…you will find the best digital talent, the hottest gigs, and people who truly understand the value of human intelligence capital.
Who We Are
Marcelo Fleitas, Managing Director
Marcelo Fleitas has been a professional recruiter for over 15 years. Beginning in 1998, he has served the placement needs of New York City technology companies and candidates. Concentrating primarily on high technology, software engineers, and web development, he has earned a deep knowledge and strong industry loyalty around his ability to identify, screen and place the best and brightest professionals at top firms in the city. Prior to founding ubergig in 2009, Marcelo worked at several other premier recruiting firms in New York CIty, building teams of recruiters in multiple disciplines and recruitment categories. Born in Uruguay, Marcelo has lived in New York since the age of three and Marcelo attended Rennselaer Polytechnic Institute for Computer Science.
John Melone, Director of Recruiting
John Melone has been the Director of Recruiting at ubergig since 2009. Prior to joining ubergig, he was a senior recruiter at several other staffing firms in New York City. Focusing his entire career on web-based technology placement, he has worked with dozens of large corporations, including Disney, MetLife, CSC, Conde Nast, and Estee Lauder. John is an avid reader of several online sites related to technology, in order to maintain his skills and understanding of the latest technologies and skills needed in the market. John is a native New Yorker, and attended the College of Staten Island, majoring in Psychology.
Denise Saroda, Senior Account Executive
Denise Saroda joined ubergig in 2010. She began her career in recruiting within the healthcare industry, quickly rising to senior positions in several premier staffing firms in New York City, serving clients at Goldman Sachs, Morgan Stanley and HSBC. She then transitioned to Technology recruiting, where she helped firms that included Conde Nast, CSC, Ogilvy Interactive, and VNS. She has a passion to improve the lives of others – working at ubergig gives her that opportunity on a daily basis. Denise attended Hunter College here in New York City and received both her MS in Urban Affairs and her BA from Hunter.
What We Do
übergig is digital staffing & consulting done right. With over a decade of experience, our team represents the best talent in the market today.
Human Capital… Real Intelligence more…
Focusing on the “right fit” every time, our team maintains over a 90% success rate on offers by understanding our clients’ needs as well as the needs of our candidates. By making this a priority, our clients have been able to retain the talent we helped them find over the years. Here’s what our clients are saying:
Julie Gross, Resource Director at Huge
Over the past 5 years, Marcelo has been supporting my resourcing needs at 3 different companies. Marcelo and his team have successfully placed many candidates with me because he truly understands the digital agency world. Needs can change at a moment’s notice and he has been great at filling our most challenging roles. When feedback is provided, Marcelo applies it, refining his team’s search and improving results. Unlike most recruiting agencies, Marcelo and his team focuses their time on fostering relationships with clients and candidates. He understands it is the most crucial aspect of doing business. While he is results driven, he is also easy to work with and makes the process enjoyable. I would highly recommend his service to anyone in need of tech recruiting.
Todd Ricker, Senior Manager at SunGard Global Services
I’ve worked with Marcelo on both sides of the staffing pipeline. In both scenarios I found him to be intelligent, patient and a straight shooter, traits that are not necessarily common in the technology staffing world.
I was placed at Conde Nast years ago by Marcelo. At Conde Nast and at NYSE Euronext I worked closely with Marcelo to fill vacancies. Marcelo always presented qualified and experienced candidates. I took on many of his candidates as consultants and full time employees with an extremely high success rate. The quality of his candidates and his easy-going personality are why I keep using Marcelo. I recommend him highly.
Alec Simonson, Director of Web Operations at HarperCollins Publishers
Marcello has been absolutely stellar at finding me the perfect candidates for my open positions. He has maintained personal oversight of the entire process, and hasn’t just “stocked bodies”. When I have opted to pass on a candidate, Marcello has taken the time to understand why, and subsequent interviews have reflected this understanding. One particular success of note: I had a position to fill on the other side of the country. The few resumes coming in from HR were dreadful. Marcello had me on the phone with a candidate in short time; and she seemed incredible. Flew out to meet her, and she WAS incredible. We hired her. One position, one resume, one cross-country flight, and we were all set. Take the time to work with Marcello – show him what your candidate will be doing, explain the environment and the culture; you’ll find it’s time very well spent. He’s got the unique talent!
Patrice Diaz-Migoyo, Senior Vice President – Technology at RFI Studios
I have been a client of Marcelo’s for 6 years while I was at various companies. He has always provided me with the highest quality candidates and excellent service. He maintains one of the largest network of candidates I know of, in all experience levels, from junior programmers to exeuctives. I highly recommend him as a staffing resource for propsective employers.
We work with the top companies, premier agencies, and most promising startups in the New York area. Below are just a few of our clients; the list is always growing.
Through our close association with the best and the brightest technical talent in the New York City area, we have become a sort of specialized service agency. Many times, our clients come to us with specific project-based needs, not individual staffing needs.
Our development services include a full range of mobile, rich media, commerce and transactional system applications. Working with most open web standards and platform technologies, we develop in an agile methodology, integrating the disciplines of software engineering, user experience, content strategy and design in tightly controlled cycles to produce usable products quickly. We then iterate through increasing functionality, going to market faster, with fewer defects, than traditional functional specification-based development.
