close this bookVolume 1: No. 10
View the documentQuery -- Communique replacement policy
View the documentNews -- Jonathan J. King
View the documentOpportunities -- Xerox KBSCC; GTE; IU/NN jobs; headhunters
View the documentNews -- DARPA and NSF changes
View the documentNews -- Pope OK's profit
View the documentNews -- MBA
View the documentNews -- research vs. teaching vs. corporate careers
View the documentDiscussion -- workstyles
View the documentDiscussion -- Bootstrap Institute; groupware
View the documentQuery -- Asian research labs

Xerox's Knowledge Based Systems Competency Center in Rochester, NY, is seeking people experienced in applying KBS to real-world problems. Contact Mark Maletz, (716) 422-8032. [AI Magazine, Summer '91.]

GTE Labs (Waltham, MA) is advertising for a speech-recognition researcher. [IEEE Spectrum, 6/91.]

A San Diego company is advertising for a Staff Scientist Ph.D. in EE with in-depth knowledge of low-level image processing, motion estimation, brain theory, neural networks (esp. optical implementations), geometrical modeling, wavelet theory, pattern recognition, statistical inference, and software engineering. (Whew!) The work is to design and analyze traditional and neural- network image processing algorithms, analyze the efficiency of implementation on a NN ViP chip, and develop an unsupervised automatic target algorithm for multispectral/multitemporal infrared image data. Listed salary is $1057/week. Send resume to Job @ CR4158, P.O. Box 9560, Sacramento, CA 95823-0560 by June 30. [IEEE Grid, 6/91.]

A similar job in Torrence, CA, with stronger electro-optical emphasis (as well as C and LISP) is listed in IEEE Spectrum, 6/91. Job #MD21153, P.O. Box 9560, Sacramento, CA 95823-0560 by 7/1/91.

Listed salaries are meaningless if you can convince them that they'll make money by hiring you. It's best to leave salary open for later negotiation, no matter what they say. Even sending a resume is chancy -- it just gives the headhunter an easy way to screen you out. ("What, no expertise in brain theory? Too bad, she would have been great.") Try to find out something about the position, then tailor your resume to fit.

Suppose you know the local companies, and could probably hit the hiring authority directly by mail or through your own contacts. Should you do it? Probably not. The boss has hired a search firm on retainer, and has to pay them no matter who is hired. Your direct contact would be forwarded to the recruiter for evaluation. The recruiter, though, wants to prove that hiring him was a wise move (and should be repeated for the next job search). He is likely to find fault with you and recommend several of his own contacts more highly. He may also stall until you've found another job, or sabotage you in some other way. So go to the headhunter first and get him to champion you; only if that fails should you go after the job directly.

A contingency-based recruiter is best avoided, though. He doesn't have an exclusive listing, and profits only if he gets your resume in to Personnel before anyone else does -- so he'll send it to as many companies as he can think of (unless you forbid it). Each such contact adds a substantial fee (e.g., 35% of salary for an executive-level position) to your cost, and that claim lasts for six months. Such recruiters can be useful if you're new to an area or industry, or if you've exhausted all avenues of direct contact. Entry-level people also find them useful, as the cost penalty is small. Otherwise, it's better to conduct your own mail or networking campaign.

If a recruiter calls you with a specific opening, find out whether it's an exclusive listing. If it's not, you can tell him that you'd rather represent yourself -- even if he's told you enough that you can identify the employer. If it's a job that you wouldn't have found on your own, though, the recruiter has earned his fee.

Several recruiters have recently asked me to update my resume, so it may be that they have some Ph.D.-level software jobs opening up. One is Randy B. Enzian, Epoch Software Systems, Inc., 3080 Olcott Street, Suite 208A, Santa Clara, CA 95054-3209; (408) 492- 1178. He says he's looking for imaging and signal-processing people for defense projects. Another headhunter is Marc Williams, who has recently joined Optimum Executive Search, 488 Waller Street, San Francisco, CA 94117; (415) 863-1014, (415) 626-2568 Fax. Then there's Roger L. Laton, President of Digital Software Corporation, 275 Saratoga Avenue, Suite 260, Santa Clara, CA 95050; (408) 985-0606.

Opportunities -- IJCNN deadline extended; speakers sought at Brown:

The deadline for submission of full papers to IJCNN'91 in Singapore has been extended to June 30. [J.N. Hwang (hwang @pierce.ee.washington.edu), Connectionists.]

Bob Weiner (rsw@cs.brown.edu) is looking for speakers for his Future Generation Information Technologies Symposium during the latter part of this year. Topics of interest are hypermedia, visualization, information services, delivery technologies, development environments, intelligent access support (agents, expert systems, neural nets), distributed information systems, and information personalization. [IRList.]