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Based on general recruitment data: 38% of people quit within the first year at a job, and 40% of this group do so within 90 days. Could be more for data engineers. A statistic on the internet says 50% of data engineers stay only 2 years or less in organizations. Some might argue with these numbers. But what if they are true? So before you dive headfirst into hiring a data engineer, take a step back and ensure you've got your fundamentals in place. Here are three key questions to ponder: 1️⃣ What are your specific data needs and goals? Are you looking to optimize your existing data infrastructure, or do you need to build one from scratch? Define your objectives clearly to align your hiring strategy with your business goals. 2️⃣ What type of data infrastructure do you have or plan to create? Every organization's data infrastructure is unique, and your data engineer needs to be equipped to handle it. Make sure your potential candidates have the skills and experience to navigate your data ecosystem effectively. 3️⃣ What's your budget and expectations for this position's return on investment? Define your budget and expectations clearly to ensure you're making a strategic hire. Consider not only the immediate impact but also the long-term value that the right candidate can bring to your organization. By answering these questions thoughtfully, you'll be better equipped to find the data engineer who in it with you for the long haul and can drive your data initiatives forward. #hiring #techrecruiting #dataengineers #hiringmanagers

Hey internal recruiters, pay attention! 📣 #DataPrivacyDay is a great opportunity for us to shed some light on the distinction between a data engineer and an analytics engineer. For internal recruiters, it is crucial to understand the unique skill sets and responsibilities these roles entail. Data engineers specialize in building and maintaining the infrastructure necessary for data storage, processing, and transformation. They are experts in designing and implementing data pipelines, ensuring data quality and reliability, and optimizing data workflows. Their main goal is to enable efficient data analysis by providing a robust and scalable data foundation. On the other hand, analytics engineers focus on utilizing data to derive insights and drive decision-making. They excel in data analysis, statistical modeling, and data visualization. Their role involves extracting meaningful information from large datasets, creating reports and dashboards, and collaborating with stakeholders to identify business opportunities. When screening candidates for technical leadership positions, it's essential to consider the specific requirements of your team. Do you need someone who can design and build data infrastructure from scratch? Or would you benefit more from a candidate who can leverage existing tools and technologies to drive data-driven insights? Understanding these nuances will help you identify the right fit for your team. #data #analytics #dataday #knowyournumbers #recruiters #sql

If there is anyone who is looking for a Job in Data Engineering Job, then ping me or comment on this post. I will try to create a post tagging all the people looking for a job. with this recruiters, Hiring Managers, HR's can get to know about you. May all of you get jobs soon, I will try my best to help you all out! #jobs #hiring #dataengineering

I saw a post from #Gartner and was quite amused. The recruiter/talent acquisition is hiring a data stewardship leader with skills in data management and data governance with an experience of 10+ years. It is further intriguing when the recruiter who is hiring is having only 5+ years of experience in total. Isn't the data industry broken or am I missing something? I'm quite inquisitive on how recruitment works. Any logical responses are appreciated. #it #hiring #data #recruitment PS - And the data pipelines remain broken.

Looking to hire people into your data, analytics or tech team? Then you need to know what's happening in the talent market. 2023 saw strong demand for jobs in the 'engine room' of the data and tech department - roles like Project Managers, Data Engineers and Business Analysts. These mid-level roles were focused on growth and productivity during a time when the economy and cost-of-living crisis were biting. As we start 2024, and with cautious signs the economy is on a gradual path to recovery, we predict that strategic, longer term projects and investment will start to return. This will lead to greater demand for senior leadership roles to steer those projects. Demand for those 'engine room' roles, especially contract, will remain steady or increase as businesses want to hit the ground running. This 3 minute read goes into more detail. https://lnkd.in/eRjmcaNf If you are keen to find out more about the market, or our network of proven data, analytics & tech contractors, talk to our Head of Data & Tech hiring David Pynor #datajobs #analyticsjobs #technologyjobs

If I were a hiring manager at a large company, this is what I would look for in data professionals 1️⃣ 𝐆𝐨-𝐓𝐨 𝐄𝐱𝐩𝐞𝐫𝐭: Large corporate data teams often look for people with specialized skills (e.g., Kafka, DAX, PowerBI, etc.) or domain expertise (e.g., AWS, Azure, etc.). Understand which of those skills you have and how to lean into that for different companies. 2️⃣ 𝐓𝐡𝐢𝐧𝐤 𝐎𝐫𝐠 𝐋𝐞𝐯𝐞𝐥: Large corporations deal with massive volumes of data and complex infrastructures. They want data professionals who can understand how to work in that type of complexity by designing and implement enterprise-level solutions. Showcase your experience with large, complex datasets, distributed computing frameworks, and cloud technologies 3️⃣ 𝐂𝐫𝐨𝐬𝐬-𝐓𝐞𝐚𝐦 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐨𝐧: Most corporate data teams know they don’t have this and specifically look for it. Can you communicate across departments and roles? Can you bring business stakeholders on board? Do you understand the bigger data picture and business model when it comes to your role? 4️⃣ 𝐃𝐚𝐭𝐚 𝐆𝐨𝐯𝐞𝐫𝐧𝐚𝐧𝐜𝐞 𝐚𝐧𝐝 𝐂𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞: Speak about being innovative, while acknowledging the strict regulatory/ governance requirements every corporate has to work within. Understand the importance of data privacy, compliance, GDPR, CCPA, etc. and highlight how you use data governance or data cleaning methods to mitigate these data risks 5️⃣ 𝐄𝐧𝐭𝐞𝐫𝐩𝐫𝐢𝐬𝐞-𝐰𝐢𝐝𝐞 𝐈𝐦𝐩𝐚𝐜𝐭: Large corporations place a strong emphasis on showing your value. Demonstrate how your work would directly contribute to the company's overall objectives (research these) and showcase your organizational impact from past projects Overall, large companies want data pros who have specialization, understand the whole ecosystem, can navigate the rules, and—most importantly—make a REAL impact. What other suggestions would you have for large corporate hiring? And for that extra little bit of help, check out my newly launched resume product on Gumroad (link in comments)! Follow along for daily data, career and consulting advice by hitting the 🔔 on my profile and commenting away. #data #career #hiring #recruiting #DylanDecodes

