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Finn Partners Names Allison Manus Director of Human Resources & Talent

Finn Partners Names Allison Manus Director of Human Resources & Talent »

NEW YORK, March 21, 2012 /PRNewswire/ — Finn Partners, a Ruder Finn Group company, today announced that Allison Manus has been named director of Human Resources, working across the company’s network of offices.

In the position, Manus is leading the agency’s Best Places to Work initiatives, and oversees all activities for: firm-wide recruiting; implementation of company policies and guidelines; workplace culture and employee communications. Manus has already been hard at work partnering with team members to create FINNstitute, the new Finn Partners talent development and training program for both students and college graduates. FINNstitute launches this summer.

She has previously held professional positions with Donna Karan New York, Harper Collins Publishers and the advertising agency LLNS (formerly LyonHeart).

“We are committed to fostering top talent and a culture that will make Finn Partners one of the best places to work in our industry, and I believe Allison is the right person to lead us on this mission,” said Peter Finn, founding partner, Finn Partners. “We are in a period of rapid growth and exciting change, and Allison’s experience in professional services and distributed work environments will serve us well.”

Manus earned her Bachelor’s Degree from Barnard College of Columbia University, and her Master’s Degree in Social Organizational Psychology from Teachers College, Columbia University. She is a frequent speaker on human resource issues and career development

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Mock Interview Madness Hosted by INTERVIEWSTREAM

Mock Interview Madness Hosted by INTERVIEWSTREAM »

Bethlehem, PA (PRWEB) March 21, 2012 InterviewStream, the pioneer in video interviews, announced the Top 64 schools that made the cut in the first annual Mock Interview Madness competition in order to highlight the adoption and usage of their product. The school, with the most completed video interviews in March, will receive a flat screen TV for their career center.

First round seeding is based on total number of completed video interviews since the start of the school season (2011-2012). Schools will be reseeded after each round and the next round published will be the Sweet 16. All schools will be eligible to make the next cut based on the total number of practice interviews they complete in March. Campuses are encouraged to engage their students in the competition by promoting video interviewing via popular social media outlets to issue a full court press and practice, practice, practice – interviewing, that is.

Undergraduate and graduate students around the globe use InterviewStream’s video interviewing platform for soft skills preparation and practice interviewing and receive vital feedback from peers and mentors. InterviewStream serves more than 400 campuses including 21 of the top 25 MBA programs, and the volume of completed video interviews has increased on campuses by 66% in the last year alone.

Being an avid sports fan, CEO Randy Bitting thought this was a fun way to promote a little healthy intellectual competition along with highlighting how critical it is for students to prepare for both in-person and video interviews with employers. Bitting said, “We wanted to acknowledge students, professors, and career counselors for their outstanding adoption and usage of our product. We see our product being used in innovative ways to teach students the value of practice interviewing. The more prepared a student is for their interview, the better chance they will have of landing their first big job offer.”

Read Mock Interview Madness Hosted by INTERVIEWSTREAM now »

Medical Staffing Network Announces Sale of HomeCare Division to Epic Health Services

Medical Staffing Network Announces Sale of HomeCare Division to Epic Health Services »

BOCA RATON, Fla., Mar 20, 2012 (BUSINESS WIRE) — Medical Staffing Network Healthcare, LLC (MSN), one of the nation’s largest healthcare workforce solutions companies, today announced it has completed the sale of its MSN HomeCare division to Epic Health Services of Dallas, Texas. This sale is part of the company’s strategic plan to focus on its core competencies that include services to acute and non-acute healthcare organizations.

“The sale of MSN HomeCare enables our company to make further investments in the innovative workforce management solutions that MSN has become known for,” said Medical Staffing Network Chairman and CEO Bob Bunker. “Our clients need a strategic partner that understands the dynamics of the workplace, has an understanding of labor management and workforce optimization, and can provide real solutions that lower costs.

“While it is hard to let go of an extremely successful division and its employees, I am confident that the choice of Epic Health Services meets our goal to find a suitable organization that holds the same core values as MSN, allowing the best opportunity for our vision to continue.”

