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.

AWS DevOps Engineer

AWS DevOps Engineer - 12 month renewable contract Glocomms have partnered with a Microsoft certified partner consultancy who are urgently searching for a highly skilled AWS DevOps Engineer to join their end client in the heart of Paris city. Duration: 12 months (this can be renewed for up to 3 years) Location: Paris Language: Fluent English and French speaking is required for this role Model: You will be required to go onsite 2/3 days per week, the rest remote working Client: Established in France, this consultancy are specialised in assisting some of the largest companies across Europe, focusing on projects covering DevOps, Cloud Native Solutions, Azure Cloud Governance and Containerzation. Now recognised as a Microsoft certified partner, they offer application development and cloud infrastructure services. They are growing their client base and are working with a well-known insurance provider. They are seeking an AWS DevOps Engineer to assist in a migration from one cloud provider to AWS. Responsibilities: - Assist in a large cloud migration to AWS - Design, develop, and maintain Terraform scripts to automate the provisioning of AWS resources - Set up and maintain continuous integration and continuous deployment (CI/CD) pipelines to automate application deployments and infrastructure updates - Create and maintain comprehensive documentation for infrastructure setup, deployment processes, and operational procedures. - Collaborate with cross-functional teams to define and execute the cloud migration strategy - Manage and optimize AWS resources, including EC2, S3, RDS, and Lambda - Work closely with development, QA, and operations teams to ensure seamless integration and deployment of applications. Required Experiece: - 6+ years minimum working within the DevOps industry - 5+ years working with Terraform and AWS - Relevant DevOps certifications

€550 - €600 per day
Puteaux
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Unified Communications Engineer

Unified Communications Engineer Location: Belgium (Fully Remote) Client Industry: Transport and Logistics Project Duration: 3 Years About the Client: Our client is a leading organisation in the transport and logistics sector, dedicated to enhancing operational efficiency and customer experiences through innovative technology solutions. They are launching a significant initiative to transform their unified communications infrastructure to support global operations and ensure seamless collaboration. Project Overview: The Unified Communications Transformation Project aims to unify the company's communication tools across 20+ international offices. This project will integrate voice, video, and messaging solutions into a single, Cisco-based platform, improving communication efficiency and reducing operational costs. Key Project Components: Migration to Cisco Unified Communications Manager (CUCM) and Cisco Webex: Transition from disparate systems to a comprehensive solution using Cisco Unified Communications Manager (CUCM) for VoIP and Cisco Webex for video conferencing and messaging. Integration with Business Systems: Seamlessly integrate Cisco communication tools with existing enterprise applications such as SAP (for logistics management) and Salesforce (for customer relationship management), enabling real-time updates and communication across departments. Collaboration Enhancement: Utilise Cisco Webex Teams to facilitate team collaboration, project management, and internal communications, focusing on improving engagement and reducing travel costs. Deployment of Advanced Features: Implement features such as Cisco Jabber for instant messaging and presence, automated call distribution (ACD), voicemail-to-email, and reporting tools to track usage and performance metrics. User Training and Adoption Program: Develop a comprehensive training program to onboard employees to the new systems, including webinars, instructional videos, and user manuals. Key Responsibilities: Design, implement, and manage the unified communications architecture based on Cisco technologies that support voice, video, and messaging solutions. Collaborate with cross-functional teams to gather requirements and ensure the system meets business needs. Manage the migration process, ensuring minimal disruption to ongoing operations. Provide ongoing support and troubleshooting for users, including training and documentation. Monitor system performance, optimise usage, and identify areas for improvement. Prepare regular performance reports and system updates for stakeholders, ensuring alignment with business objectives. Technologies Used: Unified Communications: Cisco Unified Communications Manager (CUCM), Cisco Webex, Cisco Webex Teams, Cisco Jabber Business Applications Security Measures: Multi-factor authentication (MFA), VPNs, encryption Monitoring Tools: Cisco Prime Collaboration for performance tracking Qualifications: Bachelor's degree in Computer Science, Information Technology, or a related field. Proven experience in unified communications, particularly with Cisco solutions. Familiarity with VoIP, video conferencing, and messaging platforms. Strong troubleshooting skills and experience with network configurations. Excellent communication skills in English; proficiency in other languages is a plus. Ability to work independently and collaboratively in a fully remote environment.

