Cloud & Infrastructure

Cloud & Infrastructure

โ€‹Glocomms: A specialist Cloud & Infrastructure talent partner

The future of Cloud & Infrastructure is bright. The cloud is transforming the way businesses operate, allowing them to access resources and scale up or down quickly and easily. This provides a great opportunity for businesses to innovate and expand, as well as for job seekers to take advantage of the increased demand for cloud infrastructure skills.

At Glocomms we understand that cloud and infrastructure hiring is a complex task. Our team of experienced consultants specializes in connecting businesses with the right candidates on a permanent or freelance/contractorbasis. With our in-depth knowledge of the Cloud & Infrastructure industry, we can help you find the ideal candidate to meet your unique needs quickly and efficiently.

Let Glocomms help you find the perfect Cloud & Infrastructure candidates today.

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If you're looking for Cloud & Infrastructure talent, please register your vacancy today.

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Benefits of working with us

Our Cloud & Infrastructure recruitment specialists support growing technology businesses source the right go-to-market strategy talent, manage the recruitment process and facilitate onboarding. With multi-lingual language support, we provide international recruitment expertise to secure business-critical talent across Europe.

Our recruitment benefits

Experience

We have a decadeโ€™s worth of Cloud & Infrastructure experience as a leading talent partner in Technology.

Network

A vast, global network of the best, in-demand Cloud & Infrastructure talent.

Knowledge

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

At Glocomms, we are dedicated to cultivating enduring alliances grounded in trust, honesty, and shared prosperity. Our commitment lies in delivering customized solutions that align with your distinct demands, granting adaptable alternatives to match your Cloud & Infrastructure recruitment preferences. Whether you seek swift placement for pivotal roles or aspire for strategic talent acquisition solutions, our arsenal of resources and proficiency ensures successful outcomes. Share your vacancy with us today.

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Cloud & Infrastructure Jobs

At Glocomms, we're excited about the future of Cloud & Infrastructure, teeming with opportunities driven by AI and cybersecurity. We encourage you to explore our cutting-edge Cloud & Infrastructure roles we're filling in this transformative sector. Shape tomorrow's tech world with us; your future begins at Glocomms.

IAM Architect

IAM Architect Paris, Ile-de-France - French and English Speaking 1 Day per Week on-site in Paris Start Date : 15/04/2024 Initial Contract until 31/12/24, followed by a 12-Month extension Daily Rate : 600-900โ‚ฌ Customer Details Our customer is one of the World's biggest Insurance Groups who have close to 200,000 employees globally. They have teams split across the globe who all contribute towards the Group's IT Operations and Project work. The team have just had the approval to select a new IAM vendor ready to be designed and implemented by the end of the summer and are looking for an Architect to support them in this process! The customer really understands how critical of a hire this is for them, so are more focused on someones skills and personality as opposed to a Daily Cost! Meaning they can be more flexible than usual on this demand. Glocomms have worked closely with the customer on a Global scale for the last 5 years and have been responsible for a big number of key hires into the business! Job Details IAM Architect Primary responsibilities will include : Conducting the initial gap analysis across the business, speaking with Senior stakeholders across the entities to understand business needs and identifying current practises and tools in use. Secondly you will be reporting on your findings before speaking with vendors to run demo's and to select a new tool alongside the Management team. After this the POC will begin, where you be responsible for delivering a concept to the Senior Level Management and once approved, leading the Design phase! Tech Stack : Experience with tools like Azure AD, EntraID, Okta, SailPoint, JumpCloud, Oracle IAM,PingIdentity etc.. would be hugely beneficial, obviously an understanding of PAM tools, Operating Systems and Infrastructure are also required. The team is mostly based in France and the majority of the work will be completed in French, but there are colleagues based across the globe so a business level of English will be needed for wider team meetings. After this assignment has been completed there is the potential for further contracts, this will likely take you up to the end of 2025! No certifications are required, but any relevant IAM, Systems, Cyber Security or PAM certificates will certainly go a long way in supporting your application. Get in Touch james.evans(@)glocomms.com +44 203 758 8905 https://www.linkedin.com/in/jamesevansglocomms/

โ‚ฌ600 - โ‚ฌ900 per day
Paris
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Linux Engineer

Job: Linux Engineer Duration: 12 months extendable (Long-term) Location: Fully Remote (Client based in France) Industry: Retail Company Overview: The client is a leading retail company based in France, committed to providing exceptional customer experiences through innovative technology solutions. As part of their ongoing digital transformation, they are seeking a talented Freelance Linux Engineer to join their team for a long-term, fully remote mission. Job Description: As a Linux Engineer, the successful candidate will play a crucial role in maintaining and optimizing the client's Linux-based systems and infrastructure to support their retail operations. Their expertise will be instrumental in ensuring the reliability, performance, and security of the IT environment. Key Responsibilities: Designs, deploys, and maintains Linux servers and systems, including configuration, patching, and troubleshooting. Implements automation tools and scripts for system provisioning, configuration management, and monitoring. Performs regular system updates, upgrades, and migrations to ensure optimal performance and security. Collaborates with cross-functional teams to identify and address infrastructure needs and requirements. Monitors system performance and capacity, troubleshoots issues, and implements proactive measures to prevent downtime. Implements and maintains security measures, including access controls, firewalls, and intrusion detection systems. Develops and maintains documentation, procedures, and best practices for system administration and operations. Provides technical support and assistance to internal teams and stakeholders as needed. Additional Responsibilities: The selected candidate will lead the migration of the client's legacy on-premises Linux systems to a modern cloud-based infrastructure, leveraging technologies such as Kubernetes and Docker for containerization and orchestration. This project will involve designing scalable and resilient Linux-based solutions to support retail applications and services, ensuring high availability and performance. Additionally, they will collaborate with development teams to optimize Linux environments for the e-commerce platform, implementing continuous integration and delivery pipelines using tools like Jenkins or GitLab CI/CD. Required Skills: Strong experience in Linux system administration, including CentOS, Red Hat, or Ubuntu. Proficiency in scripting languages such as Bash, Python, or Perl for automation and scripting tasks. Familiarity with containerization technologies like Docker and orchestration tools such as Kubernetes. Knowledge of configuration management tools like Ansible or Puppet. Experience with cloud platforms like AWS or GCP is a plus. Excellent communication and collaboration skills, with the ability to work effectively in a remote team environment. This is an exciting opportunity for a talented Linux Engineer to contribute to the success of the client's retail business through the optimization and maintenance of their Linux infrastructure. If you are passionate about Linux systems and thrive in a remote work environment, we encourage you to apply.

