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As a CX/UX Researcher for our central digital research product Wolters Kluwer Online (WKO), you are responsible for making customer needs transparent to identify innovation opportunities. Do you possess the skills to apply the most suitable UX research methods to validate hypotheses covering all areas of innovation at various maturity levels.
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Extensive experience in statistical programming with R, Python, or other programming languages, and with tools for large-scale analyses (e.g. SAIGE, REGENIE, METAL/RAREMETAL, MAGMA/FUMA, Coloc/FastEnloc, 2SMR, etc.
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Experience with Machine Learning and related technologies such as Tensorflow Python, Torch, Amazon SageMaker, Jupiter Notebooks, git. Fuse’s innovation culture and modern product development teams power the evolution of our commercial products and spark the creation of new businesses and products.
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And finally, you want to be part of creating dramatic and impactful change at a company that is committed to driving security innovation and world class engineering in the SaaS Cloud Security space.
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Working knowledge of data analytics and statistics using tools like 6-Sigma, python, Power BI, Alteryx, or process industry-specific time-series analysis tools. We give you the ability to operate with the innovation and enthusiasm of an entrepreneur.
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Our New York-based North American team began in 2014 and in 2017 acquired MAYA Design, a Pittsburgh-based digital design and innovation lab, to grow our capabilities around technology and design.
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Today, Xerox scientists and engineers are continuing our legacy of innovation with disruptive technologies in digital transformation, augmented reality, robotic process automation, additive manufacturing, Industrial Internet of Things and cleantech.
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Proficient in Excel/VBA, SQL, Python, Tableau, and Bloomberg. Proficient in Excel/VBA, SQL, Python, Tableau, and Bloomberg. NLG Capital seeks a Derivatives Trader to join our Hedging team. 5+ years of experience in a hedging, market risk, quantitative analytics, or a related field.
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Under the direction of the VDOL Senior Program Administrator, the VDOL Program Support Specialist will support federal and state programs to provide technical assistance and high-level customer service to VDOL staff, training providers and educational institutions to insure effective operation and expansion of the federal Workforce Innovation and Opportunity Act (WIOA) and State programs.
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Experience working with and analyzing various types of data using SAS, R, Python or similar software. Become a part of our caring community and help us put health first. Experience working with and analyzing various types of data using SAS, R, Python or similar software.
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2+ years experience working with some or all of the following technologies: Front End technologies (Angular, React, one of many JavaScript libraries, JSP) Core Technologies (Java, Python, Procedural SQL, SOA & MVC Architecture, Micro Focus COBOL.
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Proficient with one or more ML/statistical languages (Python, R, SAS etc.) Sharecare is the leading digital health company that helps people no matter where they are in their health journey unify and manage all their health in one place.
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Our culture is built on value commitments to innovation, quality, results, integrity, community, people, and collaboration that fosters a strong employee engagement, teamwork, safety and wellness.
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Knowledge of technologies such as SQL, Python, Databricks, Tableau, and QuickSight for BI platforms. The ideal candidate will have strong knowledge of SQL, Python, Databricks, and Amazon Web Services (AWS.
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4-7 years of experience with ARM cortex A/M/R series core MPU/MCU's in embedded systems design. Experience in PCB layout, signal integrity and EMI ramifications is a plus. You'll partner with local Avnet branch FAE's and Account Managers, along with NXP sales management, to identify new customer projects in: automotive motor drive applications; battery management systems; vehicle gateways; safety management controllers; and industrial safety applications, to define and execute the account sales strategy, and maintain support throughout the customer's product development cycle.
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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.
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.