Aaron Green

Elixir & Erlang Hiring Managers!! I’m looking to speak with clients with live roles that require on-site presence, how is your hiring coming along?? Drop me a message if you have some free time #elixir #erlang

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⛔ The recruitment system is broken. ⛔ Just had a look at the number of applicants we have received over the last 5 days at Cognify Search... 962!! This week we have submitted over 30 data candidates to our clients. Only one of these candidates have come from our adverts (admittedly we sill have around 1/3 to review).. ⛔ Easy apply is creating too much noise! ⛔ Much of the noise comes from candidates who have very few of the skills required ⛔ Most are not based in the UK ⛔ Many companies only accept candidates who are British Citizen, have ILR or Settled status. ⛔ There is a disconnect between candidates and hiring companies in terms of remote and hybrid working. ⛔ Data is becoming more silo'd, companies are looking for a specialist within a specialist.

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Have you wondered what Recruitment Agencies actually do? Well I am here to answer some glaring questions in the new blog. I cover: ✨ What tech recruitment agencies do ✨ How tech recruitment agencies work for jobseekers and employees ✨ How do agencies get paid ✨ Do jobseekers earn less if placed by an agency ✨ What happens to your data 🔗 Check it out and let me know what you think: https://lnkd.in/eqYCGcSZ Happy reading! ____________________________________ Whether you're hiring or looking for new opportunities, navigating the job market can be like herding cats—follow me (Cathy) for tips that make it slightly less chaotic! 🐱 #TechRecruitment #JobSeekers #Employers #Vantage #RecruitmentAgency #Hiring

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For businesses that face significant skills gap in direct applicants, but “don't use recruiters or agencies!!!!” I genuinely wonder why? Most agencies operate on a contingency basis—meaning you don’t pay anything until you hire someone. Considering the long-term revenue loss from hiring the wrong candidates (picking the best of a bad bunch) or, worse, not hiring at all - forcing you to lean heavily on existing staff, leading to burnout and further internal issues & ultimately - revenue loss. Why not work with a market specialist to access a high-quality candidate pool? If they don’t deliver a strong candidate, you pay nothing. If they don't provide a candidate strong enough to hire, you don't part with a penny. Is this not a perfect 'no win, no fee' model? Genuinely curious as to why businesses continue to flog a dead horse by posting ads on Indeed and seeing a complete mismatch in applicants. Is it a lack of awareness about fees? Is it ignorance? Is it rooted in greed? Is there an inherent dislike of recruiters and agencies? Let’s hear your thoughts! #recruitment #techrecruitment #agencyrecruitment #hiring #techjobs #azure #cybersecurityjobs #cybersecurity #monday

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Hello to my network 👋 To all my DevOps, Cloud & Mobile Engineers... when was the last time you reviewed your CV? CVs get you through the door and into an interview, they represent you before a hiring manager knows who you really are as a person. I don't believe that CVs are the only thing that hiring managers should be taking into consideration however, they are the initial point of contact and are therefore, super important to get right. Tech role CVs are different to most as hiring managers are very focused on Tech stack and certifications BUT they still have to feature all the important information in a concise and informative way. I believe the best layout of your CV should be 1. Your full tech stack (as this is what hiring managers want to be able to see straight away) 2. Your key skills listed in a concise way and based on your relevant recent projects. 3. Your relevant certifications. 4. Your work experience 5 . Your education. 6. A short summary of your interests. (Gives a bit of your personality). I am always happy to review peoples CVs if they are looking for a new job and want some help. Feel free to reach out! #devopsjobs #cloudjobs #mobilejobs #CVreview

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"Why should we outsource recruitment? Can't our TA team handle it?" I think... Internal TA teams are experts in understanding the company culture. Bu when it comes to scaling quickly or hiring niche roles, it's impossible to throw every role at them and expect them to fill it. Sometimes you need extra hands. Partnering with external recruiters who can tap into wider networks is valuable. If you're looking for embedded talent - ping me a message

