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Breaking the Cycle: How Habitual is rethinking weight loss & type 2 diabetes In this episode of Tech Talks, Napala Pratini, CEO of Habitual, breaks down why obesity is one of the biggest global health crises and how her company is tackling it differently. Habitual isn't just about weight loss—it’s about changing behaviors to create long-term health improvements. With over one billion people living with obesity and weight-related diseases like type 2 diabetes, Napala explains why fad diets and quick fixes don’t work. Instead, she highlights how technology, behavioral science, and the right medical support can create sustainable, life-changing health outcomes. Tech Talks Podcast Tech Talks is a podcast that probes the minds of tech leaders, hosted by Technology Evangelist David Savage. Each week, the show releases three episodes with new guests, covering the latest tech news, exploring new products and cultural transformations that drive the tech industry. Founded in 2015 Tech Talks has published over 650 episodes and attracts over 18,500 streams a month from a global audience. The podcast offers insights and ideas from leading technologists on culture, innovation, finance, growth, sustainability, and more, providing a platform for the c-suite, founders, and senior figures to hear from others facing similar challenges and tap into a wider community. Find out more about Tech Talkshere.

Breaking Barriers: AI, women in video and the future of content creation In this episode, we welcome Leila Woodington, Chief Marketing Officer at VEED, to discuss the intersection of AI, video content creation, and gender equity in technology. With VEED’s mission to make video accessible for everyone, Leila shares insights into the challenges women face in front of the camera, the pay gap in influencer marketing, and why AI adoption among women is lagging behind. She also highlights VEED’s use of AI-powered tools to simplify video creation, giving users—from solo content creators to enterprises—more control over their brand and storytelling. As AI-generated content reshapes the industry, Leila explains why businesses must embrace AI as a tool rather than a threat and why getting more women involved in AI development is critical for the future. Tech Talks Podcast Tech Talks is a podcast that probes the minds of tech leaders, hosted by Technology Evangelist David Savage. Each week, the show releases three episodes with new guests, covering the latest tech news, exploring new products and cultural transformations that drive the tech industry. Founded in 2015 Tech Talks has published over 650 episodes and attracts over 18,500 streams a month from a global audience. The podcast offers insights and ideas from leading technologists on culture, innovation, finance, growth, sustainability, and more, providing a platform for the c-suite, founders, and senior figures to hear from others facing similar challenges and tap into a wider community. Find out more about Tech Talkshere.

We are delighted to share the full recording of the panel discussion hosted at Manchester Digital Skills Feast as part of their Festival. The evening event which was sponsored by Slalom, celebrated the region’s technology landscape and features a brilliant panel who explored the current state of the digital skills market. David Savage, Technology Evangelist and podcast host was joined on stage by Caroline Grant, Managing Director at Slalom Manchester, Rob Sugden, Managing Director, ECOM and Alison Ross MBE Chief People and Operations Officer at Auto Trader. You can read the full event write up here. Tech Talks Podcast Tech Talks is a podcast that probes the minds of tech leaders, hosted by Technology Evangelist David Savage. Each week, the show releases three episodes with new guests, covering the latest tech news, exploring new products and cultural transformations that drive the tech industry. Founded in 2015 Tech Talks has published over 650 episodes and attracts over 25,000 streams a month from a global audience. The podcast offers insights and ideas from leading technologists on culture, innovation, finance, growth, sustainability, and more, providing a platform for the c-suite, founders, and senior figures to hear from others facing similar challenges and tap into a wider community. Find out more about Tech Talks podcast here.

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 pleasereach 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 Gauntlettis 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 rolesplease get in touch here.

Last night, Harvey Nash were delighted to attend the Digital Skills Feast as part of Manchester Digital’s Festival, which was sponsored and co-hosted by Slalom. The evening event hosted at the Science and Industry Museum in Manchester city centre, invited tech leaders, key decision makers and education partners to celebrate and discuss the region’s tech landscape. Katie Gallagher OBE, Managing Director of Manchester Digital welcomed everyone and reflected on the Manchester Digital Festival as a whole. This was then followed by Councillor Nick Peel, leader of Bolton Council and portfolio holder for digital and tech for GMCA. He gave a speech celebrating the region’s success and focus on digital innovation and education highlighting AI growth and high graduate retention for those studying computer science. Baroness Jones of Whitchurch, the Parliamentary Undersecretary for the Future Digital Economy and Online Safety, shared a video message for the event. The speech emphasised Manchester's role as a tech hub and the government's commitment to fostering tech ecosystems across the UK. It highlighted the importance of digital skills, the creation of Skills England, and reforms to apprenticeship programs to support the tech sector. Tech leader panel David Savage, Technology Evangelist and host of our podcast Tech Talks then hosted a panel discussion. The panel included; Caroline Grant, Managing Director at Slalom Manchester; Rob Sugden, Managing Director, ECOM, our Sector Insights Partner and Alison Ross, Chief People and Operations Officer at Auto Trader. The panel discussed some of the key challenges facing digital leaders currently including: economic uncertainty; regulatory hurdles; funding constraints; infrastructure limitations and talent shortage. We recorded this brilliant discussion as a Tech Talks podcast episode which you can listen to here. David Savage, who hosted the panel commented ‘Manchester is a vibrant hub for business and technology, with strong, passionate local leadership. One message was clear from our panel; we are living through a period of instability that makes business challenging. With that in mind, it is clear that Manchester can be a model for regional growth across the UK to ensure fragile confidence does not evaporate.’ Overall, we were thrilled to be part of Manchester Digital Skills Feast which concluded an excellent week of events as part of the festival. We’d like to thank Manchester Digital for organising the festival week and Slalom for sponsoring this specific event. Panel L-R: David Savage, Caroline Grant, Alison Ross MBE and Rob Sugden. Manchester Digital Manchester Digital is the driving force behind Greater Manchester's thriving tech and digital sector.As a dynamic membership organisation, we unite a powerful community of over 400 members - including large corporations, innovative SMEs, cutting-edge startups, freelancers and leading agencies across all tech verticals. Find more about Manchester Digital here.

Is AI distorting and transforming the principals of company building? The latest Tech Flix documentary hosted by Technology Evangelist David Savage delves into the challenges and opportunities faced by first-time founders, seasoned entrepreneurs, investors and enterprise tech experts. Technology is acting as a competitive accelerator with faster development cycles created and a global outlook from day one, investors are shifting their horizons with profitability an increasing consideration despite the top-line industry figures, and the need for specialist expert talent acquisition is underscored by the narrowing margins of success. Discover the full film which includes clips from tech bbq conference hosted in Copenhagen. Tech Flix Tech Flix is an innovative and thought-provoking docuseries hosted by Nash Squared Tech Evangelist,David Savage, that delves deep into the dynamic world of technology, where cutting-edge innovation meets human ingenuity. In this captivating exploration, David embarks on a journey to unravel various aspects of the tech universe, from the pioneers shaping our digital future to the ethical dilemmas that arise in an ever-connected world.

Last week Harvey Nash and Nash Tech had the pleasure of hosting 30 digital and technology leaders from across the Midlands at the Bank restaurant in central Birmingham. It was the first leadership dinner of 2025 and the evening didn’t disappoint. Upon arrival the attendees spent an hour networking, catching up with old friends and making new acquaintances. Our guests came from a variety of backgrounds and industries, some working for globally recognised corporate brands, others employed by mid-size organisations and start up enterprises. However, similar challenges effect all delegates including driving successful digital transformations, the ongoing need for strong cyber credentials as well as maximising a company’s data to deliver business and customer value return. Once seated we enjoyed a lovely meal with breaks for keynote speeches. The first was from Bridgette Bigmore, the CTO for the UK Telecoms Lab at the National Physical Laboratory (NPL). Bridgette delivered fascinating insight into the organisation with it being recognised as a world leading centre of excellence in telecoms security. We learnt that they provide best in class test and evaluation capabilities to safeguard the UKs critical national telecoms infrastructure from external threats. Later Jon Woodforth, CTO from Totalmobile talked about their AI focused Unified Data Platform which powers their business and supports the work and lives of over 500,000 field-based workers. Both talks were very well received and were the catalyst for further debate as we enjoyed our main courses and deserts. The evening was a great success, with all the digital and technology leaders sharing valuable ideas, challenging one another’s thinking and having peers who understood many of the challenges they’re facing in today’s market. If you’re interested in finding out more about our events, please reach out to our team here. And to find out more about our services at Harvey Nash, please contact our teamhere. About the author: Peter Birch Peter is a Director with over 20 years of experience specialising in hiring C-suite level individuals across the globe. Working across various companies, Peter’s experience extends from large corporations through to start-up enterprises. If you’re interested in speaking with Peter, please get in touch at peter.birch@harveynash.com.

Reinventing dating apps for genuine human connection In this Tech Talks podcast episode David Savage speaks to Zaahirah Adam, the founder of hati. Zaahirah discusses her innovative solution, designed to combat the disconnected nature of modern dating platforms and actually deliver that one meaningful connection. Driven by personal experiences familiar to so many people, hati aims to prioritise genuine human connection over algorithmic matching and superficial interactions. Tech Talks Podcast Tech Talks is a podcast that probes the minds of tech leaders, hosted by Technology Evangelist David Savage. Each week, the show releases three episodes with new guests, covering the latest tech news, exploring new products and cultural transformations that drive the tech industry. Founded in 2015 Tech Talks has published over 650 episodes and attracts over 18,500 streams a month from a global audience. The podcast offers insights and ideas from leading technologists on culture, innovation, finance, growth, sustainability, and more, providing a platform for the c-suite, founders, and senior figures to hear from others facing similar challenges and tap into a wider community. Find out more about Tech Talks here.

We recently hosted an exclusive event in New York in partnership with NASA's Goddard Space Flight Centre in the USA, where we premiered our latest Tech Flix Documentary, "AI and Robotics: Exploring the Next Frontier with AI."

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 rolesyou’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 Networkingremains 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 likeLeetCode 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 interviewportion 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.

