Resourcesoft job ads for H-1Bs only

Date: Thursday, January 01, 2009 7:05 PM

<<<<< JOB DESTRUCTION NEWSLETTER No. 1951 -- 1/01/2009 >>>>>

Resourcesoft is hiring programmers, but don't bother applying unless you are
an H-1B or an Indian national. In the first job ad (see below) they are
seeking an "H1B Java" programmer. Just in case someone mistakenly thinks that
"H1B Java" is a variant or a new version of Java (like Java 1.0), Resourcesoft
further stipulates that the ideal candidate should have "an Indian Passport
that is valid for at least 5 years".

In the second job ad, which appeared last January, Resourcesoft says that they
are: "currently hiring qualified candidates to come and work for us on an H1B
Visa in our USA office. Resourcesoft, Inc. will work with the right candidates
to sponsor their work permits." Just in case a few naive American programmers
didn't get the hint, or didn't read that passage, they ask applicants to mail
their resumes to: h1bhire@resourcesoft.com.

It's interesting to note that the Resourcesoft website has job openings but
none of them, at the time of this writing, contains Indian ethnocentric
verbiage similar to their ads on Dice and other websites. Emails, when
provided are usually something like hr@resourcesoft.com. At the bottom of each
job ad there is a statement that says: "Resourcesoft, Inc is an Equal
Opportunity Employer".

Excluding everyone but Indian nationals hasn't seemed to hurt Resourcesoft in
terms of reputation or business. If anything it has helped the company because
they were able to get certified as Minority and Woman-Owned Business
Enterprise and Small Business Enterprise (MBE/WBE/WOB/SBE). This certification
program is used to put women and minority owned businesses at the front of the
line when lucrative city, state and federal government contracts are doled
out.

Resourcesoft is widely acclaimed in Massachusetts. The Worcester Business
Journal Online rated the company #3 in the area for "Top Women-Owned
Businesses" ranked by number of local employees (97 employees and $32 million
in revenue). The Mass High Tech Journal praises CEO Anita Rana as "a major
player in women-owned IT services companies."

If all of this wasn't nauseating enough, in January the Mass High Tech Journal
will honor Anita Rana as one of the top ten "women in 2009 to Watch". The cost
to attend is $95 and it will be held on March 12, 2009.
Corporate tables for 10 will cost you $1,300 and that includes premium
seating.

Oh well, happy 2009!

***** SOURCES *****

Note: Only the sources that may disappear from the web were saved as text.

http://seeker.dice.com/jobsearch/servlet/JobSearch?rel_code=1102&op=302&type=14&dockey=xml/0/b/0bd74a5539311ee4ff32d9754c15285e@endecaindex&bb
=0&source=15&FREE_TEXT
Job Ad Title: US H1B Java / .Net / Database

http://soft-testing-jobs.blogspot.com/2008/01/resource-soft-qa-engineer-2-to-6-years.html
Job Ad Title: Resource soft - QA Engineer - 2 to 6 years

http://www.resourcesoft.com/
Resourcesoft Website

http://www.somwba.state.ma.us/BusinessDirectory/BusinessDirectory.aspx
Directory of Certified Businesses, Massachusetts

http://www.mass.gov/cam/DSB/MBEGuide.pdf
PARTICIPATION BY MINORITY OWNED BUSINESSES AND WOMAN OWNED BUSINESSES, MA

http://www.linkedin.com/in/anitarana
Anita Rana's profile on Linkedin

http://www.wbjournal.com/lists.php?djoPage=view_html&djoPid=3837&djoPY=@p9RSaHli562M
Top Women-Owned Businesses

http://www.incbiznet.com/companies/resourcesoft
Resourcesoft profile

http://www.incbiznet.com/press-releases/masshig-tech-women-owned-it-service-firms-hold-their-edge
MASSHIG TECH - Women-owned IT service firms hold their edge

http://masshightech.bizjournals.com/masshightech/event/4672?sid=a50ca257fb41a43e59517d65e59bf7e4
Women to Watch 2009, event and registration form

http://www.reason.com/news/show/29203.html
Confessions of a "Woman-Owned Business" Owner How I learned to love quotas.

http://www.desicrunch.com/DisplayReviews.aspx?company=ResourceSoft
My Association with ResourceSoft (unflattering comments about working
there)

+++++++++++++++++++++++++++++++++++++++++++++++++++

http://seeker.dice.com/jobsearch/servlet/JobSearch?rel_code=1102&op=302&type=14&dockey=xml/0/b/0bd74a5539311ee4ff32d9754c15285e@endecaindex&bb
=0&source=15&FREE_TEXT

