Jack Cole

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

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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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When looking for your next QE role, do you consider how much the company values quality? Luckily, there's some really positive signs that the market is bouncing back. I've noticed candidates are considering a lot of other factors when applying for new roles - as opposed to previous years, where many would talk about a salary increase as the main metric for being interested in a position. Understandably, being in a secure job and working for a business that sees the value in QA (that some companies unfortunately don't), tends to be more important than just a salary increase. ​As an added bonus, if you’re working for a company that has quality at the forefront, you’d hope there's a bit of added security should things get rocky. #qualityengineering #QA

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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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💡 5 Top Tips for Recruiting Software Engineers – Key Takeaways from Sarah James-O'Connell Blog Recruiting top software engineering talent can be challenging, but it doesn’t always have to be. In Sarah’s article, she shares practical strategies to elevate your recruitment efforts. Here’s a quick summary of the key points: 𝟏️. 𝐃𝐞𝐟𝐢𝐧𝐞 𝐘𝐨𝐮𝐫 𝐈𝐝𝐞𝐚𝐥 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 - Go beyond technical skills - consider cultural fit and soft skills. - Craft clear and engaging job descriptions that reflect your company’s values. 𝟐️. 𝐋𝐞𝐯𝐞𝐫𝐚𝐠𝐞 𝐘𝐨𝐮𝐫 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐁𝐫𝐚𝐧𝐝 - Show off what makes your company a great place to work. - Highlight growth opportunities, exciting projects, and your team culture. 𝟑️. 𝐒𝐭𝐫𝐞𝐚𝐦𝐥𝐢𝐧𝐞 𝐘𝐨𝐮𝐫 𝐇𝐢𝐫𝐢𝐧𝐠 𝐏𝐫𝐨𝐜𝐞𝐬𝐬 - A smooth and efficient process makes a great impression. - Reduce unnecessary steps and keep communication transparent. 𝟒️. 𝐎𝐟𝐟𝐞𝐫 𝐂𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐯𝐞 𝐏𝐚𝐜𝐤𝐚𝐠𝐞𝐬 - Stay ahead of the market by offering attractive salaries and perks. - Tailor benefits to what software engineers truly value—flexibility, learning opportunities, and impactful work. 𝟓. 𝐄𝐧𝐠𝐚𝐠𝐞 𝐭𝐡𝐞 𝐑𝐢𝐠𝐡𝐭 𝐂𝐡𝐚𝐧𝐧𝐞𝐥𝐬 - Meet engineers where they are tech communities and events. - Leverage tech-focused recruiters to widen your reach. 🌟 Pro Tip: Focusing on your employer brand not only attracts top talent but also improves retention. Engineers want to feel aligned with your mission and motivated by your work environment. Dive deeper into these tips and discover actionable insights to supercharge your hiring strategy in the full blog post: Read the full article, and link found in the comments. #Recruitment #SoftwareEngineers #HiringTips #TechRecruitment #EmployerBranding

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Immigrants have an oversized impact on UK tech start-ups. 39% of the 100 fastest-growing companies in the UK have a foreign-born founder or co-founder, despite the foreign-born population standing at 14.5%.* So why are we making it so difficult for tech talent to move to the UK? Government policy, Brexit, costly & lengthy visa process, bureaucracy, stringent requirements. All blockers to attracting foreign nationals to the UK. Our approach & policies stand in stark contrast to more open & welcoming Nations. I recently posted about French tech immigration, and the positive impact a number of factors are having on the Paris start-up scene. If it hasn't already, I feel the UK is at real risk of alienating itself and losing the battle for much needed global tech talent to up and coming tech hubs across Europe and further afield. Particularly in bleeding edge tech sectors where we simply don't have enough of the current skill sets or future pipeline of home grown talent. I appreciate there are a lot of moving parts here, but others are getting it right (or at least more right than the UK) and we have to be better. *Data taken from a report published by The Entrepreneurs Network.

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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

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***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!!

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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! ;)

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🚀 Calling All .NET Developers! 🚀 As a recruiter specialising in connecting talented .NET developers with top Software Development Managers, I've seen thousands of CVs. The reality? Most recruiters spend just 6-7 seconds scanning a CV. That’s not a lot of time to make a great impression! Here are some key tips to make your CV stand out: Keep It Concise 📝 Aim for a CV that’s 1-2 pages long. Highlight your most recent and relevant experience first. Remember, quality over quantity! Tailor Your CV 🎯 Customise your CV for each role. Mention specific technologies or frameworks relevant to the job, like ASP.NET, C#, or Azure. This shows you’ve done your homework! Highlight Achievements, Not Just Duties 🌟 Focus on your accomplishments. Did you reduce load times by 30%? Lead a team to successfully deploy a major feature? Make sure these achievements shine through. Use Keywords Strategically 🔑 Many recruiters use ATS (Applicant Tracking Systems). Include keywords from the job description to pass these systems and catch the recruiter’s eye. Showcase Your Soft Skills 💼 Technical skills are crucial, but so are communication, teamwork, and problem-solving. Include examples that demonstrate these abilities. Remember, your CV is your first introduction to a potential employer. Make it count! 🏆 Curious about the latest trends in .NET development or looking for your next big opportunity? Let’s connect and have a chat! 🤝 #NETDevelopers #CVTips #Recruitment #SoftwareDevelopment #TechJobs #CareerAdvice #DotNet #TechRecruiter #SoftwareDevelopment #Hiring #TechJobs #TechRecruitment #UKJobs #csharp #dotnetdevelopers #dotnetdevelopment #ITrecruitment #softwaredevelopers

