Development & Engineering

Development & Engineering

Glocomms: A specialist Development & Engineering talent partner

​The future of Development & Engineering is filled with exciting possibilities and potential for both job seekers and businesses looking to hire. With advancements in technology, the need for engineers and developers is only increasing, creating a wealth of opportunities for both job seekers and those looking to hire.

At Glocomms, we specialize in connecting businesses with top-tier development and engineering talent on a permanent or freelance basis. Our experienced consultants have a deep understanding of the tech engineering industry and can help you find the perfect candidate to meet your specific needs. Whether you're looking for a permanent employee with expertise in software development, data engineering, or infrastructure engineering, or a freelancer to help with a short-term project, we can help you find the right fit quickly and efficiently.

We’re proud to be at the forefront of the development & engineering recruitment process, helping to make the future of this industry brighter and brighter. With our dedicated team of professionals, we’ll provide you with the support you need to find the perfect job or candidate. Let us help you unlock the potential of the future of Development & Engineering. ​

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

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Benefits of working with us

Our Development & Engineering 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


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


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


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 Development & Engineering 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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Development & Engineering Jobs

As technology continues to advance rapidly, there will be an increasing demand for skilled 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 global Development & Engineering careers we are currently recruiting for here at Glocomms.

Associate Database Admin | Hedge Fund | Boston, MA | Hybrid

Are you prepared to be part of an elite financial powerhouse, driven by quantitative expertise and a technology-forward approach, with a remarkable $170 billion in assets under management (AUM)? My client's is committed to developing to cutting-edge financial strategies and groundbreaking technology sets them apart as a leader in the field, while their dedication to greenfield development fuels their drive for continuous innovation. Join their in Boston, where we redefine the landscape of asset management. They are actively searching for an Associate Database Admin of exceptional skill and experience to integrate into their dynamic team. As an Associate Database Admin, your role will be pivotal in upholding and extending their data infrastructure. Your expertise will ensure uninterrupted operations and facilitate strategic enhancements, driving us closer to our ambitious goals. Responsibilities: Investigate, design, and implement solutions to enhance our data platforms. Automate processes, aligning with our existing infrastructure using tools like PowerShell, Python, and Ansible. Provide cross-training to other operations engineers as required. Provide technical leadership and mentorship to the data engineering team, guiding them in best practices, architectural decisions, and efficient implementation. Architect, design, and develop high-performance and scalable data platforms, ensuring data integrity, security, and reliability. Utilize your proficiency in Python to create data processing pipelines, data integration solutions, and automation tools. Integrate data platforms with Power BI to provide insightful data visualizations and reports for business stakeholders. Qualifications: Bachelor's or Master's degree in Computer Science, Data Engineering, or a related field. 3+ years of relevant experience in implementing and managing SQL Server installations. Expert-level understanding of disaster recovery, high availability, query performance, indexing, compression, remote queries, and engine functionality. Familiarity with data virtualization, specifically Delphix. Proficiency in Microsoft technologies such as Windows, Windows Server, Active Directory, and Kerberos Authentication. Experience with troubleshooting tools like SQL Sentry or similar diagnostic tools, DMVs, tracing, and extended events. Ability to work independently, prioritize competing issues effectively, and bring assigned tasks to resolution or escalate as needed. Excellent communication skills, fostering relationships within and across teams, building trust amongst peers through strong job performance. Plus: Experience with AWS, particularly RDS Postgres, Athena, S3, Lambda, and Step Functions. Knowledge of GitLab pipelines, Ansible Tower, Terraform, PowerShell, and Python would be advantageous. Apply your expertise to help my client push the boundaries of data engineering and create innovative solutions in a collaborative and vibrant environment. Don't miss this opportunity to make a real impact with cutting-edge technologies!

