Contact Us

Information

Links

Timesheet Login

Hello, we are Futureheads.

About Us

Recruiting as a force for good.

Being part of something bigger

Come and say hello

Everyone is welcome

Diversity, Equity & Inclusion

Stay in the know

Insights

Start your next journey here

Job Search

Job Details

Hello, interested Futureheads!

Join Us

News & Views

News

Looking to hire digital and tech talent?

Register A Role

Register a role with us today; our team will be in touch immediately (or at a time that best suits you). Our team of digital recruiters are committed to finding the best talent to meet your hiring needs. Please provide us with the below information for us to direct your request to the relevant team.

We are here to support your hiring across the full product life cycle.

Sectors we cover

Lorem ipsum dolor sit amet

Our Solutions

Looking for your next digital or tech role?

Submit CV

Submit Vacancy

We love what we do.

Meet The Team

What people say about me

Meet the team

Testimonials

Latest Insights

News &amp; Views

Latest Opportunities

Register a role

Futureheads in Numbers

Senior Data Architect £600-650 2 year contract (inside IR35) Public Sector (need the right to work in the UK) 1-2 days onsite in London per week   Futureheads are working with a well known public sector organisation who are embarking on a digital transformation project.   One of the key projects is to make sense of the data sets held within the organisation and convert those data sets into usable formats to be presented to the business there is a need to model the data we have to ensure they are using the correct data sources and understand how they effectively join together. The key part of this role is working with one of the Agile development streams and will be accountable for the creation and maintenance of conceptual, logical and physical data models for the Data and Analytics develops being worked on within their stream.   Overview of the job responsibilities: <ul><li>Responsible for creating models to the standards defined by the Lead Data Modeller in both process and documentation.</li><li>Creation and maintenance of data models within the model repository</li><li>Creation of Physical and Logical data models in line with the Conceptual model and therefore in line with the Data and Analytics Strategy.</li><li>Generating the Data Definition Language (DDL) used to create/amend the database schema for each environment it will be implemented into.</li><li>The migration of legacy data models into the D&A target model, including importing existing data models from new sources to generate a data model.</li><li>Responsible for the database standards in terms of naming conventions and schema design within models produced.</li></ul>  In addition, the key skills required: <ul><li>Experience of operating in a dynamic working environment, handling multiple tasks and deadlines, delivering to time, budget, and quality</li><li>Experience of developing, publishing and maintain mapping documentation</li><li>Experience of working on data warehouse development projects, preferably using iterative software techniques such as Agile.</li><li>Experience working with a data modelling tool such as Erwin.</li><li>Experience with writing SQL and running queries on multiple database technologies in support of data analysis.</li></ul> We encourage applicants from all backgrounds, so if there is anything we can do to make our recruitment processes better for you and to allow you to show your best self, let us know. We also understand that some people require extra time to complete assessments, require alternative application methods and can also benefit from having interview questions or a guide to the type of questions pre-interview. We are open to any suggestions or requests that you may have and are always looking for creative ways to assess talent. Our commitment to you is that you should always feel safe and secure when you’re working with us. Futureheads is a B Corp™ accredited digital recruitment agency based in London. We specialise in recruiting permanent, contract and freelance digital and tech professionals in creative, data, design, digital marketing, engineering, product, project and programme management, UX and service design jobs.

Senior Data Architect

Head of Data Science London (3 days per week in London office) Salary: &pound;100-120k Futureheads are working with a climate specialist scale up who are going through an exciting time with big plans ahead of them. To date the business have created a product that is being utilised by several large scale clients with plans to create several other products that will be the focus of this role. The business have an established Data Science team which is 5 strong with designs to grow in the next 18 months. Therefore this requires proven leadership experience but still with the ability to be hands on (70/30 split in favour of management). Naturally you should be an excellent communicator and despite the team being pretty technical you will be involved in various client presentations and pitches so the ability to explain to non-tech audiences is key. If you were to have climate change experience in a commercial capacity that would be ace however a strong interest is favourable to ensure you are passionate about the products and work. One notable thing to mention is demonstrable experience within scale/start up environments as you will need to be comfortable with chaos and the various challenges thrown at you. Multiple hat wearing is key skill for this role! In addition, Python programming experience is required to ensure you are able to perform code reviews and be able to get stuck into the detail with the team. This an excellent opportunity for a Data leader to join a business that is building a best in class product We encourage applicants from all backgrounds, so if there is anything we can do to make our recruitment processes better for you and to allow you to show your best self, let us know. We also understand that some people require extra time to complete assessments, require alternative application methods and can also benefit from having interview questions or a guide to the type of questions pre-interview. We are open to any suggestions or requests that you may have and are always looking for creative ways to assess talent. Our commitment to you is that you should always feel safe and secure when you&rsquo;re working with us. Futureheads is a B Corp&trade; accredited digital recruitment agency based in London. We specialise in recruiting permanent, contract and freelance digital and tech professionals in creative, data, design, digital marketing, engineering, product, project and programme management, UX and service design jobs.

Head of Data Science

WFM Analyst We are looking for a WFM Analyst to join a leading, multinational tech company for 12 months.   Responsibilities: <ul><li>Daily production hours vs target check to ensure staffing level & productivity meets expectations.</li><li>Weekly updating & analysing WFM trackers.</li><li>Contribute to insights for WBRs & MBRs.</li><li>Collaborate with cross functional teams to ensure issues impacting productivity are reported.</li><li> </li></ul>Minimum qualifications: <ul><li>1 + years’ experience within WFM</li><li>Multiple years of experience analysing data in Excel, Google Sheets, or other tools.</li><li>Effective communication skills</li><li>Experience in problem solving</li><li>Reliable team player that can work independently</li></ul> We encourage applicants from all backgrounds, so if there is anything we can do to make our recruitment processes better for you and to allow you to show your best self, let us know. We also understand that some people require extra time to complete assessments, require alternative application methods and can also benefit from having interview questions or a guide to the type of questions pre-interview. We are open to any suggestions or requests that you may have and are always looking for creative ways to assess talent. Our commitment to you is that you should always feel safe and secure when you’re working with us. Futureheads is a B Corp™ accredited digital recruitment agency based in London. We specialise in recruiting permanent, contract and freelance digital and tech professionals in creative, data, design, digital marketing, engineering, product, project and programme management, UX and service design jobs.

WFM Analyst

Senior Data Engineer - Contract (24 months) - London - Hybrid - £550 per day - OUTSIDE IR35 We are working with a public sector organisation that require the skills of an experienced Data Engineer to support the build of a new data and analytics solution. The focus will be building out dash board and reporting tools. To be considered you should have the following demonstrable experience: <ul><li>Has recent experience as a business intelligence developer working in a large scale data warehouse system within the data and analytics industry</li><li>Recent experience in the latest techniques and methodologies in delivering quality solutions</li><li>Experienced in large enterprise business /data warehouse implementations</li><li>Experience of operating in a dynamic working environment, handling multiple tasks and deadlines, delivering to time, budget, and quality</li></ul>In addition, from a technical standpoint you should be able to demonstrate the following skills and tools: <ul><li>Detailed working knowledge of ETL/ELT, data warehousing/business intelligence methodologies and best practice including dealing with big data, cloud technology and unstructured data and the relative required approaches</li><li>Knowledge of star schema structure & design, detailed understanding of Kimball & Inmon and hybrid data warehouse design - Understanding and experience of Agile development approach and tools</li><li>Knowledge and interest in the latest and emerging technologies likely to be employed in designing and delivering Enterprise Wide quality solutions in the chosen platform</li><li>Extensive use of and fully conversant with on premise, cloud based or hybrid Oracle and/or Microsoft database technologies in particular ETL/ELT design, development and testing in Microsoft SQL Server 2008 onwards , TSQL, APS, Azure, SSIS and/OR Oracle 11g/RAC SQL, PL/SQL, ODI and OBIEE.</li><li>Expert at writing/reading complex queries, performance tuning & monitoring - Skilled at solving and communicating problems collaboratively, applying knowledge and technology to the full</li></ul>***YOU MUST HAVE THE RIGHT TO WORK IN THE UK*** If you are interested and available immediately please get in touch. We encourage applicants from all backgrounds, so if there is anything we can do to make our recruitment processes better for you and to allow you to show your best self, let us know. We also understand that some people require extra time to complete assessments, require alternative application methods and can also benefit from having interview questions or a guide to the type of questions pre-interview. We are open to any suggestions or requests that you may have and are always looking for creative ways to assess talent. Our commitment to you is that you should always feel safe and secure when you’re working with us. Futureheads is a B Corp™ accredited digital recruitment agency based in London. We specialise in recruiting permanent, contract and freelance digital and tech professionals in creative, data, design, digital marketing, engineering, product, project and programme management, UX and service design jobs.

