Baseball cliches and software engineer recruiting in Boston/Cambridge, MA?

Well, another cold, long winter is soon ending (officially Spring, huh?!) and the sounds of baseball will soon be heard around the Fens.  Red Sox season opener is just around the corner. It’s the time of the year where the cliches of “take it one game at a time” and “rather be playing in October than in April” and the season is a “marathon not a sprint” are heard regularly — and if you’ll indulge me, all very closely tied to looking for a software engineering position in MA:

1. Take it one game at a time – each interview, phone interview or company you look at should have your full attention, but once concluded (positive or negative) – learn, grow and apply that knowledge for your next interview (or game/at bat)

2. Rather be playing in October vs. April – You’d rather bomb a few interviews with companies that don’t fit,  than suffer from poor prep on the 2nd interview with the hot startup 2 miles from home that you REALLY want.

3.  Marathon vs. sprint – both as a recruiter or job seeker — no one particular situation will make or break us — job hunting/interviewing is about winning when it counts and  finding the right fitting job — when you find it — whether the first interview or the 15th interview (kissing a few frogs is ok and expected), when you find the “right one” it WILL feel like winning the world series – take a long-term view of our relationship and the job hunt, and you’ll understand  that together, as partners, we’ll find the right situation – assuming we are doing the right things on each interview and each interaction is quality.

Nobody said finding the “right job” was easy, but focus on partnering with the best software recruiter in the Boston, MA area – scott@biviumgroup.com , employing “best interviewing practice” and we’ll make it there together!

 Can’t wait for that first pitch. Go Red Sox in 2008!!

Red Sox just two wins away! The little things make all the difference.

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.

Think like a headhunter: quality takes time

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!

Need a stellar C++ Software Engineer with Outlook API experience – Key Red Sox game tonight

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!

===
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!!

Best Sept ever – Happy Thanksgiving/Columbus Day, Sox ready for game 2

So, a few random things heading into the long-weekend — 1st, Oct is traditionally one of the busiest months of the entire year for recruiting, although I do remember how everything slowed down in 2004, of course, I had the pleasure of attending the World Series, so it was totally worth it! We just wrapped the busiest September in the history of The Bivium Group – so, proof-positive that our knowledge, methods and reputation built over the years have served us well.

Red Sox are ready for Game 2 tonight – should be another great matchup! Great to see those Yankees lose some momentum in their series too.

 Happy Thanksgiving to everyone (Canadian, eh!) and/or Columbus Day – enjoy the great weather and spectacular fall foliage this weekend.

SUPER HOT Software Engineer job – Boston, MA Lead VB.NET/SQLserver – Sox lead down to 1.5 games

A very hot job right now – and a great opportunity – for someone with Commercial/enterprise software development experience in VB.NET/SQLserver (ideally came up through VB6 and/or VC++). This is smaller, family-owned, quality of life place in Boston, looking for someone who is either a Principal, aspiring to be a lead or a strong mid-level software engineer to work directly with the Co-Founder to build the next-generation of software. Perhaps you are interested, or know someone who is ? email me – scott@biviumgroup.com- that sour feeling in my belly? That would be watching the Red Sox lead drop to 1.5 games… we’d better beat up TB, that’s all I gotta say!

Red Sox magic number down to 13! HOT Java & J2EE Software Engineer – Cambridge, MA

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!

That giant sucking sound? People wasting my time. Sox sweep!

We all know these people – in the office, they love to gossip, chit-chat and suddenly you just lost 2 hours of your valuable day. In the recruiting world – these clients or candidates are the ones that are physically incapable of time management. Each of us has the same 168 hours in a week – so, why do some people achieve greatness, and others are merely average? Much of this comes down to time management! As a recruiter, we are paid when we succesfully make a match, that lasts past a certain time-period. In many recruiting companies, recruiters receive a base salary or draw every two weeks, to smooth out the inconsistent nature of the software recruiting business. However, this leads to people who show up, day after day to tackle their call list, their prospects list and following-up on interviews without any real precision or care about the lifecycle of their placement (REACTIVE people vs. PROACTIVE people) . Too often, companies work with these ‘poor’ recruiters and think that all are like this. Instead, our model here is one of precision, and accuracy that focuses all of us on a specific goal – FILLING THE JOB with the MOST qualified CANDIDATE in a timely manner. Not returning my calls or emails? Not providing feedback? Not reviewing resumes in a timely manner? Not communicating when an expectation YOU set will not be met? It makes all of us look like amateurs. With reputation our #1 commodity, we must never lose site of all those people who want to suck my 168 hours onto their agenda of plodding, inefficient processes. Oh yeah, Sox had a banner weekend - sweeping the other Sox and extending their leads up to 7.5 gms and scoring in double-digits each game! NICE!!

