<p>Tech contracting continues to offer growing opportunities for individuals with the right skills. The freelance market is projected to surpass <a href="https://www.clientmanager.io/blog/freelancing-trends-statistics?utm_source=chatgpt.com">$500 billion in 2025</a>, and technology leaders plan to increase hiring of temporary and project-based roles this year. Contingent workers are often preferred due to digital transformation initiatives, economic uncertainties, and the need for specialised capabilities that can be deployed quickly. At the same time, many people are choosing this type of work because of better pay, greater flexibility, and the chance to gain diverse experience. This combination of demand and candidate preference makes competition for top technology roles tougher than ever, and standing out requires more than technical ability.</p>
<p>Employers are seeking IT specialists who can also communicate effectively, understand business objectives, manage time efficiently, and adapt to changing challenges. Here are some essential soft skills to help you thrive as a contractor.</p>
<h2>1. Communication and collaboration</h2>
<p>Contingent workers are often brought in to deliver high-impact solutions, but their ability to collaborate with permanent teams is equally important. Clear communication, active listening, and effective teamwork create smoother workflows and stronger results. Improving these abilities as a tech professional is just as crucial as maintaining technical expertise, especially in environments where cross-functional teams need to align quickly.&nbsp;</p>
<p>You can strengthen these abilities by seeking feedback from colleagues, improving clarity in both written and verbal updates, and using platforms such as Slack, Microsoft Teams, or Jira. Participating in workshops or webinars can also enhance confidence in navigating diverse workplace dynamics.</p>
<h2>2. Business acumen</h2>
<p>Freelancers also interpret business needs and align their knowledge with organisational goals. Strong business acumen bridges the gap between technology and strategy and is highly regarded when advising on IT contracting best practices.&nbsp;</p>
<p>Observing changes in the market and engaging with stakeholders to understand commercial priorities can help you gain fresh insights. This broader perspective will establish you as a trusted adviser and help maintain credibility with recruitment teams and hiring managers.</p>
<h2>3. Time management and organisation</h2>
<p>Contractors are often responsible for complex projects under tight deadlines. Prioritising tasks, managing workloads, and delivering consistently on time builds trust and reliability.&nbsp;</p>
<p>To develop structured approaches and practical strategies, plan ahead, set clear deadlines, use tools like Trello or Asana, and <a href="https://www.coursera.org/learn/work-smarter-not-harder">take courses </a>such as &ldquo;Work Smarter, Not Harder: Time Management for Personal and Professional Productivity&rdquo; on Coursera.</p>
<h2>4. Networking and relationship building&nbsp;</h2>
<p>Strong professional networks can open the door to new opportunities and repeat engagements. Tech specialists who actively nurture client relationships and stay visible in industry circles position themselves for long-term success. Engaging through platforms like LinkedIn, attending <a href="https://www.nicollcurtin.com/events/">industry events</a>, and keeping in touch after projects end helps strengthen reputation and create future opportunities.</p>
<p>Additionally, building relationships with recruiters can provide access to new roles, including those in the <a href="https://www.nicollcurtin.com/blogs/unlocking-opportunities-in-the-hidden-job-market/">hidden job market</a>, offer insights into market trends, and connect individuals with hiring teams more efficiently.</p>
<h2>5. Resilience and adaptability to change</h2>
<p>Contingent work comes with its share of uncertainty, from project variability to market fluctuations. &nbsp;You can stay resilient and adapt to change more easily by setting realistic goals, reflecting on past challenges to identify lessons learned, and building a supportive group of peers or mentors. Additionally, practicing mindfulness, using stress-management techniques, and learning how to <a href="https://www.nicollcurtin.com/blogs/how-to-maintain-work-life-balance-as-a-contractor/">maintain work-life balance</a> can help you better manage high-pressure situations.</p>
<h2>Continuous self-improvement</h2>
<p>Investing in <a href="https://www.nicollcurtin.com/blogs/-upskilling-in-the-tech-sector/">upskilling</a>, certifications, and expanding skillsets is central to continuous learning and growth. Staying current with <a href="https://www.nicollcurtin.com/blogs/?tag=Trends%20and%20Insights">industry trends</a> and top in-demand skills keeps you competitive and equips you with the confidence to tackle complex assignments, adopt emerging technologies, and explore new career directions. By following these steps, you will be a highly sought-after contractor by hiring teams and recruitment agencies looking for top tech talent.</p>

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Key Tech Contracting Skills for Long-Term Success

Key skills for tech contractors to succeed long-term

<p>By running workloads across multiple cloud platforms, businesses can respond faster to evolving market needs, maintain smooth operations, and deliver consistently high-quality customer experiences. While multi-cloud environments can be complex, the majority of enterprises already use multiple clouds, and the global cloud computing market has surged to <a href="https://www.cloudzero.com/state-of-cloud-cost/">$912.77 billion in 2025</a>, underlining the growing impact of this approach.</p>
<p>For technology leaders and hiring managers, understanding how cloud strategies translate into real-world advantages is key. Achieving this relies not only on choosing the right platforms but also on <a href="https://www.nicollcurtin.com/blogs/how-to-build-a-successful-talent-pipeline/">building a successful talent pipeline</a> with tech professionals who have the right expertise. Here are six ways companies are using multi-cloud to drive growth, innovation, and operational excellence.</p>
<h2>1. Optimise performance and reliability</h2>
<p>Distributed cloud infrastructure allows businesses to run workloads on the platforms best suited to their needs &ndash; AWS for scalable compute, Azure for enterprise applications, or Google Cloud for data analytics. Distributing applications in this way reduces downtime, improves responsiveness, and delivers consistent service quality, ultimately leading to better customer experiences and more efficient business operations.</p>
<p>To achieve this, organisations seek <a href="https://www.nicollcurtin.com/jobs/#/cloud-and-infrastructure">Cloud Infrastructure Engineers, Site Reliability Engineers (SREs), and Cloud Operations Managers</a>. With expertise in multi-cloud management tools such as VMware CloudHealth, Flexera, and Morpheus, they apply skills in automation, monitoring, governance, and incident management to keep systems stable and performant across different environments.</p>
<h2><strong>2. Increase resilience and reduce operational risk</strong></h2>
<p>Relying on a single cloud provider exposes companies to service outages or platform limitations. A multi-provider approach spreads workloads across multiple providers, mitigating these risks. Cloud Architects, Disaster Recovery Specialists, and IT Risk Managers design architectures with resilience and redundancy in mind, set up failover mechanisms, and comply with risk frameworks. Their knowledge of workload portability and vendor limitations helps businesses avoid service disruption and maintain continuity.</p>
<h2>3. Enable rapid innovation and scalable growth</h2>
<p>Multi-cloud environments enable organisations to experiment with new technologies, deploy services rapidly, and scale resources according to demand. DevOps Engineers, Platform Engineers, and Cloud Automation Specialists are central to this. They bring practical expertise in Kubernetes, Docker, Terraform, and CI/CD pipelines, along with strong knowledge of infrastructure-as-code and cloud-native development. These skills allow businesses to scale quickly, drive innovation, and respond to changing customer needs while capturing new opportunities.</p>
<h2>4. Control costs while maximising efficiency</h2>
<p>By implementing multi-platform strategies, companies can allocate workloads to the most cost-effective providers and automate resource management, maintaining consistent performance while controlling costs.</p>
<p>To make this possible, organisations hire FinOps Analysts, Cloud Cost Optimisation Specialists, and IT Financial Analysts with cloud expertise. These professionals are trained in FinOps frameworks, capacity planning, and cloud billing models (AWS Cost Explorer, Azure Cost Management, GCP Billing). Their analytical skills allow them to identify savings, automate resource scaling, and align cloud costs with business goals.</p>
<h2>5. Safeguard data and maintain regulatory standards</h2>
<p>Multi-cloud setups can enhance security by leveraging platform-specific protections and reducing single points of failure. Companies can implement access controls, encryption, and monitoring across providers to protect sensitive data, with Cloud Security Engineers, Security Architects, and Compliance Officers safeguarding workloads and keeping systems secure. They specialise in identity and access management, encryption, secure networking, and regulatory compliance, and their knowledge of standards such as GDPR, ISO 27001, HIPAA, and SOC 2 helps businesses maintain trust while protecting customer data in complex multi-cloud environments.</p>
<h2>6. Attract and develop skilled professionals</h2>
<p>Organisations that embrace innovative cloud strategies signal forward-thinking to the market. IT specialists are naturally drawn to teams where they can work with diverse platforms and take on high-impact projects. By <a href="https://www.nicollcurtin.com/blogs/how-companies-can-address-the-it-skills-gap/">addressing the IT skills gap</a> and attracting and developing skilled professionals, companies strengthen the expertise needed to manage complex systems and stay ahead of the competition.</p>

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6 Benefits of Multi-Cloud for Business Success

6 Benefits of multi-cloud infrastructure for businesses

<p>The technology sector in the United States provides more ways than ever to build a fulfilling professional path as demand for IT specialists continues to grow. In July 2025, LinkedIn reported <a href="https://economicgraph.linkedin.com/resources/linkedin-workforce-report-august-2025">a 10.5% month-on-month hiring increase in the technology</a>, information and media industries. &nbsp;</p>
<p>Recent research shows that <a href="https://gigeconomydata.org/basics/how-many-gig-workers-are-there.html">between 25% and 43% of the US workforce </a>has taken part in non-standard work, highlighting the growing role of contract and flexible opportunities in IT staffing. The economic uncertainties, combined with the transformation pressures companies face, have made hybrid staffing models an ideal option for many organisations. This approach balances permanent staff with flexible contract personnel to meet evolving project needs. In fact, <a href="https://www.cio.com/article/308576/cios-increasingly-tap-contract-it-as-talent-gap-filler">around 90% of US organisations</a> already operate with this mix.</p>
<p>It is widely reported that technology professionals prioritise flexibility and opportunities to learn new skills when considering their next role. At the same time, U.S. Bureau of Labor Statistics data shows that professionals in technology-related fields have a <a href="https://www.bls.gov/news.release/tenure.htm?utm_source=chatgpt.com">median job tenure of 4.8 years</a>, compared with the overall average of 3.9 years. This suggests that many IT professionals value the stability, development opportunities, and sense of belonging that come with a long-term position. Both options have unique advantages, and by considering them alongside your goals, preferred working style, and long-term aspirations, you can make the choice that best supports a rewarding and sustainable technology career in the US.</p>
<h2>Benefits of permanent technology roles</h2>
<p>If the main priorities for your next job are structured career development, job security, and the opportunity to be deeply involved in a company&rsquo;s culture and strategy, then a permanent role would be the right one for you.</p>
<h3>1. Job security and financial stability</h3>
<p>A permanent position comes with a steady salary, benefits such as paid time off, healthcare coverage, and retirement benefits like 401(k) plans. In the US, mid-level to senior tech salaries typically range from <a href="https://www.glassdoor.com/Salaries/senior-software-engineer-salary-SRCH_KO0%2C24.htm?utm_source=chatgpt.com">approximately $90,000 to $150,000+</a>, depending on role and expertise. This stability and regular income allow you to plan for long-term goals, whether it is buying a home or investing in personal development.&nbsp;</p>
<h3>2. Career development and progression</h3>
<p>Many US technology companies invest in their employees by providing structured training, mentorship programmes, and pathways to managerial roles. Over time, you can build expertise within the organisation, take on more responsibilities, and navigate your growth in a way that aligns with your future goals. <a href="https://www.nicollcurtin.com/blogs/creating-equity-in-professional-development/">Having access to clear development paths </a>that consider different working styles and reduce bias can also make it easier for you to progress fairly and confidently.&nbsp;</p>
<p>Alongside employer-provided training, you can also strengthen your profile by pursuing certifications in areas like AWS, Azure, or cyber security, attending industry events, or contributing to open-source projects to stay ahead of trends.</p>
<h3>3. Stronger professional relationships and company culture</h3>
<p>Working consistently with the same team fosters a sense of belonging, collaboration, and deeper engagement with company values and mission. You&rsquo;ll have the opportunity to build lasting workplace connections, be a part of impactful projects, and contribute to the strategic vision of the organisation.</p>
<h2>Advantages of technology contract roles</h2>
<p>Contingent work appeals to those seeking flexibility, variety in projects, and the chance to further develop high-demand skills, especially in tech, finance, and consulting.&nbsp;</p>
<h3>1. Greater flexibility and work-life balance</h3>
<p>Contract work allows you to choose opportunities that align with your skills and interests, giving you control over your schedule. Roles such as Cloud Engineers, Cyber Security Specialists, C++ Developers, and Data Engineers benefit from this model, as flexible schedules support the deep focus and problem-solving their projects demand. This employment model is beneficial if you prefer to take breaks between contracts, travel, or focus on personal commitments while maintaining a fulfilling work life. And when an engagement comes to a close, a recruitment agency in the US can <a href="https://www.nicollcurtin.com/candidates/">help you secure your next opportunity</a>, ensuring continuity while preserving the freedom that project-based work provides.</p>
<h3>2. Up to 40% higher earning potential</h3>
<p>In many cases, tech talent contracting offers higher hourly or project-based pay, often 30-40% above what permanent employees earn in similar roles. Companies are often willing to pay a premium for specialised expertise, giving independent workers the chance to earn competitive wages while maintaining autonomy.&nbsp;</p>
<h3>3. Diverse industry exposure and skill-building opportunities</h3>
<p>Professional mobility and development are one of the <a href="https://www.nicollcurtin.com/blogs/key-trends-shaping-the-us-technology-workforce/">key trends shaping the US technology workforce</a>. By engaging in multiple projects across different organisations, you can gain a broad range of experiences, expand your network, and stay ahead of industry trends. Constant exposure to diverse projects can also advance your career, equipping you with transferable skills and insights from various sectors.</p>

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Deciding between a contract and permanent tech role in the US? Our guide helps you compare job stability, career growth, pay, and flexibility to find the best fit.

Contract vs. Permanent Tech Jobs: What's Right For You?

Contract vs. permanent roles in the US

<p>The scope of risk management roles in banking is changing as businesses adapt to new regulatory requirements, rapid digital transformation, and a rising number of cyber threats. Banks are investing in strengthening their risk teams to ensure resilience against immediate financial shocks and long-term challenges.</p>
<p>For professionals, this means opportunities for those who combine regulatory expertise with technical skills in threat assessment, controls testing, and data analysis. For financial institutions, it&rsquo;s about building teams that can protect operations today while preparing for the risks of tomorrow.</p>
<p>Here&rsquo;s a closer look at the trends shaping hiring in risk management:</p>
<h2>1. Strengthening cyber resilience</h2>
<p>With global cybercrime expected to cost <a href="https://www.weforum.org/stories/2025/01/how-ai-driven-fraud-challenges-the-global-economy-and-ways-to-combat-it/#:~:text=Global%20cybercrime%20is%20expected%20to,domestic%20product%20(GDP)%20worldwide.">$10.5 trillion annually by 2025</a>, up from $3 trillion in 2015, financial institutions are making cyber resilience a top hiring priority.</p>
<p>IT Risk and Cyber Security Managers play a crucial role in safeguarding digital systems, ensuring regulatory compliance, and leading incident responses. They design robust security frameworks, conduct threat assessments, and oversee incident resolution.</p>
<p>Additionally, employers increasingly look for:</p>
<ul>
<li>Expertise with SIEM tools such as Splunk and IBM QRadar</li>
<li>Proficiency in vulnerability management platforms like Tenable</li>
<li>Experience with advanced threat intelligence solutions</li>
<li>Strong knowledge of security protocols</li>
<li>Solid understanding of risk mitigation methods</li>
</ul>
<h2>2. Increased oversight of third-party partnerships</h2>
<p>Banks are increasingly engaging third-party vendors for critical services, which makes effective management of external partnerships essential. Outsourcing Risk Managers play a key role in overseeing these relationships, ensuring compliance with regulatory and operational standards while reducing potential vulnerabilities.</p>
<p>This requires a deep understanding of the financial sector, strong skills in assessing contract exposure, and expertise in vendor relationship management, making it one of the <a href="https://www.nicollcurtin.com/blogs/in-demand-risk-management-roles-in-banking/">most sought-after risk management roles in banking</a>.</p>
<h2>3. Focus on operational continuity</h2>
<p>Recent high-profile incidents and stricter regulatory requirements have heightened the focus on operational resilience. Even minor process gaps, system breakdowns, or human errors can disrupt services and damage trust. Operational Risk Analysts help identify vulnerabilities early, evaluate their potential impact, and implement safeguards to prevent costly failures.</p>
<p>Employers seek analytical professionals with:</p>
<ul>
<li>Strong analytical skills</li>
<li>Solid grasp of industry and regulatory frameworks such as ISO 31000</li>
<li>Ability to design mitigation strategies that are effective in real-world banking environments</li>
</ul>
<h2>4. Navigating complex regulatory landscapes</h2>
<p>A recent KPMG survey points out that <a href="https://kpmg.com/us/en/articles/2024/managing-risk-regulatory-changes.html">73% of participants predict a rise in compliance focus</a> in the US, particularly around meeting heightened regulatory expectations. This complex regulatory environment in banking, firms are expecting the senior compliance staff cost to rise globally.</p>
<p>Compliance Officers, particularly those specialising in anti-money laundering (AML) and know your customer (KYC), are highly sought-after professionals.</p>
<p>They often work with high-net-worth and ultra-high-net-worth clients, including politically exposed individuals, requiring a thorough understanding of global standards such as FINMA and FATCA. Attention to detail, clear communication skills, and audit support experience are all highly valued.</p>
<h2>5. Adopting automation and AI in risk monitoring</h2>
<p>Automation and AI are increasingly used in risk functions across the sector to handle growing data volumes and the complexity of modern risk management. AI-powered tools are increasingly used in detecting patterns, flagging anomalies, and predicting emerging risks faster than manual methods, while automations are built to reduce routine workloads and errors.</p>
<p>Markets Automation Specialists using platforms like UiPath and Automation Anywhere, programming languages such as Python and SQL, and tools including Bloomberg Terminal and Murex, are in high demand. They are instrumental in enabling risk teams to focus on high-value strategic decisions.</p>
<hr>
<p>Looking to strengthen your bank&rsquo;s risk management teams? We work with risk management talent with our teams across Europe, APAC, and the US today.</p>