Senior Data Engineer

We are working with rapid growing charging network for electric vehicles. The business have been on a charge (excuse the pun) to build out their data function to support the growing customer base.&nbsp; To date the organisation have been using a third party to help build out their data set-up but now they are bringing this in house with the recent hire of their very experienced Data Lead. They have big plans for next year with a focus on the immediate future to establish best practice and ways of working which this role will play a huge part in defining. The exciting part is there are plenty of Greenfield projects and you will be working with a modern tech stack.&nbsp; At its core this role will be primarily focussed on building the modelling engine of their data engineering pipeline, adding value through taking business logic &amp; use-cases and implementing them into intelligent, well-constructed dbt templates 
<ul>
<li>Design and build robust data models that support internal operations management, market-driven analysis as well as financial and regulatory use cases.</li>
<li>Facilitate the transfer of your modelling logic to downstream recipients such as analysts/technical users.</li>
<li>Focus on optimisation of our modelling pipeline, spotting opportunities to reduce complexity and cost.</li>
<li>Onboarding new sources of data through a mixture of Python and native connectors like Fivetran and being the subject matter expert on their schemas/contents.</li>
<li>Continuously design, transform, test, deploy and document data sources and data models</li>
<li>Move data and modelled objects along within our pipeline using Fivetran, Snowflake, dbt and Cube Cloud</li>
</ul>
Its a great opportunity to be one of the first hires in to a growing Data team and help define the roadmap with the Data Lead. &nbsp; We encourage applicants from all backgrounds, so if there is anything we can do to make our recruitment processes better for you and to allow you to show your best self, let us know. We also understand that some people require extra time to complete assessments, require alternative application methods and can also benefit from having interview questions or a guide to the type of questions pre-interview. We are open to any suggestions or requests that you may have and are always looking for creative ways to assess talent. Our commitment to you is that you should always feel safe and secure when you&rsquo;re working with us. Futureheads is a B Corp&trade; accredited digital recruitment agency based in London. We specialise in recruiting permanent, contract and freelance digital and tech professionals in creative, data, design, digital marketing, engineering, product, project and programme management, UX and service design jobs.

Data Analytics Engineer - EV Charging Scale up

We are working with rapid growing charging network for electric vehicles. The business have been on a charge (excuse the pun) to build out their data function to support the growing customer base.&nbsp; To date the organisation have been using a third party to help build out their data set-up but now they are bringing this in house with the recent hire of their very experienced Data Lead. They have big plans for next year with a focus on the immediate future to establish best practice and ways of working which this role will play a huge part in defining. There will be plenty of Greenfield projects to get stuck into and this role will be the data champion for their business units providing analytical insights across a variety of projects. Requirements:
<ul>
<li>Experience of Preset and Cube cloud would be preferred as the business are using these in anger at the moment</li>
<li>Be the champion for ensuring visibility and accessibility of our sources &amp; your analysis with our internal teams.</li>
<li>Refine and review data source modelling logic to with upstream originators such as data engineers.</li>
<li>Manage a mixture of ad-hoc market research initiatives and roadmap work; constantly be scouting for when something ad-hoc should become scaled up / productionised.</li>
<li>Assist in the design, transformation, testing, deployment and documentation of data sources and data models</li>
<li>Moderate to experienced use of SQL or Python for analysis &amp; source development</li>
<li>You have been a super-user/administrator of Tableau, Preset, PowerBI or other analysis visualisation tools</li>
</ul>
This role will require you to be comfortable facing mutliple challenges as the team looks to establish processes and working with various requests from the business. Showing a curiosity for exploring business requests use data analysis. It's a great opportunity to be one of the first hires in to a growing Data team.&nbsp; &nbsp; &nbsp; &nbsp; We encourage applicants from all backgrounds, so if there is anything we can do to make our recruitment processes better for you and to allow you to show your best self, let us know. We also understand that some people require extra time to complete assessments, require alternative application methods and can also benefit from having interview questions or a guide to the type of questions pre-interview. We are open to any suggestions or requests that you may have and are always looking for creative ways to assess talent. Our commitment to you is that you should always feel safe and secure when you&rsquo;re working with us. Futureheads is a B Corp&trade; accredited digital recruitment agency based in London. We specialise in recruiting permanent, contract and freelance digital and tech professionals in creative, data, design, digital marketing, engineering, product, project and programme management, UX and service design jobs.

Commercial Visualisation Analyst - EV Charging Scale up

Futureheads are proud to be partnering with a publishing business working in the academic space developing a new peer review system. They work in a truly agile way, working closely with business stakeholders and customers to validate every feature that is built. They are currently looking to hire a Business Analyst with a proven background working in an agile environment and loves user lead work. You&rsquo;ll be a team play and able to work effectively with Developers and Designers. The role will be based in London (1 day a week in the office). The role will be paying up to &pound;79K. This is a chance to work for a mission lead business and truly offers it&rsquo;s employees a work life balance. Your experience
<ul>
<li>You are able to quickly gain context of your product and user space and how it fits into the bigger picture of the programme landscape.</li>
<li>You are proactive, self driven, make yourself useful, pull information and don't wait to be asked, seek advice when unsure.</li>
<li>You like working in a collaborative team where there is collective responsibility for the product.</li>
<li>You can demonstrate experience in working successfully with teams to deliver software in an agile manner.</li>
<li>You can demonstrate your experience in facilitating groups to achieve defined goals and outcomes using various facilitation tools and techniques.</li>
<li>You will have excellent communication skills and articulate concepts and ideas from technical and functional business perspectives.</li>
</ul>
 Here at Futureheads, we encourage applicants from all backgrounds, so if there is anything we can do to make our recruitment processes better for you and to allow you to show your best self, let us know. We also understand that some people require extra time to complete assessments, require alternative application methods and can also benefit from having interview questions or a guide to the type of questions pre-interview. We are open to any suggestions or requests that you may have and are always looking for creative ways to assess talent. Our commitment to you is that you should always feel safe and secure when you&rsquo;re working with us.

Business Analyst

Futureheads are proud to be partnering with a unique D2C premium marketplace for non-full-price fashion, sportswear and beauty, enabling brands and retailers to sell non-full-price inventory in a profitable and brand-enhancing way. They have scaled at a record pace, building a multimillion turnover platform, with 9m account holders, hosting over 70m visits with over 1700 brands available on site and are now classified as the No1 destination in the UK for non-full-price by both customers and their brand partners. They are currently looking to hire a Business Analyst with a proven background in e-commerce to work closely with business stakeholders to elicit and analyse requirements, manage small projects, liaise with suppliers, and corresponding business processes to enable the business to continue to grow globally. The role will be fully remote and will be paying up to &pound;60K. Your experience
<ul>
<li>Customer and end-user experience focused</li>
<li>Excellent analytical skills</li>
<li>Working in a fast-paced, high growth environment</li>
<li>Experience with different analysis tools and techniques</li>
<li>Business process modelling</li>
<li>Solution Architecture &amp; Design</li>
</ul>
 Here at Futureheads, we encourage applicants from all backgrounds, so if there is anything we can do to make our recruitment processes better for you and to allow you to show your best self, let us know. We also understand that some people require extra time to complete assessments, require alternative application methods and can also benefit from having interview questions or a guide to the type of questions pre-interview. We are open to any suggestions or requests that you may have and are always looking for creative ways to assess talent. Our commitment to you is that you should always feel safe and secure when you&rsquo;re working with us.

