Linda Burtch's blog

Opportunity Everywhere You Look

2011-12-21T12:35:00.000-08:00

"Everywhere you look, there's an opportunity to collect more data and then apply a statistical or mathematical approach to understanding what's happening," says Chris Kemp, chief executive officer of Nebula.

This quote comes from a recent two-part series on NPR’s Morning Edition about what they call "Big Data." It’s what we call our raw material, or more aptly, our bread and butter. And it’s everywhere.

It looks like this picture will stay just as rosy for quantitative specialists for at least the next ten years to come. What a wonderful position to be in to start the New Year!

We’re feeling pretty lucky to be part of an industry that is enjoying such stability and growth, able to weather the ups and downs of what is likely to continue to be a volatile economy. We rejoice in each of your successes, and encourage you to hone your skills, stay hands-on (even at senior levels), and learn everything you can. Make plans now to attend an industry conference (or two) next year and continue to network at every opportunity.

Wishing you and your family all the best over the holidays and in the New Year to come.

Holiday Job Hunting

2011-11-21T13:09:00.000-08:00

The holidays are a busy time for everyone, but that doesn’t mean you should put your job search on hold. In fact, Thanksgiving through New Year's presents many unique advantages that aren’t available at any other time of year.

For 15 years, ever since I read “You Might Be Able to Get a New Job for Christmas” in the Wall Street Journal, I’ve been trying to debunk the myth that job hunting is futile after Thanksgiving. As the article notes, “In reality, job hunting can be easier during the holidays.”

Though the job market has changed during that decade and a half, holiday job-hunting realities have not. Just last December, when the economy was in the early stages of recovery, US News and World Report called the holidays “primo networking time” and a “golden opportunity”. This is especially true for quantitative candidates. Here’s why:

• You’re in demand — Our clients have openings and are hungry for the best quantitative candidates, and that hunger does not let up over the holidays.

• Candidate volume is lower — Because most people erroneously believe that the holidays are a bad time to job hunt, they put their resumes away until after the New Year. Fewer inappropriate resumes flooding decision makers’ desks mean that yours is more likely to get the attention it deserves.

• Hiring managers are under pressure to be fully staffed by year end — Often, departmental budgets that have made room for new hires will evaporate at the end of the calendar year, so hiring managers feel pressure to use it or lose it.

• Companies want key players in place to jump-start the New Year — Most of the strategic planning has been done for the next 12 months, and department heads want their teams set and ready to implement those initiatives in January.

• A general business slow down means more time — for you and for hiring mangers. Fewer work pressures mean that hiring managers can concentrate on you. A more lax schedule means more time for you to arrange interviews discretely, without interfering with deadlines.

• Offices tend to be more casual and welcoming — People are generally in a happier, more generous mood at this time of year. Take advantage of the holiday spirit.

Perhaps the most important reason to start now is that the job boards and HR inboxes will be flooded with resumes after the first of the year. Don’t squander six weeks of prime interviewing time only to have your job hunt buried in a tsunami of New Year's resolve. Use this joyful time of the year to your advantage. And if we can help you plan your holiday strategy, please let us know.

A Little Different Point of View

2011-10-27T13:47:00.000-07:00

I see things a bit differently than the rest. I spend hours on the phone every day, talking with my candidates, clients, and industry leaders. My thoughts on the quantitative market are unique, as I'm removed enough from the thick of things to gain an overview. I wanted to share my most recent observations...

The year has been busy, and shows no sign of slowing down.

The number of quantitative positions open due to churn in the market is now matched by the number of new roles being created by new companies in new verticals. At Burtch Works, we are seeing growth in many service, technology, and consulting organizations. Companies are either adding to their analytics staffs, or creating new analytics groups in order to meet the increasing demand for data insights.

The Corporate Hold

It seems as though the only groups not hiring are large corporations (with the exception of retailers). Especially in the CPG and Pharmaceutical industries, corporations are tending to sit on the sidelines rather than add to their quantitative staffs. Corporations are historically not successful in developing a long-term career path for the quantitative professional. They tend to be more inclined to leverage suppliers and consultants.

The Consulting Option

Many quantitative professionals are finding the consulting option to be attractive. In the last two years, consulting firms of all sizes have rapidly expanded. The challenge is that these positions generally require high levels of travel. Later stage professionals are generally more open to considering this move, while people with young families (in their mid-career stage) are often unable to make the commitment.

Retail is Hiring

As mentioned, retailers are agressively building analytics staffs. Shopper Insights has become integral to decision making, and retailers have embraced customer centric marketing. This trend is partially driven by dunnhumby, and their decade long quest to lasso loyalty data. New groups are emerging, and are eager to build their teams.

Salaries are Changing

This year it has been very challenging to recruit quantitative candidates with one to five years experience. The recession severely restricted entry-level hiring from 2008 through most of 2010, resulting in a dearth of early career talent. So when early career professionals with solid experience come on the market, they have many options. At Burtch Works, we often see a 20% plus increase in their base salaries. Mid to late career professionals do not have the same negotiating power, and are seeing more typical bumps (10%).

The quantitative job market continues to evolve and grow. Churn continues to plague organizations, but conversely, it creates opportunity for candidates to expand their experience and advance their careers. Startups are back, new groups are being created, and layoffs have (for the most part) abated--all making for a very robust market for the analytics professionals.

As always, I welcome your comments and insights. Thanks for keeping in touch.

How to Fix Our Math Education

2011-08-29T12:42:00.001-07:00

Sol Garfunkel and David Mumford think they know How to Fix Our Math Education (NYT, 8/24 Op Ed): "The truth is that different sets of math skills are useful for different careers, and our math education should be changed to reflect this fact." I think they miss half the point.

Here's the other half: jobs. Even with an unemployment rate of over 9%, there are plenty of jobs available. My clients are begging for talented candidates with strong math backgrounds. Enhancing math education with practical tools is fine--as far as it goes--but a rigorous math foundation through high school is vital for continued study in the quantitative sciences, and should be encouraged because this is where the jobs are.

Fixing math education must begin in elementary school. Inspiring, motivated primary teachers who also love math will foster that love in their students right from the start. There is a history of math phobia that gets passed among students (and teachers). At the high school level, many students take only the math required to graduate or get into their college of choice--treating it as something to get through that they will never use in "real" life.

These scare tactics steer students away from math, assume abstract thinking is irrelevant and perhaps most detrimentally, teach students to avoid anything that seems difficult. Our real world is filled with complicated problems--problems that will only be solved by those prepared to tackle the hard stuff, to persevere, and to work to understand the unknown.

Maybe the problem starts with how we teach our teachers and the minimal level of math mastery required of our early educators. For example, University of Illinois School of Education offers an undergraduate degree in preliminary education that requires only seven credit hours (of 125) in math education.

The current assumption is that basic math is boring and that you can always use a calculator. It's not enough to know how to calculate a mortgage or to buy or lease a car. If students don't have math facts down cold, they won't advance in math. It's interesting to note that our Japanese exchange student, a high school junior who excelled in math, had never been allowed to use a calculator in Japan.

According to Garfunkel and Mumford, "It is through real-life applications that mathematics emerged in the past, has flourished for centuries, and connects to our culture now."

Real life--life where even college graduates are having trouble finding jobs--requires us to prepare our students for the careers that will be available to them in the foreseeable future. In real life, nearly everyone who studies math or its related disciplines such as statistics, operations research, economics, engineering, and computer science will find jobs after college. This is not necessarily true of English majors.

We need to embrace math, to challenge our students to relish the ability to solve difficult problems. Requiring our primary teachers to pursue a strong education in math would boost their own confidence in teaching and inspiring young minds. Most students choose not to continue in math because they lack the foundation, passion, confidence, and interest. This is our failure. Instead of telling our children "you'll never need math", we should be telling them that this is where the jobs are.

Math is our future.

2011-06-13T14:22:00.000-07:00

As you have likely heard, LinkedIn's shares more than doubled in their first day of trading. Business growth may be sluggish in other arenas, but it is booming for today's social networking sites. LinkedIn alone has more than 100 million members, and has revolutionized the way people communicate--especially when it comes to networking. It has transformed the market for job seekers and employers alike, turning casual "keep-in-touch" requests into full-blown networking opportunities. Gone are the days of grabbing your trusty highlighter, and sitting down at the kitchen table to circle jobs in your local newspaper. Also fading in popularity (and effectiveness) is the act of searching the job boards for your next opportunity. Today's career search has evolved into something far more public.

Many people may be hesitant to join social networking sites, fearing over-exposure, unprofessionalism, etc. I understand those hesitations and sympathize. LinkedIn however, serves a different purpose, and has a decidedly different social agenda. It is a burgeoning source of information. The site structures its profiles like resumes and attracts the attention of job seekers (and companies looking to hire), spurring the market (which is already inclined towards attrition) to change.

LinkedIn's biggest attribute is its transparency. It offers many channels with which one can leverage contacts and inspire opportunity. What makes LinkedIn such a valuable tool is its ability to connect you not only with the contacts you already have, but more importantly, with the people you need to know. The site provides a rundown of employees currently working at any given company, listing by degrees of separation, who knows whom. It even gives the seeker the option to request an introduction from colleagues more directly connected to the person he/she is looking to meet. This gives an additional layer of credibility to the average request. In short, LinkedIn is your Rolodex-- in hyper speed.

The site's usability goes far beyond the job search, however. Your profile can be used not only to network, but to new avenue for communication overall. LinkedIn is a forum for exchanging ideas, and asking questions. By joining the site's groups, you are instantly connected with a faction of (assumedly informed) professionals in any given field. If used to it's potential, LinkedIn becomes a new professional community.

Your responsibility in "linking in" is to do so considerately. Keep your profile current. Join groups, find colleagues, and reconnect with past contacts. Be careful, however, not to abuse its capabilities. It can be a fine line between capitalizing on LinkedIn's functions, and over-saturating the site.

LinkedIn is an exceptional resource, both as a tool for seeking new employment, and simply as a new channel for everyday interactions. My advice is to use it wisely-- network, post, and dig. Get your nose out of the paper, and your name on LinkedIn.

Buried Under Data

2011-05-24T13:02:00.000-07:00

There are times in my life when my “to-do” list trumps my “done” list so completely that being “overwhelmed” doesn’t begin to describe the situation. I’m forced to explore other options:

1. Find a twin to split the duties?
2. Consider cloning?
3. Wave a white flag, and take a nap?

So far I’ve opted to simply buckle down and tough it out (it’s only my email inbox, after all), but I don’t know what I would be tempted to try if I found myself in the situation The New York Times shed light on with their recent article, New Ways to "Exploit Raw Data May Bring Surge of Innovation, a Study Says."

Due to the integration of sophisticated computer tracking systems by businesses across the industry spectrum, the data pool is deeper than ever. The information collected is greater in not only numbers, but complexity, breadth, and influence. It is exciting to think of the potential advancements and innovations on the horizon once this data is analyzed. The actual process of getting the job done, however, is what’s daunting.

As it turns out, there just aren't enough analytically-minded individuals capable of handling the heaps of data harvested. One estimate given is that the amount of business data doubles every 1.2 years. The good news for statisticians is, their pipeline is guaranteed. The bad news for those of you looking to employ these individuals is that there is a large gap in the amount of work to be done, and the number of statisticians with the "deep analytical skills" necessary to do it. The article quotes that the US will require 140,000 to 190,000 more capable people to adequately handle the amount of data that will need to be analyzed. I don’t know where these savvy people are going to come from—the quantitative work force simply isn’t there.

The quantitative market is already so tight (it always has been). This rise in raw data is going to cause that pressure to build tremendously. As encouraging as it is on one hand to see the industry advance, it’s more than a little overwhelming (and ominous, frankly) to know that there simply aren’t enough people to satisfy the need.

No easy answer for this one.

More information from The New York Times can be found here: http://nyti.ms/j5DyfK.

2011-04-28T09:13:00.000-07:00

The more detailed data you have to draw from, the more informed your business decisions can be, and the more profitable your business can become. Old news, I know, but sometimes it's nice to be reminded that analytics are relevant-- vital even, to the success of commerce.

A recent article in The New York Times claims that companies who implement "data-driven decision making" are five to six percent more profitable than those that rely on other factors (even those who choose to invest in technology). A five percent lead may sound minimal, but it's significant in today's market.

