Jason Silvestri's Talent Profile and Common Occupation Details

jSilvestri.com BETA v 2023.6.1.219


Explore jSilvestri.com BETA v 2023.6.1.219 Supports Multiple Devices & Layouts My name is, Jason Silvestri, a successful & well-known Solution Architect, Lead Sr., Web Software Engineer and Full-Stack .NET Developer, helping separate some of the World's most innovative Startups & Fortune 500s from their competition™.


You may not yet know this, but the sole purpose for creating this iteration of jSilvestri.com was so staffing firms, recruiters, talent acquisition specialists & potential employers could find just about everything they need to be able to stop here with their candidate selection process and allow me to service their needs.


Short of a "Rate Confirmation" & "Right to Represent", Over 95% of anything a staffing firm, recruiter or talent acquisition specialist expects from a candidate such as me, can be found here using the jSilvestri.com mobile and web application user experiences!


See Introduction section below to quickly find out why 60,000 staffing firms, recruiters & talent acquisition specialists agree with me!

⚠️ Introduction ⚠️

For BEST results, it is HIGHLY Recommended you read this Introduction section before any other section you find below.

For over a decade, I have been working with the Staffing Firms, Recruiters & Talent Acquisition Specialists from all across the World. In just the past few years alone, I have received over 60,000 work offer solicitations from these staffing firms, recruiters & talent acquisition specialists, by way of email and phone, job boards & social media networks, almost always responding to them whether the role was relevant or not.

So, trust me when I say, with complete conviction and zero(0) exaggeration, short of a "Rate Confirmation" & "Right to Represent", I have produced more than 95% of ALL common occupation details and information staffing firms, recruiters & talent acquisition specialists expect from a candidate like me.

Taking just 5 minutes or less here to review the details below is guaranteed to save you hours - even days - trying to hunt me down for the same answers to questions.


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If you are staffing firm, recruiting team or talent acquisition specialist, I feel it would be in your best interest to review ALL sections on this page. It truly does contain over 95% of the Most Common Occupation Details that staffing firms, recruiting teams or talent acquisition specialists want from candidates like me. However, now, you can generate this entire talent profile with one-click!

Choose from one of the following document generation one-click operations to download ALL Talent Profile Occupation Details found on this page!

Are you ON-the-Market & Available for Work?

On-the-Market

As of , I am On-the-Market, still available to take on new work and currently accepting work offer solicitations!

And yes... I am doing my absolute best to get back to everyone, guys. I really am. With over 60,000 work offer solicitations in the past couple years alone, and whether a work offer solicitation sent to me has a relevant role or not, I still need to respond in the order received. The best thing everyone can do is use this section to its fullest potential, then, call... or email... or use social media, like, Twitter.

However, please, just respect the situation. Please, follow my rules of engagement because I believe it helps everyone win most frequently.

ON-the-Market Rules of Engagement

On-the-Market Rules of Engagement (e.g., while looking for new opportunities) are a simple set of rules of engagement that I ask all to try and follow for best results. I will continue to interact with Staffing Firms, Recruiters, Talent Acquisition Specialists & Potential Employers, as well as do my best to update my latest mobile & web application user experiences by:

  • Creating Content, perform maintenance, produce tutorials, as well as create how-tos & post special updates to my blog.
  • Creating sample Web APIs, demos and other example code that can be reviewed and downloaded for FREE by potential employers and fellow developers to ingest, to promote peer review, etc.
  • Continue to update my latest resume(s), as well as producing more common occupations details that staffing firms, recruiters & talent acquisition specialists request for their candidate selection specifications.
  • And continue to regularly post updates to my large social networking following, volunteer help to designers and developers stuck on problems they may message me about, etc.

