David Werner International is a career advisement firm, typically for senior-level executives such as Presidents and Vice Presidents, located in New York. As President and Co-Founder of David Werner International, David Werner is recognized as an expert career advisor for senior-level executives. As noted in the Wall Street Journal and The Financial Times, David Werner International Corporation (DWIC) holds a distinguished global client portfolio highlighted by a 30-year history of success, as career advisors operating out of New York.

New York career advisors, David Werner International, address the issue of how displaced executives could scare off potential employers by revealing former salaries.

David Werner Advises on Revealing Your Former Salary

So will Companies be Scared off by High Compensation? The quick answer is Yes! However, it depends how you answer the question. According to David Werner, new york career advisor, most will try and avoid it and give reasonable answers like: “well, it all depends where it is located” or “I would need to know what my duties would be” or “what are your expectations for the business?”

These are legitimate responses but will not satisfy those who ask the question. The potential employer still needs a number – so give them a number. In the first few months of 2009, David Werner has had clients earning over $1 million and several more over $500K. How do David Werner International career advisors handle this issue so as not to scare off a potential employer?

Firstly, remember what John S. Reed, the former Chairman and CEO of Citibank, once said, “Money is Information.” Therefore, if you earn a lot of money, the assumption is that you are a high performer and worth it (you are innocent until found guilty). Why hide your light under a bushel?

David Werner’s Advice for Responding Appropriately

Furthermore, we would all agree that there are plenty of high earners without jobs who would be happy to get a good job at lower comp. The question is not what’s wrong with him or her, but rather, will they leave as soon as the economy turns? Therefore, it is important to presage a response by suggesting in subtle terms “I am looking for some place I can stay the next 10 years or so and be happy in my work.”

David Werner’s point, as a career advisor, is: HOW you say it is more important than WHAT you say.

“Jeff, my cash comp typically comes in two parts: a base salary and a performance-related bonus. I live off my base salary which last year was $225K and I do my best to save my bonus. In 2008 I was lucky, we all had a good year and my bonus was $550K. The year before I had a bonus of only $100K; we lost a chunk of money in Asia.”

Or

“When I joined the company I asked for a base of $250K and said I would really only be interested in eventually acquiring equity. My first year I got a bunch of options and a modest bonus – $100K. In my last year I cashed in my options when I left and my W2 was $1.5 million. We all did well that year. In other words I am more interested in a long term arrangement. Why? Because if I have the opportunity to turn around the business, you will be happy to pay me what I am worth and do your very best to make sure I stay. Right now I recognize cash may be tight and I would be happy to discuss a $20K a month to start.”

Or

“I am used to working on a base plus bonus. I am fully aware the industry is suffering and I know what I earned in the past will not easily be achieved today. I don’t expect it to be. Last year I had a base of $300K and a bonus of $300K. The previous year my bonus was $100K. Where I to join your team, I would be the first to recognize that my salary will have to be justified by my performance. Why don’t we discuss my coming on board for $20K a month for 6 months? After I have demonstrated my worth, we could firm up something for the long term – something that suits both of us.”

Remember: It’s not what you say – it’s how you say it.

Recent news addressing the job market and the economy suggest both may be moving into “more positive” territory and that the stock market may have already seen its lowest point in March.  Of course we have no way of knowing if this is a new trend or a false alarm.  However, we do know – to quote Jim Stewart at www.StewartGroupAssociates.com  (a senior level networking group dedicated to sharing information and leads on meaningful roles in the economy) that “in these unprecedented economic times, ‘elder statesmen’ executives are facing difficult transitions, especially those 55+ years of age who were highly compensated, in a single industry most of their careers and are unwilling to relocate.”

 Therefore the question that begs itself is – What advice can we give elder statesmen executives?  How can elder statesmen stand out in the crowd?  In my twenty odd years advising senior executives in transition, I can point to four areas below which they need to focus on to stand out in the crowd and, in doing so, they can address any concerns the hiring company might have.

