Hiring

Netcentric is a digital marketing company that builds digital experiences that connect brands to customers using scalable Adobe Experience Cloud technologies. Business and technology expert, Netcentric provides insider consultancy services that transform the digital customer experiences of top brands. The group drives value creation, growth and bridges the gap between business and technology. A leading accelerator of digital transformation in marketing across industries, using the Adobe Experience Cloud to build state-of-the-art digital marketing solutions. We are honoured to announce that this team of Adobe certified experts combining unmatched experience and highly specialised skills, taking digital marketing by storm, will be joining us for the Barcelona Tech Job Fair .

Check out what they have to say about their culture, structure and products as they answered our queries.

  • What's your current view on the market you work in? What makes you feel like your brand stands out?

Aside from building, implementing and optimizing digital marketing solutions for our clients, Netcentric prides itself on its unique culture and balanced work environment. We encourage our employees to use their creativity, to look beyond tools and technology to unlock the full potential of the Adobe Experience Cloud, so that we can deliver visionary digital marketing solutions for the world’s most recognized brands.

  • What's the thing that you appreciate/value/cherish more about what you do as a brand?

Our company’s story began in Germany in 2012. In the 7 years since, we’ve invested in developing a team of experts that today comprises over 550+ experts, working in 15 locations around the world. Through experience, we’ve learned how to adapt to the unrelenting evolution of digital technology by putting Holacracy into practice and upholding full transparency. This has enabled us to build a culture that fosters agile mindsets, empowers employees to make meaningful decisions and work autonomously. That means we have the capabilities to respond rapidly to the ever-changing expectations of today’s markets.

  • Do you have a special story of something memorable you'd like to share?

One of our outstanding achievements was being awarded the title of Global Alliance Solution Partner by Adobe in 2018. This reflects our dedication to delivering bespoke Adobe Experience Cloud Solutions for leading brands.

  • What's your company culture like? What is it that you want to represent?

At Netcentric, sharing knowledge is at the heart of our culture. We’ve invested in building a collaborative environment, in which our employees have access to a range of training resources, lightning talks and resources that offer them ongoing opportunities to develop their skills further. Since we’re actively recruiting within 15 different markets, diversity and inclusion are represented at their fullest within Netcentric. We’ve created a work space in which individuals from a range of cultures come together to drive the company’s sole purpose of being the digital partner global brands trust. Though we work from multiple locations and time zones, we’re one team and we take pride in having cultivated such a diverse environment at Netcentric.

NETCENTRIC Barcelona Tech Job Fair Autumn 2019
  • What is your team like? How do you work?

For us, growth is the only way forward. That’s why we’re constantly opening new talent opportunities at Netcentric. Any individual that doesn’t rest on their laurels, but rather takes the initiative when it comes to decision-making, would be a great fit for the Netcentric community.

NETCENTRIC Barcelona Tech Job Fair Autumn 2019
  • What benefits and perks do you offer your employees? What's the biggest plus of working for you?

Our space in Barcelona comes with a number of very attractive perks, including 6 weeks of holidays a year (30 working days), gamified learning and development programs that can propel you to achieving your career aspirations. Our comfortable offices in the @22 district of Barcelona boast stunning views of the city, along with a great chill-out lounge. Why not come pay us a visit?

  • What are your goals and plans for the future?

Moving forward, we’re focusing on growth. Not just in terms of our talent, but also when it comes to our studios, and our clients all around the world. Our goal is to be an efficient, responsive, cool organization that continues to cultivate our brand, and have fun along the way.

NETCENTRIC Barcelona Tech Job Fair Autumn 2019

Find Netcentric at Website | Twitter | LinkedIn 

Looking for a job, your next co-founder or recruiting your tech talent? Barcelona Tech Job Fair  is an event to attend on 17th October 2019. Visit Tech Events for more information about the events and how you can get more out of the experience and also get yourself a ticket to an event!

Website: Techmeetups.com  visit and treat yourself to a community of tech business events and support!

TechMeetups.com 8 years. 21 cities. 68 job fairs. 1100+ hiring companies. 60,000+ job seekers.

The world’s biggest tech job fair will be coming to Barcelona this Thursday! Our exhibitors are among Europe’s fast-rising and leading companies. This is the ultimate event every job seeker should not miss.

Our Barcelona Tech Job Fair Autumn 2019 is jam packed with better job opportunities you cannot find elsewhere. Have you decided already which companies you want to apply to? To help you out, here is the complete list of exhibitors and participating companies who will be joining us.

If you haven’t grabbed your ticket yet, grab it here.

1. American Express

American Express Barcelona Tech Job Fair Autumn 2019

American Express is an American multinational financial services corporation that was founded in 1850. They are a global services company that provides consumers and businesses with exceptional access to products, insights and experiences that enrich lives and build business success. They are the world's premier service company, and the largest credit card issuer by purchase volume. They are also an equal opportunity employer, made up of people from many diverse backgrounds, lifestyles and locations.

2. Netcentric

Netcentric Barcelona Tech Job Fair Autumn 2019

As an award-winning Adobe Global Alliance Partner, Netcentric continues to invest in its people and expertise, so that their clients can always stay ahead of the game. They build digital experiences that connect brands with their customers using scalable Adobe Experience Cloud technologies. They believe that positive work environment fuels visionary thinking and provides opportunities for growth and the exchange of ideas.

3. Page Personnel

Page Personnel Barcelona Tech Job Fair Autumn 2019

Page Personnel is the leading consultant in the selection of qualified support staff for temporary and indefinite positions through their specialized teams. They have over 40 years of international experience in specialized selection and has their network of offices in Madrid, Barcelona, ​​Valencia, Seville, Bilbao and Zaragoza. For the fourth consecutive year, Top Employers Institute has certified them as one of the best companies in the world.

4. Johnson Controls

Johnson Controls Barcelona Tech Job Fair Autumn 2019

With 105,000 employees and 2,000 branches worldwide, Johnson Controls is a global diversified technology and multi industrial leader serving a wide range of customers in more than 150 countries. They’ve been making buildings smarter since 1885, and their capabilities, depth of innovation experience, and global reach have been growing ever since. They are one team, dedicated to working collaboratively together to create the purposeful solutions that propel the world forward.

5. Bluetab

Bluetab Barcelona Tech Job Fair Autumn 2019

Blutab is a trusted, global enterprise software and technical services company. Eighty-six percent of their clients are from Fortune 500 companies. They have 6 offices around the world, managed to achieve 30% annual growth and 50% reinvestment in R&D. They believe that smart technology solutions are crucial for the success of every business. They work with the finest expert engineers, investing in the very best tools and technology and applying agile methods in each and every project.

6. Nestle

Nestle Barcelona Tech Job Fair Autumn 2019

Their story begins in 1866, when Henri Nestlé creates a revolutionary baby food and, in 1905, the company he had founded merges with the Anglo-Swiss Condensed Milk Company to form what is now known as the Nestlé Group. Today, Nestle is the largest food company in the world, measured by revenues and other metrics, since 2014. They are the world's leading Nutrition, Health and Wellness company.

7. CrowdStrike

CrowdStrike Barcelona Tech Job Fair Autumn 2019

Founded in 2011, CrowdStrike was created to fix sophisticated attacks that were forcing the world’s leading businesses into the headlines which could not be solved with existing malware-based defenses. They are an organization with strong values of responsibility and integrity. They offer unique opportunity, fearless growth and enduring impact to every member of their team. They believe that the success of their people is the success of their company.

8. Agrupa Global Talent

Agrupa Global Talent Barcelona Tech Job Fair Autumn 2019

Agrupa Global Talent is an HR Boutique, providing best-class International Executive Search of Directors, Middle Managers and IT profiles and HR Consulting Services since 1999. Their vision is to contribute to the growth of their clients offering high quality solutions, through the commitment, rigor and sensibility provided by their team of experts in recruitment and HR Consulting.

9. K2

K2 Barcelona Tech Job Fair Autumn 2019

Founded in 2000, K2 was created to simplify process-based applications and change how business is done. Since then, K2 has grown into an award-winning business application software company with five offices and over 500 employees across the globe. They are now closing in on 20 years in process automation and welcomed Evan Ellis as their new CEO and President. Their relentless focus on customer success has inspired companies worldwide to save money, reduce risk, and increase revenue.

10. BETWEEN Technology

Between Barcelona Tech Job Fair Autumn 2019

BETWEEN Technology aims to become the leader in the Spanish technology consulting market through the talent and commitment of the people who make up their firm, standing out for their high quality services and ability to quickly adapt to their clients’ needs. They currently have a staff of over 350 people, and a presence in Spain, United Kingdom, Sri Lanka, Singapore, China and Malaysia. Their entire strategy and interpersonal relations rests on clearly identified values such as being people-focused, respect, honesty and transparency and proactivity.

11. OM Partners

OMP Barcelona Tech Job Fair Autumn 2019

OM Partners is a software and consulting company with offices worldwide. They help companies facing complex planning challenges to excel, grow and thrive by offering the best digitized supply chain planning solution in the market. They are a game changer that optimizes supply chains of the world’s leading companies with our very own smart software.

12. Workindenmark

Workindenmark Barcelona Tech Job Fair Autumn 2019

Workindenmark is a public employment service for highly qualified international candidates looking for a job in Denmark, and Danish companies searching for talented foreign candidates.

They have three centres, located in Copenhagen, Odense and Aarhus. They offer a series of recruitment services to employers and information and guidance to international jobseekers. Their mission is to assist Danish companies in recruiting highly qualified foreign candidates in the sectors, where Danish companies face skills shortages.

13. Federal Employment Agency (BA)

Federal Employment Agency 2 Barcelona Tech Job Fair Autumn 2019

Federal Employment Agency (BA) is the German government’s portal for qualified professionals from around the world. The portal, which can be browsed in a variety of different languages, offers information for those interested in moving to Germany – starting with preparations in the home country, to the actual move, to the first steps to be taken in Germany. They provide comprehensive information about entry and visa procedures, finding jobs, and life in Germany. Entrepreneurs and researchers can obtain specialised information about their career prospects in Germany. The site also sets out information about vocational training and higher education.

14. Merkle

Merkle Barcelona Tech Job Fair Autumn 2019

As a global data-driven, technology-enabled performance marketing agency, Merkle specialises in the creation and delivery of unique, personalised customer experiences that drive performance across all platforms and devices. They are based in Columbia, Maryland, with more than 50 locations and 7,000 employees worldwide. Their EMEA headquarters sits in the heart of London with offices across the UK, Spain, Germany, The Netherlands and the UAE.

15. Broker Genius

Broker Genius Barcelona Tech Job Fair Autumn 2019

As the inventor of automated dynamic pricing technology in the secondary market, Broker Genius pioneered pricing automation technology from scratch – and then rebuilt it again and again. They power ticket brokers with the most innovative tools in the market. The company was founded by Sam Sherman in 2013 and has grown from 3 employees in Far Rockaway, NY to over 130 employees across the world.

16. Koedia

Koedia Barcelona Tech Job Fair Autumn 2019

Koedia is an IT solution provider to many actors in the tourism industry : travel agencies, networks of travel agencies, receptives, tour operators, TMC. Their head office is located in the European technology park of Sophia-Antipolis in the south of France in 2006 and opened its first subsidiary in Barcelona, Spain, in December 2014. They aim to offer the most appropriate solutions for businesses. Innovation, performance and reliability are essential to their company.

17. Qlik

Qlik Barcelona Tech Job Fair Autumn 2019

With more than 50,000 customers globally, Qlik is named as a Leader in the Magic Quadrant for Analytics and BI for 9th year in a row. They help enterprises around the world move faster, work smarter, and lead the way forward with an end-to-end solution for getting value out of data. They donate their time, software, and services to initiatives that improve society.

18. Talent Search People

Talent Search People Barcelona Tech Job Fair Autumn 2019

As an international recruitment agency, Talent Search People carries out national and international selection processes in various business sectors. They offer strategic consulting services, In-House services, RPO and all the necessary support for optimal HR management. They are currently based in Barcelona, Madrid and Lisbon. Their multicultural team is made up of over 120 consultants, each with an expert knowledge of their specific field.

19. Mytheresa

Mytheresa Barcelona Tech Job Fair Autumn 2019

With over 500 employees who work together to create an unforgettable online shopping experience, Mytheresa is an industry leader in the world of online luxury fashion and retail. For over 30 years the Mytheresa store has brought the finest edit of luxury fashion to Munich. Through this connection, the Mytheresa buying team has established close relationships with the top tier of international brands. They are now serving customers in over 130 countries worldwide.

20. Boehringer Ingelheim

Boehringer Ingelheim Barcelona Tech Job Fair Autumn 2019

Boehringer Ingelheim group is among the 20 largest pharmaceutical companies in the world. Based in Ingelheim, Germany, it works with 142 affiliates and has more than 47,000 employees. The company is headquartered in Spain in Sant Cugat del Vallès (Barcelona) and has more than 1,600 employees.

21. SII Concatel

SII Concatel Barcelona Tech Job Fair Autumn 2019

With branches in 19 countries worldwide and over 9,000 employees, SII Concatel is one of the leading IT and Engineering service providers. They are a team of people with the common goal of developing our working life in a place where quality, innovation, experience, effort, teamwork and proactivity are a daily constant.

