Jobspring Partners: Talent in Action

The Jobspring Experience

  • Free Job Search Tools for Veterans

    Veterans have more to offer than ever, but finding a job is never easy. Are you a veteran looking for a job, or do you know someone who is? Here are some free online resources that can help veterans make connections and find jobs.

    • Military Job Networks (MJN) is an exclusive online networking platform created and enabled only for verified U.S. Military Veterans. With 3,600 online private military occupation groups, verified Veterans access private, virtual spaces for true peer-to-peer networking and knowledge sharing.
    • Hire Heroes USA has built a national reputation of excellence for helping veterans find jobs, currently at the rate of more than 60 veterans confirmed hired every week. They partner with more than 200 veteran-friendly companies to offer relevant and up-to-date job postings on the Hire Heroes USA Job Board.
    • VetJobs services are available to assist ALL members of “The United States Military Family” advance their careers and find employment. This includes Officer and Enlisted, Active Duty, Transitioning Military, Reservists, Veterans, Retirees, of the Air Force, Army, Coast Guard, Marine Corps, Merchant Marine, National Guard, Navy, NOAA and Public Health Service along with Trailing Spouses, Eligible Former Spouses, Widows, Widowers and Dependents and DOD civilians.
    • is a free web-based job board enabling federal job seekers access to thousands of job opportunities across hundreds of federal agencies and organizations.
    • has been developed and is maintained by a team of both military veterans and corporate hiring authorities. They worked hard to create a network where former military personnel can seek careers and utilize their professional skills.
    • joined forces with Monster Worldwide (NYSE: MWW) to accelerate our growth and change the playing field for career and educational opportunities for servicemembers, veterans and military spouses. Monster's vision is bringing people together to advance their lives, which is a great fit with's "members first" ethos and goal of connecting the military community to all the benefits of service.
    • is a U.S. technology industry career portal created to connect veterans, including transitioning military personnel and their family members, with meaningful jobs in America's technology industry.
    • Another free resource is enlisting the help of a recruiter. While not all specialize in placing veterans, many recruitment firms help guide professionals in their careers and place them at jobs, all at no cost to the candidate.

    Work with Jobspring Partners if you're interested in a role in IT, or check out the job board.

    For a list of further free resources for Veterans in their job search, please see the White House’s page on “Joining Forces” here


  • 6 Questions To Ask Before You Accept A Contract Position

    First and foremost, contracting can be a great opportunity to land your next job, fast track your career, and even give yourself a bit of a raise. When job seekers start a new contract position after switching from a full-time role, it's usually amazes them how quickly the process moves.  “Wow… that was fast,” is a common response - but don't move so fast that you forget to ask yourself some important questions first. 

    While you consider the questions below, bear in mind that those who are critical of contract positions may unwittingly provide false information about these types of positions - anything but a full-time job lacks benefits and stability are among common misconceptions. Jobspring Partners actually offers a health care insurance package and PTO, which is a growing trend in companies that hire contractors. A contract role can be an easy and flexible way to gain employment in a fast-moving IT industry. Have kids? Imagine not being tied to a 9-5 schedule. Trying to get your foot in the door with a large company you already applied to in the past? An alternative path to the inside could be through contracting. 

    Find a contract or contract-to-hire position near you on our job board.

    Be sure to have the answers to these important questions from the company, recruiter, or just yourself before committing:

    How long is the contract?

    Know how long you’ll be working on this contract. That way, you’ll know when you need to start thinking about the next contract or the next steps to converting full-time. Contract lengths can run anything from 4 weeks all the way to, well, forever. 

    Is this for a project that has been secured?

    Find out if the business is already won by the contracting company because sometimes firms like to start the interview process BEFORE being awarded the business and have the ability to put contractors on. You certainly don’t want to turn down other offers you had when the job you accepted technically doesn’t exist yet. A simple way of asking is: “If I accept the offer, how soon can I start?” The answer you’re looking for should be a something like immediately, on Monday, or right after your two week notice.

    Am I going to be hired as a W-2 employee or as 1099?

    The main differences come down to taxes. As a W-2 employee, you will receive pay checks with tax withholding already taken, and you’ll receive an IRS W-2 from your employer in January of the following year. If you are hired as a 1099 contractor, you’ll get full pay with no tax deductions, but you are also responsible for paying your own taxes come April 15th of the following year.

