Development & Engineering

Development & Engineering

Glocomms: A specialist Development & Engineering Talent Partner

The significance of software to the economy is immense - data from the Economist Intelligence Unit suggests that this sector underpins 12.7 million jobs within the European Union. The software sector's value is particularly pronounced in the United Kingdom, France, and Germany, which collectively accounts for over 60% of the EU's direct software industry value-added GDP.

Within this landscape, Glocomms stands as a pillar of support. Our consultants, operating from our base in London, are experts in the software industry, adept at recruiting superior talent for Development and Engineering roles across the UK and Europe.

Beyond recruitment, Glocomms also excels in delivering bespoke enterprise solutions. We understand the unique challenges faced by large-scale organizations in their pursuit of Development & Engineering talent for software, data, and systems. To address these, we tailor our services to every business, ensuring we meet their specific requirements, and allow them to confidently operate in today's complex digital ecosystem. Request a call back to hear more about our Development & Engineering recruitment services.

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Benefits of working with us

Our Development & Engineering talent specialists support growing technology businesses by sourcing the right go-to-market strategy talent, managing the recruitment process, and facilitating 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 Development & Engineering experience as a leading technology talent partner.

Network

A vast, global network of the best, in-demand Development & Engineering talent.

Knowledge

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

At Glocomms, we are dedicated to growing lasting partnerships grounded in trust, honesty, and shared prosperity. Our commitment lies in delivering bespoke solutions that align with your unique business requirements and Development & Engineering recruitment preferences. Whether you seek immediate placement for pivotal roles or long-term strategic talent acquisition solutions, our arsenal of resources and expertise ensures successful outcomes. Share your vacancy with us today.

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Development & Engineering Jobs

As technology continues to advance rapidly, there will be an increasing demand for skilled Development & Engineering professionals who can develop innovative solutions and harness emerging technologies. Automation and artificial intelligence will play a significant role in streamlining processes, but human creativity and problem-solving skills will remain invaluable in driving technological advancement. View our Development & Engineering careers we are currently recruiting for at Glocomms.

DevSecOps Engineer

As part of its information system overhaul project, our client is looking for an experienced DevSecOps engineer to join its teams. The candidate will have significant experience in securing CI/CD pipelines, cloud environments, and expertise in Kubernetes. The candidate will play a key role in protecting applications and systems throughout the development cycle. Main Responsibilities: Kubernetes Security Management: Configure and maintain the security of Kubernetes clusters (network policies, secrets, activity monitoring, etc.). Development and Optimization of Secure CI/CD Pipelines to automate deployments and security tests. Management of Incident Detection and Response Systems using tools such as Prometheus, Grafana, etc. Implementation of Secure Solutions for Secret and Access Management with Vault. Compliance of Environments with Security Standards (ISO 27001, PCI-DSS, GDPR, etc.) by conducting regular audits and documenting processes. Collaboration with Development and Infrastructure Teams to integrate security at every stage of the application lifecycle. Analysis and Response to Security Incidents by implementing fixes and making recommendations to strengthen resilience. Training and Awareness of Internal Teams on security best practices, particularly around Kubernetes and containers. Required Skills: Expertise in Kubernetes. Significant experience in CI/CD and integrating security into these pipelines. In-depth knowledge of application security principles (OWASP, Zero Trust, etc.). Proficiency in configuration management and automation tools (Terraform, Ansible, etc.). Knowledge of containerization technologies: Docker, Kubernetes, and associated tools. Ability to implement monitoring and alerting solutions (Prometheus, Grafana). Good knowledge of security testing: vulnerability scanning, penetration testing, network security. Familiarity with DevSecOps security tools. Qualifications: 3 to 5 years of experience in DevSecOps or a similar role. Kubernetes certifications and cloud security skills (AWS Certified Security, etc.) are a plus. Team spirit, proactivity, and ability to work independently. Ability to solve complex problems quickly and efficiently.