Title: US H1B Java / .Net / Database
Skills: US H1B Java / .Net / Database
Date: 12-29-2008
Location: boston, MA
Area code: 508
Tax term: FULLTIME CON_CORP CON_IND CON_W2 CON_HIRE_CORP CON_HIRE_IND
CON_HIRE_W2
Pay rate: open
Length: 2+ Months
Position ID: 1229USH1
Dice ID: 10117734
Job description:
We are looking to augment our project services team with bright, talented and
experienced individuals. Resourcesoft, Inc. is a $30 Million a year IT
Services Company. Resourcesoft, Inc. works with its direct end clients and
Fortune 100 companies in USA. Resourcesoft, Inc. provides Information
Technology, Project Services and Subject Matter Experts (SMEs) to match the
exclusive business requirements of its clients. Resourcesoft, Inc. is among
the fastest growing, privately owned IT Professional and Project Services
companies in USA as shown by the following recent recognitions in Year
2007:
o 3rd largest employer in Worcester, MA Region o Ranked No. 61 in the Top
Companies in Boston-Cambridge-Quincy, MA-NH o Recognized by Inc Magazine (Inc
5000 The Fastest Growing Private Companies in America)

The ideal candidate should have:
o Good command of English both Oral and Written Skills; o Bachelors of
Engineering; o 2 to 4 years of relevant software development experience; o
Good knowledge of Object Oriented Concepts; o Knowledge of Software
Engineering Design Patterns is a plus; o An Indian Passport that is valid for
at least 5 years; Here are the software engineering skills we are currently
looking for:
- Senior Programmer - .NET
.Net Developers with c# and .Net 2.0 / .Net 3.0 Experience;
* Experience interfacing with Legacy Mainframe systems is a plus;
* Experience working on Hybrid Application Systems using Portals, Web Services
or other distributed technologies is a plus;
- Senior Programmer * Java/J2EE
Java/J2EE Developers with experience on IBM WebSphere or BEA Weblogic or JBOSS
Application Servers;
* Experience in Core Java & Swing is a plus;
* Experience interfacing with Legacy Mainframe systems is a plus; Technical
Lead Experienced in coordinating work in a Offshore setup. The ideal Tech Lead
should be spending about 60-70% time in high level design including wiring
code, 10 - 20% time in project estimation, 10-20% interfacing with end clients
preferably in USA:
* .NET 2.0 or 3.0 Technology Platform w/ Web Services
* Java / J2EE Technology Platform w/ Web Services on BM WebSphere or BEA
Weblogic or JBOSS Application Servers
- QA Engineers both Manual and Automation;
- Database Developers and DBA*s specializing in ORACLE and MS SQL Server.
* The ideal Database Developer should have experience with the latest versions
of Software
* The ideal DBA should have worked on projects that with data in hundred
gigabyte or terabyte range, experience managing production databases is
desired

Attention: Do not send resumes without Full Name, Email Address and Contact
number, all resumes without the previously mentioned information will be
deleted.
Travel required: none
Telecommute: no
Resourcesoft, Inc.
33 Boston Post Road West
Suite 230
Marlborough, MA 01752
Web: http://www.resourcesoft.com

+++++++++++++++++++++++++++++++++++++++++++++++++++

http://soft-testing-jobs.blogspot.com/2008/01/resource-soft-qa-engineer-2-to-6-years.html

Sunday, January 20, 2008
Resource soft - QA Engineer - 2 to 6 years Vacancy Title : Quality Assurance
Engineer Company Name : Resource Soft Company Profile : Resourcesoft is among
the fastest growing companies in USA as shown by the following recent
recognitions in Year 2007: 6th largest employer in Worcester, MA Region Ranked
No. 100 in the Top Companies in Boston-Cambridge-Quincy, MA-NH Recognized by
Inc Magazine (Inc 5000 The Fastest Growing Private Companies in America) At
Resourcesoft, we are guided by our values. Our values are the source of our
strength and the core of who we are. We reinforce our values through our
people, our solutions and our innovation. Our goal is, ' To become a respected
professional partner for our clients' businesses and an equal stakeholder in
their progress.'
Job Description : Resourcesoft Inc. provides Information Technology
Professionals, Consulting Services and Subject Matter Experts (SMEs) to match
the exclusive business requirements of our clients. We are looking to augment
our project services team with bright, talented and experienced individuals.
Resourcesoft features in American Inc Magazine's list of fastest growing
privately owned companies in the country. We are currently hiring qualified
candidates to come and work for us on an H1B Visa in our USA office.
Resourcesoft, Inc. will work with the right candidates to sponsor their work
permits.
Requirements : REQUIRED SKILLS: - The ideal candidate will need to have
automation experience with Mercury Test Tools. - The ideal candidates must
have manual and automation testing expertise. - Qualified candidates will help
in hitting target release dates for current projects. - The ideal candidates
will have a go getter attitude, with excellent communication skills, and the
ability to manouvre any task to success.
Functional Area : QA & Testing
Qualifications : UG - B.Tech/B.E. - Any Specialization PG - Post Graduation
Not Required Experiance : 2 To 6 Country : United-States Location : United
States (USA) Salary Range :

