Development & Engineering

Development & Engineering

Glocomms: A specialist Development & Engineering Talent Partner

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

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

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

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Benefits of working with us

Our Development & Engineering talent specialists support growing technology businesses by sourcing the right go-to-market strategy talent, managing the recruitment process, and facilitating onboarding. With multi-lingual language support, we provide international recruitment expertise to secure business-critical talent across Europe.

Our recruitment benefits

Experience

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

Network

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

Knowledge

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

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

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Development & Engineering Jobs

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

UI Engineer

Founding UI Engineer Salary: $120,000-190,000 Base Location: REMOTE (US Based) I'm currently working with my client, a globally leading ecommerce platform with over 1M users. The company is looking to continue advancing their ecommerce ecosystem and reach of audience. Now, they are looking for a Frontend Engineer to develop the UI of their messaging app, from scratch. This is an exciting opportunity to gain valuable experience in your career, engage in greenfield work, and have ownership of the product you are building. Responsibilities: * Develop and test code during feature development * Collaborate with Tech Lead to solve technical questions * Partake in design review sessions * Support the technical architecture of the entire user experience Qualifications: * 3+ years of hands-on experience developing UI/UX applications. * Strong knowledge in JavaScript and React * Experience in a startup environment * Strong communication skills * Experience in web and mobile design Benefits: * 100% Remote * Opportunity to work independently and be a key UI Stakeholder * Competitive Base Salary + Equity

US$150000 - US$200000 per year
United States of America
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Mobile Engineering Manager

Mobile Engineering Manager Location: Mountain View $210,000 - $350,000 I'm currently working with my client, a globally leading ecommerce platform with over 1M users. The company is looking to continue advancing their ecommerce ecosystem and reach of audience. Now, they are looking for a Mobile Engineering Manager to lead a team of 7-10 engineers developing an intuitive and reliable shopping experience across check-out, refund, shopping, etc. Responsibilities: * Drive and shape a high performing mobile engineering team * Provide both professional and technical leadership to support the growth of the team * Establish best practices across mobile development Qualifications: * 1+ Years of Management Experience * 5+ Years of Mobile Engineering Experience * Proficiency in iOS or Android Frameworks * Frontend Expert * Bachelor (or higher) Degree in Comp Sci (or an equivalent field) * Ability to Work In-Office 5 Days a Week Benefits: * Stability of Working with An Established Organization * Immense Growth Opportunities * Impressive RSU Package (vested over 4 years) * 25% Annual Bonus * Strong Insurance Package * Free Lunch in Office

US$150000 - US$200000 per year
United States of America
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Senior Software Development Engineer - NoSQL

Become a part of our team as a NoSQL-HBase Development Engineer. You will work on a global, high-performance, cost-effective, and cloud-native distributed table system. This critical infrastructure supports vast peak requests and petabytes of storage, serving our entire product ecosystem. Key Responsibilities Lead the design, development, performance optimization, and research of new technologies for the distributed table system. Enhance the table system based on high-level business requirements, focusing on stability, functionality, and performance. Set development goals, draft detailed design documents, and oversee module implementation, performance optimization, and functional testing. Provide technical support for high-level online applications, identify potential requirements, and continuously improve the system. Required Qualifications Proficiency in programming with C++ or Java, with a strong emphasis on high-quality code and engineering standards. Extensive knowledge of Linux systems, including expertise in multithreading, network programming, and distributed development. Deep understanding of database principles and experience with key technologies in distributed storage and computing. Experience contributing to open-source projects is a plus. Familiarity with the source code of open-source projects such as RocksDB, HBase, TiDB, CockroachDB, ClickHouse, ScyllaDB, etcd. Understanding of consensus protocols like Paxos or Raft. If this role actively interests you, contact to me at

US$200000 - US$200001 per year
San Jose
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Full Stack Engineer

This well-funded early stage startup has raised over $3.5 million and has a headcount of under 10 people. They are looking to double in size and bring on two Full Stack Engineers (can lean FE or BE). This startup has built something no one else has using blockchain technologies, with clients that have already purchased their product for a launch in the Fall!

