An Interview With Jay Martin, CEO At Talent Match

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Below is our recent interview with Jay Martin, CEO at Talent Match:

Q: For those who haven’t heard of it, what is the best way to describe Talent Match?

A: We like to think of ourselves as the national gateway for any sales, technical or leadership candidates from the document management industry interested in a change. With dozens of agreements with most OEMs, Mega-Dealers or small business dealers throughout the United States, we have opportunities for the entry level professional to the tenured, experience professional for specialized verticals, commercial, strategic, major accounts or organizations with a global presence. We place extraordinary leadership talent in positions of Sales Management, Major Account Team Leadership, Directors, Vice Presidents of Sales and Presidents of Marketplaces across the USA. If we cannot place talent within our community clients, due to timing or a lack of fit, we do our level best to assist the candidate in any way with the resources we have to complement their ongoing new job search. Our mantra of simply “helping people” drives a process where, eventually, everything falls into place for all parties.

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Q: Which types of businesses can use your services?

A: Any organization with a national frontline sales force. We believe our business model to be unique in that the pool of talent we work with have choices in careers in software solutions, capital equipment sales, marketing and incentive sales, energy and technical pre and post sales/analytics roles along with regional and national leadership opportunities.

Q: What’s the best thing about Talent Match that people might not know about?

A: How much horsepower we have to help people. We have over 40M contacts in LinkedIn, Facebook and various other social network platforms. We are in the top 1% of users for the LinkedIn network and participate on their advisory council. We have never solicited an organization for our services yet, have over 50 active clients nationwide. Without exception, they all came to us. Our staff work experience is either from software recruiting, industry recruiting, careers in sales and senior sales leadership. You will find a lot in common as a sponsored candidate working with one of our Directors.

Q: Your clients have the opportunity to participate in an interactive recruiting process. What exactly is it and how does it work?

A: On the client side, we will get a profile of a position they are seeking to fill, location, compensation range and an assortment of desired extras they would like to see in the sponsored candidates we present. Once we have the profile of the talent they are seeking, we post on LinkedIn, our website and other social media outlets. We utilize the tools offered in LinkedIn for the specific search of these candidates and in short order we can drive resume flow back to the client for their review and consideration. Should one of our clients be interested in one of the sponsored candidates we have presented, we then provide all the scheduling from the initial phone or in person meeting to the final interview. We are the sponsored candidate’s mouthpiece from beginning to end, including the compensation phase of the interview cycle. We coach and counsel where appropriate and will provide the bad news to an interested client, should our sponsored candidate wish to go in a different direction in their job search and vice versa.

On the sponsored candidate side, we have an initial conversation, we ask that they complete a TalentMatch Survey we provide for them to better understand their income needs, relocation options and career interests. We ask that they review our website that has over 100+ listings across the USA with dozens of new ones added every month. Once we identify an opportunity in sync with the sponsored candidate’s work history and interests, we then weigh a decision on whether the candidate’s resume may require some customization that is more directed at the opportunity we are sponsoring them in. Often, we will modify a candidate’s resume to link more directly their work history with the opportunity they have identified. Once this phase is complete, we present and present and schedule the candidate with our client contact all the way through to the final interview. We believe that this “hands on” approach is unique to the placement & recruiting activities for this space. We believe that this type of client and candidate care keeps all parties coming back for more of our unique service. We believe that the client and candidate experience with TalentMatch must be not only productive, but memorable as such an experience will always have them coming back or quick to provide a referral to expand our business as we produce results.

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Q: What are some of the main objectives for Talent Match going into 2020 and how do you plan to achieve them?

A: Given some of the recent additions to our staff, we have a keen interest in expanding our services to other verticals, specifically in the Cloud Services and Software realm. We see this as a HUGE growth opportunity in the years to come. We also see our model as being useful for consulting services to both the client and sponsored candidate. TalentMatch will be 20 years young in 2020. We look at 2020 as an exciting year for change, new challenges and remarkable market growth!