Be Like Water

Posted by Steve on February 8, 2014
Posted in: Recruiting. Tagged: , . 1 Comment

Had Bruce Lee not died too young he would have reached the same ethereal and cerebral status as had Muhammed Ali.

My favorite quote of his:

Be like water making its way through cracks. Do not be assertive, but adjust to the object, and you shall find a way around or through it. If nothing within you stays rigid, outward things will disclose themselves.

Empty your mind, be formless. Shapeless, like water. If you put water into a cup, it becomes the cup. You put water into a bottle and it becomes the bottle. You put it in a teapot, it becomes the teapot. Now, water can flow or it can crash. Be water, my friend.

Water is a metaphor for everything we do in life. Spiritually, intellectually, socially, emotionally, athletically, professionally…water adapts, water embraces, water heals.

No wonder I’ve had a lifelong love affair with H2O…

#nodejs C++ Linux #Hadoop Software Engineers: Are You Up For Something Astoundingly Innovative? #NYC

Posted by Steve on February 3, 2014
Posted in: Hadoop, node.js, Recruiting, Software Engineering, VisibleWorld. 1 Comment

I was with VisibleWorld when they started back in 2000; I’m back again and what they’ve done since is pretty amazing.

Heard about programmatic ad buying? Old news – what VisibleWorld is doing is far more innovative…

How about custom, one-to-one programmatic ad buying for viewing at the set-top boxes of cable TV viewers? Yes – people will now get their own ads. Plenty of AdTech companies around – but no one else is doing this.

Cable ad revenues are $70 Billion annually and show no signs of slowing down. Only VisibleWorld is here to take advantage of the opportunity.

Here’s the VisibleWorld technology development environment – do you see {you}?

Thin VW Environment

The API layer on node.js, needs more crafty, experienced software engineers:

In a nutshell, both software engineers need to have already developed craftsman-quality software in node.js – and be as enthusiastic about node.js as we are.

Both will design, implement and deploy robust RESTful APIs in node.js that are internally and externally accessible, paying particular attention to security, authentication, queuing (RabbitMQ) and load balancing/frontends/proxys (nginx).

We use a solid Agile development process using TDD, automated document generation, configuration control through Git and deployment through dedicated build servers.

More specifically, one of the two positions will also involve developing “plugins” in our API framework, so in addition to node.js they’ll bring with them an (a) affinity for interfacing between node.js and other languages (such as GNU C++ and Java) to call 3rd party toolboxes to solve, for example, large scale linear-programming problems, and (b) experience with optimization algorithms such as linear and non-linear programming and having translated these optimization models into production quality code.

The core Hadoop layer, for which we currently have a senior architect/team lead and one engineer, needs more software engineers. We are currently adding 50+ million ad-impression records from digital set-top boxes every day, and the volume is increasing (current size is over 4 Billion data records in the Hadoop cluster).

The new software engineer would work on ingesting new data feeds from sources such as Smart-TVs and build algorithms (Python, MapReduce jobs, Hive) making use of the data.

Examples of such algorithms would be:

…Reporting feeds for customers;

…Nightly update feeds to set-top boxes;

…Aggregation and filtering for export to SQL and visualization on Tableau;

…De-duplication, reach & frequency calculations, monitoring systems (Nagios).

We have one local cluster and we use Amazon EMR for nightly batch jobs.

Development is on Hadoop and uses some dialects of SQL optimized for Hadoop (Hive and Impala both use a version of SQL), so SQL expertise is very important. Native MapReduce jobs are done in Java, so knowledge of core Java is critical.  Python and linux scripting are then used to automate tasks and do some streaming Hadoop jobs.

The existing foundation and architecture that we have has proven to be very solid, so there is not much advanced rebuilding/redesign that needs to happen here. However, future plans will encompass using advanced Business Intelligence to find patterns in the data (visualization using for example D3) and advanced predictions, machine learning, optimization, and growth planning.

So is this {you}?

Email me and and let me know (I’ll also take questions). Don’t worry about a resume right now; we’ll be talking code…

Pick Me…Pick Me!

Posted by Steve on January 5, 2014
Posted in: Recruiting. Tagged: , , , , , . 2 Comments

All the job posts in my LinkedIn stream (via BullhornReach, LinkedIn, Twitter, etc) have an “Oooo, oooo, pick me, pick me, pick me PLEASE!!!” feel to them.