€350 - €550 per day
Paris
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Full Stack Developer

Job Description: Full Stack Java Developer Location: Nanterre, France Duration: 12-month contract Remote policy: 2-3 days onsite per week Start Date: ASAP About the Company: A leading global financial institution specialising in innovation, compliance, and the management of financial flows. With a robust focus on combating terrorism financing and ensuring adherence to financial embargo regulations, this organisation emphasises cutting-edge technology and dynamic, cross-functional collaboration. The company's agile environment supports a mix of French and international teams, fostering a collaborative atmosphere with commitment to delivering best-in-class solutions. Role overview: This project involves the development and maintenance of a financial flow screening application aimed at ensuring compliance with regulations against terrorism financing and financial embargoes. We are seeking a full-stack Java developer to contribute to the application's enhancement and support. You will collaborate with a cross-cultural team, including members in India, and participate in development, code reviews, unit testing, and agile ceremonies. Reporting on progress and challenges will also be required. This role focuses on improving financial screening systems while adhering to evolving security and regulatory standards. Responsibilities: Development & Maintenance: Enhance and maintain the existing Shine application. Code Reviews: Review and ensure the quality of code written by team members. Unit Testing: Design, implement, and execute robust unit tests. Agile Meetings: Actively participate in refinement, daily stand-ups, retrospectives, and other project meetings. Reporting: Provide regular updates on progress, challenges, and deliverables. Desired Skills and Experience: Java & Spring Expertise: Advanced skills in Java and Spring frameworks. Rest API Development: Proven experience in building backend Rest APIs in Java. Frontend Development: Proficiency with Angular and TypeScript. Experience with PrimeNG and/or Material UI ishighly desirable. Database Knowledge: Strong understanding of MongoDB (expertise is a plus). Event-Driven Architecture: Familiarity with Kafka. Security Principles: Knowledge of web security concepts, including OWASP standards, two-factor authentication, and encryption. Micro-services Architecture: Solid understanding of micro services. Cloud Platforms: Experience with cloud technologies is an added advantage. Containerisation: Familiarity with Docker and Kubernetes is a bonus. Soft Skills: English Fluency: Comfortable interacting with international team members and conducting meetings/documentation in English. Team Collaboration: Strong interpersonal skills to thrive in dynamic and close-knit teams

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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Application Developer

We are currently looking for a Application Developer to join our client in the development of their web applications, with focus on their 4D technology Customer Relations. This is a freelance contracted role that is operated on a hybrid (3 days on-site) basis out of their office in Paris, France. Their customer relations tool will be replaced by a more modern CRM tool by 2027. However, they require third-party application maintenance (mainly corrective and adaptive) until this replacement. To carry out this work, it is essential to be autonomous, organized, and have good interpersonal skills, as many interactions with end users or operational teams (Infrastructure, Network, Production) are to be expected. Responsibilities: Maintain the application backlog in connection with the users of the applications Define the schedule of upcoming versions with all stakeholders Design, model, and develop programs while respecting needs, deadlines, and various quality standards. Take charge of unit testing and lead functional testing. Participate in the deployment of applications while respecting internal procedures. Handle user tickets concerning the maintained applications. Ensure the operational condition of the applications. Manage application documentation. Communicate progress to management, users, and other impacted teams. Writing User Stories Detailed technical specification documents Software components (sources, executables, scripts, tables, UI, data model, etc.) Test plans and execution reports Documentation and updates (operational files, user manuals, etc.) Activity report Any other deliverable deemed necessary to achieve the result Technical Requirements: Strong experience on the 4D development platform is essential (Web Application, Webservices, and 4D Server). Knowledge of HTML, Javascript (JQuery), CSS, and Adobe suite tools.

