5470 Usage Jobs - Page 34

Preferred Immediate Joiners Only JOB SUMMARY OTC Associate will be reporting to the Manager Financial Shared Service Centre at Bangalore and will be part of the Finance team supporting our Americas and Europe Business. The Accounting Associate, will be responsible for delivering a mixture of: Credit Management Associate will be responsible for the implementation of policy and control activity around customer credit management. This will include the credit approval of new customer accounts, review and recommendation of credit limits for existing customers, and the daily review and release of ongoing customer orders and shipments. Billing release and issue customer billings and credit notes. Credit Collections associate will support the timely collection of outstanding accounts in line with the business unit credit terms. The role will involve regular phone and email contact with customers and business units in an effort to maximize cash receipts, logging of disputes and driving dispute resolution. PRINCIPAL DUTIES AND RESPONSIBILITIES Ensure all new customer accounts requirements are reviewed and actioned per the SLA commitments Review existing customer credit limits in line with policy requirements, and seek approvals as per the Celeros DoA Manage the held order process and liaise with stakeholders to ensure prompt communication around status and actions required Support our customer dispute resolution process Place customer accounts on credit hold in line policy requirements and risk assessment Support the transactional posting in relation to bank receipts to ensure these are made accurately to customer accounts in line with agreed Service Level commitments Contribute to the month end bank reconciliation process First point of contact for all process enquiries via telephone and email Issue of inter co receivable statements to Corporate timetable Resolving and minimizing unapplied cash Undertake ad hoc tasks as required by Team Manager KNOWLEDGE, SKILLS & ABILITIES Ability to manage time effectively and successfully deal with daily transactional activity in an accurate and timely manner Ability to work in a team-orientated environment that is fast paced & demanding Must be self-directed with excellent initiative and organizational skills Exhibit a strong ability to handle multiple demands with a sense of urgency, drive and energy Work well under pressure with the ability to deliver accurately and on time Ability to work in a change-focused environment whilst remaining dedicated to service delivery Strong customer-focused mindset coupled with a high standard of ethics and integrity Proficient in all MS products: Word, Excel and PowerPoint Excellent written and verbal communication skills Must be a team player with strong people skills EDUCATION AND EXPERIENCE Experience in working for US/UK and France OTC for 2-3 yrs is must in a shared service environment Any Bachelor Degree in regular course from recognized university and institute in India is must. Preference for B. Com/ BBA education. Proven track record of working in a high volume, successful transactional collection and cash applications team Knowledge of basic accounting and double entry Fluency in English language is must and knowledge of any other second European language is added advantage Hands-on work experience in SAP is must in recent 1 year

Your Family : Adventus.io is a B2B2C SaaS-based marketplace supporting institutions, recruiters and students within the international student placement sector. Our innovative platform allows institutions, recruiters and students to directly connect with one another, resulting in matching the right international study experience with students across the world. Founded in 2018, we re on a mission to change the way the world accesses international education. Behind the technology, we have over 350 amazingly talented humans making it all happen. We re looking for ambitious self-starters who want to be part of our vision and create a positive legacy. Role: The Student Recruitment Advisor sits within the Recruitment, Outreach and Admissions team and holds responsibility for the planning and implementation of effective recruitment strategies to grow student numbers. Working closely with Senior Recruitment Manager, the role holder will help to set and achieve challenging recruitment targets for India and will be responsible for helping develop and deliver the associated recruitment strategy. The role holder will also be responsible for co-ordinate in-country visits for academic and professional services colleagues as appropriate. Key responsibilities: Be responsible for executing the strategy and delivery of effective recruitment market plans and strategies to maximize student. Carry out the day-to-day activity required to realize the objectives of this marketing and recruitment strategy: attending exhibitions, undertaking school and college visits, visiting agencies, etc. Develop and maintain positive working relationships with key external stakeholders, education agents, school and college counsellors. Attend education fairs and other recruitment events to meet and advise prospective students and offer-holders on a range of matters including programs, entry requirements and application processes. Support promotional campaigns such as the promotion of scholarships to offer-holders through the creation and distribution of materials to relevant stakeholders. Undertake regular outbound calling and emailing of prospects. Work with the conversion team on pre-departure virtual activities. Follow up with prospects and applicants as well as answering individual queries. Help out others in the international team when need be (i.e. cover virtual events, call applicants etc.) Participate in weekly one-to-one and team meetings when not travelling. Follow monthly objectives and produce a monthly report of the work undertaken within deadlines given. Person Specification: Demonstrable (3+ years) student recruitment experience of working in India. Complete understanding of UK as a study destination. Highly developed written and oral communication and presentation skills, including use of digital and social media for business purposes. Strong organizational skills and the ability to prioritize demanding workloads and meet deadlines in a pressurized environment. Willingness to adopt a flexible working approach by working unsocial hours, weekends when required. Ability to undertake business-related travel in market on an unrestricted basis (indicative 15-20 weeks per year). Experienced in managing an extensive agent network for student recruitment purposes.

