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• Working With SEO Services Experts

  Hiring an SEO services expert is also similar of approaching them to be involved in your business. So, it is a suggestion to possess positive attitudes while working with them.

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• Our Oracle Recruitment Team is Growing - Multiple Job Opportunities in Bangalore, India

  - by david.talamelli

  DON"T GET STUCK IN THE MATRIXSEE YOUR FUTUREVISIT THE ORACLE The position(s): CORPORATE RECRUITING RESEARCH ANALYST(S) ABOUT ORACLE Oracle's business is information--how to manage it, use it, share it, protect it. For three decades, Oracle, the world's largest enterprise software company, has provided the software and services that allow organizations to get the most up-to-date and accurate information from their business systems. Only Oracle powers the information-driven enterprise by offering a complete, integrated solution for every segment of the process industry. When you run Oracle applications on Oracle technology, you speed implementation, optimize performance, and maximize ROI. Great hiring doesn't happen by accident; it's the culmination of a series of thoughtfully planned and well executed events. At the core of any hiring process is a sourcing strategy. This is where you come in... Do you want to be a part of a world-class recruiting organization that's on the cutting edge of technology? Would you like to experience a rewarding work environment that allows you to further develop your skills, while giving you the opportunity to develop new skills? If you answered yes, you've taken your first step towards a future with Oracle. We are building a Research Team to support our North America Recruitment Team, and we need creative, smart, and ambitious individuals to help us drive our research department forward. Oracle has a track record for employing and developing the very best in the industry. We invest generously in employee development, training and resources. Be a part of the most progressive internal recruiting team in the industry. For more information about Oracle, please visit our Web site at http://www.oracle.com Escape the hum drum job world matrix, visit the Oracle and be a part of a winning team, apply today. POSITION: Corporate Recruiting Research Analyst LOCATION: Bangalore, India RESPONSIBILITIES: •Develop candidate pipeline using Web 2.0 sourcing strategies and advanced Boolean Search techniques to support U.S. Recruiting Team for various job functions and levels. •Engage with assigned recruiters to understand the supported business as well as the recruiting requirements; partner with recruiters to meet expectations and deliver a qualified pipeline of candidates. •Source candidates to include both active and passive job seekers to provide a strong pipeline of qualified candidates for each recruiter; exercise creativity to find candidates using Oracle's advanced sourcing tools/techniques. •Fully evaluate candidate's background against the requirements provided by recruiter, and process leads using ATS (Applicant Tracking System). •Manage your efforts efficiently; maintain the highest levels of client satisfaction as well as strong operations and reporting of research activities. PREFERRED QUALIFICATIONS: •Fluent in English, with excellent written and oral communication skills. •Undergraduate degree required, MBA or Masters preferred. •Proficiency with Boolean Search techniques desired. •Ability to learn new software applications quickly. •Must be able to accommodate some U.S. evening hours. •Strong organization and attention to detail skills. •Prior HR or corporate in-house recruiting experiences a plus. •The fire in the belly to learn new ideas and succeed. •Ability to work in team and individual environments. This is an excellent opportunity to join Oracle in our Bangalore Offices. Interested applicants can send their resume to [email protected] or contact David on +61 3 8616 3364

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• Top Tier, A-Game Talent - How to Land em'

