231 Cap Jobs - Page 2

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.

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.

We are seeking a talented and solution-oriented SAP BTP Full Stack Developer to join our team. As a SAP BTP Full Stack Developer, you will be responsible for designing, developing, and deploying full-stack applications on the SAP Business Technology Platform (BTP). This will involve leveraging services such as CAP (Cloud Application Programming Model), Fiori/UI5, Node.js, and Java to create extensible and scalable enterprise applications that integrate with core SAP systems like S/4HANA and SuccessFactors. Location: Dubai, UAE (remote only) Terms: 12-months contract (extendable) Your key responsibilities will include developing full-stack enterprise applications on SAP BTP using CAP, Fiori/UI5, Node.js, and Java. You will also be tasked with designing and building OData and REST APIs, as well as integrating them with on-prem and cloud SAP systems. Additionally, you will develop custom SAP Fiori apps and extensions using SAPUI5 and SAP Fiori Elements while leveraging SAP BTP services like SAP Cloud Application Programming, SAP HANA Cloud, SAP Event Mesh, Business Rules, and Destination Services. Furthermore, you will actively participate in agile development processes, which includes sprint planning, backlog refinement, and code reviews. Security best practices implementation, such as XSUAA authorization, OAuth 2.0, and JWT token handling, will also be part of your responsibilities. Troubleshooting, debugging, and optimizing performance across frontend and backend components will round out your duties. Qualifications: - At least 3 to 6 years of experience in SAP BTP development - Strong experience with CAP (Node.js or Java flavor), SAP Fiori/UI5, and SAP BTP services - Proficiency in JavaScript, Node.js, SQL, and Java - Experience with SAP HANA Cloud, OData services, and backend database modeling - Understanding of SAP extensibility concepts (in-app and side-by-side extensions) - Familiarity with SAP Business Application Studio (BAS) and SAP Cloud Foundry - Experience working with Git, CI/CD pipelines, and agile methodologies,

Join us at Barclays in the role of Tech Insight & Planning Analyst, where you will play a crucial part in delivering technology finance solutions. Your experience in Technology and/or Finance related Transformation will be vital for success in this role. The ability to navigate enterprise business change and process improvement is fundamental to drive positive outcomes by aligning cost transparency insights with the teams who can leverage them to strengthen the Bank. At Barclays, we are not just predicting the future - we are actively shaping it. To excel in this role, you will need to possess the following skills: - Proficiency in writing Python scripts, along with a working knowledge of power query & Alteryx tool - Strong written and verbal communication abilities - Sound understanding of financial statement analysis - Strong analytical and problem-solving capabilities - Capacity to collaborate with multiple teams to drive business outcomes - Minimum educational requirement - Graduate Additionally, the following skills will be highly valued: - Familiarity with Barclays Management and Functional Hierarchy - Proficiency in navigating Finance tools such as SAP, CAP, BCE - Understanding of Barclays Entity structure - High energy levels, productivity, positivity, and influence - Exceptional attention to detail and the ability to simplify complex problems - Excellent interpersonal and communication skills - Ability to work well within a team while also being self-reliant and proactive Your performance in this role will be assessed based on critical skills necessary for success, which include risk and controls, change and transformation, business acumen, strategic thinking, digital and technology, as well as job-specific technical skills. This position is based in our Noida and Gurugram offices. **Purpose of the role:** As a Tech Insight & Planning Analyst at Barclays, your primary responsibility will be to provide financial expertise and support to specific business units or departments within the organization. You will act as a liaison between the finance function and various business units, bridging the gap between financial data and business decisions. **Accountabilities:** - Development and implementation of business unit financial strategies, plans, and budgets, utilizing insights to evaluate the financial implications of strategic initiatives and recommend appropriate actions. - Creating financial models to forecast future performance, assess investment opportunities, evaluate financial risks, and analyze the impact of business decisions on financial performance while providing recommendations. - Collaborating across functions to offer financial insights and guidance to business unit stakeholders. - Identifying opportunities for and implementing financial process improvements to streamline financial operations. - Supporting business units in identifying, assessing, and mitigating financial risks, including providing training and guidance on financial risk management and compliance practices. - Analyzing and presenting financial data to provide insights into business performance, identify trends, and support decision-making. **Analyst Expectations:** - Performing assigned activities in a timely manner and to a high standard consistently driving continuous improvement. - Demonstrating in-depth technical knowledge and experience in the assigned area of expertise. - Leading and supervising a team, guiding professional development, allocating work requirements, and coordinating team resources. - Collaborating with other functions and business areas. - Taking responsibility for end results of a team's operational processing and activities. - Advising and influencing decision-making within your area of expertise. - Managing risk and strengthening controls in relation to the work you own or contribute to. - Demonstrating an understanding of how your sub-function integrates with the function and the organization's products, services, and processes. - Resolving problems by identifying and selecting solutions through the application of acquired technical experience. - Acting as a contact point for stakeholders outside of the immediate function and building a network of contacts outside the team and external to the organization. All colleagues are expected to embody the Barclays Values of Respect, Integrity, Service, Excellence, and Stewardship, as well as the Barclays Mindset of Empower, Challenge, and Drive.,

