JNTC: Global Strategy - Talent Mobility Management include Relocation, Immigration & Destination Services - The ReloNavigator Solution

To become successful in your strategy in global talent management, integrating mobility management as a solution will make you on top of the game.  ReloNavigator is a strategy that will provide you every solution that will make your hiring of top talents across borders be happy, high retention level, effective and organizational adaptable.

Experience in the management of global mobility programs is important. It will make your employees become more productive, concentrate their responsibilities, stay with you for longer period of time and comfort ability of their family members. Effective Partnership is a key when moving to a new location.

How and what are the best ways to implement expatriate planning? For the assignee or transferee, approach an experienced individual with this kind of lifestyle. For the HR side, make a search of an experienced Global Mobility & Human Capital Consultant with successful experiences in global mobility management. Both types of individuals can provide you an experiential insights and perspectives 'the pros and cons' about Expatriate Living abroad. Inquire about the challenges, the advantges and disadvantages. Identify to yourself the value of this experience for your personal fulfillment or growth. Set a short term goal and long term goal as both will help you achieve a balance to your lifestyle being an Expat inlcuding your family members (where applicable).


Scope of the Solution:

 Pre-Hire Planning, Compensation Analysis, Expense Determination, Job Roles Evaluation, Packaging and Logistics Management

 Foreign Hire - Immigration Compliance & Management

 Global Mobility Management (Asia Pacific, EMEA, North America, Latin America)

 Destination Services Management

 Settling-In Resources Management

 Cultural Adjustments Coaching

 Strategic Repatriation Management

Perspectives:
Whether you are a small business owner or a big organization, there is a time when your needs for growth and advancement become apparent. You do not know where to begin and how to become compliant to international rules and regulations. Or may be as a part of growth and advancement, you don't have the necessary experience in global business needs. You will need to increase your Cross Cultural Competencies.

At JNT Consulting we provide full resources in Human Capital Management. We become your Partner during your growth and advancement. Contact us at any time to discuss your current challenges. Our number is (650) 241-3207 or send us an email to: info@jntconsulting.com 

We will be happy to listen and understand how we can help you. You don't need to use the entire scope of solutions above if your needs are different. An Ala-carte' Approach can be tailored to your needs.

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JNTC: Learning & Growth Solution

Growth is facilitated through learning, and expertise. It also provides the right course to the development of your organization and teams. Professional techniques of experienced coach and trainer will increase competencies, acquisition of technical knowledge and efficiencies.

Through our continuous research, development on strategic concepts and current practices that reinforce the undeniable link between coaching, learning and development, personal and professional achievement and sustained with high performance. Organizations that demonstrate genuine coaching, learning development and integrating cultures possess a key competitive advantage during the 21st Century.

At JNT Consulting we developed a range of coaching and mentoring development programs for organizations and individuals who possess the passion of being current for the 21st Century Competitiveness. We integrate the wholistic view of the landscape of every setting in order to become strategically relevant to the business needs.

Scope of the Solution:


Getting Results Through people:
- Strategic Coaching & Competency-based Coaching
- Competency Index Utilization
- Adult Learning & Collaborative Approach
- Professional Development
- Strategies & Techniques
- Negotiations in Practice
- Mobility Engagements for growth
- Ideas & Conversations

As Business Partner:
- Assessment & Benchmarking
- Training Analytics
- Competitiveness
- Strategic Content
- Evaluation & Metrics
- New Hire Eligibility
- Current Trends & Practices
- Team Development

Consultative Resources:
- Curricula Development
- Interactive Workshops
- Collaborative Coaching
- Leadership & Partnership Development
- Integrating Cross Culture within the organization
- Career & Succession Planning
- Other Areas

Programs & Curricula:
- Managing Successful Teams
- Manager's Competencies for a Diverse Workforce
- Performance Morphing
- Communication Style & Techniques
- Conflict & Feedback Handling
- Interviewing within the Law
- Essentials in Leading & Managing Workforce
- Where do we go from here?
- Effective Immigration Management in Practice
- Acquiring Language Proficiency Through Workshop
- Other specific needs

 Perspectives:

Whether you are a small business owner or a big organization, there is a time when your needs for growth and advancement become apparent. When you do not know where to begin and how to become compliant to rules and regulations. When you don't have the necessary experience on a particular business needs. A great part of your strategic growth and advancement is by learning through an experienced, ethical and responsible Human Capital Management Consultant.