Digital and Technology Transformation Consultant Not for profit Outside IR35 I am currently working with&nbsp;the leading charity for girls and young women in the U.K. We empower girls to be their best and face the challenges of growing up today. We&rsquo;ve been doing that through adventure, friendship, and fun for over 100 years.&nbsp;&nbsp; They have a fragmented, under-invested digital estate that has grown organically, not strategically. This has left an estate carrying potentially significant inefficiencies, a disjointed journey for volunteers and other key stakeholders, and an inability to respond and react quickly to stakeholder needs and technology developments. That's why they are embarking on a period of significant transformational change. This will need to include the introduction of additional technology to the digital and technology landscape and changes to existing technology.&nbsp; 
<ul>
<li>You will lead the delivery of our Digital Futures programme.</li>
<li>You will take forward the development and promote the vision for future DigitalEstate(including CRM and data strategy,) leading the development of our transformation roadmap</li>
<li>Suggest roadmap and timeline for delivery &ndash; implementation plan</li>
<li>Discovery and design &ndash; over 5 workstreams &ndash; 1. volunteers 2. dig tech 3. Process design internally 4. Data strategy 5. CRM</li>
<li>You will be a strong advocate for user-centred design, and can quickly build strong working relationships throughout the organisation up to executive leadership level.</li>
<li>Shape, plan and deliver&nbsp;a case and implementation planfor investing in the digital estate, the resources, tools, and processes from 2024 onwards.</li>
</ul>
 About the role
<ul>
<li>6 months - could be part time/adhoc</li>
<li>&pound;500 - &pound;700 a day</li>
<li>Outside IR35</li>
</ul>
 Here at Futureheads, we encourage applicants from all backgrounds, so if there is anything we can do to make our recruitment processes better for you and to allow you to show your best self, let us know. We also understand that some people require extra time to complete assessments, require alternative application methods and can also benefit from having interview questions or a guide to the type of questions pre-interview. We are open to any suggestions or requests that you may have and are always looking for creative ways to assess talent. Our commitment to you is that you should always feel safe and secure when you&rsquo;re working with us.

Digital and Technology Transformation Consultant

Digital and Technology Transformation Consultant Not for profit Outside IR35 I am currently working with&nbsp;the leading charity for girls and young women in the U.K. We empower girls to be their best and face the challenges of growing up today. We&rsquo;ve been doing that through adventure, friendship, and fun for over 100 years.&nbsp;&nbsp; They have a fragmented, under-invested digital estate that has grown organically, not strategically. This has left an estate carrying potentially significant inefficiencies, a disjointed journey for volunteers and other key stakeholders, and an inability to respond and react quickly to stakeholder needs and technology developments. That's why they are embarking on a period of significant transformational change. This will need to include the introduction of additional technology to the digital and technology landscape and changes to existing technology.&nbsp; 
<ul>
<li>You will lead the delivery of our Digital Futures programme.</li>
<li>You will take forward the development and promote the vision for future DigitalEstate(including CRM and data strategy,) leading the development of our transformation roadmap</li>
<li>Suggest roadmap and timeline for delivery &ndash; implementation plan</li>
<li>Discovery and design &ndash; over 5 workstreams &ndash; 1. volunteers 2. dig tech 3. Process design internally 4. Data strategy 5. CRM</li>
<li>You will be a strong advocate for user-centred design, and can quickly build strong working relationships throughout the organisation up to executive leadership level.</li>
<li>Shape, plan and deliver&nbsp;a case and implementation planfor investing in the digital estate, the resources, tools, and processes from 2024 onwards.</li>
</ul>
 About the role
<ul>
<li>6 months - could be part time/adhoc</li>
<li>&pound;500 - &pound;700 a day</li>
<li>Outside IR35</li>
</ul>
 Here at Futureheads, we encourage applicants from all backgrounds, so if there is anything we can do to make our recruitment processes better for you and to allow you to show your best self, let us know. We also understand that some people require extra time to complete assessments, require alternative application methods and can also benefit from having interview questions or a guide to the type of questions pre-interview. We are open to any suggestions or requests that you may have and are always looking for creative ways to assess talent. Our commitment to you is that you should always feel safe and secure when you&rsquo;re working with us.

I am currently working with he leading charity for girls and young women in the U.K. We empower girls to be their best and face the challenges of growing up today. We’ve been doing that through adventure, friendship and fun for over 100years.   They have a fragmented, under-invested digital estate that has grown organically, not strategically. This has left an estate carrying potentially significant inefficiencies, a disjointed journey for volunteers and other key stakeholders, and an inability to respond and react quickly to stakeholder needs and technology developments. Thats why they are embarking on a period of significant transformationalchange. This will need to include the introduction of additional technology to the digital and technology landscape, and changes to existing technology.  <ul><li>You will lead the delivery of our Digital Futures programme.</li><li>You will take forward the development and promote the vision forGirlguiding’s future DigitalEstate(including CRMand data strategy,) leadingthe development of our transformation roadmap</li><li>Suggest roadmap and timeline for delivery – implementation plan</li><li>Discovery and design – over 5 workstreams – 1. volunteers 2. dig tech 3. Process design internally 4. Data strategy 5. CRM</li><li>You will be a strong advocate for user centred design; andcanquickly build strong working relationships throughout the organisation up to executive leadership level.</li><li>Shape, plan and deliver a case and implementation planfor investing in the digital estate,the resources, tools and processes from 2024 onwards.</li></ul>About the role <ul><li>6 months - could be part time/adhoc</li><li>£500 - £700 a day</li><li>outside IR35</li></ul> Here at Futureheads, we encourage applicants from all backgrounds, so if there is anything we can do to make our recruitment processes better for you and to allow you to show your best self, let us know. We also understand that some people require extra time to complete assessments, require alternative application methods and can also benefit from having interview questions or a guide to the type of questions pre-interview. We are open to any suggestions or requests that you may have and are always looking for creative ways to assess talent. Our commitment to you is that you should always feel safe and secure when you’re working with us.

Futureheads have partnered with a leading travel tech company who are looking to hire a DevOps Engineer (Data) to join their growing team. They currently serve over 200 travel hubs as the leading tech-focused travel group in their industry. Working across both B2B and B2C markets, they serve airports, train stations and ports. Customers can pre-book directly online, via an API interface or a tailor-made white-label solution. They have exciting projects running at the moment and have expanded their team as well as opened another European office in the last year. The role: You will be responsible for creating, improving, deploying, and supporting systems, monitoring and automating the provisioning of servers and applications. They're looking for someone to build and set up new tools and microservice infrastructure as well as develop and maintain solutions for operational administration, and system/data backup. Looking for someone with the following: <ul><li>Able to build CI/CD pipelines</li><li>Experience with Postgres/Reddis/InfluxDB</li><li>Linux/Unix background</li><li>Experience with containerisation of data sets</li></ul>Fully remote role and can be based anywhere in Europe! Please, apply now! Here at Futureheads, we encourage applicants from all backgrounds, so if there is anything we can do to make our recruitment processes better for you and to allow you to show your best self, let us know. We also understand that some people require extra time to complete assessments, require alternative application methods and can also benefit from having interview questions or a guide to the type of questions pre-interview. We are open to any suggestions or requests that you may have and are always looking for creative ways to assess talent. Our commitment to you is that you should always feel safe and secure when you’re working with us.

DevOps Engineer (Data)

Did you know that as many as 70% of employers screen candidates by looking them up online? If you&rsquo;re considering finding a new role, your online presence can matter just as much as your CV. In this blog we explore how to make sure your personal brand is employer-friendly, plus how you can take that a step further and create an online presence that helps you stand out from the crowd.

