5. BALCA Finds Similar Jobs Are Different
This article may prove helpful to many MurthyDotCom and MURTHYBULLETIN readers undergoing the Labor Certification (LC) process. The case discussed here distinguishes the job title and duties of a Programmer Analyst and a Computer Programmer and holds that the prevailing wage in one position cannot be used to obtain an LC approval for the other position. The case cited was neither filed nor appealed by The Law Office of Sheela Murthy, P.C., but is significant and has been reported in the legal literature, so we share it with our readers. When an Application for Labor Certification is denied, one may file an appeal with the Board of Alien Labor Certification Appeals (BALCA), which is part of the U.S. Department of Labor (DOL).
In a decision dated August 22, 2003, a three-judge BALCA panel affirmed the DOL's certifying officer's (CO) decision denying the LC. The crux of the issue was that the positions of a programmer / analyst and a computer programmer are different. The CO had denied the case because the position described in the labor certification, Form ETA 750, was for a programmer / analyst position, but the employer had offered a wage appropriate for a computer programmer. In support of the wage offer, the employer submitted prevailing wage findings for a computer programmer position. The programmer / analyst prevailing wage, which the CO determined as appropriate, was listed as $60,237 per year. On the other hand, the computer programmer prevailing wage had been determined to be $52,291 per year.
In its finding, BALCA held that the higher wage for that of a programmer / analyst wage should have been used. The panel of judges noted that in disputing the CO's prevailing wage determination, the Employer never disputed the finding by the CO determining use of the computer programmer wage to be inappropriate. The panel also reviewed the definition of each job as described in the Dictionary of Occupational Titles (DOT). Each position has a separate definition in the DOT, and BALCA found that the two job descriptions were sufficiently different to justify the difference in salaries. Under their reasoning, they determined that the Employer failed to show that the CO's prevailing wage determination was in error. Therefore, the denial of the labor certification was affirmed.
During this recent period of economic struggle, the COs' scrutiny of labor certifications has become increasingly onerous. Previous positions that many may consider synonymous today could raise an issue. It is important to obtain competent legal advice from those who have the experience to argue subtle points and are familiar with the frequent changes in law, policy, and procedures with the DOL. BALCA has made it clear that employers may not find a sympathetic administrative court if the certifying officer denies the case due to use of an improper prevailing wage survey.
коллекция полезных URL по темам раздела РАБОТА
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DP
- Уже с Приветом
- Posts: 17361
- Joined: 24 Jan 1999 10:01
- Location: Pittsburgh, PA, USA
4. "Zero Tolerance" Policy Withdrawn
In a piece of good news that we hope will benefit many, we have learned that a policy, referred to as "zero tolerance" by the Immigration Service, apparently has been withdrawn. The change was reportedly made via an eMail directive to appropriate employees of the U.S. Citizenship and Immigration Service (CIS). This should make life a bit easier for many individuals seeking to change or extend their nonimmigrant statuses.
Many of our MURTHYBULLETIN and MurthyDotCom readers know, through personal experience, that, in order to extend or change nonimmigrant status in the U.S., it is necessary to be in status when the request to extend or change status is filed. What this means for employment-based immigration statuses, such as the H1B or L-1, is that it is necessary to have pay stubs from the current employer covering the time immediately preceding the new case filing. For many years there had been a bit of flexibility in this matter, so that brief gaps between the last pay stub and the filing would not automatically result in the denial of the change or extension of status request. However, that all changed in 2002, when a "zero tolerance" policy Memo was issued, essentially eliminating the examiners' discretion in this area. See, our May 10, 2002 MURTHYBULLETIN article, "'Zero Tolerance' Policy for Those out of Status" <http://www.murthy.com/UD0toler.html>, available on MurthyDotCom. This "zero tolerance" was quite harsh for many nonimmigrants, and apparently did not work well for the government, either.
The eMail withdrawing the policy has not been made public as of this writing. In a September 24, 2003, AILA meeting attended by all of the attorneys from The Law Office of Sheela Murthy, P.C., we learned that the eMail was intended to demonstrate to the examiners that they have discretion. One of the reasons for the withdrawal of the policy is that, in the past few months, the rate of Requests for Evidence (RFEs) has skyrocketed with no apparent explanation. The belief is that the examiners have not felt they could overlook even the most minor technical violation. The result is that they are frequently asking for additional evidence, such as pay stubs through the time of the case filing, as well as other proof of employment.