Off-the-Market Rules of Engagement

Off-the-Market Rules of Engagement (e.g., I am newly hired by a potential employer or client, as a contractor or employee) are a simple set of rules of engagement that I ask all to try and follow for best results. I no longer continue to interact with Staffing Firms, Recruiters, Talent Acquisition Specialists & Potential Employers for new work, as well as discontinue most activity on my latest mobile & web application user experiences by:

  • Switch most noticable On-the-Market "Calls to action" to some form of Off-the-Market status.
  • Once a work offer is accepted, I must pay my full attention to my new employer’s needs. Therefore, I must discontinue creating sample Web APIs, demos and other example code.
  • I no longer accept new clients, nor do I " Stay on Call" for past clients, unless a past client has an emergency. Even then, I feel I would be obligated to make my current client or employer aware of the sitution, and request permission to perform the work on the business requirements.
  • I reserve the right to fix potential bugs or other important updates to my mobile & web applications, but I generally do not actively look for issues to fix while off the market.
  • In extreme cases where a client or employer has strict legal or business policies that prevent their employees or contractors from having an outside application or means of offering services, I will, and have in the past, post a message globally, across the top pages or views of my mobile & web applications that state I do not accept work at this time.

How Does Jason Feel About Working with Staffing Firms, Recruiters & Talent Acquisition Specialists?

jSilvestri.com BETA v 2023.6.1.219 - Figure 1.1 - NEW Talent Acquisition to Final Offer Lifecycle Process
I take working with Staffing Firms, Recruiting Firms & Talent Acquisition Specialists very seriously. In fact, if you wonder how it is possible to manually process over 60,000 work offer solicitations, across a span of just a few years without going nuts, it is because of the following process:


I have recently created a complex, lifecycle process, with various, sophisticated workflow states, each representing real-life action items and steps I perform with each staffing firm, recruiter & talent acquisition specialist I work with, from the moment I am, quote on quote, “On-the-Market”, until I am accepting a “Final Offer Letter” from one of their clients (and/or in rare cases, the potential employer directly). I invented this complex, lifecycle, called, “Talent Acquisition to Final Offer Lifecycle Process” which is a derivative of my custom LGLP (Lead Generation Lifecycle Process), to show recruiters, talent acquisition specialists, and potential employers just how serious I am about the process.


Please visit the section of my web-mobile application, entitled, “ Jason Silvestri on the Talent Acquisition to Final Offer Lifecycle Process” for more details.

Irrelevant Roles are Hurting Your Role Placement & My Response Time

In addition, if you want to help reduce the amount of time it takes to respond to the average person, please pass this section around to your colleagues: Irrelevant Roles: How It's Affecting Role Placement & Response Time.

What Is Your Vaccination Status Against the Covid 19 (Coronavirus)

Vaccinated

As of 09/15/2021, I am FULLY vaccinated against the Covid 19 (Coronavirus) Pandemic.

Any person or business has a right to how they want to handle the pandemic, vaccinations as a whole and the opinions they have about vaccinations in general. I got vaccinated early on because I wanted to ensure the people around were safer because of it, in and out of the workplace.

Current Titles

Current Job Title
The titles you most often see companies throw on my name tags these days are "Lead, Sr. Web Software Engineer" or "Sr. Software Engineer", "Solution Architect" & "Full-Stack Developer". My official title used today, here, with jSilvestri.com, while developing the jSilvestri.com BETA v 2023.6.1.219 mobile & web user experiences for smart-phones, tablets, laptops, desktop computers & a range of smart TVs (Television), is in fact, "Lead, Sr. Web Software Engineer, Solution Architect & Full-Stack .NET Developer.
Job Titles I'll Entertain
I do have former Project Manager experience. With the right company, I would entertain a Jr. Project Manager or Asst. Project Manager role, in anticipation I would still be very much hands-on, at least at a Solution Architect level. Even then, though, it is about placing me in the position that would allow max output; respectfully.

Writing code and being one of the guys is the reason I jumped into technologies. Keeping my skills razor sharp for the bigger talks in the board room has also proven to be a significant advantage to management. I have heard it time and time again throughout my career too. Besides, I am very engaged in the development of software, mobile & web application experiences, and enjoy team work with other individuals who are smart, like challenges, and enjoy team success. Most importantly, I only suggest a Jr. Project Manager or Asst. Project Manager, not because of a fear or lack of confidence or competence, but because I don't think you can truly be the most effective Sr. Project Manager being as hands-on as I want to still be, while also managing the complexities of a project that a Sr. level Project Manager would be responsible for each day.

