Enterprise Solutions

Enterprise Solutions

Glocomms: Enterprise Solutions Recruitment

The larger an organisation becomes, the more reliant it is on efficient software solutions. Enterprise solutions are designed to integrate multiples branches of an organisations structure, from accounting to customer relationship management, in order to unlock the power of real time information. With the correct programme and organisation a business can boost its productivity and workflow, decrease human error and streamline processes – ultimately leading to an increase in revenue. With year on year growth frequently exceeding ten percent, the enterprise solutions software market is the fastest growing segment in the IT industry.

At Glocomms, we specialize in providing enterprise solutions that help businesses grow and maximize their potential. From hiring to onboarding to training and beyond, our solutions help businesses meet their goals and objectives. We also provide job seekers with the best job opportunities available, so they can find their perfect fit. Our expert team of recruiters and HR professionals will help match job seekers with the most suitable positions for their skills and experience.

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Benefits of working with us

Our Enterprise Solutions recruitment specialists support growing technology businesses source the right go-to-market strategy talent, manage the recruitment process and facilitate onboarding. With multi-lingual language support, we provide international recruitment expertise to secure business-critical talent across Europe.

Our recruitment benefits

Experience

We have a decade’s worth ofEnterprise Solutionsexperience as a leading talent partner in Technology.

Network

A vast, global network of the best, in-demandEnterprise Solutionstalent.

Knowledge

Our award-winning talent specialists offer bespoke, tailored guidance on the latest hiring trends.

At Glocomms, we are dedicated to cultivating enduring alliances grounded in trust, honesty, and shared prosperity. Our commitment lies in delivering customized solutions that align with your distinct demands, granting adaptable alternatives to match yourEnterprise Solutionsrecruitment preferences. Whether you seek swift placement for pivotal roles or aspire for strategic talent acquisition solutions, our arsenal of resources and proficiency ensures successful outcomes.Share your vacancy with us today.

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Enterprise Solutions Jobs

Director, Industrial Security

Title: Director, Industrial Security Location: Oregon - on-site Comp: $150,000 - $170,000 + Equity Glocomms are partnered with a global Industrial firm which specializes in the Marine, Defense, and Aerospace industries handling a large variety of DoD related projects supporting national defense, infrastructure, and energy generation, in the search for a Director of Industrial Security to join the business on a full-time permanent basis. In addition to advising and assisting Facility Security Officers (FSO) in overseeing security programs under the NISP, this function supports the corporate security team and is primarily responsible for directing the industrial security program in the planning, development, and execution of NISP security operations. In terms of protecting classified material, controlled unclassified material, and other proprietary technology and data subject to contractual or regulatory control by the US Government, the role acts as the TCO and primary advisor to the parent company and the Government Security Committee (GSC). Although this role falls within the overall purview of the business unit, it does call for a self-driven applicant who can function independently or in a team with little supervision. We are searching for someone with the self-assurance to put security protocols in place that will stop illegal entry to government and corporate facilities, as well as to make crucial security judgments about high-value contracts. To guarantee that firm policies and processes comply with government standards, you will also need to assist security self-inspections, apply risk mitigation methodologies, support customer evaluations, and plan and execute security operations. Responsibilities: Verifies that all business criteria for the NISPOM are fulfilled in order to guarantee adherence to the NISPOM for all classified programs with DD254 (Contract Security Classification Specification). Take on the role of TCO and ensure that all procedures, documentation, and correspondence are up to date and in compliance with the company's FOCI mitigation instrument with DCSA. Act as FSO and oversee NISP activities for applicable security programs and regulatory requirements, including ITAR/Export compliance. Provide administration and oversight of NISPOM-directed requirements, including developing and maintaining Standard Practice and Procedures (SPP), and management of FCL requirements. Provide administration and oversight of COMSEC account, and compliance with applicable NSA regulations. Manage ITAR/Export compliance tasks on a daily basis for enterprises that have been mitigated by FOCI, in accordance with NISP standards. Prevents unauthorized disclosures and exports of government, intellectual, third-party, and corporate information by developing, putting into practice, and managing a plan for affiliated operations, technology control, electronic communications, visitor security, facility location, and other NISP-imposed regulations. Security Clearance required.

