eNamix

Test News Letter

admin — Sat, 06 Aug 2011 12:03:20 +0000

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eNamix.com Rolls Out Fresh, New Branding

admin — Mon, 27 Jun 2011 18:42:42 +0000

FOR IMMEDIATE RELEASE, Irvine, California, United States, 7/15/2011. eNamix Inc., (eNamix.com), known for providing a unique blend of Information Technology talent staffing, professional services, networking and educational services, has rolled out new corporate branding with a fresh, modern design that reflects the company’s growth in recent years. As part of the new branding, eNamix.com wanted a logo that would represent the company’s follow-through and speed while maintaining the high standards they have become known for in Southern California.

“Our new logo design came from the desire to play off our historically stable presence and exceptional follow-through in IT talent staffing from both the employer and job seekers point of view, while at the same time modernizing its look,” said Jeltema, Founder and CEO of eNamix Inc.

With the roll out of the logo, eNamix.com will also further differentiate itself by highlighting the company’s website address rather than simply the company name. eNamix.com and its logo will now show the tagline of ‘Information Technology Staffing’.

“Our staff is already beginning to update websites, contracts, paperwork and more as part of an ongoing evolution of our new logo branding – customers will soon see this on refreshed corporate sites, and other mediums representing our company,” added Mr. Jeltema.

In conjunction with the new logo and website rollout, eNamix.com will be representing their Entrepreneur eNamix Inc. will offer direct recruiting, professional search, and staff augmentation programs that have been designed specifically for the needs of early stage, startup, and rapid growth companies in Southern California. The professionals that we represent have already proven themselves in early-stage or startup environments. They are hands-on leaders who have remained close to the technology, customer facing executives who are also individual contributors, and ‘Scale-up Artists’ with the vision, passion, work ethic, and experience that inspires the confidence in investors, leadership teams, customers, and employees,” commented Mark Bassett, CPC, Director of Sales Operations.

About eNamix Inc. (eNamix.com)

eNamix Inc., located in Irvine, California, was founded in 1999 by John Jeltema. eNamix Inc. is a locally owned and operated full service staffing agency with a strong emphasis in the Information Technology sector. They are active in the community, live in the community and have a strong understanding of the workforce challenges of the Orange County Technology job market.

At eNamix Inc., they don’t simply place temporaries into jobs…they place people into positions with the utmost care. Relying on their stringent hiring programs, the eNamix staffing agents get to know each candidates’ unique talents, their employers’ specific needs, and opportunities in emerging, start-up projects. eNamix‘s goal is to make the perfect match the first time. eNamix prides itself on having the best cross section of job seekers and hiring companies in Southern California and are always enhancing these networks.

eNamix.com Contact:

John Jeltema, Founder and CEO
eNamix Inc.
220 Technology Dr., Suite 110
Irvine, CA 92618
Office: 949.502.4210 | Alternate: 949.502.4219 | Fax: 949.502.4240
Email: info [@] eNamix.com

October 2010 TEN Newsletter

admin — Fri, 01 Oct 2010 00:35:37 +0000

Hi TEN Members,

Despite California unemployment over 12%, we’ve seen continued job market improvement in the Technology sector in Southern California throughout 2010 as emphasized in the sheer quantity of exclusive and limited edition job listings we have below. Don’t forget to check out our Editorial below as well.

