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Familiarity/experience with data integration and data pipeline tools (e.g., Informatica, Synapse, Apache NiFi, Apache Airflow) Familiarity/experience with various data formats including database specific (Oracle, SQL Server, DB2, Quickbase), text formats(CSV, XML) and Binary(Parquet, AVRO) Develops, standardizes and optimizes existing data workflow/pipelines adhering to best practices.
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Amida is currently looking for a Data Engineer to join our team in Washington, DC. In this role you will work across our client engagements, providing expertise in machine learning algorithms, natural language processing (NLP), data collection, data analysis, data mapping, data profiling, data mining, data modeling, and data visualization.
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Extracting data from CBRN-related modeling programs through post processing utilities to provide analysts user-friendly data tables and graphics to depict complexities such as toxicity effects over time, degradation of agent strength, and contaminated area coverage as a function of time.
$150,001 - $175,000 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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As Principal HR Data Analyst, this hands-on role will drive HR data discovery and collection, data security, data cataloging, data transformation, data analysis, data visualization, and reporting in support of the organization’s overall HR Data & Reporting objectives.
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Ensure alignment and partnership client internal stakeholders and vendors, establishing strong linkages with their service and product teams to support activities, covering on-premises and cloud technologies such as Azure Databricks, Azure PaaS services, Informatica Intelligent Cloud Services (IICS), Tibco Data Virtualization, Collibra, and Power BI.
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Your expertise in ETL, DataBricks, Python, Spark, Scala, JavaScript/JSON, SQL, and Jupiter Notebooks will be essential in ensuring efficient data processing and analysis. Job Responsibilities:- Design, develop, and implement end-to-end data pipelines, utilizing ETL processes and technologies such as DataBricks, Python, Spark, Scala, JavaScript/JSON, SQL, and Jupyter Notebooks.
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Skilled in data visualization and use of graphical applications, including Microsoft Office (Power BI) and Tableau; major data science languages, such as R and Python; managing and merging of disparate data sources, preferably through R, Python, or SQL; statistical analysis; and data mining algorithms.
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Become Global Logistics SME of data in system such as: SAP, ACS, VFI, Maersk System, YMS, TMS, FTZ-QAD, and any system that would aid in the end-to-end Logistics operational and financial needs.
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The Data Analyst evaluates a range of Monitor and Combat Trafficking in Persons’ (J/TIP) data sources and uses data analytics and data visualization techniques to help the J/TIP office to better explain the complex issue of human trafficking and the impacts of the office’s anti-trafficking work to the public and other stakeholders.
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I am writing to express my interest in the Data Science & Analysis (Digital) position at Guidehouse. Bullet Points: - Seeking Data Science & Analysis (Digital) position at Guidehouse. Data Science & Analysis (Digital.
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Prior experience with mobile game data. Be the point person on data quality: the first to respond, the last to sign off, the one who defines the telemetry and taxonomy standards for the organization.
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5+ years of experience with Distributed data and computing tools, including Spark, Databricks, Hadoop, Hive, AWS EMR, or Kafka. 5+ years of experience with data warehousing, including DataBricks Lakehouse or Snowflake.
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Should be skilled in data visualization and use of graphical applications, including Microsoft Office (Power BI) and Tableau; major data science languages, such as Rand Python; managing and merging of disparate data sources, preferably through R, Python, or SQL; statistical analysis; and data mining algorithms.
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Experience in Bioinformatics or Data Science, including independent algorithm/software development and analysis of next-generation microbial sequencing data. Analyze sparse microbiome data and large-dimensional data from genomes, metagenomes and metatranscriptomes.
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3+ years experience with Big Data technologies, such asApache Hadoop, Hive or Spark, Databricks and/or Snowflake. 5+ years hands-on experience with building cloud production data solutions leveraging services and technologies such as AWS EC2, S3, Redshift, RDS, Glue, Athena.
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data job Company: Iqvia Holdings Inc in Mclean, VA
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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.
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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?
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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 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.