US$150000 - US$170000 per year + Equity
Oregon
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Salesforce B2B Commerce Developer (LWC/LWR)

We are seeking a skilled and experienced Salesforce B2B Commerce Developer to join our team on a full-remote, 6-month contract starting in July. The ideal candidate will be responsible for managing the technical aspects of our B2B Commerce projects, with a strong focus on developing and optimizing solutions using Lightning Web Components (LWC) and Lightning Web Runtime (LWR). Start Date: July Location: Full Remote Duration: 6 months Responsibilities: Develop B2B Commerce Solutions: Use LWC and LWR to build and optimize Salesforce B2B commerce applications. Technical Leadership: Lead technical development, ensuring best practices and high performance. Customization & Integration: Tailor B2B Commerce features to meet business needs and integrate with other systems. Collaboration: Work with product managers and designers to gather requirements and develop solutions. Support & Troubleshooting: Provide technical support and resolve issues during and after deployment. Documentation: Maintain clear and comprehensive documentation. Qualifications: Experience: 3-5 years in Salesforce development with a focus on B2B Commerce. Technical Skills: Proficient in LWC, LWR, Apex, Visualforce, SOQL, HTML, CSS, JavaScript, and RESTful APIs. Certifications: Salesforce B2B Commerce Developer certification is a plus. Communication: Strong communication skills to explain technical concepts to non-technical stakeholders. Please apply asap if you are interested.

Negotiable
England
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Salesforce Billing Technical Consultant

A nationally renowned communications customer in the USA have tasked us with finding them a Salesforce Billing Technical Expert to support them in full remote. The aim of the project is to support the customer with a brand new build and provide technical expertise during the implementation. Key Responsibilities: Solution Design: Analyze business requirements and design comprehensive Salesforce Billing solutions. Implementation: Configure Salesforce Billing features and develop custom solutions using Apex, Visualforce, and Lightning components. Integration: Integrate Salesforce Billing with other Salesforce clouds and third-party systems. Technical Leadership: Provide technical guidance, troubleshoot issues, and ensure best practices in coding and deployment. Collaboration: Work with cross-functional teams, conduct status meetings, and train end-users. Documentation: Document configurations, create user guides, and provide post-deployment support. Qualifications: Technical Skills: Experience with Salesforce Billing and CPQ, proficiency in Apex, Visualforce, Lightning Web Components, and Salesforce APIs. Experience: Proven track record in Salesforce Billing implementations; communications industry experience preferred. Conditions: Start: ASAP Duration: 4 months Location: Remote Worker type: W2 Hours: 40 per week Please apply ASAP if you are interested as interviews for this role commence 23/05.

Negotiable
United States of America
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News & Insights

