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


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


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


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.

Citrix Systems Engineer

We have a current opportunity for a Citrix System Engineer to join one of our french clients on a contract basis. The position will be fully remote. For further information about this position please apply. Job Title: Citrix Systems Engineer Location: Paris, France (Fully Remote Available) Company: Leading Automotive Industry Firm Job Type: Long-term Freelance About the Company: Our client, is a prominent player in the automotive industry, committed to innovation and excellence in our field. Their team is dedicated to delivering cutting-edge solutions that drive their business forward. They are currently seeking a talented Citrix Systems Engineer to join them on a long-term freelance basis. Job Description: As a Citrix Engineer, you will play a crucial role in designing, implementing, and maintaining Citrix environments to support the business operations within the automotive industry. Your expertise will be instrumental in ensuring seamless access to critical applications and resources for our distributed workforce. Project: As a Citrix Engineer, you will lead the migration of the legacy on-premises Citrix infrastructure to a modern cloud-based Citrix Virtual Apps and Desktops environment hosted on Microsoft Azure. This project will involve designing the new architecture, implementing the migration plan, configuring Citrix ADC (NetScaler) for secure remote access, optimizing performance for high availability and scalability, and providing user training and support throughout the transition process. Responsibilities: Citrix Environment Management: Design, deploy, and maintain Citrix Virtual Apps and Desktops (formerly XenApp and XenDesktop) environments to meet business requirements. Perform regular updates, patches, and upgrades to Citrix infrastructure components. User Support and Troubleshooting: Provide technical support to end-users experiencing Citrix-related issues. Troubleshoot and resolve connectivity, performance, and application access problems within the Citrix environment. Security and Compliance: Implement and maintain security policies, access controls, and compliance standards within the Citrix environment. Conduct regular security assessments and audits to ensure the integrity of Citrix systems. Integration and Automation: Collaborate with other IT teams to integrate Citrix solutions with existing systems and applications. Develop and maintain automation scripts for Citrix environment provisioning and management tasks. Performance Optimization: Monitor Citrix environment performance and resource utilization. Identify opportunities for optimization and implement solutions to enhance performance and scalability. Required Skills and Qualifications: Proven experience as a Citrix Engineer in enterprise environments. Expertise in deploying and managing Citrix Virtual Apps and Desktops. Proficiency in Citrix ADC (NetScaler) for load balancing and application delivery. Knowledge of virtualization technologies (VMware, Hyper-V) and cloud platforms (Azure, AWS). Experience with scripting languages (PowerShell, Python) for automation. Excellent troubleshooting skills and ability to diagnose and resolve complex technical issues. Solid understanding of networking concepts and protocols. Strong communication and collaboration skills, with the ability to work effectively in a remote team environment. Preferred Qualifications: Citrix certifications such as Citrix Certified Associate (CCA) or Citrix Certified Professional (CCP). Experience working in the automotive industry or related sectors. Familiarity with other technologies commonly used in enterprise environments, such as Microsoft Active Directory, Office 365, and endpoint management solutions. Contact +44 20 3879 1050

€650 - €800 per day

Network & Security Engineer

A leading financial services consulting firm is urgently looking to hire a Network and Security Engineer in Houston, TX. This position is responsible for all operations of the network, including Voice, Firewall, VPN, Routers, Switches, and Security. Requirements: - Strong Knowledge of LAN/WAN and wireless environments - Expertise in Network Architecture, Systems Design, Routing and Switching - CCNP or equivalent industry certifications - Experience with Cisco Network and Security Products and SAN switches - Ability to operate as part of a collaborative team is essential If you would like to learn more about this opportunity, please apply to this ad.


Network Security Architect

A fast-growing technology company is searching for a seasoned Security Architect, specializing in network security and access control. The ideal candidate will have at least 7 years of experience in networking and security, and at least 3 years in architecture. Requirements - Expert knowledge of network access control, zero trust, network and cyber security - Prior experience with relevant industry regulations and security standards for the Tech Industry - Experience with Software-Defined Networking, SASE, CASB, and Zero Trust concepts. - High-level ability to communicate with cross-functional stakeholders, global exp preferred. Location: San Jose, CA Compensation: Negotiable, based on experience and levelling. Salary range is $180-300k Please apply to the ad if interested!

