• Three ways you’re sabotaging yourself

    While you’re reviewing the thousands of job openings and employers on TheLadders this week, here are three ways you just might be sabotaging your own job search (without realizing it!)

    1. Email address

    What email address do you use professionally?

    If you’re using AOL, or your local cable provider, you could be inadvertently shooting yourself in the foot.

    Only 5% of new users at TheLadders sign up with AOL email addresses these days. If you’re still using AOL to represent yourself professionally, it could be sending a signal that you’re uncomfortable with new technology and that you haven’t prioritized keeping your skills up-to-date.

    Using your local cable provider’s default email — whether it’s bellsouth.net, optonline.net, or tampabay.rr.com — increases the chances of a typo leading to a missed connection. Because people don’t pay as much attention, or care, to what they’re typing after the ‘@’ sign, using less-familiar domains in your email should be avoided.

    More than 45% of new users at TheLadders use gmail.com. Because gmail is well-known for its utility, ease-of-use, and power, using gmail as your address is a smart move that also sends the message that you’re up-to-date with the times.

    What’s before the ‘@’ sign is important too.

    Common ‘household’ or ‘joint’ email strategies such as ‘jimandnancy@’, ‘smithhousehold@’, or ‘huxtablefamily@’ are not good email addresses to use for your professional job search. Professionals are accustomed to writing directly to other professionals. Requesting that they email your spouse & kids when contacting you is awkward.

    The best email address is your first name, followed by a dot, followed by your last name, at gmail.com:


    If that’s taken, then for the purposes of your jobsearch, add next year’s number to your address:


    You’re probably going to be using this email address into the New Year anyway and starting now makes you seem ahead of the times. And everybody wants to hire somebody from the future, right?

    2. Can a stranger read your resume?

    Print out your resume. Take the top third and rip it off. Hand it to somebody you don’t know.

    Can they tell you, without asking you any additional questions, what you want to do next?

    For too many of my subscribers, the answer is no. The reason is that you’re trying to do the wrong thing with the top third of your resume. You’re trying to tell people about your character and your abilities and your many, many different skills and your flexibility and too many things!

    You know what the person who is reading your resume is trying to find out?

    “Does this gal, or guy, want this job that I have to fill?”

    Obviously, given that you’ve spent the time to create a resume and send it to them, they know you want a job. But do you want this particular job?

    Is it something that you’ve done before? If so, did you like it? If so, do you want to do it again?

    Because you spend all of your time with yourself, it seems so very obvious that you want the type of job that you’re looking for.

    But strangers don’t know that. And, chances are, you’ll most likely be hired by a stranger.

    So it’s important that you make it easy for people who don’t know you.

    Show them, at the very top of your resume, what job you want, and why you’re qualified for it. You’re not naming every skill and experience, but you’re giving the reader a sense of what you can do.

    If they can’t tell, by reading the top-third of your resume, what you want to do next, then you’re never going to get to the next step.

    3. Did you talk to a live person today?

    The internet delivers you news, information, funny cat videos, electronic books, fashionable shopping, and, via TheLadders.com, the latest and greatest job listings at the professional level.

    So… “hooray!” for the internet.

    But here’s the truth — the internet is not going to hire you.

    No, you’ll be hired by a living, breathing, thinking, smiling person.

    So the question is: did you talk to that person today? Did you try to?

    It’s important, while you’re searching, looking, peeking and applying to all those great jobs you find at TheLadders, that you also realize that you need to make talking to people, live, in person or on the phone, a priority.

    Have you called your old contacts? Returned the call from the company that perhaps you’re only mildly interested in? Have you taken a former colleague to lunch? Did you call back the recruiters you’ve met over the past six months? Drop by a conference?

    Connecting with people, live, in person or on the phone, is essential to getting hired. Too often, we fool ourselves into believing that self-directed activity is the best way to get hired. It’s not. Connecting with others is.

    If you’re more of an introvert, more comfortable communicating by writing than by speaking, you can still connect with others. I’m not going to mislead you and say that it’s better, but it’s still sufficient if you write thoughtful, sensible blog posts, comments, emails and contributions on industry-related topics and threads. But it’s important that you’re connecting with others, not just yourself.

