The startup seeks a candidate who is an editor-in-chief at a top business magazine like Forbes, BusinessWeek, or Portfolio. All, mind you, based in New York. And yet he or she must live in San Francisco. Oh, and having worked at Yahoo, Google, or eBay is a "big plus." All of this to run a website targeted at "SMB" — advertiser jargon for "small and medium businesses." Most small-business publications fail to draw an audience, precisely because they think of their readers' businesses, contemptuously, as "small."

Too bad. In every other way, these guys are dreaming impossibly big. This job description is curiously similar to one posted in October with the same Gmail address as a contact. The main difference? The newer listing plays up the billionaire backers, and no longer mentions that it is "bankrolled by a respected 50+ year old offline company." A 50-year-old company? Sounds way too old media.

Here's the job listing:

Editor in Chief (San Francisco)

Date: 2008-11-18, 9:15AM PST

Calling all Business Editors

———————————————

Please read the following requirements before replying to this ad:

Looking for a super smart, and bursting with energy senior business editor to head up content for a super-stealth new online company backed and funded by some legendary billionaires. We aren’t raising money, we don’t need VCs, and we are hiring!

IDEAL CANDIDATE

EIC or very senior level editor at a top tier online business site/publication. (Think BusinessWeek, Forbes, Portfolio, etc.) Someone who can build and manage a team, and above all— someone who knows how to create a unique voice and product by combining original content, RSS and other 3rd party feeds, bloggers and user generated submissions into something smart and fast-paced and directed to the owners and managers of SMBs. (If you don’t understand that term, this is not for you.)

NOT INTERESTED IN

People who do not live in San Francisco, Regional newspaper reporters, tech writers, marketing specialists, freelancers who have never managed a team or worked each day in an office. This is nothing against you in any way, but all about the specific focus and needs of this role. We need someone who knows SMB/SME readers and can fashion an innovative new online property for them, and who can work in our downtown SF office building a team.

Sound like you? Good, please read the official description. We are hiring immediately.

To apply, just send your resume and salary requirements to mavensource@gmail.com.

Editor in Chief

Confidential, San Francisco, CA

Well funded early-stage startup is seeking an Editor in Chief to join its senior management team and help launch and grow an exciting new online network for business professionals. This new company, bankrolled by a respected 50+ year old offline company and some very famous board members, will leverage the assets of the parent company, while creating a ground-breaking new online service specifically for business leaders. This is a ground floor of an exciting concept and major new product launch.

The venture is seeking cutting edge start-up veterans to make the vision into a marketable and scalable product quickly and effectively. Team members chosen for this opportunity will be entrepreneurial in nature, visionary, well versed in online trends and technology, and ready to take a concept to product in record time using the many assets of the parent company for content and market advantage. Leadership experience at top online companies like Yahoo!, Google, eBay etc. will also be a big plus.

Editor in Chief

Description:

The Editor in Chief is responsible for managing development, production, voice, and presentation of all online editorial content. The Editor in Chief will create and execute a new vision for presenting relevant business information and advice to readers in a rapidly evolving online environment, making the site a trusted and valued source for the SME business community.

Responsibilities:

• Develop and execute a comprehensive content vision, voice, and style
• Develop and maintain the editorial calendar, working with contributors to maintain freshness of content aligned with long-term vision
• Recruit and manage a team of freelance writers, staff editors, and respected contributors
• Edit all submissions to meet publishing standards
• Generate original content
• Continuously work with production staff on presentation and quality control
• Ensure all responsible parties – design, freelance and others – meet necessary deadline requirements
• Pursue deeper understanding of the information needs of readers and tailor content to fit these needs and interests
• Pursue reader submissions, as appropriate, to complement internally-generated content
• Occasionally attend business networking events as editorial representative of the company

Education, Experience, and Skills Required:

• Bachelor’s degree, preferably in journalism
• Strong background in business publishing and business-focused content highly preferred
• Experience managing a team of writers and freelancers in an online media environment
• 5-7 years relevant work experience, including writing for respected print and online publications, reviewing and editing the work of other writers, and managing an editorial staff and budget.
• Candidate must demonstrate a creative mindset, enthusiasm for online media, and an understanding of business leaders’ issues and information needs

