Richard Hamilton

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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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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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

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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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The most marmite programming language. Its a battle between C#.NET and PHP. I'm a Tech Recruiter of 25+ years I've spoken with 1000's of Developers. Some have stuck with a language for life. Some have switched and are only interested in using their current language. Some are polygots. JAVA & Python. Nobody says bad stuff about these languages Node.js. much loved and there are a fair proportion of fanatics Golang. Loads of fanatics C# & PHP. Strong support BUT Strong dislike. Strong dislike of PHP comes from use of an early version such as PHP3. Usually, they've not even looked at PHP8. PHP also has bad PR as a noddy language, often coupled with Wordpress (not for real programmers). Love for PHP comes from it being an OO language capable of delivering 99% of any other language, but with frameworks which make life easier. Strong dislike of C# comes mainly from the Microsoft PR hangover. It was just not cool to like something Bill Gates created (yes Microsoft did do some shitty things as a corporate, but its time to forgive!). For many years it was platform dependent, that really makes open source developers feel sick. Love for C# comes from it being well supported throughout it's life. With a particular uptick for those using Blazor. Nowadays power is in the cloud and the architecture of your microservices. There is less reason to be fanatical or insulted by any one language. However, if you are a C# Developer, you may be advised to tread carefully when entering a pub full of Golang Developers. #python #csharp #php #golang #blazor

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Have had a string of luck lately where processes fell through at the late/offer stage (yes unfortunately it happens to the best of us 😂 ) A few key bits I've taken away from it all: 1. Backdoor references are a very dangerous game IMO. Typically I've seen this at the founder level, but backchanneling candidates without their knowledge especially at their current employer can lead to a break of trust if not handled properly 2. Transparency of offer & benefits details should be clear from the start. Offer management is one of the, if not the most, sensitive part of the recruitment process and any sudden curveballs whether its the candidate changing their expectations or companies changing their offer can cause the castle to crumble after multiple great conversations 3. The saying is true "time kills all deals". Whether it's candidates mulling their decision or companies doing their due diligence, the longer it takes to complete a process the likelihood to lose momentum increases. On either side of the fence I very rarely see it work out when one side goes behind the others back. Not only successful placements, but their long term tenure rely on trust and open communication from the start, where you look to fill in the missing gaps together whether it's the right fit or not.

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🚀 How to pivot your career into Software Engineering🚀 Recently, I had a conversation with an old friend who studied IT and after a few years of trying their hand at a public servant career 🏥 , they are looking to pivot back into the engineering space - with the hopes of landing a Junior Developer role. 🌟 This is a question I get asked often so I thought I'd share some insights here! 🌟 Personal Projects: Dive into hands-on projects to build your skills and showcase your passion and share them on LinkedIn. Post your Github or snippets of projects you have built to engage your network. 🤝 Networking: Join tech meetups, like JS Sydney, to connect with fellow enthusiasts and professionals. It's a goldmine for learning and gaining work opportunities. Make sure to connect and follow up with people you meet on LinkedIn. 📚 Continuous Learning: Keep upskilling through online courses tailored to your desired tech stack. Consider if you want to specialise in Frontend, Backend or Full Stack Development. I recommend checking out General Assembly, Le Wagon, Google Course Library and Udemy. 💼 High Demand Alert: Make sure to look into in-demand tech stacks to upskill and make your profile more desirable to employers (i.e. OpenAI, GenAI, Design Systems, Next.js, Nest.js and Golang). 🎯 Optimize Your LinkedIn: Maximise your visibility by updating your skills section with relevant tech skills so recruiters can find your profile. If you have any questions shoot me a DM here or email 📩 [email protected] 💼✨ #CareerPivot #TechJourney #SoftwareEngineering

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There's so many career paths within Software Development, and if you're just starting out, it can be conflicting on deciding on the path to take. Here's a brief outline of some of the niches within development you could do based on conversations I've been having… 💫 Web dev - specialise in building web apps and websites, you'll most likely use HTML, CSS, and JavaScript 💫 Mobile Devs - focus on creating apps for smart phones and tablets - iOS and Android 💫 Frontend Devs - work on the user interface 💫 Backend Devs - work on the server-side of applications and focus on functionality 💫 Full Stack Devs - work on both the front-end and back-end 💫 DevOps - you are bridging the gap between development and operations If you're looking for your next software dev role, pop me a message ✨ #SoftwareDevelopment #Programming #Frontend #Backend #FullStack