    When it comes to getting hired, you need to ensure that every day is a “talk to a person who could potentially hire me” day.

    Because eventually… they will.

    So those are the three things you might be doing to sabotage your own efforts in the job search, Readers. Avoid them and prosper.

    P.S. The fourth thing you’re doing to sabotage yourself? ‘Seasoned’. If you’re using the word ‘seasoned’ to describe yourself… don’t.

  • See which jobs your competition is applying to, with our new app.

    Two weeks ago I told you about our new app that you can download in the App Store here. As I mentioned, you can see who else is applying to each job, get automatically updated listings based on your expertise and background, and show your interest with just one touch.

    Well, the response has been terrific, so I thought I’d share a few more insights about our new app…

    See what your competition is doing – Not only do we show you the (anonymous) profiles of the people applying to jobs, but we also can show you the other specific jobs they’ve applied to. That helps you discover new opportunities.

    Time is of the essence — Our research reveals that 72 hours after an employer publishes a new opening, the likelihood of a job seeker’s profile being considered for the job plummets by 50 percent. Therefore, professionals like you need to learn about new jobs all the time, not just when you’re sitting in front of a desktop computer. Use the 1-click “thumbs-up” feature on our app to get your name in front of the employer fast.

    We do the hard work –we’ve eliminated the need for keyword searches. Tell us your background and expertise, and we show you all the relevant jobs automatically. It’s that much easier.

    Our free app streamlines the matching process between professionals and employers from days to just a few hours. Download it today and get thumbing your way to a new gig.

    Have a great week in the job search!

  • Freedom from Frenemies Day

    A patriotic week starts with the words of this 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 them 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, who comes short again and again, because there is no effort without error and shortcoming; but who does actually strive to do the deeds; who knows great enthusiasms, the great devotions; who spends himself in 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 fails while daring greatly, so that his place shall never be with those cold and timid souls who neither know victory nor defeat.”

    That was Teddy Roosevelt speaking at the Sorbonne over a hundred years ago in 1910. I run these words every 4th of July week because they ring true every year, and I rediscover something new in them annually.

    “It is not the critic who counts” — TR might well have been talking about your “frenemies” — those people who think they are doing you, or the greater world, a service by criticizing, complaining, cutting down your efforts with their words of alleged helpfulness.

    The office scold, the “negative Ned” or the lazy loudmouth — those people whose lack of ambition, talent or kindness lead them to the place where they invest their time in tearing you down rather than building themselves, and those around them, up.

    TR’s striking words remind you that all their words are weightless, worthless — meaningless, really, in the scale of the world or the scope of your lifetime.

    Other people have their other motives for doing what they do. You’ll not figure them out if you spend a lifetime studying their insecurities, insufficiencies or incompetence.

    So the best to do is to ignore them.

    And focus on what you would like to achieve. This Independence Day and every day…

    It is not the critic who counts.

    I’ll be rooting for you every step of the way.

  • TheLadders iPhone App: Your newest advantage in the job search.

    You can download our terrific, new, free, app for Apple iOS devices here:

    There are a lot of great features the team has built to make your job search easier:

    See who your competition is for each job — the app includes Scout, our proprietary competitive-analysis tool. We show you the (anonymous) details of each applicant for each job. That lets you see how you stack up, and gives you a better idea of your chances against the field.

    Only one touch to show you’re interested — If you’re interested in the position, just tap “thumbs-up” and we’ll save the job for you, and put the recruiter on notice that you’re interested.

    Automatically updates job listings – We automatically refresh the job listings every time the mobile app is opened. Result? You get to see the newest listings every time.

    So download our free app today, and start thumbing your way to a great new role in life…

    Have a great week in the job search!

    I’m rooting for you.

  • Would you mind replying to this employer about a job?

    One of our subscribers’ favorite features at TheLadders is Hiring Alerts.

    Whenever a recruiter posts a job with us, we review your profile in our database to see if there’s potentially a fit. If there is, we add you to a select list of professionals that receive the job via an e-mail hiring alert like the one above.

    How select?

    Well, on average, about 700 of you receive each hiring alert, which results in 6 to 8 applications for each job.