It takes a bit of time for the data to reduce down from meaningful patterns to actionable insights. The benefits of analytical input are only visible after the company has had time to adopt the new methods realized through analysis. It takes time then, to analyze the analysis, and what we're left with are visible results, a decade in the making. Regardless of the time frame, the reaction is worth it. Companies across the industry spectrum are investing in analytics, creating a noticeable boost in the number of positions available for statisticians and their cohorts.

Statistics are a key to growth. You may have known it all along, but it's good to see the masses do the math.

To read more about data-driven decision making, check out this New York Times article.

2011's Number One Game - Musical Chairs

2011-03-28T08:32:00.000-07:00

Forces are building rapidly that will result in this year being one of the biggest for employee turnover in decades. Historically, there is a significant and natural increase in employees leaving current employers as the economy gains momentum and more job opportunities open up. After years of job insecurity, reduced or no bonuses, salary freezes or cuts, benefit reductions, and budget squeezes, employees are once again in the driver's seat - and they are on the move.

Itchy feet are natural during the course of a long career. People want to broaden their skills, take on bigger challenges, and be able to cultivate their professional networks. They crave an environment that will provide those opportunities. We are now on the upside of a V-shaped recovery for quantitative employment and, in addition to a significant increase in new jobs, we are seeing a tremendous increase in natural churn. This presents an enormous challenge for staffing in our quantitative specialty, as well as in all technically-based professions.

What can quantitative managers and human resources people do to stem this flow? Some ideas:

Money isn't everything - but let's face it, it's important, especially early in a career where personal demands of a new marriage, home purchase, and growing family push all the financial buttons. If you froze compensation during the recession, reverse or reinstate salary increases and bonuses and get things (at least) back to normal.
Make your employees more marketable - counterintuitive, right? Quantitative professionals hunger for opportunities to use the best tools and to stay abreast of the latest research in their fields. It's essential to promote these opportunites continuously to your staff, or risk losing them to more attractive experiences.
Feedback, especially constructive criticism, is welcomed. Yes, really. People always want to be recognized for what they are doing well, but they also want to know how they can be and do better. Quantitative managers can be wonderful bosses, but sometimes are not the best at delivering helpful criticism. Get over it - it's essential for growing and developing your staff.

Shifting economic tides require flexibility, vigilance, and the ability to look ahead. But you don't need a crystal ball to plan as the economy rights itself. All you really need is a little common sense. Attrition is a natural consequence of an upswing, but you won't lose all your best players as long as you consider what they need to stay happy, challenged, and motivated.

Math Education + Quantitative Job = Career Satisfaction

2011-03-10T15:48:00.000-08:00

Few individuals in this world aspire to earn the title “geek”, but that may be soon to change given the Wall Street Journal’s listings of Best Jobs of 2011. As it turns out, analytically-minded individuals are thriving in their positions as Actuaries, Accountants, Statisticians, and Mathematicians. In fact, they very well may be the most satisfied working professionals out there.

The Jobs Rated report was developed to determine which careers offer the highest sense of gratification for the majority of workers in each profession. The ranking is determined by several criteria: work environment, physical demands, outlook, stress, and income. The best overall work situation in 2011 (meaning the highest ranking in the aforementioned categories) goes to the Software Engineer - not exactly in the statistical realm, but still reliant on a firm mathematical background. But scrolling down the list just a bit, it's important to note that Mathematician ranks number two, with an excellent hiring outlook. Actuary comes in a close third, followed by Statistician at number four. That's three of the top five rated careers belonging to math majors, each with excellent hiring outlooks.

A few years ago, I welcomed you to my dining room table for a little table talk. Back then, the conversation centered on the kids’ standing in the social hierarchy of our local high school, with my math geek son clinging to the bottom rungs of the social ladder. I was thrilled to be able to boost his self-esteem by quoting this article’s conclusions.

I’m equally thrilled to inform him once again (and you all as well!) that the mathematician’s ranking stands. Even more importantly, I’m happy to note following a career path in mathematics could very well lead to life-long fulfillment. When you find a career that offers opportunities to do what you love, work is not work. For those of you who have already chosen the quantitative path, your long-term prospects are looking good.

For more information, please click here: http://www.careercast.com/jobs-rated/10-best-jobs-2011

Snowstorms, Snowshoes and Anecdotal Evidence

2011-02-01T22:00:00.000-08:00

Becky, snowshoe racing in Wisconsin.
Note the hat: it's Packer spirit wear;
she'll be cheering Greenbay during
Sunday's Superbowl.

Well, it’s here — the Snowstorm of the Century has hit Chicago. I’m not quite sure how significant that is in a century that’s only 11 years old, but we’ve definitely got accumulation, with some serious shoveling and treacherous driving conditions. My kids are thrilled to have a snow day — the first in our school district in decades.

Chicago averages about 38 inches of snow a year, but for three years running we’ve topped the 50-inch mark and it looks like we’re well on our way to a fourth. Lucky for me, I thought to bring my snowshoes home from our last visit to our farm house up in Wisconsin, where we have plenty of room to practice snowshoeing.

Recently, our family has taken up snowshoe racing on during weekends up north. Snowshoes were developed in Central Asia around 6,000 years ago, but they’re still pretty new to us. We’ve been having a lot of fun. In a race a couple of weeks ago, out of a field of 140, Jay came in first overall; Becky, Jackson and Doug also medaled. I managed to finish … without falling.

Statistically, of course, the results of a single race aren’t that important, except for bragging rights around the dinner table. Four years of above average snowfall don’t really mean much statistically, either. In our industry, these results would be called anecdotes.

There are a couple of famous quotes that make the rounds about anecdotal evidence. The first is attributed to Raymond Wolfinger, professor emeritus of American Politics at the University of California, Berkeley. In response to a student’s dismissal of a simple factual statement as a “mere anecdote”, Wolfinger responded: “The plural of anecdote is data.” In the second, the quote has been bastardized and more often represented as “The plural of anecdote is not data.”

But Wolfinger was right. Anecdotes are stories. Data collection is meaningless unless you understand the story it represents. As quantitative specialists, you are the interpreters of data — you tell the stories so the data make sense to your audience. That’s your job. Here at Burtch Works, we want to help you make sense of the marketplace. That’s our job. Please let us know if we can help.

Having the Data is Not Enough

2011-01-13T18:30:00.000-08:00

For people in our industry, numbers have a life of their own. We get excited when data show us new trends, patterns and possibilities. But most of the world does not view this information in the same way. In fact, believe it or not, most people think of statistical data as dry, unfathomable, even boring.

This presents quantitative experts with great opportunity. You are the bridge between the dense forest of information on one side and hungry consumers on the other. The better you are at translating raw data into interesting, usable, vital information, the more valuable you will be in the marketplace.

This four-minute video was part of a BBC documentary on The Joy of Stats. In it, Swedish academic "superstar" Hans Rosling (the man who said "I kid you not, statistics is now the sexiest subject on the planet"), shows his enthusiasm for bringing statistics to life. As he says: "Having the data is not enough. I have to show it in ways that people both enjoy and understand."

Now, maybe you'll never have a media team at your disposal that can help you pull off the production values of the BBC, but you can use Rosling's enthusiasm as inspiration. Everything you do to improve your communication skills and hone your ability to translate dry statistics into accessible information will add value to your resume.

The Art of Building Relationships

2010-12-08T20:05:00.000-08:00

It’s been a remarkable year at Burtch Works. Sometimes it’s hard for me to believe it has been just a little over a year that we’ve been together in this new, flexible practice. Working nationwide, we have strengthened our many long-standing relationships and established some new ones. Here among the staff, we have welcomed a few new faces and welcomed back some long-time friends and colleagues. The depth and breadth of experience represented is second to none, and we continue to grow and build our relationships.

I strongly believe that these relationships are what set Burtch Works apart. Making a placement — finding the right candidate for the right client — that’s what we do. But building relationships is who we are, and our relationships allow us to do what we do better than anyone else.

For our candidates, building a long-term relationship means that we get to know who you really are — not just for a single interview for a particular job, but across the course of your career. As you grow, as your personal life changes, as you look toward your future, we can help you map out strategic moves, develop your professional network and create long-term business relationships that will allow you to manage your career to fit the needs of your life at every stage along the way. We want to know your hopes and dreams, not just your salary requirements and technical experience (although we want to know those, too).

For our clients, building a long-term relationship means we can help you hire the best and brightest quantitative professionals — the people you need to navigate the ever-widening river of data. As far back as 1943, Winston Churchill observed that the empires of the future would be empires of the mind. That future is now, and the battle for talent is fierce. We have the experience and resources to help you win that battle.

In less than a month, we will ring in the New Year, and we’re excited to be celebrating with you. Let us hear from you about your plans — big and small — for next month, next year and into the next decade. And warmest wishes to you and your family for a bright and happy holiday season.

Compensation Update 2010

2010-10-18T17:52:00.000-07:00

Compensation for Quantitative Professionals:
What to Expect in the Near Term

The last two years have seen the job market for quantitative professionals bungee from robust down to the weakest level in 70 years and, just recently, back to relative health. Now that things are getting back on track, at least for our industry, the topic on the minds of clients and candidates alike is compensation.

Author Robert Heinlein once wrote: “There is no such thing as luck. There is only adequate or inadequate preparation to cope with a statistical universe” While it’s good to know where you stand in the current market, it’s just as important to stay abreast of the outlook for more senior level positions to plan your career path. Here are some observations and guidelines about the patterns we are seeing in this new economic cycle:

Vice President/Director
$150,000 to $250,000

Within corporations, a director or VP typically manages multiple layers with upwards of 20 staffers. At this level, it is important to have well-honed leadership skills and to provide strategic vision. In consulting firms, the ability to develop new business becomes important at this level and will usually require heavy travel.

Manager
$120,000 to $170,000

This level usually offers the first significant opportunity to develop managerial skills. A solidly performing senior analyst who demonstrates mentoring and leadership abilities, in addition to business acumen and initiative, could be promoted into this role. It is highly unusual for a senior analyst to change companies and move up to manager level simultaneously, as most firms prefer to hire people with demonstrated management experience or to promote from within.

Senior Analytical Specialist
$80,000 to $180,000

As data-driven decision making becomes ubiquitous in business, statisticians as individual contributors have been able to command greater salaries. This is especially true if their programming skills (SAS or R) are well honed and their statistical know-how is exceptional. There are many technology based firms that are driving these salaries up. It is important to take on direct reports and/or business development responsibilities to ensure career advancement.

Senior Analyst/Analyst
$65,000 to $90,000

Even in this recovering market, there is strong demand for quantitative specialists with one-to-five years’ experience. The stronger the candidate’s background with software like SAS or R, and the larger the datasets, the more sought after the analyst will be. Now is the time to develop your communication skills, as every employer expects their analysts — especially senior analysts — to be able to deliver quantitative information to a nontechnical audience. Candidates at this level are now receiving multiple offers if they are conducting an active job search.

Entry-level Masters
$55,000 to $70,000

As the market strengthens and companies struggle to find candidates with one-to-two years’ experience, the entry-level market for quants will continue to improve. It has been a gloomy couple of years, but we are now seeing signs that the new grads of December 2010 and June 2011 will be a hot commodity.

Let us know if we can help you figure out how best to prepare for the next move in your statistical universe. I welcome your questions and comments — please join in an on-line salary discussion and share your experiences here.

Happy Anniversary!

2010-10-15T15:00:00.000-07:00

This week we celebrated the first anniversary of Burtch Works — one year of working together, but many years of combined expertise as executive recruiters for the quantitative and market research disciplines. By most standards, starting a new enterprise in the middle of a recession would seem like a shaky idea, but I believed then and still believe that we are in the right place at the right time. It’s the right place because we serve an industry that holds the bold promise of growth and stability for the foreseeable future. It’s the right time because we are poised to help our candidates and clients negotiate a new and changing environment as we move forward through economic recovery.

One year ago I talked about Burtch Works being my own personal vision. It’s been a joy to see my vision transform into a reality. Thank you to all the people at Burtch Works who have shared that vision and helped shape it into a living, working enterprise. And thank you to all of you for your feedback and support. We’re looking forward to year two!