Job Openings

Visit our candidate portal where you can search, view and apply for our latest jobs AND connect with us on FaceBook at http://www.facebook.com/enamix to see ongoing discussions and jobs that come up between newsletters. Here is our latest job openings:

Sr . Analytics Product Strategy and Operations Executive – Los Angeles – $140K

SaaS Platform Web Developer (PHP, MySQL) – Los Angeles – Salary DOE

Online Campaign Manager (SEO/SEM Project Mgr) – Los Angeles – Salary DOE

Email Marketing Manager – Santa Ana – Max $60K

VP of Sales – Central OC – $175K package

Inside (outbound) Sales – Electronics Test and Measurement – Irvine, CA – CTH – $65K package

Software Development Manager – Irvine – $150K+

Technical Program Management – Irvine – $140K+

AccuNurse Project Manager – Aliso Viejo – Rate DOE

Systems Engineer – Santa Ana – 90K-100K

Embedded WinCE.NET Engineer/Lead – Santa Ana, CA – $120K

Principal Software Engineer – Test Automation Tools – Lake Forest – Salary DOE

Software Architect – Lake Forest – Salary DOE

Product Development Architect – Lake Forest – Salary DOE

Microsoft Dynamics GP Consultant – Long Beach – Salary DOE

ColdFusion Developer – Los Angeles – $40-50/hour

ColdFusion, C#, or Cognos Developer – Los Angeles – $40-50/hour

C++/Win32 Software Engineer – Central OC – $100-140K

Corporate Account Manager (Regional Sales) – Yorba Linda – Salary DOE

SQL Server/BI Developer – Culver City – $45-50/h

Systems & Database Administrator – Costa Mesa, CA – $65-85K

EDITORIAL: In the Blink of an Interview:

Most hiring managers know exactly what they are looking for and know, within the first moments of the conversation, whether you fit or not. The remaining exchange of information is basically the process of reconfirming what they already believe. The only exception is when a change of opinion occurs due to an incorrect interpretation of their original “gut” feeling, or at least a revised understanding. The truly self-aware person understands the initial feeling in it’s entirety but a rarely is a clairvoyant insight enough to sway the interview results one way or another. Interviewees have at least some ability to impact or influence the outcome. Obviously, this article pays significant respect to Malcolm Gladwell in his writing of a very insightful book, Blink; well worth your time and attention to read.

The initial gut – call it chemistry, synergy, or a common wavelength – is the sense that an interviewer knows about the candidate with whom they are speaking. Often unable to identify specifically but yet clearly felt, the gut leads most hiring manages to a decision well before the interview ends. Whether or not the manager chooses to share that information remains their decision.

Although the split second impression is beyond your control, you can at least partially influence (positively or negatively) the final result. There are multiple facets to your ability to drive an interview to a positive result – ultimately “the next step” (e.g. offer, negotiation, next interview, or at least an expressed interest from the manager for further exploration). Most notably your own self-awareness, structure, and style.

Self-awareness - I certainly don’t suggest interacting with a hiring manager as a confidant, but we’ve observed over many years that those who truly possess a high level of comfort in the their own skin – AKA “self-awareness” – tend to portray not only the right kind of self-confidence but an air of sincerity that is noticeable at their first spoken word – even in the way they walk or shake hands. This self-awareness may be lacking in moment one of the conversation, perhaps due to nervousness, anticipation or a search for an ice-breaker, but relax and let your honesty and integrity come through. Be comfortable in your own skin. You are who you are.

Structure – Although adaptability is important in approaching the interview, a planned structure to optimize an efficient and effective exchange of information is paramount. I use the 3 G’s – Gather, Give, Get – in that order. An interview is a selling situation. The best salespeople in the world ask many questions to clearly understand the customer before showing the product that best suites their needs. Unless you are interviewing for a sales position, you don’t have to be overly insistent, but any insights about the role and what makes one successful in it will help you more effectively represent these aspects of your background that will be of most interest.

Throughout the rest of the conversation, consistently emphasize the projects, skills and experiences that most directly fit the manager’s needs and wrap up the conversation by expressing your interest, requesting feedback and identifying a post interview action item – “the next step”. I’ll leave the remaining interview techniques for another commentary.

Style – Beyond raw chemistry, your influence on the interview outcome depends on the types of words your use, your tone of voice – sincere, enthusiastic, confident – and your ability to relay the significant contribution within your capabilities. Among other things, hiring managers look for particular levels of positive energy, collaboration, and technical detail-orientation. All these need to come through in your style.

