The Talener New York team recently promoted William Ware to Lead Relationship Manager. William has worked hard to build his personal brand at Talener, and his promotion is a reflection of his hard work, strong character, and desire to grow.
We sat down with William to get his take on his development
and what he’s learned about himself over the past few years.
Looking back on your first day here, how do you think
that you have grown personally and professionally?
Professionally, I have grown immensely – both in staffing
and as a businessperson in general. It
is an amazing opportunity to work with clients; learning how to provide the
best service possible to them. I’ve
truly learned to take myself seriously as their business partner.
Personally, my confidence has grown, and I know that I can
talk to anyone about anything. It makes
it so much easier to keep conversations flowing.
What keeps you going when you’re having a rough week
I tell myself that there are ups and downs that come
naturally in a ‘people’ industry. I remind myself to try and stay on course. There
are also so many ways to contribute to my team positively; so, in a down month,
it’s important to see how else I can be useful to the overall success of my
is one thing that you have learned along your career path thus far that you
wish that you had learned at university or from someone in the professional
world before you started working?
I wish I had learned to handle ups and downs and to not to
be emotional or frantic when something doesn’t go right or when I didn’t get
the result I wanted. I think I’ve learned that if my process, habits and hard
work are constant, the end results will come as well. This took me a long time
to properly learn.
are your keys to success?
I think that there are several keys to success – all working
in parallel. I understand where I need to allocate my time in order to have the
most impact on a day. I have also
learned to truly care about my interactions and the impact that I have on my
clients, candidates, and colleagues.
This drives me to deliver for each of these people. Likewise, I’ve had
great teammates and mentors during my time at Talener, and they have helped me
to find my success.
have your communication skills developed?
I am much more direct now. I believe that people are always
looking for clarity above anything else.
I’ve found that I’m much more personable with candidates than I was at
the beginning. I make an effort to get
to know the person and strive to have longer and friendlier phone calls.
do you deal with potentially uncomfortable situations?
I think the best way to deal with an uncomfortable situation
is to dive in head-first. This is an industry in which you are impacting
people’s lives in a very significant way. There are often difficult or awkward
situations that arise. They cease to be uncomfortable the more that I encounter
Tell me about a time that you dealt with an unexpected
Recently, a candidate verbally accepted an offer and we got
the go-ahead to send them an offer letter. However, between the time of verbal
acceptance and written acceptance, he received a call from his dream company
asking him to interview. We worked with
him so that he could interview for the new position, while continuing to manage
and maintain our current client’s expectations.
Our ability to remain calm about the situation and give
things a chance to work out (when it looked like they wouldn’t), gave us an
advantage. We already had a great
relationship with the candidate, and we showed transparency on both sides. In the end, our candidate accepted our offer
over his dream company.
do you see yourself in your new role as a Lead Relationship Manager?
I’m excited to be a Lead Relationship Manager moving into
2020. It’s going to be a great year of growth for our team and I’m excited to
be a part of that. I look forward to training and working with more new hires
as well as growing our client list. I’ve been able to build great relationships
with those on my team as well as with clients and candidates. I hope to
continue doing that this year.
While there are only a few days left before the New York City Salary History Inquiry Ban goes into effect, Talener has been preparing for its enforcement for the past several months.
In May, NYC Mayor Bill de Blasio signed an amendment into law barring employers or staffing agencies in New York City from asking candidates for their compensation history. Likewise, those who represent companies with jobs based in New York City will be prohibited from asking candidates about their compensation history. This includes base, bonuses, equity, etc.
In an open letter, Talener CEO, Michael Dsupin addressed the true intent of this law: closing the wage gap by ending perpetual underpayment that may follow someone throughout their career. Beyond compliance and words of support, Talener has taken strides to embrace the law by exceeding requirements – applying it to the entire company, beyond New York City.
The following steps are being implemented across all six Talener offices:
Talener has introduced a company-wide policy to no longer ask candidates about their compensation history
Training is being provided to employees to ensure they fully understand this policy
Talener employees have read and agreed to upholding our policy of no longer asking about or recording past compensation history
Digital and print brochures outlining the law and our internal policy are available to all clients and candidates in our offices or upon request
Brochures geared at candidates explain why they should not disclose their compensation history to us at any point in the interviewing process
In the case that a candidate accidentally brings up their compensation history, Talener will inform them that this information will not be recorded or used
A time and date-stamped note will be added to Talener’s applicant tracking system in the event that a candidate does disclose their compensation
Compensation history that is already known (past candidates / past placements) will not be shared or used
We will continue to prepare and educate our staff, clients, and candidates about the steps we are taking to be compliant with the law. But ultimately, Talener is embracing inclusive hiring practices and the value of closing the wage gap that this law addresses.
For more information about the law or to learn more about the steps we have taken, please contact us.
Last month, the New York City Council voted to implement a NYC Salary History Inquiry Ban in November and I am excited to announce that Talener will take an aggressive approach beyond the NYC law and embrace the pure intention of the law – extending it to all six of our offices nationally.
