Development & Engineering

Development & Engineering

Glocomms: A specialist Development & Engineering Talent Partner

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

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

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

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Benefits of working with us

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

Our recruitment benefits

Experience

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

Network

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

Knowledge

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

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

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Development & Engineering Jobs

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

Software Developer - Data Engineer

We have recently partnered with a technology investor that has been in the business for more than 20 years! Their investments focus on companies that are trying to make the world a better place with new innovations to current trending industries, such as, biosciences, food, and transportation. In this role you will act as a senior member of the labs team, reporting directly into the Head of Labs and collaborating with different types of engineers to help improve the future of software engineering of the company. Responsibilities Develop tools that help monitor data pipelines, while troubleshooting and debugging issues Build valuable and scalable software products Help lead the integration of ML workflows with Ci/CD pipelines Design, Develop, and deploy ETL pipelines for 3rd parties Qualifications 5+ years of experience in software development Proficiency using Python to deploy ETL and/or ELT data pipelines Experience with CI/CD and IAC Familiarity with Kubernetes, Airflow, Snowflake, Spark, Terraform If interested, don't wait to apply!

Negotiable
Chicago
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Senior Embedded Systems Engineer

Glocomms has partnered with an industry leading software company that has developed best in class business management and information systems by providing a comprehensive solution to family entertainment and financial market. Their cutting-edge technology has put them at the forefront for over 40 years and now looking to expand their engineering team by hiring an embedded systems engineer. Location: Mississippi or Remote Responsibilities: Lead the development of their embedded systems leveraging their industry leading products Have ownership over the design, optimization, and manufacturing oversight and embedded systems Collaborate with cross functional teams for to conduct thorough testing, debugging, and validation for their firmware and embedded systems Lead a team of engineers to build out projects from 0-1 Requirements: Bachelor's degree in Electrical Engineer or Computer Engineering 7+ years of embedded systems development experience Experience using Digi Rabbit 6000 Experience with RFID and Wifi-Communication protocols Benefits: Competitive salary package Remote option 401k with employer match Medical, Dental, Vision

Negotiable
Mississippi
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Backend Engineering Manager, Content E-Commerce

The Company: Our client is one of the world's leading social media companies. This platform allows innovative avenues to express creativity, explore interests, and most importantly global connectivity. Having over a billion users, this company pursues the best of the best engineering talent, while also forming dynamic teams who, like the users, are intelligent, compassionate, and creative! Responsibilities: Building and managing the content consuming backend tech team in the US Designing the architecture of technical solutions and providing technical support for engineers in the team Aligning with product and organizational objectives and coordinating with cross-functional teams to deliver on key results. Defining a long term technical roadmap for the team Contributing to technical decisions on projects among the product Qualifications: 2+ years managing or tech-leading a software engineering team 5+ years of large scale backend system development experience Experience in Internet live-streaming apps, and e-commerce is preferred MUST be bilingual in English and Mandarin Additional Information: Work Model: Hybrid (3 days onsite / 2 remote) in Seattle Pay Structure: Base + Bonus + RSUs, Competitive Benefits Package No C2C at this time

US$210000 - US$400000 per annum + Bonus, RSU's
Seattle
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Data Engineer

We have a current opportunity for a Data Engineer on a contract basis. The position will be based in Brussels. For further information about this position please apply. Data Engineer Contract Opportunity at a Leading Retail Giant Position: Data Engineer Duration: 12 months Location: Brussels, Belgium (2 days on site, 3 days remote) Overview: Join a dynamic team at the forefront of revolutionizing retail data analytics. This 12-month contract offers an exciting opportunity to collaborate with industry experts and drive innovation in data integration and warehouse development. As a Senior Data Engineer, you will play a pivotal role in integrating critical data from a top retail giant's SAP system into a cutting-edge data warehouse hosted on Google Cloud Platform (GCP). Key Responsibilities: Lead the development of data warehousing solutions tailored to the specific needs of the retail giant. Utilize your expertise in SAP to navigate and model complex data structures, ensuring seamless integration into the data warehouse environment. Collaborate closely with SAP and data warehousing specialists to optimize data flows and enhance overall system performance. Drive the implementation of best practices in data modeling and warehouse development, ensuring scalability and efficiency. Leverage your programming skills, particularly in SQL, to design and execute robust data pipelines and ETL processes. Additional Details: The retail giant, a prominent player in the Belgian retail industry, is committed to leveraging cutting-edge technology to enhance its data-driven decision-making processes. As a Data Engineer, you'll be at the forefront of this transformation, working closely with a diverse team of experts to unlock the full potential of the company's vast data resources. Requirements: Proven experience in data warehouse development, with a strong emphasis on SAP integration. Extensive knowledge of SAP systems and data modeling techniques, coupled with a deep understanding of data warehousing principles. Proficiency in programming languages, particularly SQL, with a demonstrated ability to design and optimize complex queries. Strong communication and collaboration skills, with the ability to effectively engage with cross-functional teams and stakeholders. Join Us: Don't miss this opportunity to be part of a groundbreaking initiative at the intersection of retail and technology. Apply now to unleash your potential as a Senior Data Engineer with the leading retail giant in Belgium. Contact: +44 20 3879 1050

