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Electrical Engineering, Mathematics, Physics, Statistics, Engineering Science, Chemistry, Mechanical Engineering, Civil Engineering, Chemical Engineering, Business (IT Management) Computer Science, Computer Engineering, Software Engineering, Information Technology, Information Systems, Computer Information Systems, Management Information Systems, Cybersecurity, Network Administration, Information Assurance, Data Analytics, Cloud Administration.
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The Senior Medical Science Liaison has the primary responsibility of building key opinion leader (KOL) partnerships by engaging in the exchange of scientific data and other medical and/or scientific information with external stakeholders (HCPs, researchers, professional organization leadership, patient advocacy groups, and formulary decision-makers) in the assigned Therapeutic Areas (TAs) -Respiratory (COPD/Asthma) across the aligned geography.
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Job Qualifications: Master's Degree or higher in machine learning, science, math, statistics, engineering field, or equivalent work experience. Experience in Deep Learning techniques, e.g. Transformers, LLM, VLM, vision transformers, transfer learning, LORA, PEFT, CNN, or NLP. Experience using python and/or C/ C.
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Description :Lead a highly motivated hybrid-remote team tackling diverse AI projects ranging from traditional machine learning to cutting-edge imagery and LLM. Take ownership over your work, embrace continuous learning, and above all, find joy in what you do.
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Requirements: Bachelor’s degree in Architecture, Engineering, Construction Management, Environmental Science, Biological Science, or related field. Your team will include members (reviewers and project coordinators) whose experience ranges from entry-level to 10+ years of experience.
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Bachelor's degree (or foreign equivalent) in computer science, information technology, software engineering, or related field; plus 3 years of experience in job offered or SAP ABAP development.
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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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We want Data Science/Machine learning/Data Analyst and Java Full stack candidates. Bachelors degree or Masters degree in Computer Science, Computer Engineering, Electrical Engineering, Information Systems, IT.
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Candidate will be given the opportunity to learn and make use of sophisticated tools (SQL, Alteryx, Informatica, SAS, Tableau, SSRS, DataRobot etc) and technologies (Big data like Hadoop, Python/R Programming, AI/Data Science, ) to provide customized automated solutions across multiple business segments.
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REQUIREMENTS:BS/BA degree in natural science field of study required. Data entry, data review, and GPS use. We call this capability our “boots to boardroom” approach for its comprehensive service model that allows ERM to develop strategic and technical solutions that advance objectives on the ground or at the executive level.
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The Associate Degree Nursing (ADN), Bachelor of Science degree in Nursing (BSN), or Master of Science degree in Nursing (MSN) must be fully accredited by the Accreditation Commission for Education in Nursing (ACEN) or the Commission On Collegiate Nursing Education (CCNE.
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Who You AreRequired Qualifications Bachelor’s Degree in Environmental Planning, Urban Planning, Geography, Environmental Science, Engineering, or a related field (or equivalent experience.) Ability to work independently and provide guidance and leadership to junior team or project members, with strict adherence to QA/QC.Experience with discipline-specific software (i.e., ArcGIS, Adobe Illustrator, Adobe Creative Suite, Sketch-Up.
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Medical Science Liaison, Medical Device, Respiratory (Central) TMAC - Dallas, TX, United States Tagged: TMAC Direct Hire, Pharmaceutical, Medical Science Liaison, Respiratory, Field Medical , TMAC, Medical Affairs, MSL Medical Science Liaison, Medical Device, RespiratoryTwo Territories: Central and WestTMAC’s direct-hire service, formerly known as TMAC Direct, is an executive search firm and Pharma’s Complete Recruiting Resource.
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Direct the development, implementation and coordination of policies and programs covering music programs for instrumental, choral, and general music, visual arts, theatre arts, and dance, physical education, health, world languages, and computer science that will provide a balanced and enriching program throughout the district.
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Its 185,000 employees enable the company to operate at the edge of known science as they imagine and deliver solutions that push the boundaries in quantum physics, electric propulsion, directed energy, hypersonics, avionics and cybersecurity.
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science job Title: entry level Company: Vector Marketing in Dallas, TX
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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?
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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.
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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.
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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.