<h4>Background on the client&nbsp;</h4>
 383 is a digital product studio that simplifies life by solving problems with powerful products. From developing future-proof digital strategies to defining and validating ideas, as well as creating industry-leading digital products, platforms, and services, their focus is on building the right thing and building it the right way. Their team consists of specialists in digital strategy, product management, UX and UI design, and engineering, all supported by project managers and client partners.&nbsp;
<h4>&nbsp;</h4>
<h4>The Challenge</h4>
 383 faced the urgent challenge of rapidly scaling their team to meet increasing demands across various levels and skill sets. They had an immediate requirement for two junior full-stack developers, two senior contractors (one for frontend and one for backend development), as well as one permanent senior frontend developer and one permanent senior backend developer.
Shortly after addressing these initial needs, the client required a lead permanent engineer and an additional senior contractor, which we were able to fill within just 24 hours. They also needed a senior UX designer on a contract basis to enhance their user experience capabilities. Through a strong partnership with SoC, we successfully filled a permanent quality assurance role with a junior hire.
As the collaboration progressed, the client expressed interest in exploratory roles, for which we provided support, including a permanent Salesforce lead and a contract Azure architect. All of these positions had tight timeframes, with permanent roles requiring three to four interviews.
We worked closely with the client to tailor and enhance their interview process, implementing an applicant tracking system (ATS) and coordinating shared calendars.
For the contract roles, we provided guidance on IR35 regulations and offered education around cost management, ensuring that all solutions stayed within the client&rsquo;s budget. CVs for candidates were sent within 12 hours of requests, and positions were filled within a maximum of three days, allowing new hires to start the following Monday.
<h4>&nbsp;</h4>
<h4>Key Data</h4>
 &bull; &nbsp; &nbsp;13 Placements in 18 months&nbsp; &bull; &nbsp; &nbsp;7 contract &ndash; all senior, 48- 72 hour turnaround, 24 hour on one occasion start to finish (2x extensions) &bull; &nbsp; &nbsp;6 perm &ndash; 2 senior, 1 lead, 3 junior &bull; &nbsp; &nbsp;90% fill rate across all roles &bull; &nbsp; &nbsp;Reduced time to hire&nbsp; &bull; &nbsp; &nbsp;Streamlined recruitment process to save hours of hiring manager time per role&nbsp;
&nbsp;
"I had the pleasure of working with Frazer from Spinks recruitment during my time as Head of Engineering at 383 Project. His expertise in tech recruitment was invaluable as he helped us find and place numerous permanent developers and contractors across various levels, from juniors to lead engineers.
What sets Frazer apart is his commitment to understanding the tech industry. He regularly attends local tech events, networking and staying current with the latest trends and technologies. This dedication gives him an excellent grasp of the Midlands tech scene, making him exceptionally adept at matching candidates to our specific needs.
Frazer's ability to find the right fit, often with incredibly tight turnarounds - even placing a candidate within 24 hours on one occasion - was impressive. His keen eye for talent and understanding of our requirements consistently resulted in high-quality placements.
I highly recommend Frazer for any tech-based recruitment needs. His industry knowledge, commitment to staying informed, and talent-matching skills make him an outstanding partner for tech companies looking to build strong teams."
&nbsp;
Andrew Yardley, Head of Engineering, 383

Take a look and see how we supported 383 with growing their internal tech team at supercharged speed.

Supporting growth for 383

ManyPets is a well-known pet insurance provider &ndash; but because of the hiring market, they were struggling to attract the right calibre and volume of candidates for roles focused on a niche tech stack (Python and Vue). The shortage of candidates with the desired skillset combined with the tech hiring market at the time meant recruitment was challenging and backlog of roles was building up.
Initially, ManyPets had just one internal recruiter and relied on an agency PSL of three. They were looking for roles across Software Engineering, Data, Cyber Security, Site Reliability Engineering, QA, Design, Product and Engineering Manager/Director etc, but only made one hire in six months using that model. Something wasn&rsquo;t quite working.
ManyPets sought our input on all parts of the hiring strategy: from asking for insight on skillset, to estimating time to hire. We also advised on contracts, and how and where to hire based on what we know about the market.
&nbsp;
<h4>Our solution&nbsp;</h4>
&nbsp;
We came on board to take ownership of these tough to fill roles, with our initial team consisting of one Talent Manager and one Talent Partner. By the end of us working together, the scope had increased so much that a team of six of us were embedded within ManyPets delivering on a much larger project.
With top tech candidates being in such high demand, many candidates wanted to work on a freelance basis to set their own working hours and be selective about projects. Candidates for the roles we were hiring for often like to work remotely too, so attracting them to an in-house role meant we had some work to do in terms of crafting a good package.
Candidates often get inundated by recruiters, so it was important to us that we took a different approach for ManyPets. We focused on building employer brand, forming relationships, and contributing communities as a way of getting on the radar of top talent.
We strategically aligned the ManyPets brand with conferences like BrumJS (the largest Javascript meetup in the UK) which they continue to sponsor, and represented them at TechMids conference.
By building their reputation in the community, we built trust as a result. Our view was to think long term: we needed to fill roles, but we also wanted to leave a legacy with ManyPets and prove to them they&rsquo;d made a good investment with us.
Another key part of our involvement was getting candidates over the line. At the time, many candidates were getting counteroffers; even if a candidate loved everything about an organisation, there was no guarantee they&rsquo;d take the role as it would depend on what their current company was prepared to offer in response to get them to stay.
We worked hard to understand what candidates truly wanted, because salaries were so crazy we needed to go beyond that. What was ManyPets&rsquo; purpose and mission? How were they championing tech for good? This was important for a lot of candidates.
When we got candidates to interview stage, we recognised that the process had room for improvement and we spotted opportunities to help make it more inclusive. We introduced video interviews (they were previously doing face to face interviews early on in the process) to reduce time and increase efficiency. We also considered neurodiversity and made suggestions on how to present job ad information in different formats, to improve accessibility and inclusivity.
We brought in additional sourcing tools including HackaJob &amp; Otta directly to the business. We also introducing a new testing platform (Codility) to offer the flexibility of custom testing, and marketing automation to increase efficiency.
We offered interview training for the hiring managers to hone their skills. Some of them had never interviewed people before, so we provided structure and advice to ensure clear decision making. We also handled communication with candidates on behalf of hiring managers. It was critical that these candidates were managed carefully, as many of them had counter-offers or other opportunities on the table that we needed to contend with.
We organised and delivered a hiring day for people from companies who went into administration to offer opportunity to local talent. It was an in-person meet and greet (and an alternative group virtual meeting) where hiring managers from different departments were available to talk about their division and how they operate. If anyone was interested in learning more or joining the team, we booked 121 follow ups to discuss roles and specifics. This was followed by a streamlined process to get the best talent into the business as soon as possible.
With the client&rsquo;s uncertainty around exact hiring needs, the unstable market and the specialist tech stack, headhunting was key to finding the right candidates. Utilising the talent pool was crucial; by not having any downtime and maintaining engagement, we created strong brand awareness among target candidates that will benefit ManyPets for years to come.
Having us as the dedicated team for tech and engineering hiring meant internal capacity increased, allowing the Head of Talent to focus on talent development, retention and talent strategy. By us having the sole focus on tech hiring, we were able to maximise the candidate experience, reduce time to hire and time to fill as well as talent pool top technical talent for the future.
<h4>&nbsp;</h4>
<h4>Results</h4>
&nbsp;
<ul>
<li>We placed a total of 99 roles over the three year project, with 67 permanent hires and 32 contract hires, whilst building a digital nomad team across Europe.</li>
<li>We achieved a 45% reduction in time to hire and a massive 625% growth in the tech team.</li>
<li>We successfully filled all senior manager and director positions with the precise skills needed; both technical and soft skills, to help build a truly cohesive leadership team and drive the business forward.</li>
<li>The average cost of hire was &pound;9,263 for Perm, and &pound;8,297 per hire for Contract, saving ManyPets a total of &pound;389,601 on agency fees.</li>
</ul>
&nbsp;

