Beth Baron

There's encouraging signs for tech sellers in the UK job market 😎 These 3 things happen regularly in a boom market But haven't really happened at all in 2024 Until this week! 🙌 Returning ESP customer unfreezing headcount, looking to hire multiple roles 🙌 Internal referral within a hiring company "I'm hiring and so are my 2 colleagues..." 🙌"We've just done our 2025 plan and need 7 new sales people by Q1" Small steps but here's hoping positive things to come! #salescareers #saas #recruitment

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We created over 200 interview questions to form scorecards & question banks for 20 key roles in tech. They’re yours. Use them to; - ensure a fairer hiring process - make better hiring decisions - stop shooting from the hip 🤠 Here’s how you can get access to the notion page; ↳ Comment 'scorecards' on this post

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We created over 200 interview questions to form scorecards & question banks for 20 key roles in tech. They’re yours. Use them to; - ensure a fairer hiring process - make better hiring decisions - stop shooting from the hip 🤠 Here’s how you can get access to the notion page; ↳ Comment 'scorecards' on this post

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🤷‍♂️How can I build relevant technical skills to better prepare myself for a new career? 🤷‍♀️What are some of the benefits of hiring those who have taken untraditional routes into tech? 🤷‍♂️How can I stand out/get my foot in the door, when applying for new roles? 🤷‍♀️How can I, as a Hiring Manager, be doing more to attract those from untraditional routes into my tech team 🤷‍♂️What should I be including on my CV? Just a few of the questions that you can expect to hear the answers to tomorrow, as Hera Voice🎙️teams up with Dr. Ailish McLaughlin and Lauren Gibson to discuss why its vital that the tech industry starts to prioritise skills, not schools! So, if you're curious about how you can make an impact as a hiring manager, or want to have some advice on what your own journey into tech might be looking like, pull up a (virtual) seat and enjoy the conversation. It's free to register and the link is below: https://lnkd.in/eiV-aYYs

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"Why should we outsource recruitment? Can't our TA team handle it?" I think... Internal TA teams are experts in understanding the company culture. Bu when it comes to scaling quickly or hiring niche roles, it's impossible to throw every role at them and expect them to fill it. Sometimes you need extra hands. Partnering with external recruiters who can tap into wider networks is valuable. If you're looking for embedded talent - ping me a message

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🔊IT'S HERE - THE SYNAXIA Q1 PRODUCT MANAGEMENT MARKET REPORT🔊 Covering current market trends for the UK Product recruitment landscape including: 🤑 Average salaries 🚺🚹 Gender splits 📈 Who's been growing 🗣 Some commentary on trends Reach out if you'd like a copy - [email protected] Mario Michaels Synaxia Group #productmanagement #producthiring #productowner #product

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In our latest episode of byProduct Live I talked to George Fairhall from award winning start-up WAC. George has been on a 4 year journey as a non-technical founder to build the app from scratch, and has faced many challenges along the way. She was super open and super informative about what she now knows and there's some great information in here for anyone on the journey, or considering starting an app/tech business. WAC gives more control to hourly paid workers, and combats issues such as underpayment which is a big problem in hourly paid jobs which are often undertaken by younger people. YouTube: https://lnkd.in/eHh8jNaT Apple: https://lnkd.in/eS8gcFT7 Spotify: https://lnkd.in/e2vk2DsH And available on all major podcast platforms 01:34 The Journey of a Non-Technical Founder 05:43 Overcoming Early Challenges 07:03 Key Steps for Aspiring Founders 10:22 The Importance of Competitor Analysis 13:30 Critical Criteria Before Moving Forward 15:35 Setting Up the Company 17:56 Product Development Journey 22:44 The Challenge Raising Funds 26:13 Achieving Milestones and User Feedback 34:02 Marketing Strategies for Launch 38:01 The End of the Beginning 41:44 Key Takeaways

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Remote work is good for people, planet and profit 🙎 🪐 💰 and here are some excellent remote jobs currently available. 🇮🇪 Remote in IE 🇮🇪 1) Senior Android Engineer at Yelp —> https://lnkd.in/eR5RXxMN - Great employee benefits including things like a €150 monthly reimbursement to help cover #remoteworking expenses and €95 caregiver reimbursement to support dependent care for families. 2) Senior Customer Experience Engineer at Microsoft —> https://lnkd.in/eN-dKTUb - Microsoft are one of the largest global employers supporting #flexiblework and stand by their tagline "There is truly no “one size fits all.” and they have great transparency on roles. 🌐 Remote Global 🌐  3) HRC/EDD Manager at Binance —>  https://bit.ly/grbinance - Global team with 5,000+ employees, 100+ locations and 110+ nationalities with 300+ roles currently open - Flex Index Q4 2024 (https://lnkd.in/eNzYRcjK) says "68% of companies offer workplace flexibility" - Closer to home, Hays Ireland 🇮🇪 "Salary & Recruiting Trends Guide 2025" (https://lnkd.in/eBuzUtFs) has that number at 60% in Ireland. - Flexibility is here to stay. Rob Sadow Brian Elliott Nick Bloom Debbie Lovich Grow Remote