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Trends in Banking Risk Management

Risk management trends in banking

<p>Creating fair and accessible opportunities for professional development is essential for ensuring everyone has a real chance to grow, succeed, and feel they belong. Many organisations underestimate how much their approach to equity and inclusion impacts career progression, employee engagement and retention. Understanding cultural nuances, using data-driven processes, and creating inclusive networks can help companies support diverse teams more effectively and create environments where all individuals can thrive. This isn&rsquo;t just about ticking boxes; it&rsquo;s about making meaningful changes in how organisations nurture talent and enable career growth.</p>
<p>Here are some key strategies to help businesses make professional development genuinely equitable and inclusive.</p>
<h2>1. Adapt to cultural differences</h2>
<p>Managing diverse teams across regions means recognising that cultural values shape workplace behaviours. Charlotte Allen, Global DEI, Tech and Innovation Lead at Barclays via AMS, shared insights during the on-demand <a href="https://www.nicollcurtin.com/webinars/equity-in-professional-development/">Equity in Professional Development webinar</a>: &ldquo;Cultural backgrounds can influence workplace interactions and collaboration. For example, in some APAC countries, decisions are made collectively within families, which can affect workplace dynamics where individual decision-making is prized.&rdquo;&nbsp;</p>
<p>This cultural gap can sometimes create a &lsquo;glass ceiling&rsquo; for employees who may struggle under Western management models. Being aware of these differences and adapting leadership styles accordingly is crucial to supporting diverse teams and creating a fairer environment where everyone can thrive.&nbsp;</p>
<p>Aaron Dhammi, Nicoll Curtin&rsquo;s Consultant and DEI Champion, also emphasises the advantage of having <a href="https://www.nicollcurtin.com/our-global-presence/">a global presence</a>, as Nicoll Curtin operates in the UK, Ireland, Singapore, Hong Kong, the Philippines, Switzerland, and Serbia. &ldquo;One approach we use is a concrete target for diversity: aiming for at least one diverse hire per three CVs sent. We put that into quite a few of the terms with our clients and see a good response in the diversity pipeline,&rdquo; he explains.</p>
<h2>2. Use data for fair progression</h2>
<p>While gender and ethnicity remain significant diversity considerations, inclusion today is expanding to social mobility and other factors. Charlotte Allen highlights the importance of widening the diversity lens. &ldquo;The focus on diversity now includes veterans and individuals who are the first in their families to attend university or receive free school mealsInclusion efforts should be all-encompassing, creating opportunities for every background.&rdquo;&nbsp;</p>
<p>This broader approach helps companies connect with a broader talent pool and creates opportunities for equitable professional development.</p>
<h2>3. Provide accessible development</h2>
<p>Retention and development rely on clear, consistent processes that show how individuals can grow within a business. Charlotte Allen highlights that many people leave bosses, not companies, so training managers to understand cultural differences and avoid unconscious biases is crucial.&nbsp;</p>
<p>Aaron Dhammi adds, &ldquo;Fairness also means rethinking promotion and <a href="https://www.nicollcurtin.com/blogs/women-in-tech-a-guide-to-inclusive-hiring/">recruitment practices to remove hidden biases</a>. People sitting next to their manager are more likely to be heard and recognised, whereas equally capable remote workers or those seated further away may be overlooked.&rdquo;</p>
<p>Companies can implement career progression programmes that include modular, accessible learning opportunities that fit diverse lifestyles and needs, such as providing closed captions and screen reader compatibility. When employees can see their development paths clearly and fairly, they feel valued and motivated to stay.</p>
<h2>4. Create accessible networking opportunities</h2>
<p>Networking is often key to career advancement, but not everyone can participate equally in traditional events. &ldquo;Networking opportunities like golf trips or after-work drinks can unintentionally exclude people due to family commitments, religious beliefs, or personal preferences. Being mindful of these barriers and offering alternatives helps everyone feel supported in their career journey,&rdquo; says Charlotte Allen.</p>
<h2>5. Encourage allyship and accountability&nbsp;</h2>
<p>&ldquo;Sponsorship programmes and employee resource groups can elevate underrepresented voices within organisations, truly helping to &lsquo;shift the dial&rsquo; by connecting individuals with advocates who champion their career progression and open doors to new opportunities,&rdquo; Charlotte Allen emphasises. Seeing relatable role models succeed creates a sense of belonging and encourages others to pursue growth within the company.</p>
<p>Organisations that establish clear policies for addressing bias and discrimination, provide support for those affected, and train managers and leaders to recognise microaggressions and cultural biases tend to develop more inclusive environments. Formal processes for reporting and resolving issues, with transparent consequences, help build trust and ensure a safer, more accountable workplace for everyone.</p>

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Creating Equity in Professional Development

Creating equity in professional development

<p>Data engineers are taking on a more strategic role, building the infrastructure that powers intelligent systems and adapting their skills to meet the unique demands of AI. In addition to managing pipelines, they design scalable ecosystems that make machine learning faster and more efficient. As companies invest more in AI, these skills are increasingly in demand, making it important for companies to understand not just the technology but also the talent needed to build effective AI teams.</p>
<p>With <a href="https://www.thoughtspot.com/data-trends/ai/ai-statistics-and-trends">65% of organisations</a> already using or exploring AI in data and analytics, investment in these technologies is creating opportunities for professionals to upskill in areas such as MLOps, cloud architecture, and real-time data processing. These technical skills, combined with strong collaboration and problem-solving capabilities, enable data engineers to work more effectively with product teams and business stakeholders.</p>
<p>Here&rsquo;s how data engineers are driving AI projects from concept to production.</p>
<h2>1. Designing the AI data pipeline</h2>
<p>Every AI project relies on a strong data pipeline, which automates the process from gathering data to training models. Data engineers rely on tools such as Apache Airflow and Prefect to automate workflow scheduling and handle dependencies. For real-time applications, Apache Kafka and AWS Kinesis support high-throughput data streaming. Well-designed pipelines help organisations use their data effectively, ensuring AI projects run smoothly and deliver tangible business outcomes.</p>
<p>The ability to design these pipelines also requires strong coding skills in Python, SQL, and occasionally Scala, as well as familiarity with distributed systems, and a deep understanding of data modelling and optimisation. Once the architecture is in place, the next challenge is making the data itself ready for machine learning.</p>
<h2>2. Preparing data for machine learning</h2>
<p>Before a model can learn, its data needs cleaning, transformation, and enrichment. To structure raw inputs into model-ready datasets, professionals use tools like Apache Spark, dbt, and Pandas, to carry out tasks such as feature engineering, data normalisation, and outlier detection.</p>
<p>This stage demands precision and curiosity. Engineers work closely with data scientists to understand what features the model needs and ensure they&rsquo;re derived from trustworthy, up-to-date sources. It&rsquo;s this combination of technical skill and teamwork that allows technology companies to turn data into insights efficiently.</p>
<p>However, preparing data at scale brings unique challenges, which is why modern ETL approaches are key to delivering effective solutions.&nbsp;</p>
<h2>3. Scaling data workflows with modern ETL</h2>
<p>As the scale and complexity of AI increase, traditional Extract, Transform, Load (ETL) for AI/ML workflows have also evolved. Due to this, the focus has shifted to building flexible, cloud-native systems using platforms such as Databricks, Snowflake, and Google BigQuery. These tools are capable of handling both structured and unstructured data at scale.</p>
<p>They also manage dynamic schema changes, continuous data integration, and performance tuning skills that go beyond legacy ETL and into the territory of modern platform engineering.</p>
<p>Charlie Adey, our Consultant for the US market, notes that in finance, AI and machine learning (AI/ML) are seen as powerful complements to traditional analysis. Hedge fund managers, for example, use AI/ML to spot patterns in large datasets, enhance predictive models, and optimise trade execution. Companies benefit most when their teams include experts who understand MLOps workflows, ensuring AI models remain reliable and scalable and deliver business impact.</p>
<p>With this infrastructure in place, the final step is ensuring models move smoothly from development into production and stay reliable there.</p>
<h2>4. Embedding pipelines into MLOps for production</h2>
<p>MLOps has expanded the role of data engineers to include deploying, monitoring, and retraining models automatically, often with the help of tools like MLflow, DVC, and Kubeflow.</p>
<p>They also work with containerisation platforms like Docker, define infrastructure as code via Terraform, and contribute to version control systems for both data and models, bridging development and operations in machine learning environments.</p>
<p>Hiring managers should prioritise candidates who understand MLOps workflows, as these professionals ensure AI models remain reliable and scalable, directly impacting business outcomes.</p>
<p>By integrating data engineering into MLOps, organisations can maintain high-performing AI systems that adapt to changing data, business needs, and market conditions.</p>

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How Data Engineers Drive Success in AI Projects

How data engineers drive success in AI-driven projects

<p>Cyber security has become a business priority for businesses as threats continue to grow in scale and complexity. The global cost of cyber crime is projected to reach <a href="https://www.statista.com/chart/28878/expected-cost-of-cybercrime-until-2027/#:~:text=According%20to%20estimates%20from%20Statista%27s,Description">USD 13.8 trillion by 2028</a>, but the demand for skilled professionals still outpaces supply. The APAC region currently has the highest shortage, with over <a href="https://onlinedegrees.sandiego.edu/cybersecurity-jobs-report/">2.1 million cyber security roles</a> unfilled, followed by North America.</p>
<p>To address these challenges, organisations are shifting from short-term fixes to long-term hiring strategies - investing in future-ready skills, compliance, and professional development to build resilient security teams.</p>
<p>Here are some of the key trends shaping cyber security hiring today.</p>
<h2>1. Demand for cyber security specialisations</h2>
<p>As threats become more sophisticated, demand is increasing for individuals with expertise in cloud security, application security, digital forensics, and threat intelligence. Roles, requiring deep technical knowledge and hands-on experience are highly sought after.&nbsp;</p>
<p>Rishipal Singh, Lead Principal Consultant at Nicoll Curtin, highlights the growing focus on emerging specialisations in cyber security.</p>
<p>&ldquo;There&rsquo;s more demand for web, mobile, and API protection, compared to traditional infrastructure, as businesses move to digital platforms. Companies are prioritising hands-on experience with modern tools and embedding security early in the development lifecycle.&rdquo;</p>
<p>Nicoll Curtin&rsquo;s Principal Consultant, Philip Quinn, points out the rise in the demand for Cyber Threat Intelligence Analysts, Penetration Testers and Incident Response Managers/Specialists, Reverse Engineers and Malware Analysts/Specialists.</p>
<p>"Digital Forensics skills and experience are another area where we are seeing increased demand as digital evidence in criminal and civil investigations increases. We are working with a number of specialised cyber clients in this area more frequently now, too."</p>
<p>In response, organisations are:</p>
<ul>
<li>Prioritising hands-on skills and certifications, such as CISSP, OSCP, GIAC, and CompTIA Security+</li>
<li>Hiring from non-traditional pathways, including military service, bootcamps, and career changers.</li>
<li>Using technical assessments and project-based interviews to evaluate real-world capabilities.</li>
</ul>
<p>&nbsp;</p>
<p>This focus on specialist roles ensures security teams can address targeted and new forms of attack more effectively.</p>
<h2>2. Focus on compliance and security clearance</h2>
<p>Cyber regulations are tightening as more countries plan to adopt legislation similar to the <a href="https://www.gov.uk/government/publications/cyber-security-and-resilience-bill-policy-statement/cyber-security-and-resilience-bill-policy-statement">UK&rsquo;s Cyber Security and Resilience Bill</a>. Industry is now placing greater emphasis on compliance expertise to navigate complex standards such as ISO, NIST, GDPR, and SOC 2. These frameworks provide guidelines for information security management, risk assessment, data protection, and auditing processes. In sectors handling sensitive information or working on government-linked projects, holding an active security clearance offers a significant advantage by demonstrating trustworthiness.</p>
<p>To stay ahead, employers are:</p>
<ul>
<li>Targeting candidates with experience in regulatory frameworks and cyber governance.</li>
<li>Investing in internal training to improve audit readiness and compliance knowledge.</li>
<li>Offering competitive packages, including flexible working and performance bonuses, for professionals with security clearances.</li>
</ul>
<h2>3. Importance of soft skills in security roles</h2>
<p>Employers are increasingly looking for specialists who can communicate clearly, collaborate effectively, and influence decision-making. Today&rsquo;s cyber teams often work cross-functionally, supporting legal, compliance, and executive teams in understanding and managing risk.</p>
<p>To strengthen these capabilities, companies are hiring people who can:</p>
<ul>
<li>Translate technical risk into language that supports informed business decisions.</li>
<li>Provide calm, confident leadership in high-pressure situations.</li>
<li>Work collaboratively with stakeholders to deliver secure outcomes.</li>
</ul>
<h2>4. The impact of AI on cyber security hiring</h2>
<p>While automation and machine learning have strengthened threat detection and incident response, they also come with risks. 7<a href="https://sosafe-awareness.com/company/press/one-in-five-people-click-on-ai-generated-phishing-emails-sosafe-data-reveals/">8% of people opened phishing emails</a> written by AI, and over a fifth clicked on malicious content.</p>
<p>Despite this, most cyber security professionals believe the benefits outweigh the concerns. AI is already proving its value in threat detection, network monitoring, and vulnerability management, especially within operational technology environments.</p>
<p>Rishipal Singh explains how AI is reshaping cyber security jobs and solutions:</p>
<p>&ldquo;Some roles now require experience in threat modelling for AI systems or understanding adversarial attacks. At the same time, many new and existing tech companies are developing tools to address these threats, giving businesses a much wider range of user-friendly vendor products to choose from than before.&rdquo;</p>
<p>Philip Quinn notes that AI has also led to a rise in Zero Trust Architecture and Identity Access Management implementations.&nbsp;</p>
<p>As a result, forward-looking companies are:</p>
<ul>
<li>Hiring professionals with experience securing AI systems and data pipelines.</li>
<li>Creating new roles focused on AI governance and ethical machine learning.</li>
<li>Training internal teams to detect and respond to AI-powered attacks.</li>
</ul>
<h2>5. Retention strategies for security professionals</h2>
<p>With cyber specialists in short supply, retaining top performers has become a strategic priority. Career development opportunities, such as internal mobility, continuous learning, and certification support, are now seen as key for engagement and retention. Top employees want roles that offer both challenge and progression.</p>
<p>To meet these expectations, employers are:</p>
<ul>
<li>Offering learning stipends, training programmes, and support for professional certifications.</li>
<li>Mapping out career pathways into leadership, architecture, or specialist technical roles.</li>
<li>Encouraging cross-functional projects to broaden skills and experience.</li>
<li>Focusing on development to create motivated, long-term cyber teams.</li>
</ul>
<p>&nbsp;</p>
<p>This approach helps companies build resilient teams ready to meet evolving cyber threats.</p>

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Discover the top 5 trends shaping cybersecurity hiring, from in-demand specialisations and AI's impact to compliance and talent retention strategies.

