CyberCoders Recruiter Showcase: Curt Weigel

Want to thank everyone again for the positive feedback on the Candidate Showcase section of my Blog. We are working diligently to get the word out on some great people.

Staying with same line of thought, I wanted to introduce you to some of the excellent recruiters we have at our Agency. We will tell you a little about each of us and share some top job openings with you. Today, we highlight on of our top recruiters, Curt Weigel.
VB: Tell us about yourself
CW: Came to recruiting via a friend who started his own company. Enjoy seeing companies grow and candidates finding jobs they actually like to do.


VB:How long have you been recruiting? How long have you been working at CyberCoders?

CW: Recruiting: 10 years. 99-02 with small startup focused on building the dot com software startups. 02+ at cc focused on rounding out my expertise in other disciplines – hardware, biotech, pharma, manufac, professional services: mortgages, sales

VB: What are your areas of expertise?
CW: Specialty: multiple. Stronger with software and IT.

VB: What are some open positions that you are recruiting for at this time?

CW: Hotter Jobs:

Associate Art Director – Ad Agency - NY: http://ping.fm/6P42o

Network Admin - CA
http://ping.fm/zxMe8

VB: What is the best way to contact you?
CW: Contact me at: curt@cybercoders.com

Vahid Behzadi
Executive Recruiter

Candidate Showcase - Paying it Forward - Cameron VanNoy, CPA in Austin, TX

VB: Tell us about yourself.
CV: My background includes a wide range of accounting skills learned through my career and while earning my BA in Business Economics, Accounting Emphasis at UCSB. After graduating, I went to work for a public accounting firm in Los Angeles as an auditor. Auditing gave me the opportunity to learn the nuances of accounting in different industries and the reporting requirements of both public and private companies. In my next position as a Senior Accountant/Tax Preparer I gained experience in corporate, individual, and partnership taxation. After being in public accounting for my whole career up to that point, I decided to make the transition to corporate accounting. I was hired by Airborne Inc. as the Accounting Manager where my duties included: monthly close and reporting, inventory control, budgeting, and managing a staff of 3.

VB: What types of roles are you interested in finding?
CV: I am looking for a role in corporate accounting that will utilize my abilities as an accounting professional and manager and allow for upward mobility in the future. Ideally I would be able to manage an accounting staff, gain further experience in the budgeting/planning process, and work on the internal and external reporting requirements for the organization.

VB: What are your strong points?
CV: One of my strengths is my knowledge of accounting fundamentals rules and how they pertains to various accounting transactions and the residual impact on the financial statements as a whole. Also, being able to work and coordinate with the various parts of the organization to ensure that information is reported in an efficient and timely manner.

VB: Where are you located?
CV: I recently relocated to Austin, Texas.

VB: Why would you be a good addition to a team?
CV: I have a positive and professional attitude and a strong background in accounting and accounting systems which allows me pick things up quickly in a new position. I enjoy working with people whether it is leading a new project, training someone on a new task, or presenting to a group.

Vahid Behzadi
Executive Recruiter

I have a job interview - Now what do I do?

One of my favorite sites is Lifehacker.com. Azadeh Ensha recently they published an article on Lifehacker about how to tackle a job interview. I read and I liked. It kind of reminded me of a scene from the movie Reservoir Dogs. Tim Roth's character is trying to infiltrate the undercover organization and to do so he basically as to do an elevator pitch. I do not however suggest that you fake something in order to get a job. But if you are a good fit then you should already have plenty of ammo on why you would be a good fit in the organization you are interviewing with. Don't be too salesy though - Tell me, don't sell me.

So you've finally landed that job interview. Now it's time to seal the deal with a killer interview. How? For one, try mastering your "Why hire me" story.

We've previously highlighted the importance of crafting a successful elevator pitch, but if you're looking to sell yourself in a sit-down interview—which will presumably run longer than the standard 30-60 second elevator pitch—the Wall Street Journal says it's important to perfect your "Why hire me" story.

The key is to create a story that comes across as natural, not canned, and that you can tailor to any job interview in question. A good "Why hire me" story should avoid making too many assumptions about the job itself. This necessitates asking pointed questions both before, during, and after the interview process. The article also notes that a compelling "about me" interview will make sure to leave out irrelevant details, no matter how impressive they may appear to the employer.


