• What the most successful people do before breakfast in 2014

    My friend, Laura Vanderkam, had a smash hit this year with her book, “What The Most Successful People Do Before Breakfast“, and I thought this quiet holiday week a good time to share her secrets of those savvy folks who make the most of the darkness before dawn.

    Her best bit of advice? To make the most out of 2014, start at the end, and answer “what would you like to say you did this year?” Specifically, her advice is:

    Write the professional review you’d like to give yourself at the end of 2014.

    What three big professional goals would you like to say you accomplished? Think through the coming year and put down on paper the achievements you’d like to push yourself to complete. What steps will you have taken to get there? What obstacles will you have overcome? What small triumphs and milestone rewards will you celebrate along the way?

    Visualize your success, and the (always unexpectedly changing) path there, and you’ll be a long step towards professional happiness twelve months hence.

    Laura adds, that you can do this in your personal life, too.

    You’ve no doubt been getting holiday letters and cards from family and friends with their pictures of vacations taken, babies had, and memories created. So…

    Why not write your holiday card or letter now? In December 2013?

    What would you like to say you’ve done in your personal life by the end of next year? Knowing that you want to say this is the year you joined a choir, visited Dublin, or started volunteering with the Boys & Girls Club vastly increases the chances that those things actually happen.

    A little forward thinking remakes the future to your liking.

    To get Laura’s tips, insights, and advice on improving your odds of making those future projections a reality, pick up her eBook at Amazon: “What The Most Successful People Do Before Breakfast“, and give yourself an unfair advantage in the New Year.

    I’ll be rooting for you.

  • You need to send these emails right now. Everyone will thank you.

    My friend, Eric Barker, has been writing for years on how to make yourself, your life, and your career better, over at his blog Barking Up The Wrong Tree.

    A recent post — “Make Your Life Better By Sending Five Simple Emails” — will indeed make your life better.

    I won’t go through all five, but the first two seem especially appropriate for end-of-year good feelings and New Year’s oaths to reformation:

    “Every morning send a friend, family member or co-worker an email to say thanks for something.”

    (The surprising thing is that you’ll get even more out of it than your recipients will.)


    “At the end of the week, send your boss an email and sum up what you’ve accomplished.”

    (Waaaay easier than trying to remember all your heroics at review or resume-writing time. Keep it to 5 or fewer bullets, though. OK?)

    You can check out the rest of the email suggestions over at his blog here.

    But to get the benefit of all of Eric’s great insights throughout the year, sign up for his e-mail updates here.

    Hope you’re enjoying the Season, Readers…

    I’m rooting for you.

  • 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.

    I’m rooting for you.

  • 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 this year, so December is a good time for you to familiarize yourself with it, as you get ready for the New Year.

    Have a great week in the search, Readers.

    I’m rooting for you!

  • Who’s looking at me?

    Just in time for the holidays, we’ve got a gift for you – our new activity feed that keeps feeding you the best bits of information about what’s going on with your job search here at TheLadders.

    We’ve added activity feed to the rightmost tab on the homepage. Check it out for a whole slew of new information:

    - Who’s looking at me? When employers, hiring managers, or recruiters view your profile, we’ll let you know. That way, you can get smart about how successful your profile is at attracting the type of attention you want.

    As a reminder, you can control what your profile looks like by editing or updating it here.

    - Where’s my application? The activity feed also keeps you in the loop about what’s happening to your application. You’ll be able to see when an employer on TheLadders has viewed your application and downloaded your resume. It’s a small step towards giving you insight into how your candidacy is faring.

    - What’s going on? You’ll also see hiring alerts from employers. The latest relevant hiring alerts are delivered to your activity feed, giving you a heads up about jobs that you might have overlooked. As I mentioned a couple weeks ago, hiring alerts are select jobs that we send a few hundred subscribers for their review – on average, 7 or 8 of you find them interesting enough to apply. So they’re a great way to get right to the front of the line for an active, open job, that many of your fellow subscribers may have overlooked.

    - What’s up? And finally, the activity feed is instantaneous, easy, and automatic. We’ll give you a little nudge when anything new happens – profile views, feedback on an application, your resume downloaded, or a new hiring alert. We’ll keep you apprised of the most important events going on in your job search here on TheLadders.

