Cloud & Infrastructure

Cloud & Infrastructure

Glocomms: A Specialist Cloud & Infrastructure Talent Partner

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

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

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

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

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

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Benefits of working with us

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

Our recruitment benefits

Experience

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

Network

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

Knowledge

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

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

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Cloud & Infrastructure Jobs

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

Sr. Technical Architect - Edge Cloud Infrastructure -

Senior Technical Architect - Edge Cloud Infrastructure Our client, a leading media company, is seeking an experienced Senior Technical Architect with a passion for edge computing and media solutions. The successful candidate will be vital in developing new cloud infrastructure in one of three of the most exciting tech hubs - San Jose, Seattle, or Boston. This permanent position offers an exceptional opportunity to contribute to innovative projects shaping the next generation of technology within flexible sectors. You will collaborate closely with cross-functional teams daily. As our ideal candidate: You will have a wealth of experience in technical architecture and expertise in designing complex systems that meet strategic business needs while ensuring scalability and performance. You will possess a thorough understanding of contemporary technologies and be able to propose advanced architectural strategies that align with modern practices. You will have hands-on experience with various platforms, enabling seamless integration into diverse environments and agility across our global services. In this role, you will: Lead end-to-end technical architecture activities, including solution design, development, and cloud infrastructure implementation. You will work closely with cross-functional teams, including software engineers, network engineers, and project managers, to ensure the architectural design aligns with business requirements and industry best practices. You will join a flexible team that is passionate about innovation and practicality. We are looking for individuals who can contribute their expertise and creativity and help us drive innovation forward. As a Senior Technical Architect, you will play a pivotal role in developing new cloud infrastructure, and your work will directly influence the evolution of next-generation technologies. In addition to the technical requirements, we are looking for an individual who is an excellent communicator, both written and verbal. You will have exceptional interpersonal skills, be flexible, and be able to lead and mentor junior architects. You will also need to be able to work independently and manage multiple projects simultaneously. If you are interested in this senior technical Architect position at Edge Cloud Infrastructure, don't hesitate to apply or contact me, Grant Whelply, at 646-222-2580.

US$400000 - US$500000 per year
San Jose
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Presales Project Manager

Job Title: Pre-Sales Project Manager Location: Southwest Paris Contract Type: 3 years rolling contact Industry: Systems Integrator (Cisco Gold Partner) About the Company: Our client is a prominent telecommunications company in France, offering mobile and fixed-line telephony, internet, and digital television services. They serve both consumers and businesses with innovative solutions, ensuring high-quality connectivity and the latest technological advancements. Dedicated to customer satisfaction, the company invests in excellent customer service and support. They also prioritize sustainability and corporate social responsibility, actively reducing their environmental impact. About the Role: We are seeking a highly skilled Pre-Sales Project Manager to join our client's dynamic team. The successful candidate will play a crucial role in responding to RFQs/RFPs, building solutions, and managing pre-sales activities. This position demands a strong technical background in networking, cybersecurity, and cloud solutions, as well as exceptional project management skills. Key Responsibilities: RFQ/RFP Management: Analyze and respond to RFQs (around 35 received per week). Collaborate with sales and technical teams to draft winning proposals. Ensure compliance with client requirements and timelines, often needing responses within 48 hours. Solution Design: Work with architects to design solutions for customer needs. Develop high-level designs (HLD) and outline implementation strategies. Present and defend proposals to clients. Project Coordination: Liaise with internal teams and clients to ensure smooth project execution. Focus on production and pre-sales project management. Manage multiple projects simultaneously, ensuring they meet quality, cost, and time constraints. Team Collaboration: Work closely with the pre-sales architects, engineers, and project managers. Facilitate knowledge sharing and standardize responses to improve efficiency. Client Interaction: Build and maintain strong relationships with key stakeholders. Ensure customer satisfaction and address any issues promptly. Requirements: Ideal Technical Expertise: Strong background/ understanding in networking (Cisco ACI, Checkpoint), Cybersecurity (Fortinet, Palo Alto, F5), and cloud technologies (VMware, Nutanix, Dell EMC). Experience with LAN, WAN, WiFi, data security, and cyber defense. Project Management Skills: Proven track record in managing complex projects, especially in pre-sales. Ability to handle tight deadlines and dynamic work environments. Industry Experience: Previous experience working with large enterprises, preferably in the telecommunications sector. Familiarity with French market practices and customer expectations. Soft Skills: Excellent communication and presentation skills. Strong organizational and multitasking abilities. Proactive and solution-oriented mindset.

