Tag: Concentric

What is Framing and How to Utilize It as a Job Seeker

Posted on by concentric

In the job search process, your résumé is often the first impression you make on potential employers. It’s your chance to showcase your skills, experience, and achievements to stand out among applicants. But how do you ensure your résumé catches the hiring manager’s attention and lands you an interview? One effective technique is framing.

Framing is the art of positioning your experience and achievements to highlight your strengths and emphasize the value you can bring to a potential employer. By framing your résumé strategically, you can differentiate yourself from other candidates and increase your chances of getting hired.

Build your storyline

It’s common for interviewers to ask job seekers to expand on topics found in their applications, as they are receiving many similar looking résumés. To get ahead, you can creatively present this information to immediately differentiate yourself from the crowd. Think of it like building a storyboard. Each scene, and the order in which they’re shown, shapes your professional story.

To put it another way, it may be helpful to approach it through the lens of the recency effect, which suggests that people remember the last thing they see or hear the best. Depending on your goals, consider placing your skills section closer to the top or even before your experience section. For example, if you have relevant work experience for the positions you’re applying to, place your “Skills” section at the end of your résumé so it remains top of mind. Conversely, if you’re looking to break into a new field, placing this section closer to the top makes more sense.

In addition to the traditional “Skills” section, there are other creative ways to showcase your experience and interests. Consider creating a “Skills and Projects” section highlighting consulting or freelance work or a “Skills and Interests” section showcasing your professional passions. Reframing your job duties as accomplishments is another way to make your resume more persuasive. Rather than simply bullet point listing your responsibilities, focus on quantifiable achievements, such as exceeding goals or managing budgets. By using numbers and statistics, you make your accomplishments more tangible and demonstrate your level of responsibility and expertise. For example, instead of saying “managed budget,” specify the impact of your work, the percentage by which you exceeded your goals, and the amount of money you managed or saved.

The fine line in effective framing

Effective framing doesn’t mean stretching the truth, however. As earlier alluded to, framing is a simple construct but requires critical thinking. Dazzling yourself into a role that ultimately doesn’t fit the big-picture goals you (and your employer) are hoping to achieve will only get you back to square one. To ensure you’re putting your best foot forward, using framing to align your skills with and showcase your long-term goals can be a powerful tool for success in the interviewing process.

The best part about framing your résumé is Concentric has dedicated recruiters that are there to help you tell your story. We don’t require cover letters or other sales techniques to get you in the door, we get to know you and understand your needs to help you land your dream job.

How to strike a balance

  • When presenting your skills and experience, balancing confidence and arrogance is crucial.
  • Avoid generalities like “I can sell anything.”
  • Avoid overstating your qualifications. For example, if you assisted on a project, don’t take full credit; instead, explain your role and contribution to the team.
  • Do not dodge “weaknesses” or “failures.” Frame them as learning experiences or areas for growth. “Pobody is nerfect,” as Pam from the Office would say.

When preparing for an interview, analyzing the job description and the language used carefully is beneficial. This can provide insight into underlying traits that the employer is looking for and how you can frame your skills and experience to align with their goals. Remember, effective framing is a skill that takes practice, but with the right mindset and approach, you can successfully showcase your talents and secure your dream job.

Need a prep talk?

Concentric’s core goal is to build valuable connections between companies and candidates so all parties can grow toward sustainable success. By fostering transparent conversations and trusted referrals, Concentric welcomes and engages individuals into our community, offering opportunities for career advancement in the information and technology sectors.

To do that, our recruiters work with job seekers directly to establish their goals. This individualized approach means providing interview prep, practice sessions, and even defining those “next five years” if they’re a bit murky—the entire job search, with all the personal experiences— at no cost to the candidate.

Concentric specializes in Senior level and Executive IT and Tech Staffing for the following areas: 

  • hardware 
  • software 
  • security 
  • infrastructure engineering 
  • data engineering and intelligence 
  • leadership/management

Connect with our team today to learn how partnering with Concentric can take your career to the next level.

Connect with Clarity for positions outside of tech

Concentric’s sister company, Clarity Search, teams up with business owners and managers nationwide to create connections between top-tier accounting, finance, and marketing professionals.  