At JNT Consulting we provide full resources in Human Capital Management. We become your Partner during your growth and advancement. Contact us at any time to discuss your current challenges. Our number is (650) 241-3207 or send us an email to: info@jntconsulting.com 

We will be happy to listen and understand how we can help you. The scope of this solution is based on identified actual need. Each item is independent from each other.

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JNTC: Policies, Programs & Curricula are Solutions Guide to Effectiveness

Providing you with consultative guidance and development of your policies and curricula that will support advancement, diversity and inclusive culture, retention and high productivity of your employees.

This solution will help you in transforming your existing policies to become current, integrate best practices, compliant to rules and regulations and morph it into a program that sustain effectiveness and growth.


Scope of the Service:

 Policy Handbook, Guidelines, Process & Procedures

 Strategic Staffing: Recruitment & Hiring Processes Mapping

 On-boarding Techniques

 Corporate Immigration (Nonimmigrant & Immigrant)

 I-9, H1-B Public File, AEC Perm

 Global Mobility & Management

 Diversity & Inclusion

 Performance Management

 Training Curricula & Syllabi

 Coaching

 Travel

 Other specific needs

Perspectives:

Whether you are a small business owner or a big organization, there is a time when your needs for growth and advancement become apparent. You do not know where to begin and how to become compliant to rules and regulations. May be as a part of growth and advancement, you don't have the necessary experience on a particular business needs.

At JNT Consulting we provide full resources in Human Capital Management. We become your Partner during your growth and advancement. Contact us at any time to discuss your current challenges. Our number is (650) 241-3207 or send us an email to: info@jntconsulting.com .

We will be happy to listen and understand how we can help you. The scope of this solution is based on identified actual need. Each item is independent from each other.

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JNTC: Strategic Sourcing & Staffing - Competitive Hiring Solution

Your Key to Success is by having a Strategic Sourcing and Staffing resource on your behalf  in your organizational backbone. In this way, you will become an employer of choice for the top talents and you gain highly productive employees who can do the job and support your overall business goals.  JNTC Careers plays a continuous recruiting campaign role in this program.

Scope of Service:
 Effective Sourcing / Recruiting / Head Hunting

 Relevant Job Description & Compensation

 Sourcing passive and active candidates

 Recruitment Strategies: tapping top talents

 Become an Employer of Choice

 Interviewing Techniques

 Reference Check and Selection

 Negotiation: Offer Package

 Pre-Hire Compliance, Background Check

 On-boarding: Acceptance, Start Date

 Compliance to Employment Laws, Regulations and Immigration

Perspectives:

Whether you are a small business owner or a big organization, there is a time when your needs for growth and advancement become apparent. You do not know where to begin and how to become compliant to rules and regulations. May be as a part of growth and advancement, you don't have the necessary experience on a particular business needs.

At JNT Consulting we provide full resources in Human Capital Management. We become your Partner during your growth and advancement. Contact us at any time to discuss your current challenges. Our number is (650) 241-3207 or send us an email to: info@jntconsulting.com 

We will be happy to listen and understand how we can help you. Based on your specific needs we can tailor an ala-carte' solution for you.

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JNTC: External HR Business Partner - Your Organizational Solution

The External HR (Human Resources) Business Partner -  is a solution that will execute your role in the Human Resources and compliance to regulations while you will focus your efforts in other business matters. Smaller organizations can take advantage with this solution.

Scope of External HR Business Partner:

 HR Strategy, organization & assessment of resources

 Guide for Compliance to rules & regulations (State & Federal)

 Pre-Hire Compensation Analysis, benchmark & Offer package

 Hiring & On-boarding Strategies (Strategic Staffing & Management)

 Employee Communications & Relationships

 Performance Review & Management

 Managing Diverse Workforce & Inclusion, EEO Reporting, etc.

 Effective People Development & Training 

 Policies, Programs & Curricula Development

 Contingent Workforce: Temporary Staffing, Contractors , Vendors Management

 Other Specific needs

Perspectives:

Whether you are a small business owner or a medium or big organization, there is a time when your needs for growth and advancement become apparent. You do not know where to begin and how to become compliant to rules and regulations. May be as a part of growth and advancement, you don't have the necessary experience on a particular business needs.

