Kishore Sripada

The average tenure of DevOps Engineers in Australia isn't good enough. 90% of the people who voted on last week's poll felt that you need to be in a role for at least 2 years to be considered a 'good hire'. According to LinkedIn data, the average tenure in the industry is only 1.7 years. So does that mean the majority of hires can be considered bad? Or does it mean the majority of jobs out there aren't good enough to keep bums on seats?

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Most tech recruiters don’t know a thing about web development. At TechTalent, we’re different. We’re ex-developers who’ve been in the trenches, and now we help Australian businesses hire top-tier web developers across the country. So ask yourself—do you want to trust your hiring to someone chasing a quick commission, or to experts who actually know the industry inside out? The choice is clear: TechTalent.

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Here is one to take time for: watch the recording!

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Delve into my latest article where I offer a quick refresher on fundamental software development and design principles, along with various architectural styles. Whether you're a budding developer or an industry veteran, this piece is designed to streamline your craft.

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Great opportunities

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Sounds like an internal primary or secondary index 'skew' between different systems (or just a bug). Can happen when restoring records to a database in live use when changing a schema, as the precise order that sets the foreign key mappings used by the other system will not match... This might even be a stale cache somewhere.. Hence why you should always use synthetic keys when maintaining a relationship between two distinct databases, never use internal primary or secondary keys, just asking for trouble... #databreach #australia #databases #integrity

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To excel as Engineering Leaders, mastering the art of timely and proactive feedback is key. Feedback plays a vital role in enabling ongoing improvement, addressing issues proactively rather than reactively. By offering early feedback, we empower every individual to reach their full potential and elevate the entire team. Remember, a culture of encouragement is fundamental to fostering growth and development. 💡 #EngineeringLeadership #FeedbackCulture #TeamDevelopment

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Kara Smith provided the IT Brief with insights into what current trends we are seeing in the IT recruitment sector. We are seeing some positive signs, but the sector has a way to go yet. You can read the full article below and I would love to hear your thoughts. https://lnkd.in/g5Zu4jrx

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How long does it take for candidates to lose interest after applying? More than half (57%) of Australian workers would lose interest in a role if they do not hear back within 10 business days after applying for a job. 🤷‍♂️🤷‍♀️💤 ⏳ 44%: 5-10 days ⏳ 26%: 10 days to 1 month ⏳ 13%: Less than 5 days 💼 9%: Never lose interest ⏳ 8%: Over 1 month Learn why hiring quickly can give you a competitive edge in today's hiring market 🔗 https://lnkd.in/gNnmmczp #pressrelease #research #hiring #newjob https://bit.ly/4dmjE1H