 1. The best way to stand out in the crowd is to have someone make a third party introduction on your behalf.  For example:  “Fred, I suggest you see this guy; I hired him as an attorney to work with me to assist in restructuring the Company and I got more than I expected.  Not only was he hard working, dedicated and a man of high principle, he is also a multi-talented executive.  He made me a chunk of money.”

 2. Keep fit and look younger than 55.  That means ensuring that you are perceived to be younger (note the difference between perception and reality) -i.e. don’t give an aura of a smoker or drinker; imply you exercise a lot (even if untrue); avoid discussions about grandchildren.  At interview, move quickly and shake hands with greater than normal energy, speak louder than you might otherwise do, be up to date with the sports scores and if your daily hobby is tennis or jogging, make sure the interviewers know.

 3. Be up-to-date with technology – join the younger set!  Ensure that computer tasks performed by those younger than you present absolutely no challenge to you: email, Microsoft Office, Power Point, Google, Yahoo, Twitter, Facebook.  You don’t have to be a programmer.  Indicating you use both PC and Apple would be a big, big plus.  Don’t use AOL (too family oriented); I suggest gmail.  Subscribe to Citrix’s “GoToMeeting” and to “GoToWebinar” and also “GoToMyPC.”  Become a member of “Linked In” and join “Twitter” and “YouTube.”  In other words let people know that “you get it.”  Consider putting your computer and Internet skills on your résumé.

 4. Older executives work harder and are more persistent: They have operated in both good and bad times, are less greedy about salary and bonuses, often don’t need health insurance (already covered by prior employment), are more flexible, can accept interim or part time assignments, are prepared to travel back home at weekends and do what is necessary to “get back into the game’ knowing that when the good times return they will be perfectly placed to hit the ground running – having collected a wealth of new business contacts. Above all, older executives have many more references to fall back on; use them.  Surely, it’s much better others talk about you than you about yourself.  However the references must be from senior, credible leaders within your industry. Why not introduce yourself as:  “When I left GE last year to join a smaller company, the well-known CEO said to me ‘What do we have to do to make you stay?’.”  (We actually used this to great effect.)

 Remember the goal:  to get back into the game (and I don’t mean the golf course).  Finally the four thoughts above always at the forefront of your mind: be flexible; appear energetic; How am I perceived?  Am I employable? Am I offering value? 

 Finally, finally:  remember what Clement Stone (founder of Combined Insurance) described in his book “The Success System that Never Fails“  He was referring to Probability Theory: “The more people you present the policy, the greater is the probability of a sale.”  He also said:

“Tell everyone what you want to do and someone will want to help you do it.”

 About David Werner International:

David Werner International is one of New York’s top executive career marketing companies with over 30 years experience in executive career marketing and outplacement services for Presidents and Vice Presidents.  The company now harnesses the power of the internet where they have created personalized career portfolios for their candidates which act as a virtual showcase of a candidate’s history and proven success record.

 In addition to helping top executives transition companies, DWIC is also sought out by leading executive corporations to provide specialized marketing services to senior executives.    Throughout their 30 years of successful search and placement, DWIC has provided services to primary corporations such as Viacom, Shell, BFGoodrich, Mobay/Bayer, Pfizer, Time Warner, Alco-Standard, The Equitable, Contel/Executone, Booz-Allen, Tribune Broadcasting, Commercial Union, Revlon and more. 

 To keep up with David Werner and his advice on today’s ever changing job market, visit his blog at

Today’s job seekers are now competing with technologically advanced competitors who can exploit the power of the internet to create a web enabled playing field.  Candidates who can use technology to show case their potential will have a competitive edge over the rest.  Getting noticed in today’s market shuffle is becoming increasingly more difficult.  Utilizing online professional portfolios is one way David Werner International helps their candidates stand out from the rest.

Employers need to ‘build their own brand’ to market their experience and value to a potential hiring company.  The internet allows candidates to build personal websites and display these virtual portfolios which tell the story in a captivating and clear presentation, something words typed on a paper cannot. 

