Ai is currently (and rather proudly, in this economy) hiring a few more hands for a busy spring season. We have several jobs posted and have heard from hundreds of people in the past few weeks. We've seen many good resumes and have a full slate of interviews this week.

Unfortunately, we've also heard from many people who are, to put it bluntly, doing it wrong. As our dear friend Loren has attested, few things about job placement are worse than misdirected or inappropriate contact. So I've made a short guide to getting one's foot in the door properly--and what it takes to do it right. Here's your 10-point plan for getting a job:

1. Read the job posting twice. If you've found a good job and are questioning whether you're a good fit, sit on it. Leave your browser for an hour, then come back and read the want ad. The right jobs will become obvious. Those are the ones you should reply to.
2. Follow instructions. If the ad asks for a cover letter, write one. If it asks about foosball proficiency, as one of ours famously did, mention it. This is your first deliverable: get it right.
3. Do your homework. Googling a company takes minutes and gives you a huge advantage. More than once we've been swayed to interview a candidate based on a love of dogs and an appreciation of Jack. One guy even sent us a photo of his dog. (We met him, too.)
4. Customize. Write a cover letter that speaks to the position you're replying to. A resume geared toward the position helps, too.
5. Don't spray and pray. I have received any number of responses to our IA position--a targeted, talent-focused role--from IT executives, software developers and designers. This position is wrong for all of them. "Getting the resume in front of the hiring manager" doesn't work, because I'm not filing good resumes away for future reference; I'm marking them as not doing #1 on this list.
6. Don't be pushy. Related to #5. Why did I receive 11 calls from placement firms when our ad says, "No recruiters, please?" Because they all believe in the no-no above. Sorry, guys, but we made our preferences explicit, and all you're doing is ignoring our request.
   
7. Be respectful. Showing up a few minutes early for an interview is a great first impression (and at Ai, it often means we'll start early, too). If you're running late or have to cancel, call us--we're people too, and we understand. Standing us up or rolling in late is much worse.
8. Ask good questions. Everyone likes to feel like they're interesting, and interviewers are no exception. Don't you want to know more about our company? Our client types? What all those photos on the orange wall are for? Immerse yourself and show us you want in.
   
9. Be thankful. Not grateful, silly; just send a thank-you note. A few sentences in an email is plenty. Just let us know that you're paying attention and you're still interested. It's not a decision-maker, but it adds to our overall impression.
10. Smile. Enough said.

Labels: ai, hiring, jobs

Ai has an active internship program. We have two in the office now, one gaining work experience, the other earning course credit (and, we hope, gaining work experience too).

Intern Cat Small is winding up her internship today, and wrote up a summary of her experience, which she shares here:

When I applied to work as a Web Design Intern at Alexander Interactive, I had no idea what I was in for. Coming from a one-man small business to a full-grown office was amazing.

I arrived for the interview early, not knowing what to expect. Katie was at the front desk, and I thought she was nice. As I waited for Jim to interview me, I glanced around and took in the atmosphere. I looked at the magazines, thinking that it was very nice of them to provide guests with material while they wait. Jim soon came out and interviewed me briefly. It was nice, and I noticed how large the office was (at least compared to my last job). I left the interview feeling hopeful and relieved. A while later, I received a response saying I was hired.

Working at Alexander Interactive for the past 3 months has been a wonderful experience. Everyone is amazingly friendly and the office has a home-away-from-home feeling to it. Instead of dreading coming to the office, I felt excited to see what my next assignment was, what bagels would be there on a certain day, and what Hamster Time would be like on another day.

I learned so much about communication, project management tools, web design, and many new phrases including 'sync-up' and 'ping'. I also learned an important lesson about balancing work and fun. Many jobs are stressful, and web designing on a tight schedule often is. However, in a good environment, you can cool off and come back to your work with a new, more positive outlook.

I thank everyone at Ai for being so kind to me and hope to work there (or some place as wonderful) again in the future.

Labels: ai

Ai is currently hiring a user experience lead to add to its UXD resources. (We're hiring a freelance IA, too... email me if you know anyone for either position. But I digress.)

I have gotten an unsettling amount of recruiter contacts in the days since we posted the job ad. Most of them are polite enough, and I turn them down, politely. This is nothing new; Loren and I have a long history of frustration with muscle-in tactics.

But I occasionally get inquiries that just blow my mind. Consider this, which came to me via LinkedIn, which is usually a good place for targeted communication:

While Linked In is a great resource, it cannot give you access to the most elite talent in the Internet arena. We can. Our difference is that we aggressively call directly into your top competitors and leading firms in your field to source candidates who are among the top 10% in your industry.