Utilizing current practices, employing strategic mindset with actions 'not written visions' within the organization through External HR Business Partner at JNT Consulting will increase effectiveness and efficiency. The Teams of different Business Units and Line Managers will grow and advance through the development of their competencies while on the job. Creating an environment that is engaging, allowing talents and inquisitive resources within the organization will demonstrate an inclusive growth through partnership.

At JNT Consulting we provide full resources in Human Capital Management. We become your Partner during your growth and advancement. Our number is (650) 241-3207 or send us an email to: info@jntconsulting.com .

Contact us at any time to discuss your current challenges. We will be happy to listen and understand how we can help you.  You don't need to  hire someone + providing benefits in your Payroll instead you can hire the expertise of External HR Business Partner at JNT Global Resources.

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Solutions for Effectiveness Increase Competitiveness and Reduce Inefficiencies

The Competitive Workforce Solutions provides a comprehensive package of useful solutions that will assist the growth and advancement of client's organizations. These solutions cater to any size of organization whether privately or publicly operating regardless of locations.

JNT Consulting practices a sound consultative approach by listening and understanding the client's business needs. Strategic solutions that address the identified challenges will be developed. The initiatives will integrate business culture and align the same to client's business strategic goals. During the implementation of deliverables, JNTC Consultant collaborates with all team members to effectively achieve successful results.

Overview of Competitive Workforce Solutions that our clients are benefiting from their results.

1. External HR Business Partner
This is an external service that will execute the function within the organization and will facilitate compliance management to regulations while your efforts will be focused in other business matters. As your HR Business Partner, our acumen in strategic and consultative business integrate human capital management expertise in addition to the usual human resources practice that are focused on generic yet tactical activities. Smaller and any type of organizations can take advantage with this solution.

©JNT Consulting

2. Strategic Sourcing & Staffing

Having a strategic partner in sourcing and staffing, as a resource will give you peace of mind in your organizational setup. In this way, you will become an employer of choice for the top talents and you gain top talents and employees who can do the job and support your overall business goals. We search for the 'A' talents with exceptional experiences that will optimize competitiveness in your organization.

©JNT Consulting

3. Standards & Initiatives - Policies, Programs and Curricula Development

Providing you with consultative guidance and development of your policies that will support advancement, inclusive culture, retention and productivity of your employees. Will help you in transforming your existing policies to become current, integrate best practices, compliant to rules and regulations and or morph it into a program that will enhance effectiveness and facilitate strategic growth.

©JNT Consulting

4. Learning & Growth - Coaching, Organizational & Team Development

Growth is facilitated through learning, and expertise provide the right course to the development of your organization and teams. Professional techniques of experienced coach and trainer will increase competencies, acquisition of technical knowledge and efficiencies. Language proficiency bridges effective communication.

©JNT Consulting

5. ReloNavigator - Global Mobility, Corporate Immigration and Destination Services

Experience in the management of global programs is important. It will make your employees become more productive, concentrate their responsibilities, stay with you for longer period of time and comfort ability of their family members. Effective Partnership is a key when moving to a new location.

©JNT Consulting

Perspectives:

Whether you are a small business owner, medium or a big organization, there is a time when your needs for growth and advancement become apparent. You don't know where to begin and how to become compliant to rules and regulations. May be as a part of growth and advancement, you don't have the necessary experience on a particular business needs.

At JNT Consulting we provide full resources in Human Capital Management. We become your Partner during your growth and advancement. Contact us at any time to discuss your current challenges. Our number is (650) 241-3207 or send us an email to: info@jntconsulting.com.

We will be happy to listen and understand how we can help you.

We invite you to join Us at our social media pages:

Job Opportunities are available at: JNTC Careers

We partner with you to provide the right "Competitive Workforce Solutions" that meet your business and cultural needs. With a highly experienced international team and a global network of partners, we have the right expertise to manage your organization’s mobile workforce globally.

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The global mindset that makes a difference: JNTC Guides YOU

Oftentimes, there is a mindset that operating in the international zone is easy. Yes, that is possible if you have all the knowledge, actual or hands-on experience and have done your homework in doing business at your target location. Without exploring and learning the essential pieces and you just plunge yourself into the area - it will catch up with you eventually and troublesome headaches will come one after the other.

JNT Consulting can guide you through from the basics to advanced level that you will need to be aware of. The competencies and hands-on experiences of  JNTC's entire team of global professionals are demonstrated through business ethical practices and utmost care to client's business needs. Our competitive Workforce Solutions will provide you the guidance, peace of mind and organizational effectiveness.

