Hiring

DXC Technology Unlock the Power of Digital - Zurich Tech Job Fair 2019

The company you work for has a big part in shaping you and your career.  This is the reason why knowing them before you send your application is a must.

We are giving you the opportunity to meet different companies in person. This May, we will bring job vacancies and employers to our Zurich Tech Job Fair. One of the companies who will join us is DXC.technology.

DXC.technology is the world's leading independent, end-to-end IT services company. They lead digital transformations for clients by modernizing and integrating their mainstream IT, and by deploying digital solutions at scale to produce better business outcomes. The company's CLEAR Values (Client focused, Leadership, Execution, Aspiration, Results)  guide their instincts and inform their actions.

The Questions and Answers below should give you enough information about DXC.technology as a company, their company culture, how they treat their employees and the benefits and perks you’ll get if you’ll work for them.

Grab your free job seeker's tickets here!

What's the story behind the creation of your company? What inspired you to start your business?

The company was formed on April 1, 2017, by the merger of CSC and the Enterprise Services business of Hewlett Packard Enterprise. DXC Technology has successfully guided the world’s largest enterprises and government agencies through successful change cycles. With some 130,000 employees worldwide, the company’s deep experience gives it a clear and confident vision to help clients navigate the future.

https://www.dxc.technology/about_us/ds/140019-our_history

What's your current view on the market you work in? What makes you feel like your brand stands out?

Global enterprises are making the shift to digital technology to produce better business outcomes. DXC Technology has the ability to lead digital transformations for clients by modernizing and integrating their mainstream IT, and by deploying digital solutions at scale for a successful digital future. DXC Technology is the world’s leading independent, end-to-end IT services company. We lead clients on their digital transformation journeys, multiply their capabilities, and help them harness the power of innovation to thrive on change

We are technology independent. Working with our global partner network, we deliver the best, most proven solutions to de-risk technology investments.

What's the thing that you appreciate/value/cherish more about what you do as a brand?

Our clients are facing major disruptive changes. We’re meeting these challenges with highly talented people, an experienced hand and an independent view of technology solutions — so our clients can seize new opportunities and thrive on change.

DXC Technology Unlock the Power of Digital - Zurich Tech Job Fair 2019

Do you have a special story of something unique you did for a client? Something unusual you did as a team, something memorable you'd like to share?

We have multiple projects with a wide variety of clients and we support them in their shift to digital technology to produce better business outcomes. You can find a lot more about our exciting projects on our web page: https://www.dxc.technology/

What's your company culture like? What is that you want to represent?

DXC Technology helps clients thrive on change. We have a clear and confident vision for navigating the future, and have met the challenges of innovation many times. We strive to support a culture of performance, matched with integrity. Our CLEAR Values guide our instincts and inform our actions (Client focused, Leadership, Execution excellence, Aspiration, Results).

Our success is built on the trust we earned from clients. We work shoulder-to- shoulder with our clients to solve complex challenges in ways that minimize business risk and maximize opportunity. Our world-class talent becomes part of our clients’ teams, innovating with them and putting the right technology to work for their organizations. And we invest in building collaborative client relationships that flex and grow to help meet new challenges with confidence, speed and agility.

What is your team like? How do you work?

Within DXC we have multiple teams that focus on supporting our clients in different areas. Our 9 offerings include Analytics, Application Services, Business Process Services, Cloud & Platform Services, Consulting, Enterprise & Cloud Applications, Industry Software & Solutions, Security, Workplace & Mobility. We build on the best of innovation, align with customer preferences and provide clarity for clients.

Our global talent, leading digital IT services and solutions, and extensive partner network help clients transform digitally and seize opportunities for better business outcomes.

DXC Technology Unlock the Power of Digital - Zurich Tech Job Fair 2019 3

What kind of people are you looking for? Who's the best match for your team?

We’re looking for innovative candidates who are eager to drive digital transformation and work on diverse and unique projects that offer the opportunity to take on responsibility and to gain new skills. People working with us are fast learners and the perfect candidate should enjoy working on their own with a high degree of independency. We value creativity and proactiveness in our candidates as we believe that every one of us may be a star and bring something new and exciting as a solution that would make a difference for our clients. Last but not least we believe that qualities such as boldness, critical thinking and communication skills are important and help us bring the best service to our partners and customers.

What benefits and perks do you offer your employees? What's the biggest plus of working for you?

  • Flexible working time
  • Opportunity to actively learn on the job
  • Excellent opportunities for development by working with highly skilled professionals and cross-industry
  • Detailed onboarding
  • The chance to be a part of diverse teams with different knowledge and experiences as well as clearly defined values
  • A wide variety of development and learning opportunities through our internal DXC University
  • Working in an international multicultural environment

What are your goals and plans for the future? What's your biggest ambition?

We plan to grow and expand further and to remain a trusted partner for our clients. We want to continue supporting leading companies from various industries in transforming their business and in setting the digital agenda for future success. Our clients are facing major disruptive changes. We’re the ones that meet these challenges with highly talented people, an experienced hand and an independent view of technology solutions — so our clients can seize new opportunities and thrive on change. We want to help the unlock business value through this digital transformation.

Meet the DXC Technology team at our Zurich Tech Job Fair and be part of their growing family.

Check their website and follow them on Facebook and Twitter to get their latest updates.

Zurich Tech Job Fair 2019

The long wait will finally be over as we will be going to Zurich this May!

If you are still searching for job opportunities, you might be interested to join our Tech Job Fair on the 8th of May in Zurich.

This is your chance to meet different employers in person and showcase your skills and talents. Here is the list of companies that will join us in this event.

Prepare your CVs now as these companies are excited to see and hear from you.

Don't forget to grab your tickets here!

ELCA - Zurich Tech Job Fair 2019

1 - ELCA

ELCA offers expert services from a single source for the entire life cycle of  IT or digitization project: from the definition of the IT digitization strategy for your company over the implementation of complex IT solutions to managed services during the operating phase. They always offer the best consulting, development, integration and managed services to successfully implement your project.

Avaloq - Zurich Tech Job Fair 2019

2 - Avaloq

Avaloq is a leader in core banking software, digital banking and digital wealth management. They're always looking ahead, always improving, building on a flexible modular approach. They are the Fintech leader in digital banking and digital wealth management.

Leica Geosystems - Zurich Tech Job Fair 2019

3 - Leica Geosystems

Leica Geosystems creates complete solutions for professionals around the world. Their success is driven by 4,500 employees in 33 countries. Staying close to the markets they serve is their key to being responsive to the needs of their customer.

DXCtechnology - Zurich Tech Job Fair 2019

4 - DXC.technology

DXC.technology is the world's leading independent, end-to-end IT services company. They lead the digital transformations for clients by modernizing and integrating their mainstream IT, and by deploying digital solutions at scale to produce better business outcomes. The company’s technology independence, global talent, and extensive partner network enable 6,000 private and public-sector clients in 70 countries to thrive on change.

Frontify - Zurich Tech Job Fair 2019

5 -  Frontify

This is where ambition, freedom, and responsibility come together – where talents grow and happiness thrives.  Frontify provides a convenient cloud-software to create professional Style Guides, collaborate visually, and improve the web design-to-development workflow. They maximize the brand's value with a customizable brand management suite.

Auterion - Zurich Tech Job Fair 2019

6 - Auterion

Auterion enables new business by creating better technology the open source way, and by connecting the community of developers, contributors and companies. In 2008, their founder created PX4 and Pixhawk, the most widely adopted permissive open source projects in the drone industry. Now, they are the largest contributor to PX4 and the software platform powers consumer, commercial and industrial drones of every type, from multicopters to VTOLs.

Tundra - Zurich Tech Job Fair 2019

7 - Tundra

Tundra is a commerce platform born from this spirit. They use technology and their deep expertise in logistics to automate every aspect of wholesale ordering. They are built on the concept of True Trade - that buying and selling should be Direct, Free and Worldwide. They are passionate about enabling businesses around the world to buy and sell amazing products instantly and online with freight included. Net 60 payment terms, simple checkout and easy delivery.

Wingtra - Zurich Tech Job Fair 2019

8 - Wingtra

Wingtra develops, produces and commercialize drones that combine the ease of use of agile multicopters with the long range of high endurance fixed-wing aircraft. Their drone "WingtraOne" carries the best in class sensors that collect survey-grade aerial data. They are the world’s leading VTOL drone producer, headquartered in Switzerland.

Verity Studios - Zurich Tech Job Fair 2019

9 - Verity Studios

Verity Studios are transforming the live event experience. They make the magic real, the extraordinary. With heads full of ideas and their feet firmly on the ground. Verity has a passion for bringing technology and the arts together to create something people have never seen before. But more than that, they believe it should be contained in a system that’s easy to use in any event.

Sunflower Labs - Zurich Tech Job Fair 2019

10 - Sunflower Labs

The Sunflower system senses when people, animals, or cars come and go from your property. A network of sophisticated motion and vibration sensors make it possible to identify each type of activity. When something moves across your property, the Sunflower system tracks and categorizes it.  They combine Swiss craftsmanship and engineering with Silicon Valley startup culture.

Nanos - Zurich Tech Job Fair 2019

11- Nanos

Nanos is a Swiss startup, based in beautiful Zurich, composed of a dynamic and fast-growing team of machine learning specialists, engineers and designers. They believe that online advertising should be accessible to everyone.  They work in close collaboration with the Computer Science Department of the Federal Institute of Technology/ETH in Zurich.

TieTalent - Zurich Tech Job Fair 2019

12 - TieTalent

TieTalent believes in changing the game in the staffing industry by making recruitment simple. They want to make things simple, efficient and fun which is why they reworked the essence of the recruitment process and stand by a mission that they are passionate about. They make recruitment simple!

HR Campus - Zurich Tech Job Fair 2019

13 - HR Campus

HR Campus makes people happier and businesses more successful with practical HR services, intelligent software products and holistic strategies. They use holistic solutions to simplify the daily lives of HR managers.  They are lateral thinkers by nature. Unconventional, bold ideas inspire their creativity and pave the way for fresh digital solutions.

VISIONAPARTMENTS - Zurich Tech Job Fair 2019

14 - VISIONAPARTMENTS

VISIONAPARTMENTS specialises in developing and renting premium furnished apartments with service and style. Through their stylish offer, passion and focus on providing excellent service - they bring fun and enjoyment to the lives of their clients and employees.

Siemens - Zurich Tech Job Fair 2019

15 -  Siemens

Siemens is a global powerhouse focusing on the areas of electrification, automation and digitalization. They are the leading supplier of systems for power generation and transmission as well as medical diagnosis. In fiscal 2018, which ended on September 30, 2018, Siemens generated revenue of €83.0 billion and net income of €6.1 billion, and as of September 30, 2018, Siemens had around 379,000 employees.

All of these companies are looking for motivated and passionate individuals to join their team. They can't wait to have you. Meet them on the 8th of May at our Zurich Tech Job Fair!

Get your tickets  here and join us in Zurich!

Hi, job seekers in Zurich! Are you tired of applying online?

