• “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!

    M

    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

    “Mistakes:

    Greed

    Dishonesty

    Self-delusion

    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.

  • Bad news, you just got one year’s severance

    Sometimes bad news comes in the prettiest packages. One of the commonest I see in the careers business is the generous severance payout. What seems like a gift from the highest graces too often turns out to be bad tidings in disguise.

    The “severance vacation” — that fools’ gold of “time off” that turns a few well-deserved weeks into several empty seasons — has led too many professionals, executives, and high-performers to mistakenly act against their own best interests.

    How can it be that something as seemingly non-controversial as a full year’s “money for nothing” can end up hurting you?

    First off, the severance vacation can lead you into a false sense of security. “I’ve got enough cash put away so that I don’t have to worry for a while” or “I’m in good shape so I don’t need to look right away” are how we hear it from our clients here at TheLadders. This phony freedom from fear lulls you into believing that the future is far away. Instead of your sixth sense flashing warning signals and blaring the alarm siren, your pleasant-enough living situation inhibits you from securing your future cash flows and career prospects.

    That serene sense of calm is harmful. When urgency is low, and the bank account is flush, it seems there’s always a good reason to spend another day contemplating instead of cold-calling. And more time spent on the sidelines leads to ever-worse habits and rustiness. You forget the more obscure industry buzzwords. All that sun leaves you a little slow on the uptake when it comes to the tough interviews. You get softer, you get happier, you get lazier.

    That’s because the alternative — the job search — welcomes avoidance. The job search involves rejection, rejection involves pain, and pain is something most of us want to experience at the gym and not carry through our waking day.

    The pain of the job search is the result of how unusual the job search is relative to the rest of our lives. A job search occurs perhaps twice a decade and involves meeting a lot of strangers so that they can assess you. That the assessment is in regards to your professional ability to meet their specific, narrow, corporate need, does nothing to alleviate your feeling of being a-foot-and-a-half short of puberty and still in braces at the junior high dance. It’s embarrassing.

    It’s true, the job search is the most unusual, unnatural, unenjoyable part of our lives that is, nonetheless, unavoidable. (And avoid it, we try! If Dr. Seuss were still about, he could write a book about the job search entitled “Oh, the excuses you’ll make!”)

    So how to handle the bad news that you got a year’s severance?

    First, a lay-off notice is actually an acceptance letter for your new job — and that job is at Your Job Search, LLC with you as the President and Chief Search Officer.

    You’ll need to negotiate a start date. Give yourself an enjoyable, but manageable, severance vacation: one week if you’re antsy, two weeks if you’re bold, three weeks if you want to follow a flight of fancy.

    Having a tight schedule for your severance vacation will make those days of leisure sweeter for their scarcity, and allow you to tough it out in a better class of airline, hotel, or amusement park. You need to take the break you deserve and recharge your batteries.

    Because once you come back, your new job is full-time. You’ll need to approach it with a seriousness of purpose and dedication to success befitting a professional. And your new job has just one goal – getting yourself into a new seat at a new company getting paid in dollars, not promises or favors.

    So don’t let good fortune ruin your luck. When the breaks go your way, bank your plenty rather than fritter it away, and make a timely transition into your new job-finding job.

    It’s the best way to ensure that you’ll be collecting a year’s pay, and not a year of empty wandering.

    Good luck with the job search this week!

  • Please review the other applicants for this job first.

    Would you like to see the name, title, compensation, work history and educational background of each person applying to the same jobs you’re applying to here at TheLadders?

    Well, I can’t show you name, and sometimes I need to truncate the title in order preserve anonymity, but our popular feature “Scout” shows you the compensation, skills, title, work and educational background as well as overall years of experience for each applicant to the jobs posted directly here on TheLadders.

    For obvious reasons, we can’t show you personally identifiable information like current employer.

    But for understanding how realistic your prospects are, and how stiff the competition is, there’s no better insight on the web.

    For example, here’s a closeup of the two parts of an applicant for a Director of Strategic Planning job:



    This person’s current title is Vice President of Marketing, their compensation is around $160K, and they have over 15 years experience.



    The other half of the graphic shows you the salaries, years of experience, and education level of all the applicants to the job, and where “you” place. (When you log-in to your account the “you” arrows will accurately reflect the information you’ve given us, so you can compare easily.)

    Here’s an applicant for a VP Technology job, with a degree from Cal and over 15 years experience:



    Or a candidate for a Regional Vice President, Sales job:




    Or a Director, Human Resources position:



    This information is helpful to you, because it allows you to understand the type of experience and background that others are bringing to their applications for the job, and the landscape of available options as the employer or recruiter may see it.

    From this, you’re better able to determine when you’d be a top prospect for a position, or, alternatively, when you’re kidding yourself about your suitability for a job. When every other applicant is much more experienced or a higher pay-grade than you, it’s best for you to save your clicks for another day.

    And that lets you spend your time more wisely.

    It also looks great on mobile, so you can make the most of your airport downtime:



    “Scout” has been one of our most popular and successful features, so now is a good time for you to familiarize yourself with it.

    Have a great week in the search, Readers.

  • Employers hiring for May 2015

    We have over ninety thousand employers looking for new employees on TheLadders, Test, and we could use your help.

    If you, or your friends or colleagues, could fit the bill for one of the below-listed jobs, please let us know by clicking through and applying. Or ask your friend to!

    It’s been a terrifically busy Spring for hiring, and the Summer ahead looks like it will continue the trend…

    Mike Borgen Mike Borgen
    Talent Acquisition and Development Manager at Atkore International
    Engineering Manager – PA
    Outside Sales Representative – IL
    Salesforce.com Administrator – IL

    Klaus Kokott Klaus Kokott
    Partner at Kokott, Wood & Associates LLC
    Regional HR Manager – Retail – TX
    Refined Fuels Business Development Manager – VA
    Controller – Accounting / IT Operations – FL

    Beth Simpson Beth Simpson
    Executive Recruiter at Parker Blake Consulting
    Account Manager – GA
    Strategic Account Manager – GA
    Strategic Account Manager – TN

    Manasa UM Manasa UM
    IT Recruiter at HSS SOFT
    Java Technical Lead – NJ
    Business Analyst – Financial Domain – FL
    Data Modeler – CT

    Mahadevan Raj Mahadevan Raj
    Tecnical Recruiter at TalentHound
    Facets Configuration Analyst – Atlanta, GA
    C# / VB.Net / ASP.net Developer – NY
    Sr Linux Administrator – New York, NY

    Cheryl Griffin Cheryl Griffin
    Recruiter at A Simpson Staffing
    Domain Architect Marketing – Kent, WA
    Private Equity Analyst – New York, NY
    Staff Accountant – Charlottesville, VA

    Mario Fidanzi Mario Fidanzi
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    Clinical Systems Analyst Charge Services – Fort Lauderdale, FL
    Senior Investment Accountant Insurance – New York City, NY
    Senior Accountant – Statutory Reporting Insurance – Madison, WI

    Nagendra Jetti Nagendra Jetti
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    BPM Business Analyst – Columbus, OH
    Android Developer – Chicago, IL

    Crissy Camerota Crissy Camerota
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    Executive Negotiations and Contracts Specialist – Cambridge, MA
    Senior Accountant – Cambridge, MA

    Drew Beno Drew Beno
    Senior Recruiter at Talent Acquisitions
    Associate Marketing Manager – Oak Brook, IL
    Customer ( Insights ) Development Manager – Fishers, IN
    Customer Marketing Manager, National Accounts – Oak Brook, IL




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