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How are people getting on with finding Front End Developer roles? I am speaking to some serious talent in terms of Front End Development, React, Next.js and also Angular but a lot seem to be struggling to secure their next permanent role, following an unfortunate redundancy situation in their last position. I am finding that my clients and hiring managers are wanting to hire either back end or full stack (business logic) focused developers who can do front end. OR Product Design / UX who can do a bit of front end. Just wondering how others are finding their job search as a UI Developer?

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🚪 Why your best developers are quietly planning their exit Think your top tech talent is happy? Think again. Imagine coming to work one day to find your star developer's resignation letter on your desk. No warning. No chance to counter-offer. Just... gone. It's a gut-wrenching scenario, isn't it? Yet it's playing out in tech companies every day. The harsh reality: 75% of developers are open to new job opportunities, even when they're not actively looking. But why? These are well-paid professionals in a booming industry. What's driving them away? It's not always about the money. Here are the hidden reasons your best devs might be eyeing the door: • Lack of challenging projects (68% cite this as a primary reason) • Limited learning opportunities (54% want more chances to upskill) • Poor work-life balance (47% feel overworked and underappreciated) • Misalignment with company culture (41% feel disconnected) • Inadequate recognition (39% feel their contributions go unnoticed) The cost of losing a top developer? It's not just about the 6-12 months of salary it takes to replace them. It's the lost productivity, the hit to team morale, and the potential project delays. So, how can you keep your tech talent engaged and loyal? 1. Implement regular 1-on-1s to understand their career goals 2. Offer continuous learning opportunities and conference budgets 3. Recognize and reward innovative ideas and solutions 4. Foster a culture of autonomy and trust 5. Ensure workload is challenging but not overwhelming Remember: Retention is far more cost-effective than constant recruitment. What strategies have you found effective in retaining top tech talent? Share your experiences! Let's build stronger, more loyal dev teams together. #TalentRetention #TechCareers #EmployeeEngagement #SoftwareDevelopment #LeadershipTips

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Feedback is an imperative! What I loved about this post from Michael is that it’s not a one sided love fest and pile on with one sided statements. All bases covered (most at least) - Hiring managers, Candidates and Recruiters. For what can be can be a lesser discussed issue in better economic times, it has actually provided some valuable insights from a spread of different experiences, about what efficiencies we can all help drive when it comes to hiring. I’m definitely taking some of these tips away with me and it’s solidified my belief further there is hope that we can evolve the tech recruiting scene beyond keywords and a pray & spray mentality. Would love to hear extra opinions from my own network on what they also think could help move the needle on recruitment and make it a positive experience for all…..? #drivingconversation #repost #techrecruitment #bestpractices #kureos #energytech #fintech

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Malcolm Tredinnick Memorial Prize 💚 Again, the Django Software Foundation shows me why I truly believe they are the best community and one that I am proud to say I am a part of. If you haven't seen this already, the Malcolm Tredinnick Memorial Prize is voted by you, to recognise and give thanks to the volunteer who has given their time, helped, and supported the Python & Django community. The DSF summarises it beautifully: "The Malcolm Tredinnick Memorial Prize is a monetary prize, awarded annually, to the person who best exemplifies the spirit of Malcolm’s work - someone who welcomes, supports, and nurtures newcomers; freely gives feedback and assistance to others, and helps to grow the community. The hope is that the recipient of the award will use the award stipend as a contribution to travel to a community event -- a DjangoCon, a PyCon, a sprint -- and continue in Malcolm’s footsteps." For more information about the aware or to nominate someone for their service, click on the link below 💚 #django #dsf #python #recognition #awards #djangosoftwarefoundation

