CAT | Dallas IT Managers

We pay for referrals, so if this opportunity is not a good match for your skills or you are not available but know someone who is, please forward this email to them.

Direct-hire Manager Networking & Communications Opportunity with a Great Company in Dallas, TX

Manager Networking & Communications

Job Description:

This position will report to the Director of Technical Services and Operations and will be responsible for the Networking and Communications team. Accountability includes but is not limited to; the on time delivery of projects, day to day operations, outage resolution, employee development and budget planning and tracking.

· Manage the day to day activities of the Network and Communications team. This includes performance appraisals, career development and mentoring team members

· Responsible for Network and VoIP architecture, Standards and Practices

· Responsible for Network Security (PCI)

· Responsible for managing budget for equipment and ongoing expenses for data circuits and etc.

· Negotiate and manage contracts with third party providers and vendors.

· Responsible for maintaining all network systems, applications, security and configurations.

· Test and evaluate network systems to eliminate problems and make improvements.

· Creates and maintains disaster recovery plans.

· Responsible for evaluating and ensuring all upgrades, patches, and new applications and devices are deployed properly.

Requirements:

· Bachelor’s degree and 8-10 years experience in the field or related area.

· Must have experience with both Juniper and Cisco devices.

· Advanced knowledge of firewalls, wireless devices, routing principals, and network architecture along with knowledge of  Voice over IP (VoIP)

· 3+ years in a leadership role.

· 3+ years managing capital and expense budgets

If you have this experience, feel you are a fit for this position, and are interested, please answer the questions below:

1) Do you have an updated Word copy of your resume?

2) What is your availability to start?

3) Are you open to a direct-hire position?

4) What is your current salary or pay rate?

5) Are you currently eligible to work for any employer in the US?

6) When is the best time to contact you and what # can you be reached at for this opportunity?

Regards,

Mike Hanes
ProVisionTech

ProVisionTech Jobs – Dallas IT Jobs – Dallas Technical Jobs

Dallas IT Recruiter Guy

Integrity in Recruiting
972-200-7171


“Save Time, The Best Resources, Guaranteed!”

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Soft Skills for IT Managers

June 28th, 2010

Many people believe their value is based on what they know—and they don’t want to give that up.

Most of us have, at one time or another, worked with a colleague who hoarded information as if it were gold. And let’s not forget the manager who passed on company information only on a need-to-know basis (kind of like working for the CIA).

This approach to information is frustrating and counterproductive, but understandable. Many people believe their value to the company is based on what they know—and they don’t want to give up that perceived edge. Their theory is that if they share that knowledge with their co-workers, that will increase the co-workers’ value and diminish their own.

This is a battle that business has been fighting for decades, but it’s heated up during the past few years of ongoing layoffs, when employees are more interested in surviving than collaborating. Ironically, this is happening at a time when knowledge management and collaboration technologies are getting a lot of attention from business leaders, who understand how these technologies can benefit their organizations.

Read more here

Mike Hanes
ProVisionTech

ProVisionTech Jobs – Dallas IT Jobs – Dallas Technical Jobs

Dallas IT Recruiter Guy

Integrity in Recruiting
972-200-7171
        


    "Save Time, The Best Resources, Guaranteed!"

                

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The organizations honored as Best Places to Work are vastly different in many ways, but they tend to share an ability to keep their most productive people on board. While there’s never a good time to neglect retention, doing so now may prove to be especially costly. With economic conditions beginning to improve, some organizations are looking to increase staffing levels. And as job opportunities proliferate, IT professionals will be more likely to consider moving to a new employer. Businesses that don’t address this looming challenge will find themselves at a competitive disadvantage.

Computerworld — The organizations honored as Best Places to Work are vastly different in many ways, but they tend to share an ability to keep their most productive people on board. While there’s never a good time to neglect retention, doing so now may prove to be especially costly. With economic conditions beginning to improve, some organizations are looking to increase staffing levels. And as job opportunities proliferate, IT professionals will be more likely to consider moving to a new employer. Businesses that don’t address this looming challenge will find themselves at a competitive disadvantage.

Effective retention strategies may be based on unchanging core concepts such as providing recognition and helping employees with their career development. But that doesn’t mean an approach that worked prior to the downturn will be equally successful this year — or next. Here are eight ways to keep your best employees in the current environment:

Read more here

Mike Hanes
ProVisionTech

ProVisionTech Jobs – Dallas IT Jobs – Dallas Technical Jobs

Dallas IT Recruiter Guy

Integrity in Recruiting
972-200-7171
        


    "Save Time, The Best Resources, Guaranteed!"