Working with ManyPets, we came onboard to develop a long-term hiring strategy to support with their growth plans.

Developing a hiring strategy for ManyPets

A stealth start-up tasked us with identifying a CTO who was able to build and lead the tech function in a stealth start up within the Blockchain Industry.
They were looking for an individual who is highly experienced with cryptocurrency and block chain, but one who also is comfortable with the chaos of a stealth start up.
The ideal person needed to be a strong technical expert, with a clear vision on how to steer the company forward, but also someone who can get stuck in!
<h4> Our Solution </h4>
Our experienced research team implemented&nbsp;a two-pronged strategy, which consisted of market mapping with analysis, paired with strategic headhunting and proactively&nbsp;sourcing individuals through our extensive network.
By utilising an agile process, the team&nbsp;provided the stealth start-up with weekly updates of candidate benchmarking and valuable insights into market dynamics.
&nbsp;
<h4>Key Results </h4>
In-depth screening interviews ensured an objective evaluation of candidates which translated to a strong shortlist of 5, resulting in a 100% shortlist to interview rate.
The entire search process was successfully concluded within a 10-week timeframe. The outcome of this search resulted in placing a highly successful CTO that aligned with the businesses core values and significantly contributed to the strength of the founding leadership team, which demonstrates our commitment to delivering successful outcomes with precision and efficiency.&nbsp;
&nbsp;
<h4>Key Data </h4>
&bull; The project ran over ten weeks, between March and mid May 2023.
&bull; We interviewed 21 potential candidates, which was cut down to a shortlist of five who went through to a first interview with the stealth start-up.
&bull; Three candidates then progressed onto the second interview stage, and two in the final third interview stage before a candidate was chosen for the position.
&nbsp;
&nbsp;
&ldquo;Anjali and Jack were instrumental in our search process for an ideal CTO to join our core team.&nbsp;The Spinks makes themselves constantly available to guide us, reply to all our questions and most importantly, put in the time and effort towards understanding our business model in order to help us find candidates that fit our needs
Their input and views on each candidate was extremely valuable to our team for making the final hiring decision. They are experts on working and finding talent specifically for Startups which is usually a complicated task.Their services are highly recommended to anyone starting a new business and looking for new roles to recruit.&uml; 
Eduardo Morrison Gomez, Co Founder, Stealth Start-up

We recently worked with a stealth start-up to identify a CTO who was able to build and lead their tech function in a stealth start up within the Blockchain Industry.

Hiring a high-level Blockchain CTO

<h4>The Challenge</h4>
VU.CITY tasked us with identifying a Chief Technology Officer (CTO) capable of navigating the dynamic landscape of a startup environment. 
They needed an individual not only comfortable with chaos but who thrives in it. The ideal candidate had to be more than just a technical expert; they needed to be an advocate for team cohesion, instilling a sense of unity and purpose within the technology team. 
Furthermore, it was crucial to find someone who passionately believed in the&nbsp;VU.CITY vision and could seamlessly spread this throughout the organisation. They emphasised the need for a leader with gravitas, someone whose presence would command respect and inspire confidence. 
The role would need a CTO capable of restructuring the technology strategy to align seamlessly with the company's evolving business&nbsp;objectives.
VU.CITY sought not just a leader but a visionary, someone who could offer innovative perspectives and steer the company towards new horizons.&nbsp;
&nbsp;
<h4>Our Solution</h4>
Our experienced research team implemented a two-pronged strategy, which consisted of market mapping with analysis, paired with strategic headhunting and proactively sourcing individuals through our extensive network. 
By utilising an agile process, the team provided VU.CITY with weekly updates of candidate benchmarking and valuable insights into market dynamics.
&nbsp;
<h4>Key Results</h4>
In-depth screening interviews ensured an objective evaluation of candidates which translated to a strong shortlist of 6 with detailed candidate reports, resulting in a 100% shortlist to interview rate. 
The entire search process was successfully concluded within a 6-week timeframe, reflecting a 40% reduction in the anticipated timeline. 
The outcome of this search resulted in placing&nbsp;a highly successful CTO that aligned with VU.CITY&rsquo;s core values and significantly contributed to the strength of VU.CITY's leadership team, which demonstrates our commitment to delivering successful outcomes with precision and efficiency.&nbsp;&nbsp;
&nbsp;
<h4>Key Data</h4>
<ul>
<li>The project ran over six weeks, between mid June and the end of July 2023.</li>
<li>We screened 24 potential candidates.</li>
<li>We interviewed 10 candidates, which was cut down to a shortlist of six who went through to a first interview with VU.CITY.</li>
<li>Three candidates then progressed onto the second interview stage, and two in the final third interview stage before a candidate was chosen for the position.</li>
</ul>

During a recent project with VU.CITY, we were tasked to identify a Chief Technology Officer (CTO) capable of navigating the dynamic landscape of a startup environment.

