At the beginning of every week our Jobspring offices around the country participate in “Market Knowledge” meetings. These meetings give our staff a chance to share articles and inform their offices about what’s going on in their local tech market.
Since we find this knowledge share so useful, we thought that we would share some of these articles with our readers!
Here are the articles our offices found the most interesting:
Facebook Hires Chef to Juggle 150,000 Machines (Wired.com)
In the last 3 years Facebook’s empire of servers has grown from 30,000 to 150,000 causing the company to rethink their infrastructure and protocols for updating their system.
Sources: Fast-growing Boston tech company Gazelle considering move to Louisville Riverport (Insider Louisville)
Gazelle, the flipper of unwanted electronics, is moving from Boston to Louisville, a big change for this Boston based company.
The Cities Winning The Battle For The Fastest Growing High-Wage Sector In The U.S. (New Geography)
Chicago comes in at No. 43 for The Top-Paying U.S. Cities for Tech Workers.
America’s Genius Glut (The New York Times)
Four senators have introduced a bill to solve a problem we don’t have: the supply of high-tech workers.
Microsoft Big On Westside (LA Business Journal)
Microsoft making its way to Silicon Beach.
Snapchat moves to Venice (LA Business Journal)
Snapchat, a messaging app, is moving to Venice.
Why NYC startups are winning the engagement race, and other Silicon Alley trends to watch (VentureBeat)
Even though Silicon Valley will continue to be the start up mecca for years to come, VCs, large tech companies and the technology press have recognized New York’s blossoming tech scene.
Social media management startup Sprinklr grabs $15M from Intel & Battery to outclass Radian6 (VentureBeat)
Sprinklr was founded in 2008 and launched its software in late 2009. The company claims to have had 400 percent year-over-year growth in 2012.
The 5 Top Tech Jobs of 2018 (Dice)
How tech jobs will look from now through 2018.
Disruptions: Where Apple and Dick Tracy May Converge
Apple is experimenting with wristwatch-like devices made of curved glass.
Microsoft's Surface Pro: More security blanket than tablet (CNN Money)
Microsoft Surface Pro: Good, but not great.
128GB iPad now on sale: Will professionals bite? (ZDNet)
The 128GB iPad has gone on sale, but can Apple convince people to pay notebook prices for a tablet?
5 ideas from 500 Startups' Dave McClure's Demo Day warmup
Dave McClure, founder of 500 startups, will be the first to bluntly address which startups will succeed over others.
How the University of Phoenix will survive the education tech boom
The article concludes that degree based learning will always be valuable, but the cost of learning will decrease as well.
Don't see something on this list that you read about recently? Comment below and share market information that's a must know!
For those of you who haven’t heard of Raspberry Pi it’s the smallest simplest technology to sweep the world in recent memory. It’s not a new smartphone (or app) or a new gaming system. Raspberry Pi is a credit-card sized computer that can be plugged into your TV or keyboard. It is essentially a miniature PC that carries out similar functions to that of a regular sized PC. The concept of this tiny PC was developed by the Raspberry Pi Foundation, a Cambridge, UK based charity that was simply hoping to encourage and enable children to learn how to program.
Little did they know this small contribution to the world of computers would become the worldwide obsession of experienced programmers and amateurs alike. Within months of its launch thousands of people are using Raspberry Pi for pet projects and learn substantial programming skills
Our Michael Lotfy is one of the amateurs hoping to go Pro. It all started with a bet, like most good things do, from the day Michael received the pi, he has 30 days to write a program that will search torrent sites for any particular bit of media, and then download it.
A few days in here’s the progress he’s made:
When his 30 days are up Michael will be presenting his program (or lack thereof) to the Boston Security Meet-Up.
Think you can help Michael win his bet? Comment below with suggestions.
By: Phillip Perkins, Division Manager of Jobspring Boston
Running an office of technical recruiters in Boston, MA in 2013 is an exciting job. The market is amazing, literally better than at any point in history, including the late 90’s dot com boom. People are surprised when I tell them that but it's the truth and there are a few reasons for it.