Stepping Out of the Box

2010-08-29T10:11:00.000-07:00

Mongolia, August 2010

Ger Tents in the Gobi

It turns out that when you travel somewhere exotic and foreign,you’ll discover that things are, well, exotic and foreign. During our family summer adventure in Mongolia, we experienced the full yin and yang of foreign and exotic — from fantastic to absurd, from interesting to alien, from simple to simply awful. At 6,100 some miles from home, we took a giant step out of our box.

Me, contemplating the US economy
in the Gobi Dessert

Stepping out of your box is an eye-opening experience. You learn to appreciate the little things, like plumbing and roads. Potholes don’t seem so bad when you’re in a country where, outside of the capital city Ulaan Baatar, roads are a rarity, and the natives and guides tend to regard even rudimentary paths as optional. Bring extra Dramamine.

Becky and me, freezing at our
campsite in Lake Khovsgol,
northern Mongolia

We found that you must expect the unexpected, like a hailstorm with freezing rain while horseback riding; or a fierce sandstorm that keeps you grounded in your ger tent. You discover hidden talents you didn’t know you had, like the ability to communicate in a country where few people speak English. And you come to understand that even in the most unfamiliar environment, there are universal joys, like playing cards or chess late into the night around a campfire, where the common language does not have to be a spoken one.

Jay (l.) and Jackson (r.) enjoying a game of chess
Lake Khovsgol, northern Mongolia

Mongolia is going through a momentous cultural shift. Having emerged from communism a short 20 years ago, it is struggling with growing pains as it embraces democracy and capitalism. Ulaan Baatar moves at a frenetic pace, constructing modern offices and condo high rises, while more than half the population clings to the centuries-old nomadic lifestyle. Urban teens flock to internet spots with their gadget-laden Asian cell phones, while older generations continue to herd sheep, goats and cattle, moving three times a year in search of better grazing. It will be interesting to see what Mongolia is like in another 20 years.

Tourism is booming (we encountered an amazing number of Americans) as Mongolia’s reputation for unspoiled wilderness spreads. Foreign investors are also descending in a quest for mining rights over recently discovered rich deposits of gold and copper. It is estimated Mongolia’s GDP could triple over the next 10 years. Let’s hope the government is up for the challenge of managing these opportunities – protecting their country’s breathtaking landscape from the potentially negative impact that both tourism and mining could have.

Doug and a feathered friend in western Mongolia

Camping is not really my thing, but Doug and the kids had a blast, reveling in the outdoors — horseback riding, kayaking and hiking under vast blue skies with the whitest clouds I’ve ever seen. We were totally unplugged, as “no signal” seems to be understood in any language. And that was the best part, being together, uninterrupted by the routine of daily life — experiencing as a family the highs and lows of foreign and exotic.

Jay on the famous
Flaming Cliffs
Gobi Dessert, Mongolia

It occurs to me that stepping out of your box is good preparation for the inevitable changes we face in our lives and careers. Starting a new job often means expecting the unexpected, breaking into a different corporate culture, and learning the language of a new company. It also brings exciting opportunities for personal and professional growth, not to mention a keen appreciation for welcoming coworkers, a decent lunch and good old American plumbing. Chances are you won’t even have to bring your own toilet paper (although I’m glad I did).

We found that a good guide makes all the difference. If you need guidance along your career path, Burtch Works is here for you. (See more pictures below.)

2010-08-29T06:00:00.000-07:00

The family (that's a reindeer in the middle)
What do you thing of this as our holiday card?
Lake Khovsgol, Mongolia

In the Gobi Dessert

Lake Khovsgol, Mongolia

Ger tents — sans plumbing

Western Mongolia

Beer — the universal language!

In Beijing on our way home.

That's the "Birds Nest" from the 2008 Summer Olympics

Mongolia Pop Quiz - Prize Involved!

2010-08-20T09:10:00.000-07:00

Up for a quiz?? Try your hand at these (mostly easy) fun facts about Mongolia. Don’t sweat it – this is “open book”. Anyone who gets all the answers right will get a sweet treat from Burtch Works!

Click here to take survey

Double Dip?

2010-07-14T09:21:00.000-07:00

Not on my radar, unless you are talking about ice cream.

I will admit that the job market in general has slowed since my last post. I would describe the first quarter of 2010 as frothy: lots of companies actively and aggressively recruiting, and lots of candidates anxious to rev up their careers after a couple of stagnant years. It was a heady combination. Then in early May, there was a pull back almost across the board. Companies became more hesitant to extend offers, and candidates began to balk at moves that could make them vulnerable. Overall, we’re still experiencing a much, much healthier market than in 2009, but the frothy head has settled down quite a bit.

Here in Chicago we have a saying: if you don’t like the weather, wait five minutes. Seems like you could say the same thing about the job market these days. Along with the soaring summer temperatures, I am seeing evidence that things are heating up again in the marketplace. The number of analytics openings is climbing quickly, with consulting firms and retailers leading the way. Digital agencies are also resuming recruiting efforts. While these firms are just in the beginning stage of their searches, my prediction is that there will be another big wave of movement in the analytics community this fall.

So, I think this is a great time for a vacation. This year, as I mentioned in an earlier post, my family and I are headed to Mongolia. As my teenage daughter Becky said, “that’s pretty random, Mom”. We have always been inclined to get off the beaten track – although this is stretching it a bit for me. My husband Doug is the prime mover on this adventure – camping, boiled mutton, vodka and wilderness bathrooms are all in his wheelhouse. I agreed to go, on the condition that we spend four days in Beijing’s Peninsula Hotel on the way home. Stay tuned for messages from Mongolia!

In the meantime, Lauren Eck and the rest of our staff here at Burtch Works will be here to cover in my absence. In contrast to me, they will have air conditioning, easy access to Whole Foods, a fast internet connection, and a comfortable pillow to go home to.

I hope you are enjoying your summer. If your summer plans include an exciting travel vacation, keep us posted. If, on the other hand, you’re sticking closer to home, then be sure to ask for two scoops at your favorite ice cream parlor.

They're Ba-ack!

2010-05-10T12:44:00.000-07:00

As predicted, jobs have returned — especially for highly-skilled quantitative and marketing research professionals. Business is up and big companies, consulting firms, advertising agencies, research groups, even start ups are scrambling to build and rebuild staff. This is creating an uptick in turnover not seen in nearly two years, and the momentum is growing …

Raises and bonuses have resurfaced. Early in the year, we saw cut backs and salary freezes began to lift, and, as you may have read in the 5/3/10 issue of the Wall Street Journal, many companies are now going even further in an effort to stem the rising tide of attrition. In addition to restored salaries, the Journal cited an acceleration of raises and even special bonuses being awarded to retain key employees. Also, I am hearing that 401K match benefits are being restored.

Candidates are testing the market. Understandably, over the last two years most people were reluctant to jeopardize secure employment and put any thoughts of a job change on hold. As the economic outlook has begun to stabilize, there is a pent up sense of career stagnation that analysts believe (and we know) will result in a surge of job changes over the next 12 months.

Disconnect between hiring authorities and candidates. Dire headlines around a sluggish recovery and continued general unemployment have given hiring authorities an unrealistic sense of negotiating advantage. It is important to note that the unemployment rate for professionals topped out at 5.0% and is headed down — nowhere near the rate suffered by the general population. Our professional candidates, on the other hand, are hoping to make up for lost time in career progression, and are expecting significant increases as sign-on incentives.

Hiring is speeding up and candidates are getting multiple offers. Savvy hiring managers have been quick to note the increased pace of the recruiting cycle. No longer do they have the luxury of a prolonged interviewing schedule. Top professionals are again receiving multiple offers and it is critical for companies to manage their recruiting efforts efficiently to attract the best candidates.

Typical post-recession recovery. We’ve seen it before. This pattern of a hiring burst and rapid acceleration in employee attrition is very much the norm after a recessionary period. And because this recession was particularly sharp and deep, I expect we will experience an upward recovery in the job market for professionals greater even than what we saw in 1991 and 2002.

Negotiating the rushing waters of economic recovery takes a cool head and a steady hand. The executive recruiters at Burtch Works are ready to assist you, with an experienced, knowledgeable staff who have the tools and contacts to address your needs. Our reach is nationwide – we know the best and the brightest in the field and have a client roster that is second to none. Please stay in touch!

You’ve Come a Long Way, Barbie

2010-04-28T14:30:00.000-07:00

Maybe Barbie and her manufacturer, Mattel, have caught wind of the news that math-based jobs are now considered sexy. Or maybe it’s that at 50 years old and having tried more than 120 other careers, Barbie is going for something a little more fulfilling than achieving the perfect Malibu tan. Whatever the reason, the latest version of the Barbie® I Can Be™ dolls is … wait for it … a computer engineer.

Perhaps even more interesting is how this latest iteration of the Barbie brand came to be. It seems Mattel ran a poll on its Website asking girls to vote for Barbie’s next career and, according to an article in the Wall Street Journal, adult female computer engineers “launched a viral campaign on the Internet to get out the vote and ensure Barbie would join their ranks.” Talk about life imitating consumerism. The rallying cry that brought in the votes? “Help Barbie get her Geek on!”

This wasn’t just a whim or a Twitter phenomenon. Many heavy-hitting organizations backed the campaign, including the National Academy of Engineers and the Chicago-based Society of Women Engineers. It seems the industry as a whole is eager to recreate its image.

According to a follow-up WSJ article, despite the fact the computer engineering is a well-paid, fast growing career, only half as many women are graduating in the field today than did so 20 years ago. Ann Zimmerman wrote: “Other research suggests that young people in general, and especially girls, often don’t know exactly what a computer-science career entails.” Can a Barbie doll turn the tide and encourage young girls to pursue a career in math and science? Only time will tell.

For those of you who are interested in pushing for a Statistician Barbie or a Mathematician Barbie or maybe even a Marketing Research Barbie, you may want to contact the American Statistical Association to get a jump start on next year’s vote. In the meantime, if you’re more concerned with your own career outlook than Barbie’s, you should be feeling pretty good these days. According to 2010-2011 Occupational Outlook Handbook from the U.S. Bureau of Labor Statistics, “Employment of mathematicians is expected to increase by 22 percent during the 2008–18 decade, which is much faster than average for all occupations.” We concur, and would be happy to talk to you about how to plan your next career move.

In the Swim of Things

2010-04-21T07:22:00.000-07:00

Jay taking a dip in a saltwater oasis near the Libyan border.

Like many families with school-aged children, we recently returned from a spring break vacation. We needed a break from the long Chicago winter — a little bit of warmth and relaxation and, of course, some swimming.

What is it about swimming that makes kids so happy? It doesn’t seem to matter whether it’s an Olympic pool at a luxury resort, a small spring-fed lake in Wisconsin, or one of the great oceans of the world — if you can swim in it, my kids are in their element.

This trip, I chose to lounge by the pool as Jackson (12), Jay and Becky (14), and our Japanese exchange student Yuichi (17) splashed their way through our vacation. They are all good swimmers, so my main priority was to make sure they didn’t disturb the other guests. Watching them swim and play, I thought about the wonder of water and how water recreation is such a global phenomenon — for kids of all ages.

Those of you who know our family, know that we are seasoned travelers. After a four-year hiatus prompted by a very unpleasant plane ride when the twins were two and Jackson was an infant, my husband Doug and I were eager to hit the road again. And the kids are happy to tag along — as long as there is the promise of swimming.

Over the years, those swimming experiences have taken many turns. We have played in local public pools in Japan, where it was easy to spot my American children in a sea of black-haired Asian swimmers. We’ve been doused by a waterfall and a simultaneously drenching monsoon rain in Chang Mai, Thailand. Once, we jumped off a fishing boat into the muddy Amazon shortly after catching piranha, and we have even squeezed in a quick dip at the Heathrow airport hotel pool during a six-hour layover on our way to Africa.

In Egypt, we were forced to make a beeline for the pier after spotting a giant stingray while snorkeling at Sharm el Sheik. Still in Egypt, Becky and I were the only girls in sight jumping off the masonry edge of Cleopatra’s pool in Siwa, among several dozen school-aged boys, all taking a break from the 110° heat. While swimming in the Nile was discouraged, the kids spent every afternoon joyfully doing cannonballs into the cruise boat’s postage-stamp-sized pool. In Morocco, each riad (or courtyard home) had a beautiful pool, which I suspect were designed more for aesthetic purposes than natatory ones, but which provided us with a wonderful place to relax after a busy morning of touring. And closer to home, our northern Wisconsin farm has an 80-acre lake where no amount of algae bloom will prove too daunting to prevent my kids from taking the plunge.