What do digital leaders think of the current technology landscape? On the 28th of November we hosted our 25th annual Digital Leadership Report dinner at the Scotsman Hotel, which gathered digital leaders from across Edinburgh to discuss the key topics shaping the technology sector. The evening was enlightening, with insights from a cross section of Technology organisations across financial services, public and private sectors, all from corporate scale to SME and start-ups. Our diverse guests provided a truly varied range of opinions and experiences on the current state of the technology industry, allowing us to consider many different perspectives on some of the biggest questions currently in the industry. AI adoption One of the most fascinating discussions of the evening was regarding the adoption of AI within the workplace and the vast differences in utilisation between the smaller technology companies and the larger corporate environments. Interestingly enough, many of the leaders in the room perceived a need for a ‘Chief AI Officer’ type role, as organisation's grapple with the governance of the pace of change within this realm. We are beginning to see a trend towards appointment of, at the very least, AI “SME’s” with one client already committing to an AI board, overseeing best practice, areas of application and hypothetical integration in future. Turning our focus to NetZero One area that stood out as needing attention, is sustainability. According to our Digital Leadership Report, a staggering 58% of tech companies currently have no plans for achieving Net Zero. This presents both a challenge and an opportunity for the sector to innovate and lead in environmental responsibility. Thinking towards the future As we head into the new year, leaders are beginning to plan towards 2025, and discussions around the dinner table revealed that a quarter oforganisations in Scotland are engaged in large-scale projects involving AI, data, and the Metaverse. This revelation is a clear indication of the forward-thinking approach many digital leaders and organisations are adopting, to position themselves in the most efficient way to manage emerging, cutting-edge technological advancements.It should come as no surprise that a notable discussion point throughout the evening was the role of AI in the workforce. Tech leaders in Edinburgh support the sentiment that AI is not replacing jobs but rather supporting and enhancing organisational operations. This positive perspective is further evidenced by the emergence of AI boards and the role of the Chief AI Officer within companies. Summary The evening provided all those who attended with the opportunity to connect with like-minded digital leaders across Edinburgh and explore the largest topics affecting the tech industry. Thank you to everyone that joined us and to our Harvey Nash team who supported in bringing this group together. It was truly fabulous to connect, network, and have insightful discussions with such a dynamic group of individuals. If you’re interested in finding out more about the evening, please reach out to our Director in Scotland, Cameron MacGrain. And to find out more about our services at Harvey Nash, please contact our team here. If you would like to connect with the rest of our Harvey Nash team, you can find more information here: Andy Heyes, Kirsteen Bell, Kevin Robson, Bethany McKenzie and Craig Ross.

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 anew data centrein 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 Heyesis 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.

We're delighted to invite you to take part in the 2025 Digital Leadership Report survey from Harvey Nash, part of Nash Squared, the world’s largest and longest-running study of its kind. Described by one digital leader as their “chance to get inside the minds of their peers”, the report captures the priorities and concerns of over 2,000 CIOs, CTOs and technology executives worldwide. Add your views by completing the survey today. The survey takes just 20 minutes to complete and covers key topics which are front of mind of all digital leaders today: · AI: What’s delivering real results now? · Investment: Where do I invest my budget when it comes to people and technology? · Compensation: Is my salary and benefits package competitive? · Budget: Does my budget stack up against others in the industry? Respondents will be among the first to receive a copy of the full report as well as sector and region-specific insights tailored to your needs. Take part today!

Harvey Nash exhibits at annual conference for public sector technology professionals As an exhibitor at Scotland’s largest digital transformation summit, we were thrilled to be part of an event that brought together over 1,200 delegates, 100 exhibitors, and more than 70 speakers. Digital Scotland is the premier gathering for public sector policy and technology leaders, dedicated to enhancing government services through cutting-edge technology. Our Scotland public sector team who attended included Executive Director Graeme McNaull and consultants Craig Ross, Shauna Cavanagh and Luke Thornborrow. This is the second year exhibiting at this conference and the team thoroughly enjoyed attending the variety of speeches and discussions as well as seeing and meeting technology professionals within the public sector. The team have summarised the conference’s whole day agenda below. Event Highlights: Ministerial Keynote: The summit kicked off with a keynote from Kim McAllister, reflecting on the past year's achievements and the strategic direction for the coming year. This set the tone for a day filled with insightful discussions and innovative ideas. International Perspectives: H.E. Mr. Viljar Lubi from the Estonian Government shared valuable insights on building a future digital society in the era of AI, emphasizing the relevance of past successes in shaping future strategies. Addressing Key Challenges: Hayden Edwards from BT Business highlighted Scotland's top digital transformation challenges, including budget constraints, talent acquisition, service improvement, legacy systems, sustainability, and security. “This was a brilliant speech focusing on how Scotland’s public sector’s transformation challenges, which we have seen with many of our existing clients. Hayden spoke about ensuring the right talent can not only be attracted into the public sector but also retained to ensure they can reach their digital transformation goals.” Graeme McNaull, Executive Director, Harvey Nash Public Sector Digital Home Nations Panel: A panel featuring Geoff Huggins, Paul Duffy, and Gina Gill discussed shared experiences and common challenges in delivering best-in-class digital public services across the UK. Geoff Huggins:Emphasised the need to focus on solutions that benefit multiple government services over the medium term rather than solving individual problems urgently. Gina Gill:Highlighted the importance of prioritising the best user experience for citizens to mobilise collective efforts towards better-connected services. Paul Duffy: Noted the impact of leadership gaps on service transformation in Northern Ireland but shared a positive vision with the establishment of a central digital office to drive improvements. Masterclass Sessions: The summit featured parallel masterclass sessions covering a wide range of topics: Connecting Scotland for Good: Alan Lees, Sally Fuller, and Robert Thorburn explored the future of ubiquitous connectivity and its potential to drive innovation and bridge the digital divide in Scotland. Leveraging AI: Jon Palin from Objective Corporation discussed how AI can enhance information governance outcomes within the Scottish public sector, providing practical knowledge on navigating AI complexities. Future-proofing Connectivity: Ewan Ferguson and David Nicoll shared insights on securing Scotland's public sector networks with Zero Trust architectures and Fortinet's SD-WAN solutions. Denmark’s Digital Success: Thomas Rysgaard Christiansen from Netcompany showcased how Denmark's digital transformation journey can inspire and shape Scotland's future. Networking Opportunities: The event provided ample opportunities for networking and collaboration. Attendees engaged in meaningful conversations during the networking breaks, fostering connections that will drive future innovations. Our public sector team thoroughly enjoyed seeing current clients as well as making new connections, hearing how digital transformation is at the core of Scotland’s public sector. “It was great to see a lot of familiar faces at the conference as we have been delivering to Scotland’s public sector for over two decades. It was a great opportunity to speak to delegates about what digital transformation targets they have in the pipeline but also how they will be resourcing these.” Craig Ross, Senior Consultant, Harvey Nash Public Sector Leadership Streams: In the afternoon, leadership streams focused on key areas such as cloud, citizen services, data, digital transformation, and automation. These sessions provided deep dives into specific topics, offering attendees valuable insights and practical strategies. Our team attended the cloud focused session titled- ‘from vision to reality- driving digital transformation and innovation’. The session included Nia Lewis from the Scottish Government who chaired the discussion, Alison McLaughlin from Disclosure Scotland, Isaac Smith from The Scottish Government, Dinesh Kumar Subramani from Amazon Web Services and Ann-Maries Gallacher from NHS 24. It was a great discussion delving into real example of successful digital transformation and innovation across the private and public sector. Ann-Marie Gallacher speaking during this leadership stream session. Closing Remarks: The conference concluded with a session on adapting and changing to keep public services at the forefront of the digital revolution. John-Paul Marks and Sidsel Skovborg emphasised the importance of continuous innovation and adaptation in the public sector. Final Thoughts: Digital Scotland 2024 was an inspiring and informative event, showcasing the latest advancements in GovTech, digital ID, cloud services, payments, AI, IoT, and cybersecurity. As exhibitors, we were proud to be part of the conversation and contribute to the future of digital government services. We look forward to continuing our support Scotland’s public sector and help our clients to deliver world-class digital experiences. Thank you to all the speakers, exhibitors, and delegates who made this event a success. An a massive thank you to FutureScot for organising the whole conference. We look forward to exhibiting next year. If you would like to find out more about the conference please visit Futurescothere or reach out to one of our public sector recruitment consultants here. Harvey Nash Public sector At Harvey Nash, we bring extensive experience in providing a comprehensive range of public sector recruitment services across the UK and Ireland. We understand the critical role that frameworks play in developing strong, formalised, and measurable partnerships with public sector clients. Our expertise ensures that we can guide you through these frameworks, helping you select the most suitable engagement route based on your specific needs. Let us help you navigate the complexities of public sector recruitment to achieve the best outcomes for your organisation. Discover our public sector recruitment here.

Harvey Nash Global insights, in collaboration with LinkedIn, into the current state of the tech job market, salaries, jobs satisfaction and more.

How can we reverse the chronic lack of investment in female-led businesses? A strong industry and economy is built on diversity. But since the pandemic, an already unequal technology sector has become even more challenging for the women engaged in it. The slow-down has led to female entrepreneurs finding it harder than ever to access funds. In this new docufilm in our 'Tech Flix' series Nash Squared’s David Savage explores the current challenges facing female founders and asks what can be done to alter the dire outlook through talking to leaders, venture capitalists and those seeking to generate more discussion and drive change. Tech Flix Tech Flix is an innovative and thought-provoking docuseries hosted by Nash Squared Tech Evangelist,David Savage, that delves deep into the dynamic world of technology, where cutting-edge innovation meets human ingenuity. In this captivating exploration, David embarks on a journey to unravel various aspects of the tech universe, from the pioneers shaping our digital future to the ethical dilemmas that arise in an ever-connected world.

