Company Name: DBA Web Technologies
Company Focus: Software Development and Database Consulting
Headquarters: Connecticut, U.S.A.
Office Locations: Conn. and New Delhi, India
Web site: http://www.dbawebtechnologies.com
Number Of IT Employees: 10
Company Description: The Conn.-based based global software product development, database services, and web designing company, offering a portfolio of software product life cycle solutions, onsite as well as remote administration of all major relational databases, and creative designing of professional websites and company logos. DBA Web Technologies is a team of highly specialized product developers, database administrators, network & system administrators, web designers, and graphic designers with 20+ years of experience in insurance, reinsurance, finance, mortgage, fashion, video, entertainment, educational and manufacturing industries in United States and Asia. We develop high quality, reliable and cost-effective software products in J2EE and dot Net architectures for our global customers. We design, maintain, monitor, and tune Oracle, SQL Server, and DB2 databases located around the globe. We provide network and system administration services for Windows, Linux, and Unix environments.
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Hiring Manager: Varesh Sachdev, president and owner of DBA Web Technologies, is a senior-level information technology and business executive with over two decades of experience in multiple industries including insurance, reinsurance, financial, mortgage, manufacturing, and semi-conductors. He has a consistent record of achievement in technology solutions development and database technologies. He has achieved repeated success guiding cross-functional teams in the design, development, and launch of leading-edge technology solutions. Before starting DBA Web Technologies, Sachdev had a very successful career spanning 20+ years in the IT industry in various technical and executive positions in start-ups as well as Fortune 100 companies. His specialization has been in the area of database management, software product development, and web designing.
Are you looking to hire on more IT staff this year?
We plan to hire 50 to 60 IT specialists in the following skill areas:
Developers: Java, dot Net, Cold Fusion, File Maker, Vignette, SAP, Hyperion, JD Edwards, Delphi
DBAs: Oracle, SQL Server, DB2
System Engineers: Unix, Linux, Windows
Web Designers: PHP, MySQL, XHTML, XML, CSS, Java Script, PhotoShop, Flash/ActionScript, Apache/Linux
Given all the news about the talent crunch, have you or are you finding it more difficult to find qualified IT professionals
Generally, no difficulty at all except in one particular case recently when I was looking for an IT professional with experience in Vignette, a software for customer relationship management. I could not find any one in United States, so had to bring some one from India. Skills in big demand are Java and Oracle and shortage of experienced professionals is in skills like Hyperion, SAP, and JD Edwards.
What are your primary recruiting strategies? Do you work with recruiters, post jobs online, etc.
We always post jobs online on the top level search sites. I have always found Dice to be an ideal site for IT professionals.
What is the hiring process?
Generally it takes two or three interviews. Based on response to our job posting, after initial screening, we call the candidates for a technical phone interview. If we like the candidate, he/she is called for face to face or second phone interview (in cases when the candidate is located in a different state). In some cases, clients prefer to directly interview the candidates.
What should candidates know before they interview at your company?
They should read the job requirements carefully and apply only if they strongly believe they are a good fit. A very number of candidates have one standard resume which they send out for every single job posting without even realizing they don't have most of the skills advertised as required skills.
What makes for an outstanding potential hire?
Resume Writing Style: Clarity, relevance to job requirements.
Confidence level during interview.
Depth of experience/knowledge for senior level technical positions.
Relevance of answers to questions asked.
No attempts to bluff
What are red flags you look for when reviewing resumes, doing interviews—what are some issues that thwart candidates?
A very large number of candidates have one standard resume that they send out to every job posting and we know it in first few seconds of looking at resume. Candidates claiming to be an expert in some skills on a resume but during face to face interview when asked technical questions, would say that they are just familiar with those "skills."
What kind of non-IT skills do your IT team members need, if any?
They should be willing to work hard to learn what don't know and work well as a team.
How important is the cover letter in job queries?
Very important! This is where candidate should market herself/himself. This is where they can say a lot about themselves, much more than what resume can convey. Unfortunately, most candidates either do not send cover letters or just cut and paste stuff from resume.
Is the IT organization looking for certified skills?
For most technical position, we would like candidate to have a BS degree. But actual hands-on experience carries more weight than certifications.
Does the organization hire 'newbies' and invest in training and how well does that work, and if not, why not?
Though, it is easy to find 'newbies' willing to get trained and are less expensive to hire, the problem with 'newbies' is that in six months to one year time they move on to greener pastures with higher salary because of the training.
What characteristics or personality traits do you want in a hire, and don't want?
Want: Stability in jobs with previous employers.
Don't want: Jack of all but master of none.
What does your company offer IT specialists as an employer?
Flexibility in working hours.
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