Concentric Recruiter Q&A with Zoe Mojica

Posted on by concentric

Working with a tech staffing agency can be a great way to navigate the hiring process more quickly. These agencies specialize in connecting job seekers with opportunities that align with their skills, interests, and career goals. When working with a staffing agency, you can expect to work closely with a recruiter who will get to know you and your background to match you with similarly aligned companies. They will also provide guidance and support throughout the application and interview process, helping you better prepare for future opportunities.

If you’ve spent time perusing our website or social pages, you’ll see that we describe our approach as personalized. To some, that may be a bit eye-roll-inducing. To others, it may prompt further questions. We sat down with Zoe Mojica, a Concentric recruiter, to learn more about what the Concentric process meant to her and further break down her perspective on hiring.

What would you say that you like most about working at Concentric?

We aim to build long-lasting relationships with our candidates and clients. We don’t just pitch jobs; we dig deeper and find out what our candidates define as “dream” careers. Then, we navigate the path with them to get them there.

Do you have a favorite aspect about working with professionals looking to advance and enhance their careers?

I love being an advocate for job seekers. When someone is thinking about taking the next step in their career, it can be a scary and daunting task to do alone. I can be that coach in their corner. I don’t want to simply find them a job. I want to find them the career path that fits their goals.

Can you walk through what the Concentric process looks like when starting to work with a new candidate?

Absolutely. It starts with a conversation all about the job seeker: their skillset, their job history, their hobbies, and where they want to be professionally. By asking about them as a whole person outside of the professional sphere, we can then find out what matters to them and their lifestyle. From there, we can define what a sustainable career looks like together and what steps to take to help get them there. 

Why do you think the Concentric recruiting process has proven so successful?

I think our process is so successful because we listen to what our clients and candidates want, not just what they need. Then we get to work to make the best match possible for all involved.

What do you think is the most challenging part of the job search process?

For job seekers, I think it’s hard to keep a positive momentum through multiple interviews. As a recruiter, the most challenging part can be building substantial trust and getting people to understand that they don’t have to do it on their own to qualify success. Companies like Concentric or our sister agency, Clarity, have teams that will advocate for their interests and advise them when they need. Working with a recruiter can be the best way to get in front of a Hiring Manager because we take you right to them.

Finally, at the end of the day, what is your number one goal when working with candidates?

My biggest goal when working with a candidate is ultimately to fulfill my role as an advocate and an advisor. I want to help job seekers navigate their job search and provide them with opportunities that will help them get to that elusive dream career.

Connect with Concentric today

Concentric takes its role as a hiring partner very seriously because we know the hiring process can be stressful on both sides. We want to thank our recruiters like Zoe, who share our belief that hiring isn’t just business. It’s about creating professional relationships that last.

Concentric specializes in Senior level and Executive IT and Tech Staffing for the following areas:

  • hardware
  • software
  • security
  • infrastructure engineering
  • data engineering/data intelligence 
  • leadership/management

If you’d like to learn more about how Concentric can take your career to the next level, contact our team today.

Looking for a professional fit outside of tech?

Our sister company, Clarity, may be able to help! Clarity teams up with owners and managers nationwide to create connections between top-tier accounting, finance, and marketing professionals.

Does this sound like you? Contact their team to learn more!

Building Relationships that Lead to Results: 20 Years of Trusted Partnership Between RTG Medical and Concentric

Posted on by concentric

Through a shared commitment to strong leadership and clear communication, Concentric Corporation & RTG Medical have developed a winning formula that continues to set them apart from the competition. As a healthcare staffing agency, RTG is no stranger to a competitive market when looking for top talent. Like the travelers they serve, the executive and senior-level employees in this industry have a myriad of options when deciding what teams to join when openings arise. It’s more important than ever to provide a unique and compelling value proposition that sets an agency apart. This is where RTG’s partnership with Concentric Corporation comes in.

Who is RTG Medical?

Established in 2001, RTG Medical is a veteran-owned healthcare staffing agency of around 200 employees, based in Fremont, Nebraska. The company recruits and places professionals in Nursing, Radiology, Therapy, Pharmacy, and Laboratory in all fifty states.

In addition to being a six-time Inc. 5000 recipient for Fastest Growing Privately Held Companies, RTG Medical has been recognized by Staffing Industry Analysts (SIA) as a 2021 Largest Healthcare Staffing Firm in the United States, three-time Baird Holm LLP Best Places to Work in Omaha; sponsored by the Greater Omaha Chamber and two-time Excellence in Philanthropy sponsored by the Greater Omaha Chamber. Focusing on company culture and employee wellness, RTG Medical was also recognized as Merit Award’s 2022 Gold Medal recipient for Healthcare.

