Most people would assume that this statement only pertains to the candidates that we represent.   However, it is just as equally important for the client to be open and straightforward with their recruiter.

It is important for clients to disclose all relevant information regarding a position, whether it’s the first conversation or throughout the entire process.   Providing as much information to the recruiter is essential since our ultimate goal is helping you find the best fit for your company’s culture and fulfill the position with the perfect candidate. Read the rest of this entry »

I attended the Mass Technology Leadership Council’s very informative Big Data Summit this morning at the Microsoft NERD Center in Cambridge, along with my Lynx co-founder Sophia Navickas, and Senior Recruiters Ralph Boegel and Sam Schatz. It was an extremely interesting morning of speakers and Q&A panel sessions. It was also a great networking opportunity, and we caught up with quite a number of clients, candidates and other connections from the Boston software community. Read the rest of this entry »

I am often asked to prepare people for interviews. There are many sources of the basics which are important but let’s get down to some specifics as they relate to software related recruiting.

Spend time thinking about the position you are interviewing for and what unique skills you bring to the table to address the needs of the client company. This is where you have a chance to talk about what goes beyond your resume. Believe it or not, strong technical applicants can look remarkably similar on paper. It’s the person you are and the value you bring that makes you stand out. Read the rest of this entry »

You’ve found that ideal new job, and have accepted an offer. You’re excited to begin your new position. That’s great!

But first, you have to resign from your current one. Perhaps that will be easy for you (or even enjoyable), but maybe you’re dreading meeting with your boss to inform him or her of your decision, particularly if they’ve been a good person to work for, or the company has treated you well in the past.

If you’re worried about how to handle it, or what to say, you may find it helpful to Read the rest of this entry »

Without a doubt, this is the single most common objection that we recruiters hear from prospective candidates when we make a first contact. My experience has been that many software engineers tend to view job-hunting as an “either-or” deal. Either they’re looking, or they’re not. No in-between. And that’s very understandable. Developing software requires a huge amount of passion and commitment, and you need to have your head and heart in what you’re doing.

But if you think about leaders in all fields – think CEO’s, CTO’s, VP’s of engineering, top actors, athletes and coaches, Read the rest of this entry »

Lynx is working with one of the Boston area’s most exciting startups, currently in ultra-stealth mode. Their team is currently 6 very talented people, and they are looking for our help in finding a VP (or Director) of Engineering, a Product Manager, and a software developer. Their office is conveniently located in Cambridge, they have enough money in the bank to last for over a year, and their founder is a well-known entrepreneur with a fantastic track record of accomplishment. Their idea has the potential to be BIG. Read the rest of this entry »

As 2011 comes to a close, here are my observations about some of the #trends in the Boston software community as reflected by the recruiting work Lynx did this year.

1. #Hiring demand for talented software professionals started the year strong and got stronger. Our business was up over 40% from 2010, and we have more search assignments currently underway than any time in the last decade. All signs point to this continuing in 2012.
2. The bar for hiring was high. No matter what level of experience, top performers with good track records could often have their pick of multiple offers. On the other hand, average and below-average engineers are finding it increasingly difficult to remain employed in #hightech. Like society at large, there is much less of a software #middleclass than before.

Read the rest of this entry »

Last night Gemvara/DartBoston/IdeaPaint hosted a great startup networking event, a flip cup tournament that Lynx participated in!  For those of you who are not familiar with flip cup, it is a classic college drinking game which consists of two teams of 5 matches up across a table with 5 cups of beer.  The goal, drink the beer and flip the cups faster than the other team!  There are many versions of the rules; in this case we start with taking the cup, then touch the table, cheers, touch the table again and drink….and onto the next person.  Read the rest of this entry »

From time to time I find myself in a situation where an interview has surfaced and it appears from what I know about the job it may not be the right match for my candidate.  So, why do I recommend in certain cases, even encourage the candidate to take the interview and “ Why is this in anyone’s best interest?”

There are several reasons to consider taking this interview (even if it’s not the right match). Read the rest of this entry »

If you’re a developer stuck working on some older or proprietary technology, or maybe employed at a company that hasn’t yet embraced modern software development methods, you should be very concerned about your future employability. Today’s job market offers very few opportunities for job-changers to come up to speed with new technologies on the job. VP’s of Engineering and Software Directors tend to be mostly interested in hiring candidates who already proficient on Day One. Read the rest of this entry »