The tech market has had over a decade to mature. There are now hiring managers, owners of companies, and founders of start-ups, which have never really lived without the internet. In the late 90’s almost anybody who could write 3 lines of code got hired, thrown into the fire, and sank or swam.
That's no longer how the market works. In order to get hired as a software engineer in this day and age there is a certain level of technical fundamentals that are needed. That knowledge typically revolves around design pattern understanding; object oriented programming chops, database functionality knowledge, and the ability to accurately communicate your hands-on battle stories with all of them. Typically this means some type of formal training (i.e. a computer science degree or something equivalent) is preferred however there are always exceptions especially with people that have been coding since a young age.
The selective nature of hiring managers in a great market (by great I mean lots of people trying to hire engineers and very few are looking for a new job) leads to one thing that many learned in Econ 101, an increase in the price. Boston specifically has been fairly resistant to that concept and we didn’t see much of an uptick in salary expectations in 2012. I have a feeling 2013 will be much different.
If you look at tech market trends, Silicon Valley typically leads the pack and then Boston and NYC trend very similarly afterwards. On a whole last year Silicon Valley salaries averaged 20-30% higher, speaking conservatively. Many will say this is simply cost of living but I would argue it is much more than that. There just aren’t many software engineers that are unhappy at their job. Some could be happier but few are miserable and desperate to move. That was not the case 2-3 years ago. People that were miserable from 2008-2010 but too scared to change jobs due to the economy all made the shuffle in 2011/2012. Now one of the only ways to entice the next level of moderately happy employees to move positions is a fairly substantial salary increase. Below is a breakdown of the typical salary trends we have seen for technology professionals. Obviously there are outliers on either side but for the most part this should help with overall expectations both for candidates and hiring managers.
Salary break downs by technology.
Microsoft .NET engineers (general)
0-2 years – 55-80k
3-5 years – 70-100k
5-8 years 85-115k
8-12 years 100-135k
Technologies to note, any hands on development / architecture experience with ASP.NET MVC or SharePoint will take them to the top of those ranges or higher.
Java Engineers (general)
0-2 years- 50-75k
8-10+ years- 100-150k
The higher the price range if you have experience in Big Data or High traffic availability i.e.: Hadoop, Cassandra, MongoDB, Cloud Computing (EC2).
Python Web Developers:
0-2 years- 65k-85k
3-5 years- 85k-100k
5-8 years- 100-115k
8+ years- 115k-150k
Ruby web experience:
0-2 years- 65k-85k
3-5 years- 85k-100k
5-8 years- 100-115k
8+ years- 115k-150k
The higher the price range if there is experience in the following: MVC, Rails, Full Stack and Big Data experience (Cassandra, MongoDB)
PHP Web Developer (general)
0-2 years- 50-75k
8-10+ years- 100-140k
The higher the price range if there is experience with the following: MVC, Drupal, Joomla, Zend, CakePHP.
The last thing I will leave you with is a piece of advice. Hire the candidate who has the most potential, not necessarily the most hands on experience with specific technologies. We get fairly consistent feedback from long term clients that the best hires are candidates they took a chance on and gave them an opportunity to grow in to the position. It makes candidates immediately indebted to you if they know they are going to learn a new skill set on the job and come in ready to work hard to prove you made the right call. The guys that already have all the skills you’re hiring for aren’t going to be as excited about taking the position and will likely only stay for 1-2 years.
What do you think? Share your opinion, experience, or suggestions below!
Jobspring Boston is built on a foundation of expertise that helps our clients and job seekers alike get what they need out of Boston's current job market. With that in mind we thought we'd take a break in the middle of the week to share some of our market insights about up and coming technologies.
Many job-seekers come into our office wondering what skills hiring managers are looking for and what will make them the most marketable employees in Boston's current job force. After surveying a number of our recruiters we came to a consensus about the top 5 sought after skills and technology knowledge bases.
1) MVC frameworks
2) Web/Mobile Developed as opposed to desktop
3) The ability to explain technical information to non-technical professionals
4) Linux Administration
5) Ruby on Rails
So if you're looking for a job in Boston and possess one or more of these skills your job search has the potential to be quick and painless. However, even if these skills are not a part of your skill-base just yet it doesn't mean you aren't still marketable. While new technologies move into Boston the older technologies and systems may be pushed to the back but they're never forgotten.
