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  1. #1
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    Consulting firm positions

    A recently established independent broad-spectrum consulting firm, Rambo Harrington & Hopkins LLP has availabilities at the following positions:

    Management Positions:[list=1][*]Deputy Director of Affairs & Operations[*]Director of Communications[*]Deputy Director of Communications[*]Director of Finances[*]Deputy Director of Finances[*]Deputy Director of Marketing[/list=1]

    Consulting Positions:[list=1][*]Consulting Associate[*]Consulting Specialist[*]Consulting Project Leader[*]Consulting Team Executive[/list=1]

    Web Architecture Positions:[list=1][*]Interface Technician[*]Interface Producer[/list=1]

    The business sectors that we cover are:[list=A][*]Business Management[*]Human Resources[*]Investor Relations[*]Acquisition & Mergers[*]Advertising[*]Marketing[*]Media Relations[*]Corporate Intelligence[*]Risk Management[*]Crisis Management[*]Web Architecture (Hosting & Development) [*]Technology[/list=A]

    Positions are non-salary and are compensated based on the project amount of accounts assigned to their Client Project Team. We are looking for mainly entry-level (to the consulting industry) prospects with a working understanding of any of our business sectors covered.

    At the headquarters & company level, our firm structure is organized along the lines of:[List=A][*]Three (3) Principal Partners[*]Two (2) Managing Partners[*]Three (3) Managing Directors[/list=A]

    At the operations level, the firm operates three (3) client project teams (western ops, central ops, and eastern ops) that are organized along the lines of:[List=A][*]Director of Affairs & Operations w/ Deputy[*]Director of Communications w/ Deputy[*]Director of Finances w/ Deputy[*]Director of Marketing w/ Deputy[*]Consulting Team Executive[*]Consulting Project Leader[*]Consulting Specialist[*]Consulting Associate[*]Interface Producer[*]Interface Technician[/List=A]

    If interested: please send inquries w/ resumes as either in-line enclosures or microsoft word attachments to jeff.rambo@rhhllp.com. While the preferred choice is a formatted resume, I will accept prepared statements listing interest in any of the above positions with supporting information in regards to experience.

    We are an equal opportunity employer in the sense of hiring any applicant that is able, willing, and qualified to perform the tasks assigned regardless of age, race, or personal beliefs.
    Last edited by Jeff Rambo; 02-11-2002 at 06:11 PM.

  2. #2
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    Some of the positions were edited out and/or replaced with others in my initial post. I received a few e-mails asking for more information publically released to make sure I'm not attempting to 'dupe' anyone in offering their services and letting the fine print out afterwards behind doors.

    So, just to be upfront, this is a copied response I sent to someone who inquried about one of the positions listed. I've slightly edited out specific portions of it so it addresses everything in more of a general manner. There is also an update at the bottom of the post. For those of you who are interested after reading through the post, e-mail me regarding any of the positions I listed in my first post (as I said, I've edited out the ones we no longer have a need for) that you may have interest in and I can discuss in detail what the duties and functions will be. It's too much to list each of the duties & functions for every position on the forum here, which is why I prefer the e-mail route.

    Mods: While the request for more public info was made, I apologize in advance if this may be regarded as pushing the post back up to the top. Deleting will be understood.
    -------------------------------------------------------

    In the eyes of others, rightfully so, we are a consulting start-up; an independent one at that. Furthermore, this would be a telecommuting position for the most part, as we are a "virtual firm" in a certain sense. It is important that you don't let this negatively influence your decision. The business relationship between myself, Matt Harrington, and Josh Hopkins has been in existence since 1998. We've not only planted and grown a successful business bond, but a personal bond that is valued more so, as it adds depth to the chemistry needed for us to succeed. This is the same type of bond we wish to establish with the new colleagues we seek to add to our firm, as it will be the only way we can succeed. Both, within the firm internally, and externally with providing clients results.