 Cyber Security Hiring Trends and Talent Strategies

Top 5 trends shaping cyber security hiring

<p>The technology job market in the US is shaped by continuous innovation and a focus on resilience amid shifting tariffs and talent mobility challenges. While some areas of the workforce are feeling the weight of trade uncertainty, inflation, and slowed investment activity, demand for specialised tech professionals is holding steady, and in some cases, surging. &nbsp;</p>
<h2>US tech job trends shaping the market</h2>
<p>In Q2 2025, the US financial sector reported standout results. The Big Five banks collectively <a href="https://www.fnlondon.com/articles/wall-street-banks-notch-up-34bn-in-trading-revenue-after-tariff-turmoil-249452db">earned over $33 billion in trading revenue</a>, supported by&nbsp; market activity influenced by recent tariff developments. Breakthroughs in areas such as AI‑powered development tools and cloud‑native platforms are also transforming how products are built and delivered.&nbsp;</p>
<p>As a result, hiring managers are prioritising candidates who bring technical expertise while demonstrating adaptability and strong problem‑solving skills &ndash; qualities essential for success in technology careers in the US. &nbsp;</p>
<p>At the same time, firms are adapting to tighter immigration processes, including longer visa timelines and increased compliance checks. In response, many are embracing remote-first roles, exploring offshore talent strategies, and making use of alternative visa routes such as the O‑1 visa for extraordinary ability workers. Flexibility, specialised skills, and cross-border readiness are becoming strong advantages.&nbsp;</p>
<p>These shifts, alongside hybrid and remote work models, continue to broaden access to diverse talent and are helping American businesses stay competitive.</p>
<p><a href="https://www.nicollcurtin.com/blogs/-upskilling-in-the-tech-sector/">Upskilling and continuous learning </a>are also key for professionals looking to stay ahead. Certifications in cloud platforms, cyber security, and AI technologies can give candidates an edge, and organisations are investing heavily in people and their development to address skill gaps and build future-ready teams.&nbsp;</p>
<p>Here are the top US tech jobs shaping the industry today.</p>
<h2>In-demand technology jobs in the US</h2>
<h3>1. Cloud Architect</h3>
<p>Cloud technology remains at the core of digital innovation, and Cloud Architects play a significant role in designing and maintaining the infrastructure that powers it. With many companies migrating to multi-cloud environments and hybrid infrastructures, expertise in platforms such as Amazon Web Services (AWS), Microsoft Azure, and Google Cloud Platform is highly sought after. These professionals design, implement, and manage scalable cloud solutions, helping businesses enhance flexibility, reduce costs, and support remote work. In the US financial services sector, cloud skills also assist companies in meeting compliance and security standards while enabling faster service delivery.</p>
<h3>2. Cyber Security Specialist</h3>
<p>With cyber crime costs predicted to reach as high as <a href="https://www.vikingcloud.com/blog/cybersecurity-statistics#1">$15.63 trillion by 2029</a>, companies across the United States are investing more in Cyber Security Specialists to stay ahead of sophisticated threats. Organisations are looking for Cyber Security Engineers, Security Analysts, and Risk Managers who can protect sensitive data and infrastructure from attacks. Experience in threat detection, incident response, and cloud security is essential. Holding certifications such as CISSP or CompTIA Security+ can also help professionals stand out in this highly competitive space.</p>
<h3>3. Software Engineer</h3>
<p>Companies are prioritising Software Engineers who can develop complex systems, optimise performance, and turn technical capability into real business outcomes. These roles extend beyond writing code as engineers are expected to shape design decisions, influence product direction, and drive efficiency across cross-functional teams.</p>
<p>Within this field, C++ Developers stand out because their expertise in delivering highly optimised low-level code is crucial in performance-driven sectors such as finance, gaming, and embedded systems.</p>
<p>Businesses modernising their platforms are also seeking professionals familiar with FinTech frameworks and secure transaction infrastructures, skills that directly support growth and innovation in competitive markets.</p>
<h3>4. Data Scientist</h3>
<p>With daily flows of data ranging from customer behaviour to market developments and operational performance, organisations rely on Data Scientists to convert raw information into practical insights that help deliver success. They analyse vast datasets to uncover trends, streamline processes, and guide key business decisions. Equipped with skills in Python, R, SQL, and data‑visualisation tools like Tableau or Power BI, they translate complex numbers into clear strategies.&nbsp;</p>
<p>Furthermore, as AI becomes part of everyday business, Data Scientists work side by side with AI Engineers to build predictive models and automation solutions that shape the future of how organisations operate.</p>
<h3>5. DevOps Engineer</h3>
<p>DevOps Engineers streamline software development and IT operations by automating processes and enhancing collaboration. They bring automation and collaboration together, removing obstacles and helping teams deliver faster without sacrificing quality. Skilled in continuous integration and delivery (CI/CD) , containerisation tools such as Docker and Kubernetes, and infrastructure as code (IaC) practices, they build systems that are both agile and dependable, helping US companies accelerate development cycles, improve reliability, and respond quickly to changing business needs.</p>

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Explore the most in-demand US tech jobs for 2025, including Cloud Architects, Cyber Security Specialists, Software Engineers & Data Scientists. Understand the key trends shaping the technology job market in the USA.

Top US Tech Jobs 2025: In-Demand Tech Careers & Trends

Top technology jobs in the US

<p>The US technology workforce is undergoing a steady transformation. America&rsquo;s tech giants plan to invest $320 billion across the sector to support the developments in healthcare, fintech, artificial intelligence, and data analytics. As this momentum builds, both candidates and employers are reassessing what successful careers and teams look like.</p>
<p>Individuals are looking for jobs that offer career progression, purpose, and the chance to work with emerging tools. For businesses, the focus is on finding people who can adapt quickly, think across disciplines, and contribute to long-term impact. Hiring decisions are increasingly shaped by practical skills, curiosity, and collaboration, rather than traditional titles or experience alone.</p>
<p>Here is a closer look at the trends currently influencing tech hiring across the US.</p>
<h2>1. AI fluency and integration</h2>
<p>Professionals across industries are expected to incorporate AI into their workflow to boost performance and support smarter decisions. This shift reflects a broader trend, as <a href="https://www.statista.com/statistics/1560800/top-technologies-worldwide-according-to-tech-leaders/">58% of people</a> worldwide identified AI as the leading area of technology, well ahead of cloud computing at 26%. As its influence expands, understanding how to work with these tools is becoming a standard part of many technology jobs.</p>
<p>Companies are responding by investing in AI training and looking for candidates who can help apply AI responsibly across departments. Roles like Machine Learning Engineers, AI Product Managers, and Prompt Designers are in high demand as companies integrate automation into development workflows, design ethical prompts, and streamline data processes with artificial intelligence.</p>
<p>Charlie Adey, our Consultant for the US market, emphasises that hiring managers view AI and machine learning (AI/ML) as a powerful complement, rather than a replacement, for traditional financial analysis.</p>
<p>&ldquo;The rise of AI/ML is having a profound effect on the buy side. Hedge fund managers are embracing AI/ML to support investment and alpha generation strategies. These technologies help decipher complex patterns in large datasets, enhance predictive models, and optimise trade execution.&rdquo;</p>
<h2>2. Cross-functional Tech Specialists</h2>
<p>Instead of focusing on one area, IT Specialists are bringing flexibility and a diverse set of capabilities that help teams work smarter and deliver results more efficiently.</p>
<p>Full-Stack Developers, DevOps Engineers, Platform Engineers, and Product Analysts are valued for their ability to deliver end-to-end solutions, drive automation, and enhance system reliability. Their expertise in optimising performance with the user in mind and ensuring technical decisions reflect commercial goals makes them central to cross-functional teams. Charlie Adey explains:</p>
<p>&ldquo;One factor driving this more holistic approach has been the need to keep teams lean. There has been a high number of layoffs across Big Tech and Financial Services over the past year, with firms placing greater emphasis on agile approaches. With the pace of technological innovation, businesses are also focusing on hiring developers who can bridge the gap between technology and strategy, aligning with the organisation&rsquo;s needs.&rdquo;</p>
<p>This move towards cross-functional thinking reflects a growing demand for individuals who are adaptable and can work across environments, bridge disciplines, and support teams in delivering stronger, more consistent outcomes.</p>
<h2>3. Soft Skills in the Workplace</h2>
<p>Beyond technical expertise, employees are expected to communicate clearly, adapt quickly, and solve problems both independently and collaboratively.</p>
<p>Active listening, empathy, and time management stand out as key differentiators in jobs involving project leadership, client engagement, or product strategy. Additionally, roles like Tech Lead, UX Designer, and Solutions Architect rely on strong collaboration, strategic thinking, and the ability to connect across teams to deliver impactful results.</p>
<p>For employers, hiring people who possess these skills helps create teams that scale effectively and respond to challenges with clarity and resilience.</p>
<h2>4. Flexible work and outcome focus</h2>
<p>While many organisations are adopting return-to-office policies that require set days in the office, remote and hybrid work continue to be a priority for candidates. Due to these policies, flexibility has taken on a new meaning: it&rsquo;s now about delivering results, not just counting hours. Increasingly, companies offer flexible schedules that let employees choose when they work best, supported by clear goals and regular check-ins. For example, some teams set weekly targets instead of tracking daily hours.</p>
<p>Cloud Engineers, Cyber Security Specialists, C++ Developers, and Data Engineers are benefiting from these changes in both where they work and how their projects are organised and delivered. These jobs often require deep focus and complex problem-solving, which flexible schedules support by allowing work during peak productivity hours. Flexibility measures also enable efficient collaboration across time zones, enhancing innovation and responsiveness.</p>
<h2>5. Career mobility and growth</h2>
<p>Tech professionals are progressively building careers that don&rsquo;t follow a straight line. Instead, they explore new areas at similar levels, gaining diverse experience that reflects their curiosity and evolving skill sets. Many also move into contract work, often driven by the potential for higher pay, while ongoing upskilling helps them stay agile and adapt to evolving technologies and interests.</p>
<p>Recognising this shift, businesses are supporting more internal mobility, career coaching, and on-the-job learning. We&rsquo;re seeing Junior Developers move into Product Management and QA Engineers transition into DevOps, creating growth opportunities that align with employees&rsquo; goals and shifting market demands.</p>
<p>Charlie Adey highlights that this also resonates with the growing demand for cross-functionality in today&rsquo;s ever-changing tech landscape.&nbsp;</p>
<p>&ldquo;People are developing new soft skills, learning additional programming languages, and engaging more closely with business stakeholders. It&rsquo;s allowing professionals to transition seamlessly into new roles, and even open doors that weren&rsquo;t previously available to them.&rdquo;</p>
<p>Are you looking to grow your business or take the next step in your tech career? <a href="https://www.nicollcurtin.com/contact-us/">Get in touch with us </a>to discover how we can help you achieve your goals.</p>

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 Explore top US tech hiring trends, from AI integration and in-demand skills to flexible work and career growth opportunities shaping the future of tech jobs.

US Technology Workforce: Key Trends

Key trends shaping the US technology workforce

<p>Working as a contractor in Ireland offers flexibility and opportunity, but the way you structure your work can make a big difference to your earnings. Many technology professionals are surprised by how much their approach to expenses and tax planning can influence their take‑home pay. Knowing the rules set by the Revenue Commissioners and choosing the right setup can help you build a stronger financial base and feel confident in your contractor journey.</p>
<p>Here are key tips to help you make informed choices and plan strategically:</p>
<h2>1. Umbrella company vs. personal service company&nbsp;</h2>
<p>Contractors in Ireland often start working through umbrella companies because they offer a simple and flexible way to begin, especially for short-term projects, with pay-as-you-go arrangements and no ongoing commitments. Once you sign up with an umbrella company, you become its employee, giving you access to holiday pay and a consistent employment record, with all PAYE (income tax) and PRSI (social insurance) handled on your behalf. However, this status can limit the costs you offset and reduce your control over how payroll is managed.</p>
<p>Setting up your own Personal Service Company (PSC) provides significantly greater autonomy.&nbsp;<br>At one of our recent <a href="https://www.nicollcurtin.com/webinars/maximising-expenses-for-tax-relief-as-a-contractor-in-ireland/">contractor care webinars </a>focusing on maximising expenses for tax relief, Sarah Flynn, Head of Customer Knowledge at Fenero, explained:</p>
<p>&ldquo;Because you own the company, you can claim a wider range of allowable items under the Revenue Commissioner&rsquo;s rules, and you have more scope to plan your finances over time.&rdquo;&nbsp;</p>
<p>If you plan on working in contracting long-term, a PSC opens up opportunities to manage assets or investments through your company, giving you increased control and flexibility. &nbsp;On the other hand, it also means taking on more administration and responsibility for managing your own accounts and compliance.</p>
<h2>2. What Revenue allows you to claim</h2>
<p>Knowing exactly what expenses qualify can help you claim the right deductions. You can purchase a company car through your PSC, but tax benefits depend on the type of vehicle. Electric cars often qualify for greater relief as greener options are encouraged by the government.</p>
<p>Having a dedicated office space can also allow you to deduct a portion of your rent. &ldquo;Revenue won&rsquo;t accept a desk at the end of your bedroom &ndash; you need a clearly defined area used exclusively for work,&rdquo; Sarah Flynn explains: Larger assets, such as office pods or garden rooms, qualify as business expenses when used solely for work purposes.</p>
<p>Furthermore, mortgage repayments on your primary residence cannot be deducted through your company. Claiming them would change the status of your home in Revenue&rsquo;s eyes, which could lead to complications with inheritance or sale taxes later on.</p>
<p>Mixed-use items, such as coffee machines or shared equipment, generally do not meet the criteria since they are not used exclusively for business purposes.</p>
<h2>3. Planning ahead for long-term benefits</h2>
<p>Taking a strategic approach to expenses helps you get the most from your tax relief. Larger purchases such as vehicles, equipment, or long professional courses like a master&rsquo;s degree often deliver the best value when spread over a few years.</p>
<p>It is also important to regularly review your setup with an accountant, especially as your income and commitment to contracting grow. Keeping detailed records and checking each cost before you claim will help you stay aligned with Revenue&rsquo;s interpretation and avoid issues later on.</p>
<p>In addition to seeking financial advice, Theo Stergiou, Associate Director at Nicoll Curtin, encouraged contingent workers during the webinar to stay in close contact with a recruiter: &ldquo;Navigating tax relief and expenses effectively is an important part of making contracting work for you. Consultants have a strong understanding of the market and can help you identify opportunities that make setting up your own limited company worthwhile.&rdquo;</p>

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Maximise your earnings as an Irish contractor! Compare PSC vs. Umbrella companies and discover key tax relief and allowable expenses for optimal financial planning.

How to Manage Contractor Expenses in Ireland

How to manage expenses as a contractor in Ireland 

<p>At the core of successful hiring in the technology sector is a genuine understanding of people, the market, and what makes each role unique. Recruiters and talent acquisition teams today manage growing candidate pools, specialised roles, and the ongoing need to fill positions efficiently. Traditional hiring methods are still effective; however, they can sometimes be time-consuming given these evolving demands.</p>
<p>Recruitment tools deploying AI can help by taking over routine tasks and speeding up candidate searches and application reviews. This gives recruiters and hiring managers more time to focus on what really matters.&nbsp;</p>
<p>Here are the key AI trends in the hiring landscape, which are currently shaping how organisations identify and attract top talent.</p>
<h2>Trends of AI in recruitment&nbsp;</h2>
<h3>1. AI-driven candidate sourcing</h3>
<p>Recruiters are increasingly using advanced algorithms to scan databases and online platforms for individuals who meet specific technology job requirements. Traditional methods, such as manual database searches, job board postings, or basic keyword filters, can often overlook passive candidates or those with niche expertise. Fully leveraging these tools involves understanding the insights data provides and using that information to create thoughtful, personalised outreach that connects with each candidate.</p>
<p>Upskilling in sourcing platforms integrated with AI also allows consultants and hiring managers to refine searches, personalise engagement, and translate analytics into actionable steps that enhance candidate experience and recruitment outcomes.</p>
<h3>2. Automated screening</h3>
<p>AI screening speeds up shortlisting by analysing the full context of CVs and cover letters, rather than relying solely on keywords. It can evaluate transferable skills, career progression, and communication quality to identify candidates with genuine potential, even if their profiles don&rsquo;t exactly match job titles or phrases. This allows hiring teams to find strong applicants more quickly and dedicate their time to engaging with the most promising people.</p>
<p>As Janelle Molina, Nicoll Curtin&rsquo;s Head of Performance and Sales in Singapore, shared during <a href="https://www.nicollcurtin.com/blogs/webinar-recap-how-to-stand-out-in-the-age-of-ai/">the webinar with WITS Ireland</a>, &ldquo;AI will free up recruiters to spend more time understanding what drives a candidate.&rdquo; She emphasised that with added time, consultants can focus on deeper conversations, more personalised outreach, and building stronger connections throughout the hiring journey.&nbsp;</p>
<h3>3. Bias reduction through AI-enhanced processes</h3>
<p>Diversity, equity and inclusion remain priorities across the technology sector. Properly designed AI tools can reduce unconscious bias by focusing on objective skills and experience rather than demographic factors. This helps make employee selection fairer and supports the development of diverse, innovative teams.</p>
<p>Charlotte Allen, Global DEI, Tech and Innovation Lead for Barclays via AMS, highlighted how AI can help make interviews fairer during our "<a href="https://www.nicollcurtin.com/webinars/equity-in-professional-development/">Equity in Professional Development"</a> webinar :</p>
<p>&ldquo;Companies should be giving interview questions before the interview to all people. One way companies can do this is by using AI for pre-recorded interviews, where candidates respond to set questions on camera. This process helps negate unconscious bias by removing the interviewer's body language or personal preferences from affecting assessments.&rdquo;</p>
<p>Staying well-informed about ethical AI use and the design of algorithms also empowers hiring teams to uncover and address possible bias within digital tools. This creates a more balanced and inclusive recruitment process.</p>
<h3>4. Chatbots and virtual assistants</h3>
<p>AI-powered chatbots are now commonly used on career websites and recruitment platforms to improve candidate engagement. They respond instantly to questions, guide applicants through job postings, and automate interview scheduling.</p>
<p>Through careful design and ongoing management, chatbots can personalise interactions by using natural language, adapting responses based on user input, and providing relevant, helpful information. This approach preserves a sense of genuine communication and attentiveness while offering the benefit of 24/7 availability. As a result, candidate satisfaction improves, especially in competitive markets where timely responses matter.</p>
<h3>5. Predictive analytics</h3>
<p>Predictive analytics platforms analyse past hiring data, market trends, and candidate behaviour to forecast future recruitment needs, salary benchmarks, and availability. These insights help both recruiters and hiring managers make smarter decisions and stay ahead of talent shortages.</p>
<p>Recruiters can use the data to refine sourcing strategies, tailor job campaigns, and identify high-potential candidate pools more efficiently. At the same time, hiring managers can apply these insights to proactively plan workforce needs, align budgets with current market conditions, and set realistic expectations for their teams.</p>

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Discover how AI hiring tools like candidate sourcing, automated screening, and bias reduction are transforming recruitment for smarter, faster hiring decisions.

