If you would like to discuss DEI at Futureheads please contact <a href="mailto:team@wearefutureheads.co.uk">team@wearefutureheads.co.uk</a>

<div style="text-align: center;"><strong>We aim to be brave. We won’t get it right all the time, but we believe it's better to say and do something rather than nothing, and to learn from our mistakes.</strong></div>

 <p>                     <strong>                       But we’re now striving to be better and to drive positive                       change. We firmly believe that everyone is welcome at                       Futureheads, and we aim to demonstrate that in everything                       we do.                     </strong>                   </p>                   We’re committed to creating a culture that reflects the                   make-up of society, we believe diversity promotes innovation,                   growth and equality. We are committed to being intentionally                   inclusive by understanding who we have in our culture and how                   we can best add equity to each individual, and contribute                   towards their professional development. We are actively                   helping our clients do the same. We celebrate the difference                   and rich experience that diversity brings, and we commit to                   ensuring that everyone we interact with, both within and                   outside our business, is valued, respected, and treated                   equally, regardless of their background, identity or                   circumstances. We aim to understand every individual’s                   capabilities, and to give them what they need to succeed to                   their fullest potential.

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Futureheads in Numbers

Senior Product-Focused Full Stack Engineer (Frontend-Leaning)<br><br> Hybrid – Brick Lane, London (1 day/week) | £80–100k DOE<br><br> A contemporary art e‑commerce platform is looking for a Senior Product-Focused Full Stack Engineer with strong frontend skills. The business works with leading contemporary artists from pitch through to pre‑sale, release (auctions, draws, drops) and fulfilment, and is also building a SaaS offering that helps emerging artists run print‑on‑demand and sell their own work – including tooling like a Linktree-style hub and commerce features.<br> <br>This is not a “pure tech” or AI-startup chasing the latest hype. The focus is on building genuinely great products for artists and collectors, with high engineering standards and a strong UX focus.<br> <br>The successful candidate will join a small, product-minded team and have real ownership across both the core platform and the new SaaS offering.<br> Responsibilities<ul><li>Evolve Next.js/TypeScript web applications for collectors and artists</li><li>Design and implement high-quality frontend experiences with a strong UX and UI focus</li><li>Contribute to APIs and backend services (Golang) as needed</li><li>Collaborate closely with product, design and data to shape roadmap and strategy</li><li>Help define architecture and engineering practices in a lean team</li></ul><br>It’s a small, collaborative team where engineers have meaningful input into both product direction and technical decisions.<br> Requirements<ul><li>Strong experience with modern frontend engineering, ideally with:<ul><li>Next.js</li><li>TypeScript</li></ul></li><li>Solid understanding of backend and API design (Golang experience is a plus but not required)</li><li>Product-minded: thinks in terms of users, UX, outcomes and trade-offs, not just tickets</li><li>Comfortable with ambiguity and shaping work rather than waiting for perfectly defined tasks</li><li>Strong communication and pairing skills</li></ul>The team is particularly keen to improve its diversity and strongly encourages applications from women and other underrepresented groups in engineering.<br> Ways of working<ul><li>Hybrid: typically 1 day per week in a Brick Lane, London office (Fora)</li><li>Distributed team across Europe with quarterly in-person meetups (e.g. Lisbon, Netherlands, London)</li></ul>Interview process<ol><li>Introductory screen with the engineering lead</li><li>1-hour pair programming session with the engineering lead and Staff Engineer</li><li>Product & architecture whiteboarding session with the Head of Product</li></ol>Interested candidates should apply with a CV and a short note about a product or feature they are proud of and the role they played in shaping it.<br /><br /><em><em>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.</em></em>

Senior Fullstack Developer (FE Leaning)

<strong>M365 Modern Workplace & Security Engineer</strong> <br><strong>Hampshire (Winchester, Guildford & Petersfield)</strong><br> <strong>£40,000–£45,000 (flexible for strong candidates)</strong><br> <strong>Full-time | Permanent | On-site<br></strong><br> We’re working with a growing Microsoft-focused consultancy that delivers secure, well-governed Microsoft 365 environments to professional services organisations across the South of England.<br> This role sits at the intersection of Modern Workplace engineering and Microsoft cloud security, ideal for someone strong in identity, endpoint security and tenant governance who also enjoys client-facing responsibility.<br><br> This is a fully on-site position split across:<br><ul><li>1 day per week in Winchester</li><li>1 day per week in Guildford</li><li>Remaining days based in the Petersfield office</li></ul>The Role This position combines embedded client engagement with structured Microsoft 365 security and platform delivery.<br><br> You’ll act as a trusted Microsoft 365 specialist, helping clients improve security posture, governance, collaboration structure and overall tenant health.<br> Alongside stakeholder-facing work, you’ll contribute to internal delivery projects focused on identity, endpoint management and security optimisation.<br><br><strong> Core responsibilities include:</strong><br><ul><li>Administration and optimisation of Microsoft 365 environments</li><li>Entra ID (Azure AD) identity management and role governance</li><li>Designing and implementing Conditional Access policies</li><li>Microsoft Intune configuration (device enrolment, compliance, application deployment)</li><li>Microsoft Defender deployment and endpoint security improvements</li><li>Supporting Zero Trust-aligned configurations (MFA, least privilege access, access control)</li><li>Improving Teams and SharePoint governance and lifecycle management</li><li>Assisting with tenant reviews, remediation work and security enhancements</li><li>Working within structured, ISO-aligned operational processes</li></ul><strong>Required Experience</strong><ul><li>Strong hands-on Microsoft 365 administration experience</li><li>Practical Entra ID / Azure AD knowledge</li><li>Experience configuring Conditional Access policies</li><li>Microsoft Intune experience (compliance policies, endpoint configuration, app deployment)</li><li>Exposure to Microsoft Defender (Endpoint and/or Identity)</li><li>Solid understanding of security best practices within M365 (MFA, Zero Trust principles, RBAC)</li><li>Experience supporting Windows endpoints</li><li>Comfortable engaging with non-technical stakeholders</li></ul><strong>Desirable</strong><ul><li>Microsoft certifications (MD-102, MS-102, SC-300 or similar)</li><li>Experience in ISO 27001 or Cyber Essentials-aligned environments</li><li>MSP or consultancy background</li><li>Familiarity with Power Platform or automation</li><li>Awareness of Microsoft Copilot / AI governance considerations</li></ul><strong>About You</strong><ul><li>Security-conscious and detail-oriented</li><li>Professional and confident when working directly with clients</li><li>Comfortable balancing hands-on engineering with advisory conversations</li><li>Interested in improving long-term tenant governance rather than purely reactive support</li></ul><br /><br /><em><em>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.</em></em>