US$120000 - US$200000 per year
New York
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Full Stack Engineer

Glocomms is currently partnering with an AI start-up company, who provides web and networking services to create decentralized computing systems using Open- Access AI Cloud. We are looking for an experienced Senior Software Engineers who share their passion for making AI globally accessible, secure, and affordable. Requirements: Interest in developing engaging and responsive applications. Experience developing in programming languages JavaScript and/or TypeScript. Experience using React.js frameworks. A proven mentor and guide on technical projects. Preferred Qualifications: Proficiency developing in Python and Golang. Experience in Cloud infrastructure models (i.e. PostgreSQL). Exposure to AI Models, such as LLaMA3

US$175000 - US$200000 per year
San Francisco
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Senior Software Engineer

A Leading Market Data Provider is looking to hire a Senior Engineer within their growing Engineering Organization. This individual will play a crucial role in scaling their micro services and solving complex problems with Big Data. What you need to be successful: 5+ years of experience using Java (8 or above) In-depth experience using relational databases Web service and RESTful interface development Ability to understand and develop intelligent object-oriented design structures Why this role? Being part of an elite Technology team with a Leading Market Data Firm and working alongside a dynamic team of engineers with strong educational and work backgrounds Ability to thrive in an innovative environment and build strong working relationships across the industry HUGE emphasis on work-life balance with competitive compensation packages and amazing benefits

US$150000 - US$175000 per year + Bonus and Benefits
Oakland
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Mobile Device Administrator

Title: Mobile Device Administrator Location: NYC, New York Salary: $100,000 - $110,000 I'm partnering with one of New York's most elite Law Firms looking to bring on a Mobile Device Administrator. Their global operations cover mergers and acquisitions, strategic investments, takeovers and takeover defense, shareholder activism, corporate and securities law, and corporate governance. You'll be managing the firm's mobile computing environment, ensuring optimal hardware and software performance. Requirements: 5+ years of IT Experience Experience deploying enterprise applications for both Android and iOS devices Experience with VPN configuration Experience with ServiceNow Support and troubleshoot Tablets and Smartphones within an Enterprise environments If interested in learning more about this opportunity, feel free to apply or send a copy of your updated resume

US$100000 - US$115000 per year
New York
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Staff Software Engineer - Product

We have a current opportunity for a Senior / Staff Software Engineer on a permanent basis. The position will be based in New York with a 3 day hybrid. For further information about this position please apply. Our Clients has built a platform that closes the gap for enabling the next wave of enterprises, funds and institutions to operate on-chain in a way that is safe, compliant and efficient. This platform enables companies to enforce mechanisms on crypto wallets and execute or automate transactions using personalized triggers. Responsibilities: Become the product owner of the flagship platform and collaborate with the CEO to drive E2E development of complex projects. You will design, build, and launch features and independently create your own iterations. Configure Technical problems across the platform to develop critical User-facing features, on frontend (React, Typescript), smart contract layer (Solidity, Hardhat), and backend (Nodejs, Typescript). You will be the primary technical resource for the engineering department. Create engineering best practices and work with the junior engineers to foster a culture of continuous learning. Partner directly with the CEO, customers, and other stakeholders to refine the requirements and vision. We're looking for someone who is passionate about building something groundbreaking, and our client values that most of all. So if you get excited about having full autonomy in a role where you can lead and pioneer a product used by millions, please apply!