<h3>First thing&rsquo;s first &ndash; do your housekeeping</h3>
We&rsquo;ve all been tagged in unflattering pictures on Facebook before, or shared Buzzfeed quizzes that were funnier at the time. If you&rsquo;d rather potential employers didn&rsquo;t see what you were up to in your student days, you could go through the process of untagging old pictures and deleting old posts, but this can be onerous. So, the swiftest solution is to change your profile settings to private on Facebook and Instagram.
To be extra cautious, do a quick Google search of your name and see what comes up. This way you can check that your digital footprint e.g. old blogs or unused profiles, doesn&rsquo;t include any surprises (to you &ndash; or anyone else!).
<h3>Next step &ndash; polish up your profile</h3>
If employers are searching for you online, you generally want LinkedIn to be the place they find you, because this is where you&rsquo;ll be presenting yourself professionally. Twitter can be good too, depending on your industry and how much time you have available.
With that in mind, think about how you can get your profile in good shape.
<h3>Is your profile picture up to date? Is it good quality, friendly and approachable, professional looking? If not, it&rsquo;s time to get it updated!&nbsp;Have you filled out all the profile details? Are your experience and descriptions up-to-date? Make sure you update this regularly so potential employers know you are proactive.&nbsp;Think about key words. What are the core skills required for the field you want to move into? Make sure these are focussed on throughout all sections and ask connections to endorse you for them too.&nbsp;Have you got recommendations? The more the better &ndash; these are a great way to advertise your skills! Consider direct messaging some former colleagues to ask them if they can do one for you &ndash; they&rsquo;re even more likely to do it if you write one for them first so it&rsquo;s worth spending a bit of time here.&nbsp;Make connections &ndash; we&rsquo;d say aim to add someone new at least once a week.Think about what you post</h3>
Whichever platforms you&rsquo;re now using, thinking about what you post is always crucial. You have an opportunity to build a presence, show who you are and establish yourself within your industry, but you want your updates to be interesting, relevant and inclusive.
It&rsquo;s really helpful to have some organising ideas behind what you post &ndash; here&rsquo;s some ideas of where you can start.
<h4>What to post:</h4>
Sharing industry related content &ndash; this can be developments in your field, news stories, and topical subjects that are trending. Showing your finger is on the pulse within your sector is a great way to show potential employers that you&rsquo;re engaged in what you do!&nbsp;Work related content &ndash; this is a great way to shout about your successes or showcase your areas of interest. Remember, your challenges can be successes too, if you can show how you tackled them, and people will value your honesty and authenticity if you do this well.&nbsp;&lsquo;Behind the scenes&rsquo; posts &ndash; having a balance of content related to yourself personally helps build a picture of who you are as an individual. Consider whether you can take a quick picture &ndash; or even better, a video &ndash; of yourself at work with an update on something interesting that happened in your day.&nbsp;Engage with others &ndash; building your profile isn&rsquo;t just about your own posts, it&rsquo;s making connections and taking part in conversations, so aim to comment on someone else&rsquo;s update at least once a week.These tips give you an idea of what to post, now we&rsquo;ll explore how to go about posting on social media.
<h4>How to post:</h4>
There are lots of tools out there that can help you find useful content to share &ndash; Google Alerts, Google Trends and Exploding Topics are good places to start &ndash; so a lot of the leg work of searching is done for you.&nbsp;Think about your tone of voice &ndash; this should be consistent, informative and use your own words to be reflective of your personality.&nbsp;Ask yourself why your audience will find what you&rsquo;re sharing interesting and focus on that with a pithy, informative paragraph. Include your personal take on the subject &ndash; personal brand is all about showcasing your unique point of view.&nbsp;It goes without saying that you should ideally avoid any controversial opinions online, and humour is great, but avoid sarcasm &ndash; make sure nothing you say online could be misinterpreted and found offensive.&nbsp;Lastly, think about how often you post &ndash; we suggest that between 2 &ndash; 3 posts a week is a realistic goal especially when balancing other work commitments.You may be intending to find a new job in the near future, or you&rsquo;re happily settled in your current role, but even so, it&rsquo;s worth considering the above to lay the groundwork for when you do decide to move on.
If you&rsquo;re ready to look for new work opportunities, contact our team of expert recruiters on&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="mailto:team@wearefutureheads.co.uk" target="_blank" rel="noopener noreferrer">team@wearefutureheads.co.uk</a>

How to maximise your employee brand online in 2022

Jonathan is the Chief of Staff at Lightful, a technology company for social good, who support charities through consultancy, social media products and a unique online learning programme.

He&rsquo;s spent 15 years working in tech for good, first for over a decade at JustGiving where he managed their Crowdfunding product from an idea to raising &pound;100m in five years, and more recently as an independent consultant supporting a range of small and large tech-for-good startups and charities with strategy, growth, product management and business model validation.
&nbsp;
Jonathan spoke to Futureheads as part of our FFS series, a regular interview series where business and industry leaders share their insights and personal experience. Other articles in the series can be found here.
&nbsp;
1. Tell us about the impact that Covid-19 and the lockdown measures have had on your business?
The most obvious impact, as with many others, is that we&rsquo;re now a fully remote company. We decided to move to working from home a week before the lockdown started, so we&rsquo;re now in week 7 and the team has adjusted really well &ndash; we have always encouraged flexible working, and so most people were used to working remote work some of the time already.
&nbsp;
We&rsquo;re also fortunate that our main clients have also managed the transition to remote work and we&rsquo;ve been able to continue delivering excellent work for them.
&nbsp;
The charity sector has been hit very hard &ndash; with huge declines in income and huge increases in demand for services &ndash; so we&rsquo;ve adapted to support it in multiple different ways. We&rsquo;ve had to cancel some in-person events, but we have always run regular webinars for charities and so we have increased the frequency of them, and covered more topics like top tips for getting better at online meetings and free digital tools for charities.
&nbsp;
2. How have you adapted your operational and hiring practices?
We have two &lsquo;all-hands&rsquo; meetings a week now. One was a regular operational meetup to share important information which has moved online. But we also added a new &lsquo;WFH update&rsquo; at the end of every week for a chance to share any more news, and where different team members share two things they&rsquo;re grateful for and one thing they&rsquo;d wish to see.
&nbsp;
It&rsquo;s a great way to foster a sense of connection when we&rsquo;re all apart, as is showcasing each team&rsquo;s work from the sprint. We are also sharing tips on a very active and engaged #work-from-home slack channel.
&nbsp;
As for hiring, we&rsquo;re having more video interviews with different team members to make sure everybody gets honest and good insights. We&rsquo;re also making COVID-19 topic we cover &ndash; both in terms of its impact on us and our partners, but also as a way to ask how people deal with stressful situations, how they are coping and how they respond to constraints by being creative or solving problems.
&nbsp;
3. What are your top tips for successfully managing a remote recruitment
process?
For recruitment, we&rsquo;ve tried to increase communication and transparency. Both internally and externally. In terms of onboarding, we&rsquo;ve made use of various online tools (zoom, slack, HR software) to make the process smoother, but are also erring on the side of over-communicating to help people start well.
&nbsp;
We&rsquo;re trying to set really clear expectations for the first few weeks, months and probation in general. As well as that, we&rsquo;re getting more of the team involved in onboarding and connecting with new joiners.
&nbsp;
4. Has this crisis made you look at your business differently or consider changes moving forwards?
Yes, in terms of how important it is for us to fulfil our vision: we believe those doing the greatest good deserve the best technology. For example, we run a 12-month programme to support charities in building resilience in digital engagement, and we&rsquo;re adapting that to include topics related to COVID-19 and the lockdown. We&rsquo;re committed more than ever to delivering support to our charity partners at a time when the need is even greater.
&nbsp;
5. What advice would you give to anyone in a similar position to you at
the moment?
To start, here are eight tips for managing remote teams from our wonderful HR team. We&rsquo;re also working hard on checking in on the team&rsquo;s wellbeing and mental health &ndash; everyone has a &lsquo;WFH buddy&rsquo; outside of their immediate team who they&rsquo;re encouraged to talk to, and we&rsquo;ve done regular surveys to see if anyone needs anything &ndash; be that equipment or a chat.
&nbsp;
In addition, we&rsquo;re making a lot of effort to build and maintain a virtual company culture through virtual coffees, WFH tips and regular Friday showcases of the work different teams across the company are doing. We&rsquo;ve had really good feedback about the variety of things we&rsquo;re doing, so it&rsquo;s also really important to listen and adapt &ndash; what was appropriate in weeks 1-2 of lockdown may not be relevant from weeks 6 or 7.
&nbsp;
All in all, it&rsquo;s a delicate balancing act between trying to deliver excellent value to customers as best you can in difficult circumstances, whilst listening and responding to the needs of your team. This needs regular attention and commitment to get right.
&nbsp;