How AI in Recruitment is Redefining Hiring in Tech

How AI in recruitment is redefining hiring

<p>Digital roles are becoming more defined, more technical, and more strategically embedded within organisations as they shift from experimenting with emerging technologies to fully implementing them. To future-proof their operations, companies are re-evaluating the expertise they need to drive innovation, with new technology jobs emerging across areas like AI ethics, cyber security, and immersive experiences.&nbsp;</p>
<p>Many businesses also report that in-house innovation teams are becoming the norm, creating opportunities for professionals ready to lead, grow, and make an impact in the digital workforce of tomorrow. Here are some of the digital jobs shaping that future.</p>
<h2>Key roles defining the digital workforce</h2>
<h3>1. UX/UI Designer</h3>
<p>The success of digital products relies on effective user experience, increasing the demand for UX/UI Specialists. Their job is designing clear wireframes, interactive prototypes, and thoughtful user journeys. Expertise in Figma, Sketch, and Adobe XD enables them to bring concepts to life, while thorough user research and usability testing ensure the final design meets both user expectations and business objectives.</p>
<h3>2. AI Ethicist and Auditor</h3>
<p>With AI integration expanding across technology sectors, businesses are looking for AI Ethicists and Auditors to evaluate algorithms for fairness, bias, and compliance with ethical standards. These specialists conduct thorough evaluations to guarantee AI systems uphold transparency and meet regulatory requirements. To <a href="https://www.nicollcurtin.com/blogs/key-skills-for-success-in-ai-careers/">excel in this role</a>, developing skills in ethics, governance, and responsible AI, alongside proficiency in tools such as IBM Watson OpenScale and Fairlearn, is essential.</p>
<h3>3. Cyber Security Strategist</h3>
<p>Rising digital threats require cyber security strategists to develop and maintain comprehensive security frameworks. Their work involves risk assessments, incident response planning, and threat modelling using platforms like Splunk and Palo Alto Networks. Additionally, knowledge of cloud security and penetration testing plays a significant role in protecting a company's digital assets.</p>
<h3>4. Quantum Computing Specialist</h3>
<p>By surpassing the limits of traditional computing, quantum computing is transforming how complex problems are solved. Bringing these advanced solutions to life relies on strong skills in IBM Qiskit and Microsoft Quantum Development Kit. Equally important is familiarity with quantum mechanics, programming languages Python or Q#, and linear algebra.</p>
<h3>5. Digital Twin Engineer</h3>
<p>Digital Twin Engineers create virtual replicas of physical assets, allowing businesses to simulate, monitor, and optimise real-world processes more effectively. They rely on software such as Siemens NX, ANSYS Twin Builder, and Azure Digital Twins to develop these models. Furthermore, an understanding of IoT integration, data analytics, and 3D modelling is highly valued.&nbsp;</p>
<h3>6. Extended Reality (XR) Developer</h3>
<p>The rise of immersive technology has created new opportunities for XR Developers to design applications across training, retail, and entertainment. Bringing these concepts to life requires a strong command of tools like Unity, Unreal Engine, and ARKit or ARCore. Expertise in 3D modelling, real-time rendering, and programming languages like C# and C++ also plays a crucial role in delivering engaging user experiences and provides a competitive edge in the field.</p>

Find your next role in the digital space 

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Explore the top 6 digital jobs shaping tomorrow's workforce, from AI Ethicists to XR Developers. Discover emerging technologies and tech skills for these digital roles.

Top 6 Digital Jobs Shaping the Future Workforce

6 Top digital jobs shaping the future workforce

<p>The scope of risk management roles in banking is changing as businesses adapt to new regulatory requirements, rapid digital transformation, and a rising number of cyber threats. Banks are investing in strengthening their risk teams to ensure resilience against immediate financial shocks and long-term challenges. The European Central Bank, which is responsible for supporting economic growth and implementing key monetary policies in the Eurozone, set out its <a href="https://www.bankingsupervision.europa.eu/framework/priorities/html/ssm.supervisory_priorities202412~6f69ad032f.en.html#:~:text=Against%20this%20background%2C%20the%20supervisory,tackle%20challenges%20stemming%20from%20digital">supervisory priorities for 2025&ndash;27</a>. The focus will be on boosting banks&rsquo; ability to manage macro-financial risks, address known vulnerabilities, and navigate digital disruption.</p>
<p>This environment is creating career opportunities for professionals who combine strong regulatory expertise with technical skills in areas such as threat assessment, controls testing, and data analysis. Here are some of the in-demand risk management jobs shaping the sector.</p>
<h2>Top risk management jobs</h2>
<h3>1. IT Risk / Cyber Security Manager</h3>
<p>As cyber threats continue to escalate, IT Risk and Cyber Security Managers are crucial to safeguarding banks&rsquo; digital systems while ensuring compliance with evolving regulatory requirements. They design security frameworks, conduct thorough threat assessments, and lead incident response teams to manage cyber incidents effectively. Employers are looking for candidates with experience in SIEM tools like Splunk and IBM QRadar, vulnerability management platforms such as Tenable, and threat intelligence solutions to stay ahead of emerging dangers. Additionally, knowledge of cyber security protocols and risk mitigation methodologies is highly valued.</p>
<h3>2. Outsourcing Risk Manager</h3>
<p>Banks increasingly rely on third-party vendors to deliver key services, which introduces additional risks. Outsourcing Risk Managers oversee these external relationships, ensuring compliance with regulatory standards and maintaining service quality. This role demands strong expertise in managing third-party relationships, contract exposure evaluation, and a thorough knowledge of banking regulations related to outsourcing.</p>
<h3>3. Operational Risk Analyst</h3>
<p>Organisations often face risks from process failures, system breakdowns, or human error, which can significantly impact operations. Analytical thinking and familiarity with regulatory and industry frameworks, such as ISO 31000, play a significant role in developing effective mitigation strategies.</p>
<h3>4. Compliance Officer</h3>
<p>Compliance Officers serve as the front line in managing regulatory exposures such as anti-money laundering (AML) and know your customer (KYC) compliance. They often work closely with high-net-worth and ultra-high-net-worth individuals, many of whom may be politically exposed, requiring an understanding of the implications this brings. Beyond ensuring adherence to policies and managing regulatory reporting, AML and KYC Specialists support internal audits and maintain comprehensive knowledge of standards such as FINMA and FATCA. Success in these roles depends on strong attention to detail, deep regulatory expertise, and clear, effective communication skills.</p>
<h3>5. Risk and Controls Analyst</h3>
<p>As financial institutions face complex operational threats, they rely on Risk and Controls Analysts to address these challenges by evaluating internal processes and supporting audit teams through regular reviews and flagging potential issues. Employers seek candidates with strong audit and data analysis capabilities, along with proficiency in SQL, Excel, and data visualisation tools. A thorough understanding of risk management frameworks can also give candidates a competitive edge.</p>
<h3>6. Markets Automation Specialist</h3>
<p>Banks are streamlining processes by developing automated software systems that improve risk monitoring and reporting efficiency. Markets Automation Specialists create and implement these solutions using platforms like UiPath and Automation Anywhere, programming languages such as Python and SQL, and tools including Bloomberg Terminal and Murex.</p>

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Explore top risk management jobs in banking, from cyber security to compliance. Learn about skills needed for these in-demand career opportunities.

In-Demand Risk Management Roles in Banking

In-demand risk management roles in banking

<p>Mindset, persistence, and building genuine relationships are key to recruitment success. Shayna Chan, our Principal Consultant, came to appreciate this during her seven years in the industry. She started her career as an in-house HR professional, but seeking more than data entry and admin tasks, she took a chance on recruitment and never looked back.</p>
<p>Since joining Nicoll Curtin Singapore, Shayna&rsquo;s determination and people-first mindset have set her apart, earning her Highest Perm NFI and Best Newcomer awards in her first year. Her commitment to exceptional customer satisfaction is reflected in her impressive Net Promoter Score of 90 and the positive feedback she consistently receives from candidates:</p>
<p>&ldquo;Shayna consistently goes above and beyond to provide prompt and reliable communication, while effectively facilitating the interview process. She keeps me well-informed with timely updates.&rdquo;</p>
<p>Here are five takeaways from her recruitment journey:</p>
<h2>1. Build confidence by being authentic</h2>
<p>Instead of trying to match louder voices early on in her recruitment career, Shayna leaned into her strengths: being prepared, being genuine, and being reliable.</p>
<p>&ldquo;You don&rsquo;t need to fit a mould,&rdquo; she says. &ldquo;In the beginning, I approached things more transactionally. However, as I built confidence along with a deeper understanding of the market, I shifted to a consultative approach, providing insights on trends and salary expectations.&rdquo;</p>
<p>Shayna doesn&rsquo;t shy away from difficult conversations when necessary, whether to help clients position themselves to attract the right talent or guide candidates in securing the role.&nbsp;</p>
<p>She believes her growth has come from being honest about what she doesn&rsquo;t know. &ldquo;Stay curious, ask questions, and let your authenticity guide your progress.&rdquo;&nbsp;</p>
<h2>2. Find the right team for success</h2>
<p>For Shayna, <a href="https://www.nicollcurtin.com/blogs/how-to-succeed-in-recruitment-tips-from-a-top-biller/">finding success in recruitment</a> often depends on being surrounded by people who actively support your development. &ldquo;You really feel the difference when you're in a team that values openness and collaboration,&rdquo; she explains. &ldquo;Being surrounded by leaders and colleagues who invest in coaching and create a positive, encouraging culture can unlock strengths you didn&rsquo;t even know you had.&rdquo;&nbsp;</p>
<p>This kind of environment boosts confidence, motivation, and engagement, setting the foundation for growth.</p>
<p>Shayna also encourages doing your research early on when choosing a recruitment company. &ldquo;Engaging with various individuals within the organisation you're interviewing with is crucial to understanding their culture and ensuring it aligns with your values,&rdquo; she says. &ldquo;Additionally, gathering insights from industry professionals outside of the company can provide valuable perspective on whether the company&rsquo;s reputation and environment align with your career goals.&rdquo;</p>
<h2>3. Build relationships, not just placements</h2>
<p>In a target-driven environment, focusing on quick wins is easy, but building real connections with clients and candidates leads to better outcomes over time. Understanding motivations, goals, and concerns on both sides creates trust and encourages repeat business.</p>
<p>Shayna centres her approach on genuine relationships. &ldquo;You need to see the person behind the profile,&rdquo; she says. &ldquo;That&rsquo;s how you create meaningful connections. Often, I act as a bridge, softening communication and facilitating mutual understanding between both sides.&rdquo;</p>
<p>Shayna has placed some candidates multiple times throughout their careers, demonstrating the trust she has built with them over time. They know she genuinely understands their goals and can rely on her honesty when presenting opportunities. Even candidates she has not yet placed have recommended her to their friends because of the positive experience they&rsquo;ve had working with her.</p>
<p>Instead of rushing to close deals, take the time to align with what each person truly needs. &ldquo;Being consistent and transparent builds partnerships. And when people trust you, they come back, or refer someone else.&rdquo;</p>
<h2>4. Set clear goals to stay focused</h2>
<p>Shayna emphasises that setting clear goals can make all the difference in recruitment. When targets are broken down into manageable steps, staying focused becomes easier, especially in fast-paced environments.&nbsp;</p>
<p>She sets weekly and monthly goals to stay on track and maintain momentum. &ldquo;It&rsquo;s about having a plan and checking in regularly. Big goals can feel overwhelming, but if you break them down, you keep moving forward.&rdquo;</p>
<p>Her approach turns ambition into action. Instead of relying on luck or waiting for results, build success through structure and consistency, one step at a time.</p>
<h2>5. Leverage tech without losing trust</h2>
<p>AI tools can help speed up parts of the recruitment process, such as identifying where candidates with specific skills are located or generating reports for clients. Shayna mainly uses AI to support research and sourcing, but is still exploring how to fully integrate it into her routine.</p>
<p>&ldquo;I look for ways to enhance our existing processes and make them more efficient,&rdquo; she explains. &ldquo;Rather than seeing AI as a shortcut, I treat it as a tool that frees you to&nbsp;focus on building trust and stronger relationships with clients and candidates.&rdquo;</p>

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Discover five proven ways to grow your recruitment career, including mindset, relationship-building, tech tools, and staying goal-oriented.

Expert Recruitment Tips for Career Success

Top recruitment tips from an award-winning consultant

<p>We take pride in delivering high-quality, time-saving services and fostering long-term partnerships with our clients. In 2023 and 2024, we made 1,329 placements across 17 countries for 142 companies, each at <a href="https://www.nicollcurtin.com/case-studies/">different recruitment stages and facing diverse business challenges</a>.&nbsp;</p>
<p>Our commitment to customer satisfaction is reflected in the consistently excellent Net Promoter Score (NPS) results we receive from both clients and candidates. Most recently, over the past two quarters, we achieved an outstanding NPS of 89.</p>
<p>This result is above the industry benchmark of <a href="https://www.qualtrics.com/experience-management/customer/good-net-promoter-score/">NPS 80 for outstanding performance</a>. We believe that it demonstrates the impact of our consultative approach and ability to support our clients across contract, permanent talent solutions, and RPO recruitment.</p>
<h2>How we measure success</h2>
<p>We introduced our NPS programme in 2017 to track candidate experience from interview to post-placement, and continued to measure success with clients through repeat business, delivery outcomes, and compliance. On average, 1 in every 2 CVs we submit is interviewed, and 1 in 4 CVs leads to a hire. Our client return rate is 100%, and we&rsquo;ve maintained a perfect compliance audit record over the last three years.</p>
<h2>Responding quickly, delivering quality</h2>
<p>We understand that hiring often comes with tight deadlines, especially when scaling teams or covering key vacancies. Our teams move effectively without sacrificing quality. It is often highlighted in the feedback we receive. One client shared:</p>
<p>&ldquo;We were in a hurry to hire the right personnel in a very short time. The team moved very quickly and made it happen. Just a week in, our new hire is doing great, and we are thankful to the team and the new hire.&rdquo;</p>
<p>This approach has earned us recognition as <a href="https://www.nicollcurtin.com/blogs/4-years-running-nicoll-curtin-wins-allegis-strategic-supplier/">Partner of the Year to Mastercard</a> for three consecutive years and Netflix&rsquo;s 2025 Supplier of the Year for Contingent Hiring Staffing Services, alongside being selected to be on the <a href="https://www.nicollcurtin.com/blogs/4-years-running-nicoll-curtin-wins-allegis-strategic-supplier/">AGS 2025 Strategic Supplier panel</a>.</p>
<h2>Offering insights that shape strategy</h2>
<p>With 26 years of experience and specialised knowledge in the technology sector, we help clients make better hiring decisions with real-time insights into local and global markets. Each of our consultants also specialises in a single vertical market, giving you expert advice on skill demand, hiring patterns, and available talent. One of our global streaming services clients said:</p>
<p>&ldquo;I feel a sense of confidence each time I connect with the Nicoll Curtin team, especially for niche roles. Their service is not limited to presenting good CVs, but they also take that extra step to share market trends and insights. This is especially beneficial for us in emerging countries.&rdquo;</p>
<p>Beyond personalised support, our <a href="https://www.nicollcurtin.com/blogs/">blogs</a>, <a href="https://www.nicollcurtin.com/events/">events</a>, <a href="https://www.nicollcurtin.com/salary-guides/">salary guides</a>, and <a href="https://www.nicollcurtin.com/webinars/">webinars</a> provide clients with timely insights and strategies to attract and retain top tech talent. &nbsp;</p>
<h2>Championing DEI</h2>
<p>From job adverts and application forms to interview questions and selection criteria, we ensure that every step of the recruitment process is fair and relevant to the roles at hand. We support many of our clients in embedding these practices into their own hiring strategies, and aim for at least one diverse CV in every three we send.</p>
<p>We&rsquo;re honoured to have received the TCS 2025 Inclusive Talent Partner Award and to be the <a href="https://www.nicollcurtin.com/blogs/nicoll-curtin-becomes-the-recruitment-partner-for-wits-ireland/">first recruitment partner of WITS Ireland</a>, working together to promote gender diversity in tech and leadership.</p>

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Check out the types of roles we regularly hire for

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We deliver fast, high-quality hiring with a 100% client return rate, NPS 89, and award-winning DEI and talent insights across 17 countries.