Sourcing a top CTO for Vu.City

Audoo. having successfully raised funding, needed to grow their internal team at an exponential rate with a number of different roles.
We had worked with Audoo previously with our Spinks contingent recruitment support, but brought in our embedded solution to ramp up growth.
<iframe src="https://www.youtube.com/embed/AcnEUrg1K9g?si=yx-E-XP-K06uigwb" width="560" height="314" allowfullscreen="allowfullscreen"></iframe>

Audoo. having successfully raised funding, needed to grow their internal team at an exponential rate with a number of different roles.

Audoo

Motor K needed support hiring for over 250 internal roles in their product and technology teams, so they brought in our embedded solution specifically for our technical expertise.
Watch our video below to learn more about our project and how we supported Motor K&rsquo;s long term growth.
&nbsp;
<iframe src="https://www.youtube.com/embed/bYJzQZ2ANEo?si=bl53dOFvwZeydVNp" width="560" height="314" allowfullscreen="allowfullscreen"></iframe>

Motor K needed support hiring for over 250 internal roles in their product and technology teams, so they brought in our embedded solution specifically for our technical expertise.

Motor K

To support with Moteefe&rsquo;s growth of over 9000%, we used our embedded talent solution to ensure hiring targets were hit.
Moteefe were struggling to match the demand of speed and volume of hires which the business demanded, and our solution successfully helped to support this demand.
&nbsp;
<iframe src="https://www.youtube.com/embed/YCouAuIAMRY?si=DHvFVnL04nfCi3Fv" width="560" height="314" allowfullscreen="allowfullscreen"></iframe>

To support with Moteefe’s growth of over 9000%, we used our embedded talent solution to ensure hiring targets were hit.

Moteefe

In 2021, Spinks on Site supported Evergreen Energy to hire roles for their internal tech team, focusing on specific roles including Principle Developers and UX Designers.
Watch our video below to learn more about the project and how our embedded solution successfully supported with their growth.
&nbsp;
<iframe src="https://www.youtube.com/embed/EyxMEkb5j4w?si=T_vLOSyNGPLk3UIv" width="560" height="314" allowfullscreen="allowfullscreen"></iframe>

In 2021, Spinks on Site supported Evergreen Energy to hire roles for their internal tech team, focusing on specific roles including Principle Developers and UX Designers.

Evergreen Energy

<h2>The Challenge</h2>
At the point of collaboration, VU.CITY was looking to grow significantly but had limited success attracting the right people in an increasingly competitive market.
The biggest challenge for VU.CITY was that all recruitment and activities were managed by the hiring managers themselves who have their own day-to-day responsibilities; this resulted in less than ideal hiring practices.
Consequently, VU.CITY enlisted the help of Spinks on Site, to help drive its growth and talent acquisition functions.
&nbsp;
<h2>Our Solution</h2>
The first priority for the Spinks on Site team was to conduct a comprehensive diagnostic discovery before project commencement which highlighted the areas benefitting from immediate focus. After the discovery, an initial plan was drawn up to ensure the project kicked off as seamlessly as possible.
The Spinks on Site team for VU.CITY consisted of three people &ndash; a Senior Talent Manager, a Talent Partner and a Coordinator.
In a world where remote working is steadily becoming the norm, the Spinks on Site Senior TM was onsite at the VU.CITY offices as much as possible. This would be crucial to ensuring a solid and trusted relationship formed between the client, its colleagues and Spinks on Site.
To ensure candidates were managed efficiently, Spinks on Site introduced an applicant tracking system (ATS) in the form of Recruitee. Acting as the nucleus for every hiring and recruitment project, Recruitee allows VU.CITY to plan and oversee each new hire with transparency and ease. Candidates benefit from an improved experience through consistent communications and timely management while VU.CITY benefits from the complete ownership and awareness of every hiring project.
Evaluations and scorecards were introduced to remove any bias in decision making and are an integral part of the newly developed VU.CITY hiring journey. Diversity and inclusion are cornerstones of the VU.CITY mission and ensuring any form of bias is removed from hiring is vital.
The recruitment function was centralised and taken out of the hands of individual hiring managers at VU.CITY. This meant they could still secure the talent they needed while having more time to focus on their core roles and responsibilities. Recruitment and talent attraction were achieved through a multichannel approach. A combination of job boards, LinkedIn and leveraging Spinks&rsquo; already comprehensive network meant the 14 roles were successfully filled and an additional 7, taking the total to 21 &ndash; a 50% increase.
In summary, the Spinks on Site team became part of VU.CITY and were able to exceed their recruitment targets while developing a lasting recruitment infrastructure for the organisation during the 6-month project.
&nbsp;
<h2>Results</h2>
<ul>
<li>Tasked with filling 14 roles, which we successfully filled &ndash; 21 (50% increase) over a 6 month period.</li>
<li>We developed a cutting-edge and centralised recruitment process for them to use for the long-term.</li>
<li>We freed up time for senior figures and hiring managers to invest back into the business.</li>
<li>Delivered an improved and more consistent experience for candidates</li>
<li>Introduced a new &lsquo;way of working&rsquo; with technology at the forefront.</li>
<li>Implemented and taught best use of new ATS (Recruitee).</li>
<li>Helped identify potential issues within the corporate culture, helping to plan for the future.</li>
<li>Provided lasting change through the delivery of the VU.CITY hiring journey.</li>
</ul>

<div class="case-study-figure">
<h2 class="figure-value" style="text-align: center;">21</h2>
total roles filled in 6-months
&nbsp;
</div>
<div class="case-study-figure">
<h2 class="figure-value" style="text-align: center;">1</h2>
new recruitment system implemented
</div>

Our team became part of VU.CITY and were able to exceed their recruitment targets while developing a lasting recruitment infrastructure for the organisation during the 6-month project.