€600 - €850 per day
Belgium
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Salesforce Technical Consultant

Job Description: We are seeking a highly skilled and experienced Senior Salesforce Technical Consultant to join our dynamic team on a freelance basis. This is a remote position open to candidates based in Portugal. The successful candidate will work with our consultancy client to design, implement, and optimize Salesforce solutions to meet their business needs. Key Responsibilities: Lead the design and implementation of Salesforce solutions, ensuring alignment with business requirements and best practices. Collaborate with stakeholders to gather and analyze requirements, translating them into technical specifications. Develop and customize Salesforce applications using Apex, Visualforce, Lightning Components, and other Salesforce technologies. Integrate Salesforce with other systems and platforms, ensuring seamless data flow and functionality. Provide technical guidance and mentorship to junior consultants and team members. Conduct code reviews, ensuring high-quality and maintainable code. Troubleshoot and resolve technical issues, providing timely support to clients. Stay up-to-date with the latest Salesforce features, releases, and best practices. Qualifications: Proven experience as a Salesforce Technical Consultant, with a strong portfolio of successful projects. In-depth knowledge of Salesforce platform, including Apex, Visualforce, Lightning Components, and Salesforce integrations. Salesforce certifications (e.g. - Salesforce Certified Platform Developer) are highly desirable. Strong problem-solving skills and the ability to work independently in a remote setting. Excellent communication and interpersonal skills, with the ability to collaborate effectively with clients and team members. Fluency in Portuguese and proficiency in English. Benefits: Competitive freelance rates. Rremote work environment. Opportunities for professional growth and development. Collaborative and supportive team culture.

Negotiable
Lisbon
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Cloud Engineer (AWS Automation)

Cloud Engineer Paris, France - French Speaking Fully Remote (from inside France) Start Date : 04/11/2024 (Can be slightly flexible) Initial 6-Month Contract, extensions are possible TJM : 500-650€ Customer Details Our customer is a division of one of France's leading Energy Providers, they focus their efforts on renewable energy sources, building Solar Farms, Wind Turbines and other renewable options. The customer has just had an Audit on their Cloud Platform and it has revealed some vulnerabilities and a lot of areas for improvement that they are looking to resolve by the end of Q1 next year. Once these problems are solved there is a high chance of shifting to a different topic in the department. The customer offers the chance to work on some really interesting technology from the comfort your own home. Glocomms have a great relationship with the customer and we've got consultants working in their Cloud teams today. Job Details Cloud Engineer (AWS Automation, CDK) As mentioned above, the customer is looking to automate as many things as possible in their system to support with FinOps, Cyber Security and creating alerts for end of life infrastructure. Your primary responsibilities will be to review the outcome of the audits and address the points of improvement, you will be involved in Developing the Automation Alerts, Designing the Platform accordingly, identifying ways to make the platform more efficient and how to make it as cost effective as possible. AWS Cloud, AWS Infrastructure, CDK, Python, CodeDeploy, Gitlab, Terraform Working alongside another Engineer who will also be joining the team and the internal staff, in total working with 4-5 people from the customer. The working language will be French and all team members will also be French speaking No specific certificates are required, but any relevant Cloud, Automation or Scripting certificates will certainly go a long way in supporting your application. Get in Touch james.evans(@)glocomms.com +44 203 758 8905 https://www.linkedin.com/in/systemsandsecurityrecruiterjamesevans/

€500 - €650 per day
Paris
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Information Technology Infrastructure Engineer

