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  • Check out the JobSyntax archives!

    Thanks for visiting JobSyntax!  We closed the JobSyntax blog in August 2007, but check out the archives ... there's lots of employer and jobseeker tips still hanging around.

    Best of luck in your job or talent search!

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    posted Sunday, March 30, 2008 1:13 PM by jobgals | 0 Comments
  • JobSyntax: What's next?

    Gretchen Zoe

    Hello there!  We realize there’s been an extended period of darkness here on the JobSyntax blog, and we wanted to update everyone on the latest with us!  Lately, we’ve found an FAQ to work the best :) so here goes …

    zoe and liam


    Where’s Zoe?
    As many of you know, Zoe's little JobGuy, Liam, was born over 6 months ago now.  Mom, Dad, baby, and kitty cats are all doing extremely well.  After much thought and consideration, Zoe decided to continue being a full-time Mom, at least until Liam’s first birthday.  After that, who knows what the future might bring.  In the meantime, she’s planning to focus 100% on her family and herself ... and just enjoy life with her new little man!

    Where’s Gretchen?
    Since Zoe went out on leave, Gretchen has been heads-down, focused on a few corporate clients and working with lots of jobseekers.  As of last week, Gretchen re-joined the ranks of the Empire … er, we mean … Microsoft … as a Marketing Manager with the Talent Acquisition & Engagement team (her old stomping grounds!)  She returned as the online content manager for the external web presence and the PM for a program to get employees more involved in attracting awesome talent to the company.  Online communications and employee involvement in the recruiting cycle … two of her favorite topics!  

    gretchenLots of people have asked why Gretchen wanted to return to MS, and really, it was an opportunity she couldn’t pass up … a chance to work with an incredible team in producing big-time industry-leading employment marketing initiatives … and specifically tackling some seriously cool projects.

    Was JobSyntax just sucking or what?
    Good question, and actually, no.  JobSyntax lived a good life and served its purpose valiantly.  We started JS so we could 1) work together, 2) gain valuable external experience, and 3) help the underdog … career-minded software engineers and small, resource-strapped employers.  Some things we thought would be difficult were easier than expected; some things we thought would be easy were way more complex than we anticipated; and overall, we learned ~ a billion new things about ourselves – both professionally and personally.

    Zoe’s decision to focus on Liam and Gretchen’s decision to return to Microsoft had absolutely nothing to do with the trajectory of the company.  When we started it, it was only a 2-3 year plan anyway, and our journey led us to our “next steps” more quickly than we expected.

    What will happen to JobSyntax now?
    To be honest, you probably won’t hear much out of us.  One thing we did learn was that – at least for the next phase – we want to focus on our own priorities and be spectators - not necessarily leaders or even participants – in the larger recruit-o-sphere conversation.  But we’ll still be out there, listening, learning, and critiquing. :)  You know us!

    But I’m a technical jobseeker and/or hiring manager, and I need help!
    Our blog probably won’t have much activity from here on out (check out the archives!), but we’ll still hang around (and hope others will, too!) on our jobseeker and employer forum if you have burning issues.   If you need more personalized help, give us a shout.  Depending on your situation, we may be able to help or find you someone who can … but no promises. ;-)  JobSyntax has now moved from an official labor of love to unofficial shared passion.

    Thanks to everyone for a great ride, and we’ll keep seeing (and reading) you around!

    Zoe & Gretchen

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    posted Wednesday, August 29, 2007 2:33 AM by jobgals | 2 Comments
    Filed Under: Gretchen's posts, JobSyntax, Zoe's posts
  • Degree or no degree?


    I'm an incredibly lame blogger of late, I know.  Let's just say I'm taking a little "break."  I think every blogger is entitled to a break every now and then. :)

    But anyway ...

    An interesting conversation going on in the comments section of Microsoft's JobsBlog got me thinking about that age-old communication gap between jobseekers and employers ... this being JobSyntax's (whose mission it is to bridge that gap) 1 year anniversary and all!