Attracting the right talent for Vu.City

<div class="layoutArea">
<div class="column">
<h2>The Challenge</h2>
For our collaboration with Couchbase, Spinks on Site were brought onboard to hire tech talent for roles located in Manchester, with scope for 30 total hires. To anticipate the number of hires they needed, we developed a graduate programme which created an opportunity for us to hire and onboard quality talent at speed.
</div>
<h2>&nbsp;</h2>
<h2>Our Solution</h2>
At project launch, we built and nurtured relationships with universities that aligned closely with Couchbase&rsquo;s offering and that were able to offer the right talent for the programme. Our initial research at this stage included understanding the modules and skills that were being taught at each university and understanding how closely aligned they were with what Couchbase needed to deliver its solutions to the market.
As part of our solution, our team supported outreach by improving the overall awareness of Couchbase as a brand, developing their employer brand, ensuring they were effectively advertising on career pages and using their social media channels to successfully push the graduate programme to potential candidates. We also developed a direct search attraction strategy that included both an inbound and outbound approach to bring in top tech talent into the programme. In order to develop this successfully, we mapped out top recruitment technology that we were able to leverage to help streamline our approach and better connect with early careers talent.
Spinks on Site supported Couchbase with the day-to-day recruitment of candidates into the graduate programme, as well as supporting with the onboarding period. We also ran a free consultancy for their internal talent team where we discussed both pre onboarding and onboarding best practice and created a pathway for them to follow to ensure the talent we hired stayed within their business for the long-term. This was especially important as several candidates that were hired had a long wait to start, so it was essential to keep them updated and engaged with the brand over time.
During our initial three-month project building the graduate programme, we worked with the Couchbase team to develop their longer-term recruitment process and established a successful recruitment toolkit for them to use so that they were able to successfully scale their team for future projects.
We hired a total of 36 candidates onto the Couchbase graduate programme in just three months. By using Spinks on Site to hire their talent, we saved Couchbase &pound;1,480 per hire on agency fees, with a total cost saving of &pound;53,250 over the course of the project.
Due to this initial success, we were then asked to extend our Spinks on Site solution to support with the recruitment of their engineering team, with roles based across the UK, US, Europe and Israel. During this project, we hired a total of 13 senior engineering roles, including a Senior Product Manager and a Senior Product Security Engineer. During this project, we saved Couchbase a total of &pound;7,125.32 per hire on agency fees.
Following this successful project completion, we supported Couchbase with recruitment for senior language-based sales representatives. During this project, we hired 17 senior sales talent, including multiple French and Spanish speaking Sales Development Representatives and an Enterprise Sales Representative. By using Spinks on Site to hire their senior language-based sales roles, Couchbase saved a total of &pound;181,440 on agency fees. For our quality of work over the three recruitment projects, on our CSAT Scores, Couchbase rated Spinks on Site a 5 out of 5 regarding our impact on their recruitment needs, and a 9.3/10 on the quality of service provided by our embedded Spinks on Site team. Over the course of the three projects, we hired 66 roles for Couchbase with a total saving of &pound;248,105 on agency fees.
We are continuing to support Couchbase on several projects, hiring sales roles across the EMEA regions.
&nbsp;
</div>
<h2>Results</h2>
<ul>
<li>In our first project with Couchbase, launching the graduate programme enabled us to hire a total of 36 candidates in just 3 months, after only scoping for 30 in the initial planning process.</li>
<li>Spinks on Site saved Couchbase a total of &pound;53,250 by launching the graduate programme and using this to hire the right talent at speed.</li>
<li>Across our three projects with Couchbase, we saved them a total of &pound;248,105 on agency fees.</li>
<li>Our desk mentorship programmes and recruitment workshops helped to improve the confidence of the internal talent team and better leveraged their recruitment potential, allowing them to improve their long-term recruitment outcomes.</li>
<li>We improved their overall talent function by acting as a &lsquo;value add consultancy&rsquo;, with Couchbase requesting Spinks on Site to work with them for future projects.</li>
</ul>

<div class="case-study-figure">
<h2 class="figure-value" style="text-align: center;">&pound;248,105</h2>
saved on agency fees
&nbsp;
</div>
<div class="case-study-figure">
<h2 class="figure-value" style="text-align: center;">66</h2>
total hires across three new projects
&nbsp;
<h2 class="figure-value" style="text-align: center;">5/5</h2>
impact on their recruitment needs
</div>

For our collaboration with Couchbase, Spinks on Site were brought onboard to hire tech talent for roles located in Manchester, with scope for 30 total hires.

Supporting growth for Couchbase

<h2>The Challenge</h2>
Prior to our partnership, Aptitude relied heavily on external recruitment agencies to hire, which was an extremely costly and time consuming method of attracting talent. Aptitude wanted to ensure they were getting the most value from their internal talent acquisition team by upskilling them in order to reduce overall spend. It was also clear that they needed to reduce the amount of time that was being spent on recruitment by their hiring managers, so they could focus on their own roles and ensure they were driving the business forward.
To ensure their internal talent acquisition team reached their full potential and were delivering value to the business, we identified that there was a real need for them to develop new skills and nurture their own development.
&nbsp;
<h2>Our Solution</h2>
Spinks on Site were responsible for the full end-to-end design and creation of the new recruitment process; upskilling in certain key areas and ensuring all contact from external agencies was managed by the internal talent acquisition team.
Although some businesses are afraid that embedded talent partners do this to restrict access, we used this strategy to provide consistency, which enabled us to push agencies harder and allowed the internal team more time to deliver tasks which brought value to the business.
Before launching the new recruitment process, we worked with Aptitude&rsquo;s Chief People Officer, Jennie Mead, to understand the main pain points their internal team were experiencing with their initial recruitment setup. During this discussion, Jennie highlighted that they were spending a lot of budget on hiring talent through their recruitment agencies&mdash;so as part of our initial targets we set a goal of reducing their agency spend on all global hires via direct sourcing by 20%.
After setting initial targets, the next stage of our solution involved ensuring all parties involved in the new recruitment setup, from hiring managers, Aptitude&rsquo;s talent acquisition team and 3rd party recruitment agencies were aware of the long-term advantages of upskilling the internal team and moving management of external agencies in house&mdash;this was key for successful implementation.
We then began upskilling the internal team. To launch, we hosted an offsite workshop with the Aptitude team. The workshop focused on sourcing techniques with our very own Spinks On Site sourcing methodology. We then hosted a talent maturity workshop, in which we evaluated their talent function setup, it&rsquo;s strengths and weaknesses, and their long-term goals and objectives so that we could work to effectively mature their function in 2023 whilst delivering hard to fill roles.
As part of the longer-term development of the internal talent team, we focused heavily on utilising informal desk mentorship programmes to nurture their skills, with a focus on improving their candidate sourcing via LinkedIn.
Recruiter as well as developing their overall candidate qualification skills. We also hosted an additional workshop, focusing on &lsquo;Live Sourcing&rsquo;, providing the internal team with the opportunity to put pen to paper with their newfound skills, which helped them to retain key information. Additionally, Spinks on Site successfully implemented their ATS (Applicant Tracking Software) for the UK, which led to a global adoption in which we supported with migration and training of their internal teams.
For our quality of work across the project, Aptitude rated Spinks on Site a 9/10 on overall customer satisfaction, a 4.4/5 on our impact on their recruitment and a 4.7/5 on being heard and listened. Over the course of the project, we hired several roles and reduced their overall agency spend on all global hires via direct sourcing by 20%.
&nbsp;
<h2>Results</h2>
<ul>
<li>Our solution improved Aptitude&rsquo;s overall recruitment strategy, ensuring they successfully hit their 2022/23 talent acquisition objectives and increased their inbound hires.</li>
<li>Our solution ensured they reduced overall agency spend on all global hires via direct sourcing by at least 20%.</li>
<li>Their talent acquisition team now have the required skillset to source directly, which, having reported greater confidence as a result of our desk mentorship programmes led by our Senior Talent Manager, will ensure agency spend in the longer term is kept to a minimum.</li>
<li>Our solution also had a positive impact on their overall candidate experience, with direct communication between candidates and internal talent teams leading to more transparent and efficient communication throughout the hiring process. This has, in turn, created a faster and more streamlined hiring process, leaving a positive impression on potential candidates.</li>
<li>Aptitude&rsquo;s internal talent teams now have a deeper understanding of their company culture, vision and values, which has enabled them to better communicate their employer brand to potential candidates.</li>
</ul>

