Test Automation Architect at Essendant Management Services LLC in Deerfield, Illinois

Job Description:

Major Responsibilities

• Lead and mentor a team of QA automation engineers


• Help drive decisions about test automation strategies


• Establish and evolve formal QA processes using industry-accepted best practices


• Use test automation frameworks


• Oversee all aspects of quality assurance for the assigned project / team


• Design and write test automation scripts that run automatic tests on new or existing software


• Provide bug reports to software developers using a tracking system (Jira)


• Investigate problems in software identified during testing


• Working with QA analysts and software developers to find solutions


• Understands and demonstrates Essendant’s Core Values and Guiding Actions.


• Performs other duties as assigned.

Skills/Knowledge Required

• Intermediate leadership experience


• Strong communication skills


• Strong problem-solving skills


• Strong organizational and time management skills


• Accuracy and attention to detail


• Understands the latest test automation trends


• Experience and expertise in designing automation frameworks


• Software development experience (preferably Java, and JavaScript)


• Selenium experience


• Test case management experience (Zephyr or similar)


• CI/CD pipeline integration experience


• Multi-browser and multiplatform test execution experience (e.g., Sauce Labs, Browserstack)


• Experience with data consistency frameworks or solutions


• Performance testing experience (JMeter, Silk Performer)


• Experience with Agile software development methodologies

Education and Experience

• Bachelor’s degree in Computer Science, Computer or Software Engineering, or related field


• 5+ years of QA experience


• 3+ years of experience creating and managing test automation frameworks

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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