€400 - €475 per day
Paris
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Technical Support Specialist

Technical Support Specialist Location: Bucharest, Romania (2 Days per week onsite, 3 Days remote) Contract duration: 1 Year contract - Permanent offer to follow after contract MUST BE ENGLISH SPEAKING I am currently assisting an multinational Video games company in the search for a Technical Support Specialist to assist company users with technical issues on a Digital Asset Management Platform. Glocomms are preferred recruitment suppliers to this organization and have been responsible for bringing in many professionals into their ranks. Key Responsibilities: You act as a first line of support for requests and incidents coming from Ubisoft employees regarding Connect & Explore products Provide functional & technical support and assistance to users, troubleshooting and resolving issues. Catering to service requests Collaborate with Product teams to identify, diagnose, and fix application issues. Monitor application performance and proactively identify potential issues Maintain and update documentation, knowledge base, and FAQs for troubleshooting purposes and user guidance Train and educate users on product features and best practices Document, distribute, and escalate requests and incidents when necessary Provide excellent customer service, ensuring a positive user experience and satisfaction Recommend appropriate solutions, products and features Perform reporting to bring insights to the product teams on the performance of their products Skills: 1-2 Years experience in Technical Support of the Digital Asset Management software Canopy Experience with IT technical Support A good attitude to work Willing to work in an organic environment and not to be afraid to reach out for help if there is something that they are struggling with. Someone who is willing to create a solution to support someone's problems. The eagerness to help and learn Good English is Required as will be dealing a lot with Canada Romanian would be preferred French would be very desirable

Negotiable
Bucharest
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Salesforce Industries Architect

Technical Architecture & Solution Design: Define and design technical architecture for Salesforce Life Sciences Cloud using Vlocity (Industries). Leverage Vlocity capabilities, including OmniStudio (OmniScripts, FlexCards, Integration Procedures, DataRaptors, and Calculation Matrices), to build tailored solutions. Ensure compliance with best practices, scalability, and security standards. Implementation Leadership: Lead the technical delivery team, overseeing the development, testing, and deployment of the solution. Troubleshoot complex technical issues and guide the team in addressing them effectively. Business Analysis & Collaboration: Work closely with business stakeholders and functional teams to translate business requirements into technical specifications. Conduct workshops to demonstrate Vlocity features and gather feedback for alignment with life sciences industry needs. Integration Management: Design and implement integrations with third-party systems, such as ERP, CRM, and regulatory systems, ensuring data integrity and compliance. Utilize APIs, middleware, and integration tools to achieve seamless interoperability. Performance Optimisation: Optimise the platform for performance, ensuring responsiveness and reliability for high-volume transactions. Perform regular reviews of the implementation to identify and address potential bottlenecks. Documentation & Standards: Create and maintain technical documentation, including architecture diagrams, data models, and integration flows. Establish and enforce coding standards, version control, and quality assurance processes. Qualifications and Skills Technical Expertise: Proven experience with Salesforce Industries (Vlocity), especially OmniStudio. Strong knowledge of Salesforce Life Sciences Cloud or other industry-specific solutions. Experience with Salesforce platform tools like Apex, Lightning Web Components, SOQL, and REST/SOAP APIs. Industry Knowledge: Understanding of life sciences workflows, including clinical trials, patient engagement, and regulatory compliance. Familiarity with HIPAA, GDPR, or other relevant data protection regulations. Experience: 8+ years of Salesforce experience, with at least 3 years in a technical architect role. Hands-on experience leading large-scale Salesforce implementations. Soft Skills: Excellent communication and stakeholder management skills. Strong analytical and problem-solving abilities. Ability to mentor development teams and promote collaboration. Preferred Qualifications Salesforce certifications such as Salesforce Industries Developer/Architect, Application Architect, or System Architect.

