Public Sector

Tailored Talent Solutions to Deliver Lancaster University Digital Transformation Strategy Lancaster University required support filling key vacancies across multiple IT disciplines at a critical phase of their strategic transformation. The University selected Harvey Nash as their exclusive recruitment partner to support the campaign, providing recruitment, consultancy, and market insight.   Objectives Lancaster University needed technical resources and expert consultancy to help enable them to successfully implement their largest and most ambitious digital transformations. Their strategy aimed to revolutionise the institution's digital infrastructure, streamline administrative processes through the adoption of AI and automation, enhance learning experiences, and elevate the overall efficiency and innovation within the university environment.    Challenges The University faced challenges in staying competitive in an ever-evolving and highly competitive sector, enhancing recruitment processes to attract top talent, and addressing location-related constraints and hybrid working.    Solutions Harvey Nash provided a bespoke campaign talent solution for Lancaster University, building strong relationships with hiring managers and carefully profiling roles to ensure market suitability. We streamlined processes to significantly reduce time-to-hire and supported salary grading and benchmarking. Beyond recruitment, we offered expert guidance on operating models, enhanced their employer value propositions (EVP), provided targeted marketing support including a dedicated landing page, and helped navigate Higher Education legislation and frameworks.    “Phil and the team at Harvey Nash delivered outstanding support for our University’s IT recruitment campaign, successfully addressing critical challenges of location and market. Recruiting for a higher education institution requires a nuanced understanding of the academic environment and its unique demands, and Harvey Nash exceeded our expectations.  In addition to achieving impressive results, Phil and the team worked closely with us to enhance and refine our recruitment processes in line with University recruitment guidelines. By leveraging data-driven insights and modern recruitment technologies, they significantly improved our ability to attract and assess top-tier talent across IT leadership, architecture, and support roles. I would recommend Phil and the team at Harvey Nash to any organisation seeking IT recruitment support, particularly within the higher education sector."  Naomi Stewart, IT Resources Manager, Lancaster University   The Results Local Recruitment Experts – With our experience of the local area and the sector, we identified candidates from Lancaster and its surrounding areas to deliver highly skilled talent that were both qualified and conveniently located to meet its specific needs.  Strategic Partnership – Our exclusive collaboration with Lancaster University enabled Harvey Nash to deeply understand its needs. This insight led to bespoke recruitment strategies and strengthened candidate-manager relationships, playing a pivotal role in driving the successful progression of the Digital Transformation Programme.  EVP and Marketing Support – Harvey Nash provided tailored Employer Value Proposition (EVP) advisory and marketing support to the University, including a dedicated landing page. This helped to attract top-tier talent by effectively showcasing its unique strengths and opportunities and providing an exceptional candidate experience. This strategic assistance enhanced the University's brand visibility and appeal, positioning it as an employer of choice within a competitive market.  Speed to Hire – We significantly enhanced the University's speed to hire by streamlining recruitment processes and implementing efficient strategies. This ensured roles were filled quickly with the right talent, reducing downtime and enabling the University to maintain momentum in achieving its objectives.

