Radu Micu

🧑‍🏫 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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4 days to go till our Code to Command event in London Tickets are going fast now, we seemed to have really gathered pace in the last week, so much so I have had to order more food and drinks!! Get the last couple of tickets!! From Code to Command: Navigating the Transition to Engineering Leadership   Join us on Thursday, 12th September, for an exclusive event designed for tech professionals ready to take the leap from technical roles to leadership positions. Whether you're an engineer eyeing management or a young leader facing imposter syndrome, this event is for you!   🗓 Date & Time: Thursday, 12th September 2024, 18:00 - 21:00 BST 📍 Location: Myo Bankside, 133 Park Street, London SE1 9EA 🎟 Tickets: All proceeds will be donated to https://lnkd.in/efDzS5Nv   Agenda Highlights: Shifting from Technical to Managerial Responsibilities Kribashnee Moodley – Head of Engineering, Vitality UK Learn the key strategies to smoothly transition from coding to leading, with a focus on communication, delegation, and balancing responsibilities. Growing Team Health with the PETALS Framework Si Jobling – Engineering Manager, Rightmove Explore the PETALS framework to measure and enhance your team's well-being, ensuring a healthy and high-performing environment. Conquering Imposter Syndrome to Lead with Confidence as a Young Manager Quinn Koike – CTO, Orri Gain insights on overcoming imposter syndrome and leading with confidence, especially as a young manager in today’s diverse teams.   This is more than just a networking opportunity—it's a chance to equip yourself with the skills and mindset needed to excel as a leader in tech. Don’t miss out on this opportunity to learn from industry experts and make meaningful connections!   👉 Get your tickets now and support a great cause: https://codebar.io . See you there!

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Doing any salary planning for next year? We'll have our full salary guide dropping in Jan 2025, but here's a very quick overview of what we've seen these past few months... Salaries for high performing Software Engineers have grown LOTS this year. To give you some quick ranges... Our Mid-level placements since July have secured $150K-$160K. Mid-Snrs have been $160K-$170K. Seniors have been $173K-$198K, but the majority have been $180K-$190K. Staff has been $200K-$215K, and Principal has been $220K-$240K. All of these are PLUS super, and almost all had either equity or a bonus on-top. To add to that... Demand for Juniors is still on the floor (+ I've been told my multiple people that the quality is beyond awful. I expect this will cause huge issues next year). Demand from startups for people without startup exposure is also non-existent. Demand for 'Leads' is still pretty low. It's coming back, but I would describe it as "Staff who leads", i.e, almost entirely hands on, and some leading. True Team Lead roles are very rare and quite badly paid (often less than Snr). Any specific salary questions? Stick them below - I'll answer as best as I can :)

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Results from last weeks poll. Very close call - seems we're split on this one. With demand for work / life balance on the rise. Is this an approach we might see adopted more in 2025? #4dayweek #prorated #softwareengineering

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It’s not news that the tech engineering market in the USA feels... off. ✅ More Engineers and Engineering Leaders are open to work than usual. ✅ More are out of work than we’ve seen in recent times. ✅ Job adverts are getting record-breaking responses in record time. And yet, when I speak with Founders, CEOs, and CTOs of SMB-sized startups, I'm not hearing that they are finding hiring easy. In this market, it feels like it should be. So, what’s the difference between those who are struggling and those who are succeeding in hiring right now? Processes. The startups that are thriving have nailed two critical things: 1️⃣ They’ve created processes to proactively approach the right Talent. 2️⃣ They guide candidates through a seamless, engaging journey once they’ve found them. In the attached video, I share insights into why this matters more than ever to have a nailed on attraction process.

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Interesting stats from the team at Juicebox (YC S22) 📊 This is a data deep-dive for July: which technical skills were most commonly searched via the platform? 𝐓𝐎𝐓𝐏🔥📈 - Python - React - AWS Significantly, Python is searched three times more often than Node.js, which ranks fifth in search frequency. Interestingly, AWS is the only cloud provider to feature in the top 10, while GCP and Azure are ranked 18th and 26th, respectively. Machine learning and AI are also frequently searched, with both appearing in the top 15. However, I expected them to rank higher in the searches based on recent hiring trends.

