Job security has become a big concern in the recession. Why IT professionals should be less worried—and more cautious.
Even though information technology jobs are out there, the recession causes many passive job seekers to hesitate. In hard economic times, job security takes on paramount importance, and those with good jobs often cling to them gratefully—although not without some concern.
A poll back in 2009 indicated that 31 percent of U.S. workers were worried about being laid off, up from 15 percent in 2008 and the highest rate that’s been recorded to date. A more recent survey in Spring 2012 found that only 14 percent of workers are very confident that they’ll have the money to retire comfortably, putting retirement confidence at the lowest levels seen since the annual survey began 20 years ago.
As an IT staffing agency, we’ve felt this sea change firsthand. From our perspective, the effects have been both positive and negative.
The Downside: Candidates are risk-averse. But when it comes to information technology jobs, the facts just plain contradict their fears. Between software programmers, computer system analysts, and web developers alone, the Bureau of Labor Statistics projects a 20 percent-plus employment growth rate. In fact, the BLS expects over 300,000 new information technology jobs to open up in the United States within the current decade. These are high-paying, flexible, satisfying jobs we’re talking about, too. Check out the technical jobs most in demand in 2012. [link to: “Good News: Technical Jobs in Demand” post]
The Upside: Candidates want to be more informed than ever before taking the leap into a new job. They want to be confident they can fit in and succeed, that their prospective employer has vision and longevity, and that they’ll be rewarded and inspired. They want to know about company leadership, culture, and goals.
In my opinion, these are the questions they should have been asking all along. Anyone going into a technical job should look beyond the IT department and think about the health of the company their joining, management work styles and business goals. After all, no matter how long you are in any technical job, you should feel happy and know you’re able to add value.
What to ask before jumping ship for a new information technology or software job
If you want to assuage your concerns about a new job with another company, here are seven critical questions to ask:
- How would you describe the culture here? What kind of people succeed, and who doesn’t fare as well?
- How would you describe the company's management style?
- What is the company or team the best at?
- Can you give me an example of how I.T. or software Engineering is valued in the company?
- Tell me about your strategy for growth and how this job fits into those plans.
- How does one advance here? Who was the most recent person to be given a promotion, and why?
- Have there been layoffs or wage, benefit, hour reductions within the past five years?
- How do you think this company’s strengths and weaknesses compare to its competition?
Asking questions like these – and listening carefully to the answers – will help you decide whether a specific technical job is the right fit for you. And it will tell the hiring manager that you are someone who thinks beyond the narrow IT box.
What would another company have to offer for you to leave your job? Better compensation? Culture? Room for advancement? Responsibilities? Vision? Tell me in the comments below! Seriously. My job depends on it ;-)
One of the many perks of being an IT Recruiter in Portland
Among the many perks of being an IT recruiter in Portland is the vibrant culinary scene. When it comes to wining and dining our candidates and clients, we get to pick from a bevy of world-class restaurants that charge a fraction of what they would in other cities.
If you’re one of the few remaining skeptics of Portland’s ascendance as the new culinary capital of the States, just watch local chef Vitaly Paley win Iron Chef America with a 10-course radish-based menu.
That’s right, radishes. Imagine what this guy could do with a full array of ingredients. Actually, don’t just imagine it – go to his restaurant and see for yourself (Paley’s Place, number five on our list).
So, without further ado, here’s our top 5 fine dining restaurants that you can get out the door for $40 per person or less while still having a glass of wine and an appetizer.
5 Fancy Restaurants in Portland That You Can Actually Afford
1. Le Pigeon [link to: lepigeon.com]
Invention meets tradition in the French fare at Le Pigeon – and both are delicious.
Chef Gabriel Rucker won the James Beard Rising Star Award in 2011 after three previous nominations. His win marked the first time a chef in Oregon received the honor, although it came as no surprise to locals.
