Cloud & Infrastructure

Cloud & Infrastructure

Glocomms: A Specialist Cloud & Infrastructure Talent Partner

The growth of Cloud & Infrastructure in the past couple of years has been exceptional in the United Kingdom. It's no wonder that businesses are eager to jump on board and leverage the power of the Cloud to increase efficiency, scalability, and flexibility.

At Glocomms, we understand the importance of Cloud & Infrastructure and are dedicated to helping UK businesses and industry professionals grow in this thriving market. Our team of experienced talent consultants are experts in their field, providing comprehensive hiring solutions and strategies for businesses looking to invest in Cloud & Infrastructure professionals, as well as connecting professionals with their ideal roles in the sector.

Our commitment to providing the most comprehensive and tailored hiring solutions means that businesses and job seekers alike can benefit from the rapidly growing Cloud & Infrastructure sector. We understand the importance of hiring the right people and we are here to help you make the right decision.

If you're a Cloud & Infrastructure professional, please register your CV.

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If you're looking for Cloud & Infrastructure talent, please register your vacancy today.

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Benefits of working with us

Our Cloud & Infrastructure talent specialists are here to help growing technology businesses source the right go-to-market strategy talent, manage the recruitment process, and facilitate onboarding. With multi-lingual language support, we provide international recruitment expertise to secure business-critical talent across Europe.

Our recruitment benefits

Experience

We have a decade’s worth of Cloud & Infrastructure experience as a leading technology talent partner.

Network

A vast, global network of the best, in-demand Cloud & Infrastructure talent.

Knowledge

Our award-winning talent specialists offer bespoke, tailored guidance on the latest hiring trends.

At Glocomms, we are dedicated to cultivating long-lasting partnerships grounded in trust, honesty, and shared prosperity. Our commitment lies in delivering bespoke solutions that align with your exact requirements and Cloud & Infrastructure recruitment needs. Whether you seek immediate placement for pivotal roles or aspire for ongoing strategic talent acquisition solutions, our arsenal of resources and expertise ensures successful outcomes. Share your job opening with us today.

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Cloud & Infrastructure Jobs

At Glocomms, we're excited about the future of Cloud & Infrastructure, teeming with opportunities driven by AI and cyber security. We encourage you to visit our website to explore the cutting-edge roles we're filling in this transformative sector. Shape tomorrow's tech world with us; your future begins at Glocomms.

Head of IT Infrastrucutre

Head of IT Infrastructure Location: Basel, Switzerland (5 Days per Month onsite) Reports to: Chief Information Officer (CIO) Languages: English My Client is a leading innovator in the Pharmacutical Manufactoring sector and they are looming for a dynamic and experienced Head of IT Infrastructure to lead their IT teams and manage their IT infrastructure, including Microsoft Systems and AWS Cloud and Networking. The Head of IT Infrastructure will be responsible for directing all teams for all projects. This role requires strong leadership, stakeholder management, and the ability to develop and implement roadmaps for departments and projects. The ideal candidate will possess a strategic mindset, excellent technical expertise, and a proven track record in managing complex IT environments. Key Responsibilities: Direct and oversee IT Infrastructure teams (Networking (Cisco/Palo Alto), L2, L3, Cloud (AWS), DevOps, Systems (Microsoft Digital Workplace) comprising over 50 professionals in all of their current and future projects. Recruit, train, and coach employees, ensuring accountability through clear job expectations and performance appraisals. Manage internal and external stakeholder relationships and develop project roadmaps. Work closely with IT leadership to align functional strategy, annual objectives, and innovation with business goals and industry best practices. Oversee budgeting, forecasting, purchasing, and reporting as required to support IT infrastructure needs. Lead the development and redesign of IT policies, processes, and procedures to enhance organizational efficiency and compliance. Implement procedures and technical measures to comply with SOC 2 Type 2, SOX controls, and other regulatory requirements. Develop and maintain Business Continuity Plans and Disaster Recovery procedures to ensure system resilience. Oversee the management of data centers and offices, including opening new data centers and offices, and relocating existing ones. Introduce and integrate new technologies into existing office and data center environments. Maintain and prioritize work in the team's queue, ensuring adherence to Service Level Agreements (SLAs) and Service Level Objectives (SLOs). Monitor existing processes, analyze their effectiveness, and create strategies to improve productivity and efficiency. Establish, track, and review SLAs and KPIs for operational services. Manage third-party vendor relationships, ensuring proper service levels are met. Foster a culture of knowledge sharing and best practice implementation within the IT Infrastructure teams. Ensure the support of mission-critical systems in a 24x7 environment. Qualifications: Bachelor's degree in Computer Science, Information Technology, or a related field (Master's preferred). 10+ years of experience in IT Infrastructure management, with a focus on Microsoft Systems and AWS Cloud and Cisco/Palo Alto Networking. Proven leadership and team management skills. Strong understanding of IT policies, SOC 2 Type 2, SOX controls, and regulatory compliance. Excellent project management, budgeting, and reporting abilities. Experience with multi-site management and technology integration. Ability to work in a fast-paced, dynamic environment and manage multiple priorities.

