Whether you are preparing for graduation or considering entering the job market, the attached document offers the Do's and Don'ts of the Job Search process. Please take a look and let me know your thoughts or any questions.
http://smithhanley.googlepages.com/DosandDontsofJobSearch.doc
Thursday, March 8, 2007
Friday, March 2, 2007
Wednesday, February 21, 2007
2007 Compensation Information
The year has started out very strong for the quantitative professional. Many of you have asked for information on compensation ranges and comments on where salaries are headed.
2007 promises to be even more exciting for the quantitative professional. The career information most frequently sought by clients and candidates in the field revolves around salary and other forms of compensation. This industry has a very positive outlook, especially for candidates just entering the market.
Hot Skill Set – Web analytics, pricing, credit analytics, analytically-based strategy.
Fast Moving Market – Candidates (especially at the more junior end) are receiving multiple offers and are going off the market in three to five weeks, much faster than the more typical eight to twelve weeks we’ve been used to seeing.
Relocation Challenges – Many companies are reassessing their relocation packages as the housing market continues to stagnate in many parts of the country. Unless these packages contain a safety net to cushion probable double mortgage payments, many candidates are not able to accept offers that require relocation.
Sign-on Bonuses – are back! In the last 90 days, nearly 40% of all offers have included a bonus as an incentive for candidates to “sign on”.
Cross Industry Job Changes – Candidates are changing industries far more frequently, even at the more senior level. Client companies are making offers to candidates coming from other industries as the talent pool tightens. This provides candidates with an ideal opportunity to expand their knowledge across industries.
Compensation – Many companies are offering more competitive packages to attract top talent. Here are some guidelines:
Vice President/Director $135,000 to $250,000
On the corporate side, this level typically involves managing a group – the bigger the group, the higher the salary. Oftentimes, the top salaries are offered by boutique consulting firms where business development may play a major role in the compensation package. Of course, ability to provide thoughtful leadership and strategic vision is essential at this echelon.
Manager $110,000 to $140,000
This position is often attained as the result of an internal promotion. Interpersonal skills are key – especially those demonstrating initiative, team building and the ability to direct group projects. While technical competence is important, remember that emerging executive-level administrative skills are what really count as you move up the business ladder.
Senior Statistician $80,000 to $120,000
Talented business statisticians with excellent communication skills can command base salaries of up to $120K. To move up from here typically involves picking up management responsibilities or business development skills.
Senior Analyst/Analyst $60,000 to $85,000
These are our most sought after candidates. With a master’s degree in a quantitative discipline and two solid years’ experience in the corporate world, this candidate will often receive multiple offers and be snapped up quickly. The market is red hot for candidates with this degree of experience – back to the level of the dot com boom.
Entry-level Masters $50,000 to $65,000
Demand continues to increase over 2006’s healthy level. Because companies are not always successful in hiring enough talent with one-to-two years’ experience, they will often choose an entry-level candidate with solid academic credentials. Hiring candidates who might require visa sponsorship has become commonplace; clients not willing to do this greatly reduce their pool of applicants.
As always, I welcome your comments and insights. Feel free to weigh in on the topics I’ve touched on here.
Let me know if I can be of assistance to you in 2007!
2007 promises to be even more exciting for the quantitative professional. The career information most frequently sought by clients and candidates in the field revolves around salary and other forms of compensation. This industry has a very positive outlook, especially for candidates just entering the market.
Hot Skill Set – Web analytics, pricing, credit analytics, analytically-based strategy.
Fast Moving Market – Candidates (especially at the more junior end) are receiving multiple offers and are going off the market in three to five weeks, much faster than the more typical eight to twelve weeks we’ve been used to seeing.
Relocation Challenges – Many companies are reassessing their relocation packages as the housing market continues to stagnate in many parts of the country. Unless these packages contain a safety net to cushion probable double mortgage payments, many candidates are not able to accept offers that require relocation.
Sign-on Bonuses – are back! In the last 90 days, nearly 40% of all offers have included a bonus as an incentive for candidates to “sign on”.
Cross Industry Job Changes – Candidates are changing industries far more frequently, even at the more senior level. Client companies are making offers to candidates coming from other industries as the talent pool tightens. This provides candidates with an ideal opportunity to expand their knowledge across industries.