Rucker changes the menu at Le Pigeon weekly, but the ever-present beef cheek Bourguignon and the foie gras anchor it with dependably delectable staples.
Framing its cuisine as “Novo-Peruvian,” Andina presents a contemporary twist on Peruvian-style tapas. It’s easy to make a meal out of appetizers here, although taking the plunge into full-on entrées is equally rewarding.
An assortment of ceviche offerings, yuca rellena (stuffed yuca, also known as cassava or manioc root), and a remarkable quinoa salad all make Andina truly special.
If you’re looking for the cutting-edge of fine dining in Portland, Castagna is a must. Castagna is one of the rare restaurants to embrace the molecular gastronomy movement. Where else can you get liquid nitrogen frozen yogurt on poached salmon?
Its offerings are whimsical, adventurous, and without fail make for a feast of the eyes as much as for the stomach.
Firehouse features made-for-sharing Italian cuisine from wood fired pizzas to classic pastas to an incredible hanger steak that you absolutely have to try if you go. Seriously. Promise us you’ll try it.
Pairing top-tier food with a sizable wine selection and a romantic ambience, Firehouse is a great place for families and couples alike.
5. Paley's Place
Okay, this one is the exception to our $40 rule—but it’s worth it!
Fresh local ingredients take on fine form at this locavore’s delight, from Dungeness crab risotto to a wide array of charcuterie to chanterelle ravioli. Paley’s Place is actually something of an institution in Portland’s culinary scene as one of the first evangelists for the local food movement.
If you haven’t yet been converted, Paley’s Place will show you the real virtue of sourcing locally in the Northwest: peerless flavor.
Got some other favorite haunts that should be on this list? We’re all tongues (get it?). Let us know in the comments below!
5 Proven College Recruitment Strategies For Portland Software Jobs
With software and IT employment rising roughly 100 times faster than employment as a whole, numerous Portland software jobs are going unfilled (I’m looking at you, Ruby developers!).
To our surprise, at EnGn we’re even starting to get consistent requests for junior-level candidates. Faced with such a shortfall in qualified talent, Portland software companies would do well to consider recruiting channels that target less skilled workers.
On-campus recruitment is ideal for doing just that.
If you’re ready to start attracting some of the most promising talent coming out of higher education, read on to discover five proven strategies to entice college students and graduates into Portland software jobs.
1. Know what younger people want in a Portland software job.
Employment goals and expectations vary from generation to generation. Surprisingly, for this generation, compensation may be the least of their concerns.
A recent survey found that employment security, flexibility and work-life balance topped the list of what recent grads are looking for in a job. Catering to those needs can help attract the cream of the crop.
2. Offer internships for Portland software jobs.
Never before have internships between so closely tied to permanent employment (see article)
For job seekers, they’re now viewed as the most effective route to employment – and with good reason. On average, college interns receive both more job offers and a higher starting salary compared to applicants without that experience.
For employers, internships are a great recruitment tool because they let you “try before you buy.” That kind of safety allows them to stay open to less qualified (but potentially talented) candidates, which is a big competitive advantage in the tech industry.
3. Maintain an on-campus presence.
Software development, IT, and other tech career fields are steadily increasing their presence on college campuses. Many companies set up booths at career fairs, but the most successful are those who engage students with effective branding
Some schools will allow recruiters to make entire presentations to students, allowing for a more memorable way to engage.
4. Follow the chatter: social media recruitment hits home with students.
Social media is becoming a common tool in the job recruiter’s toolkit.
One of the most notable social media recruiting stories is the advertising agency Campbell Mithun, who used an all-Twitter competition to recruit interns.
The tactic kept the process public, competitive, and engaging for participants, resulting in a higher volume and quality of applicants for the agency.
5. Go small: target groups likely interested in Portland software jobs.
An attractive option for college campus recruiting is to focus on specific student groups. Hosting dinners for campus clubs and award ceremonies can be a great way to target rising techies.