JNTC Articles is an online collection of written strategic resources that provides additional window of knowledge and venue of learning about some essential information that may be useful to your organization and or professional practice growth.

However, when you are browsing the articles, please be aware that because of continuous improvement and recent office relocation - some of the earlier articles have a different links and those links may be dead. We have tried to make all these links become current however, there will be one or two links that were missed. With our apologies, we would like to hear from you if you come accross of any link that is not available.

We moved to a new office location. Please note of our current contact information so you can communicate with us in time.

JNTC Careers is a resource that provides qualified candidates an access to the avenue of an employer of choice, that will support professional growth, advancement and fulfillment of one's career. Submit your resume to: careers@jntconsulting.com for future opening consideration if there is no matching position at the moment. 

For any consulting needs, call us and we will discuss your needs, when your needs are seemingly different  we will be glad to devise an applicable solution for your current organizational business need. Our practice as experienced consultant, we listen, discuss and collaborate with you about your current problems, needs and issues. Through collaborative discussions will direct us to craft a solution that will translate your concerns into a successful result of your business goals.

As a small business owner, there are times when your needs for growth and advancement become apparent. You do not know where to begin, hiring additional staff, how to become compliant to rules and regulations in many aspects of the business, increase staff competencies and leadership development, reflect a high performing, engaging and effective organization.

At JNT Consulting we provide a full resource of Outsourced Human Capital Management.  Our Competitive Workforce Solutions will give you the ability to concentrate in managing your business and revenue growth while you let us manage your Human Resources and Compliance to regulations and different laws, whether in country or in the international zones. We become your HR Business Partner during your growth and advancement. You don't need to hire an HR employee as we will perform the function effectively on your behalf.

When you as an active and ambitious individual become mobile in relation to work and or in a segment of your professional personal growth. At JNT Consulting, we have the global program called ReloNavigator. This will provide you the entire solution for your mobility challenges. From planning to destination adaptation and then return to original location after a given period.  Have not lived at your target destination? Discuss with us about 'Cross Cultural Workshop and Coaching' - a vital competency acquisition that will make you become sensible and locally adaptable at your new location. You only need to communicate with your assigned Consultant and concentrate on your other personal matters  instead of acting as coordinator to your own relocation needs with different service providers.

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Navigating Global Organizational Needs with Limited Experience

Lucille, the HR Manager of Global Company received a communication from her VP of Administration that three of her recently hired engineers will be sent to three different countries because their technical expertise will be needed in those locations.  John will to go Netherlands, Jeanne will go to India and Pam will go to Canada. 

While Lucille has been in her job for 2 years now, she never had a chance to deal with any outgoing professionals particularly to these countries.  She asked her co-worker Susan, HR Specialist who has been with the organization over 5 years  if she has any knowledge of doing any of this,. Unfortunately, Susan did not have any experience as she was involve mostly in local recruitment hiring, interview scheduling and other HR administravia.

She put the communication on her desk for the day. While working on other things, she was baffled on what she will need to do about it.  It was noted that the three individuals must be at their destination within the next 15 days and end of the month is the latest. 

Before the end of the day, she went to ask her VP if the named individuals have been briefed about their new work location.  She was told that initially their immediate managers have discussed the possibilities but the HR Manager will drive the logistics and make it happen. While Lucille notified her Boss with honesty that she did not have any experience in this area. She was told that she will find a way to make this happen.  

Lucille went home nervous, confused on what to do.  She made some research on the internet. She found several websites however, the information was complex and each country is different. She looked at several fora however, she cannot find exactly some information that relates on specific goals for each individual. 

Lucille was challenged by this endeavor, while she wouldn't like to be viewed as irresponsible. The following day she called her friend Mary, a fellow HR Manager.  Mary advised her to bring on a Consultant in Relocation.  However, Mary further emphasized that she would be very careful in speaking with Relocation Consultant as there are many of them with that position title but they have not done an actual relocation management experience. Most of them are Relocation Consultants that are focused in real estate business, moving household goods, pets and transportation - these are only small parts of the relocation and not the whole picture. Each of them like your money and offer you their individual services. The next time you know you will be dealing with 10 different company representatives. "You will need someone who have actually managed relocation of employee from offer letter package up to the transitional adjustments and then repatriation. And someone who actually worked with people internationally in those countries and they work as your Partner and a Team Manager".

