Brenda Geisler

🎉 Celebrating 12 Years with TEKsystems! 🎉 Today marks an incredible milestone—I’ve been a part of the TEKsystems family for 12 amazing years! 🚀 🌟 Journey of Growth: Over the years, I’ve had the privilege to work with talented colleagues, tackle exciting projects, and witness the ever-evolving tech landscape. From my early days as a Junior IT Recruiter to a Strategic Account Manager within our IT Managed Services division, it’s been an exhilarating ride. 🔑 Key Learnings: TEKsystems has taught me invaluable lessons: Adaptability: In this dynamic industry, adaptability is key. Whether it’s emerging technologies or shifting market trends, staying flexible has been crucial. Collaboration: Success is a team effort. I’ve had the honor of collaborating with brilliant minds, learning from each other, and achieving great things together. Client-Centric Approach: Our clients’ success is our success. Understanding their needs, solving their challenges, and delivering exceptional service—it’s what drives us. 🙏 Gratitude: A big shoutout to my TEKsystems family, mentors, and all the fantastic professionals I’ve crossed paths with. Your support, encouragement, and camaraderie have made this journey unforgettable. 🚀 Looking Ahead: Here’s to more growth, more innovation, and more impactful work! 📢 Thank You, TEKsystems! 🙌 #TEKsystems #Anniversary #TechJourney #Grateful

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3 months left in 2024. Here is a list of some of our hot Infor Contractors. Message me about candidates you need for your Q4 projects. If you do not see an Infor skillset you need, let me know as my team's network is vast. #infor #lawson #inform3 #syteline #inforLN #InforXA #contractstaffing #contractrecruitment.

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Urgent Client Need! Enterprise Software Release Manager Location: Kansas City, MO (Hybrid) Rate: $____/hr on W2 (Without Benefits). Its contract to hire position in 6 months {CTH}.   Job Description:- An Enterprise Software Release Manager role focuses on ensuring the smooth and efficient delivery of software releases across large-scale environments. This involves coordinating across multiple teams (development, QA, operations, security), managing risks, and maintaining alignment with business goals. The goal is to ensure that every release is delivered on time, with high quality, and minimal disruption to the business. In addition, this role will focus on continuous improvement, optimizing processes, and using data to make informed decisions that improve future releases. An 8-10 year experience in managing large-scale enterprise environment, implementing governance, optimizing release processes, excellent verbal and written communication skills and leading cross-functional teams. A deep understand of Software Development Life Cycle, CI/CD, complex release pipelines, On-prem and In-Cloud deployment environments. Release Planning & Strategy Scope Definition: Work with product managers, business stakeholders, and development teams to define the scope of each release, ensuring it aligns with business priorities. Release Calendar: Maintain a release calendar that balances development schedules with business needs, minimizing disruption while ensuring timely delivery of features. Risk Assessment: Conduct a thorough risk analysis for each release, identifying dependencies, potential bottlenecks, and impact on the existing system.   Change and Release Governance Approval Process: Establish clear checkpoints for code reviews, security audits, and final signoffs to ensure the release is high-quality and risk-free. Compliance: Ensure releases adhere to all relevant compliance standards (e.g., SOX, HIPAA, GDPR), and all documentation is in place for audits.   Deployment Automation & Tooling CI/CD Pipeline: Oversee the implementation and maintenance of a Continuous Integration/Continuous Delivery (CI/CD) pipeline to automate builds, tests, and deployments, using tools like Jenkins, GitLab, Azure DevOps, or AWS Code Pipeline. Deployment Strategies: Plan and implement advanced deployment strategies such as blue/green deployments, canary releases, and feature toggles to minimize downtime and reduce release risk.   Quality Assurance & Testing Testing Strategy: Collaborate with the QA team to define a testing strategy that includes unit tests, integration tests, functional tests, and performance/load testing. User Acceptance Testing (UAT): Ensure that business users conduct UAT in a pre-production environment, validating that the software meets functional requirements before production release.   Let me know. Thanks and Regards, Harish 9201 Corporate Blvd. Rockville, MD 20850 O: +1(505) 481-3216 [email protected] | www.speridian.com

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I'm genuinely curious to hear from tech leaders – what's the biggest headache you're dealing with staffing right now? Is it finding those elusive developer skills, keeping projects on track, or navigating the changing landscape? Let me know in the comments! #itstaffing #staffingchallenges"

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📈 Are You Adjusting to the Increasing Tech Salaries? Data centers are experiencing unprecedented low vacancy rates, and salaries for key positions are climbing by 4-5% each year. It's clear that offering a competitive salary isn't the only factor in attracting top talent. From Northern Virginia to Dallas-Fort Worth, as companies expand their AI infrastructure, the effectiveness of recruitment strategies becomes crucial. Discover how Lorien is aiding businesses in addressing this issue by exploring insights from our 2024 Salary Survey. 🔗 Explore these trends with Mike Guilday: https://lnkd.in/eDqWu2Kv #TechSalaries #TalentStrategy #DataCenterInnovation

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Client: Do you have anyone to help us build a data warehouse? Me: Absolutely. How soon do you need someone? Client: ASAP Almost every requirement comes with an ASAP start date. The good news is that our team can move quick. The even better news is that we have a national bench of loan staff consultants that pick up new projects quickly as they roll on and off projects consistently. Having to pivot from one major project to another can be stressful and overwhelming for internal teams. Interested in learning more about our loan staff division and how we can help your team move quicker on mission-critical initiatives? Let me know! *60% of Tech Leadership plan to onboard contractors through year-end. [email protected] Garrick Judson Alexis Mark Nicole Joe Dawson