It’s all about how you do what you do with the personality type that you are. In many respects, there is not much you can do to change your style. You are who you are. However, you can be sure to make the best possible presentation you can. In order to do so, be prepared by getting plenty of sleep, eating right, and researching the role, company and hiring manager. Be ready to take the call on time or arrive on-site early. Ask engaging questions, answer negative questions briefly with a positive upside, and express interest.

Regardless of the outcome, you can know that you made the best possible impression that you are capable of making. If the hiring manager decides against proceeding, it wasn’t meant to be from the start. Rest assured though, that your presentation was as polished as you possibly could make it, and if there was a chance of turning the tides, then the outcome will reflect it. Hold your head high and keep the search going for an even better match for you.

- Your eNamix Strategic Staffing Team.

eNamix Inc.

220 Technology Dr., Suite 110 | Irvine, CA 92618

(949) 502-4210 Main

(949) 502-4219 Alternative

info@eNamix.com

August 2010 TEN Newsletter

admin — Sun, 01 Aug 2010 00:34:27 +0000

Hi TEN Members,

eNamix is, finally, back in the Irvine Spectrum! Our new address is 220 Technology Dr., Suite 110 | Irvine, CA 92618. Our phone numbers are, for John 949-502-4210, and for Mark 949-502-4219

Also, please check out our recently updated Facebook Page (http://www.facebook.com/eNamix) for the latest eNamix jobs, news, and more including a discussion of the Editorial in this newsletter.

Visit our candidate portal on our website where you can search, view and apply for jobs and even update your contact information. Click here to view current job openings

Job Openings Available in August 2010 included:

Inside (outbound) Sales – Electronics Test and Measurement – Irvine, CA – CTH – $65K package

VP of Sales – San Juan Capistrano, CA – $175K package

WinCE.NET Applications Engineer/Lead – Santa Ana, CA – Perm DOE

C#/ASP.NET Developer – Temecula, CA – CTH DOE

C++/Win32 Software Engineer – Central OC – $100-140K

Principal Game Developer – Central OC – $100-140K

Software Engineering Manager – Central OC – $120-140K

SQL Server/BI Developer – Culver City – $45-50/h

Chief Product Strategist – Los Angeles – Perm – DOE

Systems & Database Administrator – Costa Mesa, CA – $65-85K

Other Needs:

Recruiting/Sales Support – Irvine, CA – DOE

Emerging Technology Sales Evangelists – Irvine, CA – DOE

Systems & Database Administrator – Costa Mesa, CA – $65-85K

EDITORIAL: RED FLAGS and Early Warning Signs of Likely Startup Failure:

Interviewing for a position in an early stage or emerging venture? I wish we could tell you the key ingredients that make up the Secret Sauce of Startup Success… Alas if we really knew, we’d long be retired and toasting our good fortune while sitting on the beach of our private islands.

We can, however, give you some valuable advice in terms of what DOESN’T work, and point out some of the RED FLAGS and Early Warning Signs that Guarantee Failure… Even when the stars seem perfectly aligned, the odds of success are going to be stacked against you. Working for a startup usually involves making serious time and money compromises- why would you agree to do so with an organization that already has an obvious fatal flaw? Any ONE of these issues will often prove to be the downfall of a startup.

The First thing you’ve got to be, is THERE: Avoid ventures with a “Virtual”/Remote Executive Teams, (Politically Correct-Speak for “Absentee Owners” – while there ARE some necessary field-based positions such as regional sales, even the most talented and committed executives who are contributing on a remote/virtual basis will eventually come to be resented by the rest of the team for not being “present” for impromptu meetings or putting out fires.

There is No Substitute for Experience: No amount of World-Class Corporate experience among the executive leadership team is a suitable substitute for a track record of already having successfully built and scaled a start-up. Nothing but experience (even failure) can properly prepare someone for the culture shock associated in building a startup from scratch.

