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Apache Hadoop or Apache Spark (for big data processing) Data Warehousing (e.g., AWS Redshift, Google BigQuery) Natural Language Processing (NLP) Tools and Frameworks (e.g., Hugging Face, AWS Comprehend Medical for extracting insights from clinical text data.
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Lead the architecture and design of data pipelines, data models, and ETL processes within Snowflake, Databricks and DBT Labs. The Senior Data Architect with Snowflake experience is a specialized role responsible for designing and implementing data solutions on Azure cloud platform, particularly leveraging Snowflake and DBT Labs. This role involves collaborating with clients and internal teams to architect, deploy, and optimize data solutions that meet business requirements while ensuring scalability, security, and performance.
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At least 1 year Law Enforcement, Adult Education/Police Instructor, Crime/Data Analytics, Justice Information Systems or Learning Management Systems. Through our cutting-edge treatments and affiliation with UT Southwestern, we strive to deliver an extraordinary patient and family experience, ensuring that every moment, big or small, contributes to their overall well-being.
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Keywords : ("data steward" OR "Data custodian" OR "Data guardian" OR "data lead" OR "engineering data lead" OR "data champion" OR "data specialist" OR "data owner" OR "data engineering lead" OR "data analytics lead") AND "data model" AND "databricks" AND "python" AND "data integration" AND ("metadata management" OR "MDM") AND "airflow.
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Leading the design, build, migration, and testing of OneStream for multi-dimensional data models (dimensions, hierarchies, attributes); input template and report build; Data Integration and Extract Transform and Load (ETL) concepts; understanding of calcs (allocation, top-down spreading, currencies); and, workflow, data permissions and security.
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Support Design Pipelines: Inform the generation of data and designs in the upstream pipeline and assist the transition of ML models from development to deployment in the downstream pipeline. We are seeking a highly skilled and innovative Staff Data Scientist with a background in physics or a related field.
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Experience in Big 4/public accounting performing audits and related services for a diverse client base, and at least 7-8+ years of transaction services / due diligence experience. Data gathering, manipulation, and analysis.
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O Big Data: Hadoop. Cloudera Data Platform (CDP), CDS, Kubernetes & Docker services. Work experience on Cloudera Data Platform (CDP) and good knowledge on data migration from Hortonworks (on-prem)/MapR to CDP (public/private) Cloud.
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Data Migration: Oversee the migration of data from legacy systems into Acumatica, including projects, contracts, budgets, schedules, and other construction-related data. Experience with other ERPs or construction management software like Procore, Sage 300, or Viewpoint.
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Implement concepts of Big Data(Hadoop) ecosystem such as YARN, HDFS, HBase, Zookeeper, Spark, and Hive Accountable for storage, performance tuning, and volume management of Hadoop clusters.
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Lead the end-to-end design of cloud-based data platforms leveraging Azure services (ADLS, ADF, Databricks) and MuleSoft integration for data flow orchestration and API management. Leverage Azure Data Lake Storage (ADLS), Azure Data Factory (ADF), and Databricks to build scalable, high-performance data pipelines and transformation solutions.
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Hands-on experience with big data technologies such as Kafka, Spark, HDFS, HBase, Flink, DBT, SQLMesh, etc. Build and manage data ingestion frameworks using big data technologies, ensuring high efficiency and reliability.
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Analyzing Conversational (Chats, Emails, Messages and Calls) data, and the use of this data to build Natural Language (NLP) modeling pipelines for intent classification, training & deploying conversational AI systems, IVR, virtual assistants, chatbots etc.
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Complete entry of employee master data in JD Edwards (JDE) and Dayforce in accordance with the Payroll Processing calendar. The Senior Payroll Administrator accurately maintains employee master data, accurately processes all union rates, payments, reports, and audits, and ensures compliance with all Federal, State, and Local regulations, prevailing wage requirements, and union contacts as well as company policies, procedures, and internal controls.
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The firm is the No. 1 investment bank for global M&A transactions under $1 billion, the No. 1 M&A advisor for the past eight consecutive years in the U.S., the No. 1 global restructuring advisor for the past nine consecutive years, and the No. 1 global M&A fairness opinion advisor over the past 25 years, all based on number of transactions and according to data provided by Refinitiv.
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big data jobs Company: Clean Harbors in Irving, 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.