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.

If you're a Development & Engineering professional, please register your CV.

Register your CV

If you're looking for Development & Engineering talent, please register your vacancy today.

Register your vacancy
or
Request a call back

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.

Looking to hire? Request a call back

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.

PHP Backend Entwickler (m/w/d)

Mein Kunde ist ein führendes Unternehmen im Bereich des mobilen Banking mit Ziel eine neue Dimension in diesem Bereich zu schaffen. Sei ganz vorne mit dabei und erlebe die Dynamik des FinTech-Bereichs mit agilen Prozessen, kurzen Entscheidungswegen und einer steilen Entwicklungskurve in einem großartigen Team in Frankfurt. Ihre Aufgaben Entwicklung innovativer Funktionen für eines unserer Wachstumsprodukte mit den neuesten Web-Technologien Verbesserung und Pflege der gesamten Systemarchitektur, einschließlich Frontend, Backend, Datenbanken, Caches usw. (Vergleichsmaske, Vergleichsergebnis, Abschlussstrecke, REST API) Optimierung und Skalierung des Systems in einer serviceorientierten Architektur Sicherstellung hoher Qualitätsstandards durch aktive Teilnahme an täglichen Code-Reviews und automatisierten Tests Inhouse Ihr Profil Erforderliche Kenntnisse: PHP sowie mindestens eine relationale Datenbank (MySQL, MSSQL, PostgreSQL). Von Vorteil: Erste Erfahrungen mit Frameworks wie Symfony oder Zend/Laminas. Persönliche Eigenschaften: Eigeninitiative und Motivation, das Produkt, das Team und die eigene Entwicklung voranzubringen. Teamarbeit: Einbringen eigener Erfahrungen und Ideen im Team. Sprachkenntnisse: Fließende Deutschkenntnisse und gute Englischkenntnisse. Deine Vorteile Langfristige Karriere-Perspektive: Kontinuierliches Wachstum und langfristige Planung. Start-Up Flair: Möglichkeit, aktiv die Bank mitzugestalten. Angenehmes Arbeitsumfeld: Lockeres Umfeld, Duz-Kultur, regelmäßige Drinkouts und coole Teamevents. Weiterbildungsmöglichkeiten: Breiter Trainingskatalog und spezialisierte Personalentwicklung. Zusätzliche Vorteile: Deutschlandticket, Gutscheine für zahlreiche Produkte, kostenlose Getränke, frisches Obst und kostenlose Lunches. Zentrale Lage: Ausgezeichnete Verkehrsanbindung. Business Bike: Unterstützung beim Leasing eines Fahrrads. Standort: Frankfurt Gehalt: 50.000-60.000 Home Office: 3 Tage in der Woche

€50000 - €60000 per annum
Frankfurt (Oder)
Apply

Senior Manager Software Engineering (Mobile)

We are seeking a seasoned Senior Manager of Software Engineering with extensive experience in mobile app development and a solid track record in project management and team leadership. This remote position is perfect for a proactive and self-motivated individual with a deep understanding of software engineering for medical devices, aiming to lead projects from inception through to market release. The role demands hands-on involvement in coding and a dedicated approach towards working closely with cross-functional teams to drive innovation and maintain compliance in regulated markets. Key Responsibilities: Develop detailed plans for mobile app development projects, providing insights on strategy, cost, risks, and timelines. Oversee the design and development of complex software systems that integrate cloud systems, mobile apps, and both shelf and customized software. Lead technical direction for future programs, ensuring alignment with organizational goals. Mentor and grow a team of software engineers, fostering an environment of innovation and accountability. Required Skills and Experience: Bachelor's degree in Engineering (EE, CS, CE) with 10+ years in software development including 5+ years focused on mobile applications. Strong leadership skills with at least 3 years managing engineering teams. Familiarity with Class II or Class III medical device regulations is highly desirable. Proven capability in managing full lifecycle software development projects within regulated industries. The position requires commitment to East Coast working hours, embodying both player and coach mentalities within the dynamic field of medical device software engineering.

