RJMetrics is Hiring a Growth Hacker

We’re hiring someone to help us capture the tremendous opportunity in front of us. This person will play a pivotal role in defining and executing on our growth strategy. We are moving very quickly with this position, so please apply before the end of the day on Friday December 14th if you are interested.

A significant part of this job will be analyzing different marketing channels and strategies to determine best fit and ROI. Day to day responsibilities will include content marketing, quantitative data analysis, paid advertising, funnel optimization, and partner management.

We want this person to be comfortable contributing on all aspects of marketing-related projects and able to work autonomously.

Read the full job description and apply here.

Getting Startup Jobs, If You Aren’t a Programmer

Roughly one year ago, in April of 2011, I quit a promising job at a Fortune 100 company to find work at a startup. I had wanted to work on break-through technologies and be part of a starting team, but I lacked the programming skills that are necessary in most cases.. Over the next nine months I made various attempts to get a job at a company that would not only give me an income, but also give me opportunities to grow and impact the world. Many of my job searching techniques did not work, but I’ve compiled a list that helped me land an awesome position here at RJMetrics.

Learn to Program

One of the first things I did was to start boning up on programming for the web. I went through most chapters of Learn Python the Hard Way, skimmed The Bastard Book of Ruby and did every one of those interactive tutorials. It doesn’t matter what language or framework you choose. Learning anything is better than knowing nothing at all. If you mention that you went through Rails for Zombies, the interviewer is jotting down that you understand some basic knowledge of what is going on behind the scenes.

Don’t apply, ask for an introduction first

While you are thinking and working towards joining a company, you should also be cultivating meaningful relationships in your local startup scene. Go to meetups, hackathons and StartupWeekends. Heck, host a Startup Job Fair in your town. In the startup world it isn’t who you know, it is who knows you. This is a small world, and it only gets smaller when you make friends. When you see a job listing on craigslist for a startup position, send a text to the most well known guy in local startups to see if he would be ok with introducing you to the CEO. I did this once and had a job offer from a company 24 hours later.

Jump through hoops

We’ve highlighted our data-driven hiring process in the past. As someone who went through that process, I will tell you that there are tests and tasks to complete before you are even considered. It would be easy to ignore or half-heart them. We count on applicants to do that, and weed them out. We use Resumator.com to help organize our applicants. Resumator has a cool feature that has applicants enter a blurb about what makes them unique in 150 characters or less. Many applicants leave that field blank, or input “n/a”, instantly removing them from the candidate pool. I’ve included my 150 submission. Bob also let me know recently that the misspelling slipped past him. Yikes!

I take the initiative. I went on a Punch-Drunk-Love-pudding-like trip, compaired movies to hundreds of listeners, and had 3 kids in under 17 months.

Communicate well

At most small state startups, if you are not coding, you are most likely in a client facing position. This means a lot of emails, marketing copy and sometimes phone calls. Founders are looking for someone that can bridge the gap between the code and the marketing copy. The ability to communicate has to be evident throughout your candidate process. In your resume, emails, and interviews be diligent to be clear and make sense. Learn the art of active listening. Spellcheck everything. Be confident and honest. I wrote out a script for a voicemail I was going to leave for a founder. Then I practiced it, twice. You have to assume the level of scrutiny is high, because it is.

Be passionate and picky

When you are reaching out to your network and getting callbacks from startups, be clear about what you are passionate about. This starts with knowing what you love to do and not lying to yourself; it’s something that may take you years to discover, but start today. If you aren’t using twitter and think it is a fad, your network shouldn’t refer you to a social media company using twitter’s api.

I had a call with a sales and marketing company, and after the CEO explained what their market was, and what my role would be I told them I didn’t think we would be a fit. If I had continued the conversation and had the interview, I probably wouldn’t have gotten the job anyway. My lack of enthusiasm would have become apparent to the CEO, and if he had any smarts, he wouldn’t hire me. In contrast, when you interview at a company that is doing interesting things and facing complex issues that you can solve, the interviewer will make note of that as well. Being enthusiastic about things you like is a good thing.

