We’re looking for a talented front-end developer to join our global team of engineers. Right from the start you will be one of the primary developers building the next, cutting-edge iteration of our core product and platform. You must have strong hands on experience developing highly interactive and dynamic user interfaces for multi-platform applications with React, Javascript, HTML5 and CSS3.

Reporting to the CTO, the qualified candidate will work closely with product development and business leaders throughout the product development lifecycle to develop and test new and existing software solutions.

If you’re interested email your resume to apply@startwire.com!

REQUIRED EXPERIENCE

Junior to Senior Level Candidates will be considered
Bachelor’s degree or equivalent work experience
Demonstrated experience with React and state management with Redux
Experience building responsive web applications
Experience interacting and optimizing front-end UI when working with large sets of API-provided data
Experience working in an agile development environment
Excellent written and verbal communication skills to effectively communicate technical issues to non-technical and management groups
Ability to work on multiple projects in a fast-paced environment
Problem-solving and troubleshooting skills
HTML5
CSS3
ECMAScript 6 (ES6)

PREFERRED SKILLS

Working knowledge and understanding of Angular
Knowledge in other programming languages like Ruby
Experience and familiarity building progressive web apps
Understanding of relational and NOSQL databases
Experience working with AWS
Experience working with Express and NodeJS
Experience writing technical design documentation
Experience designing front-end UI a plus

Must be authorized to work in the U.S. Sponsorship opportunities are not available.

Location: Atlanta, GA or New York / New Jersey preferred. Telecommuting is available for the right candidate.

Salesforce is #1 for 2017 best places to work

Job seekers spend a lot of time thinking about what employers would be willing to hire them, but it is important to consider both sides. Would you enjoy working for the companies you are applying to?

To help job seekers make that important decision, Indeed released its list of the Best Places to Work in 2017. They based their listing on employee reviews shared on Indeed. The biggest factor? Company culture. Employees respond to companies with a strong, positive company culture centered around a shared goal. Check out the top 10 below:

 

Top 10 Employers 2017

1. Salesforce (search salesforce jobs)
2. Southwest Airlines (search southwest jobs)
3. JetBlue Airways Corporation (search jet blue jobs)
4. Facebook (search facebook jobs)
5. Google (search google jobs)
6. CenterPoint Energy (search centerpoint jobs)
7. DTE Energy (search dte jobs)
8. NIKE* (search nike jobs)
8. Apple* (search apple jobs)
10. The Walt Disney Company (search disney jobs)
*indicates a tie

Read more about it this list on Indeed.

New Solution from Recruiting Technology Leader Populates Talent Communities with Opted-In Job Candidates

LEBANON, NH–(Marketwired – Apr 5, 2017) – StartWire, America’s number one job search organizer, today announced the release of Talent Community Xcelerator. Designed for organizations with existing talent communities or candidate relationship marketing programs, StartWire Talent Community Xcelerator creates a new acquisition channel for targeted candidate leads by integrating the employer’s opt-in with StartWire’s registration process.

StartWire is already used by more than 11 million job seekers. The award-winning free service has been lauded for advancing the candidate experience by providing them with automatic status updates from thousands of employers regarding their job applications.

With the launch of Talent Community Xcelerator, StartWire enhances its employer-side tools. Talent communities are major investments in time and money and are often only promoted on the employer’s owned assets such as the career site and social media channels. Now, organizations can leverage Talent Community Xcelerator to target job seekers by location, occupation, education or salary, and offer an easy way to join the employer’s talent community with just one click. This approach presents a win-win for everyone, as job seekers get connected to employers they are interested in, and employers increase the reach and value of their talent communities.

CRM and talent community software providers can also partner with StartWire to offer Talent Community Xcelerator to their clients who may be looking for additional ways to grow their candidate databases. Talent Community Xcelerator can easily be integrated into most platforms and provides another tool for technology vendors to improve the ROI of their software and deepen relationships with their clients.

StartWire president Andrew Katz commented, “StartWire’s unique registration process allows us to interact with candidates who are interested in learning about new opportunities. With StartWire Talent Community Xcelerator, employers can detail the skills they anticipate needing for current and future openings — from warehouse workers to electrical engineers and every discipline in between — and receive only those candidates matching their criteria.” He continued, “StartWire has earned the trust of candidates and employers alike through our continual communications to confirm alignment.”

Heading StartWire Talent Community Xcelerator is Harold Levy, vice president, Business Development. Levy has more than 30 years of recruitment marketing experience, having held executive roles at TMP Worldwide, Bernard Hodes/Omnicom, Bayard and Korn Ferry. Given his expertise, Levy is able to guide StartWire clients’ talent community acquisition strategies and ensure measurable results.