  - by GeekAgilistMercenary

  Recently the question came up from a close friend of mine, "will my PhD help me attain a higher income in the north west?"  I had to tell him, that it might get him a little more, but it won't get him in the top income brackets for the occupation.  Another time, a few days later, someone else asked this too.  Then again, I see a job posting that requires a Bachelors Degree and some other nonsense.  The job posting even states they want "A-Game" talent. I am almost shocked at how poorly part of this industry doesn't realize how unimportant a degree is to getting real top tier, a-game talent.  (and yes, I get a little riled up about this matter) You Can't Make Good Software Developers.  No college out there is going to train someone to be in the top 10%, and absolutely not to be in the top 5% of skill levels.  Colleges can NOT do this.  It is up to the individual, and the individual alone.  If top tier talent seems to come from a college, one should check their premise and look at the motivations the individuals have to go to that school.  There is most likely a reason that top tier talent appears to be made there.  The college however, can only guide or assist, but I repeat that "top tier talent is a very individualistic endeavor". Some might say, well a group is needed, support is needed, this and that are needed.  True, an individual needs a support system and a college can provide that, but it generally ends there.  The support group helps, provides a sounding wall, and provides correlation to good ideas for the a-game top tier geek.  But again, the endeavor is the individuals desire. top tier talent is a very individualistic endeavor - Me Hiring Top Tier, A-Game Talent There are a few things when trying to hire this level of game player. The first thing is to not require a degree of any sort.  Sure, it looks good, but it won't dictate anything other than the individual was able to go through the regimented steps of college. List the skills and ideas that you would like to find in an individual.  Think of two people meeting for the first time, what do you want to know about the other individual.  Team fit is absolutely fundamental for top tier talent.  That support group that I mentioned above, top tier talent works best with a solid group of players. Keep your technology up to date, moving forward, and don't bore your top talent if you manage to get it.  If the company slows down, they will leave.  The more valuable they find out they are, the lower tolerance they'll have for this.  For managers, directors, and leaders in an organization this is THE challenge for them. Provide opportunities not just for advancement, but ways for them to advance their knowledge such as training, a book budget, or other means.  Even if some software they want to use isn't used ton the project, get it for them (within reason of course ? couple $100 or even a few $1000 for a good software license to MSDN, Tellerik, or other suite of software is ideal). Don't push them to, and don't let them overwork themselves into burnout.  This, as a leader in an organization is easy to do if one finds themselves actually hiring top talent.  Because top talent just provides results and more results.  But they are human, they will break, don't be the cause of that or you'll lose your talent. For now, that is it from me on this topic, back to the revenue, code, projects, and pushing forward. For the original entry, check out my personal blog with other juicy tech tidbits, rants, raves, and the like. Agilist Mercenary

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• My search what the Cloud will mean for my Work, part 2

  - by Kay Sellenrode

  My experience with the cloud and why work will change and not disappear. Until now I have multiple experiences with the cloud, for the most good. i have worked on multiple cloud solutions in the past but let me describe them as 0.x versions. For me the 1st real serious cloud experience was a bit more than 1 year ago, when our company switched from an in house server to Microsoft BPOS as a complete replacement. Since we are a small consultancy firm and don’t have that much else to do than consulting, our IT requirements are quite simple. We need Mail and Storage space for our documents. With the in house server we had multiple outages during a year, mostly by lack of administering. Being consultants in the field and hardly having time to maintain a server, BPOS was and still is for us the right solution. Since the migration we have less outages and a much more robust solution. Have we run into issues with BPOS for our own environment? No not that I’m aware of. Based on this experience I made a stance about deploy ability of BPOS and cloud solutions, they are suitable for MKB (Dutch for Medium and Small Businesses). Most Small businesses don’t have the amount of work to hire a full time it admin. Hiring a service provider to maintain their own server might be even more costly than hiring an admin. So seeing the capabilities of BPOS and the needs of most businesses I see it as a great solution that gives the business a complete Server replacement solution for a fixed price per user. resulting in a clear budget for IT spending, something most small businesses were looking for, for a long time. So right now I’m deploying BPOS with a customer, and I run into some of the Cloud 1.0 issues. In my opinion BPOS is a good working Cloud version 1.0 solution. What do I mean with 1.0? Well 1.0 is mostly a tested solution (unlike 0.x versions) but still have quite some limitations caused by too few market experience. in my opnion this is also the reason why we don’t see that much BPOS customers yet and why I think Office 365 will make a huge difference. What I have seen of 365 shows me it is a Cloud 2.0 version, meaning it has all needed features and is much more flexible to the customer. This is also why I see changes happen in my work field, changes and not unemployment due to Cloud solutions. Cloud 1.0 solutions gave me the idea that if every customer would adopt them I would be out of work. But in reality Cloud 1.0 solutions are here just to set the market needs. The Cloud 2.0 and higher versions will give the customer much more flexibility, but also require the need for a consultant. Where the 1.0 versions are simple to setup and maintain, the 2.0 solution needs more thought upfront and afterwards. ie. BPOS in its 1.0 version brings you a very simplified Exchange 2007 solution, Suitable for some customers. Looking at Office 365 you receive almost a full blown Exchange 2010 solution. I expect this to be even more customizable in the next version. In my search for the changes to my work I try to regulary write a post with my thought around the Cloud and the impact on my work as a consultant. I'm also planning to present around this topic, so if anyone is interested to see me present around this topic, you're more than welcome to contact me.

