Responsible for initial design and development of new software or extensive software revisions; products may be for use internally or for resale. Defines product requirements and creates high-level architectural specifications, ensuring feasibility, functionality, and integration with existing systems/platforms. Requires a bachelor's degree and may be expected to have an advanced degree in area of specialty and at least 7 years of experience in the field or in a related area. Demonstrates expertise in a variety of the field's concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of complicated tasks. May provide consultation on complex projects and is considered to be the top level contributor/specialist. May guide a team of developers through the project to completion. Typically reports to a head of a unit/department or top management.
Looking for Visual Studio .NET Framework 3.0, C# 3.0, ASP.NET 3.5 C#, ASP.NET, WPF, .Net framework, CSS, XML, XSL, HTML, JavaScript and AJAX Technologies Web service solutions using WCF, WSDL, SOAP and Service Oriented Architecture (SOA) .Net Framework Design and implement backend database solutions using Microsoft's SQL Server 2008.
Architect, design and develop parts of a new Fundamentals collection process for Client’s NewDB Fundamentals project. Serve as a technical lead helping to estimate, scope out and execute project plans including risk analysis. Translate business requirement documents into detailed technical specifications, describing architecture of applications as to which development platform will be used (Visual Studio .NET Framework 3.0, C# 3.0, ASP.NET 3.5) and what features will be used (Web Service, Asp.net, Ajax, etc.). Review implementations of team to ensure business requirements are delivered on time. Design and develop presentation tier software solutions using C#, ASP.NET, WPF, .Net framework, CSS, XML, XSL, HTML, JavaScript and AJAX Technologies. Design and develop middle tier business Web service solutions using WCF, WSDL, SOAP and Service Oriented Architecture (SOA) .Net Framework Design and implement backend database solutions using Microsoft's SQL Server 2008.
Tuesday, January 26, 2010
Friday, January 22, 2010
Consulting C# WPF Software Engineer New York, NY
Job Title: Software Engineer - 122104853
Location: New York, NY
Background on the Group: This group is responsible for developing a desktop based and web based platform for building views. Also responsible for building the desktop container product capable of hosting web based as well as WPF based views. Current group includes three in the US and 2 in India. They are hiring two in the US (these two contract positions).
Current need for Consultants: I&A division of Client has decided to build a new WPF based desktop platform and container. We are expecting to have this product available by mid 2011. We need consultants with relevant experience to augment the team for the duration of the initial release. Position will last 18 months to 2 years. NOT looking to convert perm.
Day to Day: Consultant will be designing and documenting design. They will be delivering code and working with the offshore development team. They will need to be able to design the pieces given to them, document the design and be able to explain and convince people why it is a good design. They will be developing requirements already in place and helping some pieces go to the requirement stage (involved in the tech portion, not business – help provide their knowledge on the best way to go about it).
Required Skills: Experience developing and supporting desktop based products - 5 years
C# - 4 years
WPF - 2 years
Desired Skills – in order of importance!
Visual C++ - having this skill usually means they have desktop exp
Familiar with HTML, CSS, JavaScript and http protocols – 2 years.
PRISM , Composite, WPF, ClickOnce, WinDBG, CLRProfiler, WCF, log4net, svn
Location: New York, NY
Background on the Group: This group is responsible for developing a desktop based and web based platform for building views. Also responsible for building the desktop container product capable of hosting web based as well as WPF based views. Current group includes three in the US and 2 in India. They are hiring two in the US (these two contract positions).
Current need for Consultants: I&A division of Client has decided to build a new WPF based desktop platform and container. We are expecting to have this product available by mid 2011. We need consultants with relevant experience to augment the team for the duration of the initial release. Position will last 18 months to 2 years. NOT looking to convert perm.
Day to Day: Consultant will be designing and documenting design. They will be delivering code and working with the offshore development team. They will need to be able to design the pieces given to them, document the design and be able to explain and convince people why it is a good design. They will be developing requirements already in place and helping some pieces go to the requirement stage (involved in the tech portion, not business – help provide their knowledge on the best way to go about it).
