May 7th, 2019
Talener is excited to welcome Pete Klochaney to our team as a Senior Technical Recruiter. Pete will be delivering top talent to our key accounts in New York. With more than 20 years of experience in the recruiting business, Pete brings instant offense and his impact will be felt immediately. Prior to joining Talener, Pete was a Senior Technical Recruiter for United Technologies, the President of Luna Staffing and an Office Manager for a nationwide staffing agency.
Throughout his experience, Pete has worked closely with Talener CEO, Mike Dsupin, EVP, Henry Boulos and Brian Samela, another Senior Technical Recruiter at Talener.
“We are thrilled to have Pete join us! He shares our passion for delivering great job opportunities to candidates, he’s extremely talented and an overall amazing person”, says Mike Dsupin.
Pete’s experience has taught him how to approach this
industry professionally, aggressively, and with empathy. He has enjoyed
recruiting for the joy he sees a candidate experience when they get into their
dream job or begin a new career. Pete is excited to assist in the impact to
continue to grow Talener’s presence in the New York IT community.
Started in 2007, Talener is a technology staffing practice headquartered in New York City. Talener matches top tech talent with leading organizations across industries in Boston, Chicago, New York City, & San Francisco Metro areas.
Tags: IT, New Career, new job, ny, NYC, recruiting, Senior Technical Recruiter, staffing, tech, tech jobs, technology
Posted in Uncategorized
October 10th, 2018
Located in New York, this not-for-profit organization has over 100 years of experience in the entertainment industry.
The incoming CTO conducted a review of the current technology teams and structures. It was determined that an on-shore QA team was needed; including both manual and automated QA Engineers. The client desired to fill these contract-to-hire positions quickly. They knew what type of talent they desired, had a clear idea of the qualifications needed, and had defined the contract duration and hourly pay rates.
Talener had an existing relationship with them through the Product & Project Management team in New York. When Talener’s QA recruiting team became aware of an open QA position, it was a seamless transition from one Talener team to another.
THE TALENER SOLUTION
Talener sourced three automated QA Engineers through its database of existing candidate relationships as well as traditional recruitment methods. With specific requirements given from the client, Talener was able to turnaround these candidates quickly. After meeting three candidates for the automated QA position, the client decided to hire all three for the team.
Additionally, they had a need for a manual QA Engineer. Talener encouraged the Company In method. The Company In allowed the client to come into Talener’s office for an afternoon and meet six candidates in succession. Talener received immediate feedback from both the client and each of the candidates, leading to quicker turnaround time. This method was appreciated by the hiring managers since Talener set up all of the interviews in one block time. They were able to compare and contrast candidates more efficiently.
The Company In was successful in providing qualified candidates in a short period of time. The one manual QA position turned into three contract-to-hire job offers due to the caliber of candidates recruited by Talener for the Company In.
In total, eight candidates were hired through Talener by the client within 10 days. Additionally, the trust and success of the Company In prompted them to ask Talener for two additional QA positions to be filled one week later. These positions were filled through two phone interviews after being recruited, screened, and pitched. Knowing the company’s methods, desired candidate skills, and their hiring structure, Talener was able to secure two additional hires for the QA team.
If you would like to learn more about Talener’s Company In method, please reach out at 917-720-1080.
Tags: candidates, Case Study, Communication, Company In, entertainment, feedback, hiring, IT, jobs, New York, new york city, ny, NYC, qa, recruiting, Success Story, tech, technology
Posted in Talener Blog, Uncategorized
March 4th, 2016
This article includes sections from a Talener article originally posted on DC Inno. Click here to view the original article in its entirety.
There is an art to resume writing. There is an even finer art to writing a technical resume that highlights your skills as a developer, without overwhelming a hiring manager with tech stacks that crowd the page. So how do you master the skill of resume writing and avoid some big pitfalls along the way?
It often takes hiring managers less than one minute to scan through a resume and decide whether you move to the short list of resumes or not. One minute. It might seem unfair or downright crazy that your job search is based on less than 60 ticking seconds. Jobs can have hundreds of applicants; especially if you live in a thriving metro area.
So barring any major spelling mistakes, formatting issues, or illegible fonts – we’ve highlighted some of the biggest offenders we see on tech resumes as well as included links to some great overall resume advice.
It’s too long.
We’ve seen resumes 10-15 pages long (seriously). The resume is filled with projects, every last detail about the tech stack you know and have seen once in your life. Longer is not always better. This is where the age old, quality over quantity is imperative. If your best qualifications aren’t on the first two pages, you’re selling yourself short.
Rule of thumb: no more than three pages for a general resume. And this is generous according to the Talener NYC Director, Kim Siembieda. Junior candidates shouldn’t exceed 1-2 pages, and mid-level should stick to two pages. Your resume should introduce your skills; you are there to tell your story.