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I am collaborating with an Australian company that aims to enhance its enterprise operations using Atlassian products. My engagement with the company has revealed that utilizing a unified platform solution like Atlassian Jira and other Atlassian products is crucial for streamlining processes and achieving success in enterprise operations. Below are the notes from my recent meeting with their Sales Team. Challenges Discussed: 📌 𝐃𝐚𝐭𝐚 𝐒𝐢𝐥𝐨𝐬: customer information and documents are dispersed across SharePoint, Jira, and email, making it challenging to obtain a comprehensive view. 📌 𝐃𝐨𝐜𝐮𝐦𝐞𝐧𝐭 𝐕𝐞𝐫𝐬𝐢𝐨𝐧 𝐂𝐨𝐧𝐭𝐫𝐨𝐥: multiple platforms and manual document management has resulted in version control issues, causing confusion and inconsistencies. 📌 𝐋𝐚𝐜𝐤 𝐨𝐟 𝐂𝐞𝐧𝐭𝐫𝐚𝐥𝐢𝐳𝐞𝐝 𝐊𝐧𝐨𝐰𝐥𝐞𝐝𝐠𝐞 𝐁𝐚𝐬𝐞: it is time-consuming to find relevant information, case studies, or past estimates, hindering efficient onboarding and knowledge sharing. 📌 𝐋𝐢𝐦𝐢𝐭𝐞𝐝 𝐑𝐞𝐩𝐨𝐫𝐭𝐢𝐧𝐠 𝐂𝐚𝐩𝐚𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬: The existing reporting capabilities must be improved to track key metrics, such as margin analysis, conversion rates, and customer success factors. 📌 𝐌𝐚𝐧𝐮𝐚𝐥 𝐏𝐫𝐨𝐜𝐞𝐬𝐬𝐞𝐬: estimate generation, proposal creation, and implementation handover are predominantly manual, resulting in inefficiencies and potential errors. When asked about their ideal future, what is working well in their collaboration with other departments, and what change(s) they would like to see, the Sales Team provided the following feedback: ❇ 𝑪𝒆𝒏𝒕𝒓𝒂𝒍𝒊𝒛𝒆𝒅 𝑰𝒏𝒇𝒐𝒓𝒎𝒂𝒕𝒊𝒐𝒏 𝑯𝒖𝒃 - a centralized system that houses all customer-related information and documents ❇ 𝑨𝒖𝒕𝒐𝒎𝒂𝒕𝒆𝒅 𝑷𝒓𝒐𝒄𝒆𝒔𝒔𝒆𝒔 - automate repetitive tasks (quote generation, invoice triggers, data transfer between systems) ❇ 𝑰𝒎𝒑𝒓𝒐𝒗𝒆𝒅 𝑪𝒐𝒍𝒍𝒂𝒃𝒐𝒓𝒂𝒕𝒊𝒐𝒏 - enhanced collaboration between sales, marketing, and implementation teams with clear communication channels and shared access to information for better project coordination. ❇ 𝑫𝒂𝒕𝒂-𝑫𝒓𝒊𝒗𝒆𝒏 𝑰𝒏𝒔𝒊𝒈𝒉𝒕𝒔 - robust reporting and analytics capabilities to enable the team to track KPIs, customer success, and make data-driven decisions for continuous improvement. ❇ 𝑺𝒄𝒂𝒍𝒂𝒃𝒊𝒍𝒊𝒕𝒚 𝒂𝒏𝒅 𝑬𝒇𝒇𝒊𝒄𝒊𝒆𝒏𝒄𝒚 - solution should be scalable to accommodate future growth and support increasing sales and customer interactions without compromising efficiency. What I love about my work is that I support various organizations with different challenges depending on their growth stage. There's a robust, scalable, and secure Atlassian platform that can be employed to do various jobs. I'm lucky to work with these products and help companies transform.  I help build connected enterprises and marry Atlassian products with Agile, ITSM, and Lean methods that break down siloed structures, increase market time, and optimize end-customer value creation.  #atlassian #jira #enterprise #agile

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🌟 Exploring the Differences between 482 Visa and 186 Visa 🌟 As we continue to witness an influx of roles offering sponsorship, it's crucial to understand the nuances between Australia's 482 Visa and 186 Visa. Let's dive in! 🔍 Understanding the 482 Visa (Temporary Skill Shortage Visa): The 482 Visa, also known as the Temporary Skill Shortage Visa, offers a temporary work solution for up to four years in Australia. Ideal for skilled positions, this visa requires sponsorship from an Australian employer and mandates the necessary skills and experience to meet the country's labor demands. 🔍 Deciphering the 186 Visa (Employer Nomination Scheme Visa): Contrastingly, the 186 Visa, or the Employer Nomination Scheme Visa, is a pathway to permanent residency. This visa empowers individuals to work and reside in Australia indefinitely, sponsored by an Australian employer with requisite skills and experience tailored to the Australian labor market. Here are some key disparities between the two visas: 🕒 Duration: The 482 Visa offers temporary residency for up to four years. In contrast, the 186 Visa secures permanent residency, allowing individuals to call Australia home indefinitely. 🎓 Eligibility: To qualify for the 482 Visa, sponsorship by an Australian employer and meeting the skill demands are paramount. For the 186 Visa, eligibility hinges on either employer nomination or holding a 482 Visa with at least three years of Australian work experience. 🛤️ Pathway to Permanent Residency: While the 482 Visa doesn't directly lead to permanent residency, individuals with three years of 482 Visa tenure can explore transitioning to the 186 Visa. The 186 Visa, however, offers a direct route to permanent residency, providing a stable pathway for those seeking long-term settlement in Australia. You must have an occupation that is on the list of eligible skilled occupations, have at least 3 years relevant work experience, unless you are exempt have a positive skills assessment. In summary, both visas cater to distinct needs and aspirations, whether it's temporary work assignments or embarking on a journey towards permanent residency Down Under. Understanding these differences can pave the way for informed decisions and seamless transitions. #VisaInsights #AustraliaImmigration #CareerGrowth #agedcareroles #agedcarejobs #cornerstonemedicalrecruitment #agedcareaustralia 🌏✈️ Cornerstone Medical Recruitment

