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How I Got the Job

December 15th, 2020

From pandemic layoff to Director of Technology, a Talener candidate recounts his journey.

The Search Begins

As a result of the pandemic, and for the first time in my career, I was out of work and looking for a job.  I know that I am respected in my industry and I’ve developed many wonderful relationships.  I was confident that I would find something soon. Little did I know…

I started educating myself in job hunting, 2020 edition.  Long gone are the days of the NY Times classifieds. Armed with 1500+ curated LinkedIn connections, I tweaked my profile to alert the market that I was available. I hit the major job-hunting sites: LinkedIn, Dice & Indeed. I also hit some of the lesser known (and likely sketchy) ones too.

I was bombarded with daily emails, of which 95% of the roles from my keyword searches were irrelevant.  I will never understand how my career as a technology leader could generate a match for an Amazon delivery driver. I doubled down on malware and anti-virus protection for my PC.

I’ll be honest, after initially reaching out to many peers, it became slow going.  My initial contacts were all saying, “of course we’ll keep an eye open, but the world is changing, and everyone is adjusting to the new paradigm.” Every day, I would scour the sites for jobs; look at LinkedIn for relevant announcements from my contacts – anything that would allow me to start another conversation.

I applied online to a very wide net. I hid tags in my resume that were specific to each role and this allowed the ATS (applicant tracking systems) to pick me up. I got pretty good at this over time, and I highly recommend it.  I kept at it. I told myself that it only takes on interview to get me a job, and today might be the day that something happens.

The Frustration

During the search, there were flashes of hope. A connection would reach back out or I’d be scheduled for an interview. I’d prepare by learning what I could about the job and the company – which isn’t always easy. I’d feel that I had aced it. And then the news: “they’re looking for someone else” or “you’re overqualified.” Or worse, I would get ghosted.

As the months passed, I became more and more frustrated dealing with recruiters. I have worked with recruiters on the hiring side for decades. I have my favorites, but over the years I have met some with questionable skills and worse yet, questionable ethics.  My biggest gripe was that they didn’t effectively market the position to me, and more importantly, didn’t market me to the prospective employer.

The Light at the End of the Tunnel

One Sunday morning a few weeks ago, I saw an ad come in from a recruiting firm I was unaware of called Talener. As I read it, it became evident that the role was extremely well suited for me – in my industry, and in a similar environment in which I had worked previously. My bike ride would have to wait, I needed to apply.  Within an hour, I received a response back. I assumed it was an acknowledgement of my application from an automated system. But it was actually a personal email from Henry Boulos. His email told me more about the job and asked some additional questions. I took the time to answer the questions individually and tie them back to my resume.  We both got excited. Henry could see that I was a highly viable candidate for a role that I was confident that I would be well-suited for.  He arranged for a Microsoft Teams interview with the firm, along with other candidates.

More importantly, Henry spent time preparing me.  It wasn’t just about the role, the skills I should emphasize or the people I’d be meeting. More importantly, he prepared my by giving me some frank pointers that he had picked up on my presentation, which I wasn’t used to.   I studied the notes I had taken with Henry, reviewed the company website in detail, and set up Google Alerts for current news about the company and its principals. 

I felt the first Teams interview went well with the COO.  I listened to his questions. I sent a thank you note.   And in the hopes of continuing the conversation, the timing worked out that I was able to attend a virtual user conference for the company’s ERP system.  Henry updated me on the process moving forward.  I had made the first cut.  Another Teams interview was scheduled with a larger audience.  I put together some notes gleaned from the conference. 

Henry and I reviewed in detail what I should further be prepared to discuss.  I think we get very focused on telling our story during an interview, and Henry reminded me the importance of listening.  I came away again feeling good, that I had “strutted my stuff” well.  I also asked about pain points in the role and challenges that leadership saw.  I again followed up with a thank you note, including discussing some proposed solutions to the issues discussed during the interview.  I made it to a third interview, this one would be on-site.  Henry ensured that I was fully prepared, and the meeting went well.  Another thank you note sent.  The next morning, Henry followed up with the wonderful news that I had gotten the job, and I began the onboarding process.  It was less than three weeks from first contact to a signed offer.

