Thriving Texas tech industry and considerable local talent creates unique need for a recruitment agency in Dallas specializing in hard-to-fill IT positions
DALLAS (November 11, 2015) – Workbridge Associates, a leading IT recruitment agency specializing in hard-to-fill technology positions, today announced the opening of its new office in downtown Dallas. The Dallas-Fort Worth metro area has experienced major growth and gained national attention as a booming technology hub, becoming a dynamic location for the agency to provide local clients with highly-qualified candidates for a range of tech positions.
"With the opening of this office, we’re expanding into the heart of a thriving IT community with huge growth potential,” said Matt Milano, President of Workbridge Associates. “We are perfectly positioned to work with top talent who can drive our local clients’ development in the Dallas-Fort Worth area.”
Looking for a job or have an open role to fill? Contact the Dallas team here.
This new Dallas office will be led by Division Manager Tom Parzych, and will hold up to 30 people, including recruiters, sourcers and marketing & events specialists. Workbridge Associates plans to start hiring immediately for all roles when the office opens on November 11th. Candidates can apply online at www.workbridgeassociates.com/work-for-us.
Workbridge’s recruitment teams pride themselves on staying fully up-to-date and conversant in the latest IT trends and developments. With extensive access to local hiring managers and technical talent, Workbridge takes a relationship-first approach that emphasizes personal engagement and added search value as much as the nuts-and-bolts objective of filling or landing a job.
For a sneak peek at the Dallas office, see below:
Meet the leadership team and apply to jobs in the Dallas office here.
Veterans have more to offer than ever, but finding a job is never easy. Are you a veteran looking for a job, or do you know someone who is? Here are some free online resources that can help veterans make connections and find jobs.
- Military Job Networks (MJN) is an exclusive online networking platform created and enabled only for verified U.S. Military Veterans. With 3,600 online private military occupation groups, verified Veterans access private, virtual spaces for true peer-to-peer networking and knowledge sharing. www.militaryjobnetworks.com
- Hire Heroes USA has built a national reputation of excellence for helping veterans find jobs, currently at the rate of more than 60 veterans confirmed hired every week. They partner with more than 200 veteran-friendly companies to offer relevant and up-to-date job postings on the Hire Heroes USA Job Board.
- VetJobs services are available to assist ALL members of “The United States Military Family” advance their careers and find employment. This includes Officer and Enlisted, Active Duty, Transitioning Military, Reservists, Veterans, Retirees, of the Air Force, Army, Coast Guard, Marine Corps, Merchant Marine, National Guard, Navy, NOAA and Public Health Service along with Trailing Spouses, Eligible Former Spouses, Widows, Widowers and Dependents and DOD civilians. www.vetjobs.com
- USAJOBS.gov is a free web-based job board enabling federal job seekers access to thousands of job opportunities across hundreds of federal agencies and organizations. www.usajobs.gov/Veterans
- MilitaryHire.com has been developed and is maintained by a team of both military veterans and corporate hiring authorities. They worked hard to create a network where former military personnel can seek careers and utilize their professional skills. www.militaryhire.com
- Military.com joined forces with Monster Worldwide (NYSE: MWW) to accelerate our growth and change the playing field for career and educational opportunities for servicemembers, veterans and military spouses. Monster's vision is bringing people together to advance their lives, which is a great fit with Military.com's "members first" ethos and goal of connecting the military community to all the benefits of service. www.military.com/veteran-jobs
- USTechVets.org is a U.S. technology industry career portal created to connect veterans, including transitioning military personnel and their family members, with meaningful jobs in America's technology industry. www.ustechvets.org
- Another free resource is enlisting the help of a recruiter. While not all specialize in placing veterans, many recruitment firms help guide professionals in their careers and place them at jobs, all at no cost to the candidate.
Work with Workbridge Associates if you're interested in a role in IT, or check out the job board.
For a list of further free resources for Veterans in their job search, please see the White House’s page on “Joining Forces” here.
GitHub is one of the most important tools available to programmers, managers, and other professionals in the tech space. According to GitHub’s website, there are 11.6M people collaborating right now across 29.1M repositories on GitHub. The question is, how can you use this in your job search?
Start your job search by applying to one of Workbridge's open roles on the job board.
Prospective developers, proven ninjas, and coding wizards, if you’re contending for a new position without a GitHub account, you’re actually already one step behind. Here are 6 reasons you absolutely need to be using GitHub to make yourself a more desirable candidate:
- Having side projects will help you with your job search. Not only will it give you something deeper to talk about in conjuction with your current role, but also gives you the chance to develop a passion and show off your entrepreneurial side. There a number of reasons a side project could put you a notch above another candidate in a close race.
