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Freelance 9 months | Product Marketing Manager | Ecom + Ad I am currently working with a well known tech company who is seeking an experienced Product Marketing Manager to join their Product Marketing team, who is passionate about identifying and building solutions to help people connect with businesses through our messaging products. In this role, you will be focused on developing a deep understanding of the eCommerce and advertising landscape to inform our product monetization and go-to-market strategy. This role will play a key part in growing our Commerce and advertising product portfolio to help businesses grow. You will work closely with product &amp; engineering teams along with cross-functional partners like sales leadership, marketing, and partnership teams. We are looking for a candidate with a proven track record demonstrating strong analytical skills, strategic thinking, and decision making under uncertainty. The ideal candidate will have experience collaborating with a broad range of cross-functional teams and exhibit excellent analytical and communication skills. Responsibilities
<ul>
<li>Lead market assessment to identify new product opportunities through hypothesis-driven structured analysis, competitive analysis, and capturing and distilling qualitative feedback from businesses</li>
<li>Partner with regional Sales leadership, product teams and product marketing managers to set product adoption goals, develop execution strategies, track and analyze performance, and drive adoption of our advertising solutions</li>
<li>Drive go-to-market strategy and execution: Test and launch new products in market through alphas/betas, product positioning and messaging, launch strategy, and scaled adoption. Lead a global cross-functional team to launch products in the market and drive product adoption.</li>
<li>Drive product growth by setting goals and partnering closely with various activation channels</li>
</ul>
Minimum Qualifications
<ul>
<li>6+ years work experience in technology or Internet technology, product development, and/or strategy consulting.</li>
<li>Analytical, data driven decision-maker.</li>
<li>Leadership experience working in a cross-functional environment.</li>
<li>Demonstrated experience partnering with Product Management and Engineering teams.</li>
</ul>
Preferred Qualifications
<ul>
<li>MBA or other relevant advanced degree.</li>
<li>Experience in a consumer or business focused technology company</li>
<li>Digital ad experience</li>
</ul>
About Contract
<ul>
<li>9 months</li>
<li>&pound;45 an hr PAYE</li>
<li>start 1 month</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&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.

Product Marketing Manager

Marketing Associate | 12 Month Contract I am currently working with a well-know Tech compnay who is looking for a Marketing Associate to join their team. You will support the Music Label Partnerships (MLP) team in various responsive/reactive categories to help serve our Indie label partners: <ul><li>Rights Manager Support: Report/resolve bugs, Follow-up internally with ops/XFN teams to facilitate label responses</li><li>Verification: Work with internal ops/concierge teams to process verification requests for all music label partners</li><li>Allowlisting: Utilize internal tools to process verification requests for all music label partners. Manage database of requests</li><li>User Account Management/Integrity: Reactive response to access issues/hacks, username/profile name changes, merge requests, etc.</li><li>Ad Coupons: Create, manage and process ad credits/coupons for music label partners</li><li>CRM: Work XFN to manage/maintain CRM database for music industry partners, create educational one-sheets on new product/features</li><li>Reporting: From time-to-time, generate ad-hoc reports utilizing internal dashboards for MLP team and music label partners</li><li>Payments: Maintain payment status workbook, process invoices, expedite payments, change in process requests/directives/etc.</li><li>Meetings: From time-to-time, attend planning/execution meetings on above mentioned tasks.</li><li>Artist/Campaign Tracking: Help track and share artist/label uses of music products on both FB/IG. Additional tracking may be required for larger multi-artist/label stunts.</li></ul>2+ years digital music experience (interaction with record labels a plus but not required) About role <ul><li>12 months</li><li>Start ASAP</li><li>Hybrid London</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.

Marketing Associate

Freelance Strategist | 6 week contract | outside IR35 | £425 | PPC I am currently working with a consultany who believe the healthcare industry is ready for something new. New tech platforms, data-driven engagement models, and digital product divisions may be foundational to the current wave of change, but it’s ideas, experiences and stories that inspire people to change behaviour. And that’s where you come in. They are currently looking for a freelance Strategist to join their team on an inital exciting 6 week project  Must haves  - PPC experience  - Paid Social Campaign  - Prior Healthcare consultancy expereince  About contract  - 6 weeks  - Start ASAP - Outside IR35 - £425 a day 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.

