Contractor Commitment. We only employ consultants with extensive experience in the IT industry. The two principals have combined experience of over 50 years in the IT industry. In terms of recruitment, we have more than ten years of experience with all phases of hiring employees and/or contractors. Posting for a job opening is usually done via a major job website (such as ▇▇▇▇▇▇.▇▇▇ or ▇▇▇▇.▇▇▇); we may also advertise it via LinkedIn. In a situation where we may not get a quality list of applicants in a timely manner, we may rapidly engage with a third-party recruiting firm as they may obtain better/faster results in terms of getting qualified applicants. We pay special attention to the job announcement, required skills and experience as well as job description so that potential candidates get a clear picture of what the work entails as well as whether they are a good fit for the job or not. Once we receive anywhere from three to six applicants, both principals review their resumes to determine the candidates that best fit what we are looking for. Then one of the principals will do a short interview with the top few applicants focused on assessing the candidate's technical qualifications, skills, and experience in more depth. Then a longer interview with both principals is held with the top two candidates from the short interview, the focus of this longer interview is on assessing if the candidate is a good fit for both, the customer agency and our company; this interview consists of a combination of questions and "what-if" scenarios with the goal of taking a deeper dive into the candidate's ability to navigate both complex web development situations as well as roadblocks typical of complex web development efforts; we also include behavioral questions aimed at understanding the candidate ability to work in a team environment. In terms of retention, we strongly believe in providing an environment in which employees (whether W2 or 1099) can contribute to the success of customer agencies while being able to also develop new skills and/or hone existing ones that contribute towards their long-term professional goals. We also believe in paying our employees (whether W2 or 1099), an hourly rate above the average rate a Web Development professional receives in the Olympia, WA market. We also offer annual bonuses depending on performance well above what the Olympia, WA market offers. In terms of retention data, we have engaged with subcontractors who have done work on a project basis. We have contracted with them for the duration of the engagement and have maintained strong relationships over time. We regularly stay in touch with them, to keep them updated on potential opportunities as well as to keep their availability in mind should a potential engagement materialize so that we can rapidly go through the process of contracting with them. Formally, we request customer agency feedback every six months via a short questionnaire to ensure our consultants: - follow industry best practices - are meeting the customer needs - add value to the overall engagement - are good team players - are able to navigate complex situations - communicate effectively - ask for feedback themselves and more importantly act on areas of opportunity If the engagement is shorter than six months, then we formally ask for feedback at the end of it. In situations where there's negative feedback, we would ask clarifying questions to ensure we understand the situation to work with our consultant and ensure we convert the feedback into an opportunity for growth and remediation. This has yet to be needed on any of our engagements. As part of the onboarding process for new employees (whether W2 or 1099), we review our expectations for the work they are about to engage on and put special emphasis on their asking for customer feedback so that they understand its importance as well as the positive impact it may have on the overall engagement. It is especially important that our consultants ask for customer feedback on a regular basis. The main goal is to ensure we are meeting or exceeding expectations. We also explain that our company will be asking for formal customer feedback on a semi-annual basis. We also meet with the customer point of contact at least once a month, and amongst other topics, we ask a few questions aimed at understanding how our consultants are doing, whether they are adding value and more importantly, whether we are delivering on the expected results. This meeting and how we approach it, provides an opportunity for the customer agency to give us important feedback so that we can adjust our work/approach/methodology/etc. as needed before the constructive feedback (or area of opportunity) becomes an issue. • Evaluations must be performed annually with your employees and/or subcontractors to ensure quality performance and educational standards • Relevant certifications must be verified annually to ensure they are current • Training must be required for employees and/or subcontractors to stay relevant with changes in industry technology • Certifications that met requirement in B-1 exhibit, must be made available at customer’s request Journey Consultant Minimum Qualifications Minimum of 4 years of experience in the web development field, 3 years with an associate degree or 2 years with a bachelor’s degree. o Degree must be in Computer Science, Information Systems, Engineering, or a related field Proven abilities in: o HTML o Cascading Style Sheets (CSS) o Experience modifying or writing code in server-side programming languages, such as: PHP, Python, Ruby, ▇▇▇.