Harshit Gupta

How's the market? A question I get very often as a recruiter. In 2024 I have seen a drop in activity and the amount of job postings compared to previous years. 👉 In the UK the unemployment rate rose to 4.2% from over a year ago suggesting a loss of jobs in the market 📉 According to the Office for National Statistics (ONS) in October 2023 job vacancies were down 26% from their peak 💳 According to the ONS, real earnings have continued to rise in 2024 by 2.1% (not including bonuses) and the nominal wage has risen by 6.0% (not including bonuses). 🗒 Job postings offering remote or hybrid terms have dropped from 16.3% to 14.4% 🌈 The number of job vacancies posted continued to fall in Q1 2024 but remain above pre-pandemic levels The job market has been unusually tricky for those looking for their next opportunity. Stay positive, I feel the months ahead will be a turning point for UK job seekers. #staypositive #jobsearch

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Demand for Intermediate-level Software Developers is decreasing, resulting in salary levels on offer declining. For the time being it appears that the days of intermediate developers securing 15% - 20% pay increases when moving jobs are over.   Current advertised salaries for software developers in the UK (3 months to June 2024) are down to 2019 levels.   Is this trend mirrored elsewhere in the world? What are the causes for this?    

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This is incredibly interesting and undoubtably what the market needs - what goes up must inevitably come down to level out in way in which the market can accommodate. Now Software Developers what do you think? Does this impact the way you're looking at your career and your next move? #developmentrecruitment #salariesaredecreasing #acallforsomeinsight

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If you have a company of 20 people or less, this should be your interview process for software engineers 👇 1) A 45 minute call with a senior member of the team. A chance to give the candidate more details on the business, role, company roadmap etc. Also a chance for you to find out more about them & essentially work out if you are on the same page. 2) A 90 minute technical interview. This could be paired programming, a general discussion or anything along those lines. At that point, you should either make an offer or reject the candidate. It really is that simple if you think about it. What more could you possibly need during an interview process? If you're working in a bootstrap / seed level startup, you should be interviewing like one. Don't try and be Meta. I promise you, it impresses nobody. Quite the opposite in fact. What do you think?

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Technical skills alone will not secure the best Engineering jobs on the market🫨 There are 3️⃣ things that every engineer must be able to bring to the best organisations out there tethr have just helped a Series B funded, fast-growth FinTech organisation to hire a Staff level DevOps Engineer✅ Every single candidate in the process was an expert within DevOps Engineering - BUT the decision on who to hire came down to these things⬇️ 🥇Multiple examples of HIGH IMPACT work that YOU have completed 🥇Ability an evidence of PROBLEM SOLVING capabilities 🥇Excellent (and I really mean excellent) COMMUNICATION SKILLS You have to be able to show organisations evidence of this in order to stand out. The next time you have a call with a recruiter or an interview with a company- ask yourself, have I been able to showcase these things? #tethr #devops #engineering #highimpact

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Top tips to headhunt top quality Tech candidates & win new clients 💡 There's no surprise within the last 12 months tech recruitment has took a massive hit and people have had to adapt. There's many different methods on how to headhunt talent & new clients within this market, so having watched Piers Morgan last night thought I'd share some top tips from a leading specialist in UK... ➡️ Have 6 emails for different candidates & prospects ➡️ Have 4 mobiles (x4 points of contact for clients & candidates) ➡️ Photographic memory and never need to take notes ➡️ Avoid answering/listening to questions correctly by being the one who is talking too much on client & candidate calls All jokes aside 😂 this isn't how to go about things in the right way! More to share recruitment does get bad rep for a small minority of agencies out there with what feels like similar approaches. You want to partner with specialist tech consultants like us at Maxwell Bond® who put people first and ethically do the right thing, so get in touch today if you're looking for Cloud, DevOps or Data jobs or talent📞

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Hiring Software Engineers? We recently surveyed 4,917 candidates across the UK. Here's what we learnt... 1 - WFH 7/10 are currently only open to fully remote roles. This number was WAY higher than we expected. Struggling to hire? Try adjusting your WFH policy. 2 - Speed 94% aren't interested in roles with 3+ interview stages. If you find a candidate (that you like), then don't delay. Move fast, or be left behind by your competition. 3 - Tests Most 'take home tests' never get completed. Do a 'real time assessment' on the call instead. It achieves the same result, but actually gets it done. -- Was this useful? ➡️ Follow Alfie Whattam for more like this. ♻️ Repost to share with your network.

