Mark Carney

🚀 Senior to Principal Consultant level Recruiters 🚀 I’m looking for 360 Perm Recruiters to join our top-performing teams in both the FMCG and Automotive sectors here at Nexus Search. 🚘 🥖 This is an unbelievable opportunity for a recruiter to elevate their career and here’s why… 🔹 Lucrative Market: Work with industry giants the FMCG & Automotive industry is bulletproof – always in demand, never saturated. 🔹 Diverse Roles: From Senior Managers to Exec Search, and across various skillsets – Operations, Manufacturing, Commercial, Finance, Supply Chain, Purchasing, Logistics, HR. 🔹 Proven Success Stories: Experienced Consultants who have joined us have doubled their billings in 6 months. Team members with three promotions in a year and already over target for this financial year. 🔹 Sophisticated Recruitment: Engage in more detailed and interesting conversations, build lasting partnerships, and experience the excitement of high-end recruitment. This is not just phone bashing; this is about making impactful connections. 🔹 Fast-Track to Leadership: With rapid growth opportunities, you'll have the chance to move into leadership roles quickly and build your own team. 🔹 High Value Proposition: Retained searches offer more land-and-expand opportunities. Sell projects and solutions, giving you the flexibility to focus on what you excel at. 🔹 Supportive Environment: Access to top-notch resources to help you focus on what you enjoy, we split our teams between Client and Search. Our environment fosters success, giving you the focus and flexibility to do what you're good at. If you want to make a significant impact and you're an experienced 360 recruiter, who is feeling stagnant or not enjoying the market they are working in, it might be time to explore your opportunities. Drop me a message on here or via whatsapp and we can arrange a call. 07803 342 084 📱

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WHAT’S IMPACTING TECH CONTRACTORS IN 2024?  Share your views in our 10-minute survey What do you think are the top factors impacting tech contractors this year? Are day rates going up? Which specialist skills will be most in demand in 2024?    Let us know in our 10-minute tech contractor survey before 7th May. Our survey is open to anyone who engages with tech contractors or works as one 👉 UK Tech Contractor Day Rate Survey 2024 (hays.com)

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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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***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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I have the pleasure of sitting down with Ray Walker CCWP this Wednesday 8th May, to discuss all things #IR35. We'll talk about the changes that came into effect in April and what that means for organizations and contractors. It got me thinking about the spotlight often shining on permanent recruitment in the realm of talent strategies, talent pooling and DE&I initiatives. Freelance or interim recruitment, on the other hand, is frequently viewed as reactive and challenging to integrate into long-term strategies. In many cases, the engagement with contractors falls outside the purview of the TA team, instead handled by a separate entity focused on project resourcing. However, as the economic landscape continues to demand adaptation, with unfortunate layoffs of permanent staff becoming more prevalent and an increasing number of workers transitioning to contracting roles, it prompts a critical question: Is it time for organizations to re-calibrate their approach to freelancer hiring? Especially if organisations are determining contractors as Inside of IR35. Whether a freelancer is engaged for a single day or a year-long project, their presence reverberates throughout organisational culture and productivity, akin to that of a permanent employee. It's important to acknowledge the impact freelancers have. I've had some interesting conversations with the team at Worksome who are doing some great work trying to bridge the gap between permanent TA strategies and freelance resource needs. Would love to hear your thoughts on the topic!

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Half of UK Tech Workers Planning to Switch Roles in 2024! I read a report which highlighted that 50% of UK tech workers are considering leaving their current positions in the next 12 months – a rate higher than the global average of 45%. What’s driving this? Top reasons: Higher pay is the main motivator for those seeking new roles. Career progression and a desire for a better company culture are also pushing workers to explore new opportunities. But it’s not just about salary. Tech workers are increasingly selective, demanding: Hybrid working – 52% of global employees now enjoy this flexibility. Well-being support – 80% feel their organisation supports their mental and physical well-being. Diverse opportunities – Women are more likely to take non-traditional paths into tech, with many favouring freelancing due to the flexibility it offers. With organisations looking to embrace AI and automation, the report highlights a shortage of the skills needed to support these ambitions. The stakes are high: attracting and retaining tech talent could be the difference between business success and failure. Food for though when you are hiring ---------------------- 👋 I'm Mario... I connect great people with exciting businesses We believe people are a business's greatest asset I help businesses reduce time to hire and attrition How? 💻 Follow us to get regular updates 🔗 Connect with me #softwarearchitecture #solutionarchitect #enterprisearchitecture #dataarchitecture