Award-Winning Global Tech Recruitment Partner

Client NPS of 89: A testament to trusted partnerships 

<p>When applying for software developer roles, it&rsquo;s important to remember that technical skills alone won&rsquo;t guarantee success. On average, a job posting receives around 250 applications, yet only a few candidates reach the interview stage. Hiring managers often highlight that many miss opportunities due to insufficient preparation. By focusing on problem-solving, teamwork, and clear communication, you can set yourself apart and&nbsp;<a href="https://www.nicollcurtin.com/blogs/-4-ways-to-advance-in-the-tech-industry/">advance in the tech industry</a>. Here are six strategies that will help you approach your interviews with confidence.</p>
<h2>1. Make the most of introductory interviews</h2>
<p>Introductory interviews are your first touchpoint with a company and a chance to show what motivates you and why you're interested in the position. While usually less technical, they help hiring teams understand your communication style, interests, and cultural fit.</p>
<p>Talk about what draws you to the company&rsquo;s mission or recent work, and what you are looking for in your next opportunity. Partnering with a technology recruitment agency can help align your approach with the company&rsquo;s mission and culture. Recruiters often have direct contact with hiring managers, so they understand the team structure, the specific expectations for the role, and the company&rsquo;s priorities. They will prepare you for interviews by sharing these insights and helping you focus on what matters most to the team, so you can present yourself with clarity and confidence.</p>
<h2>2. Prepare thoroughly for the technical interview</h2>
<p>A solid foundation in technical preparation is key to performing well in a developer interview. Many candidates focus only on basic concepts and are caught off guard by more complex problems involving algorithms, data structures, or system design.&nbsp;</p>
<p>Build confidence and sharpen your skills by regularly solving coding problems on platforms like <a href="https://leetcode.com/">LeetCode</a> or <a href="https://www.hackerrank.com/">HackerRank</a>, and using mock interviews to simulate real scenarios. By practising regularly, you&rsquo;ll improve time management, enhance problem-solving, and get more comfortable with common software developer interview questions.</p>
<p>Additionally, research the company&rsquo;s tech stack and interview formats, such as whiteboard coding, pair programming, or take-home challenges. You can expect questions that assess your coding skills, algorithm knowledge, system design, debugging methods, and familiarity with specific tools or languages relevant to the role. Understanding the company&rsquo;s products and challenges allows you to frame your answers in a way that shows your fit and value.</p>
<h2>3. Take a thoughtful approach to coding problems</h2>
<p>Starting to code before fully understanding the problem can sometimes lead to avoidable mistakes. Instead, take the time to address challenges thoughtfully and strategically.</p>
<p>Take a moment to clarify the requirements, ask questions, and sketch out a plan. Mapping your approach before coding shows that you&rsquo;re methodical and mindful of structure, edge cases, and readability. This is a skill that goes far beyond the interview &ndash; it&rsquo;s the foundation of writing high-quality, maintainable code.</p>
<h2>4. Test and debug as you go</h2>
<p>Quality is just as important as speed. Interviewers value candidates who test their code, identify issues, and handle bugs with a calm, analytical mindset.</p>
<p>Even simple tests with different inputs can demonstrate your thoroughness and attention to detail. Narrate your thought process while debugging to show resilience and a proactive attitude, which are key qualities employers look for in software engineers across global technology job markets.</p>
<h2>5. Focus on behavioural questions&nbsp;</h2>
<p>While it&rsquo;s natural to focus on the technical side, companies are also looking for developers who are strong collaborators and a good cultural fit. Behavioural and situational questions are a chance to show how you work with others, adapt to challenges, and contribute to team goals.</p>
<p>Reflect on past experiences where you solved problems, learned from setbacks, or led projects. For example, if asked to talk about a time you faced a challenging bug, think of a moment where the issue impacted delivery, how you diagnosed it, what actions you took, and the outcome. Focus not just on the technical fix, but how you collaborated with others, managed time pressure, or communicated with stakeholders.</p>
<h2>6. Reflect and improve with each interview</h2>
<p>Approaching every interview as a learning experience sets you up for success. Take time after each one to think about what worked, what challenged you, and what you might change next time.</p>
<p>A post-interview journal can be a useful tool for this reflection. It also helps you <a href="https://www.nicollcurtin.com/blogs/8-ways-to-handle-job-rejection-and-stay-motivated/">manage job rejection</a> positively, turning disappointments into growth points that boost your confidence and readiness for future roles.</p>

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Master software developer interviews with proven tips. Learn to tackle coding problems, improve communication, and confidently showcase your skills to hiring managers.

Software Developer Interview Prep Guide

How to prepare for software developer interviews

<p>As part of our partnership, we collaborated with <a href="https://witsireland.com/">WITS Ireland (Women in Technology and Science)</a> for a webinar exploring: <em><strong>Standing Out in the Age of AI &ndash; Navigating Job Search and Hiring Trends.&nbsp;</strong></em></p>
<p>The session was led by WITS Executive Committee Member and Supplier Engineer, Klaudia Prys, and Janelle Molina, our Head of Performance and Sales - Singapore, shared her international technology and change recruitment expertise at the event. Molina talked about how AI is reshaping recruitment for both candidates and hiring managers, giving practical tips. &nbsp;</p>
<p>It was great to have many professionals working in STEM roles across Ireland, from early to mid-career stages, actively engaging in the discussion, sharing their insights, and experiences. The conversation touched on maintaining authenticity as a candidate when using AI tools, uncovering opportunities beyond traditional job boards, and striking the right balance between automation and the human touch in hiring.</p>
<p><img src="https://cdn.sourceflow.co.uk/yd60gnatl7jfe3cebyucvpewh22x" alt="" width="956" height="500"></p>
<h2>Highlights from the discussion</h2>
<h3>1. What job seekers need to know</h3>
<p>While platforms like ChatGPT or CV optimisers can be useful for fine-tuning applications or preparing for interviews, Janelle Molina reminded attendees not to let these tools do all the work. &ldquo;Recruiters can tell when something doesn&rsquo;t feel personal&rdquo;. Applications that lack authenticity often fail to stand out. Instead, focus on clearly presenting your achievements and sharing them with confidence.</p>
<p>This tied into a broader point Janelle raised about a common hesitation among candidates, particularly women, who often feel they need to meet every single job requirement before applying. &ldquo;It&rsquo;s okay not to tick every box,&rdquo; she said. Confidence isn&rsquo;t about meeting every requirement, but about backing your potential, attitude, and ability to grow.</p>
<p>She expanded on this by highlighting the qualities employers are currently prioritising. While technical skills remain crucial, she emphasised that soft skills, such as adaptability, communication, and problem-solving, are key to thriving in today&rsquo;s fast-changing workplaces. These attributes help people succeed once they&rsquo;re in the role, and they&rsquo;re not something AI can assess easily.</p>
<p>The conversation also touched on the <a href="https://www.nicollcurtin.com/blogs/unlocking-opportunities-in-the-hidden-job-market/">hidden job market</a>, where many technology jobs are shared through referrals or exclusive networks rather than being advertised publicly. Our Head of Marketing, Gulnaz Can, joined the conversation and offered guidance on how candidates can navigate this space effectively, encouraging them to stay visible in their networks, especially in communities like WITS, and to be proactive. <a href="https://www.nicollcurtin.com/consultants/">Reaching out to recruiters</a> who understand your sector or messaging hiring managers directly can also open up early conversations that lead to interviews.</p>
<h3>2. What hiring managers should consider</h3>
<p>Janelle Molina also spoke about the role of AI in recruitment processes. It&rsquo;s already streamlining many of the repetitive tasks, such as CV screening, interview scheduling, and even note-taking, but its purpose isn&rsquo;t to replace people. &ldquo;AI will free up recruiters to spend more time understanding what drives a candidate,&rdquo; she noted.&nbsp;</p>
<p>In an age where everything moves quickly, it's easy to lose the human touch. But simple actions like sending timely updates or making a follow-up call can make all the difference, especially for candidates navigating multiple interviews or offers. Janelle pointed out that a candidate&rsquo;s experience during the process often plays a big role in whether they accept the job.</p>
<p>Additionally, she emphasised that <a href="https://www.nicollcurtin.com/blogs/-upskilling-in-the-tech-sector/">upskilling</a> doesn&rsquo;t just apply to candidates. As AI tools evolve, so do expectations of leadership. Managers who stay curious and informed about new technologies and shifting workplace priorities are often the ones who can spot potential that others miss &ndash; and build more resilient teams as a result.</p>
<hr>
<p>Thank you to everyone who joined the conversation and shared your questions, insights, and experiences. We&rsquo;re excited to continue collaborating with WITS on upcoming events and initiatives that support women in STEM and create a meaningful impact.</p>

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Connect with us to advance your tech career

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Explore AI in recruitment, tech hiring trends, candidate authenticity, soft skills, and networking tips from our webinar with WITS Ireland.

Webinar recap: How AI is reshaping tech recruitment 

Webinar recap: How to stand out in the age of AI

<p>We&rsquo;re excited to be launching our new office in the Philippines, building on the success of our Singapore and Hong Kong operations and strengthening our presence across APAC. Located in the heart of Manila, this expansion builds on 26 years of global recruitment experience and marks the next chapter in our regional growth.</p>
<h2>Supporting APAC operations and business growth</h2>
<p>The Manila team will initially support our Singapore and Hong Kong offices, allowing us to scale efficiently while maintaining the high standards our clients rely on. Over time, the team will also take on administrative, finance and compliance responsibilities to support the wider business.</p>
<p>We&rsquo;re already working on select senior roles in the Philippines market, with plans to grow Manila into a full 360&deg; recruitment offering. Our long-term ambition is to establish Manila as a leading recruitment hub in its own right.</p>
<p>Our APAC Managing Director, Jon Loh, is working alongside the team in Manila to build on the strong foundations set in Singapore and Hong Kong. He shares his thoughts on this next step:</p>
<p>&ldquo;After laying the groundwork over the past few years, I&rsquo;m incredibly excited to launch our Philippines office. Manila is a vibrant city with huge potential, and this move strengthens how we support our clients across the region. With the team we are building, I&rsquo;m confident we will continue to grow our footprint and deliver results.&rdquo;&nbsp;</p>

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Our new Manila office supports Singapore and Hong Kong teams while growing into a full recruitment hub for the Philippines and APAC region.

Manila Office Launch Strengthens APAC Presence

Expanding our APAC presence to Manila 

<p>Digital transformation is progressing at a rate that many workforces simply aren&rsquo;t ready for. By 2026, the IT skills gap is expected to impact more than <a href="https://my.idc.com/getdoc.jsp?containerId=prUS52128824">90% of organisations worldwide</a>, potentially causing setbacks like product delays, reduced competitiveness, and missed business opportunities.</p>
<p>Addressing these obstacles involves <a href="https://www.nicollcurtin.com/blogs/how-to-overcome-resistance-to-digital-transformation/">overcoming resistance to digital transformation</a> by embracing change and ensuring people are prepared to lead it. Bridging the skills gap is also an important part of this process. Here are a few ideas on how businesses can take action.</p>
<h2>1. Modernise recruitment practices&nbsp;</h2>
<p>While long-term development is vital, the need for skilled professionals right now remains. Modern recruitment strategies prioritise verified skills over traditional CVs. Companies are rethinking how they assess candidates, turning to skills-based hiring supported by certifications and practical assessments. Additionally, tools like applicant tracking systems can simplify candidate screening, and remote-friendly roles can attract a wider, more diverse talent pool.</p>
<p>This is also where technology recruitment agencies play a crucial role in<a href="https://www.nicollcurtin.com/blogs/how-to-attract-top-tech-talent/"> attracting top tech talent</a>. Specialised partners can help businesses navigate the complexities of hiring for niche or emerging roles. With access to broader networks and market insights, recruitment agencies can quickly identify candidates with in-demand skills that may not be easy to source through in-house efforts alone. They also offer guidance on <a href="https://www.nicollcurtin.com/blogs/how-to-build-a-powerful-employer-brand/">building a compelling employer brand</a> and improving the overall candidate experience, from first contact to onboarding.</p>
<h2>2. Build a stronger talent pipeline&nbsp;</h2>
<p>The gap in IT skills begins long before companies start hiring. Companies that support STEM education at an early stage and partner with academic institutions are better positioned to shape the workforce of tomorrow. Aligning learning pathways with evolving industry needs ensures a smoother transition from education to employment.</p>
<p>Early careers programmes, internships, and collaborations with training providers can prepare graduates for the real-world demands of the technology sector. These long-term efforts strengthen the overall pipeline and allow companies to future-proof their workforce while building brand awareness among emerging professionals. As demand grows across technology jobs, a proactive approach helps ensure a more reliable stream of talent.</p>
<h2>3. Encourage professional development</h2>
<p>Closing the skills gap starts with equipping teams for continuous learning through internal training, micro-credentials, and hands-on projects in areas like cloud computing, AI, and cyber security. As our Managing Director for APAC, Jon Loh, recently shared in an <a href="https://www.efinancialcareers.co.uk/news/banking-contractor-jobs-singapore-hong-kong">eFinancialCareers article</a>, the lines between roles are becoming less defined: Cloud Engineers are now tackling backend tasks, Backend Developers are incorporating DevOps, and Data Engineers are broadening their scope. The industry is shifting toward a more unified, adaptable skill set, making&nbsp;<a href="https://www.nicollcurtin.com/blogs/-upskilling-in-the-tech-sector/">upskilling</a> even more important.</p>
<p>Additionally, encouraging continuous learning keeps teams aligned with shifting industry needs and reduces reliance on external hiring. It also boosts retention, as employees are more likely to stay when they see clear growth paths. Additionally, supporting internal mobility with opportunities that match evolving skills and fostering adaptability, curiosity, and collaboration helps teams navigate this change.</p>
<p>When companies prioritise professional development and provide time and resources, employees stay engaged and future-ready. Combined with a strong work-life balance, this builds a culture where innovation and learning thrive together.</p>

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Discover how to bridge the digital skills gap with smarter hiring, upskilling, and building a future-ready, adaptable tech workforce.

Closing the IT Skills Gap Through Smarter Hiring

How companies can address the IT skills gap 

<p>Building genuine relationships and delivering seamless hiring experiences are the driving forces behind everything we do for our candidates. For the last two quarters, we consistently achieved an impressive Net Promoter Score (NPS) of 70 for candidate experience.</p>
<p>In an industry where an <a href="https://www.qualtrics.com/experience-management/customer/good-net-promoter-score/#:~:text=Creators%20of%20NPS%2C%20Bain%20%26%20Company,Above%2050%20is%20excellent">NPS of 50 is considered excellent</a>, these results demonstrate the consistent quality of our service and the trust we have earned from our candidates.</p>
<h2>Supporting personalised goals with care</h2>
<p>Every person we work with has their own unique goals. That&rsquo;s why we take the time to understand what matters to them, offer tailored support, and build lasting relationships. We&rsquo;re happy to see that the care we provide makes a real impact. One of our candidates commented: &nbsp;</p>
<p>&ldquo;I truly appreciate the honest support, help and advice provided during the interview preparation process, as well as the clear presentation of open positions.&rdquo;</p>
<p>This approach has also earned us industry-wide recognition, as we were selected as&nbsp;<a href="https://www.nicollcurtin.com/blogs/4-years-running-nicoll-curtin-wins-allegis-strategic-supplier/">2025 AGS&rsquo; Strategic Supplier</a> and won <a href="https://www.nicollcurtin.com/blogs/partner-of-the-year-three-years-running/">Mastercard and Allegis&rsquo; 2024 Partner of the Year,</a> which further reflects the quality of our services.</p>
<h2>Building trust through timely updates&nbsp;</h2>
<p>We know that timing is important when it comes to career moves. Our consultants aim to keep communication clear and timely, so candidates feel informed every step of the way. This openness helps build trust and is reflected in the positive feedback we receive:</p>
<p>&ldquo;Consistently going above and beyond to provide prompt and reliable communication, while effectively facilitating the interview process. I was kept well-informed with timely updates.&rdquo;</p>
<h2>Preparing candidates for success &nbsp;</h2>
<p>By offering honest insights, interview preparation, and feedback, we help candidates feel confident and ready. We host <a href="https://www.nicollcurtin.com/webinars/">webinars</a> and <a href="https://www.nicollcurtin.com/events/">events</a> that provide additional support and networking opportunities, including our upcoming c<a href="https://www.nicollcurtin.com/events/webinar-maximising-expenses-for-tax-relief-as-a-contractor-in-ireland/">ontractor care webinar</a> in collaboration with Fenero, a specialist accounting firm for contingent workers in Ireland.&nbsp; Additionally, our <a href="https://www.nicollcurtin.com/salary-guides/">salary guides</a> give candidates up-to-date market insights to help them make informed career decisions.</p>

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Discover how we build trust, offer tailored support, and achieve a 70 NPS by delivering exceptional candidate experiences across every hiring journey.

Delivering Standout Candidate Experience in Recruitment

How we achieved a 70 NPS in candidate experience

<p>Digital transformation is a top priority for many organisations, making data engineering one of the most in-demand fields as it helps businesses unlock the full potential of their data. It&rsquo;s also one of the <a href="https://www.nicollcurtin.com/blogs/key-skills-for-success-in-ai-careers/">key skills for AI careers</a> today because it ensures data is clean, accessible, and ready for building effective machine learning models and intelligent applications. Some of this information comes in large, fast-moving streams known as big data, while other sets are smaller and more focused. With such a wide range of data-driven opportunities, understanding where your strengths lie can help guide your career path and empower you to make a meaningful impact.</p>
<h2>Big data: Handling scale and speed</h2>
<p>With the global big data market expected to reach <a href="https://www.grandviewresearch.com/press-release/global-big-data-market">USD 862.31 billion by 2030</a>, it&rsquo;s clear that large-scale information is more than just a resource &ndash; it&rsquo;s a driving force behind modern technology jobs. Big data involves extensive, fast-moving datasets like millions of transactions, sensor outputs, or social media activity. These records fuel everything from automation to predictive analytics, forming the core of many machine learning and AI applications.</p>
<p>Careers in this space include roles like Data Engineer, &nbsp;Machine Learning Engineer, or Data Scientist. These IT specialists work with cloud platforms such as AWS, Google Cloud, or Azure and use programming languages like Python, Scala, or Java. They rely on tools such as Hadoop and Spark to manage and analyse large-scale information. Success in these positions also requires the ability to build robust data pipelines, manage distributed systems, and design scalable solutions that handle volume and velocity.</p>
<h2>Small data: Delivering clarity and focus</h2>
<p>Small data, by contrast, is easier to interpret, more targeted, and often directly tied to specific business questions. It includes monthly sales figures, customer feedback, or team performance metrics &ndash; collections small enough to be analysed without complex infrastructure.</p>
<p>This kind of information supports daily decisions and operational improvements. Tech professionals in roles like Business Analyst, CRM Specialist, or Operations Manager tend to work with tools such as Excel, SQL, and data visualisation platforms like Power BI or Tableau. These technology jobs focus on turning raw figures into clear insights, improving efficiency, and communicating recommendations to a wide range of stakeholders.</p>
<h2>Key soft skills for data professionals</h2>
<p>While the scale and systems may differ, working with data at any level requires strong analytical thinking, a problem-solving mindset, and the ability to communicate technical insights in plain language. These are also&nbsp;<a href="https://www.nicollcurtin.com/blogs/transferable-skills-when-switching-to-tech/">transferable skills</a> that are especially helpful for professionals moving into tech from other industries.</p>
<p>Additionally, experience in critical thinking, stakeholder management, or reporting can provide a strong foundation for entering data-related technology roles. For tech professionals with experience, enhancing these skills and mastering new tools can help <a href="https://www.nicollcurtin.com/blogs/how-to-position-yourself-as-a-valued-employee/">position you as a valued employee</a> and open doors to greater responsibility and influence.</p>
<h2>A combined approach for smarter solutions</h2>
<p>Since technology companies rely on big and small data, professionals who understand and work with both are well-positioned to create smarter solutions. They can design features and products that not only scale effectively but also meet real user needs with precision. This combined approach improves decision-making, helps tailor strategies based on real insights, and ultimately increases the impact of their work in driving business success.</p>

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Discover how big and small data skills fuel careers in AI, data engineering, and analytics—with the tools, roles, and insights to get ahead.