Venue Partner: OneCoWork

OneCoWork Barcelona Tech Job Fair Autumn 2019

OneCoWork is one of the most popular coworking places in Barcelona. They provide modern coworking spaces that inspire. They believe that the key foundations of growth are innovation, collaboration and creativity . Their workspaces are designed to both inspire you every morning and to foster a sense of community, bringing together young talent, freelancers, startups, SMEs and large corporates.

By now, you  probably have already shortlisted the companies you will be applying to this Thursday. Make sure to prepare your CV, and of course, prepare yourself both physically and mentally to make a lasting impression to your potential employers.

If you haven’t gotten your job fair ticket yet, get it now here for FREE.

Don’t forget to follow us on Twitter, Facebook, LinkedIn and Instagram to get real-time updates of the event.  Good luck, and see you in Barcelona!

TechMeetups.com 8 years. 21 cities. 68 job fairs. 1100+ hiring companies. 60,000+ job seekers.

CROWDSTRIKE THE LEADING CREATORS OF  CYBERSECURITY INTELLIGENCE

CrowdStrike is the leading company in cloud-delivered endpoint protection. Leveraging artificial intelligence (AI), they offer instant visibility and protection across the enterprise and prevents attacks on endpoints on or off the network. CrowdStrike Falcon deploys in minutes to deliver actionable intelligence and real-time protection from Day One. It seamlessly unifies next-generation AV with best-in-class endpoint detection and response, backed by 24/7 managed hunting. Its cloud infrastructure and single-agent architecture take away complexity and add scalability, manageability, and speed.

CrowdStrike Falcon protects customers against all cyber attack types, using sophisticated signatureless AI and Indicator-of-Attack (IOA) based threat prevention to stop known and unknown threats in real-time. Powered by the CrowdStrike Threat Graph™, Falcon instantly correlates over 78 billion security events a day from across the globe to immediately prevent and detect threats.

We are happy to announce that the group will be joining us for the Barcelona Tech Job Fair.

Check out what they had to say about their culture, products and vision for cybersecurity. 

CrowdStrike Barcelona Tech Job Fair Autumn 2019

Who are the creators of your brand? What do they do in life, what are they passionate about?

Our co-founders George Kurtz, CEO and Dmitri Alperovitch, CTO. After college, Kurtz began his career at Price Waterhouse as a CPA. In 1993, Kurtz became one of its first employees in its new security group. In 1999, he co-wrote Hacking Exposed, a book about cybersecurity for network administrators, with Stuart McClure and Joel Scambray. The book sold more than 600,000 copies and was translated into more than 30 languages. Later that year he started a cybersecurity company, Foundstone, one of the first dedicated security consulting companies. Foundstone focused on vulnerability management software and services and developed a well-recognized incident response practice, with much of the Fortune 100 among its customers.

McAfee acquired Foundstone for $86 million in August 2004, with Kurtz assuming the title of senior vice president and general manager of risk management at McAfee. In 2011, he led McAfee's research around the emerging Night Dragon and Shady RAT threats, alongside McAfee's vice president of threat research Dmitri Alperovitch.

Dmitri Alperovitch worked at a number of computer security startups in the late 1990s and early 2000s, including e-mail security startup CipherTrust, where he was one of the leading inventors of TrustedSource reputation system. Upon acquisition of CipherTrust by Secure Computing in 2006, he led the research team and launched the Software-as-a-Service business for the company. Alperovitch took over as vice president of threat research at McAfee when the company acquired Secure Computing in 2008.

In late 2011, along with entrepreneur George Kurtz, Dmitri Alperovitch co-founded and became the chief technology officer of CrowdStrike.

What's the story behind the creation of your company? What inspired you to start your business?

Prior to starting CrowdStrike, George and Dmitri spent a year travelling the globe visiting the world’s largest organizations, listening to their security challenges. As the Worldwide CTO and the Vice President of Threat Research (respectively) at one of the largest security vendors on the planet, they were both painfully aware that existing solutions were falling short, unable to meet the latest challenges in information security.

The inspiration to start CrowdStrike came from our founders George & Dmitri; it is all about stopping breaches. Securing a brand, its data, and its people. At the end of the day, hacking and the attacks we see in the media have a real impact on people’s lives. At CrowdStrike, we are extremely proud to provide this level of protection to our rapidly expanding base of customers. It’s a responsibility that we take very seriously, and it drives us to constantly push the envelope, hunting for new threats and adversaries, and devising better ways to stop them.

CrowdStrike Barcelona Tech Job Fair Autumn 2019

What's your current view on the market you work in? What makes you feel like your brand stand out?

When we got started, the nature of CyberSecurity problems had changed radically, but the solutions had not. The major security providers were still relying on outdated architecture and were myopically focused on stopping malware. But the problem was no longer just about the malware, it was about the adversaries themselves, and building technology capable of stopping them would require starting from scratch.

This new breed of adversaries is extremely skilled, often well-funded, and utterly relentless. And they are able to simply outsmart and bypass malware-based defences. In fact, malware is only responsible for four out of every 10 attacks. What about the other 60 per cent? The real challenge going forward was about identifying these sophisticated adversaries – regardless of whether they were professional cybercriminals, nation-state actors, hacktivists or malicious insiders – detecting their actions at the earliest possible stage of an attack and actively preventing them from completing those attacks.

What makes us stand out? CrowdStrike was founded to reinvent security for the cloud era and protect customers against all cyberattack types, using sophisticated signatureless artificial intelligence/machine learning and indicator-of-attack-based (IOA) threat prevention to stop known and unknown threats in real-time. We’re the undisputed market leader and have been recognized by Gartner, Forrester and IDC as leaders.

What's the thing that you appreciate/value/cherish more about what you do as a brand?

CrowdStrike’s mission: Stop breaches. One team, one fight!

What's your company culture like? What is that you want to represent?

BETTER TECH. BIGGER MISSION. BOLDER TEAM.

CrowdStrike Barcelona Tech Job Fair Autumn 2019 4

At CrowdStrike, you get the best of both worlds: cutting-edge technology with a mission that matters; a startup vibe with corporate resources; a culture of autonomy that enables a major collective impact. Our unique proposition attracts a broad range of digital visionaries—people who live and breathe technology and want to stretch the limits of what’s possible. At our organization, people have an unprecedented opportunity to work with data-at-scale, distributed systems and cloud-native technology… all while supporting our mission to make the digital world safer.

What kind of people are you looking for? Who's the best match for your team?

CrowdStrike is looking for energetic, dynamic individuals who want to work in a fast-paced environment. We need people who want to change the CyberSecurity game. People who will make a big difference; a big impact and want to be part of something special – including starting up the Barcelona office.

What benefits and perks do you offer your employees? What's the biggest plus of working for you?

The biggest plus about working for CrowdStrike is the opportunity and ability to work with world-class talent on a mission that matters: stopping breaches and making the digital world safer. One team, one fight!

Our benefits include the following:

  • Market leader in compensation and equity awards
  • Competitive vacation policy
  • Comprehensive health benefits
  • Paid paternity and maternity leave, including adoption
  • Flexible work environment
  • Wellness programs
  • Stocked fridges, coffee, soda, and lots of treat

What are your goals and plans for the future? What's your biggest ambition?

CrowdStrike aims to continue executing on our vision to protect our customers, extend the Falcon platform and our global footprint while remaining steadfast in our commitment to stopping breaches.

Find CrowdStrike on Website Twitter Facebook LinkedIn

Looking for a job, your next co-founder or recruiting your tech talent? Barcelona Tech Job Fairis an event to attend on 17th October 2019. VisitTech Events for more information about the events and how you can get more out of the experience and also get yourself a ticket to an event!

Website: Techmeetups.com  visit and treat yourself to a community of tech business events and support! 

TechMeetups.com 8 years. 21 cities. 68 job fairs. 1100+ hiring companies. 60,000+ job seekers. 

SwissQuant Zurich Tech Job Fair Autumn 2019

SwissQuant utilizes complex scientific methods to create digital instruments that predict consumer behaviour, market changes and collect specific and accurate data in real-time. They have created a vast product development project for banking, asset managers, housing and insurance companies in getting ahead the digital evolutionary curve.

The group is passionate about creating revolutionary ways to use state of the art technology to boost productivity, minimize loss and wastage and serve effortlessly.

At Techmeetups, we are proud to announce that SwissQuant will be joining us for the Zurich Tech Job Fair .

Check out the article below to find out more about SwissQuant activities, culture and products.

How do you stay abreast of the digital evolutionary curve? Regulatory changes, decreasing margins and digitalization have already changed the Private Banking sector. Only with Intelligent Technologies can you meet or exceed the fast-paced changes impacting tomorrow’s market.

The swissQuant Group ensures our clients’ digital evolution using efficient algorithms embedded in APIs as well as end-to-end advisory software solutions for Private Banks and Wealth Managers. A growing and international client base rely on our modular and scalable ImpaQt and RefleQt systems for powerful and accurate risk measurement, portfolio optimization, and historical and hypothetical stress testing. In addition, the systems include product risk classifications and dynamic policies for wealth management.

Our ImpaQt advisory solutions for Private Banks and Wealth Managers provide value to private clients, boost the efficiency of the advisory process and help the bank meet regulatory guidelines.

SwissQuant Group develops and delivers intelligent technology products and provides complementary or stand-alone services and consultancy surrounding these Quant-based technologies. Our focus on the core and long-term needs of our clients makes us the partner of choice for local and international financial and industrial clients, including a number of global Fortune 500 companies.

Having realized over 250 projects makes swissQuant a trusted leader in digital transformation. Our success lies in the strongly research-based application of client relevant Intelligent Technology, and the resulting translation into measurable, bottom-line value. Our exceptional Quant-DNA builds the foundation of a unique proposition to provide industries such as Private Banking, Clearing Systems, Asset-Management, Insurance and Health Care with the necessary tools to optimally shape their core business by streamlining processes, exposing hidden growth opportunities and avoiding unnecessary risk.

With currently over 90 committed quant engineers, mathematicians and physicists, we pride ourselves in taking the most complex business needs and transforming them into a customized digital strategy which provides our clients with a sustainable value proposition for tomorrow.

SwissQuant Group is a privately held company based in Zurich and London. Since its spin-off from ETH in 2005, it has been serving a diverse and international client base with non-biased and strong R&D based digital innovation.

INSIGHTS

SwissQuant Enhanced Investment

Private Wealth Management and Private Banking 

SwissQuant Finance Perspective

For more information on the SwissQuant system visit  A new kind of augmentation of infiltrations

Find SwissQuant at Website Facebook 

Looking for a job, your next co-founder or recruiting your tech talent? Zurich Tech Job Fair is an event to attend on 9th October 2019. Visit  Tech Events  for more information about the events and how you can get more out of the experience and also get yourself a ticket to an event!

Website: Techmeetups.com  visit and treat yourself to a community of tech business events and support!

TechMeetups.com 8 years. 21 cities. 68 job fairs. 1100+ hiring companies. 60,000+ job seekers.

18 Experts Share Their Secrets to Hiring The Best People

Original post by Jonathan Chan via InsaneGrowth

Let’s make no mistake about it, the best way to successfully grow a business is to hire the right people.

Over and over again we’ve seen how the most important indicator for a business’s success is not its executives, its products or even its intellectual property, but its employees.

It doesn’t matter what your business does or the industry you’re in — at the end of the day, your employees are the driving force behind everything in your business.

According to Google, a quality hire has the potential to increase productivity and business impact by 300%. Another study by McKinsey found that the productivity gap between high-performers and average performers could be as high as 800% depending on the complexity of the job.

In short, hiring top talent means that you’ll grow faster, sell more, and achieve better results.

But how do you ensure that you’re only hiring quality talent?

To help you answer that question, I reached out to 18 founders, executives and investors behind some of the fastest-growing companies in the world and asked them to reveal what their hiring process looks like.

I asked them to answer the following questions:

  • What do you look for when hiring someone?
  • How do you develop potential into top-tier talent?

If you want to know how to hire, train and retain top talent, then you’ll definitely want to keep reading…

Ryan Deiss, Founder and CEO of Digital Marketer and Founder of Praxio

18 Experts Share Their Secrets to Hiring The Best People

At the most basic level, unless we’re hiring for a truly entry-level role that we plan to train someone to do, we want to see that they have successfully done the job before at a similarly-sized company with comparable resources and support.

We’re a fairly small company, so if someone requires a massive team and hundreds of thousands of dollars in software contracts to do their job, we know it probably isn’t a fit.

But aside from their previous history, there are four other intangibles we try to look for during the hiring and recruiting process, and these four intangibles cut across all departments and all levels, from interns all the way to VPs.

First, do they smile? I get that people are nervous at job interviews, but if someone can’t even fake a smile during the first 10 minutes of an interview, that’s a huge red flag.

Second, are they humble? We ask a lot of scenario-based questions during interviews, many of which require the interviewee to recall times when things didn’t go so well either at work or in their personal lives. During these questions, we want to hear what they learned, and what they would do differently next time. Blaming others and taking zero responsibility (or worse, talking crap about a former boss or co-worker) are huge red flags.

Third, are they learners? At its most basic form, we want to know that they took the time to understand the job we’re hiring for and the work we do as a company. The best candidates are naturally inquisitive and ask sincere questions, as opposed to questions designed to “turn the tables” in an interview.