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I had a chat with a QA leader last week, who made a great point around job specs for companies looking to bring in their first QA hire. More often than not, they’ll have the tooling already decided and included in the spec + a list of requirements/techniques that have been predetermined for them - which seems a slightly backwards way of hiring when you're looking to bring in a new skill/perspective to the business. They went on to mention one of the best interviews they had was with a CTO who instead of a spec, gave a list of their problems/challenges and asked what techniques and tools they'd use to help fix them. It gave the candidate confidence they'd have full autonomy in the role and gave the manager a new way of looking at QA. It's a simple idea, but seems pretty effective for CTOs/Dev Managers out there, looking to get the best out of a QA interview/hiring process.

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Now the original post got over 250 comments - I didn't read them all, really didn't want to give the original poster the air time... so they got the "algo rewards" But wow, as a fellow recruiter, this is either a misplaced attempt at clickbait or a really disconnected, egotistical, disingenuous recruiter who has really failed to read the room, and would benefit from seeing people as people not as CV's or "tenures" ➡️ The average tenure is now 18mths - 3yrs ➡️ Layoffs have been and are still massive and prevalent ➡️ No industry (from what I can see) has been protected ➡️ No location has been protected ➡️ Super experienced and exceptional candidates are on the market - a lot of them ➡️ Job hunting is tough - now more than ever, some people have never experienced it this tough ➡️ Salaries/rates are decreasing ➡️ Application numbers at an all-time high ➡️ Interview processes are taking longer ➡️ Offers getting rescinded Nobody knows someone else's story until you speak to them, so to band everyone together shows a real lack of empathy, emotional intelligence and reflects more on you I'm not one to bash, we have enough negativity for our industry as it is... But come on people, if you can't be kind, be quiet #bekind #hiring #recruitment #helpeachotherout

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ONCE THE LULL OF THIS SLOW MARKET IMPROVES AND HIRING LEVELS REBUILD, WHAT DOES THE FUTURE LOOK LIKE? QA & Testing feels like an area that is going to look very different Possibly due to the growth of AI and Automation Researching some statistics for a Podcast interview I did last week The last two years have seen: 💻 Software Engineering vacancies drop to 25-33% of 2022 levels (language dependant) 😐 Product vacancies dropped to 21-29% of 2022 (seniority dependant) 📅 Delivery Lead / Manager roles are at 70% of 2022 levels 🙈 But QA & Testing is 14% of 2022 vacancy levels Product has fallen reasonably in proportion with Engineering and it's also evolving / finding itself again a bit. Delivery perhaps has remained robust as firms move from a state of investing in growth or change, into a state of BAU. But Testing vacancies have fallen way out of proportion with other roles What I would call 'ancillary roles' around the harder-to-recruiter Software Engineers have always been the first to suffer when firms cut costs Firms do everything they can to protect Engineers first - they know the code, they cost a lot to replace and can be hard to recruit. QA is often farmed out overseas, to 3rd parties or the onus is placed on the coders to QA their own work But with the powerful rise of Gen AI now here, does this mean QA is unlikely to come back as we know it? I mean, it's possibly already capable of automatically checking for mistakes now So does this mean much fewer Testers will be needed and if so, do their skillsets drastically alter? What happens to those caught out? It feels like the first major casualty in the tech industry might be about to emerge........

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⭐ Attention Engineering Managers ⭐ Boost your projects without the long-term commitment of hiring full-time staff and high costs. Here’s why an experienced freelancer is your best bet: 1. Immediate Impact: Freelancers hit the ground running, driving immediate progress with their diverse project experience. 2. Cost Efficiency: Save on overhead costs—pay only for the work you need. 3. Flexibility: Scale your team up or down based on project needs, without hiring hassles. 4. Specialized Skills: Access niche expertise perfectly matched to your requirements. 5. Fresh Perspectives: Benefit from innovative solutions and insights from varied industry experiences. 6. Reduced Onboarding Time: Minimal onboarding means more time focused on your project. A freelancer doesn't need training or any fancy tools, but with their experience and knowledge they perform at the highest level similar to the silver medalist Yusuf Dikec from Turkey yesterday at Paris 2024. If you need any project support currently don't hesitate to reach me on 📞 +4989 541996729 or 📧 [email protected] #FunctionalSafety #EmbeddedSystems #FreelancerBenefits #EngineeringExcellence #Consultant #Turkey

