Mass. Unemployment down to 8.7%, #Boston at 7.1% Impressive, but no surprise to those in the tech economy http://bit.ly/dGkfos @scottdunlop
#Boston, MA job – Video protocols software engineer H.264, RTMP, RTP to 140k http://ow.ly/4oTCg @scottdunlop
I’ve got a couple “Hot” roles for SQL server Database developers/ETL software engineers for a long-standing client in the Lexington, Mass area. The great thing? This client is profitable and has never had a layoff. If you’re interested or know someone, please get in touch for the full job details.
As for this market, it’s been a tough month, including the recent ice storm, but remaining upbeat & positive would be my #1 tip for all prospective job seekers, recruiters and clients! A student of history & economics recognizes that this painful pullback is simply part of the natural economic cycle — in the future – once the excesses of the market are absorbed, we’re going to growing again – that’s the American Way! In the present though, the key is to remain upbeat & positive – even while all heck is breaking loose around us. Nobody wants to hire or even interview a persistently negative candidate — even in a good market, those ‘angry candidates’ just don’t get very far. Remember – you are selling yourself — put whatever troubles you have behind you for those hours — and if you believe good things will happen, they just might.
Late last week I received word that iRobot had a very sizeable layoff – as much as 33% of their Burlington office — including some very strong engineering talent. Akamai also laid off 100+ a couple weeks ago. There is no doubt the market is being anticipatory of future economics vs. current economics — many companies are still profitable, but are now adjusting expenses for their anticipated revenue/profit curve slowdowns. Compared to past recessions this is definitely a change — considering the “jobless” recovery post 9-11 recession (2002-05 here in Mass.) there is not that much room to cut for many firms.
The trends I am seeing – the amount of noise in the system is increasing – and our clients who are hiring are aiming higher and higher on the expectations side – many could argue that they are unreasonably high! Unfortunately, it’s going to be this time next year before the job market begins to rebound — it’ll “feel” better by late Spring — but, by then, the unemployment rate in Mass will likely be up by 0.8 to a full 1.0 rise.
I still have some very “hot” clients – but their needs are highly particular these days — graphics kernel developers, junior/mid level Ivy league CS grads with Java skills, HPC linux kernel software engineers etc.
A BIVIUM GROUP EXCLUSIVE client involved in the mobile and speech space
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We have placed 6 people on this team, including the hiring manager for one of the HOTTEST software startups in the mobile space. Nationally recognized as a leader – still giving great equity – outstanding culture and team in place.
#1 Priority is to hire another Hands-on Software Manager/Team Lead as well as several experienced mobile/handset developers:
We’re looking for a candidate to lead a small team to build our suite of mobile applications. Requirements are:
- Must have experience building user-facing products
- Must be familiar with Java, with C++ competency a plus
- Must have insights on mobile-phone user behavior
- Should have experience building mobile or PC-based products (vs. only web-based products)
- Must have strong insights on product definition and user interface design
- Must have had prior experience with managing a team and managing large projects
2 other roles under this hire:
Software Engineer
We’re looking for a candidate to lead to help build our suite of mobile applications. Requirements are:
- Must have experience building user-facing products
- Must be familiar with Java and C++
- Must have insights on mobile-phone user behavior
- Must be able to work independently
- Should have experience building mobile or PC-based products (vs. only web-based products)
- Should have strong insights on product definition and user interface design
CLIENT SDK DEVELOPER
We’re looking for a candidate to lead to help build our SDK for mobile applications. Requirements are:
- Must be familiar with Java and C++
- Must have experience with designing and developing APIs and libraries
- Must be familiar with developing on small-footprint (such as embedded) environments
- Must be able to work independently
- Should have experience building mobile products
- Should have insights on mobile-phone user behavior
- Should have experience building user-facing products
**********
Please send resumes to scott@biviumgroup.com – subject line “Cambridge Mobile” and reference the referral reward on my blog to be eligible.