Along the way, we’ve learned always to pack a swimsuit, because you never know when a perfect little swimming hole may present a temptation too great to resist. This year, our travel destination is Mongolia. We’re not sure how many swimming opportunities we’ll find, but we’ll be prepared. Like many of you, we’ve discovered the joys of swimming in global waters — both figuratively and literally. Have you dipped your toes into an exotic pool, or are you looking for ways to expand your horizons? We’re always interested in hearing about your goals and experiences.

Statisticians Leading NBA Teams to Victory

2010-03-15T08:21:00.000-07:00

While centers and point guards may still get all the glory, for half the teams in the NBA, the hottest player may just be the team statistician. According to a March 12 article in the Wall Street Journal, writer David Biderman outlines how the winningest teams in basketball have “all invested heavily in statistics” and have earned a combined win average of 59.3%. The 15 teams who do not have a dedicated data analyst on board have won just 40.7% of their games. Coincidence? You know analytical professionals don’t believe in coincidence.

Neither do I. For example, it’s no coincidence that here at Burtch Works we are seeing the job market for statisticians break wide open. Industries that have never counted on data analysts before — high profile, exciting markets like the NBA — are now seeing the value that highly trained, professional statisticians can bring to the team. In fact, most of our strong candidates are receiving multiple offers, even as the economy in general is just getting up off the bench.

Are you ready to take your game to the next level?

(photo courtesy of www.freshapps.com)

2010 Forecast: Partly Sunny and Clearing

2010-02-10T07:44:00.001-08:00

John Kenneth Galbraith once said: “The only function of economic forecasting is to make astrology look respectable.” It seems the media agrees, as they are having a hard time these days deciding whether the economy is recovering, stagnant or still on a downward slide. New numbers released almost daily can seem contradictory and confusing, so let me try to shed some light on the trends I’m seeing in the quantitative job markets.

While our industry was not hit with the same force and immediacy that struck many other fields during this recession, like the economy as a whole, we have experienced long months of layoffs and hiring freezes. The tail end of this recession seems to be following the same pattern of the 1991 downturn — a V-shaped model with a prolonged period of layoffs and hiring freezes, followed by a robust hiring recovery. This is in contrast to the 2001 recession, where hiring was slow to recover and increased only gradually over several months.

We first began to see an increase in the hiring of analytical professionals this past September, just a trickle at the time, but definitely trending upward throughout November and December — typically slow hiring periods. I’m happy to report that since the first of the year, we have been seeing widespread hiring increases throughout the country.

In many ways the layoffs in analytics, while certainly painful to those affected, were shorter and not nearly as widespread as in most disciplines. Even at the low point of the recession, most organizations understood that quantitative talent is scarce and that they would face significant challenges if they had to replace lost employees. Though bonuses may have been eliminated and salaries frozen, the vast majority of quantitative professionals kept their jobs, and most who were laid off last year have already found new positions.

The prevailing sentiment among hiring authorities is that there is an abundance of talented, qualified candidates available and eager to accept positions. This is simply not the case in analytics. Even in these early moments of the recovery, competition for the premier candidates is, as always, fierce. We are seeing multiple offers and counteroffers for the top talent in analytics.

Human resource and quantitative group heads who have been congratulating themselves on low attrition rates should take heed — pent up demand is going to whip up the recovery froth. Many analytical employees knowingly set aside growth plans for the last 18 months – choosing instead to play it safe with companies where their value was recognized, rather than risking moves where they would have short tenure, no proven history, and no established mentors. The common recessionary tactic of salary freezes or worse — pay cuts — means that those who have put career plans on hold are eager to look for growth opportunities in the recovering economy. Small or nonexistent annual bonuses (usually paid in the spring) mean that many will not wait until later in the year to look for new, more lucrative positions, creating a wave of applicants looking to jump-start their careers.

Of course, all this movement creates more openings and brings significant churn to the job market. The tsunami is coming, and I suspect it may go on for a year or more before things settle back into a normal hiring pattern.

There are certainly still challenges in some sectors. The continued weak housing market means many people are anchored to an area because they are unable to sell their homes and relocate. The area of credit analytics, while somewhat improved, will continue to offer limited growth for years to come. We have seen that salary increases as an enticement to move are still generally modest, but I suspect that will change soon. While there are some virtual positions for consultants who are willing to travel extensively, most companies are still not willing to consider corporate managers or directors who want to maintain a remote home office. Globally, we are seeing increased interest in US-trained analytics professionals, but salaries for equivalent positions in other parts of the world are much lower, so most candidates are not willing to make an international move.

Despite these lingering concerns, the outlook for the analytical job market, even at this early stage of the recovery, is very positive. Here at Burtch Works, we are busy, and when we’re busy that means clients are looking to hire and candidates are looking for new positions. Our level of activity is one of the clearest indicators that the economy — at least our part of the economy — is moving ahead at a steady pace. But please know we are never too busy to hear from you. Just give us a call or drop us an email and let us know how we can help you with your own recovery plan.

Three Thanks and a Wish

2009-12-21T09:31:00.000-08:00

It’s pretty traditional around the holidays to do an assessment — a year in review kind of thing. Given that we are just getting started here at Burtch Works, I decided to forego that tradition for a simpler one. This year, I’d like to offer three thanks and a wish.

First, I’d like to thank my family for their support during this period of transition. Change is good. Change is inevitable. Change is hard, especially on husbands and children, or so mine keep telling me. Doug describes his role as the person who does everything I don’t want to do. And I have my son Jay hooking up and troubleshooting the computers at $5 per hour (we are a start up!). Becky and Jackson made some beautiful signs out of our logo that are all around my office. So thank you to my family for taking this exciting new ride with me.

Second, thanks to those who have worked with me to get Burtch Works up and running. This last month or so has been a whirlwind of activity, and your talent, enthusiasm and dedication are stamped on every inch of this new endeavor. Lauren Eck, Katie Ferguson and Sandy Marmitt have jumped in with energy and excitement, creating a vibrant and fun new office. I’m looking forward to writing a very positive year-in-review post next December.

Finally, thanks to all of you for your warm thoughts and good wishes, which have helped launch Burtch Works on such a positive note. I am thrilled, excited and busy … really, really busy … so I know that 2010 is going to be a good year.

And now for my wish. I could wish that I could figure out all the bells and whistles on our high tech phone system, but with Lauren’s help, I am sure I will get there. I could wish for better economic times, but every sign I see is that things are turning around. So instead, I will simply wish you a joyous holiday season and the very best for you and yours in the New Year. May it be a year of peace and prosperity, and, if you desire, a year of positive change.

Happy Holidays!

Linda Burtch

Kicking SAS?

2009-12-02T11:45:00.000-08:00

Not if James Goodnight, statistician and CEO of the SAS Institute, has any say in the matter. Recently, the New York Times reported that the venerable software giant that created the statistical tool of choice for countless business statisticians for over three decades is under seige. New competition is threatening SAS's longstanding, comfortable position as the undisputed leader in business intelligence software.

This summer, IBM took a serious step into the business intelligence realm with their purchase of SPSS and Cognos. In a direct threat to the SAS reign, it has been widely reported that IBM intends to build a 4,000-person-strong business analytics and optimization group to provide global business support.

As the industry leader, SAS has not, upto this point, had to be concerned. In fact, SAS resisted integrating with the open programming environments and information transparency that has now turned their legacy world upside down. Free, open source coding, such as R, has been quickly adopted by academic institutions and labs, and SAS was slow to recognize the importance of this shift. Within a few short years, many graduating statisticians will be using R in the workplace, potentially usurping SAS's domination.

But SAS founder Goodnight is on the move. According to senior VP and chief technology officer Keith Collins, SAS has seen the error of it's closed-minded ways and is committed to engaging with the open source community. SAS has other strong assets that could help it maintain its dominant position in the market, including a loyal workforce with a turnover rate of just four percent. The company has worked hard to earn its reputation as a low-stress, family friendly workplace. Even despite recently reducing software development time from 24 to 36 months to 12 to 18 months, you would still be hard pressed to find an employee who has worked a 60-hour week more than two weeks in a row.

It will be interesting to see how the new strategies at SAS and the aggressive actions of its competitors will affect the rapidly expanding world of business analytics. Like Thanksgiving feasts on tables across the country last week, data and information have become the bounty of the business world. Businesses need flexible, agile tools to help them digest it in all ways that will keep them healthy and growing. To complicate matters further, static information of old - such as sales and operations data - needs to be combined with new, dynamic sources of information, such as social networking buzz, Web behavior and now easily accessible public records. Nervous yet, Mr. Goodnight?

What's Up?

2009-11-16T14:01:00.000-08:00

The job market, I am excited to report. Any of you who are social networkers on sites like LinkedIn or who follow the job boards have probably noticed a definite uptick in activity in the last month or so. Quantitative jobs in particular have experienced a healthy surge (remember, statistics is the sexy job of the decade). So while other sectors of the job market may still be struggling, with the few exceptions noted below, your opportunities are on the increase and your marketability is strong.

I suspect we are seeing the last gasp of the recession’s grip, and I have noticed more than a handful of recent layoffs hitting some groups in marketing science and research. As we all know, the year had a gloomy start with many wide-scale layoffs hitting even the quant groups. Then, most of the summer was quiet – no job openings, but no significant layoffs either. Now, however, some companies seem to be making headcount cuts in a last ditch effort to hit margin goals. In my opinion, this is short sighted, but I expect it will be offset by a solid return to hiring in the first quarter of 2010.

So, what’s up with Burtch Works? That seems to be the question of the day. Why would I leave an established firm and start a new one now, during a recession? One reader even asked, “Are things that bad in the quant profession?” As I stated at the top of this post, quite the contrary — the job market in our industry is looking up, and my decision to start Burtch Works was based in part on having already weathered two recessions and recognizing the potential opportunities and challenges into the future.

While it may seem a bit counter intuitive, some of my best recruiting years have come directly after a recession, just before the market begins to take off. As you may have heard, “small is the new big”. Efficiency and flexibility are more important than ever, and both are easier to achieve in a dynamic, nimble environment than as part of a huge corporation. Lots of information — often too much information — is available to both job seekers and companies looking to meet their staffing needs. But it takes experience to separate the wheat from the chaff. My value to clients and candidates alike comes from a proven ability to sift through those mountains of information to get the right people into the right jobs — in a timely, efficient manner.

Burtch Works is my vision for meeting the unique executive recruiting needs of the quantitative and marketing professions, and we are open for business. I have been surprised and overwhelmed by your words of encouragement and good wishes as I begin this new venture. It’s a thrilling, hectic time, and your support means the world to me. Thank you! Together, I’m sure we will build something great.

The Burtch Works website is now live!

2009-10-27T11:07:00.000-07:00

Take a look and be sure to stay tuned for further enhancements and updates!

http://www.burtchworks.com/

My Own Personal Vision

2009-10-13T15:00:00.000-07:00

I'm lucky. My passion and my career are one in the same. After 26 years of executive recruiting, I am more excited, more motivated and more devoted than when I began.

Perhaps the driving force behind this dedication is an unswerving belief that the quantitative disciplines represent the most dynamic possibilities in an ever-changing job market. Call me a quantitative evangelist, if you will, but the statistics bear out my beliefs. According to the most recent Occupational Outlook Handbook, "job opportunities should be best for those with a master's or PhD degree in marketing or a related field and with strong quantitative skills."

This is my playground, my sphere of influence, and my area of expertise. And it is time to channel the passion and experience I have for this industry into my own personal vision. Executive recruiting is a high-touch business, one in which flexibility and independence are key assets.

In launching Burtch Works, Executive Recruiting, my goal is to make a long-term commitment to each client and candidate, and to mentor them with honesty and integrity throughout their careers. A key component of our approach will be to employ the most current technologies nimbly and effectively to expand the reach of all my candidates and clients.