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Software Devs ‼️ Wondering if you're being paid a fair wage against your responsibilities? Earlier this year we wrote a blog all about it, I'll link it below! 🤩 In the blog you'll find info on… ✨ Generic Software Developers ✨ Full Stack Developers ✨ Mobile Developers ✨ Embedded Developers ✨ Software Development Engineer in Test (SDET) Click on the image below ⬇️ #SoftwareDevelopment #FullStack #EmbeddedSystems #SDET #SoftwareEngineering

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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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Keep me in your thoughts & prayers as I prepare to tell the 327 applicants to my React Native role that it's actually a React role................................. And no this isn't a "recruiters don't know the difference between react & react native" post, promise. See the evidence below 😭 #oops #react #reactnative

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⭐ Attention Engineering Managers ⭐ Boost your projects without the long-term commitment of hiring full-time staff and high costs. Here’s why an experienced freelancer is your best bet: 1. Immediate Impact: Freelancers hit the ground running, driving immediate progress with their diverse project experience. 2. Cost Efficiency: Save on overhead costs—pay only for the work you need. 3. Flexibility: Scale your team up or down based on project needs, without hiring hassles. 4. Specialized Skills: Access niche expertise perfectly matched to your requirements. 5. Fresh Perspectives: Benefit from innovative solutions and insights from varied industry experiences. 6. Reduced Onboarding Time: Minimal onboarding means more time focused on your project. A freelancer doesn't need training or any fancy tools, but with their experience and knowledge they perform at the highest level similar to the silver medalist Yusuf Dikec from Turkey yesterday at Paris 2024. If you need any project support currently don't hesitate to reach me on 📞 +4989 541996729 or 📧 [email protected] #FunctionalSafety #EmbeddedSystems #FreelancerBenefits #EngineeringExcellence #Consultant #Turkey

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Whilst the Machine Learning / Artificial Intelligent market is booming with radical and innovative ideas, I've encountered numerous businesses struggling to find the right hires when it comes to experience. Why? - Because they're working on such niche technology and looking for skills that quite frankly, only they or very few have encountered. When hiring, it's important to look beyond what skills a candidate can bring and think about: 😃 - What genuine enthusiasm can they bring to the role? 📖 - What skills and techniques can you teach them on the role? 👨‍🔬 - What areas or ideas have they worked on previously showing a good commitment to cross-train and upskill? 💔 - How you would feel being asked for the same experience prior to being in your current position? There is a genuine wealth of highly-skilled and competent developers and engineers out there, but not everyone will fit the same mould, it's important to see beyond what you expect of them, but how they can compliment and enhance your team with their skills. Still struggling with finding the right hires for your tech team? - Reach out for an informal conversation around how NearTech Search can not only support, but inform your hiring needs!

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A bit of CV advice for today!! I watched a video of recruiters saying don't highlight your hobbies and interests a few weeks back. Well, in my opinion, that's rubbish. Hundreds of developers are applying for roles, and if you have similar experience to another developer applying, then your personality will be the difference in you getting offered the role. If you are looking for some advice, please reach out to me and I'll happily book in a call to help you. *Love the frame for this video 🤣 #django #python #cvadvice #resumeadvice

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What is it with job applications at the moment? 24 hours ago I posted a react developer role right before heading out for the rest of the day and I've come back this morning to 254 applicants, 57 connection requests and 42 linked in messages. Still working through them but at first glance the large majority aren't remotely suitable for various reasons including: 👉 No mention of React on the CV 👉 Not based in the right country 👉 Never worked in software or IT 👉 Not eligible to work in the UK There has to be a better way for everyone involved? It's incredibly time consuming screening applicants and filtering that list and good candidates get frustrated that they never hear back from recruiters and got lost in the shuffle. I have job board and linked in filters for out of country applicants and legal right to work in the UK + 4 pre-screening questions for react development experience but they don't seem to work. Does anyone have any ideas of better ways for this to work? Any new tools out there that can manage this? I'm Sam 🤝 I connect businesses with technology talent in the UK, USA & Canada ✔️ Tech managers & HR teams work with me to fill their niche vacancies 📈 Developers/Engineers use me to find their dream job 📞 02380 765 304  or 18572 440 919 📧 [email protected]

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