Strategist

Freelance Client Service Traﬃc Manager/PM I am currently working with a market leading HR software whos mission is to give HR teams time to focus on what really matters: people. We help automate people processes and free up time for more strategic work, enabling HR to go beyond HR. Skills <ul><li>Clear understanding of brand and its associated impacts and challenges</li><li>Adept at identfying and mapping the expertse and skills requirements for speciﬁc projects</li><li>Able to communicate clearly and concisely with stakeholders</li><li>Conﬁdent communicatng with senior stakeholders and managing their expectatons</li><li>Able to manage multple projects and prioritse based on strategic impact</li><li>Strong organisatonal, tme-management and administraton skills</li><li>An understanding of the creatve and producton process with experience working within astudio</li><li>Excellent people management and communicaton skills</li><li>Comfortable working in a fast-paced, hybrid environment and across multple countries andoﬃces.</li><li>Experience with project management, triage and communicaton tools–ClickUp(or similar),Slack etc.</li></ul> Responsibilites <ul><li>Collaborate directly with key stakeholders to fully understand project scope requirements,workload pressures and tmelines</li><li>Assess and prioritse projects against team/project/business needs and tmescales</li><li>Negotate tmescales when there are competng priorites</li><li>Build eﬀectve, long lastng partnerships with key departments and clients</li><li>Deeply evaluate requests and briefs, identﬁying deﬁciencies or operatonal concerns</li><li>Ensure alignment of requests with the brand vision/goals and assess feasibility in terms ofimpact on audiences and company OKRs</li><li>Liaise with stakeholders to gather necessary details, manage expectatons and agreeconsensus on solutons</li><li>Lead and coordinate projects from inital stages through to delivery</li><li>Monitor and respond to requests for tme-sensitve work, assess capacity and manageexpectatons where necessary</li><li>Oversee the allocaton of resources, highlight concerns where necessary, and ﬁnd andinitate clear solutons</li><li>Break down complex requests into achievable subtasks with agreed milestones</li><li>Monitor workload through job progression statuses and identfy dependencies</li><li>Capture, disseminate and present back operatonal data to give a clear picture of teampressures and resource allocaton</li><li>Conductagency brieﬁngs for task assignments, ensuring that senior Brand stakeholders areinvolved at key milestones</li><li>Observe current traﬃc processes and input ideas on how to improve current practces whererequired</li></ul>About contract <ul><li>1 day in London office</li><li>5hr days spread over 5 days (ideal) or 3 day week</li><li>£50 an hour</li><li>Start 1-2 weeks</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.

Creative Service Traffic Manager/Project Manager

Account Director  As the Account Director you will be responsible for leading on Client Accounts, ensuring that they are profitable and growing. You will take responsibility of the quality and creativity of work that meets the needs of the client and addresses business problems.   We are looking for a diverse thinker who can blend human insight with data, technology and creativity to help businesses drive accelerated growth.   You will be setting up the Account function within the agency so you will be creating a whole new work stream.  The ideal candidate will be skilled in account management relationship selling and have a deep understanding of the clients’ goals, drivers and needs of the business.  They will need to be able to articulate this back to the team, ensuring the client requests are handled in a timely and efficient manner.  This is a fast paced, digitally transforming environment so someone that juggle and prioritise work, has a strategic outlook and is experienced working with budgets is essential.  Group Account Director will be tasked with maximising opportunity and delivering great value. The ideal candidate will have: <ul><li>Experience managing clients’ relationships</li><li>Sound knowledge of working with budgets.</li><li>Sound knowledge of web maintenance optimisation.</li><li>Excellent communications skills</li><li>Strategic perspective</li><li>Adaptability in a fast-paced environment</li><li>Skilled in negotiation /Value based selling</li><li>Empathy and a deep understanding of goals drivers and needs of others, </li><li>Some agencies experience</li><li>Background in /understanding of projects sprints</li><li>Ideally have charity sector expereince </li></ul>About contract <ul><li>£350 - £400 a day </li><li>outside IR35 </li><li>Remote </li><li>6 months </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.

