Hassan Khan

Results from last weeks poll. Very close call - seems we're split on this one. With demand for work / life balance on the rise. Is this an approach we might see adopted more in 2025? #4dayweek #prorated #softwareengineering

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Tips for founders hiring... if your Head of Engineering or CTO needs to code every day, you're looking for a Lead Engineer or Technical Lead. By labelling vacancies incorrectly you're making it harder to recruit the right people. Lots of lead engineers & technical leads will be put off from applying for a Head of Engineering or CTO role and lots of Heads of Engineering & CTOs will apply, then pull out of the process after finding they need to code every day. It's already difficult to fill these roles, don't make it harder. Oooorrrrr... you could make your life even easier and just call me instead ✌🏽 #blockchain #web3 #crypto #tech #technology #recruit #recruitment #hiring #career #careeradvice #leadership #leaders #founder #founders

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Demand for Intermediate-level Software Developers is decreasing, resulting in salary levels on offer declining. For the time being it appears that the days of intermediate developers securing 15% - 20% pay increases when moving jobs are over.   Current advertised salaries for software developers in the UK (3 months to June 2024) are down to 2019 levels.   Is this trend mirrored elsewhere in the world? What are the causes for this?    

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Bit late to it... but better late than never, right? Rundown of Q2 in Team Java & Kotlin incoming ➡➡➡ 💪🏼 122% of our quarterly target 💸 Highest billing UK team at Understanding Recruitment 🏆 We hit our team incentive 📅 23 new client meetings ✅ 1.09 CV : 1 Interview ratio It's no secret that the last 18 months haven't been the smoothest sailing for the tech market, but one thing for certain is that things are moving in the right direction. What have we got in store for Q3? 💥 If you're looking to scale your engineering team this quarter and need some advice or support, feel free to reachout for a chat about how we can alleviate some of the headaches that come with hiring! #quarterlyupdate #hiring #techrecruitment #java #kotlin

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⭐ Attention Engineering Managers ⭐ Boost your projects without the long-term commitment of hiring full-time staff and high costs. Here’s why an experienced freelancer is your best bet: 1. Immediate Impact: Freelancers hit the ground running, driving immediate progress with their diverse project experience. 2. Cost Efficiency: Save on overhead costs—pay only for the work you need. 3. Flexibility: Scale your team up or down based on project needs, without hiring hassles. 4. Specialized Skills: Access niche expertise perfectly matched to your requirements. 5. Fresh Perspectives: Benefit from innovative solutions and insights from varied industry experiences. 6. Reduced Onboarding Time: Minimal onboarding means more time focused on your project. A freelancer doesn't need training or any fancy tools, but with their experience and knowledge they perform at the highest level similar to the silver medalist Yusuf Dikec from Turkey yesterday at Paris 2024. If you need any project support currently don't hesitate to reach me on 📞 +4989 541996729 or 📧 [email protected] #FunctionalSafety #EmbeddedSystems #FreelancerBenefits #EngineeringExcellence #Consultant #Turkey

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The fee structure most agencies use with clients is pretty standard industry-wide (X% of the candidate's salary for perm roles). Some agencies use alternative fee structures since it works better for both parties and creates more alignment - e.g. ongoing monthly retainers, embedded recruiters/RPO, flat rates, etc. Some markets have unique factors that make a non-standard fee structure more mutually beneficial for both the agency/client. Pricing structure and strategy is something that most agencies don't really dig into since it's easier to go with the status quo since it's what clients expect and are used to. I'm curious - if you've used alternative fee structures, how do you like it? Has it worked out better for everyone long term?

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Here's a small but useful piece of advice for people looking for jobs on LinkedIn… Did you know that you can write boolean in the search bar? 👀 This is particularly useful if your role has alternative titles (e.g. Software Engineer / Software Developer / Mobile Developer / Mobile Engineer). LinkedIn Jobs will search every advert's 𝗱𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻 (not title) for whatever you write in the search bar. You can use modifiers like AND, OR, NOT, and add parentheses to adjust your search. And you can use quotation marks if you're looking for a specific phrase. For example… 👉🏼 (software OR mobile OR flutter) AND (engineer OR developer OR architect) NOT iOS 👈🏼 Will produce a list of job adverts that contain Software Engineer, Software Developer, Software Architect, Mobile Engineer, Mobile Developer, Mobile Architect, Flutter Engineer, Flutter Developer, Flutter Architect in the description, but don't mention iOS. This should save you a lot of time because you won't have to run a different search for every possible job title and scroll through duplicates. Did you find this helpful? If so, please share with your network and let's spread the word! 😀 #JobSeekers #LinkedInJobs #OpenToWork #JobSearch