Contact Information

Contact Person : Anita Rana...
Email : h1bhire@resourcesoft.com
Website : http://www.resourcesoft.com
Address : Resource Soft

Posted by Vijay at 5:30 PM

+++++++++++++++++++++++++++++++++++++++++++++++++++

http://www.incbiznet.com/companies/resourcesoft

Resourcesoft
Industry: Custom Computer Programming Services Email this pagereport this
pageResourcesoft, Inc. was incorporated in 1998 and is a Woman and Minority
Owned Business, MBE and FBE certified.
Resourcesoft, Inc. provides quality IT Consulting and Professional Services
solutions, to cater to the dynamic IT needs of its clients across the country,
to enhance the performance of their business. As our Vision states,
"Resourcesoft delivers people and solutions, enabling you to translate
strategies into quantifiable results". Resourcesoft, Inc. also provides IT
Architecture Services and Systems Integration Services to streamline the flow
of the clients' businesses and meet their unique needs.
Resourcesoft also provides 24x7 support onshore and offshore for its services
in software development, custom application and systems design and
development, database management, architecture services, Quality assurance
services in various technology domains.

+++++++++++++++++++++++++++++++++++++++++++++++++++

http://www.incbiznet.com/press-releases/masshig-tech-women-owned-it-service-firms-hold-their-edge

MASSHIG TECH - Women-owned IT service firms hold their edge

Boston area Privately Held Companies
Industry: Select...
Press Release
MASSHIG TECH - Women-owned IT service firms hold their edge August 19, 2008
Mass High Tech identifies Resourcesoft, Inc. as a major player in women-owned
IT services companies.

Mass High Tech writes "For the second straight year, women-owned IT services
companies dominated the list of largest technology firms owned by either
minorities or women, according to research conducted by Mass High Tech".

Resourcesoft Inc., an IT consulting firm based in Marlborough, ranked third,
with $31.9 million in revenue. Led by CEO Anita Rana, the company, which
provides IT staffing, systems integration and technology architecture
services, also has an office in India.

+++++++++++++++++++++++++++++++++++++++++++++++++++

http://www.desicrunch.com/DisplayReviews.aspx?company=ResourceSoft

My Association with ResourceSoft : Fraudest company on the earth

Good things About ResourceSoft : Fraudest company on the earth

Not so good things About ResourceSoft : Fraudest company on the earth

Review Submitted on : 07/09/2008

My Association with ResourceSoft : Yes

Good things About ResourceSoft : They speak nicely and make tall promises till
we reach USA

Not so good things About ResourceSoft : Dont pay on bench....and harras if we
try to change the employer

Review Submitted on : 05/09/2008

+++++++++++++++++++++++++++++++++++++++++++++++++++

http://masshightech.bizjournals.com/masshightech/event/4672?sid=a50ca257fb41a43e59517d65e59bf7e4#register

Women to Watch 2009
Registration Form
Mass High Tech honors the 2009 Women to Watch!

Join Mass High Tech for the 6th annual Women to Watch event, which recognizes
women in tech and life sciences who are go-getters, hard working,
inspirational and motivational to their peers. These up-and-comers are
continuing to grow and will shape the future of their industries.

The evening will feature a networking cocktail reception, followed by an
awards ceremony where these women will share the stories of their success.
More than 250 people from the private and public sectors as well as academia
are expected to attend.

This year's honorees will be announced on January 16th!
Reserve your spot for $95 per individual ticket. Show your company's support
with a Corporate Table of 10 for $1,300/table (includes premium seating and
table signage). Please contact Christine LeBlanc for details on purchasing a
table at cleblanc@bizjournals.com or 617-316-3260.

