Issue 3 : May 2022

Coming up this month on DevOps For Everyone

We have a busy and exciting month of virtual events starting with Kevin Holditch, Head of Platform Engineering at Form3. Kevin will be taking us through how his FinTech handles data, why consistency is above availability and how new strict banking regulations actually benefitted the business!

Then Laurent Gil, a serial entrepreneur will be giving us an insight into what it takes to build and scale a successful business like Cast AI. Laurent is an inspiring person in the business world and one of the things we'll touch on is how he believes innovation happens in the most informal moments.

Rounding off May is Alex Chircop, Founder and CEO of Ondat (formerly StoragOS). We'll find out why the name change, how you can get your devs looking at the bigger picture and of course why storage is such a popular conversation.

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Vacancies

The Spanish market remains one of our busiest regions in 2022 with 7+ DevOps and Kubernetes openings across the country, from Malaga to Barcelona and Madrid.

Will has joined the DevOps team at InterQuest and in his first 6 weeks has picked up 3 DevSecOps positions with exciting businesses in the sports betting, travel and FinTech sectors. Get in touch with Will through his LinkedIn profile.

Of course the US market is a big focus for the DevOps team and with no fewer than 15 DevOps, SRE and Platform Engineering vacancies now is the time to get your resume in front of the team.

As always go here for an overview of my live roles.

How to combat the Great Resignation

1. Promote salary transparency. Disclosing compensation and benefits in the hiring process and throughout the company are proven tactics for attracting and retaining top talent. Be transparent about your compensation structure across different locations and whether there are any adjustments based on cost of living for remote roles

2. Offer the right benefits. With competition for tech talent at an all-time high, employers must adapt to meet changing expectations around work-life balance, remote work, DEI, professional growth opportunities, and other benefits. While salary is still an important consideration for employees, they also increasingly value flexibility and want to be in a company culture that aligns with their own values – however, preferences can vary between younger and more experienced employees. As you establish compelling benefits, make sure that those are communicated publicly and to potential candidates throughout the hiring process.

3. Provide flexible options for remote work. 62% of tech employees plan to look for a new opportunity in the next six months, which means companies need to proactively build warm talent pipelines to prepare for the possibility of turnover. The best way to source top talent – efficiently and effectively – is to look for candidates across the country and even globally. This not only helps you build more diverse teams but also meets new demands for remote work we’ve uncovered in this report, ultimately helping attract and retain talent.

4. Leverage data-driven hiring solutions. Data-driven hiring solutions, provide companies and HR teams with the most efficient and effective way to source and hire pre-vetted, skilled tech talent, tailored to their individual needs. By providing access to engaged candidates, digital tools help increase candidate response rates and therefore speed-to-hire. The result is better hiring decisions, less manual work, and more time back for HR teams to focus on employer branding. Furthermore, data-driven solutions can help you leverage skill-based assessments to reduce bias in the hiring process and effectively source underrepresented candidates.

Recruitment Services

InterQuest Group have officially launched evolve

evolve is a fully flexible, cost-effective approach to manage recruitment and engage talent. The team are specifically developed for start-ups, scale-ups and SMEs. The range of modular services reimagine the way clients access the best candidates in the market.

According to the Recruitment and Employment Confederation, employer confidence in making hiring and investment decisions improved considerably in Q4 2021. This accounts for permanent and contract hiring.

With so much choice for candidates to choose from, businesses must be proactive in their hiring process and move fast. evolve acts as an extension to our clients business, so instead of a transactional approach to recruitment we're able to share company vision, values and culture which have never been more important than now and give candidates a proper insight into your business than a traditional contingent approach to recruitment would be able to.

KubeCon

With KubeCon Europe just a couple of weeks away I am excited to see what's new in the cloud-native world.

Every year KubeCon showcases a groundbreaking release or a new company that's making waves and I expect this year to be no different.

Unfortunately I won't be attending in person (sorry Valencia) but I look forward to catching the virtual events and being in the online chat rooms during the day.

Anyone attending give me a shout, I'd love to chat about what's new.