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 Talent Gap

The current technology landscape is filled with trials. Unemployment among IT professionals remains low, making it more difficult to find candidates for almost any position. Couple that with growing skill gaps when it comes to various growth areas within the field, and your business is likely struggling to get the employees it needs to move forward with some of your most promising projects.


If you intend to seek out tech workers this year, here is an overview of some of the biggest talent gaps, and most challenging specialties to hire, based on the job market today.



The use of mobile technology is a staple in many workplaces. Add to that the fact that new developments in the area continue to rise, and it’s no wonder may companies are finding it hard to get the right people to fill their vacancies. This is especially true for businesses that choose to use more than one platform, such as Android and iOS, as not every IT professional with skills in mobile application development have working experience in both.



IT security professionals will continue to be in high demand, especially as a wider variety businesses rely more heavily on technical products and services as part of their daily operations. Even companies that serve industries other than tech are highly dependent on their software applications, IT infrastructure, and other services to keep things moving forward, and having employees that can secure the organization’s data are a necessity in every one of these landscapes.



In many cases, IT professionals are hyper-focused on their technical area of expertise. However, a certain portion of these employees also possess a wider understanding of business operations and priorities. Being able to understand the intricacies of the IT portions of the business within a broader view can make a significant difference in how a business plans for the future. Employees that have the right balance of technical expertise and business acumen are a coveted commodity as it helps develop stronger long-term strategies to meet the needs of the company over the long-term.



The introduction of cloud-based solutions had a great impact on how many companies do business, and it requires a specific set of skills to support these operations. Being able to support cloud applications and work with various data and storage solutions requires knowledge outside of what is necessary to support in-house operations. Having an IT professional that is familiar with both is often considered ideal as it allows a business to choose a hybrid solution without requiring separate staff for each.


Willingness to Learn

While this isn’t as easy to identify as hard skills, finding employees that are willing to learn and grow as technology changes are almost as important as locating candidates with the right skills today. Not every IT professional is open to expanding beyond a specific specialty, so finding a well-rounded individual that can adapt to the changing needs of a business is always a good find.


If you are looking to higher individuals with the skills mentioned above, The Armada Group has the industry-specific experience to help you along the way. Contact us to speak with a recruitment specialist about your needs today.



social media

Recruiting skilled talent is rarely easy, and it can be especially challenging when searching for tech professionals. Aside from the demands that innately come with the job, IT recruiters must stay apprised of technology changes, hardware development, in-demand programming languages, and much more. Additionally, low unemployment levels among IT workers often necessitates finding candidates who aren’t actively on the market, many of whom aren’t concerned about being found.


Now, you also have to add social media recruiting to the mix. And that can feel like quite a task for those recruiters who have yet to use these resources for the purpose of recruiting.


However, adding social recruiting to your regular repertoire doesn’t have to be complicated. In fact, taking your first steps into the arena can be fairly intuitive, as long as you have the drive to get it done based on the potential it holds.

Tech Pros Embrace Social Media

The primary reason IT recruiters need to embrace social media is the fact that the target market already has. Tech professionals are often active on some form of social media. In some cases, large-scale sources like Facebook, Twitter and LinkedIn can provide access to a wide range of subject matter experts working in technology fields, and most people are at least somewhat familiar with how to engage others on these platforms.


Additionally, there are a variety of resources like GitHub and Stack Overflow, that tend to cater to those interested in tech. These can provide access to dedicated professionals who may shun traditional social media in favor of industry-specific interactions.

Becoming a Resource

The ultimate purpose of exploring social media as a recruiter is the potential to be seen as a resource. By participating regularly and in a meaningful way, they can position themselves as a resource in the community, and not just a person looking to make a placement. For recruiters who specialize in IT, building a strong reputation in the community can provide a natural point in which to engage with professionals working in the industry.


And once you are seen as a resource, you are more likely to be exposed to new resources. For example, many social media participants openly share information with others with whom they have built a relationship. This can give you new sources of cutting-edge developments and industry information. You may find yourself better prepared to anticipate the needs of client companies as upcoming trends may enter your radar more quickly.

Professional Connections

In some cases, recruiters may even find an opportunity to locate a candidate for placement directly from these sources, but it is also possible to locate available professionals through association. If your need for a specific tech specialist is known, you may find those with whom you have connected to be a valuable source of referrals.


Maintaining more connections gives you access to more potential candidates by extension, and sometimes casting a wide net is the ideal solution when searching for a difficult-to-locate skill set.


That is the same principle that can make working with professional staffing firms like The Armada Group so effective. Contact The Armada Group today and let our recruitment network work for you.


resume mistakes

In the end, your resume is one of the most important documents you will ever create. It outlines your IT skills and experience to give hiring managers insight regarding what you have to offer. But creating a strong resume is no easy task, especially since there is flexibility regarding how the document can be designed.


However, certain mistakes are more common than others. If you are an IT job seeker, and you want to make sure your resume serves as the best introduction possible, here are four mistakes you should avoid.