The results of this change in policy are yet to be seen. For our readers, we would continue to emphasize the importance of maintaining status and filing for changes or extensions of status in a timely fashion. The regulation on this issue is actually quite restrictive, allowing violation to be overlooked only when there are "extraordinary circumstances beyond the control of the applicant or petitioner" and the delay is commensurate with the circumstances. However, even without circumstances that would meet the "extraordinary" standard, we believe there is a legally permissible basis for taking a more practical approach to the matter. There is a long-standing concept in the law of the "de minimis" exception. This comes from the Latin phrase "De minimis non curat lex," meaning "the law does not care for, or take notice of, very small or trifling matters." This concept permits some inherent level of discretion, even if it is not explicitly provided within the wording of the law.
We are pleased that there is a movement in the positive direction with the purported withdrawal of the zero tolerance Memo. In the real world, paperwork takes time, employers have to follow established office procedures before signing documents or releasing information, and nonimmigrants trying to understand a complex system of laws do not always know that the derivative spouses and children must have their statuses extended separately. We hope that this is the beginning of a more humane policy and that there is less disruption to the lives of foreign nationals and the ability of the foreign national workforce to provide needed services to U.S. employers, helping the economy.
© The Law Office of Sheela Murthy, P.C.
In a piece of good news that we hope will benefit many, we have learned that a policy, referred to as "zero tolerance" by the Immigration Service, apparently has been withdrawn. The change was reportedly made via an eMail directive to appropriate employees of the U.S. Citizenship and Immigration Service (CIS). This should make life a bit easier for many individuals seeking to change or extend their nonimmigrant statuses.
Many of our MURTHYBULLETIN and MurthyDotCom readers know, through personal experience, that, in order to extend or change nonimmigrant status in the U.S., it is necessary to be in status when the request to extend or change status is filed. What this means for employment-based immigration statuses, such as the H1B or L-1, is that it is necessary to have pay stubs from the current employer covering the time immediately preceding the new case filing. For many years there had been a bit of flexibility in this matter, so that brief gaps between the last pay stub and the filing would not automatically result in the denial of the change or extension of status request. However, that all changed in 2002, when a "zero tolerance" policy Memo was issued, essentially eliminating the examiners' discretion in this area. See, our May 10, 2002 MURTHYBULLETIN article, "'Zero Tolerance' Policy for Those out of Status" <http://www.murthy.com/UD0toler.html>, available on MurthyDotCom. This "zero tolerance" was quite harsh for many nonimmigrants, and apparently did not work well for the government, either.
The eMail withdrawing the policy has not been made public as of this writing. In a September 24, 2003, AILA meeting attended by all of the attorneys from The Law Office of Sheela Murthy, P.C., we learned that the eMail was intended to demonstrate to the examiners that they have discretion. One of the reasons for the withdrawal of the policy is that, in the past few months, the rate of Requests for Evidence (RFEs) has skyrocketed with no apparent explanation. The belief is that the examiners have not felt they could overlook even the most minor technical violation. The result is that they are frequently asking for additional evidence, such as pay stubs through the time of the case filing, as well as other proof of employment.
The results of this change in policy are yet to be seen. For our readers, we would continue to emphasize the importance of maintaining status and filing for changes or extensions of status in a timely fashion. The regulation on this issue is actually quite restrictive, allowing violation to be overlooked only when there are "extraordinary circumstances beyond the control of the applicant or petitioner" and the delay is commensurate with the circumstances. However, even without circumstances that would meet the "extraordinary" standard, we believe there is a legally permissible basis for taking a more practical approach to the matter. There is a long-standing concept in the law of the "de minimis" exception. This comes from the Latin phrase "De minimis non curat lex," meaning "the law does not care for, or take notice of, very small or trifling matters." This concept permits some inherent level of discretion, even if it is not explicitly provided within the wording of the law.
We are pleased that there is a movement in the positive direction with the purported withdrawal of the zero tolerance Memo. In the real world, paperwork takes time, employers have to follow established office procedures before signing documents or releasing information, and nonimmigrants trying to understand a complex system of laws do not always know that the derivative spouses and children must have their statuses extended separately. We hope that this is the beginning of a more humane policy and that there is less disruption to the lives of foreign nationals and the ability of the foreign national workforce to provide needed services to U.S. employers, helping the economy.