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• It’s official – Red Gate is a great place to work!

  - by red@work

  At a glittering award ceremony last week, we found out that we’re officially the 14th best small company to work for in the whole of the UK! This is no mean feat, considering that about 1,000 companies enter the Sunday Times Top 100 best companies awards each year. Most of these are in the small companies category too. It's the fourth year in a row for us to be in the Top 100 list and we're tickled pink because the results are based on employee opinion. We’re particularly proud to be the best small company in Cambridge (in the whole of East Anglia, in fact) and the best small software development company in the entire UK. So how does it all work? Well, 90% of us took the time to answer over 70 questions on categories such as management, benefits, wellbeing, leadership, giving something back and what we think of Red Gate as a whole. It makes you think about every part of day to day working life and how you feel about it. Do you slightly or strongly agree or disagree that your manager motivates your to do your best every day, or that you have confidence in Red Gate's leaders, or that you’re not spending too much time working? It's great to see that we had one of the best scores in the country for the question "Do you think your company takes advantage of you?" We got particularly high scores for management, wellbeing and for giving something back too. A few of us got dressed up and headed to London for the awards; very excited about where we’d place but slightly nervous about having to get up on stage. There was a last minute hic up with a bow tie but the Managing Editor of the Sunday Times kindly stepped in to offer his assistance just before we had our official photo taken. We were nominated for two Special Recognition Awards. Despite not bringing them home this year, we're very proud to be nominated as there are only three nominations in each category. First we were up for the Training and Development award. Best Companies loved that we get together at lunchtimes to teach each other photography, cookery and French, as well as our book clubs and techie talks. And of course they liked our opportunities to go on training courses and to jet off to international conferences. Our other nomination was for the Wellbeing award. Best Companies loved our free food (and let’s face it, so do we). Porridge or bacon sandwiches for breakfast, a three course hot dinner, and free fruit and cereals all day long. If all that has an affect on the waistline then there are plenty of sporty activities for us all to get involved in, such as yoga, running or squash. Or if that’s not your thing then a relaxing massage helps us all to unwind every few months or so. The awards were hosted by news presenter Kate Silverton. She gave us a special mention during the ceremony for having great customer engagement as well as employee engagement, after we told her about Rodney Landrum (a Friend of Red Gate) tattooing our logo on his arm. We showed off our customised dinner jacket (thanks to Dom from Usability) with a flashing Red Gate logo on the back and she seemed suitability impressed. Back in the office the next day, we popped open the champagne and raised a glass to our success. Neil, our joint CEO, talked about how pleased he was with the award because it's based on the opinions of the people that count – us. You can read more about the Sunday Times awards here. By the way, we're still growing and are still hiring. If you’d like to keep up with our latest vacancies then why not follow us on Twitter at twitter.com/redgatecareers. Right now we're busy hiring in development, test, sales, product management, web development, and project management. Here's a link to our current job opportunities page – we'd love to hear from great people who are looking for a great place to work! After all, we're only great because of the people who work here. Post by: Alice Chapman

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• Join us on our Journey to be #1 in SaaS!

