Tag Archives: hiring

  • The Highest-Paying U.S. Tech Companies

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    Technology companies dominated Glassdoor’s new list of the 25 highest-paying companies in America.

    The highest-ranked tech firm: Juniper Networks in third, with a median total compensation of $157,000 and a median base salary of $135,000. The company builds routers and network-management software.

    Google came in fifth on the list, with a median total compensation of $153,750 and a median base salary of $123,331. In sixth was VMware, with a median total compensation of $152,133 and a median base salary of $130,000.

    Amazon’s secretive Lab126 placed seventh with a median total compensation of $150,020 and a median base salary of $138,700. Lab126 is responsible for the Kindle e-reader, the Kindle Fire tablet, and the popular Amazon Echo.

    The entire back half of the Glassdoor’s list is technology companies, starting with Facebook (in 12th), and including Twitter, Box, Walmart eCommerce, SAP, Synopsys, and Microsoft.

    It should come as no surprise that, in an industry in which interns can earn an average of $6,800 a month, tech professionals are routinely pulling down six-figure salaries.

    Given the current demand for top tech talent, though, employers need to do more than merely offer high wages to experienced professionals—they also need to dangle some perks, including flexible hours. Responding to a recent Stack Overflow survey, 50.4 percent of developers said that work-life balance was a top priority when hunting for a new job, followed by company culture (41.8 percent), quality colleagues (39.9 percent), and flexible work hours (37.1 percent).

    For smaller firms without the enormous cash reserves of a Google or Facebook, such perks may be the only way to pull in the talent they need to build cutting-edge products.

    In the meantime, tech pros who manage to land a job at the country’s most prominent tech firms can expect to earn a hefty salary in the process.

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  • Landing a Healthcare IT Job at J2 Interactive

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    J2 Interactive is an award-winning software development and IT consulting firm specializing in customized solutions for hospitals, labs, research institutions and health-information exchanges.

    Headquartered in Charlestown, Mass., and with an office in Windsor, U.K., most of the company’s employees telecommute. As a result, the company recruits nationwide (it currently boasts 75 staffers, 72 of whom work in the IT space).

    Click here to find healthcare IT jobs.

    Lou LaRocca, president and chief executive officer, said the company is always looking for seasoned healthcare IT consultants with expertise in systems integration, application development, and especially health-information exchange.

    “We do most of our work on the InterSystems technology platform (Caché, Ensemble, and HealthShare),” he said. “So experience with those technologies is a huge plus. However, any candidate with a strong background in healthcare integration and health information exchange can be successful here.”

    How to Interpret Its Job Postings and Application Process

    If you don’t understand the buzzwords associated with healthcare IT, e.g., HL7, CCD, IHE, HIE, etc., do not apply.

    Also, J2 Interactive strongly discourages people from calling to ask if their resume has been received. “It’s a waste of time,” opined LaRocca “and it comes across as desperate. Not coincidentally, the best candidates simply don’t do it.”

    Upload Your ResumeEmployers want candidates like you. Upload your resume. Show them you’re awesome.

    The Interview Process

    LaRocca noted that the company’s interview process is “laid back.” While managers try to gauge the candidate’s abilities and experience (which they’ll have an idea about, thanks to a resume and cover letter), they’re also trying to get a sense of the person. “We figure that the first impression you make on a client is going to be pretty similar to the first impression you’re making on the interview” he said. “So just show up and be yourself.”

    What Makes a Good Fit?

    J2 Interactive employees are a team of telecommuters who put their customers first. It’s critical that candidates are able to effectively interact online or via phone, with both fellow team members and customers.

    LaRocca said self-motivated, fast learners who can climb learning curves aggressively and won’t need their hands held while doing so will fit in. “The work is fast paced and the projects are challenging,” he said, “and we insist on maintaining a work environment free of political nonsense and other barriers to getting the job done for our clients.”

    Experienced telecommuters will be able to get on track rapidly; but for those who find this style of work new, success often hinges on having a proper home office environment with limited distractions. If you can’t live without daily in-person interaction with your colleagues, you’ll struggle mightily.

    Finally, talented people who show they are ready to take on responsibility of any kind—whether it’s technical, project leadership, or client relationship management—can create their own significant, professional opportunity. Per LaRocca, management is not afraid to let people step up and take charge when they prove they’re able.

    See more Landing@ stories here.