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MONEY SPENT ON PRODUCT TALENT = GREATER LEVELS OF OUTCOMES? I missed the ProductTank where David Cox spoke but have read his blog post on Mind The Product website on the same subject Organisations starving on a diet of low-hanging fruit (link to post in comments) It's really interesting and the crux of the article focuses on the idea of marginal gains and the concept doesn't really apply in Product Because people can waste too much time on marginal improvements in areas that don't have much of an impact The piece discusses the marginal gains culture at British Cycling that led to improves Medal hauls at major championships That yes, it was part of the story, but the biggest factor was increase financial investment Which ties into a question I posed a Product leader last week........ Regardless of the Product itself, the most successful Product teams: are they successful because they are paying the best, so attract the best leaders and the best talent? My reasoning was that the best leaders and the best talent ask the difficult questions, know how to say 'no' and recognise that commercial outcomes are fundamentally linked to every task that you are committing to sprint-to-sprint. As such, that Product talent develop better track records and command better money. It's a lot like Dave's British British Cycling analogy or a Football Team: those that spend the most on talent, achieve the better outcomes. Except Manchester United of course 😂 But thinking locally to the better paying firms that invest not only in good wage levels to attract & retain, but also in their wider culture. They think about how to refine their hiring processes to weed out the mediocre talent that is invariably attracted by the money, rather the broader opportunity. Those businesses tend to perform really well, even if they weren't the first Product of their type, to go to market Cheaping out on talent rarely ends in outstanding outcomes!

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What you should do Feel free to contact us to: - Review your digital marketing and data handling practices to ensure compliance with new standards - Stay informed about interoperability opportunities to enhance flexibility in their tech stack - Consider the competitive landscape and how the Bill could improve their market position relative to larger competitors In summary, the DMCC Bill is designed to foster fair competition, enhance consumer protections and regulate big tech’s dominance, which could benefit your business or charity by opening up opportunities and reducing barriers imposed by larger platforms.

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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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Developers who secured post-covid jobs are on the hunt again. But this time, the market is COMPLETELY different. Here’s what you should be asking (which you might not have considered back then)... 1️⃣ How disposable is the tech team? > What short-term AND long-term projects do they have in mind? > How mission-critical (and realistic) are the long-term ones? > What are they doing to prevent more tech layoffs? 2️⃣ Will you be happy there? > Do they have the progression opportunities you’re looking for? > Will your manager have a hands-on or hands-off approach? > Will you be challenged enough to keep you motivated? > Will you get the work-life balance you’re after? > What kind of culture are they promoting? I’m sure most of you would’ve questioned many of these things right after the pandemic. But most job-seeking Developers were in survival mode. You asked the right questions to secure a decent job that paid the bills. Hopefully, this time, you can take a breather and find an opportunity that truly aligns with what makes you happy. #JobSeeking #Advice #Recruitment #Hiring #Developers

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Here's a small but useful piece of advice for people looking for jobs on LinkedIn… Did you know that you can write boolean in the search bar? 👀 This is particularly useful if your role has alternative titles (e.g. Software Engineer / Software Developer / Mobile Developer / Mobile Engineer). LinkedIn Jobs will search every advert's 𝗱𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻 (not title) for whatever you write in the search bar. You can use modifiers like AND, OR, NOT, and add parentheses to adjust your search. And you can use quotation marks if you're looking for a specific phrase. For example… 👉🏼 (software OR mobile OR flutter) AND (engineer OR developer OR architect) NOT iOS 👈🏼 Will produce a list of job adverts that contain Software Engineer, Software Developer, Software Architect, Mobile Engineer, Mobile Developer, Mobile Architect, Flutter Engineer, Flutter Developer, Flutter Architect in the description, but don't mention iOS. This should save you a lot of time because you won't have to run a different search for every possible job title and scroll through duplicates. Did you find this helpful? If so, please share with your network and let's spread the word! 😀 #JobSeekers #LinkedInJobs #OpenToWork #JobSearch