▇▇▇/▇#, or Java o Experience modifying or writing code in client-side scripting languages such as: Javascript, JQuery, Angular, React, Ajax o Experience using GIT or other source control management systems Senior Consultant Minimum Qualifications Minimum of 6 years of experience in the web development field, 5 years with an associate degree, 4 years with a bachelor’s degree. o Degree must be in Computer Science, Information Systems, Engineering, or a related field Proven abilities in: o HTML o Cascading Style Sheets (CSS) o Experience modifying or writing code in server-side programming languages, such as: PHP, Python, Ruby, ▇▇▇.▇▇▇/▇#, or Java o Experience modifying or writing code in client-side scripting languages such as: Javascript, JQuery, Angular, React, Ajax o Experience using GIT or other source control management systems Expert Consultant Minimum Qualifications Minimum of 9 years of experience in web development, 8 years with an associate degree, 7 years with a bachelor’s degree or 6 years with a master’s degree. o Degree must be in Computer Science, Information Systems, Engineering, or a related field Proven abilities in: o Cascading Style Sheets (CSS) o HTML o Experience modifying or writing code in server-side programming languages, such as: PHP, Python, Ruby, ▇▇▇.▇▇▇/▇#, or Java o Experience modifying or writing code in client-side scripting languages such as: Javascript, JQuery, Angular, React, Ajax o Experience using GIT or other source control management systems
Appears in 1 contract
Sources: It Development Services
Contractor Commitment. We only employ consultants with extensive experience in the IT industry. The two principals have combined experience of over 50 years in the IT industry. In terms of recruitment, we have more than ten years of experience with all phases of hiring employees and/or contractors. Posting for a job opening is usually done via a major job website (such as ▇▇▇▇▇▇.▇▇▇ or ▇▇▇▇.▇▇▇); we may also advertise it via LinkedIn. In a situation where we may not get a quality list of applicants in a timely manner, we may rapidly engage with a third-party recruiting firm as they may obtain better/faster results in terms of getting qualified applicants. We pay special attention to the job announcement, required skills and experience as well as job description so that potential candidates get a clear picture of what the work entails as well as whether they are a good fit for the job or not. Once we receive anywhere from three to six applicants, both principals review their resumes to determine the candidates that best fit what we are looking for. Then one of the principals will do a short interview with the top few applicants focused on assessing the candidate's technical qualifications, skills, and experience in more depth. Then a longer interview with both principals is held with the top two candidates from the short interview, the focus of this longer interview is on assessing if the candidate is a good fit for both, the customer agency and our company; this interview consists of a combination of questions and "what-if" scenarios with the goal of taking a deeper dive into the candidate's ability to navigate both complex web development situations as well as roadblocks typical of complex web development efforts; we also include behavioral questions aimed at understanding the candidate ability to work in a team environment. In terms of retention, we strongly believe in providing an environment in which employees (whether W2 or 1099) can contribute to the success of customer agencies while being able to also develop new skills and/or hone existing ones that contribute towards their long-term professional goals. We also believe in paying our employees (whether W2 or 1099), an hourly rate above the average rate a Web Development professional receives in the Olympia, WA market. We also offer annual bonuses depending on performance well above what the Olympia, WA market offers. In terms of retention data, we have engaged with subcontractors who have done work on a project basis. We have contracted with them for the duration of the engagement and have maintained strong relationships over time. We regularly stay in touch with them, to keep them updated on potential opportunities as well as to keep their availability in mind should a potential engagement materialize so that we can rapidly go through the process of contracting with them. Formally, we request customer agency feedback every six months via a short questionnaire to ensure our consultants: - follow industry best practices - are meeting the customer needs - add value to the overall engagement - are good team players - are able to navigate complex situations - communicate effectively - ask for feedback themselves and more importantly act on areas of opportunity If the engagement is shorter than six months, then we formally ask for feedback at the end of it. In situations where there's negative