Well, your chance of making a great impression will happen this May because our Tech Job Fair will be held in the city of Zurich. This is your opportunity to meet your ideal employer, to be interviewed right away, and to have the possibility of getting hired straight away.

Today, we want to introduce you to Avaloq - the company that drives the digital transformation and automation of the financial services industry.

Avaloq Shaping The Future Of Banking Zurich Tech Job Fair 2019

Avaloq is a Fintech leader in digital banking and digital wealth management.  We are leader in what we do and have become the world’s biggest provider of core banking SaaS and BPaaS outsourcing with a client base of more than 150 banks and wealth managers who trust in us, and with USD 4 trillion in assets managed with our software.

Avaloq built a great digital user experience and created a tried-and-tested process that gets many clients up and running in as little as 90 days. We have pioneered SaaS delivery for our award-winning core banking software.

The company works with clients, fintechs and outside developers in a uniquely open, collaborative way - this is our way to stimulate future innovation. We always look ahead and build on our flexible modular approach. Avaloq never fails to find ways of improving.

Avaloq Shaping The Future Of Banking Zurich Tech Job Fair 2019

Many of the leading banks choose Avaloq. Global giants like HSBC, Deutsche Bank and Barclays and specialized private banks like Edmond de Rothschild use our core banking software and services to be efficient and grow profitably.   Avaloq has developed its own software and services from day one to best support wealth managers and private, commercial and retail banks from major companies to individual consumers.

Our leaders have created a dynamic, informal team culture that’s truly unique. We are diverse, multicultural, collaborative, demanding and like to have fun.  We are work in locally designed state-of-the-art offices with informal spaces where you can meet colleagues for a coffee, having an informal chat or a game of pool.

Avaloq offers best-in-class banking outsourcing services with a team of more than 2,000 people from 66 different nationalities. We can pick up insights into our customers’ real needs that no other software developer can match. Avaloq operates its own systems in the service centres and develops uniquely powerful and flexible banking software.

Our reputation for treating people well helps attract the brilliant, energetic individuals we need to be ahead of the game. Avaloq is organized in a flat, non-hierarchical way that makes the most of people’s talents and ideas and gives them real autonomy.

Avaloq Shaping The Future Of Banking Zurich Tech Job Fair 2019

Avaloq is all about great ideas – and knowing how to turn them into products and services. Working at Avaloq means different things to different people. This could be your chance to use state-of-the-art technology and agile development methodologies in an energetic, fast-moving environment. It could be an opportunity to help shape the future of banking.

Are you thrilled about being part of a real, collaborative team that works hard, plays hard and knows how to get things done? Then Avaloq is surely a great company for you.

Work with Avaloq and help us to shape the future of banking together. Prepare your CV now and meet your team in person at our Zurich Tech Job Fair.

Learn more about Avaloq by visiting our website. Check also Facebook, Twitter and LinkedIn for updates.

Don’t forget to grab your tickets here!

talent io hiring

On the 11th of April, we were joined again by the talent.io team – a bunch of creative people who design an innovative platform for all job-seeking developers, to share, connect and network at Amsterdam Tech Job Fair. Here’s who they are and why you should apply for their internal positions! This might get you interested in working for them, so be prepared for reserving your spot in meeting them face to face!

Create something that matters

Coding skills are currently some of the most needed and popular. Almost every company needs a skilled developer to take care of a variety of tasks. And yet, it’s not easy for employers to find the right developer – and vice versa! talent.io solves that problem in several clicks.

The company, founded in 2015, created a smart and innovative platform that connects developers with employees. Their idea is based on simplicity and efficiency of the solution, saving time and effort for both parties.

Joining talent.io means that you too will become a part of this market-changing solution. If you’ve ever wanted to do something that matters, this is your chance. Seek out employment in their Amsterdam team to make the difference for developers and employees alike!

Be heard

One of the most important things for talent.io is their flat company structure. Here, every person matters and everyone has an impact on the final product.

Be heard out at talent.io. Your ideas, input, your creativity and willingness to step up will be noticed, appreciated and rewarded. You’ll be part of the team where each opinion is equally valued. Show them what you’ve got – from your very first day.

Take ownership and grow

Current employees at talent.io say that the company pushed them far forward on both personal and professional levels. Their company culture stimulates growth and encourages people to take ownership of their responsibilities.

If you’re looking for a workplace to boost your career on all accounts, talent.io should be your destination. You will be encouraged to initiate, promote and complete projects which you find important and relevant. In the flat hierarchy, you are responsible for your own work, initiatives and management; the company pushes employees forward from the start.

talent io hiring

talent.io is changing the way developers find work, but they also change their employees lives! They are a dream workplace, with their collaborative and close-knit employees, who enjoy spending time together even after working hours. Become a part of their team – for your personal and professional growth.

You still have the chance to meet talent.io’s recruitment team in our upcoming job fair this November.  Grab the opportunity to be interviewed and be hired on the spot.  Make sure to join our job fair by getting your tickets here.

Follow talent.io on Facebook, Twitter and LinkedIn to get more updates about them.

K2 - The Summit of Software and Technology

K2 is one of the companies that joined us in our Tech Job Fairs across multiple cities in Europe.  Find out why they are one of the best workplaces you should consider working for.

The Story of K2

It all started in 1998 in Johannesburg, South Africa. Two young software developers came fresh from college with the vision of simplifying process automation and improving day-to-day business. Since then, K2 has become an award-winning business application software company with five locations and 500 employees around the world.

K2's business applications and tools help people worldwide create successful solutions and increase mobility. More than 1.5 million users in over 84 countries, including 30 percent of the Fortune 100 list, use K2 to cut costs, minimize risk, and increase revenue. K2 has strong financial support, with over $ 150 million in recent investments.

K2 Career

Are you interested in a career at K2? Here you will find everything you need to know about us: We work hard, like to celebrate and encourage our employees to grow beyond themselves. We are a fast growing company and there are countless opportunities to learn and grow with us.

K2 Community

The K2 community is finding common ways to speed up and improve processes. We pull together when it comes to developing new business models and methods to become more successful. Benefit from the exchange of knowledge and experience.

K2 Ascend Partner

Which partner status is suitable for you? K2 Ascend offers different types of partnership - whether it's a tipster or a delivery partner. Each type of partner offers its own benefits and rewards. Find out more about our offers for partners now.

K2 Technology Alliance Partner

K2 works with select software companies to create unique solutions to solve common business problems. K2 Technology Alliance Partners complement our platform with solutions that help customers make the most of their software investments.

For more updates about K2, follow them on  Facebook, Twitter and LinkedIn.

Thank you to all the companies who joined our Barcelona Tech Job Fair last 4th of April! We want to especially express our gratitude to Haufe Group for making the event a success! If you failed to meet them during that event, learn more about them and find out if they are still hiring.

Haufe Group Creating The Workplace Of The Future

Haufe Group is taking companies into the digital age. With competence, passion, and experience, they want to create the workplace of the future. Yes! You read it right. This company is working to create the workplace of the future. Keep reading as they explain how.

Nobody knows what the future holds, but futurologist has a prediction on how human evolution will succeed. According to them, success will happen if big ideas are made bigger, and existing technologies are transported into the future. This involves catching flashes of insight and channeling them in the right direction. For 80 years, Haufe Group proved this theory right.

Haufe Group is benefiting companies of all shapes and sizes. They are making complex things simpler through the use of their software, consulting and training solutions. They have over 1,950 employees worldwide and generating an annual sale of over €366M.

The people at Haufe Group possess an inimitable combination of intuition, joy, and passion that keeps the company move forward. Their employees are smart - they think for unthinkable and do the impossible. There are still a lot of reasons why their people are the most important factor in the company. New strategies, integrated concepts, astounding solutions - these things are constantly in the mind of all of their employees. Together, they yield a never-ending stream of ideas. That’s how the company innovate! That’s how they shape the future.

Haufe Group makes flexible working possible. In this company, work and private life fit together. Work-life balance has become a buzzword. Work should lead to self-affirmation rather an integral part of life. Your freedom to organize yourself here is one of the many benefits they can offer.

Are you a team player?

Do you love new ideas?

Find out if they are still hiring here.

Get more info about them on their website. They are also on Facebook, LinkedIn, Twitter and Instagram.

Every company relies on how its users react to the services they provide. As they say, customers are the heart of every business. That's why every company is always looking for talented individuals to join them - people who are willing to grow, learn and have the capabilities to provide solutions to the needs of their customers.

Thank you for joining us and for showcasing your capabilities and skills during our Amsterdam Tech Job Fair yesterday. Yesterday's event was our way of helping you get your dream job by meeting your potential employers in person.

Altius was one of those potential employers.  If you failed to meet them in person yesterday, you might want to know more about them and find out if they are still hiring.

Why Choose Altius - Amsterdam Tech Job Fair 2019

Altius is helping businesses to harness their data and use it to understand, model and predict business performance – delivering improved engagement, efficiency and profitability. Their vision is to design innovative solutions that transform the way people use data and that set new precedents within the industry. They also set out to develop a culture and team of like minded people – personable professionals, who are at the height of their game but are equally passionate about developing close client relationships.

Altius is bringing together the technical, architectural, business and sector expertise where you can work with senior decision makers to understand their current business state and the challenges that the organisation faces in improving performance. They develop a detailed roadmap for a transformation project focused on capturing and utilising digital data to improve business intelligence and empower the organisation to drive growth.

Why Choose Altius - Amsterdam Tech Job Fair 2019

This company empower data-driven decisions for some of the world’s leading brands. They are extremely proud of their success and the reputation for setting the standard within the industry. They have ambitious plans for growth.

Altius relies on two things for success: cutting edge technology and talented people. To accommodate their growth, they are looking for exceptional talent in data strategy, data platform, business intelligence, analytics, data science and managed services.

You might be really wondering why you should choose Altius?

Of all the reasons they have, here are the main things you can consider why you should choose them:

  • Reputation - They are the market leader in Microsoft Azure-based data platforms, and their data science team is recognised for its cutting edge work in delivering machine and deep learning solutions. From an average annual growth of 40%, it increased to a staggering 72% in 2018.
  • People -  Their non-hierarchical structure means your voice will be heard and your opinion valued. To thrive in their team, you should be interested in data – the factors that drive business performance and problem-solving.
  • Projects - Their impressive client portfolio include some incredibly exciting projects for global and big-named brands across multiple industry sectors, including leisure and hospitality, travel and transport, manufacturing, retail, finance and insurance.
  • Progression/recognition - They've created a stimulating, supportive and rewarding environment where autonomy in each role is valued and actively promoted.
  • Social - It’s not all work, work, work. For fitness enthusiasts, they offer a running club and yoga sessions as well as a monthly table tennis tournament and more.
  • Early careers - Their collaborative working culture enables talented individuals to develop personal and professional skills whilst being closely trained and mentored.

Visit them on their website, Twitter and LinkedIn for updates. Thank you for making our Tech Job Fair in Amsterdam a total success!

OM Partners was one of the participating companies at our recently held Barcelona Tech Job Fair last 4th of April.  We are so thankful to them for making our event a success!