© The Law Office of Sheela Murthy, P.C.
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sergusha
- Posts: 18
- Joined: 24 Nov 2004 00:15
- Location: Москва ---> Canada
Тысячи IT резюме которые можно посмотреть совершенно free
http://www.free-for-recruiters.com/ - Тысячи различных IT резюме которые можно посмотреть совершенно бесплатно (не требуется даже регистрация)
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Sergunka
- Уже с Приветом
- Posts: 34124
- Joined: 03 Dec 2000 10:01
- Location: Vladivostok->San Francisco->Los Angeles->San Francisco
Правительство США - коммандировочный рейт для разных мест
http://www.gsa.gov/Portal/gsa/ep/conten ... .jsp&P=MTT
http://www.gsa.gov/Portal/gsa/ep/conten ... .jsp&P=MTT
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Vasea11
- Уже с Приветом
- Posts: 2436
- Joined: 20 Jan 2003 16:29
- Location: US
Re: Тысячи IT резюме которые можно посмотреть совершенно free
sergusha wrote:http://www.free-for-recruiters.com/ - Тысячи различных IT резюме которые можно посмотреть совершенно бесплатно (не требуется даже регистрация)
1977 различных IT резюме http://devbistro.com/developers/all
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katit
- Уже с Приветом
- Posts: 23749
- Joined: 05 Jul 2003 22:34
- Location: Брест -> St. Louis, MO
Про интервью. Модератор одобрит - дам ссылку на откуда (с)тырено.
Мне понравилось. Особенно что надо ругаться
Summary:
We started a trend with our Worst Practices, looking at things you should not do instead of those you should. Sean McCown has taken that to a new level looking at some things that you can do to ensure you don't get your next job. Read about a few things that you might avoid in your next interview.
Here's the first in a series of articles on interviewing that I promised you. Let me start by saying that I'm sure that some of you will disagree with some of my strategies, or even my advice. That's you're prerogative, but I've been interviewing for a very long time now, and I've been on both sides a lot. When I was contracting, I changed jobs every 2-4 months for about 5yrs, so I've been on my share of interviews. I've talked to dozens of recruiters, and been in front of hiring managers, HR directors, IT directors, and technical panels. Anyway, this series may be a bit out of order, but there are a lot of topics to cover, and I may bounce around a bit. OK, that's the boring part; now let's get to the meat.
Interviews are Plays
The first thing you need to realize is that interviews are like plays. You're auditioning as the part of their DBA. That means you'll be far better off if you approach it like actors approach their auditions. Rehearse, rehearse, rehearse. There are two things I do whenever I start looking for a job. The first one is bone up on SQL, but more on that later. The 2nd thing I do is practice answering questions. This is really more important than you think. We're applying the principle of muscle memory here. If you know the answer to a question, you may have a hard time wording it. I can't count the number of times that I've had a guy come in who knew exactly what he was trying to say, but just couldn't think of the words. Call it nerves, lack of intrinsic knowledge, or whatever… what it boils down to is lack of preparation.
The important thing is to either ask yourself questions, or have someone else do it, and answer them out loud. I'll say that again because it's very important. Answer out loud. I practice in the car, I practice in the shower, I practice in the bathroom. Wherever I can find a spare moment to myself I answer questions out loud. You'll be amazed at how this will improve your ability to think under pressure. You not only get your rap down, but you also get used to hearing yourself say the words. This is the most important part of all. Get used to hearing yourself say the words. If you just think the answers, your brain won't be used to hearing it out loud and you'll get distracted in the interview and start to forget little words. Then you'll stumble, and once you do you'll start to get nervous if it doesn't come back to you right away. Now you'll just get questions wrong because things aren't going well.
So get used to hearing your mouth give the answers and you'll be far better off. Not only will you get used to hearing it, but you'll get to practice the exact wording you want to use to get your point across. You'll find that you may not really know how to fully explain something simple. If that's the case, then you know where you need to concentrate your efforts.
You're NOT my Priest!!
OK, I hate to burst your bubble, but everyone isn't a Christian, nor does everyone want to hear religious expressions at work. Whether your interviewer is an atheist or a Buddhist, coming to talk to him about a job is no time to be a witness for anyone but yourself. You're there to sell yourself, so keep the 'God bless you' and the 'Go with God', and the 'I'll pray for you' crap at home. I had a guy once… actually a pretty horrible candidate… he didn't answer hardly anything right, and decided to make up for it on the way to the elevator with 'God bless you'. First of all, like that's really going to make a difference. Second, you have no idea who I am, and maybe that offends me. If you really want someone to be blessed, you don't have to say it out loud for it to be heard by its intended audience, so keep it out of the interview.