Boring, generic titles that are backed up with equally boring, generic job descriptions do little to pique the curiosity of game changers: “Oh, a job responsibility of a software developer is to code? I didn’t know that…” With these approaches you’re trying to sell the job based upon salary to anyone with a pulse rather than matching the needs of the role, the group, the company with the career needs of a person.

This approach isn’t recruiting…

A Recruiter’s Night Before Christmas

Posted by Steve on December 24, 2013
Posted in: Recruiting. Tagged: , , , , . 1 Comment

‘Twas the night before Christmas and somewhere online
A recruiter was puzzling over which webpage to mine
With visions of revenues and managers content
This recruiter was no ordinary Clark Kent

Dark horn-rimmed glasses covered his eyes
He was better than any of the CIA’s spies
His fingers were dancing on his silent keyboard
Looking for instances of names he could hoard

His Boolean strings would always impress
As he “courted” attendees with ext:xls
But this one was special for it peered behind walls
And directories flowed like Niagara Falls

Soon with a glimmer, his eyes they did see
Purple squirrels were everywhere and they were all “free”
So he whistled and smiled and started to click
He foraged through spreadsheets, waiting for St. Nick

Now Robert, now Gerald, now Vicki and Joan
You’re mine to engage, my client’s to own!
Dash away, dash away from your current employer!
They sure won’t be happy and they’ll hire a lawyer

The Recruiter sipped at his Starbucks Green Tea
Peered at his bounty, and jiggled with glee
Software Developers in all flavors and levels
“Which one?” he wondered would be called by this Devil?

There’s Python and Java and Ruby galore
.NET and C# from stateside and offshore
PHP mavens, C++ too
So many to choose from, so many to woo

Links are all over, from code repos to blogs
Burning bright like a sunset, a sourcing Yule Log!
Clicking up and then down, the mouse is on fire
He furrows his brow that has started to perspire

On Github! On Snipt! On gerrit! On Snippr!
There’s code to read for this evil name flipper
Come Ohloh! Come SourceForge! Come grepcode! Come Krugle!
It’s time now to deep dive with Bing or with Google.

Of course these developers had names that were hidden
And normal URL play was expressly forbidden
He cracked all his knuckles and rubbed his two palms
Typed into his keyboard, namechk.com

Most developers think that recruiters are stupid
Yet their Forum posts’ code name is used on OkCupid
While many headhunters still post and still pray
This one is an hour from heading your way

With code snippets and web mapping the next step is easy
It’s time for an email that isn’t “sales sleazy”
The Subject line message is designed to amuse
It’s all about Marketing with a soupçon of schmooze

He first tells her how he knows how she feels
That Recruiting is filled with slippery eels
With people who’ll lie about their skills and connections
And use “love” as a means to gain their affections

He then offers the process by which she was found
Including strategies and Booleans (this always astounds)
How her Forum posts shined light on her community actions
How her Tweets and her blog posts garnered reactions

“I hope you don’t mind but your Forum posts rock”
“On multithreading techniques that go beyond ‘lock’ “
“I’ve researched your Tweets and the way you help others”
“It’s like all other coders are your sisters and brothers”

Nowhere in this missive did he mention a role
As typical of most other recruiting trolls
He asked if she thought of her career in three years
And if she had any professional fears

“I know this looks like advanced cyber stalking”
“But all that I want is for us to start talking”
“I understand if my words weird you out”
“So feel free to delete it if you have any doubt”

Checking it twice for grammar and spelling
He knew that his message was very compelling
For all his years spent in the technology sector
He knew programmers had finely tuned bullshit detectors

The hourly chime of an old coo-coo clock
Combined with a poignant concerto from Bach
Meant it was time for these emails to go
Looking out of his window, it started to snow

He smiled as they went, one by one, on their way
He knew that his targets would soon have their day
They’d wonder then chuckle at the email received
Full of facts and concerns, they weren’t being deceived

As he shut down his Mac, he wondered some more
Why so many people think recruiters are whores
It just isn’t hard to do what is right
There’s no need for headhunters to cause such a fright

He thought to himself, each person’s unique
It doesn’t matter if they’re in sales or a geek
Each has their own pathway to their career
It’s our job to know this and diminish their fear

He smiled once again for he knew very soon
He’d hear from this woman and her email would swoon
“This is the best email I ever received from a recruiter”
“It doesn’t sound like one from a self-serving suitor”

