• Pop quiz: Do you a) change nothing this year, or b) improve your career?

    These are the last days of the year, and a good time to make your New Year better-paying.

    Let me know about your promotion at work this year, or your pay raise / new target compensation, and we’ll make sure that the jobs we send you in 2014 match your ambitions.

    It’s awfully easy to update your career history with us:

    Just add your company name, title, and work dates, and that gives us a lot of information that we can use to tailor our results to you.

    So make the most of this last Monday of the year, update your title with us today, and you’ll get a lot better jobs for all of your tomorrows.

  • Take the week off with Bing & Bowie

    Take this week off from the job search.

    While I’ll encourage you to make the most of August, get the jump on the other guy in December, and use the summer slowdown to your advantage, there are times when even fervent job geeks like me will advise you to take a load off and skip the job hunt.

    This week is one of them.

    Whatever your denomination, this week is for family, festivities, philosophy and fresh thinking for a fresh new year.

    So I thought the most ecumenical of approaches would be to share this video of Bing Crosby and David Bowie singing a lovely, peaceful, percussive ditty together:

    Because nothing says “the holidays” like a traditionalist from the Greatest Generation and an androgynous glam rocker sharing a piano and a song at the most wonderful time of the year.

  • I can’t believe you wrote that in an email

    “I can’t believe you wrote that in an email.”

    It’s bad enough when your friend or colleague tells you that.

    But what happens when your email is tweeted, passed around online, and ridiculed by some of the nastier people you’ve never met?

    Perhaps you wrote something a little unkind, or impolitic, or snide. Or, worse yet, you wrote something that reveals that you need to review your moral bearings in the world — it was harmful, crass, prejudiced or offensive.

    Your mother might have told you “don’t put anything in writing that you wouldn’t want to see on the front page of the New York Times.”

    In today’s social media world, you should assume that everything you write in email, post on Facebook, or tweet, will eventually end up on the screen of the person in the whole world who you would like to see it least.

    Because whoever is the most embarrassing person in the world to see what you just wrote, is online too.

    And they’re going to see it. As will all your future employers, customers, colleagues, and friends.

    So for the New Year, make a new promise to yourself, to never ever ever ever ever ever ever ever ever send embarrassing emails.

  • So if not me, who did get the job?

    When two candidates are equally experienced, equally credentialed, and equally capable, who gets the job?

    Well, when two companies have similar products, with similar ratings, and similar prices, which do you pick?

    If you think about it, you might say: “the one that wants my business more.” The saleswoman made an extra effort, or the people at the store went out of their way to be kind, or it’s as simple as they just smiled back and said “we’d like your business.”

    It’s no surprise: we prefer to buy from companies that make us feel like we’re a welcome part of their community.

    And who gets the job if the applicants are equals?

    The candidate with a passion for the business. A zeal for the industry. An excitement. An enthusiasm. A zest for the art, and the craft, and the science, of what makes a company in the field succeed.

    In today’s economy – a sophisticated economy increasingly based on design, thinking work, proprietary creativity, and the ability to grasp and apply complex intellectual abstractions – the need is greater than ever for those who can… think.

    And thinking work is different from the typical jobs of even a generation or two past. A steel mill manager, a radio set salesman, or a train operator could measure their success in physical quantities: how much steel poured, sets sold, or tons shipped.

    In an information economy, on the other hand, the measures of success are increasingly intangible. The iPod was better than other MP3 players not because it had more, but because it had fewer buttons and features – the right buttons and features for music on the go. A restaurant chain displaces a competitor because it feels more (or less) like home. A shoe company thrives because it gives away half the pairs that you buy. Even vacuum cleaners, cars, and backyard grills are made, marketed and sold in ways that were inconceivable in the last century.

    Producing these products and services, consequently, is less a function of the volume of resources that are put in. In generations past, more raw materials, capital equipment, or men punching your time clock meant more finished products or services coming out the other side. Today, it’s often more important how little you put in, or how artfully you arrange the features.

    Finding people who can make those decisions well, and then execute on those decisions, is difficult for bosses.

    They have to figure out who is going to understand the customer better, the manufacturing process better, the marketing better, the interface better, and so on.

    What’s more, bosses need to determine who’s going to stick with it – there are a lot more forks in the road, and bumps along the way, in this intangible world. Perseverance through the inevitable fumbles and fiascos is needed because without perseverance there are no victories.

    And what bosses have discovered is that somebody who is passionate about the business tends to be a better employee and a better professional to work with.

