AAPRO Consulting

We're #hiring a new Senior Software Engineer in Test (SDET) - W2 in San Diego, California. Apply today or share this post with your network.

We are pleased to announce that Eliott Reyes has joined AAPRO Consulting as our new Account Manager. With over 7 years of experience, Eliott brings a wealth of expertise in strategic planning, problem-solving, training, communication, and applicant tracking systems. His strong attention to detail, client focus, and excellent time management skills, combined with his networking and interpersonal abilities, make him a valuable addition to our team. Eliott’s dedication to excellence and his client-centric approach align perfectly with our mission at AAPRO Consulting. We are excited to see the positive impact he will have in driving our client engagements forward. Please join us in welcoming Eliott to the AAPRO Consulting family! We look forward to the contributions he will make as we continue to deliver exceptional service to our clients. #Welcome #TeamLeadership #Recruiting #AAPROConsulting #Staffing

We're thrilled to announce that Barry Evans has joined our team as the Director of Recruiting at AAPRO Consulting! With over 20 years of experience in the industry, Barry brings a wealth of expertise in staffing, professional endorsement management, interview screening, resume evaluation, onboarding, project management, team leadership, and negotiations. His deep knowledge and strategic approach will be instrumental as we continue to grow and enhance our recruitment processes. We are confident that Barry's leadership will help us attract and retain top talent, driving our company to new heights. Please join us in welcoming Barry to the AAPRO Consulting family! We're excited to work alongside him and achieve great things together. #Welcome #TeamLeadership #Recruiting #AAPROConsulting #Staffing

Please contact Barry Evans for this open position.

We're #hiring a new Data Engineer in Spring, Texas. Apply today or share this post with your network.

"Human Resources And Recruitment Trends For 2024" In 2023, layoffs disproportionately impacted recruiters and human resources professionals as companies in various sectors conducted widespread workforce reductions and enacted hiring freezes. The need for HR, talent acquisition and diversity, equity and inclusion (DEI) professionals dropped as hiring activity stalled, especially in the tech sector. While other areas within tech organizations saw headcount reduced by 10% to 20%, companies downsized 50% of tech recruiters, the Wall Street Journal reported. The demand for these services slowed down in the recent challenging economic environment marred by high inflation, steep interest rates and subsequent corporate belt-tightening. However, that could all change in the next 12 months. A December survey by recruiting firm Robert Half revealed that 57% of hiring managers plan to add new permanent positions in the first half of 2024. The data suggests a strong demand for talent acquisition professionals in the coming year. Additionally, HR decision-makers and recruiters are optimistic about the future of recruiting, with 86% of talent practitioners expressing positivity about what the future of talent acquisition holds, according to research by Jobvite. Source: https://lnkd.in/eECZSfY5 #aaproconsuting #USITRecruitment #HR

"The Future of Technical Recruiting: How Emerging Trends and Technologies are Transforming the Industry" The world of technical recruiting is rapidly evolving, and staying on top of the latest trends is essential to success. In this article, we will discuss some of the latest trends in technical recruiting that are shaping the industry. Employer Branding: Employer branding has become increasingly important in technical recruiting. Candidates want to work for companies that have a good reputation, offer growth opportunities, and have a great work culture. Building a strong employer brand can help you attract and retain top talent. To achieve this, companies need to invest in building their brand and promoting it through various channels. 2. Remote Work: The COVID-19 pandemic has accelerated the trend of remote work, and it is likely to continue. Many companies are now offering remote work as an option, and candidates are seeking jobs that offer more flexibility. Companies that are open to remote work are more likely to attract top talent that may not be located in the same area. 3. Diversity and Inclusion: Diversity and inclusion are no longer optional. Companies that prioritize diversity and inclusion in their hiring process are more likely to attract top talent from different backgrounds. Candidates want to work for companies that value diversity and provide equal opportunities for everyone. Companies that prioritize diversity and inclusion in their hiring process will be more successful in the long run. 3. Artificial Intelligence: Artificial intelligence (AI) is being used to streamline the recruitment process. AI can help identify candidates that match the required skill set and experience. It can also help eliminate bias in the recruitment process by removing information that could identify the candidate's gender, ethnicity, or age. 4. Skill-based Hiring: Skill-based hiring is becoming increasingly popular. Instead of focusing on education or experience, companies are looking for candidates with the right skills for the job. This approach ensures that candidates are hired based on their abilities rather than their background. In conclusion, the latest trends in technical recruiting include employer branding, remote work, diversity and inclusion, artificial intelligence, and skill-based hiring. Staying on top of these trends can help companies attract and retain top talent in the competitive world of technical recruiting. #employerbranding #skillbasedhiring #artificialintelligence #diversityandinclusion #remotework #aaproconsulting Source: https://lnkd.in/dXDWq-B3

