Lead Applications Developer Job and Salary

Lead Applications Developer Job and SalaryLead Applications Developer Job and SalaryThe desire for top-notch developer talent isnt slowing, so its no surprise that lead applications developers are in demand.Business needs have caused many organizations to increase their internal development staff, and this, in turn, is leading to more hiring and the promotion of senior developers to lead applications developer positions, says Nick Chlam, recruiting manager for Permanent Placement Services at Robert Half Technology in Cincinnati. The bottom line is that behauptung organizations need strong leadership for their growing development teams.Use the Robert Half Technology Salary Calculator to find specific salary information for lead applications developers in your city.What it takes to be a lead applications developerHere are a few qualifications for a lead applications developerAt least three years of experience in technologies such as Visual Basic .NET, PHP, C/C++ and Microsoft .NET fram ework developmentA solid background in applications programmingA bachelors degree in computer science or a related fieldSeveral years of proven success as a technical team leaderAs a lead applications developer, you would be responsible for directing the development team in the design, development, coding, testing and debugging of applications. You would also coordinate the development staffs schedule and ensure effective communication between team members and other IT functional areas. Additionally, you will be expected to provide feedback and suggestions for process and product improvement and act as a technical berater and adviser.Aspiring lead applications developer prove youre more than a team playerA lead applications developer doesnt just excel at creating, testing and programming applications software for computers and handheld devices. Technology professionals in this role also work closely with other managers and prioritize resource needs while simultaneously directing and motivating staff. You do not become a lead applications developer overnight, Chlam says. It requires proven talent and experience and the ability to teach, motivate and mentor others.These qualities are a direct result of strong communication skills that help the lead application developer translate the ideas of business leaders and end users into technical requirements that the development team understands and implements.The best lead applications developers even go a step further with their nontechnical skills, using good communication and other leadership qualities to help boost team morale. In all, being a lead applications developer is about more than showing off your creative expertise when it comes to developing applications. Its about acting as an example for the other developers to follow. This role is creator, leader and mentor rolled into one. Its obvious why the position is in such high demand. Who wouldnt want that kind of expert leadership on board?Look to Robert Half Technologys latest Salary Guide for job descriptions and starting salaries for a wide range of IT jobs - including lead applications developerDOWNLOAD THE SALARY GUIDEThis post has been updated to reflect more current information.

Tough Interview Questions Why Are You Making a Move in a Recession

Tough Interview Questions Why Are You Making a Move in a RecessionTough Interview Questions Why Are You Making a Move in a RecessionDespite the recession, people are, in fact, changing jobs by choice. Voluntary job changers who have trouble explaining why theyd look for work in a tight economy can use these three tactics to answer this tough bewerbungsgesprch question.If you just read the newspapers or watch television, you might think that most people are hanging on to their jobs by a thread. There are numerous stories about people putting up with a bad boss, a salary cut, long commutes and more difficult workloads because of work-force reductions. Thats just the side of the story that makes for good press, however. There is no story on someone who is essentially happy with her current position and voluntarily looking for something else.People are, in fact, changing jobs by choice.Moves are inspired by a variety of reasonsYou are in a declining industry with bleak short-term prospec ts.Your specific company is in decline.You are following a career track for which your current company offers limited opportunities.You have personal or family reasons to make a change, such as relocating to aelendher part of the country.Career moves dont wait for a recession to end. In fact, some savvy job seekers spot opportunities in crisis. If your intent is to find new work, it is important to to be able to explain your motivations clearly in an interview. I believe there are three basic tenets to focus the conversationYou are being proactive, not reactive.Your decisions are analytical, not emotional.The most important issue is what you can bring to the table.You are being proactive, not reactive.You do not have control over the current economic climate, but you do have control over your career. If you are in a declining industry, you have several choices, including making a move.If youre in a declining industry or company, focus your interview pitch on how you are making a pro active move, rather than waiting for a layoff and a severance package, Make sure to do your due diligence so you do not move into a similar situation. Consider what will be a reasonable level of risk for you.Your decisions are analytical, not emotional.You might be making a change because of problems at your own company. This is a subject that requires the most discretion because you do not want to air dirty laundry in any way. Steer the conversation toward a discussion of your most logical career path.Most executives are following a formal or informal career path. Some are moving toward a C-level role. Others have completed education or professional training to take on more-complex roles, such as international project management. Sometimes people want to move to a smaller company, where they can have more influence and a broader sortiment of responsibilities. Others want to move to a larger company with more resources or a global presence.An interview provides a forum to explain yo ur next intended career step and why you cannot take that step at your current company. If your career has always moved through serendipity and not through intention, now is a good time to create a career plan that covers your next 90 days up to five years.Its fine to bring up your personal situation in an interview if you are asked and you can discuss it professionally. For example, you might say something likeI have stayed in Dallas until my daughter graduated from high school. But my parents and other family members live in Boston, so my wife and I have decided we can now relocate and return to our roots.You dont need to volunteer details such as your parents failing health. Another example might beMy wife and I have a new baby. I want to find a new position that requires less international travel.Your interview tactic should be just to state the facts.The most important issue is what you can bring to the table.No matter what, you must be very clear on your transferable skills an d knowledge. Why would someone want to hire you? If you are not sure, a career coach can be an objective sounding board as you consider your value to your next employer. Once you decide this, you can state clearly how you perceive your industry and how you can move within or outside of it.So if you are currently employed but contemplating potential jobs, use these perspectives to develop a way to discuss your motives and goals. You need to be 100 percent confident and clear in an interview that you are forward thinking. Then you will be able to shift the interview to what you have to offer your next employer going forward rather than dwelling on your current status.Your approach should be calm and composed, not desperate, secretive or unsure even if you actually have anger, frustration, fear or insecurity about your current job.Your interview strategy should be just to state the facts about yourself and your plans for the future.