€550 - €600 per day
Paris
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Senior Network Security Engineer

A fast-growing bank is looking to bring on a Senior Network Security Engineer to play a leading role in their organization's security team. The position will own the administration of Palo Alto and Cisco Firewalls, Cisco ISE and Umbrella, with routing and switching as needed (<20%). Proficiency in Cloud Networking, SD-WAN, and Wireless, as well as professional certifications and financial services industry experience are preferred. Position is hybrid, based in Dallas, TX. Fully remote work may be possible for the right candidate. Compensation is negotiable, based on experience and interviews, likely in the range of $120k-$160k. If this role sounds like the right fit for the next step in your career, please apply to the ad!

US$120000 - US$160000 per year
Dallas
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Lead Network Engineer, AI/LLM Automation

A global data and media company is looking to hire a Lead Engineer for their high-speed network infrastructure team. The position will lead a team of engineers who are supporting the growth of the AI/LLM platform using software-defined networking and software development. Required Skills: Programming in a major language: Python, C/C++, Go, etc. Proficiency in Networking Technologies, including Routing, Switching, and Security Strong exposure to high-speed networking systems and communication frameworks Software Development skills are required for this role Location: Santa Clara, CA - Remote slots are limited, but may be possible for the right candidate. Hybrid, 3 days in office Compensation: Compensation can be upward of 180k base for the right candidate, total package may exceed 400k for the best candidate. If this sounds like the right step for your career, please apply to the ad!

US$180000 - US$400000 per year
Santa Clara
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McAfee Web Gateway (SkyHigh) Engineer

McAfee Web Gateway (SkyHigh) Engineer Paris 17 - French and English Speaking 2 Days per Week on site Start Date : 24/06/2024 3-Year Mission on a Rolling Contract TJM : 500-800€ Customer Details Our customer is one of the World's biggest Insurance Groups who are based out of Central Paris - they have a global reach with teams based in Germany, Belgium, UK, Spain, Portugal, APAC and North America. Due to an increased demand in project work load and a transformation of their Infrastructure the customer is looking to add TWO external contractors to the team. The customer offers a fantastic opportunity for a long-term engagement, aswell as flexible on-site working and the chance to shape their Methodology and Practises for years to come! Glocomms have worked with the customer for the last 3 years and we have been responsible for over 30 placements into their Network, Cyber Security and Systems teams during this time! Job Details McAfee Web Gateway (SkyHigh) Engineer Primary responsibilities will include Technically advise and support SWA Product management on the ownership and definition of the Product Strategy, roadmap and lifecycle to ensure to serve the security objectives Technically advise, lead and support technical discussion with Group security related to any topics related to the product Technically advise, lead and support any technical activity and improvement that may be set up on the proxy product and related to: Policy configurations, Security reports requirement, Performance improvement, Automation, New additional features, Service management To challenge and lead technical discussion with the vendor for topics as service request, or incident ticket, or improvement plan or new feature, etc. To support and advise the BAU service provider on some level 3 activities and work closely with their L2 support teams to technically lead and advise them on their daily activities To support, lead and manage incidents resolution related to web gateway daily operations. Support and technically advise on new customer's demands and assess the technical sets-up on proxy configurations to answer the need To technically advise, lead and support the standards definitions Prepare technical documentations and procedures to support the overall projects and BAU teams Analyze user or application internet activities for security purpose. Analyze user or application internet activities for performance improvement. To head up on the integration of the web gateway product with the overall environment Webgateways security role and key design. McAfee webgateway solution on premise & cloud Migrating users from on premise proxy to McAfee web gateways Cloud solution. Tech Stack : Experience on Network and Security Technologies, Strong experience on McAfee WebGateway (SkyHigh) solution as well as other security products is a plus Get in Touch james.evans(@)glocomms.com +44 203 758 8905 https://www.linkedin.com/in/jamesevansglocomms/

€500 - €800 per day
Paris
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Senior VMware Engineer

