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Experience deploying and maintaining pipelines (AWS, Docker, Airflow) and in engineering big-data solutions using technologies like Databricks, S3, and Spark. Feature Engineering and Optimization: Develop and maintain ETL pipelines using orchestration tools such as Airflow and Jenkins; deploy scalable streaming and batch data pipelines to support petabyte scale datasets.
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Location: GAtlanta Job Title: Morning Show On-Air Talent - WALR Radio Position Overview WALR Radio Atlanta has an opening for full-time Morning Show On-Air Talent! We’re looking for a dynamic talent to complement the existing morning show team of personalities.
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Calibration of dose meters (including dosimetric inter-comparisons for QA) and radiation equipment (accelerator monitor unit calibration) Beam data acquisition for treatment planning. At Varian, a Siemens Healthineers Company, we bring together the world's best talent to realize our vision of a world without fear of cancer.
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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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Analyzes and evaluates data fields of GCIC/NCIC records in department. Inquiries against confidential criminal justice data bases for compliance with the Rules of the GCIC Council, federal and state laws and operational procedures.
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Daugherty Business Solutions brings a fresh approach to data engineering by delivering results through unmatched innovation and world-class technology and talent. Proficiency in Databricks, Azure services (e.g., Azure Data Lake Storage, Azure Synapse Analytics), and Spark for big data processing and analytics.
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Synthesize disparate sets of data from sources such as malware, cyber attack patterns, and closed and open-source intelligence to inform instrumentation and detections. Monitor internal and external data sources while leveraging vendor resources to gather intelligence from deep and dark web, covert communication channels, social media platforms and other OSINT sources.
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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. A Master's or PhD degree in biostatistics, data science, biomedical informatics, epidemiology, public health, computer science, applied mathematics, engineering, or a related field.
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Candidate will be given the opportunity to learn and make use of sophisticated tools (SQL, Alteryx, Informatica, SAS, Tableau, SSRS, DataRobot etc) and technologies (Big data like Hadoop, Python/R Programming, AI/Data Science,) to provide customized automated solutions across multiple business segments.
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In supporting rule analysis, Teammate should be able to Independently perform sophisticated data analytics that fit to the fraud problem being observed (ranging from classical econometrics to machine learning, neural networks, and natural language processing) in a variety of environments using structured and unstructured data.
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Collaborate with the Director, the RDO, and Talent Acquisition to recruit a new Endoscopy Nurse Manager. Use HCSZ data to propose performance improvement activities to Director for Endoscopy Governing Body approval.
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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. As such, we've built a world class People Analytics and Measurement team to optimize people management and facilitate data-driven decision making.
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Experience working with cloud based data warehouses like Google BigQuery, Redshift, or Snowflake. Create new reporting and dashboards, data infrastructure, and queries to track key marketing metrics across multiple data sources leveraging SQL, R/Python, Looker, Tableau, and other visualization tools; monitor for changes in trends, share insights and make recommendations.
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Atlas Medstaff is a premier staffing firm dedicated to matching outstanding talent with exceptional opportunities. Pay Information $1,629 per week About The Position Atlas Medstaff is currently seeking candidates in the RN (Telemetry) profession for a 13 week contract in the Cobb County, Georgia area.
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Experience using cloud-native data warehouse solutions such as Snowflake or Databricks. One source of truth reporting for the company: Develop and execute a comprehensive data definition and reporting strategy to ensure accurate analysis, and utilization of company data from Snowflake.
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talent data jobs Company: Blackrock in Atlanta, NV, United Kingdom
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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.
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.