PHP Developer needed for a fulltime position in Baltimore, MD
Salary to about 75k, excellent benefits
Description: Position is part of a team that provides development, design, and analysis of web sites, web-based applications, and web-based services. We want someone innovative to think outside the box who wants to work with leading edge web tools focused around PHP.
The primary duties and responsibilities of the job:
• Using advanced PHP, MySQL, and Drupal coding methodologies / tools, this position is the lead developer for planning, developing, implementing, testing, and supporting custom web applications, drupal modules, interactive forms, social networking platforms, and data presentation widgets. The PHP Developer will liaise with database and automations developers to build web applications, reports, and modules linked directly to a custom CRM, authentication server, and databases.
• The PHP Developer will maintain and extend the custom Content Management System developed in Drupal including a custom module set, custom CSS based Drupal theme, custom page templates, scalable permission and security settings, and web environment requirements.
• This position will collaborate to maintain, debug, upgrade, and scale web application code, web content (including images, rich media, documents, and HTML), and dynamic data.
• The PHP Developer will work with project teams (including technical and non-technical staff) to develop site architecture, navigation, technical specifications, and requirements for new web sites and web applications.
• This position will evaluate and recommend emerging web / online technologies.
• The PHP Developer will support Information Systems staff with monitoring sites and servers for usage, and systems stability and security.
• Bachelor’s degree with three or more years experience in designing, programming, and planning web sites and applications required (or equivalent years combination of education and significant related experience).
•Experience working with APIs such as Google Apps, relational database concepts, PL/SQL, Java, web monitoring concepts and reporting tools, mass emailing software such as Lyris or Listserv, project management and ecommerce.
Please include sample URLs or an online portfolio with your resume.
Will provide employer name during discussion of position.
Please send resume to or call:
BARKER Search LLC
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Bad staffing agency recruiters should not lower your expectations for their profession any more than the bad programmers who lower the expectations for your profession. There are a lot of people out there who need people to just get the job done, but there are also a lot of people out there who have high standards that define their business practices – both in recruiting and in engineering.
Completely agreed... but personally, I'm glad they're being open about it.
It allows me to add interesting notes in my fully up to date CRM.. and reminds
me of who to make intros to/for later. ;)
D. Keith Casey, Jr.
CEO, CaseySoftware, LLC
> This is all recruiters seem to be pushing lately. I'd posit that
> anyone who finds dreamweaver acceptable in a dev environment, or
> would even mention a wysiwyg markup generator in a professional
> setting isn't looking for a 'master' of either php or mysql and
> falls squarely in the "doesn't know what they don't know" category.
> That said, I do feel this is pretty representative of the area job
> market right now. Shops are using the slow economic recovery as an
> excuse to get away with murder.
As someone who is actively on the job market I'm finding these are the
majority of the positions out there. And know what? People are
applying in droves. It's as though the recession is just now affecting
I don't bother applying for these jobs anymore and I've found that
recruiters are even worse. The gems are few and far between but they
are out there.
Agreed on this too. We should mind our manners.. myself included. Whether it's
a "great" posting or not, we all benefit from having employers actively
hunting to hire people on this list.
That said, for recruiters out there, I have some suggestions:
* Learn a little about the list. Following the policies (which Nancy made a
good shot at) is a good step.
* Track the other postings on the list and where they are in terms of skills
and compensation. I can't imagine that a recruiter would skip this for
competitive research reasons alone;
* If possible, bounce the posting off someone you trust in the field. I don't
mean spam random contacts, but show the listing to the team it's going to and
* If members of said team are on the list, have them post it. I'm much more
likely to read and potentially pass along a job post from [any one of ~40+
contributors] than some random recruiter.
Your 100 point checklist is a ridiculously substandard way of finding
a qualified candidate in this industry. This is basically the same
problem as when non-technical people ask technical questions: You're
asking us to enable a specific path instead of asking how to solve a
problem within specific constraints - which is an engineering
decision, not a management process.
Bad question: How can I speed up Drupal?
Good question: Why is my Drupal site slow?
Bad question: I need a PHP developer that is also a database expert, a
UI guru, has great communications skills, and knows
Proprietarytechnology 1.0 inside and out.
Good question: I need a PHP developer that will work on developing
applications driven by Oracle database with billions of rows of
records. Additionally, we use Proprietarytechnology 1.0 in the role of
XYZ. Developer's responsibilities will likely include negotiating with
the client for the UI layout also.
It's late, and my example might be a bit obfuscated, but I think you
get my meaning.
1) This is perhaps not the best job ad in history but it is not that bad. "Mastery" is a very vague word, and nobody wants to advertise for someone who's "mediocre" at PHP, etc. So cut them a little slack that word, which seems to be the big problem for most people.