£650 - £750 per day
Brussels
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Backend Engineering Manager

Glocomms has partnered with a global leading E-commerce platform that has generated over $100B in revenue with over 2.5 billion monthly users worldwide. We're looking for a Backend Engineering Manager to help build and manage a brand new content consuming backend team while having ownership of their technical solutions and lead the development of their content ecosystem for their best-in-class E-commerce platform. Location: Seattle, WA or New York, NY Responsibilities: Ownership of the deign and development of architectural and technical solutions Collaborate with cross-functional overseas team for long term technical road-maps Manage and build out content consuming backend team Requirements: 5+ years of working on building large scale backend systems 2+ years of managing or leading engineering teams Experience working on consumer facing products or E-commerce platforms *Relocation assistance can be provided if needed*

US$200000 - US$300000 per year + + Bonus + RSU's
Seattle
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Engineering Manager

Glocomms is currently working closely with one of the fastest growing pet health serivces in the United States. Their mission is to transform pet health by offering transparent, intelligent, and straightforward care for dogs and their owners, providing a refreshing alternative to the manipulative and misleading marketing prevalent in the field. My client is looking for a strong Engineering Manager to join their fast growing team. We are looking for an individual who thrives in fast-paced environments wanting to join an e-commerce team to help provide development, coaching, and mentorship to our team; refine processes, and help with multi-functional management. Responsibilities: Support a pawd of 4+ engineers with a focus on mentorship, coaching and personal development Grow and manage a pawd of hardworking and motivated engineers with high expectations around individual ownership and impact Cultivate an inclusive, respectful, and dynamic group Qualifications: 5+ yeas of total software engineering experience 3+ years of recent, engineering management experience with a range of responsibilities from developing talent to growing your group into a robust, healthy development organization Experience efficiently delegating group responsibilities, conducting 1:1's, and providing frequent, clear, relevant feedback. Profcient in Node.js, JavaScript, TypeScript, AWS, Docker, Terraform, Postgres.

Negotiable
Chicago
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Backend Engineering Manager

Role: Backend Engineering Manager Location: Bay Area or Seattle (Hybrid) Compensation: $200,000-$330,000 + Bonus + RSUs Client: We've partnered with a global ecommerce company with $80B in revenue and over two billion monthly users. We're looking to bring on a Backend Engineering Manager to build and manage a team that is designing, evaluating, and enhancing efficiency, scalability, and stability of distributed systems for user facing products. Responsibilities: Build up and manage backend tech team in US Design architecture and contribute to technical decisions Coordinate with XFN teams to deliver key project results Ideal Qualifications: 2+ years as a Tech-Lead/Tech Lead Manager leading teams 5+ years or large-scale backend system development experience Experience with user-facing products Strong business sense *Relocation assistance provided if needed*

Negotiable
San Francisco
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Senior Systems Engineer

We have recently partnered with a global Electronic Instrument Manufacturer that has been around for more than 40 years! Their products focus on the Medical Device, Industrial, Life Sciences, and Military space. Their mission is to continue to be the go to business partner for top industry companies, with their customer focused culture and world-class products. In this role you will act as a team lead with the design and development of electromechanical, electronics-based, and embedded systems products. Responsibilities Contribute to architecting products by identifying the correct technologies to be used for hardware and software Directly involved with the development and creating of projects with firmware and software Debug systems Hold and provide technical leadership in projects Development within firmware, software, and embedded systems Qualifications 8+ Years of Experience in the Electrical/Embedded/Firmware space Knowledge and experience with electronics systems design Familiarity with product development tools (ie. Jira, Git, MS Project, Visio) Holds leadership experience Manufacturing setting experience If interested, don't wait to apply!

Negotiable
United States of America
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Senior Backend Software Engineer, Global E-Commerce Logistics

Glocomms is currently working closely with a global media platform with over $75 billion in revenue. Their mission is to create a foundation of an ecosystem which both creators and customers will benefit from. My client is looking for a Senior Software Engineer to join their Logistics team. We are looking for an individual who thrives in fast-paced environments wanting to join an e-commerce logistics team aims to help improve customer experience with logistics technology, by empowering their merchants to ease and expand their business worldwide. Responsibilities Researching, developing and architecting the international logistics system. Designing a system model and business architecture that meets the requirements and needs of the international business. Offering efficient solutions for technical challenges, including addressing issues like high concurrency and performance bottlenecks within business processes. Ensuring the quality and stability of the system by providing guidance to engineers at all levels, encouraging continuous optimization of various technical indicators. Qualifications Bachelor's degree in Computer Science (or related field) 5+ years of industry experience & proficient in one of these languages Java/Golang/C++ Familiar with using and understanding middleware and the principals of middleware Contains experience in architecture design and implementation.

