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Helpful, but not required: Vocollect, JDA/Red Prairie. Ability to provide technical hands-on support for key applications: Ex. Distribution, Financials, Manufacturing, Order-to-Cash, Procure-to-Pay, Transportation, WMS etc.
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A hybrid cross-function JDE Developer/CNC position targeting a 75/25 percent balance. Develop and implement standards and continual improvement activities in conjunction with QA Lead. The JDE Developer/CNC is accountable for administrating, configuring, and supporting the JDE EnterpriseOne (JDE E1) systems and as a developer, implementing high quality, defect free systems and applications by owning the analysis of the enterprise’s needs for computerization, designing new or modified systems, writing computer programs, and driving the end-to-end testing process.
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Version 1 has several strategic technology partners including Microsoft, AWS, Oracle, Red Hat, OutSystems and Snowflake. lead large sales opportunities developed both directly through our Commercial team or through our strategic technology (Microsoft, AWS, Oracle, Red Hat) or sales partnerships.
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Drupal Administration, Ansible Automation, Relational Databases (PostgreSQL, DB2, or Oracle), Agile Development, and Modern Development Support (PHP, Java EE with Spring Boot, Python, C# with. Experience with PaaS (Red Hat OpenShift/Kubernetes) and Docker containers.
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Experience with Storage platforms such as EMC, NetApp, Nimble, Oracle ZFS, etc. Unix/Linux Operating Systems and technologies including Red Hat, SUSE, Solaris, AIX, HPUX, etc. Experience with Storage platforms such as EMC, NetApp, Nimble, Oracle ZFS, etc.
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Experience managing and patching Red Hat Linux Enterprise 8.2+ Years minimum AWS cloud engineering and Docker containerization experience. Must have experience administering PeopleSoft HCM on Oracle Database on Linux.
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Job Description The Oracle Cloud Infrastructure (OCI) Offensive Security team provides OCI with the capabilities to ensure our systems and services meet the security objectives we communicate to customers.
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Familiarity with CRM, marketing automation, video and event management products such as Adobe Marketo, Oracle Eloqua, Veeva, Salesforce Pardot/Marketing Cloud. Trusted by 12,000+ global Fortune 500 business leaders and loved by 10,000,000+ users, brands like J&J, Deloitte, and Red Hat use SpotMe to manage hybrid, virtual, and in-person events with a branded, personalized and compliant experience and get deep data insights that flow into their CRM.
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Environment Chromium, JavaScript, NodeJS, Celerity, Cucumber, Jetty, Oracle, Red Hat Linux, WebLogic/Tomcat, Apache, WCMS, API, SOLR, naVizin, Flash, Java, SVG, IIS, Linux, Adobe Captivate, HTML, PDF, COTS, Spring, Spring MVC, JDBC, CSS, Bootstrap, Thyme leaf, Restful webservice, Junit, Mockito, jQuery, EAG, Perl, Korn shell scripts, Google API, AWS Services, Python, Lambda, Aurora/PostgreSQL, Selenium, Ruby, Angular, Jenkins.
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Experience using large scale automated financial systems (Oracle Consolidated Financial System), planning tools (Hyperion Smartview), data warehouse and query tools (Business Objects/Webi, Power BI), procurement and payment processing systems (Coupa, Concur) desired but not required.
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Possess specialist working knowledge of numerous software licensing models and metrics, covering a range of vendors, including a minimum of three Tier 1 software publishers: Oracle, IBM, Microsoft, SAP, Adobe, VMware, Micro Focus, Red Hat, Autodesk.
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Across California our notable projects include Kaiser San Leandro Medical Center, San Diego Central Courthouse, Scripps, Encinitas Acute Care Center, Veterans Home of California, Red Hawk Casino and Oracle Sun Santa Clara Campus.
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Current industry certifications from CompTIA, ISC2, Cisco, Microsoft, Red Hat, Oracle, and EC-Council are desirable. Current industry certifications from CompTIA, ISC2, Cisco, Microsoft, Red Hat, Oracle, and EC-Council are desirable.
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Responsible for employee timesheet maintenance and payroll entry into Oracle HCM. Our core values - Integrity, Vigilance and Helpfulness - are represented by the three red dots in the Securitas logo.
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Vendor/platform specific certification (e.g., Microsoft Certified Solutions Developer (MCSD), Microsoft Certified Applications Developer (MCAD), Microsoft Certified Database Administrator (MCDBA), Sun Certified Professional (SCP), Red Hat Certification Program (RHCP), CISCO Certified Network Professional (CCNP), Oracle Certified Professional (OCP), other.
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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.