Mary offered her assistance to Lucille by providing her additional insights.  Lucille started interviewing company representatives whom she sourced, however no one among the people she spoke within the popularly known organization have actually done the complete scenario which was given by Mary.  A week is over and did not find the right partner.

Lucille began working with the individuals who will be relocated.  With her meeting with Pam (who was going to Canada) the employee asked if Lucille have assigned a company to work with.  

Lucille admitted, she cannot find an experienced company but continue to locate.  Pam encouraged Lucille to contact JNT Consulting ... they are in the internet.  Lucille told Pam that she came across the name but did not call because they are not one of the big organizations with advertisements.  Pam replied, it is not the big name and advertisement that works it is the actual knowledge and experience in this area. What is important is they are available to speak with and guide you along the way. I have heard many horror stories among expats about the big companies that relocated them especially when I was in Netherlands.

Pam shared her experiences with JNT Consulting.. "at the other organization I worked with previously, I was sent to the Netherlands for 2 years. I met JNT Consulting there and they managed all of the company requirements and my family's needs.  I did not experience any problem at all. My family and I went to the Netherlands smoothly and we were very happy.  They provided me with guidance on the cultural adjustments, pre-departure information, logistics and planning, they provided caring people that I worked with flawlessly. At any time, you can speak to people in that company - no passing around by pressing buttons on different extension numbers when you call. Their President is also available to speak with you when others are busy with other things. All individuals involved in my relocation knows everything that took place and next stage that will be taking place.  They provided me with additional information that makes you become successful with minimal stress, about the city, its amenities and compliance to local and tax regulations. They assisted me in finding a school for my two kids, introduced me to groups of locally based organizations that we can relate with culturally. They were there when we planned to repatriate.  Like when we moved to the Netherlands, we moved back to USA without any complaints.  In fact, many employees at Global Company that were relocated by JNT Consulting spoke highly about their experience and professional guidance that they got from them. Their proprietary 'Relocation Guide Booklet' was an excellent resource for me.  My former company had expats in many countries and visiting workers from and to these different countries.  They all shared great experiences about them."

Upon completion of the meeting, Lucille called the company and was able to speak with someone who shared her many facts that she needed to understand when planing for relocation of employees at the same time for different countries.  She was impressed. She made an appointment to meet with JNT Consulting representative immediately.  She was relieved after the presentation and meeting.  She understood the entire scenario that will take place in every individual region. She understood the complexities of compliance work she will need to go through with the guidance of JNT Consulting. She began working with JNT Consulting from rigid planning, implementation, execution, management, compliance to immigration, pre-departure, destination services, family cross cultural adjustments, post relocation issues maintenance and repatriation planning.

Forty five days later, all three Expats (John in Netherlands, Pam in Canada and Jeanne in India) have begun their work at their assigned locations.  Their families and adjustments went very well. Lucille kept in contact with JNT Consulting and she was relating how happy her employees were.  Everyone is great, they are just focusing in their job, and her executives in the US were very happy with their productivity as a result of smooth relocation management. She met her deadline in making sure they are at their destinations as planned. "Working with JNT Consulting is a great return on investment"

Perspectives:

Many professionals in the Human Resource Organizations are inexperienced when it comes to international management of people. Working in an international zone requires the competencies of Strategic Human Capital Management because it requires a mindset that is critically attuned beyond the comfort zones within an HR Administravia environment.  

As an international human capital professional, one must be equipped with well rounded knowledge, experience and attitude to work across borders where alot of unknowns will become a daily routine. Openness and flexibility are virtues in these areas in order to become successful in overcoming the challenges of international zone. 

Working with and learning from experienced professionals will lead to a better and more effective organizations.  Human Capital is an asset that will translate successful results of every undertaking within the business environment. 

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USA - New Green Card 'Look' for the 21st Century

On Tuesday, May 11, 2010, the USCIS Homeland Security introduced the new look of the Green Card (see frontal view below) for those who will pass the Processing for USA Permanent Residency status.

The "State-of-the-art technology prevents counterfeiting, obstructs tampering, and facilitates quick and accurate authentication of the card. Beginning today, USCIS will issue all Green Cards in the new, more secure format." - USCIS Fact Sheet dated May 11, 2010.

For its purposes and intents, this 21st Century US Green Card is a very sophisticated as it bears the important information of the card holder and many historical facts about the United States. 

Effectively upon release of the Fact Sheet, the USCIS notified that new Green Card Holders will be receiving this 'State-of-the-art US Green Card'.