One day very soon he’ll pick up the phone
And speak with a coder whom last week was unknown
They’ll talk about pathways, careers unrequited
And working for companies with cultures so blighted

Maybe they’ll find that they’re ready to move
Maybe he has opportunities of which they’ll approve
Or maybe not – but that’s okay too
For a recruiting relationship is about to ensue

As he left his home office and turned out the light
He thought, ‘Merry Christmas to recruiters who know what is right’

Twitter Chats: Two Cliches in A Dark Place

Posted by Steve on December 18, 2013
Posted in: Recruiting. Leave a comment

@MattCharney said it even better than I could – Bravo MC!

Matt Charney's avatarSnark Attack

I was asked to contribute a few thoughts recently on how a particular Twitter chat changed my life, or something similarly specious. Instead of looking like I actually intrinsically endorsed this particular chat, I decided to devote an entire post to it, and others like it, which to me more or less encapsulate everything that’s wrong with social media.

View original post 703 more words

Are You Really #Veteran Friendly?

Posted by Steve on May 27, 2013
Posted in: Heroes, Memorial Day, Military, Recruiting, Veterans. Leave a comment

For my generation, it was the World War II veterans; for newer gens it’s the War on Terrorism vets. Either way – and for all veterans in between – they’re very special people.

I wrote the words below for the Jones Beach Lifeguard Corps “Bucket and Buoy” newsletter back in 2004; the audience was my lifeguard family. The words and sentiments should never grow old to any Americans of any age…

As you walk down the beach this weekend – or any day for that matter – take a long look around; listen to the banter, the radios blaring, and the crashing of the waves. Some might think to themselves, “It can’t get any better than this.” Now imagine yourself doing the same thing 60 years ago, but instead of walking down to the stand, you’re one of 176,000 soldiers – nearly as many people who watched the Memorial Day air shows at Jones Beach. Most of these soldiers were your age – or younger. Saddled with nearly 100 pounds of gear, they waded in from amphibious landing crafts while bullets whizzed by and mortar shells exploded.

Gold, Juno, Omaha, Sword, Utah – innocuous names for beaches on a grand military plan. These beaches, (today they are beaches as beautiful as ours), determined the course of the next 60 years. When our crowds become large and unruly, when beachgoers leave their garbage buried in the sand, when drunkards become brash and boorish, remember the words of Pvt. Charles Neighbor, 29th Division, who landed on Omaha Beach, “As our boat touched sand and the ramp went down, I became a visitor to hell.”

By nightfall of June 6, 1944, the beaches were secure – the bullets had stopped but more than 9,000 Allied soldiers were killed. If you visit these beaches today, you would never know such carnage took place if it were not for the remnants of German bunkers and many American flags. The sands are soft to the touch and the waves often role in hollow. My Dad, 21 years old at the time, was part of 10th Mountain Division who defeated the Fascist armies in Italy one year later. He recalled how the defeat of the Nazis in France served to bolster the confidences of soldiers fighting Axis armies in other campaigns.

Dad is now 80 and frankly not in the best of health. But he is no different than any other old geezer you see at the beach strolling on the boardwalk, their heads covered with a VFW beret that is adorned with campaign pins, miniature bronze stars, and battalion buttons. These graying reminders of WWII probably sponsored your Little League team when you were a kid or gave you your first job. When they returned from the war, they never asked for anything in return despite the facts that many of their friends didn’t return with them after dying on the beaches in Normandy.

These men are your fathers and grandfathers; many wear hearing aids and knee braces – it doesn’t matter whether they’re nearsighted or farsighted, they can’t see too well. They live on fixed incomes and have to make decisions such as buying drugs or food for the month.

But I’m not here to offer a maudlin commentary on the treatment of WWII veterans. I’m here to implore you to do something that is long in coming: When you see these regal figures of our past at the beach, don’t walk by with your head down. Introduce yourself and shake their hands. Thank them for their sacrifice; ask them how they’re doing. Find them a place on the shore and give them an umbrella for the day. Make them Honorary Lifeguards for the day. Listen to their stories of D-Day.

Then as they leave for the day, smile and wave goodbye then turn around and look at the beach where we are privileged to spend a significant amount of our lives. Then think about Gold, Juno, Omaha, Sword, Utah and the thousands who died on those beaches 60 years ago so we can enjoy our beaches today.