Holy smokes! Here I am, trying to wisely use networking to extend the reach of my job ad. And I get a networking reply that suggests I use them to cold-call the competition until they unearth some good candidates.

Underneath the letter was some marketing copy, equally flabbergasting:

* Aggressive cold call recruiting.
Our recruiters make 150 or more calls per day. We directly call into your competitors to recruit the top 10% in North America.

The company promises quantity and quality! I was still working on the math behind that one as I read the last bullet:

* We work exclusively for you.
The candidates we recruit are exclusively yours, and we will never send someone we recruit on your behalf to any other company.

Somehow it's hard to believe that a recruiter with hard-nose tactics like these won't be sharing what little bits of successful entry it finds with every client it recruits.

I suppose there are employers out there who employ, and enjoy, these tactics. But I'm not on that list. (I wonder if I'm on the call list, though....)

Labels: ai, headhunters, hiring, jobs, recruiters

When I started working at Ai there were about 6 people. Now there is about 40. In speaking with a colleague yesterday, I stumbled upon the essential mechanism of a scaling company: breakage. A scaling company is one in which good, working processes break. Continuously.

The mechanism itself is simple: business processes put in place when there are 6 people stop working when there are 12. Processes that work at 12 people then strain under 24. Processes at 24 fail at 35. Failing processes are a normal part of a growing company. It's healthy. Painful, but healthy.

The role of good management is to be ready for process failures and respond actively: either by adjusting or replacing business processes to fit the needs of the company at its new size. Unfortunately, this can't be done prematurely - it can be just as destructive to roll out a process that is optimized "too large" than it is to cling to one that is optimized "too small". The balancing act is to wait until the appropriate time to adjust a business process, recognizing that occasionally it will feel like overkill when it is initially implemented.

The other factor that can be easy to overlook is that there are people involved. Processes shape people's jobs and thus their experience at work. If a person's job description changes as a consequence of a process adjustment, it can be interpreted as a change in their prestige or status. Great care needs to be taken in order to not unduly ruffle feathers in the pursuit of a working organization. The people have the same value they've always brought - its the organization that has changed.

Labels: ai, business

Our newest developer is an affable California actor/musician named Mike. He came to Ai very deliberately: not just to take on a new job, but to have a new experience, shifting from freelance life on the west coast to a full-time gig at a boutique agency in Manhattan.

We thought it'd be interesting to hear Mike's take on joining Ai. Here is his story.

It's 80 degrees in California. The sun is shining, the surf is epic, and I'm enduring a bone-chilling winter in New York City; I've accepted a job here at Alexander Interactive, and these are my reflections on my first couple of months here.

Prior to taking this job, I've spent a long time freelancing, largely because I wanted the flexibility to pursue music and acting, but also because there's a certain stubborn pride in flying solo.

As a freelance developer you have opportunities to interact with so many different kinds of organizations. You see their strengths and weaknesses; the star players that make them great, and the mediocre-types that weigh them down. You bounce in for a while to launch a new web property or maybe to incubate a fledgling app idea with a prototype.

But then when it comes to evaluating these engagements as full-time employment opportunities, you start to sound like Goldilocks - this company's too big; that one's too small. This one's too structured or limiting; that one's too disorganized or perhaps underfunded for their expectations. Some companies define us too rigidly, while still others lack enough methodology and process for us to grow as individuals, team members, decision-makers, artists and engineers.

At the end of the day, the choice of employment is an exercise in personal branding ... and I was fundamentally unwilling to marry my personal brand to that of an organization, big or small. Was it a fear of commitment? Was it that I felt the other "hats" or interests would somehow be lost upon taking a "full-time" job as a web developer? Did I think that somehow an employer would dismiss my range of possibilities? Or had I simply not found an organization that I was going to be proud to be a part of?

Some people said I had the perfect LA life - 5-minute commute to my own office, flexible schedule to surf and rehearse with my band, coding through my twilight primetime as I pleased. I had complete flexibility, which was great, but it was a lonesome existence. Encounter a problem? Just me and The Google, baby. I was lacking community, challenge, and direction; and I knew it.

What makes this Ai place special, isn't that everyone here is excellent at some piece in the web development puzzle. It's that the people here are real people, bringing their talents as "individuals" to the team - and trying to excel in disciplines beyond those called upon at work.

A tech lead is leaving work with a violin amidst a 60-hour week, on his way to orchestra rehearsal. Another dude is reading Chekhov ... in Russian! Yet another has made a career change from teaching, and enjoys discussing philosophy. One of the javascript gurus plays bass like Jaco! The list goes on, of course, but already it's sounding contrived. My point is that people here are fascinated by a lot more than just elegant code and sleek design - they're drawn in by the patterns of the world at large.

