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You’ll work closely with your client to understand their questions and needs, and then dig into their data-rich environment to find the pieces of their information puzzle. Experience with data engineering tools such as Databricks, Spark, Elasticsearch, Airflow, or a data warehouse.
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We are hiring a talented Senior Big Data Engineer to build cloud-based data pipelines for machine learning, data processing with Apache Spark, and database development. Bachelors Degree required from an accredited, not for profit university or college, with degree preferably in Computer Science, Data Science, or related field.
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Work closely with cross-functional teams to understand data requirements and design optimal data models and architectures. Your expertise in ETL, DataBricks, Python, Spark, Scala, JavaScript/JSON, SQL, and Jupiter Notebooks will be essential in ensuring efficient data processing and analysis.
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Integrating innovative approaches in individual and team work products such as machine learning, artificial intelligence, data mining, predictive modeling, neural networks and simulation to mitigate price/value leakage across the pursuit and delivery phases of an engagement.
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Ensure data center controls are deployed in accordance with AWS standards, specifications and scope of work (SOW) As part of the AWS Controls Team, you will work with highly motivated experts and innovators in the data center industry.
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Bank Secrecy Act: Remains cognizant of and adheres to Navy Federal policies and procedures, and regulations pertaining to the Bank Secrecy Act. Data Quality Analyst II (Savings & Membership) Navy Federal Credit Union assesses market data to establish salary ranges that enable us to remain competitive.
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Knowledge of CMS claims data, including Medicare, Medicaid, and Marketplace, in the IDR or CCW environment with Fee-for-Service (FFS), Medicare Advantage encounter data, Medicaid data in the Transformed Medicaid Statistical Information System (T-MSIS), or Prescription Drug Event (PDE) data.
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Here, you’ll work with and guide a multi-disciplinary team of analysts, data engineers, developers, and data consumers in a fast-paced, Agile environment. Work with us to use big data for good.
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Work with your customers across the aviation, maritime, weather, and orbital services business units to improve their ability to move fast and deliver deeper innovative new data products for their customers.
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Familiarity with Databricks for data engineering tasks including ETL processes, data visualization, and machine learning. The ideal candidate will have a solid understanding of Java and Python programming languages, along with experience working with Databricks for data engineering tasks.
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HiLabs was born in the halls of Yale University when a cardiologist and an AI expert teamed up to tackle the data quality issue in the US healthcare system. Big Data Skills (Hadoop, Spark, recent deep learning platforms.
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Work closely with a tight-knit team of data scientists, as well as a larger team of software developers, network engineers, senior investigators, program managers, researchers, and data analysts to design, build, and optimize a Data Science platform to produce and analyze results, disseminate findings, and contribute to publications and presentations.
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Experience in AWS, Databricks, Python, Airflow, GIT, MuleSoft, Data Management tools and other cloud integration technologies. Experience with data analytics, pharma sales and transactional data, data governance, and stewardship.
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Work on multiple stages of data science projects, including data pipeline, aggregation, feature engineering, modeling and visualization. To be considered for a Data Scientist Intern position, you must possess the Objective Minimum Qualifications (OMQs) below.
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Opportunity to work alongside seasoned data engineers and grow professionally. Strong proficiency in building and optimizing big data pipelines using Databricks Delta and Apache Spark.
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data job Title: work study student Company: Suny Upstate Medical University in Mclean, VA
FEATURED BLOG POSTS
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.
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.