My colleague Xiao used a tactic that exudes passion. When you come for the interview, bring a document that details all of the areas in the company that you could improve and how you would do it. I’ve since seen a video on this called “the briefcase technique” which is a great explanation of the presentation of this.

I wish you the best in your job search. Oh, by the way, RJMetrics is hiring!

Data Driven Hiring: Hiring an Assistant

As a start-up focused on capital efficiency, the idea of an assistant always seemed frivolous. After all, what self-respecting entrepreneurs can’t answer their own phones?

As we recently learned, that strategy is all well and good until the phones really start ringing. Or your staff grows large enough that you have to choose between keeping the kitchen stocked or doing code reviews. For us, it was finally time to hire some help– two weeks ago we posted a job opening for an Administrative Assistant.

As everyone knows, the job market is not great right now. The day we posted the Administrative Assistant job, we got close to 100 applicants. The number grew to 200 by the end of that week.

With our time more precious than ever and (obviously) no administrative support to manage the process, we were at risk of burning far too much time choosing an applicant. But that’s not our style. We hired the most outstanding candidate with under 8 hours of total work. Here’s how.

From 200 to 100: WMYU?

At the beginning of every job application, we make a simple request: “In 150 characters or less, tell us what makes you unique.” We got this idea from The Resumator, which is the awesome system we use to track applicants. The “WMYU” question is a great opportunity for the applicant to showcase their personality. It also turned out to be a great way to rapidly filter out unqualified candidates.

Don’t get the wrong idea — no one was rejected based on what they said. It was how they said it that caught our eye. As it turned out, half of our applicants could not provide a single-sentence answer without also including a grammar, spelling, or punctuation mistake. For a job where the top requirement was “excellent written communication skills,” this kind of mistake was a deal-breaker. (Note: we happily allowed Twitter-like abbreviations and other understandable/creative quirks.)

Some of the more ridiculous responses are shared below to give you a sense of what we were dealing with…

The triple threat: spelling mistake, capitalization mistake, incomplete sentence.


Furthermore, if you paste into a 150-character box it will cut off your answer.


Computer illiteracy wasn’t one of the job requirements.


Multiple people did this. If uniqueness is not applicable to you, you’re going to be looking for a job for a while.

From 100 to 50: Cover Letters

All applicants were required to submit a cover letter as part of their application. These letters gave us a good sense of the long-form writing skills possessed by the remaining applicants. Again, writing letters and e-mails is a major piece of this job, so any glaring mistakes were grounds for elimination.

Here again, it was much more about the quality of the writing than the actual content of the message.

From 50 to 25: Resumes

At this point, the experience and other qualifications of the applicant started coming into play. This is where we stopped looking for reasons to reject and started looking for good applicants to move forward. Ambition, education, experience, and an interest in technology made 25 applicants stand out from the rest.

From 25 to 12: Project Completion

At this point, every single applicant was perfect on paper: outstanding qualifications, impeccable writing skills, and a genuine interest in the job. So, now what? Interviewing all 25 of them would have been overwhelming. We needed to get creative.

So, we decided to test who was really willing to go the extra mile. I sent a bulk bcc e-mail to the 25 remaining applicants.

The e-mail began with key information about the job: salary, benefits, working hours, vacation policy, etc.

Next, it asked them to complete a special project as soon as possible. Applicants were asked to reply to the e-mail and attach a ZIP file that contained two PDFs: a writing sample and a set of e-mail templates that we could use in response to specific situations. These situations ranged from simple (scheduling a call) to more complex (dealing with a dissatisfied customer).

My e-mail ended with this paragraph: “Once you have replied to this e-mail with the ZIP file attached, please call my cell phone and leave me a short voicemail to let me know that the e-mail has been sent and explaining why you feel RJMetrics is a good fit for you. I have intentionally not included my cell phone number here. Someone as resourceful as you should be able to track it down easily (hint: it starts with 856).”

