• When you look in the mirror, I smile

    Let’s face it, the professional job search is a heck of lot longer, more tedious, and more frustrating than any of us can bear.

    Between ducking out for lunch-time interviews and cranking through networking calls, your job search is hectic enough to get you frazzled, hassled, and more than just a bit “down in the dumps.”

    Banging out another four phone calls after an exhausting day in the office — while it could be just the jackpot you’ve been waiting for — is still awfully tough to get excited about.

    And the negative thoughts or bad mood that a rough day can generate have a way of creeping into your voice. You might not even realize it, but you may come across sounding tired or crabby or exhausted, and that undercuts the whole purpose of making the calls to begin with.

    So here’s my bit of job hunting success advice to make your calls sound great:

    Buy a mirror.

    It sounds like a small thing, and probably a funny thing, but a mirror can help wipe away the negative feelings you might unconsciously be transmitting over the airwaves.

    Buy a mirror, and keep it by the phone. Just before you make your networking and interviewing calls, take a good long look in the mirror.

    And what do we do when we look in the mirror?

    We smile.

    So before your calls, take a minute to have a nice, big, warm, fun smile with yourself.

    Think of summer days, or your first kiss, or the birth of your first child, and enjoy watching how big and wide a smile you have.

    And the amazing thing, which scientific research has actually backed up, is that our facial expressions can really change our emotions.

    So you’ll find that even after a bad news day, grinning a grin — a big old grin — for 5 minutes can actually make you feel better. I’ve tried it myself over the years, and it’s really true.

    Those positive feelings help your spirits, help you sound great on the phone, and help you get your next job that much quicker.

    So that’s my simple advice for this week, folks: mirror = smile = good attitude = positive impression. I hope you find it as useful as I have!

    Enjoy and have a great week!

  • Age discrimination is mindset discrimination

    One of the things I was most surprised by when I got into the jobs business over a decade ago was the prevalence and practice of age discrimination in hiring right here in the USA.

    Oh, sure… we’re not like some overseas markets where job ads explicitly demand youth, or a particular gender, or beauty(!), in the applicant, but there it is…

    The blank look on your interviewer’s face when you talk about growing up in the 60s or 70s. The skepticism with which your Snap-twit-facebook-whats-gram-app skills are regarded. The cultural references that pass silently like two Teslas in the night…

    Well, at least the younger generation seems to get your reference to “Gunga-galunga” and giggle.

    Most of the time.

    All of it adds up to a pernicious undercutting of your ability to get hired and get ahead. We have to admit the ugly truth that age discrimination exists — there’s no doubt about it.

    And there’s no silver bullet for those facing it. If you’re in the job market and over the age of 52, you will almost certainly face stereotypes and negative attitudes regarding your desirability because of your age. And in some cities, in some markets, that negative environment impacts candidates as young as 40 years of age.

    While there’s nothing you can do to stop it, I have, over the years, observed which candidates and applicants have succeeded despite their age and which have failed because of it.

    If I had to summarize, I’d say it appears to me that age discrimination is mindset discrimination first and foremost. And you’ll need to review how you are presenting your mindset — your attitude — to your future employer.

    Every hiring manager is asking herself, every HR person is asking himself, these questions about you and every other candidate they’re interviewing…

    Will this candidate:
    - Be able to excel in this role?
    - Be able to learn and adjust as the role evolves?
    - Be able to master the tools and technologies involved today and tomorrow?
    - Get along well with others on the team?
    - Take direction and feedback?

    And it’s important for you to realize that youth is the symptom, not the cause, of age discrimination.

    What I mean by that is that hiring managers are hiring for open-mindedness, flexibility, and a sociability with others. On average, there’s a perception on the part of hiring managers, whether right or wrong, that those attributes are more frequently found in the young, as opposed to the experienced.

    And it’s worthwhile to review why these attributes have so much value in the business world today.

    As the world changes, businesses change even more rapidly. Companies sometimes need to jump on new trends before they pan out, or hedge their bets, or make sure they’re well-prepared for most contingencies. And that means there’s always plenty of “new” to keep up with.

    So a workforce that is flexible, open-minded and interested in learning is far better than a workforce that is determined to keep doing it the old way.