As an Assistant Vice President in the TBM Insight role at Barclays, you will play a crucial part in supporting the delivery of technology finance solutions. Your experience in Technology and/or Finance related Transformation will be essential to drive success in this role. Your expertise in enterprise business change and process improvement will enable you to align cost transparency insights with the teams effectively, strengthening the Bank. At Barclays, we are not just predicting the future - we are actively shaping it. To excel in this role, you should possess the following skills: - Experience in a Techno finance role, with a focus on financial expertise including financial data & statements analysis, planning and forecasting, and a solid grasp of allocation methodologies. Proficiency in handling large data sets using excel, power query, and other data tools is required. - Hands-on experience in writing Python scripts, along with working knowledge of power query & Alteryx tool. - Strong written and verbal communication skills. - Sound understanding of financial statement analysis. - Robust analytical and problem-solving skills. - Ability to collaborate with multiple teams to drive business outcomes. - Minimum education qualification of Graduate. Additional highly valued skills may include: - Understanding of Barclays Management and Functional Hierarchy. - Proficiency in navigating Finance tools (e.g., SAP, CAP, BCE) would be beneficial. - Familiarity with Barclays Entity structure would be an added advantage. - Energetic, productive, positive, and influential attitude. - Exceptional attention to detail and the ability to simplify complex problems. - Excellent interpersonal and communication skills. - A team player who is also self-reliant and capable of working independently. Your performance in this role will be assessed based on key critical skills such as risk and controls, change and transformation, business acumen, strategic thinking, and digital and technology, along with job-specific technical skills. The purpose of this role is to provide financial expertise and support to specific business units or departments within the organization. You will act as a liaison between the finance function and various business units, bridging the gap between financial data and business decisions. Key Accountabilities include: - Developing and implementing business unit financial strategies, plans, and budgets. - Creating financial models to forecast future performance, assess investment opportunities, and evaluate financial risks. - Collaborating cross-functionally to provide financial insights and guidance. - Identifying opportunities for financial process improvements and implementing them. - Supporting business units in identifying, assessing, and mitigating financial risks. - Analyzing and presenting financial data to provide insights into business performance and support decision-making. As an Assistant Vice President, you are expected to advise and influence decision-making, contribute to policy development, and ensure operational effectiveness. You will lead a team in performing complex tasks, set objectives, coach employees, and appraise performance. If in a leadership role, you will demonstrate leadership behaviours focusing on listening, inspiring, aligning, and developing others. Overall, all colleagues at Barclays are expected to embody the Barclays Values of Respect, Integrity, Service, Excellence, and Stewardship, along with demonstrating the Barclays Mindset of Empower, Challenge, and Drive in their behavior.,