Required Skills: Experience developing and supporting desktop based products - 5 years
C# - 4 years
WPF - 2 years
Desired Skills – in order of importance!
Visual C++ - having this skill usually means they have desktop exp
Familiar with HTML, CSS, JavaScript and http protocols – 2 years.
PRISM , Composite, WPF, ClickOnce, WinDBG, CLRProfiler, WCF, log4net, svn
Wednesday, January 13, 2010
A Consulting Engagement
I am pleased and excited to announce that I have been engaged by NetEffects, a St Louis MO Consulting firm as a Sr Consulting Talent Acquisition Specialist. I will be uniquely engaged in Talent Acquisition for a major player in the Media market space in New York City. The partnership between NetEffects and my organization will provide the highest quality talent available for challenging and exciting Consulting Engagements for IT development efforts. These Consulting Engagements are career enhancers for the Talent selected. Please see the detailed Engagement descriptions posted here.Please contact me at 1 401 294-1079 or David Graziano or @DavidGraziano
Title: Business Data Analyst 118104839
Location NY,NY
WEALTH MANAGEMENT BUSINESS ANALYST
As Business Analyst, you'll need experience within the financial services sector, particularly Wealth Management. In this role, you will facilitate business and user needs analysis to project teams and participate in various stages of requirement and data analysis for project needs. You will work in close collaboration with the Project Managers, business users and technical teams to gather, analyze and create project documentation. Documentation may be comprised of requirement documents, high level design documents, process and data diagrams, business rules and user interface specifications. You must be able to effectively communicate with both technical and non-technical users at all levels of an organization.
You will be working on a project involves an application that delivers a client site financial services. It will allow the user to login to the account and access news, trading information, etc.
As the ideal candidate, you are successful at combining your functional knowledge of the Wealth Management industry with your passion for partnering with clients to provide value-added solutions. You use high standards, work proactively and are driven by results.
RESPONSIBILITIES
•Support the Sales team with deep product, integration and workflow customization domain knowledge, including presenting directly to potential customers and participating in and driving the overall business elaboration workshops.
•Lead effort to develop and document business requirements (includes wireframes and workflows), supplement specification, resolve requirement issues, and develop test plans/scripts (scenarios).
•Work closely with development team to understand technical limitations and to formulate comparable solutions required for clients. This includes translating business requirements into technical specifications.
•Gain and apply knowledge of all wealth management offerings to ensure complete offering understanding is represented to the client.
•Deliver business consultancy to our customers during post sales, recommending best industry practices and in adapting the Wealth offering to meet their audience needs. This can include leading sessions with client sponsors to identify and document business requirements for large-scale integration projects.
•Perform ongoing competitive analysis of internal and third-party provider to remain best in breed.
•Manage defect lifecycle, which includes validation, requirements clarification, remediation, and closure.
•Active participate in Change Management lifecycle (estimates, requirements gathering, documentation, and updates.
•Support product functional enhancements through requirements gathering, writing of business/functional specifications, and process/end-user validation.
•Partnership with Marketing/Training to develop and implement client materials.
•Manage the issue support process including tracking/resolving issues, supporting and training the customer service group and sales.
•Facilitate and conduct user acceptance testing and production implementation activities in conjunction with the business users, applications team, IT and vendors.
•10% travel will be required to client sites – all domestic and mainly within MN or WI (normally it would involve a M-W.
EDUCATION/EXPERIENCE
•5 years financial services business analyst experience (minimum 2 years Wealth Management experience).
•Bachelor's Degree. Series 7 desired but not required.
REQUIRED SKILLS
•Knowledge of Wealth Management – need to have experience within the Web/intranet area of this.
•Web delivery – designing for the Web/intranet application delivery.
•Web delivery – designing for the Web/intranet application delivery .
