Your Job Market

Your Job MarketYour Job MarketYour Job MarketAre you looking to post a job and hire local talent? Visit the job market pages below and learn about recent recruiting and hiring trends in your local labor market.Atlanta Job MarketFind out about Atlantas unemployment rate, payroll and key employment industries data. receives 26,980 new resumes each month in the Atlanta job market.Post a Job in AtlantaBoston Job MarketFind out about Bostons unemployment rate, payroll and key employment industries data. receives 25,000 new resumes each month in the Boston job market.Post a Job in BostonChicago Job MarketFind out about Chicagos unemployment rate, payroll and key employment industries data. receives 23,800 new resumes each month in the Chicago job market.Post a Job in ChicagoDallas Job MarketFind out about Dallas unemployment rate, payroll and key employment industries data. receives 26,400 new resumes each month in the Dallas job market.Post a Job in DallasDetroit Job MarketFind out recent Detroits unemployment rate, payroll and key employment industries data. receives 12,700 new resumes each month in the Detroit job market.Post a Job in DetroitHouston Job MarketFind out about Houstons unemployment rate, payroll and key employment industries data. receives 22,950 new resumes each month in the Houston job market.Post a Job in HoustonLos Angeles Job MarketFind out about Los Angeles unemployment rate, payroll and key employment industries data. receives 47,800 new resumes each month in the Los Angeles job market.Post a Job in Los AngelesNew York City Job MarketFind out about New York Citys unemployment rate, payroll and key employment industries data. receives 32,200 new resumes each month in the New York City job market.Post a Job in New York CityPhiladelphia Job MarketFind out about Philadelphias unemployment rate, payroll and key employment industries data. receives 25,400 new resumes each month in the Philadelphia job market.Post a Job in PhiladelphiaPittsburgh Job MarketFind out about Pittsburghs unemployment rate, payroll and key employment industries data. receives 7,100 new resumes each month in the Pittsburgh job market.Post a Job in PittsburghSan Francisco Job MarketFind out about San Franciscos unemployment rate, payroll and key employment industries data. receives 21,500 new resumes each month in the San Francisco job market.Post a Job in San FranciscoSeattle Job MarketFind out about Seattles unemployment rate, payroll and key employment industries data. receives 8,500 new resumes each month in the Seattle job market.Post a Job in SeattleWashington DC Job MarketFind out about Washington DCs unemployment rate, payroll and key employment industries data. receives 18,400 new resumes each month in the Washington DC job market.Post a Job in Washington DC

