Job intelligence
Senior QA Engineer - US Remote
PerfectServe
Before relying on the listing: Confirm Application closing time with the employer or source. See verification questions
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
The available details do not point to a single standout advantage yet. The clearest issue to weigh is location rules could change the fit.
Current comparable position is around the 2th percentile.
Geographic eligibility is restricted to a country or region.
The listing does not make the minimum education or experience threshold clear enough yet.
Sponsorship and relocation support are not clear from the current listing.
Part of the application route can be assessed, but the full external process may contain additional steps.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
4 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Compensation
- Work arrangement
- Advertised location
- Employment type
What to verify next
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
Advertised location is not proof of work authorization, sponsorship, or legal eligibility. Unknown information is not a negative score; verify those questions separately.
Decision levers
What could make or break the fit?
Reasons to look closer
Nothing stands out strongly enough yet to call a clear advantage. The role may still be attractive for reasons the listing does not spell out.
Trade-offs to weigh
- Location rules could change the fit: Geographic eligibility is restricted to a country or region.
Questions worth asking before you invest more time
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- Confirm the actual minimum experience requirement rather than assuming preferred background is mandatory.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Opportunity neighborhood
Keep your options open
These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.
Senior Software Engineer - Backend Platform
Customer.io · LATAM, Canada, USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
About 52% higher advertised midpoint
Software Engineer II (Mobile Developer - Android/Kotlin)
Klaviyo · USA
Why it is nearby: Same country · Similar work arrangement · Same employment type
About 26% higher advertised midpoint
Different angle: Seniority is not explicit
Senior Developer Relations, Twitter Brand Rep
Supabase · Anywhere
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Senior iOS Software Engineer - Brazil
Housecall Pro · Brazil
Why it is nearby: Same seniority band · Similar work arrangement · Recently posted
About 31% lower advertised midpoint
Different angle: Different country
This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.
Role market context
How much current choice is visible around this kind of work?
This compares the vacancy with current High Paid Job inventory in the broad Software engineering roles family. It describes visible choice and disclosure, not future demand or career quality.
200 most recent current roles sampled for the disclosure measures below.
Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.
Current sampled roles stating at least four of the five Core Decision Facts.
Requires a numeric amount, explicit ISO currency and supported pay period.
Listings with explicit enough remote, hybrid or on-site evidence to classify.
Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.
Currencies with explicit pay evidence in the sample: USD (30) · EUR (10) · GBP (2) · CAD (2). Raw amounts across different currencies are not compared.
This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.
Constraint opportunity lab
What changes the size of the current opportunity pool?
Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.
Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Shows the subset with enough stated evidence for a more informed first comparison.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Only same-currency opportunities with usable annualized pay enter this comparison. Other currencies are not converted or treated as lower.
Uses only roles with a stated employment type.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 3349 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing states usable structured compensation. About 22% of the bounded current role sample does the same.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is uncommon in the current role sample.
This employer’s current visible listings disclose pay materially more often than the current same-role sample.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: advertised pay range, current same-currency market context, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
Usable advertised compensation is available.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- Is there a bonus, commission or other variable-pay component, and how is it calculated?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
- When is the first performance and compensation review after joining?
- Is there a firm application deadline, a rolling review window or no stated closing date?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
- software developer
- embedded systems software developer
- industrial mobile devices software developer
- ICT application developer
- IoT developer
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Software Developers 15-1252.00
- Computer Programmers 15-1251.00
- Software Quality Assurance Analysts and Testers 15-1253.00
- Computer Systems Analysts 15-1211.00
- Computer Systems Engineers/Architects 15-1299.08
This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.
Career reference research
Skills worth investigating
Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.
ESCO · European occupation
software developer
Usually essential in this ESCO occupation
- perform scientific research
- ICT debugging tools
- engineering principles
- computer programming
- project management
- technical drawings
- define technical requirements
Context-dependent ESCO skills
- JavaScript
- KDevelop
- OpenEdge Advanced Business Language
- Apache Tomcat
- SQL
O*NET · U.S. occupation
Software Developers
O*NET occupation skills
- Programming
- Critical Thinking
- Judgment and Decision Making
- Active Learning
- Reading Comprehension
- Systems Analysis
- Active Listening
- Complex Problem Solving
Build my private skill preparation brief Your evidence · Practice · Interview questions
Plan how you might demonstrate or investigate occupational skills. These are broad-family reference examples, not confirmed vacancy requirements. Nothing you enter is sent to High Paid Job.