Fourth, do they have a passion? It doesn’t have to be a passion for this particular role, we just want to see that they’re sincere and that they care about something…anything! Cynical, close-minded people, have a way of infecting everyone around them, so we try to keep these people from ever entering our building.

Developing top talent requires a combination of training, documentation, accountability, and mentorship.

Training and onboarding teach basic skills and best practices, but it doesn’t become real unless it is also paired with documentation and SOPs that tell new hires how they’re supposed to put their new-found skills into practice.

Similarly, management and accountability are essential for all employees, but if you want someone to grow, they need to also be paired with a mentor who has “been there and done that.”

The only catch is, the mentor can’t also be their manager, or it will put both the employee and the manager in an awkward position. So, if you truly want to develop people, you first need to focus on developing a network of mentors who can support your up-and-comers.

PRO TIP: Find other CEOs and managers who share your passion in people development, and “trade” mentorship across your organizations.

READ MORE.

Land Your Dream Job at London Tech Job Fair Autumn 2019

Two more days to go before our most awaited London Tech Job Fair! Have you prepared your CVs already? If you haven’t, you should because 23 of the leading and fast-rising tech companies in Europe will be exhibiting with us.

Exciting career opportunities await you. If you haven’t gotten your FREE ticket yet, grab it here now.

Before you go, you should take a closer look at the 23 companies who will be joining us.

1. OpenAsset

OpenAsset London Tech Job Fair Autumn 2019

Since 2004, OpenAsset has built a proven track record in design, implementation and delivery of world class image management solutions. It is now one of Europe’s leading digital asset management systems. This system has been helping AEC companies build libraries for marketing and design resources. This cloud digital asset management software is specifically designed for architecture, engineering, construction and real estate firms

2. PRODYNA

PRODYNA London Tech Job Fair Autumn 2019

As the leader in Cloud Native Technologies, PRODYNA enables businesses to succeed in digital space. They are an innovative IT consultancy founded in 1991. They now have 360 employees scattered across 15 offices in the span of 19 years. They have supported global organizations with innovation, strategy, custom software, and all associated hosting, support and management processes for almost two decades.

3. Techsmiths

TechSmiths London Tech Job Fair Autumn 2019

Techsmiths provides professional training and coaching to individuals whether with software development background or those who have no previous experience in software development but have the will to learn. They guarantee job placement after the bootcamp.

4. TrueLayer

TrueLayer London Tech Job Fair Autumn 2019

TrueLayer powers the new era of financial innovation.  The company is driven by the idea that the best products arise from curiosity, precision, collaborative team-work, and a bit of unconventional thinking. As a group, they think big, value people, make and break things, eat delicious foods, get things done, travel together, play board games, rock hackathons and enjoy life.

5. DWP Digital

DWP Digital London Tech Job Fair Autumn 2019

As one of the UK’s biggest government departments, DWP Digital builds digital services that make a real difference to the lives of 20 million people. They are looking for people to work in one of their teams based across 6 digital hubs located in Blackpool, Leeds, London, Manchester, Newcastle and Sheffield.

6. Paymentsense

PaymentSense London Tech Job Fair Autumn 2019

With £10 billion plus worth of sales processed annually, Paymentsense is surely becoming one of Europe’s fastest-growing FinTech companies. They offer big business payment services to over 70,000 small businesses in the UK and Ireland - but without the big bank price tag.

7. Simply Business

Simply Business London Tech Job Fair Autumn 2019

As one of the UK’s largest business insurance brokers, Simply Business have over 500,000 businesses and landlords protected through them. With tailored business insurance and landlord insurance, they aim to make protecting business or rental as simple as possible, with no hint of compromise on quality or cost.

8. Altius

Altius London Tech Job Fair Autumn 2019

As a fast-growing data focused technology consultancy in Europe, Altius helps businesses to harness their data and use it to understand, model and predict business performance – delivering improved engagement, efficiency and profitability. They work closely with a number of technology organisations including Microsoft, Oracle, Tableau and One Stream, as well as leading cloud solution providers.

9. Workindenmark

Workindenmark London Tech Job Fair Autumn 2019

As a public employment service for highly qualified international candidates, Workindenmark provides international jobseekers and Danish employers with the information, guidance and tools to find each other.  They are part of the Danish Ministry of Employment and member of European Employment Service (EURES). Their mission is to assist Danish companies in recruiting highly qualified foreign candidates in the sectors, where Danish companies face skills shortages.

10. BlockDox

BlockDox London Tech Job Fair Autumn 2019

BlockDox is an award winning urban digital solutions company headquartered in London, but working globally. Their talented and experienced team of engineers & data scientists are passionate about solving the biggest problems facing the built environment and smart cities today.

11. Tenzo

Tenzo London Tech Job Fair Autumn 2019

Tenzo’s restaurant analytics software captures all of their clients’ data and deliver it to the people who need it, when they need it. Their software is built for mobile, so wherever their clients are, at home, in transit, or on the beach, they can keep track. The company has a prestigious set of backers, including Techstars, Acequia Capital and Force Over Mass. They are well funded and growing fast!

12. causaLens

CausaLens London Tech Job Fair Autumn 2019

causaLens is a fast-growing software company that builds a machine that predicts the global economy in real-time. They develop the next generation of autonomous predictive technology for complex and dynamic systems. At causeaLens, they call it the CLPU (causaLens Predictive Unit). This technology helps large organisations optimise business outcomes at scale.

13. Talentskowt

TalentSkowt London Tech Job Fair Autumn 2019

Talentskowt is a part of the Finlay James Group and have consultants across their offices in Manchester and London. Their dedicated team focuses exclusively on entry level and graduate candidate searches for their clients. Their mission is to nurture sales and marketing careers in Tech.

14. Globant

Globant London Tech Job Fair Autumn 2019

As one of the leading software development companies in Europe, Globant is operating in Argentina, Colombia, Uruguay, the United Kingdom, Brazil, the United States, Peru, India, Mexico, Chile, Spain, Romania and Belarus. They use the latest technologies in the digital-cognitive fields to transform organization in every aspect. They are a digitally native company where innovation, design and engineering meet scale.

15. Brightgen

BrightGen London Tech Job Fair Autumn 2019

Brightgen has been operating for 12 years and have been an official Salesforce Platinum Partner since the start of the programme. Their team are all in-­house and UK ­based, and have managed over 500 projects for customers, delivering them on time and within budget. Everything they do revolves around creating more success for their customers. Whether it’s providing strategic advice for their customers’ digital transformation, managing their move to the Cloud or fixing a bug that prevents them from contacting prospects, their services will improve and transform their business.

16. Neo

NEO London Tech Job Fair Autumn 2019

As a team of 25 passionate professionals operating from Barcelona, London, Cambridge and Paris, Neo combines years of experience in investment banking, law firms, IT consulting and fintech. They believe that corporate finance needs to be rebuilt from the ground up, so we have set out to revolutionise it.

17. Blokur

Blokur London Tech Job Fair Autumn 2019

As a tech company that empowers Internet of Creators using blockchain technology, Blokur’s mission is to fulfill the potential of the Internet for the creator. They help musicians and music companies get paid what they should, when they should. They are building the most accurate source of global music publishing data in the world using blockchain technology and machine learning.

18. Movable Ink

Movable Ink London Tech Job Fair Autumn 2019

They pioneered the technology behind contextual email marketing back in 2010. After years of working with the world’s most innovative brands, the Movable Ink team has learned a lot about digital marketing success.  They are now helping digital marketers create unique visual experiences across email, web, and display.

19. NODAL

NODAL London Tech Job Fair Autumn 2019

NODAL is a fully-automated platform which dramatically reduces time and money spent on recruitment, onboarding, payroll and management for both freelancers and employers. They are building a world where employers and contractors work together on equal footing. They stand for community, humility, equality, bravery and integrity.

20. Metro Bank

MetroBank London Tech Job Fair Autumn 2019

Metro Bank is changing the way Britain banks. They’ve built a different kind of high street bank. A bank with stores that are open when it suits you, 7 days a week. A bank where you can walk in without an appointment and walk out with a working account, debit card and all. They were the 2018 Best account provider and also received the Most Trusted Financial Provider award.

21. Doyle Clayton

Doyle Clayton London Tech Job Fair Autumn 2019

As a specialist employment law firm, Doyle Clayton is highly rated in both Chambers and The Legal 500 directories of leading UK law firms, and provides advice across the UK, including Scotland. They have strong alliances across Europe and are a founder member of ELLINT,  an international network of specialist employment law firms.

22. Venesky-Brown

Venesky-Brown London Tech Job Fair Autumn 2019

Venesky-Brown is composed of a fast-growing, dynamic and innovative team who pride themselves on their customised staff solutions and recruitment service, which achieves incredible results and maintains excellent standards every time. They were founded in 2005 and have since grown to become a leading provider of staffing and labour solutions, rapidly expanding our presence across the UK and Ireland into many sectors of business and IT.

23.   Reed Business Information

Reed Business Information London Tech Job Fair Autumn 2019

As a leading fast-growth provider of data and analytics, solving critical problems for businesses globally, Reed Business Information provides indispensable business information, data and analytics solutions to professionals in many of the world’s biggest industries. They are a part of RELX, a world‐leading provider of information solutions for professional customers across industries.

We hope this information has helped you better understand the company or companies that you are planning to apply to. Doing a background research about your prospect employers is a must if you want to make a better impression during your interview.

Make sure to grab your ticket here to join us this Thursday.

Don’t forget to follow us on Twitter, Facebook, LinkedIn and Instagram to get real-time updates of the event.

Good luck and see you in London!

OpenAsset is the only cloud digital asset management software specifically designed for architecture, engineering, construction and real estate firms. OpenAsset was developed in close collaboration with one of the UK's leading architects, it is specifically designed to solve the digital asset management issues of project-driven organizations. The company takes the effort out of organizing digital assets and improves project information management by simplifying the cataloguing and searching of digital assets. We are honoured that the team will be joining us at the London Tech Job Fair.

OpenAsset is a cloud-based solution, therefore project workers can manage and access their digital assets anywhere and anytime. If your company is looking for a way to take control of its digital assets to better showcase its project expertise (and what AEC firm isn’t?), then a project-based DAM may be just the answer. With the system in place, the next time anyone in your firm needs images related to specific project, the assets they need will be just a click away. Check out their company culture and structure in the Q&A below.

  1. Who are the creators of your brand? What do they do in life, what are they passionate about?

Dan Emmerson and Pete Walsham founded OpenAsset back in 2002. After meeting at Cambridge University, Pete went down the academic research route and Dan was working in Japan for a number of years.

At 27 & 26 years old they both found they were looking for a challenge that would give them the freedom to work for themselves. They decided to start a consultancy business and fell into the AEC industry by a matter of chance. Quickly realizing there was a real issue for firms in how they managed their images, Pete and Dan pitched the initial concept of OpenAsset to a client. “We were a product company without a product” is how Pete describes the beginning of the company but companies quickly saw the value and loved the idea.

17 years later, we’re working with over 650 of the worlds biggest AEC and Real Estate firms and our product is the only project-based DAM on the market.

  1. What's the story behind the creation of your company? What inspired you to start your business?

It all started with daydreams and large sandwiches in an English country garden. Our founders, Dan Emmerson and Pete Walsham, had no idea the world of architecture, engineering, and construction needed some digital asset love. Thus began the Axomic story.

They knew they wanted to build something people found useful. Coincidentally, they started working with architects and engineers who had headaches managing large libraries of digital images. That wouldn’t stand. So a new product, OpenAsset, was born and people liked it very much.

Our company went from a Cambridge house, to a small office, to London and New York. Clients popped up all over the globe. The developers were busy. Customer Success managers were busy. Sales were busy. A lot of sandwiches were eaten.

  1. What's your current view on the market you work in? What makes you feel like your brand stands out?

The Digital Asset Management (DAM) market is forecast to be worth around $8.1 billion by 2024. The volume of digital assets companies use and create is growing at an exponential rate in order to meet the demands of online consumers. OpenAsset DAM has been created specifically with AEC and Real Estate firms in mind to help them manage large volumes of project-based digital assets.

Being project-based, as opposed to brand-based, means our customers digital assets are stored in a way that matches how they work so finding and using them is intuitive company wide. We’re already the no.1 DAM in the AEC space but we’ve still got a lot of potential to grow our presence within these industries. Our product is fundamental to that growth through creating new features and placing product innovation at the core of our DAM to keep us ahead of the curve.

  1. What's the thing that you appreciate/value/cherish most about what you do as a brand?

We put our customers at the core of everything we do, it’s the whole reason we created a project-based DAM rather than a brand-based DAM in the first place. Our Customer Success team works with our users every day to make sure they get the most from OpenAsset and feedback to our product team on how we can deliver more value. Our Product and Engineering teams are constantly developing and building our platform which is a big part of why 98% of customers renew with us every year.

We consider our customers and advocates as an extension of our brand. Their input and willingness to provide case studies, testimonials and reviews is better than anything we could ever say about ourselves from a brand point of view.

  1. Do you have a special story of something unique you did for a client? Something unusual you did as a team, something memorable you'd like to share?

A very large client began working with us to implement and roll out OpenAsset to their company of over 8,000 employees. Given the scope and complexity of their needs, our Customer Success leadership team flew to Kansas City for a 2 day workshop with them. This was something we had never done and was brand new territory for us. During those 2 days, we were able to align with key stakeholders at their company and really get a full picture of what their goals and business needs were, and essentially accomplished nearly 3 months of work in the span of 2 days with them. While it was intense work, we came away with a huge sense of accomplishment on both sides.