    We’ll send the job to fewer or more professionals depending on what the computer tells us, but the goal is to get about 6 to 8 of you who might not have seen the job, and might potentially be the right fit, to apply. That’s our target based on our conversations with recruiters about what makes the most sense for them.


    So when you see something like this…

    …in your e-mail, you’ll know that it’s a job hot off the presses, and that, if you decide to apply, the magic of modern computer science can let you feel comfortable that you’re one of just about a half-dozen professionals who feel equally excited about it.

    The match, by the way, is based on the information you’ve given us, so the great thing is, the more info you give us, the better we can target you with jobs. Update your profile here to let us understand you better.

    Have an easy week on the job search, Readers!

    I’m rooting for you.

  • It’s not about me, it’s about you… the 20 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 “twenty 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 bleak? What’s the plan to handle to 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?

    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. These are 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 2014, 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?

    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? 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?

    19. 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?

    20. 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!

  • Hired!

    Good Monday morning,

    Thousands of your fellow TheLadders.com subscribers have found their new jobs this Spring!

    We’ve actually had our busiest year ever here at TheLadders, with activity in April and May much higher than usual. Of course, it’s all because of you, Readers…

    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 over the past month:

    Title Salary Location

    Account Manager $55K Albany, NY
    Master Black Belt $149K Allentown, PA
    Business Development Representative $45K Alpharetta, GA
    Operations Manager $115K Ames, IA
    Director of Operations $155K Arizona
    VP of Sales $125K Atlanta, GA
    Strategic Account Executive $125K Atlanta, GA
    Senior Associate $110K Atlanta, GA
    Sales Executive $80K Atlanta, GA
    Executive Recruiter $60K Atlanta, GA
    Senior Consultant $90K Atlanta, GA
    Sr Business Process Manager $105K Atlanta, GA
    General Manager $100K Baltimore, MD
    Director of Demand Planning $120K Boca Raton, FL
    Software Engineering Manager $155K Boston
    Communications Programs Specialist $90K Boston, MA
    Sales Director $120K Boston, MA
    Controller $125K Bowling Green, KY
    Sr Director Marketing $235K California
    Territory Sales Manager $60K California
    Business Development Manager $115K Central-NY
    Sales Executive $75K Charleston, SC
    Senior Project Manager $105K Chicago, IL
    SVP Product Development $285K Chicago, IL
    VP Marketing $160K Chicago, IL
    Account Executive $130K Chicago, IL
    Director of Financial Planning $165K Chicago, IL
    Major Accounts District Manager $73K Chicago, IL
    Regional Sales Manager $110K Columbus, OH
    Chief Operating Officer $170K Connecticut
    Client Account Manager $75K Dallas, TX
    Director of Information Security $195K Dallas, TX
    Operations Manager $70K Dallas, TX
    VP of Sales $150K Denver, CO
    Sr Director Marketing $145K Denver, CO
    Materials & Logistics Manager $110K Grand Prairie, TX
    Sr. Director HR $130K Highbridge, NJ
    Inside Sales Representative $40K Highlands Ranch, CO.
    Strategic Market Director $100K Houston, TX
    Vice President Env. Affairs $110K Houston, TX
    Treasurer $160K Houston, TX
    Regional Account Manager $150K Houston, TX
    Supervisor $80K Indiana
    Managing Engineer $110K Irvine, CA
    VP of Marketing $150K Irving, TX
    Business Development $105K Kingman, AZ
    Global Director $100K Libertyville, IL
    Relationship Management Manager $130K Los Angeles, CA
    Sales Director $50K MA
    Sales Executive $63K Mahwah, NJ
    Marketing Manager $85K Manassas, VA
    Sr. Marketing Manager $120K Melville, NY
    Consultant $55K Memphis, TN
    VP Sales $125K Miami, FL
    Marketing Director $165K Miami, FL
    IT Director $140K Minneapolis
    Sales Rep $65K New Berlin, WI
    Principal Consultant $145K New Jersey
    Vice President $250K New Jersey
    Manager $146K New York, NY
    Communications Specialist $120K New York, NY
    Marketing Specialist $40K Newport Beach, CA
    Financial Representative $65K Newport Beach, CA
    Senior Sales Manager $120K NJ
    Outside Sales Representative $150K NJ
    Sales Support Analyst $55K New York, NY
    Senior Pre-Sales Consultant $120K NYC
    Account Executive $100K NYC
    Business Development Manager $138K NYC
    401k FSA Advisor $70K NYC
    VP Sales $200K Oklahoma City, OK
    Director of Talent Management $150K PA
    Sales Representative $60K Philadelphia, PA
    Director of Quality $120K Pittsburgh, PA
    CRM Leader $97K Pittsfield, MA
    Client Reference Program Manager $100K Plano, TX
    Business Services Manager $110K Princeton
    Finance Sales Manager $117K Redwood City, CA
    Enterprise Sales Executive $90K Reston, VA
    Sr. Brand Manager $130K Richmond, VA.
    Sales Engineer $81K Rochester, NY
    Business Analyst $95K Rogers, MN
    Application Management Advisor $80K Round Rock, TX
    Account Executive $30K Saint Petersburg, FL
    Global Environmental Leader $140K Salt Lake City, UT
    VP of Sales $80K Scottsdale, AZ
    Project Manager $108K Seattle, WA
    Software Architect $145K San Francisco, CA
    Controller $150K Spring, TX
    Account Executive $116K St. Louis, MO
    District Manager $71K St. Louis, MO
    Sr Quality Manger $112K Tupelo, MS
    Business Development $130K UK/Romania
    Associate Manager $100K NY
    Intelligence Analyst $120K Virginia
    Director of Sales $130K Washington Dc
    Enterprise Program Manager $160K Washington Dc
    Engineer $113K Washington, DC
    Senior Sales Consultant $75K Washington, DC
    IT Manager $110K Wilmington, DE