Along with a newly formed sales team, MSN is now better positioned to leverage its entire sales and operations staff to meet the workforce management needs of its clients. This, coupled with MSN’s upgraded technology, gives healthcare organizations more options than ever before to efficiently and cost effectively meet their unique needs.

John C. Garbarino, President and Chief Executive Officer of Epic stated, “We are pleased to have such a strong group of clinicians and client service staff joining the Epic team. We pride ourselves on providing the highest quality care and extraordinary service to our clients. MSN HomeCare has certainly adhered to these values and their clients will continue to receive the very best care as they become part of the Epic family.”

Nexus Health Capital served as exclusive investment banking advisor to MSN in the transaction. The sale will help to elevate Epic Health Services to the largest provider of high quality pediatric home health care in the state of Texas.

Further information about MSN Healthcare is available at www.msnhealth.com , and for more about Epic Health Services, visit www.epichealthservices.com

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TheLadders Reveals That Job Seekers Have Six Seconds To Succeed

TheLadders Reveals That Job Seekers Have Six Seconds To Succeed »

NEW YORK, March 21, 2012 /PRNewswire/ — According to a new study announced today by TheLadders, the most comprehensive job-matching service for career-driven professionals, recruiters spend just six seconds reviewing a resume before deciding if the candidate is a good fit. Despite most recruiters self-reporting that they spend at least four minutes reviewing a resume, the results revealed that they devote only a fraction of that time. Assessing dozens of professional recruiters during a 10-week period, the first formal, quantitative study of recruiters’ on-the-job behavior is available for download at TheLadders Blog.

“We knew that the resume is obviously the cornerstone of the job-search process, but we wanted to really understand and facilitate the most meaningful connections between recruiters and job seekers,” said Alex Douzet, Chief Operating Officer and Co-founder of TheLadders. “Our groundbreaking eye-tracking study provides valuable insight around a fundamental question: ‘How do recruiters and hiring managers actually make decisions about candidates?’ Now that we know, we can more efficiently and effectively help our more-than 5 million members find the right match.”

The findings provided specific data regarding the following:

– Individual resumes and online profile details, viewed by participating recruiters
– Specific items that captured recruiters’ attention during reviews
– How long recruiters spent viewing each item
– How quickly their eyes moved from item to item
– What content was overlooked

Using “eye tracking,” a scientific technique that implements technology to analyze where and how-long a person focuses when digesting information, TheLadders recorded recruiter behavior as they viewed online profiles, different types of resumes, and other forms of candidate information. One part of the study — “gaze tracking” technology — showed that recruiters spent almost 80% of their resume-review time on the following data points, respectively: name, current title/company, previous title/company, previous position’s start and end dates, current position’s start and end dates, and education.

On an ongoing basis, TheLadders conducts primary user-experience research and analyzes quantitative data provided by its more-than 5 million members to educate the company about current behavioral trends in the job-search process. TheLadders uses this research to gain valuable insights, which it uses to improve the customer experience and provide expert advice to the marketplace. The whitepaper detailing the eye-tracking study, including gaze-tracking and heat-map images, can be downloaded at TheLadders Blog.

Read TheLadders Reveals That Job Seekers Have Six Seconds To Succeed now »

Tradewind Recruitment Offers Cash Incentive for Good Referrals

Tradewind Recruitment Offers Cash Incentive for Good Referrals »

London, UK (PRWEB) March 20, 2012 The unprecedented growth that Tradewind Recruitment has experienced in recent years greatly confirms its status as the finest and largest recruitment agency for teachers, teaching assistants and support staff to schools, colleges and nurses in the United Kingdom and in Australasia. Its business has really been thriving, so much so that it now offers bonuses to people who refer any teacher, support staff or social worker to the Tradewind staff.

Company CEO Justin James invites, “We’re always looking for new candidates. Receive £100 cash for any Teachers or Social Workers you refer to us. Call now for details.” People may also learn more by clicking the “Refer a Friend” option at the upper right hand of the website. The page to which it leads has the necessary fields to be filled out to make an actual referral. Through this commission process, some referrers may earn even up to £1000 in a school year. Those who refer a teaching assistant or support staff will receive £80 cash once their referrals have worked 10 days. Conditions apply, of course, and these may change anytime without notice. The agency’s consultants can furnish those interested with further information.

