Rich UI Engineer (Contract) - Dallas, TX

Rich UI Engineer - Dallas, TX (Contract)

Self-driven person with good software architecture background in C/C++, COM, .NET, or JAVA-middleware and/or UI frameworks. The perfect candidate will have Browser framework experience (Mozilla for example)

Experience required:

Strong C/C++ background;

Microsoft COM (Component Object Model) and/or CORBA (Common Object Request Broker Architecture);

XML (Extensible Markup Language)

ECMA (Java Script)

Record of architecting and/or leading middleware projects based on the technologies above;

Frosting on the cake:

XUL (XML User-interface Language)

CSS (Cascading Style Sheets)

XBL (XML binding language)

RDF (Resource Description Framework)

JAVA

Embedded devices experience

Interested? Please forward your resume to Dennis@WorldLink-US.com

T-Mobile Jobs - the recruiter's chat

T-mobile Jobs - the recruiters chat

Listen to the recruiters of T-Mobile’s Engineering/Operations team discuss their jobs and find out from them why T-Mobile is a great place to work. You’ll hear regional recruiters Dennis Smith, Jen Hinkle, Ryan Pothoven, Mattea Cirrincionne, Kristen Kunath & Sherri Howe. Some of the jobs discussed are RF Engineers, Field Technicians , Real Estate & Zoning Manager and Construction Manager. To apply visit tmobile.com/jobs

MP3 File

Share This

This posting includes an audio/video/photo media file: Download Now

Taking Wireless to the WiMax

Sprint Nextel to launch network in Chicago that will offer Internet on the go with broadband-like speed

From the Chicago Tribune:

With the digital age increasingly going wireless, Chicago soon will become one of the first cities in the country to have access to the next generation of computer communication, in which people will keep connected to the Internet wherever they go.

The new network, constructed by Motorola Inc., will be operated by Sprint Nextel Corp. and will envelop the region in a digital signal as powerful as the broadband service used by many homes and businesses.

Get the complete read HERE.

20 Most Interesting Wireless Startups

Paul D. Kretkowski (DailyWireless) brings us a nice post today:

20 Most Interesting Wireless Startups

I'll list the 20 Wireless Startups here, and you can check out DailyWireless for the specifics on each HERE.

I'll even bet that a few of these companies are on the hunt to hire some wireless geeks:

1) Admob

2) Blyk
The first free mobile virtual network operator (MVNO).

3) FON
A HotSpot in every pot.

4) Futuretxt

5) I'minlikewithyou
Interesting concept, just won't apply to me.

6) Jajah
I'm liking this one - make VoIP calls from your PC or landline w/o downloads or plug-ins - even w/o having broadband.

7) Jaiku Mobile

8) Jott
Dictation turned in to email?

9) Medio
Mobile search

10) Mozes
Send and receive mobile messages to and from your fave bands, social groups, friends.

11) MyGADS

12) myMobileMedia
Giving mobile subscribers access to their PC (music, pictures, video).

13) Obopay
This just might be my fave of the 20...will allow me to make $$ transfers alarmingly ez (backed/secured by MasterCard).

4 words: Money on your phone.

14) Radar
Instant picture conversations with your favorite people and no one else.

15) Streamverse

16) Teleflip
Email on your cell phone ... for free.

17) Twitter
If you don't know what Twitter is yet, I can't explain it to you. Well, yes I can. Twitter answers the question, "What are you doing?"

Assuming somebody cares.

18) Thrrum

19) VoiceThread
Create a voicethread and collect the stories behind your pictures.

20) ZenZui
Stop surfing. Start Zooming.

Slugging through the War for Talent

Take heart job seekers!

The chips are stacked on your side of the table, and in the war for talent, employers think they know what you want.

But most are still found wanting.

According to a study released today by Development Dimensions International (DDI), and Monster^®, today's job market is increasingly in the hands of the candidate.

The study, titled “Slugging Through the War for Talent: Selection Forecast 2006-2007,” reveals that 73 percent of staffing directors report competition for talent has increased since 2005, while 79 percent expect it to further intensify in 2007.

“Candidates are in a very powerful position—organizations need to think about hiring as a competitive practice if they want to attract the best people,”

said Scott Erker, senior vice president of DDI’s Selection Solutions.

“Right now, there is a significant gap between what candidates want and what employers think they want. That’s dangerous for organizations, because many don’t understand the motivations of the candidate sitting right in front of them.”

This is DDI’s third study of hiring and recruiting practice since 1999, providing perspective on the changing shape of the hiring market over the last eight years.

The report, which reflects responses from staffing directors, hiring managers and job seekers across five global regions, examines recruitment, selection and retention practices and reveals that a tightening labor market has subsequently led to a power shift toward job seekers.

In order to lure top talent in this increasingly competitive environment, the
findings suggest that employers must identify, understand
and respond to job seekers’ motivations and desires.