Concentric operates as more than a vendor

Hiring in any industry can be difficult and stressful. However, healthcare staffing is especially an overcrowded and competitive industry to work within.

“We know the demographic and even the more defined persona of what we were looking for most of the time. But we wanted an agent on our behalf to engage and vet candidates as we needed to remain anonymous to avoid counter-attention. From day one, Concentric has been a “remote” in-house partner. They understand and protect our interest and act more as an extension of our team than a vendor.  There have been times where we had no idea where to go to source candidates for certain positions, and Concentric has continued to find a candidate pool to address the need.”

RTG COO, Jeremy Guenther

The shared belief in creating strong foundations

One of the greatest perks of a partnership with a staffing agency is how well they know their industry. In most cases, this guarantees focus won’t go toward generic staffing needs. With a little effort, anyone can fill a job opening. But finding talent that truly fits—an employee who can grow and succeed at a company for the long term, and an employer who remains happy with that employee for years to come–that requires something more.

“If you have a void of genuine leadership and culture you won’t have productive teambuilding or sustained success,” Guenther says. 

Concentric’s core objective is to build mutually beneficial connections between companies and candidates so that all parties can grow toward sustainable success in whatever form that takes. While we work closely with job seekers, having a longstanding relationship with a company like RTG provides us with the unique opportunity to identify individuals that fit earlier on because we’re up to date with their current evolving needs.

Concentric builds communities

The team at Concentric is full of experts with decades of experience in the hiring process, aiming to connect quality companies and top-tier professionals to fill both permanent and contract opportunities. However, our roles go beyond the placement. By continuously engaging with the Concentric community, we can only get better at setting them up for hiring and career advancement in the information and technology spaces through transparent conversations and trusted referrals. While we’re proud of what we do, partnerships are about more than making promises— they’re about following through with results. Our process has provided an 80% retention rate of individuals we place after hire.

“If you want an agency to work on your behalf to solve a staffing problem and not just plug a current need, speak with Concentric.  If you want an agency that appreciates your success as a win of its own, speak with Concentric.  If you want a partner for the long haul, speak with Concentric.”

RTG COO, Jeremy Guenther

Want to learn more about how Concentric can take your career in tech or company to the next level?

Contact us today!

Do you need a partner outside of tech?

Connect with Concentric’s sister company Clarity. Clarity Search teams up with business owners and managers nationwide to create connections between top-tier accounting, finance, and marketing professionals.

How To Win (More) Interviews

Posted on by concentric

We know it feels weird to go into a conversation with a strategy, and we’re not saying that if you say the “wrong” things you’ll have to lay in bed at night thinking about it. However, interviewing is tricky and can feel daunting the more you do it. So, if you’re getting a lot of first interviews but haven’t received a lot of follow-ups, we’re here to help. The following tips are here to ground you for your next interview and will (hopefully) lead to a fit that feels right for all involved.

5 Quick tips for winning interviews and landing jobs

  1. Thoroughly study the job description.
  2. Form your own interview questions and write them down.
  3. Address all your needs (lifestyle, priorities, goals, health).
  4. Always, thank the interviewer for their time.
  5. Document your experience after the interview.

Ways to avoid common interviewing mistakes

Take your time and research: 47% of hiring managers say they would reject a candidate who had little knowledge about where they’re applying. Do your homework on the company, its mission, and its work culture. Review the employer’s website, especially the ‘About Us section.’ Look at the company’s social media presence, too. This will give insight into how the company wants the public to perceive it. When you demonstrate your knowledge about the organization during an interview, it shows genuine interest in what they have to offer outside of a salary, which is what interviewers want to see.

Don’t criticize your old job: Avoid being critical. Frame your responses about previous employers or roles in a way that emphasizes wanting a new challenge or why you wish to be part of a bigger or smaller company; these are perfectly understandable and suitable reasons.

Ask your own questions: At the end of the interview, the hiring manager will always ask if you have any questions. Surprisingly, the most common answer to this question is no. This is a missed opportunity to find out more about the company, highlight your interest in the position, and reinforce your suitability as a candidate. Ask questions related to the job, leadership within the company, and the industry. Some examples include:  “What is your favorite part about working here?” and “What does the typical day-to-day look like for someone in this role?”