    “The old way works fine” might be OK for you around the home, but in business, it has proven to be an enormous destroyer of value. Take a look at the hard times that old famous companies have fallen upon. Heck, even some of the newer tech companies that were darlings within the last decade have had difficulties mastering new environments.

    So expecting your future employer to be pleased with an “old ways are tried and true” mindset won’t serve you well in your job search.

    So it is not necessarily youth itself that companies are hiring for, rather, it is those attributes that have proven effective in today’s business environment.

    The cause of age discrimination is the perception around older professionals’ adaptability, curiosity, and team spirit; youth is merely a symptom.

    Since you can’t change your age, your goal is to address the underlying root causes of age discrimination — your goal is not to appear or act age-inappropriate — it is to present yourself, effectively, as a constructive, resourceful, “coachable”, team player.

    When confronting misperceptions in your job search, it is always better to “show” than to “tell”:

    - Describe situations in which you adapted new technologies to the problem at hand. It is helpful if these examples aren’t from the seventies, but rather represent transitions that your interviewer herself went through.

    - Recount how you were able to help younger (and older) staffers get to a solution that was stumping all. Detail the challenges you faced and what tactics you used to overcome them.

    - Relate your experiences with receiving and using feedback constructively. Discuss how you used the situation to update your behavior and outlook. Share the process you went through to find where you could perform better and the steps you took to achieve an improvement. Ideally, quantify that improvement.

    - Illustrate with specific stories your interest in, and passion for, the work that you do. Why does it drive you? What excites you about your work? Your younger competition does this out of habit — because they can’t talk about decades of success in the business — so you need to make sure you put yourself on a fair footing.

    As you can see, the important thing is that rather than telling the hiring manager that you’re open-minded, curious, flexible, adaptable to new circumstances, and sociable enough for the role, show him that you are.

    And a final word to remake the point about youth being a symptom and not a cause of age discrimination.

    On occasion, one finds older candidates that mistake having an open mindset with mimicking a twenty-year-old’s mindset.

    There is a difference.

    Arriving at a job interview replete with the names of the latest bands, dropping age-inappropriate lingo into your answers, and wearing clothes that reveal too much about your desperation by trying too hard, all have the opposite effect of what you’d hope for.

    Interactions like these reconfirm your interviewer’s fears that you’ll be obtuse, unsavvy, and a management challenge on the job.

    No, your best tactics are to communicate, verbally and nonverbally, that you are adept at keeping up with the times, and, even more importantly, interested in doing so. And the best way for you to do that is to show them precisely those behaviors and traits for which they are interviewing.

    Good luck in the job search this week, Readers!

  • I had a bad day

    It all went so wrong, so very, very wrong — right from the start.

    You left your notepad with your hand-written questions at home; your CEO pulled you into a last-second meeting that made you a half-hour late to the interview; and you finished it off by saying “I think my background and experience make me uniquely suited to making a big contribution here at Avis,” which was a good point, except you were interviewing at Hertz.


    You had a bad day in the job hunt. A really bad one. You feel embarrassed, and you’re starting to wonder if anybody is ever going to be foolish enough to hire you.

    It happens to all of us. I’ve been through two dozen job hunts in my lifetime and I could spend a couple hours over lunch filling you in on all the stupid mistakes I’ve made.

    I know what it’s like to completely and utterly bomb the interview — the humiliation and the self-doubt and the worry that you’re never going to find a new job because maybe, just maybe, you don’t really deserve one.

    And I know the anxiety that causes you to question yourself and feel like the whole system is set up to frustrate and defeat you.

    And I’d like to tell you that it’s easy to just brush it off and get back up and get going again.

    But it’s not.

    Because while goof-ups are a natural part of the process anytime we’re trying to do something new — a new golf swing, a new app, or finding a new job — and we should just take them in stride, that’s one of those things that is easier said than done.

    In the job hunt, we feel that too much is at stake, there’s too much on the line, for us to just shake it off.

    And that’s the problem.

    At TheLadders, we spend a lot of time studying the best ways to help you get into your next job as quickly and painlessly as possible. And one of the first things we discovered over the years is this sad fact:

    The day after a “bad” day, the average job-seeker only does half as much for their job hunt as they normally do. They only send out half as many resumes, make half as many calls, and do half as much research as they normally do.