    It’s tempting to opt for a 1099 since your pay checks are bigger, but that smile quickly goes away when you realize you not only have to calculate how much you owe at the end of the year, but in fact you OWE MORE! You get tagged with self-employment tax which is another 13-14% of your income on top of the taxes you already pay.  As a perk, however, you can write off multiple expenses for your work as well (transportation, computers, phone service, etc.) Think about these points before deciding which is better for you. 

    What happens when the contract ends?

    It’s important to know what your options are. Some staffing companies have other projects they will have needs for, and it’s good to know if you might qualify for those. The benefit of using a technology-specific staffing firm is that a great majority of their other clients will have needs that match your skill set so that when you’re done with the current contract, you increase your chances of landing another quickly with minimal downtime.

    What is the realistic time-frame of converting temp-to-hire? 

    If the job is a contract-to-hire position, it’s a good idea to have an understanding of when you might be converting to full-time status. This sets the expectations on both sides, and ensures that you and your potential employer are on the same page. Typically the timeline can be anywhere from 3 to 6 months. If you find yourself in the eigth month with no talk of conversion, it’s time to revisit the conversation with your hiring manager.

    What salary should I expect when I accept a full-time offer following my contract role?

    Most people get a bit nervous when talking about salary and compensation, but it's important to be aware of what the potential salary would look like if you convert to full-time. While it may be an uncomfortable conversation to have now, it’ll save you a headache down the road. You don’t want to find yourself having worked 4 months into a contract only to find that the salary they are thinking isn't close to what you were expecting. Of course, it’s important to be realistic as well. If you are a W-2 employee getting paid $45/hour, you should be considering a base salary of around $90,000 (inclusive of benefits and such).

    Have more questions about being a contractor? Ask a Jobspring representative near you.

    For a first-timer, a contract position can look intimidating. Don’t let that stop you from considering the opportunity and asking the essential questions before coming to a decision. Working with a recruiter can take some of the uncertainty out of the equation if you're unsure, but it comes down to getting all the answers you need in order to make the right decision.

  • 5 Ways to Ace The Technical Interview

    You passed the phone screening. You dazzled at the first face-to-face interview. You met and meshed with the team. Now you need to test your skills in the technical interview?

    It's true, the job interview process is an arduous task in today’s society. There are many obstacles that frequently catch job seekers off-guard and cause great opportunities to crumble. One of the most important, and daunting parts of the interview process for software engineers is the technical interview. Accurately preparing for one of these is extremely important in order to get an offer from your company of choice. Technical interviews are often quite rigorous and can push talented engineers to new levels of critical thinking and assessment.

    So, you ask, "How do I ultimately prepare for the technical interview?"

    Work with Jobspring Partners to find a position you want to interview at. 

    Below is a how-to guide on how to ace it:

    • Be Ready to Whiteboard: This is generally a go-to interview tactic for tech companies to evaluate engineers during the interview process. It’s always smart to practice solving technical questions on a white board to see how your brain operates/critically thinks when not in front of the computer.
    • Brush Up on Core Principles and Basics: Always make sure to brush up on any programming languages that may be rusty. Expect to be asked questions ranging from the fundamentals of certain languages to some higher-level concepts. For example, if you are interviewing for a PHP job, it is helpful to brush up on the fundamentals of the LAMP Stack and the MySQL Database.
    • Bring Code Samples: It’s always a good idea to bring code samples and github profiles with you to the interview. Companies are looking for writing ability and the ability to communicate technical thoughts through code documentation.  
    • Don’t be Afraid to Ask Questions: An important part of the process is to ask questions about the role to show that you are interested and engaged. Make sure to prepare 2-3 questions to ask at the end of the interview that show genuine interest and thought.
    • Send a Thank You Note: This is always a good thing to do when you finish any interview process with a company, but it's easy to forget while focusing on the tech. You want the company and the people you met with to remember you for the right reasons. Always address why you would be a good fit for the role and bring it back to the job description and what was covered in the interview.

    If you do all of these things, the odds of you getting a final-round interview, or better yet a job offer, will increase significantly. So always remember, preparation is the key to success in landing your dream job. 

  • 4 Reasons to Become a Contractor

    Article by Brian Moriarty, Practice Manager for Jobspring Orange County

    America’s labor force has been swiftly transitioning from a large majority of full time employees to many exploring the world of independent contracting and consulting. It has been interesting to observe people’s changing priorities when it comes to their wants and needs from employers. It seems people are foregoing 401k and benefits for a less demanding and taxing daily schedule that allows for a more self-governing approach to employment.

    The burden of working 40-50 hour weeks at one company for multiple years is becoming less and less appeasing to people, especially the younger crowds that are growing up in this ever-changing tech world.