    In Why I Wish I had Studied Computer Science/IT/Technology in College, Janelle discusses the decline in computer science college enrollment .  She lists a few assumptions - don't need a degree to get a job;  your major isn't important; the material is too outdated and irrelevant - and asks readers why they think the decline exists.  This is a topic that I'm also very passionate about, and I have to say I've just always assumed the decline existed because people who may be interested are too gun-shy of the technology industry.   They think opportunities will dwindle and/or be off-shored - so there isn't a strong future in the field.   Certainly, those reasons were mentioned, but they weren't the majority.

    While the blogosphere hardly serves as scientific research, it does provide good data points.  And the data points here tell me that there's yet another disconnect between what jobseekers think and what employers think.  A large share of the responses mirrored this sentiment:

    A formal degree in Computer Science is not really essential to get into the Software/IT industry. What is more important is having passion for what you are do.

    Now, I'm all for passion, and I'm not here to kill the dream, kids.  (And to be fair, the person who wrote this specific comment has an advanced degree in CS.)  I have seen many people have great careers in the technology industry without degrees.  But I was just really surprised to hear that same reasoning echoed over and over again.  It NEVER occurred to me people may not be majoring in CS because they don't think they need to.

    In my experience working as a technical recruiter, I have encountered maybe 2 or 3 hiring managers who have said a CS or related degree is not a requirement ... or least a very, very, very strong "nice to have."  (And those hiring managers were usually ones who didn't have degrees themselves.)  As a recruiter, education is usually the first thing my eyes notice.  And back in the day when I'd mined resume databases or job boards, "computer sci*" OR "computer eng*" were always in my search string.

    I'm not arguing that you aren't qualified if you don't have a degree ... but I am arguing that you will be perceived as unqualified if you don't have one.  The standards and requirements will only continue to increase - and those without degrees (and lacking experience to back it up) will only find it more difficult to break into the field with a good job.  You may find a job - but you also may find that those 4 years of time and tuition costs were more than worth it in the end.

    Like I said, just an interesting response.  "I don't need a CS degree" was something I never expected to hear.  In 1999?  Sure.  In 2007?  No way!

    Am I off-base?


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    posted Wednesday, April 18, 2007 9:20 PM by gretchen | 12 Comments
    Filed Under: Employer tips, Gretchen's posts, Jobseeker tips
  • Microsoft and cool: so close yet so far :)


    The cover story in the upcoming issue of Wired focuses on corporate transparency:  Get Naked and Rule the World ... a topic I'm obviously passionate about.  I'm waiting for my hard copy to arrive in the mail, but I did check out the case study on Microsoft by Fred Vogelstein, my favorite Wired writer (who also wrote an interesting piece about Yahoo! a few issues ago.)  (Disclosure:  Fred interviewed me for the article but my material didn't make the cut - but it was fun nonetheless.)

    Anyway, I love the end of the article, in which Fred reveals that a Microsoft employee inadvertently emailed him PR's file on him, Wired, and Microsoft's talking points surrounding efforts like Channel 9 and On10.  Love it.  So classic Microsoft.  Cringe, cringe, sigh.

    But its efforts to be transparent go only so far. Someone at Microsoft unintentionally emailed me the confidential dossier the company keeps on reporters writing stories about it (presumably a common practice among big corporations). My file ran to 5,500 words and included all the angles I had been pursuing (along with suggested responses to my questions), the people outside the company they thought I had talked to, detailed background on Wired and how it has covered Microsoft, and notes on me and my interviewing style. "We need to reinforce with Fred that these efforts [Channels 9 and 10] are a natural extension of the company's DNA," the file reads. "Microsoft has been using a wide variety of communications mechanisms to reach out to developers since the days of yore. This is simply the latest manifestation of those efforts." The irony is thick. While working with me on a story about its newfound openness, Microsoft and its PR agency were furiously scurrying behind the scenes to control the message. One thing about transparency is clear: It's harder than it looks.

