# Formula Recruitment — Full Site Content > Specialist technology recruitment consultancy connecting top talent with leading companies. ## About Formula Recruitment is a specialist recruitment consultancy focused on the technology sector. We connect skilled professionals with leading organisations across a range of specialisms including software engineering, data, cloud, DevOps, and more. - Website: https://www.formularecruitment.co.uk - What We Do: https://www.formularecruitment.co.uk/what-we-do/ - Who We Are: https://www.formularecruitment.co.uk/who-we-are/ - Executive Search: https://www.formularecruitment.co.uk/executive-search/ - Open Roles: https://www.formularecruitment.co.uk/open-roles/ - Insights: https://www.formularecruitment.co.uk/insights/ - Contact: https://www.formularecruitment.co.uk/contact/ - Privacy Policy: https://www.formularecruitment.co.uk/privacy-policy/ ## Content Taxonomy ### Content Types - video - podcast - article - case-study ### Series - behind-the-code - behind-the-data - behind-the-product ## Current Job Openings ### Principal Engineer - Location: London, ENG, GB - Link: https://www.formularecruitment.co.uk/open-roles/844443-principal-engineer-london-eng-gb/ - Type: Perm - Salary: GBP 100000 – GBP 110000 Principal Software EngineerLocation: London - HybridSalary: Up to £110,000 + Bonus & BenefitsWe're looking for a Principal Software Engineer to join a global technology business whose platforms underpin consumer experiences used by millions of people every day. This is an established, scaled business with a genuinely global reach and this role sits at the heart of their core engineering capability.This isn't a purely strategic seat. You'll have genuine technical authority over a business-critical API platform while staying close to the engineering, partnering with skilled squads to solve complex distributed systems challenges at scale.Key Responsibilities: Set the technical direction for a large-scale API platform across both synchronous and event-driven services Lead architectural design across a modern, cloud-native stack Drive continuous improvement across security, observability, performance, and long-term maintainability Mentor and develop engineers and technical leads across multiple teams Work closely with Product and Delivery leadership to keep engineering strategy aligned with broader business goals Champion strong engineering fundamentals — testing, CI/CD, infrastructure as code, and clean architecture Identify practical ways to bring emerging technologies, including AI tooling, into everyday engineering workflows~ Key Requirements: A strong track record delivering large-scale distributed systems in cloud environments Deep knowledge of API design - REST and GraphQL, and substantial hands-on experience with Kafka in a production environment Solid cloud platform experience, particularly AWS, and comfort with containerised infrastructure Proficiency in TypeScript across a modern backend stack Experience leading and influencing across multiple engineering teams, not just within a single squad A genuine care for code quality, sustainable architecture, and long-term thinking over short-term delivery A collaborative, mentoring leadership style that brings the best out of the people around you An interest in how AI is changing the way engineering teams work Enterprise CRM experience would be an advantage What's on Offer: Salary Up to £110,000 plus bonus Genuinely flexible hybrid working arrangements Generous parental leave and family-friendly policies Strong support for career development and progression This is the right role for a Principal Engineer who is ready to move beyond squad-level impact and take on something bigger - shaping the architecture, the team, and the direction of a platform that matters at real scale.Unfortunately, due to the high volume of applications, not everyone will be able to receive detailed feedback.. --- ### Senior Software Engineer - Location: London, ENG, GB - Link: https://www.formularecruitment.co.uk/open-roles/853074-senior-software-engineer-london-eng-gb/ - Type: Perm - Salary: GBP 75000 – GBP 95000 We're working with a scaling, mission-driven consumer app business to find a Senior Software Engineer to join a small, high-ownership engineering team. They're backed by a major international organisation, which means real stability and resource, but the team operates with full startup autonomy - moving fast, shipping frequently, and owning what they build end to end.The product is a consumer app used by hundreds of thousands of customers globally, and the engineering team deploys multiple times a day. As a Senior Software Engineer, you'll work comfortably across both backend and frontend, with a natural lean towards backend design and architecture. The team values pragmatism over perfection - you'll be expected to make sensible calls, move things forward, and not get lost in the weeds.Responsibilities: Design and ship features across the full stack, writing clean, maintainable TypeScript 90% Backend Leaning with Nest.JS or Node.JS Take a leading role in backend design, data modelling, and API quality as the platform scales Contribute to infrastructure and CI/CD pipeline decisions in Azure Work closely with the Head of Engineering, product, and design on roadmap delivery Make pragmatic technical decisions that balance quality, speed, and long-term maintainability Share knowledge through pairing, code review, and regular team learning sessions Requirements: Solid full-stack experience with genuine depth on the backend: APIs, data modelling, system design Strong NestJS experience on the backend, or a solid Node.js background Frontend experience in Angular, ideally with exposure to Ionic as the framework layer A pragmatic engineer who can weigh trade-offs sensibly and keep delivery moving Familiarity with Azure CI/CD pipelines and monorepo tooling is a strong advantage Clear communication skills and the confidence to take ownership of decisions Benefits: Competitive base salary plus annual bonus Hybrid working: 1 day per week in Central London Private health scheme 25 days holiday plus additional leave perks Flexible and remote-friendly working arrangements Dedicated training and development budget This is a strong opportunity for a pragmatic Senior Software Engineer who wants genuine ownership, a tight-knit team, and a product with real-world impact. If that sounds like the right fit, apply below or get in touch directly.Due to the high volume of applications, not all applicants will receive feedback. --- ### Senior Product Manager - Retail - Location: London, ENG, GB - Link: https://www.formularecruitment.co.uk/open-roles/923729-senior-product-manager-retail-london-eng-gb/ - Type: Perm - Salary: GBP 70000 – GBP 90000 Senior Product Manager – B2C RetailLocation: London (Hybrid)Salary: Up to £90,000We are working with an established, profitable business in the travel and experiences space that is making a significant strategic shift. Having built a strong presence serving enterprise clients for over two decades, they are now investing heavily in building a direct to consumer proposition for the first time.As Senior Product Manager for Retail, you will own the strategy, vision and delivery of this new consumer offering, helping customers discover, access and derive value from a broad range of travel and lifestyle experiences, with opportunities to cross sell ancillary services throughout the journey.This is a genuinely rare opportunity. The business already has the scale, the inventory and the commercial relationships to make this work. What they need now is the right PM to build the consumer layer on top of it.Senior Product Manager Responsibilities: Define and drive the product roadmap for the direct to consumer retail proposition Lead the end to end development and delivery of digital experiences that drive customer engagement and commercial growth Identify and build out opportunities to cross sell complementary services within the consumer journey Translate business needs into clear product requirements and secure alignment across commercial, engineering and operations teams Use data and customer insight to define new features, optimise existing products and drive measurable outcomes Work closely with engineering, UX and delivery teams to ensure seamless execution Analyse market trends, competitor activity and performance metrics to continuously inform strategy Who You Are: Proven experience in B2C product management, ideally within travel, lifestyle, marketplace or consumer platform environments Track record of building and scaling direct to consumer digital products Strong commercial acumen with experience developing business cases