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.

Principal Software Engineer (C, Linux, HPC) Boston

Principal Software Engineer - Elite Low-latency Trading Solutions Firm - Needham, MA A pioneer in high-performance and ultra-low latency electronic trading infrastructure solutions is currently seeking a dynamic Principal Software Engineer to join its innovative team in Needham, MA. This firm has established themselves as an industry leader by developing proprietary, cutting-edge technology utilized by the most elite financial institutions globally; they are poised to continue shaping the future of low-latency trading infrastructure as they grow their engineering teams this year to keep up with significant client demand. This firm's engineering teams are compromised of high caliber, multidisciplinary engineers from a variety of industry backgrounds, so previous finance/trading experience is definitely not a requirement! Responsibilities: Design and develop HPC trading systems and applications with C on multi-core Linux systems, processing large volumes of high-throughput, low-latency network data Foster a culture of continuous learning and collaboration, leading and mentoring software engineers. Collaborate directly with customers to understand and address their needs. Required Skills: 5+ years of experience designing and developing systems/applications with C in a Linux environment Strong knowledge of applying concepts like concurrency, multi-threaded architectures, socket programming, and TCP to optimize performance and scalability Eagerness to collaborate in person in Needham, MA, five days a week. Nice to have (not required): experience with C++ or the trading/investment space Benefits: Extremely competitive employee benefits program, 401K, and compensation package One of the best-rated work cultures and work/life balances in the business Casual dress, collaborative teams, and remote flexibility

US$150000 - US$180000 per annum
Needham
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Senior Software Engineer

We are working with is a Seed funded start-up that recently received close to $35 Million dollars in total funding. Their mission is to enable business by adopting strategies to address alert fatigue. We are actively looking for a Backend Engineer who will break monoliths into microservices and build microservices at a very large scale and innovate production level solutions to advanced performance issues. Responsibilities: Design and implement robust data pipelines to ensure seamless flow and integration of critical information for cybersecurity applications Utilize expertise in Python to build efficient, scalable, and maintainable data pipelines, adhering to best coding practices Staying up to date with the industry trends and emerging technologies, incorporating them into pipeline development for enhanced performance Experience: Expert proficiency in Python Minimum of 6 years of experience in software engineering, focusing in data pipeline development Experience in the Cybersecurity industry

Negotiable
Palo Alto
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DevOps Project Manager

We are looking for a Project Manager to be a part of a global investment bank on a 6 month renewable contract opportunity. You will oversee and lead the migration of the DevOps Engineers. The successful candidate will be responsible for the end-to-end project planning and delivery, finalising budgets and communicating effectively between cross-functional teams. Duration: 6 months renewable Language: English and French Daily rate: €550-€750 Responsibilities: Develop detailed project plans, timelines, and resource allocation strategies. Monitor project progress, identify potential risks, and implement mitigation plans to ensure on-time delivery. Lead cross-functional teams comprising developers, system administrators, and quality assurance professionals. Foster collaboration and communication among team members to streamline project workflows. Provide guidance and support to team members, ensuring alignment with project goals and objectives. Ensure compliance with data security and confidentiality standards throughout the migration process. Co-ordinate the human, material and financial resources required to complete the project within the given timeframe. Supervise and mentor team members working on the migration, ensuring that objectives and deadlines are met. Ensure regular communication with internal and external stakeholders to keep all parties informed of project progress. Required Skills: Minimum of 5 years of experience in project management, preferably in a DevOps environment. Ability to work independently and make informed decisions in a fast-paced environment. Excellent written and verbal communication skills, in French and English. Ability to work as part of a team and to collaborate effectively with colleagues from different departments and hierarchical levels. Strong problem-solving skills and ability to effectively manage crisis situations. You will begin this mission towards the end of April, please apply now if you are interested in discussing further. Please note this is open to EU Citizens!

€550 - €750 per day
Paris
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Lead Angular UI Software Engineer

We have a current opportunity for a Lead Angular UI Software Engineer on a permanent basis. The position can be based in Dallas, Tampa, or Jersey City. RESPONSIBILITIES: * To be the technical expert on one or more applications utilized by the company. * Work close to the Business System Analyst to ensure designs agree with functional requirements. * Work with Infrastructure to identify and deploy optimal hosting environments. * Solid application performance to eliminate and reduce issues. * Research and evaluate technical solutions consistent with the technology standards. * Align risk and control processes into day-to-day responsibilities to monitor and mitigate risk; escalates appropriately. * Apply different software development methodologies dependent on project needs. * Contribute expertise to the design of components or individual programs and participate in the construction and functional testing. * Support development teams, testing, troubleshooting, and production support. * Create applications and construct unit test cases that ensure compliance with functional and non-functional requirements. * Aligns risk and control processes into day-to-day responsibilities to monitor and mitigate risk; escalates appropriately. QUALIFICATIONS: * Must have strong Angular skills. Minimum +4 year of experience. * Experience in Web UI development and SPA development. * Experience with CSS, HTML, JavaScript, and other UI frameworks (jQuery, React). * Exposure to XML/XSD, JSON and similar data presentation components. * Familiarity with Microservices based architecture and distributed systems. * Experience with CI/CD technologies like GIT, Jenkins, JoCoCo and Maven. * Active development experience in Java/J2EE based applications. * Familiarity with Agile development methodology. *** NO SPONSORSHIP AVAILABLE ***