US$150000 - US$190000 per year
New York
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Senior Software Development Engineer Distributed KV Systems

Glocomms has partnered with a hyper-growth technology company looking to build out their Global Database System. We are seeking an innovative and dynamic Senior Software Engineer to spearhead the development of our clients in-house database systems while creating leading-edge distributed KV systems to support their global and cloud-native deployments. Key Responsibilities: Lead the design and creation of their in-house distributed KV systems, setting the stage for other teams to follow in this suite Optimize storage efficiency's to reduce costs to ensure support for global and cloud native deployments Support all Upper-level business operations through consciously enhancing system stability, functionality, and performance Lead the development of technological advancements of their Global Database Systems Qualifications: Strong knowledge of Linux systems Proficient with programming languages such as C, C++, Python, Golang, Or Rust Familiar with Linux Kernel, distributed development, network programming, and multithreading In-depth understanding of database principals and key technologies related to distributed storage and computing Benefits: Competitive compensations + Bonus and RSU's Medical, Dental, Vision Relocation package (if necessary) Flexible PTO

Negotiable
United States Virgin Island
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Software Developer (C# &.Net)

We are seeking a talented and experienced Freelance .NET and C# Developer to join a dynamic small-sized German company specializing in automation infrastructure software. This is a fully remote, 12-month contract position, offering you the flexibility to work from anywhere while contributing to innovative and impactful projects. Key Responsibilities: Develop and Maintain Applications: Utilize .NET and C# to build and maintain robust backend services and applications. Collaborate with Cross-Functional Teams: Work closely with front-end developers, product managers, and UX/UI designers to create seamless user experiences and ensure project goals are met. Implement CI/CD Pipelines: Set up and manage Continuous Integration/Continuous Deployment (CI/CD) pipelines to streamline development processes and ensure smooth deployments. Version Control: Use Git for version control, ensuring code integrity and facilitating collaborative development. Testing: Employ automated testing frameworks to write and maintain comprehensive tests, ensuring the reliability and performance of the applications. Documentation and Code Reviews: Write clear, maintainable code and documentation. Participate in code reviews to ensure code quality and share knowledge with the team. Required Skills and Qualifications: .NET and C#: Strong experience with .NET framework and C# language for building backend services and applications. JavaScript and TypeScript: Basic understanding of JavaScript and TypeScript to collaborate effectively with front-end developers. Git: Experience with Git for version control and collaborative development. CI/CD: Knowledge of setting up and managing CI/CD pipelines using tools like Azure DevOps, Jenkins, or GitHub Actions. Testing: Experience with automated testing frameworks to write and maintain tests. Remote Work: Proven ability to work independently in a remote setting, managing time effectively and meeting deadlines. Preferred Qualifications: Experience in Automation Infrastructure: Prior experience in developing software for automation infrastructure is a plus. Agile Methodologies: Familiarity with Agile development practices and tools such as Jira or Trello. German Language Skills: German fluent

Negotiable
Germany
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Software Developer (Angular, JavaScript, TypeScript, Java)

We are seeking a talented and experienced Freelance Developer to join our customer who is a dynamic small-sized German company specializing in automation infrastructure software. This is a fully remote, 12-month contract position, offering you the flexibility to work from anywhere while contributing to innovative and impactful projects. Key Responsibilities: Develop and Maintain Front-End Applications: Utilize Angular, JavaScript, and TypeScript to build and maintain responsive and robust front-end applications. Collaborate with Cross-Functional Teams: Work closely with product managers, back-end developers, and UX/UI designers to create seamless user experiences and ensure project goals are met. Implement CI/CD Pipelines: Set up and manage Continuous Integration/Continuous Deployment (CI/CD) pipelines to streamline development processes and ensure smooth deployments. Version Control: Use Git for version control, ensuring code integrity and facilitating collaborative development. Testing: Employ Cypress or other testing frameworks to write and maintain comprehensive tests, ensuring the reliability and performance of the applications. Documentation and Code Reviews: Write clear, maintainable code and documentation. Participate in code reviews to ensure code quality and share knowledge with the team. Required Skills and Qualifications: Angular: Strong experience with Angular framework for building dynamic and responsive web applications. JavaScript and TypeScript: Proficiency in JavaScript and TypeScript, with a solid understanding of ES6+ features and modern JavaScript frameworks. Java: Basic understanding of Java to collaborate effectively with back-end developers and understand server-side logic. Git: Experience with Git for version control and collaborative development. CI/CD: Knowledge of setting up and managing CI/CD pipelines using tools like Jenkins, Travis CI, or GitHub Actions. Testing: Experience with Cypress or other testing frameworks to write and maintain automated tests. Remote Work: Proven ability to work independently in a remote setting, managing time effectively and meeting deadlines. Preferred Qualifications: Agile Methodologies: Familiarity with Agile development practices and tools such as Jira or Trello. German Language Skills: Fluent If this could be interesting for you please apply today.