If your company can afford to do so, interacting one-on-one with students can also be an effective outreach tool. Q&A discussions and office hours are great ways to interact with college student still in school.
What are you doing to engage recent grads? Are there any techniques you’ve found successful? Let us know in the comments below! And if you’re looking for talent, don’t hesitate to contact us email@example.com; firstname.lastname@example.org, email@example.com; Jeremy@theengn.com ]—we’ve got a huge pool of software devs and IT experts.
We'd like to take a break from our hard-hitting tech industry coverage to talk about something very near and dear to our hearts: beer!
We would suggest that our clients take software engineering and I.T. candidates we send them out for a beer at the below mentioned haunts. We are certain it would do everybody a little good!
Yes, friends, that delicious nectar of the gods is the connective tissue of Portland society, the great equalizer that brings together damp Northwestern hides of every stripe in the many breweries strewn throughout our fair city.
In between tracking down Ruby and Java developers, we like to remind ourselves just how spoiled we are by Portland’s vibrant beer culture. Nicknamed “Beervana,” there are 51 breweries operating in Portland—more than any other city in the world.
You can get good beer in Portland basically anywhere, but there are some truly exceptional breweries that are worth going out of your way for. That’s why we’ve gone out and collected five of the hidden gems that make Portland’s beer scene unique.
For the glory of the grain!
The 5 Best-Kept Secrets of the Portland Brewery Scene
1. Upright Brewing (North Portland)
Specialty: French/Belgian Farmhouse Beers
Finding Upright Brewing is no easy feat. Buried in the basement of a renovated commercial space in North Portland, it’s perhaps the most authentic “brewery-style” drinking experience you’ll ever have. The tasting room is lined with full barrels and shiny brewing equipment and makes no effort to hide that it’s a working brewery and barrel aging facility.
As a result, it’s only open weekends and Friday evenings and there’s basically no food to be had. So plan on eating before or after, but don’t let that dissuade you. Get a flight of their farmhouse beers and you will understand what dedication to a craft really means.
2. Cascade Brewing Barrel House (SE Portland)
Specialty: Sour Beers
Sour beers are not for everyone. This ancient Belgian style of beer is both one of the most traditional and one of the most unconventional. It’s also extremely rare, but a few devoted brewers are bringing sour beer back in a tidal wave of tart deliciousness.
Among those is Cascade Brewing, which is earning comparisons to the much-lauded Russian River. And with good reason: it’s unlike anything you’ve ever tasted.
3. Captured By Porches (NE Portland, North Portland)
Captured by Porches is taking beer to the streets—cart style! In a city that’s been called the best metropolis for street food in America, the inevitable question is why not beer, too?
Based out of St. Helens, but rapidly colonizing Portland with a small platoon of beer wagons, Captured by Porches is a filling a vital need among the city’s 500+ food carts. Try their Blonde or their IPA for a refreshing compliment to the great cart fare surrounding each location.
4. Occidental Brewing Co (St. Johns next to Cathedral Park)
Specialty: German Beers
Occidental Brewing takes its cue from the originators of the “Purity Law.” The oldest food regulation in the history of the world, this German decree from the early 1500s dictates that beer should only be brewed from barley, hops and water.
Offering up the simple, carefully refined pleasures of Hefeweizen, Kölsch, Altbier and Dunkel, fans of German beer will not be disappointed at Occidental. Add to that a rotating selection of seasonal beers and a very friendly owner who’s happy to indulge questions and share home brewing tips, and you’ve got a winning combo.
5. Bailey's Tap Room [h2] (Downtown Portland)
Specialty: Everything Local
Okay, it’s not actually a brewery, but it’s one of the best purveyors of local beer in town. Bailey’s 20 rotating taps regularly include beers from nearby breweries like Lompoc, Breakside, Amnesia, Ninkasi, Burnside, and Widmer, plus offerings from West Coast breweries all the way from Seattle to Northern California. You’re guaranteed to find something to suit your tastes at Bailey’s Tap Room.