- It’s becoming expected. The hiring manager will be researching your GitHub account, and may even request your information alongside a resume. Take a few days to polish your account and add some non-proprietary examples of code that you have worked on. These days, companies might be a little worried if you don’t have a GitHub account.
- Some companies leverage GitHub in their own processes. Hiring managers are creating tech tests and small projects for candidates to complete as a way to vet talent. In the workplace, teams of programmers are able to store their work and access any changes that other team members make in real-time. Being well-versed in the system is a skill in and of itself.
- GitHub is a community where you can meet other developers. You can network, connect, comment on, discuss, share your work, collaborate on projects or build upon others’ efforts. In a word, use GitHub to “engage.” You never know, that partner on a project could be your next employer.
- It can demonstrate your skills. Many companies won't interview someone without code samples, and often job seekers cannot share their code because it's proprietary. With GitHub you can post projects outside of work. With that said, don't be afraid to post unfinished projects! Many times, technologists are hesitant to do this, but it can actually reveal a lot about who you are as a developer and show your thought process.
- You’re expanding upon your tech knowledge. Learning new languages that you’re not currently using at work, or honing skills that you'd like to keep growing, is important - especially if you’re working for a company with an old code base or spending most of your time doing maintenance instead of new coding. Managers love to see people who are passionate about technology and spend time outside of work researching the newest frameworks and languages.
Submit your resume and a Workbridge associate will contact you about your job search.
In the land of software development, there's more than one correct way to solve a problem. Since technology itself is limitless, it should come as no surprise that the available tools and resources are boundless as well. Now the question is, which tools should we choose, not only to get the job done, but also to best express oneself?
Those who work with technical people every day have probably noticed that very few companies use only a single technology for their IT needs. Just like those companies, often the best technical people don't limit themselves to one brand of tools or frameworks. They step outside their technical comfort zones and experiment with anything they can get their hands on.
Here are four reasons why you might benefit personally and professionally from trying out new technologies.
1) Learn New Paradigms
2) Learn New Ways to Use Old Technologies
Speaking of functional programming, your experience may cause you to look at LINQ on the .NET platform in a new light. One technology hiring manager was explaining that his organization’s use of Angular.JS (with its draconian dependency injection) caused his team to think differently about DI containers in their .NET server side, resulting in more flexible and more testable C#. In this way, working with one technology influenced how they interacted with another.
3) Job Mobility
Here are four basic ways that broadening your technical repertoire can open up possibilities for career advancement.
- You can contribute to different areas of the same project (front-end to back-end, application to data analysis, etc.)
- You can move to new projects entirely (has your organization been piloting a new tech stack?)
- You can move to new organizations entirely. If this is the case, I can refer you to a specialist. (Wink!)
- Some organizations only fill full-stack or generalist positions. It’s worth mentioning that this is often true of smaller product development companies or startups.
4) Right Tool for the Job
Many organizations are pushing the limits of relational databases. The high performance or high availability required by their applications call for something new. NoSQL databases are answering this call, but often each in their own way. Spend some time understanding their relative merits and you can be your organization’s hero. Can you drop joins and go for the high performance of key store or document databases? Is your problem better suited by a graph database? What these specialized databases give up in the relational model they make up for by excelling in their particular area of application.
The following books are a great resource if you’re looking to expand your knowledge of current and new technologies:
- “Seven Languages in Seven Weeks: A Pragmatic Guide to Learning Programming Languages” by Bruce Tate
- “Seven Databases in Seven Weeks: A Guide to Modern Databases and the NoSQL Movement” by Eric Redmond
There are many benefits to be had from interacting with a range of technologies. Whether you’re looking for new ways to tackle an assignment or hoping to advance your career by opening new doors, there is no reason to limit yourself to one brand of tools or frameworks.
Largest concentration of tech talent in Canada makes it the ideal location for recruitment agency specializing in hard-to-fill IT positions
Boston, August 10, 2015 -- Workbridge Associates, a leading IT recruitment agency specializing in hard-to-fill technology positions, has announced the opening of their new office located in the heart of downtown Toronto. The city's emergence as the largest and most dynamic hub of technology talent in Canada makes it the perfect location, and allows the agency to provide Toronto area clients with highly qualified candidates for a wide range of IT positions.
"We're excited to expand our footprint further by opening this office in the center of Canada's largest city," said Matt Milano, President of Workbridge Associates. "This new office in Toronto puts us in a better position to help our clients find that perm and contract IT talent they need to build their businesses."
See the official Press Release distributed by CNW.