and driving revenue growth Data driven with strong analytical skills and experience turning insight into product decisions Excellent stakeholder management and cross functional collaboration skills Comfortable working in agile, fast paced environments with a high degree of autonomy Genuinely excited about travel, consumer experience and building products people love using If you are a Senior Product Manager ready to help shape something genuinely new within a business that has the foundations to make it a success, we would love to hear from you.Due to the high volume of applications, not all applicants will receive feedback. --- ### Senior Product Manager - AI - Location: London, ENG, GB - Link: https://www.formularecruitment.co.uk/open-roles/923730-senior-product-manager-london-eng-gb/ - Type: Perm - Salary: GBP 70000 – GBP 90000 Senior Product ManagerAI and DiscoveryLondon Hybrid (2 days)We are working with a well-established, London-based consumer technology business that is investing heavily in AI and personalisation as part of a significant digital transformation. They are looking for a Senior Product Manager to own their Discovery experience while helping shape how AI can make a high-touch service feel even more intuitive and personal at scale.This is a genuinely interesting product challenge. The business serves a large and engaged membership base across multiple lifestyle verticals. The goal is not to replace the human element with automation, it is to use AI thoughtfully, so members feel understood and catered for without the service losing its warmth. Getting that balance right is the real brief.You will work closely with Data Science, Engineering, and Design across a distributed international team, with real autonomy to shape strategy and make an impact from day one.What you will own Vision and roadmap for search, discovery, and AI-powered personalisation across the platform ML-driven recommendation engines, dynamic feeds, and ranking algorithms that surface the right content to the right member at the right moment Automation of high-volume workflows in a way that preserves the personal, considered feel of the service Merchandising tools for curated collections, campaigns, and partner promotions Discovery metrics and experimentation to continuously improve findability and engagement Mentoring junior PMs and collaborating cross-functionally across a global team What they are looking for 5+ years in product management with a background in search, personalisation, or AI-driven product experiences Experience building products where automation and human experience need to coexist, you understand when not to automate as much as when to Comfortable with ambiguity and able to bring structure to evolving, fast-moving environments Strong analytical foundation, at ease with data science concepts, ML features, and experimentation A communicator who can influence senior stakeholders and bridge technical and non-technical teams London-based and open to hybrid working What is on offer Salary up to £90,000 Remote working holidays Paid sabbaticals Employee discounts Loyalty rewards and bonuses Genuine career progression in a business going through a major phase of digital investment Volunteer day each year **Due to the volume of applications we are unable to provide individual feedback on every submission. --- ### Principal Data Solution Architect - Location: London, ENG, GB - Link: https://www.formularecruitment.co.uk/open-roles/923772-principal-data-solution-architect-london-eng-gb/ - Type: Perm - Salary: GBP 100000 – GBP 115000 Principal Data Solution ArchitectUp to £115,000 + Bonus + benefitsHybrid | Leeds, Dublin or LondonWe're working with a large, international technology business whose data platform sits at the core of how they deliver real-time digital experiences to a high-volume global customer base. They're mid-transformation, investing significantly in the distributed data infrastructure that underpins their products and this hire is central to that build.The organisation is mid-transformation. The Principal Data Solution Architect joining now will design and deliver distributed data platforms from architecture through to production, working directly with application and engineering teams to make sure what gets built will be used.Responsibilities as a Principal Data Solution Architect: Design and deliver distributed data platforms at scale, covering real-time streaming infrastructure, distributed compute, object storage, and SQL/NoSQL data stores Architect real-time streaming solutions using Kafka and Pulsar, ensuring low-latency data delivery to downstream applications Design data structures for distributed systems including Cassandra, optimising for read/write patterns, scalability, and performance Deliver cloud-native solutions on AWS, leveraging Databricks, S3, and distributed compute frameworks Work closely with application and engineering teams to understand data access patterns and translate them into scalable platform solutions Produce ADRs, data models, and technical designs that support delivery of business goals Create pragmatic technology roadmaps balancing near-term delivery with longer-term target state architecture Mentor engineers and architects on distributed data platform patterns Design with security, cost optimisation, performance, and regulatory compliance in mind throughout Requirements: Extensive experience designing and implementing distributed data platforms at scale Proven track record architecting real-time, low-latency streaming platforms and event-driven architectures Strong hands-on experience with Apache Spark and Databricks, including performance tuning at scale Experience with Cassandra or similar distributed databases, including partitioning, consistency models, and optimisation Solid experience with OLTP databases such as PostgreSQL or MySQL Cloud-native delivery experience on AWS, GCP, or Azure Experience delivering platforms in high-volume B2C environments at real scale Track record delivering compliant data solutions in regulated environments such as PCI, SOX, or HIPAA Experience productionising ML/AI capabilities including feature stores, training pipelines, and model serving Benefits: Bonus scheme Uncapped holiday allowance Enhanced pension + private healthcare Life assurance and income protection £1,000 annual self-development learning fund Sharesave scheme Enhanced parental leave This is a rare opportunity to own the architecture of a data platform operating at global scale. If you're a Principal Data Solution Architect who wants to build things rather than just advise on them, we'd like to hear from you. Apply below or get in touch directly.Please note: due to the volume of applications we receive, we may not be able to respond to every applicant individually. If you haven't heard from us within two weeks, please assume your application has not been successful on this occasion. --- ### Senior Product Manager - Location: London, ENG, GB - Link: https://www.formularecruitment.co.uk/open-roles/924195-senior-product-manager-london-eng-gb/ - Type: Perm - Salary: GBP 80000 – GBP 120000 Senior Product Manager - FirmwareLocation: London (Hybrid 3 days a week onsite)Salary: £100,000 - £120,000 (plus benefits and bonus)We are excited to partner with a fast-growing SME in the clean-tech space who are looking to hire a Senior Product Manager - Firmware. The company are transforming the energy space with their modern technology and have launched at a global scale with their V2G application, following an ambitious roadmap ahead to stay at the forefront of the market.As Senior Product Manager, you will own, and lead their firmware and software product development initiatives, bridging the gap between technical capabilities and market needs, to help drive the evolution of their product portfolio and innovation across the business.Senior Product Manager Responsibilities: Lead the product development lifecycle for the firmware and software products from concept to launch. Collaborate with internal teams and key stakeholders to ensure smooth integration between software, hardware, and product offerings. Develop and maintain product roadmaps aligned with company strategy and market demands. Collaborate with internal teams and key stakeholders to ensure smooth integration between software, hardware, and product offerings. Monitor competitive landscape and technology trends in the industry. Who You Are: 2-3 years in a product role working with software to firmware integration in products. A proven background working as a software developer or hardware engineer. Excellent leadership skills with the ability to lead cross-functional teams and drive collaboration. Expert knowledge of software to hardware/firmware or IoT development practices. Strategic and detail-oriented, capable of balancing immediate needs with long-term vision. Comfortable working with complex systems and engaging with multiple stakeholders. Passionate about sustainability, smart technology, and delivering value to users. Adaptable and ready to learn in a fast-moving, evolving environment. Innovation is key, ability to drive scalable and new solutions. This opportunity will utilise your technical knowledge of firmware and software development practices to enable the team to produce best-in-class products, helping their customers optimise charging costs, reduce their carbon footprint and contribute to grid stability.