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Every time I have lunch with Caroline Valentine, I end up with enough information for several GeekAustin stories. This week, Caroline was gracious enough to respond to questions commonly asked among my older friends in the IT sector. |
Lynn Bender: Hardly a week passes that I don’t read a report about how tech employers are looking to keep older IT workers on the payroll longer and how older IT workers are in high demand. However, at every GeekAustin party, I meet several older folks who have been unable to find an opportunity for an extended period; but I also meet folks in their 50s and 60s who seem to be doing quite well for themselves. I have however noticed that those doing well normally fall into two categories: management or consulting. Is this because I’m only seeing the more social types who go to events?
Caroline Valentine: I would suspect it is not so much that “just the more social types attend”, but that those in management and consulting need to attend events to connect with possible employees and for new gigs. So, there is more of a motivation to attend.
Bender: What if someone is not the consultant type? How can someone manage their career so that they will continue to be marketable and desirable?
Valentine: Make sure that your skills are marketable and desirable. So what does that mean? This does not mean necessarily that you need to run out and learn the newest language or tool regardless if you like to work with it. Just do your research and be aware of how valuable and current your skills are, how in demand they are, how much competition do you have for jobs, and what industries and businesses are possible employers. Then decide if you need to learn new skills. Additionally, just like every other department within a company, IT workers need to understand the company’s business, market, customers, and stability of industry.
Bender: For older IT workers who prefer to be part of a company, is there any size or type of company they should be looking for? What type of environment?
Valentine: Companies of all sizes want to hire the best for as least as possible – some prefer experienced over junior level employees and some do not. In my experience, size does not seem to be the determining factor on the age of the employees. As for the environment, it all depends on senior management; the company culture really begins with them and filters down. Look for a company that values employees – all employees.
Bender: It’s quite common for older IT workers to end up working for someone half their age. What sorts of problems commonly arise? Any tips or advice you can offer?
Valentine: The main problem that can arise is a common one in any employment situation, whether or not there is an age difference. Its communication!!! The ability to communicate effectively is an issue for many people.
There are many studies and reports on the differences between generations – and how to deal with issues. The following link contains some good tools for dealing with the specific issue of younger manager, older employee. http://www.womenforhire.com/advice/generational_diversity/workplace_generations
Bender: How can older IT workers overcome the common perception that they don’t have the energy or commitment of younger workers?
Valentine: I am not seeing that perception so much anymore in the many clients we represent nor am I hearing that at HR conferences and meetings. The days of working employees hard with lots of overtime in exchange for stock options and the carrot of big money are pretty much gone. Younger employees are not willing to work those hours anymore either. Actually, the perception tends to be the opposite – managers tend to think younger workers are more lazy and interested in personal hobbies, friends and time off. Of course, each person should be viewed as an individual. Mass generalizations are never the way to view people. At Valentine & Associates, we work together with management and employees to address these incorrect perceptions and generalizations based on age, gender, race, religion, etc. If the generalizations are leading to hiring decisions, it is discrimination and it is wrong.
Bender: Quite a few of my older friends in tech have gone to finish their bachelors because they believe that their 20 years + experience doesn’t compete with a four year degree once the resume hits the HR office. Is that an accurate perception?
Valentine: It all depends on the specific hiring manager’s requirements and the supply of interested candidates. Greater supply equals more stringent screening. The desired skills or credentials become required the greater the supply of candidates.
Bender: There is sometimes the perception that an older IT worker will want a significantly higher salary. How widespread is this perception? What is the best way to deal with it?
Valentine: Very wide spread - experience commanding a greater salary has been the common practice for generations! The best way to deal with it is to communicate your salary requirements up front.
Bender: Any additional advice?
Valentine: Enjoy what you do. Otherwise, what is the point? If you are not enjoying it, change it. Be a lifelong learner, the more you know, the more you can control your career choices and seek out the opportunities that will bring you enjoyment.
Caroline Valentine is president of Valentine and Associates. She can be reached at www.valentineandassociates.com
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Many of my friends consider Caroline Valentine, of Valentine And Associates, the first person to call when they have high-level HR/staffing needs. The last few times we’ve had lunch, I wished I had a recorder with me. Following a recent conversation about insurance, I wrote some of my questions down, and Caroline responded. |
Lynn Bender: Last time we met, you had mentioned several strategies which startups can use to reduce their per employee health insurance premiums. Could you elaborate?