Random Social Media Thoughts for #Jobseekers

Posted by Steve on May 7, 2013
Posted in: Recruiting. 5 Comments

Lately, I’ve offered quite a few thoughts on how to use social media if you’re a jobseeker. Here they are in one place. What do you think of them?

Twitter

Before you start sending out 140s, do some homework. Identify the twitter handles for (a) target industries AKA industry associations – like @PRSA if you want to be in public relations, (b) target companies, and (c) target skillsets – like @Java if you want to be a software developer. Create Twitter lists from each entitled, MyTargetProAssociations; MyTargetEmployers; MyTargetSkills. When the “handles” see that they’ve been added to a list, many will investigate; this is one way to get onto their radar screens.

From here, go to each Twitter account and start looking at the bios of whom these accounts follow and who follows them. In many instances – especially for the company accounts – you’ll see many of the company’s employees as Followers. Make note of these people; we’ll return to these later.

Be sure you d/l Tweetdeck; it (and Hootsuite) are pretty good social media clients where you can create columns from your lists – and thereby “see” what’s taking place in your target associations, companies, and skills.

As far as content, each of these provides fodder for tweeting. DO NOT become a serial retweeter or favoriter; when you see a 140 that is interesting, engage the tweeter by adding an opinion or asking a question (as in, “I’m not sure what this means to a newbie; can you explain it a bit more? ty”). When someone responds back, Follow them and if they don’t fall into any of the 3 categories, add them to another list entitled, SmartKindTweeple (and also add this column to Tweetdeck/Hootsuite) – they’ll notice.

Twitter and LinkedIn go more hand in hand than any other 2 social media platforms – let’s see how.

Contrary to what some might think – Twitter and LinkedIn will be your primary social job search tools.

LinkedIn

So with these target companies, head over to LinkedIn and perform and Advanced People search. Plug in the name of a target company in the Company field and select “Current”; in the Title field, enter the name of the function where you want to work and select “Current.” Run the search. Now start looking at the search results; depending on what your level is, consider anyone with a title of Manager or above as a potential future boss.

With these names in hand, check to see if they have a Twitter account (I’ll talk about connecting with them on LinkedIn in a bit): Under contact info, you just might find their Twitter handle. If so, follow them and add them to a new Twitter list entitled, MyFutureBossMaybe and also add this column to Tweetdeck/Hootsuite. More people with whom you’ll actively engage.

Back to connecting with them on LinkedIn…you want to connect with all folks you add to MyFutureBossMaybe. When you do so, send this – or something like this – in the invite…

Frick-

I hope you don’t find this presumptuous but I’m in a quiet job search; not only have I identified XYZ as a potential employer but also YOU as a potential future boss. While this might appear to be stalkerish, I prefer to think of it as ‘professionally proactive’ and would like to stay in touch. Thanks!

Frack

Twitter? Check…

LinkedIn? Check…

Blogs

As a veteran of the Blogiverse, blogging takes time and the ability to not only ask the Andy Rooney question, “Ever wonder why?” but to come up with plausible stories that support your point of view. In other words, if you’re going to blog you better keep a little notebook handy to record all the random thoughts you have about topics to be blogged about.

I disagree that you want to be seen as a SME; IMO you want to be viewed as entertaining and insightful. If your purpose is to blog to enhance your social media footprint, then you’re going to have to address the past, present, and future of the area in which you want to work. It has to be a combination of yes, no, maybe, and I-don’t-know. When I recruit, I want to see people’s divergent POVs; suck-ups and egoists are quite frankly boorish and annoying. If you believe a target company’s posturing is offbase, tell them; if they don’t respect your POV and engage you because you hurt their feelings, that sure says quite a bit about them.

Branding Yourself

Whatever you believe your brand is, others will likely read into your social media footprint and think of things you missed. My advice is to forget about consciously branding yourself; instead, focus on engaging people on tough topics and offer your truthful POVs whether some might find them objectionable or not. It’s like lying – if you can’t be yourself, you WILL get caught up in a lie. Always happens – and will happen during an interview.

Facebook

Meh…as the commercialization of Facebook continues it will lose its luster as a social media platform for job search and recruiting. That’s my story…

Vine/Vimeo/YouTube

If you can tell me a story in a 6 second Vine video (Vine is owned by Twitter), you’ll win my recruiting love. A short and powerful message is very liberating. As for Vimeo versus YouTube – I don’t care; I look for creativity and content. Both are fine; your choice.