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Sorciety's latest Recruitment Insights have been released. Market trends, Salary Guide & the latest insights from the Australian Recruitment Market. Drop a 👍 👏 💜 , Comment "Yes" or send me a message and I'll send you a copy! Chris Perdikis

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The Current Shape of the Recruitment Market in Australia Key Takeaways: * Focus on growth sectors like retail, hospitality, health, and real estate for more job opportunities. * Adapt job search strategies to regional economic variations, targeting areas with higher consumer spending growth. * Use economic data to make informed hiring decisions and stay ahead of market trends. Consumer Spending Trends: Consumer spending is a key indicator of economic health and affects the job market. According to NAB’s data, consumer spending has increased by 5.6% over the past year, but growth has slowed down since early 2024. This has effected many markets targeted at teh general public, where smaller priced items are being purchased, but less so for the bigger ticket items than the past year. This means that industries related to discretionary spending, such as retail and hospitality, might offer more job opportunities. On the other hand, sectors tied to non-discretionary spending might see fewer job openings. Business Credit Growth: Business credits have grown by 7.1% over the past year, with notable increases in wholesale trade (3.4%), rental and real estate (2.6%), and health (2.2%). This indicates a healthy business environment in these sectors, suggesting more job opportunities​​. Regional Variations: Economic activity varies by region. States like Western Australia and Queensland, with higher consumer spending growth, likely have stronger local economies and more job opportunities. Meanwhile, states with lower spending growth, such as Tasmania and the ACT, might have a tougher job market​​. Sector-Specific Trends: Retail and Hospitality: Retail spending increased by 0.5% in June 2024, and hospitality spending rose by 0.4%. These sectors are likely to see more hiring, especially for customer service roles​​. Health and Real Estate: The health sector’s credit growth of 2.2% and real estate’s 2.6% suggest strong job prospects in these fields. Jobs in healthcare administration, nursing, and real estate management are expected to be in demand​​. Professional Services: With an 18.5% year-over-year growth in professional services spending, there will likely be a rise in demand for jobs in consulting, financial services, and legal advisory​​.

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We need to generate OAuth2 Clients in our user base so that an API can be accessed and so we referenced a design we did several years ago in the infancy of Open Banking in Australia. It is based on Open Standards of Dynamic Client Registration (https://lnkd.in/gxisK22e), utilizing a custom CFSSL (https://lnkd.in/gPJEs3ca) endpoint to generate EIDAS certificates. The Public Key is stored on a endpoint accessible by the OAuth2 service, and the Software Statement Assertion is generated with those details and signed by the Trust Software Publisher and is made available for download against with the Private Key details. The PKI Material is generated within the browser so the Directory cannot store it, and it sends the Certificate Signing Request for signing against the CFSSL instance. Only the public key is stored. An example of the CSR is available at https://lnkd.in/gspR3RrB A developer can rotate keys and their JWKS endpoint is updated to include the new details, allowing them to use both the current and new Private Keys in their requests. Once they have migrated over to the new they can revoke the current certificate to make the new the current (confusing, but it works) However we were horrified to be told that we were using an existing design from another projects that we had briefly worked on. We want to assure people that we do not reuse any client developed work, and our design is based on designs from several years ago. In fact as previously stated it is based on Open Standards, generally available to the public. If you wish to try it out visit https://lnkd.in/g8D23sj9

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When is Reema Thomas back? That's the common question candidates ask when Reema is on leave and I'm covering for her. It's a testament to the strong ties she has to her community in the QA world and the value she brings. I suspect that's why she is one of our best recruiters. And it's why I feel confident in saying she has put together an awesome QA meetup. If you want to lift the lid on what hiring leaders are looking for. Whats helping QA's like you secure roles at good firms. Or want to learn about the QA role has to play in current best practices around extreme programming, CI/CD and DevOps. Then you want to sign up for this one. Hurry, there's limited space.