โ‚ฌ700 - โ‚ฌ800 per day
France
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Senior Associate ~ IT Systems Admin

Position: Senior IT Systems Administrator Associate Location: Billerica, MA Overview: As a Senior Associate in IT Systems Administration, you will oversee the day-to-day management of GxP Computerized Systems within QC Analytical Lab Manufacturing and other regulatory operations. This includes handling networked and standalone instruments, firmware-based tools, HMI's, SCADA systems, and GxP application software across manufacturing sites in North America. Responsibilities: Collaborate with stakeholders, instrument vendors, and IT colleagues to implement, administer, and support GxP applications and systems in controlled laboratory and manufacturing environments. Manage GxP Systems Inventory, User Access, and ensure compliance with cGMP principles and internal SOPs and regulatory requirements. Support new system implementations, ensuring alignment with business needs and adherence to IT policies, compliance standards, and GxP requirements. Conduct Periodic Reviews to ensure system compliance with company procedures and regulatory guidelines. Assist in QMS processes within IT, including change control impact assessments and managing deviations and incidents. Identify opportunities for process improvement and automation to enhance IT operations. Collaborate with stakeholders globally to implement best GxP IT practices. Support IT audits from regulatory bodies, customers, and other relevant parties. Qualifications: Bachelor's Degree in Life Sciences, Pharmacy, Computer Science, or related field preferred. Strong understanding of GAMP 5, 21 CFR Part 11, Computer System Validation, and Quality Management System. Excellent collaboration and communication skills. Ability to prioritize tasks effectively and adapt to changing workloads. Proficiency in Microsoft Office Applications. Team player with the ability to work with individuals at all levels. Willingness to travel up to 25%-30% of the time. Experience: 6-7+ years of hands-on experience maintaining and administering GxP systems, applications, and instruments in manufacturing and/or quality settings. Detail-oriented with strong problem-solving, analytical, and critical thinking skills.

Negotiable
Billerica
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Senior Account Executive France - ERP/ HCM(m/f/d)

Mon client est un grand IT Services Provider spรฉcialiste de la transformation numรฉrique et cloud. Actuellement a la recherche d'un Senior Account Executive ERP/HCM pour le marchรฉ francais. Responsabilitรฉs: Le Senior Account Executive sera la premiere personne sur le terrain pour pรฉnรฉtrer le marchรฉ francais et vendre les Applications SaaS Oracle ERP/HCM (licences et services). Le role consiste principalement a acquรฉrir de nouveaux logos. Gรฉrer plusieurs comptes de developper de solides relations avec tous les points de contact clients. Favoriser la fidรฉlisation des clients, les renouvellements ainsi que la satisfaction des clients. Atteindre et dรฉpasser vos quotas trimestre apres trimestre. Travailler en partenariat avec les รฉquipes internes pour comprendre les objectifs clients et les principaux indicateurs de performance. Compรฉtences et expรฉrience requises: Minimum de 7+ans d'expรฉrience en Business Development. Fluent en Francais et en Anglais. Une solide expรฉience en ERP ou/et HCM. Expรฉrience dรฉmontrรฉe dans la rรฉalisation d'objectifs de vente. Mentalitรฉ de chasseur Sens des affaires, capacitรฉ a prendre des dรฉcisions stratรฉgiques, sens de l'analyse et de l'organisation. Ce que ce poste vous offre: Une progression de carriere claire. Poste en Remote Package compรฉtitif Si vous etes intรฉrรฉssรฉ, merci de me contacter directement via cette address email: ou +49 30 166340766

Negotiable
France
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Systems & DevOps Engineer - 100% remote

DevOps Engineer - Linux Systems Job summary: We are looking for a DevOps Engineer specializing in Linux systems to join our dynamic team. The ideal candidate will have strong experience in system administration, automation and a deep understanding of DevOps methodologies. The role involves collaborating with development and IT teams to improve our ongoing integration, deployment and monitoring processes. Responsibilities: Infrastructure as Code (IaC): Implement and manage infrastructure as code using tools like Ansible, Puppet, or Chef. Automate provisioning and configuration of Linux-based infrastructure. Continuous Integration/Continuous Deployment (CI/CD): Design, implement and maintain CI/CD pipelines for efficient and reliable software delivery. Collaborate with development teams to integrate automated testing and deployment processes. Linux system administration: Administer and troubleshoot Linux-based systems, ensuring high availability and performance. Implement security measures and regularly update systems for optimal performance. Containerization and orchestration: Work with containerization technologies such as Docker. Implement and manage container orchestration using Kubernetes. Experience: Proven experience as a DevOps engineer, system administrator or similar role. Strong command of Linux system administration and troubleshooting. Experience with Infrastructure as Code tools (Ansible, Puppet, Chef). Hands-on experience with CI/CD tools (Jenkins, GitLab CI, Travis CI, etc.). Familiarity with containerization and orchestration (Docker, Kubernetes). Scripting skills in Bash, Python or similar languages. Knowledge of version control systems (Git, SVN).

โ‚ฌ400 - โ‚ฌ700 per day
Copenhagen
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Senior Site Reliability Engineer

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: Participate in and enhance the complete service lifecycle, from inception and design, through development, capacity planning, launch reviews, deployment, operation, and refinement. Design and implement software platforms and monitoring frameworks to govern service-oriented architecture (SOA) efficiently, automatically, and intelligently. Develop and manage components of cloud-managed data infrastructure, encompassing technologies such as Kubernetes, Redis, MySQL, Flink, and more. Establish sustainable mechanisms for scaling systems, such as automation, to drive enhancements in reliability, efficiency, and velocity. Provide sustainable user support, manage incident responses, and conduct blameless postmortems as part of our ongoing efforts to improve our systems. Qualifications: Bachelor's degree in Computer Science or a related technical field with 5+ years of experience 3 YOE programming in Python 3 YOE building CI/CD pipelines Strong familiarity with Unix/Linux system internals, networking, and distributed systems Additional Information: Same position available in San Jose and Seattle! Work Model: Fully onsite in San Jose, Hybrid (3 in, 2 remote) in Seattle Pay Structure: Base + Bonus + RSUs Complete, Competitive Benefits Package No C2C at this time

US$160000 - US$280000 per annum + Bonus, RSU's
San Jose
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CyberArk Consultant

Glocomms are currently working with a leading insurance company who are in urgent need of a CyberArk Consultant to join them on a long-term freelance project. Role: CyberArk Consultant Contract: 12 Months Location: Full Remote Daily Rate: 800 - 900 EUR Languages: English Tasks: * Responsible for designing, developing, testing, implementing, and integrating Privilege and Identity Access Management systems and solutions * Assessing requirements for Privilege Access Management (PAM) solutions to meet stakeholders needs * Design technical cybersecurity controls and define standards and best practices in the application of PAM principles and best practices for the public cloud, across the enterprise, and in secure application design * Drive requirements and design specifications for privileged access management solutions and direct others in performing these activities * Provides regular reports to leadership regarding security, capacity, usage, and licensing * Provide support for production PAM infrastructure systems and processes * Identify and document privileged account management business and technical use cases * Develop PAM best practices and solutions for common client problems * Responsible for designing, and implementing PAM solutions * Responsible for Privileged User account administration of various platforms like Windows, UNIX, Databases, Kubernetes using privilege access management products like CyberArk, Teleport * Delivery of the Privileged Access Management (PAM) technologies, including accounts management, credentials management, secrets management, and software and systems patching * Responsibilities include identifying, analyzing, and resolving systems design weaknesses, prioritizing troubleshooting efforts, and pinpointing resolutions to complex issues surrounding access to systems

โ‚ฌ800 - โ‚ฌ900 per day
England
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Lead Cloud Security & Infrastructure Engineer