NO COMPROMISING ON REQUIREMENT: Especially in this current economy, companies are able to demand a perfect match to the requirements of a job description. “Compromise” is not in the equation. This is all the more true of an early stage/emerging venture, as in the adage; “We only get ONE CHANCE to do this RIGHT”; even a 90% qualified candidate poses too high a failure risk. If you are getting the distinct impression that they are ‘chasing’ you, even knowing that you only meet 60% of the specified requirements of the job description, I’d suggest that you Run Like Hell, because that fact will likely be true of the leadership, your professional peers, and subordinates.

Privately Financed and/or Bootstrapped Ventures could be excellent opportunities or unmitigated disasters. While there is significant appeal to having a financial resource that is otherwise not involved in the strategic planning and day to day operation of the business, they are also prone to closing the checkbook from which the initial ‘blank-check’ investment came. While institutional investors can be difficult to work with and demanding, they tend to go the distance in search of ROI if not breaking even.

Incest and Nepotism: “Family” Businesses – such as startups founded and led by husband & wife teams, siblings, or other relationships where there could be obvious conflicts of interest and/or determent to institutional investment. (Not to mention the fact that you’d be missing out on Pillow-Talk Board Meetings and Strategy Sessions?)

Kids-in-a-Sandbox – (no real revenue model, strategy, or proof of concept)- Trust Fund Entrepreneurs, first timers, or “This will keep him busy” sort of intentional distractions created to keep Junior away from the REAL business…

What’s the back-up plan for worst case scenario? Can we survive if we miss that first critical round of funding and are forced to bootstrap? Are the operating windows too narrow? Much like any project, there is always more involved than meets the eye, and being able to make strategic or functional changes on the fly is extremely important. For instances, ventures with disruptive potential to the established norm face additional external pressures to fail from companies with deep pockets and desperation.

Informal promises and gentlemen’s agreements (“trust-me” style stock options and incentive plans) anything that smacks of ‘we’ll cross that bridge when we come to it…

Trying to be ALL things to ALL Customers, (i.e. being Too Eager to Please) is a very common flaw, understandable born of enthusiasm for a new concept and seeing SO many paths in terms of potential applications. Avoid companies that seem to have more than one specific objective and an order to what they intend to accomplish- Better that we try to do ONE thing first, and do it RIGHT.

The Great I AM; Pink Clouds & Superman Syndrome: such as there being a massive EGO in founding executives and entrepreneurs that is indicative of them being unwilling to get out of their own way. Humility looks very good at high levels, especially in an executive who can admit previous failures and learn from mistakes. Beware of Executive Rigidity, and look for over confidence in the business model, unwilling to flex or make strategic changes on the fly and adapt to market realities….

Cutting edge vs. Bleeding Edge and the dangerous allure to being out front; nothing is more exciting than being involved in what may well be “The Next Big Thing” when it comes to technology. But keep an eye out for uncharted waters involving technology for which there is no real application yet. Scientists do not necessarily make the best Product Managers, in much the same manner as Hackers aren’t always the best Programmers. Without extensive funding and investment, these ventures are often flashes in the pan that peter out rather quickly.

Co-Dependent to the Core Executive – (overly friendly or distant, with a need-to-please/fix or exert their authority, remote isolationists, dreamers who don’t know how to execute, desk jockeys who are afraid to roll up their sleeves and get their hands dirty.)

Unethical underpinnings - beware of any hint of impropriety in the company’s business practices, i.e. “Just this once”….shady shortcuts, copycats and code thieves. An all too common one for us is when an employer attempts to convince the resource to cut us out of the deal. Dishonesty in small matters often extends into larger ones when the pressure is on.