Core competencies include:
Mobile platform development
We specialize in responsive, full featured HTML5 webapps, which function identically on smartphones, tablets, full computers. We also can adapt your existing traditional web-based apps to fully responsive mobile apps for accelerated mobile market presence. We are deeply fluent in native iOS and Android platforms as well, if deep hardware integration is a requirement.
Advanced Drupal development
We are fluent in many popular platforms and CMSes. But we have the deepest experience in developing deep and wide, content-heavy Drupal products. Drupal is a complex and powerful product that requires intimate knowledge if its themes and node structures to fully realize the enterprise-class power of the full platform.
Custom application development
Sometimes a pre-built CMS is not enough. You have a custom workflow, and you need a custom application to match. Building your application in Django or Rails will let us tailor every workflow and every section to your specifications. You won’t have to settle or compromise on requirements – this is your application, so you make the rules. For very complex application stacks, we use Java, Scala and Go to do the heavy lifting as necessary.
Have You Heard About glassdoor?
glassdoor is a great site for discovering opportunities and more importantly, discovering what people are saying about companies. It gives you a heads up on many aspects of a job hunt and allows you to comment on your experience.
Take a look and see what the company has to offer. We are enjoying the build out of our reviews in the talent acquisition / placement world.
Grit and Determination Win Out Over IQ
“Hey, super smart people. Got some news for you.
During a recent TED Talk, psychologist Angela Lee Duckworth said that while intelligence matters, a high IQ is not the greatest predictor of success.
Rather, the key is to have grit, or determination — the willingness to push through even when the odds are against you.
Watch Duckworth’s short lecture, and then we’ll keep going….”
Now That You Have the Job With Higher Pay, Here is How You Make Yourself Irreplaceable
“If your boss doesn’t think you’re getting the job done, there are plenty of people who can replace you. Everyone wants to gain an advantage by making themselves irreplaceable. But how do you become so valuable at work your boss won’t want lose you?
Here are five tips on how to become that smart guy your boss can’t do without:
1. Don’t be a know-it-all.
Even though you may think you’re bright, don’t get a swelled head. People will always seek out intelligent coworkers, but no one wants to work with a know-it-all. Especially if your know-it-all mentality offends the boss.
Be a leader. Demonstrate your knowledge about the inner workings of your company and your position. Offer assistance to your coworkers, but don’t flaunt your abilities or intelligence lest you draw the resentment of everyone in the office…..”
How to Negotiate More Cheddar
“Here’s a little secret you might not know:
Employers hardly ever make their best offer first, and candidates who negotiate their salary generally earn more than those who don’t.
Also, very often people who at least attempt to ask for a higher salary are perceived more positively, since they’re demonstrating the skills the company wants to hire them for.
Here’s a step-by-step guide to negotiating your best salary yet:
Before you go for an interview, you should find out what the market rates are for the job you’re looking for. There are salary surveys available online, and if you’re dealing with a recruitment agency, your consultant should be able to advise you on the salary range for the position you’re interviewing for.
Also think about what you want from the job, both in terms of the job itself and in terms of remuneration. This will help you appear more self-assured during the interview and salary negotiation process.
Don’t Talk Money Too Early
You should never ask about a salary during the first interview. While we all want to earn more when we change jobs, no employer wants to hire someone whose only motivation to change jobs is a higher salary.
So, how do you answer the inevitable interview question, “What salary are you looking for?”
This is where your homework becomes invaluable. Hopefully, you’ll know the market rates for the type of a position you‘re looking for. It’s better to give a range rather than a specific number — you don’t want to give a salary that’s perhaps lower than the employer is looking to pay, but you don’t want to price yourself out of the market, either.
Emphasize that you’re primarily interested in finding the right job for you, and salary isn’t your main consideration.
Believe That You Can Negotiate In This Economy….”
Remember an Interview is a Two Way Street
Asking questions is just as important as being asked questions during an interview. Here are some of the top questions you should consider when sitting down with your next potential employer:
“It’s time for my twice-a-year update of the best questions for you to ask in an interview.
I’ve put this list together because so often we can forget what an interview’s all about. It sure feels like it’s about you, but it’s really not.
An interview is actually about how you can help your future boss and future employer succeed. It’s about finding out what their requirements and hopes are and matching up your background and experience with what they need.
Overlooking these basic facts about the interview is easy. There’s so much else going on in your work, your life, and in your job search, that you can forget to look at the interview from the interviewer’s point of view. And that’s a shame, because you need the interviewer to walk away from the interview thoroughly impressed.
When I ran these questions previously, commenter “spiderji” wrote in and said:
Marc, I used some of your questions in a job interview today. When I asked how to get a “gold star” on the evaluation, the interviewers faces lit up! I contrast today’s interview with others I’ve been on where I didn’t have any meaningful questions at the end. This one was electric! I won’t know the results for a couple of days, but if they hire me I’ll owe you a drink! Thank you!
And reader LBRZ shared:
I have to thank you! I had an interview yesterday and it went great. When I asked about his leadership style and reward system his face lit up like a Christmas tree.
After he answered the question, “How can I help you receive your next promotion?”, he began to give me advice on how I should negotiate for a higher starting salary.
And that’s exactly the point, Readers. By asking these questions, which focus on the needs, traits, and preferences of your future boss and future employer, you’re demonstrating that you are somebody who is genuinely interested in their well-being….”
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