Development & Engineering

Development & Engineering

Glocomms: A specialist Development & Engineering talent partner

โ€‹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.

Weโ€™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, weโ€™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. โ€‹

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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

Experience

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

Network

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

Knowledge

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

At Glocomms, we are dedicated to 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.

Principal Firmware Engineer

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

Negotiable
United States of America
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Lead Automation Test Engineer

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

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

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

US$100000 - US$130000 per annum
Webster
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Glocomms Principal Software Engineer (Python, K8s, AWS)

Summary: A global, multi-billion-dollar private hedge fund is seeking a self-motivated and ambitious Python & Cloud Engineer to contribute to a well-established and mature engineering group in Boston. You will play a vital role in adding DevOps expertise to a Research Systems team. In addition to that, you will make a crucial impact on the firm by directly guiding team members on the best practices for developing in a hybrid environment and supporting production applications. Responsibilities: Collaborating with internal Investment Research clients and other application teams within the Platform Engineering team and Research Systems group Establishing standards and best practices for migrating on-prem deployments to a cloud environment, especially pertaining to high-performance cloud application and service deployments Hands-on work in the delivery of prototypes and project work Building and maintaining relationships with cross-functional leaders and team members, as well as coaching project team members Qualifications: Bachelor's Degree in CS or related 5 YOE in supporting production applications, and object-oriented programming in Python Extensive experience with the infrastructure of Kubernetes clusters 3 YOE in cloud configuration and tuning, as well as building resilient CI/CD pipelines using Git, and containerization technologies Value added (but not required): Master's Degree in CS 3 YOE in UI-oriented programming with TypeScript/React Benefits/Perks: Industry leading compensation and benefits packages A close-knit culture, prioritizing work life balance, professional development, and collaboration and access across all levels of the business If you are interested in the Principal Software Engineer position, don't hesitate to apply!

US$16000 - US$180000 per annum + 20-30% Cash Bonus
Boston
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Principal Software Manager & Architect, Boston

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

Negotiable
Boston
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Senior Software Engineering Manager

Glocomms is partnering with a Fortune 500 innovation company who is a Globally secured Enterprise Solutions operation. Through their widely known international Security technologies, this leading enterprise company makes travel and trade safer and more efficient. My client is looking for a Senior Software Engineering Manager who wants to be a part of a company that pushes the boundaries of possibilities. Responsibilities: Staff management & development, supervising a team of approximately 15-20 people. Coordinate release plan and road map development across multiple products and projects. Manage software development processes using GitHub, Atlassian Jira and Confluence, Sonar Cloud. Qualifications: B.S. in Computer Science, Engineering, or other relevant fields Hands-on experience with Java and/or C++ Strong knowledge of ITS and V2X 3+ years experience in managing a team Nice to have: Experience developing real-time, embedded software. Experience with automation or robotics principles, possibly ROS and ROS2. Basic familiarity with the physics of a moving vehicle, especially as relates to lateral control and steering.

US$150000 - US$165000 per year
McLean
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Backend Engineering Manager (Distributed Systems)

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

US$210000 - US$400000 per annum + Bonus, RSU's
Seattle
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Senior Software Developer

Role: Software Developer Location: New York (hybrid 3 days/week) Client: We're partnered with an elite, world renowned BioTech in NYC looking to bring on software developers to create extensive large-scale scientific systems to aid their research for discovering new drugs in a collaborative environment. Who You Are: Expertise or interest in work-flow engineering/development, high performance data-parallel computing, systems software, ML, large-scale data analysis, etc. Passionate and Innovative learning mindset! Qualifications Bachelor's degree or equivalent experience in Computer Science or related field 7 years of experience Strong Python programming experience Experience in BioTech or related fields Bonus: Master's or PhD in Life Science fields (i.e. Bio-medical engineering, etc.)