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"We do all of our own recruitment in-house". Ok, but how much talent are you missing out on as a result of this? Unless you have an internal TA partner who is SOLELY focussed on Tech recruitment, there is no way that you're not missing a substantial chunk of the best talent out there. The fact is that if you're relying on adverts and searching job boards as and when a requirement comes up then you are only seeing the talent in the bottom half of the diagram below, you're missing out on the top half where the vast majority of the talent is. 👉 Broadly speaking, top-tier talent is well looked-after to keep them happy and in "not looking". You're not seeing the full market, and you're missing out on some of the very best people 👉 The candidates who sit in that bottom part diagram who you can access are not only smaller in number, but are very active elsewhere, so there is greater competition to secure them 👉 More competition means greater risk of losing them to another opportunity, leaving you back where you started, leading to protracted hiring processes By partnering with an experienced, market-specific recruiter, you get access not just to the "unemployed", "active" and "exploring" markets, but the whole market. You're getting the people who we spoke to about another role 6 months ago that just wasn't quite right. You're accessing someone we might have spoken to at a networking event 5 years ago who doesn't even have a CV currently but we know what the right opportunity would look like for them. Some of the clients I have worked with over the years had entire teams of excellent TA people solely focussed on tech, but STILL they appreciated the value an experienced external recruiter with a market-specific expertise could add. If you're looking to hire Technology or Change talent and you want to see all the options that the market has to offer, get in touch with Futura Talent today: 💻 [email protected] 📞 UK: +44 (0)117 476 7670 ☎ USA: +1 929 339 0838 #techrecruitment #recruitment #talentacquisition #useexperts

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Mid-February ON Data Staffing was retained by a Boutique Data & AI Consultancy, to help grow their Data & ML Engineering team with Databricks-experienced hires. In just under 10 weeks, we managed to help find 5 key permanent hires, which works out one hire a fortnight. How so quickly? We focused on 3 things that the client & potential candidates should align on. Culture Cultural fit in any Data-driven SMB is key, therefore knowing a client's & a potential candidate's approach to teamwork, communication style, and work ethic is vital. Beliefs Understanding both client and candidate beliefs can provide insights into whether motivations and approaches to work align. Values It's so important that when hiring or joining a new organization people's values align from the offset, it fosters a sense of shared purpose and commitment. It goes without saying that technical ability on a profile is what gets noticed initially by a Data Headhunter, but if any of the above is not aligned then it proves no service to a client looking to hire or a candidate looking for their next move. Hours are put into speaking with stakeholders of an organization, observing and learning what their beliefs, values, and culture are REALLY like. Hours are put into shortlisting and this is where we at ON Data Staffing dive deeper into the culture, beliefs, and values of the candidate too. After that, the match-making process begins. #DataRecruitment #DataHeadhunter #BigData #DataAnalytics #DataEngineering #Databricks #Snowflake #DataConsulting

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🚨 I spoke to 10 Tech Founders about hiring, and I’ve summarised the 3 most common problems they highlighted during those conversations: 1️⃣ Brand Awareness - Struggle to hire directly as nobody knows who they are… 2️⃣ Agencies - Cost a fortune, own the talent pool and add limited value… 3️⃣ Internal TA - Long-term cost as hiring isn’t consistent enough… ————————— If you’re reading this and thinking ‘wow, that sums me up!’, then I’ve got a question… …. (Just building some suspense here) … What if you could: ✅ Increase brand awareness via re-jigged advertising campaigns? ✅ Reduce Agency spend by 50% and own the talent pool? ✅ Only pay for what you need, when you need it? Or, in summary… ✅ What if you could combine the best of Agency and TA, for half the cost? 🤔🤔🤔 ————————— If you’re interested in finding out more: 📥 Slide into my DMs 📞 Book a call (🔗 below) #recruitment  #talentacquisition  #startupjourney #techrecruitment

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📢 4 x Placements across 3 clients last week. 🦄 2 @ Tech Unicorn - Despite working with other agencies and using a very large TA function for months, we delivered two AE hires in just 3 weeks! 🌐 1 @ SaaS Platform - From job spec to placement, only 2 weeks. 📲 1 @ Customer App Company - After searching on their own for months, we stepped in and filled the role in just 7 weeks. We are more than just a CV source, reducing time to hire and the number of interviews required. ✅ Our reputation and established network allows us to engage candidates that are not actively looking ✅ The trust we have built in the community also enables us to bring the best candidates to the table, often who have already rejected or discounted the same position they had seen advertised. ✅ We get the data flow and business context involved, allowing us to technical screen our candidates and reducing the number of interviews hiring managers conduct. We have a lot of case studies now. If you are hiring Data or Analytics Engineers then we would love to explain why so many of the UKs top brands are trusting us to make their data hiring easier for them. ☎️📧 Cognify Search