Build a Tech Career with Big and Small Data Skills

Big data vs. small data career paths

<p>For tech professionals aiming to stay ahead in the UK market, understanding which technical and non-technical skills are in demand is a strategic career move. As companies expand their digital capabilities, driven by AI and sustainability shaping industry trends, having the right expertise not only sets you apart but also strengthens your position as a <a href="https://www.nicollcurtin.com/blogs/how-to-position-yourself-as-a-valued-employee/">valued team member</a>.</p>
<h2>Most in-demand tech skills</h2>
<h3>1. Machine learning</h3>
<p>The growing reliance on intelligent systems has created a high demand for professionals skilled in advanced machine learning techniques. Expertise in deep learning, neural networks, natural language processing, reinforcement learning, and predictive analytics will be especially valuable in tech jobs focused on developing automation solutions, AI-based decision-making systems, and data-driven insights.</p>
<p>For those looking to transition into and <a href="https://www.nicollcurtin.com/blogs/key-skills-for-success-in-ai-careers/">upskill for AI-focused careers</a>, building a solid foundation in these areas can open up new opportunities and enhance long-term career prospects in one of the fastest-growing fields in tech.</p>
<h3>2. Cyber security&nbsp;</h3>
<p>Cyber security has become a top priority as UK businesses face an estimated <a href="https://www.gov.uk/government/statistics/cyber-security-breaches-survey-2025/cyber-security-breaches-survey-2025#:~:text=It%20is%20estimated%20that%20UK,in%20the%20last%2012%20months.">8.58 million cyber crimes</a> over the past year. As a result, Cyber Security Engineers and Analysts are highly sought after, with proficiency in penetration testing, network security, and risk management now essential to safeguard digital infrastructures against these increasing threats.</p>
<h3>3. Cloud computing&nbsp;</h3>
<p>With cloud technologies defining company operations, there will be an ongoing need for specialisation in cloud architecture, migration, and infrastructure management. Proficiency with platforms such as AWS, Microsoft Azure, and Google Cloud is a must for Cloud Architects and Cloud Infrastructure Engineers.</p>
<h3>4. Data management (Python, R, SQL)&nbsp;</h3>
<p>Python continues to dominate the programming landscape, with its versatility and wide range of uses, including data analysis, AI development, and web development. As its applications grow across industries, knowledge in Python is highly regarded, opening doors to numerous career opportunities in fields such as software development, data science, and automation.</p>
<p>When paired with R for statistical computing and SQL for database management, professionals can work with powerful <a href="https://www.nicollcurtin.com/blogs/top-tech-stacks-for-software-projects/">tech stacks</a> that support data-driven decision-making at scale. These combined skills are essential for software projects that require efficient data handling, analysis, and integration.</p>
<h3>Most in-demand non-technical skills</h3>
<p>In the UK, demand is rising for capabilities that go beyond core technical expertise, particularly those that support digital transformation and effective collaboration across locations. Project management, change leadership, and business analysis are especially valued by companies aiming to align technology with broader strategic objectives.</p>
<p>At the same time, soft skills are now having a bigger impact on hiring decisions. Adaptability, communication, stakeholder management, and cross-team collaboration are highly regarded, particularly in hybrid working environments.</p>
<p>For those in technology jobs that interact with non-technical teams, the ability to communicate technical concepts in a business context often distinguishes top candidates. Employers are increasingly looking for individuals who combine domain knowledge with commercial insight, bringing direction and impact to complex initiatives.</p>

Find out how much roles that require these skills pay

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Discover the most sought-after technical and soft skills shaping tech careers in the UK, from AI and cloud to communication and project leadership.

In-Demand Tech Skills for Career Growth in the UK

Top technology skills in the UK

<p>Software development remains one of the most sought-after technology jobs, but hiring is becoming more targeted as software systems are growing more complex, AI adoption is accelerating, and cloud-native solutions are becoming mainstream. With IT spending expected to total <a href="https://www.gartner.com/en/newsroom/press-releases/2025-01-21-gartner-forecasts-worldwide-it-spending-to-grow-9-point-8-percent-in-2025">$5.61 trillion in 2025</a>, an increase of 9.8% from the previous year, businesses are re-evaluating the skills and experience they need from developers to stay competitive. Here&rsquo;s how this shift is influencing efforts to&nbsp;<a href="https://www.nicollcurtin.com/blogs/how-to-attract-top-tech-talent/">attract top tech talent</a>.&nbsp;</p>
<h2>1. Demand remains strong, but more specific</h2>
<p>The integration of AI into software development has driven a growing demand for cloud-native solutions, contributing to the move from on-premises systems to cloud-based software as a service (SaaS), which now represents nearly a third of the software market. To stay ahead, employers prioritise candidates who bring versatility, with experience in cloud-native development, DevOps, AI integration, and cyber-security-aware coding.</p>
<p>Additionally, full stack developers are particularly valuable to tech teams, especially those skilled in modern frameworks such as React, Vue, and Node.js, along with cloud platforms like AWS and Azure. Their ability to work across both frontend and backend environments enables faster delivery and more agile teams, helping businesses maintain a strong position in the market.</p>
<h2>2. Flexibility is now a standard, not a perk</h2>
<p>Many companies are reinstating return-to-office policies, but with the right approach, this transition can still support flexibility.</p>
<p>A hybrid model remains one of the practical solutions to <a href="https://www.nicollcurtin.com/blogs/how-to-navigate-return-to-office/">navigate this shift,</a> particularly in regions like the UK, Switzerland, and Singapore, where it is already widely adopted. For software developers, flexibility remains a priority, and offering some choice in how and where they work can strengthen your position in a competitive hiring market.</p>
<p>It also pays to be clear. Sharing your working arrangements and team structure upfront helps attract candidates who align with your setup and streamlines the recruitment process.</p>
<h2>3. Hiring is more strategic and globally minded</h2>
<p>With access to global tech talent improving, businesses are expanding their search beyond local markets. This enables hiring teams to source software engineers with niche skills, often in locations with stronger availability or cost advantages. It also allows companies to build more diverse teams and respond more quickly to skill shortages in their core regions.</p>
<p>However, managing international hiring requires careful planning &ndash; from understanding local labour laws to setting up effective onboarding processes for remote teams. Partnering with a global recruitment agency can support this journey, as they offer guidance on compliance, team structure, and scalable hiring strategies.</p>
<h2>4. Skill requirements are becoming more refined</h2>
<p>Organisations are placing greater emphasis on adaptability, collaboration, and a mindset aligned with agile delivery.&nbsp;<br>Employers are also prioritising communication and teamwork skills to help teams move quickly, stay aligned, and future-proof their operations.</p>
<p>Charlie Adey, Consultant at Nicoll Curtin working in the US market, explains, &ldquo;Some of our clients in the hedge fund space are looking for the very top 1% of candidates, which means that soft skills are equally important as their technical expertise.&rdquo; He adds that for hiring managers and talent acquisition teams, defining the most relevant soft skills for the role is key, with communication, stakeholder engagement, and leadership qualities becoming vital for senior-level positions.</p>
<h2>5. Employer branding matters more than ever</h2>
<p>Tech professionals have plenty of options. What sets companies apart is often their ability to communicate their mission, values, and development culture effectively. In a recent survey we ran with our candidates, team culture ranked as the second most important factor when choosing a software development role, with 31% placing it just behind tech stacks. Additionally, developers want to understand how their work contributes to wider business goals and how they&rsquo;ll be supported to grow.</p>
<p>That&rsquo;s why it&rsquo;s important to <a href="https://www.nicollcurtin.com/blogs/how-to-build-a-powerful-employer-brand/">build a powerful employer brand</a> &ndash; one that goes beyond job descriptions and highlights what makes your organisation worth joining. Additionally, a technology recruitment agency that communicates your message effectively can help your roles connect with the right candidates.</p>

Partner with us to hire top software developers

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Unlock secrets to effective software developer recruitment. This guide covers evolving skill demands, hybrid models, and global talent pools to secure your team.

Top 5 Trends Shaping Software Developer Hiring Now

5 key trends in software development hiring

<p>Fluency in AI tools is becoming a core requirement rather than a niche specialism.</p>
<p>With the AI market <a href="https://www.grandviewresearch.com/horizon/outlook/artificial-intelligence-market-size/global">valued at over 600 billion dollars</a> and projected to grow more than fivefold in the next five years, artificial intelligence is solidifying its position as a global technology trend for 2025. This rapid growth is driven by organisations integrating AI across everything from operations to customer experience, creating a rising demand for tech professionals with machine learning expertise.</p>
<p>Now is the time to build the skills that will keep your career moving forward.</p>
<h2>What skills to focus on?</h2>
<h3>1. Programming for AI (Python, R)</h3>
<p>To work effectively with AI models, you need to understand how they&rsquo;re built, and that starts with coding. Strong foundations in programming languages like Python and R are crucial, as these are the most widely used in machine learning and data science. Platforms like <a href="https://www.coursera.org/courseraplus?utm_medium=sem&amp;utm_source=gg&amp;utm_campaign=b2c_emea_x_coursera_ftcof_courseraplus_cx_dr_bau_gg_sem_bd-ex_s2_en_m_hyb_23-12_x&amp;campaignid=20858197888&amp;adgroupid=351685084270&amp;device=c&amp;keyword=coursera&amp;matchtype=e&amp;network=g&amp;devicemodel=&amp;creativeid=1449957450219&amp;assetgroupid=&amp;targetid=kwd-36262515261&amp;extensionid=&amp;placement=&amp;gad_source=1&amp;gad_campaignid=20858197888&amp;gclid=Cj0KCQjw5ubABhDIARIsAHMighbPQXdEmCZ-KY_uEs68SYnY1Pm9D0fDOSHtckxVTi4fg83MdyG2o-caAmvMEALw_wcB">Coursera</a>, <a href="https://www.udacity.com/">Udacity</a>, and <a href="https://www.datacamp.com/">DataCamp</a> offer accessible AI training programmes that incorporate coding practice into their learning paths, making it easier to gain both theoretical and hands-on experience. To deepen your skills, explore <a href="https://github.com/">GitHub</a> projects, contribute to open-source AI tools, and challenge yourself with AI coding competitions.</p>
<h3>2. Data Engineering</h3>
<p>AI systems are only as effective as the data they&rsquo;re built on. Clean, structured, and accessible information is essential for training accurate models, and that&rsquo;s where data engineers come in. They design and maintain the infrastructure that feeds AI, from data pipelines to storage solutions. For tech professionals aiming to move into AI-focused tech jobs, understanding how to prepare and manage data is a valuable asset. Platforms like <a href="https://www.edx.org/?utm_source=google&amp;utm_campaign=18740600533&amp;utm_medium=cpc&amp;utm_term=edx&amp;gad_source=1&amp;gad_campaignid=18740600533&amp;gclid=Cj0KCQjw5ubABhDIARIsAHMighYS7sBXRtOXTXaJUyyc9EU-3ye7qtNQACwT0q7E9HhTqc9FpMEgjvMaAhW9EALw_wcB">edX</a> and <a href="https://www.pluralsight.com/">Pluralsight</a> offer comprehensive courses on ETL processes, big data tools, and cloud-based architecture. To stay ahead, engage with communities on Stack Overflow, attend <a href="https://www.nicollcurtin.com/events/">industry meetups</a>, and learn from real-world <a href="https://nicoll-curtin.sites.sourceflow.co.uk/case-studies/">case studies</a>.</p>
<h3>3. Cloud and Infrastructure (AWS, Azure, GCP)</h3>
<p>For IT professionals, cloud skills are a natural bridge into AI roles. Gaining certifications in platforms like AWS, Azure, or Google Cloud not only deepens your technical knowledge but also demonstrates your ability to support AI workloads at scale. These cloud providers even offer free training labs, AI-focused courses, and sandbox environments to help you practise in a hands-on setting.</p>
<h3>4. Ethics, governance and responsible AI</h3>
<p>As AI becomes more embedded in decision-making, it's important to understand not just how it works but also how to use it responsibly. Issues like algorithmic bias, lack of transparency, and data privacy can have serious ethical and legal implications. For those aiming to lead AI projects, having a clear grasp of these issues is especially valuable.</p>
<p>Short courses, such as Google&rsquo;s Responsible AI practices, and platforms like <a href="https://www.futurelearn.com/">FutureLearn</a> can help you build a solid foundation in ethical AI. Additionally, stay informed by following policy discussions, joining online ethics forums, and listening to podcasts that explore the real-world impact of AI.</p>
<h3>5. Staying connected</h3>
<p>Immersing yourself in the wider AI community helps you apply what you&rsquo;ve learned, spot emerging trends, and build a network of like-minded professionals. Go beyond structured learning by joining webinars, following AI thought leaders on LinkedIn, subscribing to <a href="https://open.spotify.com/show/64PPc8rhZCBfjcsdR9nLul">podcasts</a>, and attending major industry events. These experiences keep you engaged, expose you to real-world applications, and can open doors to future technology jobs and collaborations.</p>
<p>Another way to stay connected and engaged in the AI space is by building relationships with technology recruiters. They can significantly enhance your <a href="https://www.nicollcurtin.com/blogs/-upskilling-in-the-tech-sector/">upskilling </a>journey and offer direct insights into the qualifications and expertise that employers are prioritising, ensuring you focus on the right areas for growth. By partnering with recruitment companies that specialise in technology jobs, you can receive personalised guidance on what&rsquo;s sought after in the market and how to make your profile more attractive. They also assist with CV building, interview preparation, and career growth, helping you thrive in the fast-paced AI landscape.</p>

Partner with us to advance your AI career

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Advance your tech career in AI! Focus on Python, data engineering, cloud (GCP), responsible AI practices, and the power of staying connected.

Essential AI Skills for Tech Careers

Key skills for success in AI careers 

<p>In today&rsquo;s world, where digital innovation drives business success, being valued as an employee goes beyond just meeting KPIs &ndash; it&rsquo;s about being proactive, adaptable, and aligned with your company&rsquo;s vision. For IT professionals, the focus is no longer solely on technical skills like coding or system management. While these remain vital, the rise of AI and digital transformation has shown that soft skills and cultural contributions are what make a difference. Here are strategic approaches that can help you stand out and advance in your IT career:</p>
<h2>1. Stay curious and keep learning</h2>
<p>The best tech specialists are always developing their skills. Show initiative by asking for professional development opportunities such as formal courses, certifications, or hands-on projects. For example, mastering <a href="https://www.nicollcurtin.com/blogs/top-tech-stacks-for-software-projects/">top tech stacks for software projects</a> can make you stand out and increase your versatility.&nbsp;</p>
<p>Taking the time to learn new technologies demonstrates your commitment to staying ahead and makes you more adaptable, which is key in any fast-moving tech environment.</p>
<h2>2. Understand the business, not just the tech</h2>
<p>Technology jobs today demand more than just technical expertise. Take the time to understand how your work contributes to wider business objectives. Ask your manager how your projects support key outcomes like improving user experience, increasing efficiency, or driving revenue. Additionally, join cross-functional meetings to gain insight into challenges faced by other teams.&nbsp;</p>
<h2>3. Communicate with confidence</h2>
<p>Being skilled is important, but it only takes you so far if you can't communicate your ideas effectively. Start by practising how to explain your work in simple, relatable terms. You can discuss complex concepts with a non-technical colleague to improve your ability to convey ideas clearly. When collaborating with cross-functional teams, focus on understanding their challenges and contributing solutions in a way that resonates with them. Furthermore, regularly update stakeholders on your progress and highlight how your work contributes to their objectives.&nbsp;</p>
<h2>4. Contribute to the company culture</h2>
<p>Make an effort to support colleagues, share ideas, and create a positive atmosphere at work. This doesn&rsquo;t just mean helping with tasks or collaborating on projects, but also fostering a workplace where everyone feels supported and valued. You can contribute by offering feedback, mentoring junior colleagues, and participating in company events, which helps build connections and strengthen the team dynamic.&nbsp;</p>
<h2>5. Seek feedback and act on it</h2>
<p>Asking for feedback shows maturity and a willingness to grow. Don&rsquo;t wait for formal reviews &ndash; seek out constructive input regularly and show you can act on it. This mindset strengthens your performance and shows your employer you&rsquo;re serious about development.</p>
<h2>6. Align with what&rsquo;s ahead</h2>
<p>Stay informed about emerging technologies and industry trends by regularly listening to <a href="https://open.spotify.com/show/64PPc8rhZCBfjcsdR9nLul">podcasts</a>, reading <a href="https://www.nicollcurtin.com/blogs/">blogs</a>, and attending <a href="https://www.nicollcurtin.com/webinars/">webinars</a>. By engaging with these resources and sharing your insights with your colleagues, you demonstrate your commitment to growth and awareness of the wider landscape.&nbsp;</p>
<p>Additionally, attend <a href="https://www.nicollcurtin.com/events/">industry events</a> and conferences to network, learn, and stay ahead of the curve. Aligning your focus with business priorities and staying up to date makes you someone your team can rely on through change.</p>

Partner with us to stand out in your next tech role

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Looking for IT career advancement? Discover how developing soft skills and contributing to your company makes you a valued employee. Learn strategies for growth in tech.