Women to Watch 2009
When: Thursday, March 12, 2009 5:30pm - 8:30pm
Where: The Charles Hotel, One Bennett Street, Cambridge, MA 02142 Suggested
Dress: Business Attire

To Register online using a credit card:

Seats per ticket Price per ticket Quantity
Single Ticket

1 person $95.00

Table 10 people $1300.00

+++++++++++++++++++++++++++++++++++++++++++++++++++

http://www.reason.com/news/show/29203.html

Confessions of a "Woman-Owned Business" Owner How I learned to love quotas.
Tama Starr | July 2004 Print Edition

Well, I finally did it. I bit the bullet and got certified as a WOB: a woman-
owned business. It took a roots-up, religious-type conversion -- I'd walked in
darkness, then I saw the light. And now that I am a proud -- or do I mean
"humble"? -- official victim, my company is entitled to all kinds of
preferential treats. Whether ordained by law, as in government contracting, or
as an example of aggressive good-guy-ism in the P.R.-conscious private sector,
or even as a hopeful prophylaxis against employee or shareholder lawsuits, a
passel of lucrative work is reserved for those with the best-crafted claims to
prior oppression.

Well-wishers had been after me to go WOB for years, but I refused. Until my
revelation, I regarded set-asides as strictly a pat on the head for second-
raters. My company, Artkraft Strauss, has been provi-ding signs and outdoor
advertising -- and paying taxes -- since 1897. We'd never imagined ourselves
qualified for charity. Our firm gets and keeps customers by fulfilling their
contracts, not by invoking their pity. Besides, using sex to get work smacks
of a profession even older than sign building. The whole endeavor struck me as
disreputable.

But then I realized I was a victim of something even more pernicious than
discrimination: pride.

My chief of operations, Jimmy, put the matter into perspective. "What are you,
nuts?" he asked, reminding me of how many hoops we've jumped through and rings
we've kissed over the years to get jobs. "How's this different?"
he wanted to know. "If a job is set aside for guys named Jimmy, my name is
Jimmy, I'll take it!" Jimmy was right: Business is business.

A bank's name change provided the tipping point. We sign people love bank
mergers. Every sign, canopy, directory, ATM, teller cage, and nameplate has to
be replaced -- sometimes, in the spirit of the famous Asiatic Fire Drill,
overnight, per schedules set forth in the new company's new charter.

This particular changeover involved nearly 1,000 branches in five states.
And as I learned when my phone started ringing off the wall with joint-venture
pleas from companies I'd never heard of, the taking-over bank had a
"utilization rate" of 18 percent. That is, nearly one-fifth of the money spent
on construction work would go to WOBs or MBEs (i.e., minority business
enterprises; presumably for reasons of euphony, minority-owned businesses
generally are called MBEs rather than MOBs). Given how rare such businesses
are in the sign trades, at least here in the Northeast, this cake had been
baked for me.

Indeed, at the pre-bid conference, the bank's construction consultants were
thrilled to see a genuine WOB among the bidders. Apart from the responsibility
of physically reconfiguring a thousand banks, they had the head-scratching
duty of coming up with the magical 18 percent of oppressed beings.

Their faces fell, however, when they learned I lacked certification. It turns
out that it isn't enough to be a WOB; one has to be an officially certified
WOB. The contract was to be awarded in only 10 days, and all the paper had to
be in place. But state certification can take six to eight months, they told
me, because of the volume of applicants and the demanding nature of the
process.

Not to worry, I told them.

While Jimmy and his crew worked on the bid, I worked on the red tape.
Getting certified as a WOB is something like getting certified insane: It
takes time and talent. As I filled out forms and assembled documentation, I
wondered how people who are authentically disadvantaged -- or who may not have
certified public accountants and English majors on staff -- manage it.
Anyone who can produce three years of audited financial statements, five years
of income projections, a sheaf of valid "Rated-A" insurance certificates,
answers to stacks of multiple-choice and essay questions, a book of "minority
utilization re-ports," and a portfolio of supplier and customer references,
bank references, and character references probably qualifies for a $100
million line of credit, if not an MBA.

In went the bid, marked "Certification Pending," and into the bowels of the
New York State Division of Human Rights went the WOB application.

Undercover Brothers
Not 36 weeks but a mere 36 hours later, the Division of Human Rights called to
schedule my interview to complete the process. How did I accomplish this feat?
In an example of the old-fashioned "net-working" that affirmative action is
supposed to obviate, a confederate at my insurance company called a
counterpart whose sister-in-law works in Albany, and our application
miraculously migrated from the bottom of the pile to the top. But hey, by now
I wanted the job.

