Nonstop Talent Ltd

The tech industry is always changing, and 2025 is shaping up to be a game-changer. Want to know what’s ahead for hiring trends and upcoming projects in New Zealand? Here’s the scoop: 🔍 In-Demand Skills: Expect a surge in demand for cloud architects, AI specialists, and cybersecurity experts. Companies are doubling down on cloud solutions and data security—meaning these roles will be hot! 🏗 Infrastructure Projects: Major investments are going into building New Zealand’s tech infrastructure. We’re talking about big projects in cloud migration and automation, and that means businesses will need top talent to drive these forward. Now is the time to prepare if you want to join or build the teams leading these initiatives! 📈 Remote Work Evolution: Remote and hybrid models aren’t going anywhere, but the focus will shift to digital collaboration tools and team integration. Businesses are looking for IT professionals who can not only code but also communicate and lead remotely. Think you’ve got those skills? You’ll be in demand! 💡 What It Means for Hiring Managers: If you’re hiring in 2025, start planning now! Look for tech leads with a mix of hands-on skills and strategic thinking. It’s no longer just about coding; it’s about managing, leading, and innovating. The job market is gearing up for a big shift—are you ready? Follow our page for more insights on how to stay ahead of the curve and hire top talent for your 2025 projects!

It’s wild how many engineering managers still rely on JIRA + git stats to measure developer productivity. As a recruiter, I’ve had countless conversations with tech leaders in the community, and one thing’s clear: if you want high-performing teams, this approach is a dead-end. Here’s what I’ve learned from top engineering managers: metrics like these are useful for spotting red flags with struggling teams, but they won’t take your team from good to great. Real leaders know that high-performing teams are built on trust, collaboration, and solving meaningful problems—not on the number of tickets closed or code commits. It’s like forcing teams to adopt Scrum. Sure, it helps weak teams get a little better, but it won’t unlock the potential of your best talent. What works instead? The managers who get results focus on: Autonomy: Let developers own their work and make decisions. Impact: Focus on real outcomes, not vanity metrics. Trust: Build a culture where people aren’t afraid to experiment and fail. If you’re looking to build a high-performing team, this is where the real difference happens. Let’s talk about what’s working (and not working) in your teams.👇 #LeadershipLessons #DeveloperProductivity #HiringForImpact #RecruitmentInsights

Stop Overlooking Soft Skills When Hiring Let’s be real, you’re not just hiring for technical skills—you’re hiring a human. And the people who move your company forward aren’t just the ones who can do the job; they’re the ones who lead, communicate, and solve problems. Technical skills can be taught, but leadership, communication, empathy? Those are the skills that turn good employees into GREAT ones. Stop focusing on the checklist of tools and start looking at the whole package. The future of your business depends on people who can handle challenges, adapt, and lead others. Hire for the human, not just the resume. #HiringTips #Leadership #SoftSkills #Recruitment #BusinessGrowth #TeamBuilding #HR #CompanyCulture #HiringRight #FutureOfWork

Most candidates walk into interviews with long lists of skills and experiences, thinking that’s what’s going to set them apart. But here’s the truth: None of that matters unless you can SHOW what you’ve done. 💡 A while back, I was interviewing a cloud engineer with impressive credentials—on paper, they had all the right qualifications. But as the interview went on, something felt off. They were talking about all these tools they knew, but I wasn’t getting a clear picture of how they’d actually applied them. So, I decided to guide him on a different approach. Here’s what we did: 1️⃣ Built a portfolio: Instead of just talking about cloud infrastructure, we pulled together real examples of his work—like how he saved a startup 20% in costs by optimizing their cloud environment. It wasn’t just about listing skills anymore—it was about showing the real impact of his expertise. 2️⃣ Created case studies: We broke down specific challenges he faced, the tools he used, and the results he delivered. This turned his technical skills into stories recruiters could relate to, showing not just what he could do, but how he did it. 3️⃣ Documented everything: From side projects to troubleshooting real-world issues, we captured all his hands-on experience. Every bit of real-world application counted and was included. And here’s what happened next: 🔥 Within a month, he landed 2 interviews with top-tier companies. 🔥 In those interviews, he didn’t just talk about his skills—he SHOWED them. By sharing his portfolio and walking hiring managers through real projects, he demonstrated his value in a way that stood out. 🔥 The result? He wasn’t just another candidate—he became the obvious choice. So, if you want to win at your next job interview, here’s what you need to do: 📌 Build a portfolio—whether it’s personal projects or professional work, show how you’ve solved problems. 📌 Turn your skills into stories—explain the challenges you’ve faced, how you approached them, and the results you achieved. 📌 Document everything—every project, every lesson, every win. The more you can show, the stronger you’ll stand out. 💡 In today’s competitive market, it’s not about who talks the most—it’s about who shows the most value. If you can do that, you’re already ahead of the game. Let’s go! #jobinterviewtips #cloudengineering #careeradvice #techrecruitment #itcareers #hiringmanagers #careergrowth #showdonttell #portfoliobuilding #recruitmenttips #nonstoptalent