As a passionate and experienced Expert / Senior Full Stack Developer/Senior Developer with AI Skills at SAP, you will be joining a new engineering team focused on enabling the world to run better through innovative technology solutions. With a strong emphasis on collaboration and a shared passion for driving positive change, you will play a key role in building the foundation for tomorrow and creating an inclusive workplace that values flexibility and diversity. Your responsibilities will include developing cloud & SaaS applications, leveraging your expertise in AI product development, particularly in Agentic AI. You will have the opportunity to work with LLMs and generative AI frameworks, integrating AI-driven features into applications. Your experience with GenAI, LLMs, RAG, Lang Chain, VectorDBs will be crucial in contributing to the success of the team. In this role, you will utilize your expertise in developing RESTful services using technologies such as Spring Boot or Node.js, along with knowledge of SAPUI5 JavaScript, React, Angular, or Vue. Additionally, familiarity with BTP, CDS, CAP, Cloud Foundry, microservices, CI/CD pipelines, DwC, and build automation tools like Jenkins will be beneficial. You will be part of the Deployment Hub team, which is dedicated to simplifying deployment experiences and accelerating time to value through personalization and integration of SAP products. By focusing on customer obsession and leveraging automation and data-driven approaches, the team aims to enhance the product experience, drive improved customer satisfaction, and increase operational efficiency. At SAP, we are committed to creating an inclusive and diverse workplace where every individual, regardless of background, can thrive and contribute their unique talents. Our culture of inclusion, focus on well-being, and flexible working models ensure that all employees can perform at their best. We value the diverse capabilities and qualities that each person brings to the company, investing in our employees" growth and development to unleash their full potential. As part of a global cloud company with a strong team ethic and a commitment to personal development, you will have the opportunity to work on cutting-edge innovations that impact over four hundred thousand customers worldwide. SAP's purpose-driven approach and collaborative culture empower employees to tackle challenges and drive meaningful solutions. Join SAP in its mission to unleash all talent, create a more equitable world, and drive positive change through inclusive practices and innovative technology solutions.,

We are seeking a skilled and solution-oriented SAP BTP Full Stack Developer to join our team. As a SAP BTP Full Stack Developer, you will be responsible for designing, developing, and deploying full-stack applications on the SAP Business Technology Platform (BTP). This will involve utilizing services such as CAP (Cloud Application Programming Model), Fiori/UI5, Node.js, and Java to create enterprise applications that integrate with core SAP systems like S/4HANA and SuccessFactors. Location: Dubai, UAE (remote only) Terms: 12-months contract (extendable) Key Responsibilities: - Develop full-stack enterprise applications on SAP BTP using CAP, Fiori/UI5, Node.js, and Java. - Design and build OData and REST APIs, and integrate with on-prem and cloud SAP systems (S/4HANA, SAP SuccessFactors, etc.). - Create custom SAP Fiori apps and extensions using SAPUI5 and SAP Fiori Elements. - Utilize SAP BTP services such as SAP Cloud Application Programming, SAP HANA Cloud, SAP Event Mesh, Business Rules, and Destination Services. - Engage in agile development processes including sprint planning, backlog refinement, and code reviews. - Implement security best practices including XSUAA authorization, OAuth 2.0, and JWT token handling. - Troubleshoot, debug, and optimize performance across frontend and backend components. Qualifications: - Minimum 3 to 6 years of experience in SAP BTP development. - Strong expertise in CAP (Node.js or Java flavor), SAP Fiori/UI5, and SAP BTP services. - Proficiency in JavaScript, Node.js, SQL, and Java. - Experience with SAP HANA Cloud, OData services, and backend database modeling. - Understanding of SAP extensibility concepts for in-app and side-by-side extensions. - Familiarity with SAP Business Application Studio (BAS) and SAP Cloud Foundry. - Hands-on experience with Git, CI/CD pipelines, and agile methodologies.,

DesignationSenior Managing Partner (Dist_Dep42 SMP) Position description Recruitment Parameters -Increasing Distribution through Coding of new Partners & increasing LA base -Pragati Promotion -SAP / CAP Creation -Partner Promotion -Handhold & Coach Distribution for Recruitment -Minimum Distribution Criteria of 8:80 Business Parameters -Meet the budgeted business numbers -Maintain minimum Persistency of 85% -Coach & Train Agency to work Independently & Digitally -Meet the CLA numbers -Initiatives to improve Partner Income -Periodic meeting of Partners & Las -Support Agency with all relevant report & MIS Primary Responsibilities External Relations Internal Relations Educational qualifications preferred CategoryBachelor's Degree