Vahid Behzadi
Executive Recruiter

COER - Paying it Forward: Candidate Showcase - Dwight Germer, AIA

I've hear so many bad things about recruiters in the past. People get frustrated with a lack of responsiveness, limited communication, and sometimes I hear frustrated candidates telling me that they feel like the recruiters they work with just go MIA.

I want to try to change the perception and I know its an uphill battle, but I will do what I think is the right thing. I've decided to start blogging on selected candidates who are talented but for some reason or another just much luck these days with finding a good match for their skills.

To emphasis I recruit for technology, software, executive, Architecture, sales, business development, operations, finance, accounting, start ups, and more nationwide. So I will be highlighting different candidates nationwide with all flavors of background.

My hope here is that you are reading this and if you feel like the candidate maybe a good fit for you , your team or someone in your network you can let me know and we can pay it forward.

We have to support each other. To quote Michael Arrington of TechCrunch, "Never underestimate the power of an introduction."

Vahid Behzadi
Executive Recruiter

Candidate Showcase:

VB: Tell us about yourself:

DG: I have a background of varied experience while being in architecture for over thirty-three years. When I started I was still in school learning architectural design and drawing after taking two years of mechanical engineering. The first place I worked while still going to school was a residential builder in Connecticut performing drafting and design for custom homes. Once out of school I was hired by an interior architectural firm in which we designed science laboratories, auditoriums, classrooms, and food service facilities with a heavy emphasis on educational projects (K through 12 and higher education). I have a broad range of experience throughout from architectural design, food service consultant, specification writer, and over the last eighteen years, construction administrator. The past five years I have been involved in running the construction services of large healthcare projects in Fort Worth, Texas including a full service medical / surgical hospital (107 beds and 12 operating rooms) and just recently assisting on the completion of the new Dallas Cowboys stadium.

VB: What is types of roles are you interested in finding?

DG: I would like to continue in the role of working for an architectural firm as their construction administrator. Included in this role would be the ability for me to continue with quality control of the contract documents before they are released for bidding and construction and carry it through the construction process.

VB: What are skills do you consider your strong points?

DG: My strongest point is the vast wealth of experience I have developed while performing construction services through the past eighteen years. I have been able to work closely with the owner and contractor to resolve any issues that come up during a project and have been able to avoid costly overruns by this.

VB: Where are you located?

DG: I am now located in the Dallas / Forth Worth metroplex region in Grand Prairie, Texas. I am willing to relocate temporarily depending on the project.

VB: Why would you be a good addition to a team?

DG: I can fill many gaps in a firm as needed when it comes to specification writing, quality control, and / or construction services. I have the experience of managing five CA staff in our Fort Worth office and can bring that to any firm that is looking into expanding into other markets. And I have the patience and time well spent as I mentored young staff while they were growing and learning about the processes of architecture and it ultimately making it to the field where the project is then built.

Dwight Germer, AIA

How To Get Noticed When Applying for Your Next Job

People always ask me how to get noticed when applying for a position. A fairly simple approach is usually the best. I will highlight my thoughts.

1. READ THE JOB AD AND DESCRIPTION: I will be the first to admit that I do not always notify candidates that are exact matches about openings that I have. But to be square with you, some of the time that is automated. I can't possibly go through every single resume I've ever received over the years to check for all the details on first pass, so I will trust the technology I have and trust you to let me know if you feel like you are a good match based on the descriptions I've posted or emailed.

That being said, PLEASE, read the description before apply. If you are close, then continue, but make sure you have the necessary skills asked for. Otherwise you may be wasting your time and the last thing I want to do is waste your time. If it’s not a fit, a really simple thing to do would be just hit delete.

2. Resumes, Resumes, Resumes: So you hear recruiters say target your resume. This is a good idea. You can have 2-3 different resumes (hands-on, management, etc) on file and just tweak them for the jobs you apply to. If you don't you maybe a great person for the position and we could miss you. It takes a few minutes of extra work on your side, but can add to your search efforts.

3. How to tweak: Read the job description. Find what matches your past during your career experience and highlight those skills in your resume. (via bullet points, job responsibilities section, skills section, etc). Trust me, this helps.

I know these can be annoying and feel like it’s not worth it. Good luck in your search.