M365 Infrastructure Security Engineer

Staff API Trading Engineer<br>Location: London (preferred) or Remote EU. <br>Salary: Competitive (market-aligned by location, strong total comp)<br><br>We’re partnering with a leading trading firm to hire a Senior API Trading Engineer to own and build out their API trading capability from the ground up. This is a high‑impact hire with a clear path to becoming a team lead.<br>You’ll report directly to the Head of Engineering (who reports to the CTO) and work closely with teams handling OTC, credit and loans, ensuring the API trading stack meets – and exceeds – top‑tier competitor standards.<br><br>What you’ll do<br>Design, build and evolve high‑performance public trading APIs (REST, WebSocket, FIX is a big plus)<br>Own API documentation: clear, developer‑friendly specifications and guides<br>Collaborate with trading, engineering and OTC teams to align API features with business needs<br>Drive reliability, performance and security of low‑latency trading integrations<br>Influence future team structure; potentially hire and lead an API trading team<br><br>What we’re looking for<br>Must‑haves<br>Proven experience working on public APIs at an exchange or trading company (non‑crypto is fine)<br>Strong background with OpenAPI (FastAPI or similar may be acceptable if the rest is strong)<br>Hands‑on experience with WebSocket and REST APIs; FIX is a major plus<br>Experience with Rust or another low‑latency language (e.g. C/C  ) – you must be comfortable enough for a Rust take‑home exercise<br>Solid understanding of security and authentication for APIs<br>Good communication skills and comfort working cross‑functionally<br>Typescript exposure is a plus<br><br>Nice‑to‑haves<br>Experience in crypto or traditional finance trading platforms<br>Worked on an algo / matching engine at a trading firm<br>Strong security affinity beyond the basics<br><br>Location & Work Setup<br>London 3x p/w<br><br>Salary is £130-160,000 plus bonus. <br /><br /><em><em>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.</em></em>

Staff Back End Developer

<strong>Technical Operations Lead</strong> <br><br>About the Company Our client is building a next-generation global financial institution focused on digital assets. Designed from first principles, the organisation prioritises market integrity, operational efficiency, and scalable infrastructure in a rapidly evolving financial landscape.<br><br> Its core capabilities span institutional liquidity provision, advanced trading solutions, OTC execution, and comprehensive treasury management services. The company operates with a disciplined, systems-oriented mindset to deliver resilient, high-performance platforms across all business lines.<br><br><strong> The Role</strong> <br><br>As Technical Operations Lead, you will drive operational execution across Engineering, Infrastructure, IT, and Cybersecurity functions.<br> This is a delivery-focused role centred on execution, coordination, and operational excellence. You will translate ambiguous requirements into structured plans, align cross-functional stakeholders, manage vendors and procurement workflows, and ensure complex integration initiatives are delivered on time and to a high quality standard.<br><br> While the role requires technical fluency, the primary mandate is ownership, execution discipline, and cross-organisational coordination.<br> Key Responsibilities Program Delivery & Execution<ul><li>Lead critical engineering, infrastructure, IT, and security initiatives from concept through delivery</li><li>Translate strategic objectives into defined scopes, milestones, and actionable workstreams</li><li>Facilitate project rituals (kickoffs, status reviews, risk tracking, retrospectives)</li><li>Maintain clear reporting across timelines, dependencies, risks, and required decisions</li></ul>Requirements Gathering & Cross-Team Alignment<ul><li>Partner with Product, Trading, Research, Finance, Compliance, and Operations teams to gather requirements</li><li>Convert business requirements into technical deliverables with defined ownership and acceptance criteria</li><li>Manage cross-team and vendor dependencies proactively</li></ul>Vendor Management & Procurement<ul><li>Coordinate vendor selection processes (requirements definition, RFPs, demos, evaluation frameworks)</li><li>Oversee procurement workflows (quotes, approvals, renewals, contracts)</li><li>Manage vendor delivery including timelines, SLAs, escalation paths, and performance tracking</li></ul>Cross-Organisation Integrations<ul><li>Lead integration projects spanning systems, teams, and environments</li><li>Ensure interoperability requirements are documented and validated</li><li>Drive system cutovers and migrations with structured communication and rollback planning</li></ul>Operational Excellence<ul><li>Implement lightweight processes for intake, prioritisation, and execution</li><li>Maintain a clear “single source of truth” for plans, decisions, and delivery metrics</li><li>Identify recurring operational friction points and improve through automation, standardisation, and robust documentation</li></ul><strong>Required Competencies Must-Have</strong><ul><li>Strong ownership mindset with high agency and end-to-end accountability</li><li>Demonstrated ability to execute in ambiguous, fast-paced environments</li><li>Experience delivering under time-sensitive conditions while managing trade-offs effectively</li><li>Strong programme/project execution capability (planning, dependency management, prioritisation)</li><li>Clear and concise communication, including escalation and stakeholder alignment</li><li>Experience with vendor sourcing, evaluation, and contract coordination</li><li>Comfortable partnering with engineering and security teams on technical trade-offs</li></ul><strong>Technical Baseline (Supportive, Not Core)</strong> <br>Working familiarity with:<br><ul><li>Basic scripting or automation (e.g., Bash, Python)</li><li>Observability and monitoring tools (e.g., Grafana or equivalent)</li><li>Work tracking systems (e.g., Jira or similar)</li><li>Documentation platforms (e.g., Confluence, Notion, Markdown)</li></ul>Ability to ask structured technical questions, validate acceptance criteria, and identify delivery risks.<br><br> <strong>Preferred Experience</strong><ul><li>Experience operating in regulated or compliance-heavy environments (e.g., SOC 2, DORA, ISO 27001)</li><li>Exposure to infrastructure initiatives (Kubernetes, networking, IAM, cloud or hybrid environments)</li><li>Familiarity with incident management, change management, and operational support models</li></ul><br /><br /><em><em>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.</em></em>