Again, I cannot say enough about the professionalism that Henry exhibited throughout the process.  I plan to use Henry again and refer him and his firm to my peers.

Yes, there’s a pandemic.  But I got a senior-level job.  Here are a few things I learned along the way:

  • Don’t give up.  No matter how discouraged you get, you are one person who needs only one job.  This can happen at any time.
  • LinkedIn and your resume are a significant part of your personal brand.  It’s the first thing people see.  Think of it from that perspective.
  • Network, network, network.  The time to start networking is NOT when you need a job.  Do it throughout your career.
  • Prepare.  Look in detail at the company’s website.  Look for current news about the company and its principals.  Make sure you check Glassdoor.  Find out what products they use and learn about them.  Bring it up on the interview when appropriate.  Everyone always likes to hear about themselves.
  • Listen.  I realized that providing answers to a prospective employers’ challenges are more important than talking about an extensive skillset or describing a list of successful projects.
  • Always send a thank you note.  My wife taught me that.

Layoffs from the pandemic caught many career employees off-guard. We could see the immediate impact in industries like travel or restaurants. However, many employees across industries faced layoffs for the first time in their careers. Even with years of experience, being at the top of your field, and having excellent connections – it’s jarring and overwhelming to pivot quickly.

If it has been years (or decades!) since you’ve written a resume, have had to call up connections, or apply for a job— it can be daunting to start over again. Let the Talener team help you out or provide you with guidance on where to get started.

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Posted in Career Tips, Featured Candidates, Talener Blog, Uncategorized

(Re) Reinventing Benefits

December 10th, 2020

Attracting talent is a competition. Over the past decade, some companies have ‘reinvented’ their employees’ workday. From nap pods to game rooms, spa treatments to an in-house chef, companies pushed the boundaries of traditional benefits and perks.  These became the gold standard for coaxing talent (especially in technology) to join the ranks of unlimited vacation and free healthcare programs.

But for most of the working population, these types of benefits are a pipe dream. Most SMEs can’t provide elaborate benefits – I’m looking at you Microsoft Treehouses.  For the rest of us, gym membership reimbursements & in-office snacks are a great addition to health and retirement benefits.

In March, when many office workers were sent home, many of these ancillary benefits were left behind.  Employees didn’t quit their jobs en masse without their company-provided extra hot triple foam latte.

Gyms closed, restaurants shuttered, and our commutes started and ended in a hallway.  Concern for the safety, health, and financial stability of family and friends became front-of-mind.

What does this mean for 2021? Many companies have shifted their benefit offerings; taking a step back to address what has become important to employees.

Health Insurance – Employees are seeking quality affordable coverage that is comprehensive and inclusive. Attractive plans have lower premiums, reasonable out-of-pocket costs, and provide inclusive coverage for things like reproductive healthcare (i.e. IVF) or gender re-assignment surgery.

Increased Mental Health & Wellness Programs – The demand for mental health services has risen sharply over the past year.Whether employees have access through their health insurance or an EAP, companies are ramping up programs for employee mental health and wellness.

Paid Family Leave – Several states are implementing some form of paid family leave for the birth of a child, adoption, or care of a sick family member. Companies that provide paid leave will be more attractive to new talent and help to retain current employees.

PTO: Mental Health & Recharge – In additional to better access to mental health programs, 2021 may bring more time-off options for mental health and recharge days. The fatigue from the pandemic has left many people in need of time off after daycares have closed, schools have gone virtual, or partners have lost their jobs.

Personalized Benefits Packages – Tailored benefits packages are on the rise. Benefits and perks have relative importance based on the life stage of the employee.  Offering tuition reimbursement may not resonate with employees who are closer to retirement than college. Companies have an opportunity to offer optional equivalent perks that make sense to the individual.

Even as we (hopefully) move towards a vaccine and the end of the pandemic, many things have changed over this past year.  Some may continue to work from home permanently, while others will be back in the office sooner rather than later. But it’s unlikely that a communal room of nap pods and in-office buffet lunches are coming back any time soon.  HR is re-reinventing benefits packages that are in-line with the changing employee needs. If you are looking for a new job and want to better understand how benefits will affect you (and what they’re worth!), please reach out to the Talener Team today.