We have a current opportunity for a Information Technology Infrastructure Engineer on a contract basis. The position will be based in San Diego. For further information about this position please apply. In this role, you'll have the opportunity to: Maintain data center operations across the organization. Maintain and update PCs that connect to equipment in the laboratory. Action level 3 infrastructure related tickets that come through our service desk. Assist with general server maintenance and upgrades across the organization. Provide expertise in Windows on-prem and cloud services including active directory domains, Azure, Office 365, Entra, and Exchange. Administer OKTA for authentication and application access. Support Zoom and MS-Teams videoconferencing hardware and applications. Install and support WiFi access points. Understand connectivity, and RADIUS authentication. Understand LAN and WAN networks including routing, subnetting, VPN technologies. Provide expertise with Cisco Meraki, Dell, and Brocade switches. Ability to program switchports, access control lists, VLANs, routing, and security. Expertise in VMWare vSphere 7 including the provisioning and management of virtual machines, networking, fault tolerance, and storage. Experience with Nutanix virtualization or ability fast track learning required. Experience with Palo Alto firewalls including Prisma access and Global Protect VPN. Must be able to create firewall security policies to block or allow traffic based on port, IP address, or application. Strong experience with Cloud migrations and securing cloud access. To succeed in this role, you'll need. Minimum of AD degree with minimum of 6 years experience performing Data Center operations support Current minimum CCNA or MCSE or VCP certification required - no exceptions. Experience as an OKTA administrator, OKTA certification strongly preferred. Experience supporting video conferencing hardware and applications. Hands-on experience with Microsoft AD, vSphere, VMware ESX Server, Nutanix. Solid understanding of TCP/IP, DNS, DHCP, routing, and network infrastructures. Willingness to learn and be challended by new business applications and processes. Excellent troubleshooting Ability to solve complex technical problems. Ability to work with minimal supervision. Experience working in the biopharmaceutical company preferred. Experience supporting and updating laboratory computers connected to scientific equipment. Must be physically able to lift and move data center system components (i.e. Servers, Switches, etc.). Availability to work evenings and weekends for projects and mission-critical Strong Interpersonal and Communications (oral and written)

US$45 - US$54 per hour
San Diego
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Lead Wireless Network Engineer

Lead Wireless Network Engineer Location: DMV Area, USA Compensation: $170,000 - $200,000 Glocomms are partnered with a globally leading technology-driven Real Estate firm in the search for a Lead Wireless Network Engineer based in the DMV area to join the global IT team on a full-time basis. The position will be splint between hands-on Engineering (50%), Architecture (25%), and managing projects (25%). Key responsibilities: Design, oversee, and manage the Wi-Fi infrastructure for 80 office locations worldwide. Develop architecture documentation, maintain project planning, and drive deliverable timelines. Support Network Access Control (NAC) software for policy enforcement, device profiling, and guest access management. Proactively monitor Wi-Fi networks to identify and resolve performance issues, implementing preventive measures as needed. Use wireless network planning and survey tools, such as Ekahau and AirMagnet, to conduct detailed site surveys. Analyze coverage, pinpoint potential interference, and recommend optimal access point placements. Address Wi-Fi connectivity tickets, perform root cause analyses, and refine processes to mitigate future issues. Manage software and firmware updates to leverage the latest features and address security vulnerabilities. Offer technical expertise and guidance to team members and network engineers. Stay current with emerging Wi-Fi technologies and industry best practices to foster continuous improvement and innovation. You'll also have the opportunity to work with various technologies including, but not limited to: Firewall technologies including - CheckPoint, Palo Alto, Cisco Cisco switches Catalyst 9300, 9400, 2960 SSL VPN solutions - Junos, Ivanti Pulse Secure, CheckPoint SD-WAN platforms such as Palo Alto Monitoring platforms including LogicMonitor, PRTG, zScaler ZDX, Aruba UXI and ThousandEyes Key requirements: Bachelor's Degree from an accredited nonprofit university or college is required. 4+ years of experience in supporting enterprise Wi-Fi in both LAN and WAN environments. Proficient in using wireless survey and Wi-Fi design tools. 3+ years of experience configuring and operating Network Access Control (NAC) systems such as Aruba ClearPass, Cisco ISE, or Forescout ContactACT. Hands-on experience with the Aruba AirWave management system. Experience in installing, configuring, and troubleshooting Cisco network devices. Comprehensive understanding of radio frequencies, Wi-Fi spectrums, and optimization techniques. Strong grasp of networking protocols and technologies, including TCP/IP, VLANs, routing, and switching. Proven track record in enhancing monitoring tools like SolarWinds, PRTG, or LogicMonitor. Experience with Next Generation firewalls. Industry certifications such as Aruba (ACMP, ACX), CWNP (CWNA, CWSP, CWDP), or Cisco (CCNA, CCNP Wireless) are advantageous. Skilled in certificate management, including the deployment of certificate-based authentication, as well as issuance, distribution, and revocation.