    Because somebody who is passionate is inherently motivated, and internally driven to succeed, they try harder to find answers. They think up clever stuff on their own. They enjoy the business, and the customers, and the industry so much that they’re always discovering new things or perceiving additional ways that the business could succeed.

    In short, passionate people are better employees because they care more than dispassionate people. Passionate people care more than the average employee, they care more than the average applicant, and they care more than you.

    And that’s why you didn’t get the job. It’s why you got passed over, turned down, or put in the “nice to have” pile.

    If you truly want success in this business climate, you need to do what you’re actually passionate about. Otherwise, you’re just unfairly stacking the deck in some other applicant’s favor.

  • Thanks for the raise!

    Whether you’re searching for a job or seeking a promotion or raise, you have lots of questions about how much you can get paid in exchange for your daily grind…

    Could I earn more somewhere else? What’s the competition like for my role? Do I have the right skills to move up in my career?

    This Thanksgiving, you’ll give thanks for a new feature we’re unveiling here at TheLadders. We’ve combined market research and 10 years of data from our six million+ members to bring you salary and job demand data for jobs like yours. Just visit our comprehensive job market guides here to help empower and improve your career.

    Here’s a sample screen:

    And here’s what you’ll find when you visit our job market guides:

    Annual compensation
    Shows the average annual compensation and income distribution for a particular title in a specific location.

    - Compare locations to see which city is likely to yield a high income for that title
    - If you’re considering a move into a certain career, you can gain a better understanding of what compensation will be like

    Shows what the level of competition is like based on how many job seekers there are per open job in the city for that title.

    - Helps decide when to move on to a new job – if competition is high, it may be worth waiting until it’s average or low
    - Gives you an understanding of how likely it is that you will land the job you want
    - You can determine how hard you’ll have to work for the job (although you should be pulling out all the stops anyways!)

    Desired skills
    Shows the 10 skills recruiters mention most in job postings for the title in question.

    - Gauge your level of candidacy for this title based on how many of the top skills you possess
    - Uncover which skills you should acquire to propel your career
    - Play to your strengths in interviews by highlighting the skills you possess that are most desired by recruiters (insert these into your online profile, resume, and cover letter as well!

    Ladders Rank

    Ladders Rank is a grading system that calculates the optimal cities for this job title. We take into account annual compensation, volume of jobs, and job competition. Shows the top 3 cities for this job title, and where the city you searched for falls on the list.

    - Gives you an understanding of how feasible it is for you to land a good job in your city with a good salary
    - If you’re open to relocation, it helps you gauge which cities will be best for your discipline

    So I hope you’ll enjoy these job market guides — after turkey and football of course — during this Thanksgiving week, Readers, and that they’ll lead you to a better compensated 2015! There’s nothing we like to hear more than ‘Thanks for the raise!’

  • Proud of this turkey?

    This Thanksgiving season all-around car guy Bob Lutz talks straight about the turkey that was the Pontiac Aztek:

      “One guy I informally interviewed about how the Aztek happened was one of the top guys on the project. And this guy, he looks at me and he says, “I’m proud of it.

    Proud of the Aztek?

    “Yup. That was the best program we ever did at GM. We made all our internal goals, we made the timing, and I’m really proud of the part I played in it.”

    He had tears in his eyes. It was almost tragic. Everybody wanted to will this thing to succeed, and it didn’t work.

    All the emotional commitment and pride in the program was that it achieved all its internal objectives. And it was probably one of the great defeats in his life, or in his career.”

    It can happen.

    When we get too caught up in our own heads, instead of paying attention to what the market, or common sense, require, we find ourselves with a contraption as hideous as the Aztek lumbering around our driveway.

    When process rides shotgun over outcomes, bad things happen.

    The same thing can happen to you in your job search. If you find yourself saying things such as:

    “I’ve sent out hundreds of resumes with no replies.”

    “I’ve been doing lots of networking, but don’t seem to be getting anywhere.”

    “I’m not receiving any callbacks after my 1st phone interviews.”

    You are focusing too much on the activity and the process, and not enough on the market and what your potential employers need. You could end up with something that is as much of a dud and in as little demand as the Aztek.

    So this pre-Thanksgiving week, knock the stuffing out of your job search by taking a moment to review whether you’ve matched your actual career background, current skills and experience to what’s needed in the employment marketplace today.