    It’s understandable. You’re embarrassed, you’re feeling foolish, you’re having doubts about your abilities. All because of that bad day.

    Shakespeare, as usual, may have said it best:

    Our doubts are traitors, and make us lose the good we oft might win, by fearing to attempt.

    Our doubts are traitors, indeed. They sit there on your shoulder, bend your ear, and whisper negative thoughts into your head. Which is a shame, because that same research shows there is a direct correlation between activity in the job hunt and finding your next job. So in a way, the little buggers whispering negative things in your ear are directly undermining your chances of success.

    Of course, when you sit back to think about it, this drop in activity the day after a bad day is absolutely 180 degrees different from the advice you’d give to somebody you care about, when they are facing a similar situation.

    The day after your daughter falls off her bike while she’s learning to ride without training wheels, you don’t tell her to try only half as hard today.

    And when your college buddy, who needs to drop more than a few pounds, blows his diet at Outback Steakhouse with the Bloomin’ Onion, the 22-ounce Melbourne Steak and that dang delicious Chocolate Thunder from Down Under, you don’t tell him it’s OK to only try half as hard to stick to the diet tomorrow.

    No, you tell the people you care about that the past is the past, that today is a new day, and they should do something new with it.

    So here’s the good news. While the average job-seeker only puts half as much effort into their job hunt the day after a bad day, it’s important for you to remember:

    You’re not the average job-seeker.

    You got here because you’re effective at dealing with business problems, and you’ve shown the leadership and management ability to overcome tough situations.

    It’s often said that finding a job is a job in itself. If that’s the case, why shouldn’t you treat a bad day on the job hunt the way you’d treat a bad day at the office? When the big sale is slipping away, or the budget is late, or the database crashed, or the agency hasn’t turned around the work on time, you don’t sit back. You leap into action.

    And that sense of competence in overcoming the day-to-day problems of your job is the same sense of capability and effectiveness I’d like to ask you to bring to your job hunt.

    The day after a bad day, treat it just like you would any challenge you face in business. Don’t cut your effort in half … Double it.

    You’re one of the top professionals in the country for a reason. And that reason is that when all of the people in this nation were put on a scale, you were found to be one of the best at your job, the best at your business, and the best at making yourself a success.

    And what I can tell you from experience is that you will find your next great role in life. Sometimes the road is long, and winding, and twisted, and the destination feels like it is forever just out of sight, but from watching literally millions of your fellow subscribers here at TheLadders land their next job, I can tell you that you, too, will find yours.

    So this Monday morning, I want you to banish those traitorous doubts and show them who’s really boss by doubling your efforts.

  • “I wasn’t ignoring you, I was bored”

    After a long weekend, a short bit of advice on email I picked up on Twitter this spring:

    Your audience is busy. They’ve got meetings to sleep in, candy to crush, and fantasy baseball teams to rebalance. Stand out from the other five hundred emails they’ve received this morning by deleting most of what you’ve written. A shorter message stands out.

    You see, when you write a long email, your chances of being read, understood, and remembered are much lower. People are receiving far more junk email these days than ever before. Some people have even declared “email bankruptcy” and deleted all of their old emails at once without reading them! So it’s important that you be as concise as possible.

    Fewer words on a bold white background grab the attention of the reader and the message resonates. Longer messages hit the trash can without ever making an impact.

    Follow it and prosper!

  • Knocking down a king on 4th of July

    With the 4th of July coming up Saturday, it’s a good time to reconsider this advice from a great American:

    It is not the critic who counts, not the man who points out how the strong man stumbles or where the doer of deeds could have done better. The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood, who strives valiantly, who errs and comes up short again and again, because there is no effort without error or shortcoming, but who knows the great enthusiasms, the great devotions, who spends himself for a worthy cause; who, at the best, knows in the end the triumph of high achievement, and who, at the worst, if he fails, at least he fails while daring greatly, so that his place shall never be with those cold and timid souls who knew neither victory nor defeat.

