DeWinter Group’s Post

Retained Projects... or as we like to call them here at C4S, Search Projects 💼 We have just finished delivering our largest ever Search Project which was overwhelmingly successful! It's safe to say, there is a business out there who is very pleased with their new hires as they approach their digital transformation 🤖 But the proof is in the pudding, so here are the stats which show exactly what we achieved: 🌟 28 filled vacancies 🌟 33 offers- only 5 rejections 🌟 1.6:1 CVs to interview ratio- industry average 4:1 🌟 2.1 interviews to offer ratio- industry average 3:1 🌟 27 days average time to hire This all equated to a huge financial saving for the client! We are overwhelmingly proud of what we have achieved over the last few months... but we won't be stopping... not even for a moment! If you are looking to make multiple hires in your software teams over the next few months, then please get in touch! 📱

It's been an exciting September (and it's not over just yet)! 🌟 We're seeing a notable surge in demand for tech talent across the board. Clients (new and old) of all sizes, are really ramping up their hiring efforts as digital transformation continues to accelerate. Any signs of a slow down have certainly dissipated and been replaced with demand for high-quality individuals to join in both interim and permanent capacities. Just this week we've taken on x10 new contract roles, x12 new perm roles, and commenced discovery on a couple of new SoW engagements, all dispersed across multiple clients for software engineers, architects, data engineers, testers. I've personally been to meet a number of customers to sit down and discuss Q4 hiring plans and (dare I say it) 2025 pipeline. We're already planning for consultants to join projects in Q1 next years and summer isn't even over (although the weather says otherwise). 🤔 What does this mean for candidates? - More opportunities to work on cutting-edge projects. - Flexibility in choosing exciting roles, including remote and hybrid options. - Greater demand means competitive salaries and benefits in perm and the end of being beaten with a stick over your day rate for contractors. 🏢 For companies, it's a chance to: - Build diverse, high-performing teams.  - Invest in the future and prioritise that nice to have skill, person or consultant that's been on your wish list for a while - Stay competitive in an ever-evolving landscape and continue to push the boundaries of tech with a surge of candidates and consultants looking for new opportunity. It’s clear that the industry is thriving—and with it, opportunities for talented professionals are growing. If you’re looking to make your next move or expand your team, now is the time! 🌍🚀 Get in touch on: 📞 07972 132341 📧 matt.power@investigo.co.uk 💬 Drop me a LinkedIn message 📹 MS Teams/Zoom

RaaS by S2: Redefining Recruitment as a Service for software scale-ups. Imagine reducing your time to hire by 25%, CV to hire by 18%, and cost to hire by 45%. - What does this look like in reality - Meet our client, a $100M revenue software SaaS vendor. Over the past year, we've secured 23 top-tier hires across go-to-market, product, finance and engineering . True partnerships in staffing are rare, but invaluable. Our deep understanding of clients' inner workings allows us to leverage our network to deliver hard-to-attract talent and devote the required time to drive ROI for the customer. Find out how S2 can add value for you.

Hiring Execs: Be mindful of delayed start dates in the current market. Beyond a reasonable 2 to 6-week window (ideally 2-4 weeks), each additional week of delay significantly raises the risk of the hire not showing up. While exceptions exist, especially in c-suite searches, they are just that – exceptions. Avoid the double whammy of losing backup options and initiating a new search due to candidate changes. 2025 starts NOW! Stay sharp as the market heats up.

#Techstaffing Q&A: What forms of contract staffing is available in the #tech industry? Short-term: Companies hire professionals for a few weeks or months to complete specific projects or handle peak workloads. Long-term contract staffing: Businesses engage professionals for extended periods to maintain complex systems or manage long-term projects such as a new application build or a large technology rollout. Contract-to-hire staffing services: This try-it-before-you-buy-it model allows companies to evaluate contractors’ performance and fit before transitioning them into full-time employees. Check out our contract opportunities online.

Looking at where to source tech talent? More companies are having the conversation for onshore vs. offshore IT staffing (or somewhere in-between.) Understanding how all models work can help you decide which option is best for your business: https://buff.ly/40Dpw3X #ITstaffing #onshoring #offshoring