IT Career Advancement: How to Be a Valued Employee

How to position yourself as a valued employee

<p>Switzerland is establishing itself as a prominent hub for cloud services. Revenue in the public computing sector is projected to reach <a href="https://www.statista.com/outlook/tmo/public-cloud/switzerland">US$12.66 billion</a> in 2025, with a notable shift towards hybrid solutions. This trend is largely driven by strong demand for data privacy and compliance with the country&rsquo;s strict regulations.</p>
<p>Switzerland's stable political environment, strategic location, and reliable reputation for data security have positioned it as a key destination for international data hosting centres. Additionally, the government&rsquo;s support for digital transformation initiatives further strengthens the country&rsquo;s appeal in the tech job market.</p>
<h2>Roles in-demand</h2>
<p>The widespread use of cloud technologies is fueling the demand for IT professionals in this field. Tech companies in Switzerland are actively hiring for roles such as:</p>
<ul>
<li>Cloud Engineers / Architects</li>
<li>DevOps / Platform Engineers</li>
<li>Site Reliability Engineers (SREs)</li>
<li>Infrastructure Automation Experts</li>
<li>Cloud Security Specialists / Engineers / Architects</li>
<li>Multi-cloud Integration Specialists</li>
</ul>
<p>&nbsp;</p>
<p>Hands-on experience with cloud platforms such as AWS, Microsoft Azure, or Google Cloud Platform (GCP) can provide a competitive edge. Businesses are also seeking experts with a background in hybrid and multi-cloud environments, where adaptability and integration skills are essential. To stay ahead of industry trends, <a href="https://www.nicollcurtin.com/blogs/-upskilling-in-the-tech-sector/">upskilling</a> through certifications and training in emerging technologies can significantly strengthen your qualifications.</p>
<h2>Security takes centre stage</h2>
<p>With the rise of hosted services, the focus on security is sharpening, especially in industries that manage sensitive information. Protecting data, managing cyber security risks, and adhering to regulatory standards have become core considerations.</p>
<p>Proficiency in identity and access management (IAM), encryption, and threat detection is among the <a href="https://www.nicollcurtin.com/blogs/most-in-demand-skills-in-switzerland-in-2025/">most in-demand skills in Switzerland for 2025</a>. This shift highlights the need for infrastructure specialists who not only understand the technical side but can also support broader risk management goals.&nbsp;</p>
<h2>Efficiency through automation</h2>
<p>Efficiency is a top priority for many technology companies, and automation is a central element of their strategies. DevOps practices, which focus on automating and streamlining software delivery, are now integral to modern IT ecosystems.</p>
<p>If you&rsquo;re experienced in tools like Kubernetes, Docker, Terraform, or Jenkins, there are plenty of technology jobs where those skills are valued. The ability to build and maintain CI/CD pipelines is also attractive to employers looking to modernise their operations.</p>
<h2>The rise of multi-cloud strategies</h2>
<p>More businesses are moving beyond single-provider models. Instead, they&rsquo;re adopting multi-cloud strategies to improve performance, avoid vendor lock-in, and boost resilience. By leveraging multiple platforms, organisations can tap into the unique strengths of each provider, such as specialised tools or regional data centres.&nbsp;</p>
<p>As a result, it&rsquo;s not just about infrastructure deployment anymore &ndash; knowledge in cross-cloud networking, data portability, identity management, and compliance is becoming increasingly important. The ability to maintain secure, consistent, and scalable systems across multiple providers is now a key differentiator.</p>
<h2>Experience with container orchestration and infrastructure-as-code</h2>
<p>With the growing use of scalable, containerised solutions, organisations are seeking tech professionals who can deploy, monitor, and scale applications effectively in dynamic environments. Infrastructure automation tools such as Terraform and Ansible are essential for managing complex containerised applications, making them highly sought after. As companies aim for more consistency and automation, experience with coding and infrastructure provisioning can help you stand out.</p>

Check out our cloud infrastructure jobs in Switzerland

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Explore Switzerland's cloud infrastructure job market amid growing demand for hybrid cloud, security, automation, and multi-cloud integration expertise.

Cloud Infrastructure Jobs in Switzerland: Key Trends

What’s shaping cloud infrastructure jobs in Switzerland?

<p>Remote work has transformed the way we manage our professional lives, offering flexibility that&rsquo;s especially advantageous for freelancers and those in hybrid environments. <a href="https://hubstaff.com/blog/work-life-balance-statistics/">85% of the workforce</a> agrees that remote setups help them achieve a better balance between their personal and professional lives. For IT specialists, the ability to work from home or <a href="https://www.nicollcurtin.com/blogs/top-5-cities-to-work-from-remotely/">remotely from any location</a> brings further autonomy. However, to avoid burnout and maintain long-term performance, it&rsquo;s essential to set clear boundaries, especially when juggling multiple projects and irregular hours outside a traditional office.</p>
<p>Here are practical ways tech contractors can manage their work-life balance while staying focused and motivated:</p>
<h2>1. Set boundaries for a balanced routine</h2>
<p>Setting clear working hours and choosing roles that match your preferred schedule can help you build a more sustainable and productive routine. By defining when you are available and communicating this to clients, you create structure and set expectations that support mutual respect. This approach is not about being rigid but about protecting your time and maintaining the energy you need to perform at your best.</p>
<p>Additionally, if you decide to work in project-based technology jobs, it is important to have a clear contract that outlines expectations around deliverables, timelines, and communication. This helps prevent misunderstandings and ensures that both you and the client are aligned from the start. Partnering with a recruiter who understands your goals can also make a difference, as they can connect you with roles that offer the level of autonomy or consistency that suits your working style.</p>
<h2>2. Create a dedicated work environment</h2>
<p>A well-designed setup is essential for creating clear boundaries between your job and personal time. It can be a room in your home or a rented co-working space, but having a designated area for your responsibilities helps improve focus and efficiency. It signals the start and end of your workday, making it easier to maintain a healthy work-life balance.</p>
<h2>3. Use flexibility to your advantage</h2>
<p>Take breaks during the day to reset. Block out time for exercise, family, or errands. These adjustments can boost productivity and make the job feel more manageable. Small changes, like stepping away from your desk at lunch or finishing early when the day allows, can have a big impact on your wellbeing.</p>
<h2>4. Check in with yourself regularly</h2>
<p>It&rsquo;s easy to overcommit when juggling multiple contracts or working across time zones. Make it a habit to step back and review your current workload. If things are becoming unmanageable, explore alternative options or adjust your schedule. Regular check-ins can help you maintain a healthier pace.</p>
<h2>5. Stay connected</h2>
<p>Remote roles can feel isolating, especially between projects. Stay engaged through networks like LinkedIn groups, Slack channels, or virtual tech communities. Platforms like <a href="https://www.focusmate.com/">Focusmate</a> and <a href="https://www.caveday.org/">Caveday</a> host virtual co-working sessions that recreate a sense of shared space.</p>
<p>These connections provide more than just advice &ndash; they offer daily motivation, peer support, and access to <a href="https://www.nicollcurtin.com/blogs/-upskilling-in-the-tech-sector/">upskilling</a> resources like webinars, courses, and certifications.&nbsp;</p>

Discover opportunities that align with your work-life balance

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Discover practical ways contractors in the technology sector can set boundaries, boost productivity, and stay connected while managing remote and project-based work.

Work-Life Balance Tips for Tech Contractors

How to maintain work-life balance as a contractor

<p>Software development continues to rank as one of the most sought-after roles across several markets. Full Stack Developers are amongst the <a href="https://nicoll-curtin.sites.sourceflow.co.uk/blogs/top-technology-jobs-in-the-uk-for-2025-high-demand-roles-shaping-the-future/">most in-demand jobs in the UK</a>, with businesses increasingly seeking professionals who can work seamlessly across both frontend and backend. As demand grows for expertise in leading tech stacks, staying competitive means adapting to these changing demands.</p>
<p>The tech stack you choose plays a significant role in your career. It impacts the projects you&rsquo;re involved in, the teams you work with, and the opportunities that come your way. To stay ahead, <a href="https://www.nicollcurtin.com/blogs/-upskilling-in-the-tech-sector/">upskilling</a> in key frameworks is crucial. By mastering the right tools, you&rsquo;ll be well-positioned to take on new challenges and secure jobs that align with your long-term career goals.</p>
<h2>Most in-demand tech stacks</h2>
<h3>1. MERN (MongoDB, Express.js, React, Node.js)</h3>
<p>The MERN stack remains a top choice due to its versatility, with JavaScript powering the entire framework. Developers who can seamlessly work between backend APIs and dynamic frontends are highly sought after, especially those with knowledge of React and Node.js. Its widespread adoption among tech startups, SaaS platforms, and digital-first businesses signals an interest in fast, scalable, and full-stack applications. Proficiency in this stack opens the door to roles in high-growth companies that rely on agile, efficient solutions to meet their evolving needs.</p>
<h3>2. MEAN (MongoDB, Express.js, Angular, Node.js)</h3>
<p>The MEAN stack, similar to MERN, uses JavaScript across the board but replaces React with Angular, making it a great choice for projects that need robust architecture and TypeScript integration. It is favoured by companies in the enterprise and B2B sectors, where the focus is on building maintainable, scalable applications. For developers skilled in Angular and backend technologies like Node.js, working with MEAN offers opportunities in creating long-term, reliable systems essential for supporting ongoing business growth and operational efficiency.</p>
<h3>3. Python and Django/Flask</h3>
<p>Python is on the rise, especially in sectors like data, AI, and automation. Django is widely used for building scalable, high-traffic platforms, while Flask is preferred for rapid development and lightweight applications. Experience in these frameworks is highly sought after by fintechs, AI startups, healthcare tech companies, and other industries where flexibility and scalability are essential for success.</p>
<h3>4. .NET Core and Blazor</h3>
<p>The Microsoft stack is advancing, with .NET Core and Blazor enabling developers to create advanced, interactive web applications using C#. This stack is gaining traction among companies aiming to modernise legacy systems, particularly in sectors like finance, consulting, and enterprise. Experts skilled in .NET and cross-platform are sought after to drive these transformative projects forward.</p>
<h3>5. JAMstack (JavaScript, APIs, Markup)</h3>
<p>JAMstack is gaining recognition for its performance, speed, and security. Tools like Next.js and Gatsby make it easier to build fast-loading, SEO-friendly sites that are in high demand among marketing teams and digital agencies. Professionals who know how to integrate APIs and optimise frontends with up-to-date JavaScript will have a competitive edge in JAMstack roles, especially in content-heavy and e-commerce environments.</p>
<h3>6. Java and Spring Boot</h3>
<p>Java remains a staple in large-scale backend systems, and Spring Boot has helped it stay relevant by streamlining microservice development. With its focus on scalability, Java is widely used with Spring Boot in financial services, insurance, and government systems. Developers with strong backend experience, especially those familiar with cloud-based architecture and containerisation, are frequently hired to work on long-term, high-impact platforms.</p>

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Explore the most in-demand tech stacks for software developers! Learn about MERN, MEAN, Python, .NET, JAMstack, and Java to advance your software development career.

Top Tech Stacks for Software Developers 

Top tech stacks for software projects

<p>Digital transformation has become an essential part of business strategy. With <a href="https://www.gartner.com/en/information-technology/topics/digital-transformation">91% of companies</a> investing in new technologies and operating models, one challenge remains: overcoming resistance to change. While tech teams often drive innovation, they can also be the most affected by shifting frameworks, redefined workflows, and the introduction of AI-powered platforms. These changes can trigger pushback or reluctance, so companies should address and manage them strategically to ensure a smoother and more effective implementation.</p>
<h2>Understanding resistance in technology teams</h2>
<p>IT professionals often rely on structure and clarity, so when digital transformations introduce sudden shifts, it can disrupt trust and performance. Hesitation often arises when adjustments are poorly communicated or seem to be imposed without sufficient assistance. New systems like CRMs or project tools can feel burdensome without proper training. Additionally, AI integration can raise significant concerns about job relevance, leading to uncertainty and fear of displacement if the purpose and impact of these technologies aren&rsquo;t clearly explained. Similarly, unexpected policy modifications, particularly in environments that value autonomy, lead to disengagement if not handled with transparency.</p>
<h2>How to manage change resistance effectively</h2>
<p>Without the right support, structural transitions cause decreased performance and even employee turnover, especially in high-demand tech roles. To prevent these outcomes, here are proactive steps companies can take to address pushback, ensuring that staff feel guided throughout the transition.</p>
<h3>1. Communicate with clarity and empathy</h3>
<p>Employees need to understand not just what is happening, but why. Providing updates that connect to long-term company goals and individual growth opportunities builds alignment. Leaders should explain how transitions like <a href="https://www.nicollcurtin.com/blogs/how-to-navigate-return-to-office/">navigating the return to the office</a> or the introduction of a new performance framework reinforce broader priorities, outline what to expect, and ensure people stay informed.</p>
<h3>2. Involve teams in shaping the change</h3>
<p>Engagement improves when people feel their input matters before decisions are set in motion. Inviting feedback during early planning phases uncovers roadblocks, encourages ownership, and builds trust. This could include idea-sharing sessions, small pilot rollouts or co-creation workshops that allow departments to contribute meaningfully to the process.</p>
<h3>3. Prioritise continuous learning</h3>
<p><a href="https://www.nicollcurtin.com/blogs/-upskilling-in-the-tech-sector/">Upskilling</a> helps employees feel more prepared and confident when facing adaptation. When individuals are given the chance to work alongside AI or become proficient in a new DevOps platform, they are much more likely to embrace it. Building digital fluency and encouraging adaptability through structured programmes supports a workforce that is ready for transformation.</p>
<h3>4. Foster a culture that welcomes progress</h3>
<p>Support experimentation, reward flexibility, and encourage learning from failures. The goal is to shift mindsets from &lsquo;this is a disruption&rsquo; to &lsquo;this is an opportunity.&rsquo; Leaders can set the tone by demonstrating openness to new approaches and sharing lessons learned. Creating an environment where groups can test ideas, reflect on outcomes, and exchange knowledge fosters confidence and maintains momentum.</p>
<h2>Recruiting for future-proof teams</h2>
<p>Beyond managing existing tech teams, effective IT recruitment plays a crucial role in reducing resistance. Hiring professionals who are comfortable with constant innovation and shifting demands future-proofs your business. A tech recruitment partner also enables you to <a href="https://www.nicollcurtin.com/blogs/how-to-build-a-successful-talent-pipeline/">build a successful talent pipeline</a> made up of people who embrace and drive change.</p>

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Learn how to effectively manage resistance to change in technology teams during digital transformation. Discover strategies for communication, engagement, learning, and building a future-proof culture.

Overcoming Resistance to Digital Transformation

How to overcome resistance to digital transformation

<p>In the tech industry, some of the most in-demand roles may never appear on job boards. Instead, they are often shared through word of mouth, referrals, or internal recommendations. These hidden opportunities may eventually be listed, but by then, they&rsquo;re often already filled by candidates who heard about them early through professional networks. Industry insiders, such as recruiters, hiring managers, or employees, play a key role in sharing these positions within trusted circles. To access these roles, it&rsquo;s essential to engage with the right people and build meaningful relationships.</p>
<p>Here are seven ways to start uncovering these opportunities:</p>
<h2>1. Build a strong network</h2>
<p>Your professional network is often the first place where hidden jobs surface. Attend industry events, webinars, and <a href="https://www.nicollcurtin.com/events/">tech meetups</a> related to your field. Whether virtual or in-person, these spaces allow you to connect with professionals and hiring managers who might be aware of roles before they&rsquo;re publicly announced.</p>
<h2>2. Strengthen your online presence</h2>
<p>In a competitive digital careers landscape, your online profile matters. Keep your LinkedIn account active and up-to-date, and consider sites like <a href="https://github.com/">GitHub</a>, <a href="https://stackoverflow.com/questions">Stack Overflow</a>, or <a href="https://www.kaggle.com/">Kaggle</a> if relevant to your expertise. Post your projects and insights, comment on industry updates, and contribute to discussions to stay visible in the tech talent space. Additionally, <a href="https://www.nicollcurtin.com/blogs/-upskilling-in-the-tech-sector/">upskilling</a> is key. When you obtain certifications or complete relevant courses, make sure to share these accomplishments with your network.</p>
<p>Recruiters and hiring teams often use these platforms to source candidates for unadvertised tech jobs, particularly in specialised areas. By showcasing your skills and expertise, you increase your chances of being noticed for opportunities that aren&rsquo;t yet on the radar of the wider labour market.</p>
<h2>3. Make direct enquiries to employers</h2>
<p>If you&rsquo;re interested in a particular tech business, don&rsquo;t wait for a job advert to appear. Instead, take the initiative by reaching out directly to hiring managers or internal recruiters with a personalised message. Highlight your interest in the company&rsquo;s mission and showcase the qualifications that make you a great fit.</p>
<p>Direct engagement, particularly in sectors like SaaS, change management, and product development, often leads to interviews for positions that haven&rsquo;t been publicly listed yet.</p>
<h2>4. Request informational interviews</h2>
<p>Informational interviews are casual conversations with professionals working in roles or industries you're pursuing.&nbsp;<br>These informal chats often reveal useful insights about hiring processes, workplace cultures and upcoming vacancies that you wouldn&rsquo;t find elsewhere and are especially valuable when exploring niche areas such as AI and DevOps.&nbsp;</p>
<p>Additionally, these conversations can help you gather feedback on your CV, application strategy, interview style, and overall approach, allowing you to increase your chances of success when applying for jobs.</p>
<h2>5. Leverage employee referrals</h2>
<p>Many organisations prioritise candidates recommended by current employees. If you have connections inside a business, a referral can significantly boost your chances, especially when applying to roles in development, infrastructure, or data that require quick turnaround times. A strong referral not only helps you stand out but also demonstrates that you&rsquo;re already familiar with the company&rsquo;s culture and values, making you a more attractive candidate.</p>
<h2>6. Join industry-specific communities</h2>
<p>Being part of tech-focused professional associations such as <a href="https://witsireland.com/">WITS Ireland</a> or online groups gives you access to exclusive job leads, discussion threads, and networking opportunities. These platforms are often where hidden roles are first mentioned. Recruitment agencies also organise meetups and events where you can connect with others in your sector, network, and exchange valuable insights. These gatherings can be a great way to uncover exclusive job leads and build relationships within the industry.</p>
<h2>7. Work with a specialist recruitment agency</h2>
<p>Many companies rely on trusted recruitment partners to fill positions quickly and discreetly, particularly for business-critical or niche roles. As a result, recruiters often have early or exclusive insight into these hidden jobs. By building a relationship with a specialist tech recruiter, you not only stay informed about the latest openings but also receive tailored guidance on how to position yourself effectively for positions that match your skills and goals.</p>

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Learn how to uncover unadvertised tech roles through networking, referrals, and specialized recruiters to access opportunities early.