Bottom-Line

Job search – like recruiting – is a contact sport. For all the press given social media, in recruiting we like to say that the two most important social media tools are the telephone and the handshake.

Believe it.

The Social Tsunami

Posted by Steve on February 12, 2013
Posted in: Character, Communities, Facebook, Learning, Social Media. 12 Comments

It’s so darned easy to get sucked into the social Tsunami called Facebook and ride the same waves that your Friends ride. You hear about music their listening to, places where they eat, teams they root for, pictures of them doing stuff…

You Like a page someone else likes and then you never touch that page again. You Like someone’s comment but you never comment yourself. You tell others when you’re happy, when you’re sad; when you found a new job, when someone close to you died. When your baby burped, when you burped. You tell someone you love them – as if it carries more weight when the entire world knows. You denigrate someone in a post and then feel sad and reflective when they commit suicide…

There’s also a preponderance of “look at me” posts – isn’t it enough to know you possess a six-pack? Or that your kid is an honor student at the middle school? These posts actually sadden me; are people’s self-esteems so damaged that the only cure is to post to Facebook in the hope of feeling the miniscule spritz of dopamine whenever someone clicks “Like” or comments?

The dangers of “social stupidity” are personal and professional: Facebook is identified in far too many divorce cases as “a cause” and far too many people rant about the professional shortcomings of their employers and bosses. Of course, I feel that I have to also mention the polarizing effects of political discussions: Does anyone really believe the hard left/hard right discussions of anarchy build real communities? Or do they simply foment something ugly and insidious without a chance for seeking a common ground?

Would it surprise you if I told you that although some view me as a moderately influential “social recruiter” I have grown weary of the Weight of Facebook? Although I can make any social channel “sing”, I’ve concluded that there are far more effective ways to recruit than with Facebook and there are far better ways to stay in touch with friends than with Facebook. It’s time to shut it down.

I’ve done quite well the better part of my life without it. How about you?

Gamification in Recruiting is Weird Science

Posted by Steve on December 26, 2012
Posted in: Recruiting.

Congratulations for applying for a job at Gamification Inc – Just apply to Five More jobs and you’ll earn a really cool badge which you can proudly display on your resume! How great is that?!?!?!?

What does it tell you when the ability to win and display Cheesy Badges gets people hotter and “more engaged”? Do the he words “pathetic” and “demise” come quickly to mind?

On many levels, gamification is one of the better ways to engage the average 68% (plus/minus one standard deviation) of a talent community on a common task; for those in the upper 16% – the intrinsic reward of performing is likely to be sufficient by itself. The irony is that for those companies that claim to hire only the best, the presence of gamification in the hiring processes proves that in fact they don’t hire “only the best” but “tease the average.”

Perhaps it really is too difficult for many companies to have open discussions with candidates  about the real problems to be solved once hired.

Weird science, if you ask me…

Hey Luftmensch! Did I just hear you Faamiti?

Posted by Steve on December 4, 2012
Posted in: Faamiti, Luftmensch, Recruiting, Words. 1 Comment

Some articles serve no purpose other than to cause one to utter, “Huh” aloud (but not too loud). This was one of them for me – words without an English equivalent. However, since this is the Recruiting Inferno, there’s always a recruiting equivalent…

Zhaghzhagh (Persian). The chattering of teeth from the cold or from rage. If ever there was an apt equivalent in recruiting, zhaghzhagh is what jobseekers feel upon attempting to apply to a job through most companies’ ATS as well as their response to having not received a job offer upon completion of the 6 hurdles, 18 interviews and 57 hoops through which they had to navigate just to get to the point of rejection. Zhaghzhagh…

Yuputka (Ulwa). A word made for walking in the woods at night; it’s the phantom sensation of something crawling on your skin. In recruiting, this is what many recruiters feel after meeting someone for an interview. Folks, as tough as this might be to be digest, the industry can offer many stories about people who inch close to your face while staring without blinking; of those with breath so bad it could curl steel; of anger so palpable that you begin to think about how quickly you can dial 911. Of course, as jobseekers, it’s also the same feeling you get when you just know that there’s no possible way you could ever work for this person. Yuputka…

Slampadato (Italian). Addicted to the UV glow of tanning salons? The day I interview someone whose skin has the same color and texture as a Thanksgiving Day Butterball is the day I retire. Slampadato…

