Passing on another opportunity to you.  No sense it these openings just sitting in my inbox!  If you’re in search mode (or not), maybe ‘you’ will be a great match - or perhaps know someone to pass this onto.

Company: EMC Corporation’s Microsoft Global Solutions Practice

Job Title: Practice Team Lead (one for Infrastructure/one for App Dev) 

Candidates must possess:   Microsoft technologies experience in areas such as: Sharepoint, SQL Server, .Net, Visual Studio, Active Directory, Exchange, MOM, SMS.  

General Summary:
Directs a group of pre/post sales technologists, solution architects, practice consultants and implementation specialists within a specific geographically defined area. Collaborates with a team of professionals to create a full range of technical and business offerings to drive successful processes and projects.   Acts in supervisory capacity for field delivery folks.

PRINCIPAL DUTIES AND RESPONSIBILITIES

 • Serves as a technical/managerial liaison between the senior practice leadership and the field employees. Interface with all levels of management in the negotiation and exchange of information. Responsible for delivering organizational messages to field delivery staff.
• Provides technical and/or business consultative leadership for a specific practice at the pre and post sales level. Provides input into the development of standard practices, procedures and strategies.
• Drives and implements solutions at client sites. Supports the design and development of the technical content defined in the statement of work. Designs the EMC solution and supports the installation, customization, and integration of the solution. Prepares technical architectural and implementation design documents and works with the project management to develop the implementation plan. Works closely with the project management to define project deliverables and schedules.
• Assists with the creation of proposals that address current and evolving client requirements. Develops and articulates solutions based on a customer’s strategic business or technical requirements.
• Ensures awareness of existing or potential customer escalation issues. Proactively follows escalation and change control process.
• Supports on-going cross-training opportunities for employees in group.
• Monitors utilization and chargeability numbers for all employees within scope of influence.
• Monitors employee job performance through direct observation, coaching, counseling and motivation to maximize practice performance. Assists with recruiting and hiring, and onboarding employees.

SKILLS

• Ability to lead, motivate and direct a workgroup.
• Ability to manage in a matrix environment
• Technical expertise in one or more service lines.
• Ability to influence others to achieve results.
• Communication skills.
• Leadership Skills.
• Customer focused. Education Required: Bachelors (Tech) or equivalent 
 

Experience Required: 6+ Years
Physical Requirements: No  

Qualified Candidates Contact: coquia_grace@emc.com

This job opportunity came across my desk today - perhaps you may be interested or know of someone who fits the need.  The information listed below is from the Company Founder and the position is listed on LinkedIn (see bottom of this post for direct link and how to apply).

Company: Socialtext (located in Palo Alto, CA)

Job Title: CEO

Description: As a company founder, as I’ve written before, it is inevitable and necessary that your role evolves for the best interest of the company and what you own of it. Today I’m invoking the most powerful inflection point I can for Socialtext. We’ve grown to 3,000 customers, 50 people, the leading brand in the space, an innovative product, solid revenue growth and are targeting profitability. It is time for Socialtext to be taken to the next level, and for that, I want to openly recruit the CEO 2.0 for Socialtext. The ability to do this search openly is part of the great culture we have built at Socialtext. I’m going to transition to Chairman & President and focus on growing the top line with my external facing duties and drive corporate and product strategy. CEO 2.0 will bring a strong operations background and have a mandate to grow the bottom line. This is a dream job.

The ideal candidate will have prior CEO experience, an Enterprise Software background, Social Software expertise, proven operations management capabilities including managing remote teams and a strong personal reputation.  I’m just starting the search and you can help. We should be able to find the right person within our own strong network, so if you can make a strong recommendation please contact me through LinkedIn.

LinkedIn JobsView job <http://www.linkedin .com/e/vjb/ 335302/> listing on LinkedIn

Please keep in mind that I do not know anyone at this company directly.  However, I recommend that you check your own LinkedIn network to see who you may know of who either works there or knows someone there.  The job is only posted on LinkedIn (see above link).

How do you stand out from the pack with a company who receives 1300 resumes ‘each day’ and is one of the hottest companies to work for in the world?

I wish I had the answer that could help your resume jump out, do handstands, curls and walk-the-dog, but if you’re submitting your resume to Google it very well may just get lost in the pack.

So, how can you get to the front of the line at a company like Google, or any other large company that receives hundreds and hundreds of resumes each day? There are a few ways to hedge your bet.

Make sure your resume is ‘keyword’ focused. Any company who receives a plethora of resumes typically as a resume database. In other words, incoming resumes are automatically scanned into a system, the system collects keywords and phrases that match up with the job descriptions and the recruiters are fed resumes from the database. So, if you think that the recruiters are opening mail, stamping resumes, and sorting them into what applicants are applying for and then taking them home at night to read each one carefully – think again. One way to go about discovering which keywords to use in your resume is to start by reviewing the job description listed by the employer. Make a list of the specific functions and attributes the employer is looking for and then build those terms/words into your resume. Keep in mind that once you get past the database software selection the hiring team will also view your resume. So, do take care to keep your resume appealing to the human eye also.

Networking is an absolute necessity. Job search without networking is like building a house without a foundation. It may last a while, but sooner or later it will fall apart. You can spew resumes out into the universe, check online job postings and read want ads until you’re blue in the face. But, if you’re in ‘true’ job search mode you must include ‘networking’ as a main part of your search activity. One way to begin is to change your mindset around networking. It is an integral part of life – so, just accept it and move forward. Read about best-practices in networking, join a few groups that share an area of interest with you, go online and join LinkedIn and Ryze and begin building profiles so that others will see you. Before you know it you’ll probably connect up with someone who is working at a company you’d love to work for. Someone who will walk your dynamite resume right through the front door and drop it on the managers desk. Now that’s how to jump ahead of your competition.

