Peri Wicks

This is incredibly interesting and undoubtably what the market needs - what goes up must inevitably come down to level out in way in which the market can accommodate. Now Software Developers what do you think? Does this impact the way you're looking at your career and your next move? #developmentrecruitment #salariesaredecreasing #acallforsomeinsight

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Understanding IR35 is crucial for freelancers and contractors. Stay informed and compliant to avoid any penalties! #IR35 #Contracting #Freelancing

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Sharing my latest data engineering roles below 👇 There's a great selection here across Engineering Management, senior-level Individual Contribution, Tech Leading, and outside IR35 contracting. Please give me a shout if you would like to hear more! 📧 jordanf@burnssheehan.co.uk #data #dataengineering

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What do you think are the top factors impacting tech contractors this year? Are day rates going up? Which specialist skills will be most in demand in 2024? Let us know in our 10-minute tech contractor survey before 7th May. Our survey is open to anyone who engages with tech contractors or works as one. 👉 https://lnkd.in/efz9-rNv

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𝗠𝘆𝘁𝗵-𝗕𝘂𝘀𝘁𝗶𝗻𝗴 𝗜𝗥𝟯𝟱: 𝗖𝗹𝗲𝗮𝗿𝗶𝗻𝗴 𝗨𝗽 𝗖𝗼𝗺𝗺𝗼𝗻 𝗠𝗶𝘀𝗰𝗼𝗻𝗰𝗲𝗽𝘁𝗶𝗼𝗻𝘀 𝗳𝗼𝗿 𝗖𝗹𝗶𝗲𝗻𝘁𝘀 🔍 IR35 can be a tricky area to navigate, with many myths and misconceptions floating around. Let’s clear up some common misunderstandings to help you manage your IT contracts effectively and stay compliant: 𝗠𝘆𝘁𝗵 𝟭: 𝗜𝗥𝟯𝟱 𝗢𝗻𝗹𝘆 𝗔𝗳𝗳𝗲𝗰𝘁𝘀 𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁𝗼𝗿𝘀 Reality: While IR35 directly impacts contractors, clients are also responsible for correctly determining the contractor’s status. Misclassification can lead to financial penalties for your business. 𝗠𝘆𝘁𝗵 𝟮: 𝗨𝘀𝗶𝗻𝗴 𝗮 𝗖𝗘𝗦𝗧 𝗧𝗼𝗼𝗹 𝗚𝘂𝗮𝗿𝗮𝗻𝘁𝗲𝗲𝘀 𝗖𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 Reality: The CEST tool is a helpful guide, but its results aren’t legally binding. It's essential to seek additional professional advice to ensure accurate assessments. We can help you with this. 𝗠𝘆𝘁𝗵 𝟯: 𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁𝗼𝗿𝘀 𝗜𝗻𝘀𝗶𝗱𝗲 𝗜𝗥𝟯𝟱 𝗔𝗿𝗲 𝘁𝗵𝗲 𝗦𝗮𝗺𝗲 𝗮𝘀 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 Reality: Even if a contractor falls inside IR35, they are not employees. They don’t receive the same benefits and protections as full-time employees but are subject to similar tax treatments. 𝗠𝘆𝘁𝗵 𝟰: 𝗜𝗥𝟯𝟱 𝗗𝗼𝗲𝘀𝗻’𝘁 𝗔𝗽𝗽𝗹𝘆 𝘁𝗼 𝗦𝗺𝗮𝗹𝗹 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀𝗲𝘀 Reality: The private sector reform in April 2021 introduced an exemption for small businesses, but medium and large businesses still need to comply. Understanding your business’s classification is crucial. 𝗠𝘆𝘁𝗵 𝟱: 𝗜𝗥𝟯𝟱 𝗦𝘁𝗮𝘁𝘂𝘀 𝗶𝘀 𝗙𝗶𝘅𝗲𝗱 Reality: A contractor’s IR35 status can change based on the specifics of each contract and working arrangement. Regular reviews and assessments are necessary to stay compliant. 𝗠𝘆𝘁𝗵 𝟲: 𝗢𝗻𝗹𝘆 𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁𝗼𝗿𝘀 𝗡𝗲𝗲𝗱 𝘁𝗼 𝗪𝗼𝗿𝗿𝘆 𝗔𝗯𝗼𝘂𝘁 𝗜𝗥𝟯𝟱 𝗜𝗻𝘃𝗲𝘀𝘁𝗶𝗴𝗮𝘁𝗶𝗼𝗻𝘀 Reality: HMRC can investigate both the contractor and the client. Ensuring compliance from the start protects both parties from potential scrutiny and penalties. Understanding these myths and the realities of IR35 helps in creating a compliant and fair working environment for all parties involved. If you need any guidance or have questions about IR35, feel free to reach out. We’re here to support you through the complexities. #IR35 #Compliance #ITContracts #ITRecruitment