•Familiar with Market Data – different types of data (what is on CNBC, etc) market data offerings.
•Knowledge of Market Data – i.e. wireframes, functional specs, etc.
•Awareness of Thomson Reuters offerings and/or those of competitors
•Highly organized and detail-oriented with the ability to multi-task and manage multiple priorities and see projects to completion.
•Strong oral and written communication skills.
•Effectively communicate with both technical and non-technical users at all levels of an organization.
•MS Office Suite, strong emphasis on MS Visio (wireframes and workflows) and ability to self-learn new applications and tools.
•Ability to work with minimal guidance.
•Proven ability to negotiate, and influence at all levels.
•Project management skills applied both internally and externally.
•Understanding of the day-to-day “advisor” business – NICE to have.
Job Title: Product/Brand Manger 4720
Location: New York, NY
This position is for client online trading – i.e. mutual funds, options, etc. The group has determined that there is no one with subject matter expertise (Schwab, E-trade, etc) to drive requirements and set-up the product. At least one phone screen and an in-person will be required. Looking for an ASAP start!
Duties:
Lead the innovation and design of consumer facing Trading and brokerage Account Inquiry products and services throughout the product lifecycle from product strategy and planning through implementation. Translate business requirements to product-level requirements. Work with development team to execute business vision on tight deadlines to produce outstanding consumer Web experiences. Engage with Clients to understand their needs/priorities and feedback. Translate the Client and market needs into product requirements. Serve as "voice of business" during execution phase of project.Work with UI/Design and development teams to specify and scope features and understand and optimize functionality.
Qualifications:
Education: Bachelor’s Degree
1) Experience with similar project 2) Excellent proven experience in communication and documentation.
Consumer Online Brokerage experience in a major brokerage firm environment is required .
Experience with industry leading consumer-facing internet platforms and protocols.
Solid User interface design principles and general practices.
5 – 8 years Product Management experience.
Excellent communication, interpersonal and presentation skills.
Ability to work across matrix environment and cross-functional groups
Industry certification is strongly desired: e.g. Series 6, 63, CFP, CFA etc.
Title: Business Data Analyst 118104839
Location NY,NY
WEALTH MANAGEMENT BUSINESS ANALYST
As Business Analyst, you'll need experience within the financial services sector, particularly Wealth Management. In this role, you will facilitate business and user needs analysis to project teams and participate in various stages of requirement and data analysis for project needs. You will work in close collaboration with the Project Managers, business users and technical teams to gather, analyze and create project documentation. Documentation may be comprised of requirement documents, high level design documents, process and data diagrams, business rules and user interface specifications. You must be able to effectively communicate with both technical and non-technical users at all levels of an organization.
You will be working on a project involves an application that delivers a client site financial services. It will allow the user to login to the account and access news, trading information, etc.
As the ideal candidate, you are successful at combining your functional knowledge of the Wealth Management industry with your passion for partnering with clients to provide value-added solutions. You use high standards, work proactively and are driven by results.
RESPONSIBILITIES
•Support the Sales team with deep product, integration and workflow customization domain knowledge, including presenting directly to potential customers and participating in and driving the overall business elaboration workshops.
•Lead effort to develop and document business requirements (includes wireframes and workflows), supplement specification, resolve requirement issues, and develop test plans/scripts (scenarios).
•Work closely with development team to understand technical limitations and to formulate comparable solutions required for clients. This includes translating business requirements into technical specifications.
•Gain and apply knowledge of all wealth management offerings to ensure complete offering understanding is represented to the client.
•Deliver business consultancy to our customers during post sales, recommending best industry practices and in adapting the Wealth offering to meet their audience needs. This can include leading sessions with client sponsors to identify and document business requirements for large-scale integration projects.
•Perform ongoing competitive analysis of internal and third-party provider to remain best in breed.
•Manage defect lifecycle, which includes validation, requirements clarification, remediation, and closure.
