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.

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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Sr/Mid-Level Full Stack Software Engineer

**Sr/Mid-Level Full Stack Software Engineer - AI Insurtech Pioneer** Are you an innovative software engineer seeking to propel your career in a dynamic startup environment? We are on the hunt for experienced full-stack engineers passionate about leveraging technology to transform the insurance tech landscape. Join us and contribute your expertise in Java, Spring Boot, Angular, TypeScript - and if you've worked with Guidewire solutions before, even better! Responsibilities: - Collaborate across functions to design and develop impactful features - Construct robust services using Java & Spring frameworks - Create responsive UIs employing Angular & TypeScript - Integrate with Guidewire Cloud platform enhancing our architecture - Craft secure APIs ensuring seamless backend-to-front-end communication - Utilize AWS cloud services for application build-out and maintenance Key Skills Required: * **Java Proficiency:** Demonstrate strong experience crafting back-end systems. * **Spring Framework Expertise:** Show solid skills within various spring modules like Spring MVC or Spring Boot. * **Frontend Development:** Experience creating front ends with modern JavaScript frameworks - Angular knowledge preferred. * **Guidewire Exposure** Previous work integrating applications into Guidewire platforms will set applicants apart. Qualifications: - At least 5 years of full-stack experience - Frontend technologies such as Typescript/Angular - Proficiency with Java/Spring framework - Experience building and deploying on AWS platforms - Exposure to Guidewire Software and Gosu language - Built GraphQL APIs - Bonus points for CI/CD pipeline experience! Joining Our Team Means: Embarking on challenging projects where innovation isn't just encouraged - it's expected! You'll be part of a forward-thinking collective dedicated not only to growth but also pushing each other towards greater technical heights - all while making strides toward optimizing claim outcomes through augmented intelligence. Ready To Innovate? We welcome visionary engineers ready to put their mark on something transformative. If this mission excites you - apply now!

US$130000 - US$170000 per year
United States of America
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ML engineer | Large Scale AI Infrastructure

This position will sit within a company that is pioneering a new era of Biomedicine! Role Overview: GPU Cluster Management: Architect, deploy, and sustain high-performance GPU clusters, ensuring they are stable, reliable, and scalable. Oversee and manage cluster resources to maximize efficiency and utilization. Distributed/Parallel Training: Apply distributed computing techniques to facilitate parallel training of extensive deep learning models across multiple GPUs and nodes. Optimize data distribution and synchronization for faster convergence and reduced training times. Performance Optimization: Enhance GPU clusters and deep learning frameworks to achieve peak performance for specific workloads. Identify and resolve performance bottlenecks through profiling and system analysis. Deep Learning Framework Integration: Work closely with data scientists and machine learning engineers to incorporate distributed training capabilities into the company's model development and deployment frameworks. Scalability and Resource Management: Ensure GPU clusters can scale effectively to meet growing computational demands. Develop strategies for resource management to prioritize and allocate computing resources based on project needs. Troubleshooting and Support: Diagnose and resolve issues related to GPU clusters, distributed training, and performance anomalies. Provide technical support to users and efficiently resolve technical challenges. Documentation: Develop and maintain documentation on GPU cluster configuration, distributed training workflows, and best practices to facilitate knowledge sharing and smooth onboarding of new team members. Qualifications: Master's or Ph.D. in computer science or a related field, with a focus on High-Performance Computing, Distributed Systems, or Deep Learning. Over 2 years of proven experience in managing GPU clusters, including installation, configuration, and optimization. Strong expertise in distributed deep learning and parallel training techniques. Proficiency in popular deep learning frameworks such as PyTorch, Megatron-LM, and DeepSpeed. Programming skills in Python and experience with GPU-accelerated libraries (e.g., CUDA, cuDNN). Knowledge of performance profiling and optimization tools for HPC and deep learning. Familiarity with resource management and scheduling systems (e.g., SLURM, Kubernetes). Solid background in distributed systems, cloud computing (AWS, GCP), and containerization (Docker, Kubernetes). Currently or previously holding a Staff or equivalent title | Currently sitting within a Senior leveled title for 3+ years Does this capture what you were looking for?

US$250000.00 - US$350000.00 per year
Palo Alto
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Staff Machine Learning Engineer (Fully Remote)