What are your favorite beer spots in Portland? Any hidden gems you’ve come across? We’re always on the lookout for new breweries to check out! Share your finds in the comments below.
Take it from us, a Portland technical recruitment firm. We deal with a whole spectrum of technology recruitment, from technology executive search through IT staffing, and we know: An employer's brand makes a huge difference in attracting the best technology talent.
Positioning your company as a brand your employees are proud of not only helps you attract even more great people, it also increases the overall value of your brand.
Big technology companies in places like San Francisco or New York can tout their location and facilities. As Portland technology recruiters, we love Portland dearly, but we do know it's not a huge hub, and that most companies here don't have vast campuses filled with luxurious amenities.
So if you're a smaller tech company located in a medium-sized city, how do you set your employment brand apart in a competitive technology jobs market?
Four simple steps to effective employment branding
Many of the things you already do for your company can be leveraged to boost your employment brand.
1. Coordinate branding between marketing and human resources. While a brand can be expressed in different contexts, there should be just one brand. Make sure your human resources department and recruitment firm (if you have one) understand your branding, and have access to all your company's marketing and branding collateral. Have your HR and recruitment folks meet with your marketing people from time to time, so they can work together and make sure your brand is communicated in recruitment ads, at job fairs and in other recruitment efforts.
2. Develop your employer value proposition. Think about your communications to potential employees just as you think about communicating to any of your target markets. You want to communicate the value of your company as an employer, just as you communicate the value of your products and services. Make sure potential employees can quickly and easily find information and get a basic understanding of your company's working environment, culture, values, and management style.
3. Make sure all communications are on-message. From job postings to employer campaigns to online recruitment materials, ensuring consistency hammers home your brand voice and creates a sense of credibility.
4. Put your recruitment materials online. For all the time that tech companies put into developing compelling, beautifully designed recruitment materials, it's surprisingly rare for these to make it onto the company's website. You don't need to pay a developer to integrate them in a clever or interactive way - just link to your print materials in .pdf format. Choosing a job is a major, life-changing decision for anyone, and if you provide better information about your company, you'll get better qualified candidates.
Looking for some great examples?
Atlassian, a maker of product tracking software, has a terrific careers page. It's not just one page, either - there's a series of slides, each touting another great reason for working at the company. Anyone who spends even a few minutes on this page will understand that transparency, collaboration, and flexibility are some of Atlassian's most important values. Note: Every slide offers a "learn more" link to deeper information.
Jive Software, which develops social platforms for business, takes the cake for consumer and employer brand consistency by touching people's hunger for a better, more social working life. The company's introductory video frankly addresses the points we all encounter in the workplace, addressing them in a way that's consistent with Jive's brand.
Google has a reputation for extensive - and expensive - perks. But a blog post by Google's top executive for People Operations, Laszlo Bock, points out that most of what really makes Google special doesn't cost a thing. Bock offers suggestions for ways that small and medium-sized companies, too, can make employees feel valued, special and committed to the company's mission.
We're always looking for new role models to learn from. Know any other companies that do a great job of communicating brand in their recruitment efforts? What's your company doing to set itself apart? Please comment below.
Race Against the Machine: a new technological threat
There is a debate raging across America. From Presidential hopefuls to the news media to the dinner table, the conversation is the same: how do we create more jobs and expedite economic recovery?
At the risk of generalization, on one side of the debate is the thesis that government should play a larger role in creating economic stability, equality, and growth. On the other side, you have just the opposite: government needs get out of the way and allow the free market to take care of itself.
While these arguments will persist well beyond my years, there is a rapidly approaching threat to American jobs that merits shifting the debate completely:
Could technology be destroying jobs?
This is the question that economics Erik Brynjolfsson and Andrew McAfee ask in their book Race Against the Machine. It’s hardly a new question, but it is perhaps more relevant than ever.