The online portfolio service offered by David Werner International is a virtual presentation of an elaborate resume which utilizes graphs and charts to show a candidate’s success and achievements.  The system helps prospective employers visualize the value a candidate can bring to their firm. 

An example of an online portfolio can be seen at  http://www.webportfolios.net/lab/cxo/

The web portfolio has four key benefits for job seekers.

1. The web based portfolio uses proven and targeted marketing techniques to present a compelling business case for an individual’s candidacy to potential employers.

2. Charts and graphs create virtual and multi-dimensional representations of talent and success stories, visually demonstrating a candidate’s value to hiring firms.

3. Hiring firms with this information at their fingertips can quickly engage in meaningful and results oriented conversations which can rapidly move the candidate ahead in the interview process.

4. The portfolio then serves as a permanent career asset for improving an online business profile and networking with other executives. 

The David Werner multi -media system allows candidates to showcase career strength and accelerate results in the market place.  The online portfolio technique reduces search time by employers thus speeding up the communication process between candidates and potential employers. 

For more information on David Werner, visit http://www.dwic.com/bios.html

Executive career marketing firms like David Werner International provide tailor-made guidance and personalized marketing services to accelerate the period of career transition.

One technique David Werner is using to gain rapid response from desired employers is posting virtual career portfolios online. The portfolio acts as an interactive and exploratory resume of the candidate’s career history, proven track record, and unique selling points. The portfolio is complete with graphs and charts which enhances the communication between a candidate and a potential employer. The David Werner multimedia system allows candidates to showcase career strength and accelerate results in the market place.

The virtual portfolio can be seen online at http://www.executivebio.net/charlestruman/
DWIC specializes in marketing to senior executives, Presidents and Vice Presidents, typically earning base salaries of at least $250K. Throughout their 30 years of successful search and placement, DWIC has provided services to primary corporations such as Viacom, Shell, BFGoodrich, Mobay/Bayer, Pfizer, Time Warner, Alco-Standard, The Equitable, Contel/Executone, Booz-Allen, Tribune Broadcasting, Commercial Union, Revlon and more.

To create your online career portfolio, visit http://www.dwic.com/contact.html to get started with David Werner International.

David Werner International, an executive career marketing firm in the New York area, announced unprecedented services for executives in transition.   The ‘employment experts’ have expanded their career marketing services to include a 3 month service program.  The standard DWIC program is 8 months.  The fees for the optional 3 month program have been reduced – however David Werner is still guaranteeing to deliver the same quality product.

The announcement was put forth to help displaced executives remain positive and proactive in their search for new employment.  As the country faces its worst recession in decades, David Werner wants to ensure that their clients can still benefit from the DWIC career marketing program.

Company President and Founder, David Werner, commented, “We recognize the economic crisis we are all now facing.   However, we are optimistic and not discouraged and we continue to find new ways to help our clients. The fees for the optional program have been reduced but with a greater emphasis on the back end- our success fee.  Furthermore, this new option allows our clients the ability to extend the program, if necessary, beyond the first 3 months.”

About David Werner International
David Werner International Corporation (DWIC) provides personalized, one-on-one confidential marketing services for senior executives, typically Presidents and Vice Presidents who wish to make career transitions.  DWIC is also retained by Fortune-size companies to provide high-level outplacement services for senior executives (on a one-to-one “basis”).

Mr. David Werner is recognized as one of the foremost experts in Marketing Senior-Level Executive Talent. As noted in the Wall Street Journal and The Financial Times, David Werner International Corporation (DWIC) holds a distinguished global client portfolio highlighted by a 30-year history of success. His expertise on employment matters has been featured in Forbes magazine in an article entitled “Headhunters in Reverse,” and he has received broadcast attention on both FNN and CNN channels. David Werner plays an instrumental role in maneuvering throughout the global business network in harmony with industry trends and market climate on behalf of Senior Executives.

Executives or corporations can find more information on these and other services offered by David Werner International by visiting them online at http://www.dwic.com