Recruiters: High-Volume vs High-Value

Recruiters: High-Volume vs High-Value

What makes a good recruiter? Well, it depends on who you ask. I’ve been in the industry for over two decades and generally see my fellow recruiting directors answer that question one of two ways. The first answer: a high-volume recruiter – someone who can source numerous candidates quickly and move on to the next requirement. This recruiter excels at meeting goals, is generally very organized, and is a transaction-oriented individual. The second response (and the answer I firmly subscribe to) is a high-value recruiter – someone who is more focused on building strong relationships with both candidates and hiring managers than they are on transactions and numbers.  

As a candidate, you don’t want your career treated like just another number, so finding a high-value recruiter is important. You want someone who can help you identify if a position is a fit for now versus the right fit based on your values and long-term career goals. If you’re wondering how to tell a high-volume recruiter from a high-value recruiter, I’ve put together some of the top attributes to look for to ensure you aren’t selling yourself short next time you’re on the job hunt. 

High-Value Recruiters Get to Know YOU vs Your Resume 

High-value recruiters take the time to get to know you beyond your resume. They are great listeners and pick up on the subtle details that indicate if a position is going to be a good fit for your personality, career goals, and values. The relationship-oriented recruiter is focused on your long-term aspirations and considers how those align with an opportunity versus simply submitting you for positions for which you may be qualified. For example, if you have a relatively low-risk tolerance, make sure you have a recruiter who can walk you through all the considerations that moving from a full-time employee to a contractor imposes. This sort of move is more than just a salary and benefits conversation – it requires a level of consulting that a recruiter focused on value and your long-term goals are going to be willing to have, even if it means a missed hire for them in the short term in order to ensure the best fit. A great recruiter puts the candidate before the position at all costs as they are more interested in finding the right fit for both sides. 

High-Value Recruiters Have a History of Success  

As a candidate, you want to work with a recruiter who has been there, done that. It’s not just about the years of experience, but it really does make a difference when you work with a recruiter who has a relationship with the client and has a history of successful hires.  Don’t be afraid to ask the recruiter to reference their past success at the company you’re interested in! This will help you understand the insights your recruiter may have that you couldn’t possibly get from a job posting or even a Glassdoor review.  

This is one area in which a relationship-oriented recruiter will add value to your job search in more ways than you may imagine. For example, what does the recruiter know about the company culture that you don’t know? They have relationships with candidates who work there, so they have a clear sense of what it’s like to work for the client and can accurately describe the company culture, projects, and expectations. They know and understand client nuances (e.g., manager personalities, team dynamics, corporate culture) and have awareness of what you need to do in order to succeed in the interview.  

A high-value recruiter will not only take the time to prepare you for the interview process but will also prepare you for success once you land the job. Great recruiters are the face of the company and it’s their job to ensure that candidates walk away from the experience feeling positive about an opportunity, even if it ends up not being the right fit. 

High-Value Recruiters are an Open Book  

A high-value recruiter should talk to you like a good friend and tell you what you need to hear over what you want to hear. As a job seeker, you want someone who will give you candid, honest, and constructive feedback and advice before you get to the interview. You don’t want a ‘yes man’ who only tells you what you want to hear – you want someone who can help you grow and put you in the best position possible to make a great impression on the hiring manager. A stellar recruiter will be honest with you, even if it’s uncomfortable (but will always do so in a professional and helpful way). The job may be out of your league or the money you desire may not be realistic. You may not like to hear these things, but it’s better to find them out before you get too far down the process! 

High-Value Recruiters are Relationship-Oriented 

Finally, one of the most important characteristics of a high-value recruiter is that they are driven by people, not numbers. You’ll know when you find them as they are laser-focused on your needs and finding out more about what drives you. They want to understand your goals, your expectations, and what job characteristics you prioritize over others. The value-driven recruiter keeps an open mind for the best long-term fit, not just the opportunity on the table. 

These recruiters tend to be likable and build strong relationships with both candidates and hiring managers. There’s a level of trust on both sides, knowing that the recruiter is in it for the long haul and will go to great lengths to find the best fit for everyone because they value the relationship over a goal and would put that at stake just to get a hire. Their reputation, relationships, and referrals are more important than the instant gratification of a single transaction. 

A high-value recruiter can make all the difference in your job search. When you find a recruiter who values the person over the transaction, they act like a consultant to your hiring process – advising you, redirecting you, and making sure you’re landing in the right place where you’ll be happy, have alignment with your career goals and are getting the best compensation possible.  

One final piece of advice: when you find high-value recruiters, make sure you stay in touch with them, even after you have found the job because those connections can be invaluable to your career. If you have any questions about the recruiting process, feel free to connect with one of our recruiters today to see how we can help you find your next position! 


Meet Alyssa Stewart, Technical Recruiter who shares her journey this past year at CC Pace with us. Here she gives insight on her transition to this position, opportunities that have been presented to her, and her experience being part of the CC Pace family. We are so happy to have her on our team!

If you are interested in a new career with CC Pace please check out our latest job postings.  And, we invite you to get social with us, follow us on LinkedIn, Facebook, Twitter and YouTube for the most up to date news, information and happening at CC Pace!