Race Against the Machine explores the possibility that advancing information technology and automation might be a significant factor in the epidemic unemployment situation that plagues many first world economies.
Stop briefly and think about positions that have started disappearing in the last 5-10 years: the checker at the grocery store, manufacturing jobs, toll collectors, bankers, travel agents, customer support… all have gradually been (or are in the process of being) replaced by automated, digitized processes.
As a personal example, since starting my business twelve years ago, I had to pay a web developer to build my website and manage it. Today, with relative ease, I can do that myself using an intuitive content management system.
An example provided in the book is that in 2005 economists projected that it would be difficult for computers to ever take over driving. Less than seven years later, Google has accomplished exactly that.
How long until automated truck drivers displace humans? What is the point?
What the shift in wealth tells us
The rising income gap has been blamed on various policies, but is the reality that labor is simply being replaced by capital equipment?
Brynjolfsson and Mcafee draw it out very clearly. The shift in wealth may have less to do with greedy businesses, outsourcing, and public policy than with the incredible efficiency of new technologies.
It’s hard to fault businesses that want to get more out of their investments by taking advantage of more efficient technologies. As an entrepreneur of a small business, I know firsthand that improving and getting better is the name of the game. Does that make us small business-owners bad people?
Yet this continues to displace workers and widen a knowledge gap that is for many becoming too great to overcome. The acceleration of technological development is only exacerbating this problem.
The book provides some possible solutions that include government policy shifts and others driven by the free market. I wish I could come up with a reasonable solution, but rather was left with a newfound interest in trying to look into the crystal ball to help my children identify work that is less likely to be automated. Not an easy thing to do but I would offer well worth the exercise.
What jobs cannot be automated? Is there hope for displaced workers to regain full-time employment? Let me know in the comments below. Recruiters, will this change Portland IT staffing or Portland Technical Staffing at all? As a Portland IT recruiter how will our jobs change? What aspects of a technical recruiter's job is at risk of getting automated? I want to hear your opinion!
Make More, Live More, Stay Secure
Why companies and IT professionals are turning to contract work
Rapid technological development is not only revolutionizing the way we do business, it’s also transforming the way we manage talent. Companies have recognized the benefits offered by cloud-based services, social enterprise tools, big data, and other cutting edge technologies. Now, the race is on to see who can leverage them to gain a competitive edge.
Unfortunately, those businesses are running up against a national talent shortage. But what’s bad news for employers might be good news for employees.
To meet demand, the outsourcing of IT jobs has skyrocketed. A recent survey showed 48% of IT decision-makers saying that they will be hiring more contractors than full-time workers in the next 12-18 months. While we think those numbers may be a little unrealistic, they do demonstrate the changing nature of the IT industry.
Less overhead, less commitment, and less time spent hiring allows companies to respond quickly to technological needs, making contractors an appealing option. So how is that good for IT professionals?
Contractors (AKA Hired Guns) leverage demand for higher rates, flexibility, experience
We were a little surprised when we started seeing more and more full-time employees interested in leaving their jobs for contract work. Yet the opportunity to earn a higher hourly rate and more often than in direct roles work remotely is evidently appealing one.
For employees looking to increase their income and/or their flexibility, contracting can be a welcome change from a full-time job that allows them to pull in more money and spend more time with their families.
Junior level professionals are also turning to contract work in droves. Not only is it readily available, it also provides an avenue for gaining valuable experience by working on diverse projects. Later on, that can often be parleyed into a job – especially with temp-to-hire contracts becoming increasingly common.
But what about job security?
What initially surprised us about this trend was the seemingly high level of risk that candidates were taking in leaving the security full-time jobs behind. With running unemployment rates for technologists hovering around 4%, that perception may be off the mark.
Demand is approaching the .COM era level for software and I.T. Professionals. In the current climate, contracting might actually be a viable opportunity to increase total income on a long-term, sustainable level.
While the lifetime temporary software engineer has until now been the minority, we may soon see that path be the norm in the near future.