Technical Operations Lead

Futureheads have partnered with a health and fitness start up who have release a dietary managment and coaching application, leveraging AI and bespoke personal coaching to help customers hit their health and fitness goals. They are in a position where they are already in profit and have some interesting updates on the horizon. <br>Their Front end and mobile application are in a good place but they need someone to come in and own, build the backend architecture, set up API calls and ensure it's scalable due to the forecasted growth. You'll also Work with LLMs and AI tools to support coach productivity and personalised user experiences. They are ideally looking for someone who has worked within an early stage start up for three years and has contributed to a product scaling. The stack is TypeScript, Node, CGP, GraphQL and on the Front end it's React and React Native. The role is fully remote in the UK. Salary is £85-120k dependent upon experience. No sponsorship is available for this role. <br /><br /><em><em>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.</em></em>

Founding Backend Engineer

Urgent Contract | Senior QA Automation Engineer | Up to £300/day (Outside)<br><ul><li>Senior QA Automation Engineer</li><li>Own QA at an award-winning BioTech company</li><li>Modern QA Automation tools/frameworks (Cypress, Playwright, Selenium etc)</li></ul>I’m working with an award-winning BioTech company with over two decades of success. Their scientifically backed, leading high street product has transformed thousands of lives and they are constantly evolving with an ever-growing customer base and successful e-commerce and subscription model.<br><br>To support this evolution, we are looking for a Senior QA Automation Engineer on a 6-month contractual basis. You’ll have proficiency in test automation, modern QA tools and familiarity with key testing frameworks such as Cypress, Playwright, Selenium etc. You will have considerable responsibility and autonomy in the role, taking over the QA process from the embedded digital product team. Ideally, you would also have experience with subscription/e-commerce platforms, although this isn’t a hard requirement.<br> <br>If you’re an immediately available Senior QA Automation Engineer, get in touch via message, or email james.adamson@wearefutureheads.co.uk<br /><br /><em><em>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.</em></em>

QA Engineer

<p>Matt Pilgrim is an experienced channel and alliances director and is Partner Development Director for the UK business of global digital experience platform provider Episerver. Matt took five minutes to share his thoughts about the impact of Covid-19 to Episerver and the changes they are making as a result.</p>

<p>Matt has perviously held leadership positions at companies including Microsoft, Sitecore, Tealium and now Episerver, and has experience of designing, implementing and managing channel and alliances businesses globally. Episerver are a global software company providing a customer centric digital experience platform. They provide content driven commerce with personalisation and analytics built in, all delivered in a cloud environment.</p>
<p>Matt 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&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.wearefutureheads.com/tag/ffs/" target="_blank" rel="noopener noreferrer">here</a>.</p>
<ol>
<li><span style="color: rgb(255, 0, 25);">Tell us about the impact that Covid-19 and the lockdown measures have had on your business.</span></li>
</ol>
<p>I think we have a similar story to tell as many businesses at this time. We are a partner-driven business meaning we rely on a network of agencies and system integrators to help us position, sell and implement our solution. Covid-19 has seen a lot of digital projects we were working on being be put on hold while they work through the next few months.</p>
<p>From an operational standpoint, it has been a relatively smooth transition to lockdown working. Episerver has a strong framework in place to support employees and we are a distributed business so remote working was already a key element of our business.</p>
<p>&nbsp;</p>
<ol>
<li><span style="color: rgb(255, 0, 25);">How have you adapted your operational and hiring practices?</span></li>
</ol>
<p>There have been a number of changes operationally, mostly centering around morale and employee welfare. The business has gone to great lengths to ensure there are lots of virtual touchpoints for employees. We have creatively moved almost our entire social calendar for employees to online events and introduced specific content to help with working at home such as cookery classes, skills talks, home schooling advice most of which have been supported by the business but run voluntarily by staff. We even ran a red carpet event where people dressed in tuxedo and cocktail dresses, nominating their favourite lockdown movie. We have also increased the frequency of regional and company all hands meetings, this has helped with a feeling of inclusivity around key decisions the business is making.</p>
<p>&nbsp;</p>
<ol>
<li><span style="color: rgb(255, 0, 25);">Has this crisis made you look at your business differently or consider changes moving forwards?</span></li>
</ol>
<p>We are definitely taking a different view on how we operate and there will be long-standing changes. We have tried to improve our communications both internally and externally to clients and partners. We are trying to be more considerate than ever of the challenges facing our partners &ndash; trying to notice the pressures that they face that we may not necessarily be exposed to, and I think we are a better business for it.</p>
<p>Episerver has demonstrated this ability to listen by releasing a number of initiatives designed to help our Partners and customers during this time, all under the Covid-19 &lsquo;come back stronger&rsquo; response. We have made all our online training courses for developers and business users of the Episerver platform free until the end of June, we have a content diagnostics tool as part of the platform that we have made available for free to equip resource-stretched content teams with fast, actionable and real-time intelligence on how well content is meeting the needs of visitors. Plus, we have also developed a version of our digital experience platform designed for frontline industries. It&rsquo;s a way for us to work with our partners to provide a website for the companies that need it most right now with really attractive commercial terms but more importantly a quick time to market. We have customers that have built a full website or commerce experience in under two weeks! Full details of our come back stronger response can be found at:&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.episerver.com/trust-center/covid-19-come-back-stronger/" target="_blank" rel="noopener noreferrer">https://www.episerver.com/trust-center/covid-19-come-back-stronger/</a></p>
<p>&nbsp;</p>
<p>&nbsp;</p>

Futureheads Five Stories: Matt Pilgrim

<p>Terry Brown is an engineer and leader with a passion for people, working across many industries in his 25 year career.&nbsp;He&rsquo;s delivered digital products for the NHS, for academia, and has led engineering at one of the biggest online bingo companies. He has now joined GSK as a Director of Software Engineering where he is helping the organisation through significant tech and cultural transformations.&nbsp;Terry focuses on creating high performing teams through culture, psychological safety, and effective alignment on outcomes.&nbsp;His pronouns are he/him, and he is passionate about his allyship and mental health issues.</p>