    Advice for Experienced Professionals

    LaRocca said that the best way for seasoned pros to impress is with a strong resume and cover letter. “Take the time to write something, don’t just throw a resume over the wall,” he stressed. ”We routinely disqualify candidates when their resumes are poorly written, or formatted, or when it’s clear they aren’t putting much effort into their written communications.”

    Advice for New Graduates

    Unfortunately, the company doesn’t hire new graduates. Qualified candidates must be able to come in and be productive on day one. New grads won’t have the experience required for any open positions and, just as important, the nature of telecommuting isn’t conducive to the kind of structure necessary to teach people the ins and outs of this industry.

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  • In Silicon Valley, Some Giants Are Hiring

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    What’s New This Quarter

    In Silicon Valley, everyone wants to be associated with the Next Big Thing. “In the Bay Area, I’m finding that SAAS and e-commerce based companies seem to be defining the current hiring status quo for other local companies and industries,” said Alyssa Seidman, Recruiting Director for recruiting firm Randstad Technologies. “They tend to have the most progressive environments and the ability to attract and afford the best talent.” That means companies in other industries, such as financial services and healthcare, need to get more creative if they want to compete for talent.

    And some financial-services companies are very much on the hunt for tech pros. Bank of New York Mellon has opened a technology lab in Palo Alto to work on tech projects including Digital Pulse, the bank’s effort to harness the Big Data it gathers. BNY Mellon hired 20 people by the end of 2014 and will increase recruitment in 2015.

    For more Silicon Valley jobs, click here.

    On the tech-company side of things, hiring in the Valley is at a high for some firms. Google never has a problem attracting talent. The search-engine giant continues on a hiring-and-building tear, spending $585 million to buy six office buildings at Pacific Shores Center in Redwood City. It also plans to occupy all of Moffett Place, a six-tower development in Sunnyvale. Google had 55,030 full-time employees at the beginning of the fourth quarter, up almost 19 percent from a year earlier; it gets three million job applications a year and hires around 7,000. With only one in 428 applicants ending up with a job, Google is far choosier than any Ivy League University.

    Dell is on a similar path, opening up its first Internet of Things Lab, a collaborative facility for hardware and software developers to build, test, and release connected products. Located at the company’s Santa Clara office, the lab should help Dell learn more about the industry and help develop standards around it.

    Meanwhile, three Silicon Valley giants have been undergoing huge transformations in the past few months:

    • In October, HP announced it will separate into two new publicly traded Fortune 50 companies: one comprising HP’s enterprise technology infrastructure, software and services businesses (called Hewlett-Packard Enterprise), and one that will comprise HP’s personal systems and printing businesses (HP Inc). The long-rumored announcement came as HP entered the fourth year of its five-year turnaround plan. While the company said it had “inspired its workforce and management teams” and created new companies “positioned to accelerate performance, drive sustained growth, and demonstrate clear industry leadership in key areas,” what was left unsaid was the final impact on headcount.
    • eBay is also changing, with plans to eliminate thousands of jobs early this year as it preps to spin off its PayPal unit. The cuts are expected to affect workers in eBay’s core marketplace division. One rumor has eBay has trimming at least 3,000 jobs. The end result could be to make the new standalone eBay a potentially attractive takeover target.
    • IBM is taking the divestment route, selling is global commercial semiconductor technology unit for $1.5 billion to Santa Clara-based Globalfoundries Inc. IBM has about 4,000 employees in Silicon Valley, and their futures are uncertain.

    Luckily, startups continue to do well. October was the hottest month in two years for angel, seed, and Series A funding of startups, according to a report from research firm CB Insights. More than $1.2 billion was invested in October, up 56 percent from October 2013. Silicon Valley accounted for about a third of the deals and more than half the dollars invested nationwide in the month, with eight of the top 10 fundings all happening in the Valley.

    Skills in Demand

    “Over the past six months, I’ve noticed an increase in demand for individuals that have UI development experience,” Randstad’s Seidman said. “Specifically, candidates that have experience with newer front end technologies like Node.JS, Angular.JS, and Python are in the highest demand. They’re more efficient and easier-to-scale than older technologies.”

    “The Bay Area is experiencing intense IT hiring due to continued software platform upgrades, virtualization projects, and mobile initiatives,” added Megan Slabinski, Bay Area district president of IT recruiting firm Robert Half Technology. “We continue to see a war for talent for in-demand roles including front end developers, data analysts, system administrators, and system architects.”

    According to IT recruiting firm Mondo’s 2014-2015 Salary Guide, the top three skills currently in demand in the Bay Area are Application and Software Development, E-commerce, and Database Administration.