<div class="case-study-figure">
<h2 class="figure-value" style="text-align: center;">20%</h2>
reduced spend on agency fees on all global hires via direct sourcing
&nbsp;
</div>
<div class="case-study-figure">
<h2 class="figure-value" style="text-align: center;">2022/23</h2>
talent acquisition targets hit
</div>

We were responsible for the full end-to-end design and creation of the new recruitment process; upskilling in certain key areas and ensuring all contact from external agencies was managed by the internal talent acquisition team.

Improving internal value with Aptitude

Not Found

Download this guide to access practical tips that will help you secure the best Greentech talent.

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About Us

We're passionate about what we do. Whether you're looking to hire at scale or just need a small number of new employees to help you reach that next milestone, we lean on our expertise in talent acquisition to find the right people for your business.

Recruiting the right talent for your business.

As specialist experts in recruitment for start-up and scale-up business, we are backed by Nash Squared, and specialise in recruiting for a range of different sectors. Using our expertise within the market, we're able to draw on a wide range of information and data to bring you insights into the latest hiring trends, in-demand skills and salaries &ndash; allowing you to make data-led and informed hiring decisions.

We're located in the UK, across Europe and the US and, like our start-up and scale-up clients, we're continuing to expand month on month. The Spinks team connect many of the world's top innovators with highly skilled and diverse talent. We focus on people with growth mindsets to help accelerate and fuel your growth.

What you need to know about Spinks.

Our talented recruitment team are passionate about finding you the right people for your business. Experienced in a range of industries within the start-up, scale-up space, their commitment and results-driven approach will support you in delivering on your growth plans.

Meet the team.

Case Studies.

We're passionate about Diversity and Inclusion. It's the DNA that binds us all together, ensuring we create an enviroment where our team feel that they belong.

Diversity and Inclusion.

We are immensely proud to be recognised as a Hive Employee Voice certified business for our ongoing commitment to continually improve our employee experience through the power of our employees&rsquo; voice.

We are Hive Employee Voice Certified.

You might have a question or two, want to work with us on your growth journey or just fancy saying hello&hellip; we&rsquo;d love to hear from you.

Say hello!

Latest News.

Latest Posts

More case studies.

Contact Us

You might have a question or two, want to work with us on your growth journey or just fancy saying hello...we'd love to hear from you.

Contractor recruitment.

Whether you're an established business or looking to scale-up in the near future, flexibility and reliability are crucial on your journey.

Contractors offer you the ability to get key talent through the door, up to speed and to start producing results incredibly quickly.

Here at Spinks, we have over 30+ years of experience in placing contractors across the globe. Our networks are unrivalled, meaning we can draw upon key skills quickly to meet your needs. Our end-to-end contract services management saves you time and money. Essentially, we manage everything, from onboarding, compliance and payroll so you don't have to.

Our dedicated contractor team really are experts. Specialising in tech verticals, they excel in finding you the best skills the market has to offer.

<h3>Contractors: your ingredient for growth</h3> Speed and flexibility is key when it comes to getting contractors on board. We know just how important it is to find you exceptional talent that can get up to speed and start delivering results quickly.&nbsp; And we also know that things change. Should one of your projects start to overrun -&nbsp;and you need to get the job done quickly - we work with you to deploy a contractor from our talent network at speed and ensure you benefit from their experience and skillset and get the project over the line. Likewise, if you don't have the skills internally to deliver on a key business goal, we can provide you with contingent resource to get it done.

Contractors work on a time and materials basis; this means you’ll know exactly how much someone will cost for the duration, unsurprisingly (but helpfully) this makes forecasting and cash flow much easier to manage. Perhaps you’ve grown rather accustomed to your contractor and it’s mutual... again, no problem. It’s not uncommon for contractors to become permanent members of staff after the project is complete.&nbsp; Either short term or long term - contractors can be options for both.

Why choose Spinks?

You might have a question or two, want to work with us on your growth journey or just fancy saying hello… we’d love to hear from you.

Diversity and inclusion.

<ul class="custom-ul"><li class="custom-li senary-color-primary-bg">Celebrate our differences; and recognise the benefit that those differences bring to our business.</li><li class="custom-li senary-color-primary-bg">Have consistent global approach to D,E&amp;I; which delivers sustainable outcomes and enables all our people to feel respected and valued for who they are and what they do.</li><li class="custom-li senary-color-primary-bg">Our leaders, managers and colleague's role-model inclusive behaviours; which permeate through our business internally &amp; externally.</li></ul>

Our diversity promise is to:

<ul class="custom-ul"><li class="custom-li secondary-color-primary-bg">Measuring sentiment across the organisation through our twice-yearly employee engagement survey and giving people a voice so that we can listen and act on that feedback.</li><li class="custom-li secondary-color-primary-bg">Providing a safe environment for our colleagues to connect, share ideas, educate and influence visibility through our Employee Resource Groups.</li><li class="custom-li secondary-color-primary-bg">Reporting Globally on our Gender split and implementing actions to support improvements at a senior level through balanced shortlists, talent programmes and mentoring.</li></ul>

We know that to deliver on our Diversity Promise we need to keep continually improving which is why our promise is delivered through our actions, including:

Delivering our promises.

Our partners.