By: James Vallone and Ben Sanborn
You know how hard it was to find a top contractor, right? Well, now that you have him or her onboard, what are you doing to ensure they stay engaged and retained? Contractors today have a plethora of offers to choose from. Since most work on a temporary basis, they are continually evaluating offers and lining up their next job – even while they work for you. If they have a bad experience with your company, you risk losing them and you risk the potential loss of referrals of other great contractors. (Yes, contractors refer non-competing contractors to companies they know are reliable and great to work for! They also warn others to stay away from bad experiences.) You are not only vying for a contractor’s expertise, but for their loyalty. So, how do you keep contractors engaged and happy?
The best way to do so is to understand what contractors value in their work experience. Most contractors are independent, pride themselves on providing great customer service, love the thrill of fresh challenges, value open communication, want to feel as if they are part of your team, and appreciate clear direction about what your project objectives are and how they can meet them. There are ways to ensure that you create a positive experience for contractors. Here are the top five:
- Onboard quickly and completely. Just because they may not be in the office every day, doesn’t mean they don’t need to know where the bathroom is! Provide a full orientation. Give them a building tour and introduce them to key people they will work with or need to know. Discuss hours, break times, access to the building, and parking. Make sure they have the right technology and equipment to do the job, know how to access systems, and how to communicate with your Helpdesk. If they are not working for an agency, be sure they understand how and when to submit their timesheets and who to contact if they have an issue. You want to make a good first impression. If you don’t, contractors will assume you do not fully value them or will end up feeling less than confident about how to fit in and meet your needs.
- Treat them like a team member. Too often, contractors are left out of the game. While they work for you, treat them like a true member of your team. Be inclusive. This is particularly important if your contractor works offsite. Invite them to company events, celebrations, happy hours. Keep them abreast of internal news and updates. Clue them in about company politics and any pertinent historical info that would be useful to know. You want to make them feel welcome and included. That said, be mindful that some contractors do not want to be down in the weeds more than they have to be. If a contractor doesn’t jump to attend happy hours, be respectful and don’t take it as a negative sign. Many contractors became contractors to avoid the hassle and extra-curricular activities that being an employee entails.
- Dedicate time for one-on-one meetings. Include your contractor in team meetings, but don’t overlook the value of having regular one-on-ones. Weekly check-ins or even just an informal coffee or lunch on a regular basis can help you keep tabs on how satisfied the contractor is with your company and if they are running into any hindrances that they don’t want to discuss in front of the entire team. Contractors want to be included as a team member; keep in mind that that they are not employees though. As an outsider, they can provide you invaluable insight into your culture, team dynamics, process workflows, and input on how you can improve your contractor/company work arrangements. Contractors bring third-party eyes to your internal processes. Don’t be afraid to tap into their perspective.
- Honestly discuss performance. Contractors want to make you happy. They want to leverage their expertise to ensure you get what you need. Unless you provide performance feedback, it’s hard for them to know if they’re hitting the mark. Rather than holding a typical boss-to-employee type performance review, open up a dialogue about performance in general. The best contractors are service-minded and will ask you for feedback so that they can make things easier or more effective for you. Return the favor and ask them as well. Discuss how things are going, what feedback you’re hearing from stakeholders, and any adjustments that need to be made to stay on track.
- Pave the way for future success. It’s not your job to help a contractor line up more work, but if you are pleased with their performance, by all means refer them to other groups within the company. You can be sure they won’t forget your kindness. If for any reason a contract is expected to end before the agreed-upon time, give them a heads up. If there is potential for converting to a perm hire, discuss it with them and offer them the option. You want to keep a positive relationship going so that you have the opportunity to work with them again in the future and to garner referrals from them. One thing companies often overlook is the business development aspect contractors naturally bring. Contractors that have great experiences with client companies become evangelists and often refer other clients to each other. They want you to succeed and are more than happy to help bring you business.
These tips will help you go a long way to creating a positive experience for contractors so you can keep them engaged, retained, and returning to work for you again. By taking a look at what contractors value, you can address their needs and ensure that the project is completed in a mutually satisfying manner.
To learn more about how Jobspring Partners can help with your IT staffing needs, please feel free to contact an IT staffing consultant at any of our locations through out North America.
Article by: James Vallone - Director of Business Development
Have you ever interviewed a contractor and realized that something you just said caused them to be noticeably less interested in the job? Interviewing IT contractors is very different than interviewing perm candidates. There are a lot more land mines to look out for. Contractors think and act differently during their job search. To successfully engage IT contractors, you must be fully aware of what’s on their mind at all times and tailor your conversation to their agenda.
