New Sun Road, P.B.C.’s Post

A few of the open positions.

The reason companies prefer hiring experienced people is simple, we don’t have time to teach. The business world moves fast, and if you can’t keep up, you’re left behind. Hiring someone with experience means they can hit the ground running and contribute immediately, without needing hand-holding or delays.

Why ‘Cheap’ Hiring Costs More in Industrial Automation Hiring managers in industrial automation, robotics, and renewables: Ever faced this dilemma? Option 1: Pay market rate for a contractor who solves problems. Option 2: Hire a cheaper contractor who creates problems. The truth? Cutting corners on contractor rates often leads to: ✅ Delays from rework. ✅ Missed project milestones. ✅ Higher long term costs. Question for you: How do you balance tight budgets with hiring skilled contractors who deliver? Let’s discuss strategies to align budget and quality. Drop a comment or message! 💬

Manufacturing Works is hiring a workforce program officer to develop a renewable energy apprenticeship program as part of Cuyahoga County’s Climate Pollution Reduction Grant.

good opportunity

We are Hiring Profile: BDE Intern Job Description: Lead Generation: Identify and research potential clients and business opportunities within the IT sector. Develop and maintain a pipeline of leads and prospects. Client Engagement: Initiate contact with potential clients through various channels, including cold calls, emails, and networking events. Build and maintain strong relationships with key decision-makers. Sales Strategy: Develop and implement effective sales strategies to achieve individual and team sales targets. Create and deliver compelling presentations and proposals to prospective clients. Market Analysis: Stay up-to-date with industry trends, market conditions, and competitive landscape. Provide insights and recommendations to refine sales strategies and identify new opportunities. Negotiation & Closing: Lead negotiations with potential clients, addressing their needs and concerns. Finalize contracts and close deals, ensuring all terms and conditions are clearly understood and agreed upon. Reporting: Track and report on sales activities, pipeline status, and performance metrics. Prepare regular reports for management, highlighting key achievements and areas for improvement.

A few days ago, I told you to STOP using years of experience to justify ability. But what should you do instead?... Most hiring managers I speak to expect Senior Engineers to: - Lead by example - Own and build complex features end to end - Have deep knowledge and expertise in their preferred language/framework - Be familiar and very comfortable with software engineering best practices - Be somewhat comfortable with system design & architecture - Be able to explain complicated & complex concepts simply - Naturally mentor and guide less experienced engineers - Be confident in pointing out problems AND suggesting solutions - Be aware of how their work effects customers and the experience they have - Be aware of how their work effects the business & other teams commercially - And a lot more... There are MANY very experienced engineers who can't do these things, which is why it's so important to SHOW (not tell) that you can. Don't just say "I mentored 4 Junior Engineers". Tell the story about how you worked closely with 4 Juniors, where you helped them most, and how they improved over your tenure. Don't just say "I built XYZ" Tell the story of why it needed building, how you built it, why you did it that way, what challenges presented themselves, how you dealt with them, and how you'd approach it differently given the opportunity. And look - this might be a little harsh - but if you're still confused about how to show that you're a Senior Engineer, perhaps you aren't. Yet.

Two #climateaction #jobs (link below) to support delivery of the City of London's Climate Action Strategy:

We are not hiring! 🔃 When we re-engineered Bytsolv, and started hiring, our priority was to hire people with 1. Good at engineering 2. Mature decisions 3. Respecting the leadership and team-play 4. Affordable for us 5. Sense of responsibility 6. Attention to detail 7. Ethical integrity 8. Adaptability Mostly, if the first 4 is really good, the rest 4 can follow very quickly. These are exactly the same reason why we haven't hired any recent graduates these days. It's hard to find (at-least for me) someone who has at least the first 3 who just came out of college. A person who have worked on his side-projects, communicated with real customers, engaged in team engineering whilst at college, these are crackable. I think I am lost in a place where people talk about work place, balance, mental health, toxic culture (which is definitely necessary 💯) but not about ✅ work ethic, ✅ responsibility, ✅ adaptability and ✅ respect. Is it only me trying to figure out this? Anyone wanna vent with me? 😅