OM Partners - Innovative Software Solutions

OM Partners, an international company with headquarters in Belgium, is opening a new office in the area of Barcelona. They offer plenty of job opportunities to strengthen their Software Development Team, and they are looking for the right candidates. They are ready to meet you and to explain you how is life at OM Partners and the many benefits of working there. Will you be the perfect match?

OM Partners is a software and consulting company that delivers Supply Chain Planning Solutions. They always strive for creating innovative, performant and scalable software solutions to achieve their common mission: to smarten and optimize their customer’s supply chain.

Find out below why their workplace stands out, what's their onboarding like, and other interesting facts about them.

What's the story behind the creation of your company?

OM Partners started in 1985 as a provider of a mathematical programming toolbox and has now become one of the top players in the supply chain planning market.

In response to the globalization of its client portfolio, OM Partners has expanded from its original Belgian base, setting up regional offices in the USA, China, India, the United Arab Emirates, Brazil, France, the Netherlands, Germany, the United Kingdom and now in Spain. In addition to this autonomous growth, OM Partners is constantly widening the scope of its solutions through a growing network of external partnerships.

What's your current view on the market you work in? What makes you feel like your brand stands out?

The scale of supply chain related data and connectivity (internal and external) within the corporate supply chains are growing at an enormous pace. At OM Partners, we are always researching for leveraging more value and insights out of this big supply-chain data flow.

OM Partners is recognized in the market as a reliable supplier of innovative and high-quality supply chain planning software. We are even named a Leader by Gartner, the world’s leading information technology research and advisory company. That’s how we became the supply chain planning partner of choice for multinationals such as Johnson & Johnson, BASF, Procter & Gamble, and Shell.

What's the thing that you appreciate/value/cherish more about what you do as a brand?

It is difficult to name only one, so allow us to mention 2: innovation and corporate responsibility.

OM Partners boosts innovation. A commitment we take seriously. We dedicate a large amount of time and 30% of our annual revenue to research and creativity. And because we put great pride in our ability to create our own product, we continuously encourage our employees to think differently. A bold statement, which we adhere to through extensive teamwork, discussion forums and annual innovation challenges. Our academic roots have grown into sustainable partnerships with various universities and a strong involvement in international research projects.

Moreover, OM Partners takes up its corporate responsibility and allocates a yearly budget for charity initiatives that create a large and lasting impact. Because we also want to support the active involvement of our employees, we encourage them, each year, to submit a charity organization to which they are personally committed. All colleagues are involved in the vote and distribution of the charity budget.

What do you do to make your workplace stand out?

We offer an inspiring work environment. Each of our offices offers a pleasant workplace. We have plenty of modern and spacious conference rooms, and colorful and inspiring creativity rooms. Our well-equipped meeting rooms make it possible to effortlessly organize online meetings. We also offer free soup and beverage to all employees.

Moreover, lifelong learning is not just a buzzword at OM Partners. We work in small, dynamic teams where everyone helps each other to grow and learn every day. We provide also access to various training programs for our employees.

At last, we also organize a wide range of fun activities (Virtual Reality games, Paintball, carting, ...) to find a balance between work and fun.

Do you have office rituals? Like meetings held every morning, social breakfasts or others?

At OMP we implement the Agile Scrum methodology. This involves regular dedicated and efficient meetings with all the team members to align everyone and to discuss the next steps.

We work hard, but we also like to enjoy. We regularly organize fun activities, like the Board Games Evening, the Friday after-work drink or football and volleyball tournaments.

What can a new employee count on in your company? What's their onboarding like?

When you start working at OM Partners, a training program is worked out for your first months, depending on your background and the projects you’ll be working on.

Besides the formal training package, individual trainings can be followed according to your specific needs. Suggestions can be made on your own initiative or by your coach. These trainings are organized internally or externally (ex. language courses, specific IT training, etc.).

Moreover, a coach and a day-to-day coach will be assigned to you, to guide you through various projects, make sure you grow, learn new things, develop certain competences, and take on responsibilities.

What's your company structure? Do you have a hierarchy or prefer a flat model? How big are your teams, if you form any?

At OM Partners, all of us are equally important links in the larger chain. Not one person is more important than the other in our flat company hierarchy. Together, we go for the optimum. All of us are persistent and determined to help our customers in the best possible way.

That’s how we play: we work together, we grow together, we succeed together.

We work with different (smaller) dynamic teams, where everyone helps each other to achieve the common goals.

What is your team like? How do you work?

Our customers challenge us every day. That’s why we make it our business to stay up-to-date with the most recent evolution in software design. That means our software is constantly evolving from an architectural point of view, for example in the field of service-oriented, task-based programming.

Top-quality work is of the utmost importance to OM Partners. We apply this value to everything we do to make sure our software is available at all times without errors or glitches. We work closely together with our in-house functional product managers, all of which are top-notch experts in the field of supply chain management.

To ensure the creation of robust software, we adhere to a well-defined quality process, testing our software via different approaches, and undertaking extensive design and code reviews. We strive to detect issues as early as possible in our development process, for example by using unit testing. We have a dedicated team of scrum testers, several CI systems that run automated tests, and a specialized QA team responsible for upgrade, regression and integration testing.

If you rise to the challenge of working as a software developer at OM Partners, you will get the opportunity to shape and develop software that can handle the most complicated supply chains, gaining experience in building robust, smart and scalable software.

What kind of people are you looking for? Who's the best match for your team?

We love software developers that take the initiative, are driven to succeed and are creative. Therefore, we are looking for team players that are passionate about software development and are eager to use their creativity and talents to develop state of the art software solutions.

We like you just the way you are. OM Partners embraces and celebrates diversity in all its forms.

We will support you in pursuing your passion and we will help you build your career around it.

More information is available on their website. Follow them on Facebook, Twitter and LinkedIn to get updates.

Traveling for vacation is one of the best experiences we can create for ourselves. This is our chance to relax, grow and unwind. But, do you know who empowers the business processes of those tour operators who make your travel smooth, safe, fun, and memorable? It’s FareHarbor. They create powerful tools that help tour and activity operators run their business with ease and efficiency.

FareHarbor - Shaping The Future Of Travel - Amsterdam Tech Job Fair 2019

FareHarbor is the most trusted software and resources for tours and activities, and they are joining us today at our Amsterdam Tech Job Fair.

Join their team and build the future of the travel industry together. Continue reading to know the amazing benefits that are waiting for you.

What's the story behind the creation of your company?

Founded in Hawaii in 2013, FareHarbor creates powerful tools that help tour and activity operators run their business with ease and efficiency. With over 8,000 clients worldwide and the fastest growing team in the business, we’re shaping the future of travel, together.

What's your company culture like?

A team with the Aloha Spirit, We work hard and play hard. The experienced professionals in our ranks include the godfather of Kiteboarding, a former Olympic Athlete and over 500 avid adventurers.

What is your team like? How do you work?

We’re a quickly growing company with a robust product that tens of thousands of people use to run their businesses every day and our external APIs are a key way in which we work with partners like Booking.com, Viator, TripAdvisor, VELTRA, and more, to help our clients expand their businesses. We are an international team working in small agile teams, where there is a lot of freedom to come up with your own ideas and run with it.

What kind of people are you looking for?

People who are eager to learn whatever necessary to tackle problems head-on. Be passionate about getting things right. Also important is that you are comfortable with a fast-paced startup environment.

Who's the best match for your team?

Passionate developer 🙂

What benefits and perks do you offer your employees?

  •    26 vacation days per year (based on 40 hours per week).
  •    Commuting allowance: Pension Plan
  •    Discounted Health Insurance Benefit
  •    Relocation Assistance (if applicable)
  •    Central Amsterdam Location
  •    Social Hours & Events

FareHarbor is a quickly growing team that provides their clients more productive and profitable business through better software. They can't wait to have you. Meet them in person at our Amsterdam Tech Job Fair and have the chance to get your dream job.

Check their website for more info!

Meet Jess Pashos!

Faces Of FareHarbor - Jess Pashos

FareHarbor is going to our Tech Job Fair in Amsterdam today. For those of you who are job-seeking, this is an incredible opportunity to get your dream job!

A FareHarbor veteran, Jess was one of the first people to join our Sales team in Needham, MA. Now the VP of Sales Operations in our Amsterdam office, she’s bringing the best of FareHarbor to our friends in Europe. If you partner with FareHarbor, it’s likely Jess has been involved in your go-live in one way or the other. Let’s get to know her!

You just moved to Europe! What’s been your top place to visit so far?

Well, Amsterdam has been amazing. One morning, I woke up at 5am and biked to the I Amsterdam sign before the crowds got there. I watched the sunrise and took some cool pictures of the sign and the Rijksmuseum. I’ve also had some fun trips to other cool cities in the Netherlands.

Outside of the Netherlands, I went to Stavanger, Norway for a long weekend and did some awesome hikes. It is so beautiful there, I cannot wait to go back!

What do you miss most about the Boston area?

Besides all of the rippers in our Needham office and my family and friends, the Red Sox have had an incredible season, and I used to be able to make it to quite a few games at Fenway as I’ve always lived so close to the city.

I think I’ll miss the enthusiasm in the Boston area during all games (baseball, hockey, football, etc) the most.

What’s next on your tour/activity bucket list?

My dad has a work trip in London in a few weeks so he is coming a weekend early. We are meeting in Scotland and hiking the Cairngorms 4000s loop. 21 miles total! And we will hit 5 of the highest peaks in Scotland.

I have a long bucket list though, and as the list of companies that we partner with in the EU grows, that list gets longer and longer!

We have been out with a few of our local clients already including Flagship Cruises and Walks of Europe. We had an amazing time. And when we all first arrived, we immediately got bikes from one of our first live EU companies – Mike’s Bike Tours!

What’s been the most surprising difference about life in Amsterdam?

The same day that I got on the plane to Amsterdam, I sold my car. I knew that things would be different without it, but I have been pleasantly surprised!

We are able to bike everywhere and transportation is super easy, even to surrounding towns and internationally. I thought that I would miss the freedom that a car can but things have been smooth sailing!

You’ve been at FareHarbor for a while. What about this place makes you want to stick around?

The people! I get excited coming to work every single day. What’s even cooler is that our Amsterdam office is bringing together employees from our Boston, Denver and soon, San Francisco offices.

Even though some employees had not met in person before, it felt as if we were one big family right off of the bat. As we start to welcome our first EU hires, everyone just fits right in. Being around so many awesome people with different backgrounds and the same big picture goals makes it a lot of fun to come to work each day.

Not to mention that we work with the coolest clients ever and have the industry-leading product… I could go on and on!

Describe your job at FareHarbor in three words.

Different every day!

Please don’t forget, FareHarbor is at our Tech Job Fair in Amsterdam today! Please bring your CVs and your best smile! This could be the event that changes your future for the better!

You can get their latest updates from: Facebook, Twitter, and Instagram.

