We are comprehensive cloud management for modern enterprises, services providers, and the public sector.
Total visibility cloud management
FedRAMP Ready cloud management
Advanced security for regulated industries
IT costs across hybrid cloud
Built to optimize the best features of the major cloud providers in a single pane of glass.
With an integrated ecosystem carefully chosen for your success.
Our technology partners amplify the advantages of the cloud.
Everything you need to manage and allocate costs, optimize spending, and save money.
Unified secure configuration, activity monitoring, and IAM tracking for the public cloud.
The next step in cloud security—ensure your cloud infrastructure is audit-ready for 35 regulatory standards.
Know what you have and ensure the right sizes of the right resources to eliminate waste.
Take the guesswork out of managing your cloud and free up resources with dynamic automation.
CloudCheckr Inc. is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, disability or handicap, sex, marital status, veteran status, sexual orientation, genetic information, arrest record, gender identity or any other characteristic protected by applicable federal, state or local laws. Our management team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities, and general treatment during employment.
Accommodations for lndividuals with Disabilities: The Company will make reasonable accommodations, as required by law, for the known physical or mental disabilities of an otherwise qualified applicant or employee, unless doing so would impose an undue hardship upon the Company’s business operations. An accommodation is not reasonable if, even with the accommodation, the employee is unable to perform essential job duties in a manner that would not endanger the employee’s health or safety of the employee or others.
Any applicant or employee who believes they require an accommodation in order to perform the essential functions of the job should contact the Head of Human Resources to request such an accommodation. Employees should specify what accommodation they need to perform the job and submit supporting medical documentation explaining the underlying physical or mental disability and the basis for the requested accommodation. The Company then will review and analyze the request, including engaging in an interactive process with the employee or applicant, to identify if such an accommodation can be made. The Company will evaluate requested accommodations, and as appropriate identify other possible accommodations, if any. The employee will be notified of the Company’s decision regarding the request within a reasonable period. The Company treats all medical information submitted as part of the accommodation process in a confidential manner.
The Company will endeavor to accommodate the sincere religious beliefs of its employees to the extent such accommodation does not pose an undue hardship on the Company’s operations. If employees wish to request such an accommodation, they should contact the Head of Human Resources.
Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of the Head of Human Resources. The Company will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. If employees feel they have been subjected to any such retaliation, they should contact the Head of Human Resources. To ensure our workplace is free of artificial barriers, violation of this policy including any improper retaliatory conduct will lead to discipline, up to and including discharge. All employees must cooperate with all investigations.