2) Learn to read job ads for what they really want. They almost all must pass through an HR person who is NOT a programmer, and sometimes vetted language is helpfully "punched up" by some editor before going out, not realizing they're effectively changing the requirements by using more "positive" and "colorful" language. I'm going to use "needless" "quotes" some more, "here."
3) When we've worked with recruiters--and I assure you as a hiring manager I see the same ratio of good/bad ones (hint: don't call me to ask about a position and then demonstrate that you never bothered to visit the company website to look at the description we have posted--and hint: when I say I don't deal with recruiters and you'll have to talk to the same HR person who didn't call you back the last time, you not getting a gig doesn't mean I'm suddenly empowered to deal with recruiters...so...don't call me), we've usually just supplied a position description to them. They didn't alter it much, so the wording may not have changed much if someone from the hiring org posted it themselves.
4) The years of experience and the main technologies mentioned are the important parts of a job ad, as are some of the "types of work environment" experience credentials. The extra stuff is usually requested by the HR person to give them a way to sort through the avalanche of applicants, most of whom are barely if at all qualified, who arrive in their inbox. So if there is, as I once abused a quasi-governmental agency for requesting, a 'magical pony who craps rainbow sherbet is flitting around a meadow somewhere thinking to itself, “You know, I think I’d rather have a government web job,”' they can find it.
5) The key word is "Drupal." They're not really asking for somebody who can invent a new algorithm better than quicksort or even bridge C++ to Ada to PL/SQL to PHP or implement a perfect Strategy pattern using techniques borrowed from OCaml...they're asking for a PHP web developer who can configure, theme, and write some custom modules for Drupal that might work with some outside systems that others seem to be responsible for. Your best bet is to send in a competently formatted (and spell-checked--seriously, do not put "detail-oriented" and have spelling errors) resume and a cover letter addressing the important points and showing how your experience matches those points.
7) There are a lot of people applying for much lower-paying jobs, but quite frankly, there are a lot of people who believe in spamming every open position they find with the same resume regardless of whether they're qualified or not. Trust me, it's really obvious to the people on the other side when you do this. You will get much better results if you target your application to the position, and skip ones that you know you're not really right for. I realize this is hard when you're not currently working, but a better effort on likely positions will get you more than minimal effort on every position you find.
8) Not every technical team is that great, and even if they are, they aren't always great at finding the right people for the job, as the temptation is to hire someone like yourself, because hey, you're awesome! Even if someone like yourself isn't really right for the job. It's not smart, but it's really human. So while I have many issues with recruiters, I don't think you can always lay the blame at their feet for not making their clients smarter. Who among us hasn't had to swallow our pride and do something kinda dumb because the guy with the money said he didn't care, he just wanted it that way?
9) If your organization is hiring for a PHP-centric position and you haven't posted the job ad here--and there's no legal/contractual reason you can't--for heaven's sake, why???
10) None of this is to suggest that recruiters don't have problems of bullet-point matching that other people have brought up, or that they shouldn't match candidates to positions using something better than what any random HR person can do in order to make them worth the money.
Hope this is useful to somebody,
Let me apologize a bit.
I didn't mean your initial criticism, I thought that was valid and - as always
- on point. In fact, you're one of the people that I count on to call BS where
it applies. ;) I meant that the huge pile-on - which I participated in - was
overkill. I'm sorry that my criticism looked like it was directed at you.
This is what happens when we're all stuck at home for a week!
We need a Beverage Subgroup STAT.
I was once at a dinner party where I met an HR director looking for programmers. Although she was looking for someone with Rails experience, we kept talking about the position as she was frustrated by not being able to find anyone.
It turned out that the programmers at her company had done absolutely nothing to give her a lay of the land. She had never heard of 37signals and didn't realize that they had a job board exclusively for Rails jobs.
Is this really her fault? I think we can all help make the system work better. Keep in mind that HR is responsible for filling all sorts of positions (accounting, marketing, legal, customer service, etc...), each requiring unique skill sets. If you know that a programming position is coming up in your department, make an effort to find whoever will be responsible for posting the ad and talk with them. Make sure they understand the primary function of the job, and tell them as much as you can about what kinds of applicants you'll be getting.
[mailto:washington-...@googlegroups.com] On Behalf Of D Keith Casey
Sent: Monday, February 15, 2010 10:46 PM
Cc: Washington, DC PHP Developers Group
Subject: Re: [dcphp-dev] Re: PHP Developer
The skillset isn't that hard to find. Most developers that have been
working for small-to-medium-sized companies for at least 5 years
should have that type of experience. Plus, there are a lot of things
that probably aren't even real requirements. I've applied to several
jobs that mentioned J2EE and they didn't even have a Java development
environment, much less existing J2EE code. It's easier to throw out
buzzwords and hope that candidates meeting most of the requirements
will apply anyway.