Lucidchart - Where You Belong - Amsterdam Tech Job Fair 2019

The Lucidchart team is passionate about building a powerful visual workspace that helps businesses gain actionable insights and make better decisions faster—and they want you to help them realize that vision.

We are excited to have Lucidchart participate in our Amsterdam Tech Job Fair today. Come meet them in person to create a lasting impression.

Since its creation in 2010, Lucidchart has allowed teams to work visually and collaborate in real time with their intuitive diagramming solution. They want working visually to be easy and essential for everyone, and their goal is to become one of the great software companies of the world.

The Lucidchart team highly values teamwork, initiative and innovation. "Teamwork over ego" defines every employee in the office, and the company values dictate their culture, hiring and work ethic. In the words of Sable Peterson, Director of Marketing, “Everyone here is extremely smart, motivated, and hard-working but at the same time so humble, genuine, and thoughtful—that’s not a combination you find very often. Our employees take the time to celebrate the success of others and are always willing to lend a hand when needed.”

Lucidchart also strives to promote a healthy work-life balance. CEO Karl Sun states, “Yes, work pays the bills and the rent, but we sincerely hope our employees feel their time at work adds up to more than just a way to make ends meet.”

As part of this effort, Lucidchart offers these outstanding benefits when you become part of their team.

1- Compensation and Health Benefits

  • Competitive pay
  • Competitive pension contributions
  • Start-up experience at a profitable company
  • Short-term disability, long-term disability, AD&D
  • Monthly wellness reimbursement

2- Time-Off Benefits

  • 20 days PTO
  • Unlimited sick leave
  • 9 holidays

3- Office Perks

  • Monthly transportation allowance
  • Ping pong and foosball
  • Quarterly team activities
  • Yearly company retreat
  • Catered lunches
  • Fully stocked kitchen
  • Community volunteer activities

Lucidchart is committed to creating an environment where everyone feels equally respected and valued. Their focus is on finding individuals who share the same core values as Lucidchart, while also celebrating a diverse and inclusive work culture. They honor and support varying backgrounds, beliefs and perspectives for the benefit of the business, including the employees and product. When you come to work with them, they want you to be you. Why? Because when their employees bring to the table the qualities that make them unique—different backgrounds, personalities and perspectives—they are stronger.

Lucidchart looks for individuals who are unafraid to try unconventional methods of solving problems. They look for individuals who are proactive rather than reactive, people who can create solutions. They also look for individuals who are willing to put the team’s success above their own. Your personality, passion, motivation and unique talent are what Lucidchart needs to continue in their success. They want you to become part of their family.

Are you ready to build your bright future? Meet the team at our Amsterdam Tech Job Fair!

Visit their website for more information. Follow them on Facebook, Twitter and LinkedIn to get their latest updates.

Click here and sign up! See you all soon in Amsterdam.

eDreams ODIGEO - Shaping The Way People Travel Today And Tomorrow

Our Barcelona Tech Job Fair is done, but the opportunities are extended! After our event in Barcelona where eDreams ODIGEO were with us, they are still hiring and giving you opportunities to join their team.

eDreams ODIGEO is shaping the way people travel today and tomorrow. They provide them with the tools they need to search better and faster than anywhere else online. The dynamic team of young, talented professionals from over 68 different nationalities is driven by one clear mission: making travel easier, more accessible and at a better value for our 18.5 million customers worldwide. Their professionals develop and use cutting-edge tools to be able to offer more combinations of tailored travel plans than any other site. (They can create 3,000 travel plans in 10 seconds.)

The position of the company as one of the world’s largest online travel agencies offers them the strength needed in order to experiment and further expand. Yet, despite their size and success, they have become a more lean and agile company than ever before; a company where everyone has the opportunity to make a huge impact, both on business and on the travel industry as a whole.

eDreams ODIGEO - Shaping The Way People Travel Today And Tomorrow 2

eDreams ODIGEO is constantly transforming their ways of working as well as the products they offer to customers. They use a huge wealth of data and consumer insight to develop products that directly benefit their customers. From designing new mobile features to safer ways of booking online, their customer-centric approach is applied to everything they do and create.

This company is one of the world's largest online travel companies and one of the largest European e-commerce businesses. Under its four leading online travel agency brands – eDreams, GO Voyages, Opodo, Travellink, and the metasearch engine Liligo – it offers the best deals in regular flights, low-cost airlines, hotels, cruises, car rental, dynamic packages, holiday packages and travel insurance to make travel easier, more accessible and better value for the more than 18.5 million customers it serves across 43 markets. They are also listed in the Spanish Stock Market.

Work hard, celebrate successes! In eDreams ODIGEO, they recognise that work-life balance and a healthy lifestyle are essential. They encourage you to take part in social activities with colleagues. They also have a team who arrange team events in their various locations.

They need people like you to help them provide the best possible experience for customers. So, join them and make a difference in shaping the way people travel today and tomorrow.

The following are the comprehensive benefits package (which can vary slightly by location) you can get:

  • They are composed of 68 nationalities so diversity is one of the secrets of their success!
  • Excellent environment for continuous growth and learning: with our Learning & Development programs, you will have access to tech talks, internal soft skills and technical skills trainings, language lessons, external events and industry conferences.
  • Free subscription of Safari Online Learning.
  • A phenomenal lifestyle and work-life-balance (e.g. half-day Fridays, team building activities, flexible hours, 24 days of holiday +2 extra days off, etc.).
  • Personal career path programs.
  • A special employee travel discount program with eDreams.
  • Competitive salaries & flexible benefits scheme.
  • Special discounts in local venues, such as gyms, restaurants, shops, etc.
  • New to the city? We also offer great relocation packages.
  • Amazing offices in the heart of Barcelona with a beautiful terrace to have a break and enjoy the views.
  • Annual awards for a variety of team and individual achievements.
  • Fun at work!

Check their Job Openings now and apply. Follow them on Linkedin, Twitter and keep an eye out on their careers site & their website for latest updates. We still have many upcoming Tech Job Fairs. Check details here and join us!

A good change comes with a good start. Our lives are full of decisions and each decision we chose to have has a consequence. Nothing in life comes easy but, the power to make things easy are in our hands. Now, we want to share that our Berlin Tech Job Fair is soon to happen and you, joining us, might be the best decision you’ll be making today!

In this event, not just one or two, but a lot of companies, are seeking for talented people to join their team, and one of them is American Express, and just like us, they also want to make a difference.

American Express Berlin Tech Job Fair

Since 1850, American Express has worked to make a difference in their customers' lives in ways that matter most to them. Their vision is to provide the world's best customer experience every day as they want to provide differentiated products and services to their customers to help them achieve their aspirations.

American Express provides you experiences to become a great leader, a world of opportunities to grow your career, and an inclusive culture to help you thrive. For them, the best way to back their customers is to back their people. The following are their values:

  • They deliver for their customers
  • They make it great
  • They do what is right
  • They respect people
  • They need different views
  • Winning as a team
  • They care about communities

Since their earliest days, they have strived to find new ways to enrich their customers' lives, have their backs and provide a special brand of service, in ways both big and small. They promise to understand, respect, and back their customers and help them on their personal journeys.

Helping you excel at your career is their job too. You will have access to world-class leadership and learning experiences when you join their team. They will also give you the opportunity to create a unique career journey shaped by your talent and curiosity, and the ability to engage with leaders and coworkers who will help you excel in all you do.

Time is approaching fast, and choosing your path is one of the most meaningful choices in your life. Your chance to discuss with their team is happening soon. Make sure to plan your schedule and join us at our Berlin Tech Job Fair. Build your career with American Express. Learn, grow, and develop your talent with the team.

More details are available on their Website. Follow them also on Facebook, Twitter and Instagram to see the latest happenings within their company.

HI, WE’RE ZOI.

ZOI stands for Zero One Infinity.

The essence of IT and our driving force. We are an interdisciplinary, diverse and internationally active team. Drawing on different backgrounds, we’re full of new ideas, technological curiosity and know-how.

For us, diversity also reflects how we shape the nature of our work, with lots of passion and novel ways of approaching challenges. It captures the way we bring together the very best of enterprise IT and cloud computing, in all its compelling variety.

Zero One Infinity means looking at more than 0 and 1. So at Zoi we look at yes and no plus the extraordinary and endless choices in between.

At Zoi we care about you, your talents, and how they integrate with the team (and the way your work makes you smile). We’re continuously looking for tech nerds, e.g. full stack, frontend and backend developers, software engineers, devops engineers as well as data scientists to join us in Stuttgart, Berlin and Lisbon.

Zoi Lisbon Tech Job Fair Spring 2019

  1. What do you do to make your work place stand out?

 At Zoi, we have a very diverse and international team with so far 16 nationalities represented. Our team culture is very strong with strong personal connections and flat hierarchies. Our colleagues get a lot of room and possibilities for their individual career development, also beyond client projects. For this purpose, we offer 20% of the work time for individual development, e.g. in new technologies or methodologies.

In addition, we have topic communities such as a Dev Community and Data Standups to discuss topics and challenges with your peers. Furthermore, we have a flexible office culture with flexible working hours and the possibility to take home office days.

  1. Do you have office rituals? Like meetings held every morning, social breakfasts or others?

We organize regular team meetups where all our colleagues come together from all our locations (at the moment Stuttgart, Berlin and Lisbon) to discuss the status of and potential challenges in our projects. This is a great opportunity to spend time with colleagues you don’t work with directly in projects.

We usually go for lunch together with our colleagues and we have a regular Friday Lunch every week which is sponsored by Zoi to foster interpersonal exchange and just spending quality time together.

We also organize a of lot team events like Lasertag, Beach Volleyball, going to the movies etc. In addition to our Christmas and summer party, we go on a skiing trip once a year with the whole team to have fun in the snow.

  1. What can a new employee count on in your company? What's their onboarding like?

Every new colleague is going through a structured Onboarding Week to get to know all focus areas of Zoi and the Zoi team. In addition, we have a 1-on-1 Mentor Program for each new employee. They pair up with an experienced colleague to learn all the in-and-outs of the company. The project onboarding is individually conducted and adapted by the respective team.

  1. What's your company structure? Do you have a hierarchy or prefer a flat model? How big are your teams, if you form any?

We have truly flat hierarchies with an open door policy and regular peer feedback sessions. Our common team size is between 3-6 team members with usually one project manager, depending on the size and requirements of the client project.

We’d love to meet you! Help shape the success of our company at your own pace. Have a look at our open positions here: https://meet.zoi.de

IN GOOD HANDS

You are in good hands with us – as our high positions in various rankings and benchmark analyses testify. According to the careers studies undertaken by trendence, we have repeatedly been confirmed as one of the top employers in Germany and Europe in the categories of “Graduate Barometer”, “Young Professional Barometer” and “Student Barometer”. We also scored well in the “Universum Survey”. In 2016, we were again amongst the top 100 employers.

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Prizes and certificates may be nice to have – but what really matters to us is the goal itself: we know that success is founded on the efforts of our employees. To continue writing this success story, we afford our employees the greatest freedom of expression, attractive prospects and potential to advance their careers. We enjoy making this investment – and it pays off for us all.

