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Work as Technical Lead to groom and guide the team on Teamcenter technical solutioning. 12+ Years of recent experience on Teamcenter technical solution consultant / architect.
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5+ years of experience in data analysis or data science, with 3+ years focusing on machine learning problems, ideally in a relevant space (KYC, sanctions detection, anti-fraud detection, treasury management, crypto/blockchain data science.
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Experience as a Team Lead, Technical Lead, and/or Subject Matter Expert (SME) in fields of knowledge (EO, GNC, RADAR, GPS, Data Links, Launch Platforms (Shipboard and Ground Systems.
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Residing on the Reporting, Analytics, and Business Intelligence Team, the Lead Cogito BI Developer leads and provides technical expertise in the design, development, testing, documentation, maintenance of Epic reporting and analytic solutions including Caboodle/Clarity databases and Healthy Planet, Radar, SlicerDicer, and Reporting Workbench applications.
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Machine learning libraries: TensorFlow, PyTorch, Scikit-learn , Deploying and optimizing different pipelines that support various data science processes. We are looking for candidate who can work without any sponsorship #W2 Machine Learning Engineer with 7+ years of experience in designing, building, and maintaining machine learning models and pipelines.
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Demonstrated expertise in data engineering, data science, machine learning, and business intelligence principles, with a preference for hands-on experience in large-scale data engineering projects or data science/ML initiatives.
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Lead your team to reach or exceed sales goals by selling loan or pawn products to consumers, identifying local marketing strategies, leveraging business-to-business partnership opportunities, obtaining referrals, and hosting and participating in community events.
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Java Technical Lead. Lead the team and deliverables – Prioritize work with stakeholders. Application Experience: Batch Job Development, Data Reliability Applications, Monitoring Apps, Instrumentation using Open Metrics for apps.
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Knowledge or expertise in one or more of the following is a plus: visual design, machine learning, mobile applications, web applications, messaging interfaces, illustration, video/film production.
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Responsibilities will include municipal public works systems support for prioritization, rehabilitation, and renewal projects; technical analyses, results visualization, and technical writing; project task management and completion of tasks assigned by Project Manager; and collaboration with the Infrastructure team to further service area development.
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Experience with Machine Learning/Deep Learning Excellent verbal and written communication skills ACADEMIC CREDENTIALS: Bachelors or Masters degree in computer engineering/Electrical Engineering LOCATION: Austin, TX #LI-SL3 At AMD, your base pay is one part of your total rewards package.
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We are searching for a Sr. Data Engineer who will lead the design and implementation of complex cloud solutions. - Lead the design and implementation of complex cloud solutions using Microsoft Azure, focusing on integration with Databricks and Azure Data Factory.
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JOB DESCRIPTION Job Description BAE Systems is seeking an ES geographic wide Sr. Principal Systems Engineer III Section Leader (SL) of Section Leaders, servant leader and individual technical contributor in the field of Active Laser Solutions and Passive Electro-Optical (EO) Infrared (IR) System Sensing to join a growing and dynamic group of engineers developing leading edge EO/IR capabilities.
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Required Skills and Experience :This role is for a Principal DFT Engineer / DFT Timing Lead with proven experience in Design for Test. Understanding of DFT timing signoff modes and constraints and familiarity with Synthesis and Static Timing Analysis.
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The Company creates quality books and ebooks, print and technology-based learning programs for pre-K to grade 12, classroom magazines and other products and services that support children's learning both in school and at home.
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learning technical lead jobs Title: data engineer Company: Amazon in Austin, TX
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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).