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Principal Data Scientist (AI/ML) | ex-IBM Staff Research Engineer
I have been holding a director level position in data science at Mastercard with expertise in fundamental AI/ML, focusing on GenAI and LLM. Before that I was a staff engineer with IBM Research lab working on AI Security, AutoAI and AI Federated Learning. I also had experience with a US startup company in Silicon Valley working on AI and Big Data, after I finished my PhD and Postdoc in ML. Altogether, I have 15+ years experience in AI domains. Links within the CV are track records. Links to full CV and track records: - https://github.com/minhitbk/data-science/blob/master/Minh_CV_Nov2025.pdf - https://scholar.google.com/citations?user=omofsX0AAAAJ&hl=en - https://www.credly.com/users/ngoc-minh-tran
Leiden University
Doctor of Philosophy - PhD, Computer Science
January 1, 2008 – January 1, 2012
Mastercard
Principal Data Scientist (AI/ML)
October 1, 2021 – Present
County Dublin, Ireland · On-site
IBM Research Lab in Ireland
Staff Research Engineer
February 1, 2017 – October 1, 2021
Greater Dublin · On-site
Arimo, Inc.
Senior Data Scientist
January 1, 2015 – January 1, 2017
United States · Remote
DIRECTV Latin America
Solution Architect (Data Science)
January 1, 2014 – January 1, 2015
United States · Remote
Inria
Postdoctoral Researcher
January 1, 2012 – January 1, 2014
Greater Rennes Metropolitan Area · On-site
Universiteit Leiden
Researcher Phd Candidate
January 1, 2008 – January 1, 2012
Netherlands · On-site
Cultural Fit Analysis
The candidate has a strong background in research and corporate environments, indicating adaptability to different organizational cultures. The progression through various companies (Inria, DIRECTV, Arimo, IBM, Mastercard) suggests a breadth of experience. However, without project details or specific cultural assessment data, a deep analysis of cultural fit is limited. The focus on AI/ML aligns well with a technical, innovation-driven culture.
Soft Skills & Operational Fit
The provided data does not contain sufficient information to assess soft skills or operational fit beyond the explicit job roles and company types. The candidate has held senior and principal roles, suggesting leadership and problem-solving abilities, but direct evidence is lacking.