Futureheads Five Stories: Jonathan Waddingham

Mags Hanley is a career coach, mentor and trainer, based in Melbourne Australia. She has worked in UX for over 25 years in the US, UK and Australia. Her passion is to help UX professionals find into the roles that suits them best.
She works with primarily with senior practitioners moving into leadership, and senior women defining their role for the next phase of their lives. She has recently launched a new 8-week programme The Way Forward for senior women in digital.
You can connect with Mags on&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.linkedin.com/in/magshanley/" target="_blank" rel="noopener noreferrer">LinkedIn</a>&nbsp;or read her latest blogs on her&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://magshanley.com/" target="_blank" rel="noopener noreferrer">website.</a>

<h2>What&rsquo;s the story of your career so far?</h2>
I started in digital when it was called Multi-Media. I fell into the work, having trained as a librarian and graduated in a recession &ndash; no grad positions for me!
My first role was at Yellow Pages in Australia as a Cybrarian &ndash; so 1990s. As we were all making it up, I asked if I could look after the search engine, because I knew how people searched &ndash; and my career as an IA started.
I&rsquo;ve lived and worked in the US and UK for 15 years, and have been back in Australia for 5 &frac12; years.
My career has been varied; an IA, project manager, product manager, Head of UX, Executive Producer, Consultant. The one I love the most is Career coach, Mentor and Trainer.
In the last year, I have developed a practice supporting senior practitioners move into leadership, and women in Design to thrive in their careers.
&nbsp;
<h2>What&rsquo;s the most important lesson you&rsquo;ve learnt over the course of your career?</h2>
Be authentic and true to yourself!
I love managing people and products, and seeing both grow, but I have struggled all of my career managing up. I&rsquo;ve improved over time, working relationships with the mostly male leadership, but this has been my greatest weakness.
To move into the higher levels of digital management I felt I wasn&rsquo;t myself; I had to be less emotional, female, and kind. I left my last job feeling disheartened, stressed and unconfident in my skills.
I saw Bren&eacute; Brown speak a week after leaving that job, and did the Value assessment. I realised I was not living my values of authenticity and kindness. So any new opportunity must match my values.
&nbsp;
<h2>How can organisations ensure they thrive, rather than simply survive, as they attempt to return to a &lsquo;new&rsquo; normal over the next few months?</h2>
There are a number of realisations for organisations:
<ol>
<li>The commute to the inner city office is wasted time &ndash; people love the extra time with their families.</li>
<li>Knowledge workers can be productive working from home. I&rsquo;ve had a number of bosses who have actively discouraged it, thinking we were skiving off.</li>
<li>Child care and flexibility is important to keep women in the workforce. The burden of looking after children intensified as women worked from home.</li>
</ol>
To thrive, organisations should look at what worked well &ndash; with their staff &ndash; and leverage it.
They should:
Plan for the majority of staff to work from home&nbsp;Reimagine work spaces as distributed hubs where people come in collaborate&nbsp;Find the best online tools for collaboration&nbsp;Provide support for their team&rsquo;s mental health&nbsp;Used the money saved from corporate office leases to include child care in their benefits packages&nbsp;
<h2>You&rsquo;ve recently written a blog about the challenges faced by women in UX and in particular by those women who are well into their careers &ndash; can you tell us more about that, and how women can really exploit the opportunities available to them in the digital workplace?</h2>
Many of my peers have been 20-25 years in digital; we are now considering what&rsquo;s next. How can we use our skills and experience in work that gives us joy?
Interface design is commoditised, creating pixel perfect prototypes; it&rsquo;s not the space we want to play in.
We do deep thinking, breaking apart problems and putting together solutions. My friend Tom Coates describes it as finding the nugget of truth that the rest of the model hangs off.
I am introducing the concept of Elder for women in Design; someone brings a depth of experience and wisdom to a role.
Elders don&rsquo;t have to be a Head or Director, they are Certain of their value and place; Grown and grounded in their skills and experience, and a Model by the way they behave, speak and write.
Once we know who and what we offer, we can then find those opportunities.
&nbsp;
<h2>What&rsquo;s going to be the biggest challenge in your particular industry over the next 12 months?</h2>
The biggest challenge for women in digital is learning how to blend all aspects of your life into the work you do. We need to find the right blend that gives us financial stability, life with our families, and joy in work.
With the ongoing instability of COVID pandemic changing the way we work, the next 12 months will be stressful. Women need to find their stable base for their lives, learning how to flex with working from home and the rest of life.
It&rsquo;s not about being a superwoman, but finding what new normal feels like and working with it. We have moved from pandemic crisis mode into living with the pandemic; therefore we need change our lives in response to it.
&nbsp;
&nbsp;

Futureheads Five Stories – Margaret Hanley

Our Futureheads #FutureorFantasy LinkedIn poll series has been regularly asking you whether the latest recruitment industry trends are future-gazing innovations, or fictional fantasies. From out-of-the-box technology and work life trends to the latest digital recruitment tactics, we&rsquo;ve collated five of the biggest outtakes from your responses. Turns out our followers are mostly forward thinkers happy to roll with technological advancements. Discover the trends that we predict will shape the future of work and recruitment.