A Guide to Negotiating Your Notice Period Image
cyber-security

A Guide to Negotiating Your Notice Period

​In Germany, the average notice period is 3 months but can be as long as 6 months. There is a good reason behind this - to protect your rights as an employee in case of redundancy or termination. However, while a notice period should be treated with respect, there might be situations where proactively discussing your leaving date with your employer could be of benefit for you as well as both your current and future employers. This guide provides you an overview of factors to consider in this context and guidelines on how to professionally navigate the process.Benefits of shortening your notice periodThere may be several reasons for wanting to leave your current employer earlier, including to:Avoid awkwardness in the workplaceThere is a reason for the maxim, “Always leave the party when you’re still having fun.” The longer you stay, the more chance for things to sour. The last thing you want is to feel like a guest who has outstayed their welcome. You want to be remembered as a great employee who made a fantastic contribution to the success of your current employer, while you were there. Simultaneously, it is in the interest of your current employer and colleagues to maintain a harmonious work environment. Stay interested in your current workInevitably, once you have told an employer you plan to leave, they might start removing you from important projects. They may even place you on gardening leave if you are going to a competitor. Companies use gardening leave as a protectionist measure to ensure that the departure of senior executives has minimal impact on their reputation and success. But as an employee, a lengthened period of less responsibility in your current position or complete time away from the job might have a negative effect on your motivation. Gain a higher salary or better career experience soonerThere is a reason that you are embarking on a new job. Whether it is the chance to work for a specific company, on an incredible project, in a unique role that only comes once in a blue moon, or simply for a higher salary – something attracted you to go. The sooner you leave, the sooner you begin the next stage of your career. Whether it’s a new gadget or a new job, our brains are hardwired to seek new stimulus. A new job offers a huge amount of novel stimuli, but the longer you have to ruminate on it, the less exciting it might seem. Exiting within a reasonable time frame might help you to capitalize on the excitement of just having secured a new job.Have cross-over with your incumbentGenerally speaking, the more time you are able to spend with your predecessor in your new role, the more valuable information you will be able to acquire. No-one else will be a greater foundation of knowledge regarding the role ahead. They will also be able to define the rest of your team’s organisational structure. Furthermore, by building a rapport, not only will you build your reputation within the new firm, you might also be able to ask for their advice, if you ever face a difficult situation regarding the position in the future.How to negotiate your noticeAs the notice period is usually part of your official employment contract that has to be respected, it is not a simple conversation you have with your employer in passing. Proactively seeking a discussion while considering all of the following factors will demonstrate your respect for your current employer and underline your professionalism.Know your contract inside and out To avoid any unwelcome surprises, you need to know the terms of your employment inside and out. Check for any specific exit clauses, anti-competition clauses, and any clauses regarding your bonus or training repayments. Properly prepared, you’ll be in the best position to competently negotiate terms and understand what the best outcome can be.Hand in a formal resignationUsually, all you need to resign is a one-line letter letting your employer know your intention to resign, your official and preferred last date of employment. In Germany, your letter must be handwritten; your employer is not obliged to accept a resignation communicated digitally (see: Civil Code (BGB) §623). Your notice period starts when your employer acknowledges they have received your resignation, not when it is delivered, so try and get it signed as soon as possible. Your letter should be kept brief, remain professional, and doesn’t require reasons for your resignation. Express that you have appreciated the opportunities provided by the position, including developing your skills, building on your knowledge of your sector, or responsibilities or challenges you have felt particularly proud of. When seeking to shorten your notice period, it is vital to mention your willingness to assist your employer with the transition period around you leaving the company. State those projects you will be able to complete within your notice period, and what you can do to help your handover process go smoothly. Be realistic about the outcomeWhile your employer might accept your suggested exit date straight away, it is unlikely to happen without a formal conversation. Once you both agree on a leaving date that is earlier than your contractual notice period, you can both sign an "Aufhebungsvertrag" or compromise agreement. This agreement will terminate your contract on a mutually agreed date that you want to leave. Be realistic when making suggestions. What is the earliest that you can leave while being considerate of their needs? Empathize with your current employer.Your resignation is likely to be a shock. After all, you are a brilliant employee who has a significant impact on the success of your business (no wonder that you’ve been snapped up hungrily by someone else). Immediately, your boss will be concerned about several factors including loss of valuable expertise, an increased workload for the rest of the team, the cost of finding a suitable replacement, and even the potential damage to their reputation. For this reason, it’s best to revisit the notice period a few days after the initial resignation when your boss will be further along the change curve. Next, it is time to show that you’re prepared to help mitigate any negative impact from your departure. You can formalise this as part of the aforementioned compromise agreement with your employer for agreeing to a shortened notice period. This type of contract can be agreed after