We were delighted to host digital leaders from across Leeds during this year's Leeds Digital Festival, as we premiered our last Tech Flix film, “AI & Robotics: A Near Future You’re Not Prepared For”, followed by an insightful panel discussion lead by Director of Technology & Solutions at NashTech, George Lynch. Our incredible panel included: Lisa Johnson, VP of Starship Technologies Adam Roney, Founder & CEO of Calls9 Crispin Read, Found & CEO of Coders Guild Marcus Hunter, CTO of Evri The event was jam-packed with discussions on the future of technology, AI, regulations and self-driving robots, among so much more. Lucky for us, we were able to pick George’s brain about the event and have a full break-down of the event. Leeds Digital Festival through the eyes of George Lynch I was charged with ‘looking after’ our panel members who represented a range of local and international organisations and managed to grab a few minutes with them as we waited for the film to start. It was amazing to see how all the leaders provided so much insight which spanned across so many different sectors and areas within technology, robotics and AI. Having then invited our guests to join us in the theatre we viewed the short but compelling Tech Flix documentary, “AI & Robotics: A Near Future You're Not Prepared For” presented by David Savage, Technology Evangelist at Nash Squared. I first viewed the documentary at the National Robotarium in Edinburgh a few months ago and it was amazing how even in that short period of time things have moved on again… The documentary seeks to focus on the practical application of AI & Robotics in business and society discussing a variety of important topics like policy & regulation, education and skills for the future. Inevitability though the documentary does explore some areas where the answer is unknowable i.e. as “overall productivity increases but individual productivity reduces” what impact will this have on the global economy? The panel provided insightful and challenging answers to the questions I posed. Everything from data governance & self-regulation to commercialisation of AI and the impact of talent. I was left with a sense of cautious optimism. The panel and all our guests viewed the documentary as both a challenge and a call to action… and it’s the word “action” that is most important to me. Key takeaways from our panelists Lisa Johnson, VP of Corporate Communications and Public Affairs for Starship Technologies not only talked eloquently about the legal and regulatory challenges facing robotics and AI they also just happened to have one of Starships autonomous self-driving robots for all to see. “Be an ambassador for AI & Robotics and talk positively about it. Fundamentally, politicians need to do more around regulation." Adam Rooney, CEO and Founder of Calls9, gave his views on how digital leaders can create policies for responsible AI that foster innovation rather than act as a barrier. "SME's need to understand more. Do not wait for the government or anyone else to tell you that this is important, it's important now!" Crispin Read, CEO & Founder, of the Coder’s Guild had already attended a few Leeds Digital Festival events. Crispin’s unique perspective on education and awareness of all things Robotics and AI was very much appreciated as we wrestled with the role of software engineers in the medium to long term. "Progress is a shared responsibility. Economic and social sustainability is the goal." Finally, I managed to spend some time withMarcus Hunter, CTO of Evri, who was able to share how Evri has already created an AI policy and framework to ensure AI is not perceived as a threat but rather a business enabler. "It's a playground out there! Play, but play responsibly and sustainably." Conclusion As digital leaders, we need to act now so that our organisations can take advantage of recent breakthroughs in AI & Robotics whilst exerting our influence on policy makers, governments & big tech to make sure we embed ethics and good practice in everything we do. It’s worth calling out the National Robotarium which provided a fusion of academia and industry allowing SMEs to innovate and adopt a “fail fast” approach to product development. The telltale sign of a great event is the number of guests who linger to discuss the big topics raised by the film and panel discussion. Needless to say, the discussions at the Everyman Theatre went on late into the evening. For more informationabout this event, please contactCharlie DeaconatCharlie.Deacon@harveynash.com If you’re interested in finding out more about how Harvey Nash can support your hiring needs,please contact us here. About the author George Lynchis the Director of Technology & Solutions atNashTech, our sister brand as part of the Nash Squared business. With over two decades of experience in the tech world, George has a real passion and understanding of technology, and how business can use it to their advantage.

Are robots coming for your job? Just over half of you feel prepared for the changes being brought about by AI. Our Group Technology Evangelist David Savage thinks that's too optimistic. Discover our latest TechFlix documentary where we explored the challenges faced by organisations and leaders by AI and robotics. What will be the impact on employment? What regulation is needed? Are organisations prepared? We travelled to the National Robotarium in Scotland, interviewed the Estonian Government Chief Data Officer, and spoke to academics and digital leaders to better understand how we can ensure we are harnessing these tools in a beneficial and responsible manner. Tech Flix Tech Flix is an innovative and thought-provoking docuseries hosted by Nash Squared Tech Evangelist,David Savage, that delves deep into the dynamic world of technology, where cutting-edge innovation meets human ingenuity. In this captivating exploration, David embarks on a journey to unravel various aspects of the tech universe, from the pioneers shaping our digital future to the ethical dilemmas that arise in an ever-connected world.

In today's rapidly evolving Data, Analytics & AI market, organizations face a number of challenges that demand creative solutions. Recently, I hosted a gathering for Data & AI leaders and experts to provide insights into some of the biggest challenges facing our market. This article highlights our key findings from our presentations, Q&A and high-level discussions and provides actionable insights and recommendations to address. Preparing for Five Generations in the Workforce by Ryan Parish As we look ahead to 2030, the workforce will span five generations, each with unique needs and characteristics. Addressing health and wellbeing is paramount to retain talent across this diverse demographic. The Cost of Ill Health In 2022/3, the Health and Safety Executive (HSE) estimated the annual cost of short-term ill health and workplace injury at £20.7 billion. Additionally, 35.2 million working days were lost due to ill health, with 1.8 million people suffering from work-related illnesses, primarily stress, depression, anxiety, and musculoskeletal disorders. The economic impact of mental ill health in England in 2022 was a staggering £300 billion, double the NHS England's budget for that year. Generational Characteristics Generation A (<18):Hyper-connected, visually motivated, independent, with short attention spans and poorer mental health. Generation Z (18-34):Entrepreneurial, career-focused, pushing for workplace change, and motivated by social issues. Millennials (34-50):Digitally native, value teamwork and consensus, need meaningful motivation. Generation X (50-65):Technologically comfortable, value work-life balance, direct yet open to feedback. Baby Boomers (65+):Self-sufficient, value workplace visibility, prefer full-time over part-time. Mental, Physical, Financial, Environmental, and Social Wellbeing Businesses must enhance their support systems to retain staff and reduce sickness absence. Mental health is a significant concern, with 49% of ill health cases in 2022 due to stress, anxiety, or depression. Physical wellbeing is also critical, as presenteeism remains a challenge, with 46% of workers admitting to working while unwell. Financial wellbeing is under pressure, as evidenced by the CIPD 2023 UK Working Lives survey, where only 48% of respondents reported meeting their bills without difficulty. Moreover, hybrid work environments and robust ESG policies are essential to attract and retain talent, as more than a third of UK workers might quit if forced back to full-time office work, and 52% would stay longer with a company committed to ESG values. Goodbye Hybrid? The Lifestyle-to-Work Approach The hybrid model is now the minimum expectation for many employees. The Candidate Experience Report by Greenhouse indicates that 40% of candidates would not apply for a job without their preferred working model, and 77% would consider leaving if flexible work policies were reversed. Future workforce expectations will include flexibility in work style, supported by comprehensive benefits packages. Employers need to innovate continuously to stay competitive and attract top talent. Data & BI Leaders: Navigating a Rapidly Growing Sector The data analytics sector is projected to grow exponentially, reaching $778 billion by 2030. To attract and retain top talent, leaders must offer more than competitive salaries: Current Offerings:Consider low-cost healthcare options, hybrid working models, and a focus on work produced rather than hours worked. Next Steps:Add flexibility, develop genuine ESG policies, and review wellbeing benefits. Future Plans:Prepare for a global talent pool, support digital nomads, and adapt to the 'lifestyle-to-work' approach. Gen AI Use Case: Product Data Industrialisation by Carl Smith The use case presented focuses on leveraging Generative AI (GenAI) to optimise product data, improve search engine visibility, and drive sales. Key Points Products that rank higher in search engine results sell more. This can be achieved through: SEA (Search Engine Advertising):Paid ads to boost visibility. SEO (Search Engine Optimisation):Enhancing web content to improve organic search rankings. SEO Strategies On-Page SEO:Optimise content quality, keywords, meta tags, URL structure, internal linking, mobile-friendliness, and page performance. Off-Page SEO:Build high-quality backlinks, leverage social signals, and optimise for local SEO. Technical SEO:Improve site architecture, mobile optimisation, SSL, speed optimisation, XML sitemaps, and robots.txt. Product Description Optimisation Length and Structure:Use concise sentences, bullet points, headings, and images. Language:Highlight unique features and benefits with clear, meaningful writing. SEO:Naturally incorporate high-frequency, low-competition keywords. Customer Value:Emphasise how the product benefits customers with lifestyle writing. Call to Action:Summarise benefits and include a clear action prompt. Buyer Persona:Tailor descriptions to stimulate customer desires and reflect brand character. Key Takeaways Prompt Engineering:Better prompts lead to improved GenAI outputs. Input Quality:Detailed input data yields better results. GenAI as a Tool:Requires iteration and validation for optimal use. SEO Optimisation:GenAI helps create high-quality SEO product descriptions. Stepping Stone:Use GenAI outputs as a base for further refinement. By adopting these strategies, businesses can enhance product visibility, improve search rankings, and increase sales through effective use of GenAI in SEO optimisation. Securing Investment for Data & AI Initiatives by Faye Murray Challenges and Barriers Securing funding for data and AI projects remains a significant hurdle, with over 70% of executives citing it as a challenge. Many projects fail to move from pilot to production due to funding issues, perceived high costs, and lack of executive sponsorship. Funding Difficulties:High costs and uncertain ROI hinder investment. Economic Constraints:Competing priorities and financial limits reduce funding. Perception Issues:AI projects are seen as risky investments. Lack of Understanding:Limited awareness of AI benefits. Executive Sponsorship:Difficult to secure necessary leadership support. Strategies for Success Demonstrate Value Quickly:Focus on quick wins with clear deliverables and quantifiable outcomes. Use POCs:Allocate time for innovation and tie POCs to strategic objectives. Creative Resourcing:Leverage internal and external resources cost-effectively. Align with Business Objectives:Ensure projects are aligned with strategic & business goals. Continuous Improvement:Regularly update and iterate strategies. Internal Champions:Foster a data-literate culture and recruit internal advocates. Business Case Identify the Problem:Clearly define the issue. Analyse the Cause:Determine the root problem. Assess the Impact:Outline the consequences of inaction. Propose the Solution:Describe the benefits of the solution. Preparing for AI: AI-Ready Data and AI-First People by Christopher Knight To leverage AI effectively, organisations need high-quality, timely, relevant, accurate, and consistent data. AI-ready leaders understand AI's strategic value and drive adoption, while AI-first teams and contributors integrate AI into their workflows and continuously learn and innovate. By addressing these challenges and focusing on strategic, flexible, and innovative approaches, leaders in the data, analytics, and AI market can navigate the complexities of a multi-generational workforce and rapidly evolving technology landscape. Key Actions for Becoming AI-Ready Data Preparation Invest in data management tools and practices to ensure data quality. Regularly update and clean data to maintain its timeliness and accuracy. Standardise data formats and integrate data from various sources. Skill Development ● Provide training and development programs to enhance AI skills among employees. ● Encourage continuous learning and staying updated with the latest AI trends and technologies. Leadership and Culture Develop AI literacy among leadership to foster a supportive environment for AI initiatives. Promote a culture of innovation and experimentation with AI. Strategic Alignment Align AI projects with business goals to demonstrate value and secure investment. Prioritise AI initiatives that offer clear, measurable benefits. Collaboration and Communication Foster collaboration between AI specialists and other departments. Maintain open communication channels to keep stakeholders informed about AI projects and their progress. AI-Ready Data Ensuring your data is ready for AI is crucial for successful implementation. The key characteristics of AI-ready data include: Timeliness:Data must be up-to-date to be relevant for AI applications. Old or outdated data can lead to inaccurate insights and decisions. Accuracy:The data should be correct and free from errors. Inaccurate data can significantly impact the performance of AI models. Consistency:Data should be uniform across different sources and systems. This means following standardised formats and ensuring data is harmonised. Completeness:Data sets should be fully populated with minimal missing values. Incomplete data can lead to biased or incorrect AI model outputs. Availability:Data should be easily accessible when needed for AI processing. Delays in accessing data can slow down AI initiatives. Validity:Data values must fall within acceptable ranges and adhere to business rules. This ensures that the data used in AI models is sensible and meaningful. AI-First People Building an AI-ready workforce involves cultivating AI-first leaders, teams, and contributors. This human aspect is as important as having the right data. AI-First Leader Understands the strategic value of AI. Integrates AI into the organisation's vision. Drives AI adoption across the organisation. Focuses on leveraging AI to enhance decision-making and innovation. AI-First Team Comprised of members proficient in AI technologies. Adaptable to changes and new AI developments. Collaborates effectively to integrate AI into workflows and projects. AI-First Contributor Actively utilises AI tools and techniques in their role. Continuously learns about AI advancements. Contributes to the organisation’s AI initiatives by applying AI to improve processes and outcomes. Summary In conclusion, navigating the landscape of data, AI, workforce diversity, and digital transformation demands proactive strategies and adaptive approaches. 4 key takeaways 1. Implement flexible work arrangements and policies Flexible work policies that cater to the preferences of different generations, such as hybrid work models are vital. This adaptation can enhance employee satisfaction and productivity across the board. 2. Invest in comprehensive SEO strategies (both on-page and off-page) The successful use of GenAI SEO strategies like optimised product visibility and sales performance on digital platforms are key to ultimately improving sales. This includes focusing on technical SEO aspects like site architecture and mobile optimisation. 3. Build a compelling business case for data and AI initiatives By emphasising quick wins and low-hanging fruit for these business cases, you demonstrate immediate value and ROI. Engage internal stakeholders early and align projects with strategic objectives to secure necessary funding and resources. 4. Establish AI-ready data practices by ensuring data is timely, accurate, and accessible Foster a culture of AI adoption among employees (AI-First People) by providing training and resources that promote proficiency and innovation in AI technologies. About the author Joshis a Senior Consultant with over 5 years of experience, based in our Birmingham offices. With a passion for recruitment, Josh has a wealth of knowledge within the technology space, providing clients with leading Data professionals of all levels. Discover our latest roles here. To find out how Harvey Nash can support you with your recruitment needs, please click here.