How to Discover Hidden Tech Jobs Before They're Listed

Unlocking opportunities in the hidden job market

<p>Hiring in the tech space has become more strategic than ever. With significant talent shortages across the industry, the candidate experience plays a crucial role in whether top professionals decide to join your company. Every touchpoint, from the first application to the final interview, is an opportunity to make a lasting impression. A disjointed or impersonal process can quickly turn candidates away. By prioritising transparency, efficiency, and a smooth, tech-enabled application journey, you can position your business as an employer of choice.</p>
<p>Here&rsquo;s how to refine your talent acquisition strategies:</p>
<h2>1. Put candidate experience first</h2>
<p>From the very first touchpoint, applicants are assessing not just the role, but how they're treated throughout the process. Delayed feedback, unclear expectations, or inconsistent communication can quickly turn highly skilled professionals away. A well-managed, respectful process shows your company values people, not just positions. To improve the candidate experience in tech hiring, focus on transparency, regular updates, and a smooth, tech-enabled application process.&nbsp;</p>
<h2>2. Focus on employer branding</h2>
<p>Your reputation is part of your recruitment toolkit. Hard-to-find candidates want more than a salary &ndash; they&rsquo;re looking for mission, impact, and alignment. <a href="https://www.nicollcurtin.com/blogs/how-to-build-a-powerful-employer-brand/">Building a strong employer brand</a> means clearly communicating your values, culture, and employee experience. That includes how you support learning and development, how you prioritise wellbeing, and how you celebrate team success. Share stories from your people, highlight achievements on your platforms, and be open about your goals.&nbsp;</p>
<h2>3. Adopt personalised recruitment strategies</h2>
<p>People are more likely to respond to tailored, thoughtful engagement. Instead of using a one-size-fits-all approach, take the time to understand what drives each prospective employee, whether it is career advancement, technical challenges, flexibility, or team culture. Tailor your outreach accordingly through personalised job descriptions that speak to their motivations, custom messaging on platforms like LinkedIn that reference their specific skills or experiences, or by highlighting aspects of your company that align with their goals. Use these insights to craft conversations that directly address their needs. <a href="https://www.nicollcurtin.com/blogs/why-you-should-work-with-a-technology-recruitment-agency/">Working with a recruitment agency</a> can also help by providing expertise in identifying the unique motivations of potential hires and tailoring outreach accordingly. This is especially powerful when sourcing passive candidates who may not be actively applying but are open to the right offer. Personalisation demonstrates you've done your homework &ndash; and that makes all the difference.</p>
<h2>4. Leverage AI for efficiency</h2>
<p>Technology continues to play a role in how companies attract, assess, and hire talent. AI in recruitment helps automate repetitive tasks like CV screening and initial outreach, making the process faster and more efficient. More advanced tools can also predict candidate fit, detect soft skills, or highlight potential gaps. However, the most effective teams use AI to enhance, not replace, the human side of hiring. Combine data-driven insights with real conversations and judgment calls. That balance ensures a smoother process for both sides and better long-term staffing outcomes. It also helps avoid overly impersonal experiences that can arise when technology is used without consideration for the human element.</p>
<h2>5. Stay ahead of hiring trends in tech</h2>
<p>The competition for developers, AI specialists, cyber security talent, and data professionals remains high. Companies that understand and adapt to employment trends are more likely to attract the right talent quickly. That means streamlining interview processes, offering competitive and flexible packages, as well as <a href="https://www.nicollcurtin.com/blogs/-upskilling-in-the-tech-sector/">upskilling opportunities</a>. Additionally, candidates want more than just technical alignment &ndash; they want to know what the future of the role and the company looks like. Being proactive about market trends keeps your strategy aligned with what people want &ndash; and what your competitors are offering.</p>
<hr>
<p>At Nicoll Curtin, we specialise in connecting companies with top tech professionals. With our industry expertise and global network, we can help you attract and retain the skilled individuals your business needs to succeed.</p>

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Discover how to improve tech recruitment with personalised outreach, AI tools, and a strong employer brand. Stay ahead of hiring trends with Nicoll Curtin.

Tech Hiring Strategies for Better Candidate Experience

How to attract top tech talent

<p>Rejection is never easy &ndash; especially when you&rsquo;ve set your sights on a role that seemed like the perfect fit. Whether you&rsquo;re aiming for leadership roles, exploring freelance IT jobs, or making a pivot during a digital transformation, handling rejection the right way is crucial for long-term career growth.</p>
<p>Here&rsquo;s how to handle rejection, bounce back stronger and more focused on your tech career journey:</p>
<h2>1. Reframe rejection as redirection</h2>
<p>Rather than viewing rejection as failure, treat it as valuable feedback. Many top tech recruitment agencies agree; it&rsquo;s often about timing or specific company needs &ndash; not your potential. See it as a signal to refine your approach and uncover new opportunities in the evolving IT job landscape.</p>
<h2>2. Request feedback where possible</h2>
<p>Not every company will offer it, but when you can, ask recruiters or hiring managers for feedback. You might uncover insights about your interview style, technical depth, or even your CV writing. These insights, when combined with AI-powered tools, can help tailor future applications more effectively &ndash; matching job descriptions, optimising keywords, and improving overall alignment.</p>
<h2>3. Set SMART goals for career progression</h2>
<p>Use the rejection as a springboard to set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals. Whether it's upskilling in cyber security, updating your tech skills, or aiming for your first leadership role, structured goals keep motivation high. SMART objectives give clarity, direction, and measurable milestones that make career growth feel achievable &ndash; even after setbacks. You can find inspiration from <a href="https://www.nicollcurtin.com/blogs/roadmap-for-success-in-the-tech-industry/">motivational career blogs</a> or use tools and frameworks to structure and track your next move.</p>
<h2>4. Optimise with AI</h2>
<p>Harness AI to streamline your job search. As AI transforms recruitment, the job application process is evolving rapidly. Today&rsquo;s tech tools, like <a href="https://grow.google/certificates/interview-warmup/">Interview Warmup by Google</a>, can help you tailor CVs with keyword optimisation, refine your messaging, and even support you through mock interviews and career coaching.&nbsp;</p>
<p>Leveraging AI in this way will boost your confidence, increase your interview success, and help your application stand out in the crowded IT jobs landscape.</p>
<h2>5. Reflect, recharge, reapply</h2>
<p>Give yourself time to process the rejection but don&rsquo;t stall your momentum. Reflect on the experience, recharge your energy, and keep applying. Every interview sharpens your communication and increases your visibility in the IT jobs market.</p>
<h2>6. Work with specialist tech recruitment agencies</h2>
<p>After a rejection, it&rsquo;s the perfect time to reconnect with expert support. Specialist tech recruitment agencies understand the nuances of digital transformation, software development, and freelance IT jobs, and can help you realign your strategy. They offer tailored advice, uncover roles that match your evolving skill set, and provide feedback to improve your chances next time. A recruiter who knows your niche can be a game-changer in turning rejection into your next big opportunity.</p>
<h2>7. Invest in continuous learning</h2>
<p>Rejection often highlights gaps - not just in experience, but in perception. <a href="https://www.nicollcurtin.com/blogs/-upskilling-in-the-tech-sector/">Upskill</a> with certifications in cloud computing, AI, or project management. The tech world evolves fast - staying current is key to career progression and standing out in competitive candidate pools.</p>
<h2>8. Expand and engage your network</h2>
<p>Your next opportunity may come from someone you already know &ndash; or someone they know. Tap into the hidden job market, connect with peers, attend virtual meetups, and engage in Slack groups or communities like <a href="https://dev.to/">Dev.to</a>, <a href="https://witsireland.com/">Women in Tech and Science</a>, or <a href="https://www.cshub.com/">Cyber Security Hub</a>. Researching a company via employees on LinkedIn or Glassdoor reviews can also prepare you for more targeted and successful interviews.</p>

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Learn how to bounce back from rejection, optimise your job search with AI, and advance your career in tech through SMART goals and upskilling.

How to Handle Rejection and Boost Your Tech Career Growth

8 ways to handle job rejection and stay motivated

<p>Success in recruitment isn&rsquo;t about luck - it&rsquo;s about skills, strategy, and resilience. Few people understand this better than Theo Stergiou. Starting as a trainee ten years ago, Theo is now an Associate Director at Nicoll Curtin and has consistently ranked as a top biller for the past three years.&nbsp;</p>
<p>His journey shows that while talent and confidence play a role, it&rsquo;s the habits and mindset you develop that determine lasting impact. So, what does it take to thrive in recruitment? Here are the key lessons Theo has learned along the way:</p>
<h2>1. Master your market and build your brand</h2>
<p>Theo emphasises that standing out as a recruiter comes down to specialisation. Focusing on a specific vertical, owning your market, consistently having available candidates, understanding salary expectations, talent availability, and hiring trends, helps you build credibility. Employers and job seekers want a trusted advisor who knows their sector inside out.&nbsp;</p>
<p>Building a personal brand is just as important. According to Theo, "If you&rsquo;re working in a certain vertical, you need to be the best at what you do. People trust specialists, not generalists." His progress has come from consistently sharing knowledge, networking, and making sure his expertise is visible. In a crowded industry, those who establish themselves as go-to professionals attract more opportunities.</p>
<h2>2. A process-driven approach wins</h2>
<p>For Theo, success isn&rsquo;t just about good intuition; it&rsquo;s about having a structured, repeatable process that delivers results. The best recruiters follow a system that ensures candidates are properly qualified and potential challenges are addressed before they become problems. "A strong process means fewer surprises down the line," Theo says.</p>
<p>Over the years, he&rsquo;s noticed that one of the biggest mistakes in the industry is failing to properly assess whether an individual is truly the right fit for a role. When you qualify candidates properly, you save time, build trust with clients, and ultimately make it a smoother process for both parties.</p>
<h2>3. Client relationships are everything</h2>
<p>One of the most overlooked aspects of recruitment is relationship management. It can be tempting to focus on closing deals, but Theo highlights that long-term success comes from building lasting partnerships with hiring teams. This means regular check-ins, gathering feedback, and ensuring that companies feel heard and supported throughout the process.</p>
<p>"If a client isn&rsquo;t happy, it means you&rsquo;re not listening, not implementing feedback," he explains. &ldquo;Many recruiters make the mistake of assuming that once a placement is made, their job is done. Stay engaged, provide ongoing market insights, and make sure hiring managers see you as a valuable partner."&nbsp;</p>
<h2>4. Hard work and resilience matter</h2>
<p>If you ask Theo, recruitment isn&rsquo;t for those looking for an easy career path. The reality is that achieving great results takes time, effort, and a willingness to push through setbacks. Many newcomers struggle in their first few years, and those who don&rsquo;t commit to learning and adapting often leave before they see real progress.</p>
<p>"It didn&rsquo;t all come together straight away," he admits. "But I&rsquo;ve always been competitive, and giving up was never an option." Like many top performers, he had to sacrifice time and put in the extra effort to establish himself. His advice to new recruiters? "Start with the basics: build your hotlists, follow the process, and make sure you don&rsquo;t make the same mistake twice. Then look to your left, look to your right, work harder than both of the consultants combined, and you&rsquo;ll be heading in the right direction."&nbsp;</p>
<h2>5. Balancing technology with human connection</h2>
<p>Tools like AI can help streamline candidate sourcing and outreach, but Theo leans towards a more traditional approach. "Hotlists and leads are still crucial," he says. "AI can help, but real conversations and relationships make the biggest difference." While tech can enhance efficiency, those who blend modern tools with a consultative approach will always have an edge. At the end of the day, recruitment is a people business, and strong interpersonal skills will always be invaluable.</p>

Informative tips from the Stegiou, offering guidance and strategies for improved outcomes and decision-making.

Discover Theo Stergiou's recruitment journey. Learn key lessons on market expertise, building relationships, and balancing tech with human connection.

Success in Recruitment Through Skills Strategy and Resilience

How to succeed in recruitment: Tips from a top biller

<p>We are thrilled to announce that Nicoll Curtin has become the Recruitment Partner for <a href="https://witsireland.com/">WITS Ireland</a>!</p>
<p>After collaborating on a successful <a href="https://www.nicollcurtin.com/events/women-in-tech-dublin-meetup/">Women in Technology Event</a> in Dublin in 2024, we have deepened our relationship and are honoured to partner with WITS Ireland during their milestone 35th anniversary.&nbsp;</p>
<p>WITS Ireland is a non-profit organisation that welcomes corporate and individual members across a variety of sectors, as well as academia. Their mission is to advocate for and support the advancement and visibility of women in STEM. Their initiatives range from mentorship programmes and networking opportunities to advocacy efforts that promote gender diversity in science, technology, engineering, and mathematics. By connecting women at all stages of their STEM careers, WITS Ireland fosters a vibrant and supportive community.</p>
<p>&nbsp;</p>
<p><img style="display: block; margin-left: auto; margin-right: auto;" src="https://cdn.sourceflow.co.uk/z3oso2j643ululbdmj0djg8xxbrd" alt="" width="253" height="200"></p>
<p>&nbsp;</p>
<p>At Nicoll Curtin, we are proud of our 26 years of experience connecting outstanding talent with sector leading companies. Throughout our history, we have championed DEI efforts in our sector, supporting our clients in achieving their goals while delivering value to the wider technology and science community. Our partnership with WITS Ireland presents another opportunity to make a meaningful impact on building a more diverse technology workforce, while benefiting from their guidance and expertise.</p>
<p>In the coming months, we&rsquo;ll be hosting webinars and podcasts, collaborating on events, and creating other content to share knowledge and launch initiatives designed to support and empower women in STEM and technology careers.&nbsp;</p>
<p>Our goal is to promote equal opportunities, drive change, and open new doors for female talent while celebrating the valuable contributions women are making in these fields.</p>
<p>We are excited for the journey ahead and look forward to making a lasting impact together as we move toward a more inclusive future!</p>

Logo of Nicoll Curtin, a recruitment agency, alongside the logo of WITS Ireland (Women in Technology and Science).

Nicoll Curtin joins WITS Ireland to empower women in STEM through mentorship, events, and content that promote diversity and equal opportunities.

Partnering with WITS Ireland to Support Women in STEM

Nicoll Curtin becomes the recruitment partner for WITS Ireland

<p>We&rsquo;re thrilled to share that Nicoll Curtin has been selected as a 2025 Allegis Strategic Supplier by Allegis Global Solutions (AGS) for the fourth consecutive year! This recognition highlights our ongoing dedication to delivering high-quality technology recruitment solutions across multiple AGS accounts.</p>
<h2>Sustaining excellence in talent delivery</h2>
<p>Strategic Suppliers for AGS are selected annually based on cost, quality, and feedback, using data from its internal intelligence tool. Being among the top 1% of their global supply chain reflects our strong performance across AGS accounts, with consistently positive feedback reinforcing our ability to deliver top technology talent.</p>
<p>Additionally, they evaluate suppliers through their Acumen Intelligent Workforce Platform, considering factors like response rates, successful placements, bill rate compliance, and overall collaboration. We were able to maintain high standards across these areas, which played a key role in achieving this milestone once again.</p>
<p><img src="https://cdn.sourceflow.co.uk/j2zs8ufo0bu9iuzknxcoe43yyc0q" alt="" width="1440" height="420"></p>
<p>Sam Burks, our Executive Director for the UK, Ireland &amp; USA, shared his thoughts on this achievement:</p>
<p>&ldquo;We are honoured to be named a Strategic Supplier once again for 2025. This recognition reflects the quality of our work and the strong partnerships we have built across AGS accounts, which remain a key priority for us.&rdquo;</p>
<h2>What makes us a trusted recruitment partner?</h2>
<p>Nicoll Curtin is committed to being the top supplier for clients seeking exceptional talent, delivering high-quality solutions and building trusted partnerships. Our approach has resulted in a high interview-to-CV ratio, 100% return business, and a candidate Net Promoter Score of 70.&nbsp;</p>
<p>Recognised with multiple awards, including the Mastercard/Allegis Global Suppliers (AGS) <a href="https://www.nicollcurtin.com/blogs/partner-of-the-year-three-years-running/">Partner of the Year Award for three years in a row</a>, the Dun &amp; Bradstreet&nbsp;<a href="https://www.nicollcurtin.com/blogs/singapore-team-wins-the-business-eminence-award-2022/">Business Eminence Award</a>, and being shortlisted for the TALINT International Recruitment Company of the Year, we operate across global markets, leveraging deep expertise and strong relationships to connect businesses with top talent.</p>

Allegis Strategic Supplier logo, with Nicoll Curtin logo that's highlighting the company as the strategic supplier for 2025.

Recognised by AGS for high-quality tech recruitment and trusted partnerships, Nicoll Curtin ranks in the top 1% of AGS global suppliers.