Ready-Fire-Aim! Premature hiring is very common, (i.e. Sales & Marketing staff before a product is ready to be deployed) as is too little-too late, or seeking super-human skills across multiple disciplines in order to save $$, such as “we want a CTO who can also function as Product Manager and Sr. Architect and be technical enough to spend 50% of his time in a heads-down coding capacity while also contributing to Pre-Sales and Implementation support….”

Top Heavy Management teams- everyone is a CXX or an SVP not leaving room to bring in the world class leadership team who can take them to the next level. Entrepreneurial hands-on founding managers who can launch a venture are rarely the right horses to take them from $20M to $100M.

Opulence and Delusions of grandeur: (AAA Corporate Space, private offices vs. collaborative bullpens, extraordinary executive perks and privileges, overly generous compensation or sign-on bonuses, etc. You’ve got to ask yourself why they feel the need to BUY you…what are they hiding?

KISS (Keep It Simple, Stupid) of Death: Beware of scenarios that are overly complex or require speculative conditions that have yet to occur (i.e. anticipated regulatory changes, economic shifts, etc.) and anything that has Missing Links, such as in “We haven’t quite figured that part out yet, but I’m sure we’ll get to it eventually.”

Bottom Feeders & Copy Cats; If it’s already HOT, then the next one will NOT. A Follow the Crowd Mentality is rarely an effective strategy.

We’ve learned many of these lessons from YOU, our loyal professionals, and encourage you to send us your input on lessons learned and what to look for based on your own experience either via email or on our Facebook page (http://www.facebook.com/eNamix)! We’d be happy to share them with the group in subsequent TEN editorials.

In an effort to stimulate growth and encourage the exploration of ideas for potential new ventures, we’ve been thinking about forming various FANTASY FOUNDING TEAMS and assembling small groups of entrepreneurially inclined hands-on executives across multiple disciplines into groups where we can first throw out some initial ideas, and then break out into mini-workshops consisting of technical, operations, financial and strategic professionals, just to see what comes out of it, now that we are back in the Irvine Spectrum in a facility that would allow us to do so. Let us know if you would like to participate, and we
invite you to visit us at your earliest convenience.

- Your eNamix Strategic Staffing Team.

eNamix Inc.

220 Technology Dr., Suite 110 | Irvine, CA 92618

(949) 502-4210 Main

(949) 502-4219 Alternative

info@eNamix.com

June 2010 TEN Newsletter

admin — Tue, 01 Jun 2010 00:07:34 +0000

Hi TEN Members,

This issue contains a wide variety of Immediate Job Openings as well as an Editorial on the Job Market.

Job Openings

Visit our candidate portal on our website where you can search, view and apply for jobs and even update your contact information. Click here to search all current job openings. Please check out the following immediate job openings:

New postings as of June 2010:

iPad/iPhone Developer – Irvine, CA – CTH or Perm – DOE

Sr. Interactive Producer – Irvine, CA – CTH or Perm – DOE

Client Support Supervisor – Irvine, CA – Perm – $50-70K DOE

iPhone Consultant – Irvine, CA – Contract – DOE

Systems Engineer – Irvine, CA – Perm – $80-100K

Inside (outbound) Sales – Electronics Test and Measurement – Irvine, CA – $80K package

WinCE Software Engineer – Irvine, CA – Perm – DOE

.Net Developer – West LA – Perm – $80-100K

Website/Web Developer – Central OC – $20-25/h DOE

Manager, Development Application Group – West LA – Perm – $110-130K

Sr SQL Server Developer – West LA – Perm – DOE

Chief Product Strategist – Los Angeles – Perm – DOE

SEM Strategist/Product Mgr/Business Development – Los Angeles – DOE

SAS Programmer – West LA – CTH – max $95K or $55/h

Program Manager – Web Analytics – West LA – max $105K

Team Lead/Sr Architect – Santa Ana, CA – max $130K

Systems & Database Administrator – Costa Mesa, CA – $65-85K

Other Needs:

Recruiting/Sales Support – Central Orange County, CA – Commission/Incentive Pay

State of the Union address: eNamix’s perspective on the local job market

In the last eNamix TEN newsletter, we were encouraged by what appeared to be the beginnings of positive effects and economic recovery on the southern CA job market, especially in the emerging digital interactive consulting and mobile apps fields. We also mentioned that there seemed to have been some sustained growth, as opposed to the occasional ‘fits and starts’ that characterized 2009, but cautioned that we didn’t expect that to FEEL true to the rank and file for some time, especially for the majority of professionals whose background and orientation are to mid market, global 2000 and enterprise level employers.