If you feel like you could use some help in your job search we're here to lend a hand. Check out some of the great job opportunities we can help you with!
Call Jobspring Boston: (617) 267-7300
As many job-seekers know, phone screens are crucial to your job search.
They are the first impression your potential employer has of you, and they often determine whether you will be invited into the office for a face-to-face interview.
In the article below, Matt Milano discusses a few strategies to help you "Beat the Phone Screen".
by Matt Milano
As impersonal as it can be, many companies conduct first level screening by phone. Instead of getting annoyed, learn what these calls are designed to do and nail thease conversations.
Remember that you’re asked to do a phone screen, it's because the employer has already determined that your resume is a baseline match with the position. Hiring managers will typically conduct a very brief and highly focused inquiry on what theycouldn’t get off your resume such as:
- How Good Your Skills Are: past the buzzwords on your resume, do you know enough for a face to face?
-Motivation: why are you looking for a job?
-Your Preferences: salary expectations, desired job role, ideal commute
-Filling the Gaps: looking for certain attributes that may not be on your resume
-Scheduling: when can you come in for a first round interview?
Pay Attention to Your Surroundings:
Using work or home phone lines can be risky on a phone screen, depending on who has access to your line. You don't want your current boss to pick up your line by accident during your phone screen. Distracting the interviewer with background noises like your children talking or a police siren blasting while you are on the street corner is just as bad. Try to use your cell phone so you can maintain control over who answers it. Also avoid any place with background noise or where you can't speak candidly. If you are not in an ideal location, just explain the situation to the interviewer and ask if you can move somewhere else and call them right back.
Keep It Simple:
Let the interviewer drive the conversation. Phone screens are meant to be a quick screening tool and that’s it. People who take this as an opportunity to launch a long-winded campaign for why they are a great fit for the job can sometimes turn the screener off by talking too much.
Stay In Control:
If a company calls you and you are not prepared, apologize and ask if you can call them right back. This will give you the chance to jump online and research both the company and job description. Many phone screens go poorly simply because the candidate gets caught off guard and can't remember which of their fifty recent applications this call pertains to.
State Your Interest:
Even though these calls can be annoying you must act interested and engaged in their questions. If during the phone screen they feel you are not interested you won’t get scheduled in for a face to face interview. At the of the call, make sure to tell them you are very interested and ask them if they feel you are qualified for the position. If they say "yes," suggest that you would like an opportunity to meet with them in person and give them your availability. By being proactive, you may have just saved three days of phone tag to coordinate a time that works for both of you.
Holiday season is upon us and this is prime time to find a new position for the new year. Here is a great blog post from Hiring Juice, a blog for recruiters, by recruiters. The original post was written by Tim Yandel, Regional Director of our Chicago office.
When everyone seems to be focused on wrapping up the year and getting ready for the next, there is a surge in hiring that rivals any other quarter of the year. The common thought that companies don't hire during the holidays is a myth, however on the candidate front there is a massive drought that makes hiring during the holidays extremely difficult.
During the holidays the common candidate that is thinking about testing the job market usually puts their job search on hold until the new year. Even if they were looking before the holidays, they tend to take a break around this time to pick it up in the new year when "everyone is hiring again. It's always funny to me when I talk with a candidate that has this line of thinking because it's the exact opposite advice I would ever tell someone if they were looking for a job. Search for a job when your competition is thin, not when it's at its peak. The companies that are interviewing right now are serious about hiring someone before the end of the year, waiting for next year is a gamble that could have the candidate wait for longer than they think. It's the most honest job market you can find because the people who are looking to make a change or looking to find talent aren't window shopping, they've tested the market and they're looking to land something or someone before the end of the year - the exact opposite of what you'll get in January.
It's not all roses though, there are some serious challenges you face during the holidays when it comes to hiring. Here are just a few:
Long start dates
Be wary of some of these drawn out start dates. No one wants to be the bad guy and tell your new hire not to take that long holiday vacation but nothing is worse than hiring someone, waiting one month for the person to start only to find out that they had second thoughts about the opportunity a few days before their start date. You wasted all of that time waiting for the person to start when you could have continued the interview process. What do you do to prevent this?