**Unfortunately, due to the high volume of applications, not all applicants will receive feedback. --- ### Software Engineer - Location: London, ENG, GB - Link: https://www.formularecruitment.co.uk/open-roles/924297-senior-software-engineer-london-eng-gb/ - Type: Perm - Salary: GBP 80000 – GBP 100000 The Opportunity We are a well-funded, founder-led sports-tech startup. We’re building new real-time systems for processing and analysing live content with high reliability and modern AI tooling.Our engineering team works end-to-end on cloud-native infrastructure, low-latency pipelines, and resilient, high-performance applications. If you want to solve complex engineering problems in a small, high-trust environment, we want you building alongside us.The Role You will own the end-to-end delivery of real-time video, data and AI analysis on our sports content platform. Expect a low-ego culture where technical autonomy and rapid delivery go hand in hand.Core Day-to-Day Stack:• Backend: Java 21, Kafka, Postgres, Docker, Terraform• Frontend: SolidJS, TypeScript• Infra: AWS (Serverless & Containers), Confluent• AI Ops: Heavy daily use of an AI Coding Assistant (we use Claude Code) + AI Engineering for the productWho You Are (The AI-Native Mindset) We are looking for someone who doesn't just write code but builds systems. You are the right fit if you:• Are forward-thinking and keep current with rapid tech advancements.• Have realised that raw coding is becoming commoditised, and you now find your flow state in high-level architecture, managing agents, enforcing code quality, and doing more with less.• Dislike manual work that AI can solve and proactively automate your workflows.• Are driven by impact, thrive in an early-stage environment, and never say "that's not my job."• Are eager to learn, aware of your technical blind spots, and build greatcamaraderie with your team.Must-Haves (Non-Negotiable)• Polyglot Mindset: Our core backend is Java 21. You must be able to read, understand and review it, but we welcome experience in other languages like Node, Python or Go. AI will write most of the code, but you know there's much more to being an engineer.• Frontend: SolidJS experience (preferred), or expertise in other modern frameworks (React, Vue, Svelte, etc.) with a willingness to switch to SolidJS on Day 1.• AI Integration: Proven experience integrating and building products with LLM APIs (OpenAI, Anthropic, Gemini, Grok, etc.).• AI Workflows: You already use AI tools daily for a massive productivity boost. You have tried MCP, you enjoy using Skills.• Engineering Rigour: You write clean, tested, documented code with security and performance in mind.• Agility: You are comfortable in a fast-moving, iterative environment where delivery, clarity, and ownership matter.Strongly Preferred (The Fast-Track)• Domain experience in sports tech, live event data, or video streaming technology (HLS, etc.).• Experience in Kafka/Flink/Spark streams.• Strong background in data architecture and systems design --- ### Tech Lead - Location: London, ENG, GB - Link: https://www.formularecruitment.co.uk/open-roles/942556-guest-technical-lead-london-eng-gb/ - Type: Perm - Salary: GBP 95000 – GBP 110000 Lead Software Engineer | Customer Identity SolutionsSalary | Up to £110,000Hybrid | 2 days a week | London, UKA large international consumer organisation with a diverse portfolio of customer-facing brands is undergoing a digital transformation to enhance the end-to-end customer experience. They're hiring a hands-on Lead Software Engineer to own the technical direction of customer identity management as the business continues expanding across the globe.This is an engineering lead role, you'll stay close to the code, understand the architecture in depth, and be credible enough to challenge how things are being built.Role OverviewDay one, you'll lead and manage third-party delivery partners who do the majority of the hands-on build work — this isn't about building an in-house team from scratch initially. Over time, the company retains technical ownership and guardianship of the codebase while vendors continue as the implementation arm.Responsibilities Own technical direction and architecture decisions for the customer identity platform Manage and hold accountable third-party engineering partners delivering the day-to-day build Stay hands-on across the stack — able to review, question, and where needed dig into code across front end, back end, cloud, and CI/CD Act as the technical guardian of the codebase, ensuring vendor output meets quality, security, and architectural standards Collaborate with stakeholders to prioritise initiatives and align technical delivery with business goals Report on platform performance, delivery progress, and technical risk Skills and Expertise Full-stack engineering background — comfortable across the entire SDLC, not a front-end-only specialist Strong experience with React on the front end Back-end experience with Java Spring Boot; comfort with (or appetite to move toward) JavaScript/TypeScript on the back end, as that's the likely future direction Solid understanding of cloud platforms and CI/CD/DevOps pipelines Proven ability to manage or oversee third-party engineering vendors/partners, holding them to account technically Identity and access management experience is a nice-to-have, not a requirement Strong technical judgement and the confidence to challenge delivery partners on design and implementation decisions --- ### AI Engineer - Location: London, ENG, GB - Link: https://www.formularecruitment.co.uk/open-roles/942880-ai-engineer-london-eng-gb/ - Type: Perm - Salary: GBP 70000 – GBP 80000 AI EngineerUp to £80,000 + strong benefitsHybrid | LondonWe're working with an established technology and services business to find an AI Engineer who will help design, build, deploy and monitor AI systems in production. This is an AI Engineer role for someone with a real curiosity for AI and a firm grounding in software engineering, who wants their work shipping to real users rather than sitting in a proof of concept. You'll sit in a cross-functional team alongside product, data and platform engineers, releasing high-quality software to a frequent cadence.The team is hands-on across the full lifecycle, owning what they build all the way through to running it in production. You'll help pick the right approach for each problem, keep an eye on cost and timelines, and make sure what ships is well tested and reliable.Responsibilities as an AI Engineer: Design, build, deploy and monitor AI systems that scale across the business Work in a cross-functional team with product, data and platform engineers, releasing software frequently Own quality through rigorous automated testing, metrics and observability Assess and select the right solution for each task, balancing performance, cost and delivery timelines Build and optimise systems for performance, scalability and reliability Requirements: Proficiency in at least one programming language (for example Python, C#, JavaScript, Kotlin, Java or Go) Experience with Gen AI tools (such as LangGraph, CrewAI, Hugging Face or OpenAI APIs) and ML frameworks like PyTorch or TensorFlow Strong understanding of ML fundamentals (training, evaluation, deployment) and LLM-specific challenges such as prompt engineering, latency and cost optimisation Experience with cloud platforms (AWS, GCP or Azure) and infrastructure-as-code such as Terraform Hands-on with DevOps practices (CI/CD, Docker, Kubernetes) and observability tools like Prometheus, Grafana or Datadog Experience with distributed systems, scaling, and both SQL and NoSQL datastores Agentic workflow experience (autonomous or multi-agent systems) is a plus, and this AI Engineer role suits someone fluent in English to C2 level Benefits: Real ownership of AI systems in production A hands-on, full-lifecycle engineering culture where you build it and run it Work across modern AI tooling, cloud and agentic architectures A cross-functional team with strong product, data and platform peers to learn from Hybrid working based in London Competitive package and benefits (to confirm with the client) If you're an engineer who wants to build real AI products at scale, this AI Engineer role is worth a conversation. Bring the software fundamentals and the appetite to learn fast, and you'll ship work that reaches people every day.Apply now to be considered for the AI Engineer role.