Vahid Behzadi
Executive Recruiter

Why Hiring companies use a recruiter

Yesterday, I brought you some information on why its a good idea for you to use a recruiter as a candidate. Today, I wanted to bring you more on the same frame of thought. This time, from a hiring manager point of view.

When's the last time you responded to, or actively courted, the attention of a recruiter? When happily employed people get a call, they usually terminate it fairly quickly - because they're happily employed. Those who are unhappily employed respond if contacted but don't generally initiate it.

On the other hand, for unemployed people, a recruiting firm is usually the very first step in the process of locating a new job.

So why do so many wait until they're in a bind to turn to a person who can - free of charge - significantly broaden their options? It's because, aside from horror stories and the varying skill levels of recruiters, people just don't realize how many openings are handled by search firms.

A study by Coopers & Lybrand found that recruiters fill 64% of all vacant positions. That means only 36% are filled through advertisings and other sources. Here are a few reasons why companies use a search firm, and why you shouldn't wait until you're unemployed - and at a disadvantage - to be in contact with a recruiter.

1. Companies do not use recruiters as a "last resort": - Companies that have benefited from developing a relationship with a recruiter often pick up the phone to call their recruiter first and never post an opening anywhere else at all.

2. The company is targeting a specific person: It's highly unethical for a company to contact an employee who's working for a competitor. But they can call a recruiter to contact that person and find out if that person is open to making a change. This is only one reason why when you're contacted by a recruiter, you should listen.

3.The good ones are already taken: Companies know that using a recruiter expands their scope of potential candidates. They want to hire achievers, people who are happy with their current company and position and appreciated by their existing organization. These people aren't actively on the market. They aren't reading the want ads, and they aren't sitting home unemployed. There's a benefit to hiring people who are employed and open to change but not in dire straights: their priorities are more in line than those of the person who has been unemployed for a while and getting panicky as more and more money flows out of their bank account. Employed people are more objective and better able to make a decision about changing to a new company. The unemployed person eventually begins to make concessions about what's of value in their next job, because their priority becomes getting a job. Once they're employed again, reflection causes the person's original values to re-assert themselves. Suddenly their wonderful new job isn't so wonderful anymore.

4. Value-added services: Most companies appreciate the value-added services recruiters can provide. These not only include the ability to penetrate competitor companies, but a distinct access to people the companies wouldn't otherwise know about. A recruiter also sorts through resumes, and screens and interviews potential candidates, which is vastly time consuming for any hiring authority.

5. Confidential replacements: Did you accept a counter-offer with your current company? Your position could be listed with a search firm right now. Are maxing out your sick time? Your days there might be numbered. Had distinctly unfavorable job performance reviews? Better polish up your resume. Your job is open, and no one knows it but your boss ... and his recruiter.

If you aren't in control of your career, then your company is. Corporate restructuring, layoffs and downsizing are taking place with alarming frequency as companies tighten their belts and look hard at who is contributing and who isn't.

Sometimes it isn't even a matter of contribution. In those plushy carpeted, window offices, the top executives and board members comfortably decide whose heads will roll and for what reason.

Sometimes it's simply eliminating an entire department - and it has nothing to do with you, individually, at all. For instance, it's not uncommon for a new manager or president to come in and bring his own people with him.

A friend of mine began work in the corporate offices of a state-wide corporation right after we graduated. had statewide offices.. Over the years, she obtained her MBA and continued to rise through the ranks. For twenty-five years she was with this company.....until she was laid off a few months ago. She hadn't seen it coming. And she freaked out. It can happen that quickly, and it can happen to you.

If you want to stay in control of your career, develop a relationship with a few skilled and thorough recruiters in your industry. And when they call you, even though you're not actively looking, listen to what they have to say - because one day, they may be calling with your perfect job."

Source - http://ezinearticles.com/?Why-Hiring-Companies-Use-A-Recruiter&id=801200

10 Reasons to Use an Executive Recruiter as a Candidate

I will follow up on this later as to why its a good idea to use an executive recruiter as a hiring manager. But for today, lets talk candidate side.

So you are looking for your next move in your career. Well the folks at Steadfast Finances couldn't have said it any better!

"During my last year of graduate school, I (and many others like me) became the prime target of a band of ruthless, money hungry headhunters.

