Danny Tipple

Elixir & Erlang Hiring Managers!! I’m looking to speak with clients with live roles that require on-site presence, how is your hiring coming along?? Drop me a message if you have some free time #elixir #erlang

21

📢 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

18

4 Comments

Day 1 of London’s CTO Craft Con. Traditionaly for such events, lots of things to think about. Unconventionally though too high density of people whom we consider to be our ICP. Why so? Resourcing model of tech talent, especially remote one, unless designed to be managed by us as the vendor, may only work upon technical management existence on the client’s end. What questions I had joy of attending today? - how much difference may one expect in setups of “local remote teams” vs “global remote teams”? - what are the key gains one may get from our services? - what businesses will fail using nearshoring models and why I can forecast these failures even before the collaboration starts? - how much value we might add to the known-value-to-be local recruitment services? - why EOR platforms are good for our model sales while some think we “compete”? I wish I had a stage to answer these and few others. Maybe tomorrow will get one! ;)

25

2 Comments

"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

11

1 Comment

If automating recruitment workflows is so important, why don’t all CRMs offer standard recruitment automations? It’s a good question. If you manage your database, you might have asked this yourself. There’s clearly a need for automation in recruitment. But other than charging for an additional product. There’s a reason why companies like Bullhorn give users so much flexibility. Each agency is unique: - Its processes and workflows - The language it uses - How it engages with its community You want to automate YOUR process. Custom and bespoke automation are critical to maintaining and enhancing your brand. You differentiate yourself from your competitors. Your recruitment process feels like yours. Not some other agencies. You can learn how other businesses do things. But if you want to set yourself apart. And not be like everyone else. You don’t want standard workflows. ↓ ♻️ Repost if you found this helpful ♻️ Follow for more tips on how to optimise your recruitment automation. P.S. Don’t get me wrong. Sometimes standardised automation is fine. Try to make the content sound more like your company where you can. #bullhorn  #recruitment  #automation  #recruitmentautomation 

5

In today’s fast-paced SaaS world, finding the right person for the team isn’t just about skills—it’s about finding someone who genuinely “gets” the company’s culture and mission. For hiring managers, that means being clear about what makes your team tick. For candidates, it’s about asking the right questions to know if it feels like the right home for you. The best teams I’ve seen are built on strong cultural alignment, leading to more collaboration, higher engagement, and lower turnover. But culture fit isn’t something you find on a resume—it’s about digging deeper, understanding what drives the team’s success, and finding people who want to be part of that journey. What’s the one thing you look for in a company or candidate that gives you those “green flag” vibes? #CompanyCulture #HiringForFit #SaaSTalent #TeamBuilding

4

End of another productive couple of weeks in the UK. Yes, the market has been slow. On the brighter side, several recruitment agencies are looking at: ✅ Consolidation and retaining top performers ✅Diversification ✅ Leveraging efficient delivery models ✅ Optimising costs by focusing on maintaining internal database/CRM against spending on job boards, LinkedIn etc. In terms of the sectors, tech and healthcare experiencing a slight uptick which is always a good news, or shall we say the beginning of good news 😉 Business development still a significant focus for all, hence we’ve experienced an increase in our market mapping services. Tech and outsourcing certainly the areas businesses are considering giving a shot. Because, “Insanity is doing the same thing over and over again and expecting different results.” So, if you are a recruitment agency wanting to hire an offshore team member to work for you directly or want to learn about the offshore model, ping me for a free copy of my e-book, “Dummies Guide To Developing Your Offshore Team” today! Want to have a chat, DM me and we can talk.

64

1 Comment

I see you 👀 Noticing more and more recruiters being “open to work” in a particular market (let’s use GTM as an example) that only seem to be using it as a ploy to get some potential new client info on who’s hiring in their market… Come on lads and lasses, we can do better than that. Yes times are tougher than usual but it’s a big wide world out there full of opportunities. Why not put some effort into engaging potential new businesses directly with an awesome cold call, or we’ll put together personalised (and bloody relevant) email as part of a sequence including video and voicenotes. Don’t be a smelly old dingleberry of a recruiter trying to cut corners. #saassales #recruitment #amibackintheearlynoughties

17

4 Comments

Would you prefer interview feedback during the interview if you were not going to progress? 💻🗣 I recently spoke to a handful of excellent #Cloud Engineers who are actively #interviewing in the current market. A couple of individuals were told right away they weren't going to progress and were given feedback during the interview. Personally, I'm not too sure if I would like this, however, I can definitely see the positives in doing so! ☀ What are your thoughts?💭

60

17 Comments

***NEW WEBSITE ALERT*** If you still aren't sure what Montash are up to, then I've got a treat in store for you. Presenting our all new and improved website, where you can gain access to all the Montash insider info, including live jobs!!