**Due to the high volume of applications, not all applicants will receive feedback. --- ### Senior Product Manager - AI - Location: London, ENG, GB - Link: https://www.formularecruitment.co.uk/open-roles/944220-senior-product-manager-london-eng-gb/ - Type: Perm - Salary: GBP 100000 – GBP 120000 Senior Product Manager - Data & AI | Fast-Growing Cleantech Scale-up | London (Hybrid, 3 days) | Up to £120,000We're excited to be partnering with a fast-growing SME building a connected technology platform in the clean energy space. Their AI is already live with real users, data sits at the heart of the business, and they're now scaling out an ambitious data and AI-first roadmap.As Senior Product Manager, you'll own how the business turns its data and AI capabilities into products that deliver real, measurable value, taking direct end to end ownership of several products and partnering closely with engineering to ship and iterate at pace.Senior Product Manager Responsibilities: Shape and own the roadmap for data and AI products, translating fast-moving strategy into clear, prioritised plans Take full end to end ownership of specific product areas Work hands-on with AI, ML and data engineers to ship products from concept to production Own the backlog, write clear specifications and drive delivery cadence Define and track success metrics, holding the team accountable to measurable impact Act as the connective tissue between engineering, data, commercial and leadership Who You Are: 5+ years in product management, including senior ownership of a product area, ideally across data, analytics, ML or AI A ruthless prioritiser who measures success by business outcomes like revenue, cost and adoption Commercially minded, able to take a technical capability and build the case for where the real value sits Comfortable owning ambiguity, bringing order and a workable roadmap to products with several dependencies Technically fluent across data platforms, LLMs, agentic systems, classical ML, evaluation and observability Self-directed in a scale-up, creating structure rather than waiting to be handed one A real feel for how AI is changing product and engineering work itself If you're a Builder who wants deep technical ownership over AI products with visible commercial impact on the global shift to clean energy, this is worth exploring.*Drop me a message or apply directly, happy to have a confidential chat about the detail. --- ### Engineering Manager - Location: GB (Remote) - Link: https://www.formularecruitment.co.uk/open-roles/944276-engineering-manager-partner-gb/ - Type: Perm - Salary: GBP 114000 – GBP 114000 We're working with a well-established, product-led consumer technology business serving a large UK customer base through a multi-service digital platform. Engineering is organised across several domains, each responsible for different parts of the customer and operational experience at scale.This Engineering Manager role sits within the access and account management domain and offers the opportunity to lead two established engineering teams responsible for critical, high-usage systems at scale. The focus of the role is to simplify complexity, improve reliability and drive consistent delivery across a mature and business-critical area of the platform.What you'll be doing: Lead two established engineering teams within the access and account management domain Own delivery across systems supporting authentication, login, account setup and lifecycle management Drive simplification and improvement of existing systems, reducing technical and operational complexity Work closely with Product and operational stakeholders to align delivery with business needs Ensure teams are unblocked, supported and delivering at a consistent and sustainable pace Act as the senior engineering voice for the domain, supporting technical decision-making and prioritisation What we're looking for: Experience leading multiple engineering teams as an Engineering Manager or senior technical leader Strong delivery focus with experience inheriting and improving established systems Comfortable working in pragmatic, business-led engineering environments Strong stakeholder management skills across product and operational teams Experience working on identity, access or customer account systems is beneficial Technology-agnostic mindset with the ability to quickly understand complex existing systems --- ### Head of Cyber Security - Location: London, ENG, GB - Link: https://www.formularecruitment.co.uk/open-roles/948430-head-of-cyber-security-london-eng-gb/ - Type: Contract - Salary: GBP 500 – GBP 600 Contract: Head of Cyber Security: Up to £600 per day Outside IR35: Hybrid (London): 6 months initialA fast-moving, AI-first digital consumer business operating at scale across multiple global offices is seeking a Head of Cyber Security to own its security posture end-to-end, reporting to the Director of IT & Cyber Security.This is the Group's most senior dedicated cyber security role, combining deep technical ownership, compliance and audit leadership, and executive-level influence.The business serves millions of end users through a converged ecosystem of high-traffic platforms and moves quickly, making this a genuine strategic priority rather than a support function.Key requirements: Hands-on expertise across cloud and application security, security operations, vulnerability management and incident response Track record owning an ISMS and leading ISO/IEC 27001 certification and recertification Experience owning PCI DSS compliance and leading external audits to successful outcomes Proven ability to engage and influence senior stakeholders up to C-suite level Senior security leadership experience with direct people management CISSP, CISM, CISA or ISO 27001 Lead Implementer/Auditor certification (cloud security certification advantageous) Experience in a regulated industry advantageous Key details: Up to £600.00 per day, Outside IR35 Hybrid working, London (3 days per week) 6 month initial term Two stage process (7th September start date) Apply now or reach out directly to find out more.Due to the high volume of applications, not all applicants will receive feedback.Contract: Head of Cyber Security: Up to £600 per day Outside IR35: Hybrid (London): 6 months initial --- ### Product Development Manager - Location: London, ENG, GB - Link: https://www.formularecruitment.co.uk/open-roles/948575-product-development-manager-london-eng-gb/ - Type: Perm - Salary: GBP 50000 – GBP 57000 Product Manager, Corporate SystemsLondon (Hybrid, 3 days onsite) | Up to £60,000 plus 10% bonusWe are working with a major sports organisation who are building out a brand new function within their product team, focused on transforming the internal systems that run the business. This is a genuine greenfield opportunity. The role sits within the Technology Products and Delivery team and reports directly into the Head of Product, with real scope to shape and build the internal systems product function from the ground up.Rather than customer-facing applications, you would own the digital solutions supporting corporate functions across HR, Finance, Procurement, Legal and Operations. There is a strong pipeline of work ahead, including a major new ERP implementation, the ongoing rollout of a global HR platform, and AI integration across legal and contract processes.What you will own Product vision, roadmap and priorities across People, Finance, Procurement and Operations End to end product lifecycle, from requirements gathering and design through to testing and deployment Integrations between corporate systems and wider enterprise platforms, working closely with Enterprise Architecture Governance around change control, security and data protection Relationships with technology vendors and third party delivery partners Budget tracking and cost effective delivery Driving adoption of new technology through training, communication and support What we are looking for Proven experience delivering product or technology for HR, Finance or ERP systems Strong understanding of core business processes across HR and Finance Excellent stakeholder engagement, with the confidence to present to and work alongside senior executives including CFO and CTO level Comfortable delivering to tight deadlines and within budget Knowledge of data privacy and compliance standards including GDPR Experience of Agile or SAFe delivery If you want to build a product function inside a major, high profile organisation, with genuine ownership over the systems that keep the whole business running, then this is one worth exploring.