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📢 📢 Current openings CreditorWatch 📢 📢 * Senior Data Engineer - Sydney * Account Receivable Officer - Sydney * Product Owner - Sydney * Chief Economist (Consultant) - Contract / Sydney * Account Manager - Melbourne * Engineering Team Lead - Sydney ❓ Why would you apply? 📈 30% year-on-year growth for the last 5 years 💰 Profitable 🙏 We can offer stability in a volatile market 🔧 You'll have an opportunity to contribute across your team and broader business 💪 You will be working towards your personal top 5 goals every third to keep you growing 🔥 Awesome benefits: 🏃🏽‍♀️ Keep Active – All employees get a Fitness First Platinum gym membership. ☕️ Daily Fuel – Barista-made coffee, breakfast, snacks, lunches and drinks on us – we got you! ❤️‍🩹 Wellness Days – Receive an additional day off each month. Whether you’re pursuing physical activities, cultivating your mental well-being or supporting your community… this is your time to switch off from work. 💆🏽‍♂️ Monthly Massages – We offer monthly in-house massages to soothe those sore spots and tight knots. Poor posture? Stressful week? We get it. 💰 Bonus Shares – We offer our dedicated employees’ performance-based bonuses. Our employees are also permitted to gain access to our bespoke Employee Share Scheme, giving you the rare opportunity to invest in a growing technology company. 🤩 Fun Activities – We love escaping the workplace to do fun stuff. Whether its pasta-making, sailing classes, touch footy, winery tours, go karting or relaxing on the company boat (yeah… we own a boat) – these monthly team building activities will keep you feeling valued and connected. 👩🏻‍⚖️ Legal Services – Our employees get access to free legal services – from conveyancing and property advice to legal assistance around wills, trusts, powers of attorney and more. We make life easier for you, saving you time, money and unnecessary headaches. 🔗 Link to our careers page in the comments section.

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With December around the corner in New Zealand, many of us in the technology recruitment industry will hear the same: “Let’s do this next year.” As Kiwis take our foot off the gas, our Australian counterparts, in my experience, are busy finalising new starters up until the last day of the working year! Three weeks doesn't sound like a big deal, but most of the New Zealand workforce is off until January 13th (many even later). ✅ Best-case scenario: You kick off hiring on January 13th. After interviews, reference checks, and notice periods, you’ll be fortunate to have your new starter ready by February 24th—more likely in March. ✅ Smarter approach: Start the process now. Your new team member joins on January 13th or 20th, ready to hit the ground running while everyone is relaxed and refreshed. Hiring before Christmas gives you a serious competitive advantage: 🗣 Your key stakeholders are available: Decision-makers are more likely to be around than returning in January in dribs and drabs. 🎯 Motivated candidates: At CircuIT we've already uncovered their motivations, and those serious about their careers will start an interview process before Christmas. These are engaged, driven candidates ready to make a move. 📉 Less competition: While your competition is milling around the office about the upcoming Christmas party or who they have in 🎅🎅Secret Santa, you are taking action and setting the team up for success. December hiring means fewer companies competing for the same top-tier talent. 🚀 Your new hire joins in January, onboarded and contributing by the time your competitors start interviews. If you want to get ahead of the curve and make this a reality for your team. Drop us a message today! Dinh Nguyen Iain Budge Robyn Duns Eva Lewis Circuit Recruitment Group Edward Fletcher Sean Flaherty Natalie Badawy 💻Claudia Frändén Nicolas S.

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