It also shows a lack of restraint and makes me question whether you could hold your mouth with our clients, or keep it off your email signature, or out of your reports. I actually used to work with a girl who would sneak in a 'God bless you' into everything she wrote. It's was almost subliminal. She wrote a Crystal report, somewhere in the description of an item, or in the legend of a chart, something… there it was. When confronted with it and asked to stop, she said that she wouldn't forsake her lord and refused to stop. After a couple more times, the company canned her. So do us all a favor, and next time you want to open your mouth to say something like that in an interview, curse instead. It's a lot less offensive and more appropriate for an IT shop.
Can I Curse?
You know, this may seem like a no-brainer, but it really isn't. Let me just say that I've cursed in almost every interview I've gone to in the past several years and it's always worked out very well. You can't just start dropping swears though… there's a method.
Put simply, follow the leader. If you're interviewer is a cool guy, and you're developing a rapport with him, and he says the s-word that rhymes with 'quit', then you can say it too. If you're talking to a guy and he says 'damn', then you may be in trouble if you say the f-word that rhymes with pluck, muck, suck, truck, luck, duck, buck, cluck, puck and well… you get the idea. Basically, just mirror him.
There are actually two schools of thought to cursing in a professional environment, and I follow them both at different times.
The first rule says that no matter how much your client curses, you take the high road. You never know when someone will be watching and get offended, or when the other person can dish it out and not be able to take it. So it's just more professional to abstain no matter how relaxed of an example is being set. I follow this rule with new customers, and with established customers I don't know that well, or don't trust.
The second rule says be cool. If someone is cursing at you, then it's usually safe to assume they don't mind hearing the words themselves. So, you can feel free to keep it real with them.
So why wouldn't I advise you to play it safe in an interview? Why curse at all? Well, you have to remember the purpose of the interview to begin with, and that's to find out if you're the kind of person they want working there. To many companies, and I'm certainly no exception, team building is more important than skills. You simply have to get along with the team. And you want them to think you're one of them. Show them that you're not a square. However, like I said, there are limits. So the rule I follow is always stay at his level and at most one step above. If he says 'damn', then you can say 'damn'. If he says 's---', then you can say 's---'. If he says 'ch---' then you can say it too.
Or, one step above like if he says 'damn', then you can probably say 's---', etc.
I remember earlier this year I interviewed a young guy who was just pathetic. Poor kid didn't know anything. That being beside the point, he also couldn't control his mouth. He dropped the F-bomb 3 times, and after each one he got this scared look on his face and apologized like I'd just found him in my living room floor in his undies with my dog and a jar of peanut butter. That one factor, had he been a fabulous DBA even, showed me that he wasn't professional enough to be able to control himself around my customers.
So you can see I don't follow the strict no cursing rule that so many do, but make up your own mind. One more thing though and then I'll drop this topic. If you do curse, whether you mean to or not, don't apologize. It makes you look like you can't control yourself. But by all means… do us all a favor. If you're going to curse, curse, if you're not, then don't. Seriously though… don't use dang, or shucks, or monkeytrucker, or the like… it's really gay. Curse and be proud, or don't say anything.
OK, this is getting really long, so I'll stop this now, and let you get on with your lives, and next time I'll talk about some specific interviewing techniques you can use to prepare, and I'll also talk a bit about how to actually become technically competent.
Мне понравилось. Особенно что надо ругаться
Summary:
We started a trend with our Worst Practices, looking at things you should not do instead of those you should. Sean McCown has taken that to a new level looking at some things that you can do to ensure you don't get your next job. Read about a few things that you might avoid in your next interview.
Here's the first in a series of articles on interviewing that I promised you. Let me start by saying that I'm sure that some of you will disagree with some of my strategies, or even my advice. That's you're prerogative, but I've been interviewing for a very long time now, and I've been on both sides a lot. When I was contracting, I changed jobs every 2-4 months for about 5yrs, so I've been on my share of interviews. I've talked to dozens of recruiters, and been in front of hiring managers, HR directors, IT directors, and technical panels. Anyway, this series may be a bit out of order, but there are a lot of topics to cover, and I may bounce around a bit. OK, that's the boring part; now let's get to the meat.