    So close, yet so far. :)


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    posted Monday, March 26, 2007 3:10 PM by jobgals | 1 Comments
    Filed Under: Employment Branding, Gretchen's posts
  • i agree. blogs aren't all that - but they do have their place


    I was traveling last week so I'm a little behind - but I finally got a chance today to listen to the Recruiting Animal's radio show (aka live podcast) on the topic of recruiting blogs:  Have Recruiting Blogs made it big?  I wish I could have listened live and participated - but such is life.  It was great to listen to the Animal after reading him for so long.  First, it was very cool that he gave a shout out to our very own Liam Goldring.  Lil’ Liam is a blogosphere celebrity! ;-)

    Anyway, the Animal argues that recruiting blogs have not yet “arrived.”  They can be effective, and recruiters and marketers alike are getting some value out of them … but they haven’t caught on like people predicted … especially in the corporate / 1st party space.

    A few thoughts … first, I agree with a lot of what the Animal says.  My feeling is that blogs are one of many, many, many, many different channels that a corporate recruiting department can use to promote their company’s openings and general employment brand.  And in general, I’ve seen very few companies (especially the big guys) who do a good overall job of promoting their company’s openings and employment brand in the first place.  Employment marketing, in general, has been slow to evolve.

    I also don’t think that corporate recruiters should spend their time writing a blog.  I've always said that.  They need to be recruiting, not marketing.  The person who manages your career site or your ad campaigns or your events should be the person managing your blog.  It’s just another channel to get the word out.  It’s another channel to assist with your site’s SEO.  It’s another channel to connect 1:many with candidates. And it's a way to do all these things very cheapy, very quickly, and very easily as compared to more traditional marketing approaches which require mondo overhead.  I don't think it’s not a great channel for sourcing or immediate / short-term results.  And if your organization doesn’t have dedicated resources or budget devoted to recruiting marketing (which many don’t), effective blogging probably isn’t going to happen.  It’s icing on the cake.

    The Animal does use Microsoft’s recruiting dept as an example.  He says if recruiting blogging was really that great, Microsoft would have more than two recruiting blogs … Heather’s blog and JobsBlog.  So, as you know, I no longer work at MS so I’m not going on inside knowledge here … just past experience and such.  First, Heather has said time and again she’s not a recruiting blogger.  She’s a recruiter who happens to blog.  If she attracts candidates through her blog, cool, but from what I understand that’s not her mission, and her professional success/failure does not hinge on her blog. :)  It's more of a hobby and professional passion than job responsibility. 

    And as for JobsBlog, of which I have first hand knowledge, I know I worked pretty hard to reign in rouge recruiters who wanted their own recruiting blogs.  That’s why JobsBlog is a group blog.  JobsBlog has google juice and it’s well read … so instead of fragmenting the reader base and increasing the blog management overhead, it was a deliberate decision to gather recruiters interested in blogging in one place.  Just wanted to get that on the record. :)  That, of course, may change - but it's my opinion that a company like MS is better served by one central recruiting blog, just as it's better served by central career portal.   Anything more is just spinning your wheels and replicating work with diminishing results.

    Okay, well, it’s about 20 minutes into the radio show, and I’ve got to roll.   So if anyone talks about later in the show, do let me know.  ;-)


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    posted Monday, March 12, 2007 7:26 PM by gretchen | 1 Comments
    Filed Under: Employment Branding, Gretchen's posts, Social Media
  • a twist on the traditional (and yes, boring) job description

    GretchenSomeone just sent me this link to some rather unconventional job descriptions.  Good inspiration ... and lots of creativity!  http://jobs.geni.com/
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    posted Friday, March 09, 2007 6:55 PM by gretchen | 0 Comments
    Filed Under: Employer tips, Gretchen's posts
  • Zoe and her new JobGuy!


    A lot of you have been asking and I got official permission to release the news to the blogosphere so ... :)

    I'm happy to announce that our very own Zoe (and Mr. Zoe) have their very own JobGuy.  Liam Donovan Goldring was born on Tuesday, Feb 20 at 11:21 pm.  He was 21.5 inches long and weighed 7 lbs, 1 oz when he was born.

    I finally met him today, and boy, is he the cutest!  Zoe probably doesn't want me telling you this but she went through 68 hours of labor to bring that little guy into the world.  She's one tough mama!

    But all is well with Zoe and family so I just wanted to update you all.  When things get settled, I'm sure she'll check in and say hi.