“As one of the leading UK teaching agencies on the London Preferred Supplier List, and holders of the DfE Quality Mark, our consultants are committed to finding you the best jobs possible,” states James, adding, “With top rates of pay and the highest standard of customer service at the cornerstone of our beliefs, Tradewind should be your only point of call when looking for a new role.”

James refers to the DfE (Department for Education) Quality Mark, which is the only recognized accreditation for teacher supply agencies. Tradewind was recently reaccredited with it for the 8th consecutive year, garnering the agency a 100% score in the process.

Some of the many benefits of working for Tradewind include further personal and professional development through the exciting training courses offered by the agency, most of which are free of charge; a free resource center with Internet access and an online handbook for all the candidates; a guaranteed pay scheme (in the event that the candidate contracted to work solely for Tradewind is not found a post, he or she will still be paid by the agency); and dedicated professional consultants trained to help candidates find the ideal role or whatever it is that they are looking for.

Tradewind has been in existence since 2001. Through the years, it has established its reputation as a trusted and reliable recruitment agency, serving both those interested in teaching in the UK or Australia and the schools that hire them.

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Tatum Survey of Financial Executives Shows U.S. Recovery Back on Track

Tatum Survey of Financial Executives Shows U.S. Recovery Back on Track »

BOSTON, March 19, 2012 /PRNewswire via COMTEX/ — First quarter results from a recent survey of financial executives, conducted by professional services firm Tatum, reveals an overall improvement in business conditions, along with a positive shift in expectations for the second quarter. As of March 1, 39 percent of executives reported improving business conditions, as opposed to the 33 percent that stated improvements in February, and 32 percent in January.

The latest report continues an optimistic trend that began back in November of 2011. The results have not been this encouraging for almost a year.

“After three years of fiscal and monetary stimuli, our survey suggests that the economy is moving in a more positive direction,” said Sam Norwood, senior partner and editor of the Tatum Survey. “The theme we see this month is that the uncertainly around a broadening economic recovery seems to be dissipating. For the fifth consecutive month, respondents reported improving business conditions over the prior 30 days.”

The Tatum Survey of Business Conditions examines key indicators such as hiring and capital expenditures and looks at both the past 30 days and expectations for the upcoming 60 days. Results in the first quarter showed:

Tepid but positive gains in new commitments to capital expenditures

Modest employment gains, with more hiring increases expected

Continued improvement in financing conditions

Increase in order backlogs, with a significant increase expected

“The survey, which is a snapshot of the business climate throughout a broad base of industries and companies across the country, indicates that despite global economic uncertainty, the US business conditions have not only stabilized, they are getting better,” said Norwood.

About the Survey of Business Conditions

Each month since 2001 Tatum takes a survey of its executives and consulting professionals nationwide to gain insight on the U.S. business climate. The survey measures business conditions for the past 30 days and look ahead to the next 60 days, capturing opinions of CFOs, Controllers and CIOs in a broad base of industries across the country, offering a read on the pulse of the U.S. economy.

Read Tatum Survey of Financial Executives Shows U.S. Recovery Back on Track now »

How to Beat the Automated Resume Screening System and Get Hired

How to Beat the Automated Resume Screening System and Get Hired »

Toronto, Ontario, Canada (PRWEB) March 20, 2012 Job-hunters are frustrated by the automated screening systems being used by many employers. Their resumes are not getting through and not being reviewed by a human screener. Job hunters are being warned in the media and by countless job search experts about the low probability of success from relying on applying online through job boards or through employer web sites. According to an expert on applicant tracking systems (ATS), Jonathan Ciampi, President and Founder of Preptel Corporation, the average job applicant has a 4 to 5 percent chance of getting a “hit” from a computer selection process.