Location: San Francisco
Compensation: DOE
Principals only. Recruiters, please don't contact this job poster.
Please, no phone calls about this job!
Please do not contact job poster about other services, products or commercial interests.
PostingID: 924129721

About this Job

This is a unique opportunity for an ambitious, multi-talented individual who wants to see the inside of a fast-moving startup and work closely with the founders. The ideal candidate is a future entrepreneur or executive who is willing to work hard and do a wide variety of non-glamorous tasks for a year or two in order to get their foot in the door, learn, and make connections. You will work directly with Twitter CEO Evan Williams and co-founder Biz Stone with the simple goal of saving them time. Which means: The level of work you'll do is only limited by your capabilities. Are you capable of: Designing a presentation? Researching a market? Creating a financial model? Great, as long as you're also willing to make copies and run errands. Essentially, you should be overqualified to be an assistant, but not have a problem doing assistant-like tasks. In exchange, you'll get unique visibility into a unique company, a great learning experience, and the chance to move on to do many other things (in Twitter, or elsewhere—with a strong endorsement).

Requirements

Excellent written communication skills
Strong computer skills (spreadsheets, word processing, presentations, email)
Highly organized and efficient
People person with tact and diplomatic instincts
Track record of trying things
Extreme trustworthiness
Strong interest in business and, particularly, technology startups
Broad knowledge of the Internet industry

(Photo by Jason Shellen)

Developers/Senior Developers (Santa Monica)

Reply to: job-894125901@craigslist.org [?]
Date: 2008-10-26, 10:07AM PDT

Do you know that you're amongst the very best, but can't find a company that appreciates you or gives you the opportunity you deserve?

Mahalo.com is a human-powered search engine. It is one of the hottest startups on the planet right now. We're well-funded by the same people that backed Google, Yahoo and YouTube (Sequoia), a well as Newscorp, Mark Cuban, Elon Musk (Paypal) and CBS. Our human-curated results are the very best starting page for any topic you can think of, blowing away machine-only search engines. And our growth curve has been phenomenal: this coming year ought to be downright amazing.

We're looking for top-notch Developers and Senior Developers to get us to the next level.

Skills we're looking for include the following (you should have a subset of these, all are not required):
* Python, PHP
* C/C++, Java
* MySQL
* Familiarity with MediaWiki
* memcache, squid
* Strong command of PHP5
* Familiar with general Internet technologies including HTML, XML, Javascript, HTTP, CSS, cookies, etc.
* Knowledge and experience in Apache, MySQL, Linux

Bonus:
* Hadoop / Hbase
* Lucene
* Nutch
* Spread

You are a HANDS ON implementor, a get-it-done kind of developer. The right person is a self starter with the "general get it factor". You work well with a team of like-minded engineers, and have a genuine desire for excellence.

We work with cutting-edge technologies. You will learn more here in a month than most companies will teach in a year.

Although we work hard, we offer a laid-back environment, competitive salary, benefits and stock options. This is a potentially life-changing opportunity — the kind that is usually only available in Silicon Valley, and is extremely rare in Southern California. If you're excellent, we invite you to come join us.

Please send a RESUME.

Location: Santa Monica
Compensation: Commensurate with experience + Options
Principals only. Recruiters, please don't contact this job poster.
Please, no phone calls about this job!
Please do not contact job poster about other services, products or commercial interests.
PostingID: 894125901

If you have a moment, I'd appreciate your help. Please take a look and forward this job on to anyone you think would be interested in the position, or anyone else who could help me find a great candidate.

Thanks for your help!
-Frank

Company: the Rubicon Project

Job Title: Executive Assistant

Job Description: The Rubicon Project is looking for ambitious mavericks, entrepreneurial winners and A++ people. We are an online advertising technology company. In 2007, we pioneered the ad network optimization category with the goal of helping website publishers make more money from their unsold ad space.

In nine short months of offering our service we're now optimizing more than 11 billion ads each month for 1300+ customers (including some of the world's largest publishers) across 240 of the top ad networks, reaching more than 240+ million unique Internet users. We've been featured as an expert in our field by publications such as the Wall Street Journal, Business Week, and Fortune. And we've already been recognized with a number of awards, including: start-up winners of PricewaterhouseCoopers EntreTech, AlwaysOn OnMedia's Top 100 and Global 250, and as Favorite Show-off at LA's TwiistUp 3.