Stay engaged: Have you ever been talking to someone and you can tell that they’re just waiting for their turn to talk? Try not to let your mind race ahead to your answer while the interviewer is talking. If you feel like your attention is slipping, try to keep eye contact and make an active effort to listen to the full question before responding.

Not actively listening could lead to you misunderstanding the question and giving a poor (or more likely redundant) answer. This may lead your potential employer will question your ability to remain focused during a day on the job.

Try to stay calm. Remember that your body language can say as much about you as your answers to the questions. Breathe Preparation will allow you to exude confidence. If you need to take a moment to think about your answer, that’s totally fine, just say so. It’s better than trying to find your footing through multiple “ums” or “uhs.”

Be confident, not arrogant: It’s important to be confident and to give the interviewer proof of your achievements and abilities, but don’t go into it like you already know all the answers. Express your value rather than walking into the interview as if you’ve already got the job and they’re lucky to have you.

Benefits of working with Concentric

These might seem like common sense suggestions, but the hiring process is nerve-racking and, at times, a bit mentally exhausting. But it doesn’t have to be. We want to help job seekers confidentially take their next steps into the roles they’ve been dreaming of. Concentric believes that hiring isn’t just business— it’s building relationships that work between job seekers and companies.

Our recruiters start with an in-person meeting to get to know candidates personally, paying particular attention to the obstacles they’re facing in their current employment and discussing short- and long-term goals and ambitions. They’re with job seekers at every stage, at no cost to the candidate.

Want to learn more about how partnering with Concentric can take your career or company to the next level? Contact us today!

Looking for help landing a job outside of tech?

Connect with our sister company Clarity. Clarity Search teams up with business owners and managers nationwide to create connections between top-tier accounting, Finance, and marketing professionals.  

18 Questions Job Seekers Can Ask an Interviewer

Posted on by concentric

18 Questions Job Seekers Can Ask an Interviewer

Although it might not always feel like it, an interview is a two-sided evaluation. Interviewing, especially in multiple rounds, allows job seekers to determine how the company can fulfill their professional goals. Asking questions can also potentially underscore your interest in a position.  So, when asked if you have any questions for them at the end of an interview, it’s a mistake to say no. According to online job search expert Susan P. Joyce, “Typically, a job seeker with no questions is assumed to be either not interested or not very bright.”  Snag that opportunity to do some value sleuthing of your own. Below, we’ve gathered eighteen impact-driven and cultural questions to utilize when interviewing.

Basic questions get basic answers

Taking the time to ask thoughtful questions will always pay off; it proves you’ve not only done your research but were fully engaged while being interviewed thus far. It can be just as frustrating for hiring managers to be asked generic questions that they answered minutes before.

Frame questions in a way that demands detail. For example, instead of asking, “what type of person succeeds in this role?” Ask, “What three adjectives immediately come to mind when describing the candidate needed in this role?” This forces the hiring manager to articulate the soft skills they’re looking for and provides opportunities for a follow-up, like asking them to validate why they chose each one by giving an example of how that adjective would support their success in the role. Limiting must-haves can narrow down the qualifications and skillsets the company needs most.

The power of impact-driven questions

Impact-driven questions communicate the root problems that need to be solved strategically. Therefore, we suggest the following examples.

  1. What are some of the first projects the person in this role will work on? / a typical day for the person in this role
  2. What three soft and hard skills do you think are most important to succeed in this role? At this company?
  3. What’s the most important thing I can accomplish in the first 60 days?
  4. How does this position contribute to the company’s short-term and long-term goals?
  5. What are the biggest goals for the company?
  6. How does this team/role contribute to the company goals?
  7. Now that we’ve discussed my qualifications and the job, do you have any concerns about my success in this position?

Keep culture in mind

For most job seekers, the position isn’t enough to keep them locked in. Culture matters. The following (if applicable) are beneficial questions to have on hand that can provide some insight into the day-to-day of the company.

  1. How does this position contribute to the company’s short-term and long-term goals?
  2. How does this company define and measure success?
  3. Have employees previously in this role advanced in the company? What kinds of roles do they have now?
  4. What is your favorite part about your job? This company?
  5. What professional development opportunities are available to employees?
  6. Have employees previously in this role advanced in the company? What kinds of roles do they have now?
  7. What is something unique that you like about the company?