I'm partnered with a generative AI powered research and data company to bring on a Cloud Security Infrastructure Engineer to their team. My client leverages cutting edge developments in AI and LLM's (Large Language Models) to provide a new platform for search, analysis, and knowledge discovery which they apply to specific business needs. My clients platform has gained a ton of traction among global hedge funds, investment banks, private equity firms, and institutional investors. This position is the first security hire for the team, and are looking for highly technical individuals aren't afraid to get their hands dirty. This is a great opportunity to have immense impact and also grow with the company while working on innovative technology. This is an on site opportunity based in NYC and compensation will be a combination of a base salary + equity (bulk of compensation). Qualifications Include: 5+ years of experience as a cloud architect or similar role, working with at least one cloud platform, with a preference for AWS or Azure Thorough understanding of cloud security concepts, including authentication/authorization using OAuth, and managing JWT tokens Expertise with Terraform or other infra-as-code language Experience with at least one compliance framework (SOC2, HIPAA) Experience writing Python and Bash scripts to automate workflows Excellent communication skills for engaging with both technical and non-technical stakeholders Experience with Kubernetes Apply now if this sounds like a fit for you!

Negotiable
New York
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Virtualisation Engineer

We have a current opportunity for a Virtualisation Engineer on a contract basis. The position will be based in Paris. For further information about this position please apply. Virtualization Engineer Contract Duration: 12 months (Part of a 2-year project) Remote Work: 10 days per month Remote Location: Paris or Toulouse, France Language Skills: Fluent in French, Proficient in Technical English Job Description: Join an esteemed Global Investment Bank as a Virtualization Engineer! ๐Ÿš€ In this role, you'll be responsible for administering and advancing highly automated virtualization platforms. With a fleet comprising approximately 2400 ESXs and over 60,000 VMs, you'll oversee the evolution of supervision, compliance, and platform capacity planning monitoring tools. Responsibilities: Troubleshooting and capacity planning, with a focus on exporting data to automation teams. Scripting in PowerShell to streamline data export processes and create presentations of Key Performance Indicators (KPIs). Support business growth while optimizing virtualization platforms in a complex environment. Contribute to technical and business projects in collaboration with network, storage, and DevOps teams. Develop and implement industrialization and automation solutions. Deploy and maintain monitoring and compliance control tools for infrastructure including ESXi, NSX, and VSAN virtualization. Provide L3 support for server teams. Manage the MCO (Maintenance, Change, Operation) of the VROPS and Log Insight supervision platforms. Handle incidents, requests, and problem-solving effectively. Requirements: Proficiency in ESXi, NSX, VSAN technologies, vROPS, Log Insight, and PowerShell scripting. Strong scripting skills with a keen eye for automation opportunities. Competency in using APIs and applying DevOps methodologies is a bonus. Knowledge of SAN technologies would be advantageous. Familiarity with DEVOPS practices is highly desirable. Join this innovative team and be part of shaping the future of virtualization technology! ๐ŸŒŸ

Negotiable
France
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Senior Systems Engineer

The client is a premier global law firm renowned for delivering innovative legal solutions to leading financial institutions and Fortune Global 500 companies worldwide. Operating across Asia, Europe, Latin America, and the U.S., they offer personalized services tailored to meet their clients' diverse needs. As a forefront player in the legal industry, they are dedicated to fostering a culture of service, innovation, and professional advancement. We are currently seeking a Senior Systems Engineer to join our dynamic team. The Senior Systems Engineer will be an integral part of our team of seasoned professionals, possessing expert knowledge in core infrastructure technologies such as networking, storage, computing, messaging and mobility systems, cloud-based services, and operational security. Responsibilities include developing, implementing, and maintaining advanced technical solutions for both new and existing systems. Key responsibilities of the role include: Designing, implementing, and managing firm systems including networks, storage, Exchange, servers (both physical and virtual), Active Directory, Group Policy, Certificate Services, authentication systems, and remote access and mobility systems. Administering and supporting cloud-based systems and related services such as Azure, Office365, and AWS. Ensuring optimal performance of systems and conducting frequent and long-term maintenance tasks alongside user-facing management. Providing expert-level support through escalated technical assistance and serving as a mentor to other IT team members. Creating and distributing technical documentation for all assigned systems and projects, including processes, procedures, troubleshooting guides, training materials, and change management logs. Establishing and maintaining relationships with IT external customers, vendors, and partners. Participating in an on-call rotation and being prepared for occasional overtime, non-standard hours, and travel as required. Required Proficiencies: Ability to manage enterprise-wide technology infrastructure and multiple infrastructure components. Solid understanding of encryption technologies and foundational knowledge of ITIL (certification preferred). Proficiency in Agile, KanBan, or similar project methodologies. Expertise in designing and implementing IT infrastructure systems within large-scale Microsoft Windows-based enterprise environments. Advanced knowledge in Active Directory design, support, and administration. Demonstrated proficiency in IP networks design and management, as well as network and storage design and maintenance (SAN, NAS). Advanced skills in various systems, servers, and protocols (VMware, Windows Server, TCP/IP, DNS). Proficiency in PowerShell development, monitoring solutions, enterprise backup software, and cyber risk management techniques. Qualifications: Bachelor's or advanced degree in Computer Science, Computer Information Systems, or related field (preferred). Minimum 5 years of experience with VMware technologies and as a System Engineer over Microsoft server systems. Minimum 5 years of experience designing, building, securing, and managing virtualization technologies based on the VMware stack. Experience working with vSAN and NSX. Minimum 7 years of systems analysis and 5 years of experience with storage technologies. They offer an excellent career opportunity within a collaborative environment, along with a competitive total compensation package including bonuses based on individual contribution and firm profitability. The salary range for this position is between $119,700 and $173,600 annually, with actual pay based on experience and relevant factors.

US$119700 - US$173600 per year
Los Angeles
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VmWare Architect

We have a current opportunity for a VmWare Architect on a contract basis. The position will be with a client based in France however fully remote working is available. For further information about this position please apply. VmWare Archtiect Contract: 12 months extendable Location: France Fully Remote Start date: ASAP Job Description: We are seeking a highly skilled VMware Architect to join our team on a fully remote freelance contract basis for a 3-year project with a client in the financial services industry. As a VMware Architect, you will be responsible for ensuring the architectural design of solutions, with a focus on VMware technologies. You will collaborate closely with the main VMware cloud architect of the service and operational teams to provide consultation on change planning, integration of solutions with existing systems, and implementation. Responsibilities: Lead the design of VMware solutions, ensuring alignment with project requirements and industry best practices. Provide expert consultation on change planning, including integration of solutions with existing systems. Collaborate with the main VMware cloud architect of the service and operational teams to ensure successful implementation of solutions. Develop change plans and designs for advanced Networking, vCloud Director, and migration to VMware VC. Act as a subject matter expert on VMware technologies, including vSphere, NSX-T, vSAN, and vCloud Director. Maintain awareness of emerging VMware technologies and recommend their adoption as appropriate. Ensure adherence to project timelines and deliverables. Requirements: 5+ years of experience working as an Architect in the IT industry. Strong knowledge of VMware technologies, including vSphere, NSX-T, vSAN, and vCloud Director. Certification in VCAP-DCV Design and VCAP-NV Design is a plus, but not required. Proven experience in designing and implementing VMware solutions for enterprise environments. Excellent communication and collaboration skills, with the ability to work effectively in remote environments. Prior experience working in the financial services industry is preferred, but not required. Ability to work independently and manage multiple tasks simultaneously.