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Struggling to land a job as a Software Engineer with 0-3 years experience? Here's how to shoot to the VERY top of the pile: I won't BS you, the junior market is brutal right now. There's very few roles, and I've been hearing stories of adverts getting over 1000 applicants... So how do you stand out? The truth is, out of those 1000 applications, only 20% will be in Australia, and only 20% of those will be software engineers. That's 40 people. No hiring manager wants to interview 40 people. Especially when very few of those 40 will have the right communication skills, attitude and aptitude to get through the interview process. In fact, 99% of hiring managers would prefer to interview just 1 person. Do this, and that 1 person could be you: - Prepare some personal projects (to show willingness to develop skills) - Do some research on the company (to prove genuine interest) - Practice communicating (poor communicators fail interviews) - Apply with CV + personal project links (so you can be found easily) - Identify specifically why you are a good fit (if you don't know, nobody will) And then - CALL THE HIRING MANAGER. Or video message. Or voice note. In 30 seconds you can: - Introduce yourself and say that you've applied - Reference the personal projects on your CV - Mention why you like the company and why you'd be a great hire - Give availability to discuss the role further in an interview - All whilst proving you are a strong communicator with a great attitude Do this well and you'll be a 1/1000 candidate, I promise you.

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

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You know what's really cool to do as an employer... ... Pay people what they're worth (irrelevant of market conditions) 💡 I'm seeing a worrying trend at the moment - Companies looking for Software Developers with 6+ years experience, but not willing to pay more than £35k 😕 Look... I understand budget restraints... And as the owner of a start-up, I get that companies pockets are only so deep! But if your pockets are only deep enough to get someone with 2-3 years' experience... Stop looking for people with 6 years+ in the hopes that they'll bite your hand off because the hiring landscape isn't all that great at the moment! If you play the game like this, yeah, you MIGHT get a quick win now, but in 12 months time, when the market shifts (as it always does) your competitors will be queuing up to pay them what they're actually worth... And you'll be left back at square one!!  

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Hiring Software Engineers? We recently surveyed 4,917 candidates across the UK. Here's what we learnt... 1 - WFH 7/10 are currently only open to fully remote roles. This number was WAY higher than we expected. Struggling to hire? Try adjusting your WFH policy. 2 - Speed 94% aren't interested in roles with 3+ interview stages. If you find a candidate (that you like), then don't delay. Move fast, or be left behind by your competition. 3 - Tests Most 'take home tests' never get completed. Do a 'real time assessment' on the call instead. It achieves the same result, but actually gets it done. -- Was this useful? ➡️ Follow Alfie Whattam for more like this. ♻️ Repost to share with your network.

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Hiring Software Engineers? We recently surveyed 4,917 candidates across the UK. Here's what we learnt... 1 - WFH 7/10 are currently only open to fully remote roles. This number was WAY higher than we expected. Struggling to hire? Try adjusting your WFH policy. 2 - Speed 94% aren't interested in roles with 3+ interview stages. If you find a candidate (that you like), then don't delay. Move fast, or be left behind by your competition. 3 - Tests Most 'take home tests' never get completed. Do a 'real time assessment' on the call instead. It achieves the same result, but actually gets it done. -- Was this useful? ➡️ Follow Alfie Whattam for more like this. ♻️ Repost to share with your network. 👋 PS: I've hired hundreds of Software Engineers, and have my own recruitment agency (Alfa Technology) which helps companies do this. If you are hiring devs in the UK, then please DM me, and we would love to help :)

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Our NEW Software Engineering Salary Guide (for Startups & Scaleups) is HERE! Lots and lots of movement to be discussed, so if you're hiring or thinking about hiring, you'll want to have a read or risk being completely left behind. Here are some key takeaways over the past 6 months: - Mid-Senior End salaries pushing ~$160K+Super! - Senior Eng salaries up by close to $30K - Staff Eng salaries up by $20K-$30K - 10-20% bonuses on top of increased bases are becoming far more common And perhaps most importantly, new ALL TIME HIGH salary levels for top performers across most experience levels in Australia! Like I said - this one is DEFINITELY worth a read! Link is in the comments below 👇🏻