Our goal is to build a truly unique company. From the people we hire, our company culture, products we build, to how we reward our employees, we aim to make the Rubicon Project a place people are excited to come to everyday.

Because we work hard and always strive for perfection as a team, we also play hard as a team. Our environment is passionate, fast-paced, team oriented, creative and interactive. We go above and beyond to create a strong culture. In addition to standard benefits like health, dental, vision insurance, and 401K plans we also throw in perks like generous stock option packages, free gym memberships, catered lunch and dinner, a stocked kitchen with healthy snacks, dry cleaning, car washes, and even company happy hours, to name a few.

In addition to giving back to employees, we also feel it's crucial to give back to the community. Every quarter we have "community service day" and a portion of our profits are ear-marked to be donated to charities selected by the company.

We are in search of a sharp, self-motivated, detail oriented, organized and creative individual to assist our CEO. This is not your average executive assistant job. In addition to standard scheduling and coordinating, you will also be called on to work on special projects to propel the company forward. Every day will be a different day and you will be pushed to your maximum potential, guaranteed.

Responsibilities and Requirements:

• Great attitude!
• Extremely responsible, trustworthy, caring and fun!
• Excellent written and verbal communication skills
• Strong organizational skills are a must
• Proficiency in Microsoft Office applications, including Word, Excel, PowerPoint
• Ability to take initiative and work quickly and independently
• Ability to manage multiple tasks
• Flexibility and willingness to adapt to changing priorities and accomplish projects in efficient and timely manner
• Must have reliable transportation to run errands
• Precise calendar coordination (Outlook)
• Presentation preparation
• Generating accurate expense reports
• Travel coordination
• Meeting arrangements and coordination - planning, set up, presentation preparation and minute taking, distribution and follow up
• Conference call arrangements
• Wide range of administrative duties as needed

We are looking for an extraordinary executive assistant who thinks on their feet and can work with minimal supervision, this is a one of a kind opportunity.

To get to know the guy you'd be working with a little better check out this video that our CEO, Frank Addante did: http://www.youtube.com/watch?v=ola3ribSKKM

Paul Cloutier, the company's former CEO, has also left the company. Minor is famously erratic and distracted by his art collection and real-estate holdings. And 8020's current CEO, ex-Condé Nast executive Mitch Fox, commutes to the job from Long Island, despite telling the New York Post in March he'd be relocating immediately. For anyone brave enough to walk into the middle of this, here's Dutta's note about the jobs:

I'm the creative director of 8020 Media now, a mag/web media company backed by Halsey Minor. Mitch Fox is the CEO. We're potentially going to launch a fashion title, so we're looking for an art director to help create the visual identity AND a fashion editor (in-chief) to shape the direction of the magazine. The magazine is not high-end established fashion but independent and emerging fashion. Catch: they have to be SF/Bay Area based.

(Photo by Todd Lappin)

Headhunters are paid a commission to find and lure experienced people into jobs they will probably do well at. Typically the contract is about 20 percent of a year of your new-job salary. But there's a penalty if you take the job, then leave before so many months. Their job is to identify someone better than what's in the stack of resumes, and sell that person on the job during the employer's screening and interview process.

Culturally, headhunters are sales people, polar opposites to the techies they recruit. They'll feed your skills and qualifications into a process that's as opaque to you as XML is to them. But here's the surprise: It works. There are lamebrain headhunters, just as there are PHP-whackers who call themselves gurus. As a jobhunter, do unto recruiters as they do unto you:

• DO qualify your leads. Ask recruiters for references from people they've placed. Find out if those people feel they're in the right job at the right pay.
• DON'T grill a headhunter on tech. The nitty-gritty details are for you and the employer to discuss, once you've been flagged as a possible fit.
• DO say no to jobs that are obviously beneath you. The headhunter may be desperate to fill slots, or just plain clueless about your experience.

A good headhunter will sell you up, not down. She'll make you fume by suggesting jobs that are beyond your resume — but that you can get. She'll land you a salary you didn't have the huevos to ask for. Why are you unable to do this yourself? Because you've been trained not to overestimate capacity. Good headhunters are relationship-savvy, not tech-savvy. They've got their own algorithms for matching employers with employees. Work it with a headhunter who'll place you as a star hire, not just another C# coder. It'll be worth the migraine.

