At Starkey, we are in the business of connecting people and changing lives. As a world leader in the manufacturing and delivery of advanced hearing solutions, we go to work each day to ensure every person on the planet has the opportunity to hear their very best. Founded in 1967, Starkey is known for its innovative design, development, and distribution of comprehensive digital hearing systems. Headquartered in Eden Prairie, Minnesota, Starkey has more than 5,000 employees globally, operates 29+ facilities and does business in more than 100 markets worldwide. Here’s a video about the people behind Starkey’s groundbreaking innovation:
Here’s a video about how Starkey is redefining the hearing healthcare industry, which features 13 employees: https://www.youtube.com/watch?v=Rujbz9DCoI8
This manager will lead the Algorithms Department on a variety of Advanced Development projects that will have an impact on future best sounding hearing aids, health and wellness applications, and bring benefit to Starkey customers. These include: algorithm development (audio signal processing and machine learning), algorithm technology evaluations, and prototype firmware and software development. This person will help set the direction for algorithm research within Starkey and will work with other team leads to plan and execute collaborations between Algorithms and other groups within Starkey. The person in this role will be responsible for the development of new algorithms research initiatives.
Approach and Deployment (What to Do & How to Do It)
Manage Algorithms Research staff
Develop and maintain Algorithms Development process and contribute to Adv Development project portfolio.
Develop and manage processes and procedures for the Algorithms dept.
Job Requirements
Education:
Experience:
Knowledge
Skills & Abilities
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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
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