Practical follow-up questions to ask

Nothing is worse than not knowing where you stand. Don’t be afraid to ask to be informed or kept on the same page.

  1. Is there any other information I can give you that would be helpful in making a decision?
  2. What is the next step in the hiring process?
  3. By when do you hope to make someone an offer?
  4. Can I answer any final questions for you?

How Concentric can help

Are we saying to show up to an interview prepared to ask all eighteen questions? Not necessarily, but having a handful ready certainly doesn’t hurt.

Concentric takes its role as a hiring partner very seriously because we know the hiring process can be stressful on both sides. To help, we’ll do everything from interview prep and providing advice like that in this article to practice sessions. We want the entire job search to present meaningful personal experiences.

Are you looking for a position outside of tech?

You can connect with our sister company, Clarity. Clarity Search teams up with business owners and managers nationwide to create connections between top-tier accounting, Finance, and marketing professionals.

Want to learn more about how Concentric and Clarity can find your perfect professional fit? Contact us today.

What is Talent Mapping and Why Should You Be Doing It?

Posted on by concentric

In today’s professional environment, hiring managers are under increasing pressure to recruit highly talented candidates with diverse backgrounds, skillsets, and well-rounded experiences. That’s why it’s never been more important to analyze your options.

Talent mapping is a proactive approach to forecasting long-term hiring needs and cultivating organizational support for new roles over time. It bridges the gap between a company’s goals and the personnel they must hire to reach them at any or all stages.

In short, talent mapping is essential because it:

  • Identifies industry trends and themes in talent profiles
  • Uses competitors as a guide
  • Creates a database of potential passive candidates

Talent mapping is a great place to start if you’re looking for new ways to improve your talent management strategies. Below, we’ll detail where to integrate talent mapping, why it’s useful, and how Concentric can help.

How to implement talent mapping in hiring

Talent mapping involves collecting and analyzing data on potential candidates’ skills, experience, and qualifications, as well as their availability and interest in joining an organization. This information is then used to create a “map” of the talent pool, which can identify gaps and plan for future hiring needs. Talent mapping is a resource-intensive process, nor is it a one-and-done solution. As your company grows, hiring needs are bound to change. Talent mapping is an effective way to ensure next-level strategies.

Ask and answer the following:

  • What are the company’s goals for the year (for the next three years, five years, and so on)?
  • In which areas are the company struggling the most?
  • Are the main challenges related to talent shortages?
  • What skillsets and traits does the company on board to address said issues or support said goals?
  • Is leadership willing to invest more in workforce development?

Take the answers to those questions and create correlated data points to populate your map. Some examples include:

  • Job descriptions
  • Skills inventory
  • Surveys (employee & client (if applicable))
  • Competitive intelligence (information on competitors’ strategies and practices).

Next, define benchmarks for what success looks like for the roles you want to hire. When you have an in-depth understanding of the hard and soft skills needed for each role, the specific measurements you’re after, and how they’d translate into performance goals, you can use the right performance-management strategy. From there, assess talent needs consistently as they arise or evolve. This could include tracking the success of your recruiting efforts and gathering feedback from potential candidates to understand their needs and interests.

If you’re overwhelmed, don’t worry, there are plenty of templates around the web to make mapping a little more approachable.

What are the benefits of talent mapping when working with a staffing partner?

Working with a staffing agency can provide several benefits, and talent mapping can effectively make the most of those benefits. Talent mapping can help the staffer identify a pool of qualified candidates who are available, interested, and adequately fits the needs addressed in the map. This can save time and resources that would otherwise be spent on narrowing the pool. This can improve the overall quality of the candidates provided, besides ensuring that those candidates are a good fit for the roles they are being placed in.

Here is a quick recap in case you need it

We know we just threw a bunch of information at you, so if you need the bullet points, here they are.

  • Talent mapping allows a company to evaluate its existing talent gap, identify high-potential candidates in their industry, and create strategies for future staffing needs.
  • Analyzing key industry players can reveal hidden opportunities, weaknesses, and strengths to build a more effective talent mapping strategy.
  • It’s crucial to create a candidate persona to set the direction right for your talent mapping strategy.
  • Recruiters in executive search firms like Concentric come with robust expertise and access to technology that internal HR teams and hiring managers don’t.