US$120000 - US$150000 per annum

Telecoms Project Manager

Role: Telecom Project Manager Location: South Paris (Massy) Duration: Long duration TJM: 400 - 600€ p/day Start: ASAP Work Type: Hybrid - 2 days remote p/w Customer Our customer is an IT and communications services company and Global Integrator of communications products and services for multinational corporations, that helps companies collaborate, operate, and engage with customers. Overview Private Mobile Radio Program (PMR or MPN/ Mobile private Network) integration in France. In this capacity, you recruit and supervise a high-performance team made up of project managers, architects, Pre-Sales engineers and Production engineers (Core network / Radio / System / OSS, 4G, 5G). Role: Planning and estimation of project man-day loads Contract management, global planning and critical path management, Coordination of different teams and/or external service providers Ensure the production of deliverables and organize the recipe, Management of budgetary progress, Management of project governance bodies (project monitoring, technical workshops, Copil), Animation of operational committee meetings and participation in steering committees Project Experience : Experience managing Core network / Radio/ PMR / OSS, 4G, 5G projects Techstack : (tools likely to use) Windows 10, MS Project, SharePoint, Visio, O365, Agresso, ODIS Contact Me ryan.peltz(@) +44 207 019 4108

€400 - €600 per day

Director of Audio Visual Services

I'm currently working with a leading global provider of commercial and residential real estate information, analytics, and online marketplaces to hire a Director of Audio Visual Services. This is a unique opportunity for someone who is ready to step up in their career, with global responsibility developing and leading Audio Visual and Telecom technologies for the client globally! The right individual should have experience building out conference room technology end-to-end and great attention to detail. Our client is expanding their market presence at an impressive rate, and understandably need AV and telecom systems running smoothly across every office worldwide. Compensation will range from 160K -220K base with a 20% bonus (potential for higher base dependent on candidate interviews and expertise). The role sits out of Washington DC with a hybrid work arrangement (days onsite dependent on needs at various times). Qualifications: Bachelor's Degree required from an accredited, not for profit university or college. A track record of commitment to prior employers. 15+ years of experience in the AV space/industry. 5+ years of experience managing AV Engineers deploying high end video conferencing solutions, AV display technologies, 5,000+ person all hands meetings, etc. 5+ years of experience with hybrid/cloud telephony solutions that incorporate Five9 or Genesys solutions. 8+ years building internal teams to configure and manage all relevant technology. 3+ years implementing and troubleshooting conference room audio solutions. If this opportunity sounds like a fit for you, please apply now!

US$160000 - US$220000 per year

Senior Embedded Software Engineer

We're currently partnered with a leading medical device manufacturing company that has a history of innovation and excellence in their products. They're globally established and improving people's lives in over 100 countries, and looking for a talented and motivated Senior Embedded Software Engineer to join the team! Responsibilities: Developing state-of-the-art software for embedded systems based on requirements and specifications. Designing and implementing software architectures that optimize performance, reliability, and scalability of embedded systems. Creating user-friendly and technically accurate software documentation. Testing and debugging software to ensure that our systems meet the highest standards of quality and functionality. Preferred Qualifications: 4+ developing embedded software for medical devices Expertise in C programming for embedded microcontrollers (ST, NXP, STM32, Kinetis, or similar) Knowledge of C++ (preferred) Experience in designing and developing applications using real-time operating systems and multi-threading Experience with CAN and Ethernet protocols Experience in waveform generation, transducer signal sampling, motor control, and other electromechanical techniques Understanding of electronic circuitry (SPI, UART, I2C, ADCs, and DACs) Experience using Git and Azure DevOps and Python for scripting

US$110000 - US$140000 per year
United States of America

Staff Product Security Engineer, Mobile Platforms (Bay Area)