    Good luck in your search this week!

  • One resume to rule them all

    A long holiday weekend is a good chance to think about strategy. Here’s a good one:

    If I ripped off the top third of your resume and handed it to a complete stranger…

    …would they be able to tell me what you wanted to do with the rest of your life?

    If the answer is no, then you should consider updating your resume strategy.

    You see, the top 1/3 of your resume should be a professional summary that expresses quickly and succinctly what you’re looking to do next by showcasing the abilities that will get you there.

    HR professionals, hiring managers, executive recruiters: they’re all pressed for time these days and they can’t try to guess what you’re looking for.

    A “professional summary” at the top of your resume lists the relevant accomplishments, qualifications and proficiencies for the job you would like to get, and is an important part of helping people understand you and what role they should consider hiring you for.

    The biggest temptation is to list all your past accomplishments. Avoid it.

    Nobody wants to read your “ingredients” label — the comprehensive listing of everything and anything that you contain.

    Would you market Coke Zero by putting Phosphoric Acid, Potassium Benzoate and Potassium Citrate in the same size font on the label as “great Coke taste, zero calories”? No, because you’d want to emphasize the most important things, rather than distract people with irrelevant information.

    So don’t make it tough on your audience. Use the top-third of your resume to list the skills, capabilities and talents relevant to your next job.

    You also need to have one resume. This has been the best advice for a long time, but it’s even more so in our digitally-connected social media world.

    I know all the arguments for multiple resumes. You want to tailor it to the position. You want to target a particular firm. You want to emphasize this here and that there.

    My experience over the last decade suggests:

    • They’re not paying that much attention. As our own research has shown, small changes in word emphasis are lost on the typical resume reviewer. They spend 6 seconds doing a first review of your resume. Get the big picture right, and good things follow. Waste time wordsmithing and you’ll frustrate yourself.
    • You’re not that good of a writer. Perhaps a great writer could communicate these subtle nuances, if she had enough experience with the audience, the material, and the intended effect. That great writer is probably not you. Focus your efforts on where you can make the most impact.
    • Even if you are a good writer, you’re too close to yourself, and too far from understanding the market for professionals like you, to craft the right message. Your target audience has reviewed dozens of resumes for this very position, and perhaps hundreds or thousands for positions like it. As a result, your audience has a much more nuanced and subtle feel for what the market looks like and which experiences and backgrounds are big advantages or disadvantages. It’s simply unlikely that even a great writer is going to guess correctly what each particular reviewer wants to see most. You are far better off getting a single resume “most right” and investing the rest of your search time elsewhere.