Our Working with CC Pace series introduces Holly-Ann Morton a Consultant.  Holly-Ann reveals details on how she was impressed that her CC Pace recruiters stayed in touch from their first interaction, and really took the time to understand her needs and skillset. Through this open dialogue with her recruiting team Holly-Ann was able to find her next position with CC Pace, and went into her new role with the confidence. Watch her video testimonial and see if this type of working relationship sounds good to you as you seek a new opportunity, if it does, then be sure to check out our latest openings!

Curious what is it like to work with CC Pace?  Shaheen Hossain is an Agile Coach for CC Pace in this video he shares with us his journey from his first interactions with CC Pace leadership, through his full experience with our recruiting team.  Watch his video testimonial and if sounds like the right environment for you, and you want to explore joining our team… click here!

CC Pace is seeking a Mortgage Subject Matter expert as introduced here by Senior Recruiter, Rechelle Card. In this exciting position you will work with a wide variety of mortgage clients on an array of projects.  If you think you are ready to make a change and become an important member of our Financial Services team please apply for this exciting opportunity here and let’s talk!

“This isn’t a time to postpone your job hunt…”  Yes, hiring may be slowing down, but it is not coming to a halt.  There are many fulfilling jobs out there and now is the time to prepare yourself for that next great opportunity!  This quick read outlines 5 job seeking strategies that will help put you ahead of your peers when this health crisis normalizes.

Taking the time to invest in yourself and completing a small job hunting task each day, will position you for success when hiring emerges to its normal feverish pace.  Stay safe and healthy my friends and remember… be patient, persistent and most of all be flexible. #weareallinthistogether


Meet Morgan Romero the newest member of the CC Pace Recruiting Team! Morgan joined us in January and jumped right into her role as a Recruiter Assistant with great enthusiasm! We couldn’t be happier with her contributions to our recruiting efforts and are seeking someone just like Morgan for our new Recruiter position – if you think you are ready to take the leap and become a CC Pace Recruiter please apply for this exciting opportunity here and let’s talk about getting started on your new career today!

Are you a seasoned Agile Practitioner interested in expanding services beyond yourself while providing strategic guidance to a variety of clients?

CC Pace is currently looking for a dynamic Agile Thought Leader who is ready to make an immediate impact and drive our Agile transformation services. The ideal candidate is local to the DC metro area, is comfortable making decisions and implementing innovative ideas. CC Pace will provide a flexible working environment and support interest in growing a personal reputation in the global Agile community, in addition to a competitive, comprehensive suite of benefits.

 What will an Agile Thought Leader at CC Pace do?

  • Set the direction for our Agile transformation services, drive strategic imperatives, define Agile offerings, establish priorities and grow our Agile business
  • Represent CC Pace at conferences, through independently orchestrated thought leadership and by guiding client engagements
  • Provide strategic guidance to clients through enhancing, producing and delivering Agile training and coaching both in person and via alternative delivery modes
  • Build and mentor a team of consultants to deliver the services both with internal staff and business partners
  • Define and brand CC Pace while developing new relationships in the Agile community

Position Requirements:

  • Current certified Agile credentials or equivalent level of experience
  • Strong communication and presentation skills – must be versed at public speaking and a capable writer
  • Proven experience leading Agile engagements, including developing training materials and coaching at both the enterprise and team level
  • Ability to demonstrate leadership experience in IT delivery, including building and sustaining high-performing teams
  • Strong leadership skills that will support setting the direction for our Agile practice, managing a team of resources and driving the Agile offering and delivery strategies
  • Ability to provide ample thought leadership to further our footprint in the Agile community
  • Strong business acumen that will assist in supporting the sales & marketing efforts involving Agile transformation services

At CC Pace we have a strong referral program and encourage not only our employees but even those who don’t work for us to take advantage of it – so if you know someone who would be a fit for this position please refer them!

For more information regarding this Agile Thought Leader position, please contact Rechelle Card,

Living in the digital age, it is not difficult to be familiar with a company’s name, reputation or logo – but do you really know what they do, and what they are all about? That got us thinking about our own company and we asked, what is it that people really want to know about CC Pace? So, we did some research with our team and came up with the Top 5 Most Asked Questions About CC Pace from our clients:

  1. Where does the name CC Pace come from? (this is actually quite the story – so here we go…)

In the early 1970s, a financial services technology consulting firm headquartered in New Jersey named R. Shriver Associates (RSA) opened a Washington, DC branch as part of its growth strategy.  In 1980, RSA management decided to sell the DC branch.  Mike Gordon (current President of CC Pace) and several other employees bought the assets of the branch, and one of the immediate tasks was to come up with a name for the new company.  A naming contest was initiated and the name that was selected was Cabot Consulting (we clearly didn’t hire a naming consultant).  No person in the company was named Cabot, but, at the time, it conveyed a positive image as the Cabots were a prominent New England family.