Not only that, but we also had a lot of fun during the process and came away with invaluable professional and personal friendships with the team that really helped solidify our partnership moving forward. Since then, this client has been a huge advocate and referral for us. We proved that we are more than just a software vendor - we are a company that truly values relationships and customer experience above all else.

  1. What's your company culture like? What is that you want to represent?

We have a strong culture of entrepreneurship and self-improvement while maintaining a fun and down to earth working environment. But don’t take it from us, here is what some of our employees have said:

"Working in a culture of integrity and selling a product that is genuinely best-in-class is extremely rewarding."

“OpenAsset's culture is so empowering and people-centric. I feel both heard and supported by the leadership here, which allows me to push myself to my full potential every day.”

“We are surrounded by smart and passionate people here. Our culture is focused on being creative, fun, supportive and doing work we truly love.”

  1. What is your team like? How do you work?

Our engineering team currently has about 10 members and we are growing.  We have frontend and backend focused roles and people are split across our offices in London and New York.  The entire team stays in-sync via Slack and regular meetings.

We run both a Project and Technical Roadmaps.  The Product Roadmap is concerned with driving customer value whist the Technical Roadmap handles infrastructure or architecture changes required to deliver on performance, scale and maintenance efficiency. We frequently discuss the prioritization of the two roadmaps in relation to each other.

The Product Roadmap has a dual track process and activity is split between Discovery and Delivery.  In Discovery, we work to understand the customer problem via customer interviews and data analysis. We then work to understand how best to solve problems through wireframing and experimentation.  Then in Delivery, we commit to building working features with the aim of achieving measurable outcomes.

We currently use elements of Agile processes including:

  • Daily stand-up meetings for the entire team.
  • Estimating with story points
  • Weekly “show and tell” meetings for both front and back-end teams.
  • A Kanban board with a Backlog and Release Candidate stages.
  • Rapid releases to respond to customer feedback following large releases.
  • Our bug and issue process and front line response is handled by a support team, not by the engineering team directly.
  1. What kind of people are you looking for? Who's the best match for your team?

In all our teams we look for people that are passionate about what they do. Everyone in the business has the opportunity to play a huge role in driving our success. We’re a small but growing SaaS company and your contribution can really make a difference here.

Our product and engineering team members are pragmatic and great problem solvers. We have a culture of continuous learning and work hard to put the customer at the center of what we do.

We look for people that are comfortable collaborating closely with others as well as progressing with projects independently.

  1. What benefits and perks do you offer your employees? What's the biggest plus of working for you?

Our office has everything you’d expect from a tech company based in Shoreditch. We’ve managed to keep our start up vibe with casual dress, free drinks and games even though we’ve been running for over 10 years.

One of the biggest perks of working for OpenAsset is your ability to make a real impact on our product and our business. We have a senior management team who encourage and reward entrepreneurship and smart thinking. Most of our Product and Engineering team members have been with us for a number of years so you’ll have a great knowledge base to tap into and utilise for success.

  1. What are your goals and plans for the future? What's your biggest ambition?

In AEC, entrepreneurs are already looking to the future and starting to work on solutions now. As well as the other changes described here, the AEC industry will continue to lean heavily on new technology, both on and off-site and OpenAsset is working towards meeting these changes.

Virtual Reality and Augmented Reality

The use of Virtual Reality (VR) and Augmented Reality (AR) in AEC opens up new ways for firms to visualize designs, both in the studio and on-site. It offers firms new ways of marketing their business to clients at the conceptual and in-progress stages of a project.

Although VR has been around for some time now, the cost of VR is dropping to the point where it’s no longer prohibitively expensive to utilize. This price drop, combined with the availability of wireless VR tech, means it’s set to become an essential piece of tech for every AEC firm.

Cloud-based Technology

A key element of digital transformation is the move to more efficient IT structures. Cloud-based computing allows AEC firms to share data effectively. Cloud-based solutions give people more convenient access to essential software, and reduces the cost of purchasing and maintaining expensive IT infrastructure.

For more information about OpenAsset, visit their Website FacebookTwitter and  LinkedIn

See you in London!

Whether you are looking for a job, your next co-founder or recruiting your tech talent, London Tech Job Fair is an event to attend on 26th September 2019 . Visit for more information about the events and how you can get more out of the experience and also get yourself a ticket to an event!

Website: Techmeetups.com  visit and treat yourself to a community of tech business events and support! 

TechMeetups.com 8 years. 21 cities. 68 job fairs. 1100+ hiring companies. 60,000+ job seekers. 

DWP DIGITAL IS DIVERSIFYING WOMEN CONTRIBUTION IN THE PUBLIC SECTOR

DWP Digital is changing the way public service works to become a leading example of agile delivery. They are building a team of digital specialists to make simpler, clearer, faster services that put the people who use them first. It’s a huge challenge. DWP Digital services touch the lives of almost everyone in the UK at some point. Their IT systems manage 7.35 million benefit claims each year, paying £165 billion in benefits and pensions. Almost everyone in the UK will be a customer at some point, so it is only right that their workforce represents the people they are serving. At Techmeetups, we are glad to announce that the team will be joining again us for the London Tech Job Fair.

The company has signed up to the Tech Talent Charter (TTC) and in doing so they are pledging to do better to reflect the diversity of the population in our tech workforce.

The TTC is an initiative, supported by the government’s policy paper on the UK Digital Strategy, to redress the gender balance in tech roles. By signing up, DWP Digital is joining a number of other government departments as well as some of the biggest leaders in the tech industry such as KPMG, PWC and Sky.

DWP Digital is at the forefront of changing the services DWP offers customers. And diversity and inclusion are at the heart of how they do this. DWP is the largest government employer of women with over two thirds of our workforce female. But they are aware that in tech roles women are still under-represented: it’s estimated that only 27% of digital roles are held by women. So the team is committed to redressing the gender balance. They have an ambitious goal to achieve a 50% increase in female representation across the organisation by 2020.

The company also holds the role of gender champion for DWP and is committed to creating a workplace where everyone feels included and able to be themselves. In an evolving workplace, diversity allows challenge to ‘traditional’ ways of working.

They've signed the charter to demonstrate  commitment to achieving diversity in the digital ecosystem.

The charter outlines a number of pledges – here’s what they are doing to meet those promises:

Inclusive recruitment processes

So many factors influence a woman’s career decisions: from gendered toys in childhood to subtle messaging through education that science, technology, engineering, and mathematics (STEM) subjects are for boys.

We’re using research and insights about recruitment with the aim of removing bias from hiring. For example, we know that including certain words in job descriptions can put women off applying for roles. And we’re constantly improving our processes to remove gender bias. Right now we’re trailing new software that uses behavioural science to remove bias and improve predictive validity in hiring – to make it fairer for everybody.

DWP DIGITAL IS DIVERSIFYING WOMEN CONTRIBUTION IN THE PUBLIC SECTOR 2

Employment policies and practices that support the development and retention of an inclusive and diverse workforce

We also have a number of networks for people with minority characteristics with the aim of developing these colleagues in their careers. They provide excellent networking and training opportunities that help build confidence and engagement skills.

We know the value of having female role models in the workplace. So we’re leading the way as pioneers of a Digital Voices programme; a ground-breaking, 5-month agenda of activities to help women develop their digital skills and knowledge, while building the confidence to be more vocal - whether that’s on social media or through speaker opportunities.

DWP DIGITAL IS DIVERSIFYING WOMEN CONTRIBUTION IN THE PUBLIC SECTOR 3

Lin, one of our Digital Voices

DWP is the biggest government department and we’re on an exciting digital transformation journey. The opportunities to develop a career here and build new skills are huge. We’ve got excellent career pathways and professional communities where you can share knowledge and best practice.

Sharing best practice

We already work collaboratively across industry, but we’ll be working collectively with other signatories to further develop and share best practice. For example, our annual Women in Digital event brings together a range of voices from across the digital sector and digital government – and it keeps getting bigger and better! It’s a chance for women to network, collaborate and take away knowledge and tools to help them in their digital role.

DWP DIGITAL IS DIVERSIFYING WOMEN CONTRIBUTION IN THE PUBLIC SECTOR

Discussing gender issues

Contributing employment diversity data

We’ll work with colleagues across the Civil Service to collect robust data so that we can begin to understand any tech specific issues. We’re using our annual People Survey to collect data on diversity and we’re collecting data on application and recruitment activity. We’re also encouraging individuals to safely and anonymously share their diversity characteristics.

By collecting better qualitative and quantitative data, we can better understand the specific issues that affect our professions and work out where we need to improve to build a more diverse and inclusive workforce.

Every person matters

Research shows employees are more productive when they feel engaged and engagement increases when employees feel valued. A more inclusive digital service will allow our employees to feel more valued. Working together we’re taking steps to ensure everyone has an equal opportunity to participate in developing themselves regardless of their characteristics providing equal opportunities for everyone.

For more information about DWP Digital visit them on WebsiteTwitterLinkedInFacebook

See you in London!

Whether you are looking for a job, your next co-founder or recruiting your tech talent, London Tech Job Fair is an event to attend on 26th September 2019 . Visit for more information about the events and how you can get more out of the experience and also get yourself a ticket to an event!

Website: Techmeetups.com  visit and treat yourself to a community of tech business events and support!

TechMeetups.com 8 years. 21 cities. 68 job fairs. 1100+ hiring companies. 60,000+ job seekers. 

TrueLayer is Introducing Custom Financial Innovation to Redefine Fintech Business

With new financial regulations comes great opportunity, and one London-based startup wants to be the middleman for the open banking era. By providing access to the newly opened data streams being released by major banks across Europe, TrueLayer is here to power fintech startups looking to build innovative financial applications for users. This could be by coaching people to better use their money by accessing recent transactions, comparing financial products to get customers a better deal, or offering more seamless payments or lending options.

TrueLayer is building  APIs that enable turnkey access to the opened banking data without fintechs having to design their own integrations.

TrueLayer streamlines the process, removing the need for fintechs to build and maintain compliance, security, reporting, and administration considerations by outsourcing this to TrueLayer and focusing on its front end, offering and delivering value to customers.

TrueLayer sits between the newly opened up financial data and the fintech companies looking to deliver new services on top of that data. We are glad to announce that the team will be joining us for the London Tech Job Fair

Check out the Q&A below to follow Truelayer’s structure and culture in delivering these life changing tech developments.

1. Who are the creators of your brand? What do they do in life, what are they passionate about?

Our brand is the result of a team effort. It changes and grows along with our people. We are passionate about building a transparent image that is able to describe both our vision, products, and company culture.

At TrueLayer we are trying to shape our brand around our team, rather than branding our team with a pre-established brand. We are not interested in selling a status. We recognise the importance of authentic storytelling. We want our enthusiasm and shared beliefs to be visible to everybody. We want our products to communicate our passion and commitment. We want to learn from our mistakes and inspire others. We want a brand that is fluid, versatile, and able to adapt to our vision. — Mirta Rotondo, Head of Experience Design, TrueLayer.

  1. What's the story behind the creation of your company? What inspired you to start your business?

TrueLayer was founded in 2016 by serial entrepreneurs, Francesco Simoneschi and Luca Martinetti and it is the result of a life-long friendship and successful partnership that goes back in time since 1999. Prior to TrueLayer, they co-founded 3 other companies that eventually got acquired or sold. Francesco and Luca shared a passion for software engineering, product development and making new things while sharing risks, successes, failures and fun along the way.

TrueLayer started with the idea of making bank infrastructure more accessible to be the catalyst of an entirely new ecosystem of open and inclusive financial innovation thanks to new OpenBanking regulation flourishing around the world. The company raised $45M from top tier venture capital investors to foster growth and scale the team. As new challenges arise, Francesco and Luca remain convinced that the biggest assets of a successful venture are the team and the execution, because the idea itself, is just not enough.

TrueLayer London Tech Job Fair Autumn 2019

3. What's your current view on the market you work in? What makes you feel like your brand stands out?

Open Banking and PSD2 challenges are: fragmentation, technical implementation, regulatory access, and consumer trust. Our strategy to solve these issues is to build a platform that simplifies complexities, offers products that leverage regulations, and wins consumer trust because of our transparent approach.

4. What's the thing that you appreciate/value/cherish more about what you do as a brand?

We are a startup in an increasingly competitive landscape and we aim to be at the forefront of innovation in the Open Banking space. In order to deliver the very best products to our clients, we believe that we need to think creatively, push boundaries, act fast and take (calculated) risks.

5. Do you have a special story of something unique you did for a client? Something unusual you did as a team, something memorable you'd like to share?

At TrueLayer, our co-founders lead by example. One of the best things about this is that they are often the first people to put up their hands and let the team know that they made a mistake. This was memorably displayed by our CTO, Luca, when it came to an overnight service issue that was promptly fixed in the early hours of the morning. The transparency and honesty shown when things go wrong helps cultivate a safe space for people to take risks and encourages full ownership of work.

6. What's your company culture like? What is it that you want to represent?

At TrueLayer, we execute, build, make, and do things . We are all responsible for and care about the overall success of the company, from our product to our people to our processes. Each and every person is empowered and encouraged to impact the business in positive ways. If you see a problem, we want you to go right ahead and sort it (then say it!).