About Glean: Founded in 2019, Glean is an innovative AI-powered knowledge management platform designed to help organizations quickly find, organize, and share information across their teams. By integrating seamlessly with tools like Google Drive, Slack, and Microsoft Teams, Glean ensures employees can access the right knowledge at the right time, boosting productivity and collaboration. The company s cutting-edge AI technology simplifies knowledge discovery, making it faster and more efficient for teams to leverage their collective intelligence. Glean was born from Founder & CEO Arvind Jain s deep understanding of the challenges employees face in finding and understanding information at work. Seeing firsthand how fragmented knowledge and sprawling SaaS tools made it difficult to stay productive, he set out to build a better way - an AI-powered enterprise search platform that helps people quickly and intuitively access the information they need. Since then, Glean has evolved into the leading Work AI platform, combining enterprise-grade search, an AI assistant, and powerful application- and agent-building capabilities to fundamentally redefine how employees work. About the Role: Glean is seeking a talented AI Outcomes Manager to join our rapidly expanding team. The AI Outcomes Manager will play a crucial role in transforming how every department works, with the power of Glean. They will work closely with executives and end users, combining business acumen, product sense, and prompting skills to help them transform into an AI-native enterprise. You will: Engage with executive sponsors and provide strategic reviews and consult customers on developing and executing on their AI roadmap Deeply comprehend Gleans suite of products, ensuring the ability to best help customers get the most out of the Glean platform Conduct use case discovery workshops and turn those use cases into tangible outcomes Collaborate internally with Product and R&D to help shape Glean s product roadmap based on the voice of our users Proactively identify opportunities to expand Glean s deployment and enhance customer engagement About you: 2+ years of professional experience Hungry, curious, and consultative mindset Strong problem-solving skills with the ability to adapt to different users and scenarios Proven understanding and ability to write complex prompts Ability to understand various user types and convey a sense of the most valuable applications of AI in diverse job functions Excellent communication skills to effectively interact with multiple stakeholder groups Product sense and ability to drive a product s full potential capabilities Good to have: Customer presence: ability to work with any level from individual contributors to CEOs Prior experience in consultative roles, solutions engineering, support, or product management Location: This role is hybrid (3 days a week in our Bangalore offices)