**Due to the volume of applications we are unable to provide individual feedback on every submission. --- ### Anaplan Solutions Architect - Location: GB (Remote) - Link: https://www.formularecruitment.co.uk/open-roles/949112-anaplan-solution-architect-gb/ - Type: Perm - Salary: GBP 118000 – GBP 125000 Own a European Anaplan platform outrightWe're working with a client in the financial services space, operating across multiple European markets, who are hiring an Anaplan lead to take full ownership of their European Anaplan platform, the strategy, the architecture, the standards and the roadmap.Anaplan underpins how our client's European finance function forecasts, budgets and reports. The output goes to senior leadership and informs the projections that shape business performance. They're looking for one person to be accountable for that platform, leading a small team of skilled model builders.What makes it worth a conversationYou set the direction. You'll own the target architecture, governance model and multi-year roadmap, with a mandate to automate and simplify where you find manual process.Build and lead. You'll mentor and grow the model-builder team while staying hands-on in the models yourself.Regulated, multi-market complexity. Multi-country European scope with genuine ALM, release planning, regression testing and controlled deployment discipline — the scarcer end of the Anaplan market.In-house ownership. You live with your own architectural decisions rather than handing them over at go-live.The workDefine and own the long-term Anaplan strategy and target architecture across EuropeSet governance, model standards, data quality controls and best practice across all Anaplan applicationsDesign and build models for forecasting, budgeting, reporting and portfolio analysisAutomate driver-based variance analysis between actuals, forecast and budget to support management reviewOptimise and harden existing models so they remain robust and scalableRun Anaplan initiatives end to end — requirements gathering through deployment and trainingPartner with Finance, FP&A, business teams and Shared Services across marketsAlign to group standards and regulatory requirements alongside wider global Anaplan teamsMaintain disciplined model testing, data reconciliation, ALM and user access managementRequirementsAnaplan Solution Architect certification, or Level 2 Model Builder certification backed by demonstrable architecture experience5+ years across full Anaplan lifecycles — design, build, deployment, supportStrong multi-dimensional modelling, data integration, model optimisation and platform governance capabilityDeep experience of financial planning, budgeting and management reporting processesExperience in banking, financial services or a comparably regulated environmentProven ALM, release planning, regression testing and controlled deployment experienceAbility to explain complex modelling concepts to a senior non-technical audienceEffective stakeholder management up to senior leadership levelHelpful, not essentialAdvanced financial modellingExposure to asset finance, leasing or consumer lending productsAwareness of stress testing, capital and risk conceptsStrong data analysis capabilityInterested?Apply with your CV, or get in touch directly for a confidential conversation about the role and the client before you go any further. --- ### Senior Compliance and Quality Engineer - Location: London, ENG, GB - Link: https://www.formularecruitment.co.uk/open-roles/953578-senior-quality-and-compliance-engineer-london-eng-gb/ - Type: Perm - Salary: GBP 75000 – GBP 95000 Senior Product Compliance ManagerLondon | Hybrid (4 days onsite) | Up to £95,000 + benefits | PermanentWe're working with a growing technology business that designs and builds its own connected hardware, looking for a Senior Product Compliance Manager. Their products draw mains power and sit online in public spaces, so nothing reaches a customer until it's been certified for that market, across the UK, EU and US. They're bringing that ownership in-house and this is the person who takes it.Essentials for a Senior Product Compliance Manager Substantial experience owning product compliance or quality engineering for electrical or electronic hardware, with full ownership Expert working knowledge of CE marking across EMC, Low Voltage, Machinery and radio, plus RoHS and UKCA Evidence of taking products through certification from design stage to launch Experience managing external test labs and notified bodies, including handling failures and getting retests turned round without the launch slipping Comfortable building and maintaining technical files and DoCs to a standard that survives an audit Able to read regulatory text and turn it into something an engineer can act on.. translation is key Nice to have for a Senior Product Compliance Manager UL and FCC experience, or the appetite to build the US side from scratch ISO 9001 and hands-on ownership of a Quality Management System Root cause analysis on field failures and non-conformances WEEE, packaging waste or wider environmental obligations Background in a product category with payments, refrigeration or connectivity in the mix You'd own compliance across the full product range and be the person unblocking sales into new markets rather than signing off at the end. Engineering and product sit in the same building so you shape specifications early, and the four days onsite is deliberate.. the product, the test samples and the engineers are all there!If you've taken hardware through UKCA, CE and ideally UL or FCC as a Senior Product Compliance Manager, apply now or send a direct message to Hannah Coton. --- ### Senior Python Engineer - Location: GB - Link: https://www.formularecruitment.co.uk/open-roles/953595-senior-python-engineer-gb/ - Type: Contract - Salary: GBP 550 – GBP 700 Contract Senior Python EngineerUp to £700 per day (Outside IR35)6 month contract with scope for extensionHybrid, Surrey (3 days a week onsite)We're working with an award-winning, growing business who are looking for a contract Senior Python Engineer to join a small, highly technical team on an initial 6 month contract.You'll take end-to-end ownership of the backend and the AWS environment behind it.What we expect from the Senior Python Engineer: Proven experience across backend engineering utilising Python and Django Hands-on AWS ownership and infrastructure as code, comfortable being responsible for production rather than just deploying to it Experience running asynchronous, long-running workloads in production, covering concurrency, retries and idempotency Degree educated, ideally to Master's level in an engineering or mathematics discipline Tech stack for a Senior Python Engineer: Python / Django / Django REST Framework AWS (ECS, RDS PostgreSQL, ElastiCache, S3/CloudFront) / Terraform Celery / Redis / Docker / GitLab CI/CD PostgreSQL Benefits: Up to £700 per day, Outside IR35 3 days onsite, 2 from home End-to-end ownership Considerably great scope for extension post 6-month initial Contract Senior Python EngineerUp to £700 per day (Outside IR35)6 month contract with scope for extensionHybrid, Surrey (3 days a week onsite)**Unfortunately, due to high volume of applications, not all submissions will receive feedback --- ### Senior Product Manager - Location: London, ENG, GB - Link: https://www.formularecruitment.co.uk/open-roles/954024-senior-product-manager-deals-and-tiering-london-eng-gb/ - Type: Perm - Salary: GBP 80000 – GBP 90000 Senior Product Manager - Up to £90kCross-sell and Up-sellLondon Hybrid (2 days)We are working with an established consumer business with a large, engaged customer base, currently investing heavily in how it structures value and rewards for its members. They are looking for a Senior Product Manager to own the strategy and evolution of their deals and tiering capabilities.This is a genuinely meaty product challenge. Today, tiering is fairly one dimensional, customers sit within a single, static tier. The ambition is to build something far richer, more levels within each tier, more features attached to each level, and a genuinely gamified incentive structure that motivates people to move up, and stay engaged, rather than something they sign up to once and forget.What you will own Product vision and roadmap for deal configuration, customer tiering, entitlement structures, and benefit management End to end definition, development, and delivery of new tiering and incentive capabilities Translating complex commercial requirements into scalable, flexible product capabilities Product launches, working closely with leadership, engineering, and cross-functional teams Data-driven prioritisation, using insight to define new features and optimise existing ones Cross-functional mechanisms for stakeholder alignment and issue resolution What they are looking for Proven track record building and scaling successful digital products, ideally including loyalty, rewards, membership, or subscription tiering Strong commercial awareness, comfortable translating business strategy into product decisions Experience with agile methodologies, rapid prototyping, and data-driven decision making A diverse product background, having covered more than one discipline or supported senior product leadership across a broader remit Exceptional stakeholder management, able to bring together Commercial, Engineering, and Finance Strong analytical mindset, with experience in data analysis, market research, and business case development If you thrive on problems with real commercial weight behind them, get in touch.