Hiring a Superuser Could Prevent Your Next Big Software Project Fail

Hiring a Superuser Could Prevent Your Next Big Software Project FailHiring a Superuser Could Prevent Your Next Big Software Project FailHiring a Superuser Could Prevent Your Next Big Software Project Fail RossheimWhen a software project fails, it can casta long shadow of remorse across the organization. Unfortunately, for many companies, that failure is all-too-familiar.In fact a large fraction of enterprise resource planning (ERP), customer relationship management (CRM) and other software projects either completely bomb or dont reach some of their objectives. According to a Deloitte white paper citing analyst firm Gartners data, between 55 percent and 75 percent of them fall flat.One way to avoid this type of disaster is to recruit the kinds of folks who serve as superuser glue for ansicht complex projects. These superuserstypically geschftsleben analysts or project managers who take on a liaison role with ITcan make all the difference between software project failure and success.So how can you recruit and groom these kinds of folks? Unfortunately, there are no shortcuts to building a talent pipeline of ERP superusers, says Lisa Anderson, president of LMA Consulting Group, Inc., which consults large corporations on supply chain management.As the experts below point out, building a superuser pipeline requires creativity and persistence. But thoseefforts will ultimatelyprovide a significant payoff. After all, your superusers will serve as a critical bridge between the user and all the other stakeholders on an enterprise software implementation.Open the gates to let superuser talent in. The next time youre sourcing business analysts andprogram managers, include superuser aptitude in the target skill set in the job description. Szofer, CEO of software services firm SenecaGlobal, explains why.Oracle, Salesforce, SAPtheyre fairly sophisticated, so a lot of knowledge is needed to configure the system. If someone is in the scheduling department for a large manufacture r and theyre working on the capacity of machines that are producing goods for Costco, thats a steep learning curve, because ERP is pretty complicated, he says.Attract potential superusers with your employer brand. If your company does peer interviews, be sure to include a superuser who can speak with candidates about the role. Or consider highlighting that employee in a video on your company career page.There are different definitions of who superusers are and what they do, says Jan Meyer, global head of digital learning solutions at SAP. So codify what you need from your superusers and widely communicate the nature and importance of the role internally and in your recruitment communications.In interviews, probe for the candidates superuser interests. A superuser can make the difference between a rocky release and a smooth one. Superusers help us with roll out and hand holding, and help usget product feedback, says Meyer.Is the candidate up for the task of being the conduit? You can not work with 10,000 end users, but if you have a handful of locations with one or two superuser representatives in each area, you can work with them.Test the candidates ability to speak up for a peer community. Superusers will be called upon to speak for their peer users, who will likely be less familiar with your organizationsenterprise software.The superuser takes on the role of speaking up for the nave user, says Anderson. Whether theyre business analysts or project or program managers, superusers need to empathize with newbies. Be sure to look for soft skills in the candidates you select.Assess candidates ability to aid in software training. Superusers are a key for us in training, says Meyer. Superusers will spend their days on your ERP system, so look for people with experience in training, whether as training leaders or as peer trainers.Superusers want to keep learning. A great way tosuccessfully recruit promising superuser candidates is to appeal to their ambition. Superuse rs are typically interested in the training, says Anderson. They see that they could go somewhere else someday if they want to.By keeping ambitious people on the cutting edge of technology, even if theyre not technologists, helps boost retentionas well.Superusers must have a gut feeling for process. These two key qualifications will enable you to recruit superusers a knack for business processes and the ability to suss out new features.It doesnt really matter if you have experience in the system at hand, says Anderson. You need someone like a business analyst with a good process understanding, someone who can figure out how to do additional things with the system without too much help.Management should scout for internal superuser talent. Beyond your external searches, leaders should keep their eye out for emerging superuser talent within the companysomeone who understands down-the-line impacts, is willing to speak up, and enjoys being a change agent, says Anderson.Give them opportu nitieswhile making sure to provide security in their day-to-day job responsibilities. Presenting the superuser role as a professional development opportunity will also help support employee retention.Compensate superusers for their above-and-beyond efforts. If you love your superusers, retain them by rewarding them for their industriousness. Its good to have financial rewards like a bonus at certain milestones, says Anderson. And its good to keep those superusers in your employrather than lose them to the greener pastures of your competitors.