<p>What&rsquo;s the story of your career so far?</p>
<p>I wrote my first lines of code when I was 8 and fell in love. It&rsquo;s been a hobby, and then a career ever since. I&rsquo;ve been lucky to span a number of areas and industries including academia, agency, high traffic gaming, and healthcare, currently working as a Director of Software Engineering in one of the largest Pharma companies in the world.</p>
<p>&nbsp;</p>
<p>I was lucky to find my niche in delivery of web solutions early and have enjoyed working in that space ever since. The web is evolving at such a pace, but is so fundamentally powerful in reaching a wide audience for products, that it&rsquo;s just really exciting to be involved in.</p>
<p>&nbsp;</p>
<p>The past 10 years or so have seen me move into the people management track, and I&rsquo;ve found a brand new area to focus my growth and create spaces where people can be their best selves. I now lead both individual contributors and managers, and give as much of my time as I can to coaching and mentoring to help others grow.</p>
<p>&nbsp;</p>
<p>Outside of that, I&rsquo;ve been lucky to be involved in supporting mental health, LGBTQ rights, and women in tech through mentoring, and I find it hugely rewarding to be able to use my privilege in these spaces.</p>
<p>&nbsp;</p>
<p>What do you love most about what you do?</p>
<p>It used to be the creation of technical solutions &ndash; be it helping a company to scale their software delivery and market share, or just designing and delivering effective architectures and solutions to solve the complex problems businesses were facing.</p>
<p>&nbsp;</p>
<p>Since moving into people management, I&rsquo;ve loved the challenge of helping others grow while supporting and challenging them. Management is something we don&rsquo;t give enough time and attention to within tech, and there are so many tales of &lsquo;bad&rsquo;, and not enough of &lsquo;good&rsquo;. I&rsquo;m now starting to enjoy working with groups to scale their organisational cultures, introduce measurement and programmes such as psychological safety, in order to foster environments where high performing teams can thrive.</p>
<p>&nbsp;</p>
<p>What&rsquo;s the most important lesson you learned in 2020/21 amidst all the Covid-19 disruption?</p>
<p>We as managers have an obligation to create environments where support and care is at the core of what we do. Everyone during this time has had their world turned upside down &ndash; there is no &lsquo;new normal&rsquo;, we are doing our best to show up and be effective through a time of significant upheaval. I think it&rsquo;s revealed a number of organisations that are handling this brilliantly, and a few who are floundering as they don&rsquo;t have the &lsquo;bums on seats&rsquo; and haven&rsquo;t adapted.</p>
<p>&nbsp;</p>
<p>It&rsquo;s key for any organisation to measure outcomes from their people, not the hours their people do. It is natural that someone may have to step away, or that they have childcare issues so require some flexibility. Focus on outcomes &ndash; these are what matters.</p>
<p>&nbsp;</p>
<p>With the right culture, the right support and the right care, I&rsquo;ve seen so many organisations keep the bar high on outcomes, and increase staff engagement.</p>
<p>&nbsp;</p>
<p>As far as you can predict, what&rsquo;s on the cards this year for you and your business?</p>
<p>This is a complex one to answer for my business. There is of course some focus around the divestiture of the consumer healthcare business, and the setup of a new GSK focussed around it&rsquo;s biopharma pipeline. Naturally, the day to day work of drug discovery and effective support of our patients and customers continues too.</p>
<p>&nbsp;</p>
<p>For me, I&rsquo;m focusing some of my own growth in the AI/ML space &ndash; it&rsquo;s going to be more important over the next decade in so many areas, and we&rsquo;re seeing shoots of great application everywhere. Outside of that, my goal is just focussing on having a wider impact around effective management. I&rsquo;m trying to piece together a book on effective management based upon a tool I&rsquo;ve been building and open sourcing (https://brilliantmanagers.info) &ndash; it&rsquo;s not going as quickly as I&rsquo;d like, but it&rsquo;s something I&rsquo;d love to complete in the next year.</p>
<p>&nbsp;</p>
<p>If you could go back and do it all over again, would you choose a different career path and why?</p>
<p>I think I found empathy and emotional intelligence a little too late in my career, and I suspect I was harder to work with during my earlier career than I would have liked. I was incredibly driven, and although that has taken me to a great place today, I suspect I could have achieved the same pathway with a little more of both of those skills applied earlier in my career. Empathy and Emotional Intelligence are two skills at the heart of who I aspire to be each day now, and I think these skills make for better leaders, better employees, and still don&rsquo;t get the focus they deserve &ndash; especially in tech.</p>

Futureheads Five Stories – Terry Brown

<p>Sandy Manuel is the co-founder of baytree.co, whose mission is to help create a better model of impact and disrupt venture with real ROI. He&rsquo;s taught and led teams within innovation over a 20 year period, creating new innovation frameworks based on the patterns of successful businesses from the last century.</p>
<p>&nbsp;</p>

