The outsourcing industry isn’t what it used to be. In the early 2000s, many U.S.-based companies looked offshore to pick up some slack while cutting costs in the office, but many of those same companies found that international outsourcing wasn’t the answer. That’s how Nexient was born. With a product-minded approach, Nexient connects companies with talent teams in Midwest tech hubs, keeping all operations US-based.
Here’s the rundown of the only U.S. tech firm among the World’s Top 100 outsourcers.
Size: 500-600 employees
Industry: Information Technology and Services
Locations: Nexient’s headquarters are in Newark, California. Nexient has three product development centers in Ann Arbor, Michigan, Kokomo, Indiana, and Columbus, Ohio.
CEO: Mark Orttung
How much do Nexient employees make?
The average salary for a Nexient employee is $133,111 per year. Ladders estimates are based on our calculations.
For software developers, the average salary at Nexient is $124,000, compared to the $109,405 national average for that role. The estimated salary for a scrum master is $101,667, while the estimated salary for an agile business analyst is $90,000.
Nexient is currently hiring for 46 positions, including Data Engineer, Java Developer, DevOps Engineer, Salesforce Project Manager, and more. Find a full list of open roles on Ladders’ Nexient Jobs page.
What the CEO says it takes to get hired at Nexient
CEO Mark Orttung’s number one tip for getting hired at Nexient is to present authenticity.
“My best tip would be for people to be really authentic about what they’re looking for and ask us questions,” Orttung said.
Orttung looks for employees who want the job to be a two-way transaction; not only are employees hitting company goals but they also never stop developing their skills. It doesn’t matter if you’re a software engineer or a customer experience expert, the most impressive candidates are those who consider themselves life-long students.
“Whichever discipline they’re coming into, what we’re really looking for is people who really want to continue learning,” Orttung said.
Orttung recommends that candidate’s interviewing for Nexient take time to compare and contrast the job description against their own aspirations.
“It should be that you’re trying to find that match, not just trying to impress them,” Orttung said. “But one of the ways you’re going to impress us is by knowing what you want and asking us big questions around that to make sure it goes both ways.”
What the Vice President of People says about getting hired at Nexient
Through and through, Nexient Vice President of People Dan Broekhuizen echos the same sentiments as Orttung.
“We look for people who will thrive in a product-minded environment,” Broekhuizen wrote to Ladders. “You should have a good understanding of your technology or function but remain hungry to learn more. You’re humble and generous in your approach to others and you’re a strong collaborator in small, cross-functional teams.”
When it comes to interviewing tips, Broekhuizen places the same emphasis on authenticity as Orttung does.
“Share exactly what you know and don’t be afraid to tell us what you don’t know – that’s where learning begins!” Broekhuizen wrote. “Be who you are, because we cannot work with replicas of others. The strength of our culture as a whole comes from the incredible, diverse individuals who join together.”
Broekhuizen encourages candidates to “come with a love of technology” and the knowledge, skills and personal attributes that make up a well-rounded candidate.
Overall, Nexient is looking for candidates who are interested in more than just a salaried position.
“If you are looking for more than just a job, a paycheck and a place to park your car (or bike), then Nexient is open to talking with you,” Broekhuizen wrote “We’ll talk about your career, how we can help you bring out the best version of yourself, how you can make us better and how together we can make our clients assured partnering with Nexient was the best decision.”