Concentric can make hiring easier

Concentric takes its role as a hiring partner very seriously because we know the hiring process can be stressful on both sides. To help, we’ll do everything from resume editing, interview prep, practice sessions, and even advice on a candidate’s first interview ensemble (if they want it). We want the entire job search to keep meaningful personal experiences. Concentric strives to build mutually beneficial connections between companies and candidates so that all parties can grow toward sustainable success.

Contact us today to learn more about how Concentric can help with your short and long-term hiring needs.

Do you need a position outside of tech?

We can still help! Connect with our sister company Clarity. Clarity Search teams up with business owners and managers nationwide to create connections between top-tier accounting, Finance, and marketing professionals.

Concentric’s Tech Specialties (and Who Works in Them)

Posted on by concentric

Whether you’re a hiring manager or a job seeker scouring the job boards and getting frustrated at not finding what you want — Concentric is here to help. We can quickly determine the role or hire you’re looking for, and we’ll go the extra mile to keep you from the fatigue associated with the process. More on that later. For now, let’s talk about the positions we fill. 

Concentric specializes in Senior level and Executive IT and Tech Staffing for the following areas: 

  • hardware 
  • software 
  • security 
  • infrastructure engineering 
  • data engineering/data intelligence  
  • leadership/management 

Hardware  

Hardware specialists design, develop, and test computer systems and components such as servers, laptops, desktops pcs, routers and switches, and wireless access points. 

Help desk technician 

Help desk or Support technicians are usually the first contact points for many companies experiencing technical problems. They assist clients with issues involving their computer hardware, communications software, or computer applications. Individuals in these roles can respond to customers by phone, remotely, or in person. Their duties involve asking questions to determine how they can best solve a customer’s problems using resources and technical knowledge.  

Computer technicians 

Computer Technicians are tasked with maintaining computer systems, troubleshooting errors, and repairing an organization’s hardware. These professionals use their knowledge of networking and software applications to provide technical support onsite or remotely. 

Network engineer/architect 

Network engineers or architects are responsible for designing and building data communication networks. The networks they work on can range from smaller local area networks (LANs) to more extensive wide area networks (WANs), along with intranets. They also manage the infrastructure of computer networks to ensure they operate effectively, including installing routers, cables, modems, and other necessary hardware and software. 

Cloud engineer 

Cloud engineers design, implement, and manage cloud-based systems for businesses. They develop and implement cloud applications, migrate existing on-premises applications to the cloud, and debug cloud stacks. 

Cloud architect 

Cloud architects develop computing strategies, incorporating cloud adoption plans, application design, management, and monitoring. They’re also responsible for support related to application architecture and deployment in cloud environments. Unlike cloud engineers, who deal with more day-to-day management, architects focus on the future, planning and designing strategies and systems in advance.

 

Software  

These engineers handle software applications’ design, development, testing, and maintenance. Software engineers apply engineering principles and knowledge of programming languages to build software solutions for end users. 

Software developer 

Software developers design and build computer programs that power technical devices. Typical duties of a developer include: 

  • Researching, designing, implementing, and managing software programs 
  • Testing and evaluating new programs 
  • Identifying areas for modification in existing programs and subsequently developing these modifications 
  • Writing and implementing efficient code 
  • Determining operational practicality 
  • Developing quality assurance procedures 
  • Deploying software tools, processes, and metrics 
  • Maintaining and upgrading existing systems 
  • Training users 
  • Working closely with other developers, UX designers, business and systems analysts 

Software engineer 

Software engineers focus on applying the principles of engineering to software development. Their role includes analyzing and modifying existing software and designing, constructing, and testing end-user applications that meet user needs through software programming languages. Unlike a developer, this role works on a larger scale to design, develop, and test an organization’s computer systems and application software. 

Programmer 

Programmers write, modify, and test code and scripts that allow computer software and applications to function properly. In short, they turn the designs created by software developers and engineers into instructions that devices follow. 

Mobile application developer 

Mobile developers are responsible for translating code into user-friendly applications. They collaborate with internal teams to develop functional mobile applications, including programming interfaces (APIs) to support mobile functionality while keeping up to date with terminology, concepts, and best practices for coding mobile apps. Essentially, mobile developers contribute to an application’s design, testing, release, and support. 