FASCINATION ON EVERY LEVEL

On whichever level you start – with us you will be part of one of Europe’s most innovative media corporations. Take a look at our wide-ranging portfolio and you will soon realize that there is no shortage of interesting links: from SAT.1, ProSieben, kabeleins, sixx, SAT.1 Gold, ProSieben MAXX and kabel eins doku, the TV stations, via ProSiebenSat.1 Networld to maxdome, Germany’s biggest online video store and ProSiebenSat.1 Games with platforms likealaplaya, ProSiebenGames, Sat1Spiele and browsergames.

PIONEERING SPIRIT FROM THE VERY FIRST DAY

You will see that our environment fosters creativity and demands innovative ideas. True to our motto “we think ahead, whilst others are lost in thought” we seek out personalities with a strong desire to create, ambitious and courageous enough to be in the vanguard always.

PROMOTING INNOVATION    

Martin Krautsieder

Martin Krautsieder

Each year we bestow the "Allstars Award" on employees for special achievements. Martin Martin (form. Krautsieder) was one of the recipients in 2013. He developed a market research tool which enables questions to be put to viewers directly via television.

SUPPORT AND SERVICE

"Yes we care" – a slogan with real meaning at ProSiebenSat.1. Our careful balance between professional and private life is maintained through flexible models of work and dedicated support services. We have among others our own day care centre and a broad sports programme. In the case of special help being required in organizing daily life, we call on pme Familienservice, a specialist provider of care solutions for work and family.

FURTHER DEVELOPMENT

We love dynamic change – and your further development is especially important to us. The ProSiebenSat.1 Academy offers a varied, innovative programme of further education and training. Additional support comes in the form of talent and newcomer monitoring, helping to plan your individual short-term, mid- and long-term development within the company.

DIVERSITY IN EVERY RESPECT

Team-und-Teilnehmer-des-Demo-Days-des-P7S1-Accelerators-Juli-2014-940x627

Diversity is the order of the day at ProSiebenSat.1 – and that goes for our staff too. Indeed, it is the diverse mix of personalities which makes us what we are: “Fascinating People" whose ideas, different perspectives and experiences entertain millions of people every day. We believe that the future success of a modern company will largely depend on how it promotes and utilizes diversity. One important point in this regard is the ratio of men to women in the company and in management roles. We have already achieved good results in this area: male and female full-time employees are almost equal in number. 30 per cent female representation at management level is also well above average. Colleagues from a wealth of different nations work for us and we are unequivocally in favour of every form of diversity.

RESPONSIBILITY FOR THE FUTURE

We are not just entertainers: Thanks to our popularity we are fortunate to be in a position to interest young people in particular in important social topics: we want to create opportunities, promote culture, communicate values and build knowledge. Within these four areas we have established a range of projects and activities to make our contribution as a media corporation to Corporate Social Responsibility.

Are you up for a unique challenge, with a chance to use your skills in a fast paced environment, where you work hard, wear many hats, and commit all your energy to an idea that has only a one out of four chance of success?

If so, then working at a startup company may be for you!

Pros:

Not a job, but a mission – greater feeling of creating something of value
Lack of structure – less hierarchy, fewer rules, more casual work hours
More room for creativity and entrepreneurial spiritStartup Fair
Perks can include working from home, free food, open leave policy
Potential stock options – ownership in the company
Promotion opportunities to leadership roles easier and faster
Results of your work are immediate, and rewarding
Multiple roles, so gain valuable and diverse skills
You help define company culture
Generally fewer politics, more camaraderie

Cons:

Uncertainty, risk – there is no guarantee the company will be successful
Pay and benefits may not be as good, at least initially
Pay structure may be different; you may receive a stipend, or profit sharing options, instead of a set hourly pay rate or annual salary
Less work life balance – heavy work load and long hours
More pressure to perform – smaller workforce so every person factors into company success

What Startups Look For In A Candidate

Businessman and woman discussing together while looking at laptop in office

Passion & enthusiasm
Intellectual curiosity
Tech smarts
Ability to communicate
Outside projects
Committed to personal growth and learning
Self-starter
Extras – what else have you done

Tips For A Successful Search

Do side projects; develop an app, contribute to an open source project
Learn new technologies (classes and outside; Khan Academy, Coursera, Code.org, Open Courseware)
Demonstrate your passion
Be persistent & patient
Get involved with a campus startup
Participate in a hackathon or makeathon
Showcase your skills; GitHub, personal website, online portfolio, blog
Research startups, focus on those that fit your interests & skills
Personalized contact with CEO, demonstrate passion & interest, detail how you can make an impact

What makes an awesome startup employee?

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You hear people talking about what makes a great startup founder all the time: A great sense of vision, clarity of purpose, relentless drive, a strange balance of over-confidence and insecurity.

There are whole books written about it.

But what makes a great startup team-member? The people who join and thrive in early start startup teams are an equally special breed. In fact, the best startup employees aren’t necessarily the best fit for working in more established businesses – some of the most brilliant startup people I’ve worked with find the traditional business work impossibly frustrating.

“It’s so SLOOOW!”

“I’m just doing the same thing every day – I want to be more in touch with the other stuff going on in the business!”

There are a whole range of attributes that are uniquely suited to these small, high-growth, high pressure companies, but it can be hard for founders who are hiring teams (and people hunting for jobs) to know what those are. So we’ve smooshed together our recruiting AND startup running experience and made a list of the top 8 attributes we’ve found to be the most valuable:

Passion, enthusiasm, motivation for what you’re doing – Must buy into your vision and your big “Why” – what it is you’re trying to do or create in the world. They’ve gotta care about the problem you’re trying to solve, otherwise it’ll be hard to stay motivated.

 Curiosity – They’ve got to love the process of finding better ways to do things – especially when it comes to challenging assumptions about the only way to build products. Being curious about why you’re doing this, who it’s for and how they’re going to use it is vital across all roles in a startup too.

 Pace – They’ve got to be great at making decisions and acting on them quickly. The old adage of succeed quickly or fail fast is the day to day life of a start up. You need people who thrive and are excited by this.

 Fearless/Audacity – try the impossible, challenge more than just the status quo, be prepared to push the boundaries, limits of what we believe

 Grit – /resilience – your resilience will be consistently tested and challenged in a startup. That thing you just spent a month working on? It’s not working, we need to abandon it and try something else. The reality is that it will not be a smooth ride. People who have made it through a few tough life experiences, who have demonstrated Grit, are more likely to survive.

 Hunger and willingness to sacrifice – Founding a startup requires sacrifice. So does working in one. You’re going to get chucked in the deep end often. You’re going to be asked to work longer hours, more often. It’s a high pressure job so you’ve got to be hungry and prepared to make sacrifices.

 Sense Of Humour – You’ve got to be able to laugh and realise that tomorrow is another day. The sun will set, the sun will rise. Late nights, too much pizza and endless bug squashing is only bearable if it’s also fun. You want to be able to laugh with the people you sit next to.

Flexibility – The only constant is change. Get ready to develop skills you don’t have. Although you may be employed for a specific role, the nature of start up means that everyone leans in the direction that the business needs to be focused on at that time. If its sales this month – then get ready to help out in that area. Anyone who defaults to “that’s not in my job description” isn’t suited to a startup life.

Sources: weirdlyhub.com

How can Techmeetups.com help you ?

Delivering Startup Happines | We help Startups through Events like Meetups, Workshops, Hackathons, Job Fairs, Events Promo and also have a job posting site  www.techstartupjobs.com to help you recruit your team.

Techmeetups hiring events in Berlin, Paris, London, Barcelona, Amsterdam, New York, Vienna, Lisbon, Madrid

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You know exactly what company you want to work for, the job you want to do and where you want it to be. The only question remaining is: How do you get there?

Simply sending an application may not be enough. Large companies on average receive thousands of resumes daily.

Before you get overly excited about the prospect of working at your dream job and send that resume to the first email address you find, you have to have a plan.

Make sure you lay the groundwork so your file won’t get lost in the shuffle when the time comes to showcase your amazing professional profile.

Here’s a five-step action plan to help you land your dream job at your dream company:

1. Research and Know What the Company Is Looking For

man-in-blue-shirt-looking-at-computer-in-class

You may already know your dream company backwards and forwards, even what the C-suite looks like. Still, it doesn’t hurt to make sure your research is as thorough as it can be.

This will help you build a strong base for the personal brand you’re going to build to send their way.

One thing you’ll learn in business is that there is always more to learn. So look up resources that can offer you some tips on how best to research companies.

Also, make sure to check out the company’s LinkedIn profile, as well as the chief officers if they are listed. Being this thorough will make that interview you get showcase your genuine passion and enthusiasm for the position.

2. Build Your Professional Brand

EYE-BRAND-YOU2

Now that you’ve studied up on your dream place of employment, apply that knowledge to building your professional brand. This brand is the career narrative you want to create for yourself in order to stand out from the crowd.

Remember, unless you’re meticulous, silly things like typos can send your application straight into the trash.

Respondents to a 2013 survey by Career Builder cited that 58 percent of applicants’ resumes contained typos and 36 percent were generic and not specifically focused toward the position being applied for.

It’s so important to make sure this is part of your professional brand creation. If you’re unsure of how to begin, look into resume writing services that specialize in various industries to help get you started on the right foot.

This is especially important the higher up you get. If you’re at the managerial or executive level, getting help with your resume is just as important as when you were in college.

A resume writer specializing in executive resumes can help you build a note-worthy, accomplishment-focused, strategic resume that can get you an 85 percent higher response rate and increased salary in nine out of 10 cases.

Also, think about building an online narrative if that suits the position you are applying for. Take Nina Mufleh and her quest to land a job at Airbnb. Her unique approach garnered national attention.

She focused on what she could bring to the table with the company rather than previous professional experience. She illustrated how she would be a great fit for her dream company and why, all in a unique way.

She found the best way to market and pitch herself.

You can do the same. There are many ways to do it, even some unorthodox ones, it’s just a matter of understanding what your dream company is looking for and how you can apply that to your own professional brand.

3. Reach Out to Individuals in the Company

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You have your knowledge and your professional brand ready to be shown to the world. Now, the next step is to reach and connect with individuals already working within the company.

Perhaps you’ve already started working on your network or have a friend working for your dream employer. Wonderful! This will simplify the process of getting your foot in the door.

However, if you don’t have those established connections yet, don’t worry.

Read up on the best ways to connect with HR managers or recruiters, and dive deep into networking with the company’s employees on LinkedIn. This is a great platform to open dialogue and begin cultivating relationships with individuals you may work with in the future.

In fact, 89 percent of recruiters have hired someone via LinkedIn. Ask questions and be curious.  They will most likely be glad to offer their professional advice.

Don’t be afraid to ask them for an informational interview. Whether it’s a quick chat over the phone or a lengthy meeting over lunch, you’ll be able to get the insider’s look at how things really function in the workplace.

It’ll also give you an opportunity to showcase your excitement and enthusiasm to someone already established within the company. Be sure to plan ahead with questions to ask.