It lists every technology you’ve ever seen.
And you can’t explain how you have used them. Rule of thumb: If a hiring manager closed their eyes, moved their index finger around and pointed to a technology on your resume, would you feel comfortable answering in depth technical questions about it? Sound crazy? It happens more than you think. Be prepared to explain the smallest line on your resume, not your biggest project.
If you really want to illustrate the scope of your abilities without overselling yourself, add in a section that lists technologies that you are familiar with or have seen in action before.
Education: Check. Experience: Check. Motivation…
It’s great that you went to a top school for your CS degree and have three internships under your belt. But if you haven’t gotten a job right out of school and need to go through the interviewing gauntlet, then you need to show your motivation for finding a job and continuing your learning. This is critical for bootcamp grads as well. Include associations, tech groups, meetups, hack-at-thons & trainings outside of work. Show your motivation!
Looking for more information about technical resumes? You can always reach out to a Talener team member, contact us, or check out some resources from some of the companies we have worked with, below:
Technical Resume Templates – Dice.com
Technical Resume Templates- Monster.com
How To Write A Developer Resume That Will Get You Hired – Business Insider
Tags: 1099, career, consulting, contract work, contracting, developer, Engineer, interview, inverviewing, job, job hunting, job search, resume, technical resume, temp, temp to perm, w2
Posted in Career Tips, Talener Blog, Uncategorized
February 17th, 2016
In the interviewing gauntlet, there are always tips and tricks for getting through an interview. If you’re a new bootcamp grad, check out this brief interview guide of Do’s & Don’ts for getting through the process:
Be prepared to talk about what you did before the bootcamp
- Why? – You want to focus on any skills that could carry over to a new engineer role: communications skills, client facing skills, analytical work, etc.
Know why you left your old role and WHY you moved into software development
- Why?- Someone doesn’t leave a role to learn software development just because (unless they are independently wealthy, in which case…they probably don’t need the job). Know specific reasons why you are making the transition: new skills, complimentary skills, job market, etc.
- Why? – Show your passion for technology and what it means to you moving into a new role/industry/company
Know our languages and how to talk about them in real world applications
- Why? – Theoretical knowledge of a language is not the same as having used or being proficient in a language. Know your languages like the back of your hand and know your weaknesses with those languages even better.
- Why? – You will be asked about projects. Bootcamp grads may have compacted development into a much smaller time frame than traditional CS grads so it’s important to have a concise outline in your head of projects, professional work, and personal investment.
Practice your answers
- Why? – The more you practice, the more clearly and concisely you will be able to give confident answers.
Research the company before the interview
- Why? – It shows interest in their product, industry, structure, and services. It also means that you’ve taken the time to analyze their current market and give you an opportunity to let them know how you will help.
- Why? – So you can ask questions of the interviewer. If you have done thorough research, you can ask questions regarding development of new software, team structure, etc. This turns the tables and takes you out of the hot seat for a while.
Know how you want to grow
- Why? – It shows forward thinking and an understanding for learning, mentorship and the future with the organization. This doesn’t mean you have to have a five year plan. It is simply an open door for guidance, continued training, and growth. “I’m comfortable building the back end of Ruby on Rails web apps on day one, but I’m looking forward to expanding my front end skill set as well.”
- Why? – It gives you challenges that you want to overcome. You are motivated to overcome them. Provide specific past examples of challenges that you were able to take on.
Have your portfolio memorized inside and out
- Why? – This shows drive and organization. You should know every last detail your personal projects, live apps, published work & Github. You should be able to explain the process from start to finish without missing a beat.
Articulate your experiences
- Why? – If you are speaking with someone who is non-technical, this is where your past background and commuication skills are key. This is the difference between knowing what you do vs. HOW and WHY you are do it. Help your non-technical interviewer vizualize your work.
Go into too much detail about your previous career
- Why? – You want to spend a few minutes talking about your previous career but if it isn’t entirely relevant to your new industry/ company/ skills set, it may draw focus on reasons you are less qualified for this new career.
Be too selective on the industry, company size, location & compensation
- Why? – If you’re a new grad with no experience at all, then there is no reason to like or dislike on specific aspect of an industry, company, or size. If you would like to focus on a certain area of work, do your homework about the companies within the industry, how their software teams are made up, and what they consider to be fair compensation by looking at their job boards. One year of professional software development experience will make you significantly more marketable and allow you to hone in on your dream job with much more ease. Don’t settle, but be flexible.
And, as always, standard interview rules apply: be early, dress to impress, prepare questions, bring a resume (even if they have one), and avoid strong sensory markers that someone might associate you with, instead of your skills ( strong cologne, nail polish still drying from your subway ride, etc.
Posted in Career Tips, Talener Blog, Uncategorized
February 1st, 2016
While on a client visit at a few weeks ago, the term “passive candidate” came up in our conversation. The hiring manager explained that they recently had a candidate who turned down their offer. When we asked why, they explained that they turned it down because they were a “passive candidate”.