This e-mail accomplished many things at once:

  • It ensured that any applicant choosing to move forward was comfortable with the exact compensation and expectations of the job. This would save us from negotiations, confusion, or other time-consuming hiring issues later.
  • It served as a further test of the applicant’s writing skills.
  • It tested the basic technical competency of the applicant (creating PDFs, creating ZIP files).
  • It provided us with a voice recording of each applicant to test their verbal communication skills.
  • It assessed their willingness to be creative and conduct online research to track down information (in case you’re wondering how hard that was, googling “robert moore rjmetrics 856” reveals my phone number in about a dozen places).

Only about half of the applicants completed the project.

From 12 to 6: Project Results

The results of the project were extremely telling. We could immediately identify the applicants who knew how to follow instructions, had good insights and written tact, and were excited about this specific job for reasons that made them likely to thrive here.

Half of the responses stood out as both flawless and indicative of a good fit.

From 6 to 2: Phone Interviews

At this point, conducting 30-minute phone interviews was a practical thing to do. We spoke to each of the remaining applicants about their specific experience, their interest in our company and the space in which we operate, and their interest in the job.

To be honest, all of these applicants were outstandingly qualified and any one of them would have done a great job. At this point, it was about their ability to contribute to our specific company’s unique needs and their likelihood to come in every day and enjoy the work they were doing and the people they were doing it with.

Jake and I each spoke with 3 applicants and selected one each to make it to the next round.

From 2 to 1: In-Person Interviews

We brought the two top applicants into our office to meet us face-to-face. They were obviously both exceptionally well qualified, which left us with a very difficult decision to make. After some thoughtful analysis, we made our final decision and our applicant accepted the offer on the spot.

Conclusion

For anyone out there applying for a job in this environment, please keep in mind that every little detail of your application may be scrutinized, and employers may be on the lookout for reasons to reject you before they start looking for reasons to hire you.

For those out there looking to make a hire in this environment, you are in the fortunate position of having many options. Don’t get intimidated by them– if you employ a disciplined approach to narrowing the field, you will end up feeling good about having made the right hire.

We’re Hiring a UI and UX Engineer

RJMetrics is looking for an exceptional user interface and user experience engineer to join our growing team apply here.

If you come in for an interview, we’ll give you a free iPad or $500 cash (your choice). This is not for the person who referred you and it’s not contingent on you getting a job offer. It’s our gift to you for considering a career at RJMetrics. Prior to an in-person interview, you’ll speak with a member or two from our team to make sure we’d be good fits for each other.

RJMetrics is a fast-growing database analytics and business intelligence software company. Our product helps e-commerce, social media, and software as a service companies understand their users and businesses through data analysis and visualization.

You will be THE expert on UI and UX at our company. You know great design when you see it, and you can explain why it’s great, even if you didn’t create it. You will help us establish and implement a consistent aesthetic throughout our product that users will find both appealing and easy to use. You will juggle multiple projects and provide design insight to different members of our engineering and marketing teams. In addition to wire-framing and Photoshopping, you will consistently contribute production PHP, HTML, and JavaScript (jQuery + Backbone.js) code to our codebase.

You will recognize weaknesses in our organization and won’t hesitate to tell us what we are doing wrong and why. You will occasionally pitch in with whatever needs to get done (blog posts, testing, cabinetmaking, etc.). Finally, you will help us hire more people just like you as our company continues to grow.

In return, you will get to enjoy the perks of working at a fast-growing technology startup. You will get to build your own working environment with whatever hardware, software and furniture you need to be most effective. You will be given a stake in the company’s success through stock options, along with a competitive salary. You will get medical, dental, and vision insurance, all paid for by the company. If you’re here late, we’ll even throw in dinner. Most importantly, you will help define the future of a promising company.

Requirements

  • Experience with or ability to learn object-oriented programming and SQL databases
  • B.S. degree in Computer Science or a related field
  • Must have built or contributed to something awesome that we can try out

This is a full time position located on site. We are located in the heart of Center City Philadelphia. We also occasionally speak at conferences, guest post on TechCrunch, get on the front page of Digg, and rap about business intelligence (seriously, search for RJMetrics on YouTube).