Account Director

I am currently working with a market leading retail who is looking for a Content Producer to join their team. You will be responsible for migrating content pages across to the new Bloomreach CMS. You will upload and build all new content on their website with a strong focus on new product launches, brand campaigns and technical roadmap development initatives to create an engaging, innovative and commercial customer experience online. Key Responsibilities  <ul><li>Working as part of the CMS Project team you will be integral in migrating site content in line with critical path timings, whilst ensuring a high quality of look and feel and accuracy</li><li>Work in partnership with Digital Design and Development teams to ensure that all content adheres to brand UX/UI and brand guideline</li><li>Working in partnership with the E-commerce Trading team to upload content across all areas of the website that maximises commercial return; launching campaigns, products and promotions on the website</li><li>Proactively respond to reactive trading requests such as amending promotions due to trading requirements</li><li>Identifying and utilising data to select the best assets for the web</li></ul> Candidate Requirements<ul><li>Degree in Digital Marketing, Digital Design, Computer Science or a related ﬁeld</li><li>2+ years relevant industry experience</li><li>Intermediate/ advanced knowledge of CMS platforms such as Bloomreach</li><li>Basic understanding of SEO & UX best practices</li><li>Experience of HTML/ CSS preferred</li><li>Experience using design software such as Photoshop, Cloudinary transformations</li><li>Highly organised with strong communication and project management skills</li></ul> About contract  <ul><li>6 Months </li><li>Initally in warrington office for training then remote working (or if local visit office more frequent)</li><li>£300 - £400 a day</li><li>start 19th June</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.

Digital Content Producer

JOB DESCRIPTION &nbsp;Project Manager I am working with an award-winning specialist product and service and digital comms discipline of the VCCP Partnership. We are a friendly and knowledgeable team of 80 specialists across Strategy and Data, UX, Design and Motion, Technology &amp; Engineering, Project and Account Management and Operations, all dedicated to creating great work across all digital channels Check out some of the work we&rsquo;ve done here. OUR CULTURE&nbsp; ● A collaborative nature ● An entrepreneurial spirit ● Take pride in their work ● Have an honest approach ● Be un-precious and be able to recognise that a good idea can come from anywhere ● Take responsibility ABOUT THE ROLE&nbsp; Project Management team is 20 strong and integral to delivering great work across the agency. We are looking for a Project Manager to strengthen our campaign production capabilities and to join our team who thrives on learning, developing and inputting into projects and teams, not just &ldquo;managing&rdquo; them. You will take as much pride in creating a collaborative, efficient, effective and fun project environment as you do in the final output. You will find satisfaction in effectively executing projects on time and on budget, controlling and adapting scope as you go thorough. You will have the ability to apply your experience and skills to the management of different integrated campaigns across a range of clients. Although your responsibility will be for management of effective, efficient, and best-in-class digital communications, your full remit is to be part of an integrated team that as a whole deliver campaigns that cover all communication touch points. You will be able to manage the conceptual process through to final delivery across Digital Display, Motion Graphics for Social Media and Digital Out Of Home, Landing Pages and other campaign activations. Understanding how a central creative idea needs to evolve to work in all spaces. To succeed, you must be creative and technical, strategic and executional, artistic and scientific. You excel at the opposite ends of the spectrum and find a middle ground without descending into mediocrity. You must exercise control of your projects yet allow freedom of ideas to thrive. You understand the whole picture but live deep in the detail. Left-brained and right-brained, you are comfortable jumping between conceptual thinking and pragmatic realism in the blink of an eye. However, you are not alone. You will be part of a well-structured, supportive and industry-leading team, within which we aim to provide you with every opportunity to learn, grow and advance your career. SKILLS &amp; EXPERIENCE ● Confident in managing large and complex digital campaigns with a team of designers and developers ● 2 years experience delivering digital deliverables as part of large integrated campaigns. ● Experience within a creative agency environment. ● Solution-orientated ● Helpful, flexible and resourceful, yet delivery focused ● Strong commercial awareness ● Reliable and responsible ● Diplomatic approach to all situations, when working with a wide range of stakeholders including clients, creatives, account managers or agency partners ● An excellent communicator with strong team management skills ● Calm, positive and optimistic even when under pressure ● Experience working in fast-paced environments ● Strives to learn, grow and to expand experience. QUALIFICATIONS ● Experience scoping, briefing, documenting, timeline management, risk mitigation, change management, and delivery for large campaign projects. ● Experience in managing the delivery of consumer facing web pages and microsites ● Experience in managing large roll outs and versions across a range of deliverables ● Ability to work with Strategy, Creative, UX and Design and Technical teams to deliver high quality work ATTITUDE ● Resilience to keep going in a fast paced environment ● Strives for excellence ● Can do attitude ● Approachable and personable ● Builds rapport and is able to quickly establish excellent working relationships ● Team player WHAT WE CAN OFFER YOU We work hard at keeping our teams motivated by offering continuous training and development&nbsp;opportunities, a competitive benefits package, good work-life balance and a fun andengaging office environment. We are currently operating a hybrid working model with lots of flexibility. CONTRACTUAL BENEFITS ● Life Assurance ● Private Medical Healthcare ● Income Protection ● Pension ● 25 days holiday ● Work mobile phone ● Enhanced maternity/paternity (after qualifying period) NON CONTRACTUAL BENEFITS ● Half a day working before a bank holiday &ndash; work permitting ● Employee assistance programme ● Gourmet Society &amp; Tastecards ● Health Screening ● Holiday Purchase Scheme ● RAC Vehicle Breakdown Cover ● Free annual eye test ● Curious sessions and other information sharing session ● Give as you earn (a tax-free benefit) ● Cycle to work scheme - after successful completion of probationary period ● Corporate Gym Membership - after successful completion of probationary period ● Season ticket loan &ndash; after successful completion of probationary period 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.