                

Posted via email from ptg’s posterous

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We pay for referrals, so if this opportunity is not a good match for your skills or you are not available but know someone who is, please forward this link to them.

My name is Mike and I’m a recruiter at ProVisionTech Group. Our records show that you are an experienced professional with experience with CNC Administration. This experience is relevant to one of my current openings.

Senior CNC Administrator

Description:

The CNC (Configurable Network Computing) Administrator will be responsible for the daily technical support of the JD Edwards(JDE)  Enterprise Resource Planning (ERP) System. The CNC Administrator has primary responsibility for maintaining the JDE EnterpriseOne 8.12 installation. This includes the administering of the user environment, security, backups and software/object change management, JDE EnterpriseOne Java Web Server, HTML Server, Portal installation and Support (Websphere), JDE Business Services installation and support, JDE EnterpriseOne ESU installs (Electronic Software updates), JDE EnterpriseOne Tools Release, JDE EnterpriseOne Software Update Installations, Object Management (OMW) Setup, Configuration & Maintenance, Development Support (EnterpriseOne Fat Client installs and support), performance monitoring, capacity planning, backup and recovery planning and Disaster Recovery (DR) execution. This position will maintain the necessary controls and procedures to ensure the integrity of the environments and the software levels. This individual must maintain a close working relationship with the Tech Services Database and Application Services Manager, Unix Systems Administrator, Oracle Database Administrator and JDE Development Manager in the coordination of overlapping responsibilities.

Requirements:

· Proficient in utilizing the JDE EnterpriseOne Technical Foundation tools and CNC functionality.

· Experience with installation, setup, configuration, package builds and deployments.

· Experience in JDE EnterpriseOne Application and Tools Release upgrades.

· Excellent technical knowledge and experience in server administration, networks, workstations, JDE EnterpriseOne application, troubleshooting and problem solving skills.

· Lead JDE Enterprise One maintenance, monitoring, and tuning activities.

· Work with DBA to monitor and troubleshoot application and database performance.

· Build and deploy packages for development, test, and production environments.

· Install and configure new environments as needed.

· Setup and maintain OMW for project promotion.

· Administer job and print queues.

· Work with Development team to tune and debug applications.

· Monitor and maintain application back-up and disaster recovery procedures.

· Maintain and audit application level security.

· Review and install application patches, ESUs, ASUs, and upgrades

· Configure and maintain application administration tools for monitoring performance and change management.

· Strong verbal and written communication skills.

· Solid working experience on Unix Servers, Oracle database and Websphere Windows.

If you have this experience, feel you are a fit for this position, and are interested, please answer the questions below:

1) Do you have an updated Word copy of your resume?

2) What is your availability to start?

3) Are you open to a contract-to-hire position?

4) What is your current salary or pay rate?

5) Are you currently eligible to work for any employer in the US?

6) When is the best time to contact you and what # can you be reached at for this opportunity?

We pay for referrals, so if this opportunity is not a good match for your skills or you are not available but know someone who is, please forward this link to them.

Regards,

Mike Hanes
ProVisionTech

ProVisionTech Jobs – Dallas IT Jobs – Dallas Technical Jobs

Dallas IT Recruiter Guy

Integrity in Recruiting
972-200-7171


“Save Time, The Best Resources, Guaranteed!”

Posted via email from ptg’s posterous

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Truly Partnering With Your Dallas IT Clients

Many Dallas IT Consulting/IT Recruiting firms seem to lack an understanding on what it means to partner with their clients’ in a long-term relationship.  It seems that some firms are just concerned with billable hours and one-off placement fees than actually serving their clients true needs.  A case in point was a situation I encountered at one such firm in which I was employed.  I was the Director of the Dallas branch of a New York IT Consulting firm and was account manager of a financial client where we had placed a programmer.  This programmer was not working out well and the client was thinking of replacing him, however, the president of the New York IT consulting firm I was with was determined to keep this programmer there for the 90 day guarantee period just so they could earn their fee.  I actually called the programmer and asked if he knew that the client was thinking of letting him go and told him that he really needed to “step up” his learning process and come up to speed or we would have to replace him.  The candidate did better for a short period of time.  At around 95 days after he was hired, the Dallas IT Development Manager called to say that the candidate was not working out and could we find a replacement.  I spoke with the president of our firm and he said “no way, they have to pay us”.  I was very uncomfortable with this approach, but really had no say in the final decision.  Although I had asked if we could not be flexible on the 90 day guarantee period, he proceeded, in no uncertain terms, to tell me what he wanted me to tell the manager – to pay us immediately.  The client paid us all right, and then put us on their “blacklist”.