Job Title: Senior VMware Engineer Location: Remote (Client located in Switzerland) Contract Type: Long-term freelance mission (12-month rolling contract) Industry: Financial Services About the Company: Join a prominent financial services company renowned for its cutting-edge banking solutions and investment services. With a strong presence in Europe, our client is dedicated to delivering superior value to clients through innovative technology and customer-centric solutions. Project Overview: Our client is embarking on a transformative project focusing on VMware virtualization, aiming to enhance their IT infrastructure for optimal performance and efficiency. This project involves migrating from traditional physical servers to a VMware vSphere environment, with integration into Microsoft Azure cloud solutions. Project Scope and Goals: Implementation: Configure and manage VMware virtual machines, storage solutions, and network resources for seamless integration into the existing infrastructure. Optimization: Utilize VMware best practices to optimize performance, scalability, and security of the virtualized environment. Security: Ensure robust security measures are implemented to safeguard the VMware environment, including network segmentation and encryption. Disaster Recovery: Support the design and implementation of disaster recovery solutions using VMware technologies for business continuity. Documentation and Training: Provide technical documentation and training to internal IT teams for effective management and maintenance of the VMware environment. Responsibilities: Configure and manage VMware virtual machines, storage solutions, and network resources. Optimize performance, scalability, and security of the VMware environment. Implement robust security measures, including network segmentation and encryption. Support the design and implementation of disaster recovery solutions using VMware technologies. Provide technical documentation and training to internal IT teams. Collaborate with cross-functional teams to ensure successful integration of VMware solutions. Required Skills and Experience: Extensive experience in VMware virtualization technologies, including VMware vSphere. Proficiency in configuring and managing VMware virtual machines, storage solutions, and network resources. Strong understanding of VMware best practices for performance optimization and security. Experience with disaster recovery solutions using VMware technologies. Excellent communication and documentation skills. Relevant certifications such as VMware Certified Professional (VCP) are highly desirable. Additional Skills: Experience with Microsoft Azure, VMware NSX, vSAN, PowerCLI scripting, and automation tools (e.g., Ansible, Terraform). Familiarity with backup solutions like Veeam or Rubrik. Knowledge of network technologies, including VLANs, VXLANs, and load balancers. Experience with Windows and Linux operating systems in a virtualized environment. Understanding of hybrid cloud environments and integration between on-premises and cloud resources.

€700 - €950 per day
Switzerland
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SAP Technical Archtiect

Job Title: Technical SAP Architect (M/F) Job Type: Freelance, Fully Remote Contract Duration: Long-term Client: Leading company in the chemical industry, based in Lyon Job Description: Join our clients global team as a Technical SAP Architect and contribute their ERP Clone & Delete Project within the IS Cloud Hosting Services. Reporting directly to the Infrastructure Design & Build Manager, you will be integral to the planning and coordination of application and technology integration within our organization's application integration environment. Key Responsibilities: Integration Solutions: Design, develop, and deploy integration solutions within the organization's architecture team. Provide technical knowledge and experience in the integration environment during planning phases. Identify and resolve system integration issues through log analysis and monitoring. Develop standards, processes, and documentation to support and facilitate integration projects and initiatives. Provide backup and DRP solutions tailored to RPO/RTO requirements. Expected SAP Skills: Proven experience in architecture with SAP on AWS. Strong knowledge of Unix, Hana & Sybase databases, and Solution Manager (Solman). Extensive experience in SAP Basis activities, including build and run activities on SAP ECC & BW on both Java & ABAP stacks. Strong Unix expertise.Proficiency in managing SAP configuration (RFC destinations, ALE, etc.) and controlling refresh operations (HSC, refresh, etc.). Personal Attributes: Excellent spoken and written English (French is a plus). Strong oral and interpersonal communication skills. Customer-oriented, collaborative, proactive, and a team player with an agile mindset. Outstanding writing and documentation skills in English. Ability to communicate complex ideas in both technical and user-friendly language. Skilled in conducting research into application integration issues and products. Competent in troubleshooting interfaces. Capable of working under tight deadlines in a fast-paced environment, managing multiple project and demands Preferred Location: Based in Lyon is appreciated but not required. This is an exciting opportunity for a skilled Technical SAP Architect to join a leading company in the chemical industry. If you have a proactive attitude, excellent communication skills, and extensive SAP expertise, we invite you to apply and be part of our innovative team driving critical integration projects globally

Negotiable
Lyon
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Program Manager