What questions are leaders thinking about now where AI and robotics are concerned? Last week Amazon Web Services (AWS) teamed up with Harvey Nash to host over 100 digital leaders to engage in a discussion focused on the frontier of autonomy. As we start to grapple with the impact of AI and robotics it feels more important than ever to dive into the topic with our community. The afternoon was built around a second public screening of Nash Squared’s film ‘A Near Future You're Not Prepared For’ which explores how organisations are preparing for the disruption caused by emerging technology like AI. It highlights the lack of cohesive AI policies and regulation across organisations and governments, which threatens to stifle innovation and put talent at risk. In the film academics and leaders discuss how best to ethically implement AI while supporting their workforce through current technological disruption akin to the industrial revolution, especially given the concerns of job losses to automation. The film provides a nuanced perspective: AI can alleviate humans from dangerous or monotonous work, creating new opportunities in an AI-driven economy. With the scene set we heard from a number of expert voices including Slalom’s Richard Fayers, Niall Robinson from the Met Office, Eddie Seymour of Nvidia, BladeBug’s Chris Cieslak, this year’s most influential woman in tech (Computer Weekly) Suki Fuller and Mike Curtis-Rouse of Catapult. The discussions were hosted by Cheryl Razzell and Jon Hammant, both from AWS. So where does such a broad and knowledgeable group feel we need to spend time really thinking about this technology? The panel explored the potential of AI-powered "smart cities" to improve urban planning, transportation, utilities and more, but also raised challenges around data privacy and equitable access. There was reference to AI guilt and the idea that younger members of teams will use AI tools available to them, but they may also hide the fact that they do because it could be frowned upon. If the right guardrails are in place then there is zero reason to feel any guilt, but addressing that emotion is something leaders need to do to stop adoption happening out of sight and with unintended consequences. It will also compound any efforts made to get the workforce GenAI ready. Data privacy and a particular focus on bias was a recurring theme. How do we address bias present in the data used to train AI models? The need was placed on emphasising diverse data sets and rigorous testing to mitigate discrimination and unintended consequences. One panelist warned that lax data governance might lead to some form of ‘mad cow’ for AI. The panel took time to consider the current state and future advancements of robotics and automation technology, and the potential for societal change. Are we giving enough thought to the ethical questions posed by building technology? Technology used in the development of a wind farm can be used to propel a rocket. Whilst tech is rarely ever developed with bad intentions we are culpable as an industry if we simply fail to engage in the debate. That may be the most pertinent take away. Much of the technology innovation to emerge in the past decade has been narrow in it's application, even if it's unlocked huge benefits (Cloud for example). AI is a tool set that's being applied to so many situations that it's hard to assess its impact. Almost as quickly as we have an understanding of one aspect of the change we face, the picture evolves, and at this point in time debate and community is more important than ever. About the Panel Jon Hammant,Head of Compute for EMEA at Amazon Web Services (AWS) Niall Robinson,Head of Product Futures at Met Office Mike Curtis-Rouse,Head of In-Orbit Servicing & Manufacturing - Satellite Applications at Catapult Eddie Seymour,European Director at NVIDIA Chris Cieslak, Founder and Director at BladeBUG Limited Suki Fuller, Founder | Analytical Storyteller,WINNER 2023 Most Influential Women in UK Technology About the author David Savage is the Group Technology Evangelist for our parent company, Nash Squared. He has a deep understanding of the technology and talent markets and spends his time crafting podcasts, hosting video debates, speaking, moderating conferences, and chairing keynote stages. Since 2017, he has been the editor and host of Tech Talks, a show about leadership and technology currently ranked as one of the most popular podcasts in the world.

What topics are currently at the forefront of the minds of digital leaders? Nash Squared Technology Evangelist, David Savage breaks down the key discussions from the evening. Last week we brought together digital leaders from across Leeds to join us for our annual Digital Leadership Report (DLR) event. Throughout the evening, several key topics were pulled out of the data and expanded by the leadership community. I think it would be a shock to you if AI hadn’t dominated conversations. Since we released the initial DLR we’ve also conducted a pulse survey. It goes into even greater detail about Generative AI and the challenges faced by technology and digital leaders. Now, full disclosure. Making notes whilst presenting can be hard. But I did note down the key topics and some commentary from the room. Those notes are as exhaustive as ‘tech debt v business debt, yes’. Highly insightful. So, I had some fun. I fleshed out my notes as much as possible. I then prompted Copilot to reference it against the DLR and pulse survey, and finally to rewrite it in my own style. The results are below! At once this highlights how great these tools are for productivity. But it’s not me, and when I read the text, it doesn’t sound like me. The point is these tools are great but the data we have internally to query isn’t always the best. My writing style in emails is not how I’d approach an article. We have a long way to go until AI takes our place, a point raised in our research. Just 1% of roles are currently being replaced. It’s how we adopt AI, not the fact that we can adapt it. The honeymoon is over and that’s a good thing. So here they are, the key points from our digital leaders within Leeds, written by Copilot with a little steer from me. Projects That Pay Off vs. Cost-Cutting: What’s the Smart Move? Let’s face it, we’re all looking for the next big thing that’ll make the cash registers sing. Right now, it’s all about those projects that bring in the dough. But hey, don’t forget, the big bosses are breathing down our necks for more than just revenue – they want us to be ninjas at cutting costs too. It’s a tightrope walk, but who said being a digital leader was easy? GenAI: Friend or Foe to Developers? Here’s the million-dollar question – is Generative AI the trusty sidekick for our software developers, or is it the villain in disguise? It’s a hot debate, and I’m all ears for your thoughts. Are we looking at a game-changer or just another tech headache? Transforming Business: Can We Make Magic Without Top-Notch Data? Alright, let’s talk turkey. Can we really shake up the business world if our data’s not up to snuff? It’s like trying to paint a masterpiece with a blunt pencil. Sure, we might make some headway, but without that golden data, we’re almost flying blind. Net Zero and GenAI: A Match Made in Tech Heaven or a Carbon Footprint Nightmare? Net zero – it’s the goal we’re all chasing, but as we dive headfirst into the world of GenAI tools, are we helping or hindering the cause? The jury’s out, and the clock’s ticking. We’ve got tech giants like Google waving red flags about missing the 2030 targets, so it’s time to get real about where GenAI fits into our green dreams. Technical Debt vs. Business Debt: Two Sides of the Same Coin? Technical debts like that drawer we all have – full of stuff we’ll ‘sort out later.’ But let’s not kid ourselves, it’s not just a tech problem. It’s a business problem too. Ignore it, and you’ll see the financial side start to wobble. The trick? Keep it all in check, balance the books, and never let that debt drawer overflow. The Rise of the Chief AI Officer: Are We Ready to Roll Out the Red Carpet? The tech world’s buzzing with talk of a new VIP – the Chief Artificial Intelligence Officer. It’s a role that’s picking up steam, with companies getting wise to the need for some AI smarts at the top table. Will it stick around, or is it just a passing trend? Time will tell, but for now, the CAIO is the talk of the town. And finally… Thank you to everyone who attended our event, and all the digital leaders who took part in our research. We appreciate your time, and hope you get value out of our insights and the connections you make. We also hope it encourages you to find out more about what we do, so – and here is the marketing bit – if you would like to find out more about our Harvey Nash tech recruitment services, or how NashTech can help you build your software development capability, Natalie or Steve would love to hear from you: Natalie.Dobson@harveynash.com Steve.Rake@nashtechglobal.com