1. Too Much Jargon

Not every hiring manager looking to fill an IT position is a tech professional themselves. Having a resume dominated by tech terminology can leave those less familiar with the jargon at a loss when it comes to understanding your qualifications. Additionally, diving too deep into the technical can come across as unapproachable or even intimidating to someone who is less comfortable with the subject matter.


Now, that doesn’t mean you should avoid key terms completely. Instead, take some time to determine which words or phrases are helpful and which can be removed. For example, feel free to use tech-oriented language that mirrors the job announcement. Additionally, include skills that pertain specifically to managing the job to which you are applying. Otherwise, if it isn’t directly applicable, consider leaving it on the cutting room floor.

2. Inappropriate Length

The correct length for a resume is a hotly debated topic. Some professionals still swear that a one-page resume is the only way to go while others believe a two-page approach is fine for those with longer career histories who are applying to upper-level positions. However, neither stance is entirely correct.


The truth is the correct resume length is the one that outlines your skills, experience and education that are valuable (and pertinent) based on the position to which you are applying. If you can include everything a hiring manager needs to see in a one-page format, don’t stretch it to two just because you think that is the standard. If you do, you’ll likely be relying on fluff and filler, neither of which will help you land an interview.


In contrast, if squeezing all the information into one or two pages isn’t possible, don’t beat yourself up for going to a third. However, if you are going beyond two pages, consider whether every line is actually valuable. Anything that doesn’t add to the conversation in a meaningful way should immediately be subtracted from your resume.

3. Ignoring Side Projects

Many professionals assume that experience gained outside of traditional employment or education needs to be left off of their resume. And while this is true for side projects that hold no relevance to the position, you can include information about any experience that applies regardless of where it was acquired.


For example, if you developed a mobile app, built a friend’s blog or used your technical skills in a way that is applicable to the position, consider including it. Even if you didn’t financially benefit from the project, that doesn’t mean they aren’t good examples of your skills.


Just make sure the information is appropriate to display in a professional context. If the subject matter involved is controversial or not appropriate in the work environment, it is better not to mention it at all.

4. Failing to Brag

While no one wants to come across as arrogant, many err too far on the side of caution and avoid discussing their major accomplishments in a meaningful way. A resume is a document designed to market your skills and abilities to hiring managers, making it a perfectly acceptable time to showcase what you’ve done.


Feel free to describe your successes, just make sure the tone is professional.


If you are interested in improving your resume or are looking for a new IT position, the professionals at The Armada Group are here to help. Contact us and see how you can elevate your resume to the next level to score the position of your dreams.

silicon valley


Whether you are pursuing your first step on a career path, or have decided to move away from your current career towards a different future, becoming a project manager can be a satisfying and lucrative career. But how lucrative varies based on certain criteria. Education and experience always come into play for job offers and salary negotiations, and your field of focus can also be a factor.


If you are wondering how much a project manager can make in Silicon Valley, here are some key points to consider.

Experience Level

Your level of experience is one of the largest determining factors regarding potential salary. In the Silicon Valley area, entry-level positions tend to be in the $60,000 area (without accounting for any potential bonus payments). Generally, that is considered a fairly strong starting salary, though the cost of living in the San Francisco can be relatively high.


However, the upper edge of the overall salary potential is well into six-figure territory, even without bonuses. And as demand for skilled project managers increases, and finding candidates in the IT field becomes more challenging, it is possible salary levels will increase in the years to come.


Now, it is possible to avoid a stop at the entry-level salary point if you have significant experience in the field in which you intend to work as a project manager. For example, an IT professional transitioning into project management in a tech field may see higher starting salaries than those who are relying solely on their education.


Often, successful project managers have a combination of experience. First, they likely have a degree in their chosen specialty area. For example, IT project managers may have a degree in computer science or information technology, while those interested in becoming a construction project manager may have a degree in engineering.


Additionally, most project managers complete coursework in the areas of business management or even project management specifically. Some of these options involve graduate-level education, including master’s degrees or professional certificates. For example, the Project Management Professional (PMP) certification can help those working in the field achieve higher salary levels than those who aren’t certified.

Salary and Compensation

As of late 2016, salary estimates for project managers in the Silicon Valley area ranged from $61,874 to $143,241. Additionally, financial compensation may also be available in the forms of bonuses and profit sharing, though this isn’t necessarily standard.


Working as a project manager can also provide access to a comprehensive benefits package if you work as a long-term employee for a business. This can include access to medical insurance and prescription drug coverage and may include dental and vision benefits. Additionally, retirement benefits may also be included.


However, some project managers work as independent contractors or are self-employed. In those cases, benefits are not provided by the companies with which you work. Instead, you will need to select your own solutions in those areas.


If you are interested in becoming a project manager in Silicon Valley, The Armada Group can help you explore your options. Contact our recruiters today to see what options may be available.



As a job seeker, working with a tech recruiter requires a significant amount of trust. You need to feel secure in the idea they are prioritizing your needs appropriately, and not just focused on meeting the needs of the companies with which they work. Without trust, you will struggle to create a partnership with your recruiter that will ultimately yield results.