Location: Noida (Work from Office because real growth starts with real conversations) Type: Full-Time Company: Sustainiam Experience Level: 7 10 Years Reports To: CEO Compensation: Competitive Salary About Sustainiam At Sustainiam, we re building the future of climate technology. Our mission is to help businesses track, reduce, and offset their carbon footprint with precision and purpose. Through a combination of data-driven platforms and expert consulting , we enable companies to take meaningful climate action at scale. If you re passionate about strategy, innovation, and sustainability , this is your platform for impact. About the Role We re looking for an experienced and driven Senior Business Development Manager to lead our growth in carbon markets and sustainability consulting . This role is ideal for a domain expert with experience in carbon credits, I-RECs, energy markets, or ESG-driven solutions , and someone ready to take on a leadership role in driving high-value partnerships and strategic initiatives. You will lead a team of Business Development Managers, close enterprise deals, and work directly with the CEO to scale our go-to-market strategy. This is not just a sales role it s about enabling real climate impact through credibility, collaboration, and innovation. Note: Applicants must have prior experience in carbon, power exchange, energy, or related sectors . Applications without relevant experience will not be considered. Key Responsibilities Lead, mentor, and manage a team of Business Development Managers across regions and verticals Develop and execute sector-specific growth strategies for carbon and sustainability solutions Build trusted relationships with senior decision-makers (CXOs, Sustainability Heads, VPs) Guide qualification and engagement on high-value leads and key markets Pitch tailored sustainability solutions to prospective enterprise clients and partners Close large, complex deals in carbon markets and clean energy domains Expand strategic accounts, identify upsell opportunities, and ensure client success Stay informed on evolving climate policies, regulations, and market trends Collaborate directly with the CEO and leadership on long-term business strategy Represent Sustainiam at international forums, conferences, and key stakeholder events Ensure high-quality CRM usage, reporting, and pipeline management across the team Who We re Looking For You re a strategic and growth-driven leader who thrives in dynamic markets. You ve worked extensively in the carbon or sustainability space , led business teams, and have a track record of building and closing complex, high-value partnerships. Must-Have: 7 10 years of total experience, with 4 5 years in carbon credits, I-RECs, or sustainability consulting Prior experience in carbon, power exchange, energy , or a relevant industry Proven record of enterprise sales and closing large-scale deals Bachelor s degree in Engineering, Environmental Science, Energy, or related field Postgraduate degree in Business, Sustainability, or Environmental Management preferred Deep domain knowledge in voluntary carbon markets, I-REC frameworks, and ESG services Strong leadership, communication, and stakeholder management skills Fluent in English; knowledge of additional regional or global languages is a plus A strategic mindset with a passion for measurable climate impact What You ll Gain A senior leadership role at one of India s leading climate tech startups Direct collaboration with the CEO and founding team Opportunity to represent Sustainiam on a global stage through travel, partnerships, and international forums Real ownership over business strategy and market growth Exposure to diverse industries and global clients taking action on climate A culture that nurtures growth, leadership, and innovation We re committed to nurturing every team member to grow, lead, and thrive in their careers. Financial & Lifestyle Benefits Medical insurance coverage for you and your family Meal pass , day care facilities in the office building Earn ESOPs own a stake in the mission you drive Upskilling budget to support your learning and certifications Performance-linked benefits & flexible benefits plan (FBP) Air travel accident coverage , personal accidental death & disability benefits GOQii health support & fitness incentives In-house gym access and wellness programs Culture & Office Perks Fun Fridays : games, activities, and spontaneous themes Monthly celebrations for team wins, festivals & birthdays Peer recognition & shoutouts PS gaming zone , cricket, tennis, and badminton access A mission-driven team that values people as much as performance Ready to lead with purpose and build the future of sustainability? We d love to hear from you.

