Candidate Profiles

IT Enterprise Architecture Director (in MN) Candidate Profile

Posted on June 12, 2014. Filed under: Candidate Profiles |

Technology Leader with 18 years of Enterprise Architecture, IT Governance, SOA & BPM Experience:

  • History of progressive technology career accountability, supporting healthcare and financial services operations
  • Successful in leading teams through all aspects of technology strategy roadmap design and execution
  • Adept at creating scalable and repeatable infrastructure solutions
  • Effective in engaging internal IT and business teams as well as end customers
  • Strong resource planning, expense management, and project leadership experience

IT enterprise2

Want to know more?

For the full resume or in an introduction to the client highlighted here, contact Stephen at directly.



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Hitting the Job Search Brick Wall

Posted on May 20, 2014. Filed under: Candidate Profiles, Career Management, Consulting/Contracting, Executive Job Search, Job Market Trends, Job Search Tips, Personal Branding, Recruiting, Resumes |

job searchI often get asked about the typical technical professional  we come across at ITtechExec and NoddlePlace and the type of situation(s) he or she is facing when we first start working together.

Rather than describe these professionals, however, I thought I would let them two of them tell their own stories.


Perhaps you can relate with Raul. Raul is an IT executive in his early 50s with a very impressive background that includes an MBA, Six Sigma Black Belt, and 14 years with a high-profile tech company. For various reasons, Raul found himself back out in the job market and hitting the “job search brick wall.”

Here is an excerpt from his story:

“So I thought I had a pretty decent resume. I mean, I knew I had good credentials and experience, and I knew that recruiters had always been interested in me in the past. Plus, after 14 years with a Fortune 100 company working my way to a high level, although I had heard about how hard the job market was these days, I wasn’t too concerned.

And then I started looking … First of all, I hadn’t really “looked” in 14 years. So that was eye-opening right there. Then I found out that all those recruiters who had seemed so interested before suddenly were nowhere to be found … for whatever reason. My network of colleagues, which I originally thought was pretty strong, was not producing much in the way of results. And pretty soon I found myself scouring job boards, to really no avail, and attending networking meeting after networking meeting, where things moved ever so slowly.

Finally, after almost no movement, virtually no response to my “decent” resume, and months of lost salary, I decided I needed to start looking for some help.

The problem, though, was that I just couldn’t fathom paying for a resume only to keep following the same job search pattern…” Read More


Or perhaps you can relate with Ahmed. Ahmed is a Product Engineer in his late 30s in Boston. He is the father of 2 small children, and he came to me after taking a severance package from his previous employer as a result of a buyout. He had always had recruiters come to him in the past, but now that he wanted to engage them, he didn’t know how best to match them to his needs and to do so efficiently.

Here is an excerpt from his story:

“In the past, I always had recruiters pop up from time to time with different opportunities. To be honest, I usually brushed them off because I knew my certifications and credentials were good. I believed that would always keep me marketable. After all, employers kept saying they wanted someone with exactly the background and skills I had. But then my thriving company was bought out, and the incoming leadership wanted to take things in a new direction … a direction that didn’t leave much room for me. So I took a severance package and went on my way, confident that my connections would come through for me.

After a couple months went by, and my connections were pretty quiet, I started thinking about those recruiters who used to contact me all the time. I did my best to try and find them and reach out to them, but they were no longer as interested or had anything that suited me. At that point, I wasn’t sure what to do other than apply to online postings and hope for my personal connections to come through finally. I don’t like to sit around, so I started doing some research and found out about recruiter matching…” Read More

Climbing Over the Wall

What I like about both stories is that even though each faced very typical job search issues, they understood that they needed to move away from what the masses were doing in order to climb over that brick wall they were facing. Therefore, despite being “typical” technical professionals, they weren’t afraid to take “atypical” paths to get to where they wanted to go. And I’m happy to report that both did get there while learning how stay prepared for the next move. In other words, they leveraged this search to build in pipelines for the next one, something very few candidates think to do.

Perhaps that’s the real lesson here: It’s not the particular situation you face but the approach you take to dealing with it.


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What to Expect from Employer Profiling

Posted on May 14, 2014. Filed under: Candidate Profiles, Career Management, Consulting/Contracting, Executive Job Search, Job Market Trends, Job Search Tips |

Although job boards continue to be the least effective job search method, they remain the one most frequently used. And we get why. They’re alluring. It sounds like the jobs are right there, just waiting for you. You know there is an immediate need, and you know you can fill it. They make it so simple to apply, and you can do it in the middle of the workday or the middle of the night with very little effort.

And sometimes, just sometimes, but only sometimes, they actually work.

As part of our offerings at both NoddlePlace and ITtechExec, once our messaging design process is completed, we offer job search solutions. When I am working with one of our members to discuss the best strategy for him or her, I don’t fuss about whether or not to use job boards. If it’s there, and you want to go for it, go for it. But I wouldn’t put a lot of hope in it.

Instead, I encourage our members to look at other methods that might not be quite as easy but tend to be more effective if you stick with them and give yourself some time to see them through. One option is recruiter matching, which I have discussed extensively here on this blog.

Another is peer-to-peer networking, which still ranks the #1 most effective job search method. The problem, however, is that most members don’t have very engaged and well-matched professional connections…or at least they don’t have very many of them. And when it comes to networking, you want to have those and as many as you can.

So what do you do when you don’t? Well, one option is to try profiling. First you profile the employers that best meet your criteria, and then you cultivate connections at those employers.

Sounds time consuming? I’m not going to kid you: It is! BUT it can, and has, opened some interesting doors for our members…doors that job boards and recruiters would never have led them through.

At NoddlePlace and ITtechExec, we now have our own job search agent, Sue, who takes care of most of the “grunt” work when it comes to employer profiling for our members. But the real value is in what you do with the new connections made.

We’ve put together the following presentation as an overview of employer profiling as a job search method and what you can expect from it.

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