1. TALENT CONNECT PROGRAM
“Bridging the gap between employers and talent”

2. Who is STProfessionals?
 Spin-off from STLogics
 10 years of staff augmentation
 Application Development, Big Data, QA, Mobile
 Professional Jobs
 Evolved from hearing the needs and frustrations of the clients
 Certain skills are hard to find
 The market is fighting over the same talent
 Good talent is expensive
 Baby boomers are retiring
 Preference is for local talent
 What is driving the skills gap?
 Gaps in education
 Gaps in wage expectation
 More complex roles
 Educational institutions not able to keep up with new knowledge and
tools

3. Embraced this challenge and looked at it as an opportunity to
adapt to the market and provide clients more value; thus Talent
Connect was created as a means to bridge the gap between the
employer and professional talent
Why?
Constricted
budgets
Agency
consolidation
Industry changes
The push to
reduce operational
costs
The need to
improve employee
productivity
The need to
Why?
Untapped pool of
professional talent
Intelligent fresh
grads seeking
meaningful careers
Talented women
looking to re-enter
the workforce
Professionals
seeking career
changes
Professionals that
have fallen behind in
technology

4. Solutions for your hiring/talent/skills
challenges:
External Skills Development
(Custom Staffing)
Internal Skills Development
( In House Skills Upgrade)
 Identify the Challenge
 Assess
 Determine Job Tasks, Duties,
KPI’s etc.
 Pre-requisites for external
resource
 Determine hire arrangement
 Fee Arrangements: Contract,
Contract to hire, Direct Hire
 Analyze, Present Data
 Source Externally
 Upgrade Skills
 Identify the Challenge
 Assess
 Determine Job Tasks, Duties,
KPI’s etc.
 Analyze, Present Data
 Train and Develop Existing Talent
 Client responsible for training cost

5. STProfessionals Approach
Stage 1
• Business Assessment
Stage 2
• Candidate Search
Stage 3
• Skills Upgrade
Stage 4
• Deployment

6. External IT Skills Development
Examples
 .NET Dynamics CRM
 Systems Administrator  Systems Engineer
 Help Desk  Jr. Systems Administrator
 Project Manager  Program Manager
 Business Analyst Project Manager
 Cobol Programmer  .NET or Java
 Developer  Architect
 Manual Tester  Automation Tester
 Java Hadoop
 Java  BPM
 Business Analyst  Scrum Master
 Windows Admin Linux Admin
 Unix Admin  AIX Admin

7.  QA Analyst
 Interest in .NET
 Skills upgrade: asp.net, C#,
SQL & advanced .NET
 Deployed to the State
Department of Health
 Custom developed a
scheduling and claims
application
 Needed a call center
 Carefully sourced and
screened individuals
 Trained within the custom
application, trained on how to
answer phones, script, accent
training, etc.
 Have successfully ran this
call center for 2+years
State of Indiana WellPoint/Anthem/LCP
We already know this model
works!

8. Case studies continued:
IUHealth
 Client staff lacked the necessary skillsets to produce
high-level Tableau reports
 Vendor training cost-prohibitive
 Assessed and provided solution: a cost-effective advanced
Tableau training course
 Our Tableau trainer spent 15 hours
 Tableau users were able to:
 Build advanced chart types and visualizations
 Build complex calculations to manipulate data
 Work with statistics and statistical techniques
 Work with parameters and input controls
 Implement advanced geographic mapping techniques and use
custom images and geo coding to build spatial visualizations
of non-geographic data
 Build better dashboards using techniques for guided analytics,
interactive dashboard design and visual best practices

9. THE FINANICAL IMPACT: This is a way to get
good talent within your budget for a sustained
period of time
 According to
CareerBuilder, on
average, employers
lose more than
$14,000 for every
job that stays vacant
for 3 months or
$4,666 per month
 Loss of productivity
 Delays in projects
and timelines
 Loss of captured
revenue
 Overworked staff
Financial Loss
The impact to your
organization

10. FINANCIAL INCENTIVE
 MID LEVEL .NET DEVELOPER FOR STATE OF INDIANA
 $84.00/HOUR
 OUR .NET DEVELOPER (FORMER QA)
 Bill at $60/HOUR
 YEARLY SAVINGS OF $49,920= 29% cost reduction

11. Financial Incentive-larger scale
Scenario:
Product
Manufacturin
g Company
Prefers Full
Time Direct
Hires
Has the
following
departments:
HR, Finance,
Sales &
Marketing, IT,
Supply Chain
Management
Role
Departmen
t/Function
Status Quo (US
median annual
salary)
STP Solution
cost
(average
salary)
How?
Annual
Savings
Systems
Engineer IT $ 97,750.00
$
78,200.00
Skill upgrade an external
Systems Administrator $ 19,550.00
SAP FICO
Consultant Finance $ 89,000.00
$
71,200.00
External skill upgrade a
financial analyst $ 17,800.00
Digital Marketing
Manager
Sales/Mark
eting $ 66,000.00
$
52,800.00
External skill upgrade a
web developer $ 13,200.00
Supply Chain
Manager
Supply
Chain $ 81,378.00
$
65,102.40
External skills upgrade a
Logistics Manager $ 16,275.60
Total $ 334,128.00
$
267,302.40 $ 66,825.60

12. Status Quo vs. STP Solution
Cost
$0.00 $100,000.00 $200,000.00 $300,000.00 $400,000.00 $500,000.00
Finance
IT
Sales/Marketin
g
Supply Chain
Sum of
Status Quo
(US
median
annual
salary)
Sum of
STP
Solution
cost
(average
salary)

13. Business Benefits
 Resource Optimization and Cost Reduction
 20-30% cost reduction over regular talent
 Recruitment Process Simplified
 Quick Turn Around Time
 Business Assessment by STProfessionals
 Risk Mitigation
 Manage Attrition
 Customized Skills Upgrade

14. Why STProfessionals?
 Helps solve challenges right now!
 Quick turn-around
 Cost-effective solution
 Different approach to cultivate and retain your
internal talent
 Different approach to use and develop great
talent that already exists in the market
 Helps with the baby boomer retirement
concern