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Looking to get ahead of the curve when hiring tech talent in the UK in 2024? We polled 500 tech workers across the UK and found that: 𝗧𝗵𝗲 𝗼𝗳𝗳𝗶𝗰𝗲 𝗶𝘀 𝗯𝗮𝗰𝗸 👉 Most employees want a 50/50 hybrid working arrangement. 𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝘄𝗶𝗻𝘀 👉 More than a third of workers rated a flexible working policy as the most important benefit 𝗥𝗲𝗽𝘂𝘁𝗮𝘁𝗶𝗼𝗻 𝗺𝗮𝘁𝘁𝗲𝗿𝘀 👉 31% of respondents say a company’s reputation greatly affects their decision to apply. Looking for more insights? Our report is FREE to download and jam packed with more information. You can find it here: https://lnkd.in/eTg23d9N #techrecruitment #hiring #recruitment

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𝐌𝐢𝐝𝐥𝐚𝐧𝐜𝐞 / 𝐏𝐚𝐲𝐫𝐨𝐥𝐥𝐞𝐝 𝐯𝐬 𝐅𝐫𝐞𝐞𝐥𝐚𝐧𝐜𝐞 🤺 With rules being put in place more contracts are being offered to employed / midlance professionals rather than freelancers. Due to DBA law we are seeing strict requirements for non ZZP workers specifically in Government / Semi-Government opportunities. As a freelancer would you consider this type of employment? #DevOps #Cloud #Recruitment

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Our Page Executive 2024 UK Salary Guide is here! Access our report to help inform your benchmarking exercise on compensation, bonus and benefits for C-suite and senior leadership roles across multiple functions and sectors. The guide also includes market insights from our reputed principals and partners who have successful track records placing leadership talent to help UK businesses transform and grow. Download today: https://lnkd.in/dV-m-sQE #salaryguide #executivesearch #leadership #unitedkingdom #uk #marketinsights #csuite

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Stop building fully resourced Internal TA Teams. Yep you read that right. If you know what your demand is for the next 12 months then staff yourself up with 50-60% perm headcount to meet than demand. Bring in embedded or RPO to meet the rest of the demand. If your demand is as predicted, brilliant you've got enough resource to meet it. If demand falls off a cliff you've not had to lay anybody off or find stuff for them to do to "keep them busy". This is exactly what great TA Leaders do, it's not about building an empire, it's thinking strategically, reducing your fixed head count but still having the resource to meet demand when you need it. #recruitment #talentacquisition

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This year has been slow-moving for recruitment in IT business change and transformation, but the UK’s 2024 budget gives some hope for momentum to pick up. With new funding dedicated to digital infrastructure and R&D, I’m optimistic about seeing a rise in demand for transformation roles that help businesses leverage this investment for growth. The emphasis on digital upgrades, especially with support for green energy and innovative tech, could drive significant opportunities for change and transformation specialists. That said, wage pressures and pension tax adjustments might add competition to attract and retain top talent, making it a dynamic time for recruitment strategy. As someone who works daily with talented professionals in this field, I’m hopeful these changes will lead to an active market for business change experts, helping UK companies accelerate toward a tech-driven future. Here’s to a promising year ahead! Please do reach out if you are looking for your next permanent or contract role or if you are looking for help with your recruitment strategy following todays budget.