Negotiable
Canton of Basel-City
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Pre-Sales Proejct Manager

Job Title: Pre-Sales Project Manager (Unified Communications) Location: France, Paris Remote Policy: 2 - 3 days on-site per week Contract Type: 3-Year Project Industry: Systems Integrator About the Company: Our client is a leading telecommunications provider in France, offering cutting-edge solutions in mobile and fixed-line telephony, internet, and digital television services. Serving both consumer and business markets, the company is renowned for its innovative technology, high-quality connectivity, and customer-first approach. They are committed to sustainability, actively working to reduce their environmental footprint, while investing in the latest technological advancements and exceptional customer support. Project Overview: As part of selling and deploying customised solutions in Cisco Unified Communications (UC) technologies and VoIP (Voice over IP), our client requires the expertise of skilled project managers specialising in integration within these domains. This role involves crafting commercial proposals for integration services in response to client requests or tenders, ensuring tailored solutions that meet customer needs. Key Responsibilities: The scope of the service includes the following tasks for each client request: Manage client consultations (tenders, direct requests, RFIs, etc.). Qualify the request, including planning, critically, scope, and valuation. Develop a response strategy (GO/NO-GO decisions, subcontracting, deferral requests, and identification of required skills). Dimension the proposal by creating a workload plan. Establish migration strategies tailored to Cisco UC and VoIP solutions. Propose implementation schedules. Supervise the drafting of SLAs and penalties to meet client expectations. Request quotes from partners and subcontractors. Draft detailed "integration service" responses, showcasing the company's Cisco UC and VoIP offerings, and include supplementary annexes such as CVs, references, and testimonials. Participate in client presentations. Follow up on dossiers, including answering questions, negotiating tariffs, and managing scope changes. Participate in feedback sessions and contribute to knowledge capitalisation. Prepare internal business transfer meetings to hand over finalised dossiers to operational teams. Required Skills and Experience: Experience writing responses to commercial requests, including RFIs and tenders. Strong understanding of Cisco Unified Communications (UC) and VoIP solutions (nice to have experience with technologies such as Cisco Call Manager (CUCM), Unity Connection, Jabber, Webex, Webex Calling, Webex Teams, or TelePresence). Familiarity with ICT technologies is a bonus, including: LAN Campus, Wi-Fi, SD-WAN, and LAN Data Center. Network security principles such as secure communications, terminal/user security, cloud security, and dataprotection. Knowledge of SIP protocols, PSTN gateways, and event-driven communication platforms (nice to have). Proficiency with MS Office tools (Excel, Word, PowerPoint, Visio) for creating professional documentation. Fluency in written and spoken English to collaborate with international teams effectively

Negotiable
Paris
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Lead DevSecOps Engineer

We are seeking a seasoned Lead DevSecOps Engineer to join our client's team, a top real estate data analytics firm in Arlington, VA*. In this leadership role, you will be pivotal in embedding security within their DevOps processes, ensuring their systems are secure, scalable, and reliable. You will lead cross-functional teams to enhance their security measures and optimize their development and deployment workflows, driving innovation and excellence in their security practices. Responsibilities Design and implement infrastructure to support application development and deployment. Automate security controls, data protection, and vulnerability management systems in deployment pipelines. Continuously monitor the security of applications and infrastructure, identify potential vulnerabilities, and coordinate remediation efforts. Participate in incident response and forensic analysis of cybersecurity events. Conduct regular security assessments, audits, and compliance checks to ensure adherence to security standards. Collaborate with software engineers, system administrators, and other team members to identify and implement efficient and reliable solutions. Provide training and awareness to development and operations teams on secure coding practices and threat mitigation. Document and communicate security procedures, policies, and how they align with the company's business processes. Stay updated on new security technologies and integrate them into the security architecture design where applicable. Qualifications Bachelor's degree in Computer Science, Information Technology, or a related field. Minimum of 8 years of experience in Cybersecurity or DevOps with a strong emphasis on cloud security aspects. Proficiency in cloud platforms (AWS, Azure, GCP), containerization (Docker, Kubernetes), and CI/CD tools (Jenkins, GitLab CI). In-depth knowledge of security best practices, tools, and frameworks (e.g., OWASP, NIST). Experience with automation tools and scripting languages (e.g., Python, Bash). Strong analytical and problem-solving skills. Excellent verbal and written communication skills. Relevant certifications such as CISSP, CISM, or AWS Certified Security Specialty are a plus. *This is a hybrid role (3 days onsite, 2 days remote) out of the client's office in the Arlington, VA area.

US$160000 - US$190000 per year
Arlington
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IPT Engineer (L3)

Scope of Work: Unified communications Customer Site : Toulouse, France Language Requirements : English (Essential), French (Bonus but not required) Start Date : February 2025 Contract Length : 6-Months Project Length : 12-18 Months Tasks: Participate, lead and implement Cisco Telephony & Videoconferencing Projects. Occasionally assist operational teams (L1 & L2). Oriented to complex incident resolution Major incident (qualification, action plan, resolution, RCA, knowledge) Problem management Ensure the transfer of skills to technicians and engineers. Respond to specific customer requests in coordination with the Capgemini Team Leader/SDM. Update technical documentation (HLD & LLD) and procedures. Perform hardware & configuration tests. Required Skills: CISCO environment at least 5 years of experience. Good knowledge of the Cisco telephony and video conferencing environment. Knowledge of Cisco Telephony environment v12.5: (CUCM, Unity Connection, Jabber, IP Phone, ...) Knowledge of Cisco Video conferencing: CMS, and Cisco video conferencing (endpoints, TMS, ...) Knowledge of the VMware suite v7/v8. Mastery of SIP/H323 protocols. Extra Knowledge is a plus: Kurmi, Telisca, Real Time Monitoring tool, Prognosis, PeterConnects ecosystems Knowledge of WAN/LAN networks and security. Systems administration and PC environment would be a plus Soft skills: Team worker Change adaptability Sense of service Rigorous Curious