Negotiable
England
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Service Desk Team Lead

Service Desk Team Leader (Frankfurt) Duration: 6-12 month extendable contract Location: Frankfurt, Germany - Full onsite (can be negotiated with the manager at a later date once the contract has started) Languages: German and English (French is a bonus) Overview: I am assisting a established Financial services company in the search for an external Service Desk Team Leader to work with them heading up a Support team for the company's employees across Germany. The team, composed of five members including the Team Leader, provides local support to the company's users in Germany and to the group's various sites across Europe. Our primary mission is to deliver assistance, including on-site incident resolution, installation of IT equipment and videoconferencing systems, distribution of IT equipment, equipment movement, and inventory management. Responsibilities: Lead and manage a team of L2 helpdesk agents providing technical support to users. Ensure the team meets quality and performance standards, delivering timely and satisfactory solutions to users' problems. Mentor team members, providing feedback and advice to enhance their skills and knowledge. Oversee and control the day-to-day activities of the team, assigning tasks and priorities. Ensure adherence to policies, procedures, and best practices in customer service and technical support. Handle complex and escalated issues, liaising with other departments or external partners as necessary. Analyze and report on the team's performance, identifying areas for improvement and optimization. Provide regular and constructive feedback to team members, conducting performance evaluations and reviews. Train and mentor team members, facilitating their professional and career development. Resolve conflicts or problems within the team, fostering a positive and collaborative work environment. Stay operational in the field, given the size of the team. Be flexible, as travel to different locations is required. Profile Requirements: Proven experience as a team leader or supervisor in a help desk or customer service role. Excellent communication and interpersonal skills, with the ability to work with diverse and multicultural teams and clients. Strong technical skills and knowledge of the company's products and services, with the ability to troubleshoot and resolve technical issues. Experience with Windows Laptops, Docking Stations, Telephony and Banking Applications would be desirable. High level of customer orientation and satisfaction, with the ability to handle complaints and feedback effectively. Good analytical and problem-solving skills, with the ability to make sound decisions and judgements. Ability to work under pressure, meet deadlines, multitask, and prioritize in a fast-paced environment. Leadership and motivational skills, with the ability to inspire and empower team members. Bachelor's degree in computer science, information technology, or a related field, or equivalent work experience. Certifications or training in customer service, technical assistance, or leadership are an asset.

Negotiable
England
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Frontend/Product Engineer

We are seeking a talented Frontend/Product Engineer with a focus on shaping the user experience of our AI-powered platform for the pharmaceutical industry. In this role, you will collaborate with cross-functional teams to understand user workflows, create engaging interfaces, and implement designs using HTML, CSS, and TypeScript with React. You will also explore the future of human-AI interactions and iterate on product features based on user feedback. The ideal candidate is user-centric, detail-oriented, and has a passion for AI technologies. You can have full-stack experience, but with a strong emphasis on frontend development, proficiency with Typescript and React, and the ability to translate design mock-ups into high-quality code. There is a competitive salary ranging from $120,000 to $200,000, along with generous equity grants.

US$120000 - US$200000 per year
New York
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UI/UX Engineer

**UI/UX Engineer Opportunity in New York City - AI Startup** My client is currently looking for a UI/UX Engineer to partner directly both CEO & CTO to build brand identity and solve data-heavy design challenges. In this dynamic position, you will: - Create seamless UX flows that address customer needs effectively. - Transform your designs into reality using cutting-edge frontend technologies. - Implement UX flows directly into the codebase. We believe you'll excel if you have these skills: - **Figma**: You'll use Figma for crafting high-fidelity prototypes showcasing interactive designs ready for feedback implementation. - **React & TypeScript**: Utilize React's component-based architecture alongside robust typing provided by TypeScript for scalable front-end development projects. Our tech stack also includes Amazon Web Services Government Cloud + Azure Government Cloud as cloud providers along with Python-powered backends via FastAPI-all underpinned by Typescript-driven frontend innovation through NextJS (React). If your portfolio showcases proficiency across UI/UX design fused seamlessly with front-end prowess-and if collaboration aligns closely with how you envision your impact-we would love to hear from you!

