The Interview is Done–Will the Phone Ring?

December 13th, 2009

When the phone doesn’t ring within 24 hours of an interview, many job candidates start to assume they didn’t get the job.  The waiting game is worse than the interview itself for some.

Read what to do and NOT do during this stage in process in a JobHunt.Org article Post-Interview Waiting Game

Product Pricing Analyst

December 5th, 2009

Apply Here 
Job Code:
Title: Product Pricing Analyst
Job Type: Contract To Hire
Job Location: Dallas TX
Job Description:



The Product Pricing Analyst will be responsible for driving the analysis and execution of product pricing and promotion optimization across online and offline channels.  The position will be measuring and reporting results and ensuring maximization of profits across the portfolio.  The position will also participate in product innovation research including development of business cases, forecasting and ad-hoc analyses. 



  1. Merchandise assortment and optimize all product categories including revenue performance and margin/profit analysis
  2. Work with Director of Product Solutions to determine which products will be featured/promoted in each channel to optimize appeal and conversion
  3. Develop pricing strategies with the goal of maximizing the firm’s profits while ensuring customers are satisfied
  4. Work with data sources to develop reports and strategic insights used to improve performance of promotions, analyze results and recommend future projects, products, or SKUs as well as pricing
  5. Manage assigned projects, products, part numbers or SKU?s through the various stages of the lifecycle.
  6. Monitor trends, conduct research and develop business cases for new products and services
  7. Develop and leverage relationships across the organization and work effectively with key subject matter experts.
  8. Other duties as assigned.


To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.


  1. Bachelor’s degree, MBA a plus
  2. Must have at least seven to ten (7 – 10) years of product pricing and merchandise planning experience in complex analytical roles 
  3. Online merchandising experience, a plus
  4. Consumer packaged goods, retail or other multi-product industry experience, a plus
  5. Bachelor?s Degree, MBA a plus
  6. Must have at least seven to ten (7 – 10) years of product pricing and merchandise planning experience in complex analytical roles 
  7. Requires exceptionally strong analytical skills for deep dives into the financial performance of products to identify and recommend product combinations and SKU optimization. 
  8. Consensus builder and collaborator
  9. Creative and innovative thinking
  10. Ability to synthesize data into relevant strategies for the company
  11. High level of proficiency with Microsoft Office, particularly Excel
  12. Excellent skills in writing, presenting, and organization

Apply Here

Senior Web and Database Analyst

October 30th, 2009

Our client is a world-wide traditional/interactive marketing firm that has established itself as a full-service shop for all types of marketing initiatives to a very wide spectrum of companies. The client has a great corporate culture centered around collaboration, drive, and great success over the long haul. The team is looking for a tech-savvy Senior Web and Database Analyst who can own projects and client relationship autonomously. Position is located in Charlotte, NC office (relocation assistance available).
Position Description:

This is a client service-oriented role with a strong combination of analytic and programming capabilities. Senior Analyst collects and analyzes data from a variety of sources, including large data warehouses, HTML and Flash designed websites, to develop a deeper understanding of customer behavior.
This position requires the experience and insight to conceive an analytical presentation and construct the statistical exhibits in sequence. The resulting analysis should then tell a compelling story about client’s business. Specifically, experience should include analyzing large data sets, direct marketing campaigns, website and microsite interaction, including traffic patterns, drop-out rates, and conversion tracking.
This position also requires maintaining a high degree of personal chargeability and technical involvement in client work, and building client relationships while developing a network of contacts through technical interaction.
The responsibilities of this position include:
• Database Marketing Program Measurement, Tracking and Reporting
• Data Manipulation
• Presentations of Marketing-Related Learnings to External Clients and Client Groups
• SAS / SQL Programming
• Predictive Modeling
• Database Development
• List Processing
Required Skills:
• Bachelor’s degree with 5-10 years of relevant experience.
• Excellent teamwork, interpersonal and communication skills.
• Demonstrated strong quantitative skills.
• SAS (Base and Stat).
• SQL Server & T-SQL.
• Ability to work with deadlines in a team-oriented environment.
• Proficient in Microsoft Office Suite, specifically Excel and PowerPoint.
• Prefer individuals who have knowledge of statistical methods with an emphasis on experimental design.
Desired Skills:
• Degree in marketing, statistics or some quantitative field
• Knowledge of statistical methods with an emphasis on experimental design
• Experience in marketing, consulting, retail, or financial services