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Playing with Prompts for Recruitment - Forecasting #24 Create a more detailed ChatGPT prompt from the following short prompt: 'We expect [x] new projects launching this year that will require [job title] support. How many hires does this equate to base on bandwidth requirements?' Use Headings, sub-headings and bullet points in the new prompt. ChatGPT Detailed ChatGPT Prompt: Project Launches and Staffing Requirements Introduction • Briefly describe the organization's plans for expansion or diversification. • Mention the specific number of new projects anticipated to be launched within the current year. • Highlight the critical role of [job title] in supporting these new initiatives. Project Overview Number of Projects • Specify "[x]" as the exact number of new projects planned for launch this year. Project Requirements • Detail the scope and complexity of each project. • Explain why [job title] support is essential for the success of these projects. Job Title Support Role Definition • Describe the responsibilities and expertise required for the [job title]. • Explain how this role contributes to the project's success. Current Team Capacity • Provide an overview of the current team size and the bandwidth of each [job title]. • Assess the current team's ability to support new projects, considering ongoing responsibilities. Bandwidth Requirements Analysis of New Projects • Estimate the workload each new project will add, specifically for the [job title]. • Consider factors such as project size, duration, complexity, and critical milestones that require heavy [job title] involvement. Calculating Bandwidth Needs • Define what constitutes a full workload for one [job title] (e.g., hours per week, key deliverables). • Calculate the total additional bandwidth needed to support all new projects. Hiring Recommendations Estimating New Hires • Provide a formula or methodology for translating bandwidth requirements into the number of new hires needed. • Consider factors like the learning curve for new hires, potential for overtime, and the benefits of having a buffer in staffing levels. Strategic Considerations • Discuss the importance of aligning hiring with organizational growth and project timelines. • Suggest a timeline for hiring to ensure new staff are onboard and up to speed before critical phases of project development. Conclusion • Summarize the importance of accurately estimating the number of [job title] hires needed for project support. • Emphasize the impact of strategic hiring on project success and organizational growth. You Attach Job Description document. You Final prompt Using the above prompt analyse the attached document. Use Bullet Points. Please contact [email protected] for information about our fractional services or visit www.searchmarkets.services #searchmarkets

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Who is ready for a new Vincere release this weekend! My spotlight feature is a new view for shift scheduler. Consultants used to a more spreadsheet feel? Here is something that may help make the transition! This is just the 1st iteration so as always keep our feedback coming through our product portal and let us know what you think. #RecOS #tempstaffing #shiftscheduler

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The Biggest Challenge in Tech Recruitment Right Now (and How We’re Overcoming It) In just under a year of running ArchiTech Talent, I’ve seen that one of the biggest challenges in tech recruitment today is finding the right balance between skills and cultural fit. As a startup, we’re working hard to bridge that gap by getting to know both our clients and candidates on a deeper level. It’s not just about filling a role—it’s about finding a lasting fit that will support long-term growth. How do you approach balancing skills and culture in your hiring process? #TechRecruitment #HiringChallenges #TalentAcquisition #CulturalFit #TechTalent #StartUpLife #RecruitmentTips #BusinessGrowth #InnovationInHiring #TechIndustry #TechCareers #Leadership #SmallBusiness #BuildingTeams #StartUpJourney #TalentSearch #DiversityInTech #WorkplaceCulture #HiringSolutions #TechTrends #GrowthMindset

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Let's talk compensation for interviewing...💬 Tech tests and live coding defiantly splits the community down the middle but yesterday I saw something I've not seen before, this particular company offer a £50 voucher for completing their technical task as they appreciate your time is valuable. 💰 🤝 Some would say if you want to go through an interview process you have to accept that you have to give up some of your time. 🤔 ⏳ Is this something that should be the norm? Share your thoughts below. 👇 #interviewprocess #compensation #technicaltasks #technicaltests

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If I were a Head of Talent Acquisition, here are the 8 tactics I’d develop asap; - Weaponised candidate experience - Leadership Personal Branding - Guerilla employer branding - Content Library (Ungated) - Pipeline, pipeline, pipeline - Talent Market Research - Show under the hood - Talent Communities HR and Talent peeps, what strategies are you focusing on for 2024?

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🔍 Evaluating Your Recruitment Partner: Key Metrics Choosing the right recruitment partner in software engineering is crucial. How do you measure their effectiveness? Consider these key metrics: 1️⃣ **Time to Hire**: Measures the average time from job posting to offer acceptance. A shorter time indicates a partner's efficiency and ability to attract top talent. 2️⃣ **Quality of Hire**: Assess the performance and retention rates of candidates. High-quality hires should meet technical requirements, fit your company culture, and contribute positively. 3️⃣ **Candidate Experience**: The candidate treatment during recruitment affects your company's reputation. Ensure your partner provides a seamless, positive experience from contact to onboarding. Focus on these metrics to better evaluate your recruitment partner. What other metrics do you consider important? Share your thoughts below! 👇 #Recruitment #SoftwareEngineering #HiringMetrics

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