Project Manager

JOB DESCRIPTION Project Manager THE BIG PICTURE I am working with an award-winning specialist product and service and digital comms discipline of the VCCP Partnership. We are a friendly and knowledgeable team of 80 specialists across Strategy and Data, UX, Design and Motion, Technology &amp; Engineering, Project and Account Management and Operations, all dedicated to creating great work across all digital channels Check out some of the work we&rsquo;ve done here. OUR CULTURE&nbsp; ● A collaborative nature ● An entrepreneurial spirit ● Take pride in their work ● Have an honest approach ● Be un-precious and be able to recognise that a good idea can come from anywhere ● Take responsibility ABOUT THE ROLE&nbsp; Project Management team is 20 strong and integral to delivering great work across the agency. We are looking for a Project Manager to strengthen our campaign production capabilities and to join our team who thrives on learning, developing and inputting into projects and teams, not just &ldquo;managing&rdquo; them. You will take as much pride in creating a collaborative, efficient, effective and fun project environment as you do in the final output. You will find satisfaction in effectively executing projects on time and on budget, controlling and adapting scope as you go thorough. You will have the ability to apply your experience and skills to the management of different integrated campaigns across a range of clients. Although your responsibility will be for management of effective, efficient, and best-in-class digital communications, your full remit is to be part of an integrated team that as a whole deliver campaigns that cover all communication touch points. You will be able to manage the conceptual process through to final delivery across Digital Display, Motion Graphics for Social Media and Digital Out Of Home, Landing Pages and other campaign activations. Understanding how a central creative idea needs to evolve to work in all spaces. To succeed, you must be creative and technical, strategic and executional, artistic and scientific. You excel at the opposite ends of the spectrum and find a middle ground without descending into mediocrity. You must exercise control of your projects yet allow freedom of ideas to thrive. You understand the whole picture but live deep in the detail. Left-brained and right-brained, you are comfortable jumping between conceptual thinking and pragmatic realism in the blink of an eye. However, you are not alone. You will be part of a well-structured, supportive and industry-leading team, within which we aim to provide you with every opportunity to learn, grow and advance your career. SKILLS &amp; EXPERIENCE ● Confident in managing large and complex digital campaigns with a team of designers and developers ● 2 years experience delivering digital deliverables as part of large integrated campaigns. ● Experience within a creative agency environment. ● Solution-orientated ● Helpful, flexible and resourceful, yet delivery focused ● Strong commercial awareness ● Reliable and responsible ● Diplomatic approach to all situations, when working with a wide range of stakeholders including clients, creatives, account managers or agency partners ● An excellent communicator with strong team management skills ● Calm, positive and optimistic even when under pressure ● Experience working in fast-paced environments ● Strives to learn, grow and to expand experience. QUALIFICATIONS ● Experience scoping, briefing, documenting, timeline management, risk mitigation, change management, and delivery for large campaign projects. ● Experience in managing the delivery of consumer facing web pages and microsites ● Experience in managing large roll outs and versions across a range of deliverables ● Ability to work with Strategy, Creative, UX and Design and Technical teams to deliver high quality work ATTITUDE ● Resilience to keep going in a fast paced environment ● Strives for excellence ● Can do attitude ● Approachable and personable ● Builds rapport and is able to quickly establish excellent working relationships ● Team player WHAT WE CAN OFFER YOU We work hard at keeping our teams motivated by offering continuous training and development&nbsp;opportunities, a competitive benefits package, good work-life balance and a fun andengaging office environment. We are currently operating a hybrid working model with lots of flexibility. CONTRACTUAL BENEFITS ● Life Assurance ● Private Medical Healthcare ● Income Protection ● Pension ● 25 days holiday ● Work mobile phone ● Enhanced maternity/paternity (after qualifying period) NON CONTRACTUAL BENEFITS ● Half a day working before a bank holiday &ndash; work permitting ● Employee assistance programme ● Gourmet Society &amp; Tastecards ● Health Screening ● Holiday Purchase Scheme ● RAC Vehicle Breakdown Cover ● Free annual eye test ● Curious sessions and other information sharing session ● Give as you earn (a tax-free benefit) ● Cycle to work scheme - after successful completion of probationary period ● Corporate Gym Membership - after successful completion of probationary period ● Season ticket loan &ndash; after successful completion of probationary period &nbsp; 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.