โ‚ฌ700 - โ‚ฌ950 per day
France
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Senior IAM Consultant - Remote

Senior Consultant - Identity and Access Management - Remote Opportunity Fully remote Office location: Paris, France Start date: March 18th 2024 Long term project on a 6-month rolling contract Day rate: โ‚ฌ600-โ‚ฌ800 Customer Details: A prominent European tech company, with 55,000 employees across almost 30 countries, is renowned for its expertise in consulting, digital services, and software publishing. Specialising in driving digital transformation for clients, the company offers comprehensive solutions that address the competitive challenges faced by large corporations and organisations, blending sector-specific knowledge with innovative technologies in a collaborative manner. The customer offers a great opportunity of being a leading figure in their AD projects, 3 days per week in Home Office and a long-term engagement. Glocomms have worked with this customer for the past 4 years, have many consultants working within the business at the moment and have a great working relationship together. Responsibilities: Design, develop, and document new and existing services in alignment with our roadmap, with a strategic focus on the cloud-based Microsoft Entra ID (Azure AD) Service. Collaborate closely with the roadmap team to ensure seamless integration and alignment with organisational goals. Engage with customers to comprehend their requirements, translating them into effective services that meet business needs and provide value for money. Qualifications: At least 2 years of hands-on experience introducing Active Directory and/or Entra ID (Azure AD), demonstrating proficiency in Identity and Access Management. In-depth knowledge of leading IAM tool installations. Solid understanding of enterprise structures with user bases exceeding 50k. Ability to work independently, demonstrating effective task prioritisation and organisation under time and workload pressure. Excellent communication skills in spoken and written English, facilitating cross-region collaboration with global teams. Get in touch today to find out more about this exciting opportunity with a industry leading customer!

โ‚ฌ600 - โ‚ฌ800 per day
Paris
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Cloud & Infrastructure News & Insights

From Azure to AWS: Finding the Perfect Cloud Professionals Image
cloud-infrastructure

From Azure to AWS: Finding the Perfect Cloud Professionals

In the tech-driven business landscape, a staggering 78% of executives in a PwC survey revealed that their companies have embraced cloud computing across most or all parts of their operations, highlighting how today's businesses are increasingly utilizing cloud tech on their continuous quest for innovation and efficiency. Amidst this cloud-centric shift, niche cloud services have become essential, offering specialized solutions within the broader cloud market tailored to precise organizational needs. However, companies are facing a significant challenge; locating technology experts skilled in these niche areas is like finding a digital needle in a haystack, making the search for professionals adept in public, private, and hybrid cloud environments, as well as PaaS/IaaS platforms like Azure, AWS, and Google Cloud, all the more daunting.Why We're All About Niche Cloud ServicesSo, what makes niche cloud services so useful? In one word: customization. Whether it's a cloud that's all yours (private), one you share (public), or a mix (hybrid), they need to tick all the boxes for your business's unique needs. Whether you need world-class security or to comply with tight regulations, one-size-fits-all solutions don't always cut it.The Public Cloud QuestTake public clouds, for example. Azure, AWS, and Google Cloud are big names with lots to offer. They're the backbone for many companies, helping them to seamlessly grow. But what if you need something extra special? That's when you need a public cloud pro who can do more than just the basics, able to blend their technical expertise with the ability to adapt to your organization's requirements and challenges.The Private Cloud PuzzleMoving on to private clouds, these professionals need to be perfectionists, particularly from a security and networking standpoint as they'll be responsible for protecting all of your sensitive information. Finding the masterminds who can set these up just right isn't easy.The Hybrid Cloud HuntAnd then there are the hybrid cloud heroes. These experts have the know-how to mix and match on-site tech with private and public clouds to make a perfect tech solution. But these professionals are tough to track down because they've got to be good at a lot of things at once, and have experience with your specific tech stack.The PaaS/IaaS CraftsmenLet's not forget the PaaS and IaaS experts, who build the foundation that lets all your apps and services run smoothly in the cloud. These professionals need to be versatile, with a solid grip on both the development and operational aspects of cloud services, which makes them quite the find in the tech world.Top Tips For Finding Cloud TalentWith these experts being so rare, how do you actually find them? Here are a few tips to get you started:Teach Your Own: Get your current team trained up with the right certifications, like AWS Certified Solutions Architect or Google's Professional Cloud Architect.Get Help from a Specialist Cloud Recruiter: At Glocomms, we have the cloud computing expertise to help find people with the niche skills you need.Take a Look at Your Tech Benefits Package: Offer exciting projects and a ladder to climb, and you'll attract experts looking for a great career.Explore Freelance Talent: Sometimes the best people are the ones you hire for just one project. It's a great stopgap while you look for the perfect full-time star.Looking for Cloud Talent?The hunt for the perfect cloud expert is tricky. With a little strategy and some savvy searching, you can lock down the pros who'll help you make the most of the cloud. Partnering with Glocomms means you don't have to go it alone. We've got the connections and know-how to connect you with hard-to-find professionals with the niche cloud skills you're looking for. Glocomms has the experience, the experts, and the enthusiasm to make sure your business doesn't just keep up; it stands out. Request talent by completing the form below.โ€‹โ€‹

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How to Cope with Redundancy and Move Forward with Confidence Image
Management & Culture