Negotiable
Deutschlandsberg
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Senior Associate, Data Engineer

Glocomms is currently partnered with a company based in the Greater Chicago area that is looking to bring on an experienced Data Engineer as a Senior Associate. The firm focuses on investments in innovative and high-growth start-ups within various industries, including technology, healthcare, consumer, and financial services. Responsibilities Building and scaling data pipelines. Creating and deploying ETL workflows. Collaborate with data scientists and software engineers to build software product. Collaborate with ML Engineers to monitor ML models. Qualifications Bachelor's degree in Computer Science (or related field) 5+ years of relevant work experience outside internships 4+ years of experience with Python Experience with Spark or similar Strong experience building and scaling data pipelines (ETL/ELT) Experience with Infrastructure-as-Code (IaC)

Negotiable
Chicago
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Development & Engineering News & Insights

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

5 secrets on creating a stand out CV

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

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

Hiring Metrics: Fast Track Your Talent Acquisition Process

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

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How To Avoid Bias In Job Descriptions Image
cloud-infrastructure

How To Avoid Bias In Job Descriptions

​​There is overwhelming evidence that companies with diverse workforces perform better on every possible metric, with diversity positively impacting every level of a business, from the cleaning staff to the board of directors. ​Bringing in as many perspectives, working styles and experiences as possible to a workplace leads to integration, success and growth to those businesses who dedicate effort into attracting a diverse talent pool. The first step to make when aiming to achieve a balanced workforce is to ensure job advertisements avoid signs of unconscious bias. This helps present you as a welcoming and forward-thinking employer. You will also discover that your job positions attract a rich wealth of CVs after eliminating bias in your job descriptions. Biased job descriptions can discourage capable and talented candidates from applying for a role they are perfect for, and problems can be found both within the language and content of your job descriptions. Thankfully, it is easy to avoid bias in job descriptions through simple edits and considerations. Follow these rules to attract a diverse and successful talent pool.What is Unconscious Bias?​Though the majority of us strive to encourage inclusiveness and diversity, unconscious bias incorporates the assumptions we make about groups based on gender, ethnicity, age and class due to the structures we live in. When writing job descriptions, this will most often come through in gendered or other biased language.  Unconscious bias can discourage qualified candidates who feel like a description is looking for a specific type of person, and are unintentionally excluded. ​Are Your Job Titles Inclusive?​Unconscious bias affects many aspects of language, through to job titles themselves. Many job titles are gendered, and successful efforts have been made to reframe traditional roles such as chairman (chairperson), fireman (firefighter) and councilman (council member).Even modern descriptors hold a bias. Have you ever seen a job from a hip company seeking a ‘rockstar’, a ‘guru’ or a ‘ninja’? These are fun titles which give candidates a vivid impression of a company's culture, but all of these terms still hold gendered connotations. A mother in her 40s with the qualifications and experience required may not want to apply for a role with ‘ninja’ in the title. These job titles can