Interviews are Plays
The first thing you need to realize is that interviews are like plays. You're auditioning as the part of their DBA. That means you'll be far better off if you approach it like actors approach their auditions. Rehearse, rehearse, rehearse. There are two things I do whenever I start looking for a job. The first one is bone up on SQL, but more on that later. The 2nd thing I do is practice answering questions. This is really more important than you think. We're applying the principle of muscle memory here. If you know the answer to a question, you may have a hard time wording it. I can't count the number of times that I've had a guy come in who knew exactly what he was trying to say, but just couldn't think of the words. Call it nerves, lack of intrinsic knowledge, or whatever… what it boils down to is lack of preparation.
The important thing is to either ask yourself questions, or have someone else do it, and answer them out loud. I'll say that again because it's very important. Answer out loud. I practice in the car, I practice in the shower, I practice in the bathroom. Wherever I can find a spare moment to myself I answer questions out loud. You'll be amazed at how this will improve your ability to think under pressure. You not only get your rap down, but you also get used to hearing yourself say the words. This is the most important part of all. Get used to hearing yourself say the words. If you just think the answers, your brain won't be used to hearing it out loud and you'll get distracted in the interview and start to forget little words. Then you'll stumble, and once you do you'll start to get nervous if it doesn't come back to you right away. Now you'll just get questions wrong because things aren't going well.
So get used to hearing your mouth give the answers and you'll be far better off. Not only will you get used to hearing it, but you'll get to practice the exact wording you want to use to get your point across. You'll find that you may not really know how to fully explain something simple. If that's the case, then you know where you need to concentrate your efforts.
You're NOT my Priest!!
OK, I hate to burst your bubble, but everyone isn't a Christian, nor does everyone want to hear religious expressions at work. Whether your interviewer is an atheist or a Buddhist, coming to talk to him about a job is no time to be a witness for anyone but yourself. You're there to sell yourself, so keep the 'God bless you' and the 'Go with God', and the 'I'll pray for you' crap at home. I had a guy once… actually a pretty horrible candidate… he didn't answer hardly anything right, and decided to make up for it on the way to the elevator with 'God bless you'. First of all, like that's really going to make a difference. Second, you have no idea who I am, and maybe that offends me. If you really want someone to be blessed, you don't have to say it out loud for it to be heard by its intended audience, so keep it out of the interview.
It also shows a lack of restraint and makes me question whether you could hold your mouth with our clients, or keep it off your email signature, or out of your reports. I actually used to work with a girl who would sneak in a 'God bless you' into everything she wrote. It's was almost subliminal. She wrote a Crystal report, somewhere in the description of an item, or in the legend of a chart, something… there it was. When confronted with it and asked to stop, she said that she wouldn't forsake her lord and refused to stop. After a couple more times, the company canned her. So do us all a favor, and next time you want to open your mouth to say something like that in an interview, curse instead. It's a lot less offensive and more appropriate for an IT shop.
Can I Curse?
You know, this may seem like a no-brainer, but it really isn't. Let me just say that I've cursed in almost every interview I've gone to in the past several years and it's always worked out very well. You can't just start dropping swears though… there's a method.
Put simply, follow the leader. If you're interviewer is a cool guy, and you're developing a rapport with him, and he says the s-word that rhymes with 'quit', then you can say it too. If you're talking to a guy and he says 'damn', then you may be in trouble if you say the f-word that rhymes with pluck, muck, suck, truck, luck, duck, buck, cluck, puck and well… you get the idea. Basically, just mirror him.
There are actually two schools of thought to cursing in a professional environment, and I follow them both at different times.
The first rule says that no matter how much your client curses, you take the high road. You never know when someone will be watching and get offended, or when the other person can dish it out and not be able to take it. So it's just more professional to abstain no matter how relaxed of an example is being set. I follow this rule with new customers, and with established customers I don't know that well, or don't trust.
The second rule says be cool. If someone is cursing at you, then it's usually safe to assume they don't mind hearing the words themselves. So, you can feel free to keep it real with them.