Private to this browser. Up to 20 reference skills; not a qualification assessment or hiring prediction.
Useful next question: Which of these occupational reference skills does the hiring manager actually expect for this specific role, and what evidence would demonstrate them?
These skills belong to one reference occupation selected for HPJ’s broad career family, not a verified classification of this vacancy. Text overlap only means a phrase appears in the available listing text; it does not establish an employer requirement, your proficiency, or a qualification gap. A missing mention is unknown, not a deficit.
Adjacent current roles to investigate
Staff Information Security Engineer
Rithum · USA
same stated country · same seniority band · same employment typeSr. Application Security Engineer
hims & hers · USA
same stated country · same seniority band · same employment typeProduct Manager - Strategic Partner Integrations (regular travel to Bay Area)
Supabase · USA
same stated country · same employment type · similar work-arrangement evidenceAdjacent-family roles are exploration prompts from current HPJ inventory. They are not inferred qualification matches and they do not imply a promotion path.
Career move map
What sits one step away?
This listing is currently read as Senior / lead. Nearby roles one visible seniority step away can help you judge whether to widen the search, stretch upward or compare the responsibilities more carefully.
Broader-entry direction
Systems Software Engineer - US Remote
Motorola Solutions · Remote — Worldwide
Similar work arrangement · Same employment type · Recently posted Advertised midpoint is about 24% lowerOracle Database Developer
Bright Vision Technologies · Remote — Worldwide
Similar work arrangement · Same employment type · Recently posted Advertised midpoint is about 22% higherStretch direction
Staff Software Engineer, Backend
Customer.io · LATAM, Canada, USA
Same country · Similar work arrangement · Same employment type Advertised midpoint is about 91% higherDirector, Software Engineering
Wpp
Recently postedThese are live roles one visible seniority step away in the same broad occupation family. They can reveal nearby options, but they are not a guaranteed promotion path and do not account for your personal experience.
Skill bridge
What does this role connect to?
AWS is one of the signals this listing shares with skills appearing often across current Software engineering roles opportunities.
Skills named in this listing
Shared with the current career sample
- AWS Seen in 32 sampled listings
- Kubernetes Seen in 44 sampled listings
- Python Seen in 52 sampled listings
Combinations also appearing together
- Kubernetes + Python appeared together in 25 sampled listings
- AWS + Kubernetes appeared together in 24 sampled listings
- AWS + Python appeared together in 16 sampled listings
Application edge
- If these skills match your background, prepare one concrete example that shows how you used AWS, Kubernetes, and Python rather than relying on a keyword-only claim.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Data & AI roles, Cybersecurity roles, and Product roles. This is exploration context, not a qualification match.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant. The current career comparison draws on 120 sampled listings; 114 contain a recognized skill signal.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
AWS
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Kubernetes
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Python
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Questions worth resolving before you rely on the opportunity
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
- Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?
Decision analysis
What the listing really tells you
Senior QA Engineer - US Remote at PerfectServe becomes easier to judge once pay has a useful comparison point, work-location flexibility has usable detail, and the application route gives a few useful clues are viewed together. Here is the current read from the information available.
Pay has a useful comparison point
The annualized midpoint sits near the 2th percentile within 140 comparable USD salary observations. Treat that as current advertised-pay context rather than a forecast of take-home or total compensation.
Work-location flexibility has usable detail
The work-location pattern is “Remote with some uncertainty or restrictions”, with Remote Freedom at 62/100. The most important location constraint is geographic eligibility is restricted to a country or region..
The application route gives a few useful clues
Provider-mediated application path. The external application may contain additional steps that are not visible from the listing itself.
The listing can be traced to a current source
The opportunity currently has 1 renewable source path across 1 source classes. Multiple independent paths can strengthen continuity, but they are not a substitute for checking the application destination.
How this analysis is assembled
The brief pulls together the parts of the vacancy that can be compared reliably today. Gaps in the listing remain visible instead of being filled with assumptions.
Analysis evidence coverage
How much analysis can the current evidence support?
Uses the explainable High Pay Score within the job’s current occupation/seniority/currency comparison sample.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
The configured source supplied structured salary fields, a usable currency and a focused comparison value.
The source posting date is today.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
No standout strength is supported strongly enough to list here. That is not a negative rating.