Levy shared, “StartWire Talent Community Xcelerator solution addresses the requirements of multiple audiences: the candidates who want to learn about relevant openings; the employers that need to build communities of qualified candidates; and other vendors — such as CRM and TRM providers — seeking high quality data services to augment their technology solutions.”

To learn more about StartWire Talent Community Xcelerator, please contact Harold Levy by emailing harold.levy@startdatelabs.com.

About StartWire
StartWire is America’s number one job search organizer with more than 11 million members. Job seekers across the U.S. turn to StartWire to close the “resume black hole” by receiving automatic status updates from thousands of employers. Since its inception, StartWire has received rave reviews and coverage in US News & World Report, The Wall Street Journal, CNN, TechCrunch, Mashable, ERE, and Human Resource Executive. StartWire is headquartered near Dartmouth College in Lebanon, NH. For more information, visit https://www.startwire.com.

Email Marketing Manager
Location: New York/New Jersey area

 

The Email Marketing Manager job will drive all facets of the StartWire’s Email Marketing program from conception through creation to launch and post campaign analysis and optimization.  You will work in a team environment to execute daily and ad hoc email deployments with an overall goal of driving revenue and user acquisition.

The ideal candidate will have an accomplished history of executing & optimizing email campaigns, will be analytics driven and be an expert in adhering to CAN-SPAM laws with a goal of  maintaining the organization’s stellar reputation. You will be responsible for creating and maintaining engaging email template designs as well as coding responsive HTML.

 

Additional responsibilities include:

• Developing new communication strategies to optimize our email program.
• Overseeing list segmentation strategies to increase engagement and retention and to get the  right message to the right person at the right time.
• Managing and implementing an e-mail marketing calendar.
• Pro-actively identifying and implementing opportunities for program and process improvements.
• Optimizing existing campaigns with frequent multi-variant A/B testing of subject lines, click thru, time of send, & content.
• Daily tracking, analyzing and reporting on email campaign results including audience, content, messaging, creative, deliverability, open rates, click through rates, conversion as well subscriber list growth and health.

 

Desired Skills and Experience

• Bachelor’s degree in Marketing or similar field
• At least 2-4 years of Email Marketing/ Digital Marketing experience.
• 2-4 years experience creating and launching email campaigns using a leading ESP (SendGrid preferred)
• 2+ years experience coding in responsive email HTML development.
• 2+ years graphic design experience
• Collaborative spirit with the ability to work with all levels of management as well as various  internal/external teams.
• Proficiency in Excel (including creating Pivot Tables/formulas), Word and PowerPoint.
• Familiarity with CRM or some other form or database management.
• Experience with A/B testing.
• Ability to multitask and balance an intense attention to detail with swift execution.
• Experience with analytics tools such as Google Analytics.
• A go-getter with the ability to make an impact

 

We offer a competitive compensation package along with a great work environment. For immediate consideration for this job, please email your resume to Rockstars@startdatelabs.com

 

 

About StartWire

 

 

I’m tired of the job search. Nothing is working. This job search is taking too long.

Are these your thoughts? Unwilling unemployment is stressful, tiring, and discouraging. For those struggling with long-term unemployment, here are some tips that can help you change your job search tactic and outlook.

1. Choose a functional resume over a chronological one.

This type of resume takes the focus out of the years you’ve worked and instead puts the focus on relevant skill sets. For example, if the position is looking for someone with strong writing experience, a functional resume will list “Writing/Editing Content” at the top of the resume. Then all work experience related to writing will follow. This type of resume takes the focus away from years worked and instead addresses how your skills match the prospective position. To view a sample of both functional and chronological resumes, here’s a guide on resume construction.

2. Fill in those unemployment gaps with activity.

It’s important to show that you’ve been actively pursuing other ventures and strengthening your skills during your time of unemployment. Find yourself a project to get involved in, whether it be a charity you’re interested in or a non-profit company that’s looking for volunteers.

Do something that shows you are self-employed and assertive. This can help fill in those resume gaps and show employers that you’ve been productive with your time, giving them the assurance that you can smoothly transition from your current project to the ones within the new role.

3. Don’t over explain.

If employers ask about your unemployment, keep it short and simple. Over-explaining tends to give away more information than necessary. You want to address the employer’s question on your unemployment, but the key is to take the conversation away from the past and bring it to the future. To do this, talk about projects you’ve been involved in, then link that to how skills acquired from the project can transition to fit your new role.

4. Strive for efficiency. Quality over quantity.

Don’t apply to any available job listing, thinking that casting a wide net will cause one of them to eventually bite. This is wasting precious time and resources. Instead, use your resources to apply for targeted job listings. The general rule of thumb is, if you meet 70% of the job description, apply.

