Murrad Asgheddi

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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With all of the turbulence in the tech industry over the last 24 months, there's undoubtedly a lot of fear and insecurity amongst Software Engineers about their stability in their current job/organisation 🌪️ It's almost created this mindset of 'I've survived the redundancy rounds so far .... but am I next?' 😨 It's no secret that the financial challenges of current organisations is also a motivating factor for Software Engineers to go and seek opportunities at companies that are in fact doing VERY WELL in this economic climate. Is this something that you can relate to? Are you feeling like this at the moment? Let me know your thoughts below! 👇🏼 #TechLandscape #EconomicCrisis #JobInsecurity

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Would you prefer interview feedback during the interview if you were not going to progress? 💻🗣 I recently spoke to a handful of excellent #Cloud Engineers who are actively #interviewing in the current market. A couple of individuals were told right away they weren't going to progress and were given feedback during the interview. Personally, I'm not too sure if I would like this, however, I can definitely see the positives in doing so! ☀ What are your thoughts?💭

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🌟 Breaking into the DevOps World 🌟 If you're aiming to make a mark in the ever-evolving DevOps landscape, focusing on key areas can set you apart. 🚀 Firstly, understanding cloud-native technologies is crucial. Master platforms like AWS, Azure, and Google Cloud since 85% of enterprises in the UK are moving to cloud solutions (source: TechUK, 2024). Secondly, proficiency in automation tools such as Jenkins, Kubernetes, and Ansible is essential. Companies are looking for candidates who can streamline processes and enhance operational efficiency. Additionally, fostering a deep knowledge of continuous integration and continuous deployment (CI/CD) practices can really make a difference. Being well-versed in these methodologies demonstrates your capability to manage and improve the entire software development lifecycle. 🎯 Let's not forget the soft skills! Strong communication, problem-solving abilities, and a collaborative mindset are indispensable in a DevOps role. After all, it's all about bridging gaps between development and operations teams. Keep levelling up your skillset and stay updated with the latest trends. 💪 What skills do you think are most in demand in the DevOps market? Share your thoughts in the comments! #DevOps #CareerAdvice #TechTrends

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Software, DevOps & Platform Engineers you are selling yourselves short🗣️ I have received roughly 40 resumes this week since offering to give advice and feedback. I learnt a lot during this process, especially when people are applying for positions more than ever, and the need to stand out is crucial. My biggest observation was that it took me too long to understand the following⬇️ What are your specialisms? Where have you made or had an impact in your role? Which key technologies have you been using regularly? What do you want to be seen as? ➡️This is a biggie What soft skills do you have? Too may resumes make it difficult for the reader to actually understand what you are doing and what you are good at. Make it easy for people to see HOW YOU CAN ADD VALUE Drop me a message if you want some feedback on your resume📩 I will come back to you as quickly as possible.

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🌐 Saw the below and it reminded me of a report I'd read recently with regards to ongoing developments within the world of Java that I know a lot of that side of my network could be interesting in reading. 💭 Be interesting to see how this rolls out and how it affects projects going forwards but definitely worth a read - more than open to anyone's thoughts! https://lnkd.in/ehUJPXRA #java #softwaredevelopment #techtoday

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Senior Machine Learning Engineers 🚀 Remote (London, 1 day/month) 6 months £700-£850 per day (Inside IR35) Join our client's Data Science team to lead ML projects, work with the latest tools, and develop/deploy core ML/AI algorithms. Requirements: Proficiency in Python, SQL, Jupyter, Pandas, Scikit-Learn Familiarity with cloud-based ML services (preferably GCP) Commercial experience with Time Series and predictive model deployment #Python #TimeSeries #PredictiveModelling #Vertex #GCP #SQL #ModelDeployment #PredictiveModels #Pandas #SoftwareEngineer #MachineLearning #DataScience

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SOFTWARE ENGINEERS…STEAL MY TOP TIPS 👇 In the last few months, I’ve never received as many inbound emails, messages and applications for the roles #teamengineering have been advertising. Of course, the most appropriate skillset will always make the shortlist but it’s also those passionate and personal messages that help you stand out from the crowd…. Here’s a few tips that can help: 👉Identify and contact the hiring manager/recruiter is. They are far more likely to remember that you’re a real human being rather than just another another CV.. If you’re applying via linkedin, you can find this by scrolling down to the bottom of the job advert. The connected account is most likely the individual reviewing the applications. If your applying via a career page, narrow down the role to the department within the business and dig out who heads up your area. 👉BE SPECIFIC as to WHY you want this role. Why is this sector meaningful to you? Do you love sport, want to help fight climate change, help the NHS..? Why are you a good shout for the job? Read the spec/ adverts and tackle and highlight 1/2 examples of how you meet the brief. 👉USE your connections. It’s not what you know but who you know. Can you name drop a former colleague or manager, or contact? You could even open the message with a quote from said connection “This is the best business i’ve worked for” Mutual Contact 👉…and if you think you’re a bit a joker, maybe even a meme. If you’d like any advice around how to stand out from the crowd in this competitive market, drop me a message 🫶🏻. G.Digital | G&T (girls and tech!)