Our client is seeking an experienced Staff Machine Learning Engineer. In this role, you will work on the development and optimization of machine learning models, with a particular focus on Knowledge Graphs, Graph Databases, and the integration of Large Language Models (LLMs). You will contribute to building next-generation systems that empower our data-driven products, collaborating with cross-functional teams to deliver impactful solutions. Key Responsibilities: Lead the design, implementation, and optimization of machine learning models using graph-based approaches, with a focus on Knowledge Graphs and Graph Databases. Develop and apply advanced techniques in Natural Language Processing (NLP) and Large Language Models (LLMs) to enhance data-driven applications and decision-making processes. Collaborate with data engineers and software developers to integrate machine learning models into production systems, ensuring scalability and efficiency. Utilize graph theory and algorithms to solve complex problems in data representation, classification, recommendation, and reasoning. Conduct research and stay up-to-date on emerging technologies in machine learning, knowledge graphs, and language models to continuously improve the team's capabilities. Mentor junior engineers and provide technical leadership, fostering a collaborative and innovative engineering culture. Required Qualifications: Master's or Ph.D. in Computer Science, Data Science, Engineering, or a related field, or equivalent practical experience. 5+ years of professional experience in machine learning, data science, or a related field, with a focus on graph technologies and large-scale systems. Strong expertise in Knowledge Graphs, Graph Databases (e.g., Neo4j, Amazon Neptune, etc.), and related algorithms. Hands-on experience with Large Language Models (LLMs) such as GPT, BERT, or similar, and applying them to real-world problems. Proficiency in programming languages such as Python, Java, or Scala, and familiarity with machine learning frameworks (e.g., TensorFlow, PyTorch, scikit-learn). Strong understanding of distributed computing and data processing systems (e.g., Spark, Hadoop, Kubernetes). Excellent problem-solving, analytical, and debugging skills. Strong communication skills and the ability to work collaboratively in a fast-paced, team-oriented environment. Preferred Qualifications: Experience with deploying machine learning models into production environments, including cloud platforms such as AWS, Azure, or GCP. Familiarity with additional graph-based technologies, such as GraphQL or SPARQL. Research experience in NLP, graph theory, or other advanced machine learning techniques.

US$230000 - US$290000 per year
United States of America
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Salesforce FSL Consultant

We're seeking a skilled Salesforce Field Service Developer to join our dynamic team. In this role, you'll leverage your expertise in Salesforce Field Service Lightning (FSL) to design, implement, and optimize tailored industry-specific solutions. You'll work closely with cross-functional teams to deliver scalable, high-performing Salesforce solutions that meet business needs. Key Responsibilities: Develop and customize Salesforce Field Service Lightning solutions Collaborate with stakeholders to gather requirements. Integrate Salesforce with external systems and optimize platform performance. Ensure code quality, best practices, and adherence to Salesforce development standards. Provide technical support and contribute to continuous improvement initiatives. Qualifications: 2+ Previous Salesforce FSL implementation projects English (Italian preffered) Strong APEX development Skills Salesforce Integration utilising API's, REST/SOAP Salesforce Admin + Platform Developer 1 Cert. (FSL certification, nice to have) Previous Manufacturing project experience (nice to have)

Negotiable
Italy
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GCP Cloud Engineer

Job Overview: We are seeking a skilled Cloud Engineer for a 12-month contract (with potential for extension) to support our clients migration to Google Cloud Platform (GCP). You will work closely with development, infrastructure, and security teams to lead the transition from on-premise systems to GCP while ensuring compliance, security, and operational efficiency.

Negotiable
Nederland
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Senior Java Fullstack Developer (m/w/d)

Für meinen Kunden in der Nähe von Hannover suche ich aktuell einen Senior Fullstack Entwickler (m/w/d) mit Fokus auf Java. Hier sind deine Aufgaben: Entwicklung von cloudbasierten und serviceorientierten Lösungen. Einsatz zahlreicher Frameworks zur Unterstützung bei der Entwicklung und Integration von Softwarekomponenten in bestehende Architekturkonzepte. Mitarbeit in einem funktionsübergreifenden Team bei der kontinuierlichen Optimierung unserer Prozesse, Tools und Services Das bringst du mit: Mehrjährige Erfahrung als Softwareentwicklung mit Java Neben Java, Erfahrung mit Spring Boot, Angular und Cloud-Entwicklung Darüber hinaus überzeugen Sie durch Ihre Fähigkeit, klar und zielgruppengerecht zu kommunizieren, sowie durch Ihre offene und hilfsbereite Persönlichkeit. Verhandlungssichere Deutschkenntnisse sowie sehr gute Englischkenntnisse Wenn du auf der Suche nach einem neuen Job bist oder Fragen zu dieser Stelle hast, schick mir einfach eine Nachricht und wir führen gerne ein kurzes Gespräch!