Desired Job Types/Positions

As a "Lead, Sr. Web Software Engineer, Solution Architect & Full-Stack .NET Developer, I create multi-platform mobile & web software applications just like the jSilvestri.com BETA v 2023.6.1.219 mobile & web user experiences, designed for smart-phones, tablets, laptops, desktop computers & a range of smart TVs (Television), on a regular basis, and for some of the most innovative Startups & Fortune 500s in the World.

I am completely outfitted, capable and compentent to work On-Client-Site (a.k.a., On Site), Remotely or in a Hybrid setting, regardless of travel-time, location, etc. If you have me communicating with your business directly or by way of staffing firm, recruiter, or talent acquisition specialist, and we have already agreed on a rate confirmation, please rest assured that it is assumed I also agreed to take on these responsibilities already.

I am looking for a potential client or employer who will allow me the pleasure of working with them as a Freelancer Consultant, 1099 Contractor, C2C, Contractor or Employee. However, I do prefer a 3, 6, 9 or 12 month contractor-to-perm basis for full-time employee agreements, to ensure both sides get to evaluate the collective relationship, to ensure that the business requirements I was originally responsible for are still the focus, and if not, why, and to really just make sure everyone is happy and the team dynamic is what both sides envisioned.

What Are Your Primary Skills? What technology Stack is your focus?

In Terms of the technology stack, it would be Microsoft when all is said and done. However, I don't want to sell myself short either.

I have over 40 different web technologies, IDEs, Design Patterns, and Graphic/video designers under my belt. I tend to only preach about my primary, current, strengths, though, which range from Asp.NET 2.0 through Core, HTML5, CSS, C#/VB.NET, WebForms, Razor & MVC, Bootstrap, Entity Framework, LINQ, SQL Server, jQuery and even some AngularJS, to other areas of web development such as responsive web design (mobile friendly), parallax web/mobile architecting, multi-threaded applications, SaaS, Ajax, JSON, Web Services, Web API & more!

Feel free to review my services page to get a more in-depth look into the technologies I support today.

Get Jason's Latest 2023 Resume

If you have a version of my resume that is dated on or before 9/13/2023 and/or if the version present in the Resume you currently have, is equal to, or less than jSilvestri.com BETA v 2023.6.1.219, chances are, you have an outdated version and you should download the latest below.

I have two primary versions of my 2023 resume available for download; PDF for easier read and Word in the event you do not have Adobe PDF based software.

Are You an Employer?

Choose from one of the following downloads if you are an employer:

NEW! Are You Staffing Firm, Recruiter or Talent Acquisition Specialist?

Are you from a staffing firm, recruiting team or talent acquisition specialist? In addition to the resumes above, you can download my new 2023 template resume, which allows you to easily add your branding information instead of mine in under 5 minutes:


NEW! Don't Have Time to Review ALL Info here? Generate Full Talent Profile NOW with One-Click!

If you are staffing firm, recruiting team or talent acquisition specialist, I feel it would be in your best interest to review ALL sections on this page. It truly does contain over 95% of the Most Common Occupation Details that staffing firms, recruiting teams or talent acquisition specialists want from candidates like me. However, now, you can generate this entire talent profile with one-click!

Choose from one of the following document generation one-click operations to download ALL Talent Profile Occupation Details found on this page!


Birth Date

Born in Jul, 1979. Will provide full birthday to the direct hiring employer.

Last 4 Digits of my Social Security Number

I'm sorry, but I do NOT provide such sensitive information for any job requirement. I know a lot of big brands ask for it these days to initially enter me as a candidate in their system(s), but we'd have to find another way. Only firms I absolutely trust can obtain such information. Even then, it would need to be further into the process (i.e. during the background check process).

Work Authorization

US Citizen Born & Raised

Hourly Rates & Salary

Hourly Rate in Massachusetts
$95, but will negotiate (must be fair/could; rates are more out-of-state).
Salary in Massachusetts
$160K, but will negotiate (must be fair/could; salary is more out-of-state).
In addition, as shown in the Figure below, I actually provide several tiers of potential services, from common W2 work as an employee or contractor, to Corp-to-Corp for existing and/or new clients, etc. For the most accurate rates, please see current pricing at any time! If all you are doing is waiting for a rate confirmation, see the How to Best Handle Rate & Salary Confirmations section for more details.