<h2>1. Remote working positions shouldn&rsquo;t be paid based on location</h2>
With a huge&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.linkedin.com/feed/update/urn:li:activity:6861703263767539712?updateEntityUrn=urn%3Ali%3Afs_feedUpdate%3A%28V2%2Curn%3Ali%3Aactivity%3A6861703263767539712%29" target="_blank" rel="noopener noreferrer">79% of voters believing that remote working positions shouldn&rsquo;t be paid based on their home location</a>, it&rsquo;s clear most agree that salary should be based on productivity and output. If an employee&rsquo;s&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.huffingtonpost.co.uk/entry/location-based-pay-salary-cut-remote-work-pay_l_615c7ccee4b0896dd1a985d0" target="_blank" rel="noopener noreferrer">quality&nbsp;of work isn&rsquo;t affected by where they work</a>, why should salary be impacted?
However there are other important factors to consider here &ndash; like the differences in&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.bbc.com/worklife/article/20220127-location-based-salary" target="_blank" rel="noopener noreferrer">costs in-office, hybrid and remote employees will face</a>&nbsp;based on where they choose to carry out their working day. Although remote workers are saving time and money by cancelling out the commute to work, a rise in household bills becomes a bigger contender to battle with through the decision to work from home. Nevertheless, four out of five were sure that remote working positions should not be paid based on location.
<img src="https://www.wearefutureheads.com/wp-content/uploads/2022/03/Future-or-fantasy-1.png" width="800" height="419">
&nbsp;
<h2>2. We are ready to champion the use of the new virtual world to carry out interviews</h2>
Since the launch of the Metaverse, the virtual platform has been getting a Marmite response &ndash; with some ready to embrace its innovative tech offering, and others remaining sceptical. But, with&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.linkedin.com/feed/update/urn:li:activity:6895304764767182848" target="_blank" rel="noopener noreferrer">31.5% of voters championing the use of the new virtual world to carry out interviews</a>, can it still be argued that the platform has a lot of potential when it comes to guiding recruitment processes and shifting recruitment industry trends? Unlike Zoom and other interactive video platforms, the Metaverse creates a virtual space that&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.forbes.com/sites/jackkelly/2021/12/13/remote-work-job-interviews-business-meetings-and-live-events-will-all-be-conducted-on-the-meterverse-in-the-near-future/" target="_blank" rel="noopener noreferrer">allows you to engage and interact with prospective employees in an almost tangible environment</a>&nbsp;through augmented reality (AR) technology.
But, what downsides does the Metaverse bring? The seemingly unlimited&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.dataprotectionreport.com/2022/01/privacy-in-a-parallel-digital-universe-the-metaverse/#:~:text=One%20aspect%20of%20the%20metaverse,a%20much%20more%20intimate%20manner." target="_blank" rel="noopener noreferrer">new virtual world can be hard to monitor and control</a>, which poses particular challenges when conducting interviews of a confidential nature. Also, the platform relies largely on accurate digital personas for its users, and the technology that allows for the creation of life-like virtual realities&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.dataprotectionreport.com/2022/01/privacy-in-a-parallel-digital-universe-the-metaverse/#:~:text=One%20aspect%20of%20the%20metaverse,a%20much%20more%20intimate%20manner." target="_blank" rel="noopener noreferrer">shares large amounts of personal data</a>&nbsp;and is&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.forbes.com/sites/jackkelly/2021/12/13/remote-work-job-interviews-business-meetings-and-live-events-will-all-be-conducted-on-the-meterverse-in-the-near-future/" target="_blank" rel="noopener noreferrer">still being developed</a>. This has inevitably left some sceptical about the roll out of the Metaverse in the early stages of its development.
<img src="https://www.wearefutureheads.com/wp-content/uploads/2022/03/Future-or-Fantasy-8.png" width="800" height="450">
&nbsp;
<h2>3. &lsquo;Hot-desking&rsquo; is the future of managing hybrid working structures</h2>
We asked you whether or not you think hot-desking is a viable solution to managing hybrid working structures, and&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.linkedin.com/feed/update/urn:li:activity:6902279648546308097" target="_blank" rel="noopener noreferrer">68% voted for it</a>. Hot-desking can provide a flexible working environment for those without a designated desk space at home or in-office, or for employees who find it difficult to find a productive mindset when working from home.
However, studies find that having to constantly move from desk to desk at the end of each working day makes it&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.huffingtonpost.co.uk/entry/location-based-pay-salary-cut-remote-work-pay_l_615c7ccee4b0896dd1a985d0" target="_blank" rel="noopener noreferrer">harder for employees to settle into the working environment that surrounds them</a>&nbsp;&ndash; taking away their sense of belonging, and often the ability to fully get used to their role. But, it&rsquo;s not all doom and gloom. Having a firmly rooted&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.wearefutureheads.com/news-and-views/our-edi-journey-so-far-and-changes-your-business-can-start-making-today/" target="_blank" rel="noopener noreferrer">ED&amp;I policy</a>&nbsp;that feeds into workplace practices will help to create a hybrid structure that works to build an environment where employees feel comfortable, and ultimately motivated to achieve, wherever they chose to work.
<img src="https://www.wearefutureheads.com/wp-content/uploads/2022/03/Future-or-Fantasy-9-2000x1125.png" width="800" height="450">
&nbsp;
<h2>4. The UK wants to see the four day week implemented across the UK</h2>
Unsurprisingly, a huge majority of&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.linkedin.com/feed/update/urn:li:activity:6907332718024392704" target="_blank" rel="noopener noreferrer">85% voted to support the implementation of the four day week across the UK</a>&nbsp;to help establish a healthier work life balance. With a number of&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.bbc.co.uk/news/business-57724779" target="_blank" rel="noopener noreferrer">European countries now trialling this new work life structure</a>&nbsp;and finding employees to be happier and healthier whilst maintaining productivity, there is undeniably a lot of evidence to support the high success rate of the four day working week.
But, without a change in workload, is it naive to think that an eight hour reduction in working hours will actually reduce stress amongst employees, or could it&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.changerecruitmentgroup.com/knowledge-centre/the-pros-and-cons-of-a-4-day-working-week#:~:text=Not%20only%20does%20a%204,their%20productivity%20or%20company%20output." target="_blank" rel="noopener noreferrer">exacerbate stress levels as people race to complete tasks in less time</a>? Also, a&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.forbes.com/sites/theyec/2022/02/14/should-businesses-follow-a-four-day-workweek-entrepreneurs-weigh-in/" target="_blank" rel="noopener noreferrer">dip in client satisfaction</a>&nbsp;could be experienced here, as access hours are subsequently reduced as the working week is shortened. The good news is that, if&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.forbes.com/sites/theyec/2022/02/14/should-businesses-follow-a-four-day-workweek-entrepreneurs-weigh-in/" target="_blank" rel="noopener noreferrer">managed properly with a correct and bespoke approach for your company</a>, these drawbacks can be addressed and monitored to make the four day week work for everyone in the long run.
<img src="data:image/svg+xml;base64,PHN2ZyB4bWxucz0naHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmcnIHZpZXdCb3g9JzAgMCA4MDAgNDUwJz48L3N2Zz4=" width="800" height="450">
&nbsp;
<h2>5. Participants voted against the use of AI-led interviews in recruitment processes</h2>
A resounding&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.linkedin.com/feed/update/urn:li:activity:6912415862809407490" target="_blank" rel="noopener noreferrer">81% of participants voted against the use of AI-led interviews in recruitment processes</a>, suggesting that short, informal video clips are the alternative recruitment industry trend to streamline the search for new talent. Many hold the idea that AI-led interviews strip away a necessary human touch and it&rsquo;s clear to see why candidates would favour a more personal and informal alternative to what could be a regimented and rigid video interview. Also, AI-led interviews run the risk of&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://hbr.org/2022/01/where-automated-job-interviews-fall-short" target="_blank" rel="noopener noreferrer">inaccurately capturing depictions of each candidates&rsquo; strengths and weaknesses</a>&nbsp;&ndash; becoming an inefficient strategy to adopt.
But, with the war for talent raging on in a hugely candidate-led market, it&rsquo;s understandable why recruiters, and firms looking to onboard new employees, may turn to these tactics in order to&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://fortune.com/2021/06/18/job-interview-artificial-intelligence-remote-online/" target="_blank" rel="noopener noreferrer">save time and resources when screening prospective candidates</a>. This battle definitely lies between the expectations of the candidate and the employers&rsquo; (or recruiters&rsquo;) scarcity of time.
<img src="https://www.wearefutureheads.com/wp-content/uploads/2022/03/Future-or-Fantasy-11.png" width="800" height="450">
&nbsp;
<h2>Conclusion</h2>
So, there you have it. Our five biggest findings on recruitment industry trends from our #FutureorFantasy poll series. If you want to hear more from Futureheads on the recruitment industry trends that are set to change the working landscape as we know it, then look out for our brand new LinkedIn series, #WorkLifeWednesdays.
Plus, get in touch with our Futureheads experts today to find out how we can help you navigate shifting recruitment strategies when applying for a new role:&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="http://www.wearefutureheads.co.uk/contact-us/" target="_blank" rel="noopener noreferrer">www.wearefutureheads.co.uk/contact-us/</a>
<h5>Tags:</h5>
<ul>
<li><a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.wearefutureheads.com/tag/recruitment-industry/" target="_blank" rel="noopener noreferrer">recruitment industry</a><a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.wearefutureheads.com/tag/remote-working/" target="_blank" rel="noopener noreferrer">remote working</a></li>
</ul>
&nbsp;

Five Recruitment Industry Trends – The Future or Fantasy?