In the 1980s, the vertical market that the company most served was Oil & Gas. Unfortunately, a Fortune 500 oil and gas company was named Cabot Corporation and they weren’t keen on sharing the Cabot name. So, in 1988, we went through a similar naming process as we did at the outset of the company.  The result was a decision to call ourselves ‘Pace’.  We thought it would convey us being forward thinking, and we also believed that we would be able to play on the word “pace” for marketing purposes.  However, after finding conflicts with the Cabot name, we quickly realized that there would be 10 times more conflicts with the name of ‘Pace’.  It was recommended that we add either a word or prefix/suffix that would distinguish us from all the other Paces out there.  We were looking for a way to transition from our old name to the new name and someone suggested the prefix of C.C. from Cabot Consulting.  Yes, it’s fairly convoluted, but that is how we ended up with our name being C.C. Pace (aka CC Pace).

  1. Wait, we thought you are a training company?

While we have trained over 35,000 people in Lean-Agile disciplines over the last 15+ years, we actually got our roots in financial services consulting. Dating back to 1980, some of our earliest projects were in Loan Origination System Section and Technology Due Diligence for some of the leading players in the mortgage space (many of whom are still clients today).

Over the years, we grew our technical capabilities and were an early adopter of the Agile methodology. So, while we have dozens of training offerings under the Agile umbrella today – everything from Scrum Certification Courses, Kanban, SAFe, etc. – our sweet spot is actually Agile development. We launched our first Agile xP project in 1999, and four years later, adopted Scrum. In addition to our business and Agile transformation services, we also have a well-established IT Staffing team that works with a variety of clients in the DC area to find the right fit to help organizations meet their business objectives.

  1. What kind of clients do you work with?

Our clients tend to be industry leaders who are looking for strategic business solutions that will enable them to focus on taking their business objectives to the next level. We generally align best with clients who view us as a partner and trust that we have a shared interest in success and doing what’s best – not just the fastest or cheapest option. We focus on long-term results and really try to look at what will be the best option(s) for both today and tomorrow, so clients that share that vision typically result in a dynamic partnership. With four decades of experience in the Financial Services sector, we clearly have a wealth of understanding in that arena, but we also have an array of knowledge and experience in the Healthcare industry. Many of our services can be applied across any industry, and our client base extends from Fortune 500 to start ups across a multitude of disciplines. You can learn more about our clients here.

  1. Where are your offices located?

Our office is located in Fairfax, Virginia; however, our consultants work at client sites nationwide and we have employees who are based throughout the United States. We even have relationships with consultants in other countries to support some of our clients’ global offices and are well versed in supporting projects remotely as well.

  1. What is it that makes CC Pace different than other consulting firms?

That’s a great question! CC Pace is a boutique consulting firm that is committed to providing top quality service to our clients and building long-term, strategic partnerships with them. We’ve been working with many of our clients for four decades, and we believe that these long-term client relationships clearly reflect our work ethic and our commitment to providing top-rate solutions. Over 80% of our new business is based on referrals, which tells us that we’re doing something right. We truly care about both our clients and our employees, and as a result, we don’t see a lot of turnover with either. In fact, our average tenure for our employees is around 13 years. Clients appreciate seeing familiar faces mixed in with the new ones as we continue to grow.

Still have questions about CC Pace?
Reach out to us today to learn more about CC Pace and what we can do for your business!

To find out more about our people and our culture, get social with us on LinkedIn and Facebook!

On the first day of Job Hunting
my recruiter said to me:
update your resume quickly

On the second day of Job Hunting
my recruiter said to me:
Take two days on LinkedIn
and update your resume quickly

On the third day of Job Hunting
my recruiter said to me:
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the fourth day of Job Hunting
my recruiter said to me:
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the fifth day of Job Hunting
my recruiter said to me:
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the sixth day of Job Hunting
my recruiter said to me:
Schedule six meetings
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the seventh day of Job Hunting
my recruiter said to me:
Here’s seven interviewing tips
Schedule six meetings
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the eighth day of Job Hunting
my recruiter said to me:
Set up eight interviews
Here’s seven interviewing tips
Schedule six meetings
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the ninth day of Job Hunting
my recruiter said to me:
Send nine thank you emails
Set up eight interviews
Here’s seven interviewing tips
Schedule six meetings
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the tenth day of Job Hunting
my recruiter said to me:
You have ten offers, accept one already
Send nine thank you emails
Set up eight interviews
Here’s seven interviewing tips
Schedule six meetings
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the eleventh day of Job Hunting
my recruiter said to me:
Only eleven days until your start date
You have ten offers, accept one already
Send nine thank you emails
Set up eight interviews
Here’s seven interviewing tips
Schedule six meetings
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the twelfth day of Job Hunting
my recruiter said to me:
Enjoy twelve months of paychecks now
Only eleven days until your start date
You have ten offers, accept one already
Send nine thank you emails
Set up eight interviews
Here’s seven interviewing tips
Schedule six meetings
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

Previously, in Part 1 of this blog series, we  discussed how U.S. News and World Report stated that two-thirds of the candidates employees refer get hired and how companies benefit by hiring those employee referrals. Today, we want to address how to build your own personal network.

By creating a network, you expose yourself to unlimited opportunities to have doors opened for you when searching for a new position. And, in turn, you may be able to open some doors for others. So, how do you get started?