5. Pitch yourself to old employers.

Your old employers are the ones who may know your background and work style better than new ones. If you left the company on a good note, it’s okay and can be strategic to just go back to that company and ask for a contract or freelance position. Frame it in a way that shows your expert knowledge of the company and use your previous experience working there as leverage to market yourself as a safe hire. Most companies see newer candidates as risky investments because they lack familiarity in the candidate and their overall work ethic. However, previous candidates that have been successful, but let go due to budget constraints, may be good investments for contract or freelance openings.

6. Change your outlook

Don’t blame yourself and don’t be discouraged. Being long-term unemployed can be stressful, but this stress fuels a vicious cycle where you enter an interview feeling stressed and anxious to get the job. Employers pick up on this anxiety and therefore, become less likely to hire you. Clear your mind, stay positive, and learn how to manage job search frustration. Look within your community and join a job group with people in your similar situation. You might be surprised to find that this can be a great space of mutual support and advice sharing.

Q: How do I answer when I’m asked about my salary preferences?

A: This question is tricky because answer too high and you’ll seem too expensive of a candidate. Answer too low and you’re effectively selling yourself short.

Before you go into any interview, whether it be through phone or in person, make sure you perform a quick research of the position you’re interviewing for. Check your salary estimates using sites such as glassdoor.com, salary.com or payscale.com. Unfortunately, not all of these are accurate based on the level of experience you have and the importance of your skills relative to that company, so be sure not to base your salary entirely on these estimates. However, definitely use these sites as a good reference point.

Next, always answer this question as a range. For example, saying that your salary expectations are 40,000 to 50,000 broadens your chances of answering within the range that the employer is willing to offer. Be prepared to receive an offer towards the lower side of your range. If this is not something you’re willing to accept, don’t say that lower range just for the purpose of having a range.

If possible, deflect the question if you are at an early stage of the interview. Put the focus on understanding the job requirements instead by saying, I’d love to learn more about this job’s requirements and how well I meet these needs before discussing salary. Another approach is to try and ask them what kind of range they’re offering instead. Say, I’m sure you’ve budgeted a salary range for this position and I’m certain we’ll reach an agreement if I am your preferred candidate. What is this budgeted range?

Finally, make sure you practice answering this question. Money talks are always sensitive subjects, so to prevent yourself from choking up during the interview, practice before hand.

To brush up on other interview related skills, read on for some more interviewing tips!

 

 

 

 

 

 

 

 

 

 

 

 

 

Q: How can I figure out the company culture and whether it’s a right fit for me?

A: To best tell a company’s culture, ask questions. During the interview, play detective and search for attributes that would be a good cultural fit for you.

First, figure out the elements that would help you succeed in a company. Do you prefer a culture that is highly social where co-workers spend time together inside and outside of the office? Or do you perform better in an environment where there is quiet space for you to focus entirely on work? Do you like working in a highly individualistic and competitive environment or do you prefer one that is more collaborative with group decisions? Understanding what you prefer is the first step to identifying a specific company’s unique culture.

Once you understand your side of the equation, start to investigate your prospective company’s with questions that help uncover culture:

1) How often are decisions made in group settings?

2) How often do people collaborate in team projects?/ How often does the staff meet?

3) What attributes would make me successful in this work environment?

4) How would you describe your company culture in 3 words?

5) Who are your mentors?

6) What ways do employers achieve work life balance?

7) What activities or sponsorships do the company hold?

8) How is performance feedback given to employees?

 Make simple observations of your setting during the interview as well. Take a look at your surroundings and observe the dress code. Are people dressed in business professional attire or casual clothing? Do you see any family photos? Take a look at the makeup of your co-workers. Does your employer value diversity?

Other ways to discover a company’s culture is through social media! Take a look at the company’s Facebook or Twitter pages. There might be pictures posted about social events or casual Fridays.

Have more questions? Read on for tips on how to answer the salary question during an interview, best times of day to schedule an interview, and more.

 

The gig economy is defining jobs today.

The gig economy–if you’ve had your ear to the ground s at any point in the past few years, you may have heard the term bandied about. Those in consulting or creative fields may be nodding your heads, but the concept is still new to many.

“Now,” say the non-musicians among you, “why would I be interested in gigs?”

In many cases, the gig economy is mediated by mobile technology, especially smartphone apps and intelligent websites that match you to gigs based on your preferences. Freelancing is the name of the game–for example, an Uber driver is an independent contractor using the app.

What Does it Mean for You?