With these low odds what is a job seeker to do?
“It’s easy to get sucked-in to spending all your time “clicking and sending” your resume because it is easy to do and posted jobs hang there like low lying fruit, ripe and ready for the picking” said Paul Hill “the problem is the average job applicant, even though he knows all about playing the resume “keyword stuffing game”, he’s still not getting the results he expects from his online job application efforts.” Hill routinely advocates, on his Get Hired Fast Track series, the creation of a detailed job search plan, which includes a compelling online image, promotion of a clear message, and conducting targeted “Smart Search” using proven tactics to penetrate the hidden job market.

“It has been my experience that the average job seeker who does not have a job search coach in his corner falls back on applying online for jobs” said Hill “since this online-application approach is still such a prevalent trend, this week’s broadcast will examine ways of improving one’s resume selection chances by using the latest in resume “optimization technology.”

Read How to Beat the Automated Resume Screening System and Get Hired now »

SilkRoad Recruiting and Onboarding Solutions Selected by Milestone Technologies, Inc.

SilkRoad Recruiting and Onboarding Solutions Selected by Milestone Technologies, Inc. »

Chicago, IL (PRWEB) March 20, 2012 Milestone Technologies, Inc. (MILESTONE) has selected leading provider of social talent management solutions, SilkRoad technology, inc., to streamline its talent management processes. MILESTONE will be implementing SilkRoad’s OpenHire for recruiting management and applicant tracking as well as RedCarpet for onboarding management. Upon implementing SilkRoad’s OpenHire and RedCarpet, MILESTONE expects to realize a more than five percent return on investment in just the first year.

MILESTONE is an IT consulting business with a workforce operating in 30 countries around the globe. With many employees working remotely, the Company recognized that its previous talent management system was unable to scale to meet the needs of the growing business. To address this, MILESTONE selected SilkRoad’s intuitive, cloud-based offerings, which can be easily accessed by employees across the globe, anywhere, at any time.

“It was important to us to find not just a vendor with a good suite of software providing a superior and innovative experience, but also a business partner that supported our overall virtualization strategy. We found that partner in SilkRoad,” said Kasey Konkright, director, recruiting for MILESTONE. “We were looking for a solution that was easy for our managers to use, and at the same time allowed my team the ability to access the tools they need to do their jobs – anywhere, anytime, from any device. SilkRoad offered the best fit for what we wanted. Going forward, we can now attract and onboard the talent we need to keep up with growing demand for our services.”

Created to offer the finest employee experience, SilkRoad’s solutions reduce administrative burdens as well as time and money spent during talent management processes to drive employee engagement and business performance and agility. OpenHire offers easy-to-use applicant tracking software to help find qualified, quality candidates and deliver a positive candidate experience, while RedCarpet provides an efficient HR onboarding program, a task known to be especially challenging for virtual and global workforces.

“We understand the importance of centralizing talent management for companies such as MILESTONE,” said Flip Filipowski, chairman and CEO of SilkRoad. “Most of the Company’s personnel work remotely and our cloud-based solutions will supply MILESTONE’s global employee base with tools and resources that will empower and engage employees while driving high performance in the workplace.”

Read SilkRoad Recruiting and Onboarding Solutions Selected by Milestone Technologies, Inc. now »

Kforce Inc. Enters Into a Stock Purchase Agreement to Sell Its Clinical Research Business

Kforce Inc. Enters Into a Stock Purchase Agreement to Sell Its Clinical Research Business »

TAMPA, Fla., Mar 19, 2012 (GlobeNewswire via COMTEX) — Kforce Inc., a provider of professional staffing services and solutions, entered into a Stock Purchase Agreement (the “Agreement”) with inVentiv Health, Inc. (“inVentiv”) dated March 17, 2012 to sell all of the issued and outstanding shares of capital stock of Kforce Clinical Research, Inc. (“KCR”) for an aggregate purchase price of $50 million in cash. Kforce expects the transaction to close at the end of March, subject to customary closing conditions.

David Dunkel, Chairman and Chief Executive Officer of Kforce, said, “As a result of an extensive review of our business and the changing landscape in the pharmaceutical industry, we have decided to sell our Clinical Research business. Selling this division is a logical step for us as we continue to narrow our focus, streamline our business mix and concentrate our resources on our core service offerings. We are excited for our KCR team as they will now be part of an organization with a global presence and additional functional capabilities. We believe inVentiv will offer our KCR associates significant opportunities for professional growth.”