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Have you missed a call from me today? If so, it's either because I needed advice on building my console table OR I wanted to see if you're interested in hiring a Multi-Cloud DevSecOps Engineer! Luckily, Keith’s home now to handle the building, so I’m free to put my feet up and reach out to all my contacts (it's a bit late so I'll drop you a message now instead..)until I secure this candidate’s next role. Experience: Hard to summarise this without writing a full summary of his experience because there's nothing he hasn't done. He's always been genuinely responsible and involved hands on in developing, building, releasing and deploying a platform across cloud providers and bare metal. Definitely think it's also worth mentioning he's exceptional in highly regulated environments. So, If you're hiring or interested in viewing a video from our pre-screening round, drop me a message and I can send it across and run you through his experience! #BuildProcess #KnowYourMarket #DevSecOps #Cloud #Hiring

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Quality over Quantity 🚀 I've noticed a trend recently from our partners on how they are struggling with Engineering recruitment, especially DevOps and Cloud Engineering. This being due to profiles not being relevant to the specifics of the role and high volume of CV's being sent because they have "Buzz words". Recently enough, I was helping one of our new partners look for a Senior Platform Engineer as they had struggled to get the right candidate. They had over 15 profiles sent across and conducted 8 interviews but none were right. After a great call with the Engineering Manager, I sent 3 great Engineers who fit the bill on all fronts. Fast-forward a month down the line and one of our amazing G&T (girls and tech!) members has started her new role 🎉 Top Tips to make sure you hit the mark 🎯 ✅Be an expert in your market ✅Go to events, ask questions ✅Go beyond the Job Spec - speak to Hiring managers and Engineers in the team ✅Find out what went wrong in previous interviews ✅Find out the must haves and the nice to haves. ✅Find out the pain points and what skills could fix this. ✅Know the interview process inside out ✅Leave no stone unturned with interview preps Another example of how G.Digital stands out from the crowd 👀 G.Digital | G&T (girls and tech!)

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While doing some research into DevOps last night I came across an article that I thought was pretty relevant and interesting. As recruiters within IT, we often get asked to find people who can "bridge the gap" between the technical and non-technical side of the business. A company called New Relic has launched a new platform that uses AI to make it easier for people across different roles from tech experts to business professionals to access important data just by asking questions in plain English. This is a big deal because it means that technical and non-technical teams can now work together more seamlessly, using the same data to make decisions. From a business standpoint, this new platform could: - Help resolve issues faster, meaning less downtime and fewer customer complaints - Improve system performance and keep IT costs in check - Provide users with a more reliable and smooth experience online - Strengthen collaboration across teams by making data accessible to everyone, not just the IT folks - Help companies make smarter decisions about where to focus time and resources to get the best results As DevOps professionals are known for their technical expertise, the rise of AI-powered automation brings an important question: could AI eventually take over their responsibilities and make these roles unnecessary? 'article in the comments' #DevOps #AI

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 “There are loads of candidates available and applying… why bother with an agency?”     How much time are you prepared to commit to sifting through subpar responses? Tech recruiting is a battleground – Dev, Data Engineering, ML/AI, DevOps, Cloud. When I speak to experienced tech guys, I always ask them how they got their last role or two. Mainly because I’m nosy, but I also wanna know who historically has used agencies. Very rarely is the response ‘Oh, I saw it on LinkedIn/Reed/a company’s direct website (LOL hard at how much companies hide their vacancy pages on their websites!) and applied for it.’ Don’t confuse high candidate availability with ease of hiring. Fair enough if your internal approach is led by outreach rather than ‘post and pray.’ But if you think the best candidate will fall into your lap, I don’t think you’ve been paying much attention in life up to this point. The hunter will always outperform the gatherer

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UK Cloud engineers have experienced a substantial surge in salaries, with an impressive increase of 20-25% in recent years. Take a look at the trend: - 2020: £45,000 - 2021: £48,000 - 2022: £52,000 - 2023: £58,000 - 2024: £60,000 These changes have been observed firsthand while engaging with engineers. If you are a Cloud engineer overdue for a pay rise, now is the opportune moment to negotiate. Reach out for advice. #CloudEngineering #SalaryTrends #CareerGrowth #ITJobs #TechCareers