What would it take for you to consider taking a contract opportunity over a full-time job? Let us know in the comments below!
Let’s face it: Hard to find technology professionals around the country expect a lot of perks. It is no different with Portland I.T., Software and Engineering talent where demand is high, qualified talent is rare and competition is fierce.
I recently worked with a candidate who immediately turned down a job that would have been a $5,000 increase in salary just because the dress code was “business casual” and he was a “jeans and shorts kinda guy.”
So how do you get your developers to turn down a $5k raise and stick with your company? Competitive compensation is basically a given, as are flexible work hours. But it’s that elusive, seemingly intangible tech-y culture that keeps them around.
Lucky for you, we’re making the intangible tangible by breaking it down into 7 concrete propositions that will help you build a successful IT culture, attract the best talent and protect them from headhunters like us.
- Complex problems. Challenging work isn’t just a perk for IT personnel — it’s absolutely essential to differentiate your business in a competitive marketplace. For many developers, the idea of taking a difficult process apart and reconstructing it to make it cleaner, faster and more efficient is as rewarding as it is demanding. If you can offer your team the chance to work on complex projects, you’re not only likely to attract better talent; they’re also more likely to stick around.
- Big data. Got more data on-hand than you know what to do? It’ll keep your developers happy. Tracking every movement right down to click-level transforms development from a basic problem-solving proposition into an iterative process of continuous refinement and testing. Perhaps more importantly, it helps create better products.
- Talented peers. Having a high hiring standard is critical for a strong, cohesive IT culture. Working alongside peers at or above their skill level reduces frustration, boosts team morale and makes for a more collaborative environment. My old boss used to tell me to fall the big timber. Get great talent and others want to come work with them.
- Frequent launches. While a great deal of the challenge and joy is in the process itself, there’s perhaps nothing quite as satisfying as seeing your work go live. Frequent product and feature launches let developers see their work get put to use – while simultaneously keeping them on a high-output production schedule.
- Bleeding-edge technology. From unfamiliar programming languages and development environments to cutting-edge development processes like Agile, working with new technologies is an appealing proposition to many developers. It’s both intellectually and practically challenging. Plus it helps personnel develop valuable skills that keep them and the company at the forefront of technological advancement.
- Project ownership. Allowing individuals and teams to take ownership over projects from development to launch and beyond promotes accountability, company commitment and job satisfaction. This is arguably true of any position, but it is perhaps especially true for highly technical and autonomous teams.
- Consumer-centricity. The goal of empowering the end-user is one of the strongest trends within the development community at large today. A focus on user experience and transparency is common among the current generation of developers. From Apple’s radically user-friendly products to the proliferation of open source software like Firefox and programming languages like Python, it’s readily evident how dramatically the IT world has shifted. Finding a company that’s committed to these same values is a big selling point for some developers.
How important are these trends to you or your company? Did we miss anything? Let us know in the comments below! Can you also name the late gifted computer scientist in the body of the blog? (not Data from Star Trek)
If you or your spouse are looking for a technology job in Portland, we're happy to report the opportunities are diverse and plentiful.
As Portland IT Recruiters, we're proud to be a part of a vibrant technology community in Portland. Thanks to a growing start-up scene and the expansion of well-established tech companies in the Portland area, the Silicon Forest is thriving. With the low cost of commercial rents compared to other technology hubs, high quality of life, cheap electricity, and a DIY culture, it's easy to see why.
High-tech manufacturing, software development and renewable energy companies have all taken root in and around the City of Roses. Let us give you a glimpse into some of the most exciting technology industries in Portland.
Portland high-tech manufacturing companies are world-class
FEI Company - (NASDAQ: FEIC) Ever wonder who makes electron microscopes? (We're technical recruiters - electron microscopes push out geek buttons!) FEI is a leader in electron microscope and focused ion beam technologies for nanoscale researchers. If you know what those are, we applaud you. FEI's global headquarters are right outside of Portland in Hillsboro, about a 20-minute drive from downtown Portland.