<div class="blog-listing-excerpt">Join us for an engaging roundtable discussion hosted by industry experts from Spinks at our head office in London on the 5th June, where we will be delving into the exciting world of Greentech scaleups.&nbsp;</div>

Secure your place&nbsp;

Join us for an engaging roundtable discussion hosted by industry experts from Spinks at our head office in London on the 19th November, involving discussions around some of the challenges leaders face and how we can overcome these to create positive, high performing teams.

Secure your place

Find Talent.

Our team can strategically plan your next recruits or, simply put, jump straight in and start hiring the best people for the positions you’ve already earmarked.

Whether it's a specific role or an entire team, we partner with you to identify the right solution that will deliver you the very best results.

Accelerate your growth with our recruitment solutions

As specialists across the key tech markets, we can strategically plan your next recruits or simply jump straight in and start hiring the best permanent talent to fuel your growth.&nbsp; We work with you to understand your business culture, vision and the skills your team need to source the right talent for your business so they can hit the ground running and help your business to scale-up.

Permanent.

Contractors aren’t always top of mind when considering hiring strategies however, they can provide an unrivalled boost to team performance and productivity - this is particularly useful when looking to get a project over the line or test a service before an important launch date.​&nbsp; No matter the project or the length of time a contractor is needed, we don't just source the right people, we manage all aspects from onboarding to payroll, saving you time and money.

<h2>Contract.</h2>

Our Spinks on Site solution provides you with a quickly deployable Talent Acquisition team who will not only help attract the talent needed for growth but help define proceses and strategy to ensure that growth is achieved, retained and sustained. We supercharge outcomes by placing our experienced Talent Managers within your business, managing all aspects of the recruitment process, from attraction and screening through to onboarding. Recruiting talent this way ensures consistency, efficiency and most importantly, a first-rate candidate experience.

If that wasn’t enough, our embedded talent approach offers flexibility, scaling up or down to meet growth demands.

<h2>Embedded.</h2>

If you're looking to evolve your leadership team, our Leadership Search is for you.&nbsp;

Whether you're a scale-up or fast-growth organisation, we connect you with the very best leaders, providing you with talent that will supercharge your growth, share vital industry knowledge and help you secure that all important next level of funding.

<h2>Leadership Search.</h2>

<h2>Say hello!</h2>

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Fuel your growthas a Greentech scale-up.

In a world where Green Tech is experiencing unprecedented growth fuelled by heightened global climate concerns and technological advancements, here at Spinks we aim to support you in leading the charge towards a sustainable future.&nbsp;As you strive to meet ambitious long-term growth targets, we know the competition for the very best tech talent can be fierce.&nbsp;&nbsp;At Spinks, we recognise the importance of securing the very best talent to propel your business to the next level, maintaining your competitive edge and ensuring you reach your full growth potential.&nbsp;That’s why we are pioneers for change.&nbsp;We work alongside you, saving you time and money and ensuring you get the very best candidates to support your growth plans as you continue to make a positive difference to the world we live in.

The future is green.

Why Spinks?

We specialise in connecting innovate FinTech scaleups with exceptional tech talent. Our consultants, who are passionate about FinTech, are skilled at tailoring our services to meet your specific requirements.&nbsp;As the FinTech industry continues to grow and evolve, the demand for highly skilled technical professionals will continue to increase. Our in-depth knowledge of the market and extensive network of tech professionals positions us to be your long-term talent partner, fueling your growth and helping you achieve your long-term objectives.

Whether you need a whole team of new developers or a single C-Suite leadership hire, our range of recruitment services can help you find the right talent at the right time.&nbsp;By partnering with us, you'll reduce your hiring time, save money, and onboard the right talent at the right time.

Resources.

Find out how we can help

The trusted talent partner for

We are Spinks.

&nbsp;The people you hire shape the success of your business.&nbsp;We provide fast-growth businesses with the support they need to find the right talent at the right time, connecting many of the world's top innovators with highly skilled and diverse tech talent, helping to fuel their growth.

Find the right tech talent

&nbsp;Wherever you are in your career journey, we are here to help you take the next exciting step.&nbsp;For over 35 years, we've supported thousands of people just like you take their career to the next level.&nbsp;So are you ready for your next adventure?

Find your next role

Connecting fast-growth organisations with exceptional talent.

<h3>What is IR35?</h3>IR35 isn&rsquo;t new. It was introduced by the UK government in 2000 to address concerns that workers who were providing their services through intermediaries (such as limited companies) were, in some instances, &lsquo;disguised employees&rsquo; and were therefore avoiding paying employee income tax and national insurance contributions.&nbsp;With the introduction of IR35 these individuals are now classed in one of two ways. Where they are &lsquo;inside&rsquo; IR35, PAYE deductions must be made from the entire contract income as if they are an employee.&nbsp;Where they are &lsquo;outside' IR35 their work is classed as a genuine service, in business on its own account, and not subject to the same tax treatment as employees.&nbsp;<h3>Why are people talking about it now?</h3>Up until 2017 the legal responsibility for defining whether a placement is inside or outside IR35 was with the worker themselves.&nbsp;In April 2017 that responsibility switched to the client. This was limited to the public sector, but it is probable that this will extend to the majority of the private sector from April 2020.&nbsp;<h3>What is the risk and responsibility for companies?</h3>In a nutshell, companies will need to assess their workforce and determine whether each role is inside or outside IR35. The legislation states that all companies must take &lsquo;reasonable care&rsquo; when assessing, simply classifying every role the same way will not work. You can visit the government&rsquo;s <a href="https://www.gov.uk/guidance/understanding-off-payroll-working-ir35" target="_blank" rel="noopener">IR35 web page here</a>, and <a href="https://www.gov.uk/guidance/check-employment-status-for-tax" target="_blank" rel="noopener">see its assessment tool (CEST)</a> here.&nbsp;If a non-compliant procedure is followed the financial penalties can be significant. Just as importantly, your non-pay rolled workforce may also be concerned by this change, and ensuring you engage with this important group will be key to ensuring you retain your supply of talent.&nbsp;The good news is there is still time, and support available to help. And, in our view, this change is not as &lsquo;cataclysmic&rsquo; as some might suggest.&nbsp;<h3>What can you do right now?</h3>Right now, the government is still finalising the detail of the legislation, but it is critical to begin to plan now. This is what we&rsquo;d recommend:&nbsp;1. Conduct an AuditUnderstand who your contingent workers are, how are they engaged, what the contracts look like, how they are paid and what the associated risks are&nbsp;2. Engage StakeholdersEngage with your contractors, managers and agencies to tell them what you are doing and how you can work together.&nbsp;3. Assign ResponsibilityBuild a steering team with responsibility and accountability to oversee the change programme and gain sponsorship.&nbsp;<h3>How can Spinks help?</h3>We are conducting Discovery Meetings with all our clients . We want to help them, and the contractors working for them, plan for this important change. This is entirely free of charge, and typically would include:&nbsp;<ul><li>Explaining the legislation in more detail</li><li>Helping shape a response plan</li><li>Providing our opinion based on our previous experience, especially in the public sector</li></ul>&nbsp;Spinks also have a wide number of services that can support your needs, ranging from Contractor Audits, to Statement of Work to Outsourcing. We do however believe for most organisations, relatively simple, well thought through changes will bring them in line with legislation.&nbsp;<h3>What is Spinks' experience?</h3>There are few organisations who know this space better than Spinks does. As part of Nash Squared, we have managed tens of thousands of contractors and service providers in a highly compliant way for over three decades, working in some of the most rigorous and regulated sectors.&nbsp;During 2017 we helped many of our major public sector clients, and thousands of contractors, deal with the IR35 changes. We also have a wide range of experience working in other countries that have implemented very similar legislation (for example the 2016 DBA Act in the Netherlands).&nbsp;In addition, we run webinars, conduct research and write articles on this topic. Our insights and opinions have been quoted in the Financial Times, Computer Weekly as well as contractor press.&nbsp;For more information around contracts or IR35, contact our resident expert <a href="mailto:rob.pestridge@wearespinks.com" target="_blank" rel="noopener">Rob Pestridge here.</a>&nbsp;<h2>&nbsp;</h2>