7. What is your team like? How do you work?

People matter at TrueLayer. We believe that we will win together as a team. We are not here to compete with one another but rather to support, collaborate and bring out the best in one another. We celebrate each other’s unique traits and value individual strengths while recognising that we all have weaknesses. This is a place where each person can be their authentic TRUEself.

TrueLayer London Tech Job Fair Autumn 2019

8. What kind of people are you looking for? Who's the best match for your team?

We are looking for bright people who can own their role but who are also not afraid to get involved in other areas of the company. We hire for smarts and potential. We want people to come in, own their role and make a TRUEImpact in the business and on our customers.

More specifically, we are looking for:

  • All sorts of Engineers
  • Product Managers
  • Client Support Advisors, some technical and some less technical
  • Legal counsel

9. What benefits and perks do you offer your employees? What's the biggest plus of working for you?

The biggest draw to working at TrueLayer is that we have a very flexible working style. It is completely built on trust with no micro-managing. We hire people who are the experts at their roles, and we trust them to complete their tasks no matter what time they start or leave the office. Our flexible working culture means that we never overwork for the sake of office hours.

We also have enhanced maternity and paternity leave, well above the government standards.

Everyone is entitled to a  generous learning budget, private healthcare that covers everyone from the day they start at TrueLayer, and a work from home policy as well as meaningful equity options in the company.

Aside from this - annual retreats, regular socials, a well-stocked drinks fridge (alcoholic and soft) and snack bar that’s open all day, any day.

TrueLayer London Tech Job Fair Autumn 2019

10. What are your goals and plans for the future? What's your biggest ambition?

At TrueLayer, we build universal APIs that allow companies to securely and efficiently access their customers’ bank accounts to share financial data, make payments and validate their identity.

Our ongoing goal is to power the new era of financial innovation by growing the Open Banking economy in Europe, and beyond.

For more information visit Truelayer at their homes Website Facebook Twitter

See you in London!

Whether you are looking for a job, your next co-founder or recruiting your tech talent, London Tech Job Fair is an event to attend on 26th September 2019 . Visit for more information about the events and how you can get more out of the experience and also get yourself a ticket to an event!

Website: Techmeetups.com  visit and treat yourself to a community of tech business events and support!

TechMeetups.com 8 years. 21 cities. 68 job fairs. 1100+ hiring companies. 60,000+ job seekers.

DWP DIGITAL TRANSFORMING PUBLIC SERVICES

DWP Digital is changing the way public service works to become a leading example of agile delivery. They are building a team of digital specialists to make simpler, clearer, faster services that put the people who use them first. It’s a huge challenge. DWP Digital services touch the lives of almost everyone in the UK at some point.

Their IT systems manage 7.35 million benefit claims each year, paying £165 billion in benefits and pensions. Almost everyone in the UK will be a customer at some point, so it is only right that their workforce represents the people they are serving. At Techmeetups, we are glad to announce that the team will be joining again us for the London Tech Job Fair.

We had a chance to meet with the team, and this is what they had to say about DWP Digital’s culture and structure.

  1. Who are the creators of your brand? What do they do in life, what are they passionate about?

DWP Digital is responsible for delivering the technological transformation for the UK’s largest public service department, the Department for Work and Pensions (DWP).  In DWP Digital, we’re committed to using cutting-edge design, data and innovative technologies to create faster, simpler, user-centred services for more than 20 million people.

  1.   What's the story behind the creation of your company? What inspired you to start your business?

Responsible for welfare, pensions and child maintenance policy, DWP is the UK’s largest government department transacting around £170 billion in payments each year, operates out of more than 800 locations and has over 84,000 employees. Any improvement in the operations of such a vital sector is able to change the lives of many and cut numerable costs while saving time.

  1. What's your current view on the market you work in? What makes you feel like your brand stands out?

Our significant size and scale is both an opportunity and a challenge. Our social purpose means we have a responsibility to innovate boldly. Everything we do, from simplifying processes to transforming systems and introducing new technology, has the power to make life better for all kinds of people, all over the country.

DWP DIGITAL London Tech Job Fair Autumn 2019
  1. What's the thing that you appreciate/value/cherish more about what you do as a brand?

Being part of an organisation that’s leading digital transformation in government can be quite demanding, but the satisfaction of finding solutions that can change the lives of millions motivates our people to develop their skills, try new things and drive their careers forward.

  1. Do you have a special story of something unique you did for a client? Something unusual you did as a team, something memorable you'd like to share?

Our most successful digital services:

Check your State Pension; allowing more and more people to plan effectively for their retirement where they may not have previously. Over 12million views of pension forecasts.

Carer’s Allowance; gone from taking days to process the information, and customers interacting with DWP via phone or post, to online interaction in minutes; 84% digital channel take-up and 92% satisfaction rate. Over one million people have used the service.

Find a job; over 1.3 million adverts have been posted on Find a job with 68 million adverts views and over 21 million job applications made. We've had over 1.06 million jobseeker accounts set up and verified, with over 115,000 companies actively using our site.

DWP DIGITAL London Tech Job Fair Autumn 2019
  1. What's your company culture like? What is it that you want to represent?

We’re a real team here. The wide range of work we do requires a diverse mix of cultures, perspectives, experience, skills and ideas. Encouraging our people to be themselves in an environment where they feel valued and trusted helps bring out the best in them. You’ll find a stimulating and fulfilling career with us that gives you a real work-life balance that blends challenge and opportunity with flexibility and support.

  1. What is your team like? How do you work?

Everyone on our team plays a part in transforming, improving and adapting important services that millions of people count on. We value ideas and ability and we’re leading the way with agile ways of working; multi-disciplinary teams of digital experts work together to deliver and iterate products quickly.

  1. What kind of people are you looking for? Who's the best match for your team?

Over the next year or so we’re looking to hire hundreds of digital specialists in roles including user research, architecture, infrastructure engineering, software engineering, DevOps and product management.  We’re looking for talented people who are interested in making a real difference to society, and who understand how to design and develop solutions to deliver quality business outcomes.

DWP DIGITAL London Tech Job Fair Autumn 2019
  1. What benefits and perks do you offer your employees? What's the biggest plus of working for you?

We offer a culture that values work-life balance with flexibility offered on how and where you work, as well as a competitive salary, pension and generous holiday entitlement.

  1. What are your goals and plans for the future? What's your biggest ambition?

Our aim in the next few years is to scale our delivery to meet the demand for further digitalisation on DWP’s services. Our ambition is to help DWP to transform the welfare system to deliver simpler, faster and easier services that achieve value for money.

Find more information about DWP Digital on Website  Twitter LinkedIn Facebook

Whether you are looking for a job, your next co-founder or recruiting your tech talent, the London Tech Job Fair is the event to attend on 26th September 18:00 London. Visit Tech Job Fair for more information about the event and how you can get more out of the experience and also get yourself a ticket to the event!

Website: Techmeetups.com  visit and treat yourself to a community of tech business events and support. 

TechMeetups.com 8 years. 21 cities. 68 job fairs. 1100+ hiring companies. 60,000+ job seekers. 

This is the era of Instagram and individuality, and while our tastes and preferences change and become more sophisticated, marketing technology can often lag behind in a perpetual cycle of trying to catch up.

Engaging today’s consumers with unique, relevant, and compelling visuals requires a new approach and tools. Movable Ink’s platform goes beyond automating the traditionally complex process of creating personalized visual content at a one-to-one level.

Marketers can now create unique variations for each consumer at the moment they engage with it, whether in email, web, or display. We are honoured to have the team joining us for the London Tech Job Fair.

MOVABLE INK BRINGING PERSONALIZED VISUALS AND AUGMENTED REALITY TO YOUR MARKETING STRATEGY

Movable Ink combines data, creative and technology to deliver topnotch, highly visual end-user experiences that are relevant in every moment. Their technology and services give marketers that extra push to get their messages noticed and acted upon by consumers who have higher-than-ever expectations for relevancy, consistency, and design.

With Movable Ink, it is now easy to create exceptional visual content anywhere, translating data and creative into personalized experiences based on real-time consumer preferences and behaviours. Many of the world’s biggest and most respected brands use Movable Ink’s intelligent creative to serve up beautifully rendered real-time content in email, landing pages, and display ads. From live pricing and inventory information to real-time customer loyalty and account data, Movable Ink ensures that each consumer receives a personalized, consistent, and up-to-date experience - regardless of when or how they choose to engage with their favourite companies.

It gets better; Movable Ink is also innovating in the exciting world of augmented reality, enabling marketers to easily create personalized and immersive browser-based experiences that can be launched from email, web, and display. Movable Ink’s unique approach means marketers don’t need to invest in an augmented reality platform - and consumers don’t need to download an app. It’s a win-win for everyone.

The best part, Movable Ink doesn’t require you to replace your current marketing tech-stack or strategy.  to With its open architecture and diverse library of pre-built connectors, Movable Ink can be easily added to existing operations to streamline production and amplify existing tech investments.

Check out more about the Movable Ink Product Arsenal at Movable Ink Intelligent Creative

The team at Movable Ink is a close-knit group of people with a vibrant mix of personalities, interests, and backgrounds who are all united under the common goal of delivering the best products and services. As the Senior Account Manager YJ Tung says “ just like New York is an amalgamation of different people, Movable Ink is a small cosmos of that..” Their recruiting strategy ensures they preserve a culture of passionate, high-achieving, and collaborative people who are devoted to creativity and teamwork.

Check out their working culture at Movable Ink Culture

For more information check out Movable Ink  WebsiteTwitterFacebook

SEE YOU IN LONDON!

DWP DIGITAL TRANSFORMING PUBLIC SERVICES

DWP Digital is changing the way public service works to become a leading example of agile delivery. They are building a team of digital specialists to make simpler, clearer, faster services that put the people who use them first. It’s a huge challenge. DWP Digital services touch the lives of almost everyone in the UK at some point. Their IT systems manage 7.35 million benefit claims each year, paying £165 billion in benefits and pensions. Almost everyone in the UK will be a customer at some point, so it is only right that their workforce represents the people they are serving. At Techmeetups, we are glad to announce that the team will be joining again us for the London Tech Job Fair.

Check out DWP Digital team's testimonial and short documentation below of their experience transforming the public services that millions depend on.

WHAT WE DELIVER EVERYDAY CHANGES THE LIVES OF MILLIONS OF PEOPLE

We value work-life balance and offer flexibility in how you work. You’ll be motivated to develop your skills in an organisation of more than 80,000 people, with many opportunities to develop, learn and progress in a fast-paced and exciting organisation.

We facilitate you to build a long and fulfilling career. We offer professional qualifications and NVQs to support your career aspirations. We have developed schemes that promote diversity as well as offering mentoring and coaching opportunities. We support our local communities by encouraging voluntary work through our Community 10,000 scheme.

DWP Digital, Interaction Design

DWP DIGITAL London Tech Job Fair Autumn 2019

Mikey

In June, I returned to DWP Digital after spending almost 3 years working as a digital designer at Sky Bet in Leeds.

My previous stint for DWP Digital at the Newcastle hub was one of the best times of my career, working with some of the best design thinkers in the northeast – most of whom are still there. Working as part of a proper multi-disciplinary team really made me up to my game and pushed me further in my career than I could ever imagine.

Sky Bet was a great place to work, but I always missed designing ‘for the people’ and delivering things that are needed, as opposed to just wanted. In short, I missed making a positive difference.

FOCUSING ON MAKING THINGS BETTER

Working in government is challenging yet motivating. Our focus is on making things better, working out in the open and collaborating as part of a team. My current design team at the Leeds hub consists of content designers, interaction designers, service designers and user researchers working closely with product owners, engineering colleagues and business analysts to improve DWP’s digital services.

Mostly I really enjoy the challenge; speaking to people of all different skills from different parts of the business, presenting to stakeholders and giving them the data they require and working in a proper agile environment. And the challenge is made much easier as I’m surrounded by people I can trust to ask questions and seek advice from.

OUR PURPOSE SETS US APART

The set up at DWP Digital varies in many ways. For example, where User Experience is labelled as a job title, a ‘thing’ exclusive to designers or experienced architects in other systems, where it’s seen as the responsibility of the team and should be vested in everything we do.

Also, there’s a huge difference in the size and purpose of the task we have in DWP Digital. It’s often said that the most important project of your career will be at DWP, and a couple of months back into it, I agree with this. The project I’m part of will affect many millions of people’s lives. I enjoy knowing the work I am doing is giving people hope, making their life better - this was a major reason why I joined the team.

SO FAR, SO GOOD

Am I enjoying it? It’s a question I’ve asked myself a lot.

It’s very different from my previous roles (removing previous DWP experience). One thing I noticed on my first week back was the amount of intelligence that is in each meeting. It blew me away when I took a step back to listen to what people were saying and sharing their experiences.

It validated my decision to join and really makes me want to step up and share more about my design opinions, whilst hopefully adding value to the team. It’s an interesting and progressive environment, one where I’m fully motivated to become a valued member of the community and really help grow the value of the design practice.