𝐇𝐚𝐬 𝐲𝐨𝐮𝐫 𝐌𝐒𝐏 𝐛𝐞𝐞𝐧 𝐥𝐞𝐭 𝐝𝐨𝐰𝐧 𝐨𝐫 𝐛𝐮𝐫𝐧𝐞𝐝 𝐨𝐮𝐭 𝐛𝐲 𝐭𝐢𝐦𝐞-𝐢𝐧𝐭𝐞𝐧𝐬𝐢𝐯𝐞 𝐚𝐭𝐭𝐞𝐦𝐩𝐭𝐬 𝐚𝐭 𝐡𝐢𝐫𝐢𝐧𝐠? 𝐆𝐫𝐚𝐛 𝐭𝐡𝐞 𝐟𝐫𝐮𝐢𝐭 𝐰𝐡𝐞𝐧 𝐭𝐡𝐞 𝐟𝐫𝐮𝐢𝐭 𝐢𝐬 𝐫𝐞𝐚𝐝𝐲 🍎: 𝟏. 𝐋𝐨𝐚𝐝 𝐜𝐚𝐩𝐚𝐜𝐢𝐭𝐲 📈: What happens to the team when 1 or more new customers surface back to back or a teammate gives notice? Does the team's workload increase, do the customers go in backlog, or do they walk away? 𝟐. 𝐀𝐥𝐰𝐚𝐲𝐬 𝐁𝐞 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 🔍: Hire before you are ready. Why? It takes too long to hire great people by the time you NEED to. Waiting until you're in need of a hire often leads to a lengthy time to fill, rushed decisions, and suboptimal hires. 𝟑. 𝐌𝐚𝐤𝐞 𝐑𝐨𝐨𝐦 🚀: Low performers take notice. Making room means the performance of your MSP will increase, and so will your valuation. 𝐂𝐨𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧💡: If you practice "always be recruiting", you will have hiring locked in. Knowing how to hire will be less time-intensive and elevate your MSP's performance, allowing room for new customers to be serviced immediately. Who wouldn't want to replace low performers with high potential employees? 𝐖𝐨𝐮𝐥𝐝 𝐲𝐨𝐮 𝐯𝐚𝐥𝐮𝐞 𝐫𝐞𝐯𝐢𝐞𝐰𝐢𝐧𝐠 𝐚 𝐥𝐢𝐯𝐞 𝐝𝐨𝐜𝐮𝐦𝐞𝐧𝐭 𝐨𝐟 𝐜𝐮𝐫𝐚𝐭𝐞𝐝 𝐬𝐲𝐬𝐭𝐞𝐦 𝐞𝐧𝐠𝐢𝐧𝐞𝐞𝐫𝐬, 𝐬𝐲𝐬𝐭𝐞𝐦 𝐚𝐝𝐦𝐢𝐧𝐢𝐬𝐭𝐫𝐚𝐭𝐨𝐫𝐬, 𝐭𝐞𝐜𝐡𝐧𝐢𝐜𝐢𝐚𝐧𝐬, 𝐚𝐧𝐝 𝐬𝐚𝐥𝐚𝐫𝐲 𝐝𝐚𝐭𝐚 𝐟𝐨𝐫 𝐲𝐨𝐮𝐫 𝐡𝐢𝐫𝐢𝐧𝐠 𝐧𝐞𝐞𝐝𝐬? 𝐈𝐟 𝐲𝐨𝐮 𝐰𝐨𝐮𝐥𝐝 𝐥𝐢𝐤𝐞 𝐭𝐨 𝐫𝐞𝐯𝐢𝐞𝐰 𝐭𝐡𝐢𝐬 𝐝𝐨𝐜𝐮𝐦𝐞𝐧𝐭 𝐚𝐭 𝐧𝐨 𝐜𝐨𝐬𝐭, 𝐩𝐥𝐞𝐚𝐬𝐞 𝐫𝐞𝐚𝐜𝐡 𝐨𝐮𝐭!

Discover the top 10 IT contractor roles in 2025 and how you can position yourself for success in this dynamic market!

Right now, it's closing in towards the end of the year — projects are being won, budgets need to be spent, and consultants are ramping up for 2025. The challenge? Talent needs to serve notice periods, and subcontractors must be onboarded quickly. Relying on job postings alone will only slow your projects down. This is where a recruiter can help expedite the process. I help Partners and Customers secure immediate talent, so if you want to kick off your projects without delays, shoot me a message.

CEOs of scale-ups, CTOs, and hiring managers -- this is a challenge you’re probably all too familiar with: ⚡️Lengthy unsuccessful recruitment cycles ⚡️Delays in go-to-market strategies due to unfilled positions ⚡️Increasing competition for the best IT candidates ⚡️High costs of local talent If so, why not consider offshore IT solutions? Now imagine: ✅ A free of charge customized candidate search ✅ An access to top certified IT talent at affordable costs ✅ A flexible team with 20+ years of IT offshore experience in Sri Lanka focused on solving your IT needs for the long term  ✅EU-based contracts ensuring protection for your source code and IP ✅A fixed, all-inclusive monthly invoice with a detailed breakdown ✅A regular performance review to ensure your satisfaction I know what you might be thinking: “Will they understand my business? What about time zones and communication challenges? ..." The truth is, with the right offshore partner, these concerns are myths of the past. Today’s teams work as an extension of your in-house staff. So, again—what’s holding you back? Let’s redefine how you grow your team and scale your business. If this resonates with you, let’s talk. Send me an email and we will search for the best-fit candidate: laetitia@bluecorp.eu #CloudEngineering #DevOps #DataScience #BusinessIntelligence #ITRecruitment #OffshoreSolutions #ScalableGrowth