    Well, hope that’s enticing for you, Readers, this short Thanksgiving week. Have a great holiday, Thursday!

    I’ll be rooting for you.

  • 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 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? 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. 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 2015, what will that look like? What will we have done over the next 13 months to make it successful? How does this position help achieve those goals? (This question helps show your ability to look beyond today’s duties to the future more than a year away.)

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

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

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

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

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

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

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

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

    Hi Marc. Awesome questions!

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

    To which I replied:

    Great question Lenore.

    Three options:

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

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

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

    Hope that helps!


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

    I’m rooting for you!

  • 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!

  • The sun never sets on you

    This week, let’s sharpen our sights on how to never become a victim of the changing times nor tides.

    First, a truth:

    The only effective response to a world which steadily commoditizes the value of today’s skills is to keep learning new ones.

    If you know that your talents today will be taken-for-granted tomorrow, it seems you oughta, gotta, hafta, get new and better skills.

    Becoming a better version of you is the only way to make sure you don’t become an obsolete version of you.

    Three stories this week caught my eye…

    Lou Reed passed away last Sunday. Without many of the advantages you’d expect of a modern rock star — good looks, an enormous fan base, a huge catalog of hits — Reed kept his career alive and thriving over five decades.


    A good helping of native talent combined with the desire to always try something new.

    Reed followed up successful albums with weird, quixotically strange efforts. Triumphant global tours would be succeeded by tottering efforts in a new medium, or with new collaborators, or with new instrumentation.

    Most of the new things he did fell flat on their face.

    But the important thing is he kept trying. He knew intuitively that personal growth and exploration was the only way to keep his audience growing and evolving.

    The successful person at the peak of their game, who decides they don’t want to expend the effort to learn any more, ends up like most of Lou Reed’s peers from the ’60s: forgotten long ago.

    It’s the same whether it’s an audience, a customer base, or future bosses — growth and development are attractive. Stagnation scares ‘em away.

    My barber in New York City, Clark, has a great “coming to New York” story.

    Growing up in Utah, attending barber school out there, he remembers seeing photos during class of the best barbershops in the country — many of which were in New York. And he said to himself “some day, I’d love to get to New York and work at one of those.”

    But it seemed a pipe dream.

    Here’s the important thing — he kept trying new stuff: he’d try out new haircuts, learn about new styles, and even, on a bit of a whim, decided to learn about Instagram and start posting photos of his cuts there…

    At jclarkwalker at Instagram.

    Well, and before you know it, he got that New York itch again.

    So he decided to send those Instagram shots to some of the top barbers in New York, including the finest barber shop in downtown Manhattan, Fellow Barber on Crosby Street. Where he is happily snipping away at his dream today.

    Now when Clark got started on Instagram, he didn’t know where it would take him. He didn’t think of it as a strange new type of resume. Didn’t consider that getting better at this clever new communication medium was actually a means to achieve dramatic professional growth.

    No, he didn’t need to have it all figured out in advance.

    Because he did the important thing — he kept trying new stuff.

    He kept learning.

    And that learning, which turned into a new way to promote himself, led him on a fun, new adventure for him and his young family.

    And that’s an inspiration for all of us.

    Which got me thinking about this article on “the practice of practising“. (Yes, that’s the British spelling.)

    Concert pianist Stephen Hough writes that “the purpose of practising is so that we (offstage as engineers) make sure that we (onstage as pilots) are completely free to fly to the destination of our choice.”

    Similarly, the purpose of learning outside of your day-to-day tasks at work is so that you can achieve new, and grander, ambitions in your day-to-day career.

    It is the “offstage” effort that makes your “onstage” performance possible.

    By applying yourself and picking up new skills, you make it so that, in the moment — at the meeting, on the client call, during the debugging — you can make the right choice, apply the right method, instantly, effortlessly.

    We all learn differently. All the various learning methods — videos, in-person classes, books, audiobooks in the car, one-on-one instruction — are more or less effective for different people. (For me, it’s always books… I couldn’t sit still through a learning video for more than a minute no matter how Hollywood and high gloss the production).