  • Why we let employers hire you without a fee

    Why do the top hiring professionals in the country — like the twenty 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 fourteen well-focused applicants.

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

    Top Corporate Recruiters
    Prudence Sihlangu Prudence Sihlangu
    IT Recruiter at CBS
    Lead Network Security Engineer – New York, NY
    Director of Infrastructure Delivery ( Projects ) – New York City, NY
    SQL Server DBA – Atlanta, GA

    Kaycee Smith Kaycee Smith
    Sourcing Specialist at Armstrong World Industries, Inc.
    Global Credit Manager – Lancaster, PA
    Senior Manager, Procurement – Lancaster, PA
    Human Resources Manager – Jackson, MS

    Stefan Boyd Stefan Boyd
    Sr Finance Manager at Amazon
    Financial Analyst II – Reverse Logistics – Hebron, KY
    Senior Financial Analyst – Gouldsboro, PA
    Senior Financial Analyst – Redlands, CA

    Alan Speicher Alan Speicher
    Recruiting Manager at Web.com
    Digital Marketing Consultant – Nashville, TN
    Digital Marketing Consultant – Boston, MA
    Divisional Field Sales Manager – Jacksonville, FL

    Victoria Feng Victoria Feng
    Special Projects Associate at TransPerfect
    Junior Java / J2EE Developer – Las Vegas, NV
    E-Discovery Senior Litigation Support Analyst – New York, NY
    Solutions Engineer – Life Sciences – New York City, NY

    Kristyn Grasing Kristyn Grasing
    Staffing Consultant at Quest Diagnostics
    Sales Operations Specialist – Focus Diagnostics – Cypress, CA
    Physician Account Executive – Bowling Green, KY
    Account Manager – Health& Wellness – Lenexa, KS

    Tambi Stas Tambi Stas
    Technical Recruiter at Astron Consulting
    Project Manager – Bellevue, WA
    Project Manager – Plano, TX
    Developer – Apache HTTP Server – Atlanta, GA

    Rhianna Hayes Rhianna Hayes
    Recruiter at Pegasystems
    Senior Business Analyst – Life Insurance – Cambridge, MA
    Senior Business Analyst – Cambridge, MA
    Director of Web Architecture – Cambridge, MA

    Christine Foglio Christine Foglio
    Sourcing Strategist at QVC Inc.
    Distribution Supervisor – Rocky Mount, NC
    Manager Email Marketing – West Chester, PA
    Senior Manager Global Incident Response – West Chester, PA

    Susan Haddad Susan Haddad
    HR Talent Acquisition at Paypal
    Site Leader – Sparks, NV
    Project Manager – Boynton Beach, FL
    Director of Transportation and Logistics – King Of Prussia, PA

    Top Agency Recruiters
    Erica fish Erica Fish
    Sourcing Specialist at Target Consulting
    Technical Life Science Sales Rep – Boston, MA
    Medical Account Manager – New York City, NY
    District Sales Manager – Boston, MA

    Michael Adler Michael Adler
    Managing partner at AC Lion
    Senior Sales Director – Enterprise – San Francisco, CA
    Senior Sales Director – Enterprise – New York, NY
    Senior Account Director ( DMP SAAS Platform ) – New York, NY

    Ashish Jain Ashish Jain
    Principal at Global Recruiting Partners LLC
    Project Engineer – New Orleans, LA
    Mechanical Engineer – New Orleans, LA
    Mechanical Engineer – New Orleans, LA

    Deborah Bruno Deborah Bruno
    Recruiter at Direct Sales Recruiting, LLC
    National Account Executive – Merchant Services – Seattle, WA
    National Account Executive – Merchant Services – Chicago, IL
    National Account Executive – Merchant Services – Little Rock, AR

    Joe Szlosek Joe Szlosek
    Partner at JAS Recruitment
    Internal Audit Manager – Boston, MA
    Sales Executive – Professional Services – Syracuse, NY
    Internal Audit Manager – Chicago, IL

    Zachary Straub Zachary Straub
    Recruiter at CNI Consulting, Inc.
    VP Senior Relationship Manager Sales – Family Office – San Francisco, CA
    Vice President, Sales – Portland, ME
    Vice President, Sales – Portsmouth, NH

    Linda Gaul Linda Gaul
    Operations Manager at Clover Business Solutions
    C++ Developer – Market Data Systems – New York, NY
    Senior C++ Developer – Application Infrastructure – New York, NY
    IT Security Incident Response Analyst – New York City, NY