Facebook will not make you rich.
On a job board for University candidates, Facebook says its hiring engineers, product managers and customer service reps. That means unless you're an engineer or you've started your own business during school, Facebook probably plans to hire you into customer service. Its where the company needs bodies as it staffs its ad sales operations and grows its user base. It's also the area Facebook COO and former Googler Sheryl Sandberg knows best. Working Facebook customer service will not make you rich. The job only pays $18.75 per hour.

You are not going to change the world.
At some point during the interview process, Velencia and Facebook HR will expect you to say that one reason you want to work for the company is that like Mark Zuckerberg, you want to change the world by connecting people. It's fine to say this in order to get the job. Just don't believe it. If you want to change the world go work for Teach for America.

You will not be technically challenged. Code will not iterate quickly.
I interviewed then Facebook CTO Adam D'Angelo in 2006 and I asked him what he liked most about working there. He said he loved how fast the company moved, pushing new code and making changes to the site. D'Angelo is gone from Facebook now and soon, so will that ethos. The site redesign that's users are just now moving to in September? It was supposed to launch in April.

Minion work at Facebook will be like minion work at Google — awful. Though it could turn you into a champion political in-fighter, which is a crucial talent for a career in tech.
Facebook COO Sheryl Sandberg built Google's customer service operation. She will try to replicate it Facebook. Here is how one Google employee described her division:

I'm surprised that you guys don't shed more light on this, but AdWorders only make $45,000 base plus meager bonuses that are only a few hundred per quarter. It's the worst department because everyone hates their job "Hello, this is AdWords, how may I help you?" The dreaded phone shift, chat shifts, answering emails is the core job. They don't tell you that when recruiting and hiring kids from elite universities.

Managers that started as entry level and 'made it' to manager level are extremely paranoid and neurotic because they only have measly community college bachelor degrees and feel threatened (and rightfully so) by the new hire managers that are straight out of Harvard, Northwestern, INSEAD & Stanford MBA Programs. Yet they can't get the boot because they're well-connected and the people who suffer from their poor management are lower on the totem pole and could never risk the backlash that would undoubtedly result.

I know of one manager who everyone hated, yet nothing ever happened to her. Instead, her direct reports just prayed that they'd get to switch managers within the quarter. Her name is Tracy-Lee Blumberg. I know of at least 6 different employees who cried every single day that she was their manager. THREE were male. And other bad managers include Heather Huffman and Stacy Brown-Philpot.

It really is a crazy system because everyone is cut throat and if you happen to land a good project or get an opportunity (to work on a coveted project or work from a remote international office) people really try to bring you down.

The top areas of concern found on social networking sites include:

• Information about alcohol or drug use (41% of managers said this was a top concern)
• Inappropriate photos or information posted on a candidate's page (40%)
• Poor communication skills (29%)
• Badmouthing of former employers or fellow employees (28%)
• Inaccurate qualifications (27%)
• Unprofessional screen names (22%)
• Notes showing links to criminal behavior (21%)
• Confidential information about past employers (19%)

Microsoft called the store "Skymarket" in the now-removed job posting, an unfortunate name which reminds us of 2004 flop Sky Captain and the World of Tomorrow), and said the store will open sometime in 2009. There were few more details, mostly because it would be the new hire's responsibility to define "the product offering, pricing, business model and policies that will make the Windows Mobile marketplace 'the place to be' for developers wishing to distribute and monetize their Windows Mobile applications."

I truly love working at Yahoo!, and believe that my position here offers the best avenue to further my career. I was not laid off. I have no plans to leave. I am not worried about mergers or buyouts. I know that some executive just quit, and clearly, I don't care even a little.

Yes, yes, you've recently gotten a million gillion dollars in venture capital, and you were founded by 2 brain surgeon rocket scientist Stanford PhD grads who invented a perpetual motion machine, blah blah blah.

I have actually heard it already, that line of yours. Probably very recently. So don't bother.

Please don't "reach out to me directly" unless you can actually afford me; it is demeaning and absurd to think that the sound of your voice would somehow change my opinion on this matter.

While googling for more info on Schlueter, who worked on the Digg-like Yahoo Buzz, I found him complaining in a thread at TechCrunch: "What is with the commenters here? Maybe they’d be happier reading Valleywag, since they clearly care more about bashing than about credible info." Oh come on, Isaac, it takes one to know one. You just keep running your mouth like that, and we'll be your best friends. In fact we'll be your only friends.

