There was a time when job searching was largely confined to the local newspaper, and maybe a few friends or bulletin boards. Today, you can conduct your entire job search from your computer—or smartphone, tablet, or Internet-connected device of your choice.

Along with online job boards and electronic applications submitted through company websites, social media is playing an increasing role in the job market. The business world connects through online social channels, and you can use this vast network to find and land the perfect IT job.

Here are four ways you can use social media to find great IT job opportunities.

1. Leverage LinkedIn

For professionals looking for a job, there is no better social network than LinkedIn. This business-oriented social site, closing in on 300 million members, is built for connecting people with careers—so if you’re not on LinkedIn, now is the time to join.

One of the fastest and most direct ways to find jobs on LinkedIn is through the social network’s massive jobs board, categorized by industry and location. You can also find opportunities—or have them come to you—by being active on the site. Follow industry leaders and potential employers, participate in conversations, and post your own content to engage and share with others.

Also, make sure your LinkedIn profile is completely filled out, with detailed work experience and links to your online resume or portfolio, when applicable.

2. Advertise your availability

Referrals are one of the best ways to land a new IT job, but your online friends and acquaintances can’t refer you if they don’t know you’re in the market. Use your primary social networks (especially LinkedIn) to professionally announce that you’re on the job search path.

On LinkedIn, you can use your “professional headline” to establish your status, by adding a phrase to your job title such as “in transition” or “seeking new challenges.” This subtle cue can also be copied on your other accounts, such as Facebook or Twitter.

If you already have contacts in your industry, you can use social media to contact them personally, refresh the relationship, and tactfully find out whether they’re aware of any opportunities that might be a good fit for you.

3. Say it with status updates

Whether you post, tweet, or note, status updates are a good way to periodically remind your current network that you’re looking for a new opportunity. Be sure to note the types of IT jobs you’re looking for, and any companies you’re particularly interested in.

The best way to gain results with this strategy is to give back to others. Monitor your connections’ statuses so you can identify anyone else looking for a job, and forward appropriate leads or connections to them. People are more willing to help those who’ve helped them.

4. Expand your network

The more people you’re connected to through social media, the better your chances of finding the right job. It’s all about who you know, and who they know. With a larger network, you’re more likely to find someone who knows someone, who can get you a foot in the right door.

Start by ensuring that all your social profiles are filled out completely and ready for viewing by prospective employers. Then, invite everyone you know to connect with you—those you’ve gone to school with, worked with, people in your community, and anyone else who would recognize your name.

Finally, consider joining relevant groups on various social networks. You can find alumni networks, industry groups, interest groups, and even job-seeking groups on LinkedIn and Facebook that will offer even more potential connections.

How will you use social media to find your next IT job? If you are looking for tech employment in San Jose, contact our team today.