5

2 Comments

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

12

DevOps Engineering salaries can wildly vary. Yes there's always the nuance of how much each candidate contributes, but in several cases what one Snr engineer does in a company vs another can have a salary flux of up to 45k. Crazy, right! Following a very successful brief with an amazing FinTech, we were set the task of finding the very best DevOps Engineers for sub £80k. With a confidence configuring AWS environments, using Terraform (& either Python or Go) on a regular basis, as well as good knowledge of ECS or Kubernetes. The down side for any agency is you produce a stellar shortlist - honestly all 6 could have been hired and each have been vetted and referenced - so we know they're great. However only one candidate prevails but leaves 5+ incredible profiles eager to find their next adventure. We've new briefs coming on board thankfully but if there are others in my extended network that have struggled to find top DevOps talent at a sensible price range reach out & we can discuss what's realistic in the market and even demo a few of those amazing profiles I'm talking about. #DevOps #HybridLondon #RemoteUK #IncredibleTalent #Kureos

2

Recruitment consultants are drowning in notifications. And guess what? Most of them are getting ignored. ❌ Too many alerts = overwhelm. So, how do you cut through the noise? Prioritise. Minimize. Focus. Only the key alerts should make it to their desks. The right tasks at the right time – that’s how you drive results. Pro tip: Tell your recruiters ➡️ Why they’re getting the alert. ➡️ Who it’s about. ➡️ The exact steps to follow. One of my clients even weaves in advice from their internal recruitment trainer right into the notifications. It’s like having a personal coach guiding consultants every step of the way. But what if I told you that you could take this a step further? That’s exactly what I’m offering: Join me for a weekly online session over 4 weeks, and I'll personally show you how to set up 4 brilliant business development automations within Bullhorn Automation. With these automations: 🏆 Cut through the noise with perfectly timed notifications. 🏆Ensure your consultants focus on what truly matters. 🏆 Drive more client leads effortlessly. 🔹 Just 60 minutes a week for 4 weeks = more clients, more leads, more success. If you're ready to take your BD strategy to the next level, DM me the word "BOOTCAMP," and I’ll send you the details. Let’s turn your notification chaos into a streamlined, high-performing system.

28

2 Comments

🤖 Your recruitment outbound sales automation will FAIL... ❌ If your tactics aren't proven to work at small volumes first. Or - at the very least - it will damage your brand. Especially if you work in niche, high-margin sectors. RecruitHub has clients generating amazing returns from automation platforms - saving countless hours and generating $tens of thousands in ROI. But the best results always come from: ☑️ targeting small, carefully-selected recipient groups ☑️ ensuring super high-quality, enriched prospect data ☑️ mapping out what high-quality sales engagement would look like WITHOUT automation - then replicating these steps with tech ☑️ gradually increasing volume as results are proven ⚠️ Rushing to 'scale up' sales efforts overnight through huge, muddy lists and end-to-end automation is a high-risk move IMO - yet to see it work, especially with so much channel saturation. Some patience now can lead to much bigger wins down the line.

26

3 Comments

Attention AI Startups! USA only We know how crucial the right leadership is for your growth. That’s why we’re offering 1 FREE Executive Search Placement to help you secure top-tier talent at no cost. ✅ Full recruitment service for one C-level role / Founding Engineer ✅ No strings attached – 100% complimentary ✅ Optional Enhanced Support Package available for accelerated results and additional benefits Limited time offer for AI startups with <50 employees or <$10M in funding / revenue. Ready to find your next leader? Let’s build your dream team together! Contact us today to get started! Sequoia, Andreessen Horowitz, Accel, GV (Google Ventures), Lightspeed, Kleiner Perkins, Bessemer Venture Partners, New Enterprise Associates (NEA), First Round Capital, Greylock, Lux Capital, Union Square Ventures, Intel Capital, SoftBank Investment Advisers, Foundation Capital, Aspect Ventures, Menlo Ventures, Battery Ventures, ICONIQ Capital, Y Combinator, General Catalyst, 8VC, 500 Global, Insight Partners, Madrona Venture Labs, UpWest Labs Fund III LP, AI Fund, Two Sigma Ventures #AI #Startups #Recruitment #ExecutiveSearch #Leadership #Growth #Innovation

6

https://lnkd.in/eva-Kw8w This is an example of where AI is actually creating a human capital need. Using agencies and in house teams to phone screen candidates is increasing in importance and value to hiring managers. I am going to resist the offer from LinkedIn to Rewrite in AI 🤣

6

Bit late to it... but better late than never, right? Rundown of Q2 in Team Java & Kotlin incoming ➡➡➡ 💪🏼 122% of our quarterly target 💸 Highest billing UK team at Understanding Recruitment 🏆 We hit our team incentive 📅 23 new client meetings ✅ 1.09 CV : 1 Interview ratio It's no secret that the last 18 months haven't been the smoothest sailing for the tech market, but one thing for certain is that things are moving in the right direction. What have we got in store for Q3? 💥 If you're looking to scale your engineering team this quarter and need some advice or support, feel free to reachout for a chat about how we can alleviate some of the headaches that come with hiring! #quarterlyupdate #hiring #techrecruitment #java #kotlin

18

3 Comments

Results time... 55% And just as expected, over half of the software engineers in my network who voted said YES, they do carry out on-call work as part of their role responsibilities. When having a deeper look into the results and who voted for yes or no, it was very interesting to see the companies they came from. For those who voted YES, there were software engineers from: 💵 Banks e.g. Starling Bank, Mettle, Visa and Barclays 🛍 E-commerce companies e.g. Amazon, Ocado Technology, Tesco 🎰 Sports betting e.g. Sky Betting & Gaming However, in the NO column, there were also engineers from: 💵 Banks e.g. American Express 🛍 E-commerce e.g. Tesco, Ocado Technology 🎰 Sports betting e.g. OpenBet So it just goes to show that it really does depend on the company itself, and even then, it can vary from team to team within the same company as you can see from people from Tesco and Ocado voting both yes and no! #oncallwork #banks #ecommerce #sportsbetting #java #hiring

6

2 Comments