𝐀 𝐂𝐨𝐦𝐩𝐥𝐞𝐭𝐞 𝐆𝐮𝐢𝐝𝐞 𝐭𝐨 𝐋𝐨𝐜𝐚𝐭𝐢𝐨𝐧-𝐁𝐚𝐬𝐞𝐝 𝐒𝐞𝐫𝐯𝐢𝐜𝐞𝐬 ➡𝐂𝐥𝐢𝐜𝐤 𝐡𝐞𝐫𝐞 𝐟𝐨𝐫 𝐏𝐃𝐅>> https://lnkd.in/dNS3HG4u The surge in the use of location-based services for strengthening agricultural practices, the proliferation of location-based services in the retail sector, and the growing significance of location-based services in strategic planning and crime analysis are the key factors driving the growth of the location-based services market. However, factors such as high procurement and implementation cost, security privacy, and accuracy issues with location-based services have posed serious challenges to the growth of the location-based services market. 👉 #Drivers 1. Proliferation of Location-based Services In the Retail Sector 2. Surge In the Use of Location-based Services In the Agriculture Sector 3. Growing Significance of LBS In Strategic Planning And Crime Analysis 𝐊𝐞𝐲 𝐏𝐥𝐚𝐲𝐞𝐫𝐬: The key players profiled in the global location-based services market are ALE International LLC (France), Google LLC (U.S.), Apple Inc. (U.S.), Rohde & Schwarz GmbH & Co. KG (Germany), AT&T Inc. (U.S.), Cisco Systems, Inc. (U.S.), HERE Technologies (Netherlands), IBM Corporation (U.S.), Microsoft Corporation (U.S.), Oracle Corporation (U.S.), Qualcomm Technologies, Inc. (U.S.), Telefonaktiebolaget LM Ericsson (Sweden), TomTom N.V. (Netherlands), Foursquare (U.S.), Esri (U.S.), Intellias Ltd (U.S.), Zebra Technologies (U.S.), Aruba Networks (U.S.), SAP SE (Germany), Precisely (U.S.), Hexagon AB (Sweden), and Trimble Inc., Inc.(U.S.). #hiring #Infrastructure #Engineer, #Minneapolis, #UnitedStates, #fulltime #jobs #jobseekers #careers #Minneapolisjobs #Minnesotajobs #ITCommunications #google #data #content #microsoft #oracle #cisco #location #based #services #market #LocationBasedServicesMarket #businessdevelopmentmanager #businessanalyst #bde #bdejobs #bdm #bdmjobs #leadgenerationexpert #leadgenerationspecialist #leadgeneration #bidding #upwork #b2bsales #onlinebidding #ushealthcare #directsales #businessdevelopmentjobs #itsales #businessdevelopment #softwaresales #softwareservices #saassales #internationalsales #servicesales #healthcaresales #ushealthcare #salesjobs #tricityjobs #mohalijobs #chandigarhjobs #dehradunjobs #nagpurjobs #businessdevelopmentexecutive 

If you are someone who is not working right now and looking for a Job specially in Data Engineering, then ping me telling a little bit about you. Let me see how I can help you out. I will also try my best to get you in touch with recruiters, Hiring Managers, HR's who can help you. May all of you get jobs soon! #jobs #hiring #dataengineering #bigdata

Hey, hiring managers 👋 Looking for a new data engineer, but not sure exactly what they do? Keep reading to learn more. #hiring #techhiring #hrmanager Head to the Revelo blog to read the full article: https://lnkd.in/eRcrcBrD

REASONS TO JOIN S2 ANALYTICAL SOLUTIONS: 1.) Humanitarian Leaders who support you, and actually listen to and hear you (rare to find quality). 2.) Competitive Salary (my boss, John Lau (VP of HR), will make a concerted effort to get you the salary and benefits you want. I've never met a more kinder, wiser, logical, approachable, business-minded, high-performing humanitarian leader than John. He's my Obi Wan Kenobi). 3.) Cool Tech-related jobs (need I say more?) 4.) Growth opportunities (Many I recruited have been promoted in 1-3 years.) 5.) Stellar continuing education package ($10K annual - how many employers bring that?) 6.) Team-oriented, high-performance, low-stress environment (John Lau and Andrew Boyd (CEO) advocate this.) 7.) Inclusive "A Game" environment (S2 only cares about two things - skill competence and integrity/good character - if you bring your A Game, then you are "In Like Flynn".) S2 is where Great Minds Meet. Check our company career page for job openings.