we are seeking talented, client-facing, and collaborative SAP Developer (ABAP, CAPM) to join our rapidly growing team. The successful applicant will have exceptional technical expertise in ABAP programming and S/4 HANA implementations, with a passion for delivering innovative solutions that add substantial value to our clients, contributing to our reputation as one of the recent success stories within the Management Consulting Industry. The Opportunity As an SAP Developer, you will be responsible for designing, developing, and maintaining ABAP programs and enhancements to support our clients' needs. You will also be expected to demonstrate strong technical proficiency in S/4 HANA implementations, contributing as part of an exceptional team to deliver high-quality solutions. Traditionally this has been classic ABAP but now we work with clients moving to ABAP Eclipse and RAP as part of a Clean Core approach. Some of our developers have also built some CAPM (Cloud Application Programming) skills to be able to support extensions to developments that have been made in nodeJS or Java. Key Responsibilities The role will include but not be limited to: Development: Design, develop, and maintain ABAP programs and enhancements, ensuring optimal performance and adherence to best practices. S/4 HANA Expertise: Take responsibility for ABAP development within the S/4 HANA environment, providing technical expertise and solutions that align with the clients business objectives and maximise a clean core approach. Consulting/Professional Services: Collaborate with clients to understand business requirements, provide technical guidance, and deliver effective ABAP solutions that meet project goals. Your Experience First and foremost, you are a genuine Management Consultant with exceptional communication skills, the ability to see the bigger picture, and a collaborative approach to creating exceptional solutions. You will also have relevant SAP skills, including: ABAP and S/4 HANA Expertise: You have proven experience as an ABAP Consultant with a focus on S/4 HANA implementations. Highly desirable to have experience in Eclipse, “ABAP in the Cloud”, and RAP or have initial learning of these skills through SAP certification Advantage to have experience or training in CAPM Cloud Application Management for SAP Build using nodeJS or Java: whilst not a core skill it is useful to supplement ABAP skills and provide flexibility for interesting new developments.. Experience Level: You have 6-10 years of experience in large-scale SAP implementation projects and have been part of at least 2 full project lifecycles. Technical Knowledge: In-depth understanding of ABAP programming language and SAP technologies is essential. Consulting Expertise: Experience in a consulting or professional services environment is required, with the ability to work closely with clients to understand their needs. Communication Skills: Strong interpersonal and communication skills to work collaboratively with cross-functional teams and clients. Problem-Solving: You possess strong problem-solving skills, with the ability to analyze complex business requirements and develop effective technical solutions. Certifications: C_ABAPD SAP Certified Associate Backend Developer - ABAP Cloud is expected; either you have this certification or are keen to achieve it The following additional certifications demonstrate broader skills and are an advantage: C_CPE SAP Certified Associate Backend Developer - SAP Cloud Application Programming Model C_LCNC SAP Certified Associate Low-Code/No-Code Developer - SAP Build C_AIG SAP Certified Associate SAP Generative AI Developer C_FIORD SAP Certified Associate SAP Fiori Application Developer

Design of steel Enabling Structures for Metros or Bridges with any of the below relevance JOB Description Casting & Stacking Yard Design, Schemes *Design of Launching girders for erection of girder of superstructure *Design of Moulds for precast girder segment precasting works Design of Mould shutters for I-Girders, U-Girders etc. *Design of Pier/Pier cap shutters for Viaduct *Design and Development of Erection schemes for elevated viaduct *Full span erection of precast Girder On Site Mould & LG Commissioning Experience Mould Commissioning Experience LG Commissioning Experience Metros - Station Construction methods Traffic decking & Muck decking Gantry supporting system Casting yard design for Establishment Equipment mobilisation design Erection schemes Excavation & Dewatering scheme Utilities management CMPC design coordination with client.