Feeling the Pinch of AI Layoffs? Here’s What You NEED to Do Next! Let’s address the elephant in the room: The job market is cold, many incredible in-service people preparing for layoffs. he AI boom is not dying anywhere and here are the facts, it's just another start! Think about it this way: Remember Yellow Pages? It was once the king of local business directories. But then came Google – a new way, a better way. People who adapted to digital marketing thrived. Those who stuck to the old ways? They disappeared. This isn’t different. Job Seekers: You’ve got two choices – cling to the old model, like sticking to Yellow Pages when Google was on the rise, or lean into the new possibilities. This is your moment to think big, to jump into new industries, to learn new skills that AI can’t touch – emotional intelligence, creative problem-solving, strategic thinking. What’s stopping you? It’s all in your mindset. The Yellow Pages of today is sticking to old skills and resisting change. Google your career! Pivot, adapt, and seize the opportunities that this new era brings. Hiring Managers, it’s time for a gut check. If you’re still hiring for yesterday’s needs, you’re holding on to a Yellow Pages mindset in a Google world. Safe and traditional thinking won't cut it anymore. You need talent that’s ready to move with the waves of change, not fight against them. Don’t hire just to fill a seat – hire for future growth. Find those who bring curiosity, agility, and a hunger to innovate. Because just like businesses that embraced SEO and digital strategy dominated, your team needs to be future-ready, not stuck in the past. The lesson here? Don’t fear change – OWN it. This isn’t about survival; it’s about thriving in a landscape that’s constantly evolving. The game is changing, and if you’re not evolving with it, you’re already behind. 🔥 Do not settle in the status quo, whether you are looking for a job or hiring someone. They say that Yellow Pages stuck with what they were good at and died. Google embraced the new opportunities and changed the game. So, what’s it going to be? Will you fight against the push, or are going to guide it? So, let's get loud and craft a new future! 🚀

Bad hires are the invisible sinkholes on which you drain your business — money, time and team morale. 💸 Bad Hire: The HR Department measures that the cost of a single bad hire can amount up to 30% of first-year earnings, but it´s way more than just dollars. This can be disastrous when it comes to productivity, team dynamics and even company culture. How do you prevent your company from these expensive errors? 3 Proven Strategies to Hire RIGHT (Every Time!) *Establish your must-haves and deal-breakers (and stick to them): Step 1: Be Really Specific And Hire With Laser-like Precision. That goes for more than just the technical talent or experience — what soft skills, personality traits and culture fit are non-starters. Action Step: Develop a "Success Profile" for every position. This includes the skills required, but also such things as ability to problem-solve, growth mindset, and team collaboration. This will be your evaluation blueprint for all candidates. *Improve your Hiring Process (Get rid of cliched questions) The good, old interview questions like “What is your greatest weakness? are outdated and ineffective. Instead, use behavioral interviewing strategies to understand how candidates think and act in real-world situations. Action Step: Switch to “Challenge-Based” Interview Style (i.e. An interview process where the candidate must solve a problem s/he would encounter on-the-job). This exposes you not only to their knowledge, but how they work under pressure and as a team player. *Decision Making with Data (The gut is a wonderful organ, but it only churns out shit): Taking one's gut feeling alone is a bet. Leverage data-driven assessments and analytics to forecast your future performance rather than rely on what you have historically done. Instead we have assessments that quantify things like cognitive ability, personality fit or even emotional intelligence — it is these tools and their scads of results data that give us reasons to believe in a number on paper over something so erratic as an interview. One Concrete Step: Incorporate predictive analytics and assessment platforms into your hiring process. Unbiased view of a candidate's potential helping to remove bias, reduce bias and providing support for inclusive hiring strategies. *Final Thought: Recruitment is something that needs to be implemented into any business, not just another thing we have to doाह This is an important business strategy. Smart hiring leads to success, growth and innovation. 🚀 In reality: your people are either your greatest asset or they are not. The choice is yours. #Hiring #SmartPractice #talentacquisition #NonStopTalent An Invitation to become an Influential Leader.