Campaign Project Manager &pound;50K - &pound;55K Start ASAP 3 days in Victoria, London office We are looking for a Senior Project Manager to strengthen our campaign production capabilities and to join our team who thrives on learning, developing and inputting into projects and teams, not just &ldquo;managing&rdquo; them. You will take as much pride in creating a collaborative, efficient, effective and fun project environment as you do in the final output. You will find satisfaction in effectively executing projects and large programmes of work on time and on budget, controlling and adapting scope as you go through. You will have the ability to apply your experience and skills to the management of different integrated campaigns across a range of clients. SKILLS &amp; EXPERIENCE:
<ul>
<li>Confident in managing large and complex digital campaigns with a team of designers and developers</li>
<li>3-4 years experience delivering digital deliverables as part of large integrated campaigns. But we acknowledge that time can be misleading. If you think you and your experience fits the brief, please get in touch.</li>
<li>Experience within a creative agency environment.</li>
<li>Solution-orientated</li>
<li>Helpful, flexible and resourceful, yet delivery focused</li>
<li>Strong commercial awareness</li>
<li>Reliable and responsible</li>
<li>Diplomatic approach to all situations, when working with a wide range of stakeholders including clients, creatives, account managers or agency partners</li>
<li>An excellent communicator with strong team management skills</li>
<li>Calm, positive and optimistic even when under pressure</li>
<li>Experience working in fast-paced environments</li>
<li>Strives to learn, grow and to expand experience.</li>
</ul>
 QUALIFICATIONS:
<ul>
<li>Experience scoping, briefing, documenting, timeline management, risk mitigation, change management, and delivery for large campaign projects.</li>
<li>Experience in managing the delivery of consumer facing web pages and microsites</li>
<li>Experience in managing large roll outs and versions across a range of deliverables</li>
<li>Ability to work with Strategy, Creative, UX and Design and Technical teams to deliver high quality work</li>
<li>&nbsp;</li>
</ul>
ATTITUDE: 
<ul>
<li>Resilience to keep going in a fast paced environment</li>
<li>Strives for excellence</li>
<li>Can do attitude</li>
<li>Approachable and personable</li>
<li>Builds rapport and is able to quickly establish excellent working relationships</li>
<li>Team player</li>
</ul>
 WHAT WE CAN OFFER YOU: We work hard at keeping our teams motivated by offering continuous training and development opportunities, a competitive benefits package, good work-life balance and a fun and engaging office environment. We are currently operating a hybrid working model with lots of flexibility. CONTRACTUAL BENEFITS: Life Assurance Private Medical Healthcare Income Protection Pension 25 days holiday Work mobile phone Enhanced maternity/paternity (after qualifying period) &nbsp; NON-CONTRACTUAL BENEFITS: Half a day working before a bank holiday &ndash; work permitting Employee assistance programme Gourmet Society &amp; Tastecards Health Screening Holiday Purchase Scheme RAC Vehicle Breakdown Cover Free annual eye test Curious sessions and other information sharing session Give as you earn (a tax-free benefit) Cycle to work scheme - after successful completion of probationary period Corporate Gym Membership - after successful completion of probationary period Season ticket loan &ndash; after successful completion of probationary period 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.