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Why should you target the US IT staffing industry? 📈The IT and Tech staffing sector is predicted to grow by 5% this year 💸It's projected to reach a value of $43.2billion, according to SIA 🗽 The sector alone is equal to 80% of the total UK staffing revenue 👩‍💻There were 582,120 tech business establishments in the US in 2023 💵 The median tech wage is 103% higher than the median national wage Download this E-Book for more on the IT and Tech industry including demands in the sector, data for recruiting, IT role spotlight, top locations IT contract 👉 https://lnkd.in/euM5s_Ku

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Recruitment Challenges: Overcoming Skill Gaps in the Tech Industry 📢 Are you facing challenges to find suitable candidates with the right skills for your tech roles? 🤔 🔍 Skill gaps have become a common hurdle in the tech industry, where demand for specific expertise often outstrips the available talent pool. In this article, we will explore some strategies to overcome these recruitment challenges. 💪 1️⃣ Upskilling and Reskilling Programs: Invest in training and development programs to bridge the skill gaps within your existing workforce. By providing opportunities for employees to learn new technologies or enhance their skills, you can fill critical roles from within your organization. 2️⃣ Collaboration with Tech Schools: Forge strong partnerships with universities and technical schools to tap into fresh talent. Create internship programs or sponsor projects that align with your company's needs. This collaborative approach helps build a talent pipeline and ensures you have access to skilled candidates. 3️⃣ Rethink Job Descriptions: Instead of focusing solely on specific qualifications or years of experience, place more importance on the candidates' potential and ability to learn. Look for transferable skills and individuals who demonstrate adaptability to different technologies. 4️⃣ Collaboration with Recruitment Agencies: Leverage the expertise of recruitment agencies specializing in the tech industry. They have access to a wide network of qualified candidates and can help identify individuals with the desired skill set quickly. 5️⃣ Encourage Diversity and Inclusion: Embrace diverse hiring practices to tap into a broader talent pool. Studies have shown that diverse teams tend to be more innovative and creative. By actively promoting diversity and inclusion, you can attract candidates from different backgrounds, perspectives, and skill sets. 💡 Overcoming skill gaps requires a multifaceted approach, combining internal initiatives, collaboration with external partners, and a focus on diversity and inclusion in your hiring practices. By implementing these strategies, you can bridge skill gaps and find the right talent to drive your organization's success. 🚀 What challenges have you faced in recruiting for tech roles? How did you overcome them? Share your experiences in the comments below! 👇 #RecruitmentChallenges #SkillGaps #TechRoles #TalentAcquisition #TechRecruitment

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When creating a business strategy use data to access your ideal target market and clients 📊 Especially when entering the US recruitment industry💯 PGC have put together this useful map to help you choose the best place to area to place contractors in 2024 🗺 It shows the top areas our UK recruitment agency clients made onboards last year 💰 Interestingly... New York has regained its position as number 2 , after Texas took over last year! #recruitmentindustry #usstaffing #targeting

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The Hays' 2024 UK Tech Contractor Day Rate guide, published today, reveals all the latest trends currently impacting IT contractors, including the significant rise of AI and the roles seeing the highest pay increases as a result. To learn more about the findings, and for insights from James Hallahan, Chief Strategy Officer at Hays, read the full piece by ContactorUK.

