Robert Deignan is the CEO and one of the founders at ATS Digital Services, a company that offers digital assistance to its customers who are scattered all over the world. The company’s digital support ranges from general troubleshooting, connectivity issues among many others.
Deignan grew up in Fort Lauderdale, Florida, where he attended St. Thomas Aquinas High School. He later received a football scholarship to study at Purdue University where he graduated with a degree in Business management. Robert co-founded Fanlink Inc. after spending a short spell as a football player at NY Jets and Miami Dolphins in 1998 and 1997 respectively. He currently stays with his family in Miami.
Robert used the experience and knowledge earned from his previous job in a software company to start ATS Digital Services. While working there, Robert and his colleagues encountered difficulties in installing anti-malware products into machines owned by users. With time, they discovered the people who always blocked their efforts to do the installation and found a solution thereafter. They used one of their digital support agents to remotely link up with the user’s machine and remove the malware that blocked the installation of the software.
This strategy led to a massive customer satisfaction at the company and increased their trust in the brand. Together, they realized they could make money from successfully blocking the malware as well as ensuring that the computers are in good condition. When he later left the Anti-Malware Company, Robert tapped into this experience to help in the establishment of ATS Digital Services.
Speaking to Gazetteday, Robert highlighted some of the tips that have been key in his successful business career: First, Robert Deignan urges people to always trust their gut feeling when making both big and small decisions. According to him, doing something that feels right to you will always be well with you even if difficulties are experienced. Second, he advises people to always hire for culture, employers should strive to not only look at the academic qualification of an employee but whether the candidate meets the job requirements. Sometimes, highly intelligent employees turn out to be the bad ones.