Windows 7 sale blog a-few-boundaries

Wow. I;ve been a bad blogger this week, but let me tell ya … the last few days have been insane. As Zoë mentioned, we;ve been under some tight deadlines,Office Pro Plus 2010 Key, and we;ve also spent a lot of time at the MVP Summit (which was FABULOUS!) And on top of it all, my parents are in town for a visit so my free time is spent with them right now. But I;ll be better next week. Promise. Anyway, on to the real topic of my post … Setting boundaries. Not a very fun post but a necessary one. With the popularity of JobsBlog ever increasing, Zoë and I often find ourselves overwhelmed with the great questions coming in through e-mail and our comments sections. We really want to answer everyone, but to preserve equity in the process (and to ensure we can use our blogging time for writing posts instead of answering e-mail), we feel we need to set some guidelines. We hope these don;t go against blogging conventions, and you all understand our position … Our expertise: First, we should define our areas of expertise as recruiters. That may help set the boundaries. Zoë and I are members of a centralized team focused on recruiting for experienced, Core Technical roles based in the United States. These openings are only a subset of the available positions at Microsoft, and while we hope the content our blog will benefit people who are not interested in these roles, we need to keep our blog;s main focus on this area. Let;s define these terms in more detail: Centralized Team: Most Recruiters at Microsoft are aligned with a particular business or product group. Zoë and I are not, and that;s really what allows for us to dive into efforts like this blog. While we have a global perspective into Microsoft Core Technical Recruiting, we do not have intimate knowledge of specific openings. We plan on having guest columnists from these different product groups talk about what they look for when hiring. Experienced: An experienced candidate is defined as someone with at least one year of work experience after college or high school. People currently enrolled or less than 12 months out of a High School, Bachelors,Windows 7 sale, Masters, or PhD program should apply through our College Recruiting Website. We do think our content will benefit College candidates, but Zoë and I are unable to answer questions related to the College Recruiting process or strategy. Core Technical: We define Core Technical positions as four career paths at Microsoft: Software Development Engineer, Software Design Engineer in Test, Software Test Engineer, and Program Manager. While Microsoft has many other technical and non-technical positions openings, Zoë and I only focus on the Core Technical ones and can, therefore, only speak (intelligently) to those. US Based: Most of our product development work is in Redmond, with the other large Development Centers in Mountain View, CA, and Fargo,Office 2007 Enterprise Key, ND. We do have smaller development sites, but probably 90% of US Based, Core Technical roles at Microsoft are in these three locations. Again, we are also signing up guest columnists to speak more about the different domestically based development locations, but we will be unable to answer anything about internationally based roles. What we don;t know: I mentioned this above,Microsoft Office Professional 2007, but the most frequently asked questions we can;t answer fall into these four buckets: College Recruiting: Check out the College Recruiting page. Non-Core Technical: Check our Careers Page under “Career Paths,Office Pro Plus 2007,” or if you are interested in Marketing, check out Heather;s blog. International opportunities: Check out the International Careers Page Specific openings: You can search for openings and apply, but you know about as much as we do. What we can;t do: The following items are related to topics that are within our expertise, but in interest of time and fairness, we have to create guidelines: Review Resumes: Since posting our thoughts on resume writing, we;ve been slammed with people asking for our tips. Brain Krueger posted his website in our comments section, and I;ve checked it out … There are some great templates on the site, and we;d encourage you to read our posts and utilize his templates. Route resumes: We;ve had people request we send their resume directly to a recruiter, and again in interest of fairness, we need to direct all applies back to our Careers Page. We have hundreds of recruiters, thousands of openings, and receive about 6000 resumes per day into our system as is. That said, if you;d like to say you applied due to information on this blog, you can include the word “Jobsblog” in your cover letter, and Recruiters should be able to do a keyword search on that. You can also send us a copy of your resume so we can be on the look-out for potential openings that come across our desks, but we can;t route your resume to specific recruiters for specific openings. Answer specifics questions your situation in “the process:” Check out our previous posts to see if we;ve already addressed your general question. If you don;t see the answer, please submit a topic suggestion but also understand we may not be able to address your specific question or concern. What we want to hear: So, yes, we do want to continue hearing from you! Please keep sending us your feedback (both positive and constructive) and any topic suggestions you might have. And be patient with us … we;ll get back with you as soon as we can. Thanks again for reading! Your Moon Gals, zoë and gretchen