feedback, we would ask clarifying questions to ensure we understand the situation to work with our consultant and ensure we convert the feedback into an opportunity for growth and remediation. This has yet to be needed on any of our engagements. As part of the onboarding process for new employees (whether W2 or 1099), we review our expectations for the work they are about to engage on and put special emphasis on their asking for customer feedback so that they understand its importance as well as the positive impact it may have on the overall engagement. It is especially important that our consultants ask for customer feedback on a regular basis. The main goal is to ensure we are meeting or exceeding expectations. We also explain that our company will be asking for formal customer feedback on a semi-annual basis. We also meet with the customer point of contact at least once a month, and amongst other topics, we ask a few questions aimed at understanding how our consultants are doing, whether they are adding value and more importantly, whether we are delivering on the expected results. This meeting and how we approach it, provides an opportunity for the customer agency to give us important feedback so that we can adjust our work/approach/methodology/etc. as needed before the constructive feedback (or area of opportunity) becomes an issue. • Evaluations must be performed annually with your employees and/or subcontractors to ensure quality performance and educational standards • Relevant certifications must be verified annually to ensure they are current • Training must be required for employees and/or subcontractors to stay relevant with changes in industry technology • Certifications that met requirement in B-1 exhibit, must be made available at customer’s request Journey Consultant Minimum Qualifications Minimum of 4 years of experience producing high quality code per standards and in the web development fieldanalyzing, designing, installing, maintaining or programming computer software, and implementing application solutions. Alternatively, 3 years with an associate degree or 2 years with a bachelor’s degree. o Degree must be in Computer Science, Information Systems, Engineering, or a related field Proven abilities in: o HTML Experience in building and maintaining source control, code review system, build system and delivery pipeline for continuous improvement and continuous delivery (CI/CD pipeline) and automating unit test framework o Cascading Style Sheets (CSS) o Experience modifying or writing code Relevant experience in server-side programming languagesdeveloping applications using advanced technologies, depending on job description and requirements, such asas Internet protocols or web-based technology. These technologies include, but are not limited to: PHPHTML, PythonPERL or JavaScript, RubyVisual Studio, C#, JavaScript, ▇▇▇.▇▇▇/▇#, MVC, Entity Framework or Java o Experience modifying or writing code in clientsimilar high-side scripting languages such as: Javascript, JQuery, Angular, React, Ajax o Experience using GIT or other source control management systems Senior Consultant Minimum Qualifications Minimum of 6 years of experience in the web development field, 5 years with an associate degree, 4 years with a bachelor’s degree. o Degree must be in Computer Science, Information Systems, Engineering, or a related field Proven abilities in: o HTML o Cascading Style Sheets (CSS) o Experience modifying or writing code in server-side programming level languages, frameworks, and tools o Depending on position description as described in RFI, job may require a development experience with applications platforms such asas legacy, proprietary, integration environments, etc. With examples like, but not limited to: PHPOracle APEX, PythonJava, RubyInformatica, ▇▇▇SAP, various ERP & CRM solutions, Power Builder, etc.▇▇▇/▇#, or Java o Experience modifying or writing code in client-side scripting languages such as: Javascript, JQuery, Angular, React, Ajax o Experience using GIT or other source control management systems Expert Consultant Minimum Qualifications Minimum of 9 years of experience in web development, 8 years with an associate degree, 7 years with a bachelor’s degree or 6 years with a master’s degree. o Degree must be in Computer Science, Information Systems, Engineering, or a related field Proven abilities in: o Cascading Style Sheets (CSS) o HTML o Experience modifying or writing code in server-side programming languages, such as: PHP, Python, Ruby, ▇▇▇.▇▇▇/▇#, or Java o Experience modifying or writing code in client-side scripting languages such as: Javascript, JQuery, Angular, React, Ajax o Experience using GIT or other source control management systems
Appears in 1 contract
Sources: It Development Services