So, what really is on the minds of tech leaders in Manchester? Well the Digital Leadership Report event, which took place on 27th June, was one excellent way to find out. Over forty tech leaders gathered at HOME Manchester to explore the results of the DLR, engage in fascinating discussion and hear the exclusive announcement of Computer Weekly's UKTech50 - the most UK's influence people in tech. Our panel were: Christopher Williamson, Group Technology Director, N Brown Group Patrick Smith, CEO, Zally Nick Woods, CIO, MAG (Airports Group) Hosted by: David Savage, Group Technology Evangelist, Nash Squared We were also joined by: Bryan Glick, Editor-in-Chief, Computer Weekly …and by video message, the #1 most influence person in tech: Sir Alan Bates, campaigner on the Post Office Horizon scandal You can view photos from theevent here. Five things we learnt 1. Investment up, despite economic headwinds Despite a difficult and unpredictable global economy, investment in technology remains relatively strong – in the next 12 months over four in ten expect to increase tech budgets, and one third to increase tech headcount. 2. GenAI widely adopted, with mixed success Almost three-quarters of organisations have deployed GenAI to at least some extent to their employees, and one in five have deployed it enterprise-wide. While deployment of GenAI has been rapid, there has been mixed success in its impact. Over half feel a lack of business case is holding them back, others are concerned by misuse of the tools. 3. The birth of the Chief AI Officer For the majority of organisations, the AI strategy sits with the technology leader; typically the CIO or CTO. But for others that responsibility will lie with the Chief AI Officer (CAIO). One in twenty organisations have one, a similar proportion expect to appoint one. 4. Hybrid working come of age? Since our last DLR in late 2023, one in six organisations have increased the number of days expected in the office, moving the typical time expected there from 2-3 days, to 3 days. And they seem happy with the results, four in ten report it working ‘extremely well’, a big jump from our last report. But there are potential consequences to this change, especially in attracting talent who also need to juggle caring responsibilities. 5. Tech – it really all comes down to people It was very telling that the #1 most influential person in tech was a non-technologist: Sir Alan Bates. It is a strong reminder that the ultimate consumers of technology are humans. When it goes right everyone can benefit. But when it goes wrong, the human impact can be significant. You can see Alan’s video acceptance speechhere. Ten quotes from the panel Christopher Williamson, Group Technology Director, N Brown Group:“Last time I was at a DLR event ChatGPT had just been launched. The business really wants to get its hands on AI. We’ve set up an AI function to drive it forward, with representation across data, legal, business - reviewing the use cases regularly. Right now we are using AI for pricing. I’m keen to allow the business to use AI, but within a framework we set.” Patrick Smith, CEO, Zally:“The key to AI is who owns the right to IP? If you generate code using AI, who is the owner? It’s unclear right now.” Nick Woods, CIO, MAG (Airports Group):“We’re spending £1.3bn on expanding the Manchester airport terminal. We’re using AI to inform the plans, especially how we manage the flow of aircraft. It’s looking like we will be able to get £30m more of value from this activity.” Nick:“Boards care about four things: risk, cost, revenue and - increasingly - sustainability. If you want to influence at board level, your conversations should be focused on those things.” Patrick:“I think a big business opportunity is to educate people on how to use AI. Right now it’s a buzzword like blockchain was. If OpenAI shuts down their API, what happens to all the businesses reliant on it?” Christopher:“We should all be using AI in our roles. In N Brown Group we have set up tribes to look at specific journeys.” Nick:“I have a CISO, CDO and at some time we might have a Chief AI Officer, but either way you need to start with business transformation. The role of CIAO may come and go. Over time we will see more citizen development as the business becomes empowered with the tools.” Patrick:<on reports that cyber-attacks are going down> “I don’t think these numbers reflect what’s really happening. Maybe people are under reporting, or people have got used to working under regular attack.” Patrick:<on promoting women in tech> “It’s up to us as leaders. We need to hire on skills. A tech startup is not a 9-5 job. We need to find better ways to support both men and women. Women have a perception of IT not being a welcome space.” Christopher:“Hybrid working is here to stay. Productivity went up during the pandemic. We don’t have a mandate for people to be in the office, but we do encourage people come in. For instance we had a mini tech festival. You need to be flexible - I have an out of office when I do the school run, and make it clear to all of my team that this is totally OK.” And finally… Thank you to everyone who attended our event, and all the digital leaders who took part in our research. We really appreciate your time, and hope you get value out of our insights and the connections you make. We also hope it encourages you to find out more about what we do, so – and here is the marketing bit – if you would like to find out more about our Harvey Nash tech recruitment services, or how NashTech can help you build your software development capability, Emma or Steve would love to hear from you: Emma.Gardiner@harveynash.com Steve.Rake@nashtechglobal.com

On the 23rdof May, Nash Squared premiered our latest documentary in the 'Tech Flix' series at the National Robotarium, just outside Edinburgh. This third edition was titled, ‘AI and Robotics: A Near Future You’re Not Prepared For’ and explored the issues facing digital leaders looking to adopt automation with analysis from across the sector. Whilst the film itself will be released later in the summer after further screenings in New York and London, a local panel of experts added a huge amount of context and detail following the credits. JoiningCameron Macgrain(Harvey Nash Regional Director) on the panel wereGary Crawford(Waracle),Kjersti Ferguson(Scottish Government),Samantha Rhynas(Effini),Graham Hosking(Quorum Cyber) andAngus Allan(xDesign). So, what were the key discussion points in the room when the credits started to roll? Unsurprisingly one of the key themes was the need to maintain the human element in decision-making. Angus Allan was at pains to stress the point. In fact, human qualities appear to be hugely important when dealing with AI. We know that AI is prone to hallucinating and therefore spreading misinformation. When we encounter another person doing that, we spot it and we are sceptical, but we fail to look at the results we are getting from GenAI tools in anything more than binary: yes or no, or right and wrong. Kjersti also made the point that we spend rather too much time worrying about AI’s impact on humans and society, and not enough on how we actually want to use it. Another topic of discussion was policy and regulation; but through the prism of its impact on innovation.Gary pointed out that it was crucial to ensure innovative ideas were not constrained. There was clear concern amongst the panel that due to the rate of change, organisations needed to consider building flexibility into their policies to respond to a rapidly evolving technology landscape. Graham also added that none of this is new, so we really cannot afford to wait for the government, and we should have the policies in place already! Data governance was raised, as was the need to ensure we only use AI where it helps.Both points rely on education and understanding of the challenges presented. One terrifying thought highlighted, was that we are moving from an attention economy to a relationship economy, where the public might view AI as a friend. Given its intentions will always have another purpose behind them, owned elsewhere, that is a real concern; especially for parents trying to navigate technology with impressionable children. Samantha also made the point that just because someone might have experience working as a technology professional, or as an engineer, it does not mean you are an expert in AI. It is a point that underscores that this really is an area where there are still many more questions than answers. It all begs the question, what are the biggest questions you have concerning the adoption of AI in business, and doyoufeel prepared? About the author David Savageis the Group Technology Evangelist for our parent company, Nash Squared. He has a deep understanding of the technology and talent markets and spends his time crafting podcasts, hosting video debates, speaking, moderating conferences, and chairing keynote stages. Since 2017, he has been the editor and host of Tech Talks, a show about leadership and technology currently ranked as one of the most popular podcasts in the world.

Resetting the Exodus: 50% of Women in Tech roles leave by Age 35, what does this mean for the Financial Services Sector? I was delighted to recently host my first corporate event, exploring the stark reality that women are leaving technology roles at double the rate men are. As a member of Wo+Men@Nash (our gender Employee Resource Group) - and a politics university graduate - I've been an advocate for gender parity in all aspects of my life.As the dust settles from my recent panel discussion, the resounding echoes of concern linger.My position: change starts with one individual; we all have a voice; we have a duty to use it. The exodus demands our attention. Consider this: Closing the gender gap in tech not only addresses talent shortages but also fosters innovation, business performance, and overall company growth. Championing gender parity in the workplace isn’t just “the right thing to do”, it’s imperative for the future. When I learned about the 50% attrition rate during a talk at theWomen of Silicon Roundaboutlast year, it got me wondering. I work with companies that talk the talk on gender equality, but why are we still hemorrhaging so much talent? It’s clear that collective action is required for meaningful change. The statistics paint an alarming picture: women are leaving the tech industry at double the rate of men.Despite comprising 57% of the overall workforce, they represent only 22% of the tech workforce. A key takeaway from the evening: the distinction between talent attraction and retention.Women hold 32.8% of entry-level technology roles, but only 10.9% of CEO or senior leadership positions.Has the focus on improved representation in graduate cohorts been at the expense of retaining them? The departure of talent is happening somewhere in the middle. The Q&A discussion mentioned the absence of thought-through development plans, limited representation at executive level and maternity/paternity policies, as factors contributing to these pretty alarming retention rates. Promotion bias exacerbates this issue, with managers favouring men,who hold 60% of managerial positions, leaving fewer opportunities for women to advance. AsMcKinsey’s 2023 reportnoted, for every 100 men promoted from entry level to manager, 87 women were promoted. And this gap is trending the wrong way for women of colour: this year, 73 women of colour were promoted to manager for every 100 men, down from 82 women of colour last year. McKinsey's research reveals that despite their aspirations, women face significant obstacles in climbing the corporate ladder. This bias is rooted in societal norms, as highlighted byReshma Saujani, founder ofGirls Who Code. From a young age, girls are conditioned to prioritise perfection over bravery, hindering their ability to take risks and self-advocate. This point was touched upon further during the evening; it was noted that societal pressure manifests in the workplace, perpetuating a culture where women feel compelled to conform rather than challenge. In banking, unfortunately, the system isn’t designed for passiveness. It’s very much a “if you don’t ask, you don’t get” culture. Company culture also plays a significant role. A staggering 76% of women in tech report experiencing gender bias or discrimination in the workplace. Women are twice as likely to be mistaken for someone junior and hear comments on their emotional state. But it's not just about promotions and company culture: it's about pay too. The gender pay gap in the tech industry stands at a staggering 16%, significantly higher than the national average of 11.6%. Women earn up to 28% less than their male colleagues in the same tech roles, a discrepancy that's particularly pronounced in early career stages. Around 78% of large organisations admitted to having a gender pay gap in the technology sector. Even in companies we often hold as paragons of the tech industry, such as Google and Apple, the statistics reveal glaring inequalities. Google reports that women earn 83p an hour for every £1 their male colleagues earn, and women's average bonuses are 43% lower than men's. Similarly, at Apple, women earn 74p for every £1 their male counterparts earn, with only 88% of women receiving bonuses compared to 94% of men. It all sounds quite depressing doesn’t it? But the future is not all doom and gloom. Through my research I noticed a collective sense of hope for the future. The tech industry is facing a talent shortage, with McKinsey projecting an increase of the tech talent gap from 1.4 million to 3.9 million people by 2027. If Europe could double the share of women in the tech workforce to about 45 percent, an estimated 4 million additional women would be available – this would close the talent gap and benefit from a GDP increase of as much as €260 billion to €600 billion. Addressing these systemic inequities requires a multifaceted and nuanced approach. Firstly, companies must acknowledge and actively combat gender bias and discrimination in the workplace. This includes implementing diversity training programmes, fostering inclusive company cultures, and promoting equal opportunities for career advancement. Additionally, leaders must serve as champions for change, advocating for policies that prioritise gender equality and holding themselves accountable for creating environments where all employees can thrive. As I reflect on the insights offered from our panellists, it's clear that the tech exodus is not a women's issue—it's a societal one. By dismantling barriers to entry, fostering inclusive workplaces, and championing gender equality, we can create a future where women are not only welcomed in tech but empowered to thrive. A huge thank you to my panellists, Catherine, Rashada, Ed and Matt – I couldn’t have done it without you. I’m optimistic for the future and proud to be a part of this movement. After all the only constant in technology, is change. If we’re not evolving, we’re losing. About the Author Catherine Astier, is a Recruitment Consultant within the Financial Services team, at Harvey Nash. She primarily focuses on the contract market, helping to deliver exceptional talent to a range of our clients including: banks, insurers and investment managers. Outside her day-to-day cat is passionate about social issues and championing diversity in the workplace.