IR35.

<h3>Apply today.</h3>

Ready for your new role?

Want us to find a job for you? Send us your CV and we'll find you the most suitable role.&nbsp;By completing this form you are agreeing to the storage of your data so that we can contact you with information on our relevant roles.

Send us your CV

What our candidates say.

Head of Talent

Join our team.

Throughout the years, Spinks has been joined by a diverse bunch - from footballers to archaeologists, gardeners to actors and Olympians to ballerinas - and all have brought one common interest ... TECH! Each individual has demonstrated their own personal passion for all things tech, along with respect, honesty and trust to the people around them. Couple that with a drive to succeed, that's what we look for!

You'll be partnering with start-up and scale-up businesses that have a real clarity of purpose, whose goals are to change our world for the better through technology. If you want to hear more about our current opportunities please get in touch with us below!

Are you keen to join a team where you&rsquo;ll be in full control of your own personal career development, as well as the innovation and growth of our business?

Join Spinks

Leadership search.

As you scale, having the right leadership team in place is critical to your long-term growth and success. But how do you know what type of leader you need or where to find them? At Spinks, our experienced consultants work with you identify exactly the type of leader you need, whether that's Fractional, Interim or Permanent. We then find and recruit the best person who will bring fresh perspectives and experience to fuel your growth.

We know that finding the right leader for your business is critical for your growth - and getting them in quickly is just as important.&nbsp;Our Leadership Search solutions are designed specifically&nbsp;for scale-up and fast-growth organisations looking for the perfect fit for their leadership function. We find the very best talent that fits your culture, vision and long-term goals. We're transparent; understanding your current needs and advising you on the best route for securing the leadership skills you need. We know searching for leadership roles can be time-consuming - so we take that pain away, allowing you to focus on doing what you do best.

Through our Leadership Search function, we utilise our networks and lean on our headhunting expertise to source the most suitable leaders for your business, delivering a concise shortlist so you can compare top talent and identify the perfect individual for your business.&nbsp; We've built a strong community of fractional, interim and permanent leaders which means we can find you the perfect leadership talent much quicker than traditional executive firms.

Meet our team.

Our talented recruitment team are passionate about finding you the right people for your business. Experienced in a range of industries within the start-up, scale-up space, their commitment and results-driven approach will support you in delivering on your growth plans.

We work with the best so you can recruit the best.

<div class="title-container d-flex flex-fill flex-column">Download our DLR Pulse Survey which discusses the current trends of digital leaders.</div>

Our group.

Our awards.

Our partnerships.

Our specialisms.

Our commitment to understanding the unique demands of each industry allows us to deliver tailored solutions to our clients, and allows our expert talent team to source skilled professionals who fit your business.

Our approach focuses on building lasting partnerships. We go beyond matching CV&rsquo;s to job descriptions; we connect organisations with individuals who bring long-lasting value to your business.

Navigating the dynamic landscape of recruitment, we recognise that different sectors demand specific skills, experiences, and expertise.

Take a look at just some of the industries we recruit in:

<div class="title-container d-flex flex-fill flex-column">YouEqualTech is back on London Tech Week this June, with our latest event exploring all things Green!</div>

Permanent recruitment.

When it's time to scale up, we help you recruit key permanent talent that will help fuel your growth across key tech markets, saving you time and money.&nbsp;Our experienced consultants work with you to understand your business culture, vision and the skills your team need to hire the right talent for your business so they can hit the ground running and help your business to scale-up.

We are experts in connecting you with the very best talent to help you grow.&nbsp;We're dedicated scale-up organisation and understand the importance of speed whilst ensuring future employees have the skills, passion AND cultural fit to drive your business forward.&nbsp;Our unique market insights and strong tech talent networks means we excel at delivering hard-to-find talent that others can't.

We're specialists in recuriting for Software Engineering, DevOps, Data, Infrastructure, Cyber Security, Technical Sales, Product &amp; Design and Business Change roles (to name a few!).&nbsp;We're also champions of diversity, equity and inclusion.&nbsp;We'll help you reduce your time to hire, freeing up important resources so you can focus on other priorities.&nbsp;&nbsp;

Download now

Privacy and Policies

Latest posts.

Say hello

Join us for an engaging roundtable discussion hosted by industry experts from Spinks at our head office in London on the 5th June, where we will be delving into the exciting world of Greentech scaleups.

Here at Spinks, our expert team of experienced recruitment professionals are specialists in sourcing and recruiting the very best tech talent &ndash; from developers, testers and C-Suite leaders &ndash; into fast growth CleanTech businesses.&nbsp;We know your industry is competitive &ndash; and as it continues to grow and evolve, the demand for highly skilled tech professionals will continue to increase.&nbsp;

We are experts in sourcing and recruiting the very best tech talent to support your growth as a fast-growth Ecommerce business.&nbsp;Our specialised market knowledge and strong tech talent networks means we excel at delivering hard-to-find talent that others can't.

