We're #hiring a new Manager, Test Infrastructure in Mountain View, California. Apply today or share this post with your network.
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🚀 Access Elite Engineers: We connect you with top talent worldwide, expanding your options. 💬 Streamlined Communication: Our platform ensures smooth interactions, eliminating misunderstandings. ✅ Skills Assessment: We rigorously vet engineers, ensuring they have the skills and culture fit you need. ⏱️ Efficient Process: Say goodbye to long waits; we fast-track the hiring journey. 💰 Cost Efficiency: We offer competitive pricing and flexible options to maximize your budget. 🤝 Quality Assurance: We're not just hiring engineers; we're bringing in team players who align with your values.
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CEO @ Rivo • Helping DTC brands like HexClad, Kitsch & Pier1 retain customers through loyalty and referral programs • Bootstrapping to $25M+ ARR in Ecom SaaS
95% of job listings sound the same, and use the same boring layout and phrases. Instead, Treat your job posting like a landing page when hiring. At the end of the day, you're selling someone on why they should join your team. My eyes glaze over when I read: "Collaborate with cross-functional teams to understand and optimize products" If you have core values, frame the post around these. It will help filter out the wrong people, and attract the right people, who will be a better fit on your team. A small example from a listing we're about to post for a senior engineer
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Questions for hiring managers or folks in hiring positions in my network, if you're hiring an entry-level threat detection or incident response engineer, what skills do you expect them to have? Asking for a video :)
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In today's digital age, network engineers are the backbone of modern organizations. They play a vital role in ensuring seamless communication and data flow within a company. Hiring the right network engineers is a crucial step toward maintaining and optimizing your network infrastructure. When it comes to hiring a network engineer, taking a strategic approach is key. This means focusing on key areas to ensure that you attract and select the most qualified candidates. In this blog, we'll provide you with valuable tips on how to effectively hire network engineers who can help take your company's IT systems to the next level. Link in the comment section 👇 #Hiring #Network #NetworkEngineer
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"It's so hard finding qualified engineers." This is true, as I've hired before. But then you get *this* nonsense, too. In my inbox: Embedded engineer JD. a *full page* of requirements, including very specific SLA's *in* the job description. Let me quote it so that you can tell I'm not making this up: "Reporting directly to the Executive Director of <redacted>, you will play a crucial role in our <redacted> facility" -- *very* senior role "Establish an efficient incident response protocol complete with on-call escalation procedures to mitigate system failures within the first month, aimed at minimizing downtime and expediting recovery." "Achieve 95% uptime for the <redacted> within the first X months, and maintain 99% uptime after the first X months" Just to be clear, this is not at all an unfair ask for a very, very senior engineer. They're looking for one who knows both hardware *and* software, capable of independently determining requirements and then executing on them, at both an implementation in-the-weeds level and a high level "visionary" level. Fair. Then you read the last part of the JD: "Compensation: Will be at the 85 percentile - some bonus and possibly equity" "some bonus" "possibly equity" "85 percentile" <picture me falling out of my chair, rolling on the ground with a belly laugh> Here's the deal folks: if you want to hire someone like me to do a job like this, "possibly" equity isn't going to cut it. You're looking to hire someone that's going to substantially implement and drive your business forward, at an incredibly high level. The possibility of equity isn't even on the table -- it's just a question of how much of your company you're looking to part with. Especially when you're paying at the "B" level already. I usually just ignore these incredibly ill thought out reach outs, but recently I've gotten some *winners* come across, and this one is just too good not to share. This job description reads to me like "director level individual contributor they want to pay mid-senior level IC money to". News Flash: if you want to hire someone that can functionally make or break your business, you should be paying them near what you think a high level exec is going to be making, because that's how important they are to your business. The hiring market is slowly picking back up, but it seems that most of the companies out there are really interested in low-balling folks right now. Understand what you're worth and laugh in their faces until you get it.