The salary inquiry ban prohibits employers (including staffing agencies) from inquiring about a prospective employee’s salary history during any stage of the hiring process. This is just the tip of the iceberg towards leveling the playing field and eliminating discrimination biases.
By removing an often-uncomfortable conversation surrounding previous salary, we can be even more focused on improving our interactions and relationships with our clients and candidates. Relying on previous salary history perpetuates a life-long wage gap that focuses on previous compensation instead of the core skills and competencies that a candidate has attained.
Moving forward, we will educate candidates about the new law and how we are addressing it. Early feedback from candidates has been well-received. They are often hesitant to divulge compensation history, so this is a welcomed change.
We will refrain from discussing candidates’ compensation with clients as well. Rather, we are speaking with them about what candidates are looking for in their next role. Thus far, our clients have been receptive. Many have indicated that we are the first agency to bring up the changes that the law will encompass.
As an industry, we are programmed to ask about salary. It will take some time to retrain and replace our reflexes; but I am confident that this is the right direction for everyone involved.
I am embracing this change as a positive move forward. This is a learning experience for everyone involved and I will personally take a hands-on approach towards educating our staff, clients, and candidates. We are committed to eliminating the wage gap by diminishing discrimination and ultimately perpetuating inclusive hiring practices.
Talener is excited to welcome Jed Pillion as the Head of Business Development in the Talener Boston office. Jed joins Talener after serving as the Managing Director for ExecuSearch for 6 years where he opened and built their Boston office from the ground up. Prior to working at ExecuSearch, Jed was a Sales Manager at Axceler and a Regional Director with Stride & Associates. In his time at Stride, Jed worked and built a strong relationship with Talener’s CEO, Mike Dsupin and EVP of Sales, Henry Boulos. His extensive background in the IT staffing industry will serve as a growth catalyst for Talener in Boston.
Jed has worked in IT recruiting for over 16 years and in five major markets across the United States. His hope is that his years of experience will help grow Talener both internally, by mentoring our junior employees, as well as externally, through new enterprise accounts. Additionally, Jed will be working with existing clients to solidify these relationships in Boston.
On joining Talener, Jed said, “This role is a culmination of my IT business development background. Focusing on business development allows me to work closely with key accounts while fostering deeper and more meaningful relationships.”
If you would like to learn more about Jed’s path to Talener or have questions about IT needs at your organization, please reach out to him, here.
Talener opened it’s doors on April 2, 2007 in New York City. Founder and CEO Michael Dsupin started Talener with the desire to offer the community an IT Staffing firm that placed a focus on contract and temp positions.
Mike has been in the IT Staffing industry his entire career, starting with Stride & Associates in 1995. After a successful run spanning 13 geographies and including startups and turnarounds, he found himself looking for the next challenge. Stride had been a purely permanent placement agency. With a team of 5 former Stride owners backing Mike, he founded Talener, which began as an agency focused on the temp/contract space. Starting with a team of 3 others (who were new to staffing), Talener generated $1.7 million in revenue in its first 9 months in 2007 (April-December) and $2.4 million in revenue in its first 12 months.
While Mike was always optimistic about his ability to grow a successful business, his only thought on that first day was landing the company’s first client and first candidate. Talener’s first placement, in its first month, was Alex Nicholas at World Now; that same month, Talener made a second placement, Rahul Trivedi at Dexia Credit Local. When asked if his vision has changed over the past 10 years, Mike was confident that his original vision is still the one he lives by today: “Success and growth of a business is never something that I take for granted. It starts with a new client and a new job every day. These are the lifeblood of our organization. Delivering a great experience to every candidate and every client will ensure that we continue to grow into a great business”
While Talener has seen vast success over the past 10 years, they have also faced challenges like any other company. Their biggest challenge has been the communication of their message. “I know that every Client we call is not hiring immediately or today, but I know they will and when they do, I want them to think of using us. I know that we are not able to fill every position we work, but I want an opportunity to fill them all… We are in the service business and providing everyone the full Talener experience can get lost in a phone call, in an interview and during some interactions with clients. With the amount of attempts we make, it’s hard to guarantee that the message is delivered every time and that is something that I would never tolerate in any office/team that I sit in.”
Mike’s best advice he had to offer himself 10 years ago is to push yourself and step out of your box by doing something you never though you would: “Growing up, I worked in a Subway and worked with the owner very closely and I thought, after that experience, that I would never want to own a business. When I was in College, I also said to myself that the last place in the world that I would ever want to work would be NYC.” He also wishes he had “taken more notes/videos/pictures of all of the great times that I have shared with the staff, the candidates and the clients along the way. Without them and all of their help, we wouldn’t be where we are today.” Besides his family, Talener is the most important thing to Mike. He defines success as the look on somebody’s face when they get a new job; that’s how it’s known that everything has been done to successfully complete the goals set.
While Mike doesn’t foresee himself slowing down anytime soon, he has a big vision of continued growth and success for Talener in the future. He wishes to continue the building of deeper relationships with local communities, re-engaging with former colleagues who may have left the company, hopes to expand to new geographies while continuing to expand the business in other aspects. In the long-term when Mike eventually retires, he wishes to see Talener continue its journey to placing clients and candidates with the best position for them.