    Sixty-one percent of Bay Area technology executives surveyed by Robert Half Technology said that both database management and desktop support are among the skill sets in greatest demand within their IT departments. Network administration followed in third place. Also in demand: Network Architects, Cloud Engineers, MongoDB Experts, and Hadoop Experts.

    Salary Trends

    According to the 2014-2013 Dice Salary Survey, the average salary for a Silicon Valley-based IT professional is the nation’s highest at $108,603, up 7.2 percent in the previous year and 23.6 percent above the national average of $87,811.

    According to Mondo, Data Scientists; Oracle, Hadoop, and Neteeza developers; AWS consultants; and MySQL developers are currently seeing the largest salary jumps.

    Leading Industries

    • Information Technology
    • Technology Manufacturing
    • Software Development
    • Construction
    • Defense/Aerospace

    Local Employment and Research Resources

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  • Good News: Recruiters Want Tech Pros Across All Regions

    Pop quiz: Which U.S. region offers tech pros the best prospects for jobs over the next six months? The answer, according to Dice’s latest semi-annual hiring survey, is “all of them,” with a majority of hiring managers and recruiters nationwide saying they want to hire more technology professionals throughout the balance of 2014: The good news doesn’t end there: Whether reporting from the West, Midwest, South or Northeast/East, recruiters suggested that tech pros were feeling confident enough about the market to ask for more money from prospective employers: While the good news about hiring trends is pretty uniform across the survey’s four regions, some of the variations between those regions are striking. For example, of those recruiters who said it was taking longer than ever to fill open positions, some 54 percent of those in the West believed it was due to difficulties in finding qualified applicants, a regional increase of 9 points from November 2013; by contrast, some 48 percent of respondents in the Midwest complained of the same difficulty—a drop of 6 points from November 2013—while 46 percent of those in both the South and Northeast/East experienced issues with finding the best-qualified folks for the job. The thermonuclear-hot startup scene in Northern California might have much to do with Western recruiters’ difficulties on the hiring front. In a bid to draw talent, some young tech firms around San Francisco have expressed a willingness to shell out substantial sums as referral bonuses , among other incentives. Of those recruiters who reported that the time needed to fill open positions was actually shrinking, some 32 percent in the West said it was due to an ease in finding qualified candidates, ahead of the Midwest (22 percent), Northeast/East (8 percent) and South (4 percent). How can the West lead in both recruiters reporting difficulties in finding qualified recruits, and those saying that finding suitable hires is easy? A hot market attracts professionals, filling a talent pool from which companies can draw, provided the latter is willing to pay enough to bring in those top candidates. The West also leads in recruiters reporting “slightly increased hiring plans” (35 percent) and either at the top or near the top in companies willing to pay some degree of higher salary for new hires. (The West heads the list of regions in wanting candidates with six years of professional experience and up, which could partially explain that higher-salary trend.) It’s possible that Western companies with excellent reputations and compensation packages can pull in the best of the best from the local pool without needing to engage in extensive searches, even as other companies in the same region struggle to fulfill their own talent requirements. In a heartening sign, a full 79 percent of recruiters across all regions felt that layoffs weren’t likely within the next six months; roughly 72 percent also reported that the number of voluntary departures hadn’t increased since 2013, hinting at employee happiness. The majority of salaries for new hires will reportedly stay level or slightly increase in the near future, with recruiters in the Midwest leading (slightly) on the latter with 48 percent: In the years following the Great Recession , every quarter has seemingly offered its share of bad news: Unemployment is up, or not going down fast enough; economic growth is anemic, or predicted to fall; market segments struggle to recover, or disappear entirely. While the economic situation could always shift again—after all, the collapse that precipitated the Great Recession came as a surprise to many—this latest data suggests some cause for (dare we say it) optimism. More Articles June 2014: Dice Hiring Survey Tech Pros’ Salaries, Confidence Rise: Dice Report More Tech Pros Earning Six Figures Than Ever Image: Jirsak/Shutterstock.com The post Good News: Recruiters Want Tech Pros Across All Regions appeared first on Dice News .

