Jamie Scott Low

Remote work is good for people, planet and profit 🙎 🪐 💰 and here are some excellent remote jobs currently available. 🇮🇪 Remote in IE 🇮🇪 1) Senior Android Engineer at Yelp —> https://lnkd.in/eR5RXxMN - Great employee benefits including things like a €150 monthly reimbursement to help cover #remoteworking expenses and €95 caregiver reimbursement to support dependent care for families. 2) Senior Customer Experience Engineer at Microsoft —> https://lnkd.in/eN-dKTUb - Microsoft are one of the largest global employers supporting #flexiblework and stand by their tagline "There is truly no “one size fits all.” and they have great transparency on roles. 🌐 Remote Global 🌐  3) HRC/EDD Manager at Binance —>  https://bit.ly/grbinance - Global team with 5,000+ employees, 100+ locations and 110+ nationalities with 300+ roles currently open - Flex Index Q4 2024 (https://lnkd.in/eNzYRcjK) says "68% of companies offer workplace flexibility" - Closer to home, Hays Ireland 🇮🇪 "Salary & Recruiting Trends Guide 2025" (https://lnkd.in/eBuzUtFs) has that number at 60% in Ireland. - Flexibility is here to stay. Rob Sadow Brian Elliott Nick Bloom Debbie Lovich Grow Remote

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Some really positive signs for the recruitment industry in Aprils market performance update from the Firefish Software Job Flow Index📈. TL;DR🚀: - Total volume of placements increased 28%. - Temp and Contract placements increased 38%. - Perm placements were down 3%. Further insights📖: - Jobs created increased 6% on the month. - Job Adverts were up 13%. - Perm Engineering placements were up by 18% as average Revenue per Recruiter grew 59% on the month. - Average Revenue per Recruiter in temp Construction increased by 54% and 38% in Blue Collar recruitment. More sector-specific performance🔮: - Explore here:  https://lnkd.in/ei_wDJzM

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Let’s dispel a bit of a rumor in recruiting. Above board recruiters will not inflate a candidate’s comp expectations to make more off a fee. Not only that, I am convinced this is rarely a REAL thing. We are so focused on client delivery, recruitment, and closure, so we will do what it takes to get a preferred candidate over the goal line. Giving a false impression of a candidate’s comp expectations is not part of that calculus. Sure, some niche and proven talent comes at a higher cost. That’s the market speaking. But a candidate’s expectations as I provide them to a client are exactly that. THEIR expectations. Not ours. Talentfoot Executive Search and Staffing

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Data insights every agency Owner/Director/Consultant in UK should know. Measuring the candidate experience throughout the entire hiring process is crucial to making more placements. If all you are doing is measuring those at the placement stage you are making less placements than you should be. You don't have believe me, but you should believe the data, the data doesn't lie (not that I do but the data is irrefutable). The data attached clearly shows that when you provide an exceptional experience throughout the entire process (which is how this data is collected on Recruiter Insider) fill rates sky rocket! Additionally when your clients get it right your chances of filling the job are also significantly higher. Our clients use this data to educate and help their clients and the results are clear, it works! Both the consultant and the hiring manager play a key role in ensuring the desired outcome is achieved. There are no short cuts! If you want to make more placements book a demo with us - https://lnkd.in/gJK_cpHv

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Are you #OpentoWork ? Have you been put off having the "Open to Work" banner on your profile because of what pseudo experts, that have never worked in recruitment, said in a post? I have seen a number of posts and reposts of so called experts creating click bait by saying the Open to Work banner is desperate. The Open to Work Banner was created by LinkedIn to help people that want a job to be seen, the same as #Hiring is used by employers to let people know they are hiring. Recruiters want to be able to find the people that are open to a new job. If you don't use the Open to Work Banner, our clients struggle to fill their vacancies and you struggle to get that great job we want to talk to you about. #LinkedIn was originally created to help people find a job through online networking, don't be put off by Social Media Guru that don't have a clue about recruitment. If you are unsure about your job search, talk to a recruiter, we are the experts after all.

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This time of year can be a tricky one... Summer is pretty much here and holiday season has begun, especially in Europe. However IBC is sneaking up on us and with budgets set - hiring needs have become pressing for many. The thing is throughout June, July and August recruitment process can slow down as people are in and out. To get ahead of this, it's worth considering: ☀️ Is everything signed off? Budget agreed? We don't want to loose time later. ☀️ When can interviews happen? Can interview rounds be scheduled in key stakeholders diaries sooner rather than later to avoid delays? ☀️ Keep candidates up to date. Most people don't mind waiting, but being out of the loop is far from ideal. ☀️Remember candidates have holidays too - plus they could also be juggling school holiday timetables. ☀️ If you want somebody in place for September you need to start the process now. #neuco #hiring #summerrecruitment