It’s easy: start by getting social! Create your profile in LinkedIn and/or Facebook.  Depending on your area of expertise, a Twitter or Pinterest account may also be beneficial. Now start connecting with everyone you know! Here is a list of Top 10 Places to Find People to Grow Your Network:

  1. Associates in your current and past places of employment
  2. Customers/Clients (both current and past)
  3. Friends, family, friends of friends, and neighbors
  4. Professional organizations or associations
  5. The Alumni program at your alma mater
  6. Do you have children? If so, reach out to other parents, teachers, coaches, instructors, and scout leaders
  7. Fellow members of any clubs, organizations, church and community groups
  8. Get involved with your civic association or homeowners association
  9. Do you have a gym membership? Get to know some of your fellow gym members!
  10. Include those whose services you use, your hairstylist, mail carrier, doctor, house cleaner, pet sitter, baby sitter, repairman, etc. They all have built their businesses on referrals so they are a great resource.

The network you build will give you the ability to use these contacts to help you find your next position.  Now when you apply for a new job you will use your network for a connection to get your foot in the door with a referral – remember the saying “it’s all about who you know”!

At CC Pace our Referral Program is open to everyone. It’s simple: refer someone to us for a position and, if they get hired, you get a referral bonu$!  So take a minute, and check out our job postings and refer away!  While building a network can seem like a lot of work, in the end the opportunities and professional gains that come your way will be well worth it!

Sure, the office seems nice, the finishes are modern, fresh and bright, but day-to-day what goes on within the walls of the office environment are what really matters.  When you are seeking a new position you need to remember that not only are they interviewing you, but you are interviewing them as well.

Here are some key question to keep in mind:  What is the ideal company culture for you? Do you succeed in a more casual or formal business setting? Do you like a hands-on leadership approach? Does this company share the same values you do in making sure things are done correctly versus just getting the job done?

How to Determine If a Company Is a Good Fit for You gives a great perspective on important factors you should consider before you sign your next offer letter. Remember—the interview process is just as important for you as it is for the hiring company.

As a manager or leader, some of the biggest mistakes you can make are not sharing your vision, holding on to control, not letting your team grow as professionals and simply not saying thank you enough.

In this article by Dave Ramsey, he has a list of 4 Ways to Empower Your Team.  It’s a quick read with a solid message:

  1. Share Your Vision
  2. Stop Micromanaging
  3. Enhance Their Skills
  4. Brag on Them

Yes, that’s a short list, but each item has a significant impact. Employees do not feel connected when they don’t know where the company is planning to go, things to do not move forward quickly and time can be wasted when they are not able to make decisions on their own. Your team needs the ability to grow through training and mentoring, and they need to feel appreciated so that they know that you are aware of their efforts.

Start today, pick one task and give your team the ability to make a decision. It will make your employees feel valued and may increase morale in your workplace. So, just just let it go and see what happens. You may be surprised and find that your job just got less stressful!

In our personal and professional lives when we meet new people, even if just for a minute, they walk away with that first impression of us. That impression good or bad will stay with them.  That is why it is essential to keep in mind some tips on making a good first impression, especially when going for that all important job interview. This blog 8 Ways to Make a Good First Impression reminds us of how others see us at those first moments upon meeting us.

Remember when you applied for a job, you would scan advertisements in the newspaper searching for a position that you were interested in? Then, you would submit a well-written cover letter and your resume to the address in the ad. If you were qualified, a recruiter or human resources associate would contact you as the next step to schedule an interview. If you were being considered for the position, the company would ask you for references. Once those references were checked out, and were to the satisfaction of the hiring company, they would then proceed by sending you an offer letter.

Jump ahead to 2017: you see a job posting online you would like to apply for, you submit a resume immediately through the website, or apply online. A recruiter or hiring manager will review your resume and then do a quick Google search to see if they can find your social media footprint.  They want to see: How searchable are you? Who do you know? What level of engagement do you have on social media? Can they get a read on your personality, will you fit into the culture at this company? Do your initial credentials check out? Are there any red flags that come up in your search results?

Chances are all of this has happened before you even get a phone screening, so how do you strike the correct balance in managing your social media image? This article. Is your social media presence hurting your job search?, shares some great tips on how to navigate through your social media channels.

As we move further into the 21st century and our technologies continue to advance, it is changing the landscape for all aspects of business, including job searching. The key question every candidate needs to be asking is, “what’s new with job hunting in 2017?” This article from AOL discusses the 2017 Trends for Job Seekers to watch.

Today, in the United States alone, 85% of companies have a Facebook page, and 94% of recruiters use social media to find high-quality candidates. These numbers alone are incredibly high, but think about it, who do you actually know that doesn’t use some form of social media (grandparents excluded)? At CC Pace we maintain a strong social media presence for all aspects of our company, and continue to seek the best candidates for our job opportunities frequently using Linked In and Facebook, as well as other forms of communications.

Traditional methods of sending a resume and cover letter are being passed by with video screenings and online communications. Remember that advice you have heard repeatedly: be careful what you post on the internet because once you put it out there, it’s out there forever? That has never been more true. There is nothing worse than finding a qualified candidate and having to pass them over for a position based on what is found when a hiring manager Googles their name. The same goes for the hiring company, savvy job hunters are researching you just as thoroughly.

CC Pace is an IT consulting firm that has built its reputation on an unwavering commitment to customer satisfaction for over 30 years. We strive for success through our delivery of top-notch, innovative solutions to our clients.