  • IT Execs Are Confident, But Still Face Hiring Difficulties

    IT executives continue to express confidence in their company’s business prospects, but worry about the difficulties they face in hiring the technology workers they need, according to the latest CompTIA IT Industry Business Confidence Index. Based on an online survey of 305 IT companies, the index stands at 61.3 on a 100-point scale, edging up from 60.2 in the first quarter. Disruptive technologies and business models were among the issues causing the most concern among IT leaders. “Two areas – cloud computing and mobility – are key factors,” said Tim Herbert, CompTIA’s vice president of research. “With such far-reaching impacts of these technologies, firms across the IT channel are still working through how to best meet the needs of their customers and their business.” Meanwhile, one-third of the surveyed companies said they’re understaffed. Forty two percent are fully staffed but want to hire for expansion. Half the companies have job openings, including 76 percent of large firms, 75 percent of medium companies, 47 percent of small businesses and 18 percent of what CompTIA calls “micro firms.” The majority of open positions include technicians and IT support personnel , application developers , cloud experts , network engineers and security experts . The surveyed companies also said it’s more difficult to find technical workers with the right skills and expertise (57 percent) than it is to find non-technical workers (26 percent). Related Stories Tech Pros’ Salaries, Confidence Rise: Dice Report Silicon Valley Sees Skills Shortages in Java, .NET, PHP Raleigh Employers Look for Software Developers Image: rnl/Shutterstock.com The post IT Execs Are Confident, But Still Face Hiring Difficulties appeared first on Dice News .

  • Tips for Hiring the Right Engineers

    Engineering skills are always in demand, raising the pressure on companies that want to recruit and retain the best possible engineers. For recruiters, bosses, and HR staff, what’s the best way to find and hire the right candidates? Over at Entrepreneur.com , Glassdoor executive Allyson Willoughby offers four tips for attracting quality engineers. At the top of the list: Investing the time and effort necessary to find and hire the correct people for a particular job, rather than rush the process. “Quickly hiring candidates who aren’t a good match for the positions or the firm costs time and money,” she wrote. “According to the Bureau of Labor Statistics, the average cost of a bad hire is 30 percent of the person’s salary.” Click here to find an engineering job. Another tip: Hire recruiters to work on-staff, particularly if they already have an extensive network of engineers and other employees who could become future hires. Developing a referral network is also key: “Encourage the company’s IT staff, engineers and other tech minds to help with networking efforts by offering financial incentives for recommending someone who accepts an offer from the firm.” Fourth, it’s important to understand why prospective employees are turning down the chance to work for your company. “Consider conducting post-process interviews with all candidates, including both those who accepted offers and those who didn’t,” Willoughby concluded. “Approach the candidates in a genuine fashion, simply seeking information.” A recent survey conducted by Experis , a unit of ManpowerGroup, found that 40 percent of engineers are looking for a new job in 2014. “At the same time, 95 percent of hiring managers of engineers report difficulty filling open engineering positions,” the company reported. “Eighty-eight percent of these plan to hire engineers this year, while 29 percent do not believe they will be able to find the engineering talent they need for their businesses.” Electrical/electronics, mechanical / manufacturing , and chemical and computer engineers topped the survey’s list of most-desired hires. Related Articles A Hilarious Video of a Business Meeting’s Lone Engineer Majority of Engineers May Job Hop in 2014 Skills You Need to Be a Digital Media Engineer—Now Image: Maksym Dykha/Shutterstock.com The post Tips for Hiring the Right Engineers appeared first on Dice News .