How to Cope with Redundancy and Move Forward with Confidence

There have been a great deal of redundancies in the technology sector over the last year, as many large tech corporations let go of the additional hires they made to meet demand for online services during the COVID-19 pandemic.We are now starting to see signs that this downturn is coming to an end, but that doesnโ€™t change the fact that being made redundant can be a traumatic experience, leading to feelings of stress, anxiety, and uncertainty. In addition to the emotional toll, the financial impact of a job loss can also be significant. If you have recently been made redundant, or would like to support a friend or family member who has been, let us guide you through how to cope with being made redundant, manage stress, and move forward with confidence, with the help of Suzy Reading CPsychol, B Psych (Hons), M Psych., Chartered Psychologist and life coach, who specializes in wellbeing and stress management. Coping with the Emotional Impact of RedundancyBeing made redundant can be an overwhelming and stressful experience of loss and change. โ€œThere are lots of normal, natural ways to respond to the news of losing oneโ€™s job,โ€ Suzy Reading told us. โ€œFor some people, it could be a welcome relief from a difficult job situation or looked at as an opportunity for moving on in their life. But for others it can come as a deep shock and will have a significant emotional impact.โ€Suzy noted that the sensation was akin to mourning and mentioned that the physical and psychological reactions were analogous to what one might experience while grieving. Although, since there are many different variables, reactions can vary greatly. When confronted with this type of situation, it is completely normal to experience any the following common responses:Emotional ReactionsPhysical ManifestationsAnxietyFatigueAngerHeadachesFrustrationWeight Loss/GainSadnessSleep DisturbanceFearUpset StomachPanicMuscular TensionOverwhelmNauseaGriefIncreased Heart Rateโ€‹Before doing anything else, address how you are feeling. Whether itโ€™s sadness, anxiety, anger โ€“ or, on the off chance, relief โ€“ recognize your emotions and reflect upon them. Separating yourself from rejection is another important step. Even though your redundancy wasnโ€™t personal, it can certainly feel that way, so it may take some time and practice to work through this mentality. Suzy adds: โ€œThere are so many highly skilled, capable, and resourceful people who are in the midst of flux in the workplace. Itโ€™s important to understand that you can be extremely good at your job and be immensely valuable, but no one is immune to redundancy because there are numerous factors involved.โ€Journaling, practicing mindfulness, and speaking with trusted friends and relatives or a counselor can all help to nurture and support you through this period of transition.Stress can also be effectively managed physically by incorporating exercise into your routine and receiving bodywork such as osteopathy to reduce physical tension. Additionally, mindful eating and consistent sleeping habits are crucial for ensuring you stay in peak condition. Telling Your Friends and Family About Your RedundancyThe news of job loss can be difficult to process, often taking a while for the gravity of the situation to really sink in. But when you feel ready to discuss it with loved ones, it can be hard to know where to begin. So how do you go about opening up to friends or family members? Suzy told us that itโ€™s firstly important to think about who in your circle offers you a safe and compassionate place, but also the skills that they each have, because not everyone has the capacity to be the support you need in that moment. โ€œYou get those who play the devilโ€™s advocate really well, and others who are the problem solvers โ€“ they immediately want to help to find solutions. That only works later down the line when youโ€™re in a position to think about your next steps.โ€Informing family members or partners of the news is difficult, as not only must you cope with your own emotions, but simultaneously help them process their reactions. For those on the receiving end of the news, Suzy advises that they ask what that person needs. Is it brainstorming? Is it to simply listen? Draw on the positives and help them identify their skills and strengths. โ€œBut there isnโ€™t a one-size-fits-all approach,โ€ she went on to say.Suzy did however stress the importance of tending to your own needs first, to process and digest your emotions, before sharing the news with others. To reach a place of assurance and take the next step confidently, the following tips may prove useful: Assessing Your Finances After RedundancyOnce you feel you in an emotionally secure place, thoroughly assess your financial situation. Even if you are planning to return to work as soon as possible, itโ€™s a good idea to examine all of your outgoings so you can prioritize your bills, inform your creditors and find out if any help is available, temporarily reduce unnecessary purchases or subscriptions, and check if you have any insurance policies that cover redundancies.Understand Your Rights After RedundancyAfter redundancy, understanding your rights will ensure that you receive any support and entitlements you are eligible for, but this will depend on your country, state, the number of redundancies your company is making, and your terms of employment.Check your employment contractโ€™s terms and conditions, including any clauses related to redundancy, notice periods, and severance packages, and familiarize yourself with the redundancy pay laws in your area.If you have any concerns about your redundancy or think your rights have been violated, you may wish to seek legal guidance, as employment laws can be extremely complex.Moving Forward: Keeping a Resilient and Positive MindsetWhile it can be difficult to maintain a positive mindset after redundancy, especially when dealing with the shock, uncertainty, and stress of being without a job, it's important to remember that this period of change presents opportunities for growth and new beginnings. Focus on what you can control, such as your attitude and outlook. Remember that you can decide to stay positive and look for the opportunity in the situation.Once you have come to terms with the emotions of redundancy, it is important to focus on the positives. This might include having more time for family and leisure, taking up a new skill or hobby, or getting involved in volunteer work. All of these activities can help to keep your spirits up and provide a sense of purpose during this difficult time.Surround yourself with a supportive network of friends, family, mentors, and fellow professionals who can provide encouragement, guidance, and perspective during this transition. Share your thoughts, aspirations, and concerns with them, and draw upon their wisdom and experiences. Connecting with individuals who have navigated similar challenges can also provide inspiration and remind you that you're not alone on this journey.By shifting your perspective from loss to potential, you can open yourself up to exciting possibilities and maintain a positive outlook moving forward.Decide Your Criteria for Your Next Career MoveDespite your redundancy, tech professionals are in demand in practically every industry, so it is essential to keep an open mind when considering your next options. Create a list of negotiable and non-negotiable components, including salary ranges, commute times, additional benefits, and any other details that are important to you.Redundancy also brings you the opportunity to explore different career paths or industries - if you have been wanting to make a career change, now is a perfect time prepare for it. While many tech professionals are attracted to a career in financial technology, there are over half a million exciting roles available inmedical technology in the US[1]. The manufacturing, media and entertainment, transport, and Software as a Service (SaaS) industries are also experiencing rapid innovation in tech and are calling out for skilled professionals.Consider taking advantage of online courses, workshops, or certifications to enhance your skills and position yourself with an in-demand, transferrable skill set.Getting Back in the Game: Launch Your Job Search with ConfidenceOnce you have decided on the direction you want your career to take, start to update and optimize your resume and LinkedIn profile. Create an application goal to reach each day, and research various companies you are interested in working for. You can also sign up to a specialist talent partner like Glocomms, where our team can match you with suitable vacancies and support you throughout the hiring process.Your resume is your elevator pitch, so it is essential to showcase your unique skill set in the most effective way. For advice on writing the perfect resume to help you land interviews, read our top tips blog here. During the hiring process, prospective employers may inquire about the cause of your departure from your previous job. But this question, Suzy says, is โ€œnot a comment on who you are as a human being โ€“ itโ€™s about saying โ€˜this experience has allowed me to embrace the next opportunity.โ€™ Quite simply, focus on what you can bring to the table.โ€How Glocomms Can Help You Meet Your Ultimate Career GoalsWhile losing your job can be a stressful and overwhelming experience, it also provides the opportunity for a fresh start. Tech professionals are in high demand, so grab this chance to take control of your career, explore new paths, and build a fulfilling future.By signing up to an experienced technology talent partner like Glocomms, that has extensive global connections and deep market knowledge, we can provide advice on new opportunities and help you build your career to new heights.Submit your resume today and kickstart your job search.[1] Medical Device Industry Facts - Advanced Medical Technology Association

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Interview & Hiring Guidance Image
development-engineering