The prospect of an investigator's coming in to establish my female bona fides
evoked the image of a burly guard out of a 1950s Women's House of Detention
movie marching me into the ladies' room and demanding to see the cut of my
undergarments. Instead, the investigator turned out to be a grave young man
attired in a three-piece suit with Edwardian collar and gold watch fob. He
requested my company's original charter and certificate of incorporation; all
minutes and bylaws and amendments from inception to date; all stock
certificates issued, canceled, and outstanding; and the factory's original
certificate of occupancy -- a complete set of century-old documents, much of
which I managed to produce by sheer luck.
The investigator took careful note of my office dicor, plants and curtains
evidently witnessing more in my favor than cordovan leather and sports
memorabilia would have.

What he was really looking for, he explained, was uncles and brothers hiding
under the desk. "You'd be surprised," he told me flintily, "how many people
try to put one over on us."

No, I wouldn't. Not with all those set-asides in the offing. Add the 10
percent price bonus the designated oppressed are entitled to charge -- "price
evaluation adjustment," in federal procurement?speak -- and the incentive to
fudge becomes overwhelming.

Set-asides and "evaluation adjustments" are as pervasive at the big-business
end of the private sector as they are in government contracting. Expensive and
inefficient these programs may be, but lawsuits are worse. The best defense
against discrimination claims, corporate officers are constantly told, is an
explicit, detailed, and overarching "affirmative action program" respecting
hires, fires, and contracting.
Point to this program, and a bevy of bugbears, from disaffected employees to
muckraking journalists, will disappear. Besides, it's good P.R., and it allows
corporate policy makers to feel good about themselves.

They're entitled to some self-esteem too.

These incentives give rise to preferences of mind-boggling complexity.
Consider the "utilization chart" from a bid that came across my desk. It's for
$9.5 million worth of work at a laboratory in Princeton, New Jersey.
The categories can be sliced and diced indefinitely, creating a dazzling array
of permutations. They may specify non-Dominican Caribbeans or non-Korean
Asians, disabled people of various stripes, or inhabitants of selected
neighborhoods.

The utilization rate for suppliers of "No. 1 Diesel And No. 4 Fuel Oils"
adds up to 300 percent, a foot-note explains, because "incumbent supplier is a
disadvantaged, women-owned, HUB-Zone small business." (A HUBZone small
business is one in a "Historically Underutilized Business Zone.") Try
competing with that!

I suppose it's not so different from the old days, when the incumbent supplier
was apt to be the project manager's brother-in-law -- but it certainly isn't
an improvement.

The old-time project manager wasn't forced to hire his brother-in-law, and he
might even have had a chance of exercising some quality control over him. In
this new, desperate rush to hire one-eyed Central Asians from south of the
railroad tracks, price and quality necessarily weigh second at best.

My investigator congratulated me on passing his tests, apologized for their
complexity, and shook my hand. My WOB documentation came through the next day.
To my disappointment, it was not the fancy, frameable certificate dripping
with ribbons and seals that I believed all my effort and angst -- not to
mention my newfound oppressed status -- entitled me to, but just a faxed
letter from the New York State Division of Human Rights.

Why'd We Wait?
It's still difficult for me to grasp just what is so hapless about us WOBs and
MBEs that we merit entire taxpayer-funded bureaucracies to handhold us through
the process of participating in the U.S. economy. According to the U.S. Census
Bureau's 1997 Economic Census, the latest for which comprehensive data are
available, both women-owned and minority-owned businesses are growing at a
rate more than four times the national average.
Between 1992 and 1997, the number of MBEs grew by 33 percent and the number of
WOBs grew by 37 percent, while the total number of firms grew by only 7
percent.

In 1997 women owned 10.1 million American businesses (up from 6.4 million in
1992), or 46 percent (up from a third) of all domestic firms. They employed
more than 18 million people (up from 13 million five years earlier), or one
worker in seven, generating $2.3 trillion in revenues (up from $1.6 trillion).
Similarly, revenues of the nation's 2.8 million minority-owned firms (up from
2.1 million in 1992) rose 60 percent, to
$335.3 billion, while revenues for U.S. firms as a whole -- an aggregate that
includes these high achievers -- increased by just 40 percent.