CC Pace is seeking full time Technical Recruiter for our Fairfax, VA office to play a key role in our Staff Augmentation division. This position will be responsible for staffing technical contract/TTP/Permanent positions with our clients. The ideal candidate should be extremely professional coupled with a strong work ethic.

We are looking for an individual who possesses the following:

  • Experience/exposure to full life-cycle recruiting
  • Good computer & research/sourcing skills
  • Excellent communication and interpersonal skills
  • Flexible personality with the ability to build good relationships with people
  • Technical recruiting and/or agency type experience is a huge plus!

In addition to our competitive salary/commission plan, we offer a generous benefits package including:  Health Insurance, Life Insurance, 401K, dental & vision insurance, Flex Spending, LTD, tuition reimbursement, adoption benefit, training & development, paid leave, profit sharing bonus plan and much more!

CC Pace is seeking a Program Manager to lead the delivery, growth, and management of multiple clients within our Government Practice. The Program Manager’s primary responsibilities include managing client accounts, identifying and acting on growth strategies, and promoting team collaboration, innovation, communication, and performance. The Program Manager will play an essential role in building and maintaining CC Pace’s culture and brand.


  • Serves as the primary leader, accountable for completion of team delivery efforts including quality assurance activities and client acceptance.
  • Builds and maintains client relationships, serving as the leader in developing a strategic vision for clients and internal teams
  • Builds trust with client management and internal teams
  • Handles challenging client situations and offers guidance and direction to client management
  • Drives capture and business development efforts, creates downstream opportunities, and maintains relationships and a network to engage with clients and industry on future opportunities.
  • Works with back office to ensure effective and timely actions are taken on a variety of internal and external requirements.
  • Manages staff to create opportunities and monitor professional development
  • Mentors team and creates an environment with high team satisfaction as evidenced by performance and retention of the staff
  • Responsible for management of subcontractors and partner relationships
  • Responsible for project financial accounting


  • 10+ years IT experience
  • Experience on software development projects
  • 7+ years program management experience
  • Experience working with Federal agencies
  • Demonstrated experience managing client expectations and building trusted relationships
  • Strong oral and written communication and presentation skills.
  • Strong project management skills
  • PMP
  • Strong understanding of Agile methodologies
  • Able to work throughout Metro DC, particularly downtown DC
  • Can pass Federal background investigations
  • Bachelor’s Degree

We are currently seeking a Business Development/Account Representative in our IT Staffing Division to identify new business opportunities, as well as grow and maintain existing accounts.  The role focuses on selling staff augmentation services – contract, temp-to-perm, and permanent IT placement positions.   Within the role there will also be the opportunity cross-sell other CC Pace services, such as Agile Training, Custom Application Development and Financial Consulting services.  Applicants must be highly motivated, outgoing, and relationship-focused.

Job Responsibilities

  • Establishing relationship with hiring managers, understanding their business objectives and needs, and working with the recruiting team to identify qualified candidates for opportunities
  • Generating business opportunities through cold calls, referrals, and business meetings
  • Gathering and qualifying job opportunities with hiring managers. Effectively communicating position qualifications with the CC Pace recruiting team
  • Developing account plans and strategies
  • Building long-term mutually beneficial relationships with clients
  • Managing on-going contact with clients and consultants to ensure both are equally satisfied

Job Requirements

  • At least 3 years of experience in IT Staff Augmentation as an Account Rep or Recruiter
  • Demonstrate strong drive for results and success; convey a sense of urgency to achieve outcomes and exceed expectations; persistent, despite obstacles, setbacks, and competing influences
  • Ability to build a network and mine for client contacts and accounts
  • Demonstrate self-motivation with the ability to establish goals and achieve results
  • Proven success achieving sales objectives and quotas
  • Strong interpersonal, verbal, and written communication skills
  • Ability to maintain a positive attitude in a fast-paced, ever-changing industry

Happy New Year! Did you make a New Year’s resolution?  Perhaps you’d like to spend more time with friends, lose weight, or maybe begin searching for a new career opportunity.  Many people use this time of year to make personal and professional changes in their life; studies indicate more than 40% of Americans make New Year’s resolutions.  Unfortunately, keeping those resolutions through the year is another story.  Research by the University of Scranton indicates there is only about an 8% success rate for achieving these goals (Forbes, 2013).  So how can you establish goals for 2016, and be successful?

Unfortunately, we can’t offer advice on weight loss or spending time with friends; you’re on your own for those resolutions!  But, when it comes to managing your professional career there are strategies for setting realistic goals and achieving them.  An article by Melody Wilding entitled, 3 Resolutions You’re Going to Break – and What You Should Resolve to Do Instead, talks about how to establish professional goals that create a successful outcome.

As we begin 2016, we encourage you to consider how you might incorporate these suggestions into your professional goals for the year. These tips just might help you achieve one of your 2016 New Year’s resolutions.

We’d welcome the opportunity to help you with your career this year, and encourage you to take a look at our current job opportunities.  Happy New Year!

Effective communication is important in every aspect of our lives.  When we are talking about situations at work, many issues in the workplace can be avoided if we were better communicators.  This article written by Lea McLeod takes an interesting and engaging look at what is and isn’t effective when communicating. She gives some great insight and tips how to get your point across in a quick and concise manner. Perhaps these habits will help you in both your professional and personal life….enjoy!