So why wouldn't I advise you to play it safe in an interview? Why curse at all? Well, you have to remember the purpose of the interview to begin with, and that's to find out if you're the kind of person they want working there. To many companies, and I'm certainly no exception, team building is more important than skills. You simply have to get along with the team. And you want them to think you're one of them. Show them that you're not a square. However, like I said, there are limits. So the rule I follow is always stay at his level and at most one step above. If he says 'damn', then you can say 'damn'. If he says 's---', then you can say 's---'. If he says 'ch---' then you can say it too.
Or, one step above like if he says 'damn', then you can probably say 's---', etc.
I remember earlier this year I interviewed a young guy who was just pathetic. Poor kid didn't know anything. That being beside the point, he also couldn't control his mouth. He dropped the F-bomb 3 times, and after each one he got this scared look on his face and apologized like I'd just found him in my living room floor in his undies with my dog and a jar of peanut butter. That one factor, had he been a fabulous DBA even, showed me that he wasn't professional enough to be able to control himself around my customers.
So you can see I don't follow the strict no cursing rule that so many do, but make up your own mind. One more thing though and then I'll drop this topic. If you do curse, whether you mean to or not, don't apologize. It makes you look like you can't control yourself. But by all means… do us all a favor. If you're going to curse, curse, if you're not, then don't. Seriously though… don't use dang, or shucks, or monkeytrucker, or the like… it's really gay. Curse and be proud, or don't say anything.
OK, this is getting really long, so I'll stop this now, and let you get on with your lives, and next time I'll talk about some specific interviewing techniques you can use to prepare, and I'll also talk a bit about how to actually become technically competent.
Лучше водки — хуже нет! ©
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infora
- Posts: 9
- Joined: 25 Apr 2003 02:47
- Location: UK
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inerrabilis
- Уже с Приветом
- Posts: 832
- Joined: 15 Aug 2004 20:22
- Location: SPb
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VTS
- Posts: 10
- Joined: 11 Jan 2009 04:13
Re: коллекция полезных URL по темам раздела РАБОТА
Что нужно для написания хорошего резюме: http://resumark.blogspot.com/2009/02/re ... -tips.html
Основные ошибки при написание резюме: http://resumark.blogspot.com/2009/03/re ... takes.html
Основные ошибки при написание резюме: http://resumark.blogspot.com/2009/03/re ... takes.html
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VTS
- Posts: 10
- Joined: 11 Jan 2009 04:13
Re: коллекция полезных URL по темам раздела РАБОТА
Вот еще:
Как найти работу с помощью LinkedIn: http://www.resumark.com/job-resources/j ... kedin.html
Основные ошибки при поиске работы через интернет: http://www.resumark.com/blog/tatiana/co ... h-mistakes
Как найти работу с помощью LinkedIn: http://www.resumark.com/job-resources/j ... kedin.html
Основные ошибки при поиске работы через интернет: http://www.resumark.com/blog/tatiana/co ... h-mistakes
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freecom
- Posts: 7
- Joined: 06 Jul 2007 12:38
- Location: Brooklyn, NY
Re: коллекция полезных URL по темам раздела РАБОТА
Желаете знать кто и когда открывал ваше резюме?
http://resumecallback.appcod.com
http://resumecallback.appcod.com
Opinions differ
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freecom
- Posts: 7
- Joined: 06 Jul 2007 12:38
- Location: Brooklyn, NY
Re: коллекция полезных URL по темам раздела РАБОТА
новый адресfreecom wrote:Желаете знать кто и когда открывал ваше резюме?
http://resumecallback.appcod.com
http://www.trackingresume.com/
Opinions differ
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Сабина
- Уже с Приветом
- Posts: 19041
- Joined: 11 Jan 2012 09:25
- Location: CA
Re: коллекция полезных URL по темам раздела РАБОТА
Там нужно давать URL документа?freecom wrote:новый адресfreecom wrote:Желаете знать кто и когда открывал ваше резюме?
http://resumecallback.appcod.com
http://www.trackingresume.com/
А то я сто лет назад опубликовала во многих местах, а теперь все пишут и пишут. Наверное забыла убрать где-то, но где ?
https://www.youtube.com/watch?v=wOwblaKmyVw
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dotcom
- Уже с Приветом
- Posts: 9035
- Joined: 25 Oct 2011 19:02
- Location: SVO->ORD->SFO
Re: коллекция полезных URL по темам раздела РАБОТА
Бесполезно убирать. У рекрутерских контор свои базы.