<h2>What&rsquo;s the story of your career so far?</h2>
<p>Well I&rsquo;m self-taught and it&rsquo;s been quite a journey. I did pretty badly at school, and found myself at 22 working in a credit control department which wasn&rsquo;t exactly inspiring or fulfilling, so I quit. I had always been fascinated by innovation from a young age and spent the next decade studying the patterns and lessons from those businesses that had succeeded over the last 100 years. This led to managing innovation and business design teams, where I advised the likes of adidas, Burberry, Barclays, Swiss Banks and more. If you look beyond the jargon in our industry, most innovation efforts are effectively just throwing darts at a board (&ldquo;MVP&rdquo; is a good example) so this work led me to create new types of innovation frameworks to better the current ROI on innovation. All this then culminated in me launching baytree.co, where our mission is to help create a better model of impact and disrupt venture with real ROI. We also advocate for half of all innovation funding to go to female-led businesses.</p>
<p>&nbsp;</p>
<h2>What&rsquo;s the most important lesson you&rsquo;ve learnt over the course of your career?</h2>
<p>When it comes to innovation, it&rsquo;s all about probabilities and improving the odds in your favour. I learned that to discover new revenue streams, we needed an objective framework to make decisions that have the greatest probability of commercial success. This is why I created the &ldquo;Confidence Model&rdquo; based on the patterns of successful businesses from the last century. For too long we&rsquo;ve been enamoured with the &lsquo;innovator&rsquo;, the strong personality in the boardroom banging the table declaring &ldquo;this is the future&rdquo;. We&rsquo;re not Steve Jobs, so whilst you may get lucky once in your career, subjectivity is not a strategy. Any innovation framework you use should be based on real human needs which are timeless, not the latest tech fad of the week. It&rsquo;s better to say no to ideas, and be more focussed on two or three concepts that have a greater probability of success since they&rsquo;re based on real needs not technology, rather than spreading your finite resources on twenty different ideas. Crucially, this leads to greater transparency in decision-making, reduces bias and inspires your teams.</p>
<p>&nbsp;</p>
<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>
<p>Very simply, look after your staff. I don&rsquo;t mean asking how everyone is, that&rsquo;s a given, but actually looking at their welfare and wellbeing in this moment. Culture trumps process, and it&rsquo;s this which helps organisations thrive, not a new process we now need to design for today&rsquo;s &lsquo;new normal&rsquo;. It&rsquo;s recognising that we do our best work when we feel happy, confident in ourselves and have a sense that what we do contributes to the wider goal. Today, that&rsquo;s hard &ndash; we all know friends and colleagues working longer hours, trying to adapt, manage childcare, loneliness and more, so genuinely looking to see how we can support our team wellbeing will lead to an organisation that can grow rather than simply trying to survive.</p>
<p>&nbsp;</p>
<h2>You&rsquo;ve talked previously about the need for companies to be &lsquo;purpose driven&rsquo; &ndash; what do you mean by this, and why do you consider it so important?</h2>
<p>We need to move from the current mode of survival to becoming a source of employment which means discovering new service models to enable growth. To quote Mike Kruzeniski, &ldquo;you won&rsquo;t discover the future on a spreadsheet&rdquo;, or in other words, the future isn&rsquo;t in ROI. For example, would ROI have led to the invention of electricity, creation of the car, determining the potential of the Web or &rsquo;the next big thing&rsquo;? No. I&rsquo;m pretty sure the iPhone and microwave weren&rsquo;t validated through a PowerPoint presentation. There will also be a war for talent as more individuals become available, and put simply, companies need to ask themselves why these individuals would want to join their team above any other. Being purpose-driven is the answer. ROI isn&rsquo;t a good sales pitch to prospective employees. To be driven by a &ldquo;Return on Purpose&rdquo; as opposed to ROI is what gives us the commercial and intellectual headspace to go from creating the car to creating that next big thing, because we want to have impact in this world. It ensures market relevance, staff retention and growth, and in a world where everything feels unstable, having purpose in what we do is a very welcome anchor.</p>
<p>&nbsp;</p>
<h2>What&rsquo;s going to be the biggest challenge in your particular industry over the next 12 months?</h2>
<p>Budget cut and growing job losses. We all agree we need mechanisms for job creation and that&rsquo;s best achieved through creating new service models. Equally, we all know creating new types of service models is incredibly hard, even in a growing economy. Across the world, from Governments to the community outside our window, they are all looking to experts within innovation for new models of growth and impact. Those of us responsible for innovation, whether as a funder or executor, are needed by our industry to meet this call to action.</p>
<p>&nbsp;</p>
<p>&nbsp;</p>

Futureheads Five Stories – Sandy Manuel

<p>Sam Mountford is VP Engineering at SPOKE, a menswear brand that offers flawlessly-fitting chinos. SPOKE cuts their trousers in more sizes than found on the high street with a custom finish and a fit finder tool to find your perfect fit in 60 seconds.</p>

<p>Having worked in software engineering for a decade, Sam has been with SPOKE just over 2 years and participated in multiple rounds of funding in her current role and previous role as CTO at Cornerstone. She is a start-up&nbsp;enthusiast and thrives on building agile, value-driven engineering and data teams and advocates for lean practises across the business.</p>
<p>Sam 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&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.wearefutureheads.com/tag/ffs/" target="_blank" rel="noopener noreferrer">here.</a></p>
<h2>1. Tell us about the impact that Covid-19 and the lockdown measures have had on your business?</h2>
<p>It has been imperative for us to gain an understanding of exactly what our customers need from us at this time and deliver our proposition and content with the correct tone. We are lucky that we have only traded online so no commitments to brick and mortar (apart from our office!). Our supply chain and fulfilment provider has remained largely unaffected both of which could have been devastating.</p>
<p>Our existing customer base has been incredibly supportive and has helped us continue trading through the early stages of lockdown when it felt a little bit like a lot of daily life was on pause. To pursue growth during and beyond this time, we&rsquo;ve had to transform ourselves into a super lean collective &ndash; understanding what is the most valuable thing to pursue and making bold decisions but reviewing these decisions regularly &ndash;&nbsp;hopefully practises that we will continue over the coming months and well out of the lockdown period.</p>
<h2>2. How have you adapted your operational and hiring practices?</h2>
<p>We were able to move to working from home full time quickly ensuring everyone had the necessary equipment and secure access to work resources and secure communication</p>
<p>channels. We also kept engaged with the team regarding the office, soliciting their feedback on how and when they want to return to the office and also how they want to manage working from home in the future.</p>
<p>We use a variety of methods to keep in contact, Slack, Google Hangouts, Zoom, Whatsapp and also just jumping on the phone from time to time. As a development team we have been able to peer program as often as and as successfully we would have in the office, using screen sharing. We have continued to trial suitable tools for Sprint Retros and whiteboard/post-it sessions. Our most effective communication strategy has been &ldquo;little and often&rdquo;.</p>
<p>Larger meetings can feel inefficient when everyone is sat on a Zoom call so we always try to make sure agendas are crystal clear and we keep to a set time limit. Our interview process is now fully remote as is our onboarding process.</p>
<h2>3. What are your top tips for successfully managing a remote recruitment process?</h2>
<p>N/A</p>
<h2>4. Has this crisis made you look at your business differently or consider changes moving forwards?</h2>
<p>I think we have realised that we can do more with less when needed. I can certainly see us embracing working from home more in the future as long as the leadership team can foster a culture that allows people to maintain a work-life balance.</p>
<p>When your workplace is also where you relax and live your private life then one part can easily bleed into the other. I also think we will appreciate our time working together in the office more, and that business leaders, in general, will start to see working from home as an option that can really increase productivity rather than a &ldquo;benefit&rdquo; they are expected to allow.</p>
<h2>5. What advice would you give to anyone in a similar position to you at the moment?</h2>
<p>Be open to being a lot more reactive for the foreseeable future. Continue to plan as normal but focus on the short term and be willing to review those plans regularly. Our roadmap covers the next two quarters and will change often.</p>
<p>Not only do you need to focus on what projects / features are going to be important to implement soon, but also how it is likely to change &ndash; especially if your team has changed as a result of COVID. Re-asses whether there might be a third-party service to cover your needs rather than the custom build you had planned, and consider carefully how much tech debt you are comfortable building now, considering you might have fewer people to help reduce it later on.</p>
<p>Don&rsquo;t assume that your team is adjusting to working from home full-time even if they have worked from home routinely in the past. Make some time to check in regularly. Only doing the most valuable things is going to be key in getting a lot of smaller companies through this time but the silver lining might be that we all hone this skill and continue it on into future years and come out the other side leaner and more agile.</p>
<p>&nbsp;</p>
<p>&nbsp;</p>