Contractor Commitment. We only employ consultants with extensive experience in the IT industry. The two principals have combined experience of over 50 years in the IT industry. In terms of recruitment, we have more than ten years of experience with all phases of hiring employees and/or contractors. Posting for a job opening is usually done via a major job website (such as ▇▇▇▇▇▇.▇▇▇ or ▇▇▇▇.▇▇▇); we may also advertise it via LinkedIn. In a situation where we may not get a quality list of applicants in a timely manner, we may rapidly engage with a third-party recruiting firm as they may obtain better/faster results in terms of getting qualified applicants. We pay special attention to the job announcement, required skills and experience as well as job description so that potential candidates get a clear picture of what the work entails as well as whether they are a good fit for the job or not. Once we receive anywhere from three to six applicants, both principals review their resumes to determine the candidates that best fit what we are looking for. Then one of the principals will do a short interview with the top few applicants focused on assessing the candidate's technical qualifications, skills, and experience in more depth. Then a longer interview with both principals is held with the top two candidates from the short interview, the focus of this longer interview is on assessing if the candidate is a good fit for both, the customer agency and our company; this interview consists of a combination of questions and "what-if" scenarios with the goal of taking a deeper dive into the candidate's ability to navigate both complex web development situations as well as roadblocks typical of complex web development efforts; we also include behavioral questions aimed at understanding the candidate ability to work in a team environment. In terms of retention, we strongly believe in providing an environment in which employees (whether W2 or 1099) can contribute to the success of customer agencies while being able to also develop new skills and/or hone existing ones that contribute towards their long-term professional goals. We also believe in paying our employees (whether W2 or 1099), an hourly rate above the average rate a Web Development professional receives in the Olympia, WA market. We also offer annual bonuses depending on performance well above what the Olympia, WA market offers. In terms of retention data, we have engaged with subcontractors who have done work on a project basis. We have contracted with them for the duration of the engagement and have maintained strong relationships over time. We regularly stay in touch with them, to keep them updated on potential opportunities as well as to keep their availability in mind should a potential engagement materialize so that we can rapidly go through the process of contracting with them. Formally, we request customer agency feedback every six months via a short questionnaire to ensure our consultants: - follow industry best practices - are meeting the customer needs - add value to the overall engagement - are good team players - are able to navigate complex situations - communicate effectively - ask for feedback themselves and more importantly act on areas of opportunity If the engagement is shorter than six months, then we formally ask for feedback at the end of it. In situations where there's negative feedback, we would ask clarifying questions to ensure we understand the situation to work with our consultant and ensure we convert the feedback into an opportunity for growth and remediation. This has yet to be needed on any of our engagements. As part of the onboarding process for new employees (whether W2 or 1099), we review our expectations for the work they are about to engage on and put special emphasis on their asking for customer feedback so that they understand its importance as well as the positive impact it may have on the overall engagement. It is especially important that our consultants ask for customer feedback on a regular basis. The main goal is to ensure we are meeting or exceeding expectations. We also explain that our company will be asking for formal customer feedback on a semi-annual basis. We also meet with the customer point of contact at least once a month, and amongst other topics, we ask a few questions aimed at understanding how our consultants are doing, whether they are adding value and more importantly, whether we are delivering on the expected results. This meeting and how we approach it, provides an opportunity for the customer agency to give us important feedback so that we can adjust our work/approach/methodology/etc. as needed before the constructive feedback (or area of opportunity) becomes an issue. • Evaluations must be performed annually with your employees and/or subcontractors to ensure quality performance and educational standards • Relevant certifications must be verified annually to ensure they are current • Training must be required for employees and/or subcontractors to stay relevant with changes in industry technology • Certifications that met requirement in B-1 exhibit, must be made available at customer’s request Journey Consultant Minimum Qualifications Minimum of 4 5 years of experience in the web development fieldapplying enterprise-level architecture principles in solution engineering around applications, 3 infrastructure, and cloud systems Alternatively 4 years with an associate degree or 2 3 years with a bachelor’s degree. o Degree must be in Computer Science, Information Systems, Engineering, or a related field Proven abilities in: o HTML Designing secure network and application systems o Cascading Style Sheets (CSS) Cloud Computing architecture o Experience modifying or writing code in server-side Design across application, network, and business systems that enable teams to build scalable, high- performing, and supportable applications using modern architectures, patterns, and processes o Knowledge of computer hardware and networking systems, security and familiarity with programming languages, such as: PHPoperating systems, Pythonand IT solutioning o Application, Ruby, ▇▇▇.