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Design and implement data solutions using Azure services (e.g., Synapse Analytics, Databricks, Snowflake, Azure SQL, Azure Blob Storage, ADLS Gen2, Azure Functions, Azure Key Vault, AI/ML). Azure data services, Databricks, Python, SQL, PySpark, GitHub.
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3-5 years experience modeling and visualizing data from digital marketing data sources e.g. Google Ads, Google Analytics, Facebook Ads, Linkedin Ads, Adobe Analytics, Doubleclick etc. 3-5 years experience visualizing sales pipeline data CRM systems e.g. Marketo, Eloqua, Salesforce, Hubspot etc in supporting of B2B Marketing / Sales efforts.
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Data warehousing tooling and services (Apache Airflow, AWS DMS, Snowflake); Circle is a financial technology company at the epicenter of the emerging internet of money, where value can finally travel like other digital data — globally, nearly instantly and less expensively than legacy settlement systems.
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The ideal candidate will have a strong background in SAP master data management, excellent analytical skills, and the ability to work effectively across multiple functional areas and regions. Job Title: Master Data Analyst, SAP Job Location: Austin, TX Minimum Experience: 2 Years Job Type: Full-Time Job Description We are seeking a skilled Master Data Analyst, SAP, to join our team and support our client in North Chicago, IL. This role involves managing and ensuring the accuracy and quality of customer master data, executing changes, and collaborating with stakeholders to maintain business continuity.
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Examines billing, fiscal data, and eligibility determinations for compliance with contract terms; Evaluates data to ensure funds are used appropriately; Designs workplace tools which support tactical operating plans and procedures for the Statewide Medical Operations Center (SMOC.
$6,908.41 a monthFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Strong working knowledge of Data Engineering and associated tools and technologies like Apache, Spark, Databricks, Python, SQL, and data lake concepts. Proficient in data modeling (specifically RDS, PostgreSQL, Oracle.
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The position requires high-level, data-driven decision making, public speaking, emotional intelligence, and the ability to develop relationships with internal HHSC staff, providers, stakeholders and community leaders.
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Knowledge of Statistics, Gen AI, LLM, Python, Computer Vision, data visualization tools. We want Data Science/Machine learning/Data Analyst and Java Full stack candidates. Currently, We are looking for entry-level software programmers, Java full-stack developers, Python/Java developers, Data analysts/ Data Scientists, and Machine Learning engineers for full-time positions with clients.
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Due to the unique complexities of the business such as technology and data security, it is time for a new partner with the appropriate expertise and resources to invest in the future growth of Kodiak.
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In our Data science track we prepare you to get job as one of the following: Python developer, a data analyst, data visualization developer, a statistician, a machine learning engineer or a data scientist.
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KEY QUALIFICATIONS: Python, SQL Data processing, ML experience Data Warehouse knowledge ETL pipeline knowledge Data Engineering Data Science Data Analytics, Data Mining PLEASE HAVE KNOWLEDGE OF ONE OR MORE OF THE FOLLOWING TECHNICAL SKILLS: Kubernetes, Tableau, PowerBi MongoDB Microsoft Cloud Services like Azure and AKS Snowflake SQL Server data platform Software development (including design, implementation, testing, and change management.
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Designs are implemented using VHDL and support the following type of applications: gigabit serial interfaces, Radio Frequency (RF) and Electro-Optical (EO) Digital Signal Processing (DSP), control loops, data links, embedded processing, and processor interfaces.
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Working knowledge of computer and software applications used in job functions (Order entry, data input). Responsibilities:The Licensed Vocational Nurse/Licensed Professional Nurse LVN / LPN is responsible for the direct and indirect nursing care of all patients ranging in age from 18 years to geriatric experiencing medically complex conditions, general medical-surgical conditions, with rehabilitation and/or wound care needs.
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The ideal candidate will be design, develop, and maintain data pipelines using Python, Snowflake, and DBT. Design, develop, and maintain data pipelines using Python, Snowflake, and DBT.
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Minimum of 3 years of building and operationalizing large-scale enterprise data solutions using one or more third-party resources such as Pyspark, Talend, Matellion, Informatica or native utilities as Spark, Hive, Cloud DataProc, Cloud Dataflow, Apache, Beam Composer, Big Table, Cloud BigQuery, Cloud PubSub etc.
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data job Company: Capps Inc in Austin, TX
FEATURED BLOG POSTS
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).
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.