US$190000 - US$210000 per year
United States of America
Apply

MuleSoft Developer

We are seeking a skilled MuleSoft Developer to join our key client in the Netherlands. This hybrid role offers the opportunity to work both remotely and on-site, providing flexibility and a balanced work environment. The successful candidate will initially work as a contractor for the first six months, with the potential to transition to a permanent position thereafter. Responsibilities: Design, develop, and implement integration solutions using MuleSoft. Collaborate with cross-functional teams to gather requirements and deliver solutions. Create and maintain API specifications and documentation. Troubleshoot and resolve issues related to MuleSoft integrations. Ensure the scalability and reliability of integration solutions. Participate in code reviews and provide constructive feedback. Stay updated with the latest MuleSoft features and best practices. Requirements: Proven experience as a MuleSoft Developer. Strong knowledge of MuleSoft Anypoint Platform, including API Manager and CloudHub. Proficiency in designing and developing APIs and integrations. Experience with RESTful and SOAP web services. Familiarity with CI/CD pipelines and DevOps practices. Excellent problem-solving skills and attention to detail. Strong communication and collaboration skills. Ability to work independently and as part of a team. Preferred Qualifications: MuleSoft certification(s). Experience with other integration platforms. Knowledge of cloud services (AWS, Azure, Google Cloud). Understanding of Agile methodologies.

Negotiable
Netherlands
Apply

Fullstack Developer (m/w/d)

Verwirklichen Sie Ihr Potenzial in einem wachsenden eCommerce-Unternehmen mit großem Potenzial für Ihre berufliche Entwicklung. Ihr Profil - Das bringen Sie mit: Abgeschlossenes Studium der Informatik oder Wirtschaftsinformatik. Erfahrung in der Softwareentwicklung mit PHP, JavaScript, HTM und CSS Freude an der Arbeit in einem agilen Team sowie eine hohe Team- und Lernbereitschaft. Freude an der Arbeit in einem Unternehmen mit flachen Hierarchien. Sehr gute Kommunikationsfähigkeiten in Deutsch. Sitz in Niedersachsen. Warum zu uns? Wir bieten Ihnen ein innovatives Arbeitsumfeld mit Gestaltungsfreiraum, moderner Technologie und spannenden Entwicklungsperspektiven. Werden Sie Teil eines engagierten Teams und treiben Sie die Digitalisierung aktiv voran!

Negotiable
Oldenburg
Apply

Senior SAP Entwickler*in

Deine Aufgaben: In einem agilen Business Team unterstützt du unsere renommierten Kunden bei der Umsetzung ihrer Anforderungen an Softwareplattformen, insbesondere im Bereich SAP. Du entwickelst Lösungen, erstellst DV-Konzepte und setzt diese gemeinsam mit dem Team um. Du analysierst das Systemverhalten und entwickelst sowie erweiterst kundenspezifische SAP-Anwendungen und den SAP-Standard. Was du mitbringst: Umfangreiche Erfahrung in der SAP-Anwendungsentwicklung mit ABAP und ABAP OO sowie tiefgehendes Wissen über den SAP-Standard Kenntnisse in Schnittstellentechnologien wie ALE, IDOC, PI und REST Idealerweise erste Erfahrungen mit S/4HANA, UI5 und SAP Fiori (Frontend und Backend) Fähigkeiten im Design und in der Entwicklung neuer Applikationen Freude an lösungsorientierter Kommunikation mit Kunden und dem Team Analytisches Denken und eine strukturierte Arbeitsweise Teamfähigkeit und eigenverantwortliches Arbeiten Nice to have, aber keine Voraussetzung: Erste Erfahrungen mit CDS, BTP Was wir dir bieten: Attraktives Vergütungspaket inklusive betrieblicher Altersversorgung (bAV) Sinnstiftende Tätigkeit - bei uns kannst du wirklich etwas bewirken! Spannendes Arbeitsumfeld durch abwechslungsreiche Kundenprojekte Hohe Wertschätzung und regelmäßiges Feedback Individuelle Weiterbildungsmöglichkeiten ohne feste Budgetgrenzen Wir leben Empowerment! Das bedeutet extrem flache Hierarchien und kurze Kommunikationswege in selbststeuernden Teams Werte wie Fairness, Familienfreundlichkeit und Nachhaltigkeit; wir sind Unterzeichner der Charta der Vielfalt Homeoffice oder Büro? Freie Wahl des Arbeitsorts mit wöchentlichen Teamtreffen im Büro Bei uns ist Work-Life-Balance kein trendiger Begriff, sondern Realität mit individuellen Arbeitszeitmodellen, die zu dir passen 30 Tage Urlaub plus: Bei uns gibt es zusätzlich frei an Heiligabend und Silvester Tolle Events: Wir lieben es, mit euch zu feiern, Sport zu treiben oder andere Aktivitäten zu erleben und laden dazu gerne auch eure Partner*innen/Familie ein! Choose your own devices - auch zur privaten Nutzung Monatlicher finanzieller Zuschuss für Gesundheit, Sport oder Mobilität (z. B. Deutschlandticket) sowie attraktive Vorteile durch Corporate Benefits Möglichkeit auf ein tolles Job-Fahrrad, das deinen Wünschen entspricht

€70000 - €80000 per annum
Hamburg
Apply

Senior Frontend Engineer

We are currently working with a well funded pioneer in the medtech industry focusing on clinical trials. This role is a Senior Frontend Engineer position that is fully remote and well compensated. They are looking for engineers with close to 10 years of experience with Frontend technologies, specifically React and TypeScript.

