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Degree in engineering, computer science, information systems or equivalent experience required, Masters/MBA preferred. Solid modeling foundation is a plus, including hands-on expertise with data mining and statistical modeling techniques such as clustering, classification, regression, tree-based methods, neural nets, support vector machines, anomaly detection, and natural language processing.
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Bachelors degree or Masters degree in Computer Science, Computer Engineering, Electrical Engineering, Information Systems, IT. Who Should Apply Recent Computer science/Engineering /Mathematics/Statistics or Science Graduates or People looking to switch careers or who have had gaps in employment and looking to make their careers in the Tech Industry.
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Bachelor’s degree in Statistics, Mathematics, Engineering, Economics, Data Mining, Analytics, Computer Science, Finance, or other quantitative field, or equivalent experience.
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Geotab is seeking a Senior Data Scientist, Privacy Engineering to work very closely with Geotab’s Data Privacy Advocate, Data Science team, Data Product teams, and Data Operations team.
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Bachelor's degree in Computer Science, Management Information Systems, Engineering, Management Information Systems, or another related field or requisite industry experience of 12 years with technology integrations.
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Our researchers have a broad range of expertise related to computer science and electrical engineering, such as AI/ML, algorithms, digital signal processing, audio engineering, image processing, computer vision, data science & analytics, distributed systems, cloud, edge & mobile computing, computer networking, and IoT.
$247,500 a yearFull-timeExpandApply NowActive JobUpdated 16 days ago - UpvoteDownvoteShare Job
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MS in Computer Science, Information systems, or Computer engineering, Systems Engineering with relevant experience in Text Mining / Natural Language Processing (NLP) tools, Data sciences, Big Data and algorithms.
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Bachelor’s Degree in a quantitative field related Mathematics, Statistics, Econometrics, Actuarial Science, Computer science, Engineering, or finance. Master’s degree in business and/or a quantitative field related Mathematics, Statistics, Econometrics, Actuarial Science, Computer science, or Engineering.
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Research in the areas of data visualization, human computer interaction (HCI), interactive and ubiquitous computing, data analytics, and data science at Dolby Laboratories focuses on all aspects of large-scale cloud and edge data platforms and services, and novel ways to accelerate discovering insight from data.
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BA or BS in Finance, Accounting, Business, Economics, or a highly analytical field (e.g., Engineering, Math, Computer Science) Experience working with large-scale data mining and reporting tools (examples: SQL, MS Access, Essbase, Cognos) and other financial systems (examples: Oracle, SAP, Lawson, JD Edwards.
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Bachelor's or Master's degree in quantitative field, Engineering, Computer Science, Physics, Applied Mathematics, Statistics, Economics, or related fields. Familiarity with using cloud services (AWS, Google, Azure) or Big Data tools (Hadoop, Hive, Spark) in data science solutions.
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Bachelor's degree in BI, finance, engineering, statistics, computer science, mathematics, finance or equivalent quantitative field, or Bachelor's degree and 6+ years of solving complex business challenges by delivering accurate and timely financial models, analysis, and recommendations that have a proven impact on business (e.g., financial savings, operational improvements, or customer benefits) experience.
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B.S. in Computer Science, Math, Engineering, Finance or related quantitative field. 1-3 years work experience in data mining, statistical analysis, auditing, and/or forecasting.
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FEATURED BLOG POSTS
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.
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.