€350 - €550 per day
Toulouse
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Senior Cloud Security Engineer

Job Summary We are partnered with a top smart-home security technology company to bring on a highly skilled Senior Security Engineer with a specialty in AWS. This role is headquartered in the *DMV area; the ideal candidate will play a crucial role in shaping the security strategy for their cloud-based services and ensure their systems meet industry-leading standards. Role Responsibilities Develop, implement, and manage security protocols to protect cloud infrastructure, applications, and data. Lead efforts in continuous security monitoring, threat detection, and incident response, ensuring prompt mitigation of security risks. Ensure adherence to relevant security standards (e.g., ISO, NIST) and maintain compliance with industry regulations and company policies. Perform regular security risk assessments, identify vulnerabilities, and apply effective countermeasures. Work closely with cross-functional teams, including software development, IT, and product management, to integrate security best practices at all stages of the development lifecycle. Develop automated processes for security audits, vulnerability scanning, and continuous security validation. Maintain comprehensive documentation of security processes, policies, and incidents. Prepare reports and present findings to management and other stakeholders. Stay updated on the latest security technologies, emerging threats, and trends in cloud security. Propose and implement solutions to enhance the company's security posture. Qualifications Bachelor's or Master's degree in Computer Science, Information Security, or related field. A minimum of 5-7 years of experience in cloud security engineering or related roles. Deep understanding of AWS cloud platform. Strong background in cloud-native security services and solutions. Hands-on experience with security frameworks like Zero Trust Architecture and Identity Access Management (IAM). Proficiency in scripting and automation tools (e.g., Python, Terraform). Experience with container security (e.g., Docker, Kubernetes). Relevant security certifications such as CISSP, CISM, AWS Certified Security - Specialty, or equivalent. If you or someone you know are interested in the opportunity, please apply in directly! *This is a hybrid opportunity of Tysons, VA

US$150000 - US$170000 per year
Tysons Corner
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Principal Network Engineer

Principal Network Engineer We're seeking a Principal Network Engineer to lead the design, implementation, and optimization of advanced data center and hybrid cloud network infrastructures. This role is critical to ensuring maximum performance and security across the organization, while serving as a trusted advisor to both technical teams and executive leadership. Responsibilities: Design and implement resilient and high-performance networks. Drive multi-site and hybrid cloud architecture using advanced technologies. Manage ISP relationships, IPAM, and enterprise-level IPv6 deployments. Enhance network security through IDS/IPS, micro-segmentation, and DDoS protection. Utilize Cisco ACI, Nexus, F5 load balancing, Terraform, and Ansible for automation. Collaborate with technical and executive leadership to influence and adopt innovative technologies. Qualifications: Experience: 15+ years of hands-on expertise in cloud computing and data center operations. Certifications: CCIE certification in relevant technologies. Technical Expertise: Advanced knowledge of OSPF, BGP, Cisco Networking, UCS, and multi-cloud environments (AWS, Azure). Leadership: Proven ability to mentor teams and drive technical road maps. Benefits: Competitive pay with a 401(k) employer match. Comprehensive health coverage, including subsidized plans and an HSA with company contributions. Paid holidays, increasing vacation days, and parental leave. Company-paid disability and life insurance. Casual dress code and a collaborative team culture. Regular team events and wellness initiatives. This is an exceptional opportunity to take your career to the next level while contributing to a forward-thinking organization. If interested, please reach out to me directly - | (646) 253-0225

US$170000 - US$200000 per year
Tysons Corner
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GCP/Ali Cloud DevOps Engineer

Senior DevOps Consultant Location: Remote to Europe Contract Duration: 12 Month Extendable Language Required: English Overview: I am assisting a leading company in their market who is in the search for an experienced Senior DevOps Consultant to play a pivotal role in the backbone of their technology infrastructure, engaging in the hands-on crafting and optimization of their Cloud and software systems. The ideal candidate will have a strong background GCP And/or Alibaba Cloud with strong Kubernetes experience. The ideal candidate will also have good experience on Cloud Automation and Backstage Development. Front end and Back end development is also required Responsibilities: To operating/building new integrations and services on top of the current tooling. To speak to and collaborate with the Development team, to help them make better developments on the current infrastructure. Bring valuable insights and consulting into enhancing system robustness, scalability, and maintainability. Extensive experience in development best practices including testing, continuous integration/continuous deployment (CI/CD), code reviews, and documentation. To carry out automation of GCP and Alibaba Cloud with Kubernetes Conduct Backstage software development Conduct Frontend software development with React.JS Conduct Backend software development with Golang The ability to collaborate effectively, bridging technical and non-technical team members. You must be skilled at disseminating knowledge, contributing to a culture of continuous improvement and learning within the team. The ability to adopt new methodologies or adjust to shifting project landscapes, your adaptability is coupled with a forward-looking perspective aimed at enhancing efficiency, reliability, and service quality. Qualifications: Strong Cloud DevOps Expertise Proven experience with GCP and/or Ali Baba Cloud platforms Strong expertise in Kubernetes. Strong Software Development (Frontend/Backend/Backstage) experience Strong experience with Golang and react.js Excellent English communication skills. Strong soft skills, including communication, teamwork, and collaboration. A passion for learning new technologies and continuously improving skills. Enthusiasm for DevOps and cloud development. Continuously improve skills and knowledge of new technologies.