discussing factors such as sourcing and training your successor or completing projects within a certain time frame.Source and suggest a replacementMost likely, your employer’s primary concern is filling your shoes. The best way to allay their concerns and to successfully negotiate your notice period is to help them find a replacement. After all, you’re the ultimate resource for knowing what a good replacement looks like! If you did your research and developed relationships throughout your time with the company, you most likely know who would want to be in your role and also who would be a good replacement for you. Whether they are in your team or another department, reach out and explain the job requirements and why you think they would make a great match. The nature of your role may have evolved since you started, so it is advised to draw up a new job description and requirements. They will appreciate the effort and you will show that you are willing to go the extra mile to make your exit as smooth as possible. Sharing the position with your wider network on LinkedIn will also show you are still an advocate for the company; alleviating their concerns about any possible damage to their reputation. If you need any specialist help, get in touch. Glocomms can source a temporary or permanent replacement.Prepare a thorough handover or ‘operating manual’As tempting as it may be to ‘wind down’ during a notice period, it is important to leave a job on good terms. This will involve a last extra push of effort in creating a comprehensive handover process between you and your replacement. Work alongside your boss to see how your work and responsibilities can be picked up by others on your team, and how you can help your replacement hit the ground running when they join the business. In a longer notice period, you may even have time to train your replacement on workplace processes and the details of your work. You can brief the new employee with important information about clients and project status. Helping with your transition period is a great way to end your role on a positive note, and lessen the effect of your departure on your company. It will be appreciated both by your supervisor and your company’s new hire, and can result in a glowing reference.Use your annual leaveNext to a proactive and considerate conversation with your employer, you might also be able to shorten your notice period through using up your outstanding annual leave for the rest of the year. This time can be offset against your notice, meaning you can take all of your remaining annual leave, effectively shortening your work days. Employers also find this compromise attractive, as they are obligated to pay you for outstanding leave. While this can reduce the awkwardness of lingering in the workplace, you’ll nevertheless be considered an employee. At Glocomms, we’ve also helped candidates wield their annual leave as a bargaining chip. By giving up their remaining annual leave, tech professionals have successfully traded the days or weeks for an earlier termination date – enabling them to get started in their exciting new role quickly.Good to knowThe employment relationship is governed and regulated by statutory laws, the contract, and any collective agreements with the works council or collective bargaining agreements with the union. You can visit the website of the German Federal Ministry of Justice and Consumer Protection for an overview of your employment rights. Securing your bonusFrom tech candidates, one of the most frequent concerns we hear is about securing their bonus during negotiation. You will doubtless expect to receive your bonus if you have worked a full year, or a pro-rata payment if you leave before the year’s end. However, most contracts have bonus clauses that state: You need to be employed at the bonus payment date and/orYou must not be working under notice It is important though, to pay attention to how your bonus is formulated within your contract. If your bonus is partly granted in recognition of your performance during the relevant financial year, then your employer is legally obliged to pay it. Accordingly, if you leave before the end of the financial or calendar year, you should receive a pro-rata bonus payment. If your bonus is in no way tied to your performance but as an incentive to stay with the company, then your employer can make the payment conditional on your employment contract not being under notice. Moreover, if you resign within a certain date of receiving such a bonus your employer can demand you pay it back, so keep this in mind during the process of terminating your employment. Note: The law around bonuses in Germany is constantly under review. Stay up-to-date.Next stepsAvoid negativityHanding in your notice does not mean you have free reign to openly complain about your job, or slack on your work entirely during your notice period. Even if you are leaving a difficult atmosphere, be respectful and mindful on how you communicate this. Keep your (soon to be former) colleagues in mind, who may be facing a more difficult time without your support. Offer to help them the best you can so you don’t leave them in a tight spot.When discussing your reasons for leaving, try and stay on positive subjects and instead emphasise the benefits of the current role, what you have learned and how it has helped your career. There is little to gain from being negative, but there is a lot to gain from leaving on good terms. Leave on good termsThe tech market is surprisingly small, so don’t burn bridges. You’ll never know when you run into an old boss or colleague again – and you may return to them in the future! If it is in-line with the company practices and culture, you may wish to send individual farewell messages to your team members thanking them for the specific support they have provided throughout your time in the role. Bear in mind not to exclude colleagues that you did not get along with; a neutral message wishing them all the best for the future will still be appreciated.Look to the futureAs a specialist recruitment partner, Glocomms is here to support you throughout your career journey, including transition periods. Get in touch with the team for personal advice. Take the next step in your careerGlocomms is a leading talent partner specializing in multiple sectors across Technology, Data Science and Cyber Security. View our range of job opportunities across a variety of rapidly-growing industries and register your CV.