US$170000 - US$220000 per year
Washington
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DevOps Engineer

Working with one of our IT Service clients, we are searching for a DevOps Engineer for an initial 6 month project. Sector: Defence Role: Freelance DevOps Engineer Location: West Paris Duration: 6 months initial contract Hybrid Working Start Date: ASAP Freelance: Portage Salarial / Auto-entrepreneur (SASU) Key Responsibilities: Provide additional support to the existing team, ensuring the deployment of the global infrastructure Collaborate with the infrastructure and existing teams to support services Provide continuous improvements, optimising availability and performance Write and implement test cases L3 Incident Support

Negotiable
Saint-Michel-sur-Orge
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Senior Cloud Security Engineer

We are partnered with a first-of-their-kind, satellite data analytics company which specializes in providing maritime intelligence data. They are looking to bring on a skilled Cloud Security Engineer for their dynamic team. This role will be a hands-on, individual contributor and lead a small team. In this role, the individual will play a pivotal part in ensuring the security and compliance of their cloud infrastructure while collaborating closely with a diverse, geographically dispersed team. Responsibilities: Design, implement, and manage security measures for cloud environments, ensuring protection against threats. Ensure adherence to regulatory standards such as ISO27001 and CMMC Level 2 (NIST 800-171), and maintain compliance documentation. Work alongside DevOps and technical teams to integrate security practices within the development lifecycle. Regularly update and patch cloud systems, ensuring they meet security standards. Work as an individual contributor while also leading small teams when needed. Utilize monitoring tools to identify and respond to security incidents, analyzing logs and alerts for potential vulnerabilities. Qualifications: Bachelor's degree in Computer Science or a STEM field; Master's degree preferred. 7+ years of experience in roles such as Security Engineer, Compliance Engineer, or DevOps Engineer. Active or former Secret or Top Secret clearance, or willingness to obtain necessary clearances. Experience with Google Cloud Platform (GCP) preferred; familiarity with AWS and Azure is a plus. Knowledge of CI/CD tools and GitHub Actions, proficiency in Linux/Unix Administration, containerization technologies like Docker and Kubernetes, and scripting skills in Bash, JavaScript, Python, and SQL. Experience with security/compliance tools such as Crowdstrike Falcon, Twingate, LastPass, Vanta, and Snyk. Familiarity with networking concepts and troubleshooting. Excellent communication skills, capable of engaging with C-suite executives and technical product leads. Ability to thrive in a fast-paced, rapidly changing environment. Strong analytical skills to understand and manage complex systems. Additional Benefits: Health Insurance plans 401k with 5% match 20 days of PTO If you are interested, please apply in directly! This role is based out of Houston, Texas with the preference for local individuals and flexibility for remote or hybrid schedules! The ideal candidate needs to have willingness and ability to achieve Secret or Top Secret Clearance.

US$150000 - US$170000 per year
Houston
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Systems Administrator (ZenWorks Specialist)

Systems Administrator (ZenWorks, Microsoft) Paris (93) or Toulouse (31) 30% on-site working, the rest can be completed remotely. Start Date : 14/10/2024 Long-Term Mission on a Rolling Contract TJM : 300-400€ Customer Details Our Client is an International Systems Integrator, Microsoft and Cisco Gold Partner, they have over 100,000 staff globally and support some of the biggest customers and Programs across the world, who are carrying out a project for an end customer in the areas of Toulouse and Paris. Due to a lack of internal specialism they have reached out to the freelance/external market to secure a Systems Administrator that can help with them a phase of their project. The customer offers great long-term opportunities and when this specific project has been finished they often look to rehouse consultants they enjoy working with into other departments/programs. Glocomms have been working closely with them across Europe for the last 7 years and have a great relationship with the program management team. Job Details Systems Administrator (ZenWorks Specialist) We are currently seeking an Expert in administration of Microfocus Zenworks remote distribution platform with experience in Digital Workplace. Primary Responsibilities include : Managing user rights and scopes ; Creating packages and making them available; Level 2 support for ISTs ; Strategy adjustment ; Distribution of patches according to the customer's process; Major and/or minor updates to the remote distribution tool; Report creation (Jasper module in Zenworks); More generally, any modification to the central remote distribution platform. Technical Skills Required : Expertise in the Microfocus remote distribution environment (ZCM, ZRS and eDir modules) is mandatory. Skills on Windows, M365 and Active Directory are also essential French and English speaking No certifications are required for the mission, but any relevant Digital Workplace or ZenWorks certificates will certainly go a long way in supporting your application. Get in Touch james.evans(@)glocomms.com https://www.linkedin.com/in/systemsandsecurityrecruiterjamesevans/ +44 203 758 8905