Negotiable
Manhattan
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Automation Test Engineer

Glocomms is partnered with a Global Financial Services company being known for their robust clearance and settlement systems for the financial market. This lead enterprise plays a pivotal role in protecting and transforming the Global markets, pioneering new technologies and implementing new solutions. We are looking for an Automation Test Engineer to join this forward-thinking Global corporation. Responsibilities: Prepare, maintain, and implement test cases based on user stories; present results and supervise defects to closure. Review test cases / automation approach with collaborator to ensure comprehensive coverage and acquire feedback. Identify dependencies for environmental and data requirements; handle and maintain environment and data. Qualifications: Minimum of 3 years of related experience. Experience with Selenium Java with good hands-on experience. Extensive experience with testing modern scripting language-based components

Negotiable
Tampa
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Backend Engineering Manager, Content E-Commerce

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

US$210000 - US$400000 per annum + Bonus, RSU's
Seattle
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Principal Product Designer

We have a current opportunity for a Principal Product Designer on a permanent basis. The position will be based in San Francisco. For further information about this position please apply. Responsibilities: Work with cross functional teams including product managers, researchers, content designers, and engineers to contribute to strategic decisions, envision and execute impactful product experiences globally Lead large scale projects from 0-1, managing uncertainty, and ensuring you're shipping meaningful and quality experiences Drive design solutions based on user needs, business goals, and technical constraints for any given project Lead workshops and sprints with cross-functional teams to explore innovative solutions for problems and opportunities identified through research and data. Ability to give and receive feedback on strategic product decisions. Act as a mentor and leader across the team. Experience: 8+ years designing for consumer-facing products across the mobile, web desktops or others Strong in visual design, interaction design, and regularly execute prototypes using tools like Principle, Framer, or Origami to rapidly test and iterate complex interactions and experiences Experience working with design systems (design components, icon, arts, motion, illustration) Great communication skills to be able to articulate your concepts, vision and decision-making Experience working with multiple stakeholders across the org Ability to rapidly iterate and produce multiple concepts Experience with a/b testing and a data driven practice Results oriented and resilient. Ability to fit within a start-up culture which celebrates efficiency and driving impact

US$164000 - US$300000 per year
San Francisco
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Senior Backend Software Engineer- Global E-Commerce Logistics

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

US$150000 - US$200000 per year
Seattle
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Development & Engineering News & Insights

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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Hiring Metrics: Fast Track Your Talent Acquisition Process Image
commercial-services

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, itโ€™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 speedItโ€™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 employerโ€™s brand, but top tier talent wonโ€™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 todayโ€™s top talent having around 3-4 offers on the table, a sluggish and fragmented process can hold companies back from filling roles โ€“ 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, โ€œprofessionals are assessing your business as much as youโ€™re assessing them, so itโ€™s imperative to nail your first impressions right from the get-go.โ€ ย 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, thatโ€™s why itโ€™s crucial to keep hiring policies relevant and tailored to candidates. โ€œRecently, weโ€™ve observed companies adopt the ICCE methodology which can emphasize the capabilities of professionals rather than simply what is displayed on their CVโ€, 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 individualโ€™s ability to learn and apply their knowledge โ€“ often difficult to quantify as it varies from person to person. Character - The second segment is Character; assessing a professionalโ€™s energy levels, their drivers or motivators.Coachability - Coachability looks at how eager an individual is and if theyโ€™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, โ€œby implementing the ICCE model, coupled with fast-tracking hiring, this helps get more buy-in from professionals because youโ€™re dramatically improving the typical recruitment process.โ€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. โ€‹โ€‹

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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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5 Ways to Fast Track Your Talent Process as a Tech Firm Image
Management Advice

5 Ways to Fast Track Your Talent Process as a Tech Firm

1. ALIGN EXPECTATIONS โ€‹Tell your talent partner what you want. At Glocomms we often say that the close is at the start โ€“ 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.โ€‹2. THE NEED FOR SPEED โ€‹Donโ€™t drag your heels - Top talent simply wonโ€™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.โ€‹3. ITโ€™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 personโ€™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. โ€‹BE OPEN TO TALENTEven if youโ€™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.โ€‹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.โ€‹Looking to elevate your talent strategy?Get in touch with the team today. +44 20 3758 8860 europe@glocomms.com

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How To Avoid Bias In Job Descriptions Image
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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