The Perfect Fit

Advertising Interactive Developer #11044

General Description:
Our St. Louis client is looking for a full time Interactive Developer to join their innovative and frequently rewarded in-house team, to support the design and execution of online advertising and marketing for premier national clients.  You’ll work closely with other developers, producers and strategists to help deliver compelling online marketing and advertising, and have fun doing it!  The interactive CDs and producers are the best in the business.

Experience:
Candidates should have a related degree and four to six years of experience, in an agency environment.  We’re looking for strong XML database experience along with ActionScript3.0 and JQuery development skills. That database experience must include web applications founded on database utilization.  We’re looking for a portfolio of work that includes clean design, efficient navigation and architecture and delivers an engaging UX.  We need pros with experience creating dynamic, code driven animation.  We prefer experience with streaming Flash video and .NET2.5+.

The premier candidate will be attentive to details, resourceful, work well under pressure and have strong communication skills. Candidates should be equally effective communicating with technical development team members and non-technical personnel. The ideal candidate will possess a strong work ethic and ability to self-direct, thrive on variety, enjoy and work effectively in a team environment while possessing a hunger for responsibility and learning.

Compensation:
Our client is offering an excellent compensation package with a base salary commensurate with your experience and expertise, the benefits package is (literally) unsurpassed.  There is bonus potential based on performance.   Additionally, there is outstanding medical coverage, a 401K with company match, life insurance and disability. 

About the Client:
The client is an integrated advertising communications agency who is expert in delivering the marketing message directly to the targeted consumer.  They are a modern agency with a roster of national and regional clients and brands you respect.   They have a spectacular reputation and have continued to grow since their founding.  The atmosphere is casual, yet professional with co-workers who love having fun as much as contributing to their clients’ success.  You’ll be supported and be an essential part of a collaborative team.  This is an outstanding career opportunity and our client wants to hire this developer right now!  EOE

Interested candidates should apply through our website.  We'd appreciate your sending a cover letter detailing your interest and specific experience, along with samples of your work directly to Bob.

Employees Are Like Lightbulbs, They Burn Out And Are Then Discarded!

There was a terrific copywrited article in Sunday's Post-Dispatch, writted by a Post business columnist, Jim Gallagher "Burnt-out Workers Biding Time".  The article was detailing how, as the economy improves, workers who have been waiting for the opportunity to leave their present employer will do exactly that . . . and as soon as possible.  I've talked about the need for retention and succession planning many times in this blog, most recently "Separating Executive Role 'Engagement' From Job 'Satisfaction'".  Employers simply do not take enough of a proactive role to insure their best performing employees are trained or retained.

Mr. Gallagher's thoughts are supported with a survey conducted by Dr. Ronald Leopole, VP of U.S. Business for MetLife, the conclusion of which was overwhelmingly reached, that American employees "are ticked off and hoping to bail out". The study also identified that "40% of the surveyed workers feel like they're working harder, while 25% felt less secure in their jobs".  That mix is not sustainable in the long term.

You can look around your "open" office and likely figure out which of your colleagues are among those ready to bolt.  Employers have been taking advantage of employees, asking them for increased hours and in some cases reduced wages during the recession.  Employees understood the need, and basically had to comply, or lose their job.  There were no other job options.  Employees don't forget. Now that the economy is improving, employers better get with it.  Retain the train the employees you have . . . find ways to give back to them.

The issue is not just money.  I often talk about employers needing to respect their employees, stop taking them for granted and do something for them.  A raise would be wonderful, but it's more than that.  How about some training. How about helping your employees learn more about the realities of how the world of commerce is changing around us.  Bring in a speaker for a "Lunch and Learn", or send your more senior top performers to conferences or other specialized training.  Let them know you care and you want to help them grow!  Find ways to support their professional growth . . .it doesn't have to be expensive.

With the environment as volatile as it is, and with the market opening up with more frequent "better" career opportunities, be sure your resume is current and your LinkedIn Profile is complete.  Be ready to respond quickly when you identify a position that intrigues you.  Enlist your co-workers to identify topics of mutual professional interest, and ask your manager for programs that can help you learn more about that topic.  If necessary, explain to the manager how a program will help you do your job better.  You shouldn't have to explain that professional training will contribute to making you a more engaged employee.  That will make you, your clients and your manager happy too!