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After my recent poll about a very specialized position with Adobe technology offering $50/h for someone with 8+ years experience, it seemed to open a can of worms. Many more people sending me posts similar that are seeking 10+ years of experience offering $55/h for a contract position. This is wrong and I am trying to figure out where the source of the problem is. If you're a recruiter and you take that role on - you are part of the problem. You are wasting your time, the company you are representing, and the candidates you are reaching out to. Our job is not only to find great talent for companies, we are also an advocate for the candidates we represent and help determine what the market is. Don't be scared to walk away from a role because the client is offering too little. Don't be too timid to say "there is nobody willing to do this position for x dollars. In the market, the going rate is currently x - do you have flexibility in your budget or in your requirements to adjust?". It is your job to advise clients on rates and help them understand where the market is. Consider what you're doing to the client - you have said "ok I am going to find you this person" while they are waiting for those candidates, they have NO idea that you will not only not find the person that is what they are expecting - you are also going to take a long time before coming back to them and telling them that this candidate does not exist. I would be LIVID! Be honest, be up front, be brave and stand up for the people you are representing on both sides of the business. Anything less is a waste of everyone's time and resources.

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Partner with Maslow for tailored IT staffing solutions that ensure your projects run smoothly from start to finish. With our global network of IT pros and digital transformation gurus, we quickly and precisely match IT specialists to niche roles. ⏳ Reduce time to fill. ⚡ Eliminate disruptions. 🎯 Stay aligned on goals. 💡 Evolve your IT strategy. 📈 Grow your business. The success of IT projects hinges on the quality and efficiency of the team executing them. Effective staffing solutions are critical to aligning the right talent with specific project demands, ensuring tasks are completed on time and within budget. #ITStaffing #Operations #DigitalTransformation Optimize your IT projects with expert staffing solutions. Discover how at https://bit.ly/3uK6GdM

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Did you know that 10-30% of IT candidates may misrepresent themselves or present fraudulent information? This trend has become more pronounced with the rise of remote work and virtual interviews, providing more opportunities for deception. At Covenant Technologies, we pride ourselves on thorough candidate vetting. Our advanced technology and rigorous screening process ensure that you only see the best, most reliable IT and cybersecurity talent. Preventing potential "bad hires" before they reach your interview stage saves time, resources, and protects your team. Learn more about our proactive fraud detection process and how we can help you build a secure and high-quality team. Does your recruiting partner vet like this? Trust Covenant to safeguard your hiring process. #CovenantConnectors #FraudDetection #SecureHiring #ITRecruiting #CybersecurityRecruiting #ExecutiveRecruiting

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Upskilling isn’t just a buzzword—it’s a necessity in today’s job market. Check out our latest blog post to learn why continuous learning is crucial for career advancement and business success. https://lnkd.in/gQDPtFyU #CareerGrowth #Upskilling #LearningAndDevelopment

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Jax 5.0 has arrived here at Jobot! OG Jax has experienced all 5 iterations of Jax the software. When asked what his thoughts are about the Jax 5.0 release, he went on to say... "Jax 5.0 brings all the great features from 1-4 and adds that 5.0 punch to it! My only suggestion would be to integrate more high protein treats!" OK, OG Jax didn't actually say that, but he is certainly hoping for more treats (: #recruiting #recruitment #staffing #changinglives

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📈 Are You Adjusting to the Increasing Tech Salaries? Data centers are experiencing unprecedented low vacancy rates, and salaries for key positions are climbing by 4-5% each year. It's clear that offering a competitive salary isn't the only factor in attracting top talent. From Northern Virginia to Dallas-Fort Worth, as companies expand their AI infrastructure, the effectiveness of recruitment strategies becomes crucial. Discover how Lorien is aiding businesses in addressing this issue by exploring insights from our 2024 Salary Survey. 🔗 Explore these trends with Mike Guilday: https://lnkd.in/gEqsUQM9 #TechSalaries #TalentStrategy #DataCenterInnovation

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Should you take a counter offer? Well, as with most questions, the answer is “it depends”, but most of the time the answer will be “no”. I’ve seen some work out, but most of the time they don’t. It really comes down to the reasons that you’re leaving in the first place. If you’re unhappy with the work environment, your colleagues, your manager, or the work itself, a bump in salary isn’t going to fix the way you feel about any of that. If your reason for leaving is purely monetary, that might be different. If your reason for leaving is purely monetary and you accept a counter offer, this begs the question of why they weren’t paying you that much to begin with, and why it took the prospect of you leaving for them to come up with the money. Maybe they’re just buying time to replace you because disruption that would be caused by your departure would be more costly than the temporary salary bump they could pay you to stay? Here's the thing. If you're at this point, it took several decisions already to get here. 1) you already decided to leave the company 2) you spent time on a job search and interviewed 3) you saw opportunity in the new role 4) you saw career growth in the new role 5) you decided the new company is a good fit for your needs 6) you received and accepted the job offer If you do get a counter offer. Think it through, but most of the time it’s best to commit to the offer that you’ve already accepted. Need more convincing? The following article does a great job with explaining the "why" behind following through.

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Ugh it's sooooooooooo hot outside!!! When confronted with high temperatures (especially if you live in the South), it becomes almost unbearable and impossible to uphold efficiency. Consider revising your daily schedule to tackle tasks during cooler time slots or enhancing your workspace with proper ventilation and ample hydration (and I mean water during business hours). Taking regular breaks is essential to prevent overheating and sustain concentration levels. Dress in comfortable attire (make sure to have that virtual meeting polo ready) and ensure adequate hydration to counteract the impact of heat on productivity. #EfficiencyHacks #BeatTheHeat #TooHot

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If you want to become more strategic and proactive with your approach to hiring and retaining talent for your small business, Robert Half’s Steve Saah has four questions for you to consider. Find out more in this post. https://bit.ly/4h1WnW0

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