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Vetting your recruitment partner isn’t optional—it’s essential. This week, a friend shared their frustration with me about outsourcing a hire to a well-known agency. They're a scale-up. They were after a junior developer—a tech enthusiast with raw passion, where experience came second. Two days in, the agency shut the application process down, citing an "overwhelming volume of candidates." They promised the perfect options for interviews. Efficient? Not so fast. When the client saw the candidates, they were unimpressed. Even worse, the recruiter couldn’t explain how those candidates were a match! Here’s the problem: You can't properly assess talent in two days, especially when you’re looking for someone who doesn’t fit the "mold". This is what happens when agencies prioritise automation and high-volume metrics over quality. You can't automate know-how. If you’re a scale-up aiming to hire exceptional talent, you need a recruitment process that focuses on: ✅ Real data beyond resumes – Look at how candidates think, code, solve problems—not just how well they hit keywords. ✅ Thorough vetting – Two days? No. You need time to assess skills, culture fit/add, and potential for long-term success. ✅ Meaningful assessments – Coding challenges, portfolios, and real-world scenarios—not just ticking boxes. Scale-ups don’t have the luxury of making quick, surface-level hires. Finding top-tier talent requires a data-driven, thoughtful approach—not a game of throwing candidates at the wall like spaghetti to see what sticks. Find partners who understand your unique needs and are willing to dig deeper.

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*Bracing myself for the response I might get for asking this* Software Engineers: Would you ever consider working on an EQUITY ONLY basis (ie no salary, just owning a portion of the business, the value of which would increase as it progresses and scales)? Assuming: - The product is really interesting and so is the work - The product is in the "tech for good" space and would be a really positive contribution to parts of society - Seed funding is confirmed to be coming with several backers keen & they will able to offer a salary in the near future - The product is super early stage, you would be writing the software from the ground up, but the concept, design and business model once funding is received are all solid I know that there will be many who would never consider this under any circumstances and I totally get why, but just curious to hear if any of you would if it was for a product you believed in enough? And would you look at it on a full-time basis or a part-time basis? It's something I got asked about and so I thought I would throw it out to Linkedin to see what you all think rather than assuming that I know the answer on your behalf. #startup #founder #softwareengineer

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What is it with job applications at the moment? 24 hours ago I posted a react developer role right before heading out for the rest of the day and I've come back this morning to 254 applicants, 57 connection requests and 42 linked in messages. Still working through them but at first glance the large majority aren't remotely suitable for various reasons including: 👉 No mention of React on the CV 👉 Not based in the right country 👉 Never worked in software or IT 👉 Not eligible to work in the UK There has to be a better way for everyone involved? It's incredibly time consuming screening applicants and filtering that list and good candidates get frustrated that they never hear back from recruiters and got lost in the shuffle. I have job board and linked in filters for out of country applicants and legal right to work in the UK + 4 pre-screening questions for react development experience but they don't seem to work. Does anyone have any ideas of better ways for this to work? Any new tools out there that can manage this? I'm Sam 🤝 I connect businesses with technology talent in the UK, USA & Canada ✔️ Tech managers & HR teams work with me to fill their niche vacancies 📈 Developers/Engineers use me to find their dream job 📞 02380 765 304  or 18572 440 919 📧 [email protected]

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In our latest episode of byProduct Live I talked to George Fairhall from award winning start-up WAC. George has been on a 4 year journey as a non-technical founder to build the app from scratch, and has faced many challenges along the way. She was super open and super informative about what she now knows and there's some great information in here for anyone on the journey, or considering starting an app/tech business. WAC gives more control to hourly paid workers, and combats issues such as underpayment which is a big problem in hourly paid jobs which are often undertaken by younger people. YouTube: https://lnkd.in/eHh8jNaT Apple: https://lnkd.in/eS8gcFT7 Spotify: https://lnkd.in/e2vk2DsH And available on all major podcast platforms 01:34 The Journey of a Non-Technical Founder 05:43 Overcoming Early Challenges 07:03 Key Steps for Aspiring Founders 10:22 The Importance of Competitor Analysis 13:30 Critical Criteria Before Moving Forward 15:35 Setting Up the Company 17:56 Product Development Journey 22:44 The Challenge Raising Funds 26:13 Achieving Milestones and User Feedback 34:02 Marketing Strategies for Launch 38:01 The End of the Beginning 41:44 Key Takeaways

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A bit of CV advice for today!! I watched a video of recruiters saying don't highlight your hobbies and interests a few weeks back. Well, in my opinion, that's rubbish. Hundreds of developers are applying for roles, and if you have similar experience to another developer applying, then your personality will be the difference in you getting offered the role. If you are looking for some advice, please reach out to me and I'll happily book in a call to help you. *Love the frame for this video 🤣 #django #python #cvadvice #resumeadvice

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

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