A pre-IPO software company is looking to expand it's Product Security - Mobile Platforms team! They are looking for a Staff Product Security Engineer with experience in mobile applications or other software applications with significant web exposure. This position is for a Staff-Level engineer who will be hands-on developing (60%), while doing architecture, advising management, leading and mentoring other engineers. This role has no permanent direct reports, but will oversee contractors and offshore resources on certain projects. The location for this role is the San Francisco Bay Area (2 choices of office location), and will require a hybrid work schedule. There may be relocation assistance provided upon an offer. This company can sponsor visas for this role. REQUIRED SKILLS: 10+ years' experience in Security Engineering or Software Development Hands-on coding with Python, C/C++, Java or Go. Extensive knowledge of product/application security, including secure code review and threat modeling. Prior experience in a cloud-native environment, private cloud is a plus. Very strong knowledge of GRC regulatory requirements relating to new software product launches, including SOC2, ISO 27001, PCI-DSS, and NIST Secured products shipped to market at enterprise scale successfully Prior experience managing or mentoring junior engineers If you are interested in learning more or being considered for this opportunity, please apply to the ad!

US$225000 - US$355000 per year + 20-30% ann. bonus + stock
San Francisco

Sr. Product Security Engineer, Mobile Platforms (NYC)

A pre-IPO software company is looking to expand it's Product Security - Mobile Platforms team! They are looking for a Senior Product Security Engineer with experience in mobile applications or other software applications with significant web exposure. This position is for a Senior-Level engineer who will be hands-on for most of the day, while advising management and mentoring junior engineers at times. This role has no direct reports. The location for this role is New York City, or possibly Washington DC, and will require a hybrid work schedule. Local candidates are preferred for this role due to urgency, yet there may be relocation assistance provided upon an offer. This company cannot sponsor visas for this role. REQUIRED SKILLS: 5+ years' experience in Security Engineering or Software Development Hands-on coding with Python, C/C++, Java or Go Extensive knowledge of product/application security, including secure code review, threat modeling, SAST/DAST scanning, penetration testing, and vulnerability management. Prior experience in a cloud-native environment, private cloud is a plus. Knowledge of GRC regulatory requirements relating to new software product launches, including SOC2, ISO 27001, PCI-DSS, and NIST ADDITIONAL SKILLS: Development with Javascript, .Net, Ruby, iOS Objective C, or Kotlin Secured products shipped to market at enterprise scale successfully If you are interested in learning more or being considered for this opportunity, please apply to the ad!

US$190000 - US$265000 per year + 20% ann. bonus & stock
New York

Lead Pentester (FinTech)

A Global FinTech company is looking to bring on a Penetration Testing and Application Security SME to be the Lead Pentester for the organization. There are over 800 developers building web applications and websites, and all of these varied applications must be scanned, tested, and remediated for security vulnerabilities. This will require a strong technical background in securing applications in the development and production stages, prior work with a range of scanning techniques and tools, and a working partnership with different stakeholders in Product, Quality and Security. Compensation is open to market rate and negotiation to bring the right person on board. The role is based in multiple locations in Virginia and will require a hybrid work schedule. There may be relocation assistance provided upon an offer. REQUIRED SKILLS: 6+ years' experience in Software Engineering or Cybersecurity Experience coding in C#, C/C++, Java, Go or Python Expertise in multiple security testing techniques and tools (SAST/DAST/IAST/SCA/Credential) Security automation in CI/CD pipelines Prior work securing web applications Ability and desire to work with multiple teams and stakeholders Must be able to wear multiple hats, and find solutions for different teams and applications in a multi-tenant environment. ADDITIONAL SKILLS: CISSP and/or Penetration Testing Certifications strongly preferred. If you are interested in learning more or being considered for this opportunity, please apply to the ad!