Glance - An InMobi Group Company Founded in 2019, Glance is a consumer technology company that operates disruptive digital platforms including Glance, Roposo, and Nostra. Glance s smart lock screen inspires consumers to make the most of every moment by surfacing relevant experiences without the need for searching and downloading apps. Glance Lock Screen is currently available on over 450 million smartphones worldwide. Roposo is a LIVE platform that is revolutionizing live experiences, through a unique, immersive, creator-led approach. Nostra is the largest gaming platform in India and Southeast Asia, offering gamers engaging ways to discover, play, watch, learn and compete. Headquartered in Singapore, Glance is an unconsolidated subsidiary of InMobi Group and is funded by Jio Platforms, Google, and Mithril Capital. For more information visit glance.com, nostra.gg, and roposo.com What should you know about joining Glance? At Glance, we walk the talk - free yourself, dream big, and chase your passion! On joining, you ll have opportunities to make an immediate impact on mission-critical projects, as you work with highly capable and ambitious peer groups. Be rewarded for your autonomy even as you collaborate. Ideate, innovate, and inspire by leveraging bleeding-edge tech to disrupt consumer experiences. While you work, we ll take care of nourishing your body, mind, and soul. This includes daily meals, gym, trainings, tech tools, and regular unwind sessions. Also, feel free to bring your kids - even the furry ones - to the office! Responsibilities: Develop integration solutions across internal services and external platforms. Build and maintain connectors or adapters that simplify data and service integration. Work with app teams to adopt platform capabilities with minimal disruption. Help drive standardization and reusable patterns for integration across teams. Utilize AI-based tooling across the SDLC to enhance developer experience enabling smarter design, auto-generating integration scaffolds, validating service contracts, and accelerating prototyping and delivery. Contribute to platform tooling that improves developer efficiency and onboarding. Customer centric mindset Required skills: Strong coding background in general-purpose languages such as Java , Python , or Go . Experience building and maintaining integration layers , connectors , or API adapters . Possess good Understanding of REST, gRPC, message queues , and event-driven architectures. Familiarity with CI/CD pipelines , Git workflows, an d scalable service integration practices. Proven ability to work across teams to support integration without disrupting existing systems. Hands-on experience with cloud environments (preferably GCP). Ability to use AI tools to enhance SDLC processes e.g., auto-generating scaffolds, validating contracts, and writing test harnesses. Strong prompting skills to get the best out of AI copilots for integration use cases. Passion for driving developer efficiency and delivering clean, reusable patterns. Strong debugging skills and eagerness to learn new systems/skills " InMobi / Glance collects and processes personal data such as your name, contact details, resume and other information that may contain personal data for the purpose of processing your application. InMobi / Glance utilizes Greenhouse, a third-party platform. Please review Greenhouses Privacy Policy to understand how the data collected from you is processed and managed. By clicking on Submit Application, you acknowledge and agree to the above privacy terms. Should you have any privacy concerns, you may contact us through the details mentioned in your application confirmation email." "

Design end-to-end cloudsolutions across public, private, or hybrid platforms. Define cloud architecturestandards, guidelines, and governance. Optimize cloud resource usageand cost. Ensure scalability,reliability, and security of cloud environments. Support cloud migration andtransformation initiatives. Requirements Hiring a Cloud Architect to design, build,and oversee scalable and secure cloud infrastructure for our product solutions. Expertise in AWS, Azure, orGCP. Experience with Infrastructureas Code (e.g., Terraform, CloudFormation). Knowledge of DevOps tools andCI/CD pipelines. Strong grasp of cloud security,networking, and monitoring. Certifications likeAWS/Azure/GCP Architect are a plus.

Sr. Golang Developer (LLM) Remote | AI Projects | AquSag Sr. Golang Developer LLM Location: Remote Employment Type: Contractual We are actively seeking talented Senior Golang Developers to join our ambitious team dedicated to pushing the frontiers of AI technology. This opportunity is tailored for professionals who thrive on developing innovative solutions and who aspire to be at the forefront of AI advancements. You will work on different US-based projects to develop both commercial and research AI solutions. What will you do: - Write effective, high-quality code to train and evaluate AI models. - Use business sense and analytical abilities to glean valuable insights from public databases - Clearly express the reasoning and logic when writing code in Jupyter notebooks or other suitable mediums - Evaluate and rank AI model responses based on user requests across a wide range of CS topics, providing detailed rationales for your decisions. - Help in improving the quality of model response Requirements: - Bachelor s/Master s Degree in Engineering, Computer Science (or equivalent experience). - Exceptional critical thinking and problem-solving skills (including, but not limited to, good knowledge of algorithms and data structures, system design, coding practices, etc.). - Proficiency with the languages syntax and conventions - Nice to have some prior Software Quality Assurance and Test Planning experience - Excellent spoken and written English communication skills with the ability to articulate ideas clearly and comprehensively.