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Posted in Career Tips, Talener Blog, Uncategorized

What Are My Job Benefits Worth?

December 3rd, 2020

There are advantages to applying for and accepting a job at the end of the year.  Hiring managers are moving quickly to fill positions and use up their budgets.  Most companies have shored up their benefit plans for the upcoming year – ensuring uninterrupted service for you for at least the next twelve months.

It is easy to quantify and dissect salary, bonus, or commissions. We can assign a value that corresponds to paying a mortgage, buying groceries, or saving for a vacation.  But benefits like health coverage or retirement contribution matching are often overlooked as it is what it is; without assessing true monetary value.

When moving from one job to another, we can see the 401k percentage match or the cost of our monthly health insurance premium. But often, we’re programmed to accept these as inflexible parts of our new employment.

It is not unusual to receive a detailed benefits summary from HR after you’ve accepted a job.  From monthly premiums to deductibles, waiting periods to paid time off – these benefits all have value.  Accepting a higher paying position is ideal, but not if your monthly health insurance premium negates your raise. 

If you are looking for a new job without the help of a staffing agency, you must advocate for yourself.  There is a song and dance around compensation during the interview process. When is it appropriate to ask about benefits, salary, or time off? Is it the first interview, the third, in person?  No matter the time, it is imperative to understand their value.

Health Benefits

Health insurance premiums are some of the largest expenditures for American households. The average American will pay close to $6,000 per year in premiums on an employer-based plan. But beyond premiums, it is important to understand the plans that are offered by your future employer.  If something catastrophic were to occur, what do you have to pay out of pocket?  It’s critical to evaluate things like coverage, co-insurance, in-network vs. out-of-network costs, or lifetime maximums. 

Retirement Benefits

What you are able to contribute to a 401k or other retirement account is likely fixed. But the contribution your new employer makes (or doesn’t make) can have far reaching consequences down the road. 

Paid Time Off

Holidays, PTO, vacation, sick leave – however you say it; paid time off has value. Examine how much time you have taken off in the past and compare it to your new plan. While you may be able to sacrifice a few vacation days, it’s important to know how you will be paid for your time off.

Paid Family Leave

Many states are adopting paid leave policies to help new parents or those caring for a loved one.  But companies are also creating these internal policies.  Paid family leave has monetary value and encourages employee retention. If you might eventually benefit from paid family leave like the birth of a child, this should be a consideration in your job hunt.


Examine life insurance benefits, long term and short-term disability, workers compensation, pet insurance, and more.  Every organization will have a unique combination of insurance benefits that you can compare to your current situation. 

Ancillary Benefits

Lunch is provided every day. You receive a monthly work-from-home stipend for supplies and internet service. Your gym membership is reimbursed, and your commuting costs are covered.  If you aren’t currently using a gym – great! It’s a wash.  But if your commuting costs are about to double and there is no plan to help defray these costs, then you could be looking at increased expenses beyond your increased salary.

In 2020, some of these benefits are expanding even further than what is considered the standard package. From prepaid legal plans to IT help desks for your kids, telehealth platform access to identity management plans; companies are getting creative with their offerings during the pandemic.

If you are working with a staffing agency to find your next position, you should expect them to advocate on your behalf – knowing the benefits and negotiating for you if these benefits fall short of your needs.  Just because you can’t change your future employer’s health insurance offering, doesn’t mean that you can’t negotiate a higher base salary to make up for the shortcomings between your current and future job.

Technology and IT based positions continue to be highly competitive. Hiring managers are motivated to fill their positions with the best talent by the end of the year.  Use your staffing agency as a resource to help you compare and contrast benefits as much as you would compare salary, commission, and bonus. 

Ultimately, staffing agencies like Talener are here to support and advocate for you.  For more information about negotiating and understanding how benefits affect your offer, speak with Henry Boulos today.

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Posted in Career Tips, Talener Blog

Remote, or Not Remote – That is the Question

November 6th, 2020

The way in which many Americans work changed drastically and abruptly this past spring. Companies made dramatic shifts to create a last-minute remote workforce that could weather the pandemic storm.  Now, as we are deep into Q4, the prospects of a return to normal by 2021 seem confusing at best. Over the past several months, many organizations have adapted easily to virtual meetings and off-site staff, while others have struggled with creating a cohesive environment that fosters success. 