Senior Software Development Engineer

As a Software Development Engineer in the data platform team, you will have the opportunity to build, optimize and grow one of the largest data platforms in the world. You'll have the opportunity to gain hands-on experience on all kinds of systems in the data platform ecosystem. Your work will have a direct and huge impact on the company's core products as well as hundreds of millions of users. Responsibilities - What You'll Do * Design and build data transformations efficiently and reliably for different purposes (e.g. reporting, growth analysis, multi-dimensional analysis) * Design and implement reliable, scalable, robust and extensible big data systems that support core products and business * Establish solid design and best engineering practice for engineers as well as non-technical people. Qualification * BS/MS from a quantitative field of study (CS, STEM, etc) * Experience in API, backend, and data services development * Experience in Big Data stack(Hadoop, M/R, Hive, Spark, Metastore, Presto, Flume, Kafka, ClickHouse, Flink etc.) * Experience with ETL (Extraction, Transformation & Loading) or ELT, and architecting data systems * Ability to ship code in Java, Python and SQL. * Solid communication and collaboration skills

US$187000 - US$280000 per year
San Jose

Salesforce Commerce Cloud Support Engineer

I am working with a globally renowned retailer who have built a dynamic and innovative e-commerce solution on Salesforce Commerce Cloud. They are seeking a skilled Salesforce Commerce Cloud Support Engineer to join their talented team and support them with issues in production. Job Description: As a Salesforce Commerce Cloud Support Engineer, you will play a crucial role in ensuring the success and stability of our clients' e-commerce platforms. You will be responsible for providing technical support, troubleshooting, and resolving issues related to Salesforce Commerce Cloud. This role requires a deep understanding of e-commerce, Salesforce Commerce Cloud, and excellent problem-solving skills. Responsibilities: Provide technical support and assistance regarding issues in production Troubleshoot and resolve technical issues, including system errors, performance problems, and integration challenges. Collaborate with cross-functional teams, including developers and project managers, to address and resolve client issues promptly. Assist in the configuration, customisation, and deployment of Salesforce Commerce Cloud solutions. Conduct thorough analysis of client requirements to ensure effective problem-solving. Document support requests, solutions, and best practices for knowledge sharing. Participate in on-call rotation for urgent support requests (if applicable). Skills: Proven experience working with Salesforce Commerce Cloud Proficiency in JavaScript, HTML, CSS, and other web technologies. Experience with debugging tools and techniques. Experience with Tag Manager Systems is ideal Previous experience with integration of payment or OMS flows Salesforce Commerce Cloud Developer certification is a plus. French and English Conditions: Start date: October Freelance or CDI: Freelance to CDI also known as temporary-to-permanent Duration: 12 months freelance with option to convert to CDI Location: 2 days onsite in Paris; 3 days remote Hours: Fulltime 40 per week If this could be interesting please apply now, and I will be happy to connect you with my customer for an interview.


I&C Automation Engineer

One of Glocomms' largest customers are searching for 2 Automation Engineers to join them on a long-term, freelance assignment. Summary: Role - I&C Automation Engineer Location - Centre-val de Loire (3 days on site, 2 days remote) Duration - 12 months x 3 Start - ASAP Responsibilities: Prepare the installation of automated systems as part of the capacity expansion project. Prepare the URS, carry out design reviews with suppliers in collaboration with the process. Deploy the group's IT strategy and security policy on new equipment. As part of continuous improvement, propose solutions to technical problems encountered. Review the technical documentation associated with IT/OT industrial solutions (functional specifications, design specifications, etc.). Write, review and execute protocols, test plans and qualification/validation reports. You have the knowledge and experience of Siemens or Rockwell systems, or equivalent automation systems is an advantage. You also have a great passion for automation solutions and a natural curiosity for new technologies. Fluency in written and oral English If you are interested in learning more about this position, please send a copy of your resume

Centre-Val de Loire

Senior Software Engineer

Glocomms is working with the Global leading digital technology provider for enhancing oil & gas production, transportation and real-time emission in a safe, sustainable manor. They are looking for a Senior Software Engineer to join their growing engineering team. Responsibilities: Work with Product owners and Digital team's to develop their new consumer facing applications and distributed processing systems Provide leadership and mentoring to junior engineers Design and implement shift features in their tech stack Qualifications: 7+ years of Software Engineering experience 5+ years of working with .Net Experience working in cloud enviorments such as Azure or AWS Knowledge of Entity frameworks and IoT Bonus: SQL or MongoDB experience Experience in the Oil & Gas industry or Energy Utility space If you are interested please don't wait and apply now!