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#hiring *Senior/Staff System verification engineer (San Diego)*, Acton, *United States*, fulltime #jobs #jobseekers #careers #Actonjobs #Californiajobs #ITCommunications *Apply*: https://lnkd.in/dWAsmkQF Location open to San Diego Job DescriptionIndependently Plan, conduct and manage all test activities with emphasis on Field and Lab Testing, with minimal support from other teams in MediaTek.Co-ordinate with all stake holders (RD, Test teams) to ensure successful and timely execution and completion of all test activities.Serve as Point of contact in the team for internal teams & Customers and provide constant updates on all testing activities.Be responsible for making sure deliverables are provided to internal teams/Customers on time. If test activities hit a roadblock, make sure to contact appropriate resources to enable test completion on time.Work with junior testers in the team by serving them as Trainer/Mentor and guide. Follow-up on a Daily basis with each Engineer on their tasks and provide technical support as required.Manage resourcing needs by making smart decisions about hiring new members, assigning tasks to existing team members, especially at times when demand is higher.Work closely with internal teams to best support US Operator related testing, understanding Operator Requirements and coming up with Strategies to address Operator related issues.Provide analysis of testing data as required to Customers and other teams and offer inputs to improve Cellular Modem SW Quality based on testing experience.If needed, perform various kinds of testing including but not limited to Unit Testing, Drive Testing, Usability Testing, functional/performance testing on Mobile phones in the field to determine Modem SW Quality and stability of the Handset using test tools to capture relevant data from test devices.Follow up on defects discovered by junior testers by raising tickets, tracking defects through their resolution, working with MediaTek R&D Teams on verification of fixes.Serve as interface to MediaTek's customers for issue analysis/debugging by performing testing on customer handsets by reproducing issues or Device crashes in the field.Provide test and debugging support for third party test houses and Labs which work in close cooperation with MediaTek.Display a can-do attitude and initiative by interacting with other MediaTek teams in the US to understand project needs and accordingly perform and modify test requirements & plans.As a Senior Test Engineer, serve as MediaTek's eyes and ears to observe unique network behavior and report such findings to MediaTek R&D accordingly to improve Modem SW Quality.Using accumulated test data, come up with innovative test methodologies including regular regression to resolve issues observed during testingMinimum QualificationsTechnical proficiency/excellent understanding of Wireless Technologies such as GSM, UMTS, LTE,
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One of the important lessons I learned as a founder is that the right talent at the right time is capable of doubling your enterprise value. Pay accordingly.
"It's so hard finding qualified engineers." This is true, as I've hired before. But then you get *this* nonsense, too. In my inbox: Embedded engineer JD. a *full page* of requirements, including very specific SLA's *in* the job description. Let me quote it so that you can tell I'm not making this up: "Reporting directly to the Executive Director of <redacted>, you will play a crucial role in our <redacted> facility" -- *very* senior role "Establish an efficient incident response protocol complete with on-call escalation procedures to mitigate system failures within the first month, aimed at minimizing downtime and expediting recovery." "Achieve 95% uptime for the <redacted> within the first X months, and maintain 99% uptime after the first X months" Just to be clear, this is not at all an unfair ask for a very, very senior engineer. They're looking for one who knows both hardware *and* software, capable of independently determining requirements and then executing on them, at both an implementation in-the-weeds level and a high level "visionary" level. Fair. Then you read the last part of the JD: "Compensation: Will be at the 85 percentile - some bonus and possibly equity" "some bonus" "possibly equity" "85 percentile" <picture me falling out of my chair, rolling on the ground with a belly laugh> Here's the deal folks: if you want to hire someone like me to do a job like this, "possibly" equity isn't going to cut it. You're looking to hire someone that's going to substantially implement and drive your business forward, at an incredibly high level. The possibility of equity isn't even on the table -- it's just a question of how much of your company you're looking to part with. Especially when you're paying at the "B" level already. I usually just ignore these incredibly ill thought out reach outs, but recently I've gotten some *winners* come across, and this one is just too good not to share. This job description reads to me like "director level individual contributor they want to pay mid-senior level IC money to". News Flash: if you want to hire someone that can functionally make or break your business, you should be paying them near what you think a high level exec is going to be making, because that's how important they are to your business. The hiring market is slowly picking back up, but it seems that most of the companies out there are really interested in low-balling folks right now. Understand what you're worth and laugh in their faces until you get it.
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