"Why you need Stack Overflow in your (already busy) life" According to a study by Stack Overflow, only 5.3% of developers responded that LinkedIn was their most-used social media platform. This means that if you’re only using LinkedIn to source, you’re missing a huge part of your talent pool. Also, the reputation gained in Stack Overflow is more testament than CVs. Glen Cathey of Boolean Black Belt says that “while LinkedIn endorsements can be easily attained, Stack Overflow reputation points and badges are relatively hard-earned in comparison.” Granted, not all great devs are active on Stack Overflow, but it’s easy to verify because you can cross reference their profiles which are typically available in their profile information. The reason you need Stack Overflow in your recruitment process is because it’s an amazing source of information about the candidate which is open to the public. Even without registering, you can browse users and look at their activity. This allows you to not only identify new leads, but also get an idea of the level of expertise of candidates you’ve found elsewhere. From the technical point of view, I recommend looking at their current activity and when they joined the platform. I know some recruiters send Stack Overflow profile links to their Heads of IT recruitment, but I personally think this slows down work in your company and puts pressure on the already busy employees. What I recommend is a combination of looking at Stack Overflow reputation, running a coding test and inviting candidates to an interview. As Stack Overflow say themselves in their product tour “this site is all about getting answers. It’s not a discussion forum. There’s no chit-chat.” In theory this means you’re not going to see the personality of the candidate shine through in a very technical and to-the-point Q&A site. However, Stack Overflow community (especially its more senior members) have a reputation for being quite snarky towards newbies who tend to ask simple questions. It’s not uncommon to see a relevant introductory programming question getting closed or receiving “why don’t you google that” answers. What I recommend is to see whether the software engineers you’re interested in participate in this kind of activity or whether they are more active in threads providing a real learning opportunity. #StackOverflowInsights #TechRecruitment #DeveloperCommunity #BeyondLinkedIn #VerifyExpertise #CodingSkills #PublicProfile #StackOverflowReputation Source: https://lnkd.in/dudiSept

How to Choose the Perfect IT Recruitment Agency for Your Company? In today's rapidly changing technology world, finding the right IT talent can be crucial for the success of any company. Choosing the right recruitment agency that meets the specific needs of your organization can significantly impact the efficiency and outcomes of recruitment processes. Here are some key factors to consider when partnering with an IT recruitment agency. Compensation Model – What Best Fits Your Needs? IT recruitment agencies offer various compensation models, but the most popular are the commission-based (success fee) model and Recruitment Process Outsourcing (RPO). The commission-based model is beneficial when you need to fill single, key positions and are willing to pay for success, i.e., hiring a candidate. On the other hand, RPO is ideal for companies that require comprehensive management of recruitment processes, which can include everything from attracting candidates to finalizing employment. Agency Specialization – Why Choose Specialists? In the IT industry, specialization is particularly important. Recruitment firms focused on the IT sector usually have a better understanding of technical requirements and current trends in the industry, allowing them to precisely match candidates to the specific technological and cultural needs of your company. It is worth looking for an agency that has experience in key areas for your IT projects. Work Methodology – Transparency and Communication Good IT recruitment agencies should be transparent in their methods and offer regular communication at every stage of the recruitment process. This not only builds trust but also allows for quick adjustment of strategies if initial methods do not yield the expected results. Make sure that the potential agency regularly informs you of progress and is open to feedback. References and Reviews – What Do Others Say? Before making a decision, it's worth checking the agency's reviews, especially those from companies in the IT industry. References from other technology leaders can give you a clear picture of the agency's effectiveness and professionalism, as well as its ability to fulfill promises. Conclusion Choosing the right IT recruitment agency is a decision that can impact the future of your company. Therefore, it is worth taking the time to thoroughly analyze and select a partner who best understands the specifics of your recruitment needs in the IT sector. By doing so, you will gain not only an effective executor but also a strategic ally in building your team. Source: https://lnkd.in/dJb_YCT6

🌟 Job Opportunity: Big Data Engineer (Contract) 🌟 Location: Midtown, Atlanta, GA (Mostly Remote with Occasional Onsite in Atlanta) Job Description: We are currently seeking a skilled Big Data Engineer to join our team in Midtown, Atlanta. This position involves working on cutting-edge Big Data platforms, collaborating closely with cross-functional teams to architect and develop robust data solutions. As a Big Data Engineer, you will play a key role in the entire data engineering lifecycle, from requirements gathering to solution deployment and optimization. Key Responsibilities: Design and develop data pipelines using technologies such as Apache Kafka, Spark Streaming, and more. Implement real-time data processing solutions using Spark structured streaming and Kafka. Troubleshoot and optimize Spark applications for performance. Develop data ingestion processes from Message Queues and various file formats (JSON, XML, CSV). Utilize Big Data tools like Hadoop, Spark, Kafka, and cloud platforms (AWS, GCP) for scalable solutions. Experience with Python/Scala and associated Big Data frameworks (PySpark, Scala-Spark). Familiarity with cloud serverless technologies (AWS S3, Kinesis, Lambda, etc.) and database solutions (Kudu, Impala, Delta Lake, Snowflake, BigQuery). Proficiency in Unix/Linux, shell scripting, and database technologies (NoSQL databases like HBASE, Cassandra). Skills & Experience: 6+ years of overall IT experience with a focus on Big Data engineering. Bachelor’s degree in Information Systems, Computer Science, or related field. Strong communication skills and ability to collaborate effectively across teams. Experience with Databricks, Delta Lake, and managing data workflows in cloud environments. Solid understanding of SQL, relational & dimensional modeling, and REST API/Web Services. Preferred (Not Required): Knowledge of GIT code versioning, business analysis, and requirements gathering. Familiarity with messaging platforms (Kafka, Amazon MSK, TIBCO EMS, IBM MQ Series). Join Our Team: If you're passionate about leveraging Big Data to drive impactful solutions, apply now to be part of our innovative team in Atlanta! This position offers flexibility with remote work, requiring occasional onsite presence in Midtown, Atlanta. Interested? Apply directly or send your resume to [email protected] for consideration. #BigDataEngineer #DataEngineering #ApacheKafka #SparkStreaming #Spark #Kafka #JSON #XML #aaproconsulting