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mynameiszb
- Уже с Приветом
- Posts: 1663
- Joined: 16 Jul 2009 14:18
- Location: Uganda
Re: коллекция полезных URL по темам раздела РАБОТА
Стандартное правило - не светить "мыло". Начинаете поиски - создавайте почтовый ящик, работайте с ним. Закончили - ящик прибили, пусть спамят сколько угодно в пустоту.dotcom wrote:Бесполезно убирать. У рекрутерских контор свои базы.
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Slava V
- Уже с Приветом
- Posts: 9142
- Joined: 30 Jun 2004 15:49
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Tarasik
- Уже с Приветом
- Posts: 762
- Joined: 20 Jan 2005 00:27
- Location: La Jolla, California
Re: коллекция полезных URL по темам раздела РАБОТА
вот уж ниасилил...Slava V wrote:Salary negotiation for developers
http://www.kalzumeus.com/2012/01/23/salary-negotiation/
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valchkou
- Уже с Приветом
- Posts: 4185
- Joined: 27 Apr 2011 03:43
- Location: Сергели ->Chicago
Re: коллекция полезных URL по темам раздела РАБОТА
Addon Technologies offers EB2 Green Card Filing's/H1B Transfer's/H1B Filling's
Company Name: Addon Technologies Inc
Position Type: Full-time
Experience: 3 - 15
Salary Range: Negotiable
Type: Software
We are currently looking for consultants Java / .Net / SAP / Oracle / BA / Seibel / Sales Force / DBA / Developer consultants. Addon Technologies offers EB2 Green Card Filing's/H1B Transfer's/H1B Filling's. Persons requiring H-1B Visa Sponsorship are welcome to apply.
Addon Technologies offers EB2 Green card filings.
Company Profile:
Addon Technologies Inc. is an information technology (IT) services and solutions provider headquartered in Livonia, MI. Addon Technologies Inc. is a full service-oriented Information Technology Company providing IT consulting and Strategic staffing solutions to large number of Fortune 1000 organizations. We are currently extending our network of clients and candidates. Currently, we support project sites across the United States. Utilizing an extensive back ground in number of core areas of information.
***** Never forget to add me on LinkedIn http://www.linkedin.com/pub/joshua-elliot/4/603/972 *****
(Note: Referrals make our business run. We depend on it!!! We will reward you - $500-1000- If your referral is selected. We work on 80/20 basis too. Call me for more details)
Thanks & Regards
Joshua Elliot
(Head of Recruiting Department)
ADDON Technologies, Inc.
Direct: 734-956-4737 Ext - 174
Fax: 734-418-2603
Mail ID: joshua@addonusa.com
URL: www.addonusa.com
Follow Us on LinkedIn: http://www.linkedin.com/pub/joshua-elliot/4/603/972
Company Name: Addon Technologies Inc
Position Type: Full-time
Experience: 3 - 15
Salary Range: Negotiable
Type: Software
We are currently looking for consultants Java / .Net / SAP / Oracle / BA / Seibel / Sales Force / DBA / Developer consultants. Addon Technologies offers EB2 Green Card Filing's/H1B Transfer's/H1B Filling's. Persons requiring H-1B Visa Sponsorship are welcome to apply.
Addon Technologies offers EB2 Green card filings.
Company Profile:
Addon Technologies Inc. is an information technology (IT) services and solutions provider headquartered in Livonia, MI. Addon Technologies Inc. is a full service-oriented Information Technology Company providing IT consulting and Strategic staffing solutions to large number of Fortune 1000 organizations. We are currently extending our network of clients and candidates. Currently, we support project sites across the United States. Utilizing an extensive back ground in number of core areas of information.
***** Never forget to add me on LinkedIn http://www.linkedin.com/pub/joshua-elliot/4/603/972 *****
(Note: Referrals make our business run. We depend on it!!! We will reward you - $500-1000- If your referral is selected. We work on 80/20 basis too. Call me for more details)
Thanks & Regards
Joshua Elliot
(Head of Recruiting Department)
ADDON Technologies, Inc.
Direct: 734-956-4737 Ext - 174
Fax: 734-418-2603
Mail ID: joshua@addonusa.com
URL: www.addonusa.com
Follow Us on LinkedIn: http://www.linkedin.com/pub/joshua-elliot/4/603/972
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rolo
- Posts: 4
- Joined: 27 Mar 2013 07:03
Re: коллекция полезных URL по темам раздела РАБОТА
А можно линк на сайт с рекрутами или куда можно закинуть свое резюме?
