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Beyond the Hourly Rate: What to Consider When Determining Temp-to-Perm Pay

October 31st, 2019

Determining the rate for consultant work is not as simple as breaking down the annual salary for a permanent employee.  If you are looking at hiring highly skilled temp-to-perm staff as part of your team, consider the following before you set an hourly or daily rate.

Accept that you’re paying a premium. The first step in determining the rate is accepting that you’re likely going to pay a premium for the work, particularly in high-demand areas like technology. As the employer, you determine both the contract length and the job security for your contractor. Therefore, skilled & available contractors demand a premium for this lack of control over their job security.

What is your end goal? Are you looking for a seasoned consultant who might consider taking on a permanent position?  Or, is your goal to hire an employee who traditionally works permanent positions and is eager to make a temp job, permanent? Advertise your job in a way to attract the type of person that you are seeking.  Their background may determine how you approach your rate strategy.

Evaluate your past success with temp-to-perm employees. If you have used the temp-to-perm model before, take a closer look at your process.  How did it work out? Were there any surprises during the conversion process? Self-evaluation is a powerful tool to improve and streamline the contractor & temp-to-perm hiring process.

Consider the consultant’s added expenses. It’s easy to see your potential cost savings from contract employees in the form of expenses like health benefits or retirement contributions.  But your savings are costs that a contractor will likely still need to cover during their tenure with your organization.  

Acknowledge what the consultant is lacking.  Beyond the added expenses that a consultant will need to cover, it is also important to recognize that consultants will lack benefits and perks that permanent employees enjoy; paid vacation days, paid holidays, paid sick leave, employer contributions to retirement plans, equity, bonuses, etc.  

Your goal is to attract in-demand contract talent who can hit the ground running and solve your business needs now. Attracting this talent goes beyond an the hourly or daily rate. Experienced consultants who are experts in their fields are in high demand. Making a fair contract offer now will not only make the short-term contract look attractive in a competitive market, but it establishes a positive relationship if a permanent position is on the table after the contract.


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Talener Hires Paul Staffier, Business Development Manager in Boston

October 28th, 2019

October 21, 2019 – Boston, MA – Talener welcomes Paul Staffier to Talener Boston.  Paul joins Talener with significant staffing and business development experience. A graduate of UMass Amherst, Paul has spent the last twenty years in the recruitment & staffing industries.  His business development knowledge from working with high-growth firms and startups with be an asset to the Talener team. 

Paul’s background includes time at Monster.com, H3 & JobMagic where he excelled in account management, sales & business development positions.  Paul’s experience has led him to undertake a collaborative approach to developing strong relationships with clients; working on their behalf to find creative solutions to their business needs. 

“I have worked with Paul in multiple industries over the course of his career,” says Boston Director of Business Development, Jed Pillion, “He brings a lot of experience to Talener and I am looking forward to partnering up with him again.”

As the Business Development Manager, Paul will work closely with the team to nurture & foster business relationships within the Boston metro.  We are looking forward to having Paul’s entrepreneurial spirit and drive at Talener.


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 Metros.

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Talener Welcomes Pete Klochaney

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.

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Leveraging Talener’s Company In Method

October 10th, 2018

CLIENT OVERVIEW

Located in New York, this not-for-profit organization has over 100 years of experience in the entertainment industry.

THE CHALLENGE

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.

RESULTS

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.

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The Art of the Technical Resume

March 4th, 2016

Businessman Reading Resume

This article includes sections from a Talener article originally posted on DC InnoClick 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

 

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