    You may ask why would we put someone in a position that they may be capable of, but they have no working experience in instead of filling it with someone who has held it in the past that we know is capable and qualified. The answer is simple, and it has nothing to do with cutting costs. It boils down to the fact that we aren't looking for individuals with resumes the size of dossiers that could command a position anywhere within the firm. We're looking for individuals that may not have experience, but have a willingness to expand on a certain knowledge of either a single business sector or multiple business sectors that we feel are confident, competent, and capable of fitting into any role within our firm and learning the functions of that role from top to bottom. In other words, we're not looking to avoid growing pains, we're look to begin them as a team.

    You may have also noticed that I stated our compensation packages are based on commissions & bonuses. I hope that this also does not negatively influence you in making a decision to join us, but hopefully you will see the reasoning behind it more so as I'll explain that now. We're not only looking for team players, we're looking for motivated players. Too many firms go wrong with putting their staff on salary right out of the gate and even more firms go wrong by offering both salary & commissions/bonuses. The reason I regard this as being a fault is due to the fact that I've seen many individuals within consultancies take advantage of being on salary. Such instances as waiting until the last minute to finish projects to do about other activities on their own accord, not working to full potential on projects as they don't have to worry about being paid, or cutting costs to take in more compensation from the account which basically leads to the client being taken to the bank x2. While such individuals may be regarded as every firms 10%, we still wish to disregard the worries of this 10% all together. To do so, the model that we've implemented in our firm is that EVERYONE (regardless of position (i.e. myself), as everyone plays a part in any client that opens an account with us) is compensated based on commission/bonus. With this factor in play, it is no question that projects will be on par with timeliness, efficiency, logistics, and most of all quality. This all revolves around that fact that everyone realizes no work equates to no pay.

    The downfall to this is you're thinking that the commission rates won't be too high. Not true at all, for two reasons. The first reason is our firm mission, which is to provide the direction our clients require to make distinctive, lasting, and profitable improvements in their performance and to build a great firm that is able to attract, develop, reward, and retain extraordinary people. Place your emphasis on the first part of that mission. This is the mindset we will take pride in instilling into our clients, therefore we're able to charge premium account fees. Thus in conclusion, large commission amounts amongst the client project team. Please take the assurance of knowing now, that one of the main assets to our company will be our skilled Marketing Directors and our Operations & Affairs Directors. It will be their sole purpose to attract and retain these clients, thus keeping everyone busy and handsomely rewarded.

    Secondly: We have no aspirations of becoming a large firm when it comes to size. Firms such as Bain or Andersen boast about how they have thousands of employees. Great for them. We do not have a need for 10 people humping a couch up a flight of stairs when all it takes is 2, therefore we won't have 10 people taking the credit. We'll sleep more peacefully at night knowing we have a platoon of hard charges who are willing, able, and ready to do their job at a moments notice. The conclusion to my reasoning being: you won't have to worry about splitting your commission amongst 100 individuals as our client project teams are small with each team member serving (a) specific role(s)/function(s), which measures his/her compensation amount.

    Most would regard this as simply contracting employees, and to be honest, if I weren't aware of our firm structure I would regard it as the same. But the truth is our people will be just that, our people. They'll be treated as equals and assuming that they will be there for us, we will be there for them. As I said above, this portion of our internal business model is not to cut costs but to ensure productivity within our firm and to ensure the promises we make to our clients. Without getting into the math involved, it also allows us to reward our people more so than we would be able to if they were employed on salary.

    This mindset works well not only for us, but it works well for our clients as well, as they have the peace of mind they're receiving the utmost quality in their results.

    I'd like to go on to say that we are a meritocracy in the sense that those who are qualified and capable are able to serve roles within our firm and advance ahead. Other firms fall short when they state they are a meritocracy, as it simply means they hire and advance based on the intellectual criteria of a person as per their enrollment in a Ivy league university. Even worse, the "Old Boy Network" equates to hiring & advancement. Put simply, we hire base on what you're qualified to do and what you're capable of, not what you've done or who you are. Therefore, neither vast industry experience nor a degree is required.