Keywords: software engineer, senior software engineer, principal software engineer, junior software engineer, associate software engineer, startup, venture capital, scott dunlop, the biviumgroup, web 2.0, presentation layer, UI, GUI, Java, j2EE, flash, flex, Actionscript, Apache, JBoss, Hibernate, Spring, JSF, JMS, mySQL, mobile, handset, cell phone, wireless, speech
I was reading an older article from SmartMoney the other day and wanted to share a snippet that really resonated about candidate resumes being mass-spammed and not being disclosed, since it seems like I’ve been writing about this a lot lately. Perhaps it’s because I’ve seen this happen more in 3 months of 2008 than all of 2007! , but it’s really becoming quite unbelievable – Candidates: ensure you give written/email permission for each submission, and recruiters – if you won’t act ethically, go back to selling cars. Here at The Bivium Group, we pride ourselves on only sending a resume with your explicit, informed, written consent for a job. If that sounds like a person you want representing you here in the Massachusetts software engineering market- I’d love to hear from you!
The article:
“Since contingency firms get paid only if they actually place a candidate, the temptation is to carpet bomb your name across hundreds of companies and hope somebody bites. At their worst, some firms become like “boiler-room operations in securities sales,” according to Scott of TransPacific Ventures.
The result: Your information could be mass-faxed by recruiters eager to make a commission or traded with others who might do the same. It could even end up in the lap of your current employer. “You should know who it’s going to, and for what position,” says Dudley Brown, head of Irvine, Calif., start-up staffer BridgeGate. “If an agency’s reluctant to do that, it should be a real warning sign.”
Even if you’re careful, you might still get burned. Ask Michael Greiche, an auditor at a Wall Street financial firm, who had insisted on prior permission — but didn’t get it, as he found out when he approached a potential employer earlier this year. “They said, ‘Your agency sent your resume here.’ I said, ‘I never gave permission for them to send it here.’…Sure enough, I found out two days later they also sent it to two other firms without my permission.”
If multiple agencies are sending in your resume, a company might decline to hire you simply because “it looks like you don’t know what you’re doing,” warns Brown. Or it might not want to get involved in a nasty fee dispute between competing headhunters who are pitching the same person — even if you’re the perfect candidate. “
I am offering a $2,000 referral reward if you know of anyone for a red-hot venture capitalized startup in the media discovery/search space in Cambridge, MA. These guys are funded with some super-sharp MIT, Stanford and similar pedigreed engineers. Become the first QA hire after the manager. This company is pre-launch but has $$$ from General Catalyst and have pilot clients with some huge names – star filled offices in Palo Alto, CA and in Cambridge, MA
Send me an email if you, or someone you know is interested – scott@biviumgroup.com - bringing you Boston area’s best software engineering positions.
What a game last night! If you’re a baseball fan, but especially a Sox fan, what a great baseball game — the moves, the strategy and the ‘little’ decisions that made all the difference – Lowell taking 3rd on the single, the pickoff throw, Oki’s efficient 2.1 IP… just like in interviewing – you have a gameplan, and you execute… but the difference between two good candidates almost always come down to the “little things” – such as rapport building, smiling, tone of voice, writing a thank you note.
If last night was the last game for Schilling in a Red Sox uniform, it was quite the send-off, now Schill is at 11-2 for his postseason career (which if you’re a stat freak is THE highest Win% of any starter with 10 or more starts)…. what a gutsy performance.
One of the best pieces of advice I can offer to both client companies and candidates is that “quality takes time”. Your next career move shouldn’t be something that comes together after a 30 min phone call and 1 hr interview — how sure can either side be of the fit? In a hot market, companies, recruiters and candidates are all looking for short-cuts, but that doesn’t mean you need to short circuit a quality process. If the fit is ‘right’, everyone will know and there will be positive momentum, but, still take the necessary time to ensure the emotions are grounded in reality – talk to a few more people, check references, just be sure — and, if another recruiter or company is putting a bunch of pressure on you NOW, you have the right to push back for the time you need to make a good decision. In fact, one-way pressure is a big red flag to me. Remember — we don’t want to restart the recruiting process in 8 weeks all over again. A quality fit, takes just a bit extra time, so make sure it’s a good one, and be sure to partner with a great software recruiter in Boston!
I am looking for a Senior Software Engineer or Principal Software Engineer + to report to our placement, the Director of Software Engineering for this late-stage startup in the Waltham, MA area.
Salary into the 120s + equity. Some of the sharpest, brightest minds around!