Begin by understanding that a tech contractor’s job security is based on weeks or months, not years. Typically, contractors are not as interested in long-term career development at your company (unless it’s a contract-to-hire position). They will want to focus more on the specific challenges and expectations of the project at hand. Contractors also greatly value their independence and will view the employer on a peer-to-peer basis (or service provider to client basis) rather than an employee/boss relationship. They are chameleons, fitting into different cultures and becoming members of teams for temporary periods. Many are contracting with more than one company at a time, so time is their chief currency.
To keep contractors fully engaged during the interview process and interested in your opportunity, here are some important things to pay attention to during the interview:
1. Don’t be vague about the contract length. Let’s say the contractor asks you how long the contract period will last. You waffle and admit that you are not exactly sure or give a wishy-washy response. What does the contractor hear? They hear that maybe you’ll consume far more time than the contractor wants to commit to this engagement or, conversely, that you may not provide a long enough engagement to make it worth it for them.
- Advice: Always be specific about both the estimated minimum and potential timeframes so they can feel more secure about the engagement.
2. Don’t disclose the specific contractor pay rates you are willing to pay. First off, if you’re working with a staffing firm, redirect any questions the contractor has about pay rates back to the agency. It’s the agency’s responsibility to address this. If no agency is involved, it is still not in your best interest to specify rates early on the process. Why? Because if you throw out the rate first, you may risk being too low and turn them off. He or she may decline your contract on the spot without taking the time to explore if there is room for negotiation. On the other hand, if your rate is higher than what the contractor expects, then they’ll hold you to this rate and you may end up paying more than you needed to.
- Advice: Ask the contractor to provide their pay expectations first so you can establish more control during negotiations.
3. Don’t discuss your overall budget in too much detail. Any talented IT contractor will want to work for a company that has a solid and reasonable budget in place for staffing. However, they do not need to know exactly what your entire budget is. Communicating that you have a significant budget in place will certainly prove to the contractor that IT is an important initiative for the company. But the contractor may leverage this information against you and inquire as to why you’re not paying them more. And, of course, disclosing a budget number that is very low will have the obvious impact of stirring up concern about the commitment to IT spend.
- Advice: Use adjectives, not numbers, to discuss the financial context such as, “We have a solid or healthy or strong budget in place for this department.”
4. Don’t make promises about contract-to-perm conversions. Some contractors may inquire about a potential conversion to permanent hire. They may ask because they are interested in converting to perm, or they are really looking for a permanent position, or because they are not interested in a permanent position altogether. It is really important to understand where this question is coming from before you provide an answer.
- Advice: Ask the contractor first about their interest in becoming a permanent employee. If you find they are ideally looking to be converted to perm, give them a realistic timeline of when the job could convert, but be honest and explain that any conversion would be based on the contractor’s performance during the contract period and that this is not guaranteed.
Remember, it’s your job to sell the contractor on the great opportunity they have to work at your company. You will always be competing with other employers and must differentiate your opportunity. Avoid these common interviewing obstacles and keep the interview hyper-focused on the selling points to attract the best IT contractors.
Engineering is such a specific industry where experience, education, and background are some of the top things to look for in a candidate, and certain companies won’t hire a candidate if those three categories are not up to par. However, the alignment of those categories should not be the only determination in moving forward with a candidate. That would be a huge mistake and can cause serious repercussions. Practice Manager Samantha Epstein explains in VentureBeat how recruiters and hiring managers alike can fully evaluate engineering candidates and ensure there is a mutual fit for the position and the company.
VentureBeat: If you’re an engineering hiring manager, chances are you have a list of technical questions that are your gold standard for evaluating potential hires, right? Technical ability is imperative, of course. But are you getting the talent you really need? Hiring managers make the mistake of leaving it up to HR or the CEO to keep tabs on the hiring landscape. You can’t afford to do that anymore.
In the article, Samantha has highlighted four key recommendations for hiring managers who are looking to hire top talent, including:
- Know the hiring landscape. - It’s absolutely essential that, as a hiring manager, you understand the hiring conditions in your market. As the boss of the people you hire, finding the right person to hire impacts you more than anyone else.
- Up your game. - How fast are you able to hire? If your competitors are hiring in five days, and it takes your company 15, you are going to lose the opportunity to hire top talent. Be aware that, like you, the best candidates are simultaneously interviewing more than one company.
- Sell your company. - No, you don’t have to be a salesperson; you do have to let your passion for your company shine through. Why do you love working for the company? Talk about it. What has enhanced your own career here the most? Candidates are looking for challenges they can thrive on. What are you offering that will do that?
- Ditch the script. - Every interview is unique and situational. Toss your script and instead use a guided conversation. In fact, move the interview out of your office and go grab a cup of coffee with the candidate. Then talk.
You can read Samantha Epstein’s full article here on VentureBeat: 4 tips to help you hire engineers in a world where devs hold all the cards