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    posted Friday, March 02, 2007 4:21 PM by gretchen | 3 Comments
    Filed Under: Gretchen's posts, JobSyntax, Silliness, pure silliness
  • One more week of free postings on JobBurner

    GretchenI've been heads down the last few weeks working with JobBurner as well as a few JobSyntax clients.  It's been crazy times, and I hope to get settled into my new routine soon.  In the meantime, I've been blogging almost daily over on JobBurner and I've even started my own personal blog ... but I'll wait until I have some decent content up there before sharing the link with you all. :)

    Shane and team at JobBurner have been busy getting new features like resume upload, the affiliate program, and matching ready for release.  In the meantime, you still have one week to get your jobs up on JobBurner for FREE. :)  Other companies who have already posted their tech jobs include Microsoft, Amazon, Match.com, T-Mobile, Deloitte, and Turner Broadcasting.

    And over here at JobSyntax, we still need to make some changes so that the two JobBurner blogs I write - as well as JobBurner posted jobs - stream through the site.  Coming soon. :)

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    posted Thursday, February 22, 2007 12:23 PM by gretchen | 0 Comments
    Filed Under: Gretchen's posts
  • JibberJobber and Isabont: add a little organization to your job search


    It’s a jobseeker's market.  At least, that’s what I gather based on the technologies and tools which were presented to Zoe and me when we asked you to share with us the best of the best of the employment industry and let us give the tools the Zoe and Gretchen treatment. :)   A couple weeks ago, Zoe reported on Improved Experience, a business intelligence tool which allows companies to track their process highs and lows through the eyes of their candidates.

    Today, I’m reviewing two tools which both aid jobseekers in navigating their job search:  JibberJobber and Isabont.  My conclusion is similar for both tools, so I'll first describe the tools and then give you my 2cents.


    JibberJobber was founded by Jason Alba who, as a jobseeker in early 2006, felt overwhelmed by the amount of information, contacts, appointments, and statuses he had to track.  Recruiters use Applicant Tracking Systems (ATS) to keep appraised of this data, so he sought to level the playing field by creating a similar tool for jobseekers. 

    Jibber Jobber

    At its core, JibberJobber is a CRM, and in fact, Jason says that small businesses have used it as such.  The site also offers a user-generated library to share links, book recommendations, advice, and personal experiences and an interview prep section which allows the jobseeker to save a 30 second pitch, power statements, and interview Q&A for easy review.

    Basic membership, which includes limited but still generous use of the CRM functionality, reporting, and library features among others, is free.  Premium use is $9.95 per month (with discounts if you sign up for a longer term contract) and allows you more flexibility with the features such as entering in unlimited contacts, importing / exporting to Outlook, tracking expenses, and pulling summary reports.

    For more information on JibberJobber, you can also visit Jason’s JibberJobber blog and listen to this podcast with Peter Clayton interviewing Jason.


    Isabont, created by Simon Clay Michael, had similar beginnings to JibberJobber.  Simon developed the site after struggling with data management during a 2004 job search, and in fact, Isabont is very similar in experience, cost and functionality to JibberJobber, with the added convenience of a resume creator (which, keep in mind, only outputs a resume as good as the information you input).  Isabont also has a strong advice section which, while not based on user generated content, currently boasts more information than JibberJobber’s library.  Premium accounts, allowing you to export calendar and contact items as well as email, download, and print documents like resumes and cover letters, run $9.95 per month.  For more info, check out Simon's isabont blog.


    Gretchen's 2cents

    Both JibberJobber and Isabont are perfect tools for high volume jobseekers who want to get organized in their current search and track activity and results for future searches.   The basic features for both services are free so if a motivated jobseeker wants to get his ducks in a row, there’s no harm in giving these services a test run.  Plus, each offers a different feel and flow so chances are the one you end up liking best will be personal tatse.  They also serve as good personal CRMs, whether you are looking for a new job or not.

    If you aren’t an uber-organized type or dealing with lots of contacts, appointments, and recruitment processes during your search, these tools may be overkill.  I believe it was Jason who said that JibberJobber gives jobseekers access to the tools recruiters have had for years and hence levels the playing field.  But as a former recruiter, I can tell you that most of my ATS interaction was just a necessary evil I had to fullfill in order to globally track candidates and results along with all my other recruiter cohorts.  I'm all for data integrity, but as a one-woman operation, Outlook and Excel worked just fine for me and my hundeds of candidates.  But that's just me.  The point:  Don’t be that jealous of recruiters and their tools. :)

    But fulfilling a need for organization or not, these tools do offer more outside of the CRM functionality like Isabont’s resume builder and advice center and JibberJobber’s library and interview preparation center.  Those are worth checking out even if you don't need help organizing your search.