US$200000 - US$300000 per year
San Jose

Network ACI Architect

Job Description: As a Network Architect specializing in Cisco ACI deployment, you will be responsible for designing, implementing, and managing complex network infrastructures for our clients. Your primary focus will be on deploying Cisco ACI solutions, ensuring seamless integration with existing networks, and optimizing performance to meet business objectives. You will collaborate closely with cross-functional teams, including network engineers, system administrators, and project managers, to deliver high-quality solutions on time and within budget. Key Responsibilities: Lead the design and architecture of Cisco ACI deployments, considering client requirements, industry best practices, and scalability. Develop detailed network designs, including VLANs, subnets, routing protocols, and security policies, to support Cisco ACI environments. Configure and deploy Cisco Nexus switches, Application Policy Infrastructure Controllers (APICs), and related components for ACI fabrics. Collaborate with stakeholders to gather requirements, assess network performance, and recommend improvements for Cisco ACI deployments. Conduct network assessments and troubleshooting activities to identify and resolve issues related to Cisco ACI environments. Provide technical guidance and mentorship to junior team members on Cisco ACI concepts, configurations, and best practices. Work closely with vendors and third-party providers to procure hardware, software, and support services for Cisco ACI deployments. Document network designs, configurations, and procedures, ensuring accuracy and completeness for knowledge transfer and future reference.

€300 - €550 per day

Sr SRE, Data Infra | Social Media Giant | Onsite

The Company: Our client is one of the world's leading social media companies. This platform allows innovative avenues to express creativity, explore interests, and most importantly global connectivity. Having over a billion users, this company pursues the best of the best engineering talent, while also forming dynamic teams who, like the users, are intelligent, compassionate, and creative! Responsibilities: Participate in and enhance the complete service lifecycle, from inception and design, through development, capacity planning, launch reviews, deployment, operation, and refinement. Design and implement software platforms and monitoring frameworks to govern service-oriented architecture (SOA) efficiently, automatically, and intelligently. Develop and manage components of cloud-managed data infrastructure, encompassing technologies such as Kubernetes, Redis, MySQL, Flink, and more. Establish sustainable mechanisms for scaling systems, such as automation, to drive enhancements in reliability, efficiency, and velocity. Provide sustainable user support, manage incident responses, and conduct blameless postmortems as part of our ongoing efforts to improve our systems. Qualifications: Bachelor's degree in Computer Science or a related technical field with 5+ years of experience 3 YOE programming in Python 3 YOE building CI/CD pipelines Strong familiarity with Unix/Linux system internals, networking, and distributed systems Additional Information: Same position available in San Jose and Seattle! Work Model: Fully onsite in San Jose, Hybrid (3 in, 2 remote) in Seattle Pay Structure: Base + Bonus + RSUs Complete, Competitive Benefits Package No C2C at this time

US$175000 - US$290000 per annum + + Bonus, RSU's
San Jose

Principal SWE (Python, AWS) | Elite Boston Asset Manager

Summary: A global, multi-billion-dollar private hedge fund is seeking a self-motivated and ambitious Python & Cloud Engineer to contribute to a well-established and mature engineering group in Boston. You will play a vital role in adding DevOps expertise to a Research Systems team. In addition to that, you will make a crucial impact on the firm by directly guiding team members on the best practices for developing in a hybrid environment and supporting production applications. Responsibilities: Collaborating with internal Investment Research clients and other application teams within the Platform Engineering team and Research Systems group Establishing standards and best practices for migrating on-prem deployments to a cloud environment, especially pertaining to high-performance cloud application and service deployments Hands-on work in the delivery of prototypes and project work Building and maintaining relationships with cross-functional leaders and team members, as well as coaching project team members Qualifications: Bachelor's Degree in CS or related 5 YOE in supporting production applications, and object-oriented programming in Python 3 YOE in cloud configuration and tuning, as well as building resilient CI/CD pipelines using Git, and containerization technologies Previous daily work with Kanban or Agile Scrum sprint Value added (but not required): Master's Degree in CS 3 YOE in UI-oriented programming with TypeScript/React Benefits/Perks: Industry leading compensation and benefits packages A close-knit culture, prioritizing work life balance, professional development, and collaboration and access across all levels of the business If you are interested in the Principal Software Engineer position, don't hesitate to apply!