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Requirements:
* 3-8+ years rock solid OO C++ experience using advanced techniques, design patterns, and language features
* Strong experience and knowledge of Microsoft Outlook internals, Outlook object model, and building add-ins
* Solid Win32 API experience
* Strong critical thinking and problem solving
* Demonstrated success shipping high quality enterprise-ready software
* Ability to self-manage to high productivity and apply judgment when faced with multiple priorities
* Strong passion for (and method of) learning new technologies
If this sounds like you, or you’d like to earn a $2,500 referral reward fee for this position, please email me scott@biviumgroup.com
Tonight, is a critical game for the Red Sox, game 3, after a very disappointing, but not surprising (Gagne!!!) loss in 11 innings. Now that our veil of invincibility has been lifted, we need to dig deep and show the Indians what we can do on their turf.
Already half-way through October, that means only 32 days until I leave on my ‘big’ vacation of the year – cannot wait!!
The market has never been hotter for top talent! As September rolls into October (holy cow!) we have more jobs piling up than we can possibly recruit for. Many of these are exclusive clients to The Bivium Group, and many of these offer great opportunities to take the next step in your career – perhaps an update on technologies you work with day to day, or the caliber of your peers. As the market (and other candidates) put themselves into new jobs, they are maximizing their market value at all times — it’s in crazy times like this, more than ever, critical, to align yourself with a resource who can help navigate these shark-infested waters. Choose to work with the best – I am currently ranked the #1 Recruiter in Boston on Linkedin. I’d love to see how we can partner together — scott@biviumgroup.com
Today, in my series, Think like a Headhunter, I want to talk about researching a company. The setting – you, or your great recruiter have scored you a phone (or onsite) interview with a firm that you are really interested in. Of course, you’re very busy with lots of other activities too, but the most important way to separate yourself from competing candidates is to do some quick Google-searches, and news searches to have some background on the people, company and products. It’s important to read recent press releases, understand their market position, competition etc – do you own SWOT analysis of the situation – Strengths, Weaknesses, Opportunities, & Threats. It will help you decide – is there a future in this place for me? Remember – people love to talk about themselves and their firm – having this information at your fingertips can only help separate you from others while building rapport with your interviwers, and by mere conversation, have the interviewer think more of you! Conversely, I’ve had many a job lost, or job order unfilled by a recruiter, if even basic, cursory attention was not paid to Research your client.
Nice comeback by the Sox last night, ensuring the Sox will have no way of losing their division lead with the last Yankees series coming up. The magic number is down to 13. Woohoo! Might be time to start looking into tickets for October!
Several new hot jobs opened up in the last couple days – one of the most interesting is a core Java / J2EE Software engineer role in Cambridge, MA – where you can telecommute 1-3x a week (if you’d like) – working on an MIT spinout’s technology – this firm was acquired by a cash-rich firm that has kept the team as-is for several years now. Comp will go to 120k + a nice 8-10% bonus — chance to work on very, very complex core Java and systems stuff. JVMs etc.
Send me an email – scott@biviumgroup.com if you know someone!
After a recent experience with a candidate, I was reminded of the famous words from poet John Lydgate, later adapted by President Lincoln - and appearing in various permutations:
“You can please some of the people all of the time, you can please all of the people some of the time, but you can’t please all of the people all of the time”.
This is never more clear in a market increasingly driven by candidate’s widening expectations. If anyone reading this has ever been in a service business – whether in their youth in retail or as a waiter/waitress or perhaps during the software market recession in 2001-2004, you took on a 2nd job dealing with the public at large — those words will make you grin. Over the years, you can always strive to make people happy and offer repeat business, but, every once in a while, you run into a client so absolutely jaded and prepared to make your life miserable, that you never forget, but have a great big laugh after it’s all said and done.
Recently, I had such an experience. To be clear, I am not perfect, but much of life comes down to CLEARLY communicating ones expectations, goals and process. My style and results bear this out, but not everyone wants this. As a new candidate who works with me, our goal is to find out what you are looking for, compare to the market at large and arrive at an action plan to explore the marketplace. We may find our expectations too high or too low — or hopefully — just right. Much like selling a house these days — pricing & positioning make all the difference. As a hiring manager in the past, I’ve had open positions to hire a Principal Engineer only to meet a candidate who exceeds my needs, but is such a good fit, that I CREATED or expanded the job to fit that person. Creativity and thinking outside of the box are hallmarks of great talent — whether software engineers or software recruiters in Boston! So, if you are working with a good recruiter, do remember, they are doing the best they can do marry your expectations with the market, and trying to make sure possible and probable leads are explored. If your attitude and demeanor makes your placement ‘challenging’, also remember, our next market downturn or recession is statistically somewhere in the next 10 years. Companies and recruiters do have loooong memories… Feffy Geldmen.