€300 - €400 per day
France
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Cloud Service Lead

Where Will You Work? As the Lead Cloud, you will be an integral part of the Business Technology Organization (BTO), the division responsible for all IT initiatives and operations. Specifically, your role will be situated within the Infrastructure, Integration, and Cloud (IIC) department, a critical component of the BTO Operations unit. This unit encompasses all infrastructure and cloud capabilities, vendor management, and workplace services, ensuring that they remain at the forefront of technological innovation in the energy sector. Your position requires close collaboration with the MCP: Go Cloud Program, aligning departmental objectives with the broader strategic goals of the organization and ensuring a seamless integration of cloud technologies into our infrastructure landscape. This role not only offers the chance to lead in a highly dynamic and critical area of our business but also to work within a team that's at the cutting edge of energy and technology. What can you expect, and what do we expect? To manage cloud operations and oversee strategic development, we are seeking a Lead Cloud and Service Manager with a visionary approach to accountable leadership. In this strategic role, you are accountable for the Public Cloud services provided by the MCP Platform Team and for the Service Management processes of the whole Infrastructure, Integration and Cloud Services proposition. You lead the team that ensures the MCP services are seamlessly integrated with the Business Technology Operations (BTO OPS) and correctly positioned within the organization's broader strategy. The platform team responsible is an interdisciplinary team consisting of experts such as a Platform Owner, Cloud Architects and Demand Managers. It's a dynamic and international team working both from Arnhem, the Netherlands, and Bayreuth, Germany. The IT Service Management accountability consists of leading five service manager that ensure both on-prem and public cloud processes are aligned, that SLA's are in place for all services in scope and that service delivery is realized by the teams within the boundaries of these SLA's. As the hierarchical lead, you will spearhead team development, shape HR strategies, and act as Senior Supplier in the Program Board throughout the MCP implementation. Your mission will be to harmonize a range of services from multiple providers, fostering a cohesive and business-aligned IT environment that delivers a superior end-user experience. Key Responsibilities: Hierarchical lead of the cloud platform team (8-10 FTE ), providing direction and setting performance standards; Hierarchical lead for Service Managers of the Infrastructure Integration and Cloud (IIC) department in which the MCP Service is positioned; Shape and maintain collaboration with Capgemini for the cloud related services; Participation in program board activities during the transition and implementation of cloud services; Oversight of team growth and HR-related activities, including hiring, development, and retention strategies; Accountability for the delivery and performance of cloud services within the organization; Collaboration with various stakeholders to ensure seamless integration of services from internal and external providers. Profile: A minimum of 10 years of leadership experience within IT, emphasizing the management of IT service delivery and team leadership within an environment focused on cloud computing; Demonstrable leadership skills, including experience with team development, human resources responsibilities, and creating a collaborative working environment; Proven ability in strategic planning, adept at aligning IT initiatives with overarching business objectives and facilitating change management processes; Experience overseeing the adoption and integration of technological solutions across diverse operational settings, aimed at enhancing efficiency and stakeholder satisfaction; Solid foundational understanding of cloud technologies and platforms, with a greater emphasis on strategic and managerial capabilities than deep technical expertise; Exceptional communication and interpersonal skills, crucial for managing internal teams, liaising with external partners, and engaging with stakeholders at all levels; Established track record in navigating complex organizational structures, influencing decision-making, and fostering consensus across varied groups.