    That was Theodore Roosevelt speaking at the Sorbonne in 1910 and I run this quote every Independence Day because, well, it’s awesome & it’s fierce.

    I’m reminded of ferocity often on my morning jogs in Manhattan. I live Downtown and my route takes me down the river and up Broadway past the Charging Bull.

    A favorite part of the run is coming through Bowling Green and the metal fence that surrounds the small park. As you can see in the video below, the tops of all the fence posts have been chopped off — by vandals, you might think…

    …but these were very patriotic vandals as the act occurred way back on July 9, 1776:

    On July 9, 1776, after the Declaration of Independence was read to Washington’s troops at the current site of New York’s City Hall, local Sons of Liberty rushed down Broadway to Bowling Green, where they toppled the statue of King George III. The fence post finials of cast-iron crowns on the protective fence were sawed off, with the saw marks still visible today.

    Knocking down a king and cutting the crowns off the fence that protects him — let me tell you I get a little boost in my pace every time I run by.

    Our American heroes have given us a wonderful country to enjoy this week, and every week, Readers.

    Have a great 4th!

  • It’s not about me, it’s about you… the 21 questions you need to ask in a job interview

    It’s time for my twice-a-year update of the best questions for you to ask in an interview.

    I’ve put this list together because so often we can forget what an interview’s all about. It sure feels like it’s about you, but it’s really not.

    An interview is actually about how you can help your future boss and future employer succeed. It’s about finding out what their requirements and hopes are and matching up your background and experience with what they need.

    Overlooking these basic facts about the interview is easy. There’s so much else going on in your work, your life, and in your job search, that you can forget to look at the interview from the interviewer’s point of view. And that’s a shame, because you need the interviewer to walk away from the interview thoroughly impressed.

    When I ran these questions previously, commenter “spiderji” wrote in and said:

      Marc, I used some of your questions in a job interview today. When I asked how to get a “gold star” on the evaluation, the interviewers faces lit up!” I contrast today’s interview with others I’ve been on where I didn’t have any meaningful questions at the end. This one was electric! I won’t know the results for a couple of days, but if they hire me I’ll owe you a drink! Thank you!

    And reader LBRZ shared:

      I have to thank you! I had an interview yesterday and it went great. When I asked about his leadership style and reward system his face lit up like a christmas tree.

    After he answered the question “how can I help you receive your next promotion?”, he began to give me advice on how I should negotiate for a higher starting salary.

    And that’s exactly the point, Readers. By asking these questions, which focus on the needs, traits, and preferences of your future boss and future employer, you’re demonstrating that you are somebody who is genuinely interested in their well-being. And the more interest we show in others, the more commitment they show to aiding our cause.

    With that in mind, here’s the twice-a-year update to my collection of “best interview questions” below. My aim here is to arm you with easy-to-ask, revealing-to-answer questions for you to take with you to an interview:

    1. What’s the biggest change your group has gone through in the last year? Does your group feel like the tough times are over and things are getting better, or are things still pretty tough? What’s the plan to handle either scenario?

    2. If I get the job, how do I earn a “gold star” on my performance review? What are the key accomplishments you’d like to see in this role over the next year?

    3. What’s your (or my future boss’) leadership style?

    4. About which competitor are you most worried?

    5. How does sales / operations / technology / marketing / finance work around here? (I.e., groups other than the one you’re interviewing for.)

    6. What type of people are successful here? What type of people are not?

    7. What’s one thing that’s key to this company’s success that somebody from outside the company wouldn’t know about?

    8. How did you get your start in this industry? Why do you stay?

    9. What are your group’s best and worst working relationships with other groups in the company? What are the pain points you have to deal with day-to-day?

    10. What keeps you up at night? What’s your biggest worry these days?

    11. What’s the timeline for making a decision on this position? When should I get back in touch with you?

    12. It’s been tough economic times, and every position is precious when it comes to the budget. Why did you decide to hire somebody for this position instead of the many other roles / jobs you could have hired for? What about this position made you prioritize it over others?

    13. What is your reward system? Is it a star system / team-oriented / equity-based / bonus-based / “attaboy!”-based? Why is that your reward system? What do you guys hope to get out of it, and what actually happens when you put it into practice? What are the positives and the negatives of your reward system? If you could change any one thing, what would it be?