**Due to the volume of applications we are unable to provide individual feedback on every submission --- ### SRE Tech Lead - Location: GB (Remote) - Link: https://www.formularecruitment.co.uk/open-roles/954042-sre-tech-lead-gb/ - Type: Perm - Salary: GBP 80000 – GBP 100000 SRE Tech Lead : Tech for Good : Fully remote : Up to £100kWe're working with a tech for good company building software that makes a genuine difference to the people who use it. They're growing their Site Reliability team and looking for an SRE Tech Lead to take ownership of system and solution design as the platform scales.As SRE Tech Lead, you'll blend deep technical expertise with leadership, mentoring engineers, embedding a culture of quality and reliability, and guiding the team through sound technical decisions on systems that need to stay robust, scalable and secure.Responsibilities: Shape how the architecture evolves, weighing up speed against scalability, maintainability and security as the platform grows Keep a close eye on reliability, using observability and SLOs to catch problems early and leading the digging in when something does go wrong Push automation forward wherever it saves the team time, and hold the line on coding quality and production readiness Size up new work realistically, plan releases with the team, then back that up with hands on mentoring as people deliver it Bridge the gap between engineering and the wider business, making sure Product and Engineering Managers always understand the technical picture Technical requirements: Extensive SRE, DevOps or Platform Engineering experience on complex, scalable systems, backed by strong AWS and distributed cloud architecture skills. Proven experience running high scale platforms, with advanced Terraform skills. Strong Python or Go, with understanding of distributed systems and microservices. Hands on with Docker, Kubernetes and ECS, plus observability tooling like DataDog or Prometheus. A track record of mentoring and developing engineers, not just managing tickets. This is an exciting opportunity for a SRE Tech Lead to join a high impact organisation and continue their path in management.Due to the high volume of applications, not all applicants will receive feedback. --- ### Frontend Tech Lead - Location: Bristol, ENG, GB - Link: https://www.formularecruitment.co.uk/open-roles/955270-frontend-tech-lead-bristol-eng-gb/ - Type: Contract - Salary: GBP 550 – GBP 650 Interim Front-End Tech Lead : £650 per day : Outside IR35 : South West : HybridA growing SaaS business is looking for an Interim Front-End Tech Lead to build the new front end for its data platform from the ground up.As Interim Front-End Tech Lead, you'll write code every day while guiding a small team, and you'll decide how that team works from day one. AI is central to the role. You'll choose how the team uses it, keep it safe and show the difference it makes.What you'll bring as an Interim Front-End Tech Lead: 8+ years in engineering, with strong, recent React and TypeScript experience Experience leading and managing small teams while still coding At least one SaaS product front end you've built from scratch and shipped Comfort building against API contracts agreed with a separate back-end team Experience changing how a team builds software with AI tools, beyond just using them yourself Eligibility for UK SC clearance Contract Details: Day Rate: £650 per day, Outside IR35 Length: 3 months initially Location: South West, in the office at first, then hybrid Start: Immediate If you're an Interim Front-End Tech Lead who wants a new build to lead, we'd love to hear from you. --- ### Lead Security Engineer - Location: London, ENG, GB - Link: https://www.formularecruitment.co.uk/open-roles/955568-lead-security-engineer-london-eng-gb/ - Type: Perm - Salary: GBP 110000 – GBP 120000 I'm working with a high-growth technology business that is looking to hire a Lead Security Engineer as they continue to build and mature their security capability.This is a genuinely senior technical and strategic leadership position, with plenty of ownership and autonomy.You'll sit close to the technology leadership team, helping shape the organisation's security strategy and architecture, while still being expected to get hands-on when it matters.It's a role for someone who can move comfortably between setting direction, influencing senior stakeholders and getting into the detail with engineering teams.What you'll be working on Define and evolve the organisation's security strategy and architecture Provide technical leadership across cloud, application, infrastructure and data security Work closely with Engineering and DevOps to embed security throughout the development lifecycle Improve security posture, monitoring, detection and response capabilities Build and mature incident response processes and playbooks Establish standards around identity, access, secrets, encryption and network security Conduct threat modelling, risk assessments and security architecture reviews Assess security risks across new products, platforms and third-party integrations Support security governance, audit and compliance activity Translate technical security risks into clear recommendations for senior leadership Stay close enough to the technology to challenge designs, review implementations and get hands-on where required Emerging Technology & Agentic WorkflowsThe organisation is increasingly exploring AI, automation and agentic workflows, creating some interesting new security considerations.You won't necessarily need to be an AI security specialist, but you'll be expected to understand the emerging risks and help establish sensible security principles as these technologies are adopted.This could include areas such as: Security considerations around agentic workflows AI-enabled tooling and integrations Data access and permissions Third-party technology risk New attack surfaces created by increasingly automated systems What they're looking forYou'll ideally be operating at Senior Security Engineer / Security Architect / Lead Security Engineer level, with experience combining technical depth with strategic thinking.I'm particularly interested in people who can demonstrate: Strong security engineering and architecture experience Experience setting security strategy, standards and technical direction Hands-on experience building and operating security controls Cloud security experience Security monitoring and detection engineering DevSecOps and secure development practices Threat modelling and risk assessment Incident response Identity and access management Security governance / ISO 27001 Excellent communication with both technical and senior stakeholders You'll have the opportunity to: Take genuine ownership of the security function Shape security strategy and technical direction Work directly with senior technology leadership Influence engineering and architecture decisions Build rather than simply inherit security capability Help the organisation navigate emerging technology and new security challenges Have significant autonomy as the organisation continues to grow If you're actively or passively on the market and searching for both high ownership, technical leadership and real autonomy. Please Apply! --- ## Insights & Blog ### 6 Years of Formula - Link: https://www.formularecruitment.co.uk/insights/6-years-of-formula/ - Published: 2023-07-25 - Author: Hope Smyth Formula Recruitment celebrates six years in business as Founder Jack Bainger and Director Rory Leadsom reflect