The cloud and it's offering is vast, with its main aim to give organisations the ability to deliver resources and services publicly, privately or in an hybrid environment. Whether it's hosting your data, sharing resources internally with different teams, or streaming your favourite series, these clouds are maintained by a variety of technical professionals. Cloud professionals have developed their skillset over many years working in infrastructure and development, demonstrating highly technical skills and certifications. With 70% of digital leaders reporting Cloud generated the most ROI over the last 3 years, due to the ability it gives them to be more agile and responsive- more organisations are recognising the efficiencies cloud can offer, the demand for this specialised skillset will only increase.   What is a public, private or hybrid cloud?  Public Cloud – This can be services or resources that can be accessed by anyone in the public domain and across the internet. You use many public clouds every single day, think - Netflix, Google Mail, Amazon. In the cloud world, these public clouds are usually referred to as Cloud Service Providers, like Amazon Web Services(AWS), Microsoft Azure, Google Cloud Platform(GCP).    Private Cloud – You might already be using a private cloud in your daily work routine without even realising it. A private cloud is an environment dedicated solely to one organisation. It can be hosted either on-premises or in a data centre, it is accessible exclusively within the organisation.   Unlike public clouds that are available to the general public across the internet, a private cloud gives organisations greater control and security, as well as retaining full authority over the resources and infrastructure. Examples of private cloud solutions include: Microsoft Azure Stack, VMWare vSphere, OpenStack.    Hybrid Cloud – Hybrid is as it sounds – a mix of them both, but it would be easier to imagine that these clouds are like different personal storage solutions. You keep some of the services that are easy to access in the storage space you rent from a storage space company (public cloud) because of convenience, ease of access, available to a range of users.  For your most sensitive data/resources, you will have these in your own storage space that you own like a safe in your wardrobe (private cloud) because it’s dedicated to you and safe, as a result, you will have more security and control over these resources.    Types of jobs in cloud computing   The most common roles within this space include: Cloud Engineers  Site Reliability Engineers  Cloud Architects  Platform Engineers  DevOps Engineers  Infrastructure Engineers      Cloud key skills and technologies   Some of the technologies and key skills employers typically look for in cloud professionals:  Experience with Cloud Platforms (Amazon Web Service, Microsoft Azure, Google Cloud Platform)  Experience managing traditional infrastructure (Virtualisation, Servers, Networking, Firewall, Security, Storage, Databases, Identity Access Management)  Configuration management tools (Ansible, Chef, Puppet, PowerShell)  Containerisation tools (Docker, Kubernetes, AWS ECS, Google Kubernetes Engine)  Container Orchestration tools (Rancher, Docker Swarm, Kubernetes)  Source control management tools (Git, GitHub)  Deployment tools (Elastic Cloud Compute (EC2), Ansible, CodeDeploy, Helm)  Infrastructure as code (Terraform, Kubernetes, CloudFormation)  Continuous improvement/Continuous Deployment tools (Jenkins, Argo, GitLab, Harness)  Programming languages (Python, Bash, PowerShell, YAML, Java, Javascript, C#, Ruby, Golang etc.)    Cloud salary ranges   Salaries within Cloud roles have fluctuated, while there has been considerable growth in professionals in this space over the last few years, there is still a shortage compared to the demand for top talent.  The increase in cloud professionals was mainly due to the Covid-19 pandemic giving individuals the ability to work fully-remote for organisations in higher-paying regions of the UK and internationally. However, as more businesses look to implement and take advantage of the cloud we expect a growing demand for individuals in this space, which will inevitably influence salaries.   For the roles below, the ranges provided are from junior to senior level – when looking into ‘head of’ roles and management roles, the salaries tends to vary between £95k-£135k depending on scale and industry.  Cloud Engineer: £50k - £85k  Site Reliability Engineer: £60k - £90k  Cloud Architect: £65k - £115k  Platform Engineer: £50k - £100k  DevOps Engineer: £65k - £100k  Infrastructure Engineer: £40k - £80k    Please bear in mind salaries vary considerably based on experience level and your location, we recommend speaking to one of our Cloud consultants for the latest salary information.   Reach out to one of the team here.   Work environment   Working from home/hybrid models are very important within this specialism, these roles were usually remote and hybrid pre-pandemic and although we have seen a shift to more hybrid functions. The senior architects/engineers are more likely to want a fully remote role. This is due to the nature of the role requiring little collaboration that can otherwise be done through video call solutions, long working hours and very focused tasks. Many candidates we have spoken to see little need to be in an environment with others especially if the commute is long. There are of course exceptions, including infrastructure engineers which need to deal with physical equipment and some candidates who enjoy the more social aspects of working in an office, but most are committed to working fully remote and expect this.   