Mark Pugh

📢 Write your CV for the job you WANT not the one you have. 📢 What do I mean by this?... ➡ A Cloud Engineer wants to become a Cloud Architect. What should they do? 1) The engineer should highlight their design skills, requirements gathering, consultancy exp., conceptual work and of course any specific architecture exp - especially project info. 2) Water down the less relevant stuff. 3) Provide tech/project info where skills are demonstrated. 4) Give examples of any training / learning's undertaken to make the change. Remember you must frame your CV it so it appeals to your target audience. In this example a Head of Architecture (who will review your CV). Simple advice, but a game changer when done properly! I promise you will get more interviews. If you're a Cloud or Data professional and want specific help in this just give me a shout! Have a good week! 👍

6

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

5

4 Comments

This is for my fellow IT contractors at the top of their game. Im sure they all probably know this already but incase some of you miss this. If a recruiter posts a role that is clearly outside ir35 and you can see they blanketed inside and they did nothing to say to their client. There is no way this is inside....and you know, everyone does. 1. Ask them to send you the IR35 assessment form as well so you can prove to them they are breaking the law. Report them to HMRC. 2. This is the big one. When you are at the top of the class. 90% of you are going to say no to inside ir35. Its very wrong. BUT here is the part you have to consider. If a company can blanket inside knowing its outside. Then they are breaking the law and knowingly doing it. That means they "dont care to follow the rules" only what is best for them; at your expense. If it were a perm and you got wind they do questionable practices day 1. Would you say yes then?🙄🙄🙄🙄 At the top of your game? NO.....So the same applies here. If they blanket inside and you know its definitely outside. The recruiter knows it is and still trys to force you inside. Thats enough information to say NO THANKS. Inside or outside everyone at the top of their class will say no to anyone breaking the law; you're not employee either?. At the end of the day you look out what is best for you. If you are in position that you need to bide time and some of you are. Gotta bite the bullet, but you know thats a short lived and painful scenario to walk into. Its better to say no to them and build side hustles. If they cant find people to stay does not matter what law they passed. Talent dictates the outcome when majority say no. Best thing to do is build out so contracts are not a main source of income. Especially during the gaps in between. Tech nerds can build money out of thin air, especially with AI help. Its now stupid easy. This is enough info here to decide how to navigate. You are the TALENT. In american football the agent does not represent the team. He represents the player. Why because the player will be life journey, the team when theyre done. Have a nice day. Smart recuiters especially with AI rise would shift their focus to Talent wants not client wants. GOOGLE PAID 2.7 Billion for this guy and he left on bitter terms. Out of all the people on earth. They brought him back; despite the rough exit. Steve Jobs. Despite his extremely rough exit. They brought him back. https://lnkd.in/ghzkCEJx I have a rule that has served me well in business. Ask yourself if you were them would you do the same? If the answer is no. Then you have enough information to understand.. Do I want to help them build their vision. Is this going to be a great partnership. People who break the rules at your expense are NOT going to be great roles or companies to work with. It makes a big difference when they are aligned to think as you. Results are effortless in this type of scenario and worth the wait.

8

8 Comments

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

Top 10 in-demand roles in the 🇬🇧 UK for 2024 🔍 1. Software Developers 2. Cyber Security Specialists 3. Data Analysts & Data Scientists 4. Project Managers 5. Business Analysts 6. Healthcare Professionals 7. Financial Accountants 8. HR Directors 9. Marketing Specialists 10. Teachers The market is shifting 👀 While some roles have consistently been in demand (e.g., teachers, healthcare professionals, and accountants), Tech is still dominating the scene despite layoffs. There's a high demand for software engineers and cybersecurity specialists as companies prioritise innovation and security. Adapting to these trends can open new opportunities and career growth. Time to pivot? 👀

61

26 Comments

Developers, don't get bullied! Don't comprise significantly!! It's not worth it. I have had a number of conversations recently where developers have stayed with companies for short periods of time for different reasons. 1 short stint at a business can be explained so long as the rest of your CV supports it. However, don't be bullied or blinded by shiny things to compromise on your original search. The grass isn't always greener and you will be looking to move before you are settled in. - Don't move for big money at the cost of enjoyment or happiness - Don't take that promotion to be a senior too early in your career - Don't accept a role that is outside your core responsibilities if you don't feel comfortable -Don't change technologies to secure employment if you don't plan too - Don't jeopardise your working style (Hybrid, remote, flexible hours) - Don't become a people manager if you want to remain an IC It's tough at the moment but staying true to who you are will shine through and help you achieve your long-term goals. Too many short roles will harm your reputation and then blaming every company for them doesn't look great. Have a good day everyone!