The study also outlines the tactics and strategies organizations can implement to improve their hiring systems and better meet job seekers’ needs.

“The recruiting industry has acknowledged for several years that retiring Baby Boomers, coupled with a tightening labor market, would eventually bring about an acute labor shortage. However, the survey findings indicate that this eventuality is already upon us,”

said Neal Bruce, vice president of alliances, Monster. “

Select Survey Highlights

• It’s a buyer’s market.

• There is a gap between employer perceptions and candidate realities.

• Turnover is rapid.
  

• Interviews can be dealmakers or deal breakers.

The executive summary, "Selection Forecast 2006-2007" is is currently available online from DDI HERE and the Monster Intelligence web site, HERE.

Check out the complete article on PRWeb.com.

Slugging through the War for Talent

Take heart job seekers!

The chips are stacked on your side of the table, and in the war for talent, employers think they know what you want.

But most are still found wanting.

According to a study released today by Development Dimensions International (DDI), and Monster^®, today's job market is increasingly in the hands of the candidate.

The study, titled “Slugging Through the War for Talent: Selection Forecast 2006-2007,” reveals that 73 percent of staffing directors report competition for talent has increased since 2005, while 79 percent expect it to further intensify in 2007.

“Candidates are in a very powerful position—organizations need to think about hiring as a competitive practice if they want to attract the best people,”

said Scott Erker, senior vice president of DDI’s Selection Solutions.

“Right now, there is a significant gap between what candidates want and what employers think they want. That’s dangerous for organizations, because many don’t understand the motivations of the candidate sitting right in front of them.”

This is DDI’s third study of hiring and recruiting practice since 1999, providing perspective on the changing shape of the hiring market over the last eight years.

The report, which reflects responses from staffing directors, hiring managers and job seekers across five global regions, examines recruitment, selection and retention practices and reveals that a tightening labor market has subsequently led to a power shift toward job seekers.

In order to lure top talent in this increasingly competitive environment, the
findings suggest that employers must identify, understand
and respond to job seekers’ motivations and desires.

The study also outlines the tactics and strategies organizations can implement to improve their hiring systems and better meet job seekers’ needs.

“The recruiting industry has acknowledged for several years that retiring Baby Boomers, coupled with a tightening labor market, would eventually bring about an acute labor shortage. However, the survey findings indicate that this eventuality is already upon us,”

said Neal Bruce, vice president of alliances, Monster. “

Select Survey Highlights

• It’s a buyer’s market.

• There is a gap between employer perceptions and candidate realities.

• Turnover is rapid.
  

• Interviews can be dealmakers or deal breakers.

The executive summary, "Selection Forecast 2006-2007" is is currently available online from DDI HERE and the Monster Intelligence web site, HERE.

Check out the complete article on PRWeb.com.

The Carnival of the Job Search @ WirelessJobs.com

I'm really not a fan of the carnival. Guess I get a little freaked out by the sideshow acts. I just can't figure giving my hard-earned money to see a woman with lots of facial hair.

Howevuh...I've been diggin' the idea of the blog carnival lately. I got my first invite a few months back to participate in a blog carnival by our good buddy Jason Alba at JibberJobber.

Of course, I was too lazy to participate (or I forgot), but I liked the idea nonetheless.

So, I decided it was time to do a "Carnival of the Job Search."

Two reasons why I like this idea:

1) It has the opportunity of connecting me with other people I might never have the chance to meet. Yep, this is really the only reason.

2) It's a lot easier than asking people to write a post. All that's required is that they send me a job posting that they'd like me to reference in my weekly "carnival of the job search" post.

So, what is the carnival of the job search? It's simply a weekly post on WirelessJobs.com that includes job postings and links from various recruiters around the planet. Well, at least those who decide to participate in the carnival.

The important stuff:

So, how do you, Recruiter, participate? Simply submit a job posting via the "Submit an Article Form" no later than Thursday @ 3:00PM CT of each week.

I will compile each of the job postings and submit in one posting on Friday afternoon of each week.

I will post at least one job from each requester, depending on the total number of submissions for that week's carnival.

Job Posting Format:

Job Posting should be in this format (no job descriptions!):

Manager, RF Engineering - Atlanta, GA,

T-Mobile USA

For more information, please email Dennis @ wirelessheadhunter@gmail.com

Note: the link to the job description is in the job title.

If the job is already posted on a blog or career site, please provide the link so that I can reference within the post.

I will preface each job posting by naming the person that submitted the job, and will reference appropriate links to their blog - company - agency - etc.

Here's the biggie:

I will provide additional love and accolades for all requests that are heavily laden with humor. Yes, yes, we've got to keep it professional.

If you've managed to miss the previous links that will take you to the carnival of the job search, click HERE.

So, it's time to get your blog on, Recruiters.

I look forward to the carnival.