  - by jessica.ebbelaar(at)oracle.com

  WHY ORACLE? Oracle is a robust organization that has proven to maintain growth and innovation at all levels with a constant evolving attitude. The main ingredient of Oracles success is the 105.000 talented employees who constantly amaze each other in building a better and more innovative organization. Oracle is a company where YOU can make a difference. What is OD? Oracle Direct is a state-of-the-art, multi-channel EMEA sales operation bringing to life the benefits of Oracle’s complete technology stack. It offers you the unique opportunity to work with the most talented and like-minded sales professionals in the industry.  You will have access to world class training and structured career development programmes allowing you to accelerate your Solution Sales career across a multitude of product lines and a choice of attractive locations. What positions are OD Hiring?   Oracle is on a journey to be the #1 SaaS vendor in EMEA.  Due to recent expansion and acquisitions within our Cloud Business, we are now growing our EMEA Cloud Applications Sales Group in Dublin. We have many exciting NEW opportunities across our CRM and HCM SaaS Sales teams. As a SaaS Sales Account Manager, you will proactively manage an assigned territory / vertical with responsibility for the full sales cycle. This role requires strong business development, solution selling, account management and closing skills. WHY ORACLE? Oracle is a robust organization that has proven to maintain growth and innovation at all levels with a constant evolving attitude. The main ingredient of Oracles success is the 105.000 talented employees who constantly amaze each other in building a better and more innovative organization. Oracle is a company where YOU can make a difference. What is OD? Oracle Direct is a state-of-the-art, multi-channel EMEA sales operation bringing to life the benefits of Oracle’s complete technology stack. It offers you the unique opportunity to work with the most talented and like-minded sales professionals in the industry.  You will have access to world class training and structured career development programmes allowing you to accelerate your Solution Sales career across a multitude of product lines and a choice of attractive locations. What positions are OD Hiring? Oracle is on a journey to be the #1 SaaS vendor in EMEA.  Due to recent expansion and acquisitions within our Cloud Business, we are now growing our EMEA Cloud Applications Sales Group in Dublin. We have many exciting NEW opportunities across our CRM and HCM SaaS Sales teams. As a SaaS Sales Account Manager, you will proactively manage an assigned territory / vertical with responsibility for the full sales cycle. This role requires strong business development, solution selling, account management and closing skills. What is the Business Development Group (BDG) The Business Development Group is the key entry point in Oracle for the future Sales and Management talent of the organisation. We are the Demand Generation engine for Oracle in EMEA. We provide revenue generating, quality sales pipeline to our Inside and Field Sales professionals as well as to our Channel Partners. Our current focus is to provide an agile and flexible service offering to our customers and stakeholders to meet ever changing business needs, whilst constantly striving to improve the customer experience, quality of our pipeline, market coverage and penetration. As a SaaS Business Development Consultant (BDC) you will be the first touch point with new customers. Your goal is to proactively identify and qualify business opportunities leading to revenue for Oracle. You will work closely with your Inside Sales colleagues who will progress your qualified pipeline and opportunities. Work for us Work for the only multi-pillar SaaS vendor in the market Be part of a FUN, fast paced and truly International sales team  Develop you solution sales EXPERTISE Drive your CAREER development within a structured and supportive environment The Profile You have a passion for selling cutting-edge technology You thrive in a fast paced and dynamic work environment where being the best is paramount Your priority is always the customer You live for a challenge and you love to win Join us on our Journey to be #1 in SaaS and be part of our Cloud Success Story! You will find more information about open roles here

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• Attending a Career Fair: &ldquo;Don&rsquo;t be shy &ndash; Be prepared&rdquo;