17

3 Comments

CV's are dead, at Solis we use assessments to cut the wheat from the chaff. My 3 Tips for Building Quality Assessments 🎯 Mirror the Role Itself Don’t just guess – simulate! Use tests that replicate real tasks the candidate will handle. It’s the best way to gauge if they can actually do the job before they’re in the seat. Candidates also get a preview of what’s ahead. Situational judgment tests (SJTs) are among the most accurate predictors of future performance. Assess the Whole Picture Go beyond hard skills. A balanced assessment taps into soft skills, cognitive abilities, and personality traits, giving a complete view of each candidate’s potential. A blend of soft and cognitive skills coupled with personality and culture. Keep It Short & Impactful We know candidates’ time matters. Short, purposeful assessments create a better experience and keep engagement high. Match the time and difficulty to the role level, ensuring every test hits the mark.

7

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

2

1 Comment

In comparison to this time last year, the UK tech market has seen a 163% uplift in live vacancies mentioning the word Data 💡 If you want to get technical... That's a 66% increase in vacancies mentioning Data Science and a 64% increase in roles mentioning the words Data Engineering 👏🏼👏🏼👏🏼👏🏼👏🏼 Despite the fact me and the team have seen a huge uplift in the number of new businesses as well as existing partners reaching out to us to support them with their hiring plans as of recent, they're still crazy numbers! On the whole, it really does feel like there's been a huge shift even in the last 3 months and if that means a few more late nights chatting to brilliant Data peeps in my network before we switch off for a break I'm happy to do it If you're an organisation looking to grow but are thinking of waiting until the new year, it might be best to start those conversations now as talent is going to be more in demand than ever! Equally if you're someone in a Science, Engineering or Analytics role considering a move, don't wait. I'll be around for all of December if you'd like to grab a mulled wine or a hot chocolate to discuss what's next for 2025, just drop me a message and I'll make the time ☕ 📩 [email protected]

48

5 Comments

"Sorry, we've got a PSL" This is something I hear a lot. I completely understand it too - having a PSL to support you on the roles you can't fill directly makes sense right? But what happens when they can't fill the role? They've had it for 2 weeks and you're not seeing any CV's? Or the CV's you are seeing aren't hitting the mark? How long do you wait, and what's the next step after that? Wait longer?? At this point, I can absolutely help you. BUT, I often need some help from you as the hiring manager to get things moving. I understand the process and that it needs to go through the right channels - Talent Acquisition, HR, or even the Finance Director need to sign it off and get the paperwork side of things covered. But that's so much easier when there's an internal hiring manager willing to take a chance by saying "This role is urgent, our PSL haven't given us any CV's and this guy says he has several people, I would like to speak to him and see these CV's!" And I'm not saying sign us up to the PSL straight away. This is purely to keep an open mind about the possibility of working together, rather than shutting it down with the "Sorry, we have a PSL". Remember, you're not paying anything at this point either, this is all for free! We could line up a short call to talk through the role or I could just send you over the anonymised CV's so you can compare them with the ones you've got from internal or PSL (if they've sent any at all) and you can make sure they're hitting the mark before we progress any further. And I know there's an element of trust here too, as often we wouldn't have spoken before, and this would be off the back of a single call / email. But really, what have you got to lose? You're 2 weeks down the line, little to no CV's and the ones you do have aren't good enough, and your options are wait longer or give this recruiter a chance. Worst case, if you don't like the look of the CV's, then you don't progress and all you've lost is an hour of your time. Best case? We have a great conversation about the role, you find this recruiter really knows his stuff and provides you with information and insights on the market you didn't already know, and the CV's he has do fit with what you're looking for. You progress, interview and ultimately get the role filled. Great call from you! You've got an urgent role filled, saved yourself more wasted time and also added a knowledgeable recruiter to your network. Next time you're struggling to fill a role and you get an email or a call from a recruiter who says they can help, remember they're not spamming you for the fun of it. They're genuinely trying to help! Keep an open mind, give them a shot and call their bluff. You've got nothing to lose and everything to gain!