Long-term relationships – the power of one – Sox lead back to 6 gms

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.

It’s summer, but software recruiting is in full swing! Sox lead down to 6.5 games

Yes, it’s the dog days of summer, and thoughts of BBQs, weddings, Tanglewood, the Cape and Red Sox are dancing through all of our heads… but, many of us are still actively setting up interviews and candidates are readily accepting jobs. The key is that both companies & candidates must have an action plan to work around the scheduling challenges and communication gaps that this time of the year presents. If you meet a candidate you like, only to have to wait 2-3 weeks to make an offer, guess what? Another company will have their “act” together and hire that person away. In terms of candidates, just because the calendar reads late July, it does not mean that you should start looking in September. NOW is the time to beat the competition and get a leg up on others. We have over a 100 software engineer roles open…. and many clients are hiring more now than 3-6 months ago. Oh yes, the Sox lead is down to a fairly miniscule 6.5 games… the Yankees are hot, and are showing their stripes. Looking at their core stats – runs scored and runs allowed and their record in 1-run games… this should come as no surprise to any member of Red Sox nation. Now, we need to hold the line and make some deadline pickups – Theo? How about it?

Think Like a Headhunter: Interview tips – “the most powerful question you can ask”!

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!

Share in up to $41,500 in referral rewards… Sox squeak out a win 2-1

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. 

Long-weekend restart, Red Sox extend Major League best record to 35-15

I always find the day right after a long-weekend a weird day – everyone is still in vacation-mode and it’s usually not until tomorrow that most people get caught up.  As a recruiter, it’s time to reconnect with clients and candidates to stay on top of activity, and driving the various processes closer to a conclusion – 2nd interview, reference check, etc. Take the top-down view to review what is probable and what makes no further sense to invest in. Push for honesty and open communications to ensure no surprises.

On the Red Sox side, we’re now riding a 4 game win-streak, as the Sox ran  their ML-best record to 35-15 winning over a very good Cleveland team last night. Biggest highlight had to be Youkilis’s inside the park homerun. Quite the sight!!!

Happy Memorial Day weekend – Dice K record improves to 7-2

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.

Red Sox sweep doubleheader, amazing pitching continues

The Red Sox continued their torrid May with a sweep of the day/night doubleheader with the reigning AL Champions from Detroit. In the process, they also picked up a 0.5 GM on the Yankees to extend their division lead to 9.5 games. To temper this excitment, it sounds like Beckett is headed to the DL with that skin flap issue. Most impressive right now about the Sox compared to the past couple years? Pitching – according to Elias – “Boston’s pitchers have allowed only 136 runs in 40 games. Only twice in the American League’s DH era (ie. since 1973) have teams won at least 28 of their first 40 games while allowing as few runs as have the Red Sox. The 1984 Tigers started 35-5, with 120 runs allowed, and the 1990 Athletics started 28-12 with 130 runs allowed.” Simply incredible!

Think like a headhunter: Phone interview preparation, Wakefield’s knuckler not up to task

Not much good to say about last night’s game — Wake’s knuckler wasn’t dancing, and the AL’s ERA leader got hammered. The only positive? The other Co-Founder of The Bivium Group, Jamie LeBlanc got to visit the park for a special behind the scenes visit with the owners of the sox – very cool!!

In my series of Interview Tips, today’s relates to phone interviews. The most important aspect of a phone interview, is that this is screening tool  — if you are not prepared, polished and ready to discuss your background & the company — you won’t get the opportunity to meet them! So, be in a quiet place, have your resume and the job description printed out. Research the company – be enthusiastic, smile, and be energized on the phone — we read a lot into the non-verbal cues people give off — especially on the phone. If you are flat, monotone and can’t show some enthusiasm and passion on the phone – there is NO way a company will interview you. Do a quality phone interview and you will shine!