Senior Project Manager - Campaign

Solutions Architect (Pre- Sales)- London/Remote- 9 Months-&pound;650-750 Day Rate PAYE We are working with a global technology company to find an experienced Solutions Architect to their team for an 9 months contract. You will work closely with the customer, partners and pre-sales teams providing technical engagements across a wide area of competencies to help drive new business. You will work with external suppliers and clients, fostering relationships between the two whilst ensure technical needs are met. The ideal candidate will combine technical, product and business skills to ensure growth. The Role
<ul>
<li>Engage with potential customers to understand their business objectives and demonstrate the value proposition, delivering customer pre-sales technical engagements</li>
<li>Guide customer implementations and technical growth, identify key system architecture components and propose and help clients build solutions that unblock deployments.</li>
<li>Build strong technical relationships with existing customers and drive growth and adoption of products</li>
<li>Troubleshoot technical issues &ldquo;hands on&rdquo; when required</li>
<li>Create documentation and develop best practices to help your team and customers engage with business, product, and engineering teams.</li>
<li>Drive the success of products by providing customer feedback, and as well leveraging a deep understanding of both industry trends and business needs.</li>
<li>Deep understanding of products, architecture and integration components &ndash; become a SME</li>
</ul>
 Skills/ Experience:
<ul>
<li>Experience as a Solution Architect, Technical Consultant or Partner/Sales/Solutions Engineer</li>
<li>Experience communicating with technical and business audiences</li>
<li>Knowledge of the enterprise software space and I.T management areas such as device and mobile management</li>
<li>Experience with identity, provisioning, security, networking and other aspects of successful software and hardware deployments in Enterprise environments including user management, authentication, and/or MDM</li>
<li>Knowledge of the web technology stack and supporting technologies (protocols, APIs)</li>
</ul>
Desirable
<ul>
<li>Experience with SaaS solutions</li>
<li>Experience with AR/VR devices and solutions </li>
</ul>
&nbsp; 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.

Solutions Architect

Futureheads is 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 QA Manager with some ecommerce experience. The role will be fully remote and will be paying between &pound;50-60K. Your experience:
<ul>
<li>Responsible for conducting tests before product launches to ensure meets business needs (both automation and manual testing experience beneficial)&nbsp;</li>
<li>Experience with APIs and API testing (PostMan, Swagger)</li>
<li>Have been responsible for supporting the Product function for UAT&nbsp;</li>
</ul>
This is an extremely exciting time to join the client as they have huge growth plans for 2023 and an ambitious roadmap.&nbsp; Please apply now so I can tell you all about it! 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.

QA Manager

I am currently working with a global market leading B2B lead generating platform who is looking for a Senior Product Manager to join their team and report directly into the CEO. About role - Owns/responsible for all aspects of their Product. - Product Manager is responsible for one Product, acting as mini-CEO for with end-to-end and top-to-bottom visibility & influence (de facto SME). - Product Manager is responsible for driving evidence-based decisions to create, manage & deliver their product's Vision, Strategy, Roadmap & Release & delivery of their respective product.  - Face of and de-facto end-to-end authority, responsible for all aspects of their product - Developing & evangelising Product Strategy, Roadmap, Releases & GTM - Driving evidence-based decisions relating to the Product through proactive primary & secondary R&A - Driving disciplined, balance, contextual & commercially sound Product decision - Monitoring & managing team of Product Owners - Designing, planning, executing & evaluating Prototypes & Proofs of Concept (POCs), ready to incorporate into Roadmap Must have: - 5+ years Product Management experience in B2B SaaS - 3-4 years as Product Manager - 3-4 years Agile working - 3-4 years as Product Manager - 3-4 years of Primary & Secondary R&A - 3-4 years managing teams directly (Product Owners) & indirectly (developers) - 3-4 years developing & delivering against product Visions, Strategies & Roadmaps - 2-3 years Partner management & engagement experience - ideally Salesforce, Hubspot etc. Should Have: - 2-3 years marketing experience, ideally with marketing agencies - 2-3 years’ experience developing & managing POCs - Either a healthy balance between start-ups & enterprise, or specifically mid-market experience - Multiple roles lasting longer than 2 years 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.

Product Manager

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

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.

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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. 

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