    As I mentioned above, this a company structured on the telecommuting method. We plan to enter into engagements with clients around the world, therefore we plan to enter into bonds with colleagues around the world. In today's time, a corporate office with a full-line of employees running around isn't required. While it would have been no major hassle for myself, Matt, and Josh to embark on a venture that would have saw us opening up regional offices throughout the CONUS or a HQ office here in L.A., we elected to establish our firm as a telecommuting company, or in modern lingo: a virtual company. True, it saves a lot of costs. But it also provides a lot of obvious benefits, internally and externally. Between such communication solutions as e-mail, phone, video conferencing, and traveling (when needed, from firm traveling expenses), we will do just fine as a firm with its staff based throughout the world.
    -----------------------------------------

    Updates on our communication methods:
    We are in the process of installing an intranet that will be a big plus to communicating with the staff and making sure everyone is in sync. It'll include to-do's, memo's, webmail, calendar, contacts, projects, a forum and a few other features. We're also going to add a file depository/database to it somehow so everyone can be on the same track with documents.

    During the initial process, all staff will be issued a voicemail extension box on a toll-free #. Once things pan out, we're switching to a Virtual Office/PBX solution that will offer you an extension off of our main company number. The extension will be both, a direct voice line to you and a voicemail box when you are not available. ETA on the switch is 30-60 days.

    ETA on the nextel offering is 60-90 days from the above timeframe.

  3. #3
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    Jeff -- thank you for clarifying the information you posted. While I appreciate your candor, and understand why you manage your cost structure the way you do, why would this be an attractive proposition for an employee?

    The reason that most consulting companies pay salaries is that they have to compensate their employees for the knowledge they have, and their ability to communicate with clients. From my perspective, why would I leave a good paying job to work for no pay for at least a month, and probably more like 2-3 months?

    I don't see how you are going to be able to attract high calibre employees with the compensation package you have.

  4. #4
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    Thanks for asking

    uuallan,

    In all honesty, great question. I should have placed more emphasis on that particular scenario, forgive me for not doing so from jump street.

    The reason an individual would regard the proposition as being attractive is due to the fact -- and I apologize for this sound like an infomercial, but there is no better way to put it -- you'll have the window open to earning a full-time salary without full-time hours. In otherwords, you won't need to leave your full-time paying job if you have no desire to and most people won't want to; I don't blame them. 90% of our staff (management being the 10%) work only when we have projects, therefore when it is time to go wheels up, every hour is billable to an account and the time is not wasted. This was the reasoning behind mentioning the positions may seem like contract positions in the eyes of most, as that is what they are when you strip everything away. The difference is we regard our staff as being just that, our staff. Not expendable nameless faces.

    We regard ourselves as a full service firm, but for a brief second picture us as being a consulting (hub) agency so to speak. We establish the accounts by bringing in clients willing to pay premium fees and then put the right people from our staff on the account to complete the project(s). We then compensate the members of our client project teams with generous commission percentages based on their contributions to the completion of the project. This equates to: Work equals pay.

    I hope this clears it up.

  5. #5
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    That makes a lot more sense, but is that business model scalable? I have done some consulting work in the past, and most companies like to be able to get ahold of their consultant during the day. More importantly, especially for large clients, if there is a problem -- and there always is a problem -- they need it resolved right away, not when the consultant can leave work .

    It sounds like you have some good ideas, but I think there is a little too much risk involved for my taste

  6. #6
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    Uuallan,

    I honestly love when people present the tough questions as it enables you to put forth answers to the important factors you always end up leaving out. Therefore, once again... thanks for keeping me on my toes.

    Now, as said, you raise a good point. But, yes the business model is scalable and can logically work if executed properly. One of the key methods to executing our strategy is making certain that we have a dedicated team in place when it comes to leadership positions that are committed to being apart of the ride from start to finish. This goes all the way down from the company operations level (i.e. partner) to the client operations level (i.e. a team executive).

