Alice Bolingeryn


If you suspect that your resume could be better, you are probably correct. Most job seekers are not happy with their resumes and many recruiters, speaking frankly, will admit that they see a lot of terrible resumes. In Information Technology it professional resume are known to frequently fall short of their potential (to say the least). We also know the specific pitfalls of technical resumes and have the ability to avoid them to create best-in-class documents. Our President and Writer brings 20+ years of professional writing experience, much of it in the software industry. As a technical and technical marketing writer for businesses such as Microsoft and Siebel Systems (Oracle), he produced a variety of end-user and developer-facing documents for leading technologies. He also brings know-how from a role as technical editor for Microsoft Press. Most importantly, he has written hundreds of resumes over a 10-year span for professionals, many of them IT resumes.Our expertise is resume writing and we treat you as the subject matter expert (SME) of your career. We gather relevant documents from you such as old resumes and job descriptions for your target positions. We also send you a brief questionnaire and technical skills inventory which you may choose to fill out (these documents are optional, though we do recommend them).Perhaps even more important than the written materials is our telephone interview. In 60 minutes or more, we learn all about your career goals, skills, qualifications, and “the story of your career”. Our experience helps us to ask just the right questions to elicit the most salient information.After our interview, we get to work. About 4 to 5 days later, we send you the resume to review. You will give us your comments and suggestions and, if necessary, we will prepare a second iteration. Ultimately we guarantee your satisfaction with the documents and will re-write it until you are satisfied, provided your change requests come within 30 days of receipt of the resume.


I recently read an article in Fortune magazine about potential CEO candidates who have the aptitude to tackle the challenges of running some of the largest and most successful companies in the world. This news, coupled with recent statistics about the increased mobility of the executive ranks seem to speak to the changing world of work. The days of being with one employer for an entire career echoes of the dinosaur age, as do tyrannical leaders.What really interested me were the qualities that make a good CEO, and that many companies lack the training and development needed to groom internal talent for leadership roles. We've all heard about the Peter Principle or have probably worked for managers who rose to their positions not because of their managerial talent, but as the results of the technical skills they possessed. Sadly, many of these managers were better off doing the job themselves than ineffectively commanding subordinates to do it.Today's sought after CEO candidates aren't the dictator types, bellowing commands from a plush office with no involvement in the daily business. Rather, they seem to be passionate about their work and committed to excellence. They're firm believers in the concepts of empowerment and the benefits of careful mentoring, along with a genuine appreciation for the importance of human capital. Of course, they're competitive and deeply rooted in the values they deem important for success, both personally and professionally. 

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