  - by jessica.ebbelaar

  There are a large number of ways to interact with companies nowadays. The career fair is a very effective and personal way to interact with a number of different companies in a very short period of time. Here are some simple tips to help you perform during a career fair. Do research The key to being successful at a career fair is to do research before you go. Make a first selection of the companies you feel could be interesting for you. Include many types of employers. Once you have decided on the list of companies you want to visit, go to their career portal. Inform yourself about what the company does, i.e what roles there are available, how the company culture is described, what impression the testimonials give you. The question that you still have after reviewing this information, are the ones you can discuss with the company on the fair. Sell yourself Visit the companies you have on your top 5 list first, so you will be at your highest energy level to make that first impression. Think in advance about what you are going to tell the recruiter. Prepare a 30-second introduction (including degree, strengths, skills & experience) Be confident when you talk about your experience. Remember to start the conversation with a smile, make good eye contact and give a firm handshake. You could be speaking to your next manager, so be professional! If you already know what jobs you are interested in, relate your skills and experience to the roles that the company has available. If you are not yet sure gather as much information as you can about employment and/or hiring procedures, specific skills necessary for different jobs, training and career paths. Stand out As career fairs are very crowded and the attending companies meet with a lot of potential candidates on one day, you have to make sure you are noticed in a positive way. A good preparation and asking questions that show you have a good understanding of the industry, organization and roles will help you. Be aware of time demands on employers. Do not monopolize an employer's time. Dress appropriately to make a good first impression. Bring your resume Do not forget to bring your resume in print or on a USB-stick to the fair. If you are searching for different types of jobs, bring different versions of your resume. Your resume should be short and professional on white paper that is free of graphics or fancy print styles and containing larger margins for interviewer notes. Follow up After each conversation ask who you can contact for follow-up discussions about the specific roles. Use the back of a business card to record notes that help you remember important details and follow-up instructions. If no card is available, record the contact information and your comments in your notepad or phone. Last but not least, thank everyone you talk to for their time. Follow up as soon as possible with thank you notes that address the companies’ hiring needs, your qualifications, and express your desire for a second interview. What not to do… Do not visit a company with a group of friends. Interact with the companies on your own, to make your own positive impression. Do not walk up to a recruiter and interrupt a current conversation; wait your turn and be polite. What you should absolutely avoid is a grab and run on freebies! Take the time to speak to the company and ask for a freebie at the end of the conversation in case they are not offered to you. Good luck with the preparations for the career fair you will attend. Oracle recruiters look forward to meet you! They will be present on a large number of fairs in the region. For an overview of the fairs go to the Events & Calendar page on http://campus.oracle.com If you have any questions related to this article feel free to contact [email protected].

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• Finding Leaders Breakfasts - Adelaide and Perth

  - by rdatson-Oracle

  HR Executives Breakfast Roundtables: Find the best leaders using science and social media! Perth, 22nd July & Adelaide, 24th July What is leadership in the 21st century? What does the latest research tell us about leadership? How do you recognise leadership qualities in individuals? How do you find individuals with these leadership qualities, hire and develop them? Join the Neuroleadership Institute, the Hay Group, and Oracle to hear: 1. the latest neuroscience research about human bias, and how it applies to finding and building better leaders; 2. the latest techniques to recognise leadership qualities in people; 3. and how you can harness your people and social media to find the best people for your company. Reflect on your hiring practices at this thought provoking breakfast, where you will be challenged to consider whether you are using best practices aimed at getting the right people into your company. Speakers Abigail Scott, Hay Group Abigail is a UK registered psychologist with 10 years international experience in the design and delivery of talent frameworks and assessments. She has delivered innovative assessment programmes across a range of organisations to identify and develop leaders. She is experienced in advising and supporting clients through new initiatives using evidence-based approach and has published a number of research papers on fairness and predictive validity in assessment. Karin Hawkins, NeuroLeadership Institute Karin is the Regional Director of NeuroLeadership Institute’s Asia-Pacific region. She brings over 20 years experience in the financial services sector delivering cultural and commercial results across a variety of organisations and functions. As a leadership risk specialist Karin understands the challenge of building deep bench strength in teams and she is able to bring evidence, insight, and experience to support executives in meeting today’s challenges. Robert Datson, Oracle Robert is a Human Capital Management specialist at Oracle, with several years as a practicing manager at IBM, learning and implementing latest management techniques for hiring, deploying and developing staff. At Oracle he works with clients to enable best practices for HR departments, and drawing the linkages between HR initiatives and bottom-line improvements. Agenda 07:30 a.m. Breakfast and Registrations 08:00 a.m. Welcome and Introductions 08:05 a.m. Breaking Bias in leadership decisions - Karin Hawkins 08:30 a.m. Identifying and developing leaders - Abigail Scott 08:55 a.m. Finding leaders, the social way - Robert Datson 09:20 a.m. Q&A and Closing Remarks 09:30 a.m. Event concludes If you are an employee or official of a government organisation, please click here for important ethics information regarding this event. To register for Perth, Tuesday 22nd July, please click HERE To register for Adelaide, Thursday 24th July, please click HERE 1024x768 Normal 0 false false false EN-US X-NONE X-NONE MicrosoftInternetExplorer4 -"/ /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0cm 5.4pt 0cm 5.4pt; mso-para-margin:0cm; mso-para-margin-bottom:.0001pt; mso-pagination:widow-orphan; font-size:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin; mso-bidi-font-family:"Times New Roman"; mso-bidi-theme-font:minor-bidi;} Contact: To register or have questions on the event? Contact Aaron Tait on +61 2 9491 1404

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• Non-Mainstream Languages, Bad for your resume?