    I can assure you that as a client, if one were to present itself anytime throughout the day, our firm has a table of organization in place to provide a formulated resolution to any type of problem as soon as it comes to our attention. Further more, the well being of our clients` projects will be monitored from start to finish, so nothing will slip under the radar.

    This is a business promise that can be kept due to our implementation of the Client Project Team method. This allows our clients to have the peace of mind in knowing they will have either a Team Executive or a Project Team Leader that they can turn to that is not only familiar with their project but familiar with the client company itself. If this isn't enough, they can turn to the company operations level (senior management), either it be our Director of Affairs & Operations or directly to one of the firm partners.

    To add furthermore, anyone not in a position to provide flexible hours to a project is placed in an associate role or technician role. Our specialists & producers are able to be tasked to projects throughout normal work hours as they are completely billable.

    Feel free to ask more.

  7. #7
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    Forgot

    As I mentioned in my 2nd post, we're also working at establishing a pretty solid intranet that will allow everyone to be in sync with one another as far as both, company operations and client operations go. This way, operation notes, documents, memos, comments etc. containing working details of all projects will be available to everyone according to their INFOLEVEL. This furthers the ability to make sure anyone with the need has the access to critical project information that, among many things, can assist them in comforting a client if the need presents itself.

  8. #8
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    Turn Around on Applications

    Hi Jeff,
    Sound like your company is a real professional setup with some great forward thinking. I sent my resume off along with a short statement as you had requested. I was just curious as to the turnaround times it takes for you to process applications. My application was sent a few days ago, and I was just wondering when I could expect some sort of response.

    Thanks

  9. #9
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    Robb,

    I received your e-mail yesterday. You'll receive a response tonight. Thanks for the follow-up.

  10. #10
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    Hi Jeff,

    What is your project methodology based on?

    Simon

  11. #11
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    Originally posted by SimonMc
    Hi Jeff,

    What is your project methodology based on?

    Simon
    As in our practice of assigning a full team to each individual project? If so, a SF A-Team is what the methodology is based on.

  12. #12
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    Originally posted by Jeff Rambo

    If so, a SF A-Team is what the methodology is based on.
    Okay, but I wanna be Face!!

  13. #13
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    Not that kind silly ... the TO&E of an actual SF A-Team.


    Edit: By the way, uuallan, your news of CommuniTech being purchased is very refreshing. Gabriel Murphy is one of the key reasons why I developed a bad case of insomnia. How he's managing to stay aboard the management team, I don't know...

    If you don't mind, e-mail me at jeff.rambo@rhhllp.com. I'd like to ask you a question.

  14. #14
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    Jeff, just wondering if you got my questions and follow up e-mail...
    My 2 Cents.... (or is that 2.2 cents inc. GST...?)

    Have a think about this : Programming is like sex. Make a single little mistake, and you'll be supporting it for the rest of your life.

  15. #15
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    Originally posted by Jeff Rambo


    As in our practice of assigning a full team to each individual project? If so, a SF A-Team is what the methodology is based on.
    No...Project Methodology...Like say for instance...'Prince 2'. Or say a propriatory methodology like 'Focus PM' (From Hewlet Packard). All consultancies have a methodology to manage their projects...infact..it's usually the major selling point. So..What is YOUR methodology based on.

    Simon

  16. #16
    Originally posted by SimonMc

    No...Project Methodology...Like say for instance...'Prince 2'. Or say a propriatory methodology like 'Focus PM' (From Hewlet Packard). All consultancies have a methodology to manage their projects...infact..it's usually the major selling point. So..What is YOUR methodology based on.
    Wingitandhopeitworks 3, I'm guessing.

  17. #17
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    BC,

    Yes. Reply sent to both addresses.

    SimonMc,

    I apologize for the confusion. That initially went over my head due to a similiar question being asked in an e-mail but was in the context of which I had put forth. Anyhow, another great question.

