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The Enterprise Business Intelligence Data Scientist is responsible for leading predictive analytics, statistical modelling, machine learning and data mining effort for implementing solutions and analysis of clinical care utilization and performance across the JPS Health Network.
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Requires three (3) years of experience in: (1) data analysis with Python and Python machine learning packages; (2) creating analytics tools to visualize KPIs in relation to equipment and process engineering; (3) MS Excel Macros and Pivot tables; (4) SQL, Tableau, and Spotfire; (5) knowledge of semiconductor process.
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The Flexographic Press Operator is responsible for safely operating a flexographic press machine to produce food safety labels. 2 or more years of experience running a flexographic press machine.
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Design, develop, and implement machine learning models and algorithms to solve complex problems across various domains, including but not limited to recommendation systems, natural language processing, and predictive analytics.
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Net, C#, Power BI, Machine Learning, Azure Data Factory, RedShift, UiPath, Cloud, RPA, AWS, Redshift, Python, Data Modeling, SQL, SSIS, SSAS, SSRS, Power Automate, Power Platform, AI Builder, Power Apps, Blue Prism, Automation Anywhere, UiPath Studio, Orchestrator, ERP, QuickBooks, SAP, NetSuite, Oracle, API, JSON, XML, Web Services, SOAP, Postman, Fiddler, Integration, Custom Activities, DLL, Insight, Automation Hub, Task Capture.
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Specialized experience for this position includes: Experience applying analytic approaches, including (but not limited to) machine learning, text analytics, and natural language processing; graph theory; link analysis and optimization models; complex adaptive systems; and/or deep learning neural networks that are part of the study.
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As a Senior Associate in our Risk Analytics and Modeling team, you’ll have the opportunity to apply your quantitative, modeling and analytical skills in a real world environment to develop or validate statistical, financial engineering, and AI/machine learning models in the areas of credit risk, market risk, assets and liabilities management, fraud detection, anti money laundering and other functional modeling and analytics area.
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Under minimal supervision, provides preventative and predictive maintenance, troubleshooting and repair of material handling systems through demonstrated proficiency in mechanical power transmission and electrical with working knowledge of PLC/controls and welding/fabrication.
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The primary focus for this role is to act as a Subject Matter Expert for Splunk and be able to configure, manage, operate and administrate the platform for managed SIEM. The Principal Splunk Engineer is a member of the Advanced Fusion Center (AFC) team, and will be responsible for following Optiv AFC processes & procedures, as well as managing and maintaining security systems across internal and client environments.
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Coursework or previous experience analyzing supply chain networks, descriptive and predictive modeling, statistics and statistical modeling, time series analysis and forecasting, optimization and simulation, communication, story-telling and visualization.
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Experience applying data preparation methods, feature creation engineering, exploratory data analysis, model creation, and data visualization applied to advanced analytics, machine learning and artificial intelligence.
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Principal Data Architect , you will be the technical leader and architect for the suite of data products and analytics platform services in Digital Health. that will transform the eye care experience for medical professionals to patients and enable improved patient outcomes – from a predictive health care delivery platform harnessing ML and analytics to innovative medical device software.
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Other similar solid modeling CAD tools such as Pro/E, Unigraphics, SolidWorks, etc. -Create detailed Finite Element Models (FEM) of components and assemblies using appropriate modeling practices.
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The Johnson Controls Global Cyber Security (GCS) team is transforming and expanding as Johnson Controls increases its cybersecurity resources and capabilities to address the ever-changing cybersecurity threat landscape.
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Utilize tools such as Databricks, AWS EMR to design and develop intuitive analytics solutions for data warehousing & big data processing. Experience with data modeling, data warehousing, and building ETL pipelines.
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machine predictive modeling analytics principal jobs Company: Inc in Fort Worth, 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.
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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?
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.
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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.