    There are some obvious advantages to being a contractor, but at the same time, there are some hidden ones. The obvious:

    Flexibility. First and foremost, you can work the hours that suit you and your lifestyle best. The amount of money you make is directly related to the number of hours you work but it’s important to note that companies understand the difference between overtime and extortion, so be careful!

    Project-based. Another major benefit of being a contractor is that most times you will get exposure to an exciting project and then leave once it’s finished not having to deal with the maintenance or upkeep. 

    Find your next contract role in a city near you.

    In addition to the obvious benefits, there are also some lesser known perks:

    Skills Growth. By being an independent contractor, you will have exposure to a wider variety of projects and work environments, which will accelerate your skillset.

    Networking. Being a part of multiple companies a year will also expand your network and will increase your chances of capturing unique opportunities. Besides being an independent contractor for specific companies, people have been carving out personal business opportunities from new sprouting tech companies; another way to further your network.

    Recently, Time Magazine interviewed the founders from Airbnb about the tertiary markets that have started to formulate from various companies interrupting the norm, which has essentially created a new labor force. The “Sharing Economy”, as it’s being called, has paved the way for people to line their pockets with a little more green; however, it’s being seen as a full time business opportunity for many. Airbnb has approximately 1,500 employees but their model technically employs many more such as renters, various cleaning services, and home insurers. Nonetheless, the increase in contract laborers has been apparent and there are various benefits that attribute to this change.

    The labor force is shifting to accommodate the demand for more convenient solutions to life and business problems. Are you thinking about leaving your full-time job and seeing your worth in this world? 

  • The Merits of Working with Multiple Technologies

    Written by Lyndsey Lustig, Lead Recruiter in Jobspring Washington, DC 

    In the land of software development, there's more than one correct way to solve a problem. Since technology itself is limitless, it should come as no surprise that the available tools and resources are boundless as well. Now the question is, which tools should we choose, not only to get the job done, but also to best express oneself?

    I work with technical people every day, particularly those proficient with Microsoft technologies. I've found that often the best technical people don't limit themselves to one brand of tools or frameworks. They step outside their technical comfort zones and experiment with anything they can get their hands on. 

    This article presents four reasons why you might benefit personally and professionally from trying out new technologies. 

    Learn New Paradigms

    Most programmers are familiar with procedural or object-oriented programming. Functional programming, on the other hand, can provide a more concise representation of data transformations. Rather than "how", you describe "what", and the tools can help you transform the data as needed. Scala is a language that combines object-oriented and functional paradigms (for those on the JVM). Underscore.JS is a library allowing you to use the familiar filter, map, fold primitives, and a lot more, in JavaScript. 

    Learn New Ways to Use Old Technologies

    Speaking of functional programming, your experience may cause you to look at LINQ on the .NET platform in a new light. One of my hiring managers was explaining that his organization’s use of Angular.JS (with its draconian dependency injection) caused his team to think differently about DI containers in their .NET server side, resulting in more flexible and more testable C#. In this way, working with one technology influenced how they interacted with another.

    Job Mobility

    Here are four basic ways that broadening your technical repertoire can open up possibilities for career advancement.

    • You can contribute to different areas of the same project (front-end to back-end, application to data analysis, etc.)
    • You can move to new projects entirely (has your organization been piloting a new tech stack?)
    • You can move to new organizations entirely. If this is the case, I can refer you to a specialist. (Wink!)

    And finally,

    • Some organizations only fill full-stack or generalist positions. It’s worth mentioning that this is often true of smaller product development companies or startups.

    Right Tool for the Job

    Many organizations are pushing the limits of relational databases. The high performance or high availability required by their applications call for something new. NoSQL databases are answering this call, but often each in their own way. Spend some time understanding their relative merits and you can be your organization’s hero. Can you drop joins and go for the high performance of key store or document databases? Is your problem better suited by a graph database? What these specialized databases give up in the relational model they make up for by excelling in their particular area of application.

    The following books are a great resource if you’re looking to expand your knowledge of current and new technologies.

    • “Seven Languages in Seven Weeks: A Pragmatic Guide to Learning Programming Languages” by Bruce Tate
    • “Seven Databases in Seven Weeks: A Guide to Modern Databases and the NoSQL Movement” by Eric Redmond

    There are many benefits to be had from interacting with a range of technologies. Whether you’re looking for new ways to tackle an assignment or hoping to advance your career by opening new doors, I highly recommend not limiting yourself to one brand of tools or frameworks. 


    Carl Gieringer, a Darmouth College Computer Science graduate and Software Engineer at RevMetrix, was consulted on this post.