Interview & Hiring Guidance

โ€‹5 essential tips for employers, hiring managers, and HR on the hiring process in TechnologyThe interview process, from initial phone call screenings and psychometric testing, to face to face interviews with the hiring manager and onsite tours, can often be a long and laborious process. So it is imperative to keep an interview process streamlined and engaged, to ensure talent doesnโ€™t drop out, and your organization, and yourself is represented best. Here are 5 vital top tips for employers to stick to when interviewing top talent. Be present Showing excitement to prospective candidates provides insights for them into the potential team culture and attitude. Asking them questions about themselves, on their interests, their lives, their careers, as opposed to only technical questions to vet their hard skills, goes a long way in connecting on a human level. Another way to connect is by sharing real life examples of the day to day, positive experiences about the role and team, and details about project work. These are important talking points candidates like to know, and while they understand an interview may be rigorous technically, maintaining the conversational, human aspect is important too. Being engaged may sound simple, but given how much of the interview process is over Zoom/VC/phone these days, it is easy to get distracted and check emails or open windows on your computer. Remaining attentive and interested will bring the best out of the interview process and provide a positive candidate experience. Also important is to be interesting yourself. Be in sell modeMany of the above points are indirect examples of selling your team and role. However, in a more overt way, providing exciting opportunities at present and for future career growth are always on candidatesโ€™ minds and knowing there is more to be excited about than just hands-on skills or what is in the job description on day one makes them buy into the role and organization more. As part of selling the role, explain why you took this position, and what you liked about the company and team. Be relatable to their circumstances and share with them why the position in your team, at your company, is the best move they can make.Another important aspect to highlight here is the culture. Maybe there is more to what makes the role great than just the daily tasks or responsibilities, such as company sports team, lunch clubs, charitable groups, or environmental initiatives. Highlight what else is enjoyable so that candidates are excited about this role, as well as the team and company, aside from the day to day. These days competition for top talent is so tight, that those cultural differences can distinguish you amongst the rest.Be positive Many of the above points translate to this aspect of hiring, but above all, being cordial, professional, and sharing timely feedback all contribute to a positive candidate experience. In some cases, the candidate may not be a good fit culturally, or for your position, but you should still offer them professionalism and positivity in the interview. Remember, they may have colleagues or a network of other experts that could be better suited for your role/team. You want them to have a positive experience to refer people to you, and maintain your companyโ€™s reputation in the market, as well as your own. It's also important to note that many candidates often have other processes in the mix, so if you give them any chances to doubt their experience, they could be more likely to go elsewhere. Be flexible If a professional isnโ€™t the 100% right fit, still ask yourself if there is a place for them in the team or organization, especially if they bring something unique to the company. Keep an open mind when recruiting talent, and consider the future headcount. Potentially you can create a new role for an exceptional candidate, especially if you donโ€™t want to lose someone good to a competitor. See the positives in a candidateโ€™s skillset if they bring enough to the table, and find reasons to say yes, especially in this market. Outside of being flexible with the job description, can you also be flexible with the offer? Offering nuanced benefits, flexible working, and customizing offers to the individual joining can again make the difference between rejecting and accepting. Be decisive The market is still exceptionally hot, so it is vital hiring managers are mindful of how quick an interview process needs to be. โ€œKeeping someone warmโ€ is so important, but if you canโ€™t commit to them you do risk them going in another direction. Therefore, be timely with your feedback, especially if it's positive, to keep the momentum up. If they are at the top of your mind, you should stay at the top of theirs. Try and push approvals quickly as well. This is often bureaucratic but affect whatever influence you can have on an interview or hiring process, and donโ€™t allow things to slow down if you can control it.Finally, be competitive. Donโ€™t allow back and forth negotiations to hinder a process or allow time for other processes to catch up. Put your best, most competitive offer forward so it entices them from the very start. ย To hire the best candidate for your open role, get in touch with Glocommsย today. As a specialist talent partner in Technology, we have access to industry-leading talent around the world. Find the talent you need by submitting your vacancy, or request a call back below to elevate your hiring process with the right talent partner today.

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7 Common Myths About Freelance Work for Tech Professionals and Hiring Managers Image
management & culture

7 Common Myths About Freelance Work for Tech Professionals and Hiring Managers

cloudThe rise of the gig economy has led to an increase in freelance work in the tech industry. Freelancers offer businesses access to specialized skills, increased flexibility, and cost savings. However, despite the benefits, there are still common myths and misconceptions about freelance work that persist among tech professionals and hiring managers. These myths can prevent businesses from taking advantage of the opportunities offered by freelance work, and can also prevent freelancers from finding work. To help businesses and freelancers navigate this changing landscape, it's important to debunk these myths and understand the realities of working in the freelance tech industry.Myth #1: Freelancers are not as qualified as full-time employees. This is a common misconception that persists among some businesses and hiring managers. However, the reality is that many freelancers have more experience and expertise than full-time employees, especially in niche areas. Freelancers often have the flexibility to specialize in certain areas and build up a diverse portfolio of work. Additionally, many freelancers have years of experience working with multiple clients, which gives them exposure to different industries and challenges. As a result, freelancers often have a unique perspective and skillset that can benefit businesses. It's important for businesses to recognize the value that freelancers can bring and to consider them as a viable option for their projects.Myth #2: Freelancers are unreliable. The reality is that freelance workers can often be more reliable than full-time employees. This is because they understand that their reputation is everything, and they are highly motivated to deliver quality work on time. Freelance workers typically work with a diverse range of clients, and they must be able to manage their time effectively to ensure that they meet their deadlines. This often means that they have strict deadlines and communication protocols in place to ensure that they meet their clients' expectations. Additionally, freelance workers are ofte highly adaptable and flexible, which can make them more reliable in dynamic or fast-paced work environments.Myth #3: Freelancers are expensive. This myth is based on the idea that because freelancers are specialized and highly skilled, they charge high rates for their work. While it's true that some freelancers may charge higher rates than full-time employees, it's important to consider the overall cost-benefit analysis of working with a freelancer, especially with the help of a global talent specialist.Working with a talent specialist at Glocomms can help businesses save on the cost of finding and hiring freelancers. We're able to leverage our network and expertise to find freelancers who match businesses' needs and budgets. Additionally, we're able to negotiate rates with freelancers, ensuring that businesses get the best value for their investment.It's important to note that the cost of hiring a freelancer can vary depending on a number of factors, such as the level of expertise required, the length of the project, and the complexity of the work. Myth #4: Freelancers are not committed to the company's goals.It's commonly assumed that because freelancers work on a project basis and are not full-time employees, they may not be as invested in the company's goals and objectives. However, many freelancers take a collaborative approach to projects, working closely with clients to ensure that they understand the company's goals and objectives and can align their work with those goals.Furthermore, many freelancers understand that their reputation is on the line with every project they take on, and they are highly motivated to deliver quality work that reflects positively on their clients. They take pride in delivering work that meets or exceeds their clients' expectations, and understand that their work is a reflection of their skills and abilities.Businesses can ensure that freelancers are aligned with their goals by establishing clear communication channels and expectations from the start. This includes setting expectations for deliverables, timelines, communication, and other project details. By fostering open communication and a collaborative approach to projects, businesses can help freelancers understand their goals and objectives and how their work fits into the larger picture.Myth #5: Freelancers are not interested in building long-term relationships. Actually, many freelancers are interested in building long-term relationships with clients, and they often go above and beyond to ensure they deliver quality work and exceed expectations.Freelancers understand that building long-term relationships with clients can lead to more work opportunities and can help them establish a strong reputation in their industry. As a result, many freelancers take a proactive approach to building relationships with clients, such as following up after projects are completed and offering additional support or services.Additionally, freelancers often have a unique perspective and skill set that can benefit businesses over the long term. By building long-term relationships with freelancers, businesses can tap into this expertise and benefit from a deeper understanding of their industry and market.Myth #6: Freelancers are not available for ongoing work. It's commonly believed that freelancers may not be as accessible or available as full-time employees because they are not physically present in the office. However, with the advent of modern communication tools and remote work becoming more prevalent, freelancers are just as accessible as full-time employees.Many freelancers use video conferencing, messaging platforms, and email to stay in touch with their clients and collaborate on projects. They often have flexible schedules, which can make them available during non-traditional working hours, such as evenings or weekends.Businesses can ensure that they stay in touch with their freelancers by establishing clear communication channels and schedules from the outset. This includes setting expectations for communication methods, availability, and response times. By fostering open communication and regular check-ins, businesses can ensure that freelancers are accessible and available when they need them.In summary, freelancers are just as accessible as full-time employees thanks to modern communication tools and flexible schedules. Myth #7: Freelancers are not as accountable as full-time employees. The reality is that many freelancers have detailed contracts and work agreements in place to ensure clear expectations and accountability. Additionally, freelancers understand the importance of meeting their clients' expectations, as their reputation and future job opportunities depend on it. As a result, freelancers often take a highly professional approach to their work, which can make them highly accountable.Businesses can ensure that freelancers are accountable by establishing clear expectations and deliverables from the outset. This includes setting expectations for deadlines, deliverables, communication, and other project details. By fostering open communication and regular check-ins, businesses can ensure that freelancers are meeting their expectations and delivering quality work.โ€‹Our Freelance ServicesAt Glocomms, we understand the challenges that businesses face in finding the right talent, especially for short-term projects. We offer a range of freelance staffing solutions to help businesses find the right talent for their projects, whether it's for a short-term project or a long-term assignment. We work closely with our clients to understand their unique needs and requirements and then leverage our network and expertise to find the best talent for their projects. If you're looking for top tech talent, request a call back today from the contracts team. We can provide ongoing support to ensure that your project is a success.