Clients need to be aware that exceptional talent are acclimated to working in remote environments and need to consider this within hiring requirements, from my experience the best compromise is once a month or fortnight for some senior cloud professionals.   As working practices cloud professionals typically work within Scrum/Agile environments, with Cloud Architects getting involved earlier in the process to shape the project and avoid tricky hurdles in the later stages of the implementation.  This is becoming an increasingly diverse field of work, with a lot of organisations pushing for more representation in the space from underrepresented groups, though this is still an area that has some way to go. We are already seeing a more diverse pool of candidates coming through at entry level but may need to be addressed for more senior roles. There is a fantastic group for Women in Cloud to help promote gender equity within this space. Here is a link to their website: https://womenincloud.com/    Benefits   Most benefits offered are as standard, other benefits within this industry include:  Discretionary performance based bonus (10-20%)  Pension contribution (matched/non-contributory)  Uncapped annual leave (Purchase/sell additional days/growing trend in big tech for unlimited holidays for senior staff)  Share save/Equity  Personal development/training/certifications/courses  Gym membership  EV Car Scheme    Career Progression in Cloud roles   There are multiple opportunities for career progression within the cloud discipline and really depends on what aspect you’re most interested in. A typical progression from an infrastructure route could look like this:  1st/2nd Line support  3rd Line support  Infrastructure Engineer/specialist  Junior Cloud Engineer/Cloud Engineer  Senior Cloud Engineer  Lead Cloud Engineer/Cloud Manager  Head of Cloud    While this is a very barebones and a typical scenario, as mentioned before there are many ways into the cloud and this is what the typical journey to the stratosphere of cloud could look like. To discuss more career progression and routes into Cloud please reach out to one of the team.      Summary Overall, the demand for talent in the cloud market, far exceeds the available supply, particularly at a senior level. Given the intricate nature of cloud technologies, and the vast array of disciplines involved, organisations will need to continually adapt to the evolving cloud landscape to maintain efficiency and competitive advantage.   Organisations will need to consider and review the expectations of candidates in this discipline, to retain and attract the talent they need to be able to implement their strategic ambitions within this business area.   We’re experiencing a surge in organisations looking for expertise within this space, exploring salary, working from home policies as well as benefit packages to ensure exceptional cloud talent are attracted and retained.    About the author  Kyle Gauntlett is the Cloud Specialist consultant based in Harvey Nash Leeds office covering both contract and permanent roles. With an IT background in system administration and support for nearly a decade, Kyle sources leading cloud professionals of all levels. He manages vacancies across the North working with both public and private sector clients.   If you’d like to speak further about the cloud and current roles please get in touch here.

In the ever-evolving tech industry, staying relevant and competitive is crucial. Whether you're returning after a career break or looking to pivot within the industry, here are our top 4 essential tips to help you reposition yourself and land your next role, with insights and expert advice from Sandra Erickson, Director of our team in Newcastle. With over 15 years of experience in recruiting for senior level positions, Sandra has a wealth of knowledge when it comes to helping jobseekers rejoin the workforce and providing insights into navigating the ever-changing technology landscape. 1. Refresh your CV with the latest trends Your CV is your first impression, so make it count. Highlight your most recent experiences and skills, particularly those relevant to the roles you’re actively targeting.   Use keywords like “cloud computing,” “AI,” “cybersecurity,” or “data analytics” to align with current industry demands. Consider adding a section for certifications and courses to showcase your commitment to continuous learning.  “When applying for roles, your cv may be viewed by multiple stakeholders,” says Sandra. “My advice would be to always tailor your cv to the role that you are applying for, rather than having a one size fits all approach. Ensure you have a summary profile that speaks directly to the reader in terms of how your skills, experience and transferable skills are relevant to the role.”    2. Leverage your network Networking remains a powerful tool in job hunting. Reconnect with former colleagues, attend industry events, and engage in online tech communities.   Platforms like LinkedIn are invaluable for making connections and staying updated on job opportunities. Don’t be afraid to reach out for informational interviews or referrals from mutual connections or past colleagues.  “Networking is often overlooked in today's increasingly connected world, but it’s essential to start making connections in your field of interest,” adds Sandra.   “Using platforms such as Eventbrite will inform you of events in your area that match your interests. Our teams at Harvey Nash are well placed to support you, hosting many events that you’d be welcomed to, in most major locations across the UK and Ireland.”      