Compensation – Many companies are offering more competitive packages to attract top talent. Here are some guidelines:
Vice President/Director $135,000 to $250,000
On the corporate side, this level typically involves managing a group – the bigger the group, the higher the salary. Oftentimes, the top salaries are offered by boutique consulting firms where business development may play a major role in the compensation package. Of course, ability to provide thoughtful leadership and strategic vision is essential at this echelon.
Manager $110,000 to $140,000
This position is often attained as the result of an internal promotion. Interpersonal skills are key – especially those demonstrating initiative, team building and the ability to direct group projects. While technical competence is important, remember that emerging executive-level administrative skills are what really count as you move up the business ladder.
Senior Statistician $80,000 to $120,000
Talented business statisticians with excellent communication skills can command base salaries of up to $120K. To move up from here typically involves picking up management responsibilities or business development skills.
Senior Analyst/Analyst $60,000 to $85,000
These are our most sought after candidates. With a master’s degree in a quantitative discipline and two solid years’ experience in the corporate world, this candidate will often receive multiple offers and be snapped up quickly. The market is red hot for candidates with this degree of experience – back to the level of the dot com boom.
Entry-level Masters $50,000 to $65,000
Demand continues to increase over 2006’s healthy level. Because companies are not always successful in hiring enough talent with one-to-two years’ experience, they will often choose an entry-level candidate with solid academic credentials. Hiring candidates who might require visa sponsorship has become commonplace; clients not willing to do this greatly reduce their pool of applicants.
As always, I welcome your comments and insights. Feel free to weigh in on the topics I’ve touched on here.
Let me know if I can be of assistance to you in 2007!
Wednesday, January 31, 2007
Exciting News for 2007 Graduates
As the semester begins, students have mixed emotions. They are excited to be entering the final semester of their academic career, but the reality of entering the working world weighs heavily on their mind.
Fortunately, 2007 graduates have more opportunities to find employment than their predecessors. According to Job Outlook 2007 (http://www.jobweb.com/joboutlook/2007/), employers plan to hire 17.4 percent more new college graduates from the class of 2007 than they did from the class of 2006. In addition, the prospects for international 2007 graduates look promising. The Job Outlook 2007 reported a 29% increase in the number of companies willing to hire international students for full-time, permanent positions.
The job search seems tedious at times and feels as though one will never see the fruits of their labor, but there is a better way to approach it than simply sending resumes into the black hole of internet job postings.
Here at Smith Hanley Associates, we try to alleviate the stress by taking on the responsibility of locating jobs that meet your search criteria. In addition to this great benefit, by using a recruiter, your resume is guaranteed to land on the desk of the correct person, and I am excited at the opportunity to do so!
Attached you will find a resume template that focuses on how to format an entry-level resume (http://smithhanley.googlepages.com/Entry_Resume_Email.doc) . It holds many valuable tips that will assist in making a strong resume. Please feel free to contact me with any updates to your status or questions (kwetta@smithhanley.com).
Fortunately, 2007 graduates have more opportunities to find employment than their predecessors. According to Job Outlook 2007 (http://www.jobweb.com/joboutlook/2007/), employers plan to hire 17.4 percent more new college graduates from the class of 2007 than they did from the class of 2006. In addition, the prospects for international 2007 graduates look promising. The Job Outlook 2007 reported a 29% increase in the number of companies willing to hire international students for full-time, permanent positions.
The job search seems tedious at times and feels as though one will never see the fruits of their labor, but there is a better way to approach it than simply sending resumes into the black hole of internet job postings.
Here at Smith Hanley Associates, we try to alleviate the stress by taking on the responsibility of locating jobs that meet your search criteria. In addition to this great benefit, by using a recruiter, your resume is guaranteed to land on the desk of the correct person, and I am excited at the opportunity to do so!
Attached you will find a resume template that focuses on how to format an entry-level resume (http://smithhanley.googlepages.com/Entry_Resume_Email.doc) . It holds many valuable tips that will assist in making a strong resume. Please feel free to contact me with any updates to your status or questions (kwetta@smithhanley.com).
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