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Top tips to headhunt top quality Tech candidates & win new clients 💡 There's no surprise within the last 12 months tech recruitment has took a massive hit and people have had to adapt. There's many different methods on how to headhunt talent & new clients within this market, so having watched Piers Morgan last night thought I'd share some top tips from a leading specialist in UK... ➡️ Have 6 emails for different candidates & prospects ➡️ Have 4 mobiles (x4 points of contact for clients & candidates) ➡️ Photographic memory and never need to take notes ➡️ Avoid answering/listening to questions correctly by being the one who is talking too much on client & candidate calls All jokes aside 😂 this isn't how to go about things in the right way! More to share recruitment does get bad rep for a small minority of agencies out there with what feels like similar approaches. You want to partner with specialist tech consultants like us at Maxwell Bond® who put people first and ethically do the right thing, so get in touch today if you're looking for Cloud, DevOps or Data jobs or talent📞

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🚨Special (and limited) offer… … (I build awesome suspense right?) … … (one more for the road) Ok, that gimmick has worn itself out, but this offer hasn’t… I’m offering 3 Freelance Tech Recruiters the opportunity to: ✅ Buy my course ‘Tech Recruiter Fundamentals’ for 1/2 price… ✅ Get 3 coaching sessions (1-2-1) for free alongside it… Or, if you’d prefer numbers… ✅ Buy my course for £250 (normally £500) ✅ Get 3 coaching sessions for free (normally £300) ————————— Why offer this? Same reason as last week… i.e. the ‘free course’ offer… Last year, I got laid off and lacked direction… My network was AMAZING and helped… The market is still tough out there… So I want to help if I can… Simple as that! 🤷‍♂️ ————————— This is a limited offer, so if you’re interested then send me a DM 📥 #techrecruitment  #recruitment  #onlinecourse #personaldevelopment #training

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If I were a Head of Talent Acquisition, here are the 8 tactics I’d develop asap; - Weaponised candidate experience - Leadership Personal Branding - Guerilla employer branding - Content Library (Ungated) - Pipeline, pipeline, pipeline - Talent Market Research - Show under the hood - Talent Communities HR and Talent peeps, what strategies are you focusing on for 2024?

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***NEW WEBSITE ALERT*** If you still aren't sure what Montash are up to, then I've got a treat in store for you. Presenting our all new and improved website, where you can gain access to all the Montash insider info, including live jobs!!

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Looking to get ahead of the curve when hiring tech talent in the UK in 2024? We polled 500 tech workers across the UK and found that: 𝗧𝗵𝗲 𝗼𝗳𝗳𝗶𝗰𝗲 𝗶𝘀 𝗯𝗮𝗰𝗸 👉 Most employees want a 50/50 hybrid working arrangement. 𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝘄𝗶𝗻𝘀 👉 More than a third of workers rated a flexible working policy as the most important benefit 𝗥𝗲𝗽𝘂𝘁𝗮𝘁𝗶𝗼𝗻 𝗺𝗮𝘁𝘁𝗲𝗿𝘀 👉 31% of respondents say a company’s reputation greatly affects their decision to apply. Looking for more insights? Our report is FREE to download and jam packed with more information. You can find it here: https://lnkd.in/eTg23d9N #techrecruitment #hiring #recruitment

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WANT TO HIRE GREAT PEOPLE INTO YOUR TECH TEAM BUT FIND YOUR RECRUITERS MISS THE MARK? Ask yourself a few questions: - How closely do you work with your recruiters? Do you keep them at arms length or do you really bring them close so that they understand you and your business? Do you scrutinise your recruitment partners in the same manner you'd pick a vendor for tech service? If people are a businesses most valuable asset, surely you'd properly qualify any potential recruiter to supply your staff I mean, you'd have a pretty extensive list of 'must haves' if selecting a Systems Integrator or IT Consultancy to work with And you'd expect to dig deeper beyond glossy brochures and sales-pitches to look for evidence of results and a level of knowledge So how come so many firms don't do the same when picking recruitment partners? If you're not building close working partnerships with your recruiters, who you have carefully selected, who's advice you genuinely value Then there is a reason why you're struggling to hire!

