We work on open source software as well - in the Microsoft world. DotNetNuke is actually open source. It's actually good that you're NOT working in the Microsoft world - if you have a client or know someone who IS working in that world and needs some integration help, please feel free to refer them to us.

I'd recommend contacting Anne Marie at Rochester Works for more info about possible follow-on events. This event was held in Oct 2009.

2nd work on your first 90 seconds for the interview. A firm (not crushing handshake), eye contact, learn the recruiters name and repeat your own, and a nice - not too cutesy - introduction of yourself makes a great first impression. Read Dale Carnegie's How to Win Friends and Influence People (http://astore.amazon.com/leedrakesbusi-20/detail/... ). This is more true of career fairs than of interviews. Remember - you're seeing me once - I see over 100 people in the space of a couple hours. If you stand out I'll remember you (for good or bad) during that first 2 minutes. Practice it with a friend or colleague over and over until it's smooth and confident.

John - My answer would be - know the company you are approaching. Take the time to visit their website, examine their culture and their requirements, and - taking a real objective look at yourself - be sure you are a good fit for that. If you are - say so, and be able to explain why. Just because a job isn't posted doesn't mean there isn't a spot for you. If you are a salesperson who examines my product line, figures out a good fit for yourself, and can SHOW ME how you can improve my bottom line - I'll probably at least give you an interview.

Thats awesome. Can you tell us more about your projects or are they all in the "Top secret" category for now?

One of the most egregious examples of this sort of attitude is the traditional "RFP" process - one I rarely participate in any more. RFP's are specifically designed to turn the entire process into a lose-lose scenario. To build a win-win scenario you're probably going to come in more towards a higher price for the service, but better quallity and more flexibility in design and features (since RFPs rarely provide enough specs to really decide on what the end price of the product will be). The entire process though is designed to remove the personal consultative and collaborative process and deliver the least you can get away with for the smallest price - a definite lose-lose proposition. My son took Game Theory and Probability last year in CTY at Skidmore and they looked specifically at the "game" involved with RFPs and concluded they are the least well suited to a good outcome - why then do clients continue to use these poorly performing filters? Are they usually happy with the results delivered?

A poorly designed and not constantly updated employee handbook can be worse than no handbook at all. The laws surrounding HR change almost bi-yearly. You need to be on a contract with your provider to review and update policies as they change. Let's take an example. I have a cell phone policy that indicates that the company will PAY FOR handsfree equipment and REQUIRES that users utilize that equipment whenever traveling in their car and conducting company business. This limits my corporate liability if the employee ignores the directive, and allows me to potentially recoup all or part of the insurance claim if it is shown that the employee willfully ignored this issue. Currently NYS is considering a similar law banning texting or tweeting from automobiles. My employee manual (when this goes into effect) should be updated to indicate this ban is expected procedure within my company. In short - if you're going to make a handbook, expect to get a professional review of the content, and expect an ongoing cost to review and update that content.

I'm not a laywer, or HR professional, but I do serve on two HR boards. The one thing I've learned is that HR can be a legal minefield - and must be negotiated by an extremely experienced professional to avoid serious legal liability. You are better off WITH an employee handbook in place from day 1 that you have any company employees. Why? Because the handbook, if properly designed, can limit your legal liability in the event of downsizing or closing the company - or removing an employee from your team for various reasons, as well as corporate liability.

Thanks for reading the blog - good to know someone out there is paying attention :) In any case I think you are correct.... it is certainly a US culture thing. I've dealt with european entities while working on projects for Xerox Worldwide Customer Service and the differences in culture between various countries certainly made for some interesting integration meetings :)

I'm not saying you should accept every vendor at face value - just that you should be finding vendors that will work positively with you to achieve a common goal - the best product for the least dollars and soonest delivery. If that's not the relationship you establish early in developing your software you will never be happy with the results.

Matt, if they're a local entrepreneur we'd like to profile them here on RochesterStartups.com. Please send them my way!