Obtaining My References (Rules of Engagement)

I have one-to-many references from just About every job and/or project I have ever worked on. Aside from doing a good job, there is another reason for that. I don't just serve my references up to fill lead lists. I only provide my references at the final stages of the interview process, to reserve my privilege of being able to use them and to respect their time, privacy and policy.

Background Checks & Drug Tests

Most work I do is either classified, HIPPA Compliment and/or highly regulated in some form. I will do any background check and/or drug tests asked of me.

Do You Have a Security Clearance?

I will not confirm nor deny whether I have an active security clearance, and/or currently seeking security clearance level projects at this time.

This is, of course, assuming you are referring to one of the following publicly known security clearances:

  • Controlled Unclassified
  • Public Trust Position
  • Confidential
  • Secret
  • Top Secret
  • Compartmented

I will also not confirm nor deny whether I am directly related to a United States of America Marine Corps Colonel, and/or whether I have a father, with an active security clearance, on behalf of the Missile Defense Agency.

I would not deny the possibility that one or more aerospace companies have reached out to me in the past or will in the future, with inquiries pertaining to the possible interest in such opportunities. I guess it could happen.

Primary Objectives: Company Structure

The company structure I look for is that of a relatively stable environment, with an engaging philosophy, smart & collaborative teams, and a friendly-but-firm culture.

Location, Location, Relocation!

Current Location
Middleborough, Massachusetts
Will Relocate, On-Client Site, Hybrid or Remote
Yes (Min $6K+ Relocation Package). I will relocate to California, (San Diego, San Francisco or Silicon Valley ONLY). Any other location in the United States of American would require additional incentives. However, relocation is not entirely required. I have traveled for months at a time to be on client site and/or to spend a month or so with the team on site to get to know each other, and then go back home and work remotely.

Travel and Commute

This section assumes we are talking about a job opportunity that requires travel, will not cover relocation costs, or the possibility of a Hybrid or Remote work arrangement. Taking these roles tend to be the most expensive to the client or potential emplorer. I tend to not recommend this approach.

Will Travel
Yes
How Much Travel
More than or equal to 50%
Most Recent Commutes
Trip Start: Middleborough, Massachusetts
Trip End: Beverly, Massachusetts
Trip Length: This was almost 3 hours commute in the morning (traffic included). It took even longer at night. I did it almost every day for almost 3 years prior to Covid.
2nd Most Recent Commutes
Trip Start: Middleborough, Massachusetts
Trip End: Waltham, Massachusetts
Trip Length: This was a 1 hour and 30-minute commute in the morning (traffic included). It took even longer at night. I did it almost every day for over a year.

Interviews: Phone Screens, F2F Interviews & Estimates

I will go on as many interviews, phone screens or even estimate phone calls with potential clients or employers, free of charge, and at a preferred time that is best for them.

Earliest availability for Phone Screen
24 hrs
Earliest availability On-Site interview
48-72 hrs

Start Dates: When Can You Start?

Start Date assumes that I have already been on all interviews, the client or employer gave me an offer and I accepted that offer.

Earliest available Start Date
Immediately (approximately 24 hrs)

Interview Does and Don’ts: Code Tests, Demos of Client Proprietary & More

As we all know, a lot can go on in an interview. In fact, I embrace most activites, and I am open to most things. Conversely, there are a few things that I am not entirely happy doing.

Interview Do's:

My Primary Interview Do's are as follows:

  • Meet Whenever is Best for the Client: I alway prefer to do interviews whenever is best for the client.
  • Interview with Multiple People: I have no problem doing interviews with one or more people. In fact, I encourage we have as many people in the interview that should be there, and for all the right reasons. Even if it means waiting to a later date to ensure it so.
  • A Million Questions: I have no problem answering hours worth of questions if the interview or position calls for it.
  • Walking Through Code: I have no problem walking through my personal codebase with the client's developers, or if they want to open up their codebase, as I am asked to explain what we are looking at with this area of the application(s) or that area of the application(s).
  • Homework Developments: I have no problem being asked to create an application, based on sample business requirements, and then submit the code logic for review.