As a technical account manager/recruiter, do you truly partner with your clients?  As a 13 year veteran of Dallas IT Operations and Technical Consulting/Recruiting, I really do desire to partner with my clients in a long-term relationship that adds value. That is why I considered it a “blessing in disguise” when that particular company I was with decided to to close the Dallas office I operated.  I launched my own company, ProVisionTech, and now am able to operate my own company with what I feel are sound and honest business practices.

Sincerely,

Mike Hanes

Founder of:

ProVisionTech

Integrity in Recruiting

The Secret of Success.com

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I was in IT for several years before being laid off several years ago. I was laid off right before September 11, 2001 and was working on my MBA in eCommerce at the time. I found myself in a very difficult situation as many other people did during that time. Because I was working on my MBA and was almost finished, companies I interviewed with considered me ‘over-qualified’ for most positions I applied and interviewed for.

I stumbled into IT Consulting sales and account management mostly because I wanted to use my IT background for something and what a better way than to find the best people for Dallas IT Clients and at the same time put people to work. It seemed to me like the best of both worlds. Having been a Dallas IT project leader, programmer, and production support engineer, I knew what Dallas IT clients were looking for and the type of people they needed. Also, having been out of work myself, I loved putting Dallas IT candidates and consultants to work.

My first position was with a company that had provided consultants for the last Dallas IT project team I was on. The company only had one client and it was the company from which I had been laid off. When they set up my voice mail, the pass code they used was 911. I was appalled that they would use that pass code considering what had just happen with September 11. The owner would never tell me what nationality he was, but told me to tell everyone they were an Indian company. I later found out that he was from Syria. My wife was worried because she thought I was working for a company that was funneling money to terrorists! Still not sure why they would use that pass code.

I also later found out that they had consultants that built the code of one of the systems I had supported at my former company and had stolen it. They were selling the code to other companies in the same industry! I spoke to the IT Development Manager who was over the systems I had supported and she said that although upper IT management knew this company had stolen their code, they were still doing business with them!

Anyway, there is more. When I started working for this company they only had one client; the company from which I had been laid off. The CEO gave me a list of clients to “show off” potential clients. I mentioned that they only had one client and he said “I know, but this is what I want you to tell the potential clients.” I told him I would not lie for him or anyone else. I found that he lied to clients, consultants, candidates, and his own employees all the time. He lied to his VP of Marketing, and the VP of Marketing would lie to him and ask me to cover his lies. I told him no way!

I was there for two months before the final straw. Having never been in a sales role in my life, and in a horrible economy, I made my first placement as an account manager. I placed a consultant with a downtown Dallas company. In violation to our contract, they hired our consultant away from us. The CEO of our company became so enraged that he threatened to kill the CEO of the new client company for violating the contract! The CEO of the client company was totally blind sided because he was not even aware that his manager had violated the terms of our consulting agreement.

I immediately went to the parking lot, called the client CEO and apologized then went back to my office and packed all my stuff. I decided that I could not work at a company that operated without honesty and integrity and especially a company headed by someone that threatened people’s lives!

Although my first experience with Dallas IT Consulting/Recruiting firms was a pretty bad one, I felt like I really found something that I loved to do – find the right fit between Dallas IT Clients and Dallas IT candidates and consultants. I decided that I would find a Dallas IT Consulting/Recruiting firm to work for that operated with honesty and integrity.

Because of some of the unethical practices I discovered in some IT consulting and recruiting firms I have worked with, I started a Linkedin group, Integrity in Recruiting and website www.integrityinrecruiting.com, in order to start a discussion regarding incorporating sound and honest business practices in the recruiting field in our prospective companies.  I invite you to join the group.

I will share more about what I have found in my search later…

Mike Hanes

ProVisionTech

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I was screening an IT candidate a while back for a developer position with one of our Dallas IT clients and noticed that the resume he had emailed stated that he was a BA on his last 3 positions.  I told him thanks for his resume, but my client needed a developer.  He said he was a developer and I asked why his resume stated he was a BA.  He said that the last Dallas IT Consulting/Recruiting firm he had spoken with had “tweaked” his resume to match a requirement one of their clients had open.  To me this is just plain wrong.  For one thing, a Recruiting firm should never try to squeeze someone into a position they are not a fit for just to make a buck.