Caroline Valentine: The most common strategy is to provide a plan or plans with higher $ deductibles and copays. For this to work and not result in a mutiny of the current employees on increased out of pocket expenses or higher salary offers to prospective employees to compensate, it must be accompanied by some form of pre-tax savings account – either an FSA (Flexible Savings Account) or HSA (Healthcare Savings Account). There is a third type, HRA, which is not commonly used, so I wont elaborate on it.
The difference is pretty simple. An FSA allows for pre-tax deductions to be used within the calendar for any healthcare related expenses. The catch of course is within the calendar year – it’s a use it or lose it plan. An HSA allows for pre-tax deductions to be used anytime needed. The employer and employee can both make contributions to the account. It grows over time and eventually can be transferred to a mutual money account (from simple savings) and then can operate as a retirement fund, participants are forced to pull money out after a certain age – but not just for healthcare related expenses- check out the links below for additional details on how both plans work -
http://www.ustreas.gov/offices/public-affairs/hsa/
http://en.wikipedia.org/wiki/Flexible_spending_account
If your company doesn’t already offer one, ask about it – the plans save $ for companies as well so your HR or accounting departments should be happy to hear you are interested.
Bender: Many of my friends work as independent contractors. Some are employed through a headhunter/recruiting firm, and have their insurance included through the firm. However, some firms provide no such coverage. Do you see any trends?
Valentine: As we all know, insurance costs are continuing to escalate upwards. For most firms, the solution is higher deductibles and co-pays, which I discussed in the answer to the previous question. As it becomes more difficult, we might see fewer firms willing to deal with the headache. On the other hand, if more consultants and contractors request (or even demand) access to benefits as a condition, the firms might reconsider. The size of the firm, types of clients and the firm’s financial stability are also factors to consider.
Bender: For IT pros who must seek coverage on their own, what do you suggest? I know that BCBS was offering individual plans, but for individuals over 45, the cost becomes prohibitive. Is it always better to find a group plan?
Valentine: Most of the major/national healthcare providers do offer individual plans – BCBS, Humana, United Healthcare, Assurant, Cigna, and Atena. Additionally, there are local and regional providers including Scott & White. It is important to research all of the available plans in your area and get a quote if you can. The process of determining rates is not an exact science and can varying greatly from provider to provider. It is not always better to find a group plan, but most of the time it is. Many organizations are providing members with access to healthcare plans – IEEE being one of them. There are many more – first step is identifying organizations focused on independent consultants as a core membership and it being a group you are interested in joining.
Bender: The idea of coworking has been getting a lot a press recently. For those starting or participating in a co-working venture, are there any special considerations?
Valentine: Coworking is different from simply renting space in a “business office suite” type of environment with a desk, door, receptionist, and conference room. The underlying intent of co-working is to create and foster community and communication – my advice would be to know that is a guiding principle, know yourself and how much community and communication you are seeking, and know what you want to give to and get from the arrangement.
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Martin Galway, longtime veteran of the Austin game industry, sent me an note yesterday to let me know that his latest company, Certain Affinity, is seeking a IT manager. I took the opportunity to catch up with Martin on the latest news — including Plunder. |
Lynn Bender: So, how long has CertainAffinity been around? You’re one of the founders, yes?
Martin Galway: I am a co-founder along with the Max Hoberman, the company president. Max is the chap who designed all the multiplayer features of the Halo games. Max is an austin native who, after working in Chicago and Seattle for decade, decided he had to come back. When Max met a few of us ex-Digital Anvil folks, we decided to start a company together.
Bender: Martin, it seems like you’ve been in town since the early Origin days. Are you an Austin native as well?
Galway: A school friend of mine had moved over to Austin and was working at Origin. He recommended me to come over in early 1988 for some freelance audio work. I immediately fell in love with the place - and Origin, who happened to have no audio staff at the time. They liked my work, so we started to talk employment. After some visa wrangling, I finally made it over at the end of 1990, and started Origin’s audio department. In 1996 a group of us left Origin and started Digital Anvil.