On the one hand, a childhood pal — Russell's mom was reportedly best friends with Levy's mom — can do far worse than guiding one to tens of millions of dollars in wealth. And Pilot Group did more than passively watch its investment grow. From what we hear, Pittman's salesmanship was key to growing Daily Candy's advertising base. Such involvement would be in keeping with Pilot Group's focus on taking a "control position" in its investments. After the investment firm acquired Daily Candy, the newsletter's subscriber count grew tenfold to 2.5 million.

But not everyone buys that version of events. Said the tipster, an AOL veteran who followed Daily Candy closely:

For Pittman to brag that subscribers have increased since he made

the investment is just private equity puffery and delusion. That

would be like my grandmother taking credit for the business success of

the stocks she owns.

Perhaps Russell's help was not so selfless. As our source notes, Russell's advice on the deal would have been "highly conflicted," Russell having worked for Pittman for several months before the Daily Candy investment closed in late 2003.

His line to other potential portfolio

companies and strategic partners is that through his friendship with

Dany, HE was responsible for the early success of Daily Candy as a

startup, so he didn't feel compunction about duping the original

shareholders... Whatever the case, Pittman was not a genius to have his

junior guy abuse a family friendship in a predatory deal.

Let this be a lesson to startup founders who are not yet sufficiently cautions about venture capital investment, or who spend too much time worrying about whether their fameball girlfriends really truly love them for the right reasons: If you're not careful, you might have to settle for a paltry $25 mil when the big payday comes. After taxes, you'll barely be able to afford a decent loft!

I don't see how working for Facebook can be all that attractive. They won't pay you a high salary cause they're so VC heavy. The stock-option prices are so out of whack no one can liquidate. And Zuckerookie has pissed off just about every possible suitor, so a buyout seems not too likely in the near future.

Might as well take a flyer somewhere else, or go work for Google. At least you can sell your stock options there.

Instead, Parr links to analyst Jeremy Owyang's compilation of people with social media job titles at "Fortune 5000" (sic) companies. There's no such thing as the "Fortune 5000," but other than that, Owyang's list is real enough. And yet he has only identified 129 jobs among America's largest corporations. That's hardly a new career category — any company that size has many more people writing the product manuals no one reads.

On increasing reach and traffic, Parr says:

Social media allows people to spread their message to hundreds, if not thousands, of friends, followers, and strangers. Some companies can only dream of that kind of reach, while others pay millions in advertising for the same effect.

Companies pay millions for what? For TV ads, and for a reason: TV reaches not hundreds, not thousands, but millions of people. That's orders of magnitude more reach than Twitter, with proven results. The conclusion that mass media advertising is dead and the kids only trust teh tweets now doesn't come from market research. It comes from social media consultants looking for new clients.

Twitter allows a company to respond to customer complaints quickly (I’ve had personal experience with Comcast’s Twitter account).

That's called Twitter Appeasement. Parr has been glad-handed by a customer service rep in Philadelphia cherrypicking menial problems to address. Southwest Airlines does this, too. Comcast has realized that by fawning over a few select users, they can claim to be turning around their bad reputation for customer service. Three of the country's most-read newspapers — USA Today, The New York Times, and The Washington Post — have picked up the tale.

But what fraction of the company's support load do you think Comcast's lone tweeter represents? He sends about 50 "Can I help?" messages a day, and talks to an average of ten of the company's customers. All too often, he ends up routing Twitter users into Comcast's support email, which they should've used in the first place. As customer service, this is terribly inefficient. As cheap PR, it's awesome.

Parr also claims social media jobs increase corporate revenue — again without any stats to back it up. Which new hire do you think would bring in more money: Another salesman or another FriendFeed guy?

Here's a more realistic conclusion: Social media technologies are new IT tools for the same old roles. Parr and his fans desperately want to believe Corporate America will soon create entire new divisions of social media jobs just for them. They'll be their own special-forces arm of the company, with a Chief Social Media Officer reporting directly to the CEO. Any day now!

Yes, big corporations will adopt social media to stay in touch with customers. But they'll do it by giving social media tools to existing parts of the organization: Customer support. Marketing. Public relations. And contrary to Parr's thin-air claims, I'm guessing that in a downturn, the guy who spends all day on Twitter will be first to go.