    14. What information is shared with the employees (revenues, costs, operating metrics)? Is this an “open book” shop, or do you play it closer to the vest? How is information shared? How do I get access to the information I need to be successful in this job?

    15. If we are going to have a very successful year in 2016, what will that look like? What will we have done over the next 6 months to make it successful? How does this position help achieve those goals? (This question helps show your ability to look beyond today’s duties to the future more than a year away.)

    16. How does the company / my future boss do performance reviews? How do I make the most of the performance review process to ensure that I’m doing the best I can for the company?

    17. What is the rhythm to the work around here? Is there a time of year that it’s “all hands on deck” and we’re pulling all-nighters, or is it pretty consistent throughout the year? How about during the week / month? Is it pretty evenly spread throughout the week / month, or are there crunch days?

    18. What type of industry / functional / skills-based experience and background are you looking for in the person who will fill this position? What would the “perfect” candidate look like? How do you assess my experience in comparison? What gaps do you see?

    19. What is your (or my future boss’) hiring philosophy? Is it “hire the attitude / teach the skills” or are you primarily looking to add people with domain expertise first and foremost?

    20. In my career, I’ve primarily enjoyed working with big / small / growing / independent / private / public / family-run companies. If that’s the case, how successful will I be at your firm?

    21. Who are the heroes at your company? What characteristics do the people who are most celebrated have in common with each other? Conversely, what are the characteristics that are common to the promising people you hired, but who then flamed out and failed or left? As I’m considering whether or not I’d be successful here, how should I think about the experiences of the heroes and of the flame-outs?

    I hope you find these questions useful in your interviews, Readers!

    A final note. Previously, another commenter, “Lenore”, asked:

      Hi Marc. Awesome questions!

    My question for you is…..how do you ask questions when you are meeting with more than one interviewer. I met with 3 to 4 interviewers, one at a time. I didn’t want to come off generic by asking each of them the same questions. I guess you can go by their role to determine what questions you are going to ask. Sometimes they are all top executives. I’m guessing there are enough questions to divide amongst them all. I had asked so many questions in an interview once, that I didn’t want to seem redundant. Do you think this is ok?

    To which I replied:

      Great question Lenore.

    Three options:

    1) Change the wording a little bit each time so you’re not asking the same question in the same way.

    2) Mention that “You know, I already asked your colleague about this, and I’d love to hear your thoughts…”

    3) Divide the list and ask different people different questions, as you suggested.

    Hope that helps!


    OK, Readers, have a great week in the job search!

    I’m rooting for you!

  • If I knew then…

    This has been floating around for a bit, but I must’ve missed it:

    “As the 50th reunion of Harvard Business School’s Class of 1963 approached, we asked the class members if they had any advice to pass along to younger generations.”

    And what follows is not just good advice about jobs, careers, or getting ahead, but also the most important stuff — your life, your family, your loves.

    Some stand-outs in the advice from the Class of ’63, were:

    “I would have been a better leader if I had been less cocky in my early career and more confident in my middle career.” – Leadership





    Lack of an ethical compass” – Business

    “Keep re-inventing yourself through self-education, because industries change quickly.” – Careers

    “My one big mistake in life has been providing a trust fund for my five children. I’m very comfortable paying for an education for as long as they want to study in a reputable university. However, providing additional funds so they could have a lifestyle beyond what they have achieved on their own was a mistake.” – Family

    I hope you’ll find wisdom and comfort and energy in these pages, folks!

  • Hired!

    Thousands of your fellow subscribers found new jobs in May on TheLadders!

    We have more activity from employers and recruiters on TheLadders this year than ever before.

    Why? Because TheLadders professionals are interested in a new job, and behave respectfully. While the typical job posting on LinkedIn or Monster gets hundreds (thousands!) of unqualified applications, the typical job at TheLadders gets just 14 applicants that are targeted, relevant, and interesting to the HR person or recruiter.