Who is a US Lawful Permanent Resident (LPR) ?
"A permanent resident is someone who has been granted authorization to live and work in the United States on a permanent basis. As proof of that status, a person is granted a permanent resident card, commonly called a "green card." You can become a permanent resident several different ways. Most individuals are sponsored by a family member or employer in the United States. Other individuals may become permanent residents through refugee or asylee status or other humanitarian programs. In some cases, you may be eligible to file for yourself." -  USCIS Green Card (Permanent Residence)

It is suggested that any employer who will petition for a Green Card must become aware of the complex and multiple requirements and stages of the Green Card Processing which ultimately result to the issuance of the Green Card.  Seek the guidance of experienced Corporate Immigration Professional / HR Specialist for relevant corporate compliance and an Immigration Attorney for the many legal facets of the Sponsorship Procedure.

For comments and questions about Green Card Processing and Case Management please feel free to share them below or send your comments to info@jntconsulting.com or call +1 (650) 241-3207

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HIRE Act Form W-11 (Employee Affidavit) for New Hires

The second quarter of FY 2010 has significant indicators of employment opportunities. Organizations in different industries have begun recruitment of talented professionals who will partake in supporting their advancement. 

In addition, the HIRE Act signed by President Obama will support the business goals of employers. Subsequently, the concerted efforts of organizations which will take advantage of its provisions will be instrumental in diminishing the high percentile of unemployment nationally.

The IRS recently released  the Form W-11 (Employee Affidavit)  for New Hires who qualify under the HIRE Act

The HIRE (Hiring Incentives to Restore Employment) Act was signed by President Obama last March 18th 2010, designed to encourage employers to hire and retain new workers, it will provide employers to claim the Special  Payroll Tax Exemption that will be applicable to many newly hired workforce for the Year 2010.

"The new law requires that employers get a statement from each eligible new hire, certifying under penalties of perjury, that he or she was unemployed during the 60 days before beginning work or, alternatively, worked fewer than a total of 40 hours for anyone during the 60-day period."

The Form W-11 (Employee Affidavit) is the official form that will validate eligibility of the employee under Hire Act.  Without the signature of the newly hired employee on the Form, it will invalidate the claim of the employer for the Special Payroll Tax Exemption.

Employers must retain this document (Form W-11) on file for future verification. Please read the instruction at the bottom of the form on how to use  and comply when hiring an employee who may qualify under this law.

Who will qualify under this Law?
A “qualified employee” is an employee who:
• begins employment with you after February 3, 2010, and before January 1, 2011;
• certifies by signed affidavit, or similar statement under penalties of perjury, that he or she has not been employed for more than 40 hours during the 60-day period ending on the date the employee begins employment with you;
• is not employed by you to replace another employee unless the other employee separated from employment voluntarily or for cause (including downsizing);
 
It is also wise for a given organization to review the restriction provision of this law, where it identified organizations that cannot qualify for the Special  Payrol Tax Exemption.
 
The HIRE Act created two new tax benefits designed to encourage employers to hire and retain new workers. As a result, employers who hire unemployed workers this year (after Feb. 3, 2010, and before Jan. 1, 2011) may qualify for a 6.2-percent payroll tax incentive, in effect exempting them from the employer’s share of social security tax on wages paid to these workers after March 18. This reduction will have no effect on the employee’s future Social Security benefits, and employers would still need to withhold the employee’s 6.2-percent share of Social Security taxes, as well as income taxes. In addition, for each unemployed worker retained for at least a year, businesses may claim a new hire retention credit of up to $1,000 per worker when they file their 2011 income tax returns.

To learn more details about this new law "The HIRE Act" - please visit the website of the IRS.Gov

For any inquiries about additional information on HIRE Act Form W-11, please contact us at (650) 241-3207 or send us your email to:  info@jntconsulting.com

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Professionally Fulfilling Engineering Jobs at JNTC Careers - Contact Us

JNTC Careers have partnered with RedZone Search  for the hiring of qualified professionals who will participate towards the growth and development of our clients.

Please review the following available positions that we are currently hiring on behalf of our StartUp client. We are searching for individuals who possess entrepreneural spirit, demonstrate great work ethics within a StartUp environment, professionalism, flexibility, initiative, responsibility, accountability and technical expertise. Instruction about submitting an application can be found in each link to the Job Description provided below.