  - by Joe

  Hi folks, I got my BS in Computer Science about seven years ago. I spent two years in neuroscience research and the next three providing what amounts to tech support. But I love computer programming - and I have since written, as a freelancer, non-trivial commercial code in Haskell, Smalltalk, and Objective-C. I used these languages because I find them rewarding, they make me a better programmer and thus, I thought, more attractive to companies. However the polar opposite has occured and I am now unhireable. The freelance market has bottomed out and I am looking for regular employment. But I am being repeatedly turned down, even for entry-level positions, because I don't specifically fit the requirements - eg. Java programmer with 2+ years with JUnit, JavaMail, Servlets etc. And none of the hiring managers, let alone the recruiters, have heard of either Haskell or Smalltalk and more disturbing is their thinly veiled contempt for my background. My question is , how should I market myself to these positions? Is anyone here in a similar position? What should I be doing different professionally? More broadly is this contempt for non-mainstream experience occurring everywhere or just my town? And if there are any hiring managers reading this, I'd love to hear your side. Please be brutally honest. thanks, joe

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• Oracle President Mark Hurd Highlights How Data-driven HR Decisions Help Maximize Business Performance

  - by Scott Ewart

  HR Intelligence Can Help Companies Win the Race for Talent Today during a keynote at Taleo World 2012, Oracle President Mark Hurd outlined the ways that executives can use HR intelligence to help them make better business decisions, shape the future of their organizations and improve the bottom line. He highlighted that talent management is one of the top three focus areas for CEOs, and explained how HR intelligence can help drive decisions to meet business objectives. Hurd urged HR leaders to use data to make fact-based decisions about hiring, talent management and succession to drive strategic growth. To win the race for talent, Hurd explained that organizations need powerful technology that provides fact-based valuable insight that is needed to proactively manage talent, drive strategic initiatives that promote innovation, and enhance business performance. To view the full story and press release, click here.

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• What are the most important OO skills to show off in the job hunt?

  - by Kat

  I am in the market for new employment, and found a position were they asked me to create a programming sample based off an assignment. I blew the sample trying to get it done quickly one night, and got declined - only to be given a second chance recently. The concern was that I didn't really demonstrate object oriented knowledge. I've rethought my approach but I figure it's worth asking: if you were hiring someone for an OO position, what skills would you most want to see them demonstrate they had a firm grasp on? I want to be sure that I'm missing anything important this time around.

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• Replace %26 in htaccess to %2526

  - by Patrick

  I would like htaccess to rewrite example.com/something_%26_else into example.com/something_%2526_else. I'm importing a bunch of pages that have ampersands in the title from Mediawiki. These are encoded as %26. Drupal, for various reasons, has decided double encode the url it to have it become %2526. I simply can't create the alisis within Drupal so I have to use htaccess This is what I have as my rule so far as RewriteRule ^w/([^%26]+)\%26(.*)$ w/$1\%2526$2 [R=301] I asked this question three months ago on stackexchange and was not able to get it working. I tried hiring a contractor for this but was unable to find one. So this my last ditch effort before I completely give up. I really appreciate the help. All the best, Patrick

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• Future of Programmers [closed]

  - by Brian Paul

  Possible Duplicate: Will programmers be around in a few years? I have a passion of web development, but have been wondering of late, what is the future of web programming, and just programming in general. I will give an example to illustrate this, companies now most of them buy/ are willing to spend more money to implement enterprise level products, coming from big companies, than hiring a programmer, because when you look at the long term,instead of paying this programmer, and being tied to his ideas and skills, better buy a product, which you are guaranteed high level functions and support. Therefore what will be the future to programmers?