The joy in this business is that I get to be a part of some of the most important decisions anyone can make in a lifetime. It is immensely satisfying to connect great people with other great people, to get to know them on both a personal and professional level, and to follow them through many life stages. I see myself as a conduit for industry information, a sort of touchstone for both clients and candidates as they evaluate their long- and short-term needs and goals.

As I said at the beginning of this post, I'm lucky. I've been lucky to have a place to exercise my passion for the past 26 years, where I have worked with wonderful people who have nurtured and guided me along the way. I'm grateful for every experience and look forward to working with many of you as we move forward in this exciting new venture.

Please note my new e-mail address: lburtch@burtchworks.com. You can also find me and the new Burtch Works page on Facebook, as well as on LinkedIn. I'll keep you posted about our new Website, which will be up and running soon.

Let's Talk Money

2009-09-16T12:38:00.000-07:00

Now that I have your attention, as the ongoing global recession continues to dominate the headlines, I thought we would take a moment to assess its impact our industry and, ultimately, our wallets. Almost across the board, corporate bottom lines have been hit hard by the downward pressure on the markets and economy. I have a pretty good idea of what this means salary-wise in the quantitative sector, but I would love to better quantify it. Please take a minute and tell me what you are experiencing:

While I do see signs of recovery around the corner, the salary picture is not very pretty at the moment. As growth has stagnated, companies have looked to cut costs and, in the process, few have been able to leave their compensation packages unscathed. In addition to the stingier perks and scarce relocation dollars that we’ve discussed before, quantitative professionals have seen their gross compensation negatively affected in a variety of ways:

• Salary Freezes — Corporate and government employers world wide have instituted indefinite salary freezes as a first-line defense in the troubled economy. One candidate recently told me that it had been two years “and counting” since her last increase. Surprisingly, however, some segments are still rewarding employees with increases, including much of the pharmaceutical industry, consumer packaged goods firms, and some smaller consulting operations. We have even heard reports of increases at some countercyclical retailers.

• Salary Reductions — A handful of hard-hit industries have been forced to reduce salaries. Smaller firms with small client bases often institute salary reductions as a means of survival, though we have found that most have tried to limit reductions to senior level employees.

• Furloughs — Furloughs, or unpaid days off, have also been used to reduce expenses, and they are particularly common in government arenas. Some non-government industries are also using furloughs as a means to avoid broader layoffs.

• Elimination of 401K Match — 401K matching programs have been popular incentives for corporate employees for decades, but this year, countless companies have reduced or eliminated this perk entirely in an effort to buttress the bottom line.

• Bonus Cuts — Unless you are lucky enough to be working in one of the few flush industries I mentioned earlier, I expect most bonuses to be slashed or eliminated until the economy rights itself.

No one knows yet what the longer-term implications of these cost cutting moves will be. The good news is that, with a few exceptions, I am not hearing about layoffs the way I did in the first and second quarter of the year, and pay cuts are no longer happening. In our industry, we are seeing a higher level of job-market activity, and many candidates who have been laid off for several months are finding positions or closing in on options.

Recently the New York Times reported that people who have lost jobs are “struggling terribly” to find new situations and that “Many experts envision a jobless recovery, in which the economy grows but job losses persist.” While I do not want to minimize the pain of layoff victims, this is not the experience of my circle of candidates, who are finding options, actively interviewing and accepting jobs. While I anticipate a significant upturn in the job market in the next six months, employment rates and salary are both lagging indicators, so it may take some time before our compensation packages begin to reflect any improvement in the economy.

As always, I encourage you to continue to network, through good times and bad, so when the upturn comes, you are in the best possible position to take advantage of it.

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

You've got a Sexy Job!

2009-08-17T13:17:00.000-07:00

I just got back from vacationing in Morocco with my family. Morocco is a beautiful country with fabulous people and wonderful food – but I have to say, it wasn’t cool. A heat wave hit Marrakesh just as we did, and temperatures ranged from 110 –120°F every day — definitely not cool. And though my kids thoroughly enjoyed the experience, they let us know that traveling for 24 days with only limited access to their various electronic devices was somewhat less than cool.

Fortunately, I was also traveling with their father, a statistician who I knew was cool 16 years ago when I married him. And that was long before the New York Times announced that the image of statisticians is changing from “dronish number nerds” to professionals who are “finding themselves increasingly in demand — and even cool.” It’s good to be ahead of the curve.

If you were on vacation, too, you may have missed it when the NYT article pronounced that the statistics profession is the place to be — a fact that we’ve known all along. It was no surprise to us when Hal Varian, chief economist at Google, stated flat out that “the sexy job in the next 10 years will be statisticians. And I’m not kidding.”

Data-driven decision making is the engine that runs businesses today, from multi-national corporations to regional restaurant chains to nonprofits and educational institutions. Data is the new capital of the business world, and it is proliferating at a rate faster than we can interpret it, with estimates of five-fold increases by 2012.

But, as the Times article makes clear, gathering data is the easy part. According to Erik Brynjolfsson, director of MIT’s Center for Digital Business, “the big problem is going to be the ability of humans to use, analyze and make sense of the data.” Highly educated quantitative professionals are the answer to that problem, and even in these challenging economic times, statisticians are still in demand in many sectors.

Qualified applicants who have hands-on experience with data and, more importantly, who can translate this raw information into actionable insights for company decision makers are still scarce. While there certainly have been layoffs in a number of areas (namely finance, retail and advertising), statisticians have experienced relatively more job security than their less quantitative colleagues. Candidates who can be a bit flexible on location are usually able to regain their career footing quickly. For now and into the foreseeable future, the field of statistics is still where you want to be.

I hope you’ve had some cool experiences this summer. Looking forward to catching up with you. As always, I welcome your updates and thoughts. Thanks for staying in touch.

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

Sit Tight

2009-06-17T14:39:00.000-07:00

Sit Tight and Network, Network, Network

Despite the long, painful slide that has hit most of the American job market, many of us in the quantitative community were fortunate that our employment options remained relatively intact until early this year. I wish I had a pithy quote, wry comment or even a good joke to take the sting out of the current news, but I've got nothing. The sustained economic downturn has, unfortunately, caught up with quantitative business professionals and layoffs are now affecting our industry with force.

Beginning in January, waves of layoffs hit major corporations across almost every sector. The financial services and automotive industries, and those suppliers and consulting firms that support them have been hardest hit. Other industries under siege include technology, communications, traditional advertising agencies, and insurance companies. While I personally believe that the bulk of the layoffs are behind us in analytics, I am still hearing rumblings from many sources of additional trimming.

If you have a job, my advice to candidates is to sit tight, unless your situation is completely intolerable. The current market is steeply tipped in favor of hiring companies, so salary bumps, sign-on bonuses, or rich relocation packages are rare at best. Make yourself invaluable. While that may sound overstated, the fact is that many quantitative professionals are uniquely positioned to provide the skills, data and analysis that top management needs to make the best possible decisions in these difficult times.

If you are already in the job market, the key is to be adaptable and network aggressively. Be flexible about location, salary (but not overly so), relocation allowance, title and industry. Know going in that HR groups will be tough negotiators. Make sure you connect with other quantitative professionals – through association memberships (like ASA, AMA or Informs), alumni groups, technical conferences and, of course, LinkedIn. Update your profiles, participate actively and professionally in relevant forums, and be generous in sharing opportunities with others.

On the flip side of the job market coin, the few hiring managers who are looking for talent are frustrated. Top prospects are often hesitant to make any kind of move, as no one wants to be the new kid when layoffs are looming. Many candidates are unable to even consider changing jobs due to the relocation costs associated with sluggish home sales.

The employment outlook still looks pretty stormy from my window, with a very inactive summer job market on the horizon. By third quarter, I expect that corporate performance should show signs of improvement (compared to ’08). Because labor recovery is a lagging indicator of economic health, we probably won’t see a return to confidence or tentative steps toward hiring and rehiring until the end of this year.

Through all the gloomy news, quantitative business professionals should take heart in the fact that their near-term and long-term career prospects remain positive. The ability to glean actionable insights from the mountains of data emerging from our limitless knowledge pool will continue to be a critical skill. The current economic situation is a bump (or maybe a pothole) in the road, but in general, the quantitative expert will benefit from extremely high job security.

Thanks for staying in touch with me during this daunting time. Keep me posted when and if your situation changes. I would also love your take on the job marketplace from the trenches. Please feel free to share your comments!

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

Back to the Future?

2009-04-30T09:17:00.000-07:00

Those of you that have been following my occasional blogging may remember that I proudly have a “math geek” 13 year old son. I enthusiastically reported to him that this year’s list of top jobs ranked math number one. Of course, being an executive recruiter specializing in the quantitative business sciences, I was equally excited to report this to my readers.

Just when I thought things were headed in the right direction for my son and all of you, more bad news came out of Washington. In a shortsighted attempt to protect US workers from competing for jobs with recent immigrants, financial institutions and other firms that have received taxpayer bailout money are barred from hiring employees on H1-B visas. These visas are required for highly educated, specialized workers in order for them to be legally employed here in the United States.

How would this have a negative impact on my son’s career future, you might ask? Wouldn’t this improve his chances for a choice job after college and maybe even bid up his salary? Absolutely not. In order for our country to continue on its path as a world leader in innovation and education (although I question this), we need to keep the best and the brightest minds in science and mathematics here, including foreign workers. We should welcome them with easy access to working visas and keep them challenged and motivated by limitless opportunity. Otherwise, we will see our standing as the leaders in innovation in this technology age quickly evaporate as opportunities permanently move with this talent to their home countries. And that could happen by the time Jay completes his college education.

As an executive recruiter who has specialized in placing quantitative professionals (including mathematicians, statisticians and econometricians) for over 25 years, I am very aware of the acute shortage of professionals with a solid quantitative background. We are simply not able to fill all the open positions in this fast growing discipline with home grown candidates. This has resulted in the escalation of foreign quantitative graduates with H1-B visas filling the void. Additionally, off shoring of these jobs is a direct result of our inability to answer the demand. And, by the way, I have seen no evidence that this has had any negative impact to salaries of US citizens in this discipline.

Math education is vitally important to the long term ability of our country to compete in a global economy. I am counting on President Obama to address this issue, perhaps with some prodding from Bill Gates. But I also think that our society needs to evolve in the way we view mathematics as a field of study. Scientists are portrayed as “mad” in movies and TV. Lawyers, businessmen and politicians are glorified by society and rewarded with huge compensation packages. No wonder kids can’t find any benefit from continuing their math education beyond the minimum requirements.

Parents also must reexamine their thinking about their children’s education. Many so called helicopter parents steer their kids away from the higher level math classes because they increase the risk of a lower GPA and reduces their chance at acceptance into the best colleges. And, math is unforgiving in the sense that your answer is either correct or it is not. No partial credit or negotiating for a higher grade. Hard work is required to master math.

With all that is going wrong in the economy right now and the need for immediate action to limit the short term impact, my hope is that we do not lose sight of the long term goals for our country. As always, I welcome your comments.

Linda Burtch
Burtch Works

Email: lburtch@burtchworks.com

Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

2009 Trends

2009-02-09T13:43:00.000-08:00

It’s Here

Those who have been following my blog regularly have read my observations about how the quantitative market has remained relatively unscathed by this current recession. I am unhappy to report that this is no longer the case. As the recession has deepened, our profession is beginning to feel its impact.

It’s not news that the impact has been broad based, with few industries or regions spared. Overall unemployment now stands at 7.6%, up significantly from 5% last summer. It appears that the college-educated are also feeling the pinch – with a current unemployment rate of 3.8% and projections from labor economists that say it will well exceed 4% before we see a recovery.

Any good news, you ask? Absolutely! In the last four weeks, I have had several candidates who have had multiple opportunities tendered, and their prospective employers even bid up their offers! This supports my belief that quantitative candidates will always have options, even in a depressed employment market like the current one.

These particular candidates had very strong quantitative skills, were proficient SAS users, projected solid business acumen and had a positive attitude. In most cases, the candidates were fortunate in that they either didn’t own homes or didn’t require home purchase assistance. They were also very flexible geographically. While some of the qualifications that made them attractive candidates were a matter of circumstance, many are attainable through hard work, dedication, continuing education and perseverance.