    But however you learn, the important thing is to keep learning…

    Learning about your industry, learning about other industries.

    Learning practical skills, or learning completely impractical skills that simply expand your mind.

    Learning history and art, or learning more about Gmail, Twitter, and Whatsapp.

    You run and you run to catch up with the sun, but it’s sinking. If you are not learning new skills in your profession, you are guaranteeing yourself a future pay cut, or, worse, a “pink” slip. Don’t be that victim, don’t end up on the dark side of the moon.

    Learning new skills & exploring new avenues are the only ways to ensure that you’ll keep ahead of that fat old sun.

    Well, I hope that’s helpful as you think about staying ahead in your career… Have a great week in the search!

    I’m rooting for you.

    p.s. Say “Hey you” to me @cenedella .

  • What happens when the sun sets on you?

    Newsweek, The Boston Globe and The Washington Post were sold last month for about 5% of what they were worth a decade ago.

    Old fame fades. Old treasures dull. Old values disappear.

    What happens when the sun sets on you, dear Reader?

    When the clever things you did in your twenties, and the book learning you picked up in school, and even the scars on your back from your thirties, lose their relevance to the modern corporation?

    What will you do then?

    Because I can tell you, you’re not going to want to take a 95% haircut the way Newsweek and the newspapers did.

    All skills become commoditized over time. That means what was hard to do yesterday, becomes easy today, and worthless tomorrow.

    J.P. Morgan — the man, not the bank — became America’s most prominent financier by doing what we would today call asset-backed lending. If you’d told him that some day tens of thousands of kids right out of school would be doing the type of lending he did, he would’ve scoffed at you. Would’ve told you about the difficulty of assessing a company and its prospects, the importance of knowing the ins and outs of the resale market, the sharp eye and decisive gut needed to measure a man’s creditworthiness over a handshake.

    He felt this skill was specialized and immortal.

    But it wasn’t true. Skills pass from the brains of geniuses, to the efficiency of systems, to the dull routine of forms and process.

    The entire prospect of the modern business is to create systems to replace this special “in the head” judgment with impersonal routine. It is much safer for companies to rely on a documentable system than the risky circumstance of specialized knowledge walking in and out the front door.

    All skills become commoditized, and all businesses pass from glory to gory:

    Retailing, once a glamorous industry populated by the Saks’ and Bloomingdale’s and Marshall Fields’ of the world, has become a grind to eke out even a few points of profit in today’s Internet-saturated landscape.

    Automobiles, which powered the US and Detroit to global manufacturing supremacy, now mostly make money for companies other than the manufacturers.

    Stereos, TVs and other consumer electronics now decline in price by a percent per week!

    And the list could go on for miles.

    The only way for companies to keep up on the treadmill is to run faster. And faster. And faster.

    All skills become commoditized, all positions of influence and domination decrease over time, all that profits fades away.

    All, said the Preacher, is vanity.

    So your plan must be that you will never let the sun set on your skills, never let your position of value — to your employer, to the market, to the customer — fade away.

    So this scary Halloween week, how are you going to confront the almost certain fact that the “you” of October 28th, 2013 — your skills, knowledge, insights and experience — will fade in value, and for you to keep up with the world, you must ensure that the you of 2014, of 2015, of 2025, is always becoming a newer, more talented, professional?

    I’ll be back next week with the steps you can take to keep ahead of the sun.

    In the meantime…

    I’m rooting for you.

  • Why we let employers hire you without a fee

    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 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.

    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 Fall 2013:

