cceleration, smart routing and application enhancements. With a long-term presence in the wireless data industry the company serves a growing installed base of well known top-tier mobile carriers worldwide.
Job Description The Field Support Engineer (FSE) is an integral part of the Company’s Support Organization. The FSE is responsible for the deployment of current and future products at customer sites. The FSE is also responsible for the on-site and remote support of issues raised by customers. An FSE is a results driven person capable of working independently and within a team to resolve time critical deployment and production issues. Duties and Principal Activities Technical Skills: • Proficient in UNIX/Linux System Administration, a must • Highly Knowledgeable in TCP/IP networking, a must • Familiar in mobile network technologies including l3-7 switching and load balancing, redundancy (A/P, A/A) and high performance systems • Knowledgeable in customer support processes, tooling and troubleshooting. • Familiar with the following protocols: HTTP, FTP, RTSP. • Knowledge of common open source software • Knowledge of application servers, Weblogic/Jboss is an advantage • Knowledge of Oracle and/or MySQL administration an advantage • Knowledgeable in Microsoft Office
Skill Required Critical Competencies: Customer Satisfaction: • Contributes significantly to customer satisfaction • Interfaces with the customer and project manager to complete assigned task • Responsible for opening lines of communication, monitors customer problems, and ensures effective resolution Communication Skills: • Communicate effectively with customers and peers • Produce written documents related to their work • Identify appropriate internal and/or external resources to solve problems • Contribute to weekly meetings • Effectively escalate through appropriate channels – “knows how to make things happen” Qualifications: • Education: 4 year technical degree, Computer Science preferred • Relevant Experience: 5+ years
Benefits Working Conditions: • Travel ~ 30-50% • Provide “on-call” service periodically Only shortlisted candidates will be contacted
Sector IT and Telecommunications…
Arbita and JobMachine Join Forces
Merger Enhances Recruiting Capabilities for Customers
Minneapolis, MN - May 22, 2008 - The March Continues
Global organizations are well aware that dedication to acquiring top–quality candidates will enable them to thrive and grow in the midst of fierce competition. Finding efficient ways to directly recruit the best candidates are needed to stay ahead in the war for talent and control the cost of recruiting in today’s market.
Arbita, the Internet Recruitment Powerhouse, headquartered in Minneapolis, has merged with JobMachine to further empower its customers to hire more and better people faster. The merger will give customers access to an integrated line of services, combining job ad distribution and recruitment solutions with alternative methods for candidate sourcing.
Arbita’s customers will have access to workforce development and consulting services designed to add value to their sourcing and recruitment teams by developing their research skills. JobMachine’s renowned seminars, onsite workshops, webinars and strategic sourcing consulting will help customers to implement long–term internet recruitment capabilities. Customers will be better equipped to consistently mine top candidates using the best available techniques – enabling them to find talent not obtainable from mainstream sources.
“JobMachine delivers real value to the recruitment market by empowering practitioners and organizations with workforce development programs and consulting services that transform individuals and organizations,” says Don Ramer, Arbita’s CEO. “Shally’s research and thought leadership have changed the way that thousands of recruiters and hundreds of companies view Talent Acquisition Strategy and Recruiting Tactics,” he continued. “This merger flows from strategic alignment of vision for the industry our companies serve and the shared values of our leadership teams,” Ramer concluded.
“Arbita is defining industry standards through recruitment best practices,” says Shally Steckerl, Founder and Chief CyberSleuth of JobMachine. “The merger will further expand the ways in which customers pipeline talent. Our combined products and services will bring recruitment to the next level by adding core competencies in research and facilitating just-in-time sourcing from every possible channel. Through the merger we will enable our customers to obtain world class talent globally, and bring premium candidates to the right jobs with a high level of precision,” he continued.
Founded in 1998, JobMachine provides consulting and training solutions for recruiters and recruiting agencies. JobMachine focuses on helping its customers build organizational capabilities around sourcing and research. It has architected sourcing and research teams at well over 160 Global 500 corporations and top Search Firms worldwide. JobMachine is based in Atlanta, GA and is located at www.jobmachine.net.
Since 1993 Arbita has posted jobs to job boards globally. It has provided services and recruitment advice to hundreds of customers. These include General Dynamics, eBay, Pfizer, and Cox Communications. Arbita partners with the HR-XML Consortium, the International Association for Human Resource Information Management, and the International Association of Employment Web Sites or IAEWS. Arbita is based in Minneapolis, MN and is located at www.arbita.net.
Don Ramer, CEO & FounderArbita(612) 278-0078|Press@arbita.netwww.arbita.net…
ates. This seems comparable to Facebook eventually being able to command higher advertising rates than Google.
I agree that much of the actual proof is not yet public. But, I would bet that companies that have figured out what works aren't going to be shouting their solutions from the rooftops for a variety of reasons.
I think those metrics and corresponding analytics are being developed because that is the only way to provide evidence of utility. Overall, the combination of increased communication, better targeting, and measurable analytics is going to greatly simplify recruiting. The question is when?