3. Prepare for technical interviews Technical interviews can be daunting, but preparation is key. Brush up on core concepts and practice coding problems on platforms like LeetCode or HackerRank.   You should always be ready to discuss your past projects and how you’ve solved complex problems. And remember, interviewers are looking for problem-solving skills and a collaborative mindset.  "In my experience, technical interviews are an opportunity for you to showcase how you think through technical challenges. It allows you to demonstrate how you navigate through complexity and builds the interviewers confidence in you and your abilities.”  For more tips on preparing for your technical interview, Indeed have published an article here: How To Prepare for a Technical Interview in 6 Steps   4. Showcase soft skills While technical prowess is essential, don’t underestimate the value of soft skills. Communication, teamwork, and adaptability are highly sought after in tech roles.   Don’t hesitate to highlight these skills in your CV and be prepared to discuss them during your interviews. Prepare examples that you can provide during your interview of how you’ve successfully worked in teams or managed projects.  "Effectively, technology roles are business focused roles and being able to demonstrate softer skills on how you engage with business stakeholders is essential. This is also an opportunity to demonstrate any transferable skills that you have gained whilst being out of the workforce.”  Discover why soft skills matter in tech with a detailed article by Indeed here: 10 Reasons Why Soft Skills Are Important For Your Career    Summary Although the emphasis is often put onto the technical interview portion of the hiring process, it’s important to remember that it’s not the only requirement for a role.  Organisations are becoming increasingly interested in hiring people that can fit into their business and become a part of the wider team. It’s a careful balancing act, but if you are able to focus your time and efforts on all the areas above, you are bound to see improvements.  Stay proactive, keep learning, and leverage your network to navigate your career journey successfully. And by following these tips, you’ll be well on your way to securing your next role in the tech industry.  If you are looking to rejoin the workforce, don’t hesitate to reach out to Sandra at Sandra.Erickson@harveynash.com  And discover our latest roles here.  

As we enter a new year, I don't think many in the technology recruitment industry will be especially sad to leave 2024 behind. 2024 was quite a challenging year in which continued uncertainties dampened volumes and demand. Economic conditions improved a little, with inflation falling back to normal levels, but interest rates only edged down and, overall, rates of growth remained subdued. Combined with continuing geopolitical instability including the wars in Ukraine and Gaza, and the upheaval of elections in the UK, US and elsewhere, the market lacked the continuity and certainty needed to spur widespread, sustained recruitment activity. Companies were cautious, and candidates tended to favour staying put (and negotiating better terms) rather than risking a move - leading some to describe the year as 'the great stay'. 2025 – key pockets of activity and growth Heading into 2025, I believe that the market will improve and reach a more stabilised level of demand. The OECD has recently upgraded its economic forecast for the UK, raising expected GDP growth in 2025 from 1.2% to 1.7% which puts the UK significantly ahead of European rivals like France and Germany, and behind only the US and Canada in the G7. While this rate of growth remains modest by historic standards, 2025’s growth rate is expected to be twice as fast as 2024, so this could stimulate economic activity and hiring. We also see signs that more technology professionals are looking to move during 2025. A pulse survey of intentions that we carried out on LinkedIn in December found that 68% of technologists were actively looking for a new role, while a further 9% were planning to start looking in the New Year. This represents an increase in activity from last summer when the Harvey Nash2024 Global Tech Talent & Salary Reportfound that 50% of UK tech professionals were looking to move to a new organisation in the coming 12 months. There are a number of areas where I expect to see increased recruitment demand: Big Tech: The Big Tech firms have largely recovered following a period of retrenchment and are beginning to hire again. They are also continuing to invest in the UK – during 2024 Google, which already has more than 7,000 UK staff, pledged to invest $1 billion in a new data centre in Hertfordshire. Microsoft also committed to investing an extra £2.5 billion in the UK. Financial services: The industry’s resourcing requirements have strengthened in recent months, and I expect to see continued activity, with particular demand on the contingent staff side. AI and machine learning are priority areas. Public sector: With the government committing to increased investment in the public sector, I anticipate that the kickstarting of projects here will be accompanied by a renewed wave of hiring (particularly contingent staff) following a fallow period in the run-up to the election. The government also recently announced that it would be recruiting staff from tech start-ups in a secondment scheme to embed a ‘test and learn’ culture across  government departments, backed by a £100m innovation fund. Tech start-ups/scale-ups: AI and other emerging technologies are of strategic importance, and I expect the technology start-up and scale-up market to be a strong performer with a continuing need for talent. Green tech: We are seeing continuing demand for technologists with expertise in green and clean technology solutions and materials as organisations pursue a sustainability agenda and work towards net zero goals.   