    So while we don’t have the space to share them all, here are a hundred of the top positions landed by your fellow subscribers through TheLadders.com in the past months:

    Title Salary Location
    CFO $275K New York
    District Sales Manager $100K Minneapolis, MN
    Director of Finance $100K Ponte Vedra, FL
    Mechanical Engineer $75K Orlando, FL
    CFO $170K Kentucky
    HSE Manager $105K Mission, TX
    Sr. Account Director $100K Portland, OR
    Senior Accountant $62K Dallas, TX
    Software Sales Executive $100K Orlando, FL
    Production Manager $130K Midland, IL
    Risk Advisor $70K Charlotte, NC
    Security Analyst $85K Cranberry, PA
    Sr. Project Manager $136K Pittsburg, PA
    Sales Manager $125K Chicago, IL
    Vice President, Sales $125K Portland, OR
    Senior Director of Credit $130K McAllen, TX
    Validation Director $180K California
    Head of Direct Acquisitions $135K Miami, FL
    Director, Brand Marketing $170K New Jersey
    Senior Benefits Attorney $110K Marietta, GA
    Vice President of Information Technology $155K Brattleboro, VT
    Regional Director of Sales $220K Boston, MA
    Business Manager $100K Raleigh, NC
    Senior Sales Consultant $94K Burlington, MA
    Director of Finance $110K North Brunswick, NJ
    Senior EHS Auditor $110K Deerfield, IL
    Director of Sales $150K Denver, CO
    Financial Professional Associate $45K Grand Rapids, MI
    Vice President of Information Technology $200K New York City
    Director of Development and Construction $145K Irving, TX
    Technology Sales $90K St Louis, MO
    Sr Marketing Manager $125K Dallas, TX
    Marketing Services Director $165K Chicago, IL
    Enterprise Account Manager $60K Louisiana
    District Sales Manager $80K Denver, CO
    HR Manager $90K Franklin, TN
    CFO $200K Atlanta, GA
    Talent Management Director $175K Berwyn, PA
    Director of Global Quality $135K South Carolina
    Vice President $150K Eastern US
    Senior Account Executive $100K Illinois
    Enterprise Account Executive $85K Lone Tree, CO
    Sales Director $120K Atlanta, GA
    Senior Vice President of Human Resources $250K Boston, MA
    Change Management Specialist $100K Washington, DC
    Associate Director $140K New Jersey
    Director, Product Marketing $150K Remote / Virtual
    Vendor Cost and Control Manager $87K Dallas, TX
    Project Manager $120K New York
    Director – Supply Chain Planning $160K New Jersey
    Account Executive $75K Burlington, MA
    Director of Food and Beverage $90K California
    Staff Engineer $67K Moorestown, NJ
    Director $80K Connecticut
    Senior Software Engineer $140K Newark, NJ
    Ops Manager $240K Reston, VA
    Account Executive $70K Minneapolis, MN
    Director Of Acquisition and Retention Marketing $160K Cambridge, MA
    Director, Product Management $170K New York
    Product Manager $110K Virginia
    Program Development Engineer $90K Cincinnati, OH
    Executive Director $100K Tulsa, OK
    Manager $155K San Francisco, CA
    Director of Marketing and Sales Programs $120K New York
    Sr. Contract Sales Rep $83K Charlotte, NC
    Director of Sales $125K Southeast US
    Process Engineer $80K Georgia
    Marketing Manager $110K Atlanta, GA
    Senior Director of Operations $155K Michigan
    Sales Manager $80K Jacksonville, FL
    Sr. Supply Chain Analyst $75K Highland, IL
    Project Manager $90K Sonoma County, CA
    Project Manager $180K Washington, DC
    VP of Finance $160K San Francisco, CA
    Senior Project Manager $110K St Louis, MO
    Chief Operating Officer $220K Lincolnwood, IL
    Plant Manager $165K Nashville, TN
    Director of Operations $140K North Carolina
    VP of Finance $160K St Louis, MO
    EHS Manager Americas $98K Hartland, WI
    Director of Sales $110K Southeast
    Director, HR $125K Marietta, GA
    Superintendent $110K Minnesota
    Senior Director Talent Acquisition $160K Freemont, CA
    Softweare Development Manager $130K Greensboro, NC
    Director Product Management $168K Shelton, CT
    Manager Infrastructure $140K Austin, TX
    Store Manager $95K Westchester, NY
    Sr. Funding Specialist $42K Manhatttan Beach, CA
    Director of Operations $175K New York
    Director of IT $175K Austin, TX
    Molecular Oncology Account Executive $85K Minnesota
    Director of Sales and Marketing $109K Albuquerque, NM
    Sales Director $125K Southeast US
    Network Security Admin $75K Muscatine, IA
    Regional HR Director $125K Illinois
    HR Director $115K Syracuse, NY
    Director – Customer Experience $140K Orem, UT
    Senior Oncology Specialist $80K Corpus Christi, TX
    Field Sales Representative $50K Miami, FL