US$160000 - US$180000 per annum + 20-30% Cash Bonus

Snowflake Expert/ Database Engineer

We have a current opportunity for a Snowflake Expert on a contract basis. The position will be Fully Remote. For further information about this position please apply. Snowflake Expert Contract Type: Full-time, 12-month contract with possibility of extension Seniority Level: Minimum 3 years of hands-on experience with Snowflake Location: France (Remote work available) Start Date: ASAP Context: As a Snowflake Expert, you will play a pivotal role in collaborating with our data architect and platform manager to enhance and optimize our Snowflake infrastructure. You will also provide crucial support to our offshore teams. This position entails designing, documenting, and implementing solutions, as well as guiding offshore teams in their adoption. Key Responsibilities: Collaborate with the data architect and platform manager to improve Snowflake infrastructure. Develop designs, documentation, prototypes, and finished products. Assist offshore teams in adopting and implementing solutions. Optimize performance and costs, focusing on query and warehouse optimization. Enhance FinOps management and outcomes. Manage data security leveraging Snowflake capabilities. Implement new features offered by Snowflake. Required Skills & Experience: Strong proficiency and hands-on experience with Snowflake. Experience in database administration (DBA). Knowledge of the data management ecosystem, with a focus on Data Engineering. Familiarity with ETL/ELT principles, including tools. Proficient in English for effective communication with offshore teams. Familiarity with Snowflake (mandatory), AWS (important), Dbt, JIRA/Confluence, Kubernetes/Containers. To find out more, feel free to apply or contact me on: Contact: +44 20 3879 1050


Program Manager

Program Manager Chambery, Auvergne-Rhones-Alpes French and English speaking Hybrid Working - 50% on site Start Date - 18/03/2024 is possible, can be slightly flexible Initial Contract until 31/12/2024 with extensions to follow TJM : 500-700€ Customer Details Our customer is a trail-blazer in the Energy Sector, their mission as a business is to help their customers improve upon their Energy usage and to support them in their journey to become Carbon Neutral. They have spent the last few years investing heavily in their IT, Systems, Cloud and eCommerce, so their goal for 2024 and beyond is to make sure they are secure as possible as a business. They are a fantastic company to work for and one were working with them can make a huge difference to the planet, they offer solutions to their customers to become more Environmentally friendly. Glocomms have a great relationship with their team and have been responsible for hires into the business in the past. Job Details Program Manager Primary responsibilities will include working closely with their Department heads to ease their Project workload and to run projects from a 'Back Office/Back End' perspective, coordinating staffing requests, project planning, hiring new people into the team, managing budgets and writing regular reports for the Senior Stakeholders within the business. No specific technical knowledge is required, but someone with skills using Jira will be highly appreciated. You will be situated in the Information Security department, so any knowledge in this area will massively support your application. Experience working in both Agile and Scrum environments is essential to work within their teams. You will be working closely with a number of their department heads and reporting directly into their Global Head of Cyber Security, but they are not a massive organisation so the management hierarchy is very simple and you will have the ability to make some really interesting contributions towards their wider business. Given the International context of the team, the customer needs both a French and English speaker. There is a fantastic opportunity for extension past the initial contract period, you will be a key figure within their department so should they be happy with the work your producing there is certainly a big chance for extensions. No specific certificates are required, but any relevant Project Management certificates will certainly add to your application. Get in Touch +44 203 758 8905 james.evans(@)

€500 - €700 per day

Storage Admin

Title: Seeking a Sr. Storage Admin for Remote Work Introductory Paragraph: Our client, a leading company in the aerospace and defence sector is seeking an experienced Sr. Storage Admin to join their team remotely. The successful candidate will be responsible for managing and maintaining storage systems while ensuring they are efficient, secure, reliable. Qualifications: - Bachelor's degree or equivalent experience in Computer Science - 6+ years of relevant work experience as System Administrator with emphasis on storage administration - Experience working with GloComms technology preferred Skills: Storage Administration - Candidate must have strong knowledge of different types of data backup procedures such as full backups (weekly), incremental backups (daily) etc., ability to manage large amounts of data efficiently using various technologies like SAN/NAS devices. Security Management - Maintain security by monitoring and assuring compliance according to industry standards including HIPAA & PCI-DSS requirements; conduct audits regularly checking logs files against pre-set parameters that identify potential risks before they become actual breaches. Cloud Computing Technologies - Familiarity with cloud computing platforms like AWS/Azure/GCP/Hybrid Cloud would be beneficial but not mandatory Virtualization Technology- Knowledge about virtualization concepts related VMware ESXi servers should also come handy since it's part-and-parcel when dealing with networked resources where multiple VMs run simultaneously Communication Skills - Proven communication skills both written/verbal alongwith good interpersonal abilities Salary: The salary offered for this position is $120000 per annum which may vary based on qualifications/experience level. If you meet these criteria please send your resume today!