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Finding a Company Culture That Fits Image
development-engineering

Finding a Company Culture That Fits

For professionals seeking a new job, itโ€™s often factors like salary, the day-to-day of the role itself, and the company brand that are central to the decision process. But each company has its own culture, customs, and values, even if they arenโ€™t clearly defined, and they actually have more of an influence on your productivity, success, and even earnings than might be immediately clear.โ€ฏThe world of work has undergone some remarkable transformation over the last few years, accelerated by the pandemic and the redefining of our values that it sparked - not to mention the major shift to a candidate-driven job market. As a result, experts have been given the opportunity to rethink whatโ€™s important to them in their day-to-day work life beyond the paycheck or job spec, and in large professional sectors in particular, such as technology and finance, this has positively influenced hiring companiesโ€™ approach to culture and its pivotal role in attracting and retaining top talent, as well as quality of work.โ€ฏA companyโ€™s culture is essentially its personality, and while some may think of it as a buzzword that signifies lunch time yoga or wearing casual clothes to work, it plays a much greater role in how an employee shows up for work every day than any promotion, bonus, or salary could. Thankfully, businesses are catching on, and companies from trendy new start-ups to corporate powerhouses are adapting to the changing needs of professionals, investing more intentionally in developing cultures focused on collaboration, positivity, and flexibility, alongside added perks that are both useful and unusual, giving them an extra competitive edge.โ€ฏBusiness cultures are just as varied as those in societies, and there can be danger in taking a job in a company where there is a cultural disconnect between employer and employee. This can lead to issues down the line as the employee becomes unhappy and the employer is dissatisfied with attitude or performance. When interviewing for a new role, it is therefore imperative that you are conducting your own assessment of their culture and how you would fit into it. Itโ€™s one thing to ask broadly about what their culture is like, but itโ€™s important to come prepared with more specific questions in order to get a deeper sense of what life as an employee there would really be like.โ€ฏThis article will look at what to focus on when assessing the culture of a workplace you are interviewing for, and how to get a realistic impression of the culture by doing some digging yourself before accepting a job offer.โ€ฏLook beyond the free gym passWhen reading about a potential role at a new company, itโ€™s important to look beyond the shiny, eye-catching perks that theyโ€™ll want to tell you all about. While a free gym pass, pizza Fridays, a pool table, and fabulous social events are alluring, (and rightfully so, as they are a sign of a company that wants to reward the hard work of its employees) these are surface level, and your experience in the company will depend much more on deeper cultural traits and values such as flexibility when you need it, a supportive team environment, recognition, and opportunities for growth.โ€ฏWhile some perks are inventive and exciting and can certainly enhance your experience, a cool office space will never compensate for a negative work environment, and your happiness is always more important than a brand name on your CV or a bottle of beer on a Friday. Remember that perks are part of company culture, but not the culture itself, and tt is a company culture that helps businesses pull through times when money for perks isnโ€™t on tap.What is truly important to you?You can work in a beautiful office with tastefully exposed brickwork and a designer chair, but none of this will matter if you hate your job. Approaching your job search having previously assessed what exactly you are seeking from your work life, what your non-negotiables are, and which elements of company culture will have the biggest impact on you, will help you to stay focused and land the role thatโ€™s right for you.โ€ฏWork out what truly motivates you and will support you to be the best version of yourself both professionally and personally, whether itโ€™s flexible working options, a diverse workforce, or a tight-knit team, and see if this is provided by the company you are interviewing for.โ€ฏConsider which environments make you feel productive. How do you best work? Are you seeking more autonomy and the option to work from home? Then you may not be a fit for a company that is heavily focused on collaboration and team socializing.What is the companyโ€™s mission? Its values? Does it have a corporate social responsibility program? A diverse workforce? Pinpoint those core values and see how they align with the messages companies are including on their employee value proposition and materials for professionals. These will inspire commitment and confidence in both your search and in the decision you land on.How to research a company culture as a professionalJust as youโ€™ll want to get a feel for a neighborhood before you buy a house, the same applies when you are searching for a new job. Your actual exposure to a company can be limited within the recruitment process, so we recommend using the following to research a companyโ€™s culture.Do some digging onlineHave a look at employee review sites such as Glassdoor for comments from inside the company on their culture. However, keep in mind that people are potentially more likely to leave a bad review than a good one. This may mean, however, that a company with a slew of great reviews could be a particularly positive sign.See if you have any connections within the company on LinkedIn and get the inside scoop from them. Again, donโ€™t take these viewpoints as gospel, but rather as a building block and a way to get a general idea of employee experience. LinkedIn is also a way to find out the general tenure of people who work there as well as possibilities for progression and development. Good retention and development can be a sign of a positive company culture.โ€ฏBranch out during your interviewWhile an interview is a companyโ€™s chance to determine whether your skills and experience are right for the role, a large part of the decision will come down to character fit, which is essentially another way of determining how you would fit into their culture. Itโ€™s also a two-way street, of course, meaning itโ€™s your opportunity to figure out if their culture is a fit for you, too.โ€ฏA great way to get the answers to this question that you need is to find an opportunity to speak candidly to your interviewer or others you meet within the business. These are likely the people youโ€™ll be interacting with regularly and youโ€™ll want to get a sense of how they communicate, both to you and to each other. Are they excited about the company? Do they seem to get along well? Do you have things in common beyond the professional? These are all factors that contribute to the overall culture and will impact your everyday experience.Be specificAsking a generic question will give you a generic answer, and hiring managers and other people who may be part of your interview process donโ€™t want to hear the same old question interview after interview. Instead, show the company youโ€™re interviewing for that youโ€™re looking for more than to just show up, do the work, and get paid. Youโ€™re an individual with more to offer, and all parties will benefit from a good cultural fit. In addition, itโ€™s not enough for you to take their word that they have a great company culture. Get into specifics and request examples of when company values and culture have led to success or excellent employee wellbeing.โ€ฏFor example, say that you want to work somewhere where personal development is taken seriously, and then ask for an example where a personal development program has helped an employee achieve a promotion or a new qualification. Or if mental health support is important to you, ask about the ways in which the company offers this and whether itโ€™s been well utilized.โ€ฏThese stories and examples will give you a much better impression of how the culture works rather than memorized lines about remote working policies and employee engagement. And on top of that, youโ€™ll get a much better feel for the people behind the job titles, which is half the battle when it comes to understanding where you fit into a companyโ€™s culture.โ€ฏNo matter what position you find yourself in, use these tips to spot the work cultures that will โ€” and will not โ€” work for you. The company you ultimately choose should enable you to flourish rather than wear you (or your well-being) out.