Not the kind trying to separate my head from my body, but the kind that wanted to make money from the knowledge stored in my brain. Naturally, I wanted to do the same thing considering I had spent all those years in college and I had student loans to repay.

Since our interests were mutually beneficial — me getting a job ASAP and them working like mad for a finder’s fee — I decided to work with them.

At first, I was skeptical about their efficacy, as well as if it was in my best interests having someone who I didn’t know calling up human resource managers telling them how awesome my skills were and how beneficial of an employee I would be. Hindsight being 20-20, those fears were incredibly unfounded considering a solid headhunter is often viewed as a strategic asset to a hiring manager, and their confidence in a potential “new hire” can be exactly what you need to set you apart from a stack of faceless resumes.

In my case, headhunters helped me land two different positions that I’m quite certain I would never have gotten (much less known about) without their assistance. They were that valuable!

Reasons you should use a headhunter/recruiter

1. A headhunter’s services are free for job seekers. Most headhunters are paid a percentage of your first year’s annual salary by the company who hires you. You do not pay a single cent.

2. Recruiters only get paid when you get hired. A recruiter’s number one goal is to get you hired. Until that happens, they don’t get paid. So they will do their very best to educate you, prepare you, and coach you through all aspects of the interview and hiring process.

3. Minimal time investment on your part. You will only be required to invest a small amount of time to get a headhunter working on your behalf. Perhaps a twenty minute phone conversation to get them acquainted with your skills, relocation preferences, and a general “get to know you” conversation.

4. Let someone do the leg work for you. Instead of randomly applying to every job posting on Careerbuilder.com, allow someone else to do all of that for you. Headhunters will likely know the human resources managers and/or hiring managers directly, so instead of being another faceless resume in a stack of eager applicants, give the recruiter the chance to sell your skills directly to the people making the hiring decisions. Let them become your cheerleader!

5. Good recruiters have a ton of industry contacts. If you work with a seasoned recruiter, or one that works within a recruiting agency, they will know dozens (hopefully hundreds) of hiring managers who work within your field. If you don’t get the first position you interviewed for, they will likely have a few more in mind or know of several more that will open up in the future.

6. Headhunters can get you a higher salary. If you’re lacking in negotiating skills or fearful of asking for more money, a headhunter can be a great middleman. Not only does his paycheck get bigger, but he probably knows exactly how far to push your potential employer in terms of your compensation.

7. A recruiter can help you improve your interview skills. It’s in a recruiter’s best interest that you get hired, and they will probably know the types of questions you will face in an upcoming interview. Anyone can answer the “Where do you see yourself in five years?” question, but they will likely know specific questions your interviewers will ask once you get on site. Think of it like knowing the exam questions prior to taking the exam.

8. Headhunters have access to unpublished or hidden jobs. There are a few companies who prefer to keep some of their prized job openings out of view to the general public. They do this various reasons, but if you don’t have access to these jobs or know they exist, you certainly can’t interview for them. Having a headhunter with access to these jobs is probably one of the few ways you can get access to these jobs.

9. Confidentiality can be crucial. In the new world of social media, it’s not a far fetched possibility that your current employer could find out your searching for a new gig if you’ve posted your resume to every jobs board on the web. In a perfect world, your current employer wouldn’t take it as a negative, but it could certainly lead to some awkward moments in the elevator or some animosity down the road. No reason to burn bridges unless absolutely necessary.

10. Recruiters share information with other recruiters. Some recruiters often trade information for the good of themselves, or for their company. So if one recruiter might not have the perfect job for you, another contact or team member might. Since the first objective is to get you a job, all parties win in the end.

As you can probably guess, I’m highly in favor of using a recruiter to complement your job search regardless if you’re a 20s something college grad or a 20 year industry veteran. Their networking ability and expertise is far too valuable to ignore.

From my own experiences, I received a 15% to 20% salary increase each time I used them and I never went into an interview without being extremely well prepared. They are, in my humble opinion, a must have in any job search."

Source: http://steadfastfinances.com/blog/2009/08/26/10-benefits-of-using-a-headhunterrecruiter/

Vahid Behzadi
Executive Recruiter

Templates and Resume Writing

I love templates. They can save you time and the headache of having to reinvent the wheel. I get tons of resumes that were constructed using the same template from MS Word. No problems with that at all.