Senior Java Developer (LLM) Remote | Contract Role in AI Projects Sr. Java Developer LLM Location: Remote Employment Type: Contractual We are actively seeking talented Senior Java Developers to join our ambitious team dedicated to pushing the frontiers of AI technology. This opportunity is tailored for professionals who thrive on developing innovative solutions and who aspire to be at the forefront of AI advancements. You will work on different US-based projects to develop both commercial and research AI solutions. What will you do: - Write effective, high-quality code to train and evaluate AI models. - Use business sense and analytical abilities to glean valuable insights from public databases - Clearly express the reasoning and logic when writing code in Jupyter notebooks or other suitable mediums - Evaluate and rank AI model responses based on user requests across a wide range of CS topics, providing detailed rationales for your decisions. - Help in improving the quality of model response Requirements: - Bachelor s/Master s Degree in Engineering, Computer Science (or equivalent experience). - Exceptional critical thinking and problem-solving skills (including, but not limited to, good knowledge of algorithms and data structures, system design, coding practices, etc.). - Proficiency with the languages syntax and conventions - Nice to have some prior Software Quality Assurance and Test Planning experience - Excellent spoken and written English communication skills with the ability to articulate ideas clearly and comprehensively.

Sr. Rust Developer Remote AI/LLM Projects | Contract Opportunity Sr. Rust Developer LLM Location: Remote Employment Type: Contractual We are actively seeking talented Senior Rust Developers to join our ambitious team dedicated to pushing the frontiers of AI technology. This opportunity is tailored for professionals who thrive on developing innovative solutions and who aspire to be at the forefront of AI advancements. You will work on different US-based projects to develop both commercial and research AI solutions. What will you do: - Write effective, high-quality code to train and evaluate AI models. - Use business sense and analytical abilities to glean valuable insights from public databases - Clearly express the reasoning and logic when writing code in Jupyter notebooks or other suitable mediums - Evaluate and rank AI model responses based on user requests across a wide range of CS topics, providing detailed rationales for your decisions. - Help in improving the quality of model response Requirements: - Bachelor s/Master s Degree in Engineering, Computer Science (or equivalent experience). - Exceptional critical thinking and problem-solving skills (including, but not limited to, good knowledge of algorithms and data structures, system design, coding practices, etc.). - Proficiency with the languages syntax and conventions - Nice to have some prior Software Quality Assurance and Test Planning experience - Excellent spoken and written English communication skills with the ability to articulate ideas clearly and comprehensively.

Job Description: An Associate Analyst I works with our clients (banks and non-bank institutions) to provide review and analysis in order to help them fight financial crime and mitigate financial crime risks. The purpose of this role is to detect and investigate unusual financial activity by performing detailed monitoring of moderate to complex account activity and ensure compliance with regulatory policies, operational policies, and/or review client files for the purpose of performing Know your Customer (KYC) Procedures. As an Associate Analyst I, you will research and analyze various sources of data and provide written summaries of recommendations and conclusions as it relates to the identification of suspicious or unusual financial activity and/or reviewing client files for the purpose of performing Know your Customer (KYC) Procedures. You will need to exercise discretion and judgment in the work and must be able to work efficiently and independently in a fast-paced, dynamic environment. Primary Responsibilities Evaluate and monitor transactional activity to asses s potential suspicious activity. Verify the identity of clients to understand the nature and purpose of their relationship with the financial institution for the purposes of performing Know your Customer (KYC) Procedures . Interpret and implement client-operating policies regarding financial data. Identify data anomalies and red flags for money laundering, terrorist financing, fraud, sanctions violations, and escalate for second level review. Adhere to all designated timeframes and procedures to ensure on time and accurate completion of work. Submit written work product for review by AMLRS quality control teams, make the requested adjustments as necessary, and apply the feedback going forward. Meet production and quality standards for completing assignments. Work and contribute in a team-oriente d and collaborative environment. Adhere to and comply with all applicable, federal and state laws, regulations and guidance, including those related to Anti-Money Laundering, as well as adhering to company policies and procedures and client requirements . Required Q ualifications Bachelor s Degree Strong oral communication skills and ability to produce narrative and written summaries clearly synthesizing recommendations and conclusions. Strong analytical, problem solving and organizational skills. Proficient in Microsoft Excel & Microsoft Word, with ability to learn new technologies quickly. Ability to multi-task, work independently and as part of a team, establishing cooperative and collaborative working relationships . Preferred Q ualifications Strong entrepreneurial spirit, highly collaborative, able to express ideas readily, manage change fluidly, able to influence and identify opportunities for improvement . Normal Working Hours and Conditions C ore business hours are generally 8:0 0 am 5:00 pm . However , this position may require work to be performed outside of the core business hours based on Company operations across different time zones. Physical R equirements Primary functions require sufficient physical ability and mobility to work in office setting; to stand or sit for prolonged periods of time; to work at a computer for a minimum of eight hours; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight.; to operate office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard and mouse; to travel to other office locations and to communicate with others . Competencies Customer Centricity Put the customer s voice at the center of all decision-making . Ask ourselves will this benefit the customerbefore making any decisions . Use our expertise to guide and support our customers to achieve their goals . Work with other functions and teams to drive business performance with our customers . ACT Feedback Model Before giving feedback, be clear on how a specific behavior change will help the individual or the company. Giving feedback to get frustration off your chest or intentionally hurt the other person is not tolerated. Be precise in giving or receiving feedback so that specific input can lead to better outcomes. Listen to and consider all feedback provided. Work with your manager to determine whether to take this feedback forward or disregard it.