Bob Pittman's claims to have founded MTV were overstated, but he was closely associated with the cable music channel's gigantic success in the 1980s. It was said of his wife Sandy, who later attempted to conquer Everest, that she gave a new meaning to the term "social climber." And Pittman himself was equally ambitious on the Manhattan circuit, though he scaled the social and business heights with a good deal of charm and grace.

The one-eyed mogul, now 54 years old, came tumbling down after he took over management of revenue-inflating AOL during the bubble. The online access service cashed in on the funds being invested in late 1990s dotcoms, much of which was spent on advertising partnerships which gave the startup brands a place on AOL pages.

The Dulles-based online service was never going to survive unscathed a downturn and the erosion of the dial-up market, and Pittman's reputation would have suffered anyway. But the infamous 2000 merger between AOL and media giant Time Warner ensured he would not merely be despised by investors who bought into AOL at its revenue-inflated peak; he personified to Time Warner veterans the arrogance and empty rhetoric of the AOL upstarts. Pittman managed to sell $94m in stock in the aftermath of the merger, but the dilution of Time Warner shareholders ensured the hatred of a large part of Manhattan's media establishment.

Pittman's contribution to Daily Candy has been more constructive. His salesmanship transformed Dany Levy's cute little newsletter into a marketing machine for fashion and retail brands. Pittman's reputation as a canny internet investor is made by this transaction, by some measure the best return of his fund. To be sure, the web may eclipse email as the preferred online medium for advertisers, and Comcast may have bought a property that's past its peak. But the cable company's bosses are in Philadelphia, a city that Pittman can easily avoid. In terms of Manhattan media, the former wonderboy is back.

COMPANY SonyBMG Music Entertainment
www.sonybmg.com
POSITION Executive Vice President, Global Digital Business
LOCATION New York, New York

COMPANY BACKGROUND
SonyBMG Music Entertainment is a global recorded music joint venture with a roster of current artists that includes a broad array of both local artists and international superstars, as well as vast catalog that comprises some of the most important recordings in history. The company is 50 percent owned by Bertelsmann A.G. and 50 percent owned by Sony Corporation of America. SonyBMG Music Entertainment continues to aggressively move its business from the traditional sale of product through traditional retail channels of distribution to new and evolving digital platforms.

REPORTING RELATIONSHIPS
The Executive Vice President, Global Digital Business will report to the President, Global Digital Business and US Sales.

RESPONSIBILITIES
The Executive Vice President, Global Digital Business will be responsible for the US business development team. He/She will oversee global deal terms (in coordination with Business and Legal Affairs); industry-wide projects, such as Total Music (a joint venture with another major record company), and build the company’s investments in independent companies, such as SonyBMG’s Music’s stake in DADA, MOG and others.
Specific duties and responsibilities will include the following:

• Identify opportunities, structure, negotiate and close deals;
• Develop and coordinate SONY BMG’s business model across multiple existing and new product and licensing opportunities around the world – formulate strategies about how alternative exploitation models and product windows affect each other; drive product/ business model innovation;
• Develop specific business opportunities/partnerships which can be implemented in the near term; creatively help existing partnerships evolve through the challenges and changes in product and usage right configurations;
• Submit sound and achievable budget projections and recommendations; ensure that the Company is managed with strong financial accountability and integrity;
• Create and manage deals that are going to make an impact on a global basis;
• Monitor and evaluate digital business operations outside the US on a consistent basis to ensure plans and objectives are met, expected results are achieved and digital deal guidelines and policies are observed;
• Prepare and distribute information up, down and across the organization to ensure effective communications and information flow and to enable informed decision-making;
• Recruit and train an exceptional team in accordance with the budget and strategy;
• Bring significant experience in developing and understanding businesses and will have a strong grasp of the overall internet and mobile landscape.

