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3-5 years of experience working directly with partners, vendors or in a customer success role. Working with partners to improve transfer success rates by analyzing partner data to identify initiatives that reduce issues or declines.
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Manage the organization's enterprise security tooling and systems (e.g., SaaS collaboration tooling, Identity & Access Management, Data Protection). Strong experience in managing security for enterprise collaboration tools (O365, GSuite, Slack, etc.
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To ensure success as a DataStage developer, you should be skilled at applying ETL principles and practices, and be able to implement complex solutions to data transfer problems at an enterprise level.
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In this role, you will play a crucial part in safeguarding our diverse business portfolio, from ensuring the integrity of our best-in-class broadcast operation centers to supporting our teams in securing our enterprise applications, systems, and endpoints.
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SMX is seeking a Director of Business Development, with experience successfully leading and growing high-visibility, mission-focused, large-dollar value enterprise technology transformation programs focused for Navy and USMC customers - specifically NAVAIR, NAVSEA, NAVWAR, and/or MARCORSYSCOM. This position will partner together with our program leadership supporting Navy and USMC customers today.
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This role sits in Enterprise Risk Analytics (ERA), and will review and challenge the stress testing process, which requires proven partnership, leadership and credit and market risk expertise as the team will coordinate across multitude of stakeholders in first line of defense teams, ERM governance, model development, reporting, technology, Internal Audit, and external regulators.
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We are looking for a builder with a deep track record of success creating and growing Navy and USMC focused solutions businesses that can leverage SMX's national position as a leader in cloud and digital transformation solutions.
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About our Company - Canon Solutions America, Inc. empowers companies of all sizes to succeed by supplying market leading enterprise, production, and large format printing solutions, supported by exceptional professional service offerings.
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A master's degree in business administration, non-profit management, social enterprise, or a closely related field is strongly preferred. Proven history of successful business management, with a minimum of 7-10 years of senior management experience, with a significant portion of that within non-profit, social enterprise, or similar fields.
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5+ years of experience in IT analysis and support in Oracle cloud environments or Oracle applications – to include Oracle Cloud Enterprise Resource Planning (ERP), Oracle Cloud Enterprise Performance Management (EPM), Oracle Analytics Cloud, and/or Oracle Autonomous Database.
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Strong knowledge of Oracle SaaS/PaaS/IaaS offerings, such as Fusion, Enterprise Resource Planning (ERP) Cloud, Enterprise Performance Management (EPM) Cloud, Autonomous Database, and Analytics Cloud.
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Job Description Join the Clean Energy Revolution Become an Enterprise Architect, Senior Advisor – Transmission & Distribution in the Enterprise Architecture Services at Southern California Edison (SCE) and build a better tomorrow.
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Familiar with middleware offerings such as Apigee, boomi, and Informatica Cloud – and what they do. Coordinate with Apigee, boomi, and Informatica Cloud application owners. As a Senior IT Infrastructure Analyst, you will be responsible for ensuring the availability, performance, and security of our Oracle cloud-based applications.
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Our client is looking for a Senior IT Infrastructure Analyst to join their application infrastructure support team. This position is fully remote. General IT networking experience. Certification in Oracle Cloud Infrastructure or Oracle Cloud Applications.
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Oracle Data Integrator (ODI) experience. Proficient in Oracle tools such as SQL, PL/SQL, OPatch, and BI. Monitor, maintain, and optimize the application infrastructure, including Oracle SAAS, PAAS, and IAAS offerings.
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success enterprise jobs Title: product manager Company: Cornerstone Ondemand
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).