Dice-K spins a Complete Game Gem & thoughts on Why to work with a recruiter

Dice-K pitched perhaps his finest game of the season, spinning a CG giving up his only run on a solo HR. Although he exceeded 120 pitches pretty early in the season, the Japanese fanatical conditioning makes this much less of an issue than perhaps for others. We shall see. But, quite the impressive game.

 Many times, I get asked by clients and candidate — why should we work with a recruiter? “I can find jobs online” or “I can find candidates online”.  Of course, if it were that “easy” I wouldn’t really have a business, now would I?

 Clients need us to filter and get to those who can do the job required, and fit the culture of the organization. We’re not talking about 20% matches, but 80%+ matches… stars – people who know their stuff and run circles around those who are “average”. That person is almost always employed, and casually looking for the “right fit”. On the candidate side – I have inside information on many companies, and can help generate confidentially, a search tailored to your exacting requirements. Over time, I have found that over half of the candidates I place, accept jobs they didn’t even know existed, had passed over before, or dismissed out of hand! Why? Preconceived notions, wrong information or too much scrutiny on a job description which paints the picture of the ‘pefect’ candidate vs. the candidate they will hire.

$3000 for Eclipse Java/J2EE Software Engineer & Historic Sox Comeback – 6 runs in 9th to overcome Os

If you’re a sox fan, you’ve got an ear to ear grin this morning. What a comeback! Even more exciting, is that according to Elias sports, the Sox have only once in their history had a larger division lead (8.5 gms now!) so early in the season. Quite the comeback kids! To all the mothers out there (including mine) – Happy Mothers Days — it goes without saying how much you mean to me.

 Today’s job that I want to highlight is a Java/J2EE Eclipse Software Engineer – this position is in Cambridge and reports to an Architect that I placed. This is very powerful team of smart principals and they want to add someone with a little less experience to grow from the smarts of the team. Perhaps you are interested? Or you know someone? Click the H3 link https://www.h3.com/?dmr=BnI25ACY2gfKu-bf33aGUXrq5Ag  to split your $3,000 referral reward through your network.

J2EE Principal and Lead Software Engineers – $3,500 referral bonus & Sox on a roll, win 8-0

So, the Sox totally dominated the Blue Jays this series in a 3-0 sweep. Since I’m originally from Canada, the Jays will always be close to my heart. Not much to cheer for though, pretty much time to stick a fork in them.

 Today’s highlighted job is for client that closed closed to $40 M in VC recently and is exclusively working with us to fill a number of Senior, Principal and Lead level J2EE software engineering roles. The VP of Engineering is someone we’ve worked with for many years – a great place and great technical problems to be solved. We’re offering a $3,500 referral bonus for anyone please use the H3.com system https://www.h3.com/?dmr=EYi4IXIxBPkFa8Fn_tM60VHnrb8 – or drop me an email.

Hot job – WinCE/Mobile C++, telecommute 3-4 days – $3,500 reward

Well, the hottest job I am working on this week is a Windows CE/Mobile C++ software engineer position — what is unique and pretty cool about this opportunity is that you can work from home 3-4 days a week. Travel to the Cambridge, MA office just once a week. Get in touch if this interests you or someone in your network – I have am offering $3,500 cash for any referrals on this job.

Speaking of telecommute — hard to imagine how many companies are still against the concept. In 2007 “Face-time” is certainly important, but every hour of every day certainly does not need to be in the office. In our industry and in some companies, this “dinosaur” thinking is like the iceberg under the water – just a sign of so, so many other outdated thoughts. You hear me WW?

Referral rewards of $2,000-$ 4,000 for software engineers

I love referrals – it’s the ultimate pat on the back and it reminds me that I’ve done a great job. In fact, 80% of my placements are referrals!

Right now, I recognize the market is pulled in so many directions – great opportunities look no different on the surface than a “legacy” job with old technologies and ever-worse potential colleagues.

 We are now offering the HIGHEST referral rewards in the Boston software engineering market – anywhere from $2,000-$4,000 – the results in a permanent placement. Why refer your friends or colleagues elsewhere?

We have partnered with www.h3.com for a system where you and those you refer to can all SPLIT the rewards. No other recruiting firm is doing this. We love our network and want to reward you too! Email me to get on the rewards list — it couldn’t be easier.