  • Product Management: Startup vs Big Company

    Written by Sara Mauskopf, Director of Product at Postmates. This article was originally published on

    Now that I’ve been at Postmates for almost 8 months, a lot of people have asked me the difference between Product Management at a larger company like Twitter where I worked from July 2010 to July 2014, or Google where I worked from 2007 to 2010, and at a startup like Postmates. I too was curious before I decided to join a startup.

    small vs large

    So first, let me define Product Management at a larger tech company. As a Product Manager, you are responsible for defining a roadmap for your area and ensuring that roadmap meets the goals or objectives you set forth for your team, which should align with the goals of the company. You’re responsible for ensuring the items on the roadmap are prioritized, and that there are clear product specifications for those items. Finally, you work closely with the team to build, launch, collect data/feedback, and iterate to a standard of exceptional quality. Through all phases, including planning, you are working closely with engineering, design, and other key stakeholders across the company. And because everyone looks to you as a leader for your product area, it is important you are inspiring those around you to do their greatest work by setting the right context, establishing a sense of urgency, and working collaboratively.

    Looking for a product or project manager role? Check out the job board to see if any positions are a good match.

    As it turns out, all those fundamentals remain the same at a startup. In fact, the fundamentals are so important that having experience at a larger company as a Product Manager is one of the best forms of training for startup Product Management. But on top of all that, at a startup you have responsibilities and challenges that do not exist at a larger company. If you are thinking of making the transition from big company PM to startup PM, here are some things you’ll want to know.


    work juggle


    1. You’ll often have to do things you have never done before and probably suck at.

    Working at a startup, you quickly discover where your personal weaknesses are because on a daily basis you need to do something you have never done before and probably are not good at yet. Executing out of your area of familiarity manifests through needing to do something that larger companies have a person or team dedicated to doing. For example, at a startup you will most certainly not have a user research team that helps you assess how your feature will be received in the market. If you want user research or early feedback on a prototype, you will have to find and interview users yourself. Although it can be daunting to roll up your sleeves and try something you have never done before, it’s also the fastest way to learn how to do it. If you are lucky, you may discover a talent you didn’t know you had!


    2. You’ll need gymnast levels of flexibility.


    Imagine any company has 5 “fire drills” a quarter. In other words, 5 times per quarter, the average company has to quickly react to something in the market, change a plan due to unexpected data or user feedback, or get in a war room and really focus on a hard problem that has not been given enough attention. At a larger company, those 5 instances are spread out between a lot of people and teams, so you personally probably only experience a "fire drill" at most once per quarter. At a startup, any fire drill usually involves most of the product, design, and engineering team because the team is so small. It’s important at a startup that you can quickly tackle these fire drills, avoid getting thrown off course, and reprioritize your roadmap when needed. Most importantly, you need to mentally be able to deal with plans changing more frequently. It’s ok!


    3. You’ll do less talking the talk, more walking the walk.

    At a startup, there is nowhere to hide. People who can step up to the plate and tackle the challenges will shine and get even more responsibility. Underperformers who can’t cut it will quickly make their way out. In addition to not needing to worry much about whether your individual performance will be recognized, if you ask any good PM at a larger company they will tell you they spend some percentage of their time carving out territory for their team, evangelizing the great results of their team, and other activities generally thought of as “managing up”. It’s not because large companies are full of evil political people, it’s just because when you have a lot of people working in one place it’s easy to get lost in the noise if you aren’t making it clear what your team works on and the results they have achieved.


    walk the walk


    You don’t have to worry about that much at a startup. Now, I spend my time working and moving the company forward rather than evangelizing my team internally. With fewer people to communicate with, you can spend more time doing the work, which is great because there is a lot of work to do.

    Jobspring is a proud sponsor of Tech in Motion events. Connect with companies like Postmates at Tech in Motion - find an event near you here.

    About the Author


    Sara Mauskopf joined on-demand delivery company Postmates in July to build and run its Product Management team. Postmates is transforming the way local goods move around a city by connecting customers with local couriers who purchase and deliver goods from any restaurant or store in a city in minutes. Prior to Postmates, Sara was a Group Product Manager at Twitter, having joined the company in 2010. She started her career at YouTube and Google as a Partner Technology Manager (a role that's a mix of partnerships and engineering). Sara graduated with a bachelors degree in Computer Science from MIT.


  • Rushing into Rails


    Written by Chris Walek, Practice Manager of Jobspring Chicago

    After studying why Chicago companies are choosing rails, what I'm realizing is that not everything is being considered. Making a decision on the initial technology and tools for building your product is a huge choice, so why not make an educated decision? A lot of companies don't, but then again it is difficult to find full information on this stuff without a consultant like myself.