Growth rates during the previous five years were comparable, and nothing
suggests that they have slowed down since. Clearly these sectors are dusting
the rest of the economy. In fact, these stunning rates of expansion would be
even greater if the Census Bureau hadn't decided in 1997 to change the way it
defines MBEs and WOBs, omitting entire categories of firms that were
previously counted. Publicly traded companies were dropped, along with firms
whose successful, qualifying founder gave up equity to raise additional
capital for growth.

It's impossible to say how much MBE-WOB growth is driven by "utilization
goals" and set-asides. A contrary theory holds that old-fashioned prejudice,
glass ceilings, and corporate inflexibility -- the nexus of oppression -- do
more to stimulate minority and female entrepreneurship than all the set-asides
combined. New business founders are preponderantly impatient refugees from the
establishment.

Hopefully not too impatient. My certification trials were not yet over: I had
yet to be named to the customer's "Approved M/WBE Vendor List," for which the
state certification is only a prerequisite. To this end, the bank summoned me
to an interview at its headquarters across town. I asked my assistant to call
me a cab. "I'm taking a limo to Park Avenue," I told her, "to get us approved
as oppressed persons." She rolled her eyes.

In the bank's burnished conference room I faced a photogenic board of equality
facilitators that looked like a magazine ad for Your Friendly Utility Company:
three men and three women, one from each of the currently approved minority
groups. Big corporations maintain entire departments to monitor employee
racial balance and vendor affirmative action compliance, so I wasn't surprised
that the bank's don't-call-it-quotas crew reflected those ideals. But they
already had all my information: the same financial statements, the same
business and personal and bank and insurance references I'd submitted to the
state.

So what was left for them to administrate but my attitude?

Which was sorely tried. I felt like a criminal waiting to be discovered.
The whole setup bore an unfortunate resemblance to a parole board hearing.

I knew I was a fraud, participating in a charade for which Adam Smith should
have ordered the whole lot of us taken out and shot. At the same time, I was
taking lightly the principles that provided not only their livelihood but the
justification for their existence. Trapped between my conscience and the wrath
of scorned bureaucrats, my future appeared foreshortened.

Still, the first part of the meeting reduced me to a con-fused state of
complacency. I'm used to competing for jobs, not being helped over the finish
line and shown how to fill out payment requisitions. The nice people explained
the advantages of being a WOB in such a way that it hardly seemed a
boondoggle. After all, they told me, the contractor has to be able to perform
the work; getting one's company on "approved vendor" lists is no different
from any other form of marketing. Marketing, they explained, is the use of
various methodologies to promote one's products or services.
They paused for questions.

I'm familiar with the concept of marketing, I told them.

Oh yes, they said, recalling my hundred years in the sign business. They were
amazed, they said, by the age of my company. The vast majority of WOBs and
MBEs, they told me, are start-ups.

"You don't say," I said. Lulled by all the baby talk, I failed to see where
this might be going.

Then came the stumper.

"Why didn't you do this before?" one of them asked me.

"Do what?" I asked, feeling the trap closing.

"You could have applied for this program nine years ago," she said -- rather
menacingly, I thought. "Why did you wait until now?" Six expectant pairs of
eyes, the whole Rainbow Inquisition, awaited my answer.

That's it, I thought. The jig is up. I'm busted. Trapped. The word will go out
to all the banks, and I'll never get another bank job. Or a letter of credit.
Or an ATM card. How will I explain this to Jimmy and the boys in the shop?

Then, revelation! I know what I'll do, I thought: I'll come clean. Tell the
truth. Throw myself on their mercy. (They may like that.)

"In the past, I was philosophically opposed to it," I admitted carefully.

"And now?"

Gulp. "I consider that I was being naive."

My confession evidently satisfied them. It even invited their confidence:
For the rest of the meeting they described their frustration at the shortage
of applicants. Even they can see that this is a program where administrators
outnumber clients. I promised to recommend some if I should think of any.

The Wonder of Womanship
In the end, the bank job was divided among six companies. (There's your 18
percent "utilization rate.") And as with any construction job, if we survived
it and even got paid, we considered ourselves geniuses.

So far the principal benefit of my new WOB status is a clutch of complimentary
subscriptions to minority- and woman-owned business magazines. Soft-core S&M
for the affirmative action set, they feature photos of silver-haired old-boy
executives grinning weakly while presenting excellence awards to entrepreneurs
who wear their minority-hood and womanship like earned badges of honor.

But WOB isn't just about tangible benefits. It's so much more. I now feel a
part of something larger than myself: the great chain of being that tumbles
from the well-meaning, through the impractical, to the absurd -- replacing the
dismal script of capitalism with a delightfully random set of entitlements and
rewards.

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