For more information about DWP Digital visit them on Website  Twitter  LinkedIn  Facebook 

DWP DIGITAL INSPIRING CAREERS BY NEW APPROACH TO DESIGN

DWP Digital is changing the way public service works to become a leading example of agile delivery. They are building a team of digital specialists to make simpler, clearer, faster services that put the people who use them first. It’s a huge challenge. DWP Digital services touch the lives of almost everyone in the UK at some point. Their IT systems manage 7.35 million benefit claims each year, paying £165 billion in benefits and pensions. Almost everyone in the UK will be a customer at some point, so it is only right that their workforce represents the people they are serving. At Techmeetups, we are glad to announce that the team will be joining again us for the London Tech Job Fair.

Check out DWP Digital testimonial and short documentation below of their experience inspiring career changes.

The design community in and around Newcastle is bustling and ever-expanding; you can always be sure to find events tailored around UX, events that support women in the creative industries, as well as meetups about Front End Development, Content Design and graphics. As a naturally curious designer, I try to immerse myself within the community and get to as many events as possible.

Back in September 2018, I was working as a creative designer at local branding agency and had always had an interest in making design more accessible, whether that be for the web or in print. So when I heard about the DataJam North East event which was being held at the new and prestigious Newcastle Helix, I decided to go along and see what it was all about.

DWP DIGITAL London Tech Job Fair Autumn 2019

Clare Brown - interaction designer, BPDTS Ltd

BRINGING DATA AND SERVICE DESIGN TOGETHER

DataJam 2018 took place over 2 days and brought together people in data and service design to collaborate, look at issues affecting the North East region and see how they can improve public services.

The conference was refreshing to attend and hosted a variety of talks from both public and private companies, giving an insight into their latest projects and approaches to designing products and services for users.

In particular, sessions run by Difrent and OrangeBus inspired me greatly and I came away that day realising I'd like to be part of a team working on these kinds of projects, collaborating to iterate and test with the public before putting the product out there.

The event was well attended by people across the industry, so it was useful to chat to people in various roles in different companies to get a feel for the kind of work they do.

I took a lot away from the event and had a bubbling feeling I'd like to make a shift in my career and make a jump into a more UX design role.

How could I do this? 

Well, I decided to throw myself into learning more about service design, accessibility, UX, UI and read as many blogs as I could on platforms like Medium, FutureGov, DWP Digital and reading digital content on government websites.

I also decided to attend another digital conference, this time in Edinburgh for the one day DIBI Fest 2018 event. The event consisted of talks from industry leaders, local companies and even included illustrators. Taking in everything I'd grasped from DIBI and DataJam gave me the confidence to start applying for UX roles.

Within a few months I was lucky enough to land the role of Associate Interaction Designer here at DWP Digital.

As someone who was feeling uninspired by her day job, DataJam gave me the confidence to flick the switch and make a change in my career. It's great starting afresh as there’s so much to learn in my new role. I’m ready to jump into everything Interaction Design and can’t wait to see how I progress!

For more information about DWP Digital visit them on WebsiteTwitterLinkedInFacebook

See you in London!

Original post by Maxwell Huppert via LinkedIn Talent Blog.

5 Common Recruiting Mistakes

Maybe you emailed the wrong candidate, letting that guy who totally bombed the interview know that he got the job...and then had to rescind the offer five minutes later. Or maybe you just scheduled a super important meeting—for a Saturday.

We all make mistakes (some bigger than others) and we usually learn a valuable lesson from them. But some of the biggest recruiting mistakes are ones that you might not even realize you’re making.

With that in mind, below are five of the most common mistakes recruiters make—along with tips on what you should do to make sure you don't make them.

1. Asking predictable questions that lead to canned answers and reveal nothing about the candidate

You’ve probably heard that brain teasers are on the way out, so both recruiters and candidates can breathe a sigh of relief knowing they’ll never again have to discuss the number of golf balls that can fit into a submarine. But don’t make the mistake of reverting back to simple, predictable interview questions instead.

The problem with basic or boilerplate questions—think “What’s your greatest weakness?” or “Tell us about a time you faced a challenge at work”—is that candidates will hit you right back with canned, rehearsed answers.

You can still throw candidates a curveball—just make sure it actually reveals something about who they are.

“If you want to actually learn a thing or two, ask questions you don’t know the answer to, and ones for which the candidate can’t prepare,” writes Aviva Leebow Wolmer, CEO of Pacesetter.

Every high-powered interviewer has their own favorite question, but they tend to share a common goal of knocking the candidate out of their comfort zone and forcing them to actually think about the answer. If you can do that, you’ll get a response that reveals something about their ability to problem-solve and think on their feet.

“One unique inquiry I have used is, ‘Tell me something that’s true that almost nobody agrees with you on,’” says Aviva. “This is a mind-bender that will really force the candidate to think quickly.”

2. Not staying in touch with candidates to keep them “warm” throughout the entire hiring process

Candidates are waiting longer than ever to hear back from recruiters—with the average time to fill open positions now reaching over 26 working days. Don’t make that wait even worse by keeping your candidates out of the loop.

Keep in mind that top talent won't always be willing to endure a long, drawn out process. Even if they prefer your opportunity, they could take a different offer if they haven't heard from you in weeks. But you can make their life easier even if there isn’t any news to deliver—simply keep the contact warm by checking in throughout the entire hiring process.

Stacy Zapar, Founder of The Talent Agency, makes sure her candidates don’t ever feel like she’s forgotten about them or left them hanging.

“You’ll never go into a weekend without hearing from me,” says Stacy. “Even if there’s no news, I’ll let you know.”

Stacy blocks off time on Friday afternoons, when she knows she won’t be interviewing, to touch base with candidates who are still waiting on a follow-up. If that doesn’t work, try setting reminders that alert you to shoot off a quick message once per week to those candidates.

3. Failing to follow up when you don’t get a response from a candidate you’ve sourced

Here’s a mistake that's easy to make: You send one message to a promising candidate, don’t get anything back, and simply move on.

The reality is, one message is rarely enough—and it’s worth sending a couple more to get a response after you’ve put so much energy into sourcing. You should always looking for new ways to stir passive candidates into action, and often sending them a single, generic message is just not going to cut it.

Most top talent is already getting bombarded by recruiters via InMail and email, so they’re already desensitized to your pitch. Simple psychology tells us that to stand out from the crowd, you’ll have to craft an engaging message with a subject line that leaves candidates eager to find out what comes next—and you may have to send it more than once or twice to get their attention.

According to Stacy, a three-step process is ideal. Stacy gets about a 45% response rate for her initial messages; with a quick, simple, and to-the-point follow-up sent a couple days later, that number shoots up to 65%. And if that doesn’t work, she’ll send one more thank you note a few days later, using a phrase like “Let’s stay in touch down the road” to create urgency. After that third message, Stacy’s response rate is a whopping 85%!

At Talent Connect 2017, Jeremy Schmidt, Director of Recruiting for the medical tech firm Care Otter, shared some similar tactics. When a prospect doesn’t respond to his first message, he’ll get creative—he’s been known to send them a personalized poem, with impressive results—or boost his chances by having a mutual connection send the next message for him.

Continue reading here.

OpenAsset is the only cloud digital asset management software specifically designed for architecture, engineering, construction and real estate firms. It was developed in close collaboration with one of the UK's leading architects, it is specifically designed to solve the digital asset management issues of project-driven organizations.

The company takes the effort out of organizing digital assets and improves project information management by simplifying the cataloguing and searching of digital assets. We are honoured that the team will be joining us at the London Tech Job Fair.

OpenAsset is a cloud-based solution, therefore project workers can manage and access their digital assets anywhere and anytime. Peter Walsham, Axomic's joint CEO and Co-founder commenting ongoing success of OpenAsset said: “This is a very powerful tool to help our clients improve their management of digital assets. We've developed OpenAsset in close collaboration with our clients and I believe this is reflected in the extremely positive feedback we consistently receive. Users now have an intuitive tool to help support their work, and that's what this is all about, making their lives easier."

OpenAsset continues to consolidate its position as the leading image library of choice for AEC and Real Estate firms worldwide. OpenAsset is currently used by over 112,000 professionals and 650 clients in the architectural field and is the market-leading image library for European architects. Axomic had been targeting consulting engineers for 12 months and had already signed Max Fordham, Adams Kara Taylor, Price & Myers, Cundall and Campbell Reith within the time of commencing business. Their successes prove the rising importance of marketing and imagery within the consulting engineer field.

OpenAsset London Tech Job Fair Autumn 2019

Derwent London plc, a leading property development company based in London, has been using OpenAsset for a number of years and high-quality images are key tools used to promote the business. The marketing department uses images to produce brochures, presentations, web pages, and other promotional materials.

Susannah Woodgate, marketing manager at Derwent London says “OpenAsset was designed with clients in the property and construction sector in mind. We work with many of the companies who use OpenAsset so as a property development company we felt very comfortable choosing a system so well established in the construction industry." Image resources are crucial to the company's marketing strategy. Users from across the company can now find images much more quickly. Once they've got what they want OpenAsset allows them to spend less time managing images and more time creating powerful marketing materials.

We live in a tech-charged, click and share world. Which means that if you have any involvement in marketing or sales at an AEC firm, two things are true: You have an ever-growing cache of digital image assets. And you have more channels to share those assets than ever before, from presentations and proposals to your website and social media channels.

According to OpenAsset’s recent research, 52% of AEC firms maintain image libraries sized well over 20K assets. And 56% of firms say they will create more or a lot more images this year than last. To read more about the image issue and how AEC firms are addressing it, check out their e-book, State of Digital Asset Management in AEC. Despite the proliferation of image assets available, and the growing demand among clients to see detailed photography illustrating your project experience, many marketers revert to using the same images over and over because they simply don’t have the time to search for and find project photos.

OpenAsset London Tech Job Fair Autumn 2019

That’s where a digital asset management solution can help. Company research shows that firms that have not invested in a DAM are the most likely to say that fewer than 50% of their image assets can efficiently be found and used. Part of the problem is that marketing teams, sales teams, and project teams tend to store their assets in separate places, usually in file folders shared throughout the office or company, which tend to get disorganized. Those who are searching for images don’t always have easy access, or even know they exist.

On the other hand, companies that have a DAM and a digital asset manager are much more likely to say that over 75% of images can be quickly accessed and used. As a single and centralized photo library, a DAM affords easier and faster image access not just to marketers, but to partners and principals, the business development team, project managers, and others. In fact, DAM users typically open up image access to more people in their organization, because with DAM, product owners can control how images are used and who has access to which images.

As a result, DAM users say they benefit from much greater marketing productivity and operational efficiency, and that marketing is cleared as a production bottleneck in their firms. They benefit from automated, efficient workflow that enables faster, easier production of capabilities packages, case studies, RFP and tender responses, and all the other items on their growing list of deliverables. When firms select a DAM that is project-based, the outcome gets even better.

OpenAsset London Tech Job Fair Autumn 2019

Of course, not all DAMs are created equal. A DAM that is project-focused is more likely to better meet the needs of AEC firms because it allows users to organize images around the projects they market. A DAM with project folders, automated project keyword capabilities, and the ability to connect with your ERP and tag assets with project metadata; including client, services rendered, discipline, and location, makes it that much easier for marketers and others in the firm to find and use the images they need.

Images can be easily and automatically tagged and categorized, and people can search for all assets related to specific project or category of projects. With a project-based DAM, you also enjoy easy access to the other essential details about the project, including budget, project description, and team members.

If your company is looking for a way to take control of its digital assets to better showcase its project expertise (and what AEC firm isn’t?), then a project-based DAM may be just the answer. With the system in place, the next time anyone in your firm needs images related to specific project, the assets they need will be just a click away.

For more information about OpenAsset, visit their Website FacebookTwitter and  LinkedIn

See you in London!

TAKE YOUR IT SKILLS TO A GLOBAL LEVEL THROUGH TRAVEL AT HOLIDU

Holidu is devoted to building the world’s best search engine for vacation rentals. The company is here to make finding and booking the perfect rental finally easy. This journey involves a rapidly growing team of travel and technology enthusiasts from all over the world. 

As a result, Holidu was recognized as one of the most popular startup employers in Germany by Gründerszene in collaboration with Kununu. The team consists of more than 170 people coming from more than 30 different nations. Their travel mates include investors and mentors who have helped companies to achieve global success. 

We are glad to have HOLIDU joining our Job Fair in Munich Tech Job Fair 2019 . Help yourself to a ticket  here  and take this exciting opportunity to meet the tech travel moguls.

Holidu’s team of travel and technology experts will be at your service to introduce you to their hottest job offers and their amazing travel directory.

Check out the Q&A below to get a sneak peek into Holidu’s company culture and structure.

Who are the creators of your brand? What do they do in life, what are they passionate about? 

The co-founder and CTO of Holidu Michael Siebers is an absolute technology and data enthusiast. Before Holidu, Michael worked at Zalando SE where he has been an early team member and helped to scale the development team to over 600 developers within less than 3 years. His entrepreneurial spirit took over at a young age, so that already during his studies in Computer Science, he had founded  PictureCloud.org.

Michael’s brother Johannes Siebers (CEO) contributes the commercial expertise. He earned his diploma in business studies after studying international business administration in Tübingen, Madrid and Sydney. After graduating, he worked with different startups at Siemens in the field of venture capital.

TAKE YOUR IT SKILLS TO A GLOBAL LEVEL THROUGH TRAVEL AT HOLIDU

What's the story behind the creation of your company? What inspired you to start your business?

