Hyperion Consultant Jobs in California for Hyperion Consultancy

Hyperion Planning & Essbase Sr. Consultant for Financial
Systems Consulting Firm (EPM)



This position will provide a consultative component to customer’s efforts to expedite the ROI, and maximize the effectiveness, of their business performance management efforts. In this role you will act as a lead by implementing budgeting & planning solutions around the Oracle Hyperion Planning & Essbase suite of products

A Hyperion Planning / Essbase Consultant has in-depth knowledge with BPM/EPM and BI solutions, has a track record of successful large implementations and is capable as the lead and project manager on smaller projects. Ideally the consultant is certified in the product.

The Consultant must be self-sufficient and pro-active in managing their work, while maintaining appropriate communication and escalation to management.  They should be able to work both independently and as part of a team, and be committed to continuously improving operations and profitability.


Key Duties and Responsibilities:

  • Responsible for creating, documenting, and implementing a scalable solution design and implementation plan.
  • Has a deep understanding of project engagement methodology, core values and attitudes, business ethics, etc.
  • Responsible for fee estimating and “value billing”, developing all standard project status reporting, and coordinating with other service lines, when necessary for resource or expertise sharing.
  • Mentors and develops staff through coaching, recruiting, teamwork, self-directed learning and mentoring, and may also be responsible for managing small engagement teams (up to 3 individuals).
  • Assist in pre-sales efforts to explain our services offerings to prospective clients.
  • Identify opportunities for additional services.



This role requires a good attitude, strong business ethics, an analytical mind, the ability to think on your feet, and excellent customer skills.

  • MBA or Bachelors with 5-7 years related work experience.
  • Deep knowledge of Hyperion Planning and Essbase.
  • Self-starter with high motivation to succeed.
  • Team player with strong results orientation.
  • Knowledge of financial accounting processes.
  • Strong critical thinking and analytical background (consulting, banking, research).
  • Excellent presentation and communication skills both written and verbal.
  • In-depth knowledge and experience with BPM and/or BI solutions.
  • Excellent technology skills related to product implementation.
  • Experience with databases (Oracle, Essbase, etc.) a plus.
  • Strong organization skills and attention to detail.
  • Proficient in basic computer skills and Microsoft Office products (Word, Excel, PowerPoint).
  • This individual should have effective business writing skills and work paper documentation.
  • Ability to complete implementation work without direction.
  • Willingness to travel.
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10 Common Job Interview Questions: Answered

10 Common Interview Questions


A recent survey from job site Glassdoor.com concluded that more than one in five employees say one of their top resolutions for this year is finding a new job. The question is, are you ready for the interview?

According to Forbes.com, below is a list of some of the most common interview questions and some tips on how to prepare an answer for each:

Top 10 Interview Questions to be Prepared for:

1. Why Should I Hire You?  Do your homework on the company and the position you’re interviewing for. Your job is to illustrate why you are the most qualified candidate. Review the job description and qualifications very closely to identify the skills and knowledge that are critical to the position, and then be prepared to highlight experiences from your past that demonstrate those skills and knowledge.


2. Why Is There A Gap In Your Work History?  When answering this question, list the activities you’ve been doing during any period of unemployment. Employers understand that people lose their jobs and it’s not always easy to find a new one fast. Freelance projects, volunteer work or taking care of family members all let the interviewer know that time off was spent productively.


3. Tell Me One Thing You Would Change About Your Last Job.  Be prepared with an answer that doesn’t criticize a boss, colleague or situation. Making disparaging comments about former coworkers or supervisors will paint you in an unflattering light.


4. Tell Me About Yourself.  Keep your answer short and do not share personal or irrelevant information. Cover four topics: early years, education, work history, and recent career experience. Emphasize this last subject, but don’t waste your best points on it, you’ll have the chance to discuss this later in the conversation. And keep it clean – no weekend activities should be mentioned.


5. Explain A Complex Database To Your Eight-Year-Old Nephew.  Again, do your homework and know the industry. Explaining information security, financial applications, or just about anything in terms an eight-year-old can understand, shows the interviewer you have solid and adaptable understanding of what it is they do.

6. What Would The Person Who Likes You Least In The World Say About You?Highlight an aspect of your personality that could initially seem negative, but is ultimately a positive. An example? Impatience. Used incorrectly this can be bad in a workplace, but stressing timeliness and always driving home deadlines can build your esteem as a leader. And that’s a great thing to show off in an interview.


7. Tell Me About A Time When Old Solutions Didn’t Work.  To be prepared for this answer, you may want to explore new technologies or methods within your industry. The interviewer is trying to identify how knowledgeable you are in today’s work place and what new creative ideas you have to solving problems.


8. What’s The Biggest Risk You’ve Ever Taken?  Some roles require a high degree of tenacity and the ability to pick oneself up after getting knocked down. Providing examples of your willingness to take risks shows both your ability to fail and rebound, but also your ability to make risky or controversial moves that succeed.


9. Have You Ever Had A Supervisor Challenge A Decision?  Interviewers are looking for an answer that shows humility and the ability to take direction. Talk about the lessons you learned and not the situation itself or how wrong the supervisor was in challenging that decision.


10. Describe A Time When Your Team Did Not Agree.  This question is a way for employers to anticipate your future behavior by understanding how you behaved in critical situations and what you learned in the process. Clarify the situation succinctly and explain what specific action you took to come to a consensus with the group, then describe the result of that action.