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development-engineering

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.ย Bringing in as many perspectives, working styles and experience as possible to a workplace leads to integration, success and growth to those businesses who dedicate effort into attracting a diverse talent pool.ย 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 resumes after eliminating bias in your job descriptions.ย 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.ย 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.ย โ€‹What is Unconscious Bias?โ€‹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.ย ย Unconscious bias can discourage qualified candidates who feel like a job description is looking for a specific type of person, and are unintentionally excluded.ย โ€‹Are Your Job Titles Inclusive?โ€‹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 โ€˜rockstarโ€™, a โ€˜guruโ€™ or a โ€˜ninjaโ€™? 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 โ€˜ninjaโ€™ in the title. These job titles can also give the (often false) impression of a company dominated by men or entrenched in a โ€˜ladโ€™ culture where others are not welcome.ย โ€‹Ensure your job titles are gender-neutral, avoid discouraging older applicants and are descriptive of what the job entails (e.g. โ€˜Magento Build Project Managerโ€™).โ€‹โ€‹Use Gender-Neutral Pronounsโ€‹This is a fast and effective way of cleaning up your job descriptions, and a simple rule to follow when advertising new roles. Donโ€™t include gender-specific pronouns in your job description. Stick to they/their and you when referring to the candidate. โ€˜S/heโ€™ is also an acceptable replacement for gender-specific pronouns,ย ย This rule also applies to collective nouns. Phrases such as โ€˜guysโ€™ can be easily replaced with โ€˜teamโ€™ or โ€˜folksโ€™.ย โ€‹โ€‹Check For Biased Languageโ€‹This is where judgement can be more complicated.ย 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 โ€˜assertiveโ€™ and โ€˜competitiveโ€™. While women have every ability to be assertive in the workplace, this can also be viewed as loyalty and supportiveness through a โ€˜feminineโ€™ lens.ย This also works the other way. Roles which may be classically applied to by women may include words such as โ€˜bubblyโ€™ or โ€˜nurturingโ€™ to unconsciously encourage female applicants and discourage applications from men.ย โ€‹โ€‹Avoid Presenting A Toxic Work Cultureโ€‹When presenting your work culture, language choices can give applicants the vision of a โ€˜broโ€™ culture of after-work beers, chats about matchday and, in worse case scenarios, sexual harassment. Phrases such as โ€˜work hard, play hardโ€™ and โ€˜banterโ€™ 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.โ€‹โ€‹Consider Your Job Requirementsโ€‹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.ย In general, men are usually much more confident in their suitability for the roles they apply for, even if they donโ€™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.ย Avoid this by outlining only the absolutely essential requirements for the role (such as education levels, years of experience, skills qualifications) followed by general โ€˜desiredโ€™ or โ€˜nice to haveโ€™ 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 โ€˜tickโ€™ to attract a larger and higher quality range of candidates.ย โ€‹The best approach is to create descriptions which use succinct and direct language. Make your descriptions easy to follow, read and digest.ย โ€‹โ€‹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 โ€˜augmented writingโ€™ 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.ย โ€‹โ€‹Want to learn more about diverse recruitment strategies? Contact Our Team

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Why Flexible Working is No Longer a Benefit Image
development-engineering

Why Flexible Working is No Longer a Benefit

โ€‹Flexible working has been a growing trend for many years; with the outbreak of COVID-19, this trend has reached its tipping point.ย ย For many employers, flexible working arrangements have been the only way to handle the unprecedented challenges the pandemic brought about; with 78% of workers now saying they want increased flexibility in their work moving forward, it will be exceptionally difficult for employers to justify denying them it.ย This marks a fundamental change in the way organizations need to think about flexibility.Flexible work is no longer a perkHistorically, flexible work has been seen as a benefit: if it was bestowed upon workers, the assumption was they would be grateful and repay organizations with loyalty.With flexibility increasingly expected to become the norm, this assumption will need to be seriously reassessed.The reality is, flexible working offers a huge range of benefits โ€“ not just for workers, but employers too. It increases productivity, improves job satisfaction and opens the door to a far more diverse group of workers.As more employers observe these benefits and become more flexible in their arrangements, workers will increasingly have the option to jump ship to a different employer who is more flexible if their current employer doesnโ€™t allow it.Even before the pandemic, Aviva found that 22% of UK workers had changed companies or departments to gain greater flexibility.Organizations which claim to be doing workers a โ€˜favorโ€™ by allowing flexible work will now risk alienating workers and sending their talent running to more accommodating organizations.Facilitating flexibilityPerhaps most crucially, organizations which present flexible work as a โ€˜benefitโ€™ will likely miss out on opportunities to empower their workers.According to some sources, as many as 46% of employees feel awkward discussing personal commitments with their employers and a fifth are convinced they would be refused if they asked for more flexibility in their work.This creates an atmosphere where far less flexibility โ€“ and all the benefits that come with it โ€“ is being taken due to structural communication challenges.The knock-on effect is clear: not only do employees not get the kinds of working arrangements they would like, they feel less confidence and trust in their employers.If organizations simply present flexibility as the norm, these difficulties will be mitigated and workplace morale will likely improve considerably.However, it is not enough simply to make clear that workers are allowed more flexibility.New normal, new benefitsBy failing to embrace flexibility, organizations risk overlooking and missing out on a whole new range of benefits which their competitors are offering.Such benefits might include important resources which actually help make flexible working more pleasant, easier or more productive โ€“ from improved digital communication platforms and tech equipment to more flexible holidays, increased individual autonomy or upskilling resources.This will mean that even if two organizations both ostensibly offer equally flexible work arrangements, the organization which has gone out of its way to improve such arrangements will win every time.As workersโ€™ needs to adapt to the post-pandemic landscape,ย organizations must focus on providing real value to their employees and demonstrating a willingness to be forward-thinking; a large part of this must be changing their assumptions about what is a benefit and what is simply a fact of working life.ย VIEW AS PDFโ€‹If you would like assistance in your hiring strategies, don't hesitate to reach out.Contact Us

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