“We came up with the idea to create a vacation rental search engine while planning a surfing vacation with friends. We had the task of finding a place to stay. While doing so, we realized: An unbelievable number of websites were offering the same houses at very different prices and with different availability.” says Michael Seibers. The initial idea behind Holidu seemed too obvious: Why was booking a vacation rental so much harder than booking a flight or hotel? This question inspired the vision that drives Holidu to this day.

Holidu’s team of travel and technology enthusiasts fulfills this vision by creating the world’s best metasearch engine for vacation rentals by combining state of the art technologies with  creative ideas.

Founding brothers Johannes Siebers and Michael Siebers have the mission to make finding and booking vacation rentals easy.

What's your current view on the market you work in? What makes you feel like your brand stands out? 

“The vacation rental market is gigantic (>$150bn in annual bookings worldwide) and keeps growing. Therefore, it is necessary to always stay alert, follow the trends and keep improving our product every day. Since the founding of Holidu our aim is to create the best selection of vacation rentals, more bookability, better prices, better filters and search options. We already support this with our technology but we strive every day for building superior user experience with our product. Holidu stands out because we are good at analyzing high data volumes extremely well and ensure that our customers can find the best vacation rental for the lowest price.” says Antwort Von Johannes

Why Holidu stands out:

Artificial Intelligence is crucial in tech companies but still many companies struggle to include technologies based on it. For Holidu, artificial intelligence and machine learning are an indispensable part of  day-to-day business. AI is the foundation on which Holidu is built, (they received their Exist scholarship for their image recognition technology based on it). This technology helps us to recognize duplicates of the same holiday home on different websites and it enables us to show the user the best price. The tech craftsmanship is exceptional.

The team consists of more than 170 people coming from more than 30 different nations. Between the headquarter office in Munich and further remote offices in leisure destinations everyone works efficiently together every day. Fun never falls short. Many events are organized next to work and long-lasting friendships are developed. This working atmosphere is cherished  a lot at Holidu. Furthermore, there’s a women's quota of almost 50% at Holidu. In the tech teams, Holidu is above average with about a third of female team members, and they would like to increase that number even more. The company hosts Meetup formats that are particularly popular with female developers.

TAKE YOUR IT SKILLS TO A GLOBAL LEVEL THROUGH TRAVEL AT HOLIDU

What's the thing that you appreciate/value/cherish more about what you do as a brand?

We are humbled by the opportunity to make people happy. Going on a holiday and spending quality time with friends or family is something people look probably forward to the whole year. Finding the best accommodation for one's needs, being able to book it easily and not having to worry about anything is truly a relief for travellers. We love what Holidu stands for and what our brand makes possible, because with every booking through our platform we make a family or a group’s vacation easier.

Do you have a special story of something unique you did for a client? Something unusual you did as a team, something memorable you'd like to share?

Holidu is a very diverse team and many of its members are not from Munich or Germany. “This is why we put much effort in our onboarding process where we not only help new joiners learn about Holidu and their role, but also support them to settle in the city and connect with their team members.” Pretty Unusual is also Holidu’s band, which started to play as a surprise at their summer party in 2017  and keeps entertaining the team every year. Other than that, the company organizes fun ski trips in winter, hiking trips in summer and much more!

What's your company culture like? What is that you want to represent? 

Winning as a team; Holidu is a diverse team of tech and business talent, in which strong teamwork culture is fostered and each member takes ownership of their individual contributions. At Holidu, it is a tested and confirmed belief that when proactivity and creativity with trust and freedom are paired, amazing things are accomplished by the team.

Hungry but humble; We set ourselves ambitious goals to provide real value to our customers. We work hard to achieve our aims, while continuously challenging our status quo and constantly seeking to improve our service and ourselves.

Love technology; at Holidu we believe in the power of technology to solve almost any problem. To provide our customers with the best possible user experience, we build our own technology and leverage machine learning.

The focus is on the customer; As passionate travelers ourselves, we want to make a real difference for our customers. We put our customers first in every decision and seek to be genuinely helpful. We listen to customers, partners and colleagues to serve them in a transparent and friendly manner.

What is your team like? How do you work?

It is an International team, everyone loves to travel and is eager to learn and move things forward. Different departments are working collaboratively together and have fun while doing so. Product managers, designers, techies are working together in squads.

Our team of technology enthusiasts, creative experts, and vacation rental specialists from over 30 countries proudly refine Holidu’s global platform, 24/7. The brand is set on perfecting the search process for the ideal vacation rental and making the market truly transparent.

TAKE YOUR IT SKILLS TO A GLOBAL LEVEL THROUGH TRAVEL AT HOLIDU

What kind of people are you looking for? Who's the best match for your team?

Hungry and ready individuals who love having an impact from the first day on, motivated to achieve something big with the team. Team success is greater than individual success. We want passionate and collaborative individuals committed to advancing their tech careers alongside the team.

What benefits and perks do you offer your employees? What's the biggest plus of working for you?

We reach and have an impact on millions of people using our product every month, there is a wide platform for our talent to improve in their field. We reach people of all kinds of people and this definitely boosts the culture of our team.

Growth with responsibility from the start of your career and through regular feedback, each individual is responsible for their contributions and the benefits that come along. Our working culture is very dynamic and this helps each member improve their skills and develop a high profile competence.

The robust culture of course survives on healthy members. The offices are stocked for energized and healthy individuals. Stay healthy and energized with free fruit, breakfast and coffee in the office.

We offer wellness and fitness amenities. Get in shape at the premium gym in our office building for a discounted rate.

Language classes for our globally oriented business module. Learn languages with meetings in English and subsidized German classes.

We have a huge network where individuals connect and have fun with diverse yet like-minded people at work and regular events.

Travelling package for team members, 28 vacation days + 13 public holidays in Bavaria.

The work environment is a team of friends plus having the opportunity to  have an impact and bring in your own ideas. An open team, that has fun working together, also spends time together during free time, over 30 countries working here, more than 25 languages spoken

 What are your goals and plans for the future? What's your biggest ambition? 

“We will continue to invest in growing our inventory of attractive accommodations as well as in the further development of our technology platform in order to offer our travelers, partners and home-owners an even better service. Our mission is to finally make the search and booking of vacation homes easy. Our vision is to become the global go-to-platform for vacation rentals, by dramatically improving the user experience and combining all of the world’s instantly bookable vacation homes on our website. Making our travelers, homeowners and partners happy is a daily driver in our work. This way they can save real money and time and spend more time on what really matters: having a nice holiday and being great hosts.” Antwort von Johannes.

Find Holidu on their Website and Twitter and  Facebook for more information and updates. 

See you in Munich!

In the early stages of a business or a startup, you may not have a tech recruiter on the HR team. Even without technical knowledge it is possible to interview tech candidates. So before you rush out to find a specialist tech recruiter, let’s save you some money and time in this simple and systematic interview workout plan that will ensure a consistent quality of hires. Check out this cool Tech Alphabet for all tech terms you may want to get to know, you don’t need these in the interview, we got you covered below.

Decide what skills you are looking for

Before conducting the interview, decide what the business needs. You come up with a criteria for the interview which eliminates repetition except for the few improvised interactions. Do you need an innovator or tech wizard? Do you someone motivated to solving technical problems or product building? Do you need a particular expert knowledge? All these narrow down your candidate quite easily and prevents unnecessary grilling.

Face up to your lack of knowledge

Nope, do not tell the candidate about this, rather, ask the candidate to talk about what they do as if they are talking to someone without technical knowledge, the ease with which someone handles this reflects so much on their communication skills, patience and other soft skills that make a well rounded candidate.

Find out about their network

Is the candidate on LinkedIn? What other professional networking media are they involved in? A little professional stalking never hurt anybody (or did it?) find out the characteristics of their network, tech people know other tech people and a good network portrays flexibility and experience in the candidate’s career. Connections, recommendations and industry projects.

HOW TO INTERVIEW A DEVELOPER WHEN YOU LACK TECH SKILLS

Passion and interest

Find out about what the candidate does with their skills and knowledge outside of work. A candidate who invests time and energy in improving their skills is one you can trust to roll with the punches in an ever changing industry. This is a candidate who adapts easily to change and is able to learn on the job. What does the candidate see him or herself doing in five years? Is their interest in being top skilled in their field or more money? Find out what drives the candidate in this line of work.

HOW TO INTERVIEW A DEVELOPER WHEN YOU LACK TECH SKILLS

Their worst projects

If someone has spent enough time in the industry there is a high chance they have encountered a troublesome project or dysfunctional team and even failure. Ask the candidate about their worst projects and how they survived them. Resilience and responsibility are indispensable traits.

HOW TO INTERVIEW A DEVELOPER WHEN YOU LACK TECH SKILLS

Give them a challenge

Give constructive challenges, get the candidate to work with another on a short project. This helps you assess all their skills in action from communication to technical skills. Whiteboarding is overrated and actually brings the opposite of the intended goal. It is also used as a means of intimidating and a breeding ground for unhealthy competition and it might scare off good candidates.

HOW TO INTERVIEW A DEVELOPER WHEN YOU LACK TECH SKILLS

Give them a chance to ask you questions

Free up communication lines and be on the receiving end of their questions. You test curiosity, their understanding of the position and what is required of them. Their compatibility with your company’s culture and their expectations.

HOW TO INTERVIEW A DEVELOPER WHEN YOU LACK TECH SKILLS

Whether you are looking for a job, your next co-founder or recruiting your tech talent, Tech Events is the place to be for all professional networking. Visit for more information about the events and how you can get more out of the experience and also get yourself a ticket to an event!

Website: Techmeetups.com  visit and treat yourself to a community of tech business events and support!

TechMeetups.com 8 years. 21 cities. 68 job fairs. 1100+ hiring companies. 60,000+ job seekers. 

DISCOVERING OPPORTUNITIES AT PAYBACK

PAYBACK is the most successful German bonus program and largest multichannel marketing platform. PAYBACK has offices in Germany, Italy, India, Poland, and Mexico. You have a chance to meet some of the employees in person, as they will be visiting the Munich Tech Job Fair Autumn precisely on the 24th of October, 2019.

Do not waste any more time and get yourself a ticket from here. If you want to know more about PAYBACK, just read on 🙂 We are looking forward to meet you in person!

PayBack Munich Tech Job Fair Autumn 2019

Since 1998, we help companies to understand their customers better. Because only satisfied customers are customers who return. Our headquarter is in Munich, from where we take care and support the success of our partners worldwide. Since 2011 we are part of the American Express Group.

How do we work at PAYBACK?

PayBack Munich Tech Job Fair Autumn 2019

A career with PAYBACK is no ordinary career. It is always a development path.

To us, a career means having the chance to develop your individual skills and abilities. At PAYBACK, it doesn’t matter what level you are at in the company – you will take on challenging tasks from day one, allowing you to develop personally and continually improve your professional skills.

We have adapted certain remuneration and development principles that are:

1) Development: An individual personnel development, which is oriented to the future requirements, ensures the optimal and individual further education. So, you can fully develop your personal potential.

2) Remuneration: We pay performance-related salaries. As an employee, you will receive a fixed and a variable salary component. The variable component is based on your agreed objectives and the extent to which you have achieved them.

3) Assessment: Our assessment process takes into account team and process-oriented collaboration as well as individual employee development.

4) Target agreement: Your personal objectives are agreed in relation to the job-specific and individual requirements of the post.

Benefits 

We also provide support to our employees by providing them with a variety of benefits:

  • Our ESSZIMMER (Cantine for Lunch)
  • Our TURNHALLE (Gym)
  • OUR SPIELZIMMER (Meeting room, Kicker and TV with Xbox & Wii)
  • Employer-Funded Pension
  • Family Service (Kita)
  • Regular and changing Employee Offers

There will be a lot of opportunities for you and you can get in touch with some PAYBACK employees. So you should not miss the chance to meet a part of the PAYBACK Team! See you soon at the Munich Tech Job Fair on the 24th of October.

You can also check PAYBACK on their social media sites, they are available on Facebook, Instagram, Twitter, XING and LinkedIn.

Original post by Kristina Martic via TalentLyft

This list of 2019 recruiting trends should be your guide for improving your recruiting strategy. 2019 will bring a new set of recruiting trends that will significantly impact your recruiting process. Are you ready to implement these new recruiting trends or will you be left behind?

15 New Recruiting Trends You Should Implement in 2019

Intro

Importance of implementing new recruiting trends in 2019

In terms of recruitment trends, 2019 will bring a fresh set of recruiting trends that will significantly impact your recruiting process. Are you ready to implement them or will you be left behind?

We bring you the 15 top recruiting trends for 2019 that you need to start implementing ASAP, otherwise, you will end up being the loser in the war for talent before the year ends!

It’s a candidate driven market out there

The way we recruit has changed. Compared to just a few years ago, candidates now have far more power during the job search.

According to research and every recruiter and HR professional everyday work experience, the current job market is 90% candidate driven. That means you don’t pick talent anymore. Talent picks you.

Consequently, finding and hiring ideal job candidates, especially those with in-demand skills, has become an extremely hard, expensive and time-consuming.

That’s why there is a major shift going on in recruiting paradigm. The focus is now on candidates, who are being treated like customers.

The change of paradigm brings a whole new set of buzzwords and new recruiting trends. We highlighted 15 most important among recent trends in recruiting that will have the greatest overall impact on the recruitment industry in 2019.

Top recruiting trend no. 1: Recruitment Marketing

What is recruitment marketing?