    Steve Weber Steve Weber
    Principal & Recruiter at ASLLC
    Production Manager – New York City, NY
    Audit Manager VP Rates Trading – New York, NY
    VP Marketing – New York, NY

    Robert Hawthorne Robert Hawthorne
    President at Hawthorne Executive Search
    Product Manager ( Video On Demand / Media) – New York City, NY
    Director of Marketing and Web Analytics – Hillsborough, NC
    DIrector of SEM – Hillsborough, NC

    Kathy Bogle Kathy Bogle
    Director of Research at TEG
    Cheif Sales Officer – New York City, NY
    Director, Sales Training – Washington, DC
    Marketing Programs Manager – McLean, VA

    Have a great week in the search!

  • Employers hiring November 2014

    We have over eighty thousand employers looking for new employees on TheLadders, 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.

    William Greenberg William Greenberg
    President at Headhunter Services, LLC
    Medical Software Sales EMR / EHR Revenue Cycle – Orlando, FL
    Medical Software Sales EMR / EHR Revenue Cycle – Tampa, FL
    Medical Software Sales EMR / EHR Revenue Cycle – Gainesville, FL

    Jack Kelly Jack Kelly
    Managing Director and Executive Recruiter at The Compliance Search Group, LLC
    Senior Compliance Officer – Mcallen, TX
    Investment Management Compliance Associate – New York City, NY
    Senior Operational Due Diligence Analyst – Norwalk, CT

    Christan Neff Christan Neff
    Senior IT Recruiter at Pro-Tech Search, Inc.
    PeopleSoft Business Analyst – Houston, TX
    PeopleSoft Business Analyst – IL
    Production Supervisor – IL

    Crissy Camerota Crissy Camerota
    Corporate Recruiter at PegaSystems
    Senior Software Engineer – DC
    Senior Software Engineer – Tampa, FL
    Senior Software Engineer – Detroit, MI

    Frank Merritt Frank Merritt
    CRMS, CITC, Senior Recruiter at Harvard Risk Management Corporation
    Professional Benefits Sales Consultant – Bridgeport, CT
    Professional Benefits Sales Consultant – CT
    Professional Benefits Sales Consultant – CT

    Herald Massey Herald Massey
    Sr. Technical Recruiter at Rangam Consultants Inc.
    Work Force Analytics Manager – Bridgewater, NJ
    Document Control Specialist – Jacksonville, FL
    Document Control Specialist – Lancaster, PA

    Marci Wainwright Marci Wainwright
    Office Manager at Delta Construction Partners.com
    Electrical Construction Senior Estimator – Seattle, WA
    Electrical Construction Senior Project Manager – Baltimore, MD
    Electrical Estimator – San Diego, CA

    Cie Probst Cie Probst
    Project Manager at Reaction Search International
    Clinical Research Development Executive – GA
    Marketing Analytics Consultant – Lodi, CA
    Construction Project Manager – Elk Grove, CA

    Curtis Kuttnauer Curtis Kuttnauer
    President at Kuttnauer Search Group
    Sales Consultant – WA
    Sales Consultant – Los Angeles, CA
    Sales Consultant – OR

    Joe Szlosek Joe Szlosek
    Partner at JAS Recruitment
    Manufacturing Engineer – Electrical – Atlanta, GA
    Manufacturing Engineer – Electrical – Oklahoma City, OK
    Manufacturing Engineer – Electrical – Huntsville, TN

    Tania Pena Tania Pena
    Managing Partner – The HealthCare Initaitive at The HealthCare Initiative
    Post – Partum Nurse Manager – TX
    Neuro / Telemetry Nurse Manager – TX
    Assistant Chief Nursing Officer – CA

    Have a great week in your search!

  • 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 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? 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 12 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!

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

    Whenever a recruiter posts a job with us, we want to connect our members as quickly as possible. So we look through our whole directory of members, including you, to find those best fit for the job.

    And then we send that job, real-time, via an e-mail hiring alert, to a select group of professionals like you.

    How select?

    Well, on average, about 125 of you, which results in 3 to 4 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 3 to 4 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 Inbox (or in “Activity” on our website or app)…

    …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 a handful of 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.

    Again, these alerts are sent out in real-time when a recruiter posts a job. The early bird gets the worm, so you should take advantage of this personalized heads-up about a new job opportunity.

    Have an easy week on the job search, Readers!

  • Social Widgets powered by AB-WebLog.com.