Our parent company, Nash Squared and the Department for Education, in association with Mazars, were delighted to host an event as part of National Apprenticeship Week, to discuss the UK tech talent pipeline and showcase T Levels – the technical qualification providing a wider entry route into technology for 16–19-year-olds. You can read more inour summary here (PDF)or below. Speakers Jim Dolan, Partner, Technology and Digital Consulting Practice, Mazars Robert Grimsey, Group Marketing Director, Nash Squared Andy Heyes, Managing Director UK & Central Europe, Harvey Nash Phil Callow, Managing Director, Ark ICT Solutions Ltd Andrea Kay, Head of T Level Industry Placements Policy, Department for Education Jenny Docherty, Apprenticeship & Funding Lead, Housing 21 Nayan Patel, Associate IT Service Engineer and former T Level student, Housing 21 Key takeaways from the event Technical education is the future and T Levels form part of the answer to the UK’s lagging productivity and skills shortage. T Levels can assist with the government’s levelling up agenda by anchoring regional tech clusters, and they enable businesses to attract and retain employees without having to pivot to London for talent. T Levels can broaden diversity in tech by offering an entry route for students from backgrounds not traditionally associated with the sector. Skills shortages in the technology sector are a perennial concern voiced by industry decision-makers. T Levels will help the country equip young people with work-ready, practically focused skills and attributes that will keep the wheels of the economy turning. What are T Levels? First introduced in 2020, T Levels are a further education route that allows young people to specialise in skills such as cyber security and software design through a combination of both classroom teaching and an industry placement of at least 315 hours – approximately 45 days. The placement is at the heart of each T Level course. It allows students to experience life in the workplace and utilise the skills they have developed at school or college. For employers, hosting placements offers early access to the brightest young tech talent, helping to fill skills shortages and inspire the next generation to pursue a career in tech, especially those students for whom a career in tech is not an obvious choice. There are currently over 250 colleges and providers offering T Levels, with 18 qualifications now available and three more to come in the summer. Andrea Kay from the Department for Education reported that over 16,000 students are studying T Levels on pathways designed in alignment with industry needs. Cyber Security T Level Nash Squared, along with other technology businesses, worked with the Department for Education to develop a curriculum for a new cyber security T Level pathway, which launched in September 2023. Nash Squared have since partnered with DfE to increase the number of employers offering T Level placements in England. The event in Birmingham was a key part of this activity, bringing together employers, students and educational providers to raise awareness of the qualification and the wider importance of technical education. Digital Support Services T Level The2023 Digital Leadership Report– an annual survey of senior decision-makers – found that cybersecurity remains a top priority, with 25% of digital leaders still struggling to find the right skills, at a time when over 70% of organisations are concerned about organised cybercrime and 45% are worried about cyberattacks from foreign powers. This is where the T Level in Digital Support Services has a role to play. This qualification gives students a grounding in all aspects of digital, including software design and virtual/ cloud environments, and covers the key areas of cyber security, privacy and confidentiality. With the government reporting an acute cyber skills shortage of 11,200 last July, T Levels can ease pressure on the sector and ensure a pipeline of talent moving forward. Tech talent pipeline In order to remain a global technology leader, the UK needs to have a broad range of world-leading technical expertise that can be adaptable to an ever-changing technological landscape. The tech sector – like many other industries – struggles to meet its entry-level talent needs and build a sustainable pipeline of future employees. Skills shortages and gaps remain a perennial issue for the tech sector and many of the speakers in Birmingham echoed this point: Andy Heyes, Managing Director of Harvey Nash UK & Central Europe, referenced their 2023 Digital Leadership Report which found that 54% of business leaders experienced a shortage of technology talent. He remarked during the event that the “biggest skills in demand remain cyber, expertise in machine learning, data science and software engineering”. This is where T Levels can play such a crucial role in bridging the gap between classroom learning and the workplace and provide a route to the well-paid, skilled jobs of the future because many employers retain students on completion of their course. When asked whether bringing new talent into a company fosters greater enthusiasm and innovation, Phil Callow, Managing Director of Ark ICT Solutions, responded emphatically that ‘young people generally bring in a real amount of enthusiasm and a thirst for knowledge that is rare in senior recruitment’. As an employer who has taken on numerous T Level students and offered 50 work experience placements last year, Mr Callow has all but given up on traditional routes to recruit tech talent. In the past he found that the quality of the talent coming through these routes and, to a large extent, their salary expectations were out of kilter. He found a solution by working in close partnership with a local college: Ark uses work placements to ‘cherry pick students before they get released to the wider job market’ and essentially acts as Boston College’s nominated technology work experience provider. “It is a phenomenal route of getting talent into your company if you spend the time to enable that upskilling”, he added. Diversity matters ‘It is not just a question of attracting talent into the sector; there is also an issue with the make-up of that talent’, according to Andy Heyes of Harvey Nash. “Progress on gender representation in the sector has been glacial”. The2023 Digital Leadership Reportfound that only 23% of technology professionals are women, and this reduces to 14% when you look at leadership positions. Companies are increasingly keen to make sure that the people developing influential technology are truly reflective of the needs of their customers. Traditional routes into tech tend to be dominated by students from certain demographic backgrounds. That is why in recent years alternative pathways including apprenticeships and placement schemes have attracted increasing attention and investment. Traditional pathways, such as A Levels and university, are not suited to everyone and may result in some young people being denied the opportunity to develop to their full potential. Building a wider pipeline of talent at entry level helps address skills shortages and increases diversity, enabling businesses to better reflect the communities in which they operate. T Levels act as a vehicle for social mobility for those students who feel the more academic route is not for them but now have a direct route into the technology sector. West Midlands tech sector The importance of the West Midlands as a centre for economic growth and innovation cannot be understated, and this was reflected in the wide variety of organisations represented at the event in Birmingham. The tech sector is often criticised as being too London- centric and this is not a baseless charge; however, Birmingham is not only the second largest metropolitan area, it also hoststhe number one regional tech cluster, with over 65,000 people employed by 12,500 businesses. T Levels can help level up regional economies by diversifying the talent pipeline: if tech companies can look to local schools and colleges for entry-level talent through a T Levels pathway, they do not need to compete with other sectors for graduates, many of whom gravitate to London and the South East for employment, meaning that regions across the UK benefit from innovative local economies and well- paid, secure employment. Call for action Get in touch with Nash Squared if you would like to learn about T Levels or meet a T Level provider in your constituency via:nashsquared@connectpa.co.uk To support employers, the Department for Education have a dedicated T Level employer website where you will find practical resources including case studies,connect with T Level providersand free-to-attend webinars to help you plan and host T Level industry placements. The Department has also partnered with the Strategic Development Network to offer a comprehensive support package that includes 1:1 support for employers who are thinking about hosting an industry placement. If you would value a call with an industry placement specialist to help you decide, plan or prepare to host placements, you can request this through the Level employerwebsite. Photos from the event can be accessedhere. About Nash Squared With over 3,300 employees in 48 locations across the UK, USA, Europe and Asia-Pacific, Nash Squared is a leading global provider of talent and technology solutions. They have helped many of the world’s organisations recruit highly skilled technology talent, including Meta and leading banks, supporting the British workforce into high-skilled and long-lasting jobs. Their mission is for Nash Squared to tackle the technology skills deficit within the United Kingdom by empowering employees to long-lasting careers.

In its 25th year of publication, the 2023 Nash Squared Digital Leadership Report is the world’s largest and longest running survey of senior technology decision makers. Download your copy here.