    Rails is GREAT for startups, right? Let’s evaluate: it’s cheap (linux is free and it's open-source), it’s supported (amazing community - especially in Chicago), it has lots of great built-in features within rails like an ORM, and tools/gems like capybara, RSpec, etc. It's also easy to read, so if someone leaves your company, someone else can pick up right where the former employee left off, and a lot can be done in small, agile teams with full-stack engineers. While these are all great reasons, companies often forget to consider what it’s like to hire for ruby.

    Hire top tech talent in Chicago today. 

    Rather than just choosing the best tool for the job programming-wise, companies need to consider the culture and market for hiring that comes with that decision. Ruby on rails is by the far the biggest technology written remotely. When a company chooses ruby on rails, they must also choose to operate a virtual environment and let people work remotely. If not, in the world of hiring on-site, full-time rails employees, you will probably lose to the Bigs who offer personal chefs and unbeatable benefits (oh, and $150-200k). That's the other thing about hiring for ruby that people tend to forget - it's a free market; there are a lot of choices. The people that choose ruby go through the hurdles of learning a new language (ruby isn't easy to pick up) and they do so for one reason; supply and demand. When the supply is low and demand is high, price goes up. Just think about how many new training programs for ruby and mobile (iOS/Android) there are. None of these programs teach you C# or Python, so that should say something. Ruby engineers are very expensive, so while it may look cheap, it's not.

    You will also need to hire me to find the talent you need, so that's another cost. Not to mention, turnover is 1.5 years in the market, so you need to use me over and over again (yes, I have a ton of tips on how to keep your employees there and my clients do this very well, however that's another article). Ruby engineers already have jobs. They're looking (passively), but they have a job and don't need to leave for something slightly better. What actually happens is that they assess things they dislike about their current environment and convince themselves to take a few interviews and find an improvement on these non-tangibles (culture, commitment to quality software, commitment to best practices, growth within an organization). While money isn't the initial catalyst for them to look, it will be for them to leave. It’s something almost everyone can wrap their head around: You’re comfortable in your seat but a new company wants you. They add an extra $5-10k to your salary. Is that $5-10k really worth the hassle of putting in your 2 weeks, dealing with upset boss/colleagues, doing a huge knowledge transfer, then getting sped up in a new environment, etc.? Most people would say no (plus after taxes, that extra bit isn't a new Ferrari by any means). While money isn't a driving force behind why a lot of people stay at their jobs, or what most people complain about, it IS the catalyst for getting them out of their current, comfy seat and going through the hassle of changing a job. It will also buffer against them getting headhunted easily in the future, and against counter-offers.

    These are just some facts about the current market. But every engineer knows things can and will change. The best are diversifying their skillsets to be in demand when the next wave comes along—perhaps functional languages? Only time will tell.

    (Sources): I work for a nationwide technology recruiting firm which has individual offices in every major city (pending Dallas and Austin, but that should change) and have studied the consistency of these facts. Chicago, by far, does the most ruby on rails placements and thus sees the most transactional data on it.

  • DevOps and Automation Unite!

    Article by Steve Vaughan, Practice Manager at Jobspring Partners Philadelphia and Philly Puppet User Group champion

    DevOps– Development Operations, Automation, Cloud Deployment, and Continuous Integration – what does it all mean? Why is everyone talking about it?!

    To be honest, there is not one true answer of what DevOps really is. The title used to be Agile Systems Administrator and now the same responsibilities are posted for any one of a 100 different titles - all of them related to DevOps.

    There are many tools used by a DevOps team or engineer and sometimes choosing those tools can be a difficult and convoluted task. Should one go with the old, battle tested route of CF Engine for configuration management? Jenkins for continuous integration or give Gradle the old college try?

    One of the best ways to go about this choice is to communicate with others in the space – what better way of learning about the intricacies of these tools than speaking with like-minded professionals who have tried, failed and then ultimately succeeded in implementations? 

    An excellent opportunity for learning and discussing is by joining several technology groups in your local area. I recommend checking out to begin. You can also find some devops professionals at Tech in Motion, the national event series that Jobspring Partners sponsors. With monthly events in ten different cities across North America, there isn't a problem connecting with someone in the IT field who will talk tech with you all evening long. Find out more at

    Whether you choose to attend one or all, these are some tremendous opportunities to meet people in your area, learn about the technologies and share war stories about successful implementations! 

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