Luftmensch (Yiddish). There are several Yiddish words to describe social misfits; this one is for an impractical dreamer with no business sense – literally, an air person. In recruiting, we see these all the time; generally these are jobseekers who apply to jobs that are in no way, shape or form associated with their skill sets, like financial analyst applying to an engineering job, or an admin assistant looking to become the head of digital marketing. Behind much of the incongruity between the jobseeker and the job are two factors: One, unemployment insurance “requirements” (have to show activity); and two, the unfortunate belief that recruiters and hiring managers are effective at “seeing” talent and will be able to find the jobseeker a more appropriate position. Now that I wrote that, I can easily see the degree of Luftmenchia in recruiting and job search. Oy vey…

Iktsuarpok (Inuit). You know that feeling of anticipation when you’re waiting for someone to show up at your house and you keep going outside to see if they’re there yet? This is the word for it. It’s also the word for an interview “No Show”. Who knew?

Cotisuelto (Caribbean Spanish). A word that would aptly describe the prevailing fashion trend among American men under 40, it means one who wears the shirt tail outside of his trousers. Of course in terms of the jobseeker, this also extends – or drops – below the belt line. I think I’ve seen more than my fair share of mid-butt-drooping trousers. Yes, the shirt-tail-hanging, mid-butt-drooping interview outfit. Next…

Pana Po’o (Hawaiian). “Hmm, now where did I leave those keys?” he said, pana po’oing – it means to scratch your head in order to help you remember something you’ve forgotten. Happens quite a bit during an interview when the candidate is asked to answer performance questions rather than the banal ones whose practiced answers can roll off their tongues. I will ask about performance – how you do things; I won’t – never never, never – ask you about your strengths and weaknesses. I want to see you Pana Po’o just to see how you think under pressure…

Gumusservi (Turkish). Meteorologists can be poets in Turkey with words like this at their disposal; it means moonlight shining on water. Ever have a perfect interview? You know – the one that doesn’t feel like work? The one in which neither side has to struggle or make up stuff? The one where both know that the search is over. This is the word for it…

Vybafnout (Czech). A word tailor-made for annoying older brothers; it means to jump out and say boo. Great recruiters do this all the time – these are questions for which there is no possible way to have “studied” a “right” answer. These are cognitive questions that tap into your lateral thinking abilities – situations where an answer (there are many) is not intuitive. The reason the word seems difficult to pronounce is because in an interview, an answer is just as challenging to produce…

Mencolek (Indonesian). You know that old trick where you tap someone lightly on the opposite shoulder from behind to fool them? That’s what this word describes. I love doing this in an interview; these are questions that we ask to back check what someone said earlier in the interview.  Yep, some of us do listen to what you say, put a neat little bow around it, and unwrap it when needed. Tap, tap…

Faamiti (Samoan). To make a squeaking sound by sucking air past the lips in order to gain the attention of a dog or child. I’ve never done this in any HR situation. Perhaps at the next career fair when I see you speaking to one of my competitors…

Glas wen (Welsh). A smile that is insincere or mocking; literally, a blue smile. Sure, we’ll get back to you within two business days to discuss the next step in the interviewing process…

Bakku-shan (Japanese). The experience of seeing a woman who appears pretty from behind but not from the front (there must be a form of the phrase that pertains to men). In recruit-speak, someone who looks great on paper but couldn’t describe in detail anything they’ve accomplished in detail beyond what’s on the resumé. Beware of anyone who claims, “This person looks great on paper.” A corollary is “good from far, far from good.”

Boketto (Japanese). It’s nice to know that the Japanese think enough of the act of gazing vacantly into the distance without thinking to give it a name. From time to time, it’s how I felt while interviewing someone; sorry, it’s a fact – anyone who’s spent time in recruiting has those interviews where death is the only option (the recruiter’s). More often than not, it’s not the candidate but the recruiter who’s Boketto’ing. You have to know when to call it a day…

Kummerspeck (German). Excess weight gained from emotional overeating; literally, grief bacon. Typically caused by hiring managers who signed a Service Level Agreement then reneged on the terms during the 11th hour. Also as a result of that perfect candidate dumping you at the altar for a competitor (which is not as bad as deciding to stay where they are).  Now where’s that bag of potato chips?

If you couldn’t tell, I had fun with this one…