also give the (often false) impression of a company dominated by men or entrenched in a ‘lad’ culture where others are not welcome. ​Ensure your job titles are gender-neutral, avoid discouraging older applicants and are descriptive of what the job entails (e.g. ‘Magento Build Project Manager’).Use Gender-Neutral Pronouns​This is a fast and effective way of cleaning up your job descriptions, and a simple rule to follow when advertising new roles. Don’t include gender-specific pronouns in your job description. Stick to they/their and you when referring to the candidate. ‘S/he’ is also an acceptable replacement for gender-specific pronouns,  This rule also applies to collective nouns. Phrases such as ‘guys’ can be easily replaced with ‘team’ or ‘folks’. Check For Biased Language​This is where judgement can be more complicated. When describing the ideal candidate for a role, job descriptions do lean towards using phrases which contain unconscious bias. For example, typically masculine traits include ‘assertive’ and ‘competitive’. While women have every ability to be assertive in the workplace, this can also be viewed as loyalty and supportiveness through a ‘feminine’ lens. This also works the other way. Roles which may be classically applied to by women may include words such as ‘bubbly’ or ‘nurturing’ to unconsciously encourage female applicants and discourage applications from men. Avoid Presenting A Toxic Work Culture​When presenting your work culture, language choices can give applicants the vision of a ‘bro’ culture of after-work beers, chats about matchday and, in worse case scenarios, sexual harassment. Phrases such as ‘work hard, play hard’ and ‘banter’ will not only put off the majority of female applicants but many men too. Consider the wide spectrum of lifestyles your potential applicants could follow and elements of your work culture which will appeal to many, not just a single generation or lifestyle.Consider Your Job Requirements​Alongside bias in language, the general content of your job applications are worth reviewing to make them more inclusive. This includes avoiding job descriptions which contain an exhaustive list of skills needed for the role. In general, men are usually much more confident in their suitability for the roles they apply for, even if they don’t have all of the required skills for the role. Meanwhile, women are much more cautious about applying for roles. The more in-depth and specific a job description is, the less likely a qualified or near-qualified woman will apply for it, even if she ticks more boxes than a male applicant. Avoid this by outlining only the absolutely essential requirements for the role (such as education levels, years of experience, skills qualifications) followed by general ‘desired’ or ‘nice to have’ requirements. This will lift barriers to entry which often stop those with low confidence or imposter syndrome to apply. Provide a smaller amount of boxes to ‘tick’ to attract a larger and higher quality range of candidates. ​The best approach is to create descriptions which use succinct and direct language. Make your descriptions easy to follow, read and digest. Use Online Tools To Eliminate Bias in Job DescriptionsLarger companies have now invested in software to help highlight and change job descriptions and other materials to remove signs of unconscious bias. Recruitment software OnGig uses a text analysis tool to help remove biased language. Textio is a leading ‘augmented writing’ software for recruiters which will eliminate gendered or biased language or job requirements while still ensuring your chosen language has the passion and impact you want to encourage applications. ​​Want to learn more about diverse recruitment strategies? Contact Our Team​

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How to win business-critical sales talent by cutting your recruitment time Image
cloud-infrastructure