Wednesday, Apr 16 2014

Top Tech Candidates in Silicon Valley

Written by
Product Manager
  • Highly organized and results oriented business leader.
  • Over 10 years of Technical Product Management experience. 
  • Extensive experience with Product Life Cycle Management, Saas, REST, API’s, Ruby on Rails, HTML, CSS, and JavaScript.  
  • Worked for Razorfish, RockYou, eBay, and TEK Systems.  
  • MBA in Global Marketing from University of Kansas. 
System Engineer
  • Joined one of the hottest start-ups in the Bay Area during their explosive growth period.  
  • Was responsible for installation, implementation, and maintenance of their COLO housed at Equinix. 
  • Savvy with Juniper, Cisco, and F5 network equipment. 
  • Holds a CCNA and JNCIA. 
  • Built out their Layer 2 switch environment to a Layer 3 environment with minimal downtime.  
  • Implemented a variety of network monitoring tools (Nagios, Splunk, and Cacti)  
Graphic Designer
  • Graphic Designer with over four years of in-house corporate marketing background for luxury brands, nine years of operations management, and a passion for technology. 
  • Knowledgeable in the significance of branding, designing cleanly with attention to fine details, and execution around a user experience.
  • He has experience designing and coding promotional landing pages, micro sites, and email campaigns. 
  • Developed branding for new company initiatives and ventures. 
  • Worked with Adobe Acrobat, Adobe Dreamweaver CC, Adobe Illustrator CC, Adobe InDesign CC, Adobe Photoshop CC, ExactTarget Email, Final Cut Pro X and HTML/CSS. 
  • He is driven by raw passion for the arts of digital communication and design. Has a certification from Art Institute of California, Sunnyvale, CA.
Sr. UI Engineer 
  • 10+ years of front-end analysis, design, development, testing and deployment experience working with companies like McAfee, BlackArrow, AT&T, and Intuit. 
  • Proficient in hand coding semantic markup using HTML5, JavaScript, CSS.
  • Expertise in handling cross browser compatibility and image optimization.
  • Excellent in analyzing, problem solving and good communication and leadership skills.
  • Used Photoshop, Fireworks for slicing the images.
  • Experienced in Visual source safe, Perforce, CVS, Morant, and Subclipse for version control.
  • Developed user centric Internet, Intranet applications with B2B and B2C focus using HTML, JavaScript, CSS.
  • Assisted with functional designs, design review, coding, testing and product documentation.
  • Effective communication with client, cross-functional teams to achieve project priorities/timelines.
  • Team oriented and self starter.
  • Familiarity with SEO operation and techniques.
  • Knowledge of DOM scripting, progressive enhancement and graceful degradation.
  • Knowledge of Twitter bootstrap, Backbone.js and Mustache.js.
  • Responsive Web Design Using CSS3 Media Queries.
  • Certificate course in Graphics from Big Byte Computer Institute - Mumbai.
  • Certificate course in Java from SSI Computer Institute – Mumbai.
  • Brainbench certified in CSS 2.0. 

The Armada Group is pleased to announce the addition of our “live chat” option on our new website.  Effective immediately, visitors will have the ability to interact with an Armada representative in real time.  The addition of this new service is to fulfill Armada’s commitment to our talent and client communities in providing the best available service possible.   



If we’re being honest about ourselves, we try to fit a 12-hour day into eight or nine hours. It’s not just you; it’s the IT field in general. It stands to reason that IT professionals gain the most when they maximize time in their areas of expertise, and minimize time in the areas that other experts can perform on a higher level.

There’s always a SQL database to maintain, or a network to patch – and there’s always an empty occupation to be filled, but there are better things you could be doing to lighten your load without stressing out over a vacancy.

So, like anyone performing at maximum efficiency, you partner with a staffing firm. What’s next?

  1. Consultation. This allows the firm to analyze current staffing situation compared to optimal productivity.  The agency develops an understanding of your operations as well as the peculiar and unique methods that set you apart from other businesses. This is arguably the most crucial step, as the efficacy of the partnership relies on a complete understanding.
  2. Collaboration. After the agency comprehensively understands your needs, the firm and your business collectively create and implement a plan of the next steps. The agency understands both the IT portion AND the recruiting facets; hence, it is important to trust your agency here – they know what works!
  3. Implementation. This is the handoff period. This is where the agency starts putting the system you’ve jointly created into place. The Silicon Valley staffing agency is able to use their developed talent network to find you top candidates for your positions.
  4. Work. With the firm now fully handling your recruiting plan, you can get back to the 1s & 0s, default gateways, and PHP source code. This is where the firm operates and refines the plan, based on the comprehensive solution. This also reduces operating costs and lowers churn (and coincidentally, your blood pressure).

All staffing firms are not created equal. That’s why we’re here. At the Armada Group, we’re a Silicon Valley based IT staffing firm, specializing in on-demand solutions, and while our full, proprietary methodology is a little more involved, it has won us several awards, including “Best of Staffing,” several years in a row. We also offer a complimentary 8 point consultation to benefit you, and to demonstrate our subject matter expertise so you’ll see why we’re the best. If you are looking for a Silicon Valley based staffing agency, contact our team today.



Businesses make or lose money by image. And that image costs a significant amount of money to create and maintain using branding.

And it works. Brilliantly.