We have a position for a Senior Systems Developer with a financial securities firm located in Alexandria, Virginia.  This is a full time employee position with many great benefits.  Please let us know if you and anyone you know is interested!

Works independently and as a member of a team to design and develop new applications and to support/modify existing applications in Windows/Linux environments. Assists or leads in the development of system architecture, design, and documentation. Assists or leads in the development of organizational design and development standards.

Essential Duties and Responsibilities

  • Acts as senior technical resource in working with business owners to define project requirements and to ensure that those requirements are implemented through efficient and timely application design and development
  • Acts as senior technical resource in designing, coding, testing, debugging, configuring, and documenting applications
  • Acts as senior technical resource in working with internal and external development staff to ensure that the MSRB’s business goals are translated into effective and efficient applications
  • Analyzes, defines, and documents system requirements for data, workflow, logical processes, hardware and operating system environments, interfaces with other systems, internal/external checks and controls, and I/O
  • Serves as a senior technical resource in the development of organizational standards for system architecture, system security, and system documentation
  • Ensures that application design and development are in accordance with architectural and development standards, policies and procedures
  • Assists in the definition, capture, and reporting of relevant development metrics
  • Acts as senior technical resource in the development and documentation of organizational coding standards
  • Mentors junior staff, helping to increase their technical proficiency and development skills
  • Writes and maintains documentation to describe program development, logic, coding, unit testing, changes, and corrections
  • Writes and reviews documentation that describes installation and operating procedures
  • Aids in the development of configuration files, build and deployment scripts, and release notes to ensure complete and accurate deployment of all applications into test and production environments
  • Analyzes and estimates feasibility, cost, time, compatibility with other systems and computer capabilities
  • Develops and maintains plans outlining steps for developing and installing applications
  • Researches and evaluates software and hardware to assist in programming or to use as program platforms
  • Designs and codes screen layouts, graphical user interfaces, printed outputs, and interfaces with other systems
  • Creates unit tests and other test transactions and runs tests to find errors and to confirm that developed code meets project specifications
  • Analyzes code to find causes of errors and revises programs
  • Provides technical assistance by responding to inquiries regarding errors, problems, or questions with programs; trains end users or technical support staff to use programs
  • Analyzes, installs, and tests upgrades of externally developed application programs
  • Applies generally accepted programming standards and techniques to assure efficient program logic and data manipulation
  • Provides assistance and consultation to users in the development and use of applications
  • Designs and executes SQL queries and stored procedures as necessary in the development of data driven applications
  • Performs other duties as assigned

Bachelor’s degree in computer science with a minimum of 10 years of relevant development experience. Extensive experience in developing data driven applications using C#, ASP.NET, AJAX, JavaScript and ASP is required; experience in Java is desired. Experience with service-oriented architecture including WS security and with the development and consumption of web services is required. Experience in the development of enterprise design and coding standards. Good working knowledge of Microsoft operating systems (Windows 2003/2008/2012) and Active Directory, DNS, SMTP, IIS, PKI, Tomcat, Apache and networking protocols. Extensive knowledge of relevant existing and emerging technologies and coding best practices is required.

Ability to clearly communicate ideas through written reports, business correspondence, technical standards, and procedure manuals. Ability to effectively present information and respond to questions from groups of directors, clients, and the general public. Ability to define problems, collect data, establish facts, and draw valid conclusions. Experience in training or mentoring other junior staff.

Have you found yourself in this dilemma?  You have just accepted a new job and have been there for 6 months and you are feeling, let’s say, unsure of your decision…..But you are concerned that if you leave, your resume will be perceived as a “job hopper”.  What do you do?  I think many of us at some time or another in our career have been faced with this decision.  I came across this article that discusses the pros and cons of job hopping and thought it provided a good narrative for both sides of this dilemma.  Enjoy and if you are in this situation, I hope it helps you work thru the situation.

CC Pace is seeking full time Technical Recruiter for our Fairfax, VA office to play a key role in our Staff Augmentation division. This position will be responsible for staffing technical contract/TTP/Permanent positions with our clients. The ideal candidate should be extremely professional coupled with a strong work ethic.   We are looking for an individual who possess the following:

  • 3+ years experience in full life-cycle recruiting
  • Experience in negotiating compensation & contract rates
  • Good knowledge of DOL laws & multiple work authorization statuses for U.S.
  • Advanced skills with internet sourcing via multiple job boards
  •  Excellent communication and interpersonal skills
  • Technical recruiting and/or agency type experience a +

CC Pace is a 35 year old business and technology consulting firm headquartered in Fairfax, VA. We have three unique but complementary practices: Staff Augmentation, Financial Services Consulting and Agile Services (Custom Application Development, Agile Coaching and Training). Through our decades of service, we’ve built a reputation of partnering with our clients, proving time and time again that they can count on us. Here’s something else you can count on – numbers like:

  • 11.5 – the average tenure (in years) of our extraordinarily committed team members
  • 30 – the number of years that some of our clients have stayed with us
  • 80 – the percent of new clients who come to us through referrals
  • 90 – the percentage of business we get from repeat clients

In addition to our competitive salary/commission plan, we offer a generous benefits package including:  Health Insurance, Life Insurance, 401K, dental & vision insurance, Flex Spending, LTD, tuition reimbursement, adoption benefit, training & development, paid leave, profit sharing bonus plan and much more!  Qualified candidates should forward resume to Rechelle Card,

CC Pace is seeking a driven and proactive individual to manage Agile development projects. The ideal candidate is an experienced consultant with extensive business acumen and excellent leadership, client relationship management, oral and written communication, analytical problem solving, interpersonal, and presentation skills.