Interview Don’ts:

My Primary Interview Don’ts are as follows:

  • Client Proprietary Works: Unless there is written NDA, I do not want to view or demo Client Proprietary works of any kind(mine or yours).
  • Surprise Code Tests: I do not do, nor appreciate, surprise code tests on the fly(of any kind). Nor do I want to see a client's developer(s) be put on the spot and asked to code test me on the fly without their knowledge ahead of time. In both cases, there are too many possible negative variables right out of the gate. For starters, if your developers are using a particular technology or design pattern regualrly, that does not mean I have been using the same in the past couple days, weeks or even months. As .NET Full Stack Developers, we are often jumping around to features in a project that could be our focus for quite some time. It could be all one of us does for days or weeks, and it would need to be in order for any developer to start writing code on the fly. Putting either side in that situation could produce unexpected results that could prematurely end an interview, when it reality, the match was there for both sides, and then both sides lose out.

Irrelevant Roles: How They're Affecting Role Placement & Response Time

Believe it or not, out of the hundreds of emails that get sent to me every week (About 100 a day), over 93% of those are related to job offers in some form. Out of that 93%, however, a mind-boggling 90% of the roles are either irrelevant to my skill sets or not located in a place I am willing to relocate to at this time (at least not at the realistic salary/rate and/or relocation packages I require). Now, it is one thing if my experience was not in-high-demand. It's also another if I had a lack of actual skill in those in-high-demand sectors. The numbers would all make sense, then. Unfortunately, the problem is neither.

The underlining root issue on relevant role conversation has to do with certain recruiters and talent acquisition specialists not doing enough discovery on me and/or lack of proper pairing of candidate-to-job-requirement before dropping that auto email or phone call to me. Moreover, It's not fair to the recruiters and talent acquisition specialists I know that work so hard to make the relevant coupling, and what's worse, it is becoming difficult to put my attention to firms pitching me relevant roles. Quite frankly, it is the whole purpose of the creation of this page.

I ask that recruiters and talent acquisition specialists that see this section and who are in fact reaching out blindly start taking a little bit of time to research the potential candidates you send requirements to. If not me this time, then next time. Please help reduce the noise so I can better work with your fellow specialists in your field.

Existing Clients

I have wrapped up most client obligations for 2022 & 2023. At the same time, though, I know some of you will continue to need support until we conclude the latest efforts in the automation of your business workflows and lifecycle processes.

Feel free to contact me when you are ready and need assistance.

Prospects

I am not currently investing in any type of paid advertising. However, it is possible that you found me through some form of an old advert. Maybe I was recommended to you by a friend. It could be that you simply saw a post on LinkedIn or Twitter. However you found me, I certainly appreciate the visit and welcome to my brand new jsilvestri.com BETA v 2023 web and mobile application!

I am actively engaging prospects who have small projects they need to be accomplished. Conversely, I don't have any plans in the near future to participate in the normal 1-2 year, massive, software and/or web application development campaigns I am known for doing. There would need to be an attractive price tag on the project for me to reconsider taking on a bigger project right now.

In fact, I have a very particular target job type this summer. To learn more, see the Desired Job Types/Positions & Current Titles section on this page. Otherwise, feel free to review my current pricing for help on those smaller projects.

Direct-Hire Employers

If you are a Hiring Manager or HR Representative requesting additional occupation details from me and/or have feedback on a phone screen or interview I recently had with your company, please know that you have already been bumped up to the top of my call back list by default! I will be reaching back out to you sooner than everyone else.


If this is the first time you are contacting me, please feel free to contact me directly at any time!

How to Best Handle Salary & Rate Confirmations

Although this page has just About every piece of occupation details required to submit me to your clients, one thing you can't just throw up on a facts page is a rate confirmation. It takes both sides. What is worse is that it may be the only thing that remains on your checklist of things to do before submitting my resume to your clients.