Joe Liberatore, Chief Financial Officer, commented, “The divestiture of KCR will reduce the operating complexities of Kforce. Continuing strong demand in our Tech and FA businesses should allow us to replace the lost revenue from KCR over the next twelve months. SG&A expenses will increase in the first quarter related to the transaction and a gain on the sale will be recorded. Net cash proceeds from the transaction will be used to reduce outstanding debt, repurchase our common stock, invest in our infrastructure and/or make strategic acquisitions. Further information will be provided regarding the sale and our future outlook upon consummation of the sale.”

Robert W. Baird and Company is acting as advisor to Kforce Inc. on this transaction.

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myStaffingPro Named to HRO Today’s Bakers Dozen List for Talent Management Software

myStaffingPro Named to HRO Today’s Bakers Dozen List for Talent Management Software »

(PRWEB) March 20, 2012 The applicant tracking system of HR Services Inc., myStaffingPro, has been ranked second overall and first in quality of service by HRO Today magazine in its Baker’s Dozen Customer Satisfaction Ratings for Talent Management Software. Known for their Baker’s Dozen lists, the results have become a standard for ranking the leading vendors in the industry. The vendors are ranked based on responses received from an online survey. Survey scores are then weighted amongst the size of deal, breadth of service, and customer satisfaction.

“Being ranked second overall on the Bakers Dozen list in Talent Management Software speaks to the excellence of our team, product, and service,” said Bob Schulte, president of HR Services Inc. “Our focus on applicant tracking concentrates our abilities and allows us to build a relationship with each of our customers. As noted in the results, our quality of service is number one. We truly believe that our consultative approach to building a relationship with our customers is what differentiates us in our crowded marketplace.”

Launched in 1999, the myStaffingPro applicant tracking suite provides technology that streamlines, simplifies, and drives the applicant workflow and hiring process. myStaffingPro is a comprehensive web-based applicant tracking system (ATS) that offers applicant tracking, candidate recruiting, and onboarding in a scalable, configurable solution. With more than 500 clients, myStaffingPro isn’t limited by industry, browser, or integration requirements; its SaaS model makes it accessible from anywhere and anytime and it offers unlimited integration capabilities into background checking, HRIS, learning and performance management systems.

Schulte added, “We would like to thank all of our customers for taking the time to complete the survey and for recognizing our efforts! Without them, none of this would be possible.”

Read myStaffingPro Named to HRO Today’s Bakers Dozen List for Talent Management Software now »

HR Strategies Announces Open House & Networking Event

HR Strategies Announces Open House & Networking Event »

Duluth, Georgia (PRWEB) March 15, 2012 HR Strategies is delighted to be hosting the open house and networking event as part of their ongoing rebranding initiative. The event, which is to be held on Thursday, March 22, 2012 at their Duluth location, will allow HR Strategies clients, prospects, and vendors to visit their operating facilities and enjoy lunch, as well as to get a true feel for the culture of the company and the occasion to visit with staff. In addition, the event will present a networking opportunity between attendees. Those attending the event will have the chance to showcase and promote their own businesses via promotional items, discounts, and other means. The company is hoping that through the open house and networking event they will be able to communicate a continued sense of harmony with their clients, worksite employees, partners, and associates.

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Cerius Interim Executive Solutions CEO Points to Rise in IT Hiring, Alternative Staffing Methods at Staffing Industry Executive Forum

Cerius Interim Executive Solutions CEO Points to Rise in IT Hiring, Alternative Staffing Methods at Staffing Industry Executive Forum »

IRVINE, Calif., March 14, 2012 /PRNewswire via COMTEX/ — Pamela Wasley, CEO of Cerius Interim Executive Solutions – the nation’s leading, interim executive management solutions provider – will join other industry experts to share IT recruitment trends and strategies at this week’s 2012 Executive Forum in Las Vegas, sponsored by Staffing Industry Analysts.