Freelancers are nothing new, but the gig economy makes it easier than ever to be one yourself. The gig economy allows you to be flexible. Whether you want to supplement your income or tide yourself over while continuing your search for more stable employment, there’s something for everyone. A key feature of a gig job is the ability to define your own hours. An Uber driver picks up fares until they’re satisfied, which allows them to slot it in to any busy schedule.

Some people take so well to the gig economy that it ends up becoming their primary source of income. For self-starters and independent spirits, it’s a godsend. These people have diverse streams of income and have wide skill sets. Some apps, like the Bay Area-based Josephine, are for those with a passion about the gig. Josephine is for your inner chef, allowing you to share your passion with others.

For those who are between traditional employment, the gig economy presents a safety cushion that has not been available in the past. With the overall higher quality of the gigs, and the flexibility described above, it can make the time between jobs a little less stressful.

Still others add to their existing income with gigs, keeping their streams of income flowing from many different rivers. Even if you’re employed already, the opt-in nature of gigs can add to income from traditional sources. There’s no wrong way to take advantage of the gig economy!

Some noteworthy examples of the gig economy:

AirBnb

Caviar

Fiverr

Luxe

Lyft

Swifto

Uber

Upwork

Hiring and firing is tied to social media

Are you aware that your outplacement strategy and how you treat your exiting employees are being played out for all the world to see–or should I say read?

I’m not only talking about the Fortune 500 companies. If you have even one employee, there’s a good chance your business is getting buzz on social media. Between blogs and 140 character tweets, former employees are announcing to the world how you treated–or mistreated–them during a reduction.

I’m always trying to find sites you may not have on your radar. Check out TheLayoff.com. It’s been around since 2009. Their tagline is “News, personal experiences, rumors and speculations about layoffs at your company”.  Like the rest of the internet, they welcome the anonymous post. Here is the link to the latest posts – TheLayoff.com.

So what can you do? In some cases, nothing.  Others would say, hire an expensive brand marketing company.

My suggestion is simple. First, get to know these sites. Go beyond Twitter and Facebook. Ask your recruiters to ask potential candidates what sites they used to learn about your corporate culture. Then research them to understand what current and former employees are saying. If possible, set up an alert to be notified when your company is mentioned.

Second, come up with a plan to combat the negativity. What can you do at the grassroots level? Communication usually tops the list. Being transparent and understanding of your former employees will not only soothe them, but establish your business as one that cares.

Your outplacement strategy will play a big part in your hiring strategy when it comes to social media. So remember, how you treat your exiting employees not only impacts them, the remaining employees but also your reputation for potential hires for years to come.

 

 

 

 

 

 

 

 

I don’t know about you, but my pockets are feeling a little barren after the holiday season. With the new year, I’ve resolved to be a little more frugal. Instead of springing for a pricy record, I’ve been enjoying the bevy of free music streaming services out there, like Spotify and Pandora. As a consumer, I love free. Free is great.

Why is it then, that in B2B, “free” feels like a swear word to some? There’s a perception that freebies can somehow cheapen a brand, or make a seller look desperate.

Disrupting the market in recent years is the notion that services can be free–no strings attached. Professional caliber services are available for a variety of needs, from taxes to payroll to outplacement. Often, they have the option to upgrade, a model known as “freemium”.

While its effects are apparent in today’s marketplace, the concept of freemium isn’t new. Freemium is great because it allows companies to share their product with consumers and build a rapport that translates into mutual benefit. Companies get the word-of-mouth endorsement and the consumer gets a great product for a song.

TurboTax is one such service, offering tax services for free to over 60 million Americans. In a market of wary consumers, this may seem too good to be true–a concern addressed in this amusing TurboTax ad featuring theoretical physicist Michio Kaku. The freemium model works great for this service–accessible to anyone with an internet connection, and offering more advanced services as the consumer needs it.

In the human resources space, the free version of Zenefits operates as an all-in-one platform for payroll, human resources, and benefits. As a paid product, Zenefits is a modular and plays nice with other such services. The model here works in that it scales–most businesses can make use of the the free option, especially smaller ones. Larger organizations and “power users” can scale into Zenefits Pro to suit their needs.

StartWire for Employers operates using a model much like Zenefits–we offer a complete product, for free, up front. A variety of further premium services are available, such as social media profile rewrites, but from the get-go you receive robust professional-caliber services at no cost.

Like Zenefits, StartWire for Employers proves that one doesn’t have to pay a lot to get a lot.

In all three cases, these products are intended to disrupt their respective markets and empower business and consumer alike. By offering flexible products and redefining business models, they stand poised to revolutionize their fields.

When services like these are free, everyone wins–the consumers receive a great product for free, the companies build a business model on a foundation of trust, and the nature of a traditional field changes.

To learn more about StartWire for Employers read our Press Release.