•Active participate in Change Management lifecycle (estimates, requirements gathering, documentation, and updates.
•Support product functional enhancements through requirements gathering, writing of business/functional specifications, and process/end-user validation.
•Partnership with Marketing/Training to develop and implement client materials.
•Manage the issue support process including tracking/resolving issues, supporting and training the customer service group and sales.
•Facilitate and conduct user acceptance testing and production implementation activities in conjunction with the business users, applications team, IT and vendors.
•10% travel will be required to client sites – all domestic and mainly within MN or WI (normally it would involve a M-W.
EDUCATION/EXPERIENCE
•5 years financial services business analyst experience (minimum 2 years Wealth Management experience).
•Bachelor's Degree. Series 7 desired but not required.
REQUIRED SKILLS
•Knowledge of Wealth Management – need to have experience within the Web/intranet area of this.
•Web delivery – designing for the Web/intranet application delivery.
•Web delivery – designing for the Web/intranet application delivery .
•Familiar with Market Data – different types of data (what is on CNBC, etc) market data offerings.
•Knowledge of Market Data – i.e. wireframes, functional specs, etc.
•Awareness of Thomson Reuters offerings and/or those of competitors
•Highly organized and detail-oriented with the ability to multi-task and manage multiple priorities and see projects to completion.
•Strong oral and written communication skills.
•Effectively communicate with both technical and non-technical users at all levels of an organization.
•MS Office Suite, strong emphasis on MS Visio (wireframes and workflows) and ability to self-learn new applications and tools.
•Ability to work with minimal guidance.
•Proven ability to negotiate, and influence at all levels.
•Project management skills applied both internally and externally.
•Understanding of the day-to-day “advisor” business – NICE to have.
Job Title: Product/Brand Manger 4720
Location: New York, NY
This position is for client online trading – i.e. mutual funds, options, etc. The group has determined that there is no one with subject matter expertise (Schwab, E-trade, etc) to drive requirements and set-up the product. At least one phone screen and an in-person will be required. Looking for an ASAP start!
Duties:
Lead the innovation and design of consumer facing Trading and brokerage Account Inquiry products and services throughout the product lifecycle from product strategy and planning through implementation. Translate business requirements to product-level requirements. Work with development team to execute business vision on tight deadlines to produce outstanding consumer Web experiences. Engage with Clients to understand their needs/priorities and feedback. Translate the Client and market needs into product requirements. Serve as "voice of business" during execution phase of project.Work with UI/Design and development teams to specify and scope features and understand and optimize functionality.
Qualifications:
Education: Bachelor’s Degree
1) Experience with similar project 2) Excellent proven experience in communication and documentation.
Consumer Online Brokerage experience in a major brokerage firm environment is required .
Experience with industry leading consumer-facing internet platforms and protocols.
Solid User interface design principles and general practices.
5 – 8 years Product Management experience.
Excellent communication, interpersonal and presentation skills.
Ability to work across matrix environment and cross-functional groups
Industry certification is strongly desired: e.g. Series 6, 63, CFP, CFA etc.
Tuesday, November 17, 2009
Social Recruiting...Good & Bad Guys
This was an excerpt from my thoughts on the @Animal Radio Show http://bit.ly/4khIBF.
I really am searching for what the Social Media Recruiters do and how they do it. Techniques, questions, recruiting skills.
Am I the only one that feels this way? Why do Personal Branding experts choose not to respond to a request for help in leveraging a relationship to facilitate gaining information? Inquiring minds would like to know...just saying.
I really am searching for what the Social Media Recruiters do and how they do it. Techniques, questions, recruiting skills.
Am I the only one that feels this way? Why do Personal Branding experts choose not to respond to a request for help in leveraging a relationship to facilitate gaining information? Inquiring minds would like to know...just saying.