Up to US$160000 per year
Salem
Apply

Staff/Senior Software Engineer

We are partnering with an exciting Series A start-up whose mission is to develop the first comprehensive platform that integrates top-tier insurance solutions with world-class software, enabling commercial businesses to effectively manage risk and prevent losses. They are currently looking for a talented Software Engineer to joining their star studded team who's passionate about what their building and ready to do the best work of their career. In this role you will... Work across the stack Own each vertical of product experience Play a pivotal role in building company culture Collaborate closely with PM, CTO, and insurance team Tech stack: React & Next.js Typescript GraphQL w/ Apollo Node.js Postgres & Redis GraphQL APIs

US$160000 - US$220000 per year
San Francisco
Apply

Senior Software Engineer/Programmer

Our client is working within the power grid operations space, ensuring reliable, clean, and affordable electricity. Key Responsibilities: Develop and maintain sophisticated programs and scripts to fulfill project requirements. Design and enhance systems using C++ and contemporary web development frameworks. Implement and integrate AI models for analytical and operational purposes. Oversee and manage databases in MS Access, SQL Server, and PostgreSQL. Work with cross-functional teams to create solutions for electric power systems and market applications (optional but beneficial). Conduct debugging, testing, and optimization of software solutions to ensure reliability and efficiency. Key Attributes & Qualifications: Programming Skills: Proficiency in C++ and/or web development languages (e.g., JavaScript, Python, HTML/CSS). Ability to write clean, optimized, and efficient code. AI Expertise: Strong understanding and practical experience with AI models, including machine learning frameworks (e.g., TensorFlow, PyTorch, or similar). Capability to develop and deploy AI-based applications to address complex challenges. Database Management: Extensive experience with MS Access, SQL Server, and PostgreSQL for querying, development, and data management. Optional: Knowledge of electric power systems and/or energy markets is a plus. Education: Bachelor's or Master's degree in Computer Science, Software Engineering, AI/ML, or a related technical field.

US$120000 - US$150000 per year
Boston
Apply

Senior Backend Engineer

Senior Backend Developer Opportunity in Stamford, CT Are you passionate about creating cutting-edge web applications? Do you thrive on innovation and collaboration with a dynamic team of professionals? We are searching for an accomplished Senior Backend Developer to design, develop, and optimize complex software solutions. This permanent role offers the chance to make significant contributions within our prestigious development unit based in sunny Stamford. In this position you will... Demonstrate 3+ years of experience in building cloud-based microservices with Python and AWS Serverless Collaborate on developing the next-gen software suite, focusing on system architecture and design Be able to effectively communicate with cross-functional teams Experience processing large data sets using tools like Airflow, InfluxDB or similar a great plus Requirements: Bachelor's or Master's degree in computer science, mathematics, engineering, or a related field, or equivalent work experience Proficient in object-oriented programming languages, with a preference for Python Keen interest in analytics and/or finance-related programming Quick learner with the ability to acquire new skills efficiently

US$165000 - US$185000 per year
Stamford
Apply

Vice President, Global Technology Services

Glocomms is looking for a Vice President of Global Technology to play a key role in leading our client's technology transformation with an industry leading Hopsitality group. This role is pivotal in driving innovation, enhancing business relationships, and ensuring the seamless integration of cutting-edge technology solutions across our client's global operations. The ideal candidate will possess a strong blend of technical expertise, strategic thinking, and exceptional leadership skills to foster collaboration and elevate our technological capabilities. Responsibilities: Develop and execute a comprehensive technology strategy aligned with the organization's goals and objectives. Lead the transformation initiatives to modernize and optimize technology infrastructure, systems, and processes. Cultivate and maintain strong relationships with key stakeholders, including business leaders, partners, and vendors, to ensure alignment and collaboration. Drive innovation by identifying emerging technologies and trends that can enhance the organization's competitive edge. Build, mentor, and lead a high-performing global technology team, fostering a culture of excellence and continuous improvement. Oversee the planning, execution, and delivery of technology projects, ensuring they are completed on time, within scope, and budget. Implement robust cybersecurity measures and risk management strategies to protect the organization's data and technology assets. Establish and monitor key performance indicators (KPIs) to measure the effectiveness and impact of technology initiatives. Oversee the development and implementation of technical and digital products, including marketing and sales platform technologies. Ensure effective desktop and field infrastructure technology support, conference room technologies, and building security system technologies. Implement and manage IT Infrastructure Library (ITIL) processes, including incident management, problem management, event management, service catalog management, service continuity management, access management, request fulfillment management, and continual service improvement. Develop and execute customer support strategies to enhance service levels and manage customer satisfaction and escalation processes. Manage the operating budget ($18M annually) and capital budget ($3M annually) for the Enterprise Infrastructure team. Lead a global staff of 120 associates across functional areas such as desktop and field technology. Qualifications: Bachelor's degree in Computer Science, Information Technology, or a related field; Master's degree preferred. ITIL certification required. Minimum of 10 years of experience in technology leadership roles within a multi-national, matrix-structured organization, preferably in hotel management, vacation ownership, or hospitality. Strong leadership and team management skills, with the ability to inspire and motivate a diverse team. Excellent strategic planning and execution skills, with the ability to translate business needs into technology solutions. Exceptional communication and interpersonal skills, with the ability to build and maintain effective business relationships. Strong analytical and problem-solving abilities, with a focus on delivering innovative solutions. Proven project management skills, with experience in change management. Experience working in a global organization, with an understanding of diverse cultural and business environments.