US$110000 - US$130001 per annum

ServiceNow Developer 1

ServiceNow Developer X2 Role : ServiceNow Developer (2 Positions) Duration : Initial 6 month project - (Likely extension) Location : Nanterre, Paris - France Bill Rate : 500-800€ p/day Start : As early as Monday 26th February Remote : 2 days per week, 3 days on site Languages : French & English Customer Details: The client is a global organisation recognised for its futuristic IT infrastructure. They are a strong advocate of automation and development in general in global IT systems. Due to an internal reshuffle and loss of staff they have opened up the position to the sub-contract / freelance market to bring in a TWO technical expert. Glocomms has been working with this company foe close to 6 years and support them in many different areas. Responsibilities: The scope of the project is a migration of an existing platform to ServiceNow. Tasks will vary depending on the phase of the project. At first, you will need to understand the requirement. Currently, the customer is writing requirements for each feature that will be migrated to ServiceNow. You will need to read these design requirements and make sure you understand them. You will then translate these requirements into the implementation. You will need to determine in ServiceNow which module/component should be used for the implementation. You will need to run demos and review Regularly report your progress to the team. You needs to ensure the right level of testing is also carried out. Strong scripting skills (JavaScript) for customising catalogue items. Experience integrating ServiceNow with external REST APIs. Profile: Able to integrate quickly and efficiently to help meet project deadlines. Experience in design, development and testing. The ability to question some of the existing designs and propose alternative solutions would also be useful. This is a migration to ServiceNow, so knowledge about it is important, but good general development experience is also required. You should be able to assist with integration, resolve issues that arise, and provide guidance to the team regarding ServiceNow. Certifications are nice to have but are not a blocking point without them. Get in Touch ! erion.berisha(@) Number +44 2036678378

€500 - €800 per day

Security Testing Team Lead/Lead Tester

Senior Security Testing and Evaluation Team Lead Description: The Senior Security Testing and Evaluation Team Lead assumes a pivotal role in overseeing the entirety of our Security Testing and Evaluation program. This position requires adept management of technical, financial, and contractual aspects to ensure seamless execution. Responsibilities Ensuring all deliverables meet stringent quality standards and performance criteria. Conducting comprehensive security testing and reviews across diverse application landscapes. Actively participating in Security Assessments of cloud service providers, networks, systems, and applications. Meticulously reviewing assessment artifacts, and proficiently preparing standardized System Assessment reports. Qualifications: Certification: Certified Information Systems Security Professional (CISSP), Certified Information Systems Auditor (CISA), or FITSP-Auditor (FITSP-A). Education and Experience: Bachelor's degree in Engineering, Computer Science, or related field preferred. A minimum of 8 years of FISMA and auditing related experience is required. Skills: Extensive proficiency in NIST RMF framework and security controls, integrations testing, assessment and authorization (A&A), and IT concepts essential for evaluating security performance and integrity of cutting-edge applications, communications systems, hardware, software, and information processing systems. Top Secret clearance is mandatory for this position.

US$150000 - US$175000 per annum
District of Columbia

Site Reliability Engineer - Seattle, WA - Hybrid

Title: Join the Team as a Site Reliability Engineer in Seattle! Are you an experienced site reliability engineer looking for your next challenge? Our client, a leading digital media company based in Seattle, is seeking someone like you to join their team permanently. As a site reliability engineer (SRE), you will be responsible for ensuring that our client's infrastructure runs smoothly. Qualifications: - Bachelor's degree or higher in computer science or related field - 5+ years of experience with SRE principles - Experience working with large-scale systems Skills: As an SRE at our client's organization, we require applicants who possess the following skills: 1. Strong problem-solving abilities. 2. Excellent communication and interpersonal skills. 3. Expertise using tools such as Kubernetes and Docker containers. 4. Knowledge of AWS cloud services including EC2 instances management Our ideal candidate must have strong technical knowledge while being able to work collaboratively within teams across different departments. Salary & Benefits: The salary offered by this role is $160000 per annum along with additional benefits which includes health insurance coverage(Health,Dental,Vision) ,401k plan etc . Join us today if you are passionate about contributing towards building scalable architectures! Apply now through GloComms website .

US$160000 - US$160001 per year

Cloud & Infrastructure News & Insights

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

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

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

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

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

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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