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Required 3 Years Experience with REST, API, SOAP, FBDI, PL/SQL, and the use of Oracle Cloud-delivered Web Services Required 3 Years End-to-end Oracle Integration Cloud (OIC) implementation experience with at least 1 end-to-end Oracle SaaS/PaaS/IaaS implementation project Required Demonstrable ability to leverage pre-built integrations, cloud adapters, connections, SaaS applications, etc.
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Prior experience working and supporting the federal government and US Public Sector; examples include FED/SLED/GSI/FSI.Knowledge or history of selling IT, Cyber Security, Cloud Solutions, SaaS, or enterprise level software/hardware solutions.
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This role requires 8+ years of technical leadership helping engineering teams thriveExperience with one or more of these languages: Rust, Go, JavaExperience working with one of the major cloud providers (AWS, Azure, GCP)Experience operating containerized services (Kubernetes, Mesos/Marathon)Extensive experience in a SaaS environment, building and operating large-scale distributed systems.
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Minimum Qualifications: 10+ years implementing Human Capital Management solutions as Technical Lead, experience implementing HCM SaaS applications, Hands-on development, maintenance, and support experience implementing/supporting OIC, HCM Cloud inbound & outbound integrations using BI Publisher, HCM extracts & OTBI reports, HCM Data Loader, Spreadsheet Loader.
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The ideal candidate will have a strong background in digital transformation, particularly in areas such as Application/Software Development, SaaS/PaaS Implementation, DevSecOps, AI/ML, RPA, Cybersecurity and Privacy.
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Working with the Director of Platform Engineering, your primary responsibility will be developing the tools and procedures to integrate and deploy, DataBee, a new SaaS security, risk and compliance platform that was developed internally and used inside Comcast’s SOC, and is now being made available for use by the Fortune 500 CISO customer base.
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Knowledge of EBS-C -> Army enterprise resource system, army enterprise resource planning systems (GFEBS-SA, GCSS-A, IPPS-A, Vantage, SAAS-MOD, LMP, etc). At Leidos, we deliver innovative solutions through the efforts of our diverse and talented people who are dedicated to our customer's success.
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NET framework on SaaS based CLM solutions, such as Icertis, Agiloft, Coupa, Conga/Apttus, Docusign, Ariba, etc. ;Designing the integration of SaaS solutions with other systems such as Salesforce, SAP, etc.
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As one of our first full-time engineering hires, you will play a pivotal role in developing our MVP SaaS product and contributing to the success of our mission. You will be at the forefront of building our MVP SaaS product for our network of cardiology practices, helping us shape the future of cardiovascular health and value-based care.
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We'll pay extra close attention if you have: B2B SaaS experience specifically in the utility sector Previously worked in climate data and climate adaptation Have previously built and led Customer Success teams with highly technical customers Culture and Core Values At Rhizome, we lead with compassion and empathy, aiming to understand before we help.
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Key Responsibilities:Define requirements for use case onboarding of SaaS and PaaS solutions following an ATOResponsible for all tasks related to cloud security actions required to accomplish Risk Management Framework (RMF) workflows including but not limited to tasks associated with the ATO and security/privacy documentation.
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Experience with cloud and SaaS deals, IT and business process outsourcing, managed services agreements, and other licensing arrangements is highly valued. It is required that the candidate have a bachelor's degree and juris doctorate degree (JD) from an accredited law school.
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SaaS sales experience a plus A proven track record of consistently exceeding quotaSelf-motivated, able to solve problems and work with limited direction Demonstrate Leadership skills Excellent verbal and written communications skills Must be comfortable working in a high growth environment, where everyone must have the “roll up your sleeves” and get it done attitude BS/BA degree preferred Cisco values the perspectives and skills that emerge from employees with diverse backgrounds.
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Capital One Software is seeking a senior software engineer with subject matter expertise in Security Engineering and/or Customer Identity and Access Management (CIAM), preferably in multi-tenant SaaS, Cloud, or IoT situations.
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Strong knowledge of cloud platforms (PaaS and SaaS), containerization platforms, microservices frameworks, API management platforms, low code/no code platforms, and platform provider solutions.
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saas job Title: customer success Company: Forter in Washington, DC
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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.