Negotiable
Malmö
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Network Security Engineer

The Network & Security Build Engineer is responsible for implementing new solutions and/or significant changes to network and security infrastructures worldwide. Your years as a Network & Security Build Engineer have allowed you to work with all types of profiles (project manager, architect, application engineer, etc.); you have the ability to communicate and simplify what needs to be implemented from a network and security perspective and coordinate with various stakeholders in both French and English. You have had the opportunity to work in "switched" and "routed" environments, so protocols such as STP, BGP, OSPF, MPLS, etc., hold no secrets for you. Additionally, you have had the chance to work on security equipment such as proxies, F5, firewalls, etc., which do not resist you. Over time, you believe that your time could be optimized rather than doing and redoing the same tasks. For this, you have started experimenting with network automation using tools like Ansible, Python, etc. Minimum Education Level: Bac + 5 / M2 and above Training / Specialization: Computer Science Minimum Experience Level: 3 years Experience: A minimum of 3 years of experience in network and security build is required. Experience with the following methods/new technologies is appreciated: Ansible, DevOps, CI/CD, etc. Sought Skills: Network Technologies: Cisco, Fortinet, F5, Juniper, Checkpoint, McAfee, Arista, etc. BGP, OSPF, ACI, ACL, MPLS, etc. Security: General and cross-functional knowledge. Professional Skills: Network and security build engineering Basic knowledge of technical architectures (system, storage, middleware) Knowledge of studies and application environments, ideally in the Investment Banking and Financing industry (capital markets, corporate and transaction banking) Modeling/writing of technical architectures (HLD/LLD) Behavioral Skills: Analytical thinking Good written and oral communication Creativity Language: Fluent French and good English level

€400 - €650 per day
Paris
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FinOps expert

Responsibilities: Cloud Consumption Reporting: Develop and implement reporting processes for hybrid IBM Cloud consumption using tools like Power Query, VBA, Excel, and Power BI. Ensure accurate tracking and visualization of cloud resource usage across environments. Cost Allocation Models: Design and establish models for allocating shared costs related to Kubernetes (K8s), Security, Networking, Monitoring (Sysdig and Dynatrace), Logging, and Backups. Collaborate with stakeholders to ensure cost transparency and accountability. Optimization Dashboards and KPIs: Design key performance indicators (KPIs) and create dashboards for FinOps optimization using tools like Grafana, Power BI, and Dataiku. Provide actionable insights to drive cost efficiency across the cloud ecosystem. Optimization Plans and Implementation: Define actionable plans for cloud cost optimization and follow up on the operational implementation of these strategies. Work closely with technical teams to ensure alignment with best practices and organizational goals. Forecasting and Cost Estimation Tools: Design forecasting processes and develop a cost estimation tool tailored for IBM Cloud environments. Provide accurate and reliable forecasting to support budgeting and decision-making. Required Skills and Qualifications: Proven experience in FinOps and Cloud DevOps Engineering, with a focus on hybrid cloud environments. Proficiency in tools like Power Query, VBA, Excel, Power BI, Grafana, and Dataiku. Strong understanding of cost allocation principles and tools, particularly for Kubernetes, security, networking, and monitoring solutions (Sysdig, Dynatrace). Experience designing and implementing dashboards and KPIs to track and optimize cloud performance and costs. Hands-on expertise in IBM Cloud environments and forecasting techniques. Strong analytical and problem-solving skills with attention to detail. Excellent communication and collaboration skills to work effectively with cross-functional teams.

Negotiable
England
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Software Engineering Lead

Job Title: Software Engineering Lead Location: Île-de-France (Hybrid) Contract: Permanent (CDI) Salary: Up to €125,000 About the Company Join a leading transport company at the forefront of innovation, leveraging cutting-edge technology to optimize operations and deliver exceptional services across Europe. Role Overview We are seeking a Software Engineering Lead to guide and mentor a dynamic development team, driving both technical excellence and functional alignment. This hybrid role requires a balance of hands-on development, leadership, and expertise in software security to ensure robust and secure systems. Key Responsibilities Lead and manage a team of software engineers, fostering a collaborative and innovative culture. Oversee the full software development lifecycle, from design and development to testing, deployment, and maintenance. Collaborate with cross-functional teams to ensure seamless integration of technical solutions with business goals. Architect and implement scalable, secure, and efficient software solutions. Incorporate software security best practices into all stages of development, ensuring compliance with security standards and mitigating risks. Perform security reviews, code audits, and vulnerability assessments to ensure robust systems. Drive continuous improvement in code quality, processes, and best practices. Stay updated on emerging technologies and security trends, and recommend their adoption where appropriate. Technical Environment Languages & Frameworks: Java, Python, .NET, Angular, React Infrastructure: Docker, Kubernetes, Linux Cloud: Azure, AWS Tools & Practices: CI/CD pipelines, Git, DevOps practices, OWASP standards Data Management: PostgreSQL, MongoDB, Data Lakes Qualifications Proven experience as a Software Engineering Lead or in a similar leadership role. Strong technical expertise in the listed tech stack and tools. Solid understanding of software security principles, including vulnerability management, secure coding practices, and encryption. Familiarity with security frameworks such as OWASP, ISO 27001, or NIST. Excellent communication skills with the ability to interact with both technical and non-technical stakeholders. Experience in the transport or logistics sector is a plus. Fluent in French; English proficiency is a strong advantage.