When to Bring Up Salary in an Interview

When to Bring Up Salary in an InterviewWhen to Bring Up Salary in an InterviewDont ruin your perfect first date with a potential employer by talking compensation too quickly.Job bewerbungsgesprchs, like dating, have a lot to do with timing. In my many years as a recruiter, Ive heard the following story countless times from my associates They had sent the perfect person (excellent skill set, right presentation) to an employer for an interview. The candidate could feel it welches going well. The job was nearly his. Then the candidate got a bit too confident and blew the deal by popping the big question What will you be paying me? or What kind of raises can I expect in this job?While these questions are important and clearly must be broached before a job is accepted, the timing was off. And timing is everything.Needless to say, one inappropriate question about salary can ruin your chances. Sadly, it is usually impossible to turn that around. The salary discussion has a time and place. J ust like in the case of that good-night kiss, its generally at the end of the date. In job-search terms, this discussion is best saved for the end of the interview process.You would never meet someone for the first time and immediately lean in for a kiss.In the saatkorn way, the salary discussion is much more appropriate once the company has fallen in love with you.In otzu sich words, a conversation about salary is bedrngnis suitable until there is a sense of commitment on the employer side. In fact, once the employer has decided you are the one, the salary discussion works to your benefit. This generally doesnt happen at the first meeting. Maybe not the second. There is inevitably an end to the interview process. That is the moment.Deflect in the early stagesDuring the first interview, the employer is getting to know you. She is deciding if you have the skills will fit into the culture and (usually) whether you will make her look good. The first meeting is all about you selling you r skills in relation to the job listings. No matter how well you are getting along, dont lean in for the kiss this is still not the time to discuss money, regardless of how well youre getting along.Believe me, even in this first meeting, the money question will come up.When it does - deflect.Of course the offer is important to you, but your answer should initially let the employer know that you are seeking a position that includes X, Y and Z. You trust they will make a fair offer. If pressed, you might have to tell the hiring authority what your current compensation is (its probably on the application anyway), but do some fancy verbal footwork to indicate that you are looking for the right position with the right kind of company. Do not actually answer the salary question right now. Again, just let them know that your priority is finding the right job. There will be plenty of time to discuss dollars down the road.Even if the manager tries to get you to commit to a number, you are p laying a guessing game at this point. Whatever you say can be wrong - either too high or (perhaps even worse) too low.One of the benefits of working with a recruiter is that he does all the dirty work in this area. Most likely, he would not have sent you in for a job where it didnt look like the salary could be worked out. I normally advise my candidates to refer the employer to me (the recruiter) to move this discussion forward. I can be the bad guy, even asking for more money than the employer had intended to pay because, for example, they will need to match another offer. This way, the candidate gets to keep her hands clean and can spend all the time selling why they are right for the job. I can make sure all sides are happy in the end.Now that youve gotten the timing down, how to negotiate is always tricky. It is the companys place to put an offer on the table. So, when you are asked what you are looking for, I recommend throwing the question back What do you have in mind?Prese nt your caseHopefully this will give you a good starting point. If the number sounds good, then go from there. If the number is low, then its time to present your case. This is when you bring in other offers, what your current situation is (pending raise, possible promotion, great vacation plan). Since youve waited till the company has mentally committed to wanting you, there is a strong possibility they will take your information under consideration and up the offer.You might have to meet them halfway, but you will be considering the whole package, the potential and the company. If it still doesnt feel right, there is often something else that can be added to sweeten the pot. This might be a sign-on bonus, extra vacation, a work- from-home day or a review at six months instead of a year. Remember, theres a fine line between being too demanding and feeling like you are walking into a good situation.All in all, the interview process has two distinct parts the one where you display yo ur talents and the final part where you talk money. You are looking for a great position, then a solid offer. Approaching the parts of the interview out of turn could be the kiss of death.