You won’t want to forget any of your important questions, and you’ll also want to make sure you’re prepared for anything they might fire back at you.

4. Tailor Your Application to Fit Their Needs

It’s now time to actually apply for the position. Your carefully laid groundwork is going to pay off. Push your creative juices to the maximum, and try to acquire the name of whose hands your application and resume has to find.

An inside referral, that informational interview paid off, will make your chances even better of that happening.

Now, before you hit the send button, you’ve got to write that smashing cover letter. Always keep your professional brand in mind.

It’s what makes you, you, and you know you’re the best fit for this company. Be sure to illustrate that.

5. Now … Send It

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Send that application off on its way. You’re now one step closer to landing your dream job. You’ve laid the groundwork, took time to set yourself apart from the rest of the crowd, networked your behind off and meticulously filled out your application.

Now get ready to see the fruits of your labor.

Great post by  via http://www.business.com

How can Techmeetups.com help you ?

Delivering Startup Happines www.techmeetups.com

We help Startups through Events like Meetups, Workshops, Hackathons, Job Fairs, Events Promo and also have www.techstartupjobs.com to help you recruit your tech team. 

Explore Techmeetups events in Berlin, Paris, London, Barcelona, Amsterdam, New York, Vienna, Lisbon, Madrid

Whether you are looking for a job or recruiting Tech Startup Job Fair is the place to be!

If you’re planning to look for a new job this year, you’re not alone.

Which might leave you wondering: How, exactly, does one get noticed in a crowded, motivated pool of applicants? Sure, you can read the job description, but how can you know what hiring managers are really looking for?  Which applicants stand out from a stack of resumes?  Which sail through the interview process? And — most importantly — how can you be one of those successful candidates?

We figured the best way to find out would be go to the source itself, so we sat down with HR pros and hiring managers at 11 top tech companies that partner with The Muse, like HBO, Comcast, Homeaway and Eventbrite and got some intel on what they’re looking for in 2016.

Some of what we learned was obvious: Tech jobs are booming (you may have heard?), and today’s companies are looking for people who aren’t only masters of their craft, but passionate about their work and their employer.

But we also found something surprising: Many of the qualities hiring managers are after seem to contradict each other. For instance, employers want people who think like entrepreneurs and have a take-charge mindset — but who also learn from others and play nice on the team. They want employees who are confident in their skills and accomplishments — but who also remain humble in what they don’t know.

In these cases, showing off both sets of skills may seem challenging (or leave you wondering how one person could possibly check all the boxes). But fear not. We’ve broken down what we learned and translated what you need to do to strike the perfect balancing act into 8 rules for getting hired in 2016.

Here they are — complete with tips straight from the mouths of hiring managers.

1. Prove you can hit the ground running, then learn along the way

Regardless of the position, we look for candidates who posses a results-driven way of looking at things. We identified the traits that the most successful people at our company possess, something we call the Success Formula, and we are able to structure interview questions that will really gauge if a candidate will succeed here. No matter what skills we are hiring them for, they need to be able to show metrics around how they define success. Kristy Sundjaja, chief of staff and global head of People Group at LivePerson

No matter what your skill set, companies want to feel confident that you’re an expert at it (at least to the level necessary for the role you’re applying to). In most cases, employers aren’t hiring you to train you — they’re hiring you to jump in and do the job.

So, leave hiring managers with no question that you’re ready to do just that. For every job you’re applying to, read the responsibilities and skills listed on the job description carefully, and then tailor your resume and prepare stories for your interview that show you fit the bill. Too many people expect prospective employers to read between the lines of their experience — and get their resumes tossed in the “no” pile. Instead, be deliberate about showing the hiring manager that you’ve successfully done this job before, and are ready to do it again.

That said, organizations want to feel comfortable that you’d be able to adapt to their preferences, new tools on the market or just better ways of doing things.

They want to know you’re sure of your ways, but not set in them. “We look for life-long learners, who are always in pursuit of growth in their career and personal development,” shares Julia Hartz, president and co-founder of Eventbrite. “In many ways, a skilled engineer is always learning. They are eager to adapt and adopt new skills and languages,” adds Terrell Sledge, technical recruiter at Sailthru.An easy way to show this? Share an anecdote of a time you changed your ways because of something new you learned or adapted what you know to the situation at hand. You can also illustrate that you’re open to different ways of doing things by inquiring about the methods of the company you’re interviewing with. For example, after sharing how you approached growing an email subscriber base, ask the hiring manager what her approach has been up until this point. Not only will it show how interested you are in the company (more on that below), it’ll hint at an interest in learning from the people around you.

2. Be ready to show off cross disciplinary skill sets

At a quickly growing startup like The Muse, our diverse teams work incredibly closely with each other. So we look for people who can easily collaborate with people outside of their skill set: developers who understand the broader business side of things, for example, or non-technical people who can communicate with product and engineering in an effective way. Kathryn Minshew, CEO and co-founder of The Muse

This probably won’t come as a shock, but tech skills are in high demand. A full 100% of the hiring managers we talked to cited engineers as the number one hires they’re looking to make this year — and this demand isn’t slowing down anytime soon. The Bureau of Labor statistics anticipate a 22% growth in software engineering roles from 2012 to 2022 — twice the average growth of other roles. “First, Android and iOS developers roles are huge for us, and hard to hire for. Second, we need Software Development Engineers in Test (SDETs), folks who are traditionally software developers, but develop test frameworks. We're also looking for full stack developers who focus on frontend and middleware. Finally, we need site reliability engineers — people who can help us get a system up and running,” shares Jessica Sant, senior director of software development and engineering at Comcast, of the hires they’re in need of.

So if you’re a developer, ride the wave, baby. Know how to nail the technical interview so you can show off exactly what you’re able to do, and make an effort to highlight some desirable soft skills — like decisiveness, adaptability, and communications skills — as well the ones that make you stand out from the competition. “I want a well-rounded engineer with hard technical skills, but also really great communication skills. Someone who can get their point across and break it down for a variety of audiences, someone who can collaborate with a cross-functional team and innovate,” shares Sant.

sales-meeting

IMAGE: ARIEL SKELLEY/BLEND IMAGES/CORBIS

That said, companies obviously need more than engineers: Employers cited sales, product management, operations, digital and growth marketing, and business and strategy as other in-demand roles.

Regardless of your specialty, however, the quality of the hour is cross-disciplinary. Employers want to know that you can not only collaborate with a team of people from different departments, but that you can think like them to make working together easier and help your work fit in with larger company goals.

This comes down to learning about functions outside of your own. If you’re technical, look for ways to get involved with and learn more about the business at large. And if engineering’s not in your background — or future? You can still make an effort to know a little bit about the field. Take a free online course or look for opportunities to integrate learning tech into your current job.

Then, don’t miss the opportunity to share that knowledge with hiring managers; even a few quick resume lines about your experience or interest in a field different from your primary one can be enough to whet the hiring manager’s appetite.

3. Be obsessed with the company and the field

The most important quality we look for is a passion for our business: they know what we do and they are excited about the opportunity to come work with us. Stephani Martin, VP of people & culture at Boost Media

You probably want a job that’s about more than just the paycheck. Similarly, employers want to hire people who are there because they love what the company is doing — not just because they need any old job. We heard time and time again from employers just how critical it is to show off why you’re dying to work for them, specifically.

How can you do this without coming off as a superfan or stalker? You don’t need to show up wearing company swag, tweet at the CEO every day or spend the interview gushing about the product. Instead, show off how much you love the company by using your knowledge of it to give a sense of how you’d step into the role. For example, you might mention a time you used the product and a challenge you had with it — and describe how you think you could alleviate that in your role.

“Doing this shows the hiring manager you’re interested in not only the brand, but also working for the brand. You understand the problems, needs and voice, and you have the skills needed to turn that knowledge into results,” says The Muse's Robyn Melhuish.

But you should also have interest — and ideally expertise! — in the industry you’re applying to at large. For example, you may love the idea of working for HBO based on your obsession with Game of Thrones, but can you bring enough insider knowledge to help them succeed?

“We recommend that all candidates do their research around industry trends before coming in to interview for any position,” says a talent acquisition specialist at HBO. “It’s great to be familiar with HBO shows, but having a depth of knowledge around the industry as a whole is key. Being able to articulate the bigger picture or sharing thoughts on how a company can stay ahead and innovate helps candidates stand out.”The ideal hire for a company is someone who’s an expert both in her craft and in the field she’s applying it to, so if you’re not already keeping up with industry reading, researching what competitors are doing, engaging with experts on social media and regularly talking shop with like-minded folks, start now! It will give you great talking points to help you prove you’re in the know during the interview, and also show hiring managers your dedication to the industry when they inevitably Google you.

4. Show you’re self-driven but can also play nice on a team

The ideal candidate sees the value in collaboration and can stand behind the belief that everyone has experience that you can learn from. Terrell Sledge, technical recruiter at Sailthru

Today, everyone needs to be an entrepreneur — or at least have the mindset of one — and companies want to hire people who are going to take ownership of projects without having to be babysat every step of the way. And this isn’t just a philosophy of startups that need people like this to survive — larger organizations are embracing the entrepreneurial ideas of moving faster and innovating more, too. “It is all about ownership versus administration,” shares Sledge of Sailthru. “Candidates who lead the charge, having innovated, designed and architected systems, deployed setups, etc. are exactly what we are looking for.”

To show this off to hiring managers, you’ll want to make sure to highlight three things: the fact that you’re a self starter, your capacity for creative thinking and your ability to work in a fast-paced environment with a lot on your plate. Career specialist Aja Frost has tips for highlighting each of these qualities in your resume; you can also pull out anecdotes that exemplify these traits in your cover letter and interview answers. Was there a time you noticed a problem, came up with a creative solution and then took the initiative to implement it in addition to your other work? Make sure you share that story.

 

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IMAGE: YURI_ARCURS

But just because you can do things on your own doesn’t mean you always should, and seeing as many companies we talked to attributed their most creative ideas to collaboration, they want to be absolutely sure that you’ll be great at working on teams to make amazing things happen.

In fact, some companies value this so much that they’ll specifically test for it in the interview. ThoughtWorks, a software design company based in San Francisco, for example, gives candidates a pair programming challenge with a current employee. This exercise “serves the purpose of allowing us to understand whether a candidate works collaboratively and how they react to feedback,” shares Laura Nash, recruitment marketing manager. “A candidate that is excited about feedback and is able to adapt as they go demonstrates the open-mindedness and passion we desire.”

So, make sure to show off your team-playership, too. when talking about a big success you had, make sure to mention the other people you collaborated with; when talking about a time you failed, explain the experience of getting feedback from you boss and how you took that moving forward. Oh, and be nice to everyone you meet, from the people in the elevator with you to the receptionist. This is a basic — but telling — sign to employers of how you’ll treat your colleagues day to day.

5. Show passion for your work and your personal life

We also place a lot of emphasis on what a candidate does outside of work, what their hobbies and pastimes are, and their volunteer activities. David O’Connor, senior recruiting manager at Dolby

Companies these days want passionate, inspired employees — not ones who are just clocking in and out. And few things are better determiners of that than truly loving the work that you do.