Tuesday, April 21, 2009
A Warm Cold Call for the Passive Candidate
I have never liked the phrase Cold Call. When I was trained to become a Recruiter, we learned to use the phrase Warm Call. Well, after all, that is what the inititial call is isn't it? If the call is cold you will, well be cold. The candidate or client for that matter will be cold. It is really that simple. I don't need any "guru" to tell me differently.
I was recently interviewed on the @Animal Radio Show http://snurl.com/fzl4i. During the interview I was asked to Warm Call a Passive Candidate. This was unrehearsed and improvised. Here is the 10 minute audio clip http://cli.gs/coldcall. I will let the clip speak for itself and allow you to think what you would like to. The Passive Candidate is Craig Fisher of http://www.alistsolutions.com/ and @Fishdogs.
I was recently interviewed on the @Animal Radio Show http://snurl.com/fzl4i. During the interview I was asked to Warm Call a Passive Candidate. This was unrehearsed and improvised. Here is the 10 minute audio clip http://cli.gs/coldcall. I will let the clip speak for itself and allow you to think what you would like to. The Passive Candidate is Craig Fisher of http://www.alistsolutions.com/ and @Fishdogs.
Wednesday, April 8, 2009
Social Recruiting...all that Twitters may not be a Glitter
After I participated in the @animal http://cli.gs/DBSPy9 Radio Show I became more introspective about how I use Social Media as a Social Recruiting tool. What do I use SM for? How do I integrate SM with Full Life Cycle Recruiting? How do I use SM to source new Client Partners and new Human Capital Partners? I am defining SM as LinkedIn, Twitter, Facebook, MySpace, YouTube and Blogs. I am sure there are more, but for the sake of this article these will suffice. I have my own bias of LinkedIn, Twitter, Blogs and telephone with a healthy component of Boolean Searches to glean information.
What happens after I Source Human Capital Partners and Client Partners using all of these SM tools? Is my work completed? Do I simply introduce the two to each other and receive compensation, a multitude of referrals for new business and move to the next project?
I think not. As a Human Capital Specialist I must build a relationship personally with the Human Capital Partner and Client Partner, This relationship is built on trust. I establish this thru frequent, meaningful and professional contact with both parties. I ask the questions embedded with the Power Words "Who, What, Why, Where When and How of both Partners. I discuss with them how I have conducted myself in similar scenarios. I assist them in identifying and defining their challenges and how my brand can meet those challenges by eliciting their buy in. We create a partnership. My skills facilitate this, not SM. SM maybe the delivery mechanism for this, but SM does not make it happen. I use SM as a way of verifying what was agreed upon, better said I use email to verify and validate the level of commitment of all involved. I use the telephone to actually build the relationships with my Partners, wow what a surprise-:)! A series of in person meetings when possible is the best way, but present day logistics make this challenging. Together with my Partners we measure our progress, make adjustments and achieve our mutual goal; the hire.
My skills at asking questions as a Human Capital Specialist, which include the use of Social Media, may qualify me as a Social Recruiter. But I was successfully recruiting by using my social skills long before the Social Media tools existed as many of you were. Now we have evolved and adapted. Social Darwinism applied to Human Capital Acquisition and Client Partner development?
That is my take.
What happens after I Source Human Capital Partners and Client Partners using all of these SM tools? Is my work completed? Do I simply introduce the two to each other and receive compensation, a multitude of referrals for new business and move to the next project?
I think not. As a Human Capital Specialist I must build a relationship personally with the Human Capital Partner and Client Partner, This relationship is built on trust. I establish this thru frequent, meaningful and professional contact with both parties. I ask the questions embedded with the Power Words "Who, What, Why, Where When and How of both Partners. I discuss with them how I have conducted myself in similar scenarios. I assist them in identifying and defining their challenges and how my brand can meet those challenges by eliciting their buy in. We create a partnership. My skills facilitate this, not SM. SM maybe the delivery mechanism for this, but SM does not make it happen. I use SM as a way of verifying what was agreed upon, better said I use email to verify and validate the level of commitment of all involved. I use the telephone to actually build the relationships with my Partners, wow what a surprise-:)! A series of in person meetings when possible is the best way, but present day logistics make this challenging. Together with my Partners we measure our progress, make adjustments and achieve our mutual goal; the hire.