1. Vice President, Hardware Engineering - Code: JNTC_AN-100414f
     This is a leadership position demonstrates ownership of hardware products, including ASICs/FPGAs, PCBs, and mechanical subsystems throughout the product lifecycle.

2. System Architect  - Code: JNTC_AN-100414e
    The Architect must demonstrate success in several cycles of complex System Design, FPGA/ASIC  design, HW/SW integration, bring-up, and field support.  Writing System C, Verilog, System Verilog, C or functional models of the overall implementation. Drive and write specifications for FPGA/ASIC level development. Musd have participated hands on in FPGA/ASIC RTL development.

3.  QA Test & Development Engineer - Code: JNTC_AN-100414a
     This Engineer will be a member of a dedicated QA team to design and implement functional tests for each component and system tests for the solution as a whole. Will build strong ties with development team and provide leadership on test planning and test tracking tools, familiarity with virtualization domain (Vmware ESX ,Citrix XenServer or Microsoft Hyper-V)

4. Senior Software Java Engineer - Code: JNTC_AN-100414b
    This Engineer must be experienced in software engineering, with emphasis on high-performance, high-availability, server-side enterprise applications, Java software development, multi-threaded programming and web services (SOAP, WSDL, etc.)  and a SQL.

5.  Senior Protocol Engineer - Code: JNTC_AN-100414
     This Engineer will join a world-class development team. Must  demonstrate a strong system building
expertise and competencies of networking protocols. Including 3D/2D, C++ systems software engineering experience,  strong fundamentals in modern C++ object-oriented design, multithreading, IPC and OS design.

6. Senior Windows Software Engineer, Display Driver - Code: JNTC_AN-100414c
     This Windows Softwre Engineer will lead developer for Windows display drivers for our desktop products. This entails all phases of software development, including architecture, micro-architecture pecification, implementation, unit test development, and system integration. Expertise at writing Windows display drivers on Windows XP and Vista (User mode and Miniport/Kernel components), strong   fundamentals in modern C++ object-oriented design, multithreading, etc., Windows (e.g. GDI, IP threading, synchronization) and its internals.

7. Senior Software Engineer, Windows Internals - Code: JNTC_AN-100414d
    This Senior Software Engineer will demonstrate the expertise in Windows systems and internals to play leadership role in architecting and implementing deep I/O and system development.  Including modern C++ object-oriented design, multithreading, IPC, and OS design, 3D Graphics APIs, competencies of
network fundamentals (DHCP, TCP, etc), USB, audio, and other I/O subsystems, Windows internals expertise (APIs and architecture.

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JNTC Headquarters Now in the Bay Area, California (in the Heart of Silicon Valley)

JNT Consulting would like to notify all clients, partners and friends that effective April 1, 2010 our Headquarters has began its operation in the Bay Area, California (in the heart of Silicon Valley).

While we are in the process of settling in please note that business continues as usual. Please do not hesitate to contact us for any business needs that you need to be attended. We are here to assist resolving your pressing issues. We will continue to support you regardless of locations with all of our engagements.

Our California contact information is found below:

HQ Mailing Address:  PO Box 18877, San Jose, CA 95158

Telephone Number:  +1 650 241-3207

Email: info@jntconsulting.com

Website: http://www.jntconsulting.com/

For your comments, concerns and or questions please feel free to contact us at your convenience.

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Interviewer's Etiquette & Hiring Manager

Would you agree that only interviewing candidates have to demonstrate their best behaviour when going to an interview?  I disagree with this viewpoint ...

Interviewing is a two way process and both parties are responsible with their demonstrated behaviors.  In many decades that passed, candidates were always coached on the best ways to interview with the prospective Hiring Manager and with the Interviewing Panel Members.  Likewise, on many occasions during professional development of Hiring Managers (provided Hiring Managers have such a program in their organization) - they were taught the Do's and Don'ts of behaviors with the art of interviewing when they meet with candidates.

Let's take a look at the following experience of a candidate (named James) who went to an interview recently.

James walked into my office for his coaching module.  We discussed his current goals for 2010.  We looked at his short and long term goals between personal and professional categories.  We identified areas of his strengths, areas that he will need to work on, and get focused on to achieve his goals. We reviewed his organizational goals and how can he provide better impact to his organization this year.  

James is an experienced senior executive. He is on a new journey in his career.  He has outgrown his current position and he has decided to move on to a new employer.