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I love this 👇🏼 I've never quite understood the animosity between agencies and in-house recruiters—when we collaborate, it’s pure magic! ✨💫 The notion that we’re in competition feels outdated. For example, our in-house marketing teams work with specialized SEO agencies to bring in a unique skill set. It’s the same with recruitment—agencies and in-house teams should complement each other perfectly, and it highlights the value of using specialist agencies to meet specific hiring needs. It's time to ditch the 'dog-eat-dog' mentality in hiring and start working together to enhance not only the candidate experience, but avoid costly hiring mistakes!

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Looking for a new role. Are you aware of the 'hidden jobs market'? A couple of years ago, when the tech hiring market was white hot Many advertising platforms favoured by tech recruitment firms significantly hiked their prices Ironic, given their increasingly diminishing returns, but there you go Loads of firms have stopped using them now Both agency & in-house recruiters are also nurturing heavy talent pipelines, with many experienced recruiters also having historically deep networks as well So many recruiters will have roles on, that you'll never see advertised - the hidden jobs market So be prepared to network; be prepared to pick-up the phone and have Zoom calls And keep yourself front-of-mind with the right people

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How can YOU can secure that offer and blow your interviewers away 🌬 This is a candidate my team and I recently placed, everything came together so well, and what made him a shining star of a candidate is: 👉 He really loved the company and did the research, DO YOUR RESEARCH, go above and beyond. Not only will this be good for your interview but it will also give you more knowledge on the industry you're in and may be useful for any other interviews you may have in the future. 👉 He over-prepared for every interview! Made sure he familiarised himself with anything he didn't know on the job spec. This is an important one because it shows so much interest and that the candidate really put in effort. 👉 He asked the right questions, he practised and prepared questions that helped him understand the role and impressed the interviewers. 👉 His interviewer asked him, "What can you tell me to make me remember you?" and he replied with a quote that he lives by, which was an amazing answer. So, make sure you are prepped and ready for your interviews. It will only work in your favour and benefit you!!!

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🙌✨ LET’S TALK TALENT ✨🙌 Episode 1 - All Things Retention. As Recruiters, we have a tendency to advise on how to source the best talent, but there’s a lack of advice around how to keep your team happy. Retention in the tech world is more important than ever. If you fail to retain and empower your existing team, they will move on to another company. This will cost you and your team TONS of time, money and effort - and you’ll feel like you’re constantly spinning on a hamster wheel. It’s time to break the cycle and start investing in your existing team. Growth is GREAT! But, when you’re constantly hiring just to replace existing roles, that’s where moral starts to slip. In this episode, I cover… WHAT retention actually is. WHY retention is so important for you and your team. HOW you can retain your tech talent for longer. Don’t be afraid to comment your thoughts, message me some feedback, like, share, etc… (I’m new to this) 🙏😇 And if you like it, you’re in luck. Episode 2 is coming soon! 👀 #newpodcast #podcastepisode #podcast #techpodcast #tech #digital #retention

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Drowning in CVs? Outsource your recruitment to us and get back to your day job! This job market is interesting, there are a plethora of amazing candidates applying to your roles. However this huge volume of applications that businesses are receiving can feel overwhelming, and can also be damaging to your company brand if you are ghosting most of those applicants. That’s where I come in. talent co:lab is recruitment re-imagined with unbundled and on-demand recruitment services tailored to what you need support with most. Perhaps you need help with talent attraction, perhaps all that applicant screening is giving you a headache, or you need support taking care of the heavy admin burden of recruitment. Whatever it is, we offer bespoke services that will allow your business to get ahead by giving you the ability to act quickly with the best candidates. Let’s take the stress out of your recruitment process, allow you to take back your time and focus on what really matters – growing your business! 📈 Drop me a message or visit www.talentcolab.co.nz to see how we can help your business thrive with our bespoke recruitment support. #outsourcedrecruitment #bespokerecruitmentsolutions #boutiquerecruiter #nzsme

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Morning sunshine popping through the window today (and some super crazy hair by the looks of things!!!) 😏 Ready for another day of supporting my clients to find some SUPERSTARS 💖 Sad news with some more lay offs being announced in the industry, but the overall job market is picking up some traction now. If you find yourself in need of a new role, send me a message and I'll put you in touch with the right people. You've got this! 🤜 Happy Wednesday (hump day) everyone 🙌 #digitalrecruitment #techrecruitment #softwaredevelopment #softwareengineering #product #design

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