In the realm of software development, our focal point revolves around addressing the challenges posed by technical debt, which can be just as detrimental as financial debt. We were delighted to recently host our first technical debt roundtable in our London HQ offices, led by Senior Consultants,Morgan FoxandEmmanuel Sackey. It was incredible to have the opportunity to gather such an insightful group of Engineering leaders who have experience dealing with technical debt. Our team opened the evening by welcoming everyone, explaining the purpose of this roundtable and what led them to host it. David Savage, our Technology Evangelist, then opened the discussion by calling on a Chief Technology Officer, with a simple question: “What is technical debt?” Although this seems straightforward, it caused much debate among the group of experts within the room. The CTO explained how technical debt has many different definitions today, adding to its overall problem. They then went on to explain their personal experience dealing with technical debt in an organisation, causing one major theme throughout the evening to be highlighted. One of the biggest causes of technical debt is a lack of communication. It was unanimously agreed that a lack of communication between the development and product teams is often the foundational issue in this circumstance. Technical debt often becomes the responsibility of the technology team, due to it being considered ‘technical, however, this is not the case. It is often caused by tight deadlines imposed on the technology teams and a lack of technical understanding from the product and management teams. It was clear that the issue cannot be solved separately; it needs to be solved by one brain that understands things from both a technical and sales or product perspective. Although it may seem it, technical debt is not always a bad thing. Many of the experts around the table expressed how having technical debt within an organisation can be beneficial. It may seem counter-intuitive, but if companies are smart and know how to correctly pay off the debt; instead of breaking the cycle of technical debt, they can use it to their advantage. Overall, it was clear the conversation could continue for ages, but the key takeaways were as follows: The biggest issue relating to technical debt is communication. Technical debt is emotive, so teams must learn how to express it to others within the organisation. Technical debt is an organisational problem. Although the term suggests otherwise, technology only covers half of the actual issue which is technical debt. Accruing technical debt should be considered. Technical debt can be a useful tool which should be leveraged; however, it needs to be done so carefully and expertly. What was clear from the discussion is that many technology leaders experience similar struggles when it comes to managing technical debt. Technical debt has the power to destroy companies, but if it is managed with careful consideration, it could become a useful ally. We would like to extend our thanks to all who attended the event, and we look forward to hosting future discussions. If you would like to find out more, please reach out to our team at Harvey Nash:Morgan Fox,Emmanuel Sackey,Ben MunsonandMatthew Holmes. About the authors Morganis a Senior Consultant with over 3 years of experience, specialising in Software Development. Morgan, along with the Technology Specialisms team, provides support and expertise for a range of clients in our portfolio across all industries. He covers talent roles ranging from scaling technology start-up companies to enterprise-level software houses. Emmanuelis a Senior Consultant with over 7 years of experience, specialising in Software Development. With over a decade of experience within Technology, he has a wealth of knowledge and knows exactly how to find talent worth investing in. Discover our latest roleshere. To find out how Harvey Nash can support you with your recruitment needs, please clickhere.

Exploring the future of Engineering with AIOps event In the world of engineering and architecture, the potential of AI is limitless. AI has the potential to transform your workload, making it not only more manageable but also more effective. We were delighted to recently host our first AIOps roundtable in our London HQ office, led by Cloud Specialist, Jonathan Horwitz. It was amazing to bring together a range of technology enthusiasts from a range of backgrounds who were eager to explore the AI-driven future of their work. We opened up the event by introducing everyone in the room. We were delighted to be joined by a range of experts, all within the AI space, including Data Engineers, DevOps Engineers, Architects, Platform Engineers and Machine Learning Analysts from industries within technology, finance and hospitality. During the discussion, it was agreed that AI is the perfect tool which can be utilised to handle tasks which are mundane, yet crucial for a business. By implementing the use of Artificial Intelligence within the workplace, efficiency is enhanced, enabling employees to redirect their focus towards more high-value work. Overall the key takeaways were as follows: A significant challenge in using AI is the occurrence of data hallucinations. This occurs when AI generates links or information pieces that are non-existent. It is imperative that AI-generated content is subject to quality checks, to ensure accuracy and relevance. A balance is required to responsibly regulate AI. We need to ensure there is an equal balance between innovation and consumer protection, as AI becomes more routinely used in the workplace. What was clear from the discussion is that a pivotal skillset is needed in the form of Prompt Engineering, which focuses on the structuring of text in a way that can be interpreted and understood by generative AI. This approach may lead to more accessible job roles, where software engineering involves not only coding but rather utilising coding to complement Prompt Engineering. We would like to extend our thanks to all who attended the event and we look forward to hosting future discussions. If you would like to find out more, please reach out to our team at Harvey Nash: Jonathan Horwitz and]. About the author Jonathan is a Senior Consultant with over 10 years experience specialising in Cloud and Devops requirements. Jonathan along with the Technology Specialisms team provide support and expertise for a range of clients in our portfolio across all industries. He focuses on contractor roles but also has extensive experience in high level placements for Technical Project and Programme Managers. Discover our latest roles here. To find out how Harvey Nash can support you with your recruitment needs please clickhere.

We were delighted to host our first ever Harvey Nash Newcastle Data event, ‘Demystifying Data’, led by Consultant, Rachael Whitburn. The event was a huge success and was attended by Data Leaders from all over the North-East. We invited two guest speakers, who presented around several discussion topics for the evening, such as AI, data governance and data literacy. Our first speaker of the evening was Andrew Blance, an Innovation Consultant at a leading North-East based IT consultancy company. He is also a member of the Institute of Data Science at Durham University and holds a PHD in Data Intensive Science. Andrew explored the challenges and opportunities around AI, while highlighting the importance of responsibility and practicality in a data-driven world. He expressed how fully understanding AI today is pivotal, and emphasised the impact AI has on human resources. After Andrew’s speech, we had an interval for guests before our second speaker of the evening. The break allowed time for our guests to enjoy the complimentary food and drinks, and also discuss their thoughts on Andrew’s presentation. Following our break, Kevin Marsden, our second and final guest speaker for the evening, began his presentation. Kevin is an Information Architect at a national housing association based in Newcastle. He is at the forefront of devising their data strategy and provided practical takeaways during his presentation. During his speech, Kevin highlighted the importance of data literacy and data governance. He presented vital skills for navigating the data landscape responsibly and showcased how to properly utilise data and how it can be used effectively within an organisation. Two key takeaways for the evening: The importance of on-going learning across an organisation regarding data literacy and introducing new ways of making this happen. For example creating an academy or game to assist with this. Taking responsibility for how AI impacts sustainability. Overall, our evening at the Supernatural Café was incredible. The gorgeous venue provided an amazing ambience and great food, while our speakers drove many interesting discussions with Data Leaders from across the North-East. We would like to extend our thanks to all who attended the event and we look forward to hosting future discussions. If you are interested in getting involved in any future events, please reach out to the team based in Newcastle or directly with Rachael Whitburn.

What are the key findings from the Digital Leadership Report? Lily Haake, Associate Director ofSearch and Interimfor Harvey Nash UK takes us through the 8 key findings of the 2023 Digital Leadership Report. We look at everything from AI and emerging tech to hybrid working and Net zero. Watch Lily as she guides you through 160,000 data points in just 10 minutes!

What's stopping organisations from getting the most out of their data? In the third of our three Digital Leadership Report in depth videos, David Savage discusses AI, digital excellence and unlocking ROI from technology with Jeevan Gunaratnam of Phillips and Jim Rudall of Intuit MailChimp. About the report In its 25th year of publication, the 2023 Nash Squared Digital Leadership Report is the world's largest and longest running survey of senior technology decision makers. Launched in 1998 and previously called the CIO Survey, it has been an influential and respected indicator of major trends in technology and digital for over two decades. This year a survey of 2,104 technology/digital leaders globally took place between 22nd June 2023 and 18th September 2023, across 86 countries.

When it comes to hiring, what is it that attracts the best people to your business? In this, the first of our three deep dive videos around the findings of the 2023 Digital Leadership Report, David Savage talks to Tracey Jessup of De Montfort University and Dr Chris Ballance of Oxford Ionics about what draws tech talent to their organisations. About the report In its 25th year of publication, the 2023 Nash Squared Digital Leadership Report is the world' largest and longest running survey of senior technology decision makers. Launched in 1998 and previously called the CIO Survey, it has been an influential and respected indicator of major trends in technology and digital for over two decades. This year a survey of 2,104 technology/digital leaders globally took place between 22nd June 2023 and 18th September 2023, across 86 countries.

Is technology the answer to all of the issues that business faces? In the second of our three Digital Leadership Report deep dive videos, David Savage interviews Anett Numa of Accelerate Estonia and Mauro Cozzi of Emitwise about the future of business and the impact of technology on it. About the report In its 25th year of publication, the 2023 Nash Squared Digital Leadership Report is the world's largest and longest running survey of senior technology decision makers. Launched in 1998 and previously called the CIO Survey, it has been an influential and respected indicator of major trends in technology and digital for over two decades. This year a survey of 2,104 technology/digital leaders globally took place between 22nd June 2023 and 18th September 2023, across 86 countries.

Our organisation Nash Squared were delighted to host a pre-launch event of the Digital Leadership Report 2023 at the House of Commons. Attended by over 120 members of parliament, government officials, business and technology leaders the event provided a brilliant opportunity to explore and discuss this years report’s key findings and insights. The event featured speeches from the following; Dame Caroline Dinenage MP, Chair of the Culture, Media and Sport Committee, who kindly hosted the event and introduced the report. Bev White, CEO of our organisation Nash Squared, who highlighted the longevity of the report, now it’s in 25th year and the key findings and insights. Bev also commented: “Technology is increasingly affecting everything around us, and as the digital leadership report celebrates its 25th year I am delighted this event drew such a wide and diverse range of influential business leaders and parliamentarians” Paul Scully MP, Minister for Tech and the Digital Economy, who referred to the report as ‘very important’ emphasising how every minister should read it. Charlotte Baldwin, CDIO, Costa part of Coca Cola Group, who gave a passionate and inspiring speech on diversity in technology to help inspire the next generation of talent. And who also highlighted the worrying gender diversity figures that this years report has found. Chi Onwurah MP, Shadow Minister for Science, Research and Innovation, shared her extensive experience within the technology sector and the need for us to listen to the report findings. The Nash Squared Digital Leadership Report In its 25th year of publication, the 2023 Nash Squared Digital Leadership Report is the world’s largest and longest running survey of senior technology decision makers. Launched in 1998 and previously called the CIO Survey, it has been an influential and respected indicator of major trends in technology and digital for over two decades. This year a survey of 2,104 technology/digital leaders globally took place between 22nd June 2023 and 18th September 2023, across 86 countries. The event was very well received and we were delighted so many influential individuals could attend and spread the Digital Leadership Report findings. We would like to extend our thanks to all who attended as well as Dame Caroline Dinenage MP for hosting. To view photographs from the event please visit our photo album.