We are actively seeking talented Senior C++ Developers to join our ambitious team dedicated to pushing the frontiers of AI technology. This opportunity is tailored for professionals who thrive on developing innovative solutions and who aspire to be at the forefront of AI advancements. You will work on different US-based projects to develop both commercial and research AI solutions. What will you do: - Write effective, high-quality code to train and evaluate AI models. - Use business sense and analytical abilities to glean valuable insights from public databases - Clearly express the reasoning and logic when writing code in Jupyter notebooks or other suitable mediums - Evaluate and rank AI model responses based on user requests across a wide range of CS topics, providing detailed rationales for your decisions. - Help in improving the quality of model response Requirements: - Bachelor s/Master s Degree in Engineering, Computer Science (or equivalent experience). - Exceptional critical thinking and problem-solving skills (including, but not limited to, good knowledge of algorithms and data structures, system design, coding practices, etc.). - Proficiency with the languages syntax and conventions - Nice to have some prior Software Quality Assurance and Test Planning experience - Excellent spoken and written English communication skills with the ability to articulate ideas clearly and comprehensively.

Hiring for React Js Developer - Bangalore Job Summary: We are looking for a skilled React.js Developer to join our development team. The ideal candidate should have a strong understanding of front-end technologies and be capable of building modern, scalable web applications using React.js. Key Responsibilities: Develop new user-facing features using React.js Build reusable components and front-end libraries for future use Translate designs and wireframes into high-quality code Optimize components for maximum performance across a vast array of web-capable devices and browsers Collaborate with backend developers, UX/UI designers, and product managers Participate in code reviews, testing, and deployment Maintain and improve existing codebase

Key Responsibilities: Design and develop interactive dashboards, stories, and visualizations using SAP Analytics Cloud. Work with stakeholders to gather and translate business requirements into technical specifications. Develop data models within SAC using live or imported data connections (SAP HANA, BW, S/4HANA, etc.). Integrate SAC with SAP and non-SAP data sources using connectors, OData services, and APIs. Optimize dashboards for performance, responsiveness, and usability across devices. Implement planning models, input forms, and predictive features (if SAC Planning is used). Ensure data quality, security, and access control according to organizational standards. Collaborate with the SAP BASIS, BW, HANA, and functional teams for backend support and integration. Provide training and documentation for end users and business teams. Stay up to date with new SAC features, releases, and best practices