1

Running a 8+ interview stage is somewhat ok, until the candidate doesn't get an offer. You'll be on your 9th interview, will have received positive feedback to date, and then be absolutely gob smacked to hear you were pipped to the post or went in a different direction. Hiring managers effectively pull the pin on a grenade and walkaway when they run an exhausting process which results in no offer & no feedback. It's a talent acquisition nightmare, an employer brand wrecker and does no good for your relationship with external recruiters. The best advice I can offer (besides don't do so many interviews...): Be honest. If you're putting someone through the wringer, tell them they're 1 of 3 candidates you're considering, be straight about what the process entails, tell them you have reservations (+ what those are!) and therefore they can make a call to eject themselves from the process before they're too invested.

47

8 Comments

So this blew up a little more than I expected. But it really needs to be addressed, and as a recruiter, I feel really strongly about this. Clients/hiring managers/talent teams; here's what your Recruiter SHOULD be doing for you: 💫 Consulting! 💫 Reviewing and critiquing your job description 💫 Advising you on market rates/salaries 💫 Giving you live information on the candidate market 💫 Advising on what other similar employers are doing 💫 Guiding you on attracting the top talent 💫 Helping you with DE&I strategies There's more, but this should give you a flavour. If a recruiter is working on a role with you and hasn't asked any questions, or made any comments, ask yourself 'why?'. Where's the value? If you're looking for a true consultant to engage with to enhance your hiring process - get in touch with us at Blue Wolf Digital today. #techrecruitment #data #software #erp https://lnkd.in/eqSiDjER

2

6 weeks left until Christmas and roughly 30 working days to hire your next Python/Django Developer in order for them to start in January!! 🎄 Josh O'Brien and I recorded an episode of “The Fox” last week where we discussed some strategies to make sure you are prioritising the right things as the end of the year approaches. 📺 I’ll link the full video on our YouTube channel in the comments. #DjangoDeveloper #PythonDeveloper #DjangoHiring #PythonHiring #DjangoJob #PythonJob #Django #Python

24

1 Comment

75%!🤯 𝗗𝗶𝗱 𝘆𝗼𝘂 𝗸𝗻𝗼𝘄 𝘁𝗵𝗮𝘁 𝟳𝟱% 𝗼𝗳 𝘁𝗲𝗰𝗵 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝗱𝗼𝗻'𝘁 𝗿𝗲𝗰𝗲𝗶𝘃𝗲 𝗮𝗻𝘆 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸? This is a shocking stat It really shows the cba mentality that's are out there Providing feedback isn't just a courtesy; it's essential for the candidate. Don't get me wrong, some candidates couldn't give a sod but most do! A Senior Developer recently interviewed through me but didn't have great feedback - great technically, so all coachable communication skills. I gave the brutally honest feedback and coached them on the negatives. They took it onboard and used the advice in their next interview, where they now work! They said afterwards - "why has no one given me this info before, all I get is the bog standard 'you're not right', 'they went for someone else'." It took 10 minutes out of my day and resulted in someone getting a new job. 𝘸𝘩𝘰𝘦𝘷𝘦𝘳 𝘵𝘩𝘢𝘵 𝘳𝘦𝘤𝘳𝘶𝘪𝘵𝘦𝘳 𝘸𝘢𝘴, 𝘺𝘰𝘶 𝘤𝘢𝘯 𝘦𝘹𝘱𝘦𝘤𝘵 𝘮𝘺 𝘪𝘯𝘷𝘰𝘪𝘤𝘦 😂 Rule is, just don't be a cop out! ✅ Respect candidates' time and effort. ✅ Give honest, constructive and actionable feedback. ✅ Build a positive reputation. I'm clearly giving very awkward constructive feedback in this pic😂 #Recruitment #TechJobs #CandidateExperience

22

4 Comments

Like Frank, I also often feel baffled why independent professionals viewed and treated merely as an "expensive (N+1)th employee" by the overwhelming majority of the market – instead of the strategic investment partners we truly are. Most _real_ problems I encountered throughout my career has been the direct product of the series of choices made over time at the given organization: management style, organizational structure, tech stack, workflows, funding, communication, politics, etc. The superpower of any external actor is that they are not bound by the very same rules which produces the problem in the first place. Who tries to take that away in an attempt to degrade the role into an expensive employee…well, gets exactly that, I guess – while throws away loads of value they could receive otherwise 🤷 The good news is that you may still capture all that value, even (and especially) in the current difficult market conditions. I'd love to chat and discover how I may contribute to your success too. See my profile, or DM me for details.