The agency (Futureheads Recruitment) is looking to expand into the region after seeing strong growth in a number of key UK cities

Digital recruitment agency Futureheads Recruitment has hired an ex-Sage executive and opened a Tyneside office to break into the northern market.
&nbsp;
Susan Miller is heading up the firm&rsquo;s new office, in Dobson House, Newcastle, and has already recruited four new team members with further hires planned this year.
&nbsp;
The company was established in 2009 by four co-founders, including North East entrepreneur Charlie Hoult, and its recruiters specialise in digital engineering, user experience and service design, tech development and testing, and product and project management across part-time and full-time roles.
&nbsp;
Futureheads currently employs about 60 people &ndash; and the team has almost doubled in size over the last 12 months. Business growth has been particularly strong in Leeds, Manchester, Edinburgh &ndash; and London, where growth doubled last year.
&nbsp;
Ms Miller explained: &ldquo;The company&rsquo;s recent growth has been impressive and the time was right to look for an office outside of London. I&rsquo;ll be joined in our new office by four recruitment consultants, and we&rsquo;re also looking for a senior recruiter to support me.
&nbsp;
&ldquo;Our flexible, hybrid way of working means that our teams are connected to a base, but can work from home when they need to.
&nbsp;
&ldquo;Our new base is partially a reaction to becoming a more distributed workforce, post pandemic, and partially to the company finding more clients outside of the capital.
&nbsp;
&ldquo;Futureheads is well-known and respected in London and its reputation is now spreading across the UK &ndash; our new Tyneside base will help with this. There is a lively, vibrant tech sector in the North East and we&rsquo;re looking forward to being part of it and working with companies and organisations of all sizes.&rdquo;
&nbsp;
Nathan Callaghan, Futureheads&rsquo; MD based at the company&rsquo;s London HQ, added: &ldquo;Charlie Hoult&rsquo;s role as a co-founder of Futureheads means that we&rsquo;ve always had an interest &ndash; and connection &ndash; in the North East, but our reason for choosing Newcastle as a new base was also to do with Susan&rsquo;s leadership and development knowledge and experience. After meeting her, we knew she&rsquo;d be a great fit for the company and it made sense to build a team around her in her native North East.
&nbsp;
&ldquo;Charlie&rsquo;s connections in the region are a huge, added bonus, as is the region&rsquo;s proximity to the Scottish market.
&nbsp;
&ldquo;Covid has fundamentally changed the way in which so many companies work &ndash; in creating our first hub, and there may be more on the way, we are keeping in step with our customer base, matching and mirroring the way in which our clients have changed their business model.&rdquo;

PRESS: Futureheads digital recruitment agency opens Tyneside office to break into North market

The gender gap across the tech industry is still prevalent. Futureheads&rsquo; co-founder, Be Kaler Pilgrim, was delighted to join forces with IT consulting firm, Waterstons, to discuss the importance of women in tech and what we can do to attract more women into technology careers.
&nbsp;

The panel discussion invited female employees, Nadine Musgrave, Eleni Charalambous and Rhianne Short &ndash; alongside Waterstons CEO, Michael Stirrup &ndash; to share their experiences of being a woman in the UK tech sector. Be facilitated the fascinating discussion on what they believe can be done to encourage more women to consider a career in tech.
&nbsp;
Like Futureheads, Waterstons is a female-founded business with women occupying roles across the organisation, including the senior leadership team and board, yet the team knows more needs to be done to create a truly inclusive workplace and hiring process.
&nbsp;
Be kicked off the panel sharing her experience of what businesses are doing wrong when it comes to identifying underrepresentation &ndash; and the top barriers to creating a truly inclusive hiring practice.
&nbsp;
There was a whole host of interesting soundbites shared during the panel and we&rsquo;ve gathered our top 6 key takeaways from the event.
&nbsp;
Create an equitable recruitment process
With ED&amp;I creeping up the agenda for most businesses, more companies are pledging to change their policies and procedures to attract a more diverse candidate pool. But what steps can businesses take to create real action? Be shared some of her key tips:
&nbsp;
Employer brand &ndash; how you speak about yourselves externally and internally as a business is key. The more you talk about your values and culture as one that champions diversity, the more likely you are to attract talent that aligns to that. Inclusive language &ndash; without thinking, we write job descriptions which immediately appeal to one gender more than another, but there are online tools that help avoid this. Diverse interview panel &ndash; if your interview panel isn&rsquo;t diverse, how can you expect your potential employees to be? Build your candidate pool &ndash; keep the chain of conversation open with those that are not suitable right now, but could be in the future. Have a slick strategy and process &ndash; only with a clear goal of creating an inclusive process, can you create real change.
Acknowledge you need to do more
Like Waterstons, many tech businesses today are progressive and forward-looking, but awareness of the need to do more is essential to making consistent change. Michael Stirrup, CEO of Waterstons, spoke of the businesses&rsquo; diverse leadership team, with a previous female CEO and female board members, and how he has personally worked and learned under female managers throughout his career. However, Michael acknowledged how this had encouraged an attitude of &lsquo;what&rsquo;s the problem?&rsquo;, with the business only reflecting in the last few years that diversity and inclusion is an ongoing project &ndash; and that there&rsquo;s always more to be done to encourage women in tech.
&nbsp;
&ldquo;As a tech business, we have a responsibility to nurture and progress the women in our team, no differently from the men &ndash; and ensure they do not face gender-based barriers.&rdquo;
Michael Stirrup, CEO of Waterstons
&nbsp;
&nbsp;
&nbsp;
Create visibility at all levels of the business
Nadine Musgrave, Associate Director spoke of first joining Waterstons 20 years ago and how it felt special to be part of a tech business founded and led by women. She highlighted the importance of these women as acting as a beacon for females to aspire too.
&nbsp;
&ldquo;It shows women what they can achieve in the tech industry and that they can be part of a sector that&rsquo;s rapidly growing. Having this visibility is key to breaking barriers and stereotypes of the tech industry as typically &lsquo;male&rsquo;.&rdquo;
Nadine Musgrave, Associate Director
&nbsp;
&nbsp;
&nbsp;
Champion working mums
Equally, the business had been very supportive of Nadine as a mum of twins, enabling her to progress her career whilst working part time. Working mums are often an overlooked and undervalued sector, but if nurtured, acknowledged and supported can be hugely beneficial for any business. The pandemic has proven that this flexibility works for all employees to the benefit of the business.
&nbsp;
&ldquo;That&rsquo;s a big reason why I&rsquo;ve been here for 20 years. The values and culture of Waterstons has meant I never wanted to drift anywhere else. Yes, I&rsquo;ve had other challenges, but a business that would support me as a mum and allow me to continue my career has been key.&rdquo;
Nadine Musgrave, Associate Director
&nbsp;
&nbsp;
&nbsp;
Create psychological safety to discuss ED&amp;I
Technology Consultant, Eleni Charalambous, was next to be interviewed by Be &ndash; speaking of her positive experience as a female employee at Waterstons. Asked what she&rsquo;d like to see improved, she identiﬁed the gendered departments across the business, with client services being heavily female but that regardless of area of work, women naturally take on smaller admin tasks in meetings, such as writing notes. Likewise, she noted that it was a similar story for housework tasks in the office too, with female staff generally arranging drinks or cleaning away glasses in meetings.
&nbsp;
Be acknowledged how important it was to create a space to discuss these observations, highlighting that the biggest obstacle to progression is these conversations getting buried, and female staff not saying anything.
&nbsp;
&ldquo;At Futureheads, we commit to creating the psychological safety within our culture that enables every member of staff to discuss ED&amp;I in any capacity through a range of touchpoints, and to provide safe, confidential opportunities for staff to raise concerns.&rdquo;
Be Kaler Pilgrim, Futureheads&rsquo; co-founder
&nbsp;
&nbsp;
&nbsp;
Teach young women the variety of careers that exist within the tech sector
Be asked Rhianne Short, Information Security Consultant, for her thoughts on how businesses highlight the importance of women in tech and encourage more women into the tech sector.
&nbsp;
Rhianne highlighted how important it was to showcase the variety of roles in the tech industry &ndash; many of which would appeal to young women. She highlighted how females are less likely to consider roles in tech due to a misunderstanding about the skills needed, or available routes in.
&nbsp;
&ldquo;If I had known my role was in the tech industry, I may not have applied due to it being considered a&rsquo; male industry, however, since being at Waterstons, I&rsquo;ve realised that there are creative and people-focused roles. It&rsquo;s important we make young women aware of the careers available in the tech industry whilst at school and university&rdquo;.
Rhianne Short, Information Security Consultant
&nbsp;
&nbsp;
&nbsp;
Conclusion: What makes a workplace a good place for women to work?
Thanking the Waterstons panellists for their honesty and willingness to discuss the issue of diversity and inclusion so openly, Be concluded the panel with her top 10 factors for making workplaces a great place for women to work:
&nbsp;
Take into account outside demands Foster a community Investment Progression in leadership roles Representation Pay Measure and track employee satisfaction Two way communication &ndash; open feedback A mission/purpose Flexible benefits for leave
If you would like to discuss ED&amp;I with Futureheads to see how it could be improved at your workplace please contact nathan@wearefutureheads.co.uk
&nbsp;

How do we attract more women into tech? – a panel with Be Kaler Pilgrim and Waterstons

The complexities of AI and Machine learning, as well as the focus on data integrity, means hiring professionals with compliance, system integration and advanced analytics skills can be challenging. Our team is on hand to help with your Data recruitment needs.