Flex Developer

October 20th, 2009

Apply Here
Job Code:
Title: Flex Developer
Job Type: Direct Hire
Job Location: Dallas Texas
Job Description:

Company Background:

Our client is a Dallas-based, global pioneer in specialized technology solutions for the service industry. Our well-established client has produced industry-recognized products that allow their clients to effectively manage assets and resources, events, financial information, feedback from patrons, and other business intelligence. They are expanding their development team in part due to a consistent 15% growth in revenue in their labor cost-control solutions. The company has a family atmosphere and offers great benefits.  This position offers the opportunity to “own” projects and be a major contributor to the success of the company.


Position will perform life-cycle development for new Flex based applications. Projects will require data warehousing of existing client databases, so SQL skills are a must. The company is seeking only local candidates at this time.


  • Expertise in Action Script 2/3
  • Expertise in the Flex 2/3 Framework including creating custom components
  • Object Oriented Programming including all facets relevant to Action Script 3.0
  • Object Oriented Design including solutions to new challenges using existing design patterns
  • Application micro-architectures such as Cairngorm and Model-View-Controller(-Service)
  • Designing applications with dynamic data sources such as XML files or SOAP/Webservices
  • SQL Development 2/3
  • Server-side (ASP/Access, .Net/SQL Server) and alternative desktop application (C#, Java, Visual Basic) development experience considered a strong plus
  • Strong ability to learn niche market to gain a deep knowledge of clientele needs.
  • Candidate must have experience with all software development life cycle phases (project planning, requirements definition, systems design, implementation, integration and testing, installation, deployment, and maintenance )
  • Software development for the service industry background is a strong plus

Apply Here

Double Duty for Hiring Managers

October 19th, 2009


My wife has been in China for over a week and I’ve been playing the role of Mom AND Dad for our girls.  Stereotypes aside, I’ll just say I’m having to be the good cop and bad cop.  Sweet and sour.  There are many who do this full-time and I admire them.

This situation reminds me that hiring managers have to remember to pull double-duty during the interview process.  A hiring manager should be critical during the interview and ask pertinent, direct questions.  At the same time, the manager needs to realize the (best) candidates are also interviewing them.  Managers must present themselves in a professional manner, but should also let their true personality show.  Being a real person during the interview gives the candidate a chance to evaluate how well they could work with that manager.  Being open to questions about management style, work environment, and expectations is a good start.

A relevant example comes from a friend of mine who was interviewing recently.  She interviewed with a manager who asked all types of off-the-wall questions and pushed hard for more if he thought she was giving "pat answers."  Later in the interview, he explained why he asked certain questions and gave feedback on her answers.  He went on to say how he is easy to work for, but nonetheless, my friend had a hard time picturing a good working relationship.  Most likely, she was not the right fit for the job.  The right person for the role might have been someone who enjoys frequent debates or a fever pitch work environment.

As a part of being the "good cop" in the process, it is also important to convey the benefits of working for the company.  Even in an economy where there are many candidates available for every posting, managers still have to present their job as a great opportunity.  After all, the best candidates for the job may have other options.  More information on communication strategy for enticing the candidate to work for your company is available in a previous post:  Have You Wooed Lately?

Acting as Mom and Dad boils down to simply being a good parent.  And acting as an interviewer and interviewee during this process is a part of being a good manager.

How The Best Candidates Get Picked

October 13th, 2009

Part of how recruiters earn their fee is by determining who are the best candidates for the client’s job opening.  Some candidates may feel a little put out when they are not selected to be presented to a client. 

Understanding what qualifies as the best candidate for a job may dispel any myths or mysteries about the selection process recruiters use.  An article I’ve written for gives an objective description and some guidelines for job seekers.

Click here to read the article.

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