    Good luck in your search this week!

  • See what employee paychecks look like at thousands of top companies

    Some people start their job search by looking for their next employer first. They’ll create a list of companies they’re most interested in and then research and explore opportunities within that universe. Sometimes, you just wanna work at Facebook, or the NBA, or Disney, or…

    So we’ve added “Companies” to help you understand more about paychecks at your favorite companies. We’re providing you with company data on jobs, salaries, and a bunch of social information. Probably the coolest thing about it is that with over 10 years of historical data from your fellow subscribers, we’ve got a pretty good idea about what you can expect various positions to pay.

    You can find “Companies” along the top bar of the website:

    And for a typical company, say, Apple, here’s what you’ll see:

    To see our secret knowledge on the companies and paychecks you care about most, go check out our Companies page now.

    Have a great week!

  • The best employers and recruiters in the country for you

    Each quarter, we publish our list of the best employers and recruiters in the country. These represent the savviest, most supportive and most successful hiring professionals in the USA, and we are pleased to have them be part of the extended TheLadders family.

    With great pleasure, acclaim, and gratitude, may I present this selection from our most recent “Top Recruitment Professionals in America” list, for Summer 2015:

    Top Corporate Recruitment Professionals

    Julie Beltman Julie Beltman
    HR Partner at Check Point Software Technologies, Inc.
    Mobility Sales Manager – Dallas, TX
    Legal Counsel – San Carlos, CA
    Mobility Sales Manager – Atlanta, GA
    James Williams James Williams
    Sourcing Recruiter at Accenture
    SAP Master Data Governance Manager – San Francisco, CA
    SAP Master Data Governance Manager – Dallas, TX
    SAP Master Data Governance Manager – Los Angeles, CA
    Michael Knutson Michael Knutson
    Associate Account Executive at TSP, Inc.
    Chemical Engineer – Dallas, TX
    Mechanical Design Engineer (Frisco) – Frisco, TX
    Advanced Product Quality ( APQ ) Engineer – Maumelle, AR
    Annette Biesinger Annette Biesinger
    Recruiter at Bristol Hospice
    Director of Education & Community Development – CA
    Director of Education and Community Development – OK
    Director of Education and Community Development – TX
    Elizabeth Uyehara Elizabeth Uyehara
    Manager Corporate Recruiting at Harbor Freight Tools
    Sourcing Manager – Calabasas, CA
    Product Category Manager – Calabasas, CA
    District Manager – Seattle, WA
    John Osland John Osland
    CEO and Co Founder at Gravity Investments
    Wealth Management Corporate Consultative Sales – Indianapolis, IN
    Wealth Management Corporate Consultative Sales – Philadelphia, PA
    Wealth Management Corporate Consultative Sales – Providence, RI
    Philip Hayman Philip Hayman
    Director of Sales East Coast at CTS Language Link
    Sales Executive – Atlanta, GA
    Sales Executive – Nashville, TN
    Sales Executive – Hartford, CT
    Daniel Ferzoco Daniel Ferzoco
    Associate Recruitment Consultant at Michael Page
    Sales Engineer – Boston, MA
    Recruitment Consultant – Boston, MA
    Quality Engineer – NH
    Lindsey  Bogard Lindsey Bogard
    Recruiting Manager at Accruent
    Senior Manager, Professional Services – Austin, TX
    Senior System Analyst – Austin, TX
    Support Manager – Austin, TX
    Alan Speicher Alan Speicher
    Recruiting Manager at Web.com
    Network Engineer – Jacksonville, FL
    Network Engineer – Atlanta, GA
    Digital Marketing Consultant ( Outside Sales ) – Atlanta, GA
    Maryann Kovacevic Maryann Kovacevic
    Corporate Recruiting Consultant at Bottomline Technologies
    Product Manager – Alpharetta, GA
    Full Stack Software Engineer – Portsmouth, NH
    Full Stack Software Engineer – Providence, RI
    Alan Hattman Alan Hattman
    Sr. Staffing Consultant at HEAT Software
    Corporate Controller – Milpitas, CA
    Staff Accountant – Milpitas, CA
    Director, Product Marketing – Milpitas, CA
    Marc Spiron Marc Spiron
    Corporate Recruiter at Billtrust
    Quality Assurance Engineer – Trenton, NJ
    Director, Information Security – Trenton, NJ
    Scrum Master – Trenton, NJ
    Alison Williams Alison Williams
    Direct Marketing Coordinator at Landair Holdings
    Vice President of Sales – Transportation / Logistics – Dallas, TX
    Vice President of Sales – Transportation / Logistics – Columbus, OH
    Vice President of Sales – Warehouse / Distribution – Memphis, TN
    Annette Palmiero Annette Palmiero
    HR Manager at Victory Media
    Digital Marketing Director – Coraopolis, PA
    Business Development Specialist – Coraopolis, PA
    Project Manager – Coraopolis, PA

