Top Software Development Executive establishes and directs the strategic long-term goals, policies and procedures for an organization's software development program. Oversees the development, release, and maintenance of software applications in accordance with business needs. Being a Top Software Development Executive requires a bachelor's degree. Typically reports to top management. The Top Software Development Executive manages a departmental function within a broader corporate function. Develops major goals to support broad functional objectives. Approves policies developed within various sub-functions and departments. To be a Top Software Development Executive typically requires 8+ years of managerial experience. Comprehensive knowledge of the overall departmental function. (Copyright 2024 Salary.com)
eProductivity Software is a leading global provider of industry-specific business and production software technology for the packaging and print industries. The company is headquartered in Pittsburgh, Pennsylvania with offices and teams worldwide. eProductivity Software’s integrated and automated offerings and point solutions are designed to enable revenue growth and drive operating and production efficiencies. With over thirty years dedicated to delivering best-in-class technology to the packaging and printing industries, it is the company's deeply held philosophy that eProductivity Software succeeds when its customers thrive. For more information, please visit www.eProductivitySoftware.com
ePS is hiring for an Account Development Representative - Midwest - Print, to extend our customer reach across the commercial print, packaging and corrugated markets. ADR's are responsible for maintaining a routine call frequency into their prospect and customer bases to establish and build trustworthy relationships with decision-makers and business owners. The ADR's must be able to provide high-value-add to our customer base by selling products, solutions and services that extend product life-cycles/warranties, provide additional product functionality/benefit, advance the desired state of their workflows and constantly challenge executives to make additional improvements to their business.
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At ePS, we are a global team that solves unique business challenges for our customers worldwide. We believe in and are committed to fostering an inclusive workplace where our rich diversity fuels continuous innovation and success, valuing everyone's expertise and unique perspective. Our commitment to our customers and to an inclusive culture will be evidenced through our actions, outcomes, and the quality of our products and services.
ePS - Empowering Packaging and Print
Equal Opportunity & Disability Accessibility Statement
eProductivity Software is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, national origin, age, sex, religion, disability, sexual orientation, marital status, veteran status, gender identity or expression, or any other basis protected by local, state or federal law. This policy applies with regard to all aspects of one’s employment, including hiring, transfer, promotion, compensation, eligibility for benefits and termination. EEO is the Law: http://www.eeoc.gov/employers/upload/poster_screen_reader_optimized.pdf eProductivity Software is committed to offering reasonable accommodations to job applicants with disabilities. If you need assistance or an accommodation due to a disability, please contact us at talent.acquisition@epssw.com . eProductivity Software will make determinations on such requests for accommodation or assistance on a case-by-case basis.
Pay Transparency Nondiscrimination
Provision eProductivity Software will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c).
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
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