Here are a few general observations, as well as how the recession is specifically affecting the quantitative job market:

· Hiring freezes and layoffs are widespread. The good news for the hard-to-replace quantitative professional is that open positions are usually eliminated first, before any layoffs are implemented. Unfortunately, I am now seeing more staffers getting pink slips in second or third round layoffs. In terms of hiring, with the current level of economic uncertainty, very few organizations have the courage or ability to increase their headcount, even if they have a need.

· Raises and bonuses are infrequent. In the last several weeks, many companies have announced salary freezes and are drastically reducing or eliminating bonuses. Though bonuses may still abound on Wall Street, the rest of us will be holding tight for a while. I have heard that, in some cases, employees have even been asked to take pay cuts, usually from 5-10%, and I know of one situation that involved a 20% salary reduction.

· Relocation requiring home sales has become difficult. The bursting of the real estate bubble and the tightening mortgage market has significantly increased the lead-time required to sell homes in many areas of the country. Companies today are rarely willing to provide a house purchase parachute because they are already shouldering a heavy burden of unsold homes stemming from 2008 relocations. Individuals who must relocate for new jobs are often faced with the prospect of substantial losses, especially if they purchased their homes in the inflated years just prior to the real estate bust.

· The ability to negotiate with a prospective employer has been greatly reduced. Now is not the time to casually explore your options. Recognize that the recession is affecting everyone, individuals and corporations alike, and negotiate with respect for the current economic situation.

No one knows for sure how long the recession will last or what its ultimate fallout will be, but my sense is that we will see the market begin to strengthen at some point before this time next year. I have weathered many a recession in my career (but only because I started so young!), including those of ’82, ’87, ’91 and ’01. The single common thread through every downturn, large or small, is that they all came to an end, and it has been my experience that the faster the decline, the more vibrant the recovery.

We are here to help. Stay tuned for more information on how you can pump up your resume, boost your marketability and become an indispensible entity within the quantitative market. Please feel free to contact me with any questions or comments. Helping you navigate the choppy waters of the marketplace is our job, in good times and bad.

Thanks for keeping in touch,

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

2009-02-09T07:36:00.000-08:00

Hot New Opportunity -
Director Marketing Analtyics -
Major Midwest CPG firm seeking a seasoned marketing scientist.
Hands on modeling with SAS required.
Five to 10 years experience working in packaged goods research a must.
$120 to 150K base plus bonus.

Thomas Friedman's Opinion

2009-01-12T15:10:00.000-08:00

Here’s another piece highlighting the importance of improving our math and science education to keep our country competitive. Thomas Friedman wrote in the New York Times Opinion Page on Sunday expressing his views on the upcoming $1 trillion economic stimulus package. It’s an interesting read and once again emphasizes the critical need for quantitative professionals.

An excerpt:

"You see, even before the current financial crisis, we were already in a deep competitive hole — a long period in which too many people were making money from money, or money from flipping houses or hamburgers, and too few people were making money by making new stuff, with hard-earned science, math, biology and engineering skills.

The financial crisis just made the hole deeper, which is why our stimulus needs to be both big and smart, both financially and educationally stimulating. It needs to be able to produce not only more shovel-ready jobs and shovel-ready workers, but more Google-ready jobs and Windows-ready and knowledge-ready workers."

To read the article in it's entirety, click here.

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

Family Dinner Conversation

2009-01-09T08:23:00.000-08:00

Just a few nights ago, during our family dinner, the topic of the eighth-grade social order arose. It seems my 13-year-old twins, Jay and Becky, have a pretty clear understanding of where they (and all of their classmates) stand in the pecking order.

Becky said she resides somewhere in the middle —abercrombie jeans and Ugg boots are clear plusses, but being in the advanced math group lowers her overall score. Jay said he’s on “the lower end” and Becky did nothing to dispute this or buttress her twin.

Jay has been known as a “math geek” since second grade. He is a terrible dresser, combs his hair once a month (whether it needs it or not), plays competitive chess and piano for the jazz band, is two grades ahead in math (where he is the top student, definitely a social blunder), and programs his calculator for fun. Apparently all that’s keeping him from plummeting to the very bottom of the social heap are decent soccer skills and some talent in track.

Fortunately, I was armed with information from a timely Wall Street Journal piece called Doing the Math to Find Good Jobs, published the very day of our family discussion. The Journal reported that the best job in the U.S. is … (drum roll, please) … mathematician! In even more good news, two closely related fields came in second and third – actuary and statistician. These standings are based in part on favorable working conditions – an indoor environment free of toxic fumes, with no heavy lifting required. The quantitative sciences also score high in terms of pay, low stress levels (really?) and a good work-life balance.

I was able to reassure my “math geek” son that though it may seem like he’s on the bottom social rung of eighth grade, with hard work and a little luck, his skills and talents will give him a quick elevator ride to the top of the job stratum as an adult. As Bill Gates once said: “Be nice to nerds. Chances are you’ll end up working for one.” He should know.

Let this reassure you as well, my analytical friends, and revel in your career choice!

My best wishes to you and yours for a healthy and prosperous 2009

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

R, the Magic Language!

2009-01-08T09:40:00.000-08:00

As I have reported previously, the use of R as the statistical tool of choice has grown dramatically in the past couple of years. The program is free and is in an open-source format allowing users to modify the tool specifically to their situation. In case you missed it, the New York Times had an interesting piece in the business section on Wednesday touting the power of R. Click here for a pleasant diversion from all the gloomy business news.

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

Interesting Article

2008-12-18T13:26:00.000-08:00

At a time when there is so much negative news regarding the economy and the job market, here's some positive news for MS graduate candidates in analytics from sascom MAGAZINE.

The making of an analyst
Find, hire, and train employees with analytical minds
By Ted Cuzzillo

The first graduates with a master’s of science in analytics from North Carolina State University found evidence this spring of a growing demand: Recruiters offered starting salaries to new business analysts that were at least comparable to – and perhaps higher than – the nationwide average offered to new MBAs, statisticians and computer scientists.

The 20 graduates of the university’s Institute for Advanced Analytics are starting at an average salary of $83,300. MBAs start at $65,500 for computer science and $54,700 for math and statistics, according the Graduate Admissions Council and the National Association of Colleges and Employers.

As vast quantities of data flow into corporations, a new problem has arisen: how to approach and analyze it all? It’s no longer just quantitative. It’s often unstructured, messy and possibly corrupted, and it’s constantly changing and swelling. Often, it has to be fit for executives’ perusal in the morning.

The old methods don’t work, and those who know the new methods are in short supply. How do you find them, and how do you train them? Wayne Eckerson, the director of TDWI Research, suspects that most companies look first on the open market for analysts. Failing that, they look inside to find a business-savvy person doing similar work who might be trainable. “This could be a subject-matter expert, a report developer who spends a lot of time talking with the business, or a data or systems analyst who supports a business department,” he says. He warns that a serious, long-term shortage of analysts may have serious effects on the industry. Companies will find it harder to launch predictive analytics programs or improve existing ones. The word “analyst” may mean any of several sets of skills. Some analysts know the programming required to pull together mountains of data from different sources and extract what they need to answer a question. Others have enough knowledge of business, math or statistics to see in the data what happened and what may happen next. Harder to find, says Polly Mitchell-Guthrie, education industry strategist, are those who can do both. Even harder to find are people who can also define the business question and come up with recommendations for senior managers. Top analysts understand the industry they’re in. And they understand what to do with data that doesn’t yet come shrink-wrapped and ready to serve.

To read further, click here.

Don't Worry, Be Happy...

2008-11-25T09:38:00.000-08:00

… that you selected an analytical career path! Even in the face of daily dire economic news, the quantitative job market continues to hold its own. Many of you may have read this interesting take on how one man has tried to stand out in the job-hunting crowd. News outlets around the world featured the story of Paul Nawrocki, an unemployed Manhattan manager who has been sporting a sandwich board to advertise his job search. While you’ve got to admire Mr. Nawrocki’s originality, you can feel confident that more traditional recruiting and job-hunting tactics are still serving our industry well. Since my last post four weeks ago, many have wondered how our corner of the job market has fared. I am happy to report that, in the analytical groups of the companies I work with, there have been very few layoffs. The managers and directors who head these groups understand how difficult it is to recruit solid quantitative talent and are hesitant to let anyone go.

And believe it or not, there are still plenty of career opportunities for analytical specialists. Job hunters who have kept their skills current and worked to broaden their expertise across a few industries will likely have a few options to consider. It’s important to be flexible on location and be willing to roll up your sleeves to work with data and SAS. And in this market, there is not a lot of room to negotiate compensation. My best advice for everyone is to keep your professional network current, so you are able to tap into those connections when and if you need them.

(By the way, are we connected on LinkedIn? If not, click here!)

Stay tuned for updates. And as for Mr. Nawrocki, I bet he has started a new job by now!

I welcome your comments and observations.

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

Job Market Update

2008-10-22T06:15:00.000-07:00

First of all, let me assert my firm belief that the only thing we have to fear is fear itself - nameless, unreasoning, unjustified terror which paralyzes needed efforts to convert retreat into advance. — Franklin D. Roosevelt

Many people assume that this famous quote from Roosevelt was about World War II. In fact, it was part of his first inaugural address in 1933 and was specifically meant to ease the country’s fears about the worsening economy. Since my last blog entry on the state of the job market for the quantitative business professional in July, there have been dramatic changes in the economic and business climate. It is rare these days that I have a conversation without being asked for my take on how these changes are affecting the current job market and the near-term prospects for job seekers in our industry.

Not surprisingly, the drumbeat of negative news about the economy resulting from the meltdown of the financial markets has many people on edge about the stability of their companies and the security of their jobs. At Smith Hanley, we have been paying close attention to every aspect of the current crisis — what I see happening in the quantitative job market is surprising, and should offer my audience relief and even confidence.

We are still seeing a healthy amount of hiring and new job openings. Last year was a record revenue year for the quantitative recruiting groups at Smith Hanley; and this year, even if we have a weaker fourth quarter, we will surpass last year’s numbers. Certainly, the overall unemployment rate has climbed rapidly from 5% this summer to a current rate of 6.1%; the weekly jobless reports are also grimmer, with the number of jobs lost in September nearing 150,000. In the panic of the moment, however, it is important to note that the unemployment rate for college educated professionals is still at very low 2.5% and I strongly believe that for analytics professionals, that number is lower still.

While it’s true that this recession is having a negative impact on employment in most disciplines, professionals with backgrounds in data analytics (including statisticians, econometricians, operations researchers, and mathematicians) are continuing to enjoy job security and employment opportunities. Albert Einstein once said: “Try not to become a man of success, but rather to become a man of value.” In uncertain economic times, the best advice we can give the men and women in our field to keep their jobs secure is to work hard and demonstrate to their employers the value they bring to table. As quantitative professionals, they are uniquely qualified to sift through the mountains of business data necessary to help management develop effective streamlining strategies, a vital tool in this economy. In this case, it is nice to be considered to be among “America’s most wanted”.

These are interesting times. In a news cycle full of gloom and doom, I am pleased to report that employment in analytics remains robust, and with no substantial layoffs or hiring freezes in sight. But in this volatile environment, things could be different next week – so stay in touch with your recruiter at Smith Hanley for the latest updates on the analytical employment market.

Please share your opinions about the economy and current job market by posting them to my blog.

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

Declining Math Skills in the US

2008-10-17T12:17:00.001-07:00

Last week, I was disappointed as I read in the New York Times that the number of children in the

United States

who are excelling in mathematics is in decline. It seems that American culture does not highly value talent in math and as a result, many students, and especially girls, are not motivated to achieve in this discipline.

My own 13 year old daughter, Becky, decided to drop out of the chess club this year, after having competed nationally and internationally since she was in the first grade. “It is just not cool, Mom.” But I am continuing to insist on participation in after school math enrichment through the local Kumon branch. And she is dutifully rising early every morning to get to her 7:15 geometry class at the high school. Luckily, I still have some influence!

As a recruiter for positions requiring quantitative skills, I am very aware of the acute shortage of analytical talent here in the United States. Off shoring these jobs resulted because of the inability to satisfy all the demand (and I did not see any negative impact to salaries here as a result). The demand continues to grow and it sounds like the supply will increasingly come from foreign sources.

Here’s the link to the article: http://www.nytimes.com/2008/10/10/education/10math.html?_r=1&scp=4&sq=mathematics&st=cse&oref=slogin

I would love to hear about your experiences – please share them by posting to my blog.