€110000 - €125000 per annum
France
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Network Security Engineer

Job Title: Network Security Engineer Location: Germany Industry: Retail Project Duration: 12-month contract (extendable) Total Project Length: 3 years Remote work: Full remote (Based in Germany) About the company Our client is one of the largest global players in the retail sector, renowned for their innovative approach, streamlined operations, and commitment to providing exceptional customer value. With a presence across multiple countries, the company is dedicated to continuous improvement and technological advancement, ensuring they remain at the forefront of the industry.. Project Overview: Our client, a leading organisation within the retail industry in Germany, has recently acquired another business and is embarking on a large-scale standardisation and migration project. Over the next three years, the goal is to migrate all network equipment from Cisco to Aruba while ensuring robust network security and seamless integration across the enterprise. This is a unique opportunity to work on a long-term, high-impact project within a dynamic retail environment, leveraging the latest network security and infrastructure technologies. Responsibilities Lead and execute the migration of network equipment from Cisco to Aruba. Standardise and consolidate network configurations across newly integrated and legacy systems. Implement and maintain robust security measures to safeguard the network during and after migration. Ensure compliance with industry security standards and best practices. Collaborate with cross-functional teams to design and deploy a scalable, high-performance network architecture. Troubleshoot and resolve complex network issues during migration and integration. Develop and maintain comprehensive documentation of network configurations, processes, and standards. Provide training and support to internal teams as needed. Act as a key point of contact between technical teams and stakeholders, providing updates on progress, challenges, and solutions. Required Skills and Qualifications: Extensive experience with Cisco and Aruba network technologies, including migration projects. In-depth knowledge of LAN/WAN, VLANs, routing protocols (BGP, OSPF, EIGRP), and wireless technologies. Proficiency in implementing network security measures, firewalls (e.g., Palo Alto, Fortinet), and VPNs. Familiarity with intrusion detection/prevention systems and network access control (NAC) solutions. Hands-on experience with monitoring and management tools such as SolarWinds, Wireshark, or Aruba Central. Knowledge of cloud networking solutions (e.g., AWS, Azure). Soft Skills: Strong problem-solving abilities and attention to detail. Excellent communication and documentation skills. Ability to work independently in a remote environment. Language: Proficiency in English is required.

€750 - €950 per day
Munich
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Cloud Director

Cloud Director Location: Paris (Hybrid) Job Type: Permanent Languages: MUST BE ENGLISH SPEAKING AS WILL BE DEALING WITH INTERNATIONAL CLIENTS I am assisting a subsidiary of a Leading Construction Firm who are seeking a dynamic and visionary Cloud Director to lead to lead their cloud initiatives and transformation projects and align them with the group initiatives and cloud goals as well as other subsidiaries. Position Overview: The Cloud Director will be responsible for directing and overseeing the company's cloud infrastructure and related projects. This role involves managing a team of five direct reports and approximately 100 internal, as well as numerous external, indirect reports. The successful candidate will lead the teams in various Microsoft Azure-related projects, including Cloud Architecture, Engineering, DevOps/DevSecOps, and Cloud/Cybersecurity initiatives. Additionally, they will play a pivotal role in transforming the company's cloud roadmap and continuous improvement plans. The Cloud Director will regularly interact with internal and external stakeholders and clients to ensure the successful delivery of cloud solutions. Key Responsibilities: Lead and manage a diverse team of cloud professionals across various disciplines, including Cloud Architecture, Engineering, DevOps/DevSecOps, and Cloud/Cybersecurity. Develop and implement a strategic cloud roadmap aligned with the company's goals and objectives. Drive continuous improvement and transformation initiatives to enhance cloud infrastructure and services. Collaborate with internal and external stakeholders and clients to understand requirements and deliver cloud solutions that meet their needs. Ensure the security, reliability, and scalability of the company's cloud infrastructure. Stay updated on the latest industry trends, technologies, and best practices related to cloud computing and Microsoft Azure. Oversee budget and resource allocation for cloud projects and initiatives. Provide mentorship and guidance to direct reports, fostering a culture of innovation and excellence. Ensure compliance with relevant regulations, standards, and policies. Qualifications: A minimum of 5 years of managerial or director-level experience in cloud infrastructure and services, preferably within Microsoft Azure. Proven track record of successfully leading and managing cloud-related projects and teams. Strong understanding of cloud architecture, engineering, DevOps/DevSecOps, and cloud/cybersecurity. Excellent leadership, communication, and interpersonal skills. Ability to work effectively with diverse teams and stakeholders. Strong problem-solving skills and a strategic mindset. Relevant certifications in Microsoft Azure or related areas are a plus.