- Ask if they can start for a few days before their vacation.
- Invite them to meet the team during one of your epic Holiday Parties.
- Ask if they could push off their vacation toward the end of the Holiday season and incorporate that in their PTO.
This one stings the worst. You do all the work only to find out the candidate was fishing for a raise or a promotion and because of your courtship, they ended up getting a good holiday bump. Companies will do anything they can to keep their talent through the holidays so they can rev up a new search in the new year. Why not? If you need deadlines to be hit, throwing someone a $20K raise to their salary, paying only a month or two worth of that new salary and then hiring someone in the new year is a lot cheaper than feeling the pinch during the holidays, hiring someone urgently and most likely paying an agency fee for. What can you do?
- Tell the candidate from the beginning that they will get a counter offer and you're not interested in playing those games.
- Tell the candidate that they will get a counter offer and if they take it they'll be back looking again in 90 days once the original reason for leaving resurfaces.
- Be very aware and sensitive as to why they're looking to leave their current company – does it make sense to you? Does it seem like it's a dead end?
- Ask the candidate if there's anything that their current company can do to keep them? If yes, tell them to ask for it now before you continue the process any further. Save yourself the frustration.
You're not the only company hiring during the holidays. You're also not the only company that needs someone to start before the end of the year. So what do you think happens when you find someone that's perfect for your role? You're not alone in pursuing this candidate and you're one of many competing for the same talent. So how do you hire them?
- Listen to what they're looking for and make sure you don't just sell them the reasons why you took the job. Most candidates want a growth path. Most technical candidates want the latest technology. But not all candidates are alike, so don't fall in the trap and sell what "most candidates" are looking for but tune in on what this person is looking for.
- Ask them directly if they want your job. Make them tell you why they want it. If they can't verbalize compelling reasons why they want your job then most likely they're not going to accept an offer, they're going to shop your offer somewhere else. Save yourself some time and move on to someone who does.
- Ask them what do you need to offer them to shut down their search? Remember, if the candidate's number is $100K but you know they'll still go on a few final round interviews while they consider the offer, find out what it will take for them to not go on those interviews. It might only be a few thousand dollars and in this market you don't want to take any chances on missing out on qualified people. You showed your cards and nothing gives your competition the advantage more than knowing what they're up against.
So if you're hiring right now and find it difficult to find people, stay focused and determined because waiting for next year's talent will only result in finding someone much later in the quarter than what you needed. You'll also be lined up against the majority of companies opening up their new positions for the year and you'll be lost in the shuffle. You'll find some really good talent during the holidays but finding and hiring are two separate things. Stay focused and determined to hire your next candidate and don't waste any time in the process.
Applying for jobs can be stressful, time consuming, and sometimes discouraging. It's always nice to get some pointers that will help you through the process. If you've been feeling overwhelmed while applying for various positions, worry no more! Jobspring LA's Adrian Lopez-Obeso gives his top 3 pieces of advice for job seekers!
- Have a 1-2 page CLEAR, concise resume. A hiring manager shouldn't have to search near and far for information.
- Follow up phone calls with emails after speaking with a hiring manager. Maintaining contact is very important!
- When you do land an interview, always have well thought out questions prepared! It shows that you're interested and serious about the position.
Adrian is a member of our Open Source Development team. If you'd like to contact him, you may reach him at:
Phone: (310) 996-0200
Email: [email protected]
This week, Jobspring Orange County has the pleasure of having Betsy Martin work from our office this week! Betsy is the Division Manager for our San Francisco office and has been working for the company for over a decade.
Her years of experience managing offices in San Jose, Orange County, Atlanta, Boston and San Francisco have provided her with a unique skill set that very few in the recruiting business can come close to her knowledge.
While being here she is giving meetings and is working side by side with our office to increase productivity and enjoy the Orange County vibe. We are lucky to have her!
Betsy Martin and Matt Najera
The whole Jobspring crew together!