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Another fantastic review for Evelyn Hay who covers the #devOps market in #switzerland here at iO Associates - UK/EU If you need support finding the right candidate or your DevOps team speak to Evelyn Hay! #testimonial #review #customerservice #happyclients #switzerland #devops

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The recruitment market is witnessing a shrinking permanent market and a slow-growing interest in more contract work. With businesses grappling with budget constraints and volatility, the draw of flexible staffing solutions is growing notably. My desk has certainly seen an increase in contract work in 2024, IR35 plus the pandemic meant a big swing in the favour of permanent opportunities for financial and job security. Now with the pandemic behind us and people getting their heads around the IR35 situation we're seeing more contract opportunities and candidates back in the contract market..........so why are contractors good for businesses.... - Flexibility 👍 - Cost and time savings 💵 - Instant impact ⚡ - Temp cover at short notice ⌚ - Ease of separation 👫 If you;re a contractor how are you finding the market at the minute? Is it more vibrant for you at the moment? Let us know if we can help 😁

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🎉 Exciting News Alert! 🎉 The UK economy is officially out of recession, according to the latest official figures! 📈 Now is the perfect time for companies to capitalize on this positive momentum and expand their teams. 💼 Syntech Recruitment is here to support your recruitment drive and connect you with top talent to drive your business forward. Let's work together to seize this opportunity for growth! 💪 #UKeconomy #RecruitmentDrive #SyntechRecruitment Syntech Recruitment Ltd

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What's the trickiest vacancy you're trying to fill? Often it's not the "Head of xxx" or "xxx Manager". It's a Technical Consultant with 2 years' experience. Or a Junior DBA. Recently it took me 2 months to fill a 1st Line Application Support Specialist role. These entry-level type of positions are critical for any company, but especially for SMEs. In my case it was for a construction business. Technical skills were important but CULTURE fit was massive. Stakeholder management skills were critical in order to deal with a wide variety of different users. We got there in the end, and both candidate and manager are a perfect match! But why so hard to find the right person, when you're hiring at entry/junior level? ➡️ There's not a lot of work experience to go on, so lots more CV screening and interviewing required. ➡️Typically less engagement, so harder to pin down for availablity and commit to interview. ➡️ More susceptible to counter offers. ➡️ Unrealistic salary expectations. What issues do you face when hiring such roles? Comments ⬇️ please!

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I have the pleasure of sitting down with Ray W. this Wednesday 8th May, to discuss all things #IR35. We'll talk about the changes that came into effect in April and what that means for organizations and contractors. It got me thinking about the spotlight often shining on permanent recruitment in the realm of talent strategies, talent pooling and DE&I initiatives. Freelance or interim recruitment, on the other hand, is frequently viewed as reactive and challenging to integrate into long-term strategies. In many cases, the engagement with contractors falls outside the purview of the TA team, instead handled by a separate entity focused on project resourcing. However, as the economic landscape continues to demand adaptation, with unfortunate layoffs of permanent staff becoming more prevalent and an increasing number of workers transitioning to contracting roles, it prompts a critical question: Is it time for organizations to re-calibrate their approach to freelancer hiring? Especially if organisations are determining contractors as Inside of IR35. Whether a freelancer is engaged for a single day or a year-long project, their presence reverberates throughout organisational culture and productivity, akin to that of a permanent employee. It's important to acknowledge the impact freelancers have. I've had some interesting conversations with the team at Worksome who are doing some great work trying to bridge the gap between permanent TA strategies and freelance resource needs. Would love to hear your thoughts on the topic!

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Why hire software development contractors I hear you ask? Where do I find the right contractor? Look no further, we've got you! Check out the below video to find the answers and the areas we cover... #contractor #contracting #software #developer #development #IR35 #hiring

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