    Our methodology is, both, boxed and proprietary in the sense that we will be combining corporate standards with military standards. The standard aspects of P2 (SU, IP, PL DP, CS, SB, MP, CP) will be combined with the standard aspects of an Operation Order (OPORD) & Standard Operating Proceedure (SOP) of a Military SMU (hence my mentioning of an SF ODA) revised for the corporate world.

    If you wish, I will send you some information on OPORDs and SOPs. Or I can point you in the direction of Field Manuals and explain how we plan to revise them enabling us to execute them in a business setting.

    The reasoning behind this, if you're wondering, is due to me working with Active Duty & Former or Retired U.S. Military SOCOM Personnel on a daily basis.

    Spinn,

    I sent you an e-mail at your sw.com address.

  18. #18

    I need to ask...

    Please bear with me as I'm attempting to parse through your postings and get a good understanding of what you are attempting here, Mr. Rambo. I won't get into my concerns about your infrastructure plans, as uuallan has already addressed them. Unfortunately your respnse did not leave me comfortable. "...you'll have the window open to earning a full-time salary without full-time hours" leaves me more in the mind of an MLM scheme as opposed to a consulting firm. If I were to hire a firm, I would want to know that the team I have hired is committed to the task, as opposed to throwing things together in their spare time. I'm not accusing you of this, but this is the mental picture I am left with.

    So I see that you are attempting to put together a firm to cover a wide range of coporate issues, yet I am not seeing what seems to me to be an executive structure with experience in these areas. You have an extremely top-heavy job listing in your post, and only one or two technical positions, neither of which are engineer-level positions. While I can see a need to create an executive infrastructure, I'm not seeing a focus in your business. What I see is a lot of executive level positions with a nebulous staffing plan to cover some very difficult issues. Once again, I am not getting a strong level of comfort from your postings.

    Also, I don't see any background presentation for you and your partners. What is your experience in this business? To cover such difficult areas such as Crisis Management, A&M, and what I hope would be "five-nines" Web Hosting, I would like to see what kind of experience the leadership has before I even *send* a resume, never mind sign a contract, especially when I am committing a lot of time before I would see any sort of compensation.

    Speaking of compensation, how is the firm funded? I understand that you may not be able to get into details, but some sort of funding statement would be welcome.

    I don't mean this as any sort of attack on you or your partners, but I am not seeing anything in this posting that fills me with any desire to send a resume. I hope you can address my concerns.

    Thank you,
    Ed Smithe

  19. #19
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    Re: I need to ask...

    Originally posted by smithee
    Please bear with me as I'm attempting to parse through your postings and get a good understanding of what you are attempting here, Mr. Rambo. I won't get into my concerns about your infrastructure plans, as uuallan has already addressed them. Unfortunately your respnse did not leave me comfortable. "...you'll have the window open to earning a full-time salary without full-time hours" leaves me more in the mind of an MLM scheme as opposed to a consulting firm. If I were to hire a firm, I would want to know that the team I have hired is committed to the task, as opposed to throwing things together in their spare time. I'm not accusing you of this, but this is the mental picture I am left with.
    I understand the conclusion you have been left with and appreciate your honesty in regards to stating that.

    However, there are two things you must first realize:
    1- We are not looking at using this post to source work (clients).

    2- We are not looking to use this post as a primary line of communication with individuals who express interest, which is the intended reason for my vagueness.

    To add furthermore to that, I purposely went with a vague approach to filter out the type of individuals we did not wish to receive inquiries from in the first place. Those who read my initial posts would have either: 1- inquiried via e-mail, which shows me they have a true interest in the firm or 2- went on about their business.

    You can openly ask anyone here who has e-mailed me in response to my initial thread if they have received answers to the questions they presented me with after the thread. Many of which were the same questions you've presented in your post.