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

The Numerati by Stephen Baker

2008-09-15T15:59:00.000-07:00

As I'm sure you are all aware, we live in an extremely numerically driven world, where many of you mine for information along all sectors and industries. The Numerati, by Stephen Baker is a book describing exactly this, according to John Derbyshire, the author of a book review from The Wall Street Journal. From measuring advertising success, to predicting customer behavior, to electronic name recognition, and blog mining, the elite quantitative professionals are staying competitive and current in trends concerning the most updated data and necessity of data analysis. This is a very interesting delve into the issue of privacy and the impact of data mining.
To read more: http://online.wsj.com/article/SB122143747437734337.html?mod=2_1167_1

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

For your information

2008-08-04T09:46:00.000-07:00

Hello,

I wanted to pass along some interesting data that we found from KD nuggets.

From our vantage point, we don't necessarily see this as true for quantitative professionals, but we thought you might find it a worthwhile read. Enjoy.

http://www.kdnuggets.com/news/2008/n14/1i.html

Subject: Surprising Effect of US Recession on Data Miners

The previous KDnuggets Poll asked: How do you expect the US recession to affect the demand for data mining / analytic software and services in the US and worldwide?

The surprising result is that a third of respondents felt that it would increase the demand.
John Elder, one of the leading data mining consultants in the US observed that his company saw an increase in demand. KDnuggets also saw an increase and in demand for consulting. However, this increase did not apply to all.
About 40% of respondents felt that the US recession would reduce the demand, and the rest thought that there would be no change.
Also, based on number of jobs received by KDnuggets, and looking at "data mining" jobs at other large job boards, we see that hiring by large companies (except perhaps Microsoft) has slowed down in the last quarter.

Here are full results of KDnuggets Poll: Effect of the US Recession on Data Mining Demand

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

Quantitative Job Trends 2008 5-6-08

2008-07-09T09:47:00.000-07:00

Recession Talk Exaggerated re Analytical Job Market

While talk of recession continues to dominate headlines, with the fresh job market data issued in May, we question whether there is a recession at all. Overall, the economy lost 20,000 jobs in April, significantly fewer than economists had predicted. Furthermore, April saw substantial growth in professional hiring, adding 39,000 new jobs. All this information supports the healthy activity we are experiencing.

Despite some doomsday predictions, current data indicates that we may have passed the period of greatest risk and could even be on the road to another robust hiring phase. For example, Monster Worldwide, the Internet jobs company, recently reported that its monthly employment index for April experienced the sharpest gain in more than a year.

In addition, recent figures on jobs, GDP, business confidence, and consumer spending all tell a consistent story indicating that, while the economy weakened abruptly last fall, there has not been continued deterioration. It seems increasingly probable that the US will skirt a recession this year.

New job orders continue to arrive from all sectors, with consumer packaged goods and pharmaceutical companies leading the way. Energy, telecommunication, and consulting firms are all looking to hire; and we are seeing activity from advertising agencies, insurance companies and retailers, as well – areas we assumed would contract during a soft market. Even the beleaguered credit industry is showing signs of a return to staffing during this second quarter.

This continued hiring seems a testament to the constant level of demand for good talent. While other areas may be feeling the effects of the economy more drastically, our clients are still in need of employees with strong analytic aptitude, and the ability to lead the way with data-driven business decisions. The technical and strategic talents of those in the marketing analytics industry are highly desired by today’s companies, and this helps to shield quantitative professionals from the effects of the softening market.

To understand recent and upcoming conditions, it may be helpful to examine a few substantial differences between the current market softness and the recessionary period of 2001-03. Economists frequently describe modern recessions as being “U” shaped, rather the “V” shape of past recessions. Prior to 2001, recessions tended to be sharper, with a sudden spike in layoffs and unemployment rates. The trough was deep, but short lived and the rebound was quick. During the 2001-03 period, the falloff was not nearly as sharp and the bottom not nearly as deep, but the turnaround was slower, with many months of sluggish growth.

While some believe we may be in the beginning stages of this new kind of economic cycle, many indicators suggest otherwise. During 13 of the 24 months between May ‘01 and May ‘03, monthly job losses averaged between 150,000 and 300,000. In contrast, the job losses reported this year are much less dramatic, at 80,000 per month for January through March, and just 20,000 in April. It is also worth noting that unemployment peaked in June 2003 at 6.3% during the earlier contraction period, whereas the current rate is hovering at about 5.0%.

I am happy to say that the impact of the reported soft market on the analytical community seems likely to be minor. We have not heard of any substantial layoffs and salary offers remain aggressive. Our candidates continue to enjoy a steady stream of new opportunities, and filling these highly specialized positions is a persistent challenge for many companies.

These are the challenges we welcome. We are here to help you understand and prepare for fluctuating market conditions. Let us know of any way in which we might be able to be of service.

Best regards,

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

Quantitative Trends: 2008, Part II

2008-05-06T06:56:00.000-07:00

As it is our goal to keep you informed of what we're seeing in the marketplace today, we thought you might appreciate some insight into the current entry-level space.

Is the Job Market Mad For Grads?

It is according to The Chicago Tribune, which recently reported a robust hiring market for college graduates this spring. While the article highlighted a number of “hot” areas, it did not address the entry market for our industry, specifically quantitative candidates coming out of master’s degree programs in statistics, economics and operations research. Here are a few of my observations on the current and upcoming markets for analytical grads.

In general, demand from our corporate clients for entry-level candidates has trended down since fourth quarter 2007. There is a growing perception that more experienced candidates are available as a result of the uncertainty hitting some specific industries. As a result, many organizations are attempting to fill open positions with candidates who have some corporate experience, even if it is only one or two years.

New Grads Address Specific Needs

Even with current conditions favoring more experienced employees, companies remain sensitive to the continuing need to staff their quantitative groups and assure that the pipeline of trained talent will remain unbroken, especially for critical, hard-to-fill openings. Corporate talent acquisition groups are also busy planning for the wave of Baby Boomers approaching retirement age, and new grads will play a key role in filling this looming void.

In uncertain economic times, new grads also help address the all-important issue of staffing costs, as they are typically brought in at much lower salary- and benefit-levels. In addition, new grads often offer “fresher” technical skills than their more experienced colleagues.

Flexibility is Key

If, as predicted, the market continues to soften, graduates on training visas will have a more challenging time this spring. It is important for these individuals to be flexible with geographic requirements and, as always, hone their communication skills, both spoken and written. It has not been my experience that these candidates need to consider lower compensation levels.

Although a repeat of the distressing graduate markets of 2001/2002 is unlikely, let’s not lose track of lessons learned. While some organizations will make offers to students

months in advance of graduation (many large consulting firms routinely follow this practice), these offers can be rescinded, as they were frequently during the last recession.

Soon-to-be graduates need to stay abreast of changing circumstances at their future employers and remain flexible, if necessary.

Market Shrinking, But Salaries Rising

So far this year, we have seen the entry market demand for recent analytical grads shrink by 32%. Starting salaries, however, have continued to increase. The average starting base salary for a quantitative master’s graduate for the 12 months ending June 2007 was $57K; that base has since increased to $62K.

Even in the uncertainty of today’s economy, the need for strong quantitative talent remains solid. So relax — it’s our job here at Smith Hanley to keep an ear to the market and keep you in the loop. Please get in touch with any specific comments or concerns.

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

Quantitative Trends: 2008

2008-02-11T13:13:00.000-08:00

It's that time of year again! As 2008 is well underway, Linda has put together her much anticipated "state of the union address" sharing her thoughts on the outlook for this year's quantitative job market. You'll find that below.

As always, we welcome your input and observations, so feel free to post your opinions!

TRENDS 2008

Don’t Panic Over Recession Forecasts

In light of the dire predictions filling today’s economic and political news, I want to share some of my expectations for the quantitative job market going in 2008. Many of the sobering employment statistics released February 1 by the US Labor Department do not reflect our industry’s current outlook. Though the economy as a whole lost 17,000 jobs in January (the first monthly decline in four years), and the number of long-term unemployed (+6 months) is up about 21% from a year ago, I am happy to report that job security for the quantitative professional is high, with continued strong demand and frustratingly short supply.

Quantitative Professionals are Secure …

Recruiters here have not seen any significant signs of slowdown in our job markets. To date, there have been few layoffs in the quantitative professions, and recruiting and hiring remain a priority for many departments. Talented professionals are still in short supply, continuing to make it difficult to fill open positions even in this changing economic climate, and also making quantitative specialists less vulnerable during layoffs.

… with Some Exceptions

The consumer credit groups are a bit of an exception to the general level of security afforded the rest of the quantitative industry. The mortgage crisis has resulted in some cutbacks at lending institutions, banks and real estate companies, especially those heavily involved in the subprime market. For those who remain, bonuses have been uneven.

In addition, corporate hiring managers do seem less interested in entry-level statisticians at this time, believing (or maybe just hoping) they will be able to take advantage of the softening market to add experienced, talented staffers. I continue to encourage our clients to be open to considering junior or entry-level statisticians, as other industries are still competing for more experienced hires. By accommodating the learning curve of entry-level statisticians, companies may be cultivating a unique talent base that will garner large returns on their investments as the need for industry-specific quantitative experience continues to grow unchecked.

Industry Crossover Presents New Opportunities

Hiring managers across the board are realizing they might find the employees they need among the ailing credit industry’s talented quantitative professionals. Candidates with bank and credit experience offer knowledge of sophisticated statistical techniques, as well as expertise in managing large and often messy data sets. In the past, it has been a challenge for other industries to compete with the higher compensation levels and generous benefit packages of the big banks. As the credit industry pulls back, candidates are looking outside that arena with new eyes, suddenly able to appreciate the career advantages offered by knowledge diversification.

Consulting Firms Continue Healthy Growth

As many corporations are realizing the limitations of outsourcing their analytics overseas, they have turned to domestic consulting resources to handle their quantitative needs. This has lead to

a visibly growing demand for quantitative professionals in consulting environments - from very large global concerns to small boutique shops.

Relocation Presents Continuing Challenges

For 18 months, the soft housing market has had a major impact on the ability of candidates who own homes to relocate. A few companies are able to provide a safety net for homeowners through a buy-back policy, reducing the stress involved for families contemplating a move. Other companies have agreed to extend temporary housing allowances (in the past often limited to three months) to accommodate the longer time required to sell a home.

Salaries Remain Firm

In another sign that our industry is riding out the recession news, the recent market pullback has not reduced the salary offers our quantitative candidates are receiving. Though bonuses will be disappointing for many this February and March, others will see on- or above-target payouts. The frequency of sign-on bonuses is also holding steady at about 35% of the offers our candidates receive.

Let Us Help You Navigate the Shifting Economic Terrain

Though negative economic reports continue to make the daily news, the real news for our industry is much brighter. Quantitative professionals are still enjoying lucrative careers, with new opportunities for growth and diversification rising from both traditional and unexpected sources. Smart hiring, creative thinking and careful career management will help ensure a positive outlook for quantitative professionals. I will continue to monitor the market closely for changes and trends, and look forward to analyzing the news to help you stay abreast of developments affecting your career.

Let me know if you have any questions or comments, as well as how we can help you plan for this year and the years to come.

Best regards,

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

2008: The Year of Quant?

2008-01-25T09:06:00.000-08:00

Monster.com recently published an article on the outlook of careers in 2008. With some interesting predictions, we encourage you to take a look!

Hiring Outlook 2008
By JOHN ROSSHEIM, Monster Senior Contributing Writer

You want a New Year's prediction for the US labor market? Here you go: 2008 will be the year of the quant.

By quant, we mean not just quantitative analysts, those brainiacs of finance who drive many a hedge fund's oversized returns -- and occasionally help set off market crises like the recent mortgage-backed securities meltdown.

No, for 2008, we have the entire range of creative workers who excel in the logical and mathematical in mind, for they are in intense and increasing demand in fields like systems design, electronic engineering, accounting and, yes, finance.