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Performance over Presence Image
cloud-infrastructure

Performance over Presence

​For the past year, the high-speed mass adoption of flexible working required employers to redefine and re-examine the workplace. As expected, forward-thinking Tech and IT companies that embrace digital transformation were the ones that continued to thrive in this new environment. If flexible agility, cloud technology, and secure infrastructures are signs of permanent change, what does this mean for technology firms? ​Our latest Career Insight, ‘Performance over Presence’ offers an in-depth analysis into the hybrid-remote approach; a business model which intertwines remote with working present on-site. If the evolving experience-based hybrid approach is to be established, institutions may be likely to explore the potential benefits and caveats to this structure.Does the hybrid-remote model support workers and simultaneously avoid an eroding of company culture? How can leaders manage performance with geographically dispersed teams? Can hybrid working arrangements prevent a cacophony between employers and employees? At Glocomms, these are the questions that have defined our post-pandemic conversations. Perhaps, the hybrid-style approach allows employees to be part of an integrated strategy and offers a window into a more purpose-driven and brighter future for the workplace. ​

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How to Ace a Virtual Interview Image
data-analytics

How to Ace a Virtual Interview

Video interviews have begun growing in popularity, however as the Covid-19 epidemic continues, this method of interviewing has become a prominent part of companies’ application process. But video interviews come with a new set of difficulties.For many tech professionals in Germany, a video interview may seem simple as it’s in the comfort of your own home. However making a great impression can prove more challenging compared to face-to-face interviews. Unlike a traditional in-person interview, you’re in control of your environment, so it’s important to ensure that your surroundings allow you to make the best first impression.Download this guide for top tips on how to prepare and succeed in this type of interview. From advice on your body language to preventing technology issues; this guide is here to ensure you create the best impression of yourself.

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Hiring Business Critical Talent Through Video Interview Image
development-engineering

Hiring Business Critical Talent Through Video Interview

During the Covid-19 epidemic, many of us in Germany are grappling with a new reality.However, it could be argued that during this pandemic the demand for talent in the tech space is still an integral part of business which is just requiring a change of strategy.This is an opportune moment to use technology to your advantage in your hiring process and get ahead of the competition to secure business-critical talent. As a hiring manager, using video calling as part of your recruitment process is fundamental in dealing with social distancing measures.  We’re aware that videos can be a whole new process for you, but it could also become a common practice of your workplace for the foreseeable future.  Download our guide for ways this style of interview can help improve diversity within your company, and also ways to change your interview techniques to ensure you hire the right cultural fit.

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International Women's Day 2020: An Interview with Nathalie Zetzmann Image
enterprise-solutions

International Women's Day 2020: An Interview with Nathalie Zetzmann

​​The race is on for a gender equal workforce throughout the technology sector. According to the German Federal Ministry for Economic Cooperation and Development, only 24% of IT jobs are filled by women and the sector is still heavily male-dominated in Germany. Nathalie Zetzmann, Principal Consultant Data & AI at Glocomms Berlin, discusses the unique position that recruiters play in furthering gender equality in the technology sector.The 2020 International Women’s Day theme is that an equal world is an enabled world. What does that mean to you in the IT industry?We live in a very diverse world. To master the very diverse challenges of this world, in my opinion, we need very diverse viewpoints and different perspectives. That is why everyone should have the same rights and chances to contribute to solutions for the society we live in.Is gender equality a topic that often comes up in conversations with candidates and companies?Especially in the IT industry there are way more male than female actors. Even though all companies wish for diverse teams, it is hard to find enough female candidates to make this possible in the first place. What role can recruiters play in creating an equal world?Recruiters should find out what is important for female candidates in a work environment and let the companies know so that the companies can implement it in their hiring strategy. What advice would you give to a company trying to create a diverse hiring strategy?I would give the advice to companies to listen to what candidates wish for. For example for working mums to be open to new work concepts like home office, flexible working hours or no-core-hour-concepts, so that they can schedule their day as they need to. It seems simple, but there are so many companies that are just not listening to the needs of their employees. If they did, they could win way more candidates in general and be able to have more diverse teams.Nathalie Zetzmann works as a Principal Recruitment Consultant Data & AI at Glocomms Berlin. Grown up in Bavaria, Germany, studied Environmental Engineering and Business Administration and is especially interested in female in tech, medtech and sustainabletech.. Get in touch with Nathalie to discover how to build a diverse hiring strategy.​Submit a Vacancy

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How to Look Beyond the CV to Find the Right Talent Image
cloud-infrastructure

How to Look Beyond the CV to Find the Right Talent

​While CVs are useful for hiring managers who are looking to employ within the German technology sector in terms of being able to tick the ‘must have’ boxes for required skills, there is a lot they can’t tell you about a candidate. Candidates are also likely to exaggerate about their skills and achievements on a CV, or make out they had more responsibility in a previous role than they actually held. When hiring for new roles in the tech sector, it is more useful to look beyond the CV to find those soft skills and personality traits which will fit in your unique culture and the requirements of your team. A resume, however impressive, cannot tell you if a candidate has enthusiasm, drive or an infectious positive personality. This article will help hiring managers look for these qualities during the recruitment process, and how to test a candidate beyond telling you how good they are, but instead showing you what they are capable of. ​​

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