Running through Friday, the prominent annual event draws CEOs, owners and senior-level executives from all sectors of the staffing industry for a series of roundtable discussions, presentations and panels focusing on the strategic issues, developing trends and future opportunities in recruitment. Wasley will address conference goers on Friday (the event’s designated “Tech Day”), in a panel discussion titled “Building and Keeping Your IT IQ: Recruiting CIOs, CTOs & Tech Gurus” – at a time when 65 percent of hiring managers and recruiters in the U.S. plan to add IT staff.

“Flexibility is the key word in today’s workforce,” said Pamela Wasley, CEO of Cerius Interim Executive Solutions. “With technology continuing to advance at a rapid pace, by 2020, half of the workforce will be contingent or virtual, giving workers and companies more freedom. Already in 2012, we’re seeing significant acceptance of this staffing model by companies of all sizes as they embrace interim executives and other alternatives to traditional recruiting and hiring practices in order to meet overall business goals – a trend we’ll continue to see throughout the year.”

Wasley is an expert at helping companies develop higher shareholder value through the strategic development of rapid growth and profitability opportunities, with industry experience ranging from technology, medical device, manufacturing and business services. In her role at Cerius, she places over 800 VP and C-suite-level professionals in interim roles to help streamline company processes and operations, manage both short- and long-term projects and ease management transitions.

Read Cerius Interim Executive Solutions CEO Points to Rise in IT Hiring, Alternative Staffing Methods at Staffing Industry Executive Forum now »

Top Ten Solutions to Recruit Technical Women

Top Ten Solutions to Recruit Technical Women »

Palo Alto, CA, March 14, 2012 –(PR.com)– Recruitment of technical women involves four key areas: recruitment avenues, recruitment practices, hiring practices and overarching company practices, according to a new report published today by the Anita Borg Institute for Women and Technology. The report, titled Solutions to Recruit Technical Women, examines the best practices for recruiting technical women from leading technical companies and includes case studies from IBM, Intuit, Intel and Cisco.

“Many of the best practices identified to recruit technical women were drawn from our 2011 Top Company for Technical Women Workshop,” said Dr. Telle Whitney, president and CEO of the Anita Borg Institute. “The study features the details of proven best practices that are currently used to increase the percentage of technical women hired by technical companies.”

Solutions to Recruit Technical Women

The study identified numerous solutions for recruiting technical women including:

• Hold executives and managers accountable for reaching diversity goals and targets.
• Develop, maintain and project a welcoming culture.
• Re-think the meaning of “cultural fit” to broaden the talent pool under consideration and limit the effect of hidden bias.
• Revise job descriptions to reduce gender stereotypes.
• Institute a blind resume screening process to reduce unconscious bias.
• Build gender-diverse hiring teams.
• Require that every open technical position has a viable female candidate.
• Set targets to hire technical women.
• Build strong ties to conferences, universities and colleges, and professional organizations where there are high proportions of women from diverse backgrounds.
• Continuously measure and evaluate your efforts to increase the representation of women.

Read Top Ten Solutions to Recruit Technical Women now »

Premier Recruiting Firm, CyberCoders, Releases The Top 10 Highest Paying Cities for Technology Jobs

Premier Recruiting Firm, CyberCoders, Releases The Top 10 Highest Paying Cities for Technology Jobs »

RVINE, Calif., Mar 14, 2012 (BUSINESS WIRE) — CyberCoders, the leading worldwide recruiting firm, which utilizes technology and exceptional recruiters to match leading companies and great people to find the optimum career fit, reveals which cities pay the highest average salary for technology jobs. What CyberCoders data reveals is that well-known technology hubs such as San Jose, San Francisco and New York’s silicon alley rank highest in pay versus smaller cities such as Phoenix, St. Louis and Tampa. Ranking first overall is the bay area’s San Jose, followed by New York, Boston, Los Angeles and rounding out the top ten – the city of Dallas.

