Senior Manager QA

Fiery LLC is the leading provider of Digital Front Ends (DFEs) and workflow solutions for the growing industrial and graphic arts print industries. Fiery is leading the transformation from analog to digital imaging with scalable, digital, award-winning products for the printing industry. Based in Silicon Valley, California with offices around the world and a customer-base that includes over 2 million DFEs sold globally, we offer innovative software and cloud-based technologies that deliver fast performance, stunning color, and exceptional print quality across a broad range of production printing devices. Fiery DFEs are installed in a diverse range of industry segments, including commercial print, packaging, signs and display graphics, ceramics, building materials, textiles etc. With over 30 years of excellent support and service, we have presence in 19 countries with 800+ employees.

Fiery Vision: Enable the printer to produce what the designer imagined

Role and responsibilities:

As a Senior QA Manager: You manage day-to-day operations for your staff and projects, including resource allocation and prioritization, business case estimates, design reviews, project effort estimates, automation expansion and execution, to effectively deliver results. In other words, figure out how to get your team’s job done in the most effective way possible.

Job Requirements:

Educational Qualification:Bachelor’s degree in computer science

Experience: 15-18 Years of experience

Skills: (Technical & Behavioural skills)

• Experience in managing QA teams of 8-10 size.
• Experience with test management and tracking systems Excellent management skills.
• Excellent interpersonal skills and high motivation.
• Demonstrated creative and analytical problem solving and decision-making skills.
• Excellent written and verbal communications skills - Fluent in English
• Passionate about new technology and perform technical evaluations
• Strong problem-solving ability
• Must be motivated; a self-starter, results oriented individual with a successful track record.
• Have strong technical skills, both functional and non-functional, manual and automation, ideally in a continuous delivery environment.
• Able to influence at all levels of management and peers within the organization.
• To work in a matrix environment and collaborate with other teams.
• Behavioural Skills: Should have strong verbal and written communication, stakeholder management, accountability, detail & strategic orientation, take initiative, learnability, problem-solving skills and attention to details
  
  

Desirable but not mandatory:

• Printing domain experience
• Ability to work in a matrix environment
• Comfortable with ambiguity
  
  

What’s in it for you?

• Opportunity to work in a Multinational Product Organization
• Partner with and learn from seasoned professionals / leaders
• Accelerated career growth
• Flexible, hybrid work environment with a healthy work life balance
• Culture of meritocracy, inclusion, empowerment and fun
• Competitive pay and benefits
  
  

Equal Opportunity & Disability Accessibility Statement

Fiery 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: Equal Employment Opportunity | U.S. Department of Labor

Fiery 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 talentacquisition.mailbox@fiery.com . Fiery will make determinations on such requests for accommodation or assistance on a case-by-case basis.

Pay Transparency Nondiscrimination Provision

Fiery 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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