Negotiable
Region Hannover
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Engineering Manager - Machine Learning

Engineering Manager - Machine Learning Are you a passionate leader in the field of machine learning, ready to drive innovation and lead a dynamic team? We are seeking an Engineering Manager specializing in Machine Learning Models to join our tech-forward company located at the heart of technology's future developments - Culver City. This permanent position offers an opportunity for growth while working with some of the brightest minds shaping tomorrow's technologies. In this role, your mission will be: - To oversee and guide all stages of advanced machine learning model development. - Manage cross-functional teams ensuring project timelines are met without compromising on quality or innovation. - Drive strategic planning and execution within machine-learning initiatives aligning them with broader business goals. - Have a solid algorithm foundation and rich experience in computer vision or NLP-related tasks - Be proficient with AIGC algorithms, able to develop AIGC models at scale from inception to business impact. Skills required include * Technology Leadership: Direct cutting-edge projects that set industry standards; ability to inspire creativity among team members is essential. * Machine Learning Expertise: Deep understanding necessary to create models that can learn from vast data sets improving over time autonomously-experience building scalable ML systems is key. * Communication Skills: Clearly communicate complex technical concepts across different levels including stakeholders outside engineering departments contributing towards coherent strategy implementation throughout divisions. * Candidates should bring their passion for problem-solving using advanced computational techniques as well as their experience leading talented engineers creating breakthrough products powered by AI. Join us if you're excited about propelling progress through transformational leadership! Minimum Qualifications Bachelor's degree or above, majoring in Computer Science, Computer Engineering, Electrical Engineering, or other related fields, with more than 5 years of experience in algorithm research and development, and more than 1 year of experience in team management.

US$224000.00 - US$415000.00 per year
San Jose
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Senior Software Engineer

This is a FULLY REMOTE Senior Software Engineer Opportunity with a Series-C California-Based AI Startup. This is a chance to get in early with a rapidly growing Silicon Valley company, and to participate in developing the next generation of truly game-changing products in the Insurance Industry. We are a leader in providing the most technologically advanced solutions in the insurance industry, dedicated to expanding the horizons of what is possible. Our mission is to drive the best claims outcomes for both insurers and the insured using innovative machine learning, including deep learning and natural language processing. Our models provide key insights and predictions that guide the claims adjuster in making optimal decisions at every step of the claim process. We are looking for a senior software engineer who will be responsible for the design and development of complex, robust, applications supporting cutting edge Artificial Intelligence software applications. Responsibilities You'll work closely with fellow engineers, product managers, data scientists and designers to define, refine and implement features. Our products are all about using data and predictive analytics to solve hard problems for our users You'll work across the stack. You'll collaborate with fellow engineers to build frameworks and tools, define standards, and improve overall efficiency and hygiene of the codebase Design and architect new product features, champion the use of cutting edge technologies and tools Work on a bi-weekly sprint schedule in a fast-paced startup environment. Participate in and contribute to scrum meetings i.e. daily stand-up, sprint planning, and retrospectives Qualifications Candidates with 5+ years' experience in software engineering, building large scale systems Ability to translate data needs into detailed functional and technical designs for development, testing and implementation Deep understanding of cloud-based computing and services and their trade-offs Ability to identify and communicate risks and issues affecting business rules, functional requirements, and specifications Technical leadership experience is helpful Experience with Software Development Lifecycles Experience with the following software/tools is highly desired Highly proficient with Python & AWS SQL and NoSQL databases like MySQL, DynamoDB, Elasticsearch AWS Cloud service: RDS, AWS Lambda, S3 etc (any equivalent cloud vendor will suffice) Experience working with cross-functional teams in a fast-paced environment Work Style: Fully Remote Work in EST hours Pay: $150k base, 10% bonus We have small, close-knit teams and rely on our engineers to work directly with product and design to ship features. We value people that take ownership and get things done, and have some fun along the way. We're building something big and important - come join us!

Up to US$150000 per year + 10% bonus
Santa Monica
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Software Engineer

Role: Software Engineer Location: NYC (onsite, 5 days in office) Tech Stack: Python, JavaScript/TypeScript, React, SQL, AWS Compensation: $125,000-150,000 Base + Annual bonus + Equity Currently working with an exciting Series A startup in the healthtech space! They are building an AI-based platform using greenfield methods to improve patient outcomes and reduce risk. This is a unique opportunity to maintain strong ownership of your work and contribute to the forefront of medical technology in the country's biggest medical hotspot! Responsibilities: Writing clean, high-quality, high-performance, maintainable code Develop and support software including applications, database integration, interfaces, and new functionality enhancements Coordinate cross-functionally to insure project meets business objectives and compliance standards Support test and deployment of new products and features Participate in code reviews Qualifications: Bachelor's degree in Computer Science 2+ years of relevant work experience Strong backend development experience in Python, SQL, and AWS Expertise in Object Oriented Design and Database Design Well-versed in computer science fundamentals such as data structures, algorithms, and OOP concepts Experience with Agile or Scrum software development methodologies Nice to Have: Previous early-stage startup experience Exposure to the healthtech space Experience building microservices architecture

US$120000 - US$150000 per year + Annual Bonus + Equity
New York
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Full Stack Engineer

Technical: - Python back-end experience (FastAPI, Django, and/or Flask) - Front-end experience (React/Type Script) - Full Stack experience with UX/UI - SQL experience - LLM prompting with Open AI/Claude Other qualities: - Strictly start-up experience - AI background with excitement to learn more - Accustomed to fast paced work environments - 2-3 days in person

US$125000 - US$145000 per year
San Francisco
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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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