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Experience in building and designing solutions for data warehouse and experience in working with large data sets in Oracle and Snowflake Demonstrable mastery of industry best practices in the data lifecycle, including data quality automation and tooling.
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Solid experience implementing data lineage, data quality and data observability for big data workflows. Solid experience implementing data lineage, data quality and data observability for big data workflows.
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Solid experience with architecting and implementing metadata management including data catalogues, data lineage, data quality and data observability for big data workflows.
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3+ year(s) of experience participating in projects that focused on one or more of the following areas: Predictive Analytics Data Design Generative AI AI/ML ML Ops 3+ years of experience using Python.
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Utilize programming languages like Java, Scala, Python and Open Source RDBMS and NoSQL databases and Cloud based data warehousing services such as Redshift and Snowflake. + 4+ years of data warehousing experience (Redshift or Snowflake.
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Must have two (2) years of experience with: At least one data modeling tool (ER/Studio, Erwin); Experience with any data profiling and data quality tools like Apache Griffin/Deequ/Great Expectations; Familiarity with business intelligence tools (such as PowerBI); Running and scaling applications on the cloud infrastructure and containerized services like Kubernetes.
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As a Data Scientist Director in the ISDA team, you will have the opportunity to work on exciting end-to-end machine learning problems and solutions. Intelligent Systems, Data and Analytics (ISDA) in Corporate Technology (CT) is a centralized global team responsible for leveraging Artificial Intelligence and Machine Learning to maximize the business value of the data consumed and produced by CT and our Corporate Function Partners.
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Salary: Data Entry Work from Home - Part Time Computer Job Based on experience, this position pays up to $34.00 per hour. Job Description Administration Part Time Work from Home Computer Job Work from Home Administration - Computer Online Data Entry & Short Studies/Feedback - Part Time & Full Time Work - No Experience Needed, Training Provided We specialize in market research and are looking for help in some of our work at home computer positions.
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Work At Home Data Entry Research Panelist Jobs - Part Time, Full Time This work-from-home position is ideal for anyone with a diverse professional background, including administrative assistants, data entry clerks and typists, customer service reps or drivers.
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RCDD, BICSI DCDC, CDCDP or PMP or related Data Center Facilities Design certifications are a plus. Key Qualifications 3 to 7 years of relevant data center facilities design and build project management experience.
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7+ years of commercial structured cabling, low voltage, or data cable installation experience. o IT Closet Builds (Data rack, ladder rack, cable tray, patch panel, sleeves, /66 blocks.
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Performs basic to advanced cardiac ultrasound procedures utilizing a variety of equipment and techniques, and makes the necessary measurements required for the interpretation to obtain accurate, high quality results.
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The Quality Medical Assistant will partner with the WellMed/USMD Clinic Operations Team in various quality driven projects and endeavors; and act as an extension of the Clinic Operations team to help WellMed/USMD achieve quality driven goals.
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Some experience with cloud-based and on-prem data solutions (Apache Hadoop, Datastore, Firestore, Cloudera Data Platform, Big Query, Azure SQL, Cosmos DB, Red Shift, Apache Spark, ElastiCache, CloudSQL, Data Bricks, Snowflake, Apache Arrow, Apache Airflow, Flink.
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Hands-on experience with data warehousing solutions (e.g., BigQuery, Snowflake, Data Bricks). Data Stack: Fivetran, Airbyte, dbt, BigQuery, Cube, PowerBI, ThoughtSpot PRIMARY RESPONSIBILITIES Collaborate with cross-functional teams to understand data requirements and objectives.
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data quality jobs Company: Cognizant in Richardson, TX
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
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.
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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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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).