Bender: How did Certain Affinity get started?
Galway: In mid 2006, I was picking up the pieces after Microsoft had closed our beloved Digital Anvil studio (what a soap opera!). At a July 4th party, I was introduced to Max Hoberman who, while still on the Bungie payroll and still working on Halo 3, had finagled his return to Austin after ten years in the Bungie wildernesses of Chicago and Seattle. Max said he needed to come back to Austin - understandable! We formed Certain Affinity soon after, with Max as president, and by November we were off and running with nine staff and our first project, a map pack for Halo 2. That came out in April 2007, by which time we’d begun some original IP designs. We got Valve interested in us enough to land XBOX360 co-development work on their upcoming action-horror title Left 4 Dead, but continued work on the original stuff, and you’ll be seeing the fruits of both this year.
Bender: Everyone is talking about your new game, Plunder. What is the scoop?
Galway: That’s one of our original IPs - due out in the middle of this year from Capcom. It’s an easy-to-learn, action strategy title featuring pirates - basically you have to keep the other ships away from your stuff while you build up your empire. There’s tons of cannon fire and sinking ships everywhere, but it’s all viewed from hundreds of feet away so we don’t think of it as a violent game. Plunder is enjoyable for all ages, and we’re working to make sure it has depth enough for hard-core players, while people who don’t think they’re up to a conventional action title can still feel comfortable playing it. As one example of the simplicity - there’s no aiming, and no fire button! You just sail your ship up alongside the enemy, and a thrilling sea-battle automatically ensues. Anything you sail up to that you can fire on, you fire on. Sail away to stop the battle. In our play tests, all the non-gamers love it because they’re able to feel equal to the hardcore gamers.
Bender: I noticed that your games are geared mostly for the xbox. Do you have plans to extend to other platforms?
Galway: We are mostly an XBOX360 company, since that’s our recent background. Plunder will be on XBOX360, Playstation 3 and Windows.
Bender: In your email, you said that Certain Affinity needed an IT person. Can you tell me about the position?
Galway: We’re up over twenty staff now and I’ve been overloaded for some time. We’ve started to hire infrastructure people that make the company tick over in a much more professional way than me trying to do it all myself. The IT person will help solve our communications inside the company as well as with external partners, improve security, backups, and keep all our software and systems in peak condition. If they have other skills closer to development, there are always opportunities to get stuck in and help out. And - play our games of course, that’s important.
Bender: Do you have a jobs page that we can link to?
Galway: Sure. It’s: http://certainaffinity.com/jobs.htm
Bender: Thanks for giving me the latest news. I’ll be calling about that playtest. ;)
Courtesy of Omar: The Statesman just reported that Dell Inc. will close its Topfer Manufacturing Center in North Austin by Jan. 1, cutting 800 to 900 jobs. The Statesman goes on to say that the “move would be company’s largest area layoffs since 2001“. Largest since 2001? Anyone care to dispute that?
From our buddies at Pluck:
Here’s the deal. Pluck (http://www.pluck.com) is a fast growing social media startup that’s looking to expand its engineering team because all of these pesky customers who keep buying our stuff and wanting fancy new features. We usually start the interview process by taking a promising looking developer to lunch, primarily so we can eat somewhere nice and expense it. This is a golden opportunity for us both.
I get a free lunch, you get a free lunch, and it only costs an hour of your time and sending me something resume-like. Not a bad deal in my book. Plus, it’s at lunch time so nobody at the crappy company you are working at now will be any the wiser.
Many times we simply chat a bit, enjoy our free lunch, exchange pleasantries and then return to our respective jobs never to speak again. If however, it turns out you’re _NOT_ an idiot, and Pluck sounds interesting to you, then we’ll setup a more formal, official interview.
If you are just skimming this to see if Pluck sounds interesting to you,
here’s the relevant keywords: customers with $$ * margaritas * dual monitors and fast hardware * C#, HTML * good benefits * No database, no ASP.NET * relaxed, flexible schedule * monorail * bacon salt * billions of widgets served per month
I’m hungry, so please send me your resume at careersinengineering@pluck.com and put the title “freelunch-geekaustin” into the subject so I can sort it to the top of my inbox.