We’re Hiring A Business Development Analyst / Renaissance (Wo)Man

We are looking to add another amazing person to our team. The description is below, and you can apply here.

If you come in for an interview, we will give you a free iPad or $500 cash (your choice). This is not for the person who referred you and it’s not contingent on you getting a job offer. It’s our gift to you for considering a career at RJMetrics. Prior to an in-person interview, you’ll speak with a member or two from our team to make sure we’d be good fits for each other.

RJMetrics is a fast-growing, innovative database analytics and business intelligence software company. We sell our hosted software to startups and growth-stage e-commerce, social media, and software as a service businesses. We blow our customers away with powerful analytics, ease of use, and exceptional customer service. RJMetrics was launched in early 2009, reached profitability in just six months, and has grown revenue at over 1000% per year. We are located in the heart of Center City Philadelphia. We also occasionally speak at conferences, guest post on TechCrunch, get on the front page of Digg, and rap about business intelligence.

We are looking to hire the first full-time member of our team who is not a programmer or one of our founders. You are going to do anything and everything it takes to make sure our company continues to grow and succeed.

Focus areas
You will play a large role in defining what you do on a day-to-day basis. We will give you clear goals as to things we want to improve and the end results we want to achieve. You will devise the best strategies to achieve these goals, and you will work with feedback and collaboration from the rest of the team whenever appropriate. The areas in which you will be spending time include new customer implementation, support, marketing, sales, product management, recruitment, and operations. This list will evolve with your input and the changing priorities of our business.

If you had been working for us last month, you would have worked on some of the following projects:
Helping new customers get up and running on our software
Talking with existing customers to make sure they are getting as much value out of our software as possible
Talking with prospective customers and helping them understand how they would benefit from our software
Gathering and consolidating feedback from customers
Making recommendations and mockups for improvements to our user interface
Evaluating tools to automate our marketing efforts
Attend recruiting events
Interview prospective new employees
Contribute to bi-monthly sprint meetings where we determine the next steps to improve our product
Design and produce marketing collateral
Choose keywords for which we want to rank highly in Google
Create documentation and tutorials on best practices among our clients
Create content for our website
Reach out to members of the press to get coverage for RJMetrics
Write blog posts

Requirements
Because this position is going to evolve over time, we are prioritizing character, interests, and abilities over specific experience. The requirements are:
Excellent written and spoken communication skills
Deep interest in technology and startups
Track record of learning new skills and putting them to use immediately
Ability to be effective in an unstructured environment
Sense of ownership and pride in your performance and that of the company

Nice to haves
Experience programming
Experience with SQL
Experience with data analysis
Experience with design
Experience with startups
Experience in the technology industry
Experience in online marketing
Experience in sales
Ability to pepper your conversations with allusions to movies and TV shows

What you will get
You will get a competitive compensation package that includes salary and stock options. You will get medical, dental, and vision insurance, all paid for by the company. You will get whatever tools, equipment, and training that will make you most effective. You will interact with the founders of the company on a daily basis. You will get experience crucial to starting your own company in the future. You will help to define the future of a fast growing, exciting company.

This is a full time position located on site.

Apply here

Free iPad For Interviewing With RJMetrics

A quick update on our job posting. We’re giving everyone who comes in for an interview a free iPad or $500. This is not for referring someone to us and it’s not contingent on getting a job offer. It’s our gift for considering a career at RJMetrics.

To make sure there is a high level fit, applicants will speak with a member or two from our team before coming in.

Apply now!

We’re Hiring

RJMetrics is looking for an exceptional developer to join our growing team. Apply here

RJMetrics is a fast-growing, innovative database analytics and business intelligence software company. We sell our hosted software to startups and growth-stage e-commerce, social media, and software as a service businesses. We blow our customers away with powerful analytics, ease of use, and exceptional customer service. RJMetrics was launched in early 2009, reached profitability in just six months, and has grown revenue at over 1000% per year. We are located in the heart of Center City Philadelphia. We also occasionally speak at conferences, guest post on TechCrunch, get on the front page of Digg, and rap about business intelligence.