Negotiable
Paris
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Cloud & Infrastructure News & Insights

Demand in Data: Exploring the talent challenges and opportunities in the data & tech industry Image
cloud-infrastructure

Demand in Data: Exploring the talent challenges and opportunities in the data & tech industry

​The global data analytics market is estimated to be valued at $41.5 billion in 2023 and is projected to expand at a CAGR of 30.4% to $345.5 billion by 2028.The data industry has undoubtedly witnessed a remarkable transformation in recent years, driven by the rapid advancement of technologies and an escalating demand for data-driven insights. As this market continues to experience substantial growth, hiring trends are evolving in response to these dynamic changes. Our latest report uncovers:Key opportunities and challenges in the data industryThe most in-demand data rolesTechnical, soft, and business skillsets to keep in mind when hiringSalary guides for key data roles in the USA, Asia, UK, and EuropeKey takeaways and recommendations for both hiring managers and professionals​

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5 secrets on creating a stand out CV Image
cloud-infrastructure

5 secrets on creating a stand out CV

It is hard to stand out from the crowd right? Your CV is up-to-date, you’re saying all the right things, but you’re missing something because your phone isn’t ringing off the hook about new opportunities. Paul Norman, Managing Director Glocomms Europe, has a whopping 10 years of expertise under his belt and is here to help. Discover 5 of Paul’s top secrets on standing out to talent and recruitment managers, including how to get your CV looking top notch and how to make an impact after that coveted interview spot. 1)  It’s a numbers gameLet’s just get the first and most obvious one out of the way. How you have improved sales is the biggest way to stand out amongst the crowd, so stuff your CV with as many impressive stats as possible. And we mean relevant metrics, not that you won the work Fantasy Premier League three years running (while impressive), but order values and average deal cycles.Metrics to include: Revenue you generated Average order value/deal sizeSize of the accounts/customers you’ve managed (for example enterprise or mid-market) Average deal cycleNumber of new accounts (% net new versus existing business) Number of expanded accounts2)  Appearances matter Making your CV easy to digest is a quick way to get noticed. Pop all the key, meaty facts right at the top in an intro and skills section, starting with benefits rather than waffly features. It’s also crucial to beef up your LinkedIn profile when job hunting. Sounds basic but if you’re willing to celebrate your achievements publicly, this will help build your credibility to a potential employer, and they can feel confident that they’re accurate and truthful. #Humblebrag3)  Get geeky – be an expertOnce you’ve shown your top line figures displayed in a good looking CV, it’s time for some context that makes you THE sales specialist to go to. You’ll be top of that pile of CV’s if you can add in territory management, and prove your expertise in certain sectors, so include: Regional expertise and the areas you’ve sold into, such as the UK, Europe, DACH, MENA, APAC, North America etc. Industry vertical specialisms – which sectors do you have specific experience in, for example energy, retail, technology etc. And finally, who you’ve been selling to. Who is your typical contact when selling, are they in marketing, finance, legal, operations etc. From the challenger sales model, identifying pain points, to customer centric selling, this is where you can also explain some of the styles and sales methodologies you excel in as well. Just a quick note here to make sure you can back all this expertise up. We’ve all heard of someone saying they can speak a language and then in the interview they get asked to use those said skills. Awkward. 4)  Inject some personality Got an interesting hobby? Stick it in the CV. Some of the most interesting conversations I’ve had when interviewing often revert back to an unusual interest. And you never know, that hiring manager might be as passionate about karaoke, building Warhammer and flyfishing as much as you. Here is where talent professionals start to get an idea on the type of cultural fit you suit as well. Because we’re not just looking for a top seller, we are looking for some core values. As a general rule of thumb, most sales recruiters are looking for talent with genuine drive and enthusiasm. They also want evidence of resilience, adaptability, and an understanding of the meaning of success.5)  Standing out IRLYou want to stand out for the right reasons in real life. I’m not just referring to a bright top either, but something a little more strategic. Showing you’ve done your research in an interview is basic, but one way to boost your profile post-interview (especially in a long process or with plenty of competition) is to reach out with value-adding information. I’ve seen candidates message the hiring manager afterwards with a relevant news story, or even about a potential lead they’ve spotted, demonstrating that you listened during the interview.Put these secrets to the test.Browse the newest tech sales jobs and send us your CV to take the next step in your career with Glocomms.Or simply get in touch with our team today:

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Hiring Metrics: Fast Track Your Talent Acquisition Process Image
cloud-infrastructure

Hiring Metrics: Fast Track Your Talent Acquisition Process

Across all sectors, many organizations are struggling to acquire the talent they need for business-critical roles, one of the main reasons being long hiring processes. Paul Norman, Managing Director of Glocomms, shared strategies to help employers and job seekers alike increase the speed of talent acquisition and track important metrics.The need for speedIt is essential to have a distinct talent acquisition strategy. As a first step, a thorough inspection of the existing hiring policy can help to identify any problems. Delaying or involving too many people in the hiring process can have a negative effect on the employer's reputation, and outstanding talent won't wait around. The industry standard is usually a 3-5 step process, but this can often expand to 7 rounds. To make the process more efficient, all parties involved in the hiring, such as hiring managers, HR staff, and other team members, should be included in the same stage. This can help to speed up the process of acquiring talent and create more room to evaluate personal fit.The case for a positive candidate experienceCandidates today often have multiple offers on the table, and a complex, drawn-out hiring process can hold companies back from filling positions, leading to an exponential increase in costs and a decline in workforce productivity. The hiring process is the first point of contact for tech talent, and offers them a glimpse into their prospective employer. Paul Norman notes “professionals are assessing your business as much as you’re assessing them, so it’s imperative to nail your first impressions right from the get-go.”Companies should strive to provide clear feedback, honest communication, and timely responses throughout the interviewing process. These practices not only empower candidates, but they also give an edge in an overcrowded market.ICCE methodologyDue to the quickness with which top-performing candidates can be hired, it is essential for businesses to stay up-to-date with their hiring practices and make them attractive to potential hires. Paul Norman remarks, “Recently, we’ve observed companies adopt the ICCE methodology which can emphasize the capabilities of professionals rather than simply what is displayed on their CV.”The ICCE methodology outlines four key hiring metrics to consider to streamline your talent acquisition strategy:Intelligence - It starts with Intelligence, which denotes to an individual’s ability to learn and apply their knowledge – often difficult to quantify as it varies from person to person.Character - The second segment is Character; assessing a professional’s energy levels, their drivers or motivators.Coachability - Coachability looks at how eager an individual is and if they’re willing to learn.Experience - Experience is the last pillar, which measures a candidate's experience and if this matches up to the potential role.Paul Norman notes, “by implementing the ICCE model, coupled with fast-tracking hiring, this helps get more buy-in from professionals because you’re dramatically improving the typical recruitment process.”Partnering with a talent specialistAt Glocomms, we partner with businesses of all sizes, from early VC-backed startups to global giants. This gives us an industry-leading portfolio that covers a wide range of sectors and locations. We have full insight into the market, so we know what our competitors are doing and the recruitment strategies used by professionals in various industries. We use this information to help you improve your talent acquisition efficiency and identify the hiring metrics that are important to you.Are you looking to improve your talent acquisition strategies and don't know how to navigate the complex hiring process? Contact us and one of our talent specialists will be in touch to discuss the important metrics and strategies you should consider.Request a call back