Futureheads Five Stories – Sam Mountford

<p>Rajeeb Dey MBE is the founder and CEO of Learnerbly, a professional development platform supporting employees to achieve their goals by connecting them to the best development experiences and enabling businesses to engage, develop and retain talent.</p>

<p>Rajeeb is a graduate of the University of Oxford and was appointed as the world&rsquo;s youngest Young Global Leader (at 26) by the World Economic Forum in 2012. Following university, he went on to found Enternships, a portal connecting students and graduates to roles in over 7,000 start-ups and fast-growing businesses for which he was named the &ldquo;02 X Young Entrepreneur of the Year&rdquo; and became the youngest recipient of the Queen&rsquo;s Award for Enterprise Promotion in 2013.</p>
<p>Rajeeb is also the Co-Founder of StartUp Britain, a national entrepreneurship campaign launched by Prime Minister David Cameron in 2011 and served as Trustee of UnLtd, the Foundation for Social Entrepreneurs for over 10 years.</p>
<p>He was appointed Member of the Most Excellent Order of the British Empire (MBE) in the Queen&rsquo;s 90th Birthday Honours List in June 2016 for services to Entrepreneurship and recognised as one of the 1,000 Most Influential People in London by The Evening Standard.</p>
<p>Rajeeb 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&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://www.wearefutureheads.com/tag/ffs/" target="_blank" rel="noopener noreferrer">here.</a></p>
<h2>1. Tell us about the impact that Covid-19 and the lockdown measures have had on your business?</h2>
<p>Internally, we had to do what many others have had to do, and that was transitioning to full-remote. We&rsquo;re a tech company and already have team members who are remote 100% of the time. The structures were in place already; we just had to expand them to the whole team. Where COVID-19 has really had an impact is externally.</p>
<p>L&amp;D is the only work-related activity that furloughed employees are allowed to engage in, so we created a free version of the Learnerbly platform featuring our curated content. We want to help organisations support their furloughed employees, and this just felt like the right way and the best way we could do that.</p>
<h2>2. How have you adapted your operational and hiring practices?</h2>
<p>We&rsquo;re spending more time actively communicating with each other, and we try to be as transparent as possible in that communication. To deliver clarity through video calls and messaging, our new primary mediums of communication, we need to make conscientious efforts and have structures in place. One way we do that is by having conversations on public slack channels rather than private messages.</p>
<p>With hiring, our process has become virtual. Our in-house hiring practices were already clear and structured, making the switch relatively easy and streamlined for what questions we ask, why we ask them, and what makes a good answer.</p>
<h2>3. What are your top tips for successfully managing a remote onboarding and/or recruitment process?</h2>
<p>Offer clarity, provide structure, implement social time and make them feel welcome.</p>
<p>Before you do anything, say what you&rsquo;re going to do, whether it&rsquo;s in the form of a &lsquo;first-day agenda&rsquo; email or a stand-up call you should openly communicate as a first step. We also value our&nbsp;<a style="color: rgb(255, 0, 25); background-color: transparent;" href="https://linkscan.io/scan/ux/aHR0cHM6Ly93d3cubm90aW9uLnNvL2xlYXJuZXJibHkvTGVhcm5lcmJseS1zLUVtcGxveWVlLUd1aWRlLTNhMDk2NGVlNjNhYTQ5MGE4NjA2ZmI3YmViZTQyNzIy/570E29765F79BDB328441905F6A34E923AD8D1C00F89236C361BFB8EF16AD7E8?c=1&amp;i=1&amp;docs=1" target="_blank" rel="noopener noreferrer">Employee Handbook</a>&nbsp;which is visible to anyone and clearly communicates to prospective applicants and hires our culture and values whether we&rsquo;re onboarding them virtually or traditionally.</p>
<p>Provide structure. Written guides, agendas, and action points drive productivity and keep everyone in the know for what they&rsquo;re supposed to be doing and when they should be doing it.</p>
<p>Implement social time to compensate for what is missing in a virtual work environment. Organise virtual coffees for people and encourage non-work related conversations over video and messaging channels.</p>
<p>In general, with virtual onboardings, it means making an extra effort to ensure new joiners feel welcome. I schedule check-ups with them to get feedback, and we try to continue our onboarding rituals which include taking people out to lunch on their first day. Now we ask people to get food delivered and expense it, as well as the team signing and sending virtual welcome cards rather than giving a physical one.</p>
<p>We&rsquo;ve long had Empathy Guides that each new joiner fills out to help people get a better insight into their colleagues, how they work and what their interests are, but these guides have become even more important given that we haven&rsquo;t met many of the people who have joined the business over the last two months.</p>
<h2>4. Has this crisis made you look at your business differently or consider changes moving forwards?</h2>
<p>We&rsquo;re working surprisingly well given the circumstances. We know this is not a regular WFH situation because there are threats to physical and mental-health impacting all of us but that doesn&rsquo;t mean we aren&rsquo;t seeing sustained productivity and employee engagement. Our Officevibe employee engagement score is at an 8.9/10 &mdash; putting us in the top 10% of Officevibe companies. These results in a time of crisis do prompt us to think about our office of the future and reflect on how we will work going forward. We&rsquo;re listening to our team and surveying their attitudes towards returning to physical office space and whether a permanent office for all will even be the best way forward or not. We&rsquo;ll go ahead with what we think is best for everyone.</p>
<h2>5. What advice would you give to anyone in a similar position to you at the moment?</h2>
<p>This too, shall pass. If you&rsquo;re making decisions that are good for your people, then the stability of your business should follow. Make sure you over-communicate during these times as people can feel uncertain and anxious.</p>
<p>The more transparent and compassionate you can be during these difficult times, the more your colleagues will respect and appreciate you fostering a happy and engaging environment. If you can be anything, be kind to yourself and to others as the way you respond as a leader during this challenging period will be a defining moment for how your colleagues perceive you and your employer brand in future.</p>