Role & responsibilities Assist the GM - QA in preparing and finalizing the Quality Manual. Implement and maintain quality assurance programs and policies in accordance with NABL, CAP, and other regulatory requirements. Support the GM - QA in conducting internal audits of the National Reference Lab and all other Torrent Labs in India. Supervise inter-lab standardization programs for all Torrent Labs in India. Lead and mentor the QA team, providing direction, training, and support to ensure consistent application of quality standards. Conduct regular audits and inspections of laboratory processes, identifying areas for improvement and implementing corrective actions. Collaborate with laboratory management and staff to ensure compliance with quality standards and regulatory requirements. Ensure timely audits of collection centres to maintain compliance and quality standards. Manage the accreditation process, including initial certification and ongoing maintenance. Regularly review QC records for labs across India. Oversee the development and review of Standard Operating Procedures (SOPs) and ensure consistent adherence. Manage and investigate non-conformances, incidents, and complaints, implementing root cause analysis and corrective actions. Monitor and analyse quality metrics, preparing and presenting reports to senior management. Drive continuous improvement initiatives, promoting a culture of quality and excellence within the organization. Train technical staff on quality standards and procedures. Ensure effective communication and collaboration with internal and external stakeholders, including regulatory bodies and accrediting organizations. Stay current with industry trends, regulatory changes, and best practices in quality assurance and laboratory management. Preferred candidate profile Strong leadership and team management skills, with the ability to motivate and guide a diverse team. Excellent analytical, problem-solving, and decision-making skills. Strong communication and interpersonal skills, with the ability to interact effectively with all levels of the organization

Company: Yash Technologies Location: Bangalore Job Description: Job Title: SAP BTP Frontend Developer Strong Experience SAP BTP with SAP UI5 (JavaScript) or SAP Fiori design and development Understanding of SAP development concepts, guidelines and SAP architecture Working with SAP Fiori Elements and annotation Knowledge of ERP systems in any kind of industry UI5 Extensions Nice to have Experience with CDS views, OData, ABAP knowledge Working with Business Application Studio Knowledge of CAP/RAP Job Title: SAP BTP Backend Developer Strong experience in designing and implementing SAP BTP-based solutions. Extensive experience on SAP HANA Cloud Development, HDI Containers, HANA OData Services (XSOData), HANA XSA/XSJS, SQL Scripting, Node.js and CF XSUAA services Extensive project experience in developing applications using CAPM, on SAP BTP Hands-on experience in using tools Git and BAS Sound knowledge on Micro services Architecture, web services and OData Experience in HANA Transport Management System, HANA Transport Container. Experience on HANA XS Advanced and HANA 2.0 version Good to have: Exposure on SAP Fiori, SAP UI5, JavaScript, JSON, XML technologies Good exposure to Devops methodologies knowledge in cloud platforms and cloud technologies (e.g. Kubernetes, Jenkins , Docker, etc.) Knowledge of Transaction systems such as SAP ECC, SAP GTS, SAP CRM, SAP APO and EWM. Regards, P. Ashwitha Interested people kindly share your updated resume to padma.ashwitha@gmail.com

Project Role : Application Designer Project Role Description : Assist in defining requirements and designing applications to meet business process and application requirements. Must have skills : SAP BTP Integration Suite Good to have skills : Accenture Delivery Methods (ADM)Minimum 5 year(s) of experience is required Educational Qualification : 15 YEARS FULL TIME Summary :As an Application Designer for Packaged Application Development, you will be responsible for assisting in defining requirements and designing applications to meet business process and application requirements using SAP BTP Integration Suite. Your typical day will involve collaborating with cross-functional teams, analyzing business requirements, and designing solutions to meet those requirements. Roles & Responsibilities:- Collaborate with cross-functional teams to analyze business requirements and design solutions using SAP BTP Integration Suite.- Assist in defining requirements and designing applications to meet business process and application requirements.- Develop and maintain technical documentation related to application design and development.- Provide technical guidance and support to development teams during the development and testing phases of the project. Professional & Technical Skills: - Must To Have Skills: Experience in SAP BTP Integration Suite.- Good To Have Skills: Experience with Accenture Delivery Methods (ADM).- Strong understanding of application design and development principles.- Experience with software development life cycle (SDLC) methodologies.- Experience with agile development methodologies.- Experience with cloud-based application development and deployment.- Experience with integration technologies and protocols such as REST, SOAP, and OData.- Experience with SAP Cloud Platform services such as SAP Cloud Application Programming Model (CAP) and SAP Fiori elements. Additional Information:- The candidate should have a minimum of 5 years of experience in SAP BTP Integration Suite.- The ideal candidate will possess a strong educational background in computer science, software engineering, or a related field, along with a proven track record of delivering impactful solutions.- This position is based at our Hyderabad office. Qualification 15 YEARS FULL TIME