Barely a few days since Labor Day and the phones have been ringing off the hook – for all levels of positions. After a bit of a lull in the management recruiting side, we’ve got a number of really interesting new leads – among them:
a) Director of SQA for public software firm on 128/95 in Waltham, MA area - great long-term client
b) Director of Software Engineering – red-hot startup in Lexington, MA area – venture capitalized with tier 1 VC and outstanding management team.
c) Software Manager – Cambridge, MA and also a position very similar in the Lexington, MA area – both are VC backed firms – one is 2nd round and the other is what I would consider later stage.
If any of these could be of interest to you or your network – drop me a line – scott@biviumgroup.com
There is nothing better than hearing from a candidate you placed years back. I was excited to get an email from a wonderful candidate who I placed into her dream job back in 1999. She stayed there until last year, and finding that I had left my old firm, tried to find me. Too bad that I wasn’t writing this blog then, or we would have reconnected a year earlier. No matter – the most critical point is the promise I make for a long-term relationship. I will do all that I can for my clients to help them reach their goals – and the testament to that ?? Repeat business and repeat referrals! In fact over 80% of my candidates are referrals of other candidates — the power of one? It’s infinite. And, infinitely powerful. On the Red Sox front, they continue to beat up on TB and in the process have extended their lead back to 6 games. I’m going to predict a division win this year, but I bet it won’t get clinched until the last weekend of the regular season. Only a couple weekends left in summer – but August is already my busiest since 1999 — and that includes several long weekends.
For a key client in the Waltham, MA area, we are looking for a Director of Engineering- reporting to the VP of Engineering. Salary from 115-150k DOE — very nice options pool still after 3 round of VC.
The client team is a highly skilled group of software engineers responsible for delivering product and continuing innovation in the technology that is the secret sauce of our client’s products. Maybe you know someone for this role? Click here for share in $2,000 in referral rewards.
When I wasn’t fishing last week, I was catching up on my reading stack. A book I have been overdue in reading was “The World is Flat” by Thomas L. Friedman. For those who have not yet read it, I highly recommend it – for those of who have lived through the period of time from the late 70s to the present, it’s truly astounding to read about the technical leaps and bounds we have achieved since then. As interesting, is really the concept that basic, lower-level software engineering tasks will most assuredly become like the factory jobs of the last few decades, and be outsourced to lower-labor cost countries. With lab techs and accounting functions now being outsourced, it’s only a matter of time before overseas labor gets into recruiting. On the global-scale this is a good thing for a frictionless commerce… for those recruiting companies or individuals who do not have a niche carved out or a particularly strong set of personal relationships, the clock may already be ticking on how long before YOUR job will be outsourced. So, it’s with great pride when we are acknowledged as the exclusive recruiter for many of the clients we deal with. Are we everyone’s “go-to” recruiter? Of course not, but, that IS our goal. As long as we all value-add and build our relationships, it won’t matter how flat the world in the 21st century is.
I try very hard to assist candidates in understanding that the first round interview’s agenda is 95% driven by the company. You are invariably one of several candidates they are evaluating, and your #1 and only goal at this stage of the interviewing process is to get invited back for a 2nd round, or to continue the “next stage” of their process.
As you are selling yourself, the most important and powerful information you can gather, is what specific information are they using to favorably evaluate you. After the first impressions and pleasantries of small-talk, you must casually ask “From your perspective what are the most important things you are looking for in filling this position?” – or something similar. By asking this question, you receive the target to aim for. For example as a J2EE software engineer in Cambridge, you may ask this question and find out – “We are weak on the server team, and need someone who understands how to write complex core Java via JDBC and has extensive architecture skills.” With that target in mind at all times, you can highlight, focus and describe specific projects and work YOU have architected and developed that fit that criteria. Or, perhaps their answer is “We are most concerned with finding someone who is very self-driven and independent.” It would be a huge blunder to only talk about your team-work and how you worked collaboratively with others, if that is their #1 criteria. Ask the most powerful question and you’ll be thinking like a headhunter!