That editorial also acknowledged the difficult challenges associated with what we coined in the previous edition as ‘entrepreneurial collaboration’, and the need to re-examine our notions of ‘traditional’ employment, the prospects of operating individually as ‘sole proprietors’ vs. employees, as well as the controversial idea of incentive/performance based compensation, (i.e. working on ‘commission’) even for non-sales related roles such as software development and product management. Understandably, these concepts generated a great deal of response and interest, both positive and negative, seemingly in direct proportion to one’s personal risk tolerance for, orientation to, and interest in working for an early stage/emerging technology venture, along with all of the chaos, uncertainty, and opportunity associated with those environments.

Our current requirements reflects the hiring trend that we’ve noticed over the last 6 months, moving away from the traditional Client/Server, Enterprise and IT related environments and toward Mobile Apps, SaaS Development, Digital/Interactive and Commercial Analytics. There have also been recent funding announcements for local companies in the Solar and Renewable Energy field, though the rate of these sort of events are still well below the frenetic pace of yester-year.

There is good news in terms of a handful of local SEO and SEM ventures that are exploring the prospects of automating their consulting methodology into commercial web based product offerings, which should improve opportunities for software engineers and product managers, particularly those with web analytics industry experience.

On the SmartPhone front, SCVN recently sponsored a Mobile Apps and Advertising event that featured two bright spots on the horizon – both are local emerging companies whose proprietary technology hints at exciting prospects for innovation and growth. The event was covered by a journalist from MediaPost (Lauri Sullivan), and you can read her perspective on these companies via the following links: http://bit.ly/c7xu1r and http://bit.ly/aVmsUv

eNamix encourages you to continue sending us any online job postings for which you are a uniquely qualified match so that we can endorse your background to the hiring executive contacts that we may have within those organizations….it’s proven to be the best way to assure that your resume gets reviewed from among the high volume of online applications.

Congratulations to many of you who have landed after enduring a long period of unemployment after a layoff. We strongly suggest that you take any and all necessary steps so as to avoid the horrors of ever being caught unprepared in that situation again, and encourage everyone to take proactive steps in order to maintain control of your own career. This is especially true of those who want or need to remain in Southern CA indefinitely! The first step is acknowledging that you will ALWAYS need to be aware of the job market and your professional options, even (or especially) when you feel confident in your job security.

There is truth in the old adage – “One cannot negotiate effectively unless one is willing to walk away…” to which we add – “and you cannot ‘walk away’ without having somewhere to GO!” While putting a stake in the ground in terms of geographic location admittedly limits your professional options dramatically, it also means that there are a finite number of potential employers that meet your criteria in terms of environment, technology, stage, culture, location, role and opportunity. Once those 30-50 or so companies can be determined, it becomes a simple matter of professional networking, developing and maintaining executive contacts therein.

With a little forethought, you can level the playing field to your advantage,and apply the same sort of Project Management methodology to your professional career strategy that you use on the job, eliminating the Getting Lucky feeling of “it’s all about timing and who you know”! If this idea appeals to you, feel free to explore it further with your eNamix representative.

Best wishes for your career game plan!

- Your eNamix Strategic Staffing Team.

eNamix Inc.

220 Technology Dr., Suite 110 | Irvine, CA 92618

(949) 502-4210 Main

(949) 502-4219 Alternative

info@eNamix.com