Designation Chie f Managing Partner (Dist_Dep42 CMP) Position description Recruitment Parameters -Increasing Distribution through Coding of new Partners & increasing LA base -Pragati Promotion -SAP CAP Creation -Partner Promotion -Handhold & Coach Distribution for Recruitment -Minimum Distribution Criteria of 8:80 Business Parameters -Meet the budgeted business numbers -Maintain minimum Persistency of 85% -Coach & Train Agency to work Independently & Digitally -Meet the CLA numbers -Initiatives to improve Partner Income -Periodic meeting of Partners & Las -Support Agency with all relevant report & MIS Primary Responsibilities External Relations Internal Relations Educational qualifications preferred Category Bachelor's Degree

Position description Recruitment Parameters -Increasing Distribution through Coding of new Partners & increasing LA base -Pragati Promotion -SAP CAP Creation -Partner Promotion -Handhold & Coach Distribution for Recruitment -Minimum Distribution Criteria of 8:80 Business Parameters -Meet the budgeted business numbers -Maintain minimum Persistency of 85% -Coach & Train Agency to work Independently & Digitally -Meet the CLA numbers -Initiatives to improve Partner Income -Periodic meeting of Partners & Las -Support Agency with all relevant report & MIS Primary Responsibilities External Relations Internal Relations Educational qualifications preferred Category Bachelor's Degree

-Increasing Distribution through Coding of new Partners & increasing LA base -Pragati Promotion -SAP CAP Creation -Partner Promotion -Handhold & Coach Distribution for Recruitment -Minimum Distribution Criteria of 8:80Business Parameters -Meet the budgeted business numbers -Maintain minimum Persistency of 85% -Coach & Train Agency to work Independently & Digitally -Meet the CLA numbers -Initiatives to improve Partner Income -Periodic meeting of Partners & Las -Support Agency with all relevant report & MISPrimary Responsibilities External Relations Internal Relations Educational qualifications preferred CategoryBachelor's Degree

Position description Recruitment Parameters -Increasing Distribution through Coding of new Partners & increasing LA base -Pragati Promotion -SAP CAP Creation -Partner Promotion -Handhold & Coach Distribution for Recruitment -Minimum Distribution Criteria of 8:80 Business Parameters -Meet the budgeted business numbers -Maintain minimum Persistency of 85% -Coach & Train Agency to work Independently & Digitally -Meet the CLA numbers -Initiatives to improve Partner Income -Periodic meeting of Partners & Las -Support Agency with all relevant report & MIS Primary Responsibilities External Relations Internal Relations Educational qualifications preferred Category Bachelor's Degree

-Increasing Distribution through Coding of new Partners & increasing LA base -Pragati Promotion -SAP CAP Creation -Partner Promotion -Handhold & Coach Distribution for Recruitment -Minimum Distribution Criteria of 8:80Business Parameters -Meet the budgeted business numbers -Maintain minimum Persistency of 85% -Coach & Train Agency to work Independently & Digitally -Meet the CLA numbers -Initiatives to improve Partner Income -Periodic meeting of Partners & Las -Support Agency with all relevant report & MISPrimary Responsibilities External Relations Internal Relations Educational qualifications preferred CategoryBachelor's Degree.

Position description Recruitment Parameters -Increasing Distribution through Coding of new Partners & increasing LA base -Pragati Promotion -SAP CAP Creation -Partner Promotion -Handhold & Coach Distribution for Recruitment -Minimum Distribution Criteria of 8:80 Business Parameters -Meet the budgeted business numbers -Maintain minimum Persistency of 85% -Coach & Train Agency to work Independently & Digitally -Meet the CLA numbers -Initiatives to improve Partner Income -Periodic meeting of Partners & Las -Support Agency with all relevant report & MIS Primary Responsibilities External Relations Internal Relations Educational qualifications preferred Category Bachelor's Degree

-Increasing Distribution through Coding of new Partners & increasing LA base -Pragati Promotion -SAP CAP Creation -Partner Promotion -Handhold & Coach Distribution for Recruitment -Minimum Distribution Criteria of 8:80Business Parameters -Meet the budgeted business numbers -Maintain minimum Persistency of 85% -Coach & Train Agency to work Independently & Digitally -Meet the CLA numbers -Initiatives to improve Partner Income -Periodic meeting of Partners & Las -Support Agency with all relevant report & MISPrimary Responsibilities External Relations Internal Relations Educational qualifications preferred CategoryBachelor's Degree