    Top Corporate Recruiters

    Amanda Goldsberry
    Major Accounts District Manager – Sales Rep, Princeton, NJ
    Software Engineer – Java Developer, Detroit, MI
    Software Engineer, Seattle, WA
    Zahid Miah
    Financial Crimes Risk Management Associate Partner, New York City, NY
    Financial Crimes Optimization Risk Management Associate Partner, New York City, NY
    Financial Services Consulting – Associate Partner, New York City, NY
    Deepa Desai
    Tech Strategy Managing / Sr. Managing Consultant, Los Angeles, CA
    Application Architect – Financial Markets, Boston, MA
    Organizational Change Strategy Managing / Senior Managing Consultant, Dallas, TX
    Vicky Bouras-Boudouris
    Avanade Inc.
    SharePoint Architect Manager, Houston, TX
    CRM Business Analyst – Banking Services, Seattle, WA
    CRM Business Analyst – Insurance, Seattle, WA
    Chris Teresi
    VeriFone, Inc.
    IT Telecom Operations Analyst, Dallas, TX
    IT Telecom Operations Analyst, Alpharetta, GA
    IT Telecom Operations Analyst, Clearwater, FL
    Sky Hackler
    Echo Daily
    Account Executive, Raleigh, NC
    Account Executive, Amarillo, TX
    Account Executive, Dallas, TX
    Mandy Allen
    Regional Sales Director, Denver, CO
    Market Sales Manager, Corpus Christi, TX
    Market Sales Manager, Houston, TX
    Pamisetty Rajesh
    KMM Technologies
    Sr Java / Technical Architect, Washington, DC
    Oracle Reports / Java Position, Richmond, VA
    Business Intelligence Developer, Trenton, NJ
    Barb Heidenreich
    Existing Account Sales Executive, Pittsburgh, PA
    Digital Advertising Lead Sales Executive, Chicago, IL
    Account Software Sales Executive, Pittsburgh, PA
    Dianna Reader
    Acquisition Enterprise Account Executive, Piscataway, NJ
    Cloud Solutions Sales Manager, Virtual / Travel
    Senior Account Executive – Enterprise, New York City, NY
    Kristyn Grasing
    Quest Diagnostics
    Internal Account Representative, Baltimore, MD
    Cardiometabolic Account Executive, Washington, DC
    Hospital Account Manager, New York, NY
    Vignesh Vigs
    AurionPro Inc
    Release Engineer, New York, NY
    Site Reliability Engineer, New York, NY
    C# .Net Software Developer, Tulsa, OK
    Robert Hendrix
    Senior Director of Human Resources, Boston, MA
    Corporate Quality Engineer, Livonia, MI
    Continuous Improvement Engineer, OH
    Sakena Gardner
    Vista Equity Partners
    Program Director – Learning & Development, Austin, TX
    Data Warehouse Architect / ETL Developer, Dallas, TX
    Regional Sales Manager, San Diego, CA
    Julie Beltman
    Check Point Software Technologies, Inc.
    POC Solution Center Engineer, San Carlos, CA
    Solution Center Manager, San Carlos, CA
    Account Manager, Atlanta, GA
    Matt Thomas
    The Right Thing an ADP Company
    Senior Application Developer, New York, NY
    Application Developer III, New York, NY
    Senior Product Manager, Decatur, GA
    Ed Nathanson
    Technical Support Manager, El Segundo, CA
    Lead Software Engineer (Data), Cambridge, MA
    Vice President Information Security, Austin, TX
    Jennifer Tschilar
    Senior Financial Analyst, Gaithersburg, MD
    Senior Finance Manager, Gaithersburg, MD
    Front End Engineer, Plano, TX
    Ron Silver
    Nova Training Systems, Inc.
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    ERP Account Executive, Fresno, CA
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    April Shepard
    Dollar General
    Director, Distribution Center, South Boston, VA
    Senior Attorney, Nashville, TN
    Senior Director, Tax, Nashville, TN

    Top Agency Recruiters

    Jennifer Ryan
    Oppenheimer Ex Search
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    Controller, Miami, FL
    Finance Manager, Miami, FL
    Brian Cortright
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    Leonaldo Rosa
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    Jenna DeVincenzo
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    Mike Aquino
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    Jim McGregor
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    Mark Crist
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    Elisa Sheftic
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    Kyle Largent
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    Robert Hawthorne
    Hawthorne Executive Search
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    Jennifer Kuper
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    Glenn Davis
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    Lisa Proctor
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    Marc Pearl
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    Area Maintenance Manager, AR
    Robin Antonio
    TechPros Recruiting
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    Cari Kraft
    Jacobs Management Group, Inc
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    David Molnar
    National Register–USA
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    Amy Dunn
    Technology Recruiting Solutions
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    Accountant, Houston, TX

    Good luck in your search this week!