Read on to see how your corner of the economy will fare in the new year.

http://rs6.net/tn.jsp?t=ci7hpicab.0.0.mntzjxbab.0&ts=S0314&p=http%3A%2F%2Fcareer-advice.monster.com%2Fjob-search-essentials%2FEmployment-Outlook-2008%2Fhome.aspx

Times, They Are A-Changin'

2007-12-17T14:49:00.000-08:00

With the closing of another year rapidly approaching, it's always fun to take a moment to consider how quickly things can change in just a short period. Time elapses, people grow, technology develops... and with the continuous change come continuous challenges- necessary adaptations to meet the newly developed demands of the ever-evolving world around us.

Statistics, it seems, faces those challenges as well. As more people become more mobile (thanks to technology) and are relying less on traditional land based phone lines, it is becoming much more difficult to get an accurate sampling of household makeup. The New York Times recently published an article on this subject, and we thought you might find it interesting. Check it out at the link below:

http://www.nytimes.com/2007/12/07/us/07polling.html?ex=1354683600&en=9ed635832ad9a821&ei=5090&partner=rssuserland&emc=rss

Happy Holidays!

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

Entry Level Salaries

2007-09-19T15:52:00.000-07:00

As an insight into the industry, here are some interesting numbers for statisticians entering the business world after completing a Master's Degree:

The average base salary of someone entering the field this year is $62,500, as reported by Kristen Wetta- statistical recruiter at Smith Hanley Associates. Interestingly enough, there was very little difference in salary regardless of geographic location. Salaries in the more expensive East Coast region of the nation closely matched other parts of the country.

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

Start-Up and Get Going...

2007-09-03T15:45:00.000-07:00

A common fact: the face of the industry is always changing. The natural evolution of the business constantly continues, bringing about new work models, new practices and methodologies, and new demands. Here at Smith Hanley, it is our job to keep an eye to the marketplace- notice trends, patterns, areas of growth- so that we can continue to provide insight and guidance as you navigate the waters of your career.

As of late, we’ve spotted a resurgence in the number of start-up businesses showing up on the radar, and thought it worth noting. Similar to the great amount of dot-coms that sprung up within the last decade, the start-up seems to be making a comeback… a strong one at that.

With the promise of excitement and the opportunity to make a big impact in a small organization, we’ll be keeping our eye on these companies, and thought that you might like to, as well.

Here is one of the “startup opportunities” we’re currently working on:

Smith Hanley is currently working on an exciting opportunity with a well-funded, pre-IPO in the Chicago area. This online marketing and advertising company is searching for a Director/VP, Analytics who will be the lead role in the development and management of analytical solutions for optimization, forecasting, and media mix allocation, as well as the development of external client solutions for online consumer targeting, display personalization, and segmentation. This highly motivated self-starter will provide the leadership and direction needed to steer the analytical team, while also interfacing directly with strategic clients. A unique opportunity to make a true impact with a fresh, growing organization, the ideal candidate will have modeling expertise utilizing SAS & SQL and advanced degree in a quantitative discipline. $100,000-$125,000 base salary plus bonus.

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

One Thing to Consider...

2007-08-03T14:27:00.000-07:00

With the current market presenting a wealth of opportunities, many of you may find yourselves approaching the next chapter in your career; moving into a new role, taking on a new set of responsibilities, and building new bridges. As important as it is to look forward with each new step, a recent article in the Wall Street Journal declares that it is essential not to neglect the importance of that which you leave behind.

According to journalist Joann S. Lublin, a positive exit from a current employer is key when taking that next step. With 25% of the country’s executives currently contemplating leaving their job, ensuring your last interactions are free from negativity can mean the difference between an angry, resentful departure and one that leaves valuable relationships intact.

Both Linda and myself have seen the importance of this time and again, and agree completely. So, before you burn any bridges, take a moment to read this article and consider the impression you’re leaving behind…

http://go.speeple.com/news-D1raHKPeJn4

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

Title Inflation: VP of Blogging?

2007-06-12T06:13:00.000-07:00

One thing that we know is true: the key to happiness when taking on a new role is in your personal enjoyment of the job itself- not its title. However, a snappy title is often one of the first things we judge. So, how effective is this in a time when "title inflation" is more common than ever?

In this ever-changing market structure, we see the importance for corporations to continue to reinvent themselves so as to demand a quicker response to the constant evolution. Over the years, what once was a full hierarchy has been tightened up; "reducing headcount= more efficient". With this flattening out of the corporate ladder, the opportunity for growth has become more difficult, leaving employers with fewer ways to denote success and promotion. As a result, an increase in title rather than function has become common practice, and we're seeing the trend pass through all industries. What is the cause of this? What does it signify to those looking to work their way to the top? The article below offers some insight into this.

http://knowledge.wharton.upenn.edu/article.cfm?articleid=1748

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

Read Any Good Books Lately?

2007-04-27T13:19:00.000-07:00

As a testament to the growing importance analytics play in the decision making processes of today’s business market, the Wall Street Journal recently highlighted a publication written on the subject. With the staggering advancements and incredible possibilities that exist within the world of “number crunching”, Competing on Analytics by Thomas H. Davenport and Jeanne G. Harris aims to give insight into the analytics-driven success behind the marketing efforts of today’s major companies. Case studies of organizations such as NetFlix and Harrah’s Casino in Las Vegas delve into the secrets of the “numbers never lie” approach, and shine a light on the most important factor in the whole analytical equation- the necessity for good talent.

So, for those of you looking for a good book to pick up… take a look at the full article below.

http://online.wsj.com/article/SB117685837776773418.html?mod=most_viewed_leisure24

2007 Compensation Information

2007-02-21T08:29:00.000-08:00

This year promises to be even more exciting for the quantitative professional. The career information most frequently sought by clients and candidates in the field revolves around salary and other forms of compensation. Whether you are planning to grow your staff this year or are assessing your own career path, here are some points to consider:

Hot Skill Set – Web analytics, pricing, credit analytics, analytically-based strategy.
Fast Moving Market – Candidates (especially at the more junior end) are receiving multiple offers and are going off the market in three to five weeks, much faster than the more typical eight to twelve weeks we’ve been used to seeing.
Relocation Challenges – Many companies are reassessing their relocation packages as the housing market continues to stagnate in many parts of the country. Unless these packages contain a safety net to cushion probable double mortgage payments, many candidates are not able to accept offers that require relocation.
Sign-on Bonuses – are back! In the last 90 days, nearly 40% of all offers have included a bonus as an incentive for candidates to “sign on”.
Cross Industry Job Changes – Candidates are changing industries far more frequently, even at the more senior level. Client companies are making offers to candidates coming from other industries as the talent pool tightens. This provides candidates with an ideal opportunity to expand their knowledge across industries.
Compensation – Many companies are offering more competitive packages to attract top talent. Here are some guidelines:

Vice President/Director
$135,000 to $250,000
On the corporate side, this level typically involves managing a group – the bigger the group, the higher the salary. Oftentimes, the top salaries are offered by boutique consulting firms where business development may play a major role in the compensation package. Of course, ability to provide thoughtful leadership and strategic vision is essential at this echelon.

Manager
$110,000 to $140,000
This position is often attained as the result of an internal promotion. Interpersonal skills are key – especially those demonstrating initiative, team building and the ability to direct group projects. While technical competence is important, remember that emerging executive-level administrative skills are what really count as you move up the business ladder.

Senior Statistician
$80,000 to $120,000
Talented business statisticians with excellent communication skills can command base salaries of up to $120K. To move up from here typically involves picking up management responsibilities or business development skills.

Senior Analyst/Analyst
$60,000 to $85,000
These are our most sought after candidates. With a master’s degree in a quantitative discipline and two solid years’ experience in the corporate world, this candidate will often receive multiple offers and be snapped up quickly. The market is red hot for candidates with this degree of experience – back to the level of the dot com boom.

Entry-level Masters
$50,000 to $65,000
Demand continues to increase over 2006’s healthy level. Because companies are not always successful in hiring enough talent with one-to-two years’ experience, they will often choose an entry-level candidate with solid academic credentials. Hiring candidates who might require visa sponsorship has become commonplace; clients not willing to do this greatly reduce their pool of applicants.

As always, I welcome your comments and insights. Visit my blog to weigh in on the topics I’ve touched on here and to participate in an on-line salary discussion: www.lindaburtch.blogspot.com.

Let me know if I can be of assistance to you in 2007!

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!

Job Trends for 2007

2007-01-22T08:11:00.000-08:00

Job Trends for 2007

As we begin the new year, I would like to take a moment to point out a number of changes we are seeing in the job market for the quantitative professional. First and foremost, the specific talents of skilled professionals in analytical fields are in high demand. Here are some of the trends we expect to continue over the next year:

· Talent Shortage – The job market continues to expand at a rapid pace for the quantitative professional. Despite recent reports highlighting a slowing of the economy (some even using the term “recession”), our experience has been quite the opposite. We speak to many clients who call to express their frustration at retaining and recruiting talent. The looming talent shortage in the overall employment market is exacerbated in our specialty niche. While cost per hire had been the focus of many human resource departments over the last three years, this has changed in the last six months. The emphasis is now on quality and urgency. Additionally, I have read that there is a major push to reinvigorate hiring managers to take ownership of the hiring process as strong candidates become more challenging to recruit.

Though corporate recruiters continue to use job boards and internal databases, our hiring managers now understand that this is not the primary source for the best talent. Traditional one-on-one networking and recruiter connections are usually the most effective for identifying the cream of the crop in the hidden candidate pool – something job boards simply cannot do. Job seekers have become more web savvy with the expanded use of personal blogs, websites and social networking. Consequently, recruiters and hiring managers need to keep up to date, leveraging these Internet tools to provide fresh information.

· Distributed Work – The increasingly competitive job market is causing a reemergence of the off-site-worker trend we saw in 1999 – 2000. Additionally, industry has embraced virtual meetings, web conferencing, webinars and inexpensive telephony. This distancing of some workers from the traditional workplace has resulted in an interesting, and perhaps unexpected, trend: some candidates have expressed skepticism as to whether this is the best situation for career development. Organizations moving again toward this model should consider how to battle the perception of limited career growth for the off-site worker.

Also, the offshoring of quantitative work has matured. As I have mentioned in the past, much of the migration of jobs in our profession was not driven strictly by cost considerations, but was rather a direct result of scarce local talent. The pendulum is swinging back toward training and development here in the US, as the limitations and lack of significant cost savings of offshoring this sort of sophisticated quantitative knowledge is understood more clearly.

· Rapid Technology Development – New technology has created a race among employers to provide their teams with the best equipment and resources. This is a big factor in businesses maintaining a competitive edge in their industry and keeps them from becoming vulnerable to loss of market share. I have found that professionals in analytical careers are motivated and excited by the advanced technology tools they are able to apply to their work. The ability to provide cutting-edge software tools and technology, as well as encouraging and supporting ongoing training, accords a distinct advantage to hiring managers in this tight labor market.

· Compensation Trends – I expect that going into 2007, employers will continue to become more aggressive in their recruitment efforts with higher offers for the top talent. Additionally, the use of sign on bonuses as an incentive to close deals has become commonplace. Because the demand for the best candidates has become overheated, it is important for hiring authorities to be clear on their hiring needs and tighten the search process. This will help avoid an elongated search resulting from candidates lost to competing offers and forcing the employer to repeat the entire process. The saying “the early bird gets the worm” is clearly at work in the hiring world today.

One idea for hiring managers in this challenging market is to consider bringing on candidates coming out of Masters programs who have had a relevant internship. Candidates who require an H-1 visa transfer or an OPT are almost universally accepted now for consideration (although the candidate who requires a new H-1 continues to have problems, due to government immigration ceilings).

· Relocation Challenges in a Slow Housing Market – As housing markets have slowed in the last three quarters, many of our candidates who are homeowners have hesitated to relocate. Concern about selling a home has prevented many a deal from going through, unless the employer offers a relocation package with a home purchase backup option. An extended temporary housing allowance (six months or more) can also help candidates feel comfortable with the prospect of relocation.

As you can see, we expect 2007 to present a challenging hiring environment. We look forward to working with you to find the best, most qualified candidates to meet your hiring needs. As always, feel free to call with comments or questions. Finally, in the next several weeks we will offer a detailed discussion of salary trends. Stay tuned.

Linda Burtch
Burtch Works
Email: lburtch@burtchworks.com
Don’t Forget to Connect to me on LinkedIn and become a Facebook fan!