Of course, in an interview you expect questions like the ones we’ve covered above, but you’ve got to be ready for anything. What if you were asked “Why are tennis balls fuzzy?”(question asked at a job interview for client manager at Xerox), “If you were a box of cereal, what would you be and why?” (for a job as an associate at Bed, Bath & Beyond), “What is the color of money?” (for a job as a project manager at the American Heart Association), or “If you could sing one song on “American Idol,” what would it be?” (for an event coordinator job at Red Frog Events)? Would you have an answer for this kind of oddball questions, or would you freeze like a deer in the headlights?

The sequel to this blog is Top 10 Job Interview Question You Should Ask

In that blog I approach the subject of the questions you, as a candidate, should ask in a job interview. You are interviewing the employer just as much as the employer is interviewing you. This is your opportunity to find out if this is an organization where you want to work.

Source: GlassDoor.com and Forbes.com


 Dan Counts President Fairwinds RecruitingDan Counts, Founder of Fairwinds Recruiting (@FairwindsRcrtg) is a recruiter/coach for candidates and clients, specializing in the software consulting industries for Enterprise Performance Management (Oracle/Hyperion), Business Intelligence, Cyber Risk Security, Sales, and Product Management. Residing in Monterey, CA near Silicon Valley, he works with boutique firms as well as large companies nationwide. Redefining the recruitment experience one placement at a time. You can check out his website at www.fairwindsrecruiting.com.

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Hyperion Planning Essbase Job in San Francisco CA

Hyperion Planning  Essbase  Consultant Job
Based in:
San Francisco Bay Area or Los Angeles/Orange County


A Hyperion/ Oracle Implementation consultancy in San Jose, CA has a job opening for a Hyperion Planning Consultant and Essbase Developer

The ideal candidate will have  technical, business analysis and communication skills to join their growing consulting team. In this high-profile consultant position and you will work closely with their clients’ senior management, business users including finance managers and IT staff to design and implement mission-critical Budgeting Planing and/or Consolidations solutions utilizing Hyperion Planning / Essbase and Hyperion Financial Manager (HFM) as well as related tools.

Utilizing your communication skills and ability to understand client needs, you will craft functional requirements and specifications. Leveraging your software expertise and business modeling experience, design and develop customized Hyperion Planning and Oracle Essbase solutions. Additionally, document the solutions and train users and administrators.


Job Requirements

A proven track record of at least 3 years designing and implementing solutions in Oracle Essbase and Hyperion Planning (version 11.x required, System 11), ideally including the Workforce Planning and Capital Asset Planning modules.  Expertise should include business requirements analysis, solution design and development, integration with data sources, implementation of security and workflow, and performance tuning.

  • Thorough experience with Hyperion’s reporting tools, i.e. Web Analysis, Financial.
  • Reporting, and SmartView.
  • Knowledge of EPMA for Outline management as well as Essbase Studio is strongly desired.
  • A plus if  implementation experience with other products in the Hyperion EPM Suite.


Additional Desires:

  • Financial analysis and modeling
  • Ability to understand “business” as well as “IT” and to derive clarity from ambiguity when gathering business requirements
  • Very effective communication skills, in speaking and writing
  • Works well under deadlines
  • Self-motivated, yet enjoys working as a member of a team
  • Ability to grasp the big picture while assuring the details are in place
  • Strong client-centric attitude and desire to deliver outstanding value


Conducted by  Dan Counts, Fairwinds Recruiting

Contact us for more details:


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Contingency Recruiter or In-House Recruiter?

There are not too many companies out there that have not yet worked with a recruiter, headhunter, or executive search firm in the past. The question is, should you consider hiring an in-house recruiter or a contingency recruiter for your company’s staffing needs?

A retained recruiter is paid for their services whether or not they are able to find candidates that you choose to hire, while a contingency recruiter is paid only if a candidate they present is hired.

Recruiters who work under the contingency model source and present candidates who are potentially qualified for your open assignment, with the expectation that they will collect a placement fee in case of a successful hire.

As compared to other types of employee sourcing and staffing, contingency recruiting is a popular choice with growing businesses because it requires a low up-front investment and limited time commitment on behalf of the business. Hiring a contingency recruiter is typically the most cost effective way to hire executives and fill those positions for which you have been unable to find the right candidate in the past. Additionally, a contingency recruiter is financially motivated, which means they will invest a great amount of time, energy and resources on hard-to-fill positions.

Contingency recruiters are often flexible with their commission and easier to negotiate with in terms of adjustments based on company requirements. However, negotiating a lower fee could also lower the priority for the recruiter, meaning that they would put less money and time into filling a job order. Many recruiters offer incentives for exclusive contracts, where the company agrees to work strictly with them on that specific position.

Contingency recruiters typically have a thorough understanding on the hiring process and how different types of companies in different industries operate. They are often known for their ability to attract passive candidates to meet an executive placement need, which widens the pool of high-quality candidates considerably.

Working with a staffing agency is a smart alternative to finding candidates, since having a productive employee is arguably the most important operating structure in a company. Contingency recruiters are often hired for important executive positions, positions that are hard to fill, or positions that an in-house corporate recruiter was unable to fill.

As part of due diligence while you make your final decision, give Fairwinds Recruiting a call to discuss our money-saving and efficient contingency recruiting services before you settle on an in-house/retained recruiter. Source: www.executivetrackers.com


 Dan Counts President Fairwinds RecruitingDan Counts, Founder of Fairwinds Recruiting (@FairwindsRcrtg) is a recruiter/coach for candidates and clients, specializing in the software consulting industries for Enterprise Performance Management (Oracle/Hyperion), Business Intelligence, Cyber Risk Security, Sales, and Product Management. Residing in Monterey, CA near Silicon Valley, he works with boutique firms as well as large companies nationwide. Redefining the recruitment experience one placement at a time. You can check out his website at www.fairwindsrecruiting.com.

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