Intel Corporation - (NASDAQ: INTC) If you own a computer, chances are pretty high it has an Intel microprocessor in it. While Intel's headquarters are in Santa Clara, California, the semiconductor development and manufacturing facility in Hillsboro, just outside of Portland, is Intel's largest, employing nearly 16,000 Oregonians. With seven campuses and on-site amenities that rival those of a small city, Intel Oregon is the largest private-sector employer in the Portland metro area.
Portland software companies - varied and successful
Jama Software - Privately held, locally-grown Jama builds software for managing complex projects that have many requirements - for example, devices must pass the Food and Drug Administration approval process. Jama has won many recognitions since its founding in 2007, and is regarded as one of Portland's most promising technology companies. It has about 50 employees.
Jive Software Inc. - (NASDAQ: JIVE) We've been keeping an eye on this rapidly growing business. Now headquartered in Palo Alto, California, Jive has 200 employees in Portland, where it was headquartered for a few years. Jive's social business platform has been so popular, the company executed a successful IPO in December 2011 raising more than $160 million.
the CLYMB-For those who find their passion in the outdoors, The Clymb inspires human-powered adventure by delivering member-exclusive 72-hour sales on premium brands and experiences, hand-picked by our team of fellow enthusiasts and experts. Membership is free, allowing users to shape the community by inviting like-minded friends. The company is based in Portland, Ore., and was founded in 2009 by a seasoned team of outdoor and sport industry veterans.
Urban Airship - Mobile technology company Urban Airship creates tools for app developers. One of the beneficiaries of Wieden+Kennedy's Portland Incubator Experiment, Urban Airship has received more than $20 million in venture funding since its genesis in 2009. True to the start-up stereotype, the company has in part been so successful due to its emphasis on creating a fun environment to attract and retain talent.
Webtrends - One of the first players in web analytics, Webtrends is privately held and headquartered in downtown Portland. Its analytics software is used by companies that have large, complex websites, including The New York Times and Microsoft. Webtrends employs nearly 400 people worldwide, with about half in Portland.
Renewable energy companies abound in Portland
ClearEdge Power - ClearEdge Power manufactures fuel cells that efficiently transform natural gas into electricity and heat. Think miniature, refrigerator-sized power plants. The start-up recently signed a $500 million, 50-megawatt deal with Austrian company Gussing Renewable Energy GmbH - the biggest deal yet for a fuel cell company.
SolarWorld - (FWB: SWV) German solar panel manufacturer SolarWorld has its U.S. headquarters 20 minutes west of Portland in Hillsboro, Oregon, where it employs about 1,000 Oregonians. Its Hillsboro location is the largest solar cell manufacturing facility in North America.
If you want to learn more about technology jobs in Portland, Oregon, we highly recommend you visit the Silicon Florist blog to get updates on the latest technology jobs and news in Portland. Or, search our job listings here.
Great data from Oregon Food Bank from our last visit. Check out the video at the bottom to get a better idea of the need in Oregon.
Thank you for organizing (and participating in) the ENGN volunteer event at Oregon Food Bank West on August 15th. Together with other community members, your team worked hard to pack 3939 pounds of food! Our thanks go to the scoopers, baggers, weighers, twist tiers, boxers, and pallet movers. In a single visit, the entire group packed enough food to provide 3030 meals for people in need. Every member of your team can be proud of their individual contribution; they each packed 87 meals.
In Oregon and Clark County Washington, an estimated 240,000 people eat from an emergency food box in an average month. Your volunteer service helps our many neighbors who aren't sure where their next meal will come from.
What a wonderful group! We really appreciate your hard work, and look forward to seeing you soon.
Volunteer Coordinator, Oregon Food Bank West
PS: This video was produced recently - I think it does a great job explaining why the need is so great, and why volunteers like your group are so vital. "