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• Replace %26 in htaccess to %2526

  - by Patrick

  I would like htaccess to rewrite example.com/something_%26_else into example.com/something_%2526_else. I'm importing a bunch of pages that have ampersands in the title from Mediawiki. These are encoded as %26. Drupal, for various reasons, has decided double encode the url it to have it become %2526. I simply can't create the alisis within Drupal so I have to use htaccess This is what I have as my rule so far as RewriteRule ^w/([^%26]+)\%26(.*)$ w/$1\%2526$2 [R=301] I asked this question three months ago on stackexchange and was not able to get it working. I tried hiring a contractor for this but was unable to find one. So this my last ditch effort before I completely give up. I really appreciate the help. All the best, Patrick

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• How do freelancers know how much their work is worth?

  - by Qmal

  I want to start a bit of freelancing in web development using ASP.NET MVC3 and PHP and I already have some people who are interested in hiring me, but I still can't figure out how much to charge for projects since I have never done it. For example how much would this site cost? Would it cost more if the author built it from scratch instead of using WordPress as the CMS? Or what about a simpler site like this? How much time spent is considered good/normal for building sites like these? And maybe some freelancers with experience can tell me what the usual requests are that they get from clients. What sites are the most in demand? I'm asking because I'm a student and I really can't work every day in a full-time job but I need the money so I guess a little freelancing would help me out.

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• Good questions to ask a potential new boss?

  - by David Johnstone

  I first asked this question on Stack Overflow, but it turns out this is a better place for it. Imagine you were working as a software developer. Imagine that the manager of your team leaves and your company is looking for a replacement. Imagine that as part of the hiring process you had the opportunity to talk with him. You are not the only person doing an interview, and while it is not ultimately your decision whether or not to hire him, you do have an influence. What questions would you ask? What would you talk with him about?

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• The Recovery: New Challenges for your Supply Chain!

  - by [email protected]

  Nearly half of CFOs are planning to reduce their inventory during the first half of 2010 in part due to supply chain improvements that allow them to hold less product, but also because of reduced demand according to Kate O'Sullivan, Sr Editor at CFO Magazine. Her view is based on this quarter's Duke University Global Business Outlook Survey. Highlights: Employment will be a drag on the economy- full-time employment to increase by 1%. Temp hiring to grow <1%, Outsourcing 4%.  70% of CFOs at SMEs say credit conditions are worse then 12 mos ago - placing strains on inventory growth Asia and China finance execs are more optimistic than their EMEA or US counterparts and expect stronger growth in capital spending with a 16% gain Source: "Slouching Towards Recovery", CFO Magazine, April 2010, pgs 19-20    

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• Learning Python from Beginner to Advanced level

  - by Christofer Bogaso

  I have some problems in my hand and would like to resolve them by myself (rather than hiring some professional, obviously due to cash problem!): build a really good website (planning to set-up my own start-up). build some good software (preferrably with exe installation files) on many mathematical and statistical techniques. To accomplish those tasks, is it worth to learn Python in advance level? I have advanced programming experiences with R and Matlab and VBA (and some sort of C), however not anything on Python. Be very grateful if experts put some guidance here. Thanks for your time.

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• Possible for one developer to work on a site thats on another developer's server?

  - by cire4

  Sorry for the confusing title. Let me explain: I am currently trying to get a site developed. My current developer has taken the site about as far as I think they are capable of and I am planning on hiring another developer to put the finishing touches on it, debug it and upgrade some of the more technical details. The site is hosted on my current developer's server. They are scheduled to work on it until mid-April, at which point they will transfer the site to my server. I would like the new developer to get started on the upgrades to the site as soon as possible. So my question is this: Is it possible for the new developer to start working on upgrades to the site while it is still on the old developer's server (and without the old developer knowing about it)? Would the new developer have to create a mirror site and work on it that way? I'm having trouble imagining if this is possible so any advice you can offer would be much appreciated!