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cloud-infrastructure

How To Avoid Bias In Job Descriptions

​​There is overwhelming evidence that companies with diverse workforces perform better on every possible metric, with diversity positively impacting every level of a business, from the cleaning staff to the board of directors. ​Bringing in as many perspectives, working styles and experiences as possible to a workplace leads to integration, success and growth to those businesses who dedicate effort into attracting a diverse talent pool. The first step to make when aiming to achieve a balanced workforce is to ensure job advertisements avoid signs of unconscious bias. This helps present you as a welcoming and forward-thinking employer. You will also discover that your job positions attract a rich wealth of CVs after eliminating bias in your job descriptions. Biased job descriptions can discourage capable and talented candidates from applying for a role they are perfect for, and problems can be found both within the language and content of your job descriptions. Thankfully, it is easy to avoid bias in job descriptions through simple edits and considerations. Follow these rules to attract a diverse and successful talent pool.What is Unconscious Bias?​Though the majority of us strive to encourage inclusiveness and diversity, unconscious bias incorporates the assumptions we make about groups based on gender, ethnicity, age and class due to the structures we live in. When writing job descriptions, this will most often come through in gendered or other biased language.  Unconscious bias can discourage qualified candidates who feel like a description is looking for a specific type of person, and are unintentionally excluded. ​Are Your Job Titles Inclusive?​Unconscious bias affects many aspects of language, through to job titles themselves. Many job titles are gendered, and successful efforts have been made to reframe traditional roles such as chairman (chairperson), fireman (firefighter) and councilman (council member).Even modern descriptors hold a bias. Have you ever seen a job from a hip company seeking a ‘rockstar’, a ‘guru’ or a ‘ninja’? These are fun titles which give candidates a vivid impression of a company's culture, but all of these terms still hold gendered connotations. A mother in her 40s with the qualifications and experience required may not want to apply for a role with ‘ninja’ in the title. These job titles can also give the (often false) impression of a company dominated by men or entrenched in a ‘lad’ culture where others are not welcome. ​Ensure your job titles are gender-neutral, avoid discouraging older applicants and are descriptive of what the job entails (e.g. ‘Magento Build Project Manager’).Use Gender-Neutral Pronouns​This is a fast and effective way of cleaning up your job descriptions, and a simple rule to follow when advertising new roles. Don’t include gender-specific pronouns in your job description. Stick to they/their and you when referring to the candidate. ‘S/he’ is also an acceptable replacement for gender-specific pronouns,  This rule also applies to collective nouns. Phrases such as ‘guys’ can be easily replaced with ‘team’ or ‘folks’. Check For Biased Language​This is where judgement can be more complicated. When describing the ideal candidate for a role, job descriptions do lean towards using phrases which contain unconscious bias. For example, typically masculine traits include ‘assertive’ and ‘competitive’. While women have every ability to be assertive in the workplace, this can also be viewed as loyalty and supportiveness through a ‘feminine’ lens. This also works the other way. Roles which may be classically applied to by women may include words such as ‘bubbly’ or ‘nurturing’ to unconsciously encourage female applicants and discourage applications from men. Avoid Presenting A Toxic Work Culture​When presenting your work culture, language choices can give applicants the vision of a ‘bro’ culture of after-work beers, chats about matchday and, in worse case scenarios, sexual harassment. Phrases such as ‘work hard, play hard’ and ‘banter’ will not only put off the majority of female applicants but many men too. Consider the wide spectrum of lifestyles your potential applicants could follow and elements of your work culture which will appeal to many, not just a single generation or lifestyle.Consider Your Job Requirements​Alongside bias in language, the general content of your job applications are worth reviewing to make them more inclusive. This includes avoiding job descriptions which contain an exhaustive list of skills needed for the role. In general, men are usually much more confident in their suitability for the roles they apply for, even if they don’t have all of the required skills for the role. Meanwhile, women are much more cautious about applying for roles. The more in-depth and specific a job description is, the less likely a qualified or near-qualified woman will apply for it, even if she ticks more boxes than a male applicant. Avoid this by outlining only the absolutely essential requirements for the role (such as education levels, years of experience, skills qualifications) followed by general ‘desired’ or ‘nice to have’ requirements. This will lift barriers to entry which often stop those with low confidence or imposter syndrome to apply. Provide a smaller amount of boxes to ‘tick’ to attract a larger and higher quality range of candidates. ​The best approach is to create descriptions which use succinct and direct language. Make your descriptions easy to follow, read and digest. Use Online Tools To Eliminate Bias in Job DescriptionsLarger companies have now invested in software to help highlight and change job descriptions and other materials to remove signs of unconscious bias. Recruitment software OnGig uses a text analysis tool to help remove biased language. Textio is a leading ‘augmented writing’ software for recruiters which will eliminate gendered or biased language or job requirements while still ensuring your chosen language has the passion and impact you want to encourage applications. ​​Want to learn more about diverse recruitment strategies? Contact Our Team​