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    posted Tuesday, February 13, 2007 8:39 PM by gretchen | 7 Comments
    Filed Under: Gretchen's posts, News & Reviews
  • waves aren't really capable of giving a crap at all


    I don't watch the show with ze frank as often as I should, but when I do, I always enjoy it.  Scoble pointed to a video today so I headed on over there.  Yesterday's show - focused on new technology, online community, and surfers -  is funny as usual, very true, and actually kinda poetic.  I like it. Check it out:  waves.


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    posted Tuesday, February 06, 2007 12:22 PM by gretchen | 0 Comments
    Filed Under: Gretchen's posts, Social Media
  • lost in transparency


    Recent dust-ups, misunderstandings, and their associated apologies in the blogosphere have got me thinking about transparency and blogs as communication tools. 

    Specifically, what ever happened to good old fashioned in-person talks to resolve issues and annoyances?  Gone are objective reviews in favor of all out rants that end in hurt feelings, retractions and “updates” (read apologies).  It seems, particularly as of late, that a lot of people have their knickers in a twist about a lot of different issues.  But what gets me most about this recent trend is that, in most cases, these people know each other

    So why are they blogging their grievances versus interacting with each other directly?  While blogs might be a great way to share your opinions is airing your dirty laundry always such a good idea?

    Or is this all an effort to get more site traffic?  Some would argue no, but I get the strange impression that we are seeing the Rosie O’Donnell vs. Donald Trump type publicity stunt for our medium.  Wouldn’t you rather read and comment on a provocative piece vs. a ho-hum review?  I would.  It gets me involved and maybe I will even go back to your blog.  Just check me out; I am linking to these stories myself. 

    That said I’ll be the first to argue that transparency is a good thing.  People want to know what’s going on inside your company and what independent bloggers are thinking about.  Whether bloggers admit it or not, this medium is also an astonishingly good way to drive interest in your business or other pursuits.  It’s a marketing tool.

    However, maybe it’s a good idea to take a step back and evaluate the purpose behind your opinionated post before unleashing it on the public.  Maybe instead of fueling a blog with negative emotions and rants, we can chant the mantra “can’t we all just get along” and create compelling content that drives readers to return for more then just cat fights.  Or maybe I’m just being the Pollyanna of the blogging world.  I'll leave that up to you to decide :)

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    posted Monday, February 05, 2007 12:34 PM by Zoe | 2 Comments
    Filed Under: Social Media, Zoe's posts
  • free job postings available on jobburner.com


    I owe you all a post about my involvement with JobBurner and the future of JobSyntax ... but in the meantime, I wanted to make sure all the technical recruiters and hiring managers out there know that you can post your jobs for FREE between now and 2/28 over on JobBurner.com, while the site is in beta.  So get on over there and check it out. ;-)


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    posted Friday, February 02, 2007 6:11 PM by jobgals | 0 Comments
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  • Improved Experience enhances candidate interaction


    A few weeks ago we put out a challenge to send us your best employment based tools; for job seekers, employers or both.  A few brave souls stepped into the ring and we will be rolling out our impressions in the next few days and weeks.

    For our first review, we were delighted to be contacted by Claudia Faust and Alise Cortez of Improved Experience.  They are both experts in the industry and, in addition to having a firm understanding of challenges in the space, were a pleasure to speak with!

    Improved Experience Logo

    What we learned is that Improved Experience is a suite of business intelligence tools designed to help companies gather real time information on their recruiting process and practices in order to provide a better candidate experience.  Based on Claudia’s experience with companies such as T-Mobile, she and Alise developed the concept for this tool as a way to help companies show how the hiring process, good and bad, can impact their bottom line.

