Our dynamic NY based client is looking for a Test Engineer with ability to work in a rapid delivery environment that employs an Agile/SCRUM development methodology. A successful candidate will have had experience in web applications testing, test planning, test case development, bug tracking, post release followup, and internal support. The candidate must be able to clearly articulate issues to the QA Manager and to the development team. Awesome environment.

Requirements:

5+ years experience with web applications testing
3+ years experience in a programming language (ie ruby)
Experience testing eCommerce functionality
Must have a firm operating understanding of HTTP, HTTPS, and FTP protocols, Webservers and Web Clients
Ability to design, write and implement test cases, and SQL queries

Ability to test front-end and back-end functionality equally as effective

Report and track problems by providing reproducible test cases, and working with other product team members to close bug reports
Interface with Account Executives to provide support and gain insight into client facing support issues

Provide the Test Lead with accurate estimates for designing and executing test cases within the context of a SCRUM sprint
Must be able to work closely with Software Engineers and understand basic programming concepts

Exposure to, and basic understanding of PERL programming language

Must be proficient in Linux
Understanding of markup languages such as HTML, MHTML, YAML, etc.

Desired Skills:

Experience working with automation tools such as Selenium or QTP
Experience in PERL scripting
Experience with Python

Our client delivers cutting edge software tools (SaaS) essential for success in the Real Estate investment industry. As their product success and company growth continues, they are currently looking to fill the role of Web Application Developer. This is a growing company with a history of success in innovation and executive leadership. They are looking for people who are really interested in technology and contributing to a gowing team. If you are ready to work hard, be rewarded, and grow with a team of mentors, this could be the fit for you.

Description

Our Manhattan based client is currently looking for a Web Developer with a background in Microsoft Technologies to support its commercial loan platform and growing client base. Top candidates will have previous experience with Microsoft .NET, AJAX and JavaScript web development.

The Web Developer’s role is to design, code, test, and analyze web applications. This includes researching, designing, documenting, and modifying technical specifications throughout the production lifecycle.

Responsibilities

This individual would work with both business units and other development staff to:

o Participate in applications analysis, design and specification process

o Develop and support .Net web based applications

o Build user interfaces in HTML, JavaScript and CSS

o Develop queries and stored procedures to interact with the database

o Maintain and extend existing tools and applications

o Develop new tools and applications to support the business unit

o Integrate 3rd party tools with the Rockport platform

o Identify and implement new features from the .Net framework

o Follow coding practices and standards for code development

Qualifications

Bachelor’s degree

2-5 years of experience with Microsoft .Net Framework (ASP.Net in C# and VB.Net), and Microsoft SQL Server (2005 & 2008)

Recommended Skills

Experience with Microsoft C# or VB .NET programming

Experience with JavaScript, AJAX and XML

Experience with Microsoft SQL Server

Experience with JQuery, HTML5/CSS3 and front-end development a plus

Experience with Web Services (WCF & ASMX) a plus

Experience with Entity Framework or LINQ to SQL working knowledge a plus

FOR CONSIDERATION, CONTACT trevor.smith@parallelhr.com

Job Description / Responsibilities

Proactive, dynamic, entrepreneurial mindset applied to systems and IT initiatives
Maintenance and backup of employee Windows-based workstations; installation and maintenance of hardware – hands on tasks such as installing drives, memory chips and other various cards in employee workstations and servers
Installation and maintenance of companies analyst environment, including Windows XP/7, AV software, Oracle personal server, proprietary java based tools and software upgrades per guidance of development team
Maintain Wiki and Bug tracking applications
Support VOIP Telephony system
Onsite, day-to-day immediate support for analysts and other companies personnel
Local/remote installation of VM servers and VM images, including client interaction and guidance
Manage corporate FTP site and client FTP account management
Manage corporate website infrastructure
Assistance in planning and implementing demanding security schemes
Preparation and maintenance of standard operating procedures and documentation for the Company’s data environment
Participation in Company’s data mining technology planning, implementation and testing
Apply company policies and procedures
Qualifications

At least 3-4 years deep, hands-on information systems administration experience
Remote administration experience
Strong communication/relationship skills
Linux, MySQL knowledge a plus
Highly organized, detail-oriented

Please contact trevor.smith@parallelhr.com for more information or to send a resume.