Job Title: Program Manager - IS Cloud Hosting Services Technical Coordinator Job Type: Freelance, Fully Remote Contract Duration: 12 months (extendable) Client: A leading company in the chemical industry, based in Lyon Job Description: Join our clients dynamic global team as a Technical Coordinator and play a pivotal role in the integration of cutting-edge applications and technologies within their organization. Reporting directly to the Infrastructure Design & Build Manager, you will be at the forefront of driving innovation and ensuring seamless infrastructure operations. Key Responsibilities: Process & Tooling: * Ensure the delivery of high-quality, coherent solutions that add value to their processes. * Serve as the primary interface with partners, other teams, and project owners. * Lead the finalization of processes and the effective use of solutions like Labs and Sandboxes. * Organize and present design documentation for approvals. * Oversee Service Providers to ensure timely delivery of designed architectures. * Facilitate smooth transitions to run PMO capabilities. * Prepare support materials and minutes for weekly meetings. * Manage documentation collection and knowledge sharing within the shared drive. * Finalize document templates and ensure their consistent use within the team. * Optimize and ensure proper use of the Jira board. * Assist the leadership team in team coordination and animation. Personal Attributes: * Proficient in spoken and written English (French is a plus). * Exceptional oral and interpersonal communication skills. * Strong customer orientation and collaborative spirit. * Proactive, team-player with an agile mindset. * Outstanding writing and documentation skills in English. * Ability to communicate complex technical ideas in user-friendly language. * Skilled in conducting research into application integration issues and products. * Adept at troubleshooting interfaces. * Capable of working under tight deadlines in a fast-paced environment. * Preferred Location: Based in Lyon is appreciated but not required. Why Join our client? Global Impact: Work on high-profile projects that have a global reach and impact. Flexibility: Enjoy the benefits of a fully remote role with the flexibility to work from anywhere. Professional Growth: Collaborate with industry experts and enhance your skills in a supportive and innovative environment. Extended Opportunities: The initial 12-month contract is extendable, offering long-term growth potential. Innovative Environment: Be part of a forward-thinking company that values creativity and proactive problem-solving.

£500 - £650 per day
England
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Data Engineer

Position: Data Engineer (Short-term Freelance Project) Location: Brussels (2 days on-site, 3 days remote) Duration: Short-term (With potential extension) Start Date: ASAP Client: Global Retail Company About Our Client: Our client is a major player in the global retail industry, renowned for its extensive network of hypermarkets and supermarkets. With a commitment to customer satisfaction and innovation, the company continuously adapts to market trends and technological advancements. The retail giant operates thousands of stores worldwide, serving millions of customers daily, and is dedicated to delivering a superior shopping experience through targeted marketing and data-driven strategies. Project Overview: A leading global retail company is seeking a skilled Data Engineer for a short-term freelance project based in Brussels. The role involves managing data-related tasks for customer campaigns within the retail industry, utilizing advanced technologies and frameworks. Responsibilities: Work with leadership on retail campaign engine project involving utilising market data and integrating APIs. Applying selection rules to determine campaign targets. Oversee and manage the Data Hub. Collaborate with the team to ensure seamless data processing and campaign execution. Temporarily cover responsibilities for a team member on sick leave, with potential monthly renewals. Technical Skills: Proficiency with Google Cloud Platform (GCP) Experience with DBT (Data Build Tool) for data processing. Knowledge of Infrastructure as Code (IaC) principles. Hands-on experience with CI/CD pipelines. Strong API experience. Requirements: Proven experience as a Data Engineer, 3 - 5 years minimum of experience. Ability to start immediately and manage workload efficiently. Flexibility to work 2 days on-site in Brussels and 3 days remotely. Strong problem-solving skills and the ability to work independently. Excellent communication and collaboration skills.

Negotiable
Brussels
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Senior DevOps Consultant