AI: Where is it actually being used, and what for? It's a minefield, it's power is potentially awesome, but what are the user-cases; how are you securing and anonymising data and where is the tipping point to evolve your organisation? In this roundtable we pushed theory to the side and asked who is using AI in anger? We were delighted to recently host our first AI Roundtable in London lead by Senior Consultant, Amber Harrison and Technology Evangelist,David Savage. It was amazing to bring together a range of Data and AI Leaders from across London to discuss a range of big questions regarding AI and using it within organisations. The roundtable focused on the emergence of AI and data ethics, with these conversations being very timely given the real light that has been placed on AI since the release of Chat GPT and generative AI recently. We opened up the event by introducing everyone in the room. We were delighted to be joined by a range of Senior Leaders in the AI space including Heads of Data Science, leaders in Data Engineering and Directors of Data from reputable financial services, media and oil and gas companies. It was agreed, that we must evolve operational software development practices to ensure that designers, developers and deployers of automated systems take proactive measures to protect individuals from discrimination. AI has the power to cause irreversible damage for diverse and inclusive thought if we’re not careful. Overall the key takeaways were as follows: We shouldn’t fear AI and it’s potential. However we should be mindful and cautious of how and where we use it. We need to ensure we find a sustainable way to ensure that AI powered automation coexists with job creation and safeguards workers rights. The group also acknowledged the positives of AI and where it can be used to automate jobs and processes to give significant cost and time benefits to the organisation. Good practice needs to be embedded into all organisations. Collectively we recognised the importance of this to drive AI corporate values and ethical underpinnings. We discussed whose responsibility this would be and how do we make sure this is being followed. Whilst weighing up the pros and cons we agreed that there are excellent benefits to AI and this shouldn’t go unrecognised amongst the dangers. Finally, we discussed when and where we should trust AI to avoid blindly following whatever outcome it provides. What was clear from the roundtable discussion is that the vast majority of our attendees agreed that there should be tighter regulations in place but this shouldn’t be made in hast. The attendees were predominately from Financial Services and regulated industries and therefore recognised the negative implications of AI and where it can be used in anger. They also recognised, tighter regulation around data bias, security and privacy may stunt the innovation and progress of AI systems. We would like to extend our thanks to all who attended the event and we look forward to hosting future discussions. If you would like to find our more, please reach out to our team at Harvey Nash: Amber Harrison,Alexander Reeder,Akeesh Khokar, Harry Hargreaves,Kishan ShahandMatthew Holmes.

We were delighted to recently host our 2nd Data Alliance Meet-up in Dublin, led by our Data Specialist Consultant, Marina Saric. It was great to bring together a range of Data experts from across Dublin to discuss the dynamic world of data, the event mainly focused on how to improve and enable a more effective data journey using new innovative tools and methods. The attendees discussed interesting topics presented by speakers Hrvoje (Harvey) Smolic, Vaibhav Oberoi, and Unal Erbayraktar. The discussions revolved around Data Maturity and the application of predictive data using AI tools, modern-day Data Migration tools, and Microsoft Fabrics' effectiveness compared to other tools. Hrvoje (Harvey) Smolic opened the event by explaining how AI can contribute to Data Maturity. He emphasised the need to move from the traditional historical data analysis method to a more dynamic method involving predictive data. By applying AI to predict future leads and customer behaviour, businesses can work more efficiently and cost-effectively. This method was well-received by attendees, who asked questions and saw the benefits of working more efficiently for their clients. Vaibhav Oberoi presented on Data Migration using modern-day data tools. He explained that the process can be more effective by applying a clear data journey, starting from raw data and transforming it using ETL methods from Data Lakes to Data Warehouses using Snowflake and how the tool is evolving and providing greater productivity than competitors. Vaibhav gave valuable insights from his career journey and advised participants to "create expectations on the data" to allow more effectiveness in the data journey. Attendees shared their experiences on where an ELT method could be more beneficial than an ETL method and the effective tools for data transformation. Unal Erbayraktar discussed how the new Microsoft Fabrics can be a game-changer compared to older versions of Microsoft products and competitors' tools such as Databricks and Snowflake. Attendees who haven't used the technology were curious about how it compares with traditional and more widely-used tools. The Data experts at the event emphasised the importance of using new technologies to work more efficiently and cost-effectively. They encouraged everyone to explore different methods and tools and experiment to find what works best for them. The discussions made it clear that data professionals are interested in using new technologies to drive efficiencies not only for themselves but also for their clients. We would like to extend our thanks to all who attended the event despite a gloomy Autumn evening allowing us to grow and expand the Data community in Dublin. Also, a massive thanks to our speakers who were informative and engaging. If you are interested in getting involved in any future events in the Data space, please reach out to the team at Harvey Nash Ireland. Find out more about our speakers Hrvoje Smolic is the founder and CEO of Graphite Note a Predictive Analytics, Auto ML, and Data Storytelling Platform. Graphite runs Predictive Analytics algorithms on raw data to provide objective data patterns that humans cannot detect, to increase lead conversion, help optimise marketing spend and reduce customer churn by highlighting characteristics of churn ahead of time. They deliver this in the platform by combining visuals and narrative to share insights so everyone can understand it. Hrvoje gave a talk titled- Navigating the data analytics maturity curve: real-world insights’. Vaibhav Oberoi is a Senior data Engineer at Optum which is a health services and innovation company on a mission to help people live healthier lives and to help make the health system work better for everyone. Optum, part of the UnitedHealth Group family of businesses, is powering modern health care by connecting and serving the whole health system across 150 countries. They combine cutting-edge technology, the world’s largest health care database and vast expertise to improve health care delivery, quality and efficiency. Vaibhav, kindly presented a talk around ‘Data migration- using modern day tools.’ Unal Erbayraktar is a data solution architect at Transact Campus after spending being a SQL / DW / BI Developer at Sun Life Financial and spending over 5 years at the Kerry Group. Unal provided a talk during this event around ‘Microsoft Fabric, is it a game-changer?’. Marina Saric is a Recruitment Consultant within the Data/AI/ML space of Technology Recruitment at Harvey Nash Ireland. Since starting her recruiting career, she has facilitated the job search for many professionals, successfully delivering for diverse roles within the Technology space, from Junior to Director level positions. Her primary focus lies in the Data area, encompassing Data Engineering, Data Science, Data Analytics, Machine Learning, and Artificial Intelligence.

An invitation from the Department for Education & Nash Squared 14:30-16:30, Monday 16th October 3 Noble Street, London, EC2V 7EE Register here for the event. Nash Squared is excited to announce a new partnership with the Department for Education to support our mission to build the UK’s tech talent pipeline Last year’s annualDigital Leadership Report found 70% of tech leaders feel that a skills shortage prevents them from keeping up with the pace of change; the highest we have seen since we started reporting 24 years ago. The three most desired skillsets within tech are cybersecurity experts, big data analysts, and technical architects, meaning the competition for talent is higher than ever. That is why we are proud to be working with the Department for Education on T Levels – the next level qualification designed to catapult young people into the careers of tomorrow. T Levels are a rigorous further education route that allows young people between the ages of 16 and 19 to specialise in skills such as cyber security and software design through both academic study and on-the-job experience through an industry placement of at least 315 hours – approximately 45 days. The placement is at the heart of each T Level course. For students, it allows them to experience the world of work and put into practice the skills they have developed at school or college. For employers, it gives them early access to the very brightest young talent, helping to fill skills gaps and allowing them to inspire and shape the future of their industry. Nash Squared has been part of an influential group of employers involved in the development of the curriculum for the cyber security T Level pathway, and we are now excited to be taking our relationships with the Department for Education further as we help to build the number of employers offering T Level placements in England. We are therefore delighted to invite you to our official launch event on Monday 16th October from 14:30-16:30 at 3 Noble Street, EC2V 7EE, our City of London headquarters. This event will be an opportunity to hear more about the government’s plans for digital skills, including T Levels, the role you can play as an employer in supporting this, and how engagement in early talent development will help you get ahead of the game when it comes to filling your skills gaps and make you a more attractive and competitive employer. It will also be a chance to network with senior government figures, and high-profile members of London and the South East’s tech economy. The Minister of State for Skills, Apprenticeships and Higher Education, The Rt Hon. Robert Halfon MP, has confirmed his attendance. At a time when our industry is in desperate need of a sustainable solution to the talent shortage, Nash Squared is proud to be partnering with the Department for Education to bring together policy makers and tech employers from across the country to create a solution to this. We hope to see you on 16th October to find out more. Agenda 14:30 Arrival and networking 15:00 Minister of State address 15:15 Panel discussion on T Levels 15:35 Q&A 15:50 Coffee & cakes, networking 16:30 End Register here for the event.

Revolutionising Healthcare Through Technology Join David Savage, Technology Evangelist, as he delves into the transformative power of technology in the medical field. In this captivating documentary series, Tech Flix, Nash Squared—the global leader in technology and talent solutions—showcases groundbreaking innovations that are reshaping our world. Building on the phenomenal success of Nash Squared’s Tech Talks, one of Spotify's top 5% most shared podcasts, Tech Flix's debut episode highlights how cutting-edge medical technologies are significantly improving patient outcomes. Hosted by the insightful David Savage, the episode features enlightening interviews with industry pioneers: Dr. Atul Gupta, Chief Medical Officer for Philips, who shares his expertise on the latest advancements in medical imaging and patient care. Jack O’Meara, CEO and co-founder of Ochre Bio, discussing revolutionary biotech solutions for liver disease. Paula Hanford, CEO of PSC Support, offering her perspective on patient advocacy and support for those with primary sclerosing cholangitis. Embark on this journey to discover how technology and healthcare are converging to foster innovation and enhance lives. Don't miss out on this eye-opening exploration of the future of medicine! Tech Flix Tech Flix is an innovative and thought-provoking docuseries hosted by Nash Squared Tech Evangelist,David Savage, that delves deep into the dynamic world of technology, where cutting-edge innovation meets human ingenuity. In this captivating exploration, David embarks on a journey to unravel various aspects of the tech universe, from the pioneers shaping our digital future to the ethical dilemmas that arise in an ever-connected world.