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As an Architect/Snr. Director of Development, you will own and lead software architecture and development of major components for the Exadata Cloud Service offerings on the Oracle Cloud Infrastructure and other Cloud platforms such as Azure.
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Oracle’s premier Database Cloud offering Exadata Cloud Services can provide you the unique opportunity to innovate the next frontier of Oracle’s Database-as-a-Service including Oracle Autonomous Database and Exadata Engineered Systems on Oracle Cloud Infrastructure (OCI), Azure and multi-cloud platforms.
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Candidates preferably should have worked with recent versions of Oracle products – ODI Marketplace, OCI Data Integration and GoldenGate. Maintain mastery of the Oracle Data Integrator, OCI Data Integration and GoldenGate portfolio and intimate knowledge of industry trends, design patterns, development/deployment methodologies, and competitive cloud offerings while evangelizing solutions.
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Certifications in cloud computing (e.g., Oracle Cloud Infrastructure Architect Associate, AWS Certified Solutions Architect, Azure Solutions Architect) and GPU computing (e.g., NVIDIA Certified Associate – AI in the Data Center) are a plus.
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10+ years of ERP implementation experience, including 3 to 5 years of experience in a Solution Architect role, with significant focus in Oracle Cloud Supply Chain solutions – most importantly MDM – and Core Supply Chain (Manufacturing, Inventory, Quality, Pricing, Order Management); certification preferred.
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As a Solutions Architect embedded in the OCI Networking product management team, you will work closely with development and product managers to help define the vision and customer experience of OCI Networking products and services.
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Senior Principal Solutions Architect (OCI Networking Product team) Oracle Cloud Infrastructure. Familiarity with common enterprise solutions (i.e., Oracle, Microsoft, SAP, VMWare, etc.
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10+ years of experience as a Cloud Solutions Architect, Oracle Database technologies, demonstrating a track record of successful implementations. Relevant certifications (e.g., Oracle Cloud Infrastructure, Azure, AWS) are highly desirable.
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Architect solutions in Oracle Cloud Infrastructure to solve complex customer problems. Influence the design, capacity planning tuning and the actual build out and operation of customer solutions using Oracle technologies such as WebLogic Mid-Tiers and Exadata DB instances on Oracle Cloud infrastructure including OCI Storage and Network.
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Minimum 10 years working experience in wide range of Oracle products and technologies, including SAAS products (ERP, WMS, HCM, and others), Oracle Fusion Middleware products, Weblogic, Database products.
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The candidate must have experience or working knowledge with wide range of Oracle products and technologies, including SAAS products, Oracle Fusion Middleware products, Database products and OCI. Creating solutions for complex customers demonstrating the powerful Oracle products is the key to this role.
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Oracle Master Principal GPU/HPC Cloud Architect (Remote within US) Dover , Delaware Apply Now Your mission is to work with Oracle’s largest customers/partners on migration/net new strategies to move their intellectual property software and to develop their next-generation offerings on the Oracle Cloud.
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Working experience of cloud technology, preferably with Oracle Cloud Infrastructure (OCI) They should have had prior experience architecting large scale Oracle systems, preferably in OCI or other cloud platforms.
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Leverage Oracle Cloud Observability and Management technology to create cloud monitoring solution for our customers, providing insights and building of dashboards. Fusion Middleware Architect.
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Oracle Cloud Infrastructure (OCI) is the fastest growing hyperscale IaaS platform. Deep expertise in cloud platforms, with a specialization in Oracle Cloud and Amazon Web Services. We are seeking a seasoned and dynamic Senior Principal Solution Architect on our multicloud products and growth team.
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Title: architect Company: Oracle
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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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.