    In addition to these points, which remain as valid and true as ever, there’s a new, important one:

    Your online presence needs to back up your paper resume and be consistent with your off-line job goals.

    You’ve got profiles, pages that show up in Google searches, and a social media presence that looks the same to your audience regardless of which resume you give them. It is important that your online and offline presences provide one consistent story.

    If the two look dissimilar, or, even worse, conflict in small or important ways, you set yourself apart as an unserious or potentially untruthful candidate. Nothing will get you not hired faster than untruths.

    It is highly unlikely that you’re a skillful enough writer and editor to make one social presence support two or more competing resumes. So you need to have one resume.

    One presence, one theme, one summary, one coherent career goal…

    One resume to rule them all.

    And that, my dear Readers, is something to put in your pipe and smoke on this Memorial Day weekend.

    Have a great week!

  • Is too much technology hurting your career?

    Good Monday morning,

    A phone’s never landed you a job, a promotion, a raise, or a new customer, yet you might allocate more of your day to kissing up to your device — updating apps, clearing calendars, jumping at every new email alert — than to building up relationships with your peers.

    And that’s a problem.

    You need to ask yourself if your awesome technology knowledge is getting in the way of your getting ahead. Here are three reminders:

    Talk to people.

    If you only interact with your fellow human beings through technology, you’re really missing out. Real people have a great “user interface” — they smile, laugh, frown, generate unique and sometimes surprising insights, and can give you instantaneous feedback on their reactions.

    Real people can also solve problems, agree to quit being a complete hassle, slip you the critical bit of info you were missing, or be spontaneously impressed by your fantastic-ness. Ya never know.

    If you insist on texting-emailing-facebooking as the only way you’ll connect with others, you’ll miss out on a good part of your career (and life’s great enjoyments, too).

    So more often than you’re comfortable with — put down the phone, close the laptop, and go talk to people and see if that doesn’t work out better for you.

    Stop optimizing.

    Setting up your voicemail to email you the text of your latest messages is a neato trick.

    Downloading the app that pings you every time your Google alert mentions your name within 100 words of “technology-savvy” is spiffy.

    And connecting your printer to your phone to your iPad to your desktop so that you can wirelessly print your resume from the beach house is awesome.

    But all your optimizing is really just goofing off, procrastinating, and avoiding dealing with the pain of going through your real “to do” list.

    Quit kidding yourself. Tickling your tech toys is high-tech half-gassing it. Put the gadgets down and put yourself back to productive work.

    See the real world.

    Reading industry blogs, watching focus groups on your laptop, and making killer pie charts of industry trends can give you a command of the industry heights.

    But you’ll be missing out on the devil. He’s in the details, it’s known.

    And you can’t get a feel for the details if your face is grinding a screen all day.

    “Management by walking around” became a popular catchphrase to get comfy desk-dwelling Mad Men out of their chairs to mingle with the plebs.

    Today, let’s call it, “experience by closing down”… power down the iPhone, close the lid on the laptop, and put away the Kindle.

    When you actually let go of the technology intermediary, what do you observe about how people use your product, talk about industry problems, or collaborate to achieve goals? Just watching people, and chatting with them about what they’re really hoping to achieve, can be eye-opening.

    Most professionals find a world of difference between their personal observations and conclusions based on digitally digesting industry ephemera.

    Turn off the power and turn on your insight.

    You’ll be better for it.

    Good luck in the search this week…

    I’ll be rooting for you!

  • Why we let employers hire you at no charge

    Good Monday morning

    Why do the top hiring professionals in the country — like the forty listed below — choose to work with TheLadders? That’s easy:

    1. It’s free. It’s always free to post your jobs and search the resume database here at TheLadders.

    2. We’re a membership-based community. And that means we’re much better behaved than the average internet hangout. No spam invitations or weird requests to get in the way of their hiring you.