Negotiable
Town of York
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Senior Engineering Manager

Are you ready to make a pivotal impact at a leading global service organization? We are seeking a Senior Engineering Manager with exceptional leadership and technical prowess. The role offers the exciting opportunity to steer our new store back-office platform into future success using Oracle Fusion. **Position Purpose:** Spearhead strategy implementation for modernizing the retail technology landscape. Architect and execute technological platforms for innovative commerce capabilities. Be accountable for engineering outcomes on critical projects like Renaissance Project. **Responsibilities:** Collaborating across functions to drive strategic initiatives forward using Oracle Fusion Simplifying complex systems while reducing both technical debt and ownership costs Embedding agile methodologies throughout teams enhancing speed of delivery and innovation **Requirements:** A Bachelor's Degree in Computer Science/Engineering fields (or equivalent experience) Over ten years of software engineering expertise with 4+ years in a leadership role Proficiency managing sizable teams (15+ individuals), fostering growth among engineers Proven ability delivering scalable legacy supply chain tech transformation Experience implementing Oracle Fusion particularly within Supply Chain modules Benefits: 401k match up to 5% 3 weeks PTO Insurance coverage

US$150000 - US$180000 per year
Atlanta
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Software Engineer

Glocomms is partnered with an innovative company that is revolutionizing the government contracting industry. We're actively seeking a highly skilled Senior Software Engineer with expertise in artificial intelligence and language learning models (AI/LLMs) to join their New York-based start-up tech team. This permanent role offers ambitious developers the opportunity to not only enhance their skill set but also contribute significantly toward streamlining federal proposal responses. Responsibilities: Incorporation of advanced AI-driven features into our software solutions, with a particular emphasis on leveraging LLMs to streamline the rapid creation of RFP responses. Delivering executional excellence by providing scalable solutions that enhance the customer experience, including optimizing current features and building new functions from the ground up. Qualifications: A solid foundation with over three years' worth of professional software engineering practice Proficiency across various platforms including AWS Government Cloud or Azure Government Cloud would stand out as valuable assets Proficiency in FastAPI, Python, React, Typescript, Next.js, and Kubernetes.

US$120000 - US$150000 per year
New York
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OpenStack Engineer

Job Title: Expert OpenStack Engineer Location: Madrid Industry: Banking Sector Project Duration: 12-month contract (extendable) Total Project Length: 3 years Remote work: 2 days on-site per week About the company Our client is a global leader in corporate and investment banking, operating in over 70 countries. They provide tailored financing, advisory, and capital market solutions to corporations, financial institutions, and investors. Committed to innovation and sustainability, the company drives green financing initiatives while fostering a collaborative, forward-thinking culture. Job description We are seeking three Expert OpenStack Engineers to join our team for a dynamic, long-term project. This is a unique opportunity to work on cutting-edge technologies within a global IT and cloud provider environment. One role will be based in Paris, and two roles will be based in Madrid, with a hybrid work model of 2 days onsite and 3 days remote per week. Responsibilities Infrastructure Management: Manage, optimise, and ensure the reliability of OpenStack Canonical infrastructures. Automation & Orchestration: Develop and maintain innovative scripts using Ansible, Python, and other tools to automate workflows and system operations. Inventory Oversight: Create and maintain accurate and efficient CNDB inventories, ensuring alignment with project needs. Monitoring: Implement and manage monitoring tools such as Prometheus to maintain system health and performance. Collaboration: Work closely with global teams across New York, Singapore, and Bangalore, ensuring smooth operations and consistent integration. Production Excellence: Participate in production tasks, actively troubleshoot, and improve processes to deliver top-tier system performance. Required Skills and Qualifications: Extensive experience with OpenStack Canonical. Advanced proficiency in Ansible, Python, and automation tools. Strong ability to develop and manage CNDB inventories. Expertise in monitoring systems, particularly Prometheus. Deep knowledge of regex and one-liner scripting techniques. Proven track record in system engineering and infrastructure optimisation. Previous exposure to international teams and environments is a plus. Soft Skills: A proactive mindset with the ability to identify and address issues creatively and effectively. Strong team player, adaptable to collaborate across various teams and time zones. Meticulous attention to detail and commitment to quality. Language: Proficiency in English is required. Knowledge of French is a plus but not mandatory.