The Talener team works closely with startups, multi-nationals, and everything in between. And while some companies have been quick to embrace the work from home forever model, others are still scratching their heads at what the future will bring.

Remote work is not uncommon for many software engineers. But there are many people who did not work remotely prior to the pandemic, who now find themselves in this position.  We were curious to understand what their company’s plans were over the next several months. 

We asked our technology talent community on LinkedIn (who were not working remotely prior to the pandemic) to tell us what is happening next.  The community responded and gave us important insight into how their jobs will change as we finish out the year.

It is unsurprising that organizations are split across the board. There is no right answer to the question, and many factors could be out of their control – travel restrictions, capacity limits, local ordinances, or office / workstation setup.  Looking at these results opens our eyes to the clear uncertainty that plagues us as a country and as business leaders. 

For some, permanent remote work might be the answer to getting out of pricey office leases. While others may struggle with teams who work better in the same space and need to collaborate to be effective.   Additionally, this data also tells us that many organizations may need to be flexible to remote options as they hire new talent.  This requires a shift in sourcing, interviewing, onboarding, and integrating new team members.

As a technology staffing firm, this info helps us to decide how we will deal with the situation as well. Traditionally, staffing is a relationship-based business where in-person meetings and interviews are the core to building strong foundations with clients and candidates.  Talener has learned to adapt over the past several months through remote work and the gradual return of team members to the office.  Giving employees the option to use the office (safely) has been a great way to boost morale, take advantage of each other’s expertise, and collaborate more fluidly. It is an opportunity to take advantage of the energy that a traditional office setting can facilitate.

But this gradual shift back to the office may not be in the cards for everyone.  Talener’s CEO Michael Dsupin says, “Regardless of a company’s desire to return to a physical space or not, I hope that leaders will acknowledge the real fears that may exist within their staff and take that into consideration when trying to reset policies.” He continues, “Likewise, I hope that our own teammates will be courteous and mindful of the public health crisis by taking the necessary steps not to expose their co-workers to the virus.” 

Talener’s experience is not unlike many other organizations.  It is imperative that your organization take the time to make policies clear- yet allow for flexibility as circumstances change every day.  Setting expectations among staff and new hires will avoid confusion, resentment, and staff turnover.

If your organization is unsure how to address the remote work situation and you are looking for more insight into what is happening in your industry, reach out to the Talener team for help.  We can guide you as you make decisions, provide examples of other organizations’ set ups, and give you guidance on bringing in new hires.

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Posted in Talener Blog

Hiring a Diverse Workforce: Breaking Traditional Hiring Boundaries

October 20th, 2020

Not finding the diverse candidate pool you had hoped for? Review your sourcing process.

Diverse workforces deliver better results, attract better talent, and are better innovators.

Yet, more than three quarters of technology talent in computing-based roles are occupied by men, despite women making up more than 47% of the workforce. Likewise, Wired reports that in 2017, only 9% of graduating students with CS degrees were black and 10% were Latinx.

Over the past 15 years, major organizations have poured money and time into interviewing (and ultimately hiring) a diverse employee base.  But very little has changed significantly across the board. 

So how do we attract a more diverse and well-qualified candidate base? Even if we are actively demanding more BIPOC and women– we are likely impeding our own success simply through our traditional hiring and interviewing practices. A truly diverse search includes reviewing traditional boundaries like location, education, and experience.

As recruiters, building a relationship with our clients and candidates is the bedrock to successful placements. Our goal is to make the right match, and much of that match comes from the details and step-by-step process that helps us to give you, the client, what you want in an efficient and effective manner.

So, what should be looking for in a technology staffing agency, especially when you are committed to interviewing a more diverse candidate base?

Details, Details, Details

There is no replacement for an in-person meeting; or mid-pandemic, a video call — to nail down the details of a job. A job description can only tell you so much about the actual job and tells you very little about the ideal candidate beyond specific skills.