Teres Solutions, a web-based lending software company located in Austin, Texas, is currently seeking developers. The ideal candidate will possess 2-5 years experience with web-based product focused software development. This position requires knowledge of ASP.Net, SQL, and C#, as well as the ability to assess the user requirements, design the business objects, implement the SQL queries and user interface, and write unit tests to validate code. The ability to quickly learn diverse, new technologies is a must. Specific qualifications include:
C#/ASP.NET 2.0 Visual Studio.NET 2005; SQL Server 2000 /T-SQL HTML; JavaScript; BS in CS, MIS or equivalent years of experience. Desired skills include: XML / XML Schema; Web Services / SOAP; Team Foundation Server; SQL Server 2005; Ajax; Financial industry experience
Benefits include: Low cost medical, dental, and vision insurance
9 paid holidays, 4 flex days, 2+ weeks vacation annually; Flexible Spending Accounts; 401K plan with matching employer contribution
Employer paid life insurance and short term disability
Paid training; Tuition reimbursement
Employee referral program; Free on-site fitness center including hike & bike trails, tennis courts and showers
Candidates should e-mail resumes in MS Word or PDF format with Web Developer in the subject line to WebDeveloper@teressolutions.com
Teres Solutions is an equal opportunity employer. No third parties, agencies or subcontractors please. Local candidates will be given preference.
Teres Solutions, Inc. is seeking to hire several full-time team members. Our company develops a web-based loan origination system for credit unions and banks around the country. Our software is built using the latest Microsoft technologies including C#, ASP.NET, and SQL Server. We are looking for people who are highly motivated, self-starters, and possess the drive and enthusiasm to make a tangible difference in growing our company.
This position requires a bachelor’s degree in Computer Sciences, Management Information Systems, or equivalent. At least 2-5 years of web development industry experience is also a prerequisite.
Austin’s social media company Pluck (http://www.pluck.com/) is looking for a clever, motivated QA engineer to go all Curious George on our web solutions looking for bugs. We move quickly and always have something new to dig into and test before rollout. More importantly, we have free soda, junk food and margarita Fridays.
We aren’t looking for a mindless test monkey to sit in a tiny cubicle and execute test plans delivered on stone tablets from on high — our QA engineers work directly with the software developers to deliver the product. We expect our QA engineers to make intelligent decisions, contemplate tradeoffs, and figure out things — not fill out forms and bubble in pass/fail.
Prior experience using and testing web applications is preferred. Ingenuity, integrity, and an interesting personality are a must. Other desirable skills include previous QA experience, familiarity with a variety of browsers (Internet Explorer, Firefox, Safari), experience with blogging and RSS, basic Windows administration/installation skills, and a working knowledge of Thai food. This is a fantastic opportunity for a bright individual to join a fun and exciting company making a big impact on the web.
Qualified candidates should submit resumes to careersinengineering@pluck.com to have resume reviewed directly by a hiring manager.
Disclaimer: All you bug are belong to Plucks.
As a Senior Software Engineer, you will be part of the dynamic, talented and highly motivated team that developed the most powerful Intrusion Prevention System (IPS) in the world. The TippingPoint IPS is based on high-speed ASIC/FPGA technology and state-of-the-art network processors. It eradicates network attacks and eliminates bandwidth hijacking at speeds up to 5 Gbps with latency measured in microseconds.
Minimum Qualifications
7+ years experience in software development * Experience developing embedded systems on an RTOS * Expert in C * Ability to debug at assembly level * Firm understanding of TCP/IP protocol * Excellent analytical, design and performance optimization skills * Experience with all aspects of the product lifecycle, from initial design through implementation and production * Excellent verbal and written communication skills * Preference for a fast-paced, high-performance work environment
Preferred Skills and Experience
VxWorks * Experience on x86 and/or MIPS architectures * Experience with network processors * Network security programming * Knowledgeable in C++
Education
BSCS, BSEE or equivalent experience
Check out Tipping Point’s Job Page
Pluck is leading the way in the Web 2.0 space, delivering software-as-a-service community and social media solutions to enable web audiences to participate in the news and with our customers’ websites. The Engagement Manager position is responsible for the day-to-day interaction with customers ranging from the media outlets like Washington Post and Better Homes & Gardens, to retailers like Circuit City, assisting them with implementation of our Social Media and Social Networking solutions.