Specific requirements include:

  • 8+ years project management, with 3+ years delivering in an Agile (Scrum) environment
  • Extensive practical experience as a Scrum Master on software development projects
  • 5+ years delivering end-to-end systems from inception to implementation and maintenance
  • Ability to interact with a technical team and facilitate solution decisions
  • Ability to understand the business being served and to contribute to the business analysis as necessary to help the team
  • Good interpersonal and client relationship management skills
  • Willingness to travel to client locations within the Washington DC area
  • Excellent facilitation skills so that challenges to success are removed quickly
  • Ability to plan and forecast using Agile metrics and practices

If you are interested in applying or learning more, please contact Suzie Wheeler at 703-631-6600

Sales/Account Manager

CC Pace is a mid-sized, DC based staffing and consulting firm with a solid reputation for delivering superior results to our client. For over 30 years, we have built our reputation on an unwavering commitment to customer satisfaction. Our business model provides both staffing resources to augment client project teams and consulting resources to take on full delivery of projects and/or bring specialized knowledge. In addition, we are a recognized thought leader with Lean and Agile development methodologies and provide our clients a full complement of project execution, coaching and training services. Our customers appreciate that we understand their business needs and custom-design solutions to achieve both measurable bottom -line results and significantly improved business processes. We are seeking a highly motivated, results-oriented, Account Manager to join our Staff Augmentation business unit. The position will focus on selling consulting, temp-to-perm, and permanent placement services. Our Account Managers are responsible for developing and executing a sales strategy with new and existing clients, building strong client relationships, and working effectively with the recruiting team to achieve a defined revenue objective.

Job Requirements:
Experience working in a technology consulting/staffing business model
Experience with the sales lifecycle, and a proven track record of delivering mutually beneficial solutions/services.
Demonstrated success of achieving target sales objectives and quotas.
Experience building strategic relationships with clients in an outside sales environment.
Strong customer service skills with the ability to listen and create solutions that address key business challenges.
Experience qualifying opportunities & evaluating proposed candidates.
Ability to manage multiple accounts simultaneously and effectively prioritize requirements with recruiting staff.
Self motivated, with a high sense of integrity, flexibility, focus, and commitment.
Excellent communication, organization and time management skills.
Excellent analytical skills. Creative and effective problem solving skills.
Ability to work effectively in a collaborative team environment.

CC Pace Benefits:
Competitive salary/commission structure (uncapped)
Work life balance
Health, Dental and Vision Insurance
401K w/matching
Paid vacation/holidays
Tuition reimbursement and training

Do you ever wonder what recruiters think when they receive and review your resume?  At CC Pace we receive thousands of resumes each year.  Some candidates apply online to our current job postings, while others are referred to us by employees, family members, and friends.  Regardless of how we receive your resume, like most companies, it is added to our applicant tracking database that holds more than 50,000 resumes.  So, how do you make your resume stand out when you’re applying for positions?  How do you differentiate yourself in a competitive job market?  What are recruiters really thinking when they review your resume?  Below are some tips compiled from’s Allison Doyle that may help you fine-tune your resume and assist you in making some impactful changes.  Best of luck with your job search!

10 Seconds and Counting:
Recruiters spend an average of 10 seconds reviewing each resume, so you’ll want yours to be…
1) Concise (You only have 10 seconds)
2) Structured (You only have 10 seconds)
3) Specific (You guessed it… 10 seconds) 
Brian Shoicket, Dean of University & Community Partnerships at Wakefield Media

Add a Link:                                             
Sometimes the hiring manager or HR representative may not be familiar with your former company. I suggest adding a hyperlink to the company in the Experience section of your resume. Consistency is key though and a hyperlink should be added for each company listed on your resume. Doing this quickly allows the decision maker to review a company’s products or services. Also since an increasing number of hiring managers are turning to social media to search for employees, it makes sense to include a hyperlink to your LinkedIn profile in the Contact information section of the resume
Nancy Range Anderson, Author of Job Search for Moms and President of Blackbird Learning Associates

Before you write your resume:
To out distance your job-seeking competitors, follow this best practice... before writing your resume.
Make a list of 10-15 (or more) mutual good-fit employers to target. Do research on them to determine what makes you uniquely qualified to help them meet their current challenges, for market intelligence, and to uncover relevant keywords and phrases. Use this information to create content for your personal brand messaging and career marketing materials (resume, biography, LinkedIn profile, etc.) that will resonate with those target employer.
Meg Guiseppi, Executive Job Search and Personal Branding Strategist for the C-suite, and CEO of Executive Career Brand

Be specific about your qualifications:
When applying for a position, prepare a cover letter that picks up 3 – 4 key qualifications listed in the job description and be very specific with regards to what you can offer pertaining directly to those qualifications.
Lori Dermer, Dermer Consulting

Career Summaries or Objectives:
A career summary is recommended for most candidates, however there are exceptions. For instance, if you have less than five years of work experience or if you’re changing careers, you’ll want to have a one to two sentence objective statement.  Your objective statement should describe the industry you are targeting.