Best Companies Hiring Product Managers

Best Companies Hiring Product ManagersBest Companies Hiring Product Managers Product managers are one of the most in-demand jobs in tech these days. The best product managers have a keen ability to identify potential products, conduct market research, generate requirements and develop time-integrated plans involving a variety of teams within an organization. Its no wonder the zentralwert base pay in the U.S. is $97,709 and has grown 3.6% since last year.With millions of jobs on Glassdoor, it can be exciting (and overwhelming) to browse all of the open roles. So we took a look at this years Best Places to Work companies to see which winners are looking to hire product managers.Johnson & Johnson Where Hiring Milpitas, CA Cincinnati, OH Skillman, NJ Raynham, MA Seattle, WA & more. What Employees Say Good corporate culture and people. Strong portfolio and pipeline. Lots of opportunities to diversify experience. Career development self-directed. Good benefits. - Current Product ManagerExpedia Where Hiring Bellevue, WA San Francisco, CA Austin, TX Denver, CO & more. What Employees Say Great people, great snacks, fun events, low pressure. - Current Product ManagerAdobe Where Hiring San Francisco, CA San Jose, CA Lehi, UT & more. What Employees Say Great leadership, employees are valued which is exhibited via the great benefits and competitive salaries. - Current Senior Product ManagerEY Where Hiring Alpharetta, GA Hoboken, NJ London, England San Francisco, CA & more. What Employees Say The opportunities for you to dig deeper into your passions and talents allows you to impact clients, teams, and internal go-to-market solutions. The people culture is fantastic very polite, kind and decent. EY encourages leaders to lead. You also can teach classes which is another way of mentoring and coaching others. - Current Senior ManagerBoston Consulting Group Where Hiring Atlanta, GA Boston, MA Chicago, IL Seattle, WA New York, NY Housto n, TX & more. What Employees Say Incredibly brilliant and caring colleagues, stimulating and challenging work even on the non-consulting side, amazing training and development opportunities, full tuition reimbursement for certificate and degree programs, unparalleled medical benefits.- Current EmployeeApple Where Hiring Santa Clara, CA What Employees Say Great products. Fast paced results-oriented environment. Cutting edge. - Current Product ManagerCisco Systems Where Hiring Herndon, VA Richardson, TX San Francisco, CA Seattle, WA Milpitas, CA San Jose, CA & more. What Employees Say I interned with Cisco and got recruited straight out of my MBA. I really liked the work-life balance and flexibility at Cisco. The focus on getting the work done and not on bells and whistles is something I appreciate. There is a great diversity within the teams and the workplace is truly international. - Current Product ManagerBoston Scientific Where Hiring Marlborough, MA San Francisco, C A Arden Hills, MN Maple Grove, MN & more. What Employees Say You know the 3-4 incredible people you work with? The ones who really keep the place moving forward or create most of the organizations success? That describes everyone I worked with at BSC, from the receptionist to the teilen President, each and every person there is amazing - Former Senior Product ManagerIntuit Where Hiring San Francisco, CA What Employees Say Intuit is a great company with solid leadership. The company has created a mindset across the company that is consistently reinforced which focuses on customer-driven neuheit and lean development methodologies. - Former Senior Product ManagerIntuitive Surgical Where Hiring Sunnyvale, CA What Employees Say Culture is great, everyone is empowered to be themselves. The technology and the sheer number of different projects going on at the same time are astounding, definitely not a company thats resting on its laurels even as the market leader in robotic sur gery. This is by far the hardest Ive ever worked in my life, and I love it. All of my colleagues are super sharp and dedicated. You can tell they put a lot of effort into hiring the right people, and it shows with the insanely low turnover rate. - Current Product ManagerGoogle Where Hiring Seattle, WA Sunnyvale, CA San Francisco, CA Mountain View, CA London, UK New York, NY & more. What Employees Say The products. Every problem is a big problem. Every product has tremendous potential. The impact. Everything needs to be moving Billions (people, $, etc). The potential is incredible - Current Product ManagerT-Mobile Where Hiring Bellevue, WA What Employees Say Environment is never dull. Leadership cares deeply about our customers and working hard at improving the culture for employees. Total benefits are explained well and are comparable to market. - Current Product EmployeeVMWare Where Hiring Palo Alto, CA Atlanta, GA Boston, MA Austin, TX & more. What Employees Say VMw are is a company that was built on Innovation with the invention of the Hypervisor. This innovation culture is still very present in every engineering group. Theres a lot of freedom to create and innovate besides a thrive to execute on the core products. Micromanagement is something that I never had to deal with in my roles at VMware. - Current Product ManagerFacebook Where Hiring Austin, TX Menlo Park, CA Fremont, CA New York, NY & more. What Employees Say The pros and cons of working at FB are largely two sides of the same coin. FB is an incredibly intellectual place to work where decisions are made with data and reason and most (all?) ideas come to emerge from the bottom. Conversely, decisions are not made without clear data, so boldly stepping in a new direction dictated from on high is extremely difficult. - Current Product Manager