    So I see that you are attempting to put together a firm to cover a wide range of coporate issues, yet I am not seeing what seems to me to be an executive structure with experience in these areas. You have an extremely top-heavy job listing in your post, and only one or two technical positions, neither of which are engineer-level positions. While I can see a need to create an executive infrastructure, I'm not seeing a focus in your business. What I see is a lot of executive level positions with a nebulous staffing plan to cover some very difficult issues. Once again, I am not getting a strong level of comfort from your postings.
    Once again, those who have inquiried in regards to your concern have received the proper answers in regards to the backgrounds of each partner.

    As far as the job listing itself, you obviously haven't taken into account that those (now outdated) were positions needed. I don't believe I went into detail anywhre in my post in regards to how we handle assigning billets at the consulting level, which has me finding it difficult for you to find reason in bringing up the issue of a nebulous structure.

    Also, I don't see any background presentation for you and your partners. What is your experience in this business? To cover such difficult areas such as Crisis Management, A&M, and what I hope would be "five-nines" Web Hosting, I would like to see what kind of experience the leadership has before I even *send* a resume, never mind sign a contract, especially when I am committing a lot of time before I would see any sort of compensation.
    Once again, I find it difficult in finding reasoning behind this when the intentions of this post wasn't to attract clients. If it were, then background experience of those involved in the practice group relating to the type of clients we're targeting would be proper. However, the intentions were to attract individuals with various skills and as far as that goes, as I stated, the vagueness was an intentional tactic to only solicit the interested. Once again, if one were to inquire about our background, I would have addressed. Just as I did with every 4 out of 5 e-mails.

    As far your question regarding our experience within "this business," I'm assuming you were to our sectors and not consulting itself. Within each practice (industries/sectors) group, we either have or will have (hence the personnel recruiting phase) experienced industry specialists heading those groups.

    Adding, with your mentioning of committing a lot of time before receiving compensation, it still appears that you have failed to comprehend the nature of our positions. The reason I say this is due to the fact that I've clearly stated that the core of our staff only takes on a workload when there is work, which would only occur during paid projects from clients. Therefore there are no unbilled hours. This is why the topic of contracting came up (not sure where that went).

    Speaking of compensation, how is the firm funded? I understand that you may not be able to get into details, but some sort of funding statement would be welcome.
    I'm not going into detail on this one here, but as you stated you understand the reasoning behind that. However, briefly, it is privately propelled and will be funded (once live) via operating cash from obtained from account overheads.

    I don't mean this as any sort of attack on you or your partners, but I am not seeing anything in this posting that fills me with any desire to send a resume. I hope you can address my concerns.
    I'm not sure why I would take the above as a personal attack, as it was an honest question. However, as I said above, there are two types of individuals that we realized we'd run across: those interested who would inquire and those who weren't who would move on. It is perfectly fine to just follow suit with the latter.

  20. #20

    I intend to keep an eye out for your company...

    You are either gifted with a B.S. in "BS" or your company is headed for some good things.

    Good luck

    - btw I'm leaning towards the latter...
    Take the "worry" out of the Web with WhatUWant.com

    Toll Free 888-328-7096

  21. #21
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    I'm skeptical. He said something about answering all queries he received by email. Well, maybe he skipped mine.

    If it looks too good to be true, chances are it is.

  22. #22
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    Hi manmythlgnd,

    What initials and/or domain on the e-mail address?

    The oldest/unreplied e-mail in my inbox is from someone with the initials S.C. from a hotmail domain on Mon 2/25/2002 8:30 PM -- Is that you?

  23. #23
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    manmythlgnd,

    Are your initials W.L.? If so, I received your follow-up e-mail and have replied.
    Last edited by Jeff Rambo; 03-11-2002 at 04:17 PM.

  24. #24
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    Hmmmm,

    Just thought I would toss that in Jeff.

    LOL, email me or call..

    Should I tell them what role I play in the game? LOL

  25. #25
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    Originally posted by Tranz
    Hmmmm,

    Just thought I would toss that in Jeff.

    LOL, email me or call..

    Should I tell them what role I play in the game? LOL
    Go for it.

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