Creek Free Standing Registered Nurse RN PRN opening. Join our Team as a(an) Swift Creek Free Standing Registered Nurse RN PRN and access programs to assist with every stage of your career.
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Safely operate equipment, such as rubber-tired backhoe, skid steer loader, directional drill, trencher, asphalt paving machine, etc. Safely operate equipment, such as rubber-tired backhoe, skid steer loader, directional drill, trencher, asphalt paving machine, etc.
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The School of Education is a community of 978 students who are taught and mentored by 132 full-time faculty and 412 staff members across - Counseling and Special Education, Educational Leadership, Foundations of Education, and Teaching and Learning.
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Need deep knowledge of statistics, predictive modeling, machine learning, data mining, feature engineering. Overview Gilbane is looking to add a highly skilled Senior Data Scientist to our Information Technology Team. Who are we.
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machine learning jobs Title: data scientist Company: Harnham in Richmond, WA, Ohio
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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.