Visible cautions
- Geographic eligibility is restricted to a country or region.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Still unknown
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Pay and barrier context available
The current pay position can be viewed alongside the stated barriers, but the available detail does not support a stronger conclusion.
Comparable disclosed-pay evidence places this job at about 2 / 100 within its current occupation/seniority sample.
1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- Education requirement is not established.
- Required prior-experience level is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
Still check: The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Explainable opportunity highlight
Why this opportunity stands out
These are supported signals from the current listing and comparison sample—not a guarantee that this is the best job for you.
The source provides structured salary information with a comparatively focused range, improving the usefulness of pay comparisons.
The source posting date is today.
Compensation intelligence
How competitive is this pay?
Below many comparable disclosed salaries
The annualized midpoint is below the 25th percentile boundary of the current comparable sample.
The highlighted band is the middle 50% of the current comparable sample after the outlier guard. The dark marker is this job’s annualized salary midpoint.
Why this analysis?
- This score reflects the current advertised-pay distribution for comparable active jobs in the same currency. It measures pay position, not overall job quality.
- Salary confidence: High. The configured source supplied structured salary fields, a usable currency and a focused comparison value.
- Range quality: Focused salary range.
Employer compensation communication
Pay transparency at PerfectServe
Very strong current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
PerfectServe — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
Current sampled listings with an explicit relocation signal.
Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.
Common current occupation families: Software engineering (4) · Data & AI (2) · Customer success (2)
Visible seniority mix: Senior / lead (7) · Leadership (2)
Current employment-type mix: Full time (14)
Most visible hiring countries in this sample: United States (14)
Other current roles from this employer
Billing Associate - US Remote
USA
Seniority not clearly specified · Region-restricted remoteStaff Data Engineer - US Remote
USA
Senior / lead · Region-restricted remoteCustomer Success Advisor - US Remote
USA
Leadership · Region-restricted remoteSenior Platform Engineer - US Remote
USA
Senior / lead · Region-restricted remoteThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
Current disclosed salary medians by currency
- USD 91,250 median · 14 disclosed salaries
Questions worth asking this employer
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
- What is the expected application and interview timeline if the listing does not state a closing date?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Remote with some uncertainty or restrictions
Why this score?
- The role is remote but the source identifies a country or regional restriction.
Location restrictions detected
- Geographic eligibility is restricted to a country or region.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
These are visible conditions worth checking before treating the headline compensation as the whole story:
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Current alternatives
Better-paying alternatives
These current roles show a materially higher annualized salary midpoint in the same broad occupation and currency. Similar seniority, country, work arrangement, employment type and recency are preferred where possible; higher pay alone does not make an alternative a better fit.
Senior Software Engineer, Storage
Reddit · USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Senior Software Engineer, Internal Tooling
RevenueCat · APAC, EMEA, USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Staff Software Engineer, Tech Lead - NetBox Delivery
NetBox Labs · USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Alternatives are drawn from the current inventory rather than presented as application recommendations. A pay difference needs to be meaningful—about 3% or more at the midpoint—and different currencies are not compared.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: jobicy.com · HTTPS
No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
What is PerfectServe?
PerfectServe is a leading provider of clinical communication and physician scheduling solutions in the health IT space. The company was founded in 1997 and has grown steadily since then, with a notable jump after several major acquisitions were announced in 2019. PerfectServe now has 400+ employees, 30,000+ customers — spanning medical practices, hospitals, and health systems — and $100 million+ in annual revenue.
PerfectServe’s mission is to accelerate speed to care by optimizing provider schedules and routing communications — including messages, pages, calls, and alerts — to the right place at the right time in any care setting. By facilitating real-time information sharing, building better schedules, and automating important clinical workflows, we believe we can help our customers advance patient care and improve the well-being of their clinicians.
Leading analyst firms like Gartner® and KLAS Research have consistently validated our approach:
- In 2026, PerfectServe was named highest in execution and furthest in vision in the Gartner Magic Quadrant™ for Clinical Communication and Collaboration — the clear segment leader.
- PerfectServe also received two Best in KLAS awards in 2026 — one for physician scheduling and another for ambulatory clinical communications. That makes for 11 Best in KLAS awards over the past 9 years.
At PerfectServe, you'll have a unique opportunity to join a collaborative team with decades of experience that finds new ways to delight our customers every day. This involves consistent efforts to stay on the cutting edge of product development, which includes everything from implementing AI in new and existing solutions to brainstorming with customers about novel workflows. But you don't have to be in product to make in impact — everybody at PerfectServe contributes to important work that moves the business forward.