Previous job Next job JOB DESCRIPTION HYDERABAD OFFICE INDIA Job Description Are you looking to take your career to the next level We re looking for a DevOps Engineer to join our Data & Analytics Core Data Lake Platform engineering team. We are searching for self-motivated candidates, who will leverage modern Agile and DevOps practices to design, develop, test and deploy IT systems and applications, delivering global projects in multinational teams. P&G Core Data Lake Platform is a central component of P& G data and analytics ecosystem. CDL Platform is used to deliver a broad scope of digital products and frameworks used by data engineers and business analysts. In this role you will have an opportunity to leverage data engineering skillset to deliver solutions enriching data cataloging and data discoverability for our users. With our approach to building solutions that would fit the scale P&G business is operating , we combine data engineering best practices (Databricks) with modern software engineering standards (Azure, DevOps, SRE) to deliver value for P&G. RESPONSIBILITIES: Writing and testing code for Data & Analytics platform applications and building E2E cloud native (Azure) solutions. Engineering applications throughout its entire lifecycle from development, deployment, upgrade, and replacement/termination Ensuring that development and architecture enforce to established standards, including modern software engineering practices (CICD, Agile, DevOps) Collaborate with internal technical specialists and vendors to develop final product to improve overall performance, efficiency and/or to enable adaptation of new business process . Explore Location Close the popup Apply Now Save job

Guides and coaches the Scrum Team (Product Development Team) on how to use Agile practices and principles to deliver high quality product standards. Gets team to a high performing level by recognizing areas of strength and improvement and employing appropriate coaching and development techniques. Responsible for ensuring Scrum is understood and the team adheres to Scrum values, principles, practice, and guidelines. Coaches the Scrum team in self-organization, cross-functional skillset, domain knowledge and communicates effectively, both internally and externally working within the Scrum team. Works with Scrum Team, as well as internal and external stakeholders, to influence and drive decision making and support organizational project or product teams. Resolves team impediments with other Scrum master s to increase the effectiveness of the application of Scrum within the organization. Works with Agile coaches and other Scrum master s to grow within the role. Contributes to the advancement and improvement of Agile practices within the organization. Facilitates and supports all scrum events/ceremonies: Sprint Planning, Daily Scrum, Sprint Review, Sprint Retrospective & Backlog Refinement. Demonstrate Servant-leadership by way of coaching, consulting, mentoring, and supporting Agile teams assigned to Product Dev, Business & Ops Team. Manage & Facilitate Scrum of Scrums event/ceremony with multiple scrum teams/feature.

Message to applicants applying to work in the U.S. and/or Canada: When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidates hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process. U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community. Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% of incentive target for each 1% of attainment between 50% and 75%; 1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation. For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

Message to applicants applying to work in the U.S. and/or Canada: When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidates hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process. U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community. Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% of incentive target for each 1% of attainment between 50% and 75%; 1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation. For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

Message to applicants applying to work in the U.S. and/or Canada: When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidates hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process. U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community. Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% of incentive target for each 1% of attainment between 50% and 75%; 1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation. For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

Message to applicants applying to work in the U.S. and/or Canada: When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidates hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process. U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community. Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% of incentive target for each 1% of attainment between 50% and 75%; 1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation. For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

Message to applicants applying to work in the U.S. and/or Canada: When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidates hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process. U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community. Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% of incentive target for each 1% of attainment between 50% and 75%; 1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation. For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

Message to applicants applying to work in the U.S. and/or Canada: When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidates hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process. U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community. Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% of incentive target for each 1% of attainment between 50% and 75%; 1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation. For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

Our purpose, driven by our people, is what makes us the worldwide leader in technology that powers the internet. Helping our customers reimagine their applications, secure their enterprise, transform their infrastructure, and meet their sustainability goals is what we do best. We ensure that every step we take is a step towards a more inclusive future for all. Take your next step and be you, with us! Message to applicants applying to work in the U.S. and/or Canada: When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidates hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process. U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community. Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% of incentive target for each 1% of attainment between 50% and 75%; 1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation. For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

Message to applicants applying to work in the U.S. and/or Canada: When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidates hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process. U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community. Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% of incentive target for each 1% of attainment between 50% and 75%; 1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation. For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

Message to applicants applying to work in the U.S. and/or Canada: When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidates hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process. U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community. Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% of incentive target for each 1% of attainment between 50% and 75%; 1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation. For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

Message to applicants applying to work in the U.S. and/or Canada: When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidates hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process. U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community. Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% of incentive target for each 1% of attainment between 50% and 75%; 1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation. For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.