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** CALLING ALL BACK END DEVELOPERS (with startup experience) who are interested in equity and working on a genuinely exciting new project ** (I also need Front End, but that's another story) Opportunity - Back End Dev. Location - Hybrid, 1/2 days on-site in Leeds. Salary - You know what you're worth, so do I, but it depends how good you are. Please DO NOT apply if you don't have the right to reside and work in the UK. I know you'll be tempted anyway, but please don't. My client is a stealth mode start-up, having secured £8M private funding and no intention, or need to involve PE or VC companies. The product will revolutionise the AI space and I genuinely mean that. If you're available for your next perm role, starting in Jan, read on. It's a pretty fluid situation, so you'll need to be able to roll with that and adapt. Deployment: - Creating scripts that allow for input of customer details and create the necessary resources to allow the AI to work for that specific customer. - Scripts will most likely have to be run within the cloud service provider (AWS or cloud of preference) and within the server itself. - Set up single sign on (SSO) connections to the AI software. Storage: - Creating and managing storage responsible for the data the AI uses which would be independent per customer, as well as storing and managing secure credentials used for authentication. - Cooperating with the rest of the team to create appropriate links to both the front end and the AI backbone. Server: - Creating appropriate server solutions. - Managing resources based on demand. - Managing user sessions with the services (TBC) - Configuring DNS settings and integrating the application within the website (TBC) The end goal is to be able to get the application to a 'one-click' deployment within (ideally) 6 months, or sooner. It is worth noting, the AI function has already been built and it works. It's in test phase and so far, so good. All the above has to be built now with the view to scaling the application to 10,000 then 100,000 end users on a monthly basis. Within 12 months of deployment, I'll be using my network in scale up in the US, to take the users into the MM. It's not a pipedream, it's not only doable, it's going to happen. I need you to have extensive LLM experience, be a Python expert, be able to work under pressure and have built in desktop initially, with an iOS/Android release at a later date, in Cloud not on-prem. The product will be deployed within 3 hours of subscription. Sign, trial, subscribe. Tell your friends, because I also need a Front End with chatbot experience. I'm happy to expand on all those requirements. For both roles, you'll have to be happy to sign an NDA. If this sounds like you and you're happy with a high profile, high visibility role and have relevant experience in a similar environment, get in touch.

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🧑‍🏫 Got a couple of hours on a Friday afternoon and keen to see how you can use Zapier to create no/low code process automation from Pinpoint Applicant Tracking System (or any system that has webhooks and an API!)? * Send new starters to IT * Find out when a specific applicant is hired * Add new jobs to a Google Sheet * Update status of jobs in internal project management tools https://lnkd.in/eeGye6bn 🤓 (API key has been deleted!) #RPA #integrations #ats #lowcode #HR #HRTech #zapier #talentacquisition

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Software Developers - 2023 was rubbish wasn't it? However the market is really improving with many more jobs opening up compared to last year. But - there are now a lot of engineers active in the market too.. So some advice.. ⬇ A common complaint now is that you are not hearing back after sending your CV for roles you know/think you are good for. Here are some small pointers from my own recent observations to get you in the door to start with. ✅ You are competing now... your first mistake is having an unattractive, un-readable CV. Think - if you were the hiring manager, would you like this CV? ✅ This is incredibly important for Frontend focused developers.. ⬆ ✅ Less is more... focus on roles you are good for, don't use the spray technique if you know deep down you are not suitable. It's not good for your mental health either to get unnecessary rejections. ✅ Focus on your application properly - If you are applying for a Frontend / React/FS engineer, don't have PHP or Java as a visual focus point as soon as the CV is opened... this applies to all tech roles... ✅ Follow up after a few days - don't sit back and think Linkedin will do it's magic for you once you have clicked submit. ✅ Read the job adverts carefully until the end.. there is usually important information about the working style / location / criteria. Again, saves disappointment and your own time later on. ✅ Attitude - be pleasant and positive throughout. It doesn't matter if you are nervous or maybe you think your english isn't the best, people hire people they want to work with regardless of previous achievements. Finally - interviewing. ✅ Practice and prepare for your interviews well. It might seem a given but know your current stack in-side and out, and any current trends in your area of tech/expertise. ✅ Ask your recruiter or ask the internal HR/talent if there is anything you need to prep/research on. ✅ And of course, have a list of interesting / relevant questions for each opening, and not always the same formulaic ones. ✅ Practice the commons ones - why did you leave the last role, what is clean code for you, what are some projects you failed on / were successful at. Why. ✅ ✅ Please don't give up.

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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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UK tech industry valued at $1tn https://lnkd.in/d43hy-QW In the past 24 hours, 1,341 software developer job openings have been posted in London. Tech Recruitment is at boom and it will be further increase according to an article posted on www.CWjobs.uk Many of those companies looking to hire Recruiter or may be wants to contracts with an agency to help them in hiring those tech talent. The best situations for recruiter to grab more sales in this industry, by getting the right leads for you. #techrecruitment

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