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Oracle EBS Application Architecture, Oracle EBS Database Architecture, Oracle Cloud Services, integrations using SOA/SOAP/RESt APIs and microservices architecture. Required to have at least 1 or 2 full life cycle implementations experience in Oracle Financials Cloud (General Ledger, AP, AR, FA, Financial Accounting HUB) with hands-on configuration experience of Oracle Cloud ERP.
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Knowledge of database technologies (e.g. cloud, SQL, Oracle, Mongo DB, PostgreSQL, etc. + Knowledge of cloud technologies ( e.g. AWS, Azure, Salesforce). Extensive understanding of the Salesforce CRM system including Sales, Service and Health Cloud.
$106,200 - $210,925 a yearFull-timeRemoteExpandApply NowActive JobUpdated 2 months ago - UpvoteDownvoteShare Job
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Demonstrated proficiency using customer data platforms, Adobe Experience Platform, and Adobe Campaign, Marketo or other enterprise campaign management and marketing automation applications including Salesforce Marketing Cloud, or Oracle.
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In lieu of PeopleSoft or Oracle HCM Cloud experience, a motivated self-starter who is willing to learn Oracle SaaS applications. Support technical processes related to Oracle HCM Cloud reporting and analytics.
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Knowledge of cloud technologies ( e.g. AWS, Azure). Cloud Developer Certification. As Lead Software Engineer, you would directly advise the Pharmacy Benefits Management IT Solution Manager and would perform complex analysis, design, development, automated unit and integrated testing, and debugging of computer software.
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Demonstrated proficiency using customer data platforms like Adobe Experience Platform, and Adobe Campaign, Marketo or other enterprise campaign management and marketing automation applications including Salesforce Marketing Cloud, or Oracle.
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Certifications such as Azure Administrator, Oracle Cloud Administrator, VMware, and Red Hat Enterprise Linux Server preferred. Experience administrating servers on-prem (physical and virtual) and in Microsoft Azure and Oracle Cloud Infrastructure.
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Experience with Oracle EBS Financials (preferably to include OBIEE and SOA), Oracle IDM/SSO, GRC installations, configuration, patching and production support. From securing our nation’s most sensitive systems, to enabling digital transformation and cloud adoption, our people are the ones who make change real.
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We are looking for a Lead Software Engineer in our Card to Care Value Stream. Experience: 8 years Software design and development, software test and evaluation, software requirements management. Compile, assess, and report data results from software testing and analysis.
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Knowledge of programming languages (e.g. Java, Spring boot Rest APIs, Angular etc. Knowledge of or exposure to Business Process Management tools like Pega, Tibco. This role will act as the systems architect for one of the Prospect to Card Agile Release Trains.
$106,200 - $210,925 a yearRemoteExpandUpdated 9 days ago - UpvoteDownvoteShare Job
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Watch the below videos of us participating at Industry events with the Top companies in Technology at Oracle Cloud world /Oracle Java one (Las vegas) and at Gartner Data Analytics Summit (Florida.
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Lead efforts in transitioning from on-premises to cloud-based Oracle Financials and EPM products. Oracle Financial Certifications, Cloud Certifications are recommended. The Lead ERP Business Analyst is a hands-on role plays a pivotal role in our organization's Oracle Financials environment, serving as the primary liaison between business stakeholders and technical teams.
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Proficiency in Oracle Fusion Middleware, Oracle Data Integrator (ODI), Oracle Business Intelligence Enterprise Edition (OBIEE), and Oracle Analytics Cloud (OAC). Experience in Oracle Autonomous Data Warehouse (ADW), Data Modelling, Oracle SQL Developer, data warehouse concepts and implementation, analytics, and advanced analytics concepts and implementation.
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Solid understanding of Oracle's analytics offerings including Fusion Analytics Warehouse (FAW), Oracle Analytics Cloud (OAC), Oracle Data Integrator (ODI), and Autonomous Data Warehouse (ADW) Strong technical background in Data Warehouse and reporting concepts, including data modeling, ETL processes, and data integration.
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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.