My skills at asking questions as a Human Capital Specialist, which include the use of Social Media, may qualify me as a Social Recruiter. But I was successfully recruiting by using my social skills long before the Social Media tools existed as many of you were. Now we have evolved and adapted. Social Darwinism applied to Human Capital Acquisition and Client Partner development?
That is my take.
Tuesday, March 24, 2009
Some Thoughts on Social Recruiting
In case you have not heard, there is a Group on Twitter #socialrecruiting. This appears to be have been spawned by @dmanaster of ERE fame and @scottbaxt as far as I can determine. Another great site for this @socrecruiting. Follow these people and Sites.
This is a terrific and timely idea for the direction that the two disciplines of Social Media are heading or should I say colliding. This could very well be the “Big Bang” theory we have been seeking in Social Media and Recruiting.
How do we leverage the best of both disciplines? I have some thoughts. These thoughts are mine and in no way reflect the thoughts of anyone mentioned in this brief paper aimed at stimulating discussion.
We need to partner with the Social Media influencers and all of the experts in Social Media to leverage their clients for us to have an impact on Social Recruiting. We need a workable alliance of SM and Recruiting voices to develop an infrastructure that will allow us all to be successful in providing high quality cost effective solutions to our clients for Human Capital Sourcing and Acquisition and Social Media services. The time appears to be right for a radical shift in the thinking of corporate America on how to attract and retain Talent. Much is written about this daily. We need a blueprint and we need builders to execute this blueprint. Social Recruiting can be this blueprint. The manner in which these highly experienced and intelligent professional interact with their clients will enable us to leverage our Recruiting agenda. Without this partnering endorsement and our own efforts and experience in alliance we will have a much more difficult task ahead of us
We need people with strong influential Recruiting voices, who are willing to share their experience. We need the best of both SM and Recruiting for a thesis, antithesis synthesis to occur (my apology to Hegel) for a powerful solution to our challenge. The SM relationships and expertise and our Recruiting relationships and expertise are the mechanism for entry into the conscious of an enlightened Corporate America. We need to identify companies conducting business in the SM space being responsive to their customers by going where their customers are and listening to them. This will be paramount for our collective success.
This is a terrific and timely idea for the direction that the two disciplines of Social Media are heading or should I say colliding. This could very well be the “Big Bang” theory we have been seeking in Social Media and Recruiting.
How do we leverage the best of both disciplines? I have some thoughts. These thoughts are mine and in no way reflect the thoughts of anyone mentioned in this brief paper aimed at stimulating discussion.
We need to partner with the Social Media influencers and all of the experts in Social Media to leverage their clients for us to have an impact on Social Recruiting. We need a workable alliance of SM and Recruiting voices to develop an infrastructure that will allow us all to be successful in providing high quality cost effective solutions to our clients for Human Capital Sourcing and Acquisition and Social Media services. The time appears to be right for a radical shift in the thinking of corporate America on how to attract and retain Talent. Much is written about this daily. We need a blueprint and we need builders to execute this blueprint. Social Recruiting can be this blueprint. The manner in which these highly experienced and intelligent professional interact with their clients will enable us to leverage our Recruiting agenda. Without this partnering endorsement and our own efforts and experience in alliance we will have a much more difficult task ahead of us
We need people with strong influential Recruiting voices, who are willing to share their experience. We need the best of both SM and Recruiting for a thesis, antithesis synthesis to occur (my apology to Hegel) for a powerful solution to our challenge. The SM relationships and expertise and our Recruiting relationships and expertise are the mechanism for entry into the conscious of an enlightened Corporate America. We need to identify companies conducting business in the SM space being responsive to their customers by going where their customers are and listening to them. This will be paramount for our collective success.
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