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The marketing communications manager is responsible for the implementation, data mining and business intelligence reporting for Salesforce projects toward recruitment goals. Preferred Education and Experience Preferred Qualifications: Salesforce Administration Certification; Marketing Cloud, HTML / CSS , Google AdWords, Adobe Creative Suite, Canva, and AP Style editing experience.
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We’re Salesforce, the Customer Company, inspiring the future of business with AI+ Data +CRM. Leading with our core values, we help companies across every industry blaze new trails and connect with customers in a whole new way.
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Familiarity with one or more data visualization and business intelligence tools, such as PowerBI, Google Data Studio, Tableau and/or Domo. Digital CRM and ecommerce platform-centric knowledge or expertise, such as Shopify or Salesforce.
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This position proficiently utilizes software tools like Miro for visual collaboration, Qualtrics for survey design and analysis, audience sentiment analysis tools, and Nielsen data tools for market intelligence.
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Proven Track Record: Demonstrate a track record of problem-solving in diverse technical scenarios, with a focus on driving business outcomes through hands-on technical contributions in Salesforce, Tableau, and data warehouse development.
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Proficiency with Web, Marketing, Ad Tech, and Business-Intelligence, stacks - including Adobe Analytics, Adobe Clickstream, Google marketing platform, Microsoft marketing platform, Sprinklr, Give panel, Salesforce and integrating products and services with social media.
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Experience with building data pipeline from various business applications like Salesforce, Marketo, NetSuite, Workday etc. In this capacity, the Senior Data Engineer designs and develops systems for the maintenance of the business’s data warehouse, ETL processes, and business intelligence.
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The primary function of the Business Analyst III is to serve as an IT subject matter expert (SME) for AECOM's sell process, the company's CRM system, custom apps supporting the sell process, and related integrations with Oracle EBS Project Finance modules and business intelligence data repository.
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Own the data product for demand forecasting, leading cross-functionally across Finance, Strategic Finance, Business Intelligence, Rights Acquisitions, Ad Sales, Content, Marketing, and Vertical GMs.
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Aisera fast tracks the digital transformation journey with user and service behavioral intelligence that drives end-to-end automation of tasks, actions, and business processes. and a strategic partner with AWS, Microsoft Azure, Google Cloud, ServiceNow and Salesforce.
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Experience using software tools such as Tableau, Adaptive, Salesforce, NetSuite, BiqQuery, and other business intelligence platforms. We are looking to add an individual contributor to the team who has experience supporting a SaaS software sales or post-sales business unit from a detailed finance perspective.
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Customer Success Forecasting/Planning : Partner closely with business leaders to create, manage, and analyze revenue, spend, headcount and operational KPIs; Build models to assist with strategic decisions and influence outcomes; Build quarterly and annual budgets aligned to company strategy; Contribute to the monthly close process, including reviewing accruals, reconciling actuals vs forecast for revenue, spend and headcount, and presenting findings to senior leadership; and.
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Experience managing a business from a complete P&L perspective creating processes that ensure forecast accuracy. Have a strong eye for business and critical thinking with a focus on driving financial performance and optimizing resources.
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We will reply to your request within 24 business hours of submission. An employee's position within the salary range will be based on several factors including, but not limited to, relevant education, qualifications, certifications, experience, skills, geographic location, performance, and business or organizational needs.
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Thousands of organizations worldwide, including Barclays, Cisco, eBay, Fairfax, ING, Goldman Sachs, Microsoft, The Mayo Clinic, NASA, The New York Times, Wikipedia, and Verizon, use Elastic to power mission-critical systems.
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FEATURED BLOG POSTS
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.
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.