How to win business-critical sales talent by cutting your recruitment time

Would you wait a month and a half to hear back about a dream job? After analysing 400,000 confirmed hires on its platform last summer, LinkedIn revealed that the average hiring process takes 38 days for sales roles and a whopping 44 days for IT. As if these figures weren’t concerning enough, the current hiring landscape certainly is. Business-critical roles have skyrocketed in the aftermath of the pandemic, with Hiring Trends Index data showing sales roles as the second most in-demand for Q4 of 2021.Candidates are getting multiple offers and counteroffers from potential employers looking to regain ground. With business-critical roles hanging empty, a faster recruitment process could put you in a prime position to snatch the best talent before your competitors have even made an offer.Common causes of a slow recruitment time​Unclear role requirementsNothing prolongs a hiring process like perpetual back and forth between hiring managers and department heads. Begin by agreeing on a clear list of technical role requirements and candidate expectations so everyone’s in alignment from the jump. Unrealistic schedulesThe temptation to load your daily schedule with candidate interviews might not be as helpful as you think! With so many candidates to evaluate in such a short time, you run the risk of causing a backlog and falling behind.Too many stages, too many gapsIt’s not uncommon for hiring processes to have anything up to five stages before the final candidate is hired. Too many assignments and interviews could quickly disengage candidates and bloat hiring times. Rigid processesAre you married to your internal processes? Booking multiple stakeholders into a meeting after every interview might be the ‘done thing’, but it’s a needless delay if you’re already looking at the ideal candidate.How to accelerate your internal hiring processOpen the lines of communicationFinding the right fit for a role requires an in-depth understanding of the technical requirements and hard skills missing from the team you're hiring into. Sit down with management and get the details crystal clear before you even write the job ad.Choose your stakeholders wiselyMore stakeholders mean more friction. Limit the number of stakeholders involved by carefully selecting those who have direct experience with the challenges of the role you’re hiring for. Not every senior staff member needs an invite!Regularly review your processGet rid of unnecessary hiring roadblocks by regularly assessing how effective your process is. Are you creating a positive candidate experience? Which stages of the process are working and which could be stripped away or modified? It all adds up!The need for speed in a contractual agreementWhilst the approval process can vary from firm to firm, accelerating the contract process can make all the difference to help seal the deal. Time is of the essence; we advise our clients to sign a contract within 2 days of making a verbal offer. After all, a delay of 5 days or more minimises the likelihood of acceptance by over 50%.Work with a specialist recruitment agencyWith quick access to a top-notch talent pool and a valuable external perspective to offer, a recruitment specialist could save you valuable hiring time. They’ll provide a quality candidate shortlist and can advise on the latest hiring best practice, too.How to streamline the candidate experienceSwap take-home tests for situation-based questionsTake-home tests delay the next round of interviews and force the candidate to book out diary time (which may not be readily available). Swap to situation-based interview questions and let them showcase their skills as part of a real-time discussion. Set deadlines for feedbackWith so many candidates to interview and evaluate, it’s easy to let a week slip past without following up. Keep your candidates engaged with the hiring process by setting hard deadlines for feedback. No later than three days is best!Limit evaluationsMultiple rounds of candidate evaluations and assessments are off-putting and time-consuming. You might be able to combine several overlapping evaluations into one or identify areas of frustration by asking staff to give anonymous feedback on the process.Sprinkle in some personalityAdding a personal touch to every candidate is invaluable. From being completely transparent, being proactive in the onboarding process, to being available at every touchpoint, these are some of the simple steps that can build meaningful relationships and inch you further ahead of the competition.Signed, sealed, and not yet deliveredThe timeframe between acceptance and start date, during a candidate's notice period or garden leave, often presents many hurdles for employers. Competing offers from a current employer or intense competition might sway a prospective candidate away, that's why continual communication is imperative post-acceptance. Our research shows that candidates who receive no communication from their future employer for over 6 weeks are 61% more likely to accept another offer or counteroffer.Use employer branding to gain the competitive edgeBe flexibleNow they’ve had a taste of remote working, candidates are crying out for better flexibility at work. Whether this is the option for remote working, flexible hours, or better work-life balance. By offering it as standard, you’ll position yourself as the more appealing choice.Build a team brandAre you offering exciting technical challenges and potential for growth? Do you have a presence at industry conferences and on thought-leadership blogs? Candidates assess a potential employer on the strength of their brand, as well as value alignment. A strong brand takes time to cultivate, but once you have it, candidates are more likely to stay hungry throughout the hiring process. It also increases the likelihood of attracting talent that matches your company culture.Interested in speeding up your recruitment time? List your vacancy or Request a call backand start filling business-critical sales roles ASAP.

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The Virtual Recruitment Landscape: Reset and Reboot Image
development-engineering

The Virtual Recruitment Landscape: Reset and Reboot

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

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

Top Trends to Improve your ED&I Strategy

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

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Five Ways to Avoid a Talent Exodus Image
enterprise-solutions

Five Ways to Avoid a Talent Exodus

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

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