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rolo
- Posts: 4
- Joined: 27 Mar 2013 07:03
Re: коллекция полезных URL по темам раздела РАБОТА
Активный форум, подскажите куда еще можно заслать свою резюме для США, КАНАДЫ ?уже есть на DICE, LINKEDIN
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UriF
- Уже с Приветом
- Posts: 526
- Joined: 22 Apr 2013 16:33
- Location: Baku->NYC 20yrs+
Re: коллекция полезных URL по темам раздела РАБОТА
Это, чем я пользовался, когда сидел в луже...
http://seeker.dice.com/jobsearch/genthree/index.jsp
monster.com
careerbuilder.com
http://www.jobserve.us/homepage.aspx
http://www.net-temps.com/jobs/advanced_search.htm
net-temps.com
http://prgjobs.com/jsearch.cfm
jobcircle.com
http://www.JustTechJobs.com?aid=ny1
?itmoonlighter.com
http://craigslist.org
http://newyork.craigslist.org/sof/
http://geo.craigslist.org/iso/us/nj
http://newyork.craigslist.org/jsy/sof/
http://seeker.dice.com/jobsearch/genthree/index.jsp
monster.com
careerbuilder.com
http://www.jobserve.us/homepage.aspx
http://www.net-temps.com/jobs/advanced_search.htm
net-temps.com
http://prgjobs.com/jsearch.cfm
jobcircle.com
http://www.JustTechJobs.com?aid=ny1
?itmoonlighter.com
http://craigslist.org
http://newyork.craigslist.org/sof/
http://geo.craigslist.org/iso/us/nj
http://newyork.craigslist.org/jsy/sof/
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Сабина
- Уже с Приветом
- Posts: 19041
- Joined: 11 Jan 2012 09:25
- Location: CA
Re: коллекция полезных URL по темам раздела РАБОТА
Гугловые интервью
http://courses.csail.mit.edu/iap/interv ... erials.php
Алгоритмы - http://www.topcoder.com/tc?d1=tutorials ... ule=Static
http://courses.csail.mit.edu/iap/interv ... erials.php
Алгоритмы - http://www.topcoder.com/tc?d1=tutorials ... ule=Static
https://www.youtube.com/watch?v=wOwblaKmyVw
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-helloworld-
- Уже с Приветом
- Posts: 2099
- Joined: 03 Dec 2010 02:46
- Location: Intermountain West
Re: коллекция полезных URL по темам раздела РАБОТА
Сабина wrote:Гугловые интервью
http://courses.csail.mit.edu/iap/interv ... erials.php
Алгоритмы - http://www.topcoder.com/tc?d1=tutorials ... ule=Static
Спасибо, по нижней ссылке там и алгоритмы и дата структуры.
В целом неплохо написано, хотя кое-где код немного кривоват.
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Sergunka
- Уже с Приветом
- Posts: 34124
- Joined: 03 Dec 2000 10:01
- Location: Vladivostok->San Francisco->Los Angeles->San Francisco
Re: коллекция полезных URL по темам раздела РАБОТА
Архив ресурса "Привет/Работа и Карьера в ИТ"
Ссылки по поиску работы в США
Сергунька
Отчет по поиску работы в ЛА 2005
Реалити шоу или опять ищу работу
Поиск работы осень 2012 года Bay Area
Поиск работы в США - инструктаж
и все, все, все...
Здесь опыт многоуважаемого Монтчика как искать работу в другом штате находясь в США.
как найти работу в Bay Area находясь не в Bay Area
Java backend engineer is looking for a job - Bay Area
Кто-нибудь слышал отзовы об GLOBAL CONSALTING ?
"Правильная" смена работы
Опыт поиска работы после увольнения
Ссылки по поиску работы в США
Сергунька
Отчет по поиску работы в ЛА 2005
Реалити шоу или опять ищу работу
Поиск работы осень 2012 года Bay Area
Поиск работы в США - инструктаж
и все, все, все...
Здесь опыт многоуважаемого Монтчика как искать работу в другом штате находясь в США.
как найти работу в Bay Area находясь не в Bay Area
Java backend engineer is looking for a job - Bay Area
Кто-нибудь слышал отзовы об GLOBAL CONSALTING ?
"Правильная" смена работы
Опыт поиска работы после увольнения
"A patriot must always be ready to defend his country against his government." Edward Abbey