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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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💡Advertising your Senior DevOps/SRE role online is not the most effective starting point in your recruitment process💡 I spoke to 7 Engineering managers last week who said that it was taking over 6 months to fill their senior level DevOps & SRE roles🤯 All of them had advertised their positions online as a first port of call and therefore expected a healthy flow of suitable applicants to be available within a few working days👀 Some were not even allowed to do anything else until the advert had been live for 2 weeks!😓 Last week I highlighted the issues of the current high volume of applications organisations are receiving🛑 For such business critical & specific requirement roles, this approach impacts: Candidate experience, due to lack of feedback😊😕 Time lost going through volume applications⌚ The ability to really communicate what the role is📌 Opportunity to spend on other recruitment activities🤔💭 Talent teams already stacked workload🥵 Ability to engage with the target market😕 Instead, before posting your business critical SRE/DevOps role, consider: Leveraging your own network first📞🙂 Reengage with candidates previously interviewed that performed well🤝 Allow talent teams or suppliers to actively headhunt first🎯 Work out how many people within the market have the skills you require to see if advertising will even be useful🗺️ Give these activities enough time to produce results⌚ Senior level DevOps & SRE roles will not apply to a wide variety of the market given the specific skills and unique experience each organisation requires📃 Therefore, before limiting your approach and risking company reputation, organisations need to prioritise other methods to tap into their target profiles📈 The right person for the position may never see the advert; it is crucial to go to the market and not wait for it to come to you😎 #devops #sre #seniorhires #tethr #cloud

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After this post last week & some thought, I've decided to put together a series of posts with tips around writing resume's for SRE roles, which I will eventually collate into a document to leave on my page for people. The first tip is a bit more generic for anyone looking for a role. The big thing that most resume’s miss in general and something I deem important is a good structure. It’s easy to write things like automated (insert cloud provider) infrastructure build using Terraform, however it’s important to think about 3 core things; Why are you doing this project/responsibility? (What’s the problem space) How you went about it? (The Action you took to solve the problem)  The impact it had? (Outcome on your customers or business) This is similar to the STAR method people use in interviews. If you use this template, I believe it gives a good insight into the role you’ve done in your jobs, the projects and technology you’ve worked with and the outcome it had on your customers. (Be it customers of the product or the engineers your working with) #Recruitment #TechRecruitment #ResumeWriting #SiteReliabilityEngineering #SREMelbourne

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Today, a CV landed in my inbox from a female engineer who has been impacted by a round of redundancies. She has GREAT experience working across the MEAN stack. However, under the details of her last role, she simply put, "advancing my AWS skills." This is an example of just one of the obstacles we face daily when trying to bring gender equality to tech teams. Not all, but many women, unconsciously undersell themselves. I never really believed it before because I am a woman who believes I can do anything (quite literally). I once told my sister that I could plaster her wall instead of her having to pay for it to be done. I jumped on YouTube & failed miserably! 😭 It probably cost her more in the long run, but the point is I thought I could. However, this is not the case for the majority of women I deal with in this industry, and this needs to change! The change will happen when everyone is willing to offer empowerment, support, encouragement, and acknowledgment when a colleague has made a difference, not just when they have done something exceptional, but by calling out the things you think they do well. I challenge you to notice the people around you every day, notice what they do and encourage them. #girlpower #femalesintech #codelikeagirl #womenintech #genderequality #genderequity #dei #diversity #balance #empowerment #encourage

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Results time... 55% And just as expected, over half of the software engineers in my network who voted said YES, they do carry out on-call work as part of their role responsibilities. When having a deeper look into the results and who voted for yes or no, it was very interesting to see the companies they came from. For those who voted YES, there were software engineers from: 💵 Banks e.g. Starling Bank, Mettle, Visa and Barclays 🛍 E-commerce companies e.g. Amazon, Ocado Technology, Tesco 🎰 Sports betting e.g. Sky Betting & Gaming However, in the NO column, there were also engineers from: 💵 Banks e.g. American Express 🛍 E-commerce e.g. Tesco, Ocado Technology 🎰 Sports betting e.g. OpenBet So it just goes to show that it really does depend on the company itself, and even then, it can vary from team to team within the same company as you can see from people from Tesco and Ocado voting both yes and no! #oncallwork #banks #ecommerce #sportsbetting #java #hiring

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Embracing the cloud is no longer a choice, it's a necessity. 🌥️ But, here's the challenge: finding Google Cloud Platform (GCP) talent in the UK is like searching for a needle in a haystack. Why is sourcing GCP professionals so tough? 1. High Demand, Low Supply: As companies pivot to the cloud, the demand for GCP experts has skyrocketed. Unfortunately, the number of consultants hasn't quite caught up yet. 2. Niche Skillset: GCP requires a blend of deep technical knowledge and the ability to innovate within the Google ecosystem - a combo not found in your everyday tech talent pool. 3. Retention Wars: Even when you find the right talent, keeping them is another story. With top tech firms offering attractive packages, it's a battleground for retention. The average GCP Data Engineer only stays in their role for 1.5 years. How can TechYard support? 👀 - Active bench of talent at all levels: From our previous work in this space, we have built an extensive pool of talent that we can introduce, from graduates to C Level Leaders. - Market knowledge: Understanding of where the talent is based, the salaries they command, the nuances of the technology etc. - Speed of delivery: Proven track record of rapidly scaling GCP practices from the ground up. 📈 Stats tell us that cloud computing roles in the UK have increased by 22% over the last two years. Are you keeping up with the demand? Please feel free to get in touch with us if you want to hear more about our work in this space! ✉️ [email protected] 📞 020 3038 4527 #GoogleCloud #TalentGap #CloudComputing

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