US$200000 - US$250000 per year
Orlando
Apply

R&D Software Senior Manager

About Our Client: My client is a global leader in medical technology, specializing in innovative solutions for a wide range of health conditions. They focus on developing advanced devices and therapies that improve patient outcomes and enhance the quality of life. Their products are used in various medical fields, including cardiology, endoscopy, and urology, among others. With a commitment to research and development, they continuously strive to push the boundaries of medical science About the Role: As the Senior Manager of Software Engineering, you'll be responsible for developing cutting-edge software for medical devices, with a focus on Electrophysiology mapping systems and heart arrhythmia diagnosis. You'll guide and inspire a talented team of managers, developers, and QA experts, playing a crucial role in creating transformative therapies for serious health conditions. Location: Waltham, MA Responsibilities: Set strategic direction for software development and testing, encompassing both manual and automated systems, to align with the company's vision. Collaborate with the product team to create milestone-driven road maps for new features, products, and services. Create a high-performing team culture and entrepreneurial environment where people are highly engaged, skilled, and collaborative. Oversee and drive the entire software development life cycle, from design and development to testing, deployment, maintenance, and security. Qualifications: 5+ years of management experience 9+ years of industry experience Strong background in Medical Imaging Visualization - 2D/3D Exposure to CUDA, OPENCL and Graphics card programming Prior experience in CT imaging History of launching and maintaining products within the medical device industry

Negotiable
Marlborough
Apply

TCP/IP Development Engineer

Job Title: TCP/IP Embedded Systems Expert (Remote - Swiss-based) Location: Remote (Swiss-based) Contract Duration: Initial 10-month contract Start Date: Within 3-4 weeks Language Requirement: English Only Experience Level: 5-8 years About the Project: Our client is embarking on an exciting new project aimed at setting up a TLS-secured REST-API server based on ThreadX RTOS. They are seeking two skilled Embedded Systems Experts to join their project team. This is a remote contract role based in Switzerland, and the project is expected to last for 10 months, with the possibility of extension based on project needs. Key Responsibilities: Develop and optimize embedded devices using ThreadX RTOS. Implement TCP/IP networking protocols on embedded Linux devices. Design, develop, and integrate TLS 1.3 for secure communication within the system. Develop and expose REST-APIs for embedded devices to interact with external systems. Collaborate with cross-functional teams to ensure seamless integration of embedded C++ components. Troubleshoot, debug, and optimize network communication and performance in embedded environments. Provide continuous support for embedded systems and ensure their reliability and efficiency. Required Experience: 5-8 years of experience in developing embedded systems and working with RTOS. Strong understanding and hands-on experience with TCP/IP protocols in embedded environments. Expertise in implementing TLS 1.3 for secure communications within embedded systems. Proven track record of designing and providing REST-APIs on embedded devices. Proficiency in Embedded C++ and experience in embedded system programming. Solid experience with embedded Linux devices and networking stacks. Ability to work independently in a remote team environment with minimal supervision. Experience in embedded device security and best practices for networked systems. Desirable Skills: Knowledge of ThreadX RTOS and its use in embedded applications. Familiarity with network protocols and security in embedded devices. Experience in debugging and performance optimization for embedded systems.

Swiss Franc70 - Swiss Franc90 per hour
Zurich
Apply

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:

Read More
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

Read More
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​

Read More
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.

Read More
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

Read More
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:

Read More
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​

Read More

Looking for something specific?

View more blogs