Headwinds to negotiate These factors will inject some life into the market – but there will also be a number of elements that tend to push in the other direction. Firstly, even if the UK may be better placed than some other major countries, the economic outlook continues to be underwhelming. There is also the significant wildcard of Donald Trump assuming the presidency in the US and the possibility of tariffs and increased trade wars. How much this may impact the UK is uncertain. What is certain, however, is that the world continues to be an unsettled and volatile place. Employers are set to continue to take a cautious approach.  Secondly, the government’s planned increases to employer National Insurance contributions could have a significant impact. It is likely to have the biggest effect on sectors with high numbers of lower paid staff like retail, hospitality and leisure – but technology won’t be immune. In a global market where tech talent is available anywhere, the increased costs of employing UK talent may lead employers to invest in building or growing their technology teams in other locations instead. Added to this we have the government’s forthcoming package of workers’ rights which, while great news for individuals, will add to the cost and responsibilities of being an employer. Meeting some of the requirements could be a particular headache for start-ups and SMEs – and further incline them to invest in a more remote technology talent model.   AI unknown One area that is still largely an unknown is AI. This continues to be a major focus for investment and exploration by businesses – but the real nature of its impact on technology recruitment remains unclear. As yet, it hasn’t led to an explosion in new AI-specific roles. Rather, there is an expectation that technologists can harness and use AI within their roles to enhance productivity and efficiency. It’s a skillset and a capability that is becoming expected. On the other hand, I am yet to see a clear example of job losses because of AI. In short, the impact of AI on the technology jobs market (in terms of number of hires) has so far been largely neutral. Needless to say, the technology is maturing and developing at a rapid pace – so could 2025 be the year that it begins to spawn new roles at scale? One way in which AI is having an impact is on the application process – with increasing numbers of candidates using AI tools to help them make tailored applications, and employers using AI to automate processes including candidate screening and scoring. My message here is simply not to lose the human touch. Candidates should be displaying their own personal skills and attributes, not over-depending on AI to do the work for them; while employers should build in checks to ensure the use of AI is inclusive and not excluding certain groups. They need to show that they are human and personalised organisations that care about people.    The importance of culture in the competition for talent We know from the Harvey Nash 2024 Global Tech Talent & Salary Report that technology professionals are placing increasing value on the culture and working environment at an employer; this has become one of the keys to both attraction and retention. This is crucial because, even though we may not see booming conditions in the technology recruitment market, there will nevertheless continue to be significant competition for the best talent with skills shortages in priority areas such as data, engineering, AI/machine learning, software development and cyber.  For instance, the Recruitment and Employment Confederation (REC) found in November that software engineers and developers are still one of the most in demand roles in the UK. The employers that can demonstrate a compelling employee value proposition (EVP) will have a significant advantage over the rest in attracting this talent.   Diversity high on the agenda A further priority during 2025 which will also facilitate activity is the diversity agenda. We continue to see a real focus amongst employers on strengthening the diversity of their technology teams. They are looking to their partners and suppliers to help them do this – by encouraging applications from diverse talent sources, building relationships with under-represented parts of the community, and creating new recruitment pathways and talent schemes.   Expect the unexpected? Overall, my expectation is that 2025 will be a solid but unspectacular year for technology recruitment. However, the nature of the market is that it can move from red to green at a moment’s notice – with no amber in between. We saw that in the post-Covid boom. That may have been the result of a fairly unique set of circumstances, but with AI developing at pace and many other unknowns, employers (and candidates) need to stay agile, flexible and prepared for the market to take an unexpected turn at any time.   About the author  Andy Heyes is the Managing Director Harvey Nash UKI, Central Europe, Australia & Spinks. He is also a member of Nash Squared Executive Leadership Team. Andy has been at Harvey Nash for 25 years and has extensive experience working across all sectors and industries. Starting out in the contracts division of the London Office, Andy quickly progressed and was appointed as Managing Director for the UK South Technology Recruitment Business in 2020.