PROFESSIONAL QUALIFICATIONS
Prospective candidates will be seasoned “business development” oriented executive who does not necessarily come from the music business, but could. He/She will more likely be an executive from the more broad-based entertainment and media field, but with an appreciation for the unique characteristics of the music industry. The successful candidate should be a strong negotiator with an acute sense of strategy and strong business acumen. He/she should be a strong “closer” in terms of getting deals done and take a pragmatic approach of what can be done.
Specifically candidates will have the following:

• Outstanding negotiation skills;
• Ability to develop and continually refine a vision and to identify strategies, tactics, and the resources required to achieve that vision;
• Strong leadership and management skills which include a hands-on style and the ability to build alliances;
• Solid experience in business and relationship development on a global basis; the ability to forge new relationships in the broad-based entertainment and media sector;
• Strong verbal and written communication skills with the ability to enhance the organization’s culture;
• Highly capable of independently handling complex negotiation situations. Strong “closer” in terms of getting deals done and take a pragmatic approach of what can be done.
• Demonstrated “change management” experience.

PERSONAL CHARACTERISTICS AND COMPETENCIES
Prospective candidates will be passionate, business development oriented executives who can articulate both the vision and market position in a clear and compelling way. Strong leadership characteristics are a must. He/She needs to be able to quickly grasp financial models and capable of rapidly and thoughtfully drawing conclusions about the viability of different alternative business models. With excellent judgment of people and the strategic opportunities, the candidate will have built and crafted an organization to achieve significant revenue goals while focusing on the efficient and effective operation of the business. The ideal candidate must be a focused, proactive and collaborative leader, who can refine and extend the Company’s vision.

• Be a strong contributor to the overall strategy in further developing the music business model.
• Be mindful of the longer implications of changing the company’s business models but also strongly focused on optimizing the short term.
• Have a keen eye to find money on opportunities at hand.
• Be an intelligent, decisive, quick, forward-thinking, strategic and tactical executive; bring exceptional business acumen, common sense, wisdom and insight;
• Have the proven ability to work across an organization at all levels with technical, creative and executive team members; have excellent diplomatic and political skills to build collaborative working relationships across a wide array of constituents.
• Have strong interpersonal skills, good judge of character and great at building lasting and productive relationships.
• Be a strong motivator for the business development team and have a high energy level to drive things forward.
• Be realistic and not over-promise, yet drive, communicate and believe in a bigger vision.
  Most importantly, the successful candidate will have an unquestioned level of personal and professional integrity, as well as an intuitive understanding of and unbridled enthusiasm for the challenges and rewards arising from this unique opportunity.

EDUCATION
Prospective candidates will have an undergraduate degree. An MBA is highly desirable but not required. Experience in the professional culture of a major consulting firm or investment bank would be a plus though again is not required.

COMPENSATION
Compensation will be competitive and commensurate with experience. A customized package, including base salary and incentive bonus will be developed to attract the finalist candidate.

(Photo by pgoyette)

Looking for FreshGrads Only in Oracle's EBS Integrations Group

Hello Everyone,

We have multiple openings for our newly formed EBS Integrations group at Oracle but we have a restriction to hire only fresh graduates from outside. So if you know someone who has just graduated and willing to join Oracle, please send me a copy of their resume.

Here is the job desc:
—————————-

Group: EBS Integration Development Team

Description:

Newly formed EBS Integration Group is currently looking for bright and talented people to deliver EBS solutions for various Process Integration Packs (PIPs). As a member of our staff you will be playing a vital role in designing, implementing and supporting the integration packs for Business processes defined by AIA team. If you are looking for an opportunity to enhance your skills and work on latest cutting edge technologies like WebServices, BPEL Process manager, Enterprise Service Bus (ESB) , XML and XSL then we will provide you that opportunity.

Candidate should be a self-starter, smart thinker and able to find information from vast Oracle information resources.

We currently have multiple openings in HQ and IDC.

* Design, Develop and support EBS integrations (ERP and CRM) with various products like Seibel, Psft, Glog, Retek, and Portal etc.

* Ability to quickly learn and contribute, solve complex problems and meet aggressive time deadlines.

* Ability to quickly grasp other products as position requires working in multiple product areas of EBS like Financials, Supply Chain and Manufacturing, CRM etc

* Willing to interact with AIA group, Product Strategy and Product management as position involves working with various cross- functional global teams in US and India.

* Understanding of SOA concepts is a plus.

* Understanding of (all or some) BPEL PM, ESB, Web Services, Java, Jdeveloper, pl/sql and XML is a plus.

* Understanding of EBS Financials, Customers, Supply Chain, Products, ALM, Order Management and CRM is a plus.