US$115000 - US$125000 per year + Annual bonus and 401k match

Physical Security Engineer, EMEA

Physical Security Engineer, EMEA Location: London UK or Dublin Ireland Glocomms are partnered with a global tech media firm in the search for a Physical Security System Engineer to join the business on a full-time basis focusing on utilising systematic tools to support physical security management and secure the businesses operations globally. Key responsibilities: Maintain stable operation of security systems such as IDS, VMS, CCTS, and ACS. Manage the implementation, troubleshooting, development, and function optimization of security systems. Create and establish integration between security systems and IT platforms. Gather requirements and manage software development life cycle. Conduct system data analysis and support training of new tools and software. Qualifications: 5+ years of relevant IT experience with an educational background in computer science or similar major. Experience designing, building, and maintaining distributed software systems as well as physical security hardware, software, and network applications. Hands on experience with Lenel and/or Avigilon related software and hardware. Understanding of data-driven application architecture and network services. Familiarity with scripting languages such as Java, Python, or C#, database and application development, management, and maintenance. Familiarity with scripting languages for task automation. Nice to have: Experience with encryption technologies such as RSA, AES, PKI. Experience with developing, deploying, and testing web app programming interface services.

£60000 - £102000 per year

Development & Engineering News & Insights

Interview & Hiring Guidance Image

Interview & Hiring Guidance

​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 doesn’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 candidates’ 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 company’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 isn’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 don’t want to lose someone good to a competitor. See the positives in a candidate’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. “Keeping someone warm” is so important, but if you can’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 don’t allow things to slow down if you can control it.Finally, be competitive. Don’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.  To hire the best candidate for your open role, get in touch with Glocomms 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

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.​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.v 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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Hiring Metrics: Fast Track Your Talent Acquisition Process Image

Hiring Metrics: Fast Track Your Talent Acquisition Process

Today, many organizations across all sectors are falling short at the first hurdle to secure business-critical talent. Whilst the reasons may be nuanced and depend on several variables, it’s largely due to the time it takes to hire.We sat down with Paul Norman, Managing Director at Glocomms, to discuss actionable strategies for business leaders and jobseekers alike on how to increase talent acquisition efficiency and the important talent acquisition metrics you should be tracking.The need for speedIt’s crucial to have a clear and defined talent acquisition strategy; why not cast a critical eye over your current hiring policy to identify any bottlenecks? If an organization is dragging their heels or getting too many people involved in the hiring process, not only might this negatively impact an employer’s brand, but top tier talent won’t wait around. Most companies promise a 3-5 step process, which is the industry standard, however this typically evolves into 7 rounds. By cutting out the inefficiencies and including hiring managers, HR personnel, and other team members in one round, this can help streamline talent acquisition processes and free up space to measure personal fit.The case for a positive candidate experienceWith today’s top talent having around 3-4 offers on the table, a sluggish and fragmented process can hold companies back from filling roles – resulting in an exponential rise in costs and workforce productivity plummeting. The hiring stage is the first touch point for tech talent to gain a real glimpse into a prospective company and as Paul Norman states, “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.”  From providing clear feedback, honest communication, to putting a date in the diary at each interview stage, not only can this empower candidates and move things quickly forward, but it will give you a competitive advantage in an oversaturated market.ICCE methodologyTop-performers can be off the market in the blink of an eye, that’s why it’s crucial to keep hiring policies relevant and tailored to candidates. “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”, comments Paul Norman. 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 highlights, “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 VC backed, early series A-B startups, to global giants, which means that we benefit from having an industry-leading portfolio spanning multiple sectors, worldwide. We have full visibility of the market so we know exactly what our competitors are doing and what recruitment strategies professionals across different verticals have in place; we have all the inside intel available at your disposal to help boost your talent acquisition efficiency and define the hiring metrics that are important to you. Looking to elevate your talent acquisition strategies or wondering how to navigate the complex hiring process? Request a call back and one of our talent specialists will be in touch to discuss more about the key talent acquisition metrics and strategies you should be taking into account. ​​