Web developer 

Web developers create websites. They work to ensure that the website is visually appealing and easy to navigate and that performance is consistent. There are two types of web developers: 

  • Back-end web developers create the website’s structure, write code, and verify that code works. Responsibilities also may include managing access points for others who need to manage a website’s content. 
  • Front-end web developers work on the visual part of the website—the pages visitors see and interact with (also known as the user interface or UI). They design the physical layout of each page, integrate graphics, and use HTML and JavaScript to enhance websites. 

.NET developer 

.Net developers produce code using languages such as C# and VB. These developers create applications from scratch, configure existing systems and provide user support, and can write functional code.  

Fullstack development 

Fullstack developers are responsible for designing and developing websites and platforms to ensure user interactions are intuitive and engaging and provide back-end functionality. These developers often oversee entire projects from start to finish. 

Product owner/support 

Product owners are members of the leadership team who manage an organization’s entire product development process. They’ll research and determine the clients’ needs to manage the product backlog and turn strategies into development tasks.

 

Security 

Security specialists are responsible for discovering vulnerabilities in networks, software systems, and data centers with ongoing scans, monitoring network data, and ensuring hardware and software applications are updated. 

Cybersecurity specialist 

Cybersecurity specialists search for vulnerabilities in software, hardware, networks, and data centers, designing defensive strategies and systems to protect against attacks and threats. 

Cybersecurity analyst 

A cybersecurity analyst’s primary role is to understand company IT infrastructure in detail, continuously monitor it, and evaluate threats that could potentially breach the network. They do this through configuring tools like virus software, password protectors, vulnerability management, and reporting. While a specialist is responsible for specific tasks within their specialty or department, an analyst focuses on data and applications that typically span multiple areas. 

Cybersecurity architect 

Senior-level individuals responsible for planning, designing, testing, implementing, and maintaining computer and network security infrastructure. 

 

Data Collection 

Data collection focuses on entering information into a database to ensure that the collection sources are accurate. 

Data scientist/analyst 

A data scientist collects large amounts of data using analytical, statistical, and programmable skills and creates tailored strategies to meet an organization’s unique needs. Their objective is to help analyze trends to make better decisions. 

Data engineer 

Data engineers design, build, and optimize systems for data collection, storage, access, and analytics at scale. 

Some key responsibilities of the role include: 

  • Developing, aligning, and maintaining architectures 
  • Identifying ways to improve data reliability, efficiency, and quality 
  • Conducting research 
  • Finding hidden patterns  
  • Discovering what can be automated 

Data engineers differ from scientists because while scientists use data to discover insights from massive amounts of structured and unstructured data, engineers are responsible for developing, testing, and maintaining pipelines and architectures. 

Database engineer 

These engineers design and implement digital databases using computing tools to create new databases or adjust the function and capacity of existing ones.  

Business intelligence analyst 

BI analysts consult with management to gather data about a company and its competitors to develop strategies to improve operations and market share.  

Leadership 

People in these positions manage teams, implement effective policies, and identify opportunities to improve systems.  

Concentric currently staffs leadership roles in the following positions: 

  • IT Manager 
  • Director of IT 
  • Chief Information Security Officer (CISCO) 
  • Chief Information Officer (CIO) 

 

Infrastructure  

These individuals provide solutions for issues they find in the process, including designing new systems, upgrading hardware, and maintaining an existing system. 

Systems Engineer 

Systems engineers develop and oversee all aspects of a complex system from the initial creation. These systems may include products, people, services, information, natural elements, processes, or any combination of the previously mentioned. Systems engineers lead troubleshooting in implementing and using said system. 

Systems Administrator 

System administrators are responsible for computer systems and servers’ maintenance, configuration, and reliable operation. They install hardware and software and actively participate in research and development to continuously improve and keep up with a company’s business needs. 

Chief Technology Officer (CTO) 

A chief technology officer (CTO) oversees the development and distribution of technology for external customers, vendors, and other clients. 

Concentric is not a usual staffing agency 

So that was a very lengthy description of the positions we fill. Now, let’s tell you about the people we work with. Concentric’s founders were tired of seeing keywords take over the hiring process through cold resume scanning techniques. Hiring is about more than a skillset— it’s also about finding the right culture fit for you or your company.  