  • CRO Parexel Looks for These Traits When Hiring

    One of the largest contract research organizations in the world, Parexel provides drug development services during all phases of the process, including strategy, clinical trial management, data management, biostatistical analysis, regulatory affairs, medical marketing, training, publishing and advanced e-clinical technology solutions. Based in Waltham Mass., the company operates 76 locations in 50 countries and has 15,000 employees. Parexel has IT opportunities in its corporate IT department as well as its technology subsidiary, Parexel Informatics. The corporate team currently numbers about 1,000 people worldwide, while the informatics unit’s team has grown to approximately 3,000. Click here to find a tech position in the pharmaceuticals industry. Tom McGoldrick, vice president of talent acquisition, says the company is currently looking for Java developers , pre-sales solution architects , IT project managers , senior contact center engineers, senior business analysts , systems engineers and software quality assurance engineers in offices across the U.S. The common skill sets the company needs include Java , Oracle , clinical systems (IMPACT, EDC , CTMS ), Informatica , data warehousing , Agile and Windows . Navigating Job Postings “We have general job descriptions for all positions,” says McGoldrick, “but they are also tailored to specific skill sets. In particular, candidates should pay close attention to the skills and minimum experience listed on the job posting.” The Interview Process For qualified candidates, the process is straightforward. Parexel typically starts with a 30-minute general phone screen with the hiring manager, or a technical phone screen with a team lead. If the call goes well, the next step is an in-person interview with the hiring manager and team members. What Makes a Good Fit? Because its industry is fast-paced, Parexel values candidates who can adapt quickly. “A good ‘cultural’ fit would be someone who has the ability to change pace quickly and can work in a matrix environment,” says McGoldrick. He also stresses that Parexel has made strides recently to foster a “High Performance Culture” with the goal of making its mission all about the “customer journey.” For those unfamiliar with the term, High Performance Culture refers to the values and management practices that are required for continued success. The right candidates will be able to embrace the company and team mission while taking its principles to heart and acting on them in a substantive way. See more Landing@ stories here. Advice for Seasoned Professionals Depending on the position you’re applying for, send references or examples of your work with your application. Advice for New Graduates The best way for recent college graduates to get McGoldrick’s attention is reach out directly. “Showing that sort of initiative right out of college is a great sign to Parexel that the candidate is motivated and ready to attack his or her goals,” he says. Related Stories How to Break Into Statistical Programming in Pharma This Is the Secret to Landing a Job at athenahealth Health Clinic Chain Brings Tech Center to New Orleans Image: Des Blenkinsopp The post CRO Parexel Looks for These Traits When Hiring appeared first on Dice News .

  • This Is the Secret to Landing a Job at athenahealth

    Health IT vendor athenahealth made news earlier this year when it selected Austin, Texas, as the site of its new R&D hub . The company said it would create 600 jobs there over the next 10 years. However, that’s just one of the locations where athenahealth is hiring in IT. The company will add about 200 tech positions overall this year, according to Technical Recruiting Manager Amber Jackson. She estimates it will bring on more than 100 people in software engineering , 40 to 50 in product innovation and about 20 in user experience . Its hardware group is growing, as well. Overall, the company has about 3,000 employees. Click here to find more software engineering jobs. At its headquarters in Watertown, Mass., athenahealth has a large group in software development , product management and user experience, as well as folks working on hardware and the back end . Its San Mateo, Calif., operation — which will be moving to San Francisco later this year — is focused on software development, particularly for mobile applications. The Austin R&D operation is also about software development, product management and user experience, both design and testing . The company’s cloud platform, athenaNet, supports doctor’s offices and medical groups with billing, clinical records and patient communication tools. Its mobile offerings include Bugs & Drugs, a reference application that allows physicians to look up disease and prescription information. Though traditionally athenahealth has focused on practices, not hospitals, that’s changing with its latest offering, a care-coordination technology called athenaCoordinator Enterprise. Its Approach athenahealth’s user experience group includes both designers and testers. In product innovation, it’s looking for people with a background in software who have an innovative, problem-solving mindset, Jackson says. They might come from different backgrounds, such as computer science , project management or business analysis . In software development, the company likes people who are smart, motivated and passionate about making a difference to an organization. “We are not a company that will check off a laundry list: OK, you have one year in this scripting language or you have X amount of experience with a Linux system. That is not how we assess whether someone is either a technical or cultural fit,” Jackson tells Dice. “We really are looking for that problem-solving, creative thinking mentality with core skills and experience in software development and computer science as a whole rather than specific languages or systems.” How to Read a Job Posting The company’s technology job postings tend to be general. “You’re not going to find a posting that says, ‘this position will work on this product and this is the goal of this team. This is what you’ll do on day one,’” Jackson explains. “We intentionally write our job listings to be fairly high level – to describe the organization, to describe what it means to be a software developer, a product innovator … because athena is the type of company that is constantly changing and doing different things, constantly innovating.” Indeed, flexibility is key. “We are looking for people who, in addition to having core skills, want to come into an organization that is constantly changing and they may be tapped on the shoulder and told, ‘Hey, we’ve got this new project and you and your team members will be moved onto this project.’ We need people to be flexible and OK with that.” See more Landing@ stories here. Advice for Experienced Professionals athena is looking for candidates who have demonstrated the ability to take on more complex projects throughout their career. If you’ve been asked to take the lead on new efforts or have been promoted regularly, you may be the kind of person it’s looking for. “In some companies, promotion is not really available,” Jackson observes. “In that case, demonstrate that, even if you were staying in the same job, you were taking on more complex projects, you were doing more interesting things that you sought out .” Also, be clear about why the position at athena is the logical next step for you. “If you’re employed and you’re looking to leave your current role, you should have a compelling reason why,” she says. Related Stories athenahealth to Add 600 Jobs in Austin Fastest Growing Tech Firms Focus on Enterprise Tech Jobs: athenahealth, GoDaddy, Tripobox The post This Is the Secret to Landing a Job at athenahealth appeared first on Dice News .