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Hiring Software Engineers? We recently surveyed 4,917 candidates across the UK. Here's what we learnt... 1 - WFH 7/10 are currently only open to fully remote roles. This number was WAY higher than we expected. Struggling to hire? Try adjusting your WFH policy. 2 - Speed 94% aren't interested in roles with 3+ interview stages. If you find a candidate (that you like), then don't delay. Move fast, or be left behind by your competition. 3 - Tests Most 'take home tests' never get completed. Do a 'real time assessment' on the call instead. It achieves the same result, but actually gets it done. -- Was this useful? ➡️ Follow Alfie Whattam for more like this. ♻️ Repost to share with your network. 👋 PS: I've hired hundreds of Software Engineers, and have my own recruitment agency (Alfa Technology) which helps companies do this. If you are hiring devs in the UK, then please DM me, and we would love to help :)

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💥The FINAL reveal for the Top 4 Factors influencing Software Engineers to seek new job opportunities that I've observed this year 👀 In my previous posts, we've talked about how the current economic landscape has negatively impacted quite a few projects and businesses causing talent to look elsewhere for something more secure....📉 But, not all companies are doing badly! Some are really in a strong financial position with new projects coming in, and still top talent are looking for something else! Why? 🤔 Because, by nature, Software Engineers are an inquisitive bunch who LOVE new, complex challenges as well as a chance to work with a team, tech stack and project that is going to improve their skillset and change with the times. 💡 There has also been a visible trend where more Software Developers are now looking for #TechForGood projects (a positive impact on society and the environment) than ever before! I hope you've enjoyed this little mini-series this week. Let me know your thoughts! Or if you'd like similar posts in future🙏🏼😊 #TechInsights #NewJob #SoftwareEngineering

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12 hires (9 technical) totalling £613,000 in salaries in 5.5 months. Here’s the breakdown: The Head of People at this Fintech tasked Move with this specific challenge; The Challenge: ↳ busy H1 2024 hiring plan ↳ multiple tech vacancies ↳ needed to move at speed ↳ while retaining talent quality ↳ & gaining cultural contributors was critical The Solution: ↳ We deployed a modular embedded talent team ↳ Which was equipped with latest TA tooling ↳ Scaleable (up/down/on/off) talent team capability What FundApps' Head of People said: 1. Move's model is more cost-efficient than a traditional agency. 2. We ramped up quickly on requirements, culture and values, and ways of working. 3. The communication and collaboration throughout have been excellent. 4. The Move team helped streamline the intake meetings, 5. Move helped improve our time to offer from 30 to 21 days 6. Appreciated the responsiveness of the team on the other end of Slack, 7. Appreciated the flexibility of the subscription Quote we’re most proud of: "I am grateful the Move team was as passionate about candidate experience as we are" 🎉 The Results; ↳ Number of hires: 12 ↳ Cost avoidance: 72% ↳ TTH: 6 weeks ↳ Average Hiring Manager experience score: 8.6 /10 Disciplines: ↳ Software Engineering, ↳ Commercial ↳ Operations Full case study in comments section 👇 Reach out if you’d like to know how we could help you too.

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12 hires (9 technical) totalling £613,000 in salaries in 5.5 months. Here’s the breakdown: The Head of People at this Fintech tasked Move with this specific challenge; The Challenge: ↳ busy H1 2024 hiring plan ↳ multiple tech vacancies ↳ needed to move at speed ↳ while retaining talent quality ↳ & gaining cultural contributors was critical The Solution: ↳ We deployed a modular embedded talent team ↳ Which was equipped with latest TA tooling ↳ Scaleable (up/down/on/off) talent team capability What FundApps' Head of People said: 1. Move's model is more cost-efficient than a traditional agency. 2. We ramped up quickly on requirements, culture and values, and ways of working. 3. The communication and collaboration throughout have been excellent. 4. The Move team helped streamline the intake meetings, 5. Move helped improve our time to offer from 30 to 21 days 6. Appreciated the responsiveness of the team on the other end of Slack, 7. Appreciated the flexibility of the subscription Quote we’re most proud of: "I am grateful the Move team was as passionate about candidate experience as we are" 🎉 The Results; ↳ Number of hires: 12 ↳ Cost avoidance: 72% ↳ TTH: 6 weeks ↳ Average Hiring Manager experience score: 8.6 /10 Disciplines: ↳ Software Engineering, ↳ Commercial ↳ Operations Full case study in comments section 👇 Reach out if you’d like to know how we could help you too.

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📙 Is your salary in line with the global trends? 📙 We collated 1000's of data points and have put together a global salary survey!! Whether you're hiring or just want to see if you're being paid what you're worth—we're happy to share!! If you'd like a free copy or any advice, shoot me a message or comment below. Always happy to share and chat about the market! #salaryreport #tech #marketinsights

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Having spoken with a number of Managers and also friends about particular requirements at their business for Cloud/DevOps/Platform/Reliability space a lot of business are moving towards looking for engineers who have the ability or are up skilling themselves in a programming language. With the rise of IAC toolings such as CDK and Pulumi amongst other elements, such as building tooling, the space is looking for specialists who can code, implement DevOps methodologies as well as understand how to build and optimise cloud infrastructure securely. #MarketTrends #PlatformEngineering #DevOps #SRE #InfrastructureEngineer