Senior DevOps Conusltant Location: Sweden Working Pattern: Hybrid (2 Days per week on site, 1 day in Malmo and 1 day in Helsingborg) Start Date: ASAP Contract duration: 12 Months + extensions I am assisting a Multinational Home Improvement retailer in finding a highly skilled and experienced Senior DevOps Consultant to play a pivotal role in the backbone of their technology infrastructure, engaging in the hands-on crafting and optimisation of their software systems. The customer with over 70 years of market excellence has a well standing reputation in the across the world. The scope for doing some interesting work and progression is endless. Glocomms has a long-standing relationship with the customer having already placed numerous contractors with them Role Description: The customer's platform engineering team develops and delivers services and processes for developers across the digital domain, and as a Senior DevOps Consultant in this team, you'll play a pivotal role in the backbone of our technology infrastructure, engaging in the hands-on crafting and optimisation of our software systems. You'll be instrumental in pinpointing improvement opportunities, promoting best practices in the software development life cycle, and implementing solutions that boost the quality and efficiency of their services. You'll be expected to harness a problem-solving approach, proactively identifying potential challenges and steering the team toward practices that guarantee our long term success. Responsabilities: Extensive experience in Software Development, From design, to deployment and beyond To operating/building new integrations and services on to of the current tooling. To speak to and collaborate with the Development team, speaking in their language to help them make better developments on the current infrastructure. Bring valuable insights and consulting into enhancing system robustness, scalability, and maintainability. Extensive experience in development best practices including testing, continuous integration/continuous deployment (CI/CD), code reviews, and documentation. The ability to collaborate effectively, bridging technical and non-technical team members. You must be skilled at disseminating knowledge, contributing to a culture of continuous improvement and learning within the team. The ability to adopt new methodologies or adjust to shifting project landscapes, your adaptability is coupled with a forward-looking perspective aimed at enhancing efficiency, reliability, and service quality. Skills and Qualifications: Experience in Large corporations Experience in one of the main cloud providers is a MUST (preferable Google Cloud Platform or Alicloud) Good level of experience of Kubernetes Good level experience of containers Good level experience with CI/CD tools Experience in as many of these technologies as possible: Docker, Terraform, Helm, Github Actions, ArgoCD, Hashicorp Vault, Prometheus/Grafana stack, Golang, TypeScript/JavaScript, Package managers, Backstage (Spotify)

Negotiable
Malmö
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Azure Cloud Engineer (Paris)

Cloud Engineer (Azure) Location: Paris Work Pattern: Hybrid (Average of 2 days per week on site) Start Date: As soon as Possible Contract duration: 6 Months initial (18-24 Months' worth of work) MUST BE ENGLISH SPEAKING I am assisting a Multinational Insurance company in the search for a highly skilled and motivated Cloud Engineer to join their dynamic Technology team in conducting a project with one of my customers largest entities helping them to migrate Azure as a service as well as PAAS. The Customer has Over 100 years of market excellence and are at the forefront of their market across the world. The scope for work and progression is endless. Glocomms has a long-standing relationship with the customer having already placed numerous contractors with them. Specific Duties: Help the team to migrate Azure as a service to their Infrastructure. Help the team to migrate Azure PAAS to their infrastructure. Support the Business owner with anything related to the Azure Infrastructure Troubleshoot any problems within the outstanding Azure Infrastructure and amend any problems detected. To help in the maintenance of all of the Azure Infrastructure. Support the organisation with anything on the underlying Azure Infrastructure Experience/Skills: Extensive technical experience of Microsoft Azure 6-10 Years of experience in an Azure Cloud Engineering environment Experience of Microsoft Azure Migrations Experience with: OpenShift and Terraform (Preferred) Azure Cloud Engineering Certifications (Bonus) Must be English speaking.

Negotiable
Paris
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Senior Support Analyst

We are currently seeking a talented Salesforce Automotive Cloud Architect to join our team on a 12-month extendable contract basis. In this role, you will play a crucial part in designing and implementing Salesforce solutions tailored to the unique needs of our automotive clients. Key Responsibilities: Salesforce Automotive Cloud Expertise: Utilize your in-depth knowledge of Salesforce Automotive Cloud to architect innovative solutions that drive business success for our automotive clients. Solution Design: Collaborate with stakeholders to gather requirements and translate them into robust Salesforce architectures that align with industry best practices and organizational goals. Technical Leadership: Serve as a subject matter expert, providing guidance and leadership on Salesforce architecture, design patterns, and implementation strategies. Customization and Configuration: Customize and configure Salesforce Automotive Cloud to meet specific business requirements, ensuring optimal performance and scalability. Integration: Design seamless integrations between Salesforce Automotive Cloud and other systems, leveraging your expertise in Salesforce integration tools and techniques. Documentation: Create comprehensive documentation including architecture diagrams, technical specifications, and implementation guides to support solution delivery and ongoing maintenance.

Negotiable
England
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Cloud & Infrastructure News & Insights

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

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

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

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

5 secrets on creating a stand out CV

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

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

Hiring Metrics: Fast Track Your Talent Acquisition Process

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

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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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