Something I am always reminding candidates about in this market is that I can do the great work of matching a wonderful company to your background. I have access to the hiring managers, and insight into the client’s culture, expectations and interview-style. I will be able to help provide you with information that will display your unique skills in the best possible light. However, before the interview, you must take “ownership” and utilize the information I provide to you, to prepare and practice both the technical and non-technical aspects of your interview. Non-verbal communications, agendas for your interviews, practice Java, J2EE or C++ questions for software engineers, how to write a thank you letter. As many current and recent candidates can tell you, getting the interview is fairly easy, but getting the job you want can be downright challenging - no matter your skills, school pedigree or what you think you can do. We, and our clients often subcribe to the mentality that if we’re on the fence about your candidacy, the easy choice is to “pass”. A great headhunter will always help prepare you for your interviews and ensure you have the best chance of getting the job YOU want.
People have been asking me “given your rewards, how much does a headhunter make?” — well I can tell you that we’re offering as much as a good full-time recruiter working for any reputable company would earn for recruiting, presenting & managing the “candidate” side of the equation. Why are we being so generous? Because, we want to continue to reward those who have helped in our success. To date, I have 14 open software engineer positions (J2EE, C#, .NET, embedded, Lead, Manager, SQA) that are referral reward eligible for a total of $41,500 in bonuses available to split between you and your entire network. For a complete and up to date list of all jobs that are open and their respective rewards – the link is here – pass the word to your software engineer friends & their friends…
https://www.h3.com/?dmr=POXdnCRh2nivt7hftwF3JmZsDSE
The Sox extended their major league best record to 41-22 and are now 20-10 at home. Sweet! With the nice weather planned for this weekend, Jamie (the other Co-Founder), I and our families expect to take in the Giants game on Friday, hoping to see Barry hit one out.
For a very profitable, growing private software client in the Waltham, MA area I am offering a $2,500 referral bonus for a qualified Software Quality Assurance Manager/Director – focus is on automation and SQL background. Grow and build a world-class team. If you know someone, or someone who may know someone, please click here https://www.h3.com/?dmr=_CVmzOUGj-1k6C1DlM1mkgacCYQ H3 is a trusted, completely confidential 3rd party system for splitting your reward amongst your network.
Your resume is the tool that opens doors to the interview process. Since I had a lot of questions and feedback about resumes, I thought I’d offer some additional tips on the subject. First, if you’ve been in the industry more than 4-5 years, your resume can easily go over 2 pages (put please, not 10!) . With all the technical summary information, education and a couple internships, you’re almost there already! I’d rather you offer the technical detail I need vs. arbitrarily setting a limit on the information you will present. Second, if your job title means nothing outside your company or does not really reflect your work day to day - make sure to adjust that. Example – your title is “CTO”, but really you’re a lead engineer, writing code 70% of the time and leading a team of 4. If I see “CTO” 5 years out of school, I’d likely assume this could be the case… but MOST people will jump to a conclusion and toss the resume. Don’t give them a reason to! Make sure you pick a format that is standardized (great recruiters will help) , remove graphics, pictures and extraneous personal information, unless directly related to the jobs (hobbies include crocheting or lily propogation is not relevant, but robot competitions could be). Bringing this all home, a recent candidate who is about to accept an offer, had a confusing, pretty incomprehensible resume that did not allude to the level of coding skill they had. Once we re-wrote… we were sitting on a tool to open doors rather than close them. Think like a headhunter and make that tool the best it can be!
Have you ever been a situation where you said “why the heck am I talking to this person?” — perhaps you were trying to negotiate a better price on the latest flat-screen TV or simply trying to get something fixed on your credit card bill. Dealing with the first person who answers the phone or salesperson rarely leads to the success you want.
As a job-seeker the very same is true – you must be dealing with the decision-maker on critical issues- such as reviewing your resume, technical discussions or salary negotiations. If I had a dollar for every admin, HR person or assistant who told me that job was not open (when in fact the Director or VP of Engineering says otherwise), I’d be off to a Caribbean Island come January. If you a see a job on-line or in the paper that you feel you’re a good fit for, Think like a headhunter: research on-line or with your colleagues who you need to talk and get your resume to that person (VP of Software Engineering, QA Manager, IT Manager or VP of Sales)- send a brief note and follow-up with a call. Doing this, gets you right to the person who will making or breaking your candidacy, without the bias or errors prone to dealing with the “middle-men”. Whether saving $100 on your TV or getting the job you want, it’s all about dealing with a decision-maker.