The right staffing agency is going to pick apart the job description, drilling down from broad organizational goals to very specific technical needs.

This initial intake call also gives clients the opportunity to tell us who they are looking for beyond the technical expertise. This is the first opportunity to discuss what diversity looks like to you and how to execute a plan to get to the right hire.

Internal questions could include:

What does the team make up look like? Are they remote? In-person? Who runs the team? Talk to me about the group’s cohesion. When was the last time someone new joined the team? Are they still there?

Then, we move to questions about the candidate:

What kind of person do you want to hire? Do they have specific industry experience? What about their educational background or professional experience? Would you prefer someone with a side hustle and a passion for their work? What is a show-stopper or deal-breaker?

These questions lay the foundation and force you to dig beyond surface. From covering remote-opportunities to flexible working schedules or requirements – analyzing your job description forces a closer look at whom you are targeting or not targeting from the get-go. You could miss out on the right person without realizing it when your job description doesn’t encourage a diverse candidate pool.

Attracting a More Diverse Candidate Pool

Not finding the person that you need? The right technical staffing agency can help you to discover where you may be missing out on additional talent.

Consider some of the following:

  • Is your talent pool restricted to one geographic area?  If so, consider the impact of hiring some remotely. Do they need to be in the same city, state, or time zone? What kind of flexibility are you willing to offer for the right skills?
  • Does your job description or requirements screen-out rather than screen-in? Your requirement for an Ivy League CS degree excludes HBCUs or exceptionally talented engineers who chose bootcamps over traditionally expensive college settings.
  • Is the requirement for professional experience at an organization of a certain type or size limiting you to a certain background rather than people who are truly passionate about their craft who spend their free time learning for their own benefit?
  • Are you restricting yourself to specific years of professional experience? Some of the most efficient  & effective employees are those who spend time outside of work doing projects and perfecting their craft. So — are you hiring an employee for who they are now or who they can be in the right company and team? Putting hard requirements on years on professional experience can limit candidates who may find themselves over or under the threshold.

The Changing Landscape

Over the past several months, the contrast between the rise and fall of companies has been dramatic. Many have lost jobs, while others have thrived in industries that could weather the pandemic. But no matter the situation, we have all found pause to re-evaluate what we do, how we do it, and with whom we do it. 

Within technology teams, many organizations found that they can, in fact, function successfully with a remote workforce. And those that are hiring again after layoffs can reconsider their traditional hiring practices.

This jolt to our norm has acted as a reset. It has opened up opportunities to explore talent that may never have been considered before.

Consider taking stock of how you use your technology staffing agency to meet these new goals.  Does a contingency-based service work for you? Or are you looking for an agency that acts as an extension of your TA; a retained search partnership that can provide you with a dedicated team who knows you and your diversity goals?

Hiring the Right Candidate

Some jobs are harder to fill than others. Technology is fluid; ever-changing in its need for people who are skilled in the newest (or sometimes oldest) tech stacks. At the end of the day, there are certain constants where you can’t be flexible: the right person who can do the job and has the requisite skills to meet your organizational goals. 

But this doesn’t mean that you can’t broaden your search to include a more diverse candidate pool. It is of the utmost importance that you understand what you need versus what you want.

If a more diverse pool of candidates is critical, tell your staffing agency. We can work with you to help you encourage diverse candidates, write more inclusive job descriptions, and communicate email & ad campaigns that show your commitment to diversity in your own workplace.

Encourage diverse backgrounds; non-traditional paths, location agnostic (as the job permits), different educational experiences, and people who are passionate about their craft.

Be vocal about your commitment by communicating with your staffing agency, your employees, and potential employees.

Auditing your hiring and interviewing practices can be daunting. Traditional ways of sourcing candidates are comfortable, but may not be providing the diversity that you are looking for. Ultimately, the person for the job has the right skills and the right fit –but if you’re limiting your search to geography, age, specific experiences, etc. , you might be missing out on talent that would otherwise be the perfect fit. If you are looking to review your process, let Talener help. Our team of experts can drill down into your process to help you get the best talent for you company. Reach out to Henry Boulos to get started.

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Posted in Client News, Talener Blog, Uncategorized

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