Futureheads Five Stories – Rajeeb Dey

<p>The business landscape is changing fast.</p>
<p>As more businesses transition to remote working to keep their staff safe and slow the spread of the Covid-19 virus, hiring tactics are shifting to accommodate for self-isolation, with smart businesses increasingly turning to digital recruitment. While the circumstances are unfortunate, the outcome of these tactics is proving beneficial to both businesses and candidates.</p>

<p>Having spent decades creating a hyper-connected online environment for people to communicate irrespective of location, we now have no option but to take full advantage.&nbsp;<strong>Could this be the defining moment that sees organisations move to digital recruitment as the norm?</strong></p>
<p>As a means of promoting accessibility and speeding up time to hire, many of our clients have already explored remote interviews for the first or second stages. As a result, our team is well-versed with the concept of interviewing from home and the benefits it can bring.</p>
<p>To help get you started, we&rsquo;ve put together a step by step guide to adapting your process for the current climate.</p>
<h2>Shift your mindset</h2>
<p>Interviewing remotely may seem like the second-best option when face-to-face meetings aren&rsquo;t possible due to busy schedules or, in this case, a public health crisis. As fitting as this attitude may have been in a time before video calls, we now have a range of tools to make remote screening a simple and seamless process.</p>
<p>The moment you start taking advantage of these tools, the moment you start to reap the rewards. Without the need for a face-to-face meeting, you can allow for flexibility in your schedule to screen the best candidates quickly and not miss out on talent due to a diary clash &ndash; and that&rsquo;s not all.</p>
<p>As remote working becomes the norm, we expect candidate location to be far less of an influential factor in hiring decisions. Shifting your mindset in line with this standard is key to securing top talent in a new era of remote-first operations.</p>
<h2>Evaluate your current process</h2>
<p>Before you make the leap, it&rsquo;s wise to take stock and evaluate your current hiring strategy. Can each step be completed without face to face contact? Do certain stages in the current process 100% require a candidate to be present in person?</p>
<p>Upon evaluation, you may find that these stages can be adapted to accommodate &ndash; this might also be a chance to remove or simplify stages that have historically caused early dropout and find new ways to engage your candidates throughout the process.</p>
<h2>Ensure clarity for everyone</h2>
<p>Taking your hiring process online calls for formal comms that provide clarity for everyone involved. If you don&rsquo;t have a remote working policy in place, now is the time to create, formalise and share both internally and externally. The more information you can give your candidates ahead of time, the better &ndash; that way, they know what to expect and can prepare adequately for their interview.</p>
<p>We have always flown the flag for accessibility in the hiring process, and believe that clarity and flexibility are both critical in giving all candidates &ndash; no matter their age, race, background or cognitive style &ndash; the best chance in landing the job.</p>
<h2>Get the right set up in place</h2>
<p>Adapting your hiring strategy to account for the current circumstances and, in all likelihood, a new era, requires businesses to have the right technology in place. The ability to share screens and present can make a huge difference, so choosing software that allows for these is essential for keeping the process smooth and hassle-free for both parties.</p>
<p>With the right software and communication tools in place, you can ensure an engaging experience that keeps your candidates in the loop with the latest decisions.</p>
<h2>Integrate the new team member digitally</h2>
<p>Once you&rsquo;ve decided to take someone on board, it&rsquo;s as important as ever to integrate them into the team. This can seem difficult in the absence of an office, but there are plenty of digital tools that can help. For example, make sure they join all team meetings as you check in with each other at the beginning and end of the day, as well as add them to any informal team channels on Slack or an equivalent.</p>
<p>Equally, it&rsquo;s worth engaging them on your company&rsquo;s social channels by announcing their joining on LinkedIn or twitter, and asking the wider team to follow their personal accounts. With a process like this in place, your new hire should soon feel like part of the team and wider culture of your business!</p>
<h2>Seek feedback on the process</h2>
<p>Even with preparation, there will naturally be a bedding-in period in which key stakeholders adjust to the new process. During this time, collecting feedback will be imperative to making the tweaks that enhance the interview process and improve efficiency.</p>
<p>As well as asking candidates for their thoughts, give line managers and recruiters a chance to provide honest feedback on the recruitment process from their perspective. They will undoubtedly have suggestions from initial pain points that arise in the early stages of deployment &ndash; the best way to iron this out is to encourage contribution in improving the process for everyone.</p>
<p>At Futureheads, we&rsquo;re firm believers that digital technology coupled with the right attitude can help make the hiring process more accessible for everyone. While the impact of the coronavirus has been unprecedented, businesses are now in a position to ensure candidates can still put themselves forward for exciting new roles.</p>
<p>&nbsp;</p>
<p>Should you need further advice or assistance in planning for remote interviews, we&rsquo;ll be more than happy to help.</p>

Digital recruitment – how to adapt your hiring process during a public health scare

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">
    <p>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.</p>
  </div>
  <div class="col-12 col-sm-12 col-md-6">
    <h5>Our network includes professionals across:</h5>
    <ul>
      <li>Front-end</li>
      <li>​Back-end​</li>
      <li>​Full-stack​</li>
      <li>Native Mobile​​</li>
      <li>Cross-platform​​</li>
      <li>Technical Architecture​​</li>
      <li>Solution Architecture​​</li>
       <li>DevOps / SRE / Platform Engineering</li>
      <li>Testing & QA</li>
      <li>Engineering Managers</li>
      <li>Head of Engineering</li>
      <li>CTO</li>
    </ul>
  </div>
</div>

Engineering

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">
    <p>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.</p>
  </div>
  <div class="col-12 col-sm-12 col-md-6">
    <h5>Our network includes professionals in:</h5> 
    <ul>
      <li>Motion Graphics & Video Editing</li>
      <li>Branding</li>
      <li>Copywriting</li>
      <li>Art Direction</li>
      <li>Illustration</li>
      <li>Digital Design</li>
      <li>Marketing Design</li>
    </ul>
  </div>
</div>

Creative

We partner with organisations to identify and deliver security professionals who can safeguard environments, manage risk and build resilient security strategies.