$4,000 reward for Digital TV/HDMI and Wireless Software Engineers – C/C++ My latest reward-eligible role is the following: Cambridge, MA, salaries from 100 to 130s + equity
Click here if you’d like to confidentially refer someone
https://www.h3.com/?dmr=BoIH5fIXEO-2c3YTE-6OZ26Zxho
Working directly with the VP of Engineering
Two roles with this client:
a) Wireless Software Engineer – Our client is seeking an experienced wireless networking engineer to create their next generation wireless mesh network. This is a rare opportunity to build leading edge technology, working with a team that is driven to create the ultimate music enjoyment experience for the home. Requirements
*Advanced degree (MS or better) with a focus in wireless technology.
*Strong coding skills, able to apply theory into working code.
*Knowledgeable in wireless mesh protocols and ad-hoc routing protocols.
*Linux/Unix device driver development
*Working knowledge of Atheros wireless solutions (plus).
*Digital media streaming, audio and/or video.
*Consumer electronics.
b) Principal Software who is strong in Digital TV, a person who would know how to decode and manipulate the data that comes out of your digital set-top box HDMI cable… Our client has won a number of industry awards including the 2005 CEA Innovations Best of Audio Award and 2006 Wall Street Journal Technology Innovation Award for Consumer Electronics.
The WAR for talent is on! Great candidates have lots of choices in terms of where they go to work. We have more clients knocking on our door than we can handle. A client MUST understand how to partner with us to hire the talent they want: How do you, the company differentiate yourself once you’ve identified a great candidate? Some tips I have learned over the years:
Now, even though we are top recruiters, we cannot close everyone! Sometimes, you can do all the right things, and not get someone… sometimes we do all the right things, and people choose another client or another opportunity… or GASP! stay in their same job. Candidates are real people, with real fears, expectations and needs — if we focus on these 3 areas, most candidates who are ready, will accept. Just remember to make sure we all feel this is a “special” event and we can partner succesfully.
For a very impressive startup in the Waltham, MA area. Salary to the 120s + equity.
We are seeking an experienced developer of RDBMS internals (not a database user) who realizes that the legacy architecture and one-size-fits-all mentality of existing databases is dooming them to irrelevance.
Our client is a high-powered team with diverse backgrounds that is changing the rules of high performance data processing.
Solve critical scalability and performance problems through innovative design and implementation.
Your primary responsibilities will be to define, design, and develop database related functionality within the system processing engine for commercial product release. This position requires hands-on development expertise, developing innovative solutions for scalable, high performance distributed systems. The successful candidate is self-reliant and resourceful, that enjoys working with other smart motivated people.
If you know someone for this role, you, and your network can confidentially split a $4,000 reward by clicking here:
For a long-time client (and past candidate) in Cambridge, MA I am offering a $3000 referral reward that you can confidentially split amongst your network, just click here-
https://www.h3.com/?dmr=KsvCSXAHGRV6W8aZtcHMzKYRvW8 .
This VC-backed startup client (established with clients) is looking for hardcore C++ cross-platform (some Linux and majority Windows) skills with systems, kernels, file systems — really interesting work in the vision/video space. Salary to the 120kish area + equity.
Just wanted to wish everyone a wonderful Memorial Day weekend. I hope everyone enjoys the extra day “off” — and yet, even so, I’m here checking on email, and staying on top of things, so the life of a top recruiter is always busy – a “do what it takes” attitude to always be on top of your game and being there for your clients & candidates. Speaking of being on top of your game and “doing what it takes” – Dice-K played through some pretty awful nausea last night, on route to running up his record to 7-2 with his workman-like effort of 5 IP against Texas.
So, you’ve found the perfect job and you’ve fired off your resume… and poof! nothing happens. As someone who reads and screens about 100-125 resumes a day, I can offer a few things that I look for, and things than turn me off — #1 poor spelling or grammar – if you are that careless now, I won’t even bother to read further. #2 Generic objectives – better to NOT have an objective if you cannot customize this to the role you’re interested in. #3 Unimpressive or undetailed descriptions of your work — I want to read the nitty-gritty details of the languages, OSs, toolkits and problems YOU solved — tell me the overall architecture, the problems you faced and what YOU did to solve this. This is where the rubber meets the road — were you a cog in the wheel (and a minor one at that) – or were you a key team member? If you’re a ‘star’ but your resume looks like a ‘scrub’ you have nobody to blame but yourself. Take a few extra moments to make that first impression with someone like me a great one!!