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💜 WE ARE HIRING 💜 Staffr is hiring! We're looking for 2 new team members to join us building something special 😎 What we need? ✅ x1 Delivery Consultant 🎯 You've been successful as a recruiter in the Tech space 🎯 Preferably placed candidates in the UK, Europe or the US 🎯 Looking to take your career to the next level ✅ x1 Delivery Trainee/Graduate 🎯 You are keen to work-hard, fail fast & forward and above all else, learn from one of the best delivery consultants I've worked with (Luke Owens) What's in it for you? 🤝 Retained & exclusive clients - PIPING HOT desks to walk into 🪴 Coaching/Mentorship - On-desk training with a high performing team ☀️ Unlimited holidays - We don't support burnout 🫶 Flexible working - WFH or our office in Ancoats & you choose your hours 💜 Weekly team lunches, monthly team activities & quarterly team holiday incentives 🚀 Working with some of the hottest/most disruptive SaaS companies backed by the biggest VC & PE firms in the world 🤯 💸 Top commission structure - up to 30% 😎 No d*ckhead policy - fail forward (together) 💰 Employee Stock Option Plan - you can own a piece of the pie 🏋️‍♀️ £100 a month health & well-being stipend - we want you to look after yourself 💻 Best in class tech-stack - we want to enable you 🤩 Mature culture - manage your schedule, full transparency, drive your own success In true fashion, always keen to qualify out than in. This isn't for you if: ❌ You don't do well in organised chaos (we are a start-up) ❌ You have an ego bigger than my fringe ❌ Wearing different hats or the odd long day isn't for you ❌ Collaboration isn't something you do well with If you're interested in a chat, get in touch with Sam Pavlou, Joe Hall or myself for a candid chat. 💥 If you know someone that could be right for this, we will pay a £500 referral fee 💥 #SaaSRecruitment #Hiring #Recruitment #Manchester Kate Morgan, Evie Tranmer

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Ever wondered about the hidden job market? Independent recruiters like us at CASALI Recruitment often have access to unadvertised job opportunities. These roles are exclusive and not listed on public job boards. Why? Because companies trust us to find the right fit without the noise of mass applications. We build strong relationships with both candidates and clients. This means we understand your skills and career goals, and can match you with roles that align perfectly. It's not just about filling a position; it's about finding the right opportunity for you. Curious about these hidden gems? Drop a comment or visit https://lnkd.in/ezCc3u9y to learn more. Let's find your next great opportunity together! #Recruitment #JobOpportunities #CareerGrowth

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Hiring Managers! Want to stand out against your local competitors?... I recently wrote a quick note on how the team here at ApplauseIT are using valuable data from our partners at Recruiter Insider, to assist our existing clients in standing out in the market (e.g. what are competitors doing differently to appeal to the most in-demand talent) Take a look at the piece, featured on my profile page! :)

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Last spots from our Customer Growth hiring event. This is a fantastic chance for any budding AEs in my network to learn about what makes this team so exceptional. Over the last 16 months I'd had the honour of helping to build this wonderful team but the team is still growing! Our Customer Growth team is laser-focused on helping our amazing customers extract more value from Klaviyo by adopting more of our powerful product suite. If you're passionate about driving growth and building relationships, this could be the perfect fit for you. At the event, you'll get to hear from the incredible Tessa McManus, our inspiring Sales Manager along with two of her top-performing team members: Kara Sandhu and Tom Le Lievre. Both Kara and Tom have had stellar years, helping our customers maximize their success with Klaviyo. Their insights, strategies, and stories are not to be missed! 💡 Whether you're curious about a career in Customer Growth, want to learn more about Klaviyo, or just interested in networking with some of the best, this event is for you. 📅 Event Details: (sign up via the linked post from Paul) 🎯 What to expect: Insights into our Customer Growth team, an opportunity to hear directly from the pros, and a chance to ask your burning questions. Don't miss this opportunity to take your career to the next level with Klaviyo. Hope to see you there! 🚀 #KlaviyoCareers #CustomerGrowth #SalesExcellence #AEOpportunity #WeAreHiring

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Last week, PGC Group released its highly anticipated and ultimate guide; "How to Start a Recruitment Agency in the USA." Whether you're tapping into the US remotely from your existing office, or scaling up operations by landing and expanding, it's critical that you set your operations and business up correctly so you're not unpicking any mistakes further down the line. Our latest guide shares insights from subject matter experts to help you get it right first time. Expert insights include: ⭐ Tapping into the US Market Remotely ⭐ Typical Roadmap on How to Start a Recruitment Agency in USA ⭐ US Terms of Business ⭐ US Taxation when Placing Candidates ⭐ Insurance for Starting a Recruitment Agency in the US ⭐ Foreign Exchange for Doing US Business ⭐ US Immigration Advice ⭐ Hiring Recruiters for Your US Agency ⭐ Choosing Your Target Markets Huge thank you to our trusted experts; Carla Roberts, Christy Woskobojnik, Arvinder Ubhi, Jack Lane-Matthews, Dominic Johns and Elliott Manning for their valued contributions. Take a look and download the report here....👇 https://lnkd.in/evW6Ccb7 If you're keen to discuss in more detail and want to speak to one of our US Expansion Consultants, book in a free strategy session below 📞 https://lnkd.in/eFVkshN7