US$150000 - US$150001 per year
Chicago
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Operational Technology (OT) Network Engineer

Title: Join Our Team as an Operational Technology (OT) Network Engineer in Westlake, Louisiana! Introductory Paragraph: Our client is seeking a skilled and experienced Operational Technology (OT) Network Engineer to join their team. The company operates within the Chemical Sales industry with a strong presence in Oil & Petrochemicals. They are looking for someone who has experience working on OT Security systems and can ensure that all network engineering protocols are implemented effectively. Qualifications: - Bachelor's or Master's degree in Engineering - At least five years of relevant work experience - Strong understanding of Utilities operations - Experience working on both OT/IoT security systems Skills: 1. Knowledgeable about LAN/WAN networking topologies. 2. Familiarity with industrial automation networks such as Modbus TCP/IP, Profinet IO/Profisafe, OPC UA etc. 3. Proficient at configuring routers/firewalls switches according to best practices 4 .In-depth knowledge of cyber threat landscape affecting Industrial Control Systems(ICS) 5 .Able to diagnose complex faults/issues related to Layer 2/Layer 3 connectivity issues Responsibilities: As an operational technology engineer you would be responsible for, * Designing secure communication infrastructure between IT / IoT devices connected across different sites globally; * Implementing resilient architectures that minimize downtime during critical plant processes; * Participating actively throughout every stage from design through deployment stages while collaborating closely cross-functional teams ; * Developing policies , procedures around security standards which need compliance adherence aligned against leading global Cybersecurity frameworks like ISA99,NIST SP800 series among others ; Salary Package: per annum + additional benefits Conclusion: If this sounds like the perfect opportunity for your career growth then apply today! We look forward hearing back from qualified candidates soonest possible!.

Negotiable
Westlake
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Senior Software Engineer, Search Engine

Title: Senior Software Engineer - Search Engine | San Jose, CA Introduction: Glocomms has partnered with the fastest growing, top tech firm to build out their Search Engine team. They are looking for highly skilled Senior Software Engineers with experience building scalable backend systems as well as working on ML infrastructure. Responsibilities: As a senior software engineer, you'll be responsible for designing and developing efficient search engine systems that are able to handle large amounts of data while maintaining high performance levels. You will also collaborate closely with other teams on ranking algorithms, ads optimization as well as recommendation features. Qualifications: - Bachelor's or Master's degree in Computer Science or related field. - At least five (5) years' relevant work experience - Expertise working within Backend Engineering using Machine Learning Infrastructure Skills: The successful applicant should possess expertise in one or more areas below; Ads Optimization - Experience creating machine learning models aimed at optimizing ad targeting strategies by utilizing user behavior patterns Ranking Algorithms - Deep understanding & implementation skills concerning methods used by popular search engines e.g Google RankBrain Search Engines / Recommendation Systems - Knowledgeable about building effective retrieval techniques such as ElasticSearch indexes Location/Type/Salary/Benefits: This role is permanent based out from our offices located onsite San Jose CA offering an attractive salary package up $250k + Bonus + Equity, as well as additional benefits including Health coverage etc.

US$250000 - US$300000 per year
San Jose
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Model Engineer

Company Overview: Our client is a cutting-edge autonomous driving developer, working to create a scalable and safety focused autonomous driving software solution. This solution is designed from the ground up to be accessible to the average consumer, theoretically able to be integrated into vehicles from any major automotive manufacturer. Position Overview: As a Model Engineer, you will build the models that determine how vehicles understand and navigate the world in real time. These algorithms will be focused on the intersection of deep learning, physics, and fundamental ML modeling. Strong candidates will regularly utilize advanced technical knowledge in addition to broader creative problem solving and project ownership skills. Qualifications: * 4+ years of experience building ML/DL models in a production focused environment. Industry experience with computer vision (CV) is a huge plus. * Prior experience building neural networks. * Proficiency in one or more object oriented programming language. * Ability to work independently in small teams and outside-of-the-box solutions. * Effective communication and collaboration skills. * Master's degree required, Ph.D. strongly preferred. If you are a passionate and experienced ML Engineer (or have equivalent experience as an Applied Scientist or Deep Learning Engineer) looking to make a significant impact in a rapidly growing field, please apply today! *This is a full-time position, no C2C or C2H

Negotiable
Mountain View
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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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