<div class="row">
  <div class="col-12 col-sm-12 col-md-6">
  <p>As cyber threats continue to evolve in scale and sophistication, organisations face increasing pressure to protect their systems, data and people. Securing the right cyber security talent across GRC, security operations, and cloud and application security is critical. We partner with organisations to identify and deliver security professionals who can safeguard environments, manage risk and build resilient security strategies.</p>
  </div>
  <div class="col-12 col-sm-12 col-md-6">
    <h5>Our network includes professionals in:</h5>
    <ul>
      <li>Cyber Security Analyst (Entry to Senior)</li>
      <li>SOC Analyst (Tier 1–3)</li>
      <li>GRC Analyst / Consultant</li>
      <li>Security Engineer (Cloud, Application, DevSecOps)</li>
      <li>Penetration Tester / Ethical Hacker</li>
      <li>Incident Response and Threat Intelligence Analyst</li>
      <li>Security Architect</li>
      <li>Cyber Security Manager</li>
      <li>Head of Information Security / CISO</li>
      </ul>
  </div>
</div>

Cybersecurity

Navigating the complexities of AI, machine learning, and data integrity presents a growing challenge for businesses, especially when it comes to hiring professionals with the right blend of compliance, system integration and advanced analytics expertise. That’s where we come in. 

<div class="row">
  <div class="col-12 col-sm-12 col-md-6">
    <p>Navigating the complexities of AI, machine learning, and data integrity presents a growing challenge for businesses, especially when it comes to hiring professionals with the right blend of compliance, system integration and advanced analytics expertise. That’s where we come in.</p>
  </div>
  <div class="col-12 col-sm-12 col-md-6">
    <h5>Our network of data professionals includes experts in:</h5>
    <ul>
      <li>Data Engineering</li>
      <li>Data Science</li>
      <li>​Data Analytics</li>
      <li>​Machine Learning</li>
      <li>AI Research and Development</li>
      <li>​ML Ops</li>
      <li>​Data Governance</li>
      <li>Head of Data</li>
      <li>CDO</li>
    </ul>
  </div>
</div>

Data & AI

We know that the world of Digital Marketing moves at a fast pace. That’s why our teams are on hand to support, and always ahead of the curve.

<div class="row">
  <div class="col-12 col-sm-12 col-md-6">
    <p>We know that the world of Digital Marketing moves at a fast pace. That’s why our teams are on hand to support, and always ahead of the curve.</p>
  </div>
  <div class="col-12 col-sm-12 col-md-6">
    <h5>Our network includes professionals in:</h5>
    <ul>
      <li>Multidisciplinary Marketing Management</li>
      <li>Product Marketing</li>
      <li>Growth Marketing</li>
      <li>Performance Marketing</li>
      <li>CRM</li>
      <li>Social Media</li>
      <li>Marketing Ops</li>
      <li>Affiliate Marketing</li>
    </ul>
  </div>
</div>

Marketing & Sales

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

Product

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 major skills-sets we have consistently helped businesses hire world-class Design talent. 

<div class="row">
  <div class="col-12 col-sm-12 col-md-6">
    <p>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 major skills-sets we have consistently helped businesses hire world-class Design talent.</p>
  </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>
      
    </ul>
  </div>
</div>

Product Design

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 deliver better budget controls, communication and reporting as well as ways to introduce new processes, tools and technology to optimise efficiency. 

<div class="row">
  <div class="col-12 col-sm-12 col-md-6">
    <p>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 deliver better budget controls, communication and reporting as well as ways to introduce new processes, tools and technology to optimise efficiency.</p>
  </div>
  <div class="col-12 col-sm-12 col-md-6">
    <h5>Our network includes:</h5>
    <ul>
      <li>Digital & Technical Project Managers</li>
      <li>Programme Managers</li>
      <li>Delivery Managers</li>
      <li>Business Analysts</li>
      <li>Scrum Masters</li>
    </ul>
  </div>
</div>

Projects & Delivery

From helping shape the London UX market in its early days, to running and sponsoring some of the best-known UX networking events in the UK, we're highly regarded for our breadth and depth of expertise in this space and for our ability to match top-tier UX practitioners into brilliant opportunities. 

<div class="row">
  <div class="col-12 col-sm-12 col-md-6">
    <p>From helping shape the London UX market in its early days, to running and sponsoring some of the most well-known UX networking events in the UK, we're highly regarded for our breadth and depth of expertise in this space and for our ability to match top-tier UX practitioners into brilliant opportunities.</p>
  </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>UX & Interaction Design​</li>
      <li>​Service Design​</li>
      <li>Content Design</li>
    </ul>
  </div>
</div>

UX & Service Design

Rohan Maheswaran

<p>As Co-MD, Rohan ensures the client experience is best-in-class and coaches customers and internal teams on building and executing successful recruitment and growth strategies.</p>
<p>Rohan is an industry high performer with a deep understanding of technology, and how the product life cycle and the individuals who contribute to it, impact a company&rsquo;s reach. His track record and building of genuine, trusted relationships enables him to advise on the right solutions without compromising the values.</p>
<p>When Rohan isn't working, he is travelling around the world &ndash; Japan, South Africa and Sri Lanka are recent faves - and enjoys exploring new foods along the way. He is also an avid sports fan (both playing and watching), and is a regular at the gym and swimming pool.&nbsp;</p>

Joe Parry

<p>As an end to end JavaScript recruiter working alongside start ups, scaleups and VCs, Joe brings experience in hiring full stack, front and backend developers (web/mobile) into businesses from pre-seed stage onwards. There's nothing he enjoys more than helping candidates find their ideal role, and helping clients secure their ideal hire.&nbsp;</p>
<p>Outside of work, Joe is a big fan of food and travel. Sardinia has been a recent highlight and he often goes to the Basque country to enjoy its culinary delights.&nbsp;</p>

Oscar Tyack

<p class="MsoNormal"><span style="mso-fareast-font-family: 'Times New Roman'; color: black;">Specialising in Cyber and Information Security, Oscar brings both sector knowledge and a people-first approach to his work. He&rsquo;s committed to doing recruitment the right way - prioritising integrity, transparency, and building lasting partnerships with clients and candidates alike. With a strong focus on understanding both the technical and human side of security, he takes pride in connecting specialists with opportunities that genuinely fit.</span></p>
<p class="MsoNormal"><span style="mso-fareast-font-family: 'Times New Roman'; color: black;">When he's off-duty, he&rsquo;s a proud dad to his son and enjoys spending quality time with his family, making the most of life outside of work.</span></p>

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