£130000 - £160001 per year
United States of America
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Backend Engineering Manager (Distributed Systems)

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: MUST be bilingual in English and Mandarin 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 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$200000 - US$400000 per annum + Bonus, RSU's
Seattle
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Staff Software Engineer (Ruby, React, AWS)

Staff Software Engineer (Ruby, React, AWS) | Insurance SaaS Leader | Remote/Chicago An innovative insurtech firm is disrupting the space with cutting edge SaaS solutions and platforms. Their software revolutionizes the way insurance companies manage their operations, streamline processes, and delivers exceptional customer experiences. With a commitment to technological excellence and a passion for driving industry innovation, they're looking for Staff Software Engineer to lead new greenfield efforts for their next-gen products. Position Overview: We are seeking a highly skilled Staff Software Engineer with expertise in Ruby to join their most impactful engineering team. You'll play a crucial role in designing, developing, and maintaining robust and scalable solutions for their SaaS platform. You'll also collaborate closely with multiple teams in a cross-functional to deliver high-quality software that meets their client's evolving needs and defines the future of the insurtech space. Responsibilities: Lead the design and implementation of features and enhancements using Ruby and related technologies. Architect efficient and maintainable solutions that align with our platform's architecture and design principles. Collaborate with product managers, designers, and other engineers to understand requirements and translate them into technical specifications. Mentor junior engineers, provide technical guidance, and promote best practices within the team. Conduct code reviews, identify areas for improvement, and drive initiatives to enhance code quality and development processes. Participate in the entire software development lifecycle, including planning, estimation, development, testing, deployment, and maintenance. Qualifications: Bachelor's degree in Computer Science, Engineering, or a related field. 5+ years of experience designing and building applications with Ruby. 2+ years of experience with building software with AWS, Azure, or GCP Experience with database technologies such as PostgreSQL or MySQL. Proficiency in version control systems (e.g., Git) and continuous integration/delivery tools. Excellent problem-solving skills and the ability to troubleshoot complex issues. Strong communication and collaboration skills, with the ability to work effectively in a team environment. Solid understanding of software engineering principles, design patterns, and best practices. Nice-to-have: experience building SaaS software or platforms (ideally in the insurance or financial services industry) Benefits: Competitive salary and comprehensive benefits package. Opportunities for professional growth and career advancement. Collaborative and inclusive work environment. Flexibility to work fully remote Cutting-edge technology stack and tools to support your work.

US$120001 - US$180000 per annum
Chicago
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FSP Software Engineer

We have a current opportunity for a FS Polygraph Software Engineer on a permanent basis. The position will be based in the Fairfax county. In this role as a Lead Software Developer you will join a technical development program providing full lifecycle software support. The Lead Developer will mentor and guide the work on a small agile team of developers, systems engineers and a project integrator. We are looking for strong Software Developers with focus, concentration, as well as patience and versatility to take part in all that is required to get mission accomplished, including O&M and R&D on top of existing development duties. Required Qualifications * Active TS/SCI with Polygraph * Typically requires BS degree and 4+ years experience; additional experience in lieu of degree * Experience with building back-end Java applications * Experience with scripting languages such as JavaScript, PYTHON, BASH, PL/SQL, SQL, PHP. * Experience with Java Frameworks (Spring, Hibernate) and RESTful web services. * Experience with JavaScript Frameworks and tools. * Experience with Cloud / Amazon Web Services * Experience with agile techniques to manage workload * Experience with Git, Jenkins, or Rundeck * Experience with positively leading teams to delivery along with hands on support with development

US$170001 - US$210000 per year
Fairfax
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Systems Engineer, IOT

