dsolomon

9 ms·

31.
by dsolomon 14y ago
Our Deltek system.
32.
by dsolomon 14y ago
Yes, I am serious. Welcome to the world of being a contractor working for the government.
33.
by dsolomon 14y ago
Personnel retention is easy - just demonstrate on any level that the contributions of the workforce is appreciated. Since I'm in the DC area too, with clearance, the number you're throwing around are a bit of a stretch. We've got junior de
34.
by dsolomon 14y ago
Here in the DC area tech talent is cheap. You can get senior developers for around $60K.
35.
by dsolomon 14y ago
Pesky minimum wage laws.
36.
by dsolomon 14y ago
Fine. Then stop whining that "ohmahgawdz I can't find talent!!!11!!1"
37.
by dsolomon 14y ago
St Louis DO!
38.
by dsolomon 14y ago
Pay developers more than 60K/70K year and you'll prevent burnout. How about paying for equipment you cheap bastards.
39.
by dsolomon 14y ago
Why would he take a cut in pay and move here?
40.
by dsolomon 14y ago
Personally I've found recruiters people who would excel at being used car salesmen or attorneys, except for the morals part - they're lower. Here in DC they'll get $20-30K per person they refer that gets hired. Meanwhile the worker-bee is
41.
by dsolomon 14y ago
I've found the jobs section on Stackoverflow to either be (a) company looky-loos doing a market survey to see who's available with what skillsets for a cheaper price (the buzzword for this is topgrading), or (b) a company with an actual ope
42.
by dsolomon 14y ago
Reddit, the new Digg
43.
by dsolomon 14y ago
LOL If companies actually paid "$150-200K" there'd be an applicant line visible from space.
44.
by dsolomon 14y ago
Cry me a river. Pay decent wages.
45.
by dsolomon 14y ago
So what if the supply is exhausted. It's a synthetic shortfall driven by a smoke and mirrors view presented by companies that don't want to pay decent wages. There's no shortage of quality tech talent, never has been. Now go show me a qua
46.
by dsolomon 14y ago
We've got a few where I work - Washington DC, with top secret clearance. 45K is about right.
47.
by dsolomon 14y ago
Problem # 51: His site design
48.
by dsolomon 14y ago
I read this and think back... The only ones who got dual monitors were management and HR. One of our developers wanted two monitors - he was told to go buy them himself, so he did. Whiteboard? More frequent is post-it notes. Current devel
49.
by dsolomon 14y ago
If someone for "senior company management" is going to show up with baseball bat telling me what car I can or cannot drive should be prepared for a response they may not appreciate.
50.
by dsolomon 14y ago
It's excel on steroids. Try learning OPNET's modeling and simulations tools without the benefit of books or their classes.
51.
by dsolomon 14y ago
A brief interview process is fine. You do the HR crap that justifies their existence and move to the technical rounds - I'll do 3. If after the third round of technical interviews the decision maker can't make up their mind, then I'll hel
52.
by dsolomon 14y ago
Of the premier companies you listed I've only have brief exposure to one - their recruiter was apprehensive/defensive/rude when pushed about equipment. It seemed like the tip of the iceberg so I stopped returning emails/phonecalls. As was
53.
by dsolomon 14y ago
Both sides cite multiple sources. If all it was one company, then it would be just "a bad company", except that I'm not just referencing one - I'm referencing several. Let's suppose I've managed to find the absolute worst of companies - fi
54.
by dsolomon 14y ago
Seriously. Try explaining PfM, UML, DoDAF or FEAF, to a recruiter. Or Troux, Primavera, System Architect, or DOORS. Or why ISSEP/ISSAP can be critical. All while the recruiter is trying to do their job asking "Do you know C hashtag?" ...
55.
by dsolomon 14y ago
Full time employee of the company? Yes, W2 not 1099 (sorry for the confusion) Job contract? The company hold the contract with the government. Every contract has varying lengths comprised of yearly renewable options. $5K chairs, right.
56.
by dsolomon 14y ago
I'm not sitting through 4 or more rounds of interviews with recruiters, senior recruiters, recruiter managers, technical recruiters, senior technical recruiters, technical recruiter managers, to finally reach the person capable of making a
57.
by dsolomon 14y ago
Then link to one to think works differently.
58.
by dsolomon 14y ago
All companies are like this. I've been with four companies: 3 with big, big names, the other was mid-sized (about 700 people). All listed here: http://washingtontechnology.com/toplists/top-100-lists/2011.... 1 in the top 10, 1 in the t
59.
by dsolomon 14y ago
Yup, got called by Google. The "senior talent management engineer" had no idea what 'cost control measures' were. If within the first 10 seconds you can't tell me if I've got to pay out of pocket for visual studio of whatever else, then g
60.
by dsolomon 14y ago
It's industry wide actually. We are salaried employees of these companies: http://washingtontechnology.com/toplists/top-100-lists/2011.... Finding a quality company is a pain. Recruiters lie to get their 10% to 15%. Companies bait/swit

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