    Top Executive Recruiters

    Matthew Miller Matthew Miller
    Business Development Manager at Treeline Inc.
    Media Sales Representative – Fall River, MA
    Media Sales Representative – Randolph, MA
    Inside Sales Representative – Boston, MA
    Daniel Ferzoco Daniel Ferzoco
    Associate Recruitment Consultant at Michael Page
    Sales Engineer – Boston, MA
    Recruitment Consultant – Boston, MA
    Quality Engineer – NH
    Joe Szlosek Joe Szlosek
    Partner at JAS Recruitment
    Mechanical Design Engineer – Packaging – Edgewood, MD
    RPG Programmer – Los Angeles, CA
    Regional Sales Manager – Jacksonville, FL
    Mario Fidanzi Mario Fidanzi
    CEO at MedTeam Staffing Inc.
    Clinical Liaison and Sales – San Leandro, CA
    Marketing Director – Hospital – Phoenix, AZ
    Clinical Liaison Sales – Everett, WA
    William Greenberg William Greenberg
    President at Headhunter Services, LLC
    Sales Executive – Medical Revenue Cycle Services – Omaha, NE
    Sales Executive – Medical Revenue Cycle Services – Indianapolis, IN
    Sales Executive – Medical Revenue Cycle Services – Chicago, IL
    Deborah Bruno Deborah Bruno
    Recruiter at Direct Sales Recruiting, LLC
    Regional Sales Manager – Payroll Sales – Cleveland, OH
    Regional Sales Manager – Payroll Sales HTX – Houston, TX
    Regional Sales Manager – Payroll Sales DTX – Dallas, TX
    Rollis Fontenot III Rollis Fontenot III
    President at AscendCorp
    Escrow Assistant /Junior Closer – Plano, TX
    Branch Manager (with Book of Business) – Cypress, TX
    Obstetrics & Gynecology Physician – Modesto, CA
    Cindy Winchell Cindy Winchell
    Cindy Winchell at C. Winchell Agency
    Group Benefits Account Manager – Paramus, NJ
    Product Manager – Parsippany, NJ
    Commercial Lines Assistant Account Executive (2) – New Hyde Park, NY
    Lois Rupkey Lois Rupkey
    Recruiter-President at Byrnes & Rupkey, Inc.
    Reliability Engineer – Fayetteville, NC
    CNC Machining Supervisor – Cedar Falls, IA
    Maintenance Engineering Supervisor, 3rd Shift – Chicago, IL
    Lance Coachman Lance Coachman
    Recruiter at EXI, Inc.
    Head of Treasury – PA
    VP Tax – PA
    Manager Insurance – PA

    Congratulations to them all! For the full list of 200 Corporate Recruitment Professionals and 200 Executive Recruiters, click here.

    Good luck to you in your search this week.