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🚀For In-House TA leaders and Hiring Managers: How to save money and improve your company's bottom line Tell me if I'm wrong, but it seems to me that generalist tech and data recruitment has never been easier. It's understandable that agency owners want to maintain high fees for what is often straightforward work—just take a look at the typical agency business model to see why. The market has clearly spoken. Think about why we have we seen such a huge surge in the creation of in-house teams over the past few years? Because companies have started to reject high fees. With new technologies and platforms that facilitate sourcing, and given the low demand and high availability for skills, is there really any justification for paying an agency a 20% fee to hire a Senior Software Engineer or a BI Manager? If you need agency support for any generalist tech or data hires, www.intros.work can help. SimpliHire, our contingency service model costing just £5,995 per hire, with 2 weeks exclusivity preferred. However if that is not possible we're happy to compete against other agencies and prove that our service is the same, if not better and will ultimately end in you hiring a great match for your role. #TechRecruitment #DataHiring #ChangeTheGame #SimpliHire

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It's the start of a new week here at TalentVibe and we're kicking off with a new blog about the challenges of ED&I in Engineering. Check it out now and please feel free to share, comment, debate or highlight anything I've missed. https://lnkd.in/eX_i5d7a #Diversity #EDI #DiversityinEngineering #DiverseJobs #ProcessEngineers #EngineeringCareers #ProcessSafety #ProcessSafetyEngineers #EngineeringJobs

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Hiring support is not needed as we have an internal TA teams... This is something I hear often! Yes, using search firms is not always needed especially if your TA team are able to handle the workload. However, agencies do become necessary when: 👔 Hiring Executive Talent 📈 You're scaling at pace and your team do not have the resources or time to fulfil the demands 🔎 Niche skillsets - you are looking for a specialist, recruitment agencies typically have years of expertise in sourcing qualified candidates Partnering with executive search firms allows you to leverage their decades of hiring expertise, saving you time and resources. With established networks and pre-screening processes we ensure you are delivered highly-matched talent! #ExecutiveSearch ------------------------- If you’d like to discuss hiring Executives, Technology Leaders & Teams please do drop me a message or email at lauren@lhwpartners.com #ExecutiveSearch #CSuite #TechnologyLeaders

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RECRUITERS... What would you do if LinkedIn disappeared? In my latest video, I dive into a crucial question: What would you do if LinkedIn disappeared tomorrow? Here's my answer: I’d rely on my email list. But here's the kicker—it’s not about collecting random emails. It’s about curating a list of people who genuinely want to hear from you. Because if LinkedIn vanishes, the one asset you truly own is your email list. However, it's not just about gathering data. It's about building real relationships with your subscribers. This is what puts you in a position of power, free from reliance on any single platform. So, start gathering your own data today. Build a list that’s engaged and eager to connect with you. Watch the video to learn more about how to future-proof your connections and elevate your business strategy.

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

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Here is a list of the key reasons I’ve heard from agencies over the last 8 years that I actually agree with as to why measuring the candidate experience isn’t a priority for them right now. There isnt one! Not a single one. Candidates deserve the best service you can give and if you aren’t measuring it you can’t improve it. No one is perfect but we can all improve.

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3 x Biggest gripes of hiring managers with Recruitment Agencies. We speak to many hiring managers as you can imagine, as do our partners. Some of the biggest gripes companies have with us agents are: 1) The process with your recruiter is too complex. 2) The CV's they send you are not in line with the vacancy given 3) Candidates clearly off the mark. 4) All of the above make recruitment more difficult than helpful Looking for a new service provider? 😍Check out my testimonials here on LI. 👍Honesty 👍Integrity 👍Trust 👍Continual improvement 👍Results driven for you

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One of the most undervalued skills in recruitment is listening. It’s easy to assume that a candidate's CV speaks for them, but the reality is that some of the most talented individuals struggle to sell themselves. That’s where we come in. At ArchiTech Talent, we take the time to truly listen—not just to what candidates say, but to what they don’t say. This ability to understand their motivations, challenges, and goals allows us to make better matches. We don’t just fill positions; we build long-term relationships that benefit both candidates and clients. Our mission? To ensure that every placement we make is the right one—not just for now, but for the future. #ListenToTalent #BuildingRelationships #LongTermSuccess

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