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Here's a small but useful piece of advice for people looking for jobs on LinkedIn… Did you know that you can write boolean in the search bar? 👀 This is particularly useful if your role has alternative titles (e.g. Software Engineer / Software Developer / Mobile Developer / Mobile Engineer). LinkedIn Jobs will search every advert's 𝗱𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻 (not title) for whatever you write in the search bar. You can use modifiers like AND, OR, NOT, and add parentheses to adjust your search. And you can use quotation marks if you're looking for a specific phrase. For example… 👉🏼 (software OR mobile OR flutter) AND (engineer OR developer OR architect) NOT iOS 👈🏼 Will produce a list of job adverts that contain Software Engineer, Software Developer, Software Architect, Mobile Engineer, Mobile Developer, Mobile Architect, Flutter Engineer, Flutter Developer, Flutter Architect in the description, but don't mention iOS. This should save you a lot of time because you won't have to run a different search for every possible job title and scroll through duplicates. Did you find this helpful? If so, please share with your network and let's spread the word! 😀 #JobSeekers #LinkedInJobs #OpenToWork #JobSearch

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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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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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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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I've never really seen so many 'Open to Work' banners on LinkedIn so I did a little dive into the details for the Product Design Market in the UK. Industry Professionals - Over 27,000 Changed jobs in the last 12 months - Over 4,000 Current jobs available - Over 1,000 Professionals Open to Work - Over 7,000 Active job seekers - Over 3,000 That's roughly 10% of Product Design pro's actively seeking new roles and 25% open to opportunities. A massive 7:1 on candidates for every role. If you're struggling to hire in this market - you need some help. If you're looking for work - the roles are out there, over 1,000 of them, but it's really competitive. Let's hope things recover soon and if you want to see the report in full just comment and I'll DM it across to you. #ProductDesign #UXDesign #UXUI #DesignRecruitment #UKTech

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With the recent news around employers needing to pay an extra 1.2% in NI, hiring freelancers seems like an even smarter move! Not only can you bring in talented engineers with extensive project experience, but you also avoid all those extra costs! 🚀 With a full-time employee, you’re looking at paying for: Salary 💸 NI - 15% extra 👀 Pension Contribution - 3% minimum 📈 Equipment 💻 And that’s not even counting... bonuses, equity, and any other perks you might be offering! 🤷🏽‍♂️ When hiring a freelancer, you set the rate with no hidden costs. Plus, you don’t pay for holidays, equipment, or anything other than the days they work! 💼 Of course, culture is crucial, and roles like Tech Leads or Engineering Managers should be full-time team members. But for development work, could hiring freelancers be the way forward? 💡

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Me: "I'll give that public speaking thing a try in 2024." Also me: Getting stuck right into the big games apparently... I'll be talking at BigDataLdn this year. It's a solid mix of hype and anxiety, Hanxiety if you will! But mostly hype. #BigDataLDN #data #dataengineering #dataleadership

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🙋‍♀️ I’ve been capitalising hashtags for ages now, long before #ChatGPT became a 'thing', whether it’s on my personal posts or over on the Kin Collective Recruitment community feed. I’ll never forget the CamCreatives CIC networking event on the subject of web accessibility (hosted by the brilliant team at Nexer Digital back in 2022!) where they drove home the exact point Chloe Miller is making here: screen readers can’t distinguish between words in hashtags unless they’re capitalised. ⌨️🖱️ ⚠️ Such a simple but powerful takeaway, so please make sure you're making your posts digitally accessible! ⚠️ Why #writesomethinglikethis when you can #WriteSomethingLikeThis ❓ #AccessibilityMatters #InclusiveMarketing #ScreenReaderFriendly #DigitalAccessibility

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