    3. It’s divided by pay-grade. Applicants can’t apply to jobs inappropriately, so there’s no big pile of spam applications for hiring managers or recruiters to go through. In fact, the typical job at TheLadders gets just twenty-one well-focused applicants.

    And that’s why the best corporate recruitment professionals and executive recruiters in the country use TheLadders for their hiring needs.

    Each quarter, our CEO Alex Douzet publishes our list of the “The Top Recruitment Professionals In America”. This list represents the savviest, most supportive and most successful hiring professionals in the USA, and we are very pleased to have them be a part of the extended TheLadders family.

    Without further ado, here is TheLadders’ List of Top Recruitment Professionals in America for Spring 2013:

    Top Corporate Recruitment Professionals:

    Nathan Washington
    Benefit Professor Corp
    Diabetes Educator, San Diego, CA
    Diabetes Educator, San Francisco, CA
    Diabetes Educator, Seattle, WA
    Vignesh Vigs
    AurionPro Inc
    Sr. Systems Engineer, New York City, NY
    QA Test Lead, Voorhees, NJ
    Darren Stewart
    Guidance Software Inc.
    Pre-sales Engineer – Solutions Consultant, Southwest; Virtual / Travel
    Account Executive, Phoenix, AZ
    Account Executive, Denver, CO
    Vicky Bouras-Boudouris
    Avanade Inc.
    SharePoint Architect Manager, Houston, TX
    SharePoint Architect Manager, New York City, NY
    Margaret Amodio
    Gartner, Inc.
    Sr. Account Executive – US Army, Arlington, VA
    Sr. Acct Executive – Intelligence Community, Arlington, VA
    Ed Nathanson
    Senior Software Development Engineer, Test(SDET), Austin, TX
    Director of People Strategy Programs, Boston, MA
    Joshua Sangster
    Project Analyst III, Atlanta, GA
    Relationship Manager – PCI / DSS Compliance, Atlanta, GA
    Commissions Analyst, Atlanta, GA
    Deepa Desai
    Transfer Managing / Sr. Managing, Chicago, IL
    Organizational Change Strategist – Managing / Senior Manager, New York, NY
    VeraAnn Bilardi
    The Leverage Group
    Staff Accountant, Accounting, Old Greenwich, CT
    VP – Flow Risk Developer, New York City, NY
    Senior C / C++ Open Source Developer, New York City, NY
    Jordan Kachmarik
    DHL Express
    Outside Sales Executive, Allentown, PA
    Outside Sales Executive, Indianapolis, IN
    Robert Misner
    Hewlett Packard
    Autonomy Promote Solutions Architect, Virtual / Travel
    Business Strategy Manager, Plano, TX
    Luke Murray
    Waste Management
    Territory Manager, Orlando, FL
    Sr Public Sector Sales Rep, Pompano Beach, FL
    Alexis Richardson
    Manager of Internal Systems Integration & Automation, McLean, VA
    VP / Director of Marketing, Consumer Events, McLean, VA
    Carl Guse
    AST Corporation
    Sr. Oracle Financials Functional Consultants, Chicago, IL
    Sr. Oracle Identity / Access Management Consultant, Chicago, IL
    Oracle Hyperion Planning Consultants, Naperville, IL
    Erin Maddox Brummell
    Commercial Imaging Sales Consultant, Little Rock, AR
    Strategic Sales Executive – Managed Services, Dallas, TX
    Managed Services Sales Specialist, Houston, TX
    Dianna Reader
    Principal Sales Consultant – Cloud Solutions, Boston, MA
    Sr. Account Acquisition Executive, Newton, MA
    Sherry Topper
    Level 3
    Senior Account Manager – 16317, San Diego, CA
    Mgr, Sales(Hunter) – 13343, Tustin, CA
    Account Director II – 16385, Los Angeles, CA
    Bill Fink
    Quadnet System Solutions, Inc
    Business Systems Analyst, Minneapolis, MN
    Senior Systems Developer, Minneapolis, MN
    Software Design Engineer, Minneapolis, MN
    Keesha Moore
    Corporate Recruiter, Hartsville, SC
    Product Planner, Social Circle, GA
    Supply Chain Analyst II, Hartsville, SC
    Angela Fowler
    Systems Analyst, Bloomfield, CT
    Accounting Manager – Policy & Research, Bloomfield, CT
    Client Svcs Support Lead/Acct Implementation Supervisor, Saint Louis, MO