Years ago I interviewed for an account manager position with this same Dallas recruiting firm.  I a way I am glad that at that time they chose not to extend an offer to me and I would work for them now that I know that they engage in these types of unethical practices.  Even if this recruiting firm does not necessarily condone these practices, if someone working at the firm that chose to engage in unethical practices, it tarnishes the image of the entire firm.

I had a similar situation happen with a company that I worked for out of New York.  I managed the Dallas office of this company and had recruiters supporting me out of New York and New Jersey offices.  I had a situation where the recruiters just were not finding candidates with the right skills my clients were looking for.  They were submitting plenty of candidates, but none were a fit.  One recruiter promised me that her candidate had all the experience my Dallas client was looking for although his resume did not reflect the experience.  I told her that, if the candidate had the experience with certain programming tools my client was looking for, to have the candidate expound in the body of the resume how he had used the tools and then I would submit them. 

Without my knowledge, this recruiter changed the candidates resume to match the requirement (without the candidate’s knowledge, consent, or permission) and sent it back to me.  I submitted the resume to my client and he immediately requested an interview with the candidate based on what he saw in the resume.  I scheduled the interview and after the interview the manager called to ask why we had changed the candidate’s resume without their knowledge.  I told him that we never touch candidate resumes (so I thought).  He told me the candidate said he did not have the experience mentioned in the resume and that the recruiter must have added it.

Once I found out what had happened I called the candidate immediately to confirm that he had not updated his own resume and then I called the president of our company to discuss the problem.  The recruiter told him that she had corroborated with the candidate on what to change on his resume (which he denied) and the president believed her.  He told me to get the candidate another interview – WHAT?

I was so embarrassed that this situation had wasted my clients’ time.  IT managers are too busy to have their time wasted interviewing candidates that are not a fit.  As recruiters, we must commit to excellence and consistently raising our standards when it comes to working with our clients.  We must operate with integrity at all times.  We must exhibit INTEGRITY in RECRUITING.

Mike Hanes

ProVisionTech

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Dallas IT Staff-Aug

January 11th, 2010

IT Staff Augmentation – Effective Way to Deal With Resource Crunch

Need to staff a project immediately and introduce work process efficiency? Staff augmentation could turn out to be an effective way to leverage existing resources and utilize outsourced resources for the benefit of your company. Today, IT staff augmentation companies will help offer a team of professionals that can fill in to suit an organization’s needs.

There are a number of staff augmentation companies online which will assist companies’ with customized software development, contract programmers and a number of staffing solutions based on the needs and the budget of the company. It involves evaluation of existing staff in the company and determination of additional skills required for the projects. In companies that may have downsized a little too much, IT staff augmentation is a great alternative for most companies who are faced with problems of abundant/shortage of IT resources and falling rates.

 

Benefits of Staff Augmentation in the IT Sector

  • Skilled, professional IT personnel to work on specific requirements
  • Create and maintain the additional infrastructure and manpower
  • Save time and money

 

Apart from the above mentioned advantages, the process of staff augmentation is helpful in choosing the very best in times of abundance of IT resources. Various companies use different methodologies to find the right candidate and the process of finding an online company which offer IT staff is simpler than ever. For finding the best online you need to check a huge database and choose from a pool of talent. However, IT staff augmentation companies online will help make the process as easy as a click of your mouse. Once your requirements have been noted, they will find the most competent IT staff for your needs and budget.

It is natural for companies to have concerns over the ability/productivity of the IT staff that they have hired following recommendation of the staffing companies. But, the well-structured recruitment process and comprehensive screening process by the staffing companies will ensure that critical information is validated and candidates are chosen based on their performance and ability to handle the job requirement.

As a 13 year veteran of Dallas IT Operations and Technical Consulting/Recruiting, I really do desire to partner with my clients in a long-term relationship that adds value. Many companies I have worked for since moving into IT Staffing and Recruiting did not feel the same way as I did.  That is why I considered it a “blessing in disguise” when the last company I was with decided to to close the Dallas IT Consulting/Recruiting office I operated.  I launched my own company, ProVisionTech, and now am able to operate my own company with what I feel are sound and honest business practices.  If you need to augment your current IT staff, doesn’t it just make sense to work with a company that actually has the background and expert knowledge of the IT Industry?  We can help you with your IT Staffing Augmentation needs.   

When you work with us, you’ll find the right person or position faster, easier and with fewer headaches than you ever imagined. We guarantee it!

Mike HanesProVisionTech 

For more information on our company, ProVisionTech, go to www.provisiontechgroup.com or call 972-200-7171

For your Free Report – 5 Things You Must Know Before Hiring An IT Consulting/Staffing Company, go to www.yourtechnicalrecruiter.com

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