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Experience in performing ETL and data engineering work by leveraging multiple google cloud components using Dataflow, Data Proc, BigQuery. Experience in utilizing GCP Services like Big Query, Composer, Dataflow, Pub-Sub, Cloud Monitoring.
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Familiarity with data privacy standards, methodologies, and best practicesPractical hands-on experience with data technologies and Cloud Platform like Hadoop, Hive, Redshift, Big Query, Snowflake, Databricks, GCP and Azure.
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Experience working with big data distributed programming languages, and ecosystems such as Spark, Hadoop, MapReduce, Pig, Kafka. Experience with common data science tools such as Python, R, PyTorch, TensorFlow, Keras, NLTK, Spacy, or Neo4j, and a good understanding of modeling platforms such as Azure AutoML, SageMaker, DataBricks, DataRobot, and H2O.ai.
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6 years of experience must include: Ab initio, Informatica, Data Stage; Teradata, IBM DB2, Cognos, Oracle PL SQL; Autosys, Control-M, Erwin, XML, HTML, CSS, Unix Shell Scripts; Data Analysis, Data Processing, Code Optimization, Performance tuning; Automating Business Process and Models; Microsoft Visio, Web Services, Crystal Reports; and HP Quality Center, ALM, VSS, EME, XSD. At least 3 years must include: Hadoop, HDFS, Big Data, Hive, Spark.
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Experience working with Big Data technologies: Spark, Databricks or other frameworks. The candidate should possess intellectual acumen, with an engineering mindset and an interest in developing enterprise scale solutions using industry recognized cloud platforms, databases, data integration/orchestration tools, and big data technologies.
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Familiarity with big data technologies, such as Amazon Redshift, Google BigQuery or Snowflake. Knowledge of machine learning algorithms and data analysis techniques for optimizing ad targeting and performance.
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Experience with common data science tools such as Python, R, PyTorch, TensorFlow, Keras, NLTK, Spacy, or Neo4j, and a good understanding of modelling platforms such as Azure AutoML, SageMaker, DataBricks, DataRobot, and H2O.ai.
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Support vendor risk management and DPIA programs to ensure third parties comply with the Firm’s privacy and data protection requirements. This role requires Data Loss Prevention (DLP) program experience, including conducting investigations related to data loss, data exfiltration, or unauthorized access or use of data, or experience using eDiscovery solutions or similar technology.
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At Vector Security We Think Big, Do the Right Thing, and Make a Difference Every Day! You can earn this and other sales incentives as a Vector Security Commercial Sales Rep! Now it's your turn to build your sales legacy: We are expanding our sales force and are looking for the very best to represent Vector Security.
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Expert level knowledge of white space fit-outs including rack, cage, electrical distribution, and data cable infrastructure, reading/interpreting construction plans, one-line drawings, and construction specifications and global data center construction practices, including mechanical, electrical and IT infrastructure.
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Visualization Tools: Tableau (preferred), QlikView, Power BI Data Quality: Understanding of data quality best practices and experience in implementing data governance principles. Qualifications: Bachelor’s or Master’s degree in Analytics/ Data science (or) any Math/Statistics/Quant background, or Bachelor’s degree in Information Technology or Computer Science with proven experience in data engineering/ business intelligence tools especially strong understanding of database concepts and data modeling.
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Level II Voice/Data Technician Are you looking to be a part of the next big structured cabling project in Dallas? If you are an experienced Voice/Data Technician looking to make top dollar and take the next big step in your career, this is the job for you.
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Good command of database technology and query languages (SQL) and non-relational DB and other Big Data technology, including efficient storage and serialization protocols (e.g. Parquet, Avro, Protocol Buffers.
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Knowledge of Data Streaming products such as Kafka, Confluent Platform, Azure Eventhub, Azure Streaming Analytics, Azure Data Factory, Azure Synapse, Databricks, Google BigQuery and Google PubSub, SAP Data Intelligence and SAP DataSphere.
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Experience in quantitative methods for social science and specialist quantitative skills, including open source intelligence tools, data visualization, database management (SQL), Python, Tableau visualization or other data analysis toolsets.
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big data jobs Company: Kpmg in Dallas, TX
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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.