If you’re one of the many candidates that should include a career summary be sure that it is a snapshot of your work experience and offer insight into the skills and attributes you offer. A career summary will typically be in a block paragraph format and run about 3 to 5 sentences long.
John Scott, Career Advocate, – The Career Network

Customize Your Resume:
Each time, before you send your resume for a specific position, research the position and company (including speaking with current or former employees, if you can) so you have a better understanding of the goals and culture of the company, how the position fits within the organization, and the skills and qualities that are an ideal match for the position. Then, customize your resume to reflect the priorities emphasized by the company for this position, using language similar to theirs. This also means resisting the urge to tell them everything you’ve done and can do. Rather, look at your resume from the employer’s perspective. What do they need to know to be moved to contact you for an interview? Select the skills, qualities, accomplishments, and experiences that speak directly to their stated and implied needs.
Shahrzad Arasteh, Author of Nourish Your Career, Holistic Career Counselor, and Speaker

Demonstrate Your Achievements:
Ensure your resume is a forward looking document that demonstrates how your achievements are in alignment with results desired by the hiring organization. Do not write a historically-focused document that simply shows where you have been  – show where you are going and how you will add value.
Lisa Rangel, Chameleon Resumes 

Focus on Your Accomplishments:
The most important resume tip I offer is that you need to make the focus of the job descriptions listed on the resume a summary of what you accomplished and contributed in each of your positions. Employers are more interested in these than in what you actually did on the jobs. My second most important tip is to tell the truth. Yes, obviously you don’t want to lie about where you worked or what you did, but it’s the little lies that will trip up your application. Things like disguising gaps in employment by only using years or implying that you earned a degree – when you didn’t, give a potential employer a red flag about your integrity.
Susan Heathfield, Human Resources Expert,

Incorporate Keywords:
Print job postings you’re interested in and highlight keywords. Are these words used on your resume? Transform your resume from a job description to a series of accomplishment statements that are of interest to the company by incorporating those keywords.

Distribute your resume to close friends, family, and references and ask them, “Does this resume communicate my strengths and experiences in a way that will be interesting to the person interviewing me?” Friends and family can be excellent resources for pointing out strengths you have not recognized about yourself.
Robin Richards, Chairman and CEO of CareerArc Group

Keywords as Headlines:
Resumes used to feature a list of keywords to entice the computerized Applicant Tracking System (ATS).

Unfortunately, a list of terms isn’t very enticing to human eyes and doesn’t differentiate a candidate from others with the same list of skills. Instead, use these same keywords as “headlines” for bullet items and give an example from your experience. Like this: Project Management: Initiated and implemented national merchandising program for big box retailer.
Jeri Hird Dutcher, National Award-winning Certified Resume Writer,

Match Your Resume to Your LinkedIn Profile:
Make sure your resume is online! Once you have your perfect document in place, update your LinkedIn profile so it matches, include your job information on Facebook and Twitter, start an page, or create a professional blog for yourself where your resume information can be posted. When employers search for you online (and they will!), it will be a tremendous help to make it easy for them to find the same information confirming what they’re reading on your resume.
Sara Sutton Fell, Founder & CEO of

Not a Laundry List:
A resume should not be a laundry list of “stuff” you’ve done. It is a marketing document, and should directly address the target employer’s needs by including your specific skills and accomplishments. Before writing a resume, be sure to study job descriptions and collect as much information about organizations that interest you as possible. Then, you can make a clear case for why you are the perfect person to address and solve that company’s challenges.
Miriam Salpeter, Author of Social Networking for Career Success, New Economy Job Search Coach & Social Media Consultant, Keppie Careers

Resume Length:
A simple rule with flexibility is that if you have more than seven years of experience, your resume should be two pages. With less experience, write a one page resume. Your resume should never be more than two pages. For people who are older or in areas such as Management Consulting, like myself, create a biography to retain everything you have done.
Jay Martin, Chairman, JobSerf, Inc.

Resumes for Career Changers:
Career changers ask career coaches how to format their resume for a new position or industry but first it would be helpful to do something to signify to hiring managers that you are serious about the new career. Join the professional association, do relevant volunteer work, take a skills-building class. Any accomplishments in your desired career field are better than a beautifully formatted resume that lacks proof that you really know anything about the new career path.
Janet Scarborough Civitelli, Ph.D., Career Coach,

Throw Your Resume Out:
The best thing you can do with your resume is throw it out. That’s right: Don’t use a resume to impress an employer, because it won’t. Write a mini business plan for the job instead – and submit it to the hiring manager, not to HR, and not to some “applicant tracking system.” You don’t know the manager? Then you have no business applying for the job. The information you submit should be about the manager and your plan for fixing her problems – not about you. This approach is actually fun, because you must focus on one job at a time, which in turn means you must choose wisely, and meet the manager first. After all, isn’t that how you behave when you’re on the job?
Nick Corcodilos, host of and author of Fearless Job Hunting