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Sr. CRM Technical Analyst / QA DevOps

Eugene OR The Pape' Group, Inc.




Do you love ensuring things work right? Do you enjoy working in a team environment? Are you a CRM expert? If you answered yes, we want to hear from you! Pape’ Group Inc. is looking for a Senior CRM Technical Analyst to join their team. If you are ready to make a career out of making a difference, then you are the person for this team!

At Pape’, you can count on us to heavily invest in your career through training, resources, and support. We want to see your career flourish, and in turn, provide excellent compensation, work-life balance, and benefits for you and your family. Come join our team!


As our Senior CRM Technical Analyst, you will work with the Pape’ CRM team and help manage the QA testing and release process for our Salesforce CRM projects. Additionally, you will help analyze the system for integration issues and unauthorized changes to the system out of the release process for the Salesforce instance. Every day, you will have the following responsibilities:

  • Lead the end-to-end quality assurance (QA) process for Salesforce platform releases, including planning, coordination, and execution of testing activities.
  • Collaborate with business analysts, developers, and administrators to define test requirements, test cases, and test data for each release.
  • Collaborate with consulting partners to define test requirements, test cases, and test data for each release.
  • Develop and maintain a comprehensive QA strategy, test plans, and test scripts to ensure thorough and accurate testing of Salesforce customizations, integrations, and configurations.
  • Perform functional, regression, integration, and performance testing of Salesforce applications and related components.
  • Identify, document, and track defects through resolution, ensuring timely and effective communication with the development team.
  • Manage the release management process, including coordinating deployments, change control, and release documentation.
  • Implement and enforce best practices for version control, code deployment, and release management within the Salesforce ecosystem.
  • Stay up-to-date with Salesforce platform updates, new features, and industry trends to continually improve QA and release management processes.
  • Provide training and guidance to team members on Salesforce QA and release management best practices.

To thrive in this role, you should have a high attention to detail and process, be a team player, and a drive to create a great experience for the Salesforce end users.

This is a hybrid remote position and travel to the corporate office is required at times for team meetings.


  • Bachelor's degree in Computer Science, Information Systems, or 3-5 years related experience.
  • Solid experience in Salesforce QA and release management, including planning, testing, and deploying Salesforce applications.
  • In-depth knowledge of Salesforce platform capabilities, customization, and configuration options.
  • Proficiency in Salesforce development tools, such as Salesforce DX, Visual Studio Code, and Git.
  • Strong understanding of software development life cycle (SDLC) methodologies and agile project management principles.
  • Familiarity with test automation tools and frameworks for Salesforce, such as Copado or Apex test classes.
  • Familiarity with Gearset Software.
  • Excellent problem-solving and troubleshooting skills, with the ability to analyze complex systems and identify root causes.
  • Strong communication and interpersonal skills, with the ability to collaborate effectively with cross-functional teams.
  • Salesforce certifications, such as Salesforce Administrator, Salesforce Developer, or Salesforce Platform App Builder, are highly desirable.

Compensation: $90,000+/yr (Depending on Experience)


Why work for Pape’:

  • Competitive pay based on your skills, training, and experience level.
  • Outstanding benefits including – 401(k) & Roth 401(k) Retirement Plans with Company Match; Medical, Dental, Vision and Prescription Insurance; Flexible Spending Accounts (Flex Plans); Life Insurance; Short- and Long-Term Disability Insurance; Employee Assistance Program; Online and Instructor-Led Training; Tuition Reimbursement for Training Programs.
  • Progressive Vacation Plans, Sick Leave & Paid Holidays – Members receive 80 hours of vacation (First year is prorated for new hires based on start date), 24 hours of Sick Leave, and 7 paid holidays each year. Papé vacation plans also have tiers based on your seniority, so as your seniority grows, your vacation time off does as well.
  • Advancement – Pape’ is a dynamic, growth-oriented organization with a focus on promoting from within.  
  • Stability and reputation — Pape’ is a family-owned, fourth-generation company with over 150 locations, over 4,300 members and 85 plus years of experience. Pape’ is known for their stability, honesty and integrity.
  • Equipment – We have the largest equipment inventory in the West and an unparalleled parts inventory!
  • Employee impact – Enjoy an open-door policy where your voice will be heard and your opinions will matter.
  • Training – You will be provided with training and mentoring to prepare you for your role and continued learning to grow your skills.


The Pape’ Group maintains a drug-free workplace and as such, requires candidates to successfully pass a pre-employment drug test.

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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