Glocomms is currently partnering with family-owned global organization being known for their design and automotive service equipment made within the USA. This enterprise has built a reputation for innovation and visionary leadership in the application of the newest technologies to automotive undercar services for the global market. We are looking for a Systems Engineer to join this reputable company and help create technology to move the world forward. Responsibilities: Development and maintenance of custom Microsoft Windows 10 IoT Enterprise drive images for embedded systems. Research, evaluate, test, and approve PC hardware for product maintenance and design. Create Engineering Change Orders and product release documents. Support both in-house and vendor PC assembly production to ensure efficient, trouble-free systems. Experience: Bachelor of Science degree in Computer Engineering, Electrical Engineering or Computer Science. Windows IoT Enterprise LTSC installation, configuration, deployment and troubleshooting experience. C++ and C# Programming experience is preferred, however other compiled languages considered. Familiarity with relational databases and SQL; networking and the use of Wireshark

Negotiable
Bridgeton
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Principal Firmware Engineer

We are currently partnered with a leading medical device manufacturing company that specializes in the design and development of medical technology, life sciences, and diagnostics. They take pride in delivering reliable solutions with their innovative design and engineering techniques. We are looking for experienced Firmware Engineers to join the growing engineering team! This individual will lead their team in the creation of databases, participate in product documentation for manufacturing, and be an advisor to the proper hardware and software applications that will benefit the company. Responsibilities: Lead their team in the creation of databases Participate in product documentation for manufacturing Lead system architecture decisions and be an advisor of proper hardware and software applications Manage and facilitate client interactions Qualifications: Familiarity with Wireless technologies (BLE, Wi-fi, LoRA) Experience designing microcontrollers and microprocessors (ex: C/C++) Firmware experience Familiarity with devices connecting to the cloud familiarity with sensors and circuits Bonus Qualifications: Experience with Medical Devices Experience with Linux Experience with Raspberry Pi If you are interest please don't wait to apply!

Negotiable
United States of America
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Lead Automation Test Engineer

Lead Software Test Engineer We have recently partnered with a global Financial Service company that focuses on premier post-trade market infrastructure. They keep their high ranking at the top by being able to processing trillions of dollars of securities transactions on a daily basis. We are looking for a Senior level Software Test Engineers with experience in Automation, Selenium, and an interest in the Financial and Capital Market space! Responsibilities Design and developer automated tests to ensure the quality of software products Debug and diagnose software defects Act as a team lead on projects Work on Black Box, Smoke Testing, and Unit, and Functional testing Qualifications 6+ years of experience Proficient with Java (Selenium) Experience with both Automation and Manual Testing Familiarity with Databases and SQL If interested, don't wait to apply!

Negotiable
United States of America
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Full Stack Engineer (Java and Angular)

About: A global leader in insurance and financial services is seeking an experienced Senior Full Stack Engineer to design, develop, and maintain complex application systems in a collaborative, team environment. You will be responsible for ensuring best practices in software engineering and leading the decision-making processes with IT management. Responsibilities: Lead end-to-end development of scalable and high-performance applications, ensuring seamless integration of front-end and back-end components Mentor and guide junior engineers, participate in code reviews, and contribute to the continuous improvement of development processes Implement best practices for code quality, testing, and deployment to ensure the delivery of reliable and secure applications Qualifications: Bachelors and/or Masters in Computer Science (or related field) 6 YOE in Software Engineering, coding in Java Extensive experience in Angular Experience with Spring Boot Value Added (but not required): Experience with RDBMS, SQL, PL/SQL, Oracle DB Experience with XML/XSD/XSLT and JSON Experience with JIRA, Jenkins, Sonarqube, Nexus, BitBucket, Maven/Gradle Additional Information: Exceptional benefits package from day one Unable to provide sponsorship, no C2C

US$100000 - US$130000 per annum
Webster
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Principal Software Manager & Architect, Boston

The Company: One of Boston's local leaders in media broadcasting is looking for a hands-on technical leader to help grow their digital footprint and establish best practices in software development with attention to scalable and robust architecture. Core Responsibilities: Lead cross-functional software development teams across various media platforms Establish and oversee a SDLC to drive high quality, efficient, rapid software delivery. Oversee direct and 3rd party billing infrastructure and development. Review code, test plans, and oversee the bug tracking lifecycle, metrics development and tracking, test automation and performance testing Evolve QA processes to ensure that products meet required specifications for quality, function, and reliability prior to delivery Ensure maximum uptime and reliability of web services, billing, ad serving, and streaming infrastructure Qualifications: 8 YOE in software engineering in web, mobile, and connected TV platform environments 2 YOE in people management between engineers or external vendors Experience with React, JavaScript, serverless.js, SWIFT, Kotlin, BrightScript/RSG, PHP, Wordpress, and ephemeral environments Experience in cloud computing or large-scale distributed systems Value Added (but not required): Experience scaling software applications or building SaaS platforms Experience with streaming technologies including 4K, HD, HLS, DASH, Cloud DVR, Token Authentication, DRM, Chromecast, and Trickplay Start-up experience

Negotiable
Boston
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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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