And this drive to see order in the world and in our work pays off big for clients. People here kill themselves to build things the right way. Folks here groan when clients stubbornly choose less-than-usable solutions. Everyone here hang their hats on goodness, and it's not in a taking-credit or competitive sense - it's in the genuine appreciation of a solid product.

I'm really fortunate (and stoked, in the California vernacular) to have discovered a group of 40 men and woman that are doing solid work, and having fun while doing it. If my fooseball skills can improve half as much as my programming has, I'm going to be all set -- actually strike that -- my fooseball skills need a pretty severe overhaul.

When I came in for interviews in December, my final interviewer had googled me and found a goofy YouTube video of me dancing at a wedding a couple of years ago. I shook my head and thought "Oh man, that's it - there's no way I'm getting that job" as I left the interview. Upon recounting this episode now to one of the founders, he responded "Are you kidding me? That video's *why* we hired you." Amen to people with a sense of humor in an age with no *real* privacy.

There's great stuff going on here. We've just built a social network using Ruby-on-Rails, we're building beautifully-usable websites, and we're helping our clients extend their brands everywhere from Facebook to the iPhone. And you know what? It feels really good to say "we". And for my old colleagues and clients reading this - I'm happy to say, I'm still available to build to help build your digital idea. Because now I'm part of a killer team, doing just that. No longer a solo artist - I'm with the band, man.

And for all you maverick freelancers out there that could never imagine ever setting foot in an office again, consider that this is a golden time to be at this company of this size - a delicate balance of freedom and know-how accountability. And though I'm miles away from "home", it feels a bit like a homecoming.

Labels: ai

Ai is seeking an executive producer to lead our talented and currently executive-less team of project managers. Details are on the Ai site as well as some popular industry job boards. We're excited to staff this position and provide another senior-level resource for our projects.

I was startled by how many irrelevant replies the craigslist post received. Fully one-third of the first day's emails have been from people offering their services to our firm--recruiters looking for a fast buck, of course, but also people selling Flash, IT outsourcing, software solutions and the like.

With apologies to Loren, who is a better rant-and-rave blogger than I am:

If a company posts a job ad, and you work in a parallel, unrelated and unsolicited area, and you're not really looking for the type of work we're hiring, emailing the in-box shilling your services is not going to get you any business. Quite the contrary: odds are, we will remember you as a spammer and a cold-caller, which will negatively affect our view of your work before we even get to know you.

But never mind all that, we're on a talent search. Know anyone?

Labels: ai, employment

Now before I get too far into this, not all recruiters are bad, shifty, underhanded, manipulative and entirely quick-buck-oriented and self-serving (and several less polite things I can think of), but I am occasionally amazed at the snake oil quality that many bring to the table. Here's an email I got today:

Hello Loren,

This is XXX following up with you in regards to this exceptional candidate. I do feel strongly that he would be a great asset to your team at Alexander Interactive. Again, his key points are:

If you are interested in this engineer or top recruiting services, follow up with me at your earliest convenience. I know you would be very impressed with the level of service and candidates we provide to our clients.

Please feel free to refer to our website for more information and call me at the number below to discuss your technical hiring needs in detail.

Best,

XXX

So in no particular order:

• This is obviously a boilerplate letter - both from the hokey tone, and the fact that it says "key points are" without any actual key points listed.


• This also indicates that the recruiting individual didn't bother to check his letter, meaning that he isn't that interested in what I may actually want in a candidate.


• The subject line was "Surprised I haven't heard back as yet; do you have time today?" What? I'm shocked, shocked that I didn't drop everything to look at your candidate that I didn't ask for, that we've never spoken about, that you selected randomly from the stack of resumes in front of you and decided to push on me.

Recruiters, read this next part. Read it well:

• I only work with recruiters that bother to listen to what I want in a candidate.
• I never schedule interviews without looking at resumes first. Ever.
• If you don't hear back from me about a candidate, it means I'm not interested. Period.
• Recruiters that annoy me, by acting manipulatively, by trying to "trick" me into scheduling an interview, who try to mess with the other staff here in an attempt to get to me, who constantly call but never leave voice mails - these go onto a blacklist. The entire recruitment company, not the individual agent. There is no way off the blacklist.

Generally I find that recruiters subtract value from the equation. Besides making hires more expensive for us, they generally act as a kind of contrary indicator about candidates. Good developer candidates don't need recruiters - they go straight to Craigslist. On average (and yes there are exceptions) the value of candidates from Craigslist is head and shoulders above the value of candidates from recruiters.

So if you are a recruiter - be the exception to the rule. Listen to your clients or potential clients. Don't play games. Or don't "be surprised that you haven't heard back from me". I'm ignoring you.

Labels: devlopers, hiring