    Top Executive Recruiters:

    Vicki Russell
    TechPros Recruiting
    Supervisor Controls Systems Engineering, IA
    Senior Operations Supervisor – Generating Stations, Hartford, CT
    Reliability & Compliance Manager – Electro-Mechanical, Boston, MA
    Ulmer Miller
    USA Recruiting Experts
    Electrical Design Engineer, Columbus, OH
    Network Security Associate, TN
    Morgan Macdonell
    iPRO Staffing
    Project Manager, Raleigh, NC
    Test Scripts Writer, Raleigh, NC
    Jim McGregor
    Job Search Managers, LLC
    Account Manager, Big Memory Data Management, San Francisco, CA
    Client Partner / Sales, Chicago, IL
    Client Partner / Sales, Minneapolis, MN
    Scott Leishman
    Deposition / Court Reporting Sales, New York, NY
    Cyber Software Engineer TS/SCI, Hampton, VA
    Darren Frank
    Recruitment Trends, Inc.
    Manager, Marketing Analysis: Ecommerce / Merchandising, New York, NY
    Quality Assurance Analyst- Automated Testing, New York, NY
    Software Developer – Risk & Analytics, New York, NY
    Zina Brown
    Core Techs Direct LLC
    Director of Systems Engineering, Santa Clara, CA
    Director of System Architecture, Mountain View, CA
    John Myers
    Magnetic Component Design Engineer, Gardena, CA
    Lean Six Sigma Champion, WI
    Packaging Engineer, Houston, TX
    Shree Kumar
    Max Populi, LLC
    SD – SAP Analyst, Memphis, TN
    FICO – SAP Analyst, Memphis, TN
    Systems Manager, Seattle, WA
    Jack Kelly
    Compliance Search Group
    Anti-Money Laundering Compliance Associate, New York, NY
    Hedge Fund Compliance – Chinese Wall / Insider Trading, New York, NY
    Monitoring, Surveillance and Investigations – Securities, New York, NY
    Brian Gill
    Intelligent Staffing
    Sr Software Engineer – Server Side Java, San Mateo, CA
    Python Engineer, Boston, MA
    Mike Land
    Wasatch Recruiting
    Client Services Director, Boston, MA
    Client Services Director, Chicago, IL
    Jeremy Gnozzo
    Search Solution Group
    Corporate Controller & Treasury, Charlotte, NC
    HR Director, Anderson, SC
    Financial Analyst -( Healthcare ), Greenville, NC
    Ashley McKelvey
    CPS Black Belt(Lean Six Sigma Black Belt), Dallas, TX
    Financial Systems Analyst, Dallas, TX
    Manager of Global Consolidation, Dallas, TX
    Robert Hawthorne
    Hawthorne Executive Search
    Sr. Controller, Dallas, TX
    Operations Specialist, TQM, Lean, Six Sigma, TOC, N.O., New Orleans, LA
    Marketing Manager / Director, Online, Atlanta, GA
    Kathe Yamagata
    Purple Squirrel Enterprises
    Corporate and Business Development Executive, Arlington, VA
    Quality Assurance Engineer, Arlington, VA
    Software Implementation Engineer, San Antonio, TX
    Gary Zelamsky
    Executive Alliance
    VP of Sales – Healthcare, CA
    Director of Revenue Cycle Operations, NM
    Senior Vice President, Credit & Collections, TX
    Shari Munro
    Hands on QA Leader, Boston, MA
    Sr Software Engineer / .NET, Boston, MA
    VP of Engineering / Mobile Apps, Boston, MA
    Phillip Marquart
    Pinstripe Talent, INC
    Trading Desk Strategy Director, Chicago, IL
    Lead Project Manager, Des Plaines, IL
    Sr Process Design Engineer, Houston, TX
    Kathryn Ostermeier
    Top Talent Central
    Physicist, Princeton, NJ
    Staff Auditor, Houston, TX
    Accounts Manager, Katy, TX

    Good luck in your search this week!