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Compromising candidate experience compromises your customer experience Candidate experience cuts across so many touchpoints in the recruitment journey & Talent Acquisition / recruitment is typically the guardian of many of these touch points. Unfortunately our TA teams are generally one of the first to be negatively impacted when the market softens. ☠️ & right now the key team bearing the bulk of responsibility for candidate experience are operating on a skeleton staff & having to do recruitment in an increasingly constrained environment. Steve Gard the industry custodian of all things candidate experience has said prioritising ‘personal connection’ is one of the key elements which make a difference in the candidate recruitment experience & helping convert a candidate to accepting a job offer.  🔢In a recent poll by his company Benchmarcx, it was found 50% of people said the pivotal thing that was the final deciding factor in accepting their current or last role was "the way they made me feel” - this even surpassed salary. ⚡️The recent surge in job applications isn’t helping, instead putting further pressure on already strapped internal TA teams. 🤯 A TA friend told me she had 610 applicants for a role recently ?!? With these crazy numbers where are our TA guys to find the extra time ⏱️ that’s required to provide the ‘love’ ❤️ & personal connection 🥰 needed to get the best people across the line. With these conditions is it really any wonder candidate experience & therefore customer experience is being compromised 🤷🏼‍♀️ 🔐From my own experience working in internal TA, high application volumes just gives a false sense of security. ❎ They rarely lead to a quality shortlist. All they do, is redirect the recruiters effort & time to trawling through hoards of unsuitable applications, allowing for less time to proactively source & engage with the most qualified candidates & unable to prioritize the personal connection needed to make people feel valued. 🖤 Right now candidates are certainty not feeling the love, in part because we aren’t prioritising resources to support their journey 🌤️ This market is temporary, just like seasons, things will soon change & when things pick up, what your candidates aka customers will remember is how you made them feel. Will you be remembered fondly ☀️🌈 or 🌪️🌨️ #candidateexperience #candidatecare #talentacquisition #customerexperience #personalconnection #candidate101

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⛔ The recruitment system is broken. ⛔ Just had a look at the number of applicants we have received over the last 5 days at Cognify Search... 962!! This week we have submitted over 30 data candidates to our clients. Only one of these candidates have come from our adverts (admittedly we sill have around 1/3 to review).. ⛔ Easy apply is creating too much noise! ⛔ Much of the noise comes from candidates who have very few of the skills required ⛔ Most are not based in the UK ⛔ Many companies only accept candidates who are British Citizen, have ILR or Settled status. ⛔ There is a disconnect between candidates and hiring companies in terms of remote and hybrid working. ⛔ Data is becoming more silo'd, companies are looking for a specialist within a specialist.

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In 12 working days, we went from a green light on a new Developer role to receiving an offer and acceptance... 1 Job Brief 8 Synergy questions obtained 100+ profiles sourced, screened and shortlisted 3 *Synergy Interviews and CVs submitted (*Recorded Video Interviews) 1 Direct Interview 1 Offer 1 Acceptance Hiring Manager time commitment - 5hrs If your hiring doesn't look like this... Let me show you a much better way #recruitment #hiring #revolutionise #speed Digitalent - AI & Machine Learning Recruitment

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June 2024 London & South East UK IT Salary & Contractor Rates If your company is thinking of hiring, do it now. As demand rises, so too with the rates of pay and the difficulty levels of attracting and securing the right talent. If, however, your company is slowing down - beware! If your IT staff start to feel insecure, talent competitors and recruiters will find it very easy to persuade your staff to interview elsewhere. Despite the stress and negativity that may exist, take the time to focus on reassuring your team and, where appropriate, reward their loyalty. It's a false economy to avoid salary increases for your best people. Doing so risks leave yourself vulnerable to losing key staff and the larger costs in both time and money of replacing them. Should you be considering recruitment or simply would like some advice on anything recruitment related, please do not hesitate to give us a call and see how we can really help you to Recruit Someone Worth Recruiting.

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Data drives everything! But not always when it comes to recruitment it seems… Last week, I met with a business who had a number of roles open for over 7 months (some closer to 12).   General consensus was the challenge was down to how niche a skillset vs experienece they’re looking for - it is pretty niche to be fair… 😀   Trouble is, since they started recruiting they hadn’t even seen any insights on the relevent markets, let alone analysis of the potential talent pools. 🤯 Just delivered a report on both their target demographics and their own organisation covering: 📍Talent geography 🧐 Experience 🤝 Likelihood to engage 🤼 Talent competitors 🫰 Package analysis Simple data but has resulted in a couple of big decisions and a significant shift in strategy!   Everybody should be making data-led decisions! Best not to mention the real and opportunity cost of not hiring over last 6 months… #recruitment #data

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