If that’s not how you feel about jobs you’re applying to, it might be worth considering a career pivot. But if you do, then let it show! Let yourself get genuinely excited when talking about the job.

Let yourself geek out when talking through a particularly tough problem in the technical interview or when presetting ideas for community strategy. Real enthusiasm is obvious — and energizing to hiring managers — so don’t feel like you need to stifle it in the name of being “professional.”Also, show off ways you engage with your career of choice even outside what’s expected of you in your 9-to-5. “Things like writing books, speaking at conferences, or maintaining a blog show us that a candidate is really invested in tech, and it’s more than just a job,” shares Laura Nash, recruitment marketing manager at ThoughtWorks. One easy-but-effective approach: Create an eye-catching personal website that shares some of your related side projects, speaking gigs or volunteer work in addition to your on-the-job accomplishments. “Think ‘show’ instead of ‘tell’ whenever possible: share YouTube videos of a talk you led or a link to a working application you created,” adds Nash.

Of course, in a world where culture and tight-knit relationships are increasingly important to companies, it’s important for the people interviewing you to like you as a person, to want to bring you into their tribe. So they want to learn a little bit about you outside of your work, too! So learn how to be professional — without being boring or totally stifling your personality — in an interview!

“Don’t focus too much on conventional interviewing wisdom which may advise candidates to save personal anecdotes for the end — or to avoid sharing personal stories at all,” says Kimberly Eyhorn, director of global talent acquisition at HomeAway. “Just remember to always bridge the conversation back to your outstanding skills and experience. In a situation where several qualified candidates bring similar levels of value to the table, a hiring manager may be more likely to choose the applicant with whom they had a particularly memorable conversation.”

6. Be specific about your successes and failures

Candidates need to know how to show that they can not only produce results, but how they measure and define success. I’d recommend candidates take a look at past accomplishments and be able to concisely describe how and why they were successful, and back it up with metrics and data points. Kristy Sundjaja, chief of staff and global head of People Group at LivePerson

Obviously companies want to understand how you’re going to help them succeed, so it’s Job Search 101 to describe your most impressive achievements in your resume and interviews — and make sure to get specific!

Companies don’t just want to hear that you succeeded; they want a sense of the real results you achieved and the steps you took to get there. So don’t just say “I launched a major product” or whatever the success may be — tell the full story. Explain how, the first time you were in charge of a major product launch yourself, you knew you would feel successful if you didn’t just get it out on time, but early, so you dove in immediately, made sure to delegate work smartly and managed to launch a week ahead of schedule. Bonus points if you can quantify these accomplishments to prove you did what you said you did, and did it well.

 

successes-and-failures

IMAGE: BLOOMBERG/CONTRIBUTOR

On the other hand, if you’ve only succeeded and never failed, companies are going to worry about whether you’ll be willing to push yourself (and the company) to try new things. Laura Nash at ThoughtWorks shares, “While we’re always happy to hear of a candidate’s success, the more telling tales that are often skipped are examples of failure… Understanding how someone has learned from a failed attempt at something big and exciting is more interesting to us than a project delivered on-time and on-budget.”

So when faced with a question about your failures, don’t shy away from it. Instead, as we've proposed before, pick a real failure, quickly explain what happened, and then spend most of your time talking about how you examined the failure afterward to learn from your mistakes, how you incorporated those lessons moving forward, and how those failures were ultimately able to lead you to other successes down the road.

7. Be just confident enough

The perfect candidate is confident, not only in what they already know but in their capacity to learn something new. Terrell Sledge, technical recruiter at Sailthru

To make a hiring manager feel confident in you as a candidate, you need to feel confident in yourself and show it! This isn’t just about working through your pre-interview jitters (we hear some power posing can help with that) — it’s about being assured of your skills and your experience and prepared to speak candidly about your areas of growth.

If you tend to hate talking about yourself, we get it — very few of us spend an hour just talking about our accomplishments. If this is you, take career expert Suzanne Gelb’s advice and just think about confidently reporting the facts.

"When you feel confident and good about yourself, you don’t need to magnify your accomplishments or diminish other people’s great work. With a healthy sense of self-pride, you can simply report the facts. No flourishes. No stretching the truth. Just stating who you are and what you’ve done, plain and simple,” she says.Not only will this hopefully help you overcome some fears, it will help you avoid the other end of the spectrum: sounding like you’re cocky or bragging. Companies don’t want someone who thinks they know everything — they want people who are humble about their limitations and excited to learn and grow past them. So don’t be confident to the point of being a know-it-all!

If the interviewer starts talking about something you don’t know, don’t try and fake that you have a background with it — admit that you’ve never heard of that before and ask him or her to explain. When asked about about your biggest weakness, don’t just say something like “perfectionism” and try to move on — share a real challenge you’ve struggled with and ways you’re looking to improve it. If you’re in a technical interview and the hiring manager questions your way of doing things, don’t just push her off — confidently explain your thinking, but also ask how she would have approached the problem.

“Certain skills can be taught, but you have to exhibit the willingness to stretch yourself and to discover your full potential,” adds Kristy Sundjaja, chief of staff and global head of People Group at LivePerson.

8. Focus on your future and don’t worry too much about your past

The perfect candidate is looking forward to what they hope to accomplish next, while maintaining a personal standard of excellence in what they are working on at present. Terrell Sledge, technical recruiter at Sailthru

Yes, companies are hiring you to help them do things and go places, but they also want to understand how this job is going to help you go places and achieve your goals. After all, an engaged employee — one who’s developing professionally consistently on the job — is more likely to stay around for years to come.

And while, you shouldn’t spend your entire application explaining why this job would be so great for your career (the focus there should be on how you can help the company), have a sense of your goals and how this job will fit into them. You can mention this in your cover letter, but it’s going to be more powerful during the interview, when you can weave it into questions such as “Tell me about yourself,” “Where do you see yourself in five years?” and “Why are you leaving your current job?” When it’s your turn to ask questions, ask something like “How does the organization support your professional development and career growth?” to show that it’s something you’re really interested in.

And if you have a winding career path that doesn’t exactly make sense with the future you envision for yourself, there’s good news for you — hiring managers are increasingly open to hiring great people, even if they don’t have exactly the background they expected.

looking-away

IMAGE: HERO IMAGES INC./HERO IMAGES INC./CORBIS

“I like candidates who haven’t had one straight path in their career,” says Stephani Martin, VP of people & culture at Boost Media.

“A dynamic work history shows that they are willing to try new things and seek opportunities outside of their comfort zone.”

Learn how to spin your career change in your favor during your job search, focusing on showing the hiring manager all the things we’ve talked about so far — your transferrable skills, your adaptability, your past successes in a variety of fields, the cross-disciplinary thinking you bring to the table — and then lean into your varied past, knowing that you’re showing off the best of what you have to offer the company.

“The perfect candidate will have a combination of strong technical skills, a sense of pride and ownership in his or her work and a desire to work on a team of highly skilled, passionate people in an effort to make an impact on the business,” sums up Tom Aurelio, SVP of people & culture at Priceline.com — oh, and all the the other things mentioned above. We know it might feel like a lot, but it’s a competitive market, and the more of these qualities you’re able to show off, the more likely it is that you’ll be able to land your dream job.

Great post by ERIN GREENAWALD FOR THE MUSE via http://mashable.com

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Applying for a job in a startup and applying for a job in a corporate, are qualitatively different things. Demands of both are different and the mindset you’d require to perform well at both of them is different.

If you have already decided to work for a startup despite all the hurdles that may await you on your way, here are a few tips about things to avoid saying and doing during your startup job interview process.

Using generic phrases

Phrases like fast learner, strategist, initiator of new initiatives will not work for a startup, at least not for a good one – A good startup will expect people who can communicate clearly what they have done and what past result and achievement makes them eligible in less than 140 characters. If you are still left with space to explain your personality, be my guest.

Jump straight to why can you deliver on that particular job they are advertising? Because you’ve done it before? Because you got the network? Because got the figures? Show them the figures.

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“Managing” a team

No startup ever has use of managers people who hope to get things done delegating to others. In a startup everyone ships and there is no hierarchy but a flat hierarchy. Everyone is in the field and everyone delivers something at the end of the day – whether code, content, or customer support calls.

Saying how cool and necessary their startup is for the society

Even if that’s true no good startup will ever hire you for flattering.
The better way is to decide what specifically they are call about and address that particular need. For example – I saw your downloads getting to 10,000 in just 10 days, I can help it jump to a 1,000,000 in 30 days. Or your interface is so cool, I’d love to work on some extra things that will boost your conversion in another 3%.

See? Flatter + actionable in the same pitch

Being a “people” person

I don’t know why people use this so much, what exactly do they try to convey and what will it take to remove it from their dictionary. You say you are a people person who knows how to make it win-win for everyone? Well perfect, in other words you are a great salesman. In that case sell my product to someone in a way he is so happy and delighted with the value he gets for his money that he refers 10 more people to buy. That’s a real people person if you ask me.

Being remorseful about 9-5 jobs

This won’t get you selected, not only because it is cliché nowadays, but because no one works 9-5 anyways. Our smartphones and 3G have permanently taken that privilege from us. Therefore both, the average and the great performers work beyond 9-5 but the difference is what they deliver.

If you can’t showcase what you have achieved even within those hours, your rebellious mind will not sell you to the opportunity. It is not about the 9-5 job and it is not because you are forced to do the same thing every single day. It is rather because you are lazy and unwilling to challenge yourself. Contrary to what the folklore says, no company ever forces people to do the same thing or forbids them to innovate within their own context.

You are looking for more challenging role

No you don’t. Get to the point. Be honest, you will be appreciated for that and save many people’s valuable time. What you need is more money.

If you were looking more challenges you would have found some already. The world is not short of challenges. The very fact that you haven’t shipped or built anything in the past few years is a living proof that challenges is not what you are after. Cut the nonsense.

You have already failed in your own startup

Thank the startup folklore again for making it sound cool for people to brag that they have failed a startup, hence being more powerful and experienced as a result of it. That blog you were running? That doesn’t count as a startup unless you found way to monetize it.

What matters more to those who’d hire you is not the mere fact that you failed in your own startup but that you understand the nature of that failure and why exactly it failed. Demonstrating clarity around this will earn you extra points on your startup job’s application.

Great post by ANJLI JAIN via  www.iamwire.com

How can Techmeetups.com help you ?

Delivering Startup Happines www.techmeetups.com

We help Startups through Events like Meetups, Workshops, Hackathons, Job Fairs, Events Promo and also have www.techstartupjobs.com to help you recruit your tech team.

When you're job searching, take some time to attend job fairs. You'll have the opportunity to meet with employers that you might not be able to access any other way. Plus, job fairs and career expos often offer networking programs, resume reviews, and workshops for job seekers.

What can you do to compete with the crowds attending job fairs? These tips will help you get ready to attend and maximize your opportunities while you're there.