<div class="row">
 <div class="col-12 col-sm-12 col-md-6">
 The complexities of AI and Machine learning, as well as the focus on data integrity, means hiring professionals with compliance, system integration and advanced analytics skills can be challenging. Our team is on hand to help with your Data recruitment needs.
 </div>
 <div class="col-12 col-sm-12 col-md-6">
 <h5>Our network includes professionals in:</h5>
 <ul>
 <li>Data Engineering</li>
 <li>Data Science</li>
 <li>​Data Analytics</li>
 <li>Business Intelligence</li>
 </ul>
 </div>
</div>

Data

With positions across agencies, brands, start-ups and tech companies, we work with Creatives delivering new brands, campaigns and integrated experiences. From hiring freelance Creative Teams to your first in-house Copywriter, we’ve got it covered. 

<div class="row">
 <div class="col-12 col-sm-12 col-md-6">
 With positions across agencies, brands, start-ups and tech companies, we work with Creatives delivering new brands, campaigns and integrated experiences. From hiring freelance Creative Teams to your first in-house Copywriter, we’ve got it covered.
 </div>
 <div class="col-12 col-sm-12 col-md-6">
 <h5>Our network include professionals in:</h5> 
 <ul>
 <li>Motion Graphics & Video Editing</li>
 <li>Branding</li>
 <li>Copywriting</li>
 <li>Art Direction</li>
 <li>Illustration</li>
 </ul>
 </div>
</div>

Creative

Part of our founding offering; since 2009 we have been part of the growth and evolution of the Design market in the UK – With a comprehensive network across all majors skill-sets we have consistently helped businesses hire world-class Design talent. 

<div class="row">
 <div class="col-12 col-sm-12 col-md-6">
 Part of our founding offering; since 2009 we have been part of the growth and evolution of the Design market in the UK – With a comprehensive network across all majors skill-sets we have consistently helped businesses hire world-class Design talent.
 </div>
 <div class="col-12 col-sm-12 col-md-6">
 <h5> Our network includes Designers with skills in:</h5>
 <ul>
 <li>Digital Product (UX/UI) Design</li>
 <li>User Interface (UI) Design</li>
 <li>​Visual Design</li>
 <li>Digital Design</li>
 <li>Marketing Design</li>
 </ul>
 </div>
</div>

Design

We know that the world of Digital Marketing moves at a quick pace. Digital Devices, Digital Platforms, Digital Media, Digital Data, And Digital Technology never stops. This is why our teams are on hand to support these changing landscapes and are always ahead of the curve.

<div class="row">
 <div class="col-12 col-sm-12 col-md-6">
 We know that the world of Digital Marketing moves at a quick pace. Digital Devices, Digital Platforms, Digital Media, Digital Data, And Digital Technology never stops. This is why our teams are on hand to support these changing landscapes and are always ahead of the curve.
 </div>
 <div class="col-12 col-sm-12 col-md-6">
 <h5>Our network includes professionals in</h5>
 <ul>
 <li>Search Engine Optimisation (SEO)</li>
 <li>Pay-per-Click</li>
 <li>Social Media Marketing</li>
 <li>Content Marketing</li>
 <li>Email Marketing</li>
 <li>Mobile Marketing</li>
 <li>Marketing Analytics</li>
 <li>Affiliate Marketing</li>
 </ul>
 </div>
</div>

Digital Marketing

Our niche is technical experts who specialise in IT and digital projects, across multiple platforms and technology stacks. Come and talk to us about all things engineering, from entry to CTO-Level.

<div class="row">
 <div class="col-12 col-sm-12 col-md-6">
 Our niche is technical experts who specialise in IT and digital projects, across multiple platforms and technology stacks. Come and talk to us about all things engineering, from entry to CTO-Level.
 </div>
 <div class="col-12 col-sm-12 col-md-6">
 <h5>Our network includes professionals across:</h5>
 <ul>
 <li>Front-end</li>
 <li>​Server-side​</li>
 <li>​Full-stack​</li>
 <li>Native Mobile​​</li>
 <li>Technical Architecture​​</li>
 <li>Solution Architecture​​</li>
 <li>Testing</li>
 <li>QA​​</li>
 <li>DevOps</li>
 <li>SRE</li>
 </ul>
 </div>
</div>

Engineering

From recruiting your first Product Owner to hiring your next experienced Product Managers, our recruiters have developed a specialist network in the design and tech space. They have trusted experts in sourcing and delivering both permanent and contract professionals in the field.

<div class="row">
 <div class="col-12 col-sm-12 col-md-6">
 From recruiting your first Product Owner to hiring your next experienced Product Managers, our recruiters have developed a specialist network in the design and tech space. They are trusted experts in sourcing and delivering both permanent and contract professionals in the field.
 </div>
 <div class="col-12 col-sm-12 col-md-6">
 <h5>Our network includes:</h5>
 <ul>
 <li>Chief Product Officers (CPO)</li>
 <li>VP's of Product Management​</li>
 <li>Directors of Product Management</li>
 <li>Product Managers​​</li>
 <li>Product Owners</li>
 </ul>
 </div>
</div>

Product

With a deep understanding of what is required from Project Managers and Programme Managers in the Digital and Tech space, we can help you find the talent to help you deliver better budget controls, communication, and reporting, to help you find ways to introduce new processes tools and technology that can support more efficient work delivery.

<div class="row">
 <div class="col-12 col-sm-12 col-md-6">
 With a deep understanding of what is required from Project Managers and Programme Managers in the Digital and Tech space, we can help you find the talent to help you deliver better budget controls, communication, and reporting, to help you find ways to introduce new processes tools and technology that can support more efficient work delivery. 
 </div>
 <div class="col-12 col-sm-12 col-md-6">
 <h5>Our network includes:</h5>
 <ul>
 <li>Digital Project Managers</li>
 <li>Programme Managers</li>
 <li>Engineering Project Managers</li>
 <li>Software/IT Project Managers</li>
 </ul>
 </div>
</div>

Project & Programme Management

From helping shape the London-UX market from the early days, to running and sponsoring some of the most well-known UX networking events – our reputation holds in our ability to match top-tier UX practitioners into opportunities. 

<div class="row">
 <div class="col-12 col-sm-12 col-md-6">
 From helping shape the London-UX market from the early days, to running and sponsoring some of the most well-known UX networking events – our reputation holds in our ability to match top-tier UX practitioners into opportunities. 
 </div>
 <div class="col-12 col-sm-12 col-md-6">
 <h5>Our network includes practitioners with skills across:</h5>
 <ul>
 <li>User Research</li>
 <li>Interaction Design​</li>
 <li>​UX Design</li>
 <li>Information Architecture</li>
 <li>​Service Design​</li>
 <li>Content Design</li>
 </ul>
 </div>
</div>

UX & Service Design

Andrew Rogers

Andrew's varied background across several industries coupled with deep knowledge within engineering, design and product &ndash; allows him to bring a unique lens when working with businesses to understand their requirements and implement effective solutions to solve their hiring challenges. Leading the Data team at Futureheads, he is passionate about partnerships and supporting client plans for growth. Outside of work, Andrew has two boys keeping him busy, but in his rare spare time, he likes to squeeze in a round of golf.&nbsp;

Sectors we cover

Data

Latest Data Jobs

Meet the Data Team

Latest Data News