But if you are in a serious job hunt and you are a good candidate for a position, please make sure you double check your work. I get at least 1-2 resumes a day that still contain template fields.

That is just bad form. I want to make sure you are getting the best shot at the jobs you want. Take your time and double check your work.

Good luck.

Vahid Behzadi
Executive Recruiter

Bad Business Practices by StartUps and Candidates

Startups, Social Networking and Talent Acquisition:
I've worked with a number of startups during my career. Good ones, great ones, and every now and then a bad start up. As a recruiter part of my job is building relationships with candidates and companies. I know talent that you can't find and where to find them. It was said that social networking is a great resource for companies, especially start ups or smaller companies with limited budget for recruiting and staffing. And if you manage your networks right you can probably find some pretty good talent. But not everyone you want is out floating around the web. So when you have something specific or very specialized you will find that a recruiter can find you something that you can't always find yourself.

Recruiting in Action:
I just started working with a technology company that has had a software developer role open for a year. So they've approached us with finding a person that suits their needs and within two weeks we had 3 people they wanted to hire, none of whom were available in the market, on the job boards, or via social networks. :)

Bad Startup, bad:
Every now and then, however, we run into people who believe they can be slicksters in the talent acquisition game. I had a company that recently hired a candidate that I'd referred. They made a low ball offer to the candidate I'd referral and dumped the candidate after a month. The candidate took the job and didn't talk to me about it before hand. The candidate ended up taking a 20k pay cut and the client figured they'd gotten a great person without paying a fee!

First of all its just bad business practices. You don't want to be the people in your community who establish yourselves as a shady to work with bad business practices. Secondly, my advise to candidates who are looking for employment, if you are getting nickel and dimed, you may want to think about taking a job with a company. Its a huge red flag so just be aware. If they are doing this to you they are probably doing this to everyone else. Third, since the candidate took the offer without consulting with me about it, there was nothing that I could do to support them as they tried to deal with daily issues as they arose at work.

Class Acts:
The start up companies that have the most are the ones who endear themselves to talent in the area. Facebook, Google, and Apple don't have to do a lot of hunting because they treat their employees, vendors and customers with the class. Consistently these companies are able to attract the top talent, locally and globally.

Furthermore, backdoor hiring is basically stealing. If you are establishing yourself as a company that engages in these types of practices, believe me you leave a bad mark on your name and tarnish your company and reputation.

Before you engage in these kinds of shady practices remember one thing - If you aren't a client, then you are probably a source for talent. Headhunting and tweeting for talent are not the same thing.

Vahid Behzadi
Executive Recruiter

Contract JOBS vs Full Time EMPLOYMENT

So I run into this almost daily. I work mostly with candidates who are looking for full time work. Sometimes, the candidate comes from long and extensive background full of contract assignments. That really shouldn't be a big deal but we run into big hurdles with this all the time.

Hiring Managers:
- Usually want someone with stable work experience and demonstrated track record of stability. Contracting can often give HR, Recruiters, or Hiring managers the perception that you are a floater. So you (and I) have to come up with ways of addressing this.

Sometimes, hiring managers themselves are contractors, but there is often no loss of cognitive dissonance here. Don't ask me why, just remember that when you are in a position of hiring next time.

Candidate side:
- You've been contacting and making good money, maybe too good money. You now want to move to something more stable (or stop hunting that next 3 month gig). Have you been spoiled in your last role(s)? Are you taking the current state of the market into account during your search? If you don't yourself to honestly evaluate these questions, then you may waste your time, my time and miss out on some really good opportunities.

1099 v W2:
- Getting a rate at X dollar per hour on 1099 and X on W2 are not the same thing. You've got to factor in the cost of taxes, health care for you and your family, and more. Do this. Do this now. Do this again tomorrow and once more next week. Come up with numbers that make sense for you, then talk to me. If you tell me something, I will likely get you want you want. But don't change on me at the end. If you tell me you want 100k and I get you an offer at 100k and you really wanted 110k, then I am not a happy recruiter and you are not a happy candidate.

At the end of the day the important thing for your recruiter to know is the truth. Remember, we are in this together. We build relationships for the long haul and we will probably work again in the future. Help me help you. Help you help me.

COER Values. Don't forget.

Vahid
Executive Recruiter