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• Finding Telecommuting Opportunities as a Recent College Graduate

  - by stanigator

  Reading the answers to hiring practices of remote vs. local employees and freelance programming sites, I would like to add this question to the mix. I am a recent college graduate from an electrical engineering background with 2 years worth of work terms in programming (C, C++, VBA, Matlab, etc.) while I was still in school. While I am interested in learning other software tools (such as Python, Ruby on Rails, Javascript, etc.), I want to use the tools I have now in a telecommuting role while I grow my toolset. Despite having 2 years of work experience (and I've lost track of when I have started programming), my status as a recent college graduate may be an obstacle of my credibility to compete for telecommuting (or in fact any) programming opportunities. I don't know how I can go about finding telecommute programming opportunities for someone with my situation. Overall, many of previous places I've worked at liked my work. What are your suggestions? Thanks in advance!

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• Do you contribute to open-source software?

  - by pablo

  Recently John Resig (creator of the jQuery library) wrote on his twitter that "When it comes to hiring, I'll take a Github commit log over a resume any day.". As much as I respect that (motivating developers to give back to the community), it also puzzles me, as not all of us have the opportunity to do so, for a number of reasons (family, employer agreements, etc). How would you make a case for the non-contributor developer? Do you think that developers that do not contribute to open-source software are doomed from certain kinds of organizations?

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• What can I put in my software development blog to make it a good showcase of me?

  - by Sean

  I have been itching to write a software development blog for some time now. The best advice I've received about blog writing is "Write the blog you would have want to read". Its good advice but its only half the story, Once you write a blog it becomes your showcase on the Internet, it is bound to come up on any search conducted by a future colleague or employer. It can be a good thing or it can do some serious damage. So if there are any hiring managers out there, can you give me a few pointers on what it is in a blog that give you a good impression about candidate and/or the kind of stuff that causes you to throw the candidate's resume to the nearest bean? Does a blog have to come up with a clever piece of code every week? (Don’t think I can manage it) Is it OK to blog more then not about development methods to improved quality and productivity (have a lot of ideas about that). Can I blog about stuff I did not try first hand but seems noteworthy?

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• What parameters to use to compare GUI frameworks / toolkits?

  - by gooli

  I'm doing some research on the best GUI toolkit to use for future products at the company. We're talking about a fairly large organizations with quite a bit of code and a complete rewrite project in planning. Don't ask. Anyway, I'm trying to create a list relevant parameters to judge the toolkits. What would you use to drive the comparison? Here's what I've got so far: Maturity Ease of development Ease of prototyping Ease of maintenance Size of hiring pool Available knowledge at the company Training costs Community size Community level of expertise (how hard to find good answers to complex problems) Amount of expert-level books available Ability to interface to other technologies Deployment considerations Visual aesthetics Ability to access OS resources Multiple monitor support (something that might come in handy in our particular application)

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• Layout of experienced programmer Resume? [closed]

  - by mob1lejunkie

  What layout of resume works best for experienced programmers? Currently my layout is: Contact Details Focus (goal) Technical Skills Professional Experience (Responsibilities + achievements at each job) Education Interests I feel my current layout uses up too much valuable space. Most of the online templates feel like junior Resumes with emphasis on education so I am not sure how I can improve it. I wonder how many hiring managers actually care about goal/objective? To me it looks useless. Also, is it necessary to have summary of technical skills/technologies? If so, would it not make more sense for it to be mentioned later in the Resume rather then at the top? Finally, do you have separate section for achievements? Many thanks.

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• Solving programming problems or contributing code?

  - by nischayn22

  What are the best skills to develop for a college graduate?? Should one spend hours/days trying to solve problems on codechef or topcoder or contribute code to open source organizations? My personal experience says solving problems teaches you how to make optimal code and learn new programming techniques (which someone else has researched and made available) to solve problems, whereas contributing to open source teaches you how to organize code (so others can work on it), use coding conventions and make "real" use of what you have learnt so far, blah blah!! Also another thing to note is that many companies are hiring today based on one's problem solving skills (Is this something I should worry about?) P.S. I have done little of online problem solving and little of code contribution (via GSoC), but left confused what I should continue doing (as doing both simultaneously isn't easy).

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