Recruitment marketing strategy is based on the implementation of marketing tactics in recruiting. Recruitment marketing is the process of nurturing and attracting talented individuals to your organization using marketing methods and tactics.

The importance of recruitment marketing

Recruitment marketing is a discipline that has been introduced as a consequence of the current situation in the labor market. Its main goal is to follow the latest trends in the market and offer solutions to the companies that best overcome these new challenges. Companies that first adopt these new recruiting best practices will be more likely to attract talent. This is why Recruitment Marketing will be at the sole top of the recruitment trends 2019.

The importance of recruitment marketing

Top recruiting trend no. 2: Inbound Recruiting

What is inbound recruiting?

Inbound Recruiting is a recruitment marketing strategy where you proactively and continually attract candidates with the goal to make them choose you as their next employer. Your goal in inbound recruiting is to attract, convert and engage candidates.

The importance of inbound recruiting

Lately, there has been a switch from outbound to inbound recruiting. Simply reaching out to the candidates and offering an open position is not the way to attract talent anymore. If you are looking for a long-term solution to advance your recruiting and hiring strategy, inbound recruiting is the recruitment trend you should adopt.

Top recruiting trend no. 3: Employer Branding

What is employer brand?

Employer brand is the term commonly used to describe an organization's reputation and popularity as an employer, and its employee value proposition, as opposed to its more general corporate brand reputation and value proposition to customers. Employer branding ideas are essential for building a strong and attractive employer brand.

The importance of employer branding

Research by LinkedIn has proven that more than 75% of job seekers research about a company’s reputation and employer brand before applying. Companies with a bad reputation not only struggle to attract candidates, but they also struggle to retain employees. This is why employer branding is one of the top recruitment trends of 2019!

The importance of employer branding

Top recruiting trend no. 4: Candidate experience

What is the candidate experience?

Candidate experience” is current, past and potential future candidates’ overall perception of your company’s recruiting process. It is based on candidates’ feelings, behaviors and attitudes they experience during the whole recruiting process, from sourcing and screening to interviewing, hiring and finally onboarding.

The importance of candidate experience

Why is paying attention to your candidate experience another extremely important recruitment trend you should adopt in 2019?

Because candidates who had a positive candidate experience in your recruiting process will more likely accept your job offer, reapply in future and refer others to your company.

On the flip side, a negative candidate experience can cost you more than a few candidates - it can even lose your company big bucks! The most famous example of this is the case of Virgin Media, a company who calculated that a bad candidate experience costs them a shocking $5.4 million annually!

The importance of candidate experience

Top recruiting trend no. 5: Talent pools

What is a talent pool?

Talent pool refers to a place or database where recruiters and HR Managers keep all of their top job candidates. Talent pools make not only candidates that have applied for jobs, but also sourced, referred candidates, silver medallists and candidates that have willingly joined your pool in an inbound way.

The importance of talent pool

Imagine if every time you had a job opening, you had a pool of talent from which you can just pick the best one! Sounds great, right? This is the reason why many recruiters have already adopted this recruitment trend and started building a high-quality candidate database for current and future needs.

Top recruiting trend no. 6: Candidate Relationship Management

What is candidate relationship management?

Candidate relationship management (CRM) is a method for managing and improving relationships with current and potential future job candidates.

The importance of candidate relationship management?

Having a strong candidate relationship management has quickly become one of the top 2019 recruitment trends. This relatively new method of recruiting was introduced to the world of talent acquisition as a solution to one of the biggest challenges in the HR industry - attracting talent.

Top recruiting trend no. 7: Social Recruiting

What is social recruiting?

Social recruiting is using social media channels for recruiting. The term refers to different ways of using social media networks (such as Facebook, Twitter, LinkedIn etc.) and websites (blogs, forums, job boards and websites like Glassdoor for example) to find, attract and hire talent.

The importance of social recruiting

Social recruiting goes beyond posting current vacant jobs ads on your company’s social network accounts. It offers so much more! You can use social media networks to proactively search for potential candidates, build a relationship with them and encourage them to apply for your vacant job positions. Because of all the possibilities it offers, Social recruiting has become one of the top 2019 recruitment trends.

The importance of social recruiting

Top recruiting trend no. 8: Recruitment automation tools

What are recruitment automation tools?

Simply put, recruitment automation tools are software that use new technology to automate recruiting process. Automation of recruiting process has been around for a while, but now it will go beyond HRIS, Applicant Tracking System (ATS) and Recruitment Marketing Software. The new trend is software that offer 2 in 1 tools - integrate both ATS and Recruitment Marketing solutions under one platform.

The importance of recruitment automation tools

These new all in one tools offer help in finding, attracting, engaging, nurturing and converting candidates into applicants. They also streamline, simplify and automate hiring process, making it faster and more efficient. Those organizations that have up till now been too slow to incorporate automation into their recruitment systems are in danger of losing the best candidates to their more forward-thinking competitors. This is why using recruitment tools is successful recruiters' favorite recruitment trend!

READ MORE HERE.

Now you are past introductions and the documents claiming the position for the candidate. What is the next step to determine the character compatibility with the company culture?

The essence of any answer lies in the question asked, to get the right answers, we need to ask the right questions. You need the questions that go beyond the practiced and routine dialogue into fundamental interaction and not interrogation.

Therefore, the standard interview questions aren’t going to get both employer and candidate the full closure for creating a lasting impression on both sides, an impression that results from exploring the decision-making, communication style, professional priorities and personality of a candidate and how this well-rounded information reflects in their career pursuit.

This is a list of the questions that will nail down the right candidate for you beyond a shiny suit and surface polished personality.

TOP TEN QUESTIONS TO ASK ANY NEW JOB SEEKER

1. What interests you most about this position?

This gives you an in-depth understanding of the candidate’s values. This takes them away from what is required of them by the position and focuses on their genuine contribution to the position. Do they enjoy the authority or use the position to promote the culture and values of the company? This question displays the candidate’s skills in going about the duties of the position.

2. What were the best and worst aspects of each job on your resume? 

This gives the candidate an opportunity to recount the moments in their past work experience that stayed with them. A glimpse in how they handle the worst aspects, what they consider as worst aspects and what they learned from the experience. The best aspects also shine a light on the character of the candidate, how they handled or felt about them, is there recognition of team work?

3. What does your bestfriend do for a living?

The relationships with the people closest to us are a good indicator of the kind of relationships we have with the broader audience. The depth with which a candidate responds to this question shows their inquisitive and curious nature towards the people they engage with. If someone does not talk in precise detail about their closest relationship, there is a high chance they will not connect with or engage the clients. This is a red flag especially for team work.

4. Which friends do you like the least and why?

This a reflective question. Most likely, what the candidate doesn’t like in a friend, he or she will not engage in or do. This shows the values of the candidate and level of maturity in still being friends with those whose values contradict theirs. It is a trait of great value in dealing with people of all backgrounds.

TOP TEN QUESTIONS TO ASK ANY NEW JOB SEEKER 2

5. What was the worst project you worked on and why?

The projects that did not go as planned show a great deal of resilience or lack thereof. Does the candidate have a sense of responsibility? What did they do to ensure that the problem did not return. Have they taken on a project that seemed like a lost cause? What did they get out of the experience? This shows a person who takes initiative and creates their own path through grit compared to following the already made job path. You want people obsessed with achieving results no matter the business atmosphere.

TOP TEN QUESTIONS TO ASK ANY NEW JOB SEEKER

6. What business problems do you enjoy solving?

This is a question that defines the most productive people in any aspect of life. Life is full of problems and the best way the majority go about those problems is by diving into distractions, it is not any one’s fault we naturally have an aversion toward discomfort and pain. The kind of  pain someone is willing to bear says a lot about what they value and what motivates them. You can find out what they define as a problem. This is the candidate’s prime strength and you can deduce how it fits in with your company and industry at large.

7. What results have you produced that you are most proud of?

The catch here is their self-awareness, do they take credit where it is due and most importantly why is the candidate proud of the results. Was it for the expression of their skills? Are they proud because of the recognition? Team work? The lessons they learned or the means they took to achieve the results. The sense of pride is rooted in the values of the candidate. The number of results is also a sign of expertise and building of character over time and discipline in business.

8. What is your best book to read and what is your opinion on the state of the industry?

The candidate’s sense of self identity in the industry or company of interest is important because it shows the candidate knows where and why he or she belongs and knows what he or she has to offer. Is their opinion appreciative or depreciative? The kind of books the candidate refers to show a coherence in their character, either showing their values, interests or aspirations. This kind of an ambiguous question and a candidate may stumble to answer or ask for clarity, each reaction speaks volumes about the confidence and self awareness of a candidate and how they respond to ambiguity.

TOP TEN QUESTIONS TO ASK ANY NEW JOB SEEKER

9. Does the candidate have questions for you?

This shows a candidate’s focus and state of mind in the interaction. It will show the person’s reaction to unforeseen events and preparedness to handle them. Can they think on their feet? Initiative in responding to this question signifies the interest of a candidate beyond the individual role into their connection with the whole enterprise. This also shows the creativity of the candidate and how they work under pressure.

10. Why are you looking for a new job?

This is a track of the candidate’s former employment and career trajectory. Why did they leave the former employer? This gives you an opportunity to discover the drive behind the candidate’s career choice, how he or she views themselves, their former employment relationships and why they are at this point in their career. The sense of responsibility for the candidate’s career path and choices is also challenged too.

TOP TEN QUESTIONS TO ASK ANY NEW JOB SEEKER

Whether you are looking for a job, your next co-founder or recruiting your tech talent, Tech Events is the place to be for all professional networking. Visit for more information about the events and how you can get more out of the experience and also get yourself a ticket to an event!

Website: Techmeetups.com  visit and treat yourself to a community of tech business events and support!

Original post by Dandan Zhu via BusinessInsider

As a headhunter since 2011 and now as owner of my own recruitment firm, DG Recruit, I have had the pleasure of placing hundreds of professionals in roles ranging from senior to executive positions nationally.

Here are a few things recruiters and hiring managers know that job seekers don't.

1. All basic qualifications having been met, likability trumps all

5 Things Hiring Managers Know that Job Seekers Don’t

What this means is that the B and C students have just as good a chance at making it in life than A+ students - and it's not the most talented and technically-savvy engineer who eventually becomes the CTO; in fact, it's usually the most politically admired and personally connected candidate that wins and progresses into the C-suite.

Of course, basic qualifications are important to even be considered a feasible candidate, but success is usually dictated more by one's ability to influence, actively listen, and respond appropriately, their level of social etiquette, and their general level of acceptedness by their peers and superiors.

In order to be more likable, read the book "How to Win Friends and Influence People" by Dale Carnegie. In sales roles like mine, and certainly for any enterprising professional who wants to progress into senior leadership roles, learn how to ask open questions sincerely to drive conversations with anyone. Be genuinely vested in others' lives, sufferings, wins, and emotional state. By empathizing, remembering personal details, and creating conversation consistently, you'll win over the hearts of anyone you endeavor to build a relationship with.

2. HR people actually are not that important in the hiring hierarchy

5 Things Hiring Managers Know that Job Seekers Don’t

As a headhunter, surprisingly, the HR person is the last person on my list of any importance. As a job-seeker, you should understand that the person who really controls the chessboard is the hiring manager or department head - the actual person in charge of the future hire.

The hiring manager dictates everything! Who to interview, what price to pay them, who to hire, and which headhunters to utilize. As long as the real boss, the hiring manager, likes you, you're about 90 percent of the way to an offer letter.

No matter what role you're in, you can find hiring managers on LinkedIn by experimenting with the search fields. You can type the company name in the filter and then type in "manager" or "director" of a certain role, like "java development." If that doesn't turn up anything, then delete the keyword. You can narrow the list by geographic range; similarly, you can find more relevant contacts by looking at the right-hand column called "People also viewed" and opening a new tab in your browser.

Important tips:

  • Keep track of your activities on every contact through an Excel sheet where you design the columns to display Company name, First Name, Last Name, Role/Title, and Your Actions to take notes of what you've done.
  • Be careful. If you directly reach out to hiring managers, you risk being caught looking, since your manager may also know whom you're soliciting. They may have backdoor conversations about you - and if you directly reach out to firms, headhunters will be unable to represent you to those companies for a period of a year.
  • That's why you're best off contacting recruiters first by utilizing LinkedIn, job boards, and referral sources to find the best recruiters in your space. Once you fully map out which recruiters represent which firms and what the word on the street is, then you know which companies you should utilize recruiters for, and which firms you can get after yourself.

3. You can negotiate and leverage other offers to great effect

5 Things Hiring Managers Know that Job Seekers Don’t

Many candidates are so afraid of upsetting prospective employers that they feel bad for disclosing where else they're interviewing at or how much money they actually want. For many people in high-demand labor markets where the supply of jobs outstrip candidates available, the candidate actually holds a LOT more power than employers do.

Candidates should definitely negotiate and be transparent about exactly which other offers they're juggling and when deadlines approach. If handled appropriately, this will increase employers' desire for you, not penalize you for "looking greedy" or "not interested." It's simply reflective of the competitive labor landscape in which firms must fight for top talent.

In today's world, it's all about the etiquette and manner in which you communicate. If you present an articulate, fact-of-the-matter case as to why your demands are as such, people respect you rather than dislike you. After all, it's a given right for a worker to demand their just wages.

READ MORE HERE.

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