Early in January 2010, James received a call and was invited by a corporate recruiter to participate in an interviewing process at their HQ because he is a leading candidate wtih exceptional experience in the function that was being hired.  He was notified that he would meet with four individuals of senior capacity involved in the newly created position that he was applying.Three of the individuals he met were pleasant and professionally prepared using a  style of competency-based interviewing.  The last person he met was the Hiring  and Reporting Manager for the position.

Conversation including views and perspectives were exchanged ... at one point during the process of interviewing, the Hiring and Reporting Manager (let's call him Tim, EVP) moved backwards on his chair and raised both feet and put them on top of his desk in front of  James.   James was shocked! However, he kept his posture intact.

Tim continued to interview James. Tim had both his hands interlocked behind his head ... at some point he began arguing with the perspectives of James about the job function. James thought about leaving the interview because he felt the interviewer was insulting and displayed very unprofessional behavior. However, he kept himself focused on the topics and demonstrated confidence, depth of knowledge, experience and expertise. The hiring manager then asked James if he had any questions.  James politely asked when they are looking  to fill the position? Tim replied he cannot answer that question.

James left the interview location with distaste and disinterest with the position and environment. His original impression with the company, and three earlier professionals he met had completely changed after meeting in person with the Hiring and Reporting Manager.

Nevertheless, as a professional and experienced executive, he sent thank you e-mails with appreciation in providing him the opportunity to meet with them in person and understanding further about their company and their culture. Two among the three interviewers replied to his thank you email. But the HR Business Partner for this Unit did not care to at least acknowledge the email.

Two weeks later, the corporate recruiter offered the job to James.  James reviewed the offer letter .. he slept on it .. ..to make a decision ..

He decided to decline the offer because of demonstrated behavior of the EVP and the HRBP.  James decided that he would not jeopardize his professional stature to work with someone who does not have respect to individuals during the interview process.  He folded the page and moved on to the next employment prospect. James concluded that there are other employers out there who have the right business practices and will provide the right respect to individuals in their organization.

Perspectives and Questions on Interviewers' Behavior:
1. Professionally, I have not met someone like Tim, EVP with that type of behavior particularly during the interview process. If I am in the shoes of Tim and being an EVP - I would not demonstrate such behavior.
2. Tim demonstrated arrogance and disrespect to the candidate.
3. What would be the other behaviors of Tim if he can arrogantly demonstrate his insecurities when conducting an interview? As a professional strategic consultant, I would love to open his can of worms.
4. Keeps me wondering if Tim gained knowledge about basic and professional etiquettes when making conversation with other people and when conducting an interview. James noted that Tim was an alumnus of one of the top US Universities (hmmm!)
5. Keeps me wondering if there are employees that work with Tim who have similar experiences?
6. What motivated Tim to demonstrate his insecurities to James? Only he can tell. My guess was that Tim felt intimidated with the confidence and expertise of James. Or Tim might just be testing the nerves of James.
7. Who would want to fill Tim's open position given the behavior that was demonstrated?
8. Two other interviewers demonstrated professional and collegial courtesy by responding to James' email after the interview.
9. The HR Business Partner for the hiring business unit (Tim's Unit) did not acknowledge receipt of the email of James.
10. What type of behavior did the HRBP demonstrate?

Time has changed a lot during the past decade.  Professionalism has lost its integrity as a 'Trait and Character of a Professional'.  Many individuals have chosen to disgrace their professional integrity because of irresponsible behavior that are dismissive and unethical. Values are running out ... how do we regain and sustain them?

It is always a good approach and professional practice to respond to candidate's communications particularly to someone who went to interview with your firm. It sends a powerful message about the importance of people and branding of your organization.

Perspectives about the Interviewee's Behaviors:
1. James exceeded his own expectations by identifying the real business culture and practices within the company he interviewed with.
2. James made an exceptional decision to not join the company purely because of his experience at the interview.
3. James likes to share his knowledge, experience and expertise to an organization that will demonstrate respect, integrity and care for people.
4. James demonstrated exceptional professionalism during the interview processes and after the interview by sending emails of appreciation.

As a candidate for a job, it is always great to make an extra effort in knowing your prospective employer. Be sharp in identifying signals that are present during the interviewing process. Take a mental note of these as they will be a useful driver in making your decision for a beneficial environment to work for.

For additional comments on the above article, questions and inquiries please send to: info@jntconsulting.com. Thank you.


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