Later on, a colleague and I spoke about what it really means to be a “passive candidate”. The definition in itself is simple: it’s anyone who is actively working. In order to on board a passive candidate, an offer from a different company needs to be “better” than their current position. But this is where the simple definition weaves itself into a spider web of complex emotions, needs & desires. “Better” does not mean the same thing for everyone. If you have a family, perhaps it’s monetary or stability. If you are beginning your career “better” could mean team size or the latest and greatest office perks.
My intention is not to lump passive candidates into one pool. Rarely does one factor (let alone the same one) influence the decision to leave one role and accept another. If your spouse is making $1m annually as a brain surgeon, your primary motivation may not be remuneration centric. But, you never know.
A few week ago, Mark Zandi, of Moody’s predicted full employment by mid-2016. What does this mean on a macro level? Companies are competing for top talent and their roles may not look as appealing as they were during the recession.
As the owner and CEO of Talener, I would hate to think that someone could offer a better opportunity than myself. I know that individuals are drawn to certain roles and my goal is to constantly find people who are drawn to mine.
Getting to the root of what someone “wants” and what is “better” isn’t quite as easy as asking them…”so, what do you want?” While we start by asking each candidate what they want in their next role, this only scratches the surfaces to the true needs and desires that each individual has. Honing in on specifics gives us a detailed portrait where we can see the individual brushstrokes that make up the overall picture.
So…what do you want? We ask our candidates, and you should ask yourself what you really want and need from your next role. Industry? Title? Technology? Location? Work from Home? Salary? Benefits? Organization Size? Start Up? Public Company? Often we compromise of the size of a company in order to get the ideal title or location. But if the healthcare industry is part of your future ideal job- let us know! We don’t want to miss anything that is important to you.
As we start the New Year and we’ve all had our fill our holiday festivities, one of my favorite ways to describe this process comes from watching “A Christmas Story”. Ralphie has brain freeze while on Santa’s lap and agrees that he wants a football for Christmas. But, as he slides down, away from Santa, he remembers what he really wants: an official Red Ryder Carbine Action 200-shot range model air rifle.
The lesson here is to ask twice and to be careful not to lead someone towards a role that they would like, but it isn’t really want they want or need. It is as much our responsibility to ask and ensure that we understand as it is yours, the passive candidate.
Simply saying that a role was turned down because someone was “passive” doesn’t get to the real reason that the offer is unaccepted. Without placing blame, we have been taught to hold our cards close. Because revealing everything means showing our true desires, insecurities or hot button issues. A role that is passed up doesn’t mean that it is not attractive or desirable- it just means that it wasn’t “better” for that candidate.
This needs to be a two way street. We, as recruiting professionals, need to support candidates in their current role. Something new is not necessarily always better. Sometimes the best advice we can give to a candidate is to stay put. This doesn’t mean that we don’t have something for them or a role that could fit their job searching criteria. It means that we’re looking out for your best interest in your current role. Technology has been very forgiving to those who move from role to role. New Software and startups move quickly and wait for no one. But sometimes our best advice is to stay put.
At the end of the day, very few candidates that are truly passive. And very few candidates can tell you that absolutely nothing, no other role, no other location or salary could be better. So does that mean that everyone is an active candidate? Not necessarily. With full employment coming into mid-2016, for the first time in a few years, companies will be dealing with “active recruits” in addition to “active candidates”.
So in this ocean of candidate labels, what does it all mean? Active recruits are going to cost more than an active or passive candidate. You want them. You pursue them. A fresh faced college student with a Computer Science degree could command close to $100k without having worked a day in the field. Some of the largest companies compete for top talent, paying premiums to recruit active candidates.
Our goal, as a company, is to ensure that our clients are getting the best candidates who know what they want and how they will fit into their structure. But our goal is also to provide candidates with job opportunities that give them what they want.
Instead of lumping everyone into a category, we need to consider where the candidate in their search (if there is one) and where a client stands on a position. Step back and ask yourself these questions before you blame a passive candidate or, if you’re the candidate, what would be “better”:
While these are only a few of the questions the clients and candidates should be asking themselves as they sort through their needs and wants, it is insight into how involved the hiring process is- no matter which side you are on. Human emotions and needs can derail a slam-dunk offer, no matter how great. If it isn’t the “better” that candidates are seeking out, then it won’t work. So passive, active, or recruit- your better, by better, and their better will never match 100%.
Tags: article, Blog, Boston, candidates, Chicago, consulting, contract, job hunting, job seeker, jobs, LA, Los Angeles, New York, new york city, NYC, passive candidate, permanent, san francisco, talener, temp to perm, temporary, united states, washington dc
Posted in Talener Blog, Uncategorized