Therefore, we do things differently by meeting all our applicants in person. We offer resume-building advice, interview prep, and quality, long-term relationship-building. Emphasizing the personal touches behind the hiring process hasn’t just proven us to be different— it’s proven successful. Since we began, our retention rate has grown to over 80%. 

Are you looking for a position outside of tech? 

Obviously, we’d love to meet you, but if you haven’t seen what you’re looking for, you can connect with our sister company Clarity. Clarity Search teams up with business owners and managers nationwide to create connections between top-tier accounting, Finance, and marketing professionals.  

Want to learn more about how Concentric and Clarity can find you your perfect professional fit? Contact us today.  

Welcome to the Concentric Community

Posted on by concentric

Hello, reader. We hope your day is going well. 

We’re so happy to have caught your eye and that you’re interested in working with us. However, we wanted to take some time to introduce ourselves a bit more.  

The team at Concentric is full of experts in the hiring process, aiming to connect quality companies and top-tier professionals for both permanent and contract opportunities that offer sustainable growth. While we’re proud of that, that’s not the only benefit of working with Concentric. Partnerships are about more than making promises. 

Our Story 

The hiring and staffing industry is flush with recruiters who spend most of their days rapidly reviewing resumes for keywords that don’t provide the complete picture of a candidate or their alignment with a company’s goals. Putting all your eggs in the buzzword basket can lead to uneven match quality and low retention rates. 

We were dissatisfied with this transactional nature in an industry fueled by people. Therefore, we have taken over two decades of experience in the space and are determined to make the hiring process more personal. We knew Concentric could offer what the executive search and recruiting industry was missing— a company passionate about relationships and connecting professionals at every level.  A solution that no career or resume website could offer: an in-depth understanding of both sides. Evaluating layer by layer from an unbiased position allows transparency and honesty, which uncovers effective results in each side’s search.   

Why Concentric is different 

With a little effort, anyone can fill a job opening. But finding a good fit— someone who can grow and succeed at a company for the long term and an employer who remains happy with that employee for years to come–requires something more. 

As our founder, Andy, says, “we’re not your average staffing company.” 

We know you’ve probably heard that one before but stay with us. Considering the cultural fit that aligns with company goals along with skillset strengthens team processes, builds healthier companies, and heightens employee retention. 

Concentric’s approach to recruiting top-tier professionals for thousands of permanent and temporary IT and tech corporate positions is rooted in our core belief that aligning companies with high-quality talent starts at the relationship level. Our process isn’t just different from typical IT staffing— it’s proven successful, resulting in an 80% candidate retention rate after hire. 

We invest time in profoundly understanding the needs of both clients and candidates to ensure that we find the right match for all parties involved. Our focus is more than selling a job; it’s about finding the right fit for your goals.   

Concentric provides a hands-on coaching experience in interviewing and onboarding. Do you need someone to help you navigate difficult interview questions? Confer with about your first-day attire choices? Land that ideal position? We’re here for you at no cost. We connect candidates with decision-makers directly. There’s no getting lost in the HR void. Find out where you stand sooner so you can confidently take your next step toward opportunities to excel (and get a job as a bonus). 

Who we work with 

Concentric specializes in Senior level and Executive IT and Tech Staffing for the following areas:  

  • hardware  
  • software  
  • security  
  • infrastructure engineering  
  • data engineering and intelligence  
  • leadership/management 

But those are just the positions. 

We work with people who have doom-scrolled job boards and want more. They’re looking for a more effective hiring process that includes a humanized approach instead of cold keyword algorithms.  

From day one, our recruiters are your only point of contact. What does this look like exactly? We start with an initial in-person meeting to discuss goals and ambitions and follow up as a friendly face at the first job interview and first day. Concentric takes this role very seriously because we know the hiring process is stressful, and we want to help. This can look like anything from beefing up a resume, interview prep and practice sessions, and even advice for a first interview ensemble—the entire job search, with all the personal experiences— at no cost to you.  

Concentric strives to build mutually beneficial connections between companies and candidates so that all parties can grow toward sustainable success. 

Are you looking for a position outside of tech? 

We can still help! Connect with our sister company Clarity. Clarity Search teams up with business owners and managers nationwide to create connections between top-tier accounting, finance, and marketing professionals.   

We appreciate your time and attention and look forward to connecting with you soon! 

Sincerely,

the Concentric team