Negotiable
Madrid
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Development & Engineering News & Insights

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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How To Avoid Bias In Job Descriptions Image
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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The Virtual Recruitment Landscape: Reset and Reboot Image
development-engineering

The Virtual Recruitment Landscape: Reset and Reboot

​The historical events of the past year made most firms pivot and re-evaluate their talent acquisition processes. Despite the resetting of traditional workplace rules, on the back of many businesses continuing to limit travel and in-person collaboration, what can be said for the virtual recruitment landscape then? ​At Glocomms, a subsidiary brand of the Phaidon International group, we recently engaged with our IT and technology network. In the latest survey, the mandate is clear: a staggering 99% of respondents report that they are still conducting digital interviews.How can employers capitalise on a dynamic talent market when face-to-face contact has primarily been refuted? The answer lies deep-rooted in crafting a hyper-personalised, virtual recruitment strategy that accurately assesses a candidate’s competencies and skill set, whilst also providing an immersive user-experience online. Download our complementary guide to discover the digital-fast tactics that can keep your talent pipeline flowing, so you can lead from the front. ​This Guide Covers: The Virtual Recruitment Landscape: Reset and Reboot? Recruiting Remotely: A New Playing Field Idiosyncrasies and Nuances of Virtual Recruiting Decoding the Virtual Recruitment Landscape

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Top Trends to Improve your ED&I Strategy Image
enterprise-solutions

Top Trends to Improve your ED&I Strategy

​The global relevance of equity, diversity, and inclusion (ED&I), as a business value and organising principle, remains a key concern for recruiters and many organisations. ED&I is a powerful enabler of innovation and growth;companies that lead with this progressive course of action, not only address systemic barriers, but drive impactful change within all areas of the corporate ecosystem.The U.S. leadership team at Glocomms collated insights and shared their learnings from this year’s National Diversity & Leadership Conference. The annual event, which was broadcasted virtually on April 21st-22nd and 28th-29th, aimed to empower and equip attendees with valuable resources to advocate for a more equitable, diverse, and inclusive workplace.The theme from this year’s conference is: ‘Be a Changemaker’. How can recruiters and enterprise leaders become an inclusive changemaker? You don’t have to move mountains; it starts by crafting a holistic ED&I initiative that covers all processes and practices, paving the way for the future.  Key topics include:    ED&I Efforts: An Enabler of Innovation   Internal and External ED&I Strategies    Leading with Emotional Intelligence  Talent Comes in All Shades Download the report to discover how to build a successful ED&I strategy:

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Five Ways to Avoid a Talent Exodus Image
enterprise-solutions

Five Ways to Avoid a Talent Exodus

​​Nobody yet knows what the legacy of COVID-19 will be. HR and recruitment experts are increasingly concerned businesses which do survive this period will face a further crisis in the shape of talent acquisition and retention in ‘the new normal’.​Anxiety about the workforce is not new: a recent PWC study found 80% of CEOs are either extremely or somewhat concerned about their organisation’s ability to access skilled labour in the future.The Covid-19 pandemic exacerbated this problem in two ways: high-quality employees are more essential than ever, as businesses are recovering; and the lockdown period has given many workers a new level of clarity about their work-life dynamic. The result could be a mass exodus of talent post-pandemic.For example, in a recent poll, 82% of tech professionals say they want their employer to encourage more working from home in the future. This is not necessarily bad news for employers: it is an opportunity to accelerate changes to workplace organisation which were already well underway before 2020 reared its head.From remote working and digital transformation to transparency, communication and support, there needs to be a wholesale rethinking of how successful employers treat their staff and go about their business post-pandemic. Leaders and management must demonstrate how much they value their talent, and provide real incentives for high calibre employees to stick with them. Download our full guide to learn more about the five fundamental ways to avoid a talent exodus and keep you seats filled with the best talent: 1. Consistent Communication 2. Transparency and Openness 3. Adapt and Innovate to meet Employees’ Needs 4. Provide Support and Authority 5. Foreground meaning and Plan for the Long Term​

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