The 75k is the bigger issue (by 5 years in, that type of developer
should probably be around $95-$105k, IMHO). The lower the salary, the
more the headhunter can take off the top. Chances are that the
original company is willing to pay about $90-$95k and the headhunter
is trying to get about 18-20% of that (highway robbery). It's why I
don't like dealing with headhunters / recruiters. The original company
still ends up paying full price, while the new employee gets a 18-20%
"penalty" in his/her salary, and probably isn't AS satisfied with the
company as he/she could have been with a full salary.
I think it would be far better for DC PHP members to post openings
from their own workplaces. That way, at least there's some "trust"
built into the referral, the member will probably get some referral
bonus, and there shouldn't be any penalties to the job hunter.
That said, there are several technical openings at my own place of
work, and the company has impressed me so far:
There are offices all over the U.S. but there's a branch over in
Herndon, VA for us DC metro residents.
On Feb 15, 8:31 pm, Ed Holzinger <ed.holzin...@gmail.com> wrote:
> So maybe i've been cloistered in my own little world for too long, so those
> of you out there with a better understanding of the current employment
> reality, please enlighten me.
> This job pays "about" $75K, yet requires the lucky winner of the gig to be a
> master of PHP, MySQL, well, let's review the pertinent paragraph:
> layout, (X)HTML (with and without a WYSIWIG editor), proficiency in modern
> experience with Macromedia Dreamweaver and Photoshop, and excellent
> organization and communication skills.
> So this developer must be a database expert, a UI expert and a PHP expert?
> Oh, and you gotta know Dreamweaver and Photoshop AND on top of all that,
> gotta have a fabulous bedside manner? And be well-versed in diplomacy as
> well, apparently (liaise? you're kidding, right?). I can't tell for sure,
> but it also sounds like the candidate might need to be a sysadmin:
> "... monitoring
> sites and servers for usage, and systems stability and security."
> All this for $75K? Does this person even exist?
> On Mon, Feb 15, 2010 at 7:17 PM, Nancy Barker <nbar...@barkersearch.com>wrote:> *PHP Developer* needed for a fulltime position in Baltimore, MD
> > Salary to about 75k, excellent benefits
> > *Description:* Position is part of a team that provides development,
> > *Requirements:*
> > • Bachelor’s degree with three or more years experience in designing,
> > programming, and planning web sites and applications required (or equivalent
> > years combination of education and significant related experience).
> > layout, (X)HTML (with and without a WYSIWIG editor), proficiency in modern
> > experience with Macromedia Dreamweaver and Photoshop, and excellent
> > organization and communication skills.
> > *Preferred:*
> > •Experience working with APIs such as Google Apps, relational database
> > concepts, PL/SQL, Java, web monitoring concepts and reporting tools, mass
> > emailing software such as Lyris or Listserv, project management and
> > ecommerce.
> > Please include sample URLs or an online portfolio with your resume.
> > Will provide employer name during discussion of position.
> > Please send resume to or call:
> > Nancy Barker
> > BARKER Search LLC
> > *nbar...@barkersearch.com*
> > 866-521-4442
> > 443-280-0064 (cell)
> > *www.linkedin.com/in/nbarker2002*
> > --
> > You received this message because you are subscribed to the Google
> > Group: "Washington, DC PHP Developers Group" -http://www.dcphp.net
> > To post, send email to washington-...@googlegroups.com
> > To unsubscribe, send email to
> > washington-dcphp-...@googlegroups.com<washington-dcphp-group%2Bunsu...@googlegroups.com>
Sent from my iPhone
On Feb 17, 2010, at 0:30, jhilgeman <jhil...@gmail.com> wrote:
>> All this for $75K? Does this person even exist?
> The skillset isn't that hard to find. Most developers that have been
> working for small-to-medium-sized companies for at least 5 years
> should have that type of experience. Plus, there are a lot of things
> that probably aren't even real requirements. I've applied to several
> jobs that mentioned J2EE and they didn't even have a Java development
> environment, much less existing J2EE code. It's easier to throw out
> buzzwords and hope that candidates meeting most of the requirements
> will apply anyway.
> The 75k is the bigger issue (by 5 years in, that type of developer
> should probably be around $95-$105k, IMHO). The lower the salary, the
> more the headhunter can take off the top. Chances are that the
> original company is willing to pay about $90-$95k and the headhunter
> is trying to get about 18-20% of that (highway robbery).
Why not require employer in posting?
There are four ways recruiters make money. If you want to know what they
are there is an article that clarifies this here: