Matthew Nevin

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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If you are currently looking for a new JavaScript job ( contract or perm ) I would highly recommend the following... ✅ Update LinkedIn profile Ensure it's easy for recruiters to find you and understand your skills. Use relevant keywords. ✅ Update CV Make sure all the latest roles, tech etc has been added. Have a friend or specialist recruiter review it for advice. ✅Get active on LinkedIn Connect with the best recruiters in your industry. Follow their companies and engage with their content. ✅ Network Reach out to former employers and colleagues. Find a specialist recruiter and let them know you're open to new opportunities. ✅Keep at it Job hunting can be tough, especially right now. Be mindful of your energy and treat the process like a job. This is just the beginning, but I hope it helps! #hiring #newroles #javascript

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Hiring update incoming 🙋‍♀️ .. According to a recent survey, 62% of IT managers are planning to ramp up hiring for interim roles to bridge skills gaps and support key projects. 62%! More and more IT pros are also now open to contract work and some even prefer it over full-time opportunities due to flexibility and to avoid boredom. Businesses are increasingly coming around to this perspective because of the immediate value IT contractors can add, especially with large scale projects such as a digital transformation. CTOs, CIOs and IT leaders.. what are your thoughts on this? #hiring #technology

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📣 Hiring Managers!!📣 I fully understand that recruitment fees are not cheap, but the downfall of not engaging or getting the hiring process right will cost more in the longer run. 💡 The main advantages of hiring a specialist recruiter in the IT and Salesforce space are: ⏰️ Save time by not having to source and filter irrelevant profiles 💶 As we all know time saved = money saved 🔑 Gain access to a much wider network 🏃‍♂️ Your roles will be closed off much faster 🧠 Gather insight from the wider market, competitors pricing etc. 🤝 Build a lasting business partnership for the future It goes without saying that the above only applies if you are with the right Recruitment Partner, so take the time to get to know specialists in your space MA (Montreal Associates). #hiring #salesforcerecruitment #salesforcegermany

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What's the trickiest vacancy you're trying to fill? Often it's not the "Head of xxx" or "xxx Manager". It's a Technical Consultant with 2 years' experience. Or a Junior DBA. Recently it took me 2 months to fill a 1st Line Application Support Specialist role. These entry-level type of positions are critical for any company, but especially for SMEs. In my case it was for a construction business. Technical skills were important but CULTURE fit was massive. Stakeholder management skills were critical in order to deal with a wide variety of different users. We got there in the end, and both candidate and manager are a perfect match! But why so hard to find the right person, when you're hiring at entry/junior level? ➡️ There's not a lot of work experience to go on, so lots more CV screening and interviewing required. ➡️Typically less engagement, so harder to pin down for availablity and commit to interview. ➡️ More susceptible to counter offers. ➡️ Unrealistic salary expectations. What issues do you face when hiring such roles? Comments ⬇️ please!

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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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Worried that your CV isn't being seen? 🧐 If you feel your CV/resume is going into a "blackhole", there's a very simple way to find out if your document is "searchable" Recruitment consultants/talent acquisition and HR teams use an ATS/CRM system to be able to search through large amounts of data in order to find your profile/CV/resume. If your CV/resume is in an unsearchable format, the unfortunate outcome is that you won't be contacted for future vacancies that you're suitable for. Here's out to rectify this.... 1. Copy/Control+C/Command+C the content of your document 2. Paste/Control+V/Command+V the copied text into a blank document. 3. Do the words in your document read correctly? If "yes" ✅ You're all good, you will appear in recruitment consultants/talent acquisition and HR teams will be able to search on your details. If "no"❌ - avoid using png, screenshots and password protected documents - Use word, pdf and unprotected documents, amend so that the text can be searched and voila 🎉🎊... problem solved 👏🏼🌈 Happy hunting Linkies #jobsearch #gethiredme #architecture #interiordesign #urbandesign #ffe #masterplanning #landscapearchitecture #middleeastjobs

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Tech Folk. The best way to find a new job. Take a cursory look at your inmails from recruiters. Choose the best three based on their relevance to your actual skills/interest and how much the recruiter seems to understand the market Call them, ask who their clients are (are they companies you’re interested in?) If so, build a passive relationship, tell them what companies/roles would interest you and you would want to see moving forwards. Watch the bespoke, off-market job opportunities roll in. ~Craig #recruitment #recruiting #recruiter #fintech #technologyjobs

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Why are junior-mid level vacancies so hard to fill? Surely a "Head of xxx" or "xxx Manager" are the tricky dickies? Not in my experience. It's the Technical Consultant. Or Junior DBA. Or the job I filled a few months back, a 2nd Line Application Support for a construction company. Whilst technical skills were important, stakeholder management was absolutely key in order to deal with a variety of users. It took me 2 months. Why? ➡️ Not as much work experience to go on, so lots more CV screening and interviewing required to establish culture fit. ➡️ Job seekers less engaged compared to more experienced people, so harder to pin down for interviews. ➡️ More susceptible to counter offers. ➡️ Unrealistic salary expectations. However when you do find the golden nugget, it's such a satisfying outcome. And in this case both the employee and manager are loving life. These are such critical hires because they're the future of the business, especially for SMEs. Interested to know what issues you have recruiting for these types of roles? Comments ⬇️ please!

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To any freelance Vlocity Developers or Architects looking to make their profile more accessible to find on LinkedIn 😎 I've recently noticed that for a large number of candidates who specialize in Vlocity, it's not always clear the extent to which some of your skills in SFI cover... which means you could be losing out on potential opportunities that are out there! Here are some detailed tips to make your profile more visible to hiring managers and recruiters: 📍 Separate yourself from using traditional titles e.g. "Salesforce Developer" OR "Salesforce Architect". Instead, outline yourself as a "Salesforce Vlocity Developer" or "Salesforce Vlocity Architect" in your job title! (this is a lot more common than you might think!) 📍 Highlight specific Vlocity projects, detailing the technologies used (e.g. Raptors, Cards etc), industries worked in (CommsCloud, Health Cloud) etc. - the more keywords you use the easier it is for us to find you! 📍 If you're a CEO or founder of your own company, and have it outlined on your LinkedIn, great! Try to also include in your experience a strong summary that highlights your experience in Vlocity as well as the service you can provide as a freelancer! By implementing these strategies you can create a compelling Vlocity profile that stands out to recruiters and hiring managers!

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🚀 Iconic Resourcing - Exclusive Search Methodology 🚀 As a tech recruiter, I often encounter high-value-add job opportunities that have remained open for months. The reality is though, it's not about finding the right candidate—it's about attracting them through a comprehensive, data-driven approach. ✨ WE DON'T CHARGE EXTRA FOR ANY OF THE BELOW ✨ 🔍 Our Exclusive Search Method ensures that even the most challenging roles get filled. Here’s some of what we do: 1️⃣ Deep Talent Mapping: We analyse not just active job seekers, but the passive talent pool—those highly skilled professionals who aren’t actively applying but are open to the right opportunity. 2️⃣ Market Mapping: We will research and compile market data specifically in relation to the position as well as identifying other professionals working in a similar capacity across the market 3️⃣ Video Tech: At Iconic Resourcing, we use video technology (both in our adverts and candidate submissions). You'll be given access to an online dashboard where you'll view the shortlisted candidates video interviews, CVs and supporting info. This is collaborative and can be shared with your team internally 4️⃣ Employer Brand: We partner closely with you to ensure your employer brand describes your reputation as a place to work and your employee value proposition 💡 If you’ve had an opening in your tech team for months, don’t settle for the same old approach and expect a successful outcome. Get in touch on the below and I'd be happy to talk you through our process: 📱 : 07512 548 051 📧 : [email protected] #TechRecruitment #TalentAcquisition #JobSearch #HiringTrends #CareerOpportunities #PassiveCandidates #ExclusiveSearch

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What makes a 𝙜𝙧𝙚𝙖𝙩 ServiceNow specialist CV? We speak to candidates everyday who tell us about the cool stuff they’ve built on the platform, and often this isn’t on their CV. So what can you do to make your CV really stand out? 𝐓𝐡𝐞 '𝐒𝐮𝐦𝐦𝐚𝐫𝐲' 𝐬𝐞𝐜𝐭𝐢𝐨𝐧: Use this section to highlight 2-5 relevant career accomplishments specifically within ServiceNow. Focus on key 𝘦𝘹𝘱𝘦𝘳𝘪𝘦𝘯𝘤𝘦𝘴 rather than just keywords. Only tweak this section for each application to save time. 𝐓𝐡𝐞 '𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞' 𝐬𝐞𝐜𝐭𝐢𝐨𝐧: Aim for about 5-8 bullet points of specific, measurable results related to ServiceNow. Key sections to focus on: 𝐓𝐡𝐞 “𝐒𝐮𝐦𝐦𝐚𝐫𝐲” 𝐬𝐞𝐜𝐭𝐢𝐨𝐧: Highlight experiences and achievements that are directly related to ServiceNow implementations, customisations and optimisations. Example: Designed and deployed custom ServiceNow applications, increasing efficiency of workflow. 𝐓𝐡𝐞 “𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜e” 𝐬𝐞𝐜𝐭𝐢𝐨𝐧: Provide detailed, measurable results from your work with ServiceNow. Include specifics about the impact of your work. Examples: "Implemented ServiceNow's IT Asset Management module, leading to a 40% reduction in asset loss and improved tracking accuracy." "Customised ServiceNow dashboards for real-time data analytics, enabling a 25% increase in proactive issue resolution." By focusing on specific accomplishments and experiences related to ServiceNow, you can make your resume stand out to potential employers looking for expertise in this platform. #ServiceNowJobs

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'Can we talk about the economic state of UK staffing right now?' This UK recruitment downturn looks set to last 📉 "Net income fee is down YoY 14% Robert Walters, 15% Hays and 16.7% Page Group. Forecasts have been declining all year. Share prices have been heading broadly south since the post-Covid-19 hiring bulge." If costs stays the same, profit drops. Which could mean big redundancies in the market. You need a lower cost of carry whilst driving revenue. 💷 Instead of periods of large hiring and firing companies should seek to improve efficiency. Companies should look at strategies to improve data 📊 Better data can improve search results, which can reduce time to hire and job advertising spend. It can improve marketing and new business efforts as well as ability to leverage third parties and AI to drive more revenue. Finally, it's important for effective reporting and analytics. Which can lead to improved decision making and scalable growth. To improve data you need the right CRM, user adoption strategy and validation processes. You need it to be tailored to your service offerings and verticals. You need it to reinforce your proven processes that make your business successful. How are you improving your data?

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The job market is seeing more fixed-term contracts as companies adapt. Some candidates are showing flexibility, but it will be interesting to see if businesses can retain this talent as the market shifts. There is an increasing amount of vacancies and offering contract or permanent is a lot more attractive for candidates. Don't think for just NOW Think for NOW and the FUTURE

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Thought I’d take a moment to reintroduce my company Beam it Recruitment & the services that we offer For BEAM candidates: 💜 - We work on behalf of companies across the globe to help them find people like you 🫵🏻, you’ll find our latest jobs by following our pages here or visiting beamrecjobs.co.uk You can also ensure your details & preferences are up to date here: beamrec.com/updatepref 💜 - We offer coaching to help you find a new job, this includes in-depth resume advice, interview preparation, mock interviews, help with negotations & ongoing support. This is a paid service but any fees will be refunded if you find a role through Beam it, read more & sign up here: beamrec.com/employability 💜 - We work alongside industry experts to create informative content for the community, you’ll find this at beamrec.com/forum For companies using BEAM: 💜 We can provide permanent/full time employees or contractors for your team, we work to your set budget & hiring perameters to ensure they’re a fit. Every candidate is screened for soft skills before submission. 💜 Our most popular service is our contingency recruitment model, this is only paid for if we successfully place a candidate into your company, our standard fee for this is 15% of the first 12 month’s remuneration - learn more beamrec.com/employers If you have any questions regarding the above, just send me a message here on LinkedIn #beam #elixir #erlang

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📢 If you want to secure a new position by Christmas or have your talent ready for the New Year 🎄 👤 , it's important to plan ahead. Many companies start their second-half (H2) recruitment process in August and September, so it's crucial to understand the tech sector's recruitment timelines. Here's an overview of the average recruitment timeline: 🗓️ 👩‍💻 Application response: 24 hours - 1 week (depending on the industry) 👥 Interview process: 2 - 6 weeks (varies based on position level and number of interview stages) 🎉 Offer process: 24 hours - 1 week 📅 Notice period: 4 weeks ✅ Start a new position! Total duration: On average, 8-12 weeks, bringing us to around November! It's time to get organised! We are thrilled to announce several new job openings: 🔔 Senior Frontend Engineer (React.js) - Remote in Ireland 🔔 PreSales Solutions Architect - Remote in Ireland 🔔 Application Support - Hybrid in Dublin (4x positions) 🔔 Principal Software Engineer - Hybrid in Limerick/Galway (2x Positions) 🔔 Senior Software Engineer - Hybrid in Limerick/Galway 🔔 Kafka Developer - Remote in Ireland 🔔 Data Analyst/Engineer - Limerick Hybrid Full list of open positions available here: https://lnkd.in/eD49-ngm Seize the opportunity to advance your career and secure a new position for the New Year! #NewJob #Opportunity #TechSector #RecruitmentTimeline #NewYearNewMe

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Assessing a Job Offer When job searching solo or through a recruiter it can sometimes be overwhelming going through the process and getting to the final point of sitting with job offers in hand. (especially if you have multiple) How do you make your decision? Though working with a recruiter can be a great way to discuss an offer and have a consultative chat, how do you know if the job offer received is actually worth considering. For me it all comes down to your WHY? What actually made you start looking for work in the first place, what were your non-negotiables if you were to make a move. This is so important to nail down before you even hit apply on that job advert or reach out to a recruiter. When consulting with candidates I always go back to our initial conversations, go over this and see if the offer matches up. It's a fantastic starting point and will often help you rule out offers if you have multiple in consideration. Hopefully this can help anyone sitting with offers at the moment and if you are a construction professional needing an unbiased ear to your outstanding offers I would be happy to assist.

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Getting the best from your Recruiters 🤑   After hearing horror stories of clients going through ups and downs of using agencies to fill their roles, I thought I would share some tips to make sure you get the best out of your recruiters;   👨‍🚀Specialist Areas - Using recruiters who specialise in the areas you are hiring for increases your chances on finding the right profile. They will have a better understanding of the role and a greater network of profiles ready to share. ⏲ Timeslots - Using recruiters is supposed to save you the aggravation of looking for profiles, book in timeslots for Job qualification, CV/ Interview feedback. It saves a lot of time and means you won't be bothered by unneeded phone calls 🕵‍♂️ Market Information - We speak with hundreds of clients and candidates within the same area and hear about all types of different projects. You can receive all this information by asking questions towards your recruiters.   If you are struggling to find the right profiles, or want to hear more about the current market trends, don't hesitate to book in a call 😉   #Recruitment #DevOps #Cloud #SRE

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June 2024 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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