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Extensive hands-on experience implementing Lakehouse architecture using Databricks Data Engineering platform, SQL Analytics, Delta Lake, and Unity Catalog. Extensive hands-on experience implementing serverless real-time/near real-time architecture using Cloud native services (i.e., Azure, AWS or GCP Tech Stack), and Spark technologies (e.g., Spark Streaming, Spark ML.
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Hands-on experience with data analytics and classical machine learning tools(like pandas, NumPy, scikit-learn)and deep learning frameworks(like Tensorflow, Lang Chain, Pytorch, Flask, Fast API.
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5+ years of experience in data analysis or data science, with 3+ years focusing on machine learning problems, ideally in a relevant space (KYC, sanctions detection, anti-fraud detection, treasury management, crypto/blockchain data science.
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Must have hands on Snowflake, AWS and Airflow. Lead Data Engineers will support other Data Engineers, Data Architects, and Data Analysts on data initiatives and will ensure optimal data delivery architecture is consistent throughout ongoing projects.
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Minimum of 7 years experience as an HR Systems Analyst, with at least three years of hands-on experience administering, configuring, and customizing SAP SuccessFactors modules. Provide ad-hoc analysis and data-driven recommendations on various HR initiatives, such as employee engagement, talent development, and succession planning.
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We are hiring a Senior Statistical Analyst to leverage cutting-edge data science tools and methodologies on real-world clinical data for scientific research in precision medicine.
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Working knowledge and/or hands on fraud detection experience with card products, card processors, card networks, and one or more fraud rule systems such as Defense Edge, FDWC, Falcon Expert, Tsys Card Guard, Tsys Determinator, Broadcom 3DS, Token Administration, Visa Risk Manager.
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Hands-on experience with big data processing frameworks like Apache Spark, Apache Hadoop, etc. Immediate need for a talented AWS Architect (Hands on coding experience must.
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State government/public sector experience on IT Projects in health and human services programs (such as Medicaid, MMIS, claims processing, eligibility, HHS analytics, data warehouse, etc.
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The People Analytics team is globally respected as a leader in its field and is dedicated to staying on the cutting edge of business intelligence and data science methodology and technology.
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The Critical Care Transport Nurse transports patients from Critical Cares areas (focus on 7th and 8th floors) to the imaging departments, to decrease delays in procedures and keep nursing staff on the floor.
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Take ownership of a vertical’s operational excellence, taking a hands-on approach to the resolution of the vertical’s most complex issues when needed. Experience with data engineering technologies such as Kafka, Airflow, Databricks, S3, Spark or Flink.
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Experience with AWS cloud services: EC2, EMR, RDS, Redshift, Modern data platforms, Snowflake, dbt, Fivetran and Airflow. 5+ years in data engineering with detailed knowledge of data warehouse technical architectures, infrastructure components, ETL/ ELT.
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Within the last four years; orCLA (ASCP) Certification and a bachelor’s degree in a biological science four years of full time acceptable experience in in Blood Banking, Chemistry, Hematology, Microbiology, Immunology and Urinalysis/Body Fluids in the U.S., Canada or an accredited laboratory.
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Hands-on experience working with modern cloud data lake house technologies e.g. Databricks (preferred) or Snowflake. We are on an exciting journey modernizing our data technologies and ways-of-working to make use of best in-class technologies and truly agile practices.
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data science hands on jobs Title: blockchain in Atlanta, KY, United Kingdom
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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.
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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).
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.