The best way to handle a rate confirmation at this time is to contact me online or email me with the subject line titled, "Jason, Final Rate Confirmation Required"! Messages like this get special attention and I look for them while sifting through the dozens and dozens of messages I receive each day.

Your Rights Representing Me

According to my email and phone records, in the past decade alone, I have received over 60,000 work offer solicitations from staffing firms, recruiters, talent acquisition specialists, potential employers and even a few bill collectors. What can I say. They are on the list too.

Out of all of that static, however, only a few dozen have ever fully represented me in a way that ensures we, as a team, candidate & staffing firms, recruiters or talent acquisition specialists, land the desired roles we set out to win. I think it is fair to say, yes, it is OK for you to represent me... tentatively...

If it were only that simple, right? Right. So, we both know that we need to communicate, and both sides need to sign off on the right to represent. This is why that it is imperative that you take this part of the process as seriously as I do, which would be to, again, ensure you have thoroughly reviewed the sections found on this page to ensure you have all other information you need to submit me to your client. Although this page has just About every piece of occupation details required to submit me to your clients, one thing you can't just throw up on a facts page is a rate confirmation. It takes both sides. What is worse is that it may be the only thing that remains on your checklist of things to do before submitting my resume to your clients.

The best way to handle a rate confirmation at this time is to contact me online or email me with the subject line titled, "Jason, Final Rate Confirmation Required"! Messages like this get special attention and I look for them while sifting through the dozens and dozens of messages I receive each day.

Best Time to Call & Current Response Time

Best Time To Call
Normally, I am best available from 11 am to 4 pm, Monday - Friday, unless you are a hiring manager reaching out. In the case of hiring managers making a request, I am committing to the next available time that works best for you regarding most Phone Screens, F2F Interviews & Start Dates.
Current Response Time
It currently takes me between 24-72 hours to respond to most people right now because I'm currently experiencing heavier-than-normal volume (at least 100 phone calls & emails a day). Please see Irrelevant Roles: How It's Affecting Role Placement & Response Time for more details.
How NOT to Get Me to Respond
Being one person, I understand, and also tolerate, the same person calling multiple times a day. It's one of the only ways to break through the noise. However, it MUST be no less than 30-60 minute intervals. If I see a number call multiple times in a row, not only do I not answer, but I block the number too. Nine times out of ten, I am on the other line with an existing client, new hiring manager or another recruiter. Respect my time and I'll respect yours.

Best Day/Evening Email Address

Please keep in mind that the sections “Best Time to Email” & “Current Response Time” change regularly. This is due to a couple factors, such as the volume of phone calls and emails I receive in general, and the ratio of relevant / irrelevant work solicitation I must review. Both greatly depend on how much time staffing firms, recruiters & talent acquisition specialists spend here, on this page, getting the information they need to prep me as a candidate.

Best Day/Evening Phone Numbers

FOB Office Phone
508-851-9445
Toll-FREE Office Phone
508-851-9445
Cell
508-851-9445

Please keep in mind that the sections “Best Time to Email” & “Current Response Time” change regularly. This is due to a couple factors, such as the volume of phone calls and emails I receive in general, and the ratio of relevant / irrelevant work solicitation I must review. Both greatly depend on how much time staffing firms, recruiters & talent acquisition specialists spend here, on this page, getting the information they need to prep me as a candidate.

Where are You at with the Hiring Process?

My door for new opportunities is closing. Please refer to the Are you ON-the-Market/Available for Work?! section for more details.

In Closing

I am going to continue updating this section to ensure the most up-to-date information is available to the staffing firms, recruiters, talent acquisition specialists & potential employers that use this section to get the latest information about me.

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- Or -

NEW! Don't Have Time to Review ALL Occupation Details below? Generate Full Talent Profile NOW with One-Click!

If you are staffing firm, recruiting team or talent acquisition specialist, I feel it would be in your best interest to review ALL sections on this page. It truly does contain over 95% of the Most Common Occupation Details that staffing firms, recruiting teams or talent acquisition specialists want from candidates like me. However, now, you can generate this entire talent profile with one-click!

Choose from one of the following document generation one-click operations to download ALL Talent Profile Occupation Details found on this page!