JAVA DEVELOPERS

Job Summary:

We are currently seeking Java Developers for our client in Reno, NV. The person in this position is responsible for development, designing, testing, coding and integrating software products. Provides support to and works alongside other engineers to create innovative products. Works to identify and implement testing application and service that best prepare the company to meet future business goals

Duties

Utilizes technical knowledge to write and complete software tasks and projects
Researches new technologies and incorporates them into new systems and products
Takes initiative in leading projects, delegating responsibilities, and collaborating with others
Tests, integrates, writes, troubleshoots, and debugs software applications
Responsible for the architecture and implementation of critical software components and games; uses company standards and applies design principals and patterns to develop robust software
Works closely with other engineers to provide guidance and assistance in the areas of software architecture, coding standards, and system related issues
May act as team mentor in a multi-person development team
May supervise and verify the work of engineers, designers, draftsmen, or technician

Experience:

Five or more years of professional experience in a software development team

Five or more years of experience with build automation, continuous integration, unit test, change management and configuration management

Minimum of 2 year’s experience with software methodologies

Experience with either software engineering/embedded software/computer/electrical engineer experience with software exposure

Knowledge / Skills / Abilities:

Must have a strong Java skill set with knowledge of Jboss, Tomcat, EJB, JMS, Hibernate, SQL Server and Windows platform.

Any experience with UNIX, DB2, Eclipse RCP, Web Services and Jasper Reports is a plus.

A strong working knowledge of SQL

Provides support to and works alongside other engineers to create innovative products.

Works to identify and implement testing application and service that best prepare the company to meet future business goals.

Reviews and repairs legacy code as needed

Strong knowledge of software architecture and programming

Demonstrated knowledge of PC operating systems, digital equipment components and their discrete parts

Analyzes current programs including performance, diagnosis, troubleshoots and fixes issues

Documents code consistently throughout the development and implementation process

Must have strong and effective inter-personal and communication skills, maintains positive client interactions and interacts professionally with a diverse group of clients and internal teams

Ability to define problems, collect data, establish facts, and draw valid conclusions

Ability to manage issues requiring problem resolution and conflict management

Ability to work with others to accomplish business objectives

Basic Microsoft Office skills

Must be able to obtain a gaming license

Must have the ability to travel to customer sites at short notice both domestically and internationally up to 50%

Education: Bachelor’s or Associate’s Degree/Equivalent in Computer science or related field of study or equivalent experience

IF YOU ARE INTERESTED IN THIS OPPORTUNITY, PLEASE CONTACT: trevor.smith@parallelhr.com

Our client has been a leader in the design, manufacture and distribution of advanced gaming products and gaming systems for the global gaming industry for more than 75 years. Because of this, they can offer qualified candidates a variety of exciting and challenging career opportunities on the cutting edge of innovation.

Currently, we are seeking C# and .Net Developers for their Reno, Nevada office.

The person in this position is responsible for developing, designing, testing, coding, integrating and installing software products. Troubleshoots and debugs software defects. Reviews, interprets, and executes software requirements and specifications.

Duties

Performs mid-level design and development of assigned software related projects. Researches new technologies and incorporates them into new systems and products. Tests, integrates, writes, troubleshoots, debugs and installs software applications

Job Requirements

•In-depth knowledge of .Net framework 2.0, 3.0, 3.5.
•Experience with WCF and WPF application development.
•Proficiency with ASP and web application development.
•Comprehensive object oriented programming knowledge.
•Familiarity with ado.net and remoting concepts.
•Ability to gather business requirements with a good understanding of software life-cycle
•Programming experience in C# and efficient in Microsoft SQL server.
•Willing to travel both domestically and internationally to client sites when needed up to 50%.

Qualifications

•2+ Years of Experience
•Bachelors or similar degree with Computer Science background
•Good Communication skills

Knowledge / Skills / Abilities:

Ability to work well with others in a team environment
Strong working knowledge of Software Development Lifecycle
Strong working knowledge of operating systems
Strong knowledge of tools to test software applications/systems
Strong working knowledge of development/modeling tools
Enjoy working in a creative environment
Excellent communication skills
Must be able to obtain and hold a Gaming Registration/License

Must have a valid Drivers License and driving record that qualifies for company insurance.

FOR CONSIDERATION, CONTACT trevor.smith@parallelhr.com

Parallel HR Solutions is looking to secure several Help Desk and Technical Support Analysts to provide world class technical support for a leading global organization. The designated worksite is in Salt Lake City, UT. Fluency in Portuguese, Chinese, Japanese, or Korean is highly preferred.

Required:
• Good Windows OS experience (XP, Vista, 7, and CE)
• Microsoft Office Suite (Excel, Word, PowerPoint, Access, Visio, and Project)
• Associates or Bachelors Degree from an Accredited University

Must also have experience with one or more of the following:
• Account provisioning (creation, deletion, modification, and entitlements) within Exchange
• Working knowledge of Active Directory/NT domains.
• Microsoft Sharepoint
• Citrix Terminal Server troubleshooting
• Mobile technologies (Blackberries, Citrix, VPN)
• Active Directory administration
• Basic networking (DHCP, DNS)
• Audio conferencing and Voice related support
• Administrative tools for Exchange, Email-based Faxing, Mainframe, File Transfer Administration PC hardware knowledge
• Networking and networking hardware—wired and wireless
• Hardware and software diagnosis skills

Bilingual skills ideal

Rate: $17-$19/hour
To apply please email resumes to jake.canner@parallelhr.com

“There’s a connection between culture and recruiting,” Mike Grennier, Senior Director of Corporate Recruiting for Walmart Stores, Inc., told an audience of hiring resources professionals at the annual  HR Technology Conference in Las Vegas last month.

Grennier was leading a session on virtual interviewing, a practice Walmart began just two years ago in hopes to create a more efficient recruiting process that benefits both company and candidate. They consider the effort a success: Not only has the practice enhanced Walmart’s ability to recruit more candidates across many geographic regions at a fraction of the normal spend, but it also helped them to create a better candidate experience and, in effect, strengthen their employment brand.

“Candidates love that we take the time to do this because it shows that we care about efficiency, and it saves them time,” Grennier says. Not only that, but the effort also makes Walmart stand out from its competitors. “It tells the world we’re being more green.”

Walmart employs two types of video interviewing, depending on the position:

One-way recorded interviews

These interviews act almost like a ‘video resume of sorts: Enlisting the help of an external company’s online interview platform, Walmart sends standardized questions to a group of candidates. The candidates then record their answers and send them back to the hiring managers, who then review and rate the videos based on pre-determined criteria. Walmart then brings in the best interviewees for in-person interviews.  Walmart uses this technique for event-based hiring, volume hiring, campus hiring, and situations involving similar resumes. That is, when they’re interviewing for positions – such as pharmacists – wherein many of the resumes are similar in layout and style; In these cases, video interviews enable them to see if they have a good ‘counterside’ manner, something that wouldn’t come across on a regular resume.

Live, two-way interviewing

When hiring for professional level positions, or doing executive, campus or global recruiting events, Walmart conducts live, two-way interviewing, with the help of another online interview platform service. First, Walmart sends branded webcams to prospective employees. After a tech check to make sure all the equipment is working, a live interview on video can commence. Again, the process enables Walmart to evaluate the candidates virtually bringing them in for in-person interviews. If you’re thinking that the process sounds similar to using Skype, that’s because it is; however,  Walmart finds the benefit to using a third-party company is the additional technical assistance the company receives.  It’s also easier for candidates, too. While many of them may have webcams, they do not necessarily know how to use them or they might be hesitant to download additional software to enable Skype or a similar program.

And as for the results of these efforts, Grennier says the estimated the total savings from these virtual interviews will top $5 million by the end of fiscal year 2012. In addition to the significant cost savings, the practice has also helped lessen the company’s carbon footprint: Since Walmart began virtual interviewing, the company went from using up 623 kg of carbon dioxide to only 17 kg. (In layman’s terms, that’s like taking 315 cars off the road. Mother Earth would be proud, no?)

If others are wondering about the drawbacks to virtual interviewing, Walmart seems to have experienced very few. While Grennier asserts that there are costs up front, they end up being minimal compared to the money saved overall. And while the hassle of utilizing new technologies might scare some companies off, that’s where the third party technology companies come in to assist. Not to mention that these platforms are becoming ever more sophisticated, easier to use and more commonplace. “Before long, people are going to be able to do this on their iPhones,” Grennier says.

For Walmart at least, virtual interviewing isn’t even necessarily so much about being faster and more efficient as a company, so much as it is about the ability to offer candidates a better recruitment experience. “At some point, this will become less of a tech solution and more of a candidate experience solution.”

Get started

CareerBuilder offers an online video interviewing product that enables you to build a custom-branded application with your company logo and candidateswill  feel like they’re interviewing with you. You’ll no longer need to worry about coordinating schedules — both you and candidates have the freedom to use online video interviews on your own time.

Required Skills:

• 5+​ years experience as a software engineer creating Java/J2EE solutions.
• 2+​ years experience as a software engineer working on high performance solutions in high transaction environments.​
• 2+ years using a web service framework such as: CXF, Axis 2, GlassFish Metro, XFire or JBossWS.
• Understanding of the Spring framework.
• Understanding of the standards and details for the following specifications:  SOAP, WSDL, WS-Security, WS-ReliableMessaging and JAX-WS.
• Experience with Linux servers.
• Bachelors Degree in Computer Science or IT related field.

 Other Requirements:

• Experience consulting at a cross-project level to define strategies and roadmaps for planning and systems deployment.​
• Demonstrated ability to effectively communicate with all levels of business and delivery both verbally and in writing.​
• Must be able to work in a matrix organization and team environments.​

• Strong analytical and problem solving skills.​
• Ability to resolve complex issues related to project interdependencies.​
• Self-motivated individual with ability to rapidly adapt to new environments and changing requirements.​
• Ability to deliver given challenging deadlines.​
• Service-oriented: strong interpersonal skills with a focus on delivering service to clients on other teams.​

      A working understanding of Agile development methodologies.

Our client loves Perl. They specialize in stock photo and videos, and are at the forefront of technology and research. They do fascinating things with search, discovery, recommendation engines, and scalability. We are looking for great Perl engineers for our client to help continue to be a leader in their industry.  They are an agile shop, and focus on close interaction, so you’ll have to be local to the New York area.  But if you’re awesome enough, we’ll move you out here!

They look for hard core Perl developers.  They will also consider candidates who have a Ruby, Python PHP background and teach them Perl.  Candidates must have experience working in an Agile environment.  A MySQL background is preferred but not required.

Sample code instructions:

  * Your code sample is a large part of your interview process with Our Client. If they like the sample, they’ll bring you in for two or three hours of interviewing, and make a decision. So it might make sense to put some effort into the code sample if you’re interested in getting hired at!

Please keep the following in mind as you put together a code sample:

         The complexity of your solution should match the complexity of the problem you’re solving. That is, don’t make your code overly complex to show us how good a programmer you are. Show us how well you can code, decomposing the problem rationally, and solving the sub-problems clearly. Include one or two ‘tricks’ if you think that’s appropriate.

         Something that shows your skill as a Perl programmer, and your skills as a professional programmer.

         We like short code samples. The ideal length would be about 100 lines of tight, clean code.

         We also like object oriented code because it shows your use of modern, large-scale programming metaphors.

         Your code sample should include all pieces necessary to run, including input files, and instructions about how to run the code, and what to expect.

We’d especially like to see code that covers one or more of the following topics:

         Image Manipulation

         Databases

         Batch Processing

         Something you think is relevant to high-volume websites or large amounts of data. 

         Again, we like short code samples! 100 lines of code seems about appropriate.

Social networking sites have made it easier for disgruntled customers to bash a company’s reputation online. And, as recent court cases show, it’s getting tough for employers to protect themselves.

According to a recent survey by Deloitte, 74% of employees say it’s easy to damage an employer’s reputation using social networking sites (Facebook, MySpace, Twitter, etc.).

But just because employees are aware of the damage social networking slander can cause, it doesn’t mean they care.

In fact, the Deloitte study found that 61% of employees said they wouldn’t change what they do online — even if their activity was monitored by their employers. And half say an official company ban on negative comments wouldn’t change their behavior.

As these recent court decisions show, companies may have little recourse to respond after the damage is done:

1. Online comment wasn’t defamation

The owner of several restaurants was interviewed by his local newspaper, and the article appeared on the paper’s Web site. In response to one of the questions, the owner mentioned that he treats employees “with dignity and respect.”

Apparently the father of a former employee disagreed with him. He left a comment claiming his daughter was sexually harassed, and that the behavior was condoned by the owner. The company sued the commenter for defamation, but the case was thrown out. The judged ruled the comment was a matter of opinion and not subject to defamation laws.

2. Boss can’t read private forum

A group of employees had set up a private, invite-only group on Myspace. The purpose: “To vent about any BS” they had to deal with at work. Eventually, their boss got wind of the group, and needless to say, he wasn’t happy.

He asked an employee for the password, and she complied, afraid for her job. When he went to the site, the boss found disparaging comments directed at him and other managers. The two employees who started the group were fired.

They sued, claiming the company invaded their privacy. The court agreed — since the page was password-protected, the employees had a reasonable expectation that their comments would remain private. And company had no right to read the comments.

3. Confidential docs allowed to stay public

After a bank vice president was let go, he posted confidential company documents to a Web site. Allegedly, the documents exposed illegal activities.

The bank sued the owners of the Web site to force the removal of the documents. But the court ruled in favor of the site’s owners, saying they had a First Amendment right to keep the documents online. Also, the judge said taking them down would do little good, because they could have been copied and re-posted by other sites.

What can HR do?

That doesn’t mean you can’t fire any employee whose online activities hurt the company. Firing is OK in many cases — removing the damaging material is the hard part.

Your best bet? In your computer use policy, include a part banning conduct that damages the company’s reputation. Then monitor activity and discipline accordingly.

Does your company provide employees with cell phones or smartphones to use for business calls? If so, you may need to watch out for a big security concern.

A recent UK survey of companies and institutions revealed that 79% of employees conduct confidential conversations by cell phone, and 51% do so on a daily basis. However, only 18% of companies had security software in place on their phones.

Even businesses that carefully secure other communications may be unaware of the issue. Most people are used to making calls from standard, wired telephones, where security isn’t that big of an issue (unless the police or the FBI are wiretapping you). But cell phone signals can be picked up far more easily.

Cell phone service providers do provide some encryption with their services, but it is highly vulnerable.

What this means for your business is that such critical details as sales discounts, planned bids and sales leads, which are often discussed via cell phone, might fall into your rivals’ hands.

Problems could stem from a lack of communication between IT and management. If IT isn’t aware of what sort of calls are being made on the company-owned equipment, they may neglect to take proper security measures.

It’s important for IT to know what company-issued phones are being used for. That way, they can increase protection on the phone, if necessary.

What are your peers’ plans for adding new technologies next year?

Due to increased budgets, most companies plan to make their HR tech operations more efficient in 2010, rather than making new purchases, according to a recent survey by the International Association for Human Resource Information Management (IHRIM). Of the companies surveyed:

• 26% plan to “optimize currently implemented systems”
• 24% will implement previously purchased modules, and
• 19% will try to consolidate multiple systems under one vendor.

The good news: For most companies, the HR tech budget won’t go down. More than half of respondents said they’re spending will remain the same, 30% said it will increase, and 19% expect a decrease.

Among companies who will increase spending, they said they plan to invest more in:

• performance management systems (31.1%)
• business intelligence software (22.4%)
• e-recruiting and applicant tracking (21.3%)
• core HR management systems (20%), and
• onboarding programs (20%).

While many companies are reluctant to completely ban social networking sites in the workplace, there are some steps employers can take to minimize legal risks.

The primary dangers of employees using the sites include:

• legal issues, such as defamation and harassment
• the leaking of confidential information, and
• damage to the company’s reputation.

One solution many companies have found to be effective: Let employees know they’re being monitored.

It’s not enough to have employees sign off a policy when they’re hired — experts say firms should send periodic reminders to employees to refresh their memories of the policy and the company’s monitoring practices.

It won’t stop all personal Web use — and it must be combined with a serious and consistent enforcement of the policy — but it should dissuade employees from using the Web inappropriately while at work.

Managers in your company may have had problems with employees focused on fantasy football leagues during time they should’ve spent working. But have any been fired just for belonging to a fantasy league?

That’s what happened to four Fidelity Investments employees recently. Management intercepted an e-mail discussing the activity, investigated and fired employees who had organized the pools.

You see, competing in a fantasy football league for money ($20, in this case) is technically gambling, which is technically illegal in most places.

Fidelity also has its own policy against gambling in the workplace. Cameron Pettigrew, one of the employees who was fired, was aware of the policy, but claimed it was never strictly enforced, the Fort Worth Star-Telegram reports. He said he knew of several managers and execs who also played fantasy football.

In addition to the legality, the company said it also prohibits fantasy football because it’s a distraction. One recent study estimates a nationwide productivity loss of $275 to $435 million for each week of the football season.

But, many claim, it’s just one of many distractions — a list that includes social networking and holiday shopping. And we’d bet not many employees have been fired just for having a Facebook account.

Whatever your company’s policy, one thing’s clear: It needs to be enforced consistently. Letting execs do something that rank-and-file can’t sends the wrong message to employees (and, with a company of Fidelity’s stature, could send that message to the rest of the world, too).

What’s your opinion? Should Fidelity have fired the fantasy footballers? Let us know in the comments section below.

If employees send text messages on the company’s dime, the company should be able to monitor them, right? Maybe not, according to recent court decisions.

An employer gave cell phones to a group of employees so they could communicate via text messages. The contract with the wireless provider said the company would be charged an overage fee if any phone sent more than a certain number of words in a given month. Employees had to reimburse the company for those charges.

After one employee went over his limit four times, the company obtained copies of his messages from the wireless provider. The transcripts revealed the employee was sending a lot of personal messages — in fact, many of them were sexually explicit.

The employee was disciplined, but sued, claiming his privacy was violated when the vendor provided — and the company read — his personal messages.

A jury ruled in favor of the company, before an appeals court reversed the decision. The reason: The messages weren’t the company’s property because they were stored by a third-party vendor (unlike company e-mail, which is often held on the company’s own network).

Now, the Supreme Court has agreed to hear the case. We’ll keep you posted on the outcome.

Cite: Quon v. Arch Wireless