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Finding a company culture that fits    Image

Finding a company culture that fits  

For professionals seeking a new job, it’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 aren’t clearly defined, and they actually have more of an influence on your productivity, success, and even earnings than might be immediately clear. The 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 what’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 companies’ approach to culture and its pivotal role in attracting and retaining top talent, as well as quality of work. A company’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. Business 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. It’s one thing to ask broadly about what their culture is like, but it’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. This 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. Look beyond the free gym passWhen reading about a potential role at a new company, it’s important to look beyond the shiny, eye-catching perks that they’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. While 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 isn’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 that’s right for you. Work out what truly motivates you and will support you to be the best version of yourself both professionally and personally, whether it’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. Consider 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 company’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 you’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 company’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, don’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. Branch out during your interviewWhile an interview is a company’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. It’s also a two-way street, of course, meaning it’s your opportunity to figure out if their culture is a fit for you, too. A 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 you’ll be interacting with regularly and you’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 don’t want to hear the same old question interview after interview. Instead, show the company you’re interviewing for that you’re looking for more than to just show up, do the work, and get paid. You’re an individual with more to offer, and all parties will benefit from a good cultural fit. In addition, it’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. For 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 it’s been well utilized. These 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, you’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 company’s culture. No matter what position you find yourself in, use these tips to spot the work cultures that will — and will not — 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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5 ways to fast track your talent process as a tech firm

1. ALIGN EXPECTATIONS ​Tell your talent partner what you want. At Glocomms we often say that the close is at the start – in other words we manage tech professionals expectations from the very beginning and make sure they align with the role, which is why it is really important businesses know what they want.​2. THE NEED FOR SPEED ​Don’t drag your heels - Top talent simply won’t wait around. Cut out inefficiencies, include putting hiring managers and HR in one round to decrease the number of interviews for example, and streamline processes to free up time and space to measure personal fit.​3. IT’S ALL ABOUT RELATIONSHIPSBeing able to access and communicate with hiring managers from the very start makes such a difference because it is a great way to show those interviewing what the culture and team are really like. Be transparent, be human, and demonstrate what positive relationships look like.4. DISCOVERY TIMEA discovery call, or a live role play often allows organisations to really explore a person’s proof points on their CV and dig into those achievements. It allows businesses to assess an individual, and stops both parties wasting time as they are open and honest with what they have done and need.5. ​BE OPEN TO TALENTEven if you’re not looking right now, the best talent tends to be passive, meaning when a good talent partner spots top tier tech professionals, they should be telling you about them immediately, instead of holding off until you have a job spec signed off. Consider the best talent, always.​At Glocomms, we partner with VC backed, early series A-B, to global giants, which means we benefit from an industry-leading portfolio spanning multiple sectors worldwide. With full visibility of the market, we know what competitors are doing and what tech professionals across different verticals really want, so we truly have the inside intel to help you boost your talent processes.​Looking to elevate your talent strategy?Get in touch with the team today. +44 20 3758 8860

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How To Avoid Bias In Job Descriptions Image

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 experience 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 resumes 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 job 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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Why Flexible Working is No Longer a Benefit

​Flexible working has been a growing trend for many years; with the outbreak of COVID-19, this trend has reached its tipping point.  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. 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 – 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 doesn’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 ‘favor’ 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 ‘benefit’ 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 – and all the benefits that come with it – 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 – 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 workers’ needs to adapt to the post-pandemic landscape, 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. VIEW AS PDF​If you would like assistance in your hiring strategies, don't hesitate to reach out.Contact Us

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