Want to know more about working for Google – take a look at this clip:

Posted by Robin Ogden - FiredUP Careers

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So many people want to make a change in their career and really desire something fresh and new. But, often they find themselves staring at a big, looming wall and written on that wall is…What Else Can You Do? How Will You Do It? This is the wall that we approach with a smile and after viewing these questions we turn around and sulk away with a frown. Many of us just don’t know what else we can do and how we will do it – let along where we will find it. So, how can you begin to tear down that wall and move forward?

One of the first things is to identify all your skills – current and past – ‘all’ your skills. Begin making a list. This will probably be a list that will grow over a short period of time. If you draw a blank when you begin, don’t worry. It’s often the same way when you have to give a speech and you forget what you want to talk about. Once you settle into the objective then ‘skill memory’ will flow. Ask yourself a few questions:

What skills have I used at work (now and in past jobs)?

What skills do I use in my hobbies?

What have I done in the past and what skills were used?

What do my friends say my skills are?

What skills do I use in everyday life?

Are you involved in any professional organizations? What skills are you using? What about sports, community or political groups?

Don’t leave anything out. This is a time to keep your ‘creative hat’ on and build a master list for your own use. If you draw a blank take a look at some of the job descriptions on the various online job boards (ie; Career Builder, Monster, Vault, Hot Jobs) and read about what employers are looking for. You’ll be surprised with how many of the skills being advertised for are skills you know how to perform. Write those down on your list and keep it growing.

If you come across a skill that you know, but feel you would need more training in, put it down anyway and make a mark next to it. Perhaps listing a #1 next to skills that are highly developed and a #2 next to those that require further development/refinement, but you are somewhat comfortable with.

Here is a cool site I came across that can help you search and identify skills – Online Onet Center.org so, if you’re stuck this is a terrific source for you to check out.

I know this can seem like a long, frustrating task to take on, but just think about how beneficial it will be to you now and in the future. If you keep an ongoing, growing master list of your skills it will help you to build your resume, change careers, talk confidently about yourself and what you can do, prepare for promotions or even re-enter the workforce. These are great reasons to stay focused on discovering and uncovering your skills. There’s never anything wrong with adding to your confidence. The better you know yourself and feel about your abilities the better chance you’ll have of finding work that you truly love and are passionate about.

Posted by Robin Ogden - FiredUP Careers

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I get a kick out of reading Jennifer Warwick’s blog – she’s got a lot of smart talk and very savvy advice when it comes to being ‘gutsy’ in your career. I especially like her recent comments regarding the corporate Human Resources department and the fine line between corporate responsibility and employee support.

Who can you trust? I agree with Jennifer that it is important to remember that when you are heading into your corporate HR department to file a complaint you need to remember where you are. Thinking that you’re speaking to a ‘counselor’ whose main interest is to ensure that you are happy is a big mistake. HR does have to take a look at both sides of the equation – and they are ‘paid’ by the corporation to do a job ‘for’ the corporation.

As Jennifer states “Your HR team is made up of professionals, but not professional therapists. Their mandate is to manage risk, monitor costs, and ensure compliance with the law, and most likely they have had extensive training in their specialties. It is not to serve as a sounding board for problems you are having with a co-worker but haven’t discussed with that person. It is not to listen to you talking trash about your boss, when the bottom line is that you just don’t get along. And it is definitely not the place to go if you are looking for a friendly ear for you to vent to about your lack of work-life balance or other personal issues, and expect that conversation to remain confidential when you are up for a promotion.”

I know there are HR people who will argue that they are there to ‘hear’ your difficulties and want to know what the issues are. But, there are reasons for this that are beyond making your life better and that is what you need to keep in mind when sharing information behind those closed doors.

It’s important to be smart about how and when you approach the HR team – as Jennifer advises: When is it appropriate to go to HR? When the issue is a serious one that puts your health, safety, or career in danger AND you have already spoken privately with your boss or colleague, not once, but several times AND you have carefully documented those conversations, as well as any results or outcomes.

Posted by Robin Ogden - FiredUP Careers

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Check out this segment from Cool Careerist on TotalPicture.com that features Rick Klau from FeedBurner. At FeedBurner they aren’t necessarily looking for employees with ‘legacy resumes’…experts who want to talk about years-gone-by. They look for other attributes, as Rick mentions:

• People who are curious about what’s new and what is driving awareness.
• People who actually publish a blog (vs. just reading about it in magazines or talking on panels).
• People engaged in contributing to blogs.
• People who understand the dynamics of subscribing to content.
• People who know how to make content more visible.
• People who are flexible, can wear different hats and think on their feet.

If you’re interested in working for FeedBurner this is great inside information to know before you submit your resume or head in for an interview. Under all circumstances knowing what an employer is looking for is the type of information that can help you target your resume and/or your interview answers to ‘meet the employer needs’. Remember your prospective employer will always be focused on ‘what’s in it for them’ and that is where you can make a big difference in your communication.

Wondering if FeedBurner is hiring? They are – developers. These guys are apparently growing faster than Myspace or Digg.com and were recently acquired by Google. If you want to know more about them check here for some FAQ’s.

Posted by Robin Ogden - FiredUP Careers

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