So, don’t reinvent the wheel; brand yourself as a candidate if you’re on the hunt. And, as an IT professional, what better way than to do so using social media? (HINT: there isn’t one) Here are a few tips to help you along the way:

  • Keep your LinkedIn profile clean and polished. This is likely to be the first site a recruiter will check. Also, make sure it includes keywords a recruiter will be likely to search for. In this case, it’s perfectly acceptable to use some tech jargon as long as there’s still plain English somewhere in there.
  • Clean up your Facebook, especially any crazy college years. No future employer wants to see a picture of you performing keg stands just a few short years ago. This also applies to lewd memes or profanity.
  • Don’t appear desperate. Maybe I’m judgmental, but when I see a name like “Joe Looking For Work Smith” on LinkedIn, it’s not good, and certainly not professional. I would probably – no, definitely – veto that candidate immediately. Clean and polished.
  • Create a video. Ever see a video on LinkedIn, Facebook or Twitter? Exactly. They’re becoming more and more popular; this is one way you can certainly stand out. Embed it into your media presence, or create a YouTube video with a link in your profile.
  • Participate on IT specific forums, and demonstrate your subject matter expertise. It should go without saying to use the same sort of language and tone that one would use in an office setting.
  • Contribute to open source projects. There are TONS out there, and while this looks good on a resume anyway as experience, it allows you to interact within a community that may know someone. IT is a huge small world.
  • Let people know you’re looking. But, as we mentioned above, don’t be obnoxious about it. There are times to be direct, and times to be subtle – your relationship with the person you’re talking to will be a defining factor. A periodic update letting your connections, followers or friends know that you have a lot to offer helps, too.
  • Be positive, and be confident. It can be difficult for unemployed candidates to stay positive – but it’s necessary. The technology world has one of the lowest unemployment rates in the nation.

If you’re unemployed, we’re here to help you. At the Armada Group, we maintain a wide variety of world class talent with skills just like yours. We also work with some of the largest and fastest growing companies in the world, and we want to help you find the right career opportunity. If you are looking software developer jobs in Silicon Valley, contact our team today.

There seems to be a stigma attached to hiring that, in today’s economy, anyone can find a qualified IT candidate, to the dismay of many great HR professionals. The IT industry has an enormous skills gap where many managers simply cannot find enough qualified candidates. Consequentially, it’s not uncommon to find candidates in a position where they’re underqualified or simply in the wrong place for a mutually beneficial career opportunity.

Often, a skilled recruiter or staffing agency is able to avoid these situations. The problem often arises when one has a particular IT talent, but doesn’t have the required understanding of hiring and recruiting. Here are five mistakes technical managers make while recruiting.

  1. Keywords can be learned overnight. Often, technical managers listen for certain acronyms or keywords to vet a candidate – just because a candidate is able to define a “variable” in a colloquial sentence doesn’t mean they’re a Java programmer. Knowing how to declare a variable and write an if/then statement doesn’t lend them any credence.
  2. A week of lost productivity is bad. Several months are worse. If you’re looking for a networking technician, taking the first person with a CCNA doesn’t always make sense. Make sure they have experience and references to back it up. Many technical managers want to fill a spot yesterday. If you don’t maintain a list of passive candidates, it will take time to find the right fit.
  3. Hiring underqualified personnel. This isn’t always as simple as it seems. Initially, it seems very straightforward – does the applicant know the subject matter and have the degree or certification required? Rooting out who is really qualified is something that takes practice and skill. A resume says only so much; experience in asking the right questions – and listening for the right answers- is paramount.
  4. Talk too much. The interviewer should be asking the questions and listening to the answers. Many technical managers like to ask a few basic questions then rave about the advantages of their company and their job for the remaining allotted time.
  5. Hire the wrong business culture. Skills are the obvious first priority – but hiring the right person also entails the candidate with a viewpoint and methodology that is in lockstep with the company and team. The wrong culture and mindset can cause personality clashes and generally raises the likelihood of turnover, thus costing more money.

Technical managers have a wealth of experience in their role – and there’s something to be said about that. However, it’s also fair to say that their role is not hiring, but managing current employees.

No matter what your recruiting process is, we can help. The Armada Group is a Silicon Valley based staffing agency specializing in many areas of on-demand talent. We specialize in bringing the most elite candidates to some of the fastest growing and most innovative companies in the world. Contact us today to see how we can help you. If you are looking for a technical recruiting agency in Silicon Valley, contact our team today.