But determining which recruiters you can trust and which you should pass by isn’t always easy. To help you find the right tech recruiter for your job search, here are some key characteristics to aid you in identifying a recruiter on which you can rely.

Open Communication

A recruiter that is truly concerned about your needs when looking for potential employment opportunities will provide you with all of the information you need to make an informed decision. They will outline the pros and cons of any position or company in consideration and will be thorough in their descriptions of the work tasks involved and how the business operates.


Additionally, they will be open to hearing your concerns and finding answers to any questions you may have about the position. If they truly feel you are a match for a position, there will likely be a level of excitement or eagerness about delivering information to you, and they won’t be inclined to avoid any detail when speaking to you about the opportunity.


However, if it seems your recruiter is hiding something such as withholding important details or glossing over your concerns, then it could be a sign of trouble. If they aren’t willing to share the name of the company, provide information about the work environment or discuss potential compensation, that should be a red flag.


While you want a recruiter to be your advocate, you also want them to be honest. They should be clear about how the process works as well as what they will or will not do to help match you to a position. Additionally, they should be able to provide information about placement rates and current client relationships.


Recruiters who are reluctant to answer your questions with an appropriate level of detail could signal a problem. Additionally, if they say they are interested in helping you, but speak more about how you can help them, there may be another motive behind their actions.


Being a recruiter requires specific skills, just as any technical position does. They need to have knowledge of the current job market, an understanding of what your skills mean and ability to speak with hiring managers to reach a mutual benefit. Those with a high level of competency know what questions to ask candidates to determine their needs and gain thorough knowledge about their capabilities. Additionally, they will have the ability get details about available positions from businesses.


A skilled recruiter wants to create a situation where everyone benefits in the end. However, a less competent recruiter may not get all of the information necessary to truly find a match or may pressure you to accept a deal that doesn’t actually meet your needs. Additionally, they may end up overpromising about what they can do, selling an outcome that might not be realistic. And sometimes, that fact doesn’t come to light until the process has gone on for some time.


Finding a skilled tech employer doesn’t have to be a challenge. By working with a company that has significant experience in the tech recruitment field, such as The Armada Group, you can find a recruiter who will operate with integrity and work diligently to meet your need. Contact us for a consultation and see the benefit of selecting the right recruiter first-hand.

1 automation engineer


There are times when the interview process can feel frustratingly short. When you are interviewing candidates for an automation engineering position, you want to make sure you get all of the information you need as efficiently as possible. One way to ensure that happens is to ask the right questions during the interview.


But how do you know which questions will get to the core of what you need to know? Here are some interview questions that are sure to fit the bill.

What Automation Tools Are You Most Familiar With?

Not every automation engineer has gotten their hands on every available tool. By requesting an overview of the tools with which they are most comfortable will help determine whether they have the background required for the position.


Some automation tools have focused functionality. For example, Selenium and Watir automate browser-based applications. That means experience in that area won’t directly translate into tasks that require the testing of GUIs or APIs. However, someone familiar with tools offering a wider functionality, such as TestComplete, HP Unified Functional Testing Software, or Telerik TestStudio, may be considered more suitable for positions that require a wider range of potential applications.

Can You Write a Function That Determines…?

One of the easiest was to see someone’s skills on-the-fly is to request a demonstration. Make sure that the interview space has a whiteboard or other suitable surface and have every candidate complete a suitable request or two, similar to a basic pop quiz. Cover the specific skills that are fundamental to the position individually, or combine them for a single demonstration. Not only can this help ensure that the applicant has the skills required to do the job, but it also gives you an idea of how the react when put on the spot.

When Face with a Problem You Don’t Know How to Solve, What Do You Do?

This question segues fairly naturally from the prior demonstrations regardless of whether the candidate struggled. It also serves as an indicator of what their general problem-solving strategy would be and whether the approach matches stylistically with how the work environment generally operates. Ultimately, this is a question with no prescribed right or wrong, but it can be revealing nonetheless.

Describe Your Ideal Work Environment

Here is a prompt that is valuable regardless of the position being filled. Even the most skilled automation engineers may struggle if there is not a suitable cultural fit with the organization at large. For example, if your management style focuses on empowering employees, then it won’t be a good fit for an employee that prefers specific direction.

How Would Your Current (Previous) Manager and Coworkers Describe You?

Similar to the previous prompt, this question is designed to determine a candidate’s likelihood of fitting into the section, department, or business at large. It will give indications regarding their work style as well as which traits they believe are more perceptible to those around them. Additionally, it lends itself to great honesty than self-assessments as the information is theoretically verifiable should you contact their references.

Narrow Down Your Candidate Pool with Skilled Recruiting

If you want to give yourself more time to assess top tier candidates, the professional recruiters at The Armada Group have the experience required to locate and prescreen the best applicants for your automation engineering positions. Contact us and speak with one of our recruiters today.