Tips for Attending a Job Fair

  • Dress for Success. Attend the job fair dressed for success in professional interview attire, and carry a portfolio. However, do wear comfortable shoes, because you will be standing in line.
  • Practice a Pitch. Practice a quick pitch summarizing your skills and experience so you're ready to promote your candidacy to prospective employers.
  • Bring Supplies. Bring extra copies of your resume, pens, a notepad, and business cards with your name, your email address, and cell phone number. You might also want to consider bringing "mini resume" cards as an efficient way to sum up your candidacy.
  • Check Out Companies. Many job fairs and career expos have information on participating companies on the job fair web site. Be prepared to talk to hiring managers by checking out the company's web site, mission, open positions, and general information before you go. If you demonstrate knowledge about each company or manager you're talking to, you'll certainly stand out from the crowd.
  • Arrive Early. Keep in mind that lines can be long, so arrive early - before the fair officially opens.
  • Attend a Workshop. If the job fair has workshops or seminars, attend them. In addition to getting job search advice, you'll have more opportunities to network.
  • Network. While you are waiting in line, talk to others. You never know who might be able to help with your job search. Along the same lines, remember to stay polite and professional. Even if you're feeling discouraged in your job search, don't vent to other fair-goers about your situation or about any specific companies. Stay positive and make the most of the opportunity!
  • Show Initiative. Shake hands and introduce yourself to recruiters when you reach the table. Demonstrate your interest in the company and their job opportunities.
  • Be Enthusiastic. Employer surveys identify one of the most important personal attributes candidates can bring to a new position as enthusiasm. This means that employers want to see you smile!
  • Ask Questions. Have some questions ready for the company representatives. The more you engage them, the better impression you'll make.
  • Collect Business Cards. Collect business cards, so you have the contact information for the people you have spoken with.
  • Take Notes. It's hard to keep track when you're meeting with multiple employers in a busy environment. Jot down notes on the back of the business cards you have collected or on your notepad, so you have a reminder of who you spoke to about what.
  • Say Thank You. Take the time to send a brief follow up thank you note or email to the company representatives you met at the job fair. It's a good way to reiterate your interest in the company and to remind company representatives that you're a strong candidate.

Great post by Alison Doyle via www.thebalance.com

How can Techmeetups.com help you ?

Delivering Startup Happines www.techmeetups.com

We help Startups through Events like Meetups, Workshops, Hackathons, Job Fairs, Events Promo and also have www.techstartupjobs.com to help you recruit your tech team.

Explore Techmeetups photo’s events 

Berlin, Paris, London, Barcelona, Amsterdam, New York, Vienna, Lisbon, Madrid

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It does not come as a surprise: Your organization is only as good as your employees. And your employees are only as good as your talent acquisition (aka recruiting) and talent management philosophy, approach, and team.

We all agree, don´t we?

However, ask yourself, how is your employer handling recruiting in reality? In other words: Are people and talent in your organization at the heart of its mission and strategy or just another cost line in the P&L? Are they as important as the organization´s clients, customers, and objectives? Is senior management doing whatever it takes to recruit exceptional talent to continue building a successful organization?

Fact is, that many companies don´t know how to identify, target, and recruit the talent who is interested in meaningful career moves and which might fit with vacant positions you´re looking for to fill. One key reason being that people in this group are largely passive candidates who need to be contacted at the right point of time with the right message to stimulate them to respond at all.

Find out in this article which trends will shape the future of talent acquisition. Learn how you and your company can locate, recruit, and retain the right candidates better and faster. And how to rock recruiting and your organization in the future to stay successful.

Applying A Strategic Mindset: A top-notch recruiting department establishes itself as a reliant, thought-provoking, equal, and challenging partner of the business and senior management alike. Not only filling vacancies in an transactional manner, but equally important advising business partners on long-term company and employee requirements and strategies. Based on thorough analyses, hard data, and holistic forecasting. Therefore recruiting needs to be perceived by all leaders and managers of the organization as a key function which is owned by everyone; and not only by the recruiters.

 

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Embracing A Marketing Attitude: Marketing departments, more than any other function of the company, have already undergone dramatic change processes with break-neck speed in order to beef up and better understand and serve external customers. In consequence, there is a lot recruiting teams can learn by thinking and acting more like marketers.

Talent As Customers: Organizations should approach talent acquisition in the same sophisticated and dedicated manner as when trying to acquire new customers. Worded differently: "With a high probability there is some sort of customer lifecycle management process installed in your organization. The resulting million dollar question: Is there also a talent lifecycle management system in place?" Let´s face it, there are still (too) many companies who have not really understood that employees are their internal customers. Consequence: "You can´t satisfy and excite your external customers with great products and services, if your internal customers are not motivated, well looked after, and engaged."

Simplification Of Tech Interaction: Job applicants should experience a state-of-the art application experience which is as good as the organization´s customer experience process. Have you ever thought about e.g. having a highly skilled team in place answering questions of people who think about working for you? Maybe via web video or web chat to keep it scalable? Do you have dedicated metrics and a comprehensive reporting set up to monitor and review the satisfaction levels of your applicants for each step of the interview process?

Strong Employer Brand: Every organization should not only nourish its consumer brand, but also create an attractive employer brand. Key branding principles would need to be applied to the employee experience. For example, a best possible design of a company´s site is of a paramount importance, since there it is where often the job hunting begins. In this respect it´s crucial having a well-designed career site which transports a consistent brand image that reflects the company´s main values. This enables job seekers to define if they might be a cultural fit and if it could make sense to apply. As such companies are well advised taking some time to look at how they're being reviewed on sites like Glassdoor, Great Place To Work, Vault, etc. Possibly they can incorporate the reviews and learning into their website or any other form of (talent) communication.

The Ultra-Fast Rise Of Technology: Artificial Intelligence (AI) will play a key role in assisting recruiting. I expect that already in some years it´ll be used to help screening candidates resumes based on pre-defined traits, skills, and clues on required management and leadership principles which then will be matched with suitable vacant roles. AI will support recruiters also to assess a candidate´s abilities and behavior (e.g. coping with pressure or working in a team) in real-world scenarios (e.g. with the help of special apps running on computers and mobile devices). It also looks like that the phone call as preferred first-round recruiting means will be soon replaced by live, two-way webcam interviews.

Big Data Powers On: New recruiting screening tools, powered by big data systems, will survey social sites such as Linkedin, Xing or Viadeo (e.g. profile changes, articles published, sudden increase of new contacts, etc.). Top companies will rather rely on quantitative data versus gut instinct. Sites like Joberate already scrape publicly available data from millions of individual online social media accounts and assign a score that estimates the level of job search activity. So if e.g. someone starts making many professional connections on Linkedin, publishes multiple questions or comments on Stack Overflow (with more than 6 million members the world´s largest community of programmers) the scores go up and possibly indicates a lower engagement level, i.e. a higher openness for switching jobs and listening to a recruiter calling at exactly that time.

 

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Engagement Beats Sourcing: Often the challenge is no longer finding talent, but activating and engaging them. There are several related strategies organizations should consider. One option is to involve hiring managers earlier in the process, i.e. the recruiting team partnering with them throughout every stage of the talent attraction and recruiting cycle. In top organizations this starts already with hiring managers assisting identifying and sourcing top talent (e.g. via their own alumni or personal networks). Another effective strategy in this context is using gamification. Companies could establish e.g. virtual tournaments to search for top talents (like e.g. the digital start-up Umbel is doing it with its gaming challenge called “Umbelmania”). And, of course, social media has become mainstream for recruiting. New platforms like The Muse give job seekers a more intimate view of and broader insights into company culture, values, communication, and opportunities of multiple organizations.

Data Analytics: Through biometric data and analytics, companies like NextHire can better predict which candidates are most likely to be a good fit for a position. Applicant tracking systems (ATS) – like e.g. Silkroad or Bullhorn which allow to source, attract, engage, screen and hire top talent fast, become a must for any organization. For an excellent overview of leading ATS check here.

Candidate Relationship Management (CRM): A CRM tool does more than tracking candidates like in an ATS. It allows to seamlessly share notes, develop and nurture leads, and document activity across the entire organization. It also can match the company´s internal talent data base with external people aggregator sites such as HiringSolved which gathers data from across the web and filters the most relevant data points and search results.

New Hiring Metrics: Traditionally, recruiters have been evaluated almost exclusively on metrics like time to fill or cost per hires. The problem is that focusing too much on the sheer number of butts they can pull through the hiring funnel and into seats ignore important controls regarding quality of hire, candidate engagement or respective recruiter´s overall impact on organizational recruiting or retention. In the future the entire hiring team will be assessed more by the real value their work generates.

Employees as Ambassadors: There´s nothing more credible than having employees inter-acting with potential future colleagues. Employees participating at external recruiting events, job fairs, conventions, etc. is a first good step. Having them activating their own social networks and alumni sites is an even more powerful and scalable next step. Think about how best to attract e.g. your company followers on Linkedin, Xing, etc. Post engaging and relevant content on your site and blog and motivate employees to share and comment it. By the way, anyone in your team blogging or podcasting about non-confidential and still work-related topics? You might want to get this one kicked off rather quickly.

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Influencer Marketing To Recruit: As many companies now use social media to recruit, there’s a mass of online content, tougher competition, and as such it’s harder to differentiate your organization. To cut through the clutter you would need to be in a position to send job seekers clear signals to generate interest and trust. Potential candidates often turn to peers, credible opinion leaders or recognized "voices“ to get information about companies, careers, and job vacancies. Using this technique within recruitment could push you ahead, since the recruiting industry is only about to discover Influencer Marketing.

Humanness Beats Tech: Even, and especially in the digital age, organizations need to radiate a strong human touch, emotions, and warmth. An excellent opportunity for companies to give their organization a "face“ by having employees acting as real and authentic ambassadors (e.g. video tours on company main website, etc.).

Final Thoughts

It goes without saying, that the very central task of recruiting is to anticipate and fill vacancies with the right candidates as soon as possible. That´s the fundamental and transactional mission and obligation of recruiters. At the same time, recruiting is changing rapidly. Job boards and job ads will soon become relicts of the past. Big data, sophisticated matching algorithms, CRM tools, and absolute talent-centricity will influence recruitment more than ever. Recruiting will need to become a key function and department of the organization by taking on more strategic tasks such as long-term staff forecasting, planning, and business advising. Always closely embedded within the overall HR strategy and team and in a tight exchange with all main stakeholders and business partners (e.g. legal, benefit and compensation, tax, etc.).

Recruitment - like the overall management of employees - must be co-owned and carried out by line managers. Organizations that understand and resolve the challenge of candidate engagement e.g. by having various authentic employees communicating and inter-acting with candidates will ultimately prosper. Last, but not least, the better a company develops, looks after, and retains its existing workforce, the smaller the need (and pressure) to recruit new employees.

If you can hire people whose passion intersects with the job, they will manage themselves better than anyone could ever manage them. Their fire comes from within, not from without. Their motivation is internal, not external. Stephen Covey

Great post by Andreas von der Heydt  via www.linkedin.com

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