4

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.

24

1 Comment

Tips for recruiters trying to engage IT contractors… 1. State the organisation 2. State what problem they are trying to solve 3. Ask applicants for when they have helped other organisations solve similar problems 4. Stop collecting CVs and sending the usual ‘unfortunately’ emails. The whole concept of collecting CVs and sorting through especially for very experienced people is dated. You guys can do better. If you are a recruiter and looking to use systems that do just the above, speak to us 3d7 Technologies #recruitment

8

𝗠𝘆 𝗣𝗿𝗲𝘀𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗼𝗻 𝗬𝗼𝘂𝗧𝘂𝗯𝗲 That's right, Power BI & Fabric Manchester UG have given me a platform, so I'm going to shout about it. If you're interested in: - Incremental Refresh - The XMLA Endpoint - TMSL Scripts - Power BI's Advanced Partitioning capabilities Or, if you just want to find out how me and my thick Bristolian accent got on the first time I spoke in front of a crowd 𝗜 𝘀𝘂𝗴𝗴𝗲𝘀𝘁 𝘆𝗼𝘂 𝗳𝗼𝗹𝗹𝗼𝘄 𝘁𝗵𝗲 𝗹𝗶𝗻𝗸 𝗯𝗲𝗹𝗼𝘄. https://lnkd.in/eRTcxpkc * 𝘉𝘰𝘯𝘶𝘴 𝘱𝘰𝘪𝘯𝘵𝘴 𝘢𝘸𝘢𝘳𝘥𝘦𝘥 𝘵𝘰 𝘢𝘯𝘺𝘰𝘯𝘦 𝘵𝘩𝘢𝘵 𝘤𝘰𝘶𝘯𝘵𝘴 𝘵𝘩𝘦 𝘯𝘶𝘮𝘣𝘦𝘳 𝘰𝘧 𝘵𝘪𝘮𝘦𝘴 𝘐 𝘴𝘢𝘺 𝘱𝘢𝘳𝘵𝘪𝘵𝘪𝘰𝘯 𝘰𝘳 𝘱𝘢𝘳𝘵𝘪𝘵𝘪𝘰𝘯𝘪𝘯𝘨. ** 𝘛𝘩𝘢𝘵'𝘴 𝘯𝘰𝘵 𝘢 𝘮𝘰𝘶𝘴𝘦 𝘤𝘶𝘳𝘴𝘰𝘳 𝘮𝘰𝘷𝘪𝘯𝘨 𝘢𝘳𝘰𝘶𝘯𝘥 𝘵𝘩𝘦 𝘴𝘤𝘳𝘦𝘦𝘯, 𝘪𝘵'𝘴 𝘢 𝘥𝘪𝘨𝘪𝘵𝘢𝘭 𝘧𝘭𝘺.

17

9 Comments

If you have not filled an open vacancy after 3 months of looking at the market, something ain't right 🤯 Over the past 2 months, I have placed 7 contractors & 2 permanent Data Engineering roles 📊 The longest process being 3 weeks from initial job briefing, to interviews / job offer & contract out. The shortest process being 5 business days ✅ It's kind of like one of them, "It's not you, it's me" kind of vibes, except, maybe, it's not them, it's you & you need to reflect on what you could be doing wrong 🤯 Here are some thoughts: → Is the role actually signed off? → Is the salary/rate on offer too low? → Do you have an unrealistic view of the market? → Are you looking for two hires in one? → Are you overcomplicating/prolonging the interview process? → Is your turnaround time for feedback too long? → Is your interview process too long? → Is your interview panel giving off bad impressions? → What does your WFH policy look like in comparison to broader market? → Does the team have a clear understanding of what they want to hire? → The list goes on... If hiring is a priority, make it a priority. Don't go to market to "see what's out there" - you will damage your brand and reputation. If you don't move fast on good candidates, 9 times out 10, companies with good processes will have them snapped up before you can even arrange an interview 🤯 #HiringTips #InterviewTips #DataEngineer #Hiring #Future #HiringProcess

32

3 Comments