    And why is this important?  Every company is driven by their profits and if you can show a data-driven overview of success and failure points at each step of the way AND benchmark those against the other corporations in your industry, you will have a much better chance of changing the way your executive leadership views staffing within your company.  As a result, your chances of getting funding for marketing and much needed tools and resources will increase.  Since this is a third party tool, you will also save money on outsourcing your candidate satisfaction surveys with the added bonus of receiving data interpreted by experts.

    Improved Experience Logo

    The one potential pitfall for employers in buying this tool is one that almost everyone faces when being part of a “cost center” – getting executive buyoff or even recognition that there is a recruiting problem in order to spend money to make changes.  At the same time companies that value talent as well as care about saving time and money in the long run on recruiting costs will line up in droves to be on Improved Experience’s client list.

    The first offering that will be rolled out is called Get Better Hires.  However, they are in the planning phases of launching applications to address all phases of the recruiting lifecycle.  Basically, you’ll be able to find out what’s happening within the process from resume submittal to terminal conclusion with the company or candidate.

    As Claudia and Alise walked us through Get Better Hires, we were very impressed.  What’s different about this application is that it provides a closed feedback loop to both employers and job seekers.  In fact, after completing the survey, job seekers have the opportunity to view data about their experience against others who have taken the survey for the same company.  I don’t know about you, but I would love to have information that I wasn’t the only one having a great or lousy interview experience with a company.

    Improved Experience Logo

    In the same vein, employers will have the opportunity to view their results benchmarked across several data points. The power in this is the ability to see how you might fair against others in your same industry or more globally, in attracting, hiring and interviewing talent overall.  This is great information to have readily available as you vie for budget dollars or to implement new programs.  While the tool customizable for each employer, it isn’t recommended to develop too many unique questions as this will skew your comparison data with other companies.  Plus there are plenty of free form dialogue boxes for job seekers to input anecdotal information about their experience in a number of areas. 

    Improved Experience Logo

    There are two key features of Get Better Hires that job seekers and employers should be aware of.  First, job seekers have the opportunity to chat live with support professional while filling out their questionnaire.  This is such a win/win feature for both getting accurate data and helping job seekers feel engaged.  Second, for employers Claudia and Alise provide expert interpretation of your data and follow up consulting services if needed so you aren’t left hanging either trying to figure out what the data means or what you should do next.

    While the tool itself is intuitive and easy to use, if you are looking for a slick Web 2.0 user interface, you won’t find it here, but you also won’t miss it.  The proof is really in the power of the data, not necessarily the look of the tool. 

    Claudia and Alise have truly thought through almost every aspect of developing this tool from privacy to accessibility to data integrity.  We’re bullish on their business and can’t wait to see how their launch and subsequent offerings are received in the industry.

    The Facts:

    • You can learn about Improved Experience here
    • Pricing varies based on your business needs, but Claudia and Alise have worked hard to make this accessible to all business sizes
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  • business, blogs and babies


    With the recent developments in our business, partnerships and personal lives, people have been asking me what's going to happen when the baby arrives?  For now as we get closer and closer Baby's due date (YIKES!), you'll probably see me tapering off the amount of blogging for JobSyntax in the next few weeks.  My focus is going to be working on some of the projects we've got going for JobBurner and pursuing some of the academic interests I have regarding social networking and its effects on the employment industry.  Of course, there is also preparing for Baby to get here and luckily my A-type personality, shared by Mr. Zoe, has gotten all the physical work out of the way as of this weekend.  Now, time for us to mentally prepare and for Baby to do any last minute growing.  Soon, hopefully, there will be an announcement sharing the news of our newest partner!  Until then, I guess you can say it is business as usual. 



    p.s.  When Baby does get here I am planning on taking off a pretty significant chunk of time probably in the range of 3-5 months or so.  Of course Gretchen will still be working with our JobSyntax clients, blogging and sharing her ideas on the state of social media and employment :)

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  • JobBurner Blogs


    As we announced yesterday, Gretchen and I have developed a partnership with JobBurner.  As part of our work with this new company, we will be blogging and moderating some of the community based forums.  If you have the chance you can check out our new blogging efforts at the JobBurner Employer HotSpot and the JobBurner Job Seeker CampFire.

    Looking forward to seeing you there!


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