If you're looking for a well-established, tech-forward company full of smart people doing meaningful work, you've found the right place!
Role Overview
PerfectServe is seeking a Senior QA Engineer to ensure the quality, reliability, and safety of PerfectServe’s products through rigorous manual and automated testing. As a senior individual contributor, you will own complex work end-to-end, raise the quality bar, and mentor those around you.
The QA team is 100% manual today. This hire will build the test automation capability from the ground up and, over time, will be the sole QA engineer on the team, owning quality independently while working closely with developers.
In a healthcare SaaS environment where reliability and security affect patient care, this role is held to a high standard. Success means consistently demonstrating the responsibilities below, combining technical depth with collaboration, communication, and sound judgment, rather than excelling in any one area alone.
Core Responsibilities
Technical
- Execute manual test cases
- Document defects clearly
- Write automation scripts
- Apply API testing tools
- Integrate tests in CI/CD
- Build test frameworks
- Conduct performance testing
- Implement security testing
Architecture & Design
- Understand system under test
- Participate in design reviews
- Design test architectures
- Author test strategy docs
Delivery & Execution
- Execute assigned test plans
- Write own test plans
- Manage test coverage
- Manage QA environment integrity
- Coordinate release readiness
- Own QA for full feature
Quality & Standards
- Follow test standards
- Ensure HIPAA test coverage
- Define quality metrics
- Improve QA processes
- Validate app/prod parity
Collaboration
- Participate in ceremonies
- Partner with dev engineers
- Collaborate with product team
- Partner across squads
Communication
- Report defect status
- Communicate test results
- Write test documentation
- Present quality metrics
Leadership & Mentorship
- Learn QA best practices
- Support junior QA engineers
- Mentor automation skills
Strategy & Vision
- Understand release goals
- Contribute to QA planning
- Shape test automation strategy
Qualifications
Required
- 5+ years of professional QA engineering experience, including ownership of complex work end-to-end.
- Hands-on experience executing test cases and documenting defects clearly.
- Experience with test automation, API testing, and CI/CD integration.
- Experience building test frameworks from the ground up.
- Python for test automation.
- Hands-on experience building UI/end-to-end automation with Playwright, Selenium, or Cypress.
- Understanding of QA methodologies and quality metrics.
- Strong written and verbal communication; able to present status and risk to stakeholders.
- Self-starter who can own QA independently, while still collaborating closely with devs and speaking up on quality.
Preferred
- Experience testing in a HIPAA/HITRUST-regulated healthcare environment.
- Performance and security testing experience.
Nice to Have
- Twilio, telephony/VoIP, or call center software experience, especially automating real call flows.
- Jira and Zephyr.
- AWS, plus any Kubernetes or Argo CD exposure.
- Performance testing with any tool (the team uses Locust)
Why This Role
This role offers the chance to grow both your impact and your craft. You will take on progressively harder problems, work alongside strong colleagues, and see your contributions matter beyond your immediate team — because quality engineering done well is a direct contribution to safer, more reliable care.
Why Join PerfectServe?
At PerfectServe, we are transforming healthcare communication and collaboration to help clinicians deliver better care. You’ll work with a dedicated and mission‑driven team in an environment that values growth, transparency, and innovation.
We offer a salary range of $100,000–$130,000 USD per year, with compensation tailored to your background, strengths, and growth potential. This range reflects our commitment to pay transparency and is based on market data, internal equity, and the scope of responsibilities. Compensation is determined by several factors, including experience, skills, and team impact. We regularly review compensation to ensure fairness and consistency. Current employees with questions are encouraged to connect with their manager or People Operations.
Benefits:
- Remote first work environment
- Health, Dental, Vision, Life and Disability Insurance options available day one.
- 401K - with match and immediately vested.
- 17 company holidays, 2 floating holidays plus competitive paid time off policy
- Internal Advancement Opportunities
PerfectServe offers unified healthcare communication solutions to help physicians, nurses, and care team members provide exceptional patient care. PerfectServe’s cloud-based solutions enhance patient safety and reduce provider burnout by automating workflows, speeding time to treatment, optimizing shift schedules, empowering nurse mobility, and engaging patients in their own care.
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed very recently
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.
Listing source: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.