How to Spot Top Talent Before They Even Apply: Unlocking Hidden Gems In today’s competitive job market, waiting for top talent to come to you is no longer an option. If you really want to get ahead, You have to find more high-potential candidates before they ever hit the job boards. Here's how we can spot top talent early: Social Media Outreach: Ignore what we talked about earlier, because top candidates have probably been hired from LinkedIn or GitHub. Don't just look at what their jobs claim to be — pay attention to the content they share, what they endorse and the projects that make them light up. They may even showcase different skills and that is something you should know turnstile insights into their skill-sets. Deliver Value with Content: Post useful content e.g. industry know-how and career development best practices to catch the eye of passive job seekers. It tells them you are a leading authority in your space and an attractive place for potential employees to work. Leverage Industry Influencers: Get in touch with industry leaders and influencers to be introduced to the top-talent pool they are familiar with. Participate in these networks to secure leads. Tap Into Potential By Talent Mapping: Conduct research for companies that are popular with high-achievers. Prepare a talent map of people who might fit well into your organisation, but are not now ready for another position. Gary Vaynerchuk often says, “The best way to predict the future is to create it.” By actively seeking out and engaging with top talent before they even apply, you’re not just filling positions—you’re shaping the future of your organisation with exceptional individuals who will drive your success. What tactics do you use for spotting top talent before they submit an application? Tell us about your Thinkful journey and let's change the way people recruit! #recruitment #toptalent #nonstoptalent #hiringstrategy #shapefuturebusiness

The 5 Traits of IT Professionals Who Stand Out: Insights from Our Experience. Working with elite IT talent for years, we have noticed a few character traits that truly distinguish the top professionals. If you want to join the IT universe and make a difference, then take a look at these fields. Curious: The top IT pros never stop learning. They are curious, always on the lookout for technologies to learn next. Adaptable: Technology changes at a breakneck pace. The ability to adapt and be open-minded is a valuable one your employer will value. Communication : While technical skills are very important, you cannot discount the need to connect with both your customers and stakeholders in ways that they understand what you bring as well. Cooperation: IT opens the door in making teamwork-CS and work on projects together. The other way is to show strong skills in collaboration and the ability to work well with others. Thinking — Problem-Solving Mindset: Instead of always waiting for instruction, thinking you have nobody to tell what assignments need completion (because they do but haven't told anybody), grab a buddy and start solving problems. Understanding and developing these traits can enhance your career prospects and make you a more attractive candidate to employers. Let’s keep the conversation going—what traits do you think are essential for IT professionals? #recruitment #nonstoptalent #careeradvancement #softskills

With top IT talent in high demand all over, retaining them has become increasingly tricky. We have to accept this and understand that it is not only about high salaries — its all around the surrounding of our core team members where they can learn and grow. Encourage Innovation: High-grade candidates are motivated by an opportunity to work on the latest projects and resolve intricate issues. Keeping a culture that invites or even celebrates innovation can make sure they are engaged and motivated. 📈 Invest in Development: seek a way to build on their skills, the highest performers would do anything! A culture of continuous learning opportunities, certification programs and career pathways can go a long way in keeping the best talent. 🔄 Flexibility in the Workplace: Employees of today value work-life balance more than ever. Investing in providing flexible work hours and remote opportunities as well putting systems / structure in place that support people, can keep your best performers where they belong. Recognize and Reward: You should be frequently recognizing the work of your top performers, both in public and private gatherings to award them with more than just financial incentives. 🔍 Keep Up Communication: Ensure that you have open communication channels and regular feedback sessions to get a sense as to what our top talent needs in order for them feel like they are being fulfilled and appreciated — making it easier for us so we can know early on if there is trouble lurking, understanding their expectations. Holding onto best-fit IT staff is an evolving mission, but it can pay huge dividends. And by focusing on these areas, you can make certain that your teams not only remain together but keep building and advancing for your organisation. #CIONZ #CreateTheChangeYouSeek -TalentRetention #TechLeadship #-EmployeeEngagement!

"Dreaming about the Ladder to Career Success? Transitioning from Senior Developer to Tech Lead! 🚀 A veteran developer looking to move from a senior developer role, into the sanctum sanctorum of being inducted as Tech Lead? 🌟 Breakthrough and make your way to that promotion! 💼 🔹Show Outstanding Leadership Skills: Be proactive in leadership, manage projects, and mentor your team of interns or junior PMs to demonstrate how you will be able to direct guards at work towards a common goal. 🌟 🟢 Embrace Growth: Keep learning by seeking out workshops, certifications, and advancements in technology. A lifelong learner is eager to learn! 📚 🔹 Communication: Become a best communicator, who can write and speak code in a clear way but also articulate good ideas or strategies clearly to the team/stakeholders. 🗣️ 🔹 Face Challenges Head On: Take challenges on your stride as they come and show you are someone with the know-how of adapting, solving problems not shying away in awkward situations. 🔹 Network: Develop a network of strong social relationships with peers, co-workers, and superiors. Build connections; Networking and developing strong relationships can lead to opportunities. 🤝 The road from senior developer to tech lead isn't going to be easy, but with a whole lot of hard work, commitment, and the right tools for success; anything can happen if you put your mind towards it. #CareerDevelopment #TechLeadership #PromotionJourney 🌟 Ready to take the leap? What do you think and hope to see in the comments below! 🔝💼"