Negotiable
Nieuwegein
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Salesforce Revenue Cloud Consultant

Job Title: Salesforce Revenue Cloud Consultant (Freelance) Location: London (Hybrid - 2 days per week in the office) Contract Duration: 12 months (extendable) About the Role: We are seeking a highly skilled and experienced Salesforce Revenue Cloud Techno-Functional Consultant to join this companies dynamic team on a freelance basis. This role is pivotal in bridging the gap between business requirements and technical solutions, ensuring the successful implementation and optimization of Salesforce Revenue Cloud. Key Responsibilities: Solution Design & Implementation: Lead the design and implementation of Salesforce Revenue Cloud solutions, ensuring alignment with business objectives and best practices. Business Analysis: Collaborate with stakeholders to gather and analyze business requirements, translating them into functional specifications and technical designs. Customization & Configuration: Customize and configure Salesforce Revenue Cloud to meet specific business needs, including CPQ (Configure, Price, Quote) and Billing functionalities. Integration: Work with integration teams to ensure seamless integration of Salesforce Revenue Cloud with other enterprise systems. Technical Expertise: Provide technical guidance and support to development teams, ensuring high-quality deliverables. Training & Support: Conduct training sessions for end-users and provide ongoing support to ensure effective utilization of Salesforce Revenue Cloud. Project Management: Manage project timelines, deliverables, and resources, ensuring projects are delivered on time and within budget. Continuous Improvement: Stay updated with the latest Salesforce features and functionalities, recommending and implementing improvements to enhance system performance and user experience. Qualifications: Experience: Minimum of 5 years of experience in Salesforce implementation, with at least 2 years focused on Salesforce Revenue Cloud. Technical Skills: Proficiency in Salesforce CPQ, Billing, Apex, Visualforce, Lightning components, and integration tools. Certifications: Salesforce Certified CPQ Specialist, Salesforce Certified Billing Specialist, or equivalent certifications are highly desirable. Analytical Skills: Strong analytical and problem-solving skills, with the ability to translate complex business requirements into technical solutions. Communication: Excellent communication and interpersonal skills, with the ability to work effectively with cross-functional teams and stakeholders. Project Management: Proven experience in managing projects, with a strong understanding of project management methodologies. Benefits: Competitive daily rate Flexible working arrangements Opportunity for contract extension Professional development opportunities Collaborative and inclusive work environment

Negotiable
London
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Senior DevOps Engineer

Senior DevOps Engineer Contractor Location: 1 day per week on site in London Duration: 6 month renewable contract Start Date: End of September / Beginning of October About the Company: My client is a leading financial institution committed to delivering exceptional banking services to our customers. We are embarking on a digital transformation journey to enhance our technology infrastructure and ensure the security and efficiency of our operations. We are looking for a highly skilled Senior DevOps Engineer Contractor to join our team and play a crucial role in this transformation. Job Overview: As a Senior DevOps Engineer Contractor, you will be responsible for designing, implementing, and managing CI/CD pipelines, integrating various DevOps tools, and automating infrastructure processes to ensure seamless and secure application deployments. Your expertise in Jenkins, Ansible, Terraform, Docker, and Kubernetes will be instrumental in driving our DevOps initiatives forward. Experience with public cloud platforms and DevSecOps practices is highly desirable. Key Responsibilities: CI/CD Pipeline Development: Design, develop, and maintain robust CI/CD pipelines using Jenkins to automate the build, test, and deployment processes. Integrate various tools and services to streamline development workflows and enhance continuous delivery capabilities. Infrastructure Automation: Use Terraform to automate the provisioning and management of cloud infrastructure. Implement and manage configuration management processes using Ansible to ensure consistency across environments. Containerization and Orchestration: Develop and maintain containerized environments using Docker. Deploy and manage Kubernetes clusters to orchestrate containerized applications and ensure scalability and reliability. Integration and Collaboration: Collaborate with development, QA, and operations teams to ensure smooth integration of DevOps practices across the organization. Troubleshoot and resolve issues related to the CI/CD pipeline, infrastructure, and deployments. Security and Compliance: Implement DevSecOps practices to embed security into the CI/CD pipelines and automate security checks. Ensure compliance with industry standards and best practices in all DevOps activities. Qualifications: Experience: Minimum of 5-10 years of experience in a DevOps engineering role. Proven experience with Jenkins, Ansible, Terraform, Docker, and Kubernetes. Experience with public cloud platforms (AWS, Azure, Google Cloud) is highly desirable. Familiarity with DevSecOps practices and tools. Experience with Java

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
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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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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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