Mosso, an early-stage startup backed by Rackspace, is looking for a Java Developer III. This is a rare opportunity to lead a team putting cutting-edge hosting concepts directly into practice, including: server clustering, virtualization, high availability databases, and centralized SAN storage.
The Software Engineer will be responsible for software development of web-based customer tools, provisioning system and system tools.
Job Requirements:
·5+ years Java development
·Web-based application development (JSP, Struts, Spring)
·Database development
·XML experience
·Web services experience
·Open source application & tool experience (Eclipse, CruiseControl, Tomcat)
Mosso, an early-stage startup backed by Rackspace, is looking for a Windows Systems Administrator. This is a opportunity to lead a team putting cutting-edge hosting concepts directly into practice, including: server clustering, virtualization, high availability databases, and centralized SAN storage. Our customers are web developers; your team’s charter is to help build them the hosting environment of their dreams. You’ll spend 100% of your time emerged in and obsessed with advanced hosting technology.
Bulldog Solutions is currently seeking an Event Manager to add to their Operations Team. The Event Manager is responsible for the set-up, coordination and management of live and pre-recorded Web events delivered as part of Bulldog Solution’s service package. Each event that Bulldog Solutions produces contains unique and varied circumstances, and our customers rely on our Event Managers to help organize these essential presentation details. Bulldog Solutions is looking for a technologically savvy, detail oriented, and customer focused individual to join our Event Management Team. This is a full-time salaried position.
Jason Cohen just informed us that Smart Bear is looking for a full-time sales engineer.
Jason says: NO WAIT, it’s not what you think! You will NOT be working with salespeople; we don’t have salespeople! Geeks want to geek out with other geeks, not be bludgeoned by a “closer.” Are you a geek who thrives more on making customer happy than on finding the missing curly brace? GOOD, we want YOU.
Responsibilites: Responsible for product demonstrations (over the phone and with desk-top sharing and/or on-site, depending on customer’s needs) * Provide technical support via phone and email * Attend conferences (speak at Technical Sessions - normally to a group of 50 to 100 people, meet with editors and customers one-on-one) * Meet with clients on-site for demonstrations and Q & A (domestic and international travel)
Qualifications (the more you have, the better): 5+ years of either development experience or software training required * Familiar with using and discussing multiple SCM systems * Fluent in a variety of software processes: Agile, pre-Agile, and post-Agile * Experience speaking in front of large groups of people * Excellent written and verbal communication skills * Has shown proper motivation and work ethic evidenced by integrity, timeliness, and ownership of work. Professional attitude and strong service orientation. * Willingness to travel, including internationally
Skillz (The more the better): Capable of digging in and writing code * Capable of creating SQL queries and reports * Demonstrated success in building customer relationships * Regarded by peers as an expert in something relating to software process * Experienced teaching groups of people * Experienced creating training materials * Experienced mentoring others.
For details, send email to jobs@smartbearsoftware.com, or visit the Smart Bear jobs page
Linear’s note: I know these guys. This is a class outfit.
Baby-Wise.com is looking for a dedicated web professional who “enjoys researching best practices and competitive websites and suggesting feature changes and improvements to keep us on top in our market. This individual should be familiar with search engine optimization techniques to help drive qualified traffic to the site, ultimately building brand value and loyalty. This position affords very wide latitude to control changes to our website, www.baby-wise.com, and has potential to become a leadership role in the future.
The primary attributes we seek in candidates for the PHP Developer position are: Tireless drive to achieve objectives and surpass the competition • Dedication to improved site design and performance • Knowledge of search engine marketing techniques • Programming skills with HTML and scripting languages, particularly PHP • Strong database knowledge – SQL Server, MySQL, Oracle, Access, etc. • Familiarity with back office applications and ability to improve operations with PHP applications • Positive, can-do attitude with a desire to assist with other company functions when necessary
Please forward your resume along with links to samples of your work to hr hr@baby-wise.com. We offer a casual work environment and the opportunity to participate significantly in the financial success of the company. $40K - $80K depending on qualifications and experience. Stock options and medical plans available.