We specialise in connecting fast-growth EdTech scale-ups with high-level technology talent, sourcing and recruiting from our pool of candidates to support growth within the industry.&nbsp;Our specialised market knowledge and strong tech talent networks means we excel at delivering hard-to-find talent that others can't.&nbsp;Whether you need a whole team of new developers or a single C-Suite leadership hire, our range of recruitment services can help you find the right talent at the right time.

We are experts in connecting innovative Green Tech scale-ups with the very best tech talent. Our Green Tech focused consultants are driven by their passion for sustainability and are experts at evolving our solutions to match your needs.&nbsp; Our unique market insights and strong tech talent networks means we excel at delivering hard-to-find talent that others can't.

Our experienced recruitment team are experts in sourcing and recruiting the very best tech talent to support your growth within the HealthTech industry.&nbsp;Our specialised market knowledge and strong tech talent networks means we excel at delivering hard-to-find talent that others can't.

We are experts in sourcing and recruiting the very best tech talent to support your growth within the InsurTech industry.&nbsp;Our specialised market knowledge and strong tech talent networks means we excel at delivering hard-to-find talent that others can't.

Our expert recruitment team are specialists in connecting innovate PropTech scaleups with exceptional tech talent.&nbsp; Here at Spinks, we are skilled at tailoring our recruitment services to meet your specific requirements.&nbsp;We know the PropTech industry is competitive &ndash; and as it continues to grow and evolve, the demand for highly skilled tech professionals will continue to increase.&nbsp;

Our in-depth knowledge of the market and extensive network of tech professionals positions us to be your long-term talent partner, fueling your growth and helping you achieve your long-term objectives.&nbsp;With Spinks as your recruitment partner, you'll reduce your hiring time, save money, and onboard the right talent at the right time.

We know that finding and recruiting the right talent as an ecommerce business can be tricky &ndash; so as experts in the field, being able to lean on our talent networks puts us in the very best position to become your long-term talent partner, supporting you to hit your long-term growth targets.&nbsp;Partnering with Spinks, you&rsquo;ll reduce your time to hire, save money and get the right talent in at the right time.

We know that as the Green Tech industry continuous to evolve, the demand for the top tech talent will rise &ndash; and being able to lean on our talent networks puts us in the very best position to become your long-term talent partner, supporting you to hit your long-term growth targets.&nbsp;Partnering with Spinks, you&rsquo;ll reduce your time to hire, save money and get the right talent in at the right time.

We know that as the HealthTech industry continuous to evolve, the demand for the top tech talent will rise &ndash; and being able to lean on our talent networks puts us in the very best position to become your long-term talent partner, supporting you to hit your long-term growth targets.&nbsp;Partnering with Spinks, you&rsquo;ll reduce your time to hire, save money and get the right talent in at the right time.

We know that as the InsurTech industry continuous to evolve, the demand for the top tech talent will rise &ndash; and being able to lean on our talent networks puts us in the very best position to become your long-term talent partner, supporting you to hit your long-term growth targets.&nbsp;Partnering with Spinks, you&rsquo;ll reduce your time to hire, save money and get the right talent in at the right time.

This site and its design, text, graphics, the selection and arrangement thereof and software are copyright of Nash Squared Limited. [The trade marks depicted on this site are the property of Nash Squared Limited and Nash Squared Limited retains all right in such trade marks]. All rights are reserved except that permission is granted to download the materials contained on this site to a single personal computer and to print a hard copy of such materials solely for personal, noncommercial use. Any other use of materials on this site, including reproduction, modification, distribution or republication, without the prior written permission of [Nash Squared Limited], is strictly prohibited. The information provided on this site is free of charge and for general informational purposes only and the transmission, downloading or sending of any information or other material through or in connection with this site does not create any contractual relationship between you and Nash Squared Limited. This site may contain links to third party sites. Those third party sites are beyond the control of Nash Squared Limited and you accept that when you leave this site (whether knowingly or not) Nash Squared Limited can no longer be responsible in any way or accept any liability whatsoever for any material that you encounter on those sites nor for any transactions between you and those sites. Nash Squared Limited uses reasonable care and skill in providing the content on this site but does not represent or warrant the accuracy, timeliness, completeness or suitability of the content, or that use of the site is free of risk of viruses or other damage. Nash Squared Limited will not be liable for any claims, losses, including but not limited to direct, indirect, special, economic and consequential loss or damage (including but not limited to loss of profits, loss of revenue, loss of goodwill or loss of or corruption to data), whether in contract, tort, negligence, misrepresentation, breach of statutory duty or otherwise howsoever arising out of or in connection with the use of this site. Nothing in this Disclaimer shall exclude or limit the liability of Nash Squared Limited for death or personal injury due to its negligence or for its fraud.&nbsp;

Terms and Conditions.

<div class="title-container d-flex flex-fill flex-column">Download one of the most influential global studies on technology strategy.</div>

In this guide, we&rsquo;ll explain how contractors might hold the key to your long-term growth.

<div class="title-container d-flex flex-fill flex-column">Download your copy of our latest whitepaper, which discusses the top challenges and opportunities Greentech businesses face during their scaleup journey.</div>

If you&rsquo;re responsible for hiring within a Greentech scaleup, this guide is for you - discussing key themes including how to tackle key hiring challenges and what to look for in Greentech candidates.

Whitepapers.

You Equal Tech.

When we launched our D,E and I surveys and events back in 2011 we were one of the first to create a community and ask the questions of the tech world; what can be improved? where can we help? what do you the community really think? Roll on over 10 years later and the tech landscape including most organisations, have completely changed their thinking when it comes to growing their business and the benefits of a diverse team. &nbsp;&nbsp;Our YouEqualTech team and community continues its journey, building on those foundations and asking those challenging questions to make our work place, a great place!

We believe in the power of community.

From bitesize &lsquo;how to&rsquo; guides on topics such as 'how to create an inclusive work environment' and 'how to break into and progress in the technology industry' to blogs, monthly meet ups, annual conferences and industry research. We hope this will enable individuals; tech professionals and business leaders to take action and create positive change, leading to a diverse and inclusive technology and digital industry for all.

We aim to provide&nbsp;content and events on entering and advancing your career in technology and digital.

Events.

Whether you want to sponsor an event, contribute a 'how to' guide or just learn more about us, we'd love to hear from you!

Case Studies.

We’re proud to have worked with some of the most innovative companies around – and they have some great things to say about working with us too!

Say hello!