▇▇▇/▇#, or Java o Experience modifying or writing code in client-side scripting languages such as: Javascript, JQuery, Angular, React, Ajax o Experience using GIT or other source control management systems data and infrastructure architecture disciplines and strategic thinking Senior Consultant Minimum Qualifications Minimum of 6 7 years of experience in the web development fieldapplying enterprise-level architecture principles in solution engineering around applications, 5 infrastructure, and cloud systems. Alternatively, 6 years with an associate degree, 4 degree or 5 years with a bachelor’s degree. o Degree must be in Computer Science, Information Systems, Engineering, or a related field Proven abilities in: o HTML On projects designing secure network and application systems o Cascading Style Sheets (CSS) Cloud Computing architecture o Experience modifying or writing code in server-side Design across application, network, and business systems that enable teams to build scalable, high- performing, and supportable applications using modern architectures, patterns, and processes o Knowledge of computer hardware and networking systems, security and familiarity with programming languages, such as: PHPoperating systems, Pythonand IT solutioning o Application, Ruby, ▇▇▇.▇▇▇/▇#, or Java data and infrastructure architecture disciplines and strategic thinking o Capability to align architecture methodologies and governance processes with PMO and other IT functions o Works with the business and technical partners to defines the deployment strategy by establishing scope that increases the delivery of business and customer value e.g. determine the Minimum Viable Product (MVP) and continuous delivery of improvements to provide maximum business value o Experience modifying or writing code in client-side scripting languages such as: Javascriptdesigning and implementing cloud integration plans, JQueryenterprise strategy, Angularenterprise data architecture and project program delivery. Experience with deep systems architecture (AWS, ReactAzure, Ajax o Experience using GIT or other source control management systems Expert Consultant Minimum Qualifications etc.) to address unique management/business Minimum of 9 years of experience in web developmentapplying enterprise-level architecture principles in solution engineering around applications, infrastructure, and cloud systems. Alternatively, 8 years with an associate degree, 7 years with a bachelor’s degree or 6 years with a master’s degree. o Degree must be in Computer Science, Information Systems, Engineering, or a related field Proven abilities in: o Cascading Style Sheets As an IT Architect on projects designing secure network and application systems o Demonstrated advanced knowledge of Cloud Computing architecture o Design across application, network, and business systems that enable teams to build scalable, high- performing, and supportable applications using modern architectures, patterns, and processes o Works with the business and technical partners to defines the deployment strategy by establishing scope that increases the delivery of business and customer value e.g. determine the Minimum Viable Product (CSSMVP) and continuous delivery of improvements to provide maximum business value o HTML o Experience modifying or writing code in server-side Knowledge of computer hardware and networking systems and familiarity with programming languages, such as: PHPand operating systems o Application, Pythondata and infrastructure architecture discipline knowledge, Ruby, ▇▇▇.▇▇▇/▇#, or Java and proven strategic thinking ability o Experience modifying or writing code in clientdesigning and implementing cloud integration plans, enterprise strategy, enterprise data architecture and project program delivery. Experience with deep systems architecture (AWS, Azure, etc.) to address unique management/business o Ability to research industry trends, understand best practices and implement informed process changes Journey $145 per hour Senior $165 per hour Expert $185 per hour After Business Hours Journey $155 per hour Senior $175 per hour Expert $195 per hour Journey $145 per hour Senior $165 per hour Expert $185 per hour After Business Hours Journey $155 per hour Senior $175 per hour Expert $195 per hour Journey $155 per hour Senior $175 per hour Expert $195 per hour After Business Hours Journey $165 per hour Senior $185 per hour Expert $205 per hour * Regular Business Hours: Monday-side scripting languages such as: JavascriptFriday, JQuery, Angular, React, Ajax o Experience using GIT or other source control management systems8am-5pm PST Quotes issued under this contract must detail the hourly rates and total number of hours comprising the quote. Quote total may not exceed vendor’s contracted hourly rate multiplied by the number of hours quoted.
Appears in 1 contract
Sources: It Development Services