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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

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Just saw the latest stats - the UK's tech sector is booming! 🚀 In the last year, AI job opportunities have skyrocketed. It's not just about coding anymore; the demand spans a variety of roles from data scientists to ethical AI advisors. This growth isn't just numbers; it's about the stories of innovation and the people driving this change. 🤖💼 I've been chatting with industry leaders and there's a real buzz about how AI is transforming the job landscape. Companies are not just looking for tech wizards; they're seeking out creative problem solvers, strategic thinkers, and those with a knack for navigating the complex ethics of AI. It's a multidisciplinary gold rush! What's fascinating is the shift in skills needed. Yes, technical know-how is crucial, but so is emotional intelligence and the ability to work collaboratively with machines. The future is here, and it's human-AI collaboration. 🤝 For those of you looking to pivot into this exciting field, now's the time. The UK is investing heavily in AI education and training, ensuring a robust pipeline of talent ready to take on these new roles. And for businesses, the message is clear: embrace AI or risk being left behind. Let's discuss! What do you think are the key skills for thriving in the AI-driven job market? Drop your thoughts below! 👇 #AIJobs #UKTech #CareerGrowth

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I went to Malta once and met a falcon. Anyways Here are a few of his thoughts about recruiters considering going out on their own due to the limited amount of in-house TA roles available. 1.) It’s hard af if you’re starting from scratch, especially in the tech/ saas space. You can have an amazing network and solid working relationships but if there isn’t much hiring going hands are going to be tied. If you’re going to jump in and full commit, try to have a safety net of 3-6+ months. 2.) The amount of #rectech and tools is overwhelming and can be expensive. #LinkedIn Recruiter & #zoominfo are astronomical for someone JUST starting out but are totally worth it if you have the revenue to support the cost. #Apollo.ai #sourcewhale #gem are solid more affordable solutions for your biz dev tech stack. 3.) If you’re coming from in-house side of the house and don’t want to FULLY jump into the contingency side,offer hourly/fractional services to win the business and have hourly income coming while you build your desk. 4.) The recruiting community is absolutely incredible and so many folks are open to sharing their tips and tricks of the trade. From million dollar billers to folks like us who are early in the game you’ll be welcomed with open arms. 5.) Your business can’t run without clients. Your business doesn’t exist without candidates.There are million recruiters. A million agencies. People remember the ones who do the right thing, openly communicate, provide an excellent experience and deliver. 6.) Branding and social media help with name recognition but you can’t solely rely on it especially in this market. 7.) You won’t always get a resume or job order but your goal should be to make enough of an impression that they (prospect/candidate) take your call next time. 8.) Learn in your spare time, execute during go time. While you’re at the gym, after the kids are down or your goat yoga meditation class ends there are a ton of amazing resources and podcasts to listen to that will elevate your game.

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🇬🇧 H1 - UK Market Review 🇬🇧 With H1 now over, I have received a number of questions about the Tech Hiring landscape so far this year. Highlights Q1 - A slower start to the year than usual for startups/scale-ups (consistent with market conditions over the last 12-24 months). - Lack of investment and spending. High interest rates have led investors to hold onto their money. Q2 - New financial activity spurred by fresh budgets and projects. - Permanent employees are seeking new opportunities due to slow moving projects and a desire to up skill. This caused a knock on effect of backfills for short term contractors and more permanent hires. Top Industries 1. AI (by far the busiest sector) 2. Climate Tech 3. Health Tech Promising signs for H2. 🚀 Talent Connect Group #techhires #recruitment #javascript #MENA #UK

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Results from last weeks poll. Very close call - seems we're split on this one. With demand for work / life balance on the rise. Is this an approach we might see adopted more in 2025? #4dayweek #prorated #softwareengineering

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David and Victoria know! 👀 But why are Foxley Talent the go-to recruiter for the Python/Django industry? 🦊 16+ years experience placing over 400 Developers 🦊 Members of the Django Software Foundation 🦊 Sponsors of Django Conferences in Europe and the US 🦊 Organisers of London Python Meetup 🦊 Created the Django.Social community now over 1k people worldwide 🦊 1 in 4 placed developers are from underrepresented groups 🦊 Nobody knows more people in the Python/Django industry This was what one of our recent, happy clients had to say about working with us for the first time, having tried to recruit themselves first: "Foxley did an amazing job helping us hire a Django developer. Jon and his team sourced qualified candidates, helped set up interviews and coding challenges, and provided valuable recommendations along the way. We found our dream candidate within a matter of weeks. Few recruiters have the depth of knowledge and community connections Jon brings to the table. I’d recommend Foxley to anyone hiring a Django developer, and we’ll be using them again in the future!" #DjangoDeveloper #PythonDeveloper #DjangoRecruiter #PythonRecruiter

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