We are a small team tackling big problems. We want to scale hardware more efficiently. We want to develop better distributed data processing algorithms. We want to build the optimal UI for data visualization. We are looking for individuals who will come in and own the areas of our business that are most interesting to them. While we currently work with tools like PHP, Java, jQuery, MySQL, and Hadoop, we are looking for candidates who can identify the best tools for a given job and quickly adapt.

On day one, you will contribute production code. On day two, you will work closely with the founders to dream up and then lead projects that will delight customers and make our systems rock-solid. You will recognize weaknesses in our organization and won’t hesitate to tell us what we are doing wrong and why. You will occasionally pitch in with whatever needs to get done (blog posts, testing, cabinetmaking, etc.). Finally, you will help us hire more people just like you as our company continues to grow.

In return, you will get to enjoy the perks of working at a fast-growing technology startup. You will get to build your own working environment with whatever hardware, software and furniture you need to be most effective. You will be given a stake in the company’s success through stock options, along with a competitive salary. If you’re here late, we’ll even throw in dinner. Most importantly, you will help define the future of a promising company.

Requirements

  • Experience with object-oriented programming and SQL databases
  • B.S. degree in Computer Science or a related field

This is a full time position located on site.

Apply here

Meet the Intern: Brent Linsky

Hello readers of The Metric System! I’m Brent Linsky, the current intern at RJMetrics. I’m a rising senior at the University of Michigan concentrating in Financial Mathematics/Risk Management and Economics. RJMetrics represents a fusion of my passions for entrepreneurship and data analysis.

Data analysis plays a pivotal role in a company’s decision-making process and is the core value of RJMetrics’ offerings. The design and implementation of a data analytics suite is both impressive and intriguing to me. I’m very excited to expand my understanding of the product’s creation and growth while I’m here.

In the coming months, I’ll be contributing many new blog entries spotlighting RJMetrics features and other topics of interest. Stay tuned for more!

RJMetrics is Hiring: User Experience and Interface Engineer

We are looking for an exceptional User Experience and Interface Engineer

RJMetrics is a fast-growing, innovative database analytics and business intelligence software company. We sell our hosted software to startups and growth-stage e-commerce, social media, and software as a service businesses. We blow our customers away with powerful analytics, ease of use, and exceptional customer service. RJMetrics was launched in early 2009, reached profitability in just six months, and has been growing revenue at over 100% per quarter. We are located 15 minutes outside of Center City Philadelphia in the Rutgers Camden Business Incubator (3 blocks from the PATCO and River Line trains). We also occasionally make rap videos, guest post on TechCrunch, get on the front page of digg, and win awards.

Responsibilities

  • Improve the usability and design of our AJAX-driven BI dashboards
  • Extend the functionality of our Flash-based data visualizations
  • Work closely with the founders (you will be 1st non-founder technical hire)
  • Visual design oversight of all public-facing company collateral (website, advertisements, white papers, etc)
  • Contribute to the development of internal tools, processes, and policies
  • Occasionally pitch in with whatever needs to get done (blog posts, customer integrations, strategic planning, cabinetmaking, etc)

Requirements

  • Significant experience working with Flash (ActionScript 3), Photoshop/Illustrator, HTML, CSS, and JavaScript (JQuery). Experience with PHP and MySQL a plus
  • Must have built or contributed to something awesome that we can try out
  • Experience with user-centric design
  • Interest in ecommerce, social networks, and software as a service businesses (our clients)

Nice to haves

  • Startup Experience
  • Data visualization experience
  • Experience working with APIs
  • Understanding of business metrics/business intelligence
  • Understanding of statistics and database theory (we are total nerds)

What you’ll get

  • Be THE expert on interface and design for our company
  • Contribute to important software that end-users love
  • Make a major impact on an early stage company
  • Competitive salary and stock options

This is a full time position located on site.

Please apply here.