  • The Most Popular Tech Pros

    With an unemployment rate of less than three percent , just about everyone in technology today is popular with hiring managers and recruiters. That said, professionals in Big Data , mobile , cloud computing and security take being favored to entirely new levels – Will and Kate levels. Click here for more developer jobs. We know because hiring managers are requesting these skilled professionals at record levels as measured by job postings on Dice. Let’s break down the all-time highs: An increasing number of companies across all industries are intent on crunching numbers to analyze customer and consumer behavior. That equates to soaring demand and salaries for tech pros with Big Data experience. Leading the way in terms of an all-time high: Job postings for NoSQL experts (up 54 percent year/year); postings for Big Data talent (up 46 percent); Hadoop (up 43 percent); and Python professionals (up 16 percent). With more information stored in more places, the need for IT security has never been more palpable. Atop the list of big gainers on hiring managers’ wish lists: Cybersecurity professionals (up 162 percent year/year), “information security” specialists (up 19 percent year/year) and job postings for firewall pros , including engineers and admins (up 7 percent). Software as a Service (SaaS) makes the most use of cloud computing infrastructure today. A good reason why hiring managers are looking for more and more SaaS developers and project managers (up 20 percent year/year), as well as tech professionals versed in working in the cloud (up 27 percent). Mobile devices, apps and content continue to proliferate – as do job postings for user interface and user experience experts (up 18 percent year/year). Companies are intent on finding ways to not only reach their customers, but create a fresh, aesthetically-pleasing user experience regardless of device. Related Stories Software Developers Feel Growing Power More Tech Pros Earning Six Figures Than Ever Business Unit Coders Are No Threat to IT Image: Dice The post The Most Popular Tech Pros appeared first on Dice News .

  • athenahealth to Add 600 Jobs in Austin

    Medical technology services provider athenahealth plans to expand into Austin, Texas, after state and local officials dangled a $5.5 million incentive package in front of it. The company says the move is part of a national growth strategy aimed at improving service for clients throughout the healthcare industry. Over the next 10 years, it will add some 600 software development and R&D jobs in Austin, and spend approximately $13 million to redevelop a 110,000-square-foot space in the city’s downtown. “Austin offers athenahealth everything it could ask for in a city,” said Leslie Brunner, the company’s senior vice president of people and process, in a statement. “It’s among the top tech hubs in the country, provides an unrivaled culture of innovation and creativity, and is home to some of the best talent that healthcare and technology have to offer.” The company will have a presence at this year’s SXSW, with representatives hosting product demonstrations in Mashery’s Circus Mashimus lounge in the convention center March 7 through March 11. Also, Abbe Don, vice president of user experience at athenahealth mobile service Epocrates, will host a discussion on “Healing Healthcare with UX Design.” That will take place Sunday, March 9, at 5 p.m. at the Hilton Austin. The Texas incentive package requires athenahealth to hire 35 people by the end of this year, employ 100 by the end of 2016 and add a total of 607 by the end of 2023. athenahealth would also have to make a local capital investment of $7.75 million by the end of 2023. The new jobs will reportedly pay an average of $132,085 a year, with a minimum for all employees of $11 an hour, according to documents filed with the city. athenahealth is hiring in other locations, as well. It’s announced plans to add 1,900 new jobs over the next 10 years in Boston, and previously said it would invest up to $10 million in Atlanta , moving operations from nearby Alpharetta and adding up to 500 jobs there. The post athenahealth to Add 600 Jobs in Austin appeared first on Dice News .

  • Headspring Systems Seeks 100 App Developers

    Austin, Texas-based enterprise software development firm Headspring Systems plans to hire 100 app developers by the end of the year, with most of the hires based in Dallas, where it’s opening a new office. The company nearly tripled its headcount last year and expanded to Houston. It plans a Chicago office in 2015. The company focuses on custom application development , business intelligence and systems integration . In February, it launched a mobile division . Opening in May, the Dallas office will hire in software development and mobile application development . Available positions include senior .NET developers in Austin, Houston and Dallas. “The demand for us is so high right now that we just can’t fill the positions fast enough,” J.T. McCormick, the company’s president, told the Dallas Business Journal. The post Headspring Systems Seeks 100 App Developers appeared first on Dice News .