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How to win business-critical sales talent by cutting your recruitment time Image
cloud-infrastructure

How to win business-critical sales talent by cutting your recruitment time

Would you wait a month and a half to hear back about a dream job? After analysing 400,000 confirmed hires on its platform last summer, LinkedIn revealed that the average hiring process takes 38 days for sales roles and a whopping 44 days for IT. As if these figures weren’t concerning enough, the current hiring landscape certainly is. Business-critical roles have skyrocketed in the aftermath of the pandemic, with Hiring Trends Index data showing sales roles as the second most in-demand for Q4 of 2021.Candidates are getting multiple offers and counteroffers from potential employers looking to regain ground. With business-critical roles hanging empty, a faster recruitment process could put you in a prime position to snatch the best talent before your competitors have even made an offer.Common causes of a slow recruitment time​Unclear role requirementsNothing prolongs a hiring process like perpetual back and forth between hiring managers and department heads. Begin by agreeing on a clear list of technical role requirements and candidate expectations so everyone’s in alignment from the jump. Unrealistic schedulesThe temptation to load your daily schedule with candidate interviews might not be as helpful as you think! With so many candidates to evaluate in such a short time, you run the risk of causing a backlog and falling behind.Too many stages, too many gapsIt’s not uncommon for hiring processes to have anything up to five stages before the final candidate is hired. Too many assignments and interviews could quickly disengage candidates and bloat hiring times. Rigid processesAre you married to your internal processes? Booking multiple stakeholders into a meeting after every interview might be the ‘done thing’, but it’s a needless delay if you’re already looking at the ideal candidate.How to accelerate your internal hiring processOpen the lines of communicationFinding the right fit for a role requires an in-depth understanding of the technical requirements and hard skills missing from the team you're hiring into. Sit down with management and get the details crystal clear before you even write the job ad.Choose your stakeholders wiselyMore stakeholders mean more friction. Limit the number of stakeholders involved by carefully selecting those who have direct experience with the challenges of the role you’re hiring for. Not every senior staff member needs an invite!Regularly review your processGet rid of unnecessary hiring roadblocks by regularly assessing how effective your process is. Are you creating a positive candidate experience? Which stages of the process are working and which could be stripped away or modified? It all adds up!The need for speed in a contractual agreementWhilst the approval process can vary from firm to firm, accelerating the contract process can make all the difference to help seal the deal. Time is of the essence; we advise our clients to sign a contract within 2 days of making a verbal offer. After all, a delay of 5 days or more minimises the likelihood of acceptance by over 50%.Work with a specialist recruitment agencyWith quick access to a top-notch talent pool and a valuable external perspective to offer, a recruitment specialist could save you valuable hiring time. They’ll provide a quality candidate shortlist and can advise on the latest hiring best practice, too.How to streamline the candidate experienceSwap take-home tests for situation-based questionsTake-home tests delay the next round of interviews and force the candidate to book out diary time (which may not be readily available). Swap to situation-based interview questions and let them showcase their skills as part of a real-time discussion. Set deadlines for feedbackWith so many candidates to interview and evaluate, it’s easy to let a week slip past without following up. Keep your candidates engaged with the hiring process by setting hard deadlines for feedback. No later than three days is best!Limit evaluationsMultiple rounds of candidate evaluations and assessments are off-putting and time-consuming. You might be able to combine several overlapping evaluations into one or identify areas of frustration by asking staff to give anonymous feedback on the process.Sprinkle in some personalityAdding a personal touch to every candidate is invaluable. From being completely transparent, being proactive in the onboarding process, to being available at every touchpoint, these are some of the simple steps that can build meaningful relationships and inch you further ahead of the competition.Signed, sealed, and not yet deliveredThe timeframe between acceptance and start date, during a candidate's notice period or garden leave, often presents many hurdles for employers. Competing offers from a current employer or intense competition might sway a prospective candidate away, that's why continual communication is imperative post-acceptance. Our research shows that candidates who receive no communication from their future employer for over 6 weeks are 61% more likely to accept another offer or counteroffer.Use employer branding to gain the competitive edgeBe flexibleNow they’ve had a taste of remote working, candidates are crying out for better flexibility at work. Whether this is the option for remote working, flexible hours, or better work-life balance. By offering it as standard, you’ll position yourself as the more appealing choice.Build a team brandAre you offering exciting technical challenges and potential for growth? Do you have a presence at industry conferences and on thought-leadership blogs? Candidates assess a potential employer on the strength of their brand, as well as value alignment. A strong brand takes time to cultivate, but once you have it, candidates are more likely to stay hungry throughout the hiring process. It also increases the likelihood of attracting talent that matches your company culture.Interested in speeding up your recruitment time? List your vacancy or Request a call backand start filling business-critical sales roles ASAP.

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