CyberCoders Highest Paying Cities for Technology Jobs

Rank City Average Salary*
—- ————— —————
1 San Jose $119,412
—- ————— —————
2 San Francisco $112,739
—- ————— —————
3 New York $105,192
—- ————— —————
4 Washington D.C. $99,618
—- ————— —————
5 Boston $99,099
—- ————— —————
6 Los Angeles $96,705
—- ————— —————
7 Brooklyn $96,696
—- ————— —————
8 Philadelphia $95,929
—- ————— —————
9 Chicago $94,899
—- ————— —————
10 Dallas $94,799
—- ————— —————

— 2011-2012 Data Evaluating 3,000 technology salaries

“CyberCoders has continued to be the leader in technical recruiting and have our pulse on where candidates in the technology field would be best served,” said Heidi Golledge, CEO and founder of CyberCoders. “We know that demand, cost of living, and the types of companies located in a city have an impact on how competitive each job market can be base on salary. It is clear from our data that the well-known technology cities remain strong for providing the highest average paying positions for technical careers.”

CyberCoders analyzed more than 3,000 technical job titles from around the nation to determine the highest paying cities for technology jobs.

“This year we see an increase in salary in positions surrounding mobile development,” said Matt Miller, Chief Technology Officer of CyberCoders. “Some of the highest paid candidates are those who have multi-platform skills and can design and code for the fast paced, ever-changing world of mobile applications.”

CyberCoders research shows the average yearly salary for the same position in various cities differs. For example, a .NET Developer in San Francisco makes on average $98,750.00 dollars a year, while in Los Angeles a .NET Developer’s salary is listed as $86,875 a year.

“The bay area continues to dominate when it comes to tech and companies in the area should expect to pay top dollar for this highly competitive talent pool,” said Miller.

Read Premier Recruiting Firm, CyberCoders, Releases The Top 10 Highest Paying Cities for Technology Jobs now »

iCIMS Expands, Moves Headquarters to Matawan, NJ

iCIMS Expands, Moves Headquarters to Matawan, NJ »

Hazlet, NJ (PRWEB) March 15, 2012 iCIMS, a leading provider of Software-as-a-Service (SaaS) talent acquisition software solutions for growing businesses, recently announced that the company’s corporate headquarters will relocate from Hazlet, NJ to nearby Matawan, NJ on March 26th. The new office space, located at 90 Matawan Road, is in a class “A” building that can comfortably house iCIMS’ current in-house staff of 200+ employees and enable further expansion to accommodate the organization’s strategic growth plans.

As part of its expansion strategy, iCIMS plans to increase full-time staff by almost 25 percent within 2012. The majority of these new hires will be located in Matawan and will be concentrated in marketing, sales, and technology.

“iCIMS is growing exponentially,” said Colin Day, Chief Executive Officer, iCIMS. “Last year, we reached our 1,000-client milestone by adding an average of one new customer for every business day. To properly support our expanding client base and aggressively pursue more growing businesses to work with, we’re bringing on additional talented team members. We are completely committed to creating jobs in the area where iCIMS has ‘grown up’ as a company,” Day concluded.

iCIMS was recently named to a list of the 100 “Best Places to Work in New Jersey” by NJBIZ magazine. The award program identifies, recognizes, and honors the top places of employment in New Jersey that benefit the state. iCIMS’ ranking on the NJBIZ list will be announced at a gala ceremony on April 25th.

“We are very energized about our big move,” said Patricia Finaldi, Talent Acquisition Manager, iCIMS. “Our new location offers upgraded facilities and an open, synergistic team environment. Not to mention, our central New Jersey location provides a convenient alternative to long city commutes. iCIMS employees enjoy the best of both worlds: the ability to be contributors in an award-winning SaaS company and the opportunity to work locally. This is the perfect facility to cater to iCIMS’ expansion and remain in the area that has supported our growth to date,” Finaldi summarized.

The move was decided soon after iCIMS announced a $35 million minority investment from Susquehanna Growth Equity, LLC (SGE). Prior to securing the investment capital, iCIMS had been self-funded and profitable, with an organic growth rate of 43 percent CAGR since 2003. The company plans to use the influx of capital to increase investments in marketing, product development, and personnel.

iCIMS focuses on delivering intuitive and scalable solutions designed to help companies of all sizes streamline Human Resources processes. iCIMS provides a simple-to-use, yet extremely robust talent acquisition system that automates social recruiting, applicant tracking, and onboarding processes.

Read iCIMS Expands, Moves Headquarters to Matawan, NJ now »