on the journey from a windowless shoebox office to dual-location operations in London and Cornwall. ## Take a trip down memory lane with our CEO, Jack & Director, Rory Last month, Formula Recruitment celebrated six years of recruiting exceptional people. Six years of building client relationships that proudly separate Formula from the crowd. Six years of hiring and developing the teams from Cornwall and London, creating a culture that everyone can thrive from. To mark this milestone, our Founder, Jack Bainger and Director, Rory Leadsom, took a trip down memory lane, reviewing their highlights and biggest moments from the last six years. ## Starting up... 2017 was the year. After 8 years of learning recruitment, Jack established the business. Taking inspiration from his grandfather, a business owner that Jack grew up shadowing, his DNA had always been entrepreneurial. Six months later, in a shoebox office with no windows in London, fuelled on bulk-bought coffee sachets and recently joined by Rory, the goal was delivery at all costs. > "Our first placement as a company, was a DevOps Engineer for a Berlin-based dating app" remembers Rory. The team took risks, like flying to Stockholm to secure a client needing 150 roles filled. > "This was a valuable lesson. Proving that big businesses bought into our recruitment strategy" admits Jack. In that first year, they secured a major .com scaling their tech team -- a relationship still holding true today. ## Location, location, location... The business strategy was to simultaneously grow two offices: Central London and Cornwall. In 2018, Jack moved to St. Ives, leaving Rory to head up the growing London office. Shortly after, the business began scaling teams in both locations, including Marcus, their longest standing Consultant. > "I would get the 07:00am flight from Newquay, landing in Gatwick at 07:45am" Jack recalls, demonstrating commitment to bridging both locations. Despite offering the rare opportunity to work in both locations, scaling wasn't always easy. > "It's hard to build a solid culture with just a handful of people doing hard core recruitment" cites Rory. The competitive London recruitment market presented additional challenges. > "We learned a lot from this phase, about being leaders and employers. We're not going to be a good fit for everyone" says Jack, reflecting on personnel transitions during growth phases. ## People are at the heart of Formula... They are the product, the client, and the company. By 2020, some Formula Consultants were taking home 6-figure salaries, something that both Rory and Jack have immense respect and pride for. > "Our business is people, and that includes the people we hire, train, invest in and promote through the company" states Rory. The company ensured at least one year's worth of salaries were locked away. > "Then the pandemic happened. A completely unprecedented situation, but we were safe" he adds. They didn't need to furlough anyone, and top customers stuck by them during challenging times. > "The reason we started the company was because we felt we could do recruitment the right way" says Jack. Despite the pandemic, Formula came out of 2021 in a strong position, having added their in-house recruitment service and sister company, Team Cadence. ## The "Jack and Rory Show"... For the first 5 years, Jack and Rory were deeply involved in day-to-day operations. However, as Formula entered its 6th year, they faced an important transformation. > "We came to a point when we had to make a decision. We realised it was time for us to step back into more strategical roles" says Rory. > "It's not easy letting go!" Jack laughs. > "Nothing about starting your first business is easy, and we learn as we grow" In late 2022, both teams moved into brand new offices. The London team now reside in the Victoria WeWork, while the new Cornwall office was built bespoke, just outside St. Ives. ## What's next? "Optimisation!" They agree. As the 2022/23 financial year ends, Formula moves into a new year of optimisation -- settling into new processes, team structures, and delivering exceptional service to customers. Existing and future leaders are participating in the Seventh-Wave Leadership Programme while Consultants are being empowered to manage and grow their own desks. --- ### Are you making a good LinkedIn impression? - Link: https://www.formularecruitment.co.uk/insights/are-you-making-a-good-linkedin-impression/ - Published: 2024-07-12 - Author: Nishan Bansal Your LinkedIn profile acts as a virtual handshake in a platform with over 1 billion users. Technology Consultant Nishan Bansal outlines how candidates can upgrade their LinkedIn profile to make a strong first impression. First impressions in the chaotic digital world can happen in a matter of seconds. Your profile on LinkedIn (the platform with 1 BILLION users) acts like a virtual handshake. But to what extent does the appearance and content of your LinkedIn page actually affect how other people view you? Warning: It's a lot! Technology Consultant, [Nishan Bansal](https://www.linkedin.com/in/nishrecruitment/) makes a great first impression with this article, as he outlines ways that candidates can upgrade their LinkedIn profile. ## The Power of the Profile Picture Imagine approaching someone at a networking event with a confident, friendly grin. That's what an impressive LinkedIn profile photo does for you. Research reveals that professional-looking profiles are often seen as more knowledgeable, reliable, and employable. A profile picture that looks clear and professional can work wonders. A missing or irrelevant photo could suggest you don't take your online presence seriously. ## Complete and Compelling A complete and detailed profile shows your professionalism and competence. Present a detailed work history, outline your abilities, and if possible, show references. Profiles with accurate details are seen as better as they show attention to detail and experience. ## Endorsements and Recommendations: Your Digital Cheerleaders Recommendations can act like your own cheerleaders. Your reliability and expertise can be drastically improved by having a positive recommendation from a trusted person. ## Visual Vibes Matter LinkedIn profiles are more than just text; they're an opportunity for defining your professional story. Use different kinds of media to show your skills and dedication. A visually attractive profile with tidy structure will draw viewers in and help you stand out. ## Headline and Summary: Your Professional Billboard Your headline and summary are important places to focus on. You can quickly grab attention by creating a title that is concise, understandable, and impressive. Your summary is where you define your career history. Emphasize your best accomplishments, abilities, and unique characteristics. ## The Bigger Picture Together, these components form a complete picture of your professional identity. They can have a major effect on your professional image, recruitment chances, and networking opportunities. Improving your profile with a professional photo and well-structured content will help you look more capable, credible, and likeable. --- ### Code Leaders Podcast - Episode 1 - Link: https://www.formularecruitment.co.uk/insights/code-leaders-pod-episode-1/ - Published: 2024-02-09 - Author: Formula Recruitment Episode 1 of the Code Leaders podcast features Danny Currie, Lead Developer at IMG Arena, discussing his transition from hands-on coding to team management and leadership. Our podcast is live! Code Leaders, hosted by Senior Consultant Marcus Tansey, features developers who have transitioned into leadership roles. The show explores why the shift from hands-on coding to team management isn't as common in tech as in other industries, and investigates how organizations can better encourage developers to pursue leadership. ## Episode 1 Guest: Danny Currie, Lead Developer at IMG Arena Unlike many professionals whose career progression felt unplanned, Danny recognised early that his unique skill set naturally pointed toward a management track. Throughout this episode, he discusses the adjustment of "stepping back and delegating," while maintaining a productive and welcoming environment for his team members. Audio and video versions of Episode 1 are available on the original post. ## Get in Touch For inquiries regarding developer and tech leadership opportunities, contact Marcus Tansey, Senior Technology Consultant specialising in JavaScript: - **Phone:** 0203 940 7464 - **Email:** marcus@formularecruitment.co.uk --- ### Code Leaders Podcast - Episode 2 - Link: https://www.formularecruitment.co.uk/insights/code-leaders-podcast-episode-1-2/ - Published: 2024-06-07 - Author: Formula Recruitment Episode 2 of the Code Leaders podcast features Mike Smith, Vice President of Infrastructure at Lumar, discussing his unexpected transition from hands-on technical work into leadership. Our podcast is live! Code Leaders, hosted by Senior Consultant Marcus Tansey, features developers who have transitioned into leadership roles. The show explores why taking on management responsibilities remains an uncommon career path in tech and investigates how organizations can cultivate more developers into leadership positions. ## Episode 2 Features Mike Smith Episode 2 showcases Mike Smith, Vice President of Infrastructure at Lumar. Smith notes that he "didn't see leadership in his career journey" and has grappled with stepping away from hands-on technical work. He attributes his success to team trust and employs a flexible, delegative management approach. ## Get in Touch For inquiries about developer and technology leadership opportunities, contact Marcus Tansey, Senior Technology Consultant specialising in JavaScript: - **Phone:** 0203 940 7464 - **Email:** marcus@formularecruitment.co.uk --- ### Code Leaders Podcast - Episode 3 - Link: https://www.formularecruitment.co.uk/insights/code-leaders-podcast-episode-1-2-2/ - Published: 2024-11-25 - Author: Formula Recruitment Episode 3 of the Code Leaders podcast features Andrei Khudavets and Alex Ikhelis discussing the evolving boundary between QA and software engineering, and how engineers increasingly incorporate quality assurance into their roles. Our podcast is live! Code Leaders, hosted by Senior Consultant Marcus Tansey, features developers who have transitioned into leadership roles. The program explores why fewer developers pursue management compared to other tech occupations and examines strategies to encourage this career path. ## Episode 3 Overview This episode features [Andrei Khudavets](https://www.linkedin.com/in/andreikhudavets/) and [Alex Ikhelis](https://www.linkedin.com/in/aikhelis/), discussing significant industry evolution. In recent years, engineers increasingly incorporate quality assurance responsibilities, while QA professionals have retrained as software engineers. Andrei exemplifies this shift — recently expanding from QA specialist to full-stack engineer capable of both development and quality assurance. As an engineering leader, Alex has observed these changes across multiple leadership positions. ## Get in Touch For inquiries about developer and tech leadership opportunities, contact Marcus Tansey, Senior Technology Consultant specialising in JavaScript: - **Phone:** [0203 940 7464](tel:+442039407464) - **Email:** [marcus@formularecruitment.co.uk](mailto:marcus@formularecruitment.co.uk) --- ### Formula partners with Women in Product & CPO Track groups! - Link: https://www.formularecruitment.co.uk/insights/formula-partners-with-wip-cpotrack-groups/ - Published: 2026-02-06 - Author: Hope Formula Recruitment announces partnerships with Women in Product and CPO Track, two leading communities for product management professionals, offering paid memberships for placed candidates. Formula Recruitment is honored to announce new partnerships with [Women in Product](https://www.wip-uk.com/) and [CPO Track](https://www.cpotrack.co.uk/), arguably the strongest community of leaders and practitioners. Award-winning Founder and Chief Product Officer, [Namrata Sarmah](https://www.linkedin.com/in/namratasarmah/), has over 15 years experience in product management and technology across multiple industries. She's a passionate community builder, keynote speaker and panelist, and Non-Executive Director at The Open University Business School. ## Women in Product UK Women in Product is a global community with over 2000 members, including support, mentorship, events and more to individual contributors and aspiring team leaders in product management. **Key offerings:** - Exclusive access to private community app - Access to learning & development partners, Lenny's Newsletter and Hustle Badger - Organized online and in-person events with top quality speakers - Curated group of vetted product coaches - Discounts on products and services from sponsors - Member socials throughout the year at unique venues - Monthly memberships to private members clubs (Curve Club and Century Club in Soho) **Partnership benefit:** "For every member (paid or free) that we place at our clients, we'll pay for a 12-month membership!" ## CPO Track A network created for product executives, by product executives -- a safe platform for members to build peer networks, learn new skills, participate in high quality events, and access experts, coaches, and job opportunities. **Key offerings:** - Exclusive access to private community app - Access to MasterClass at Work and NEDonBoard - Organized online and in-person events - Vetted product coaches - Sponsor discounts - Member socials and private club access **Partnership benefit:** "For every member (paid or free) that we place at our clients, we'll pay for a 12-month membership!" For product role inquiries, contact George Gregory at [george@formularecruitment.co.uk](mailto:george@formularecruitment.co.uk) | [020 3940 7464](tel:+442039407464). --- ### Formula Recruitment installs solar panels to boost sustainability! - Link: https://www.formularecruitment.co.uk/insights/formula-recruitment-installs-solar-panels-to-boost-sustainability/ - Published: 2024-10-01 - Author: Hope Formula Recruitment unveils solar panels on its Cornwall office in St. Ives, projected to generate over 21,000 kWh of clean energy annually and save approximately 4 tonnes of CO2 per year. Everyone at Formula Recruitment is thrilled to announce the unveiling of solar panels on the roof of their Cornwall office in St. Ives. Since constructing the brand new headquarters in 2022, the long-term vision always included solar panel installation. Sustainability and energy efficiency represent core business values, and this project aligns perfectly with these goals. A government-backed grant through Cornwall & Isle of Scilly Growth Hub: Net Zero Funding accelerated the timeline. ## The Project Operations Manager Sally Morrison led the initiative, from grant application through strategic execution. She explains the rationale: "By transitioning to solar energy, we will reduce reliance on traditional power sources and improve environmental impact. From the financial aspect, this saves money long-term while providing greater energy security. With solar panels in place, operating costs decrease by generating our own power." ## The Benefits GreenGenUK completed the installation in just two days. The solar PV system is projected to generate **21,265.3 kWh of clean energy annually**. Environmental impact estimates indicate **approximately 4.07 tonnes of CO2 savings yearly**, helping the company meet sustainability targets and reduce its carbon footprint. ## A Greener Future Founder & CEO Jack Bainger expressed enthusiasm: "The solar installation coupled with our Tesla energy storage unit represents a significant step forward in our net zero strategy. We are now operating wholly from energy we create and storing the surplus. We're not stopping at solar -- we're planning rainwater harvesting and much more to follow in coming months." ![Solar Panels Installation](https://www.formularecruitment.co.uk/wp-content/uploads/2024/10/Images-in-Articles-14.png) --- ### From Teaching to Tech - Link: https://www.formularecruitment.co.uk/insights/from-teaching-to-tech/ - Published: 2024-08-12 - Author: Jack Lugg DevOps Consultant Jack Lugg shares his experience transitioning from primary school teaching to technology recruitment, highlighting the transferable skills and practical steps for making the switch. Switching careers from teaching presents challenges, particularly after investing substantial time in training and managing classroom responsibilities. According to the National Education Union, "41% of teachers describe their work-load as 'un-manageable'" and over 40,000 educators have left the profession annually, citing inadequate compensation and unsustainable demands. Jack Lugg, a DevOps consultant who transitioned from primary school teaching, shares insights on making this career shift successfully. ## From Teaching to Tech... After one year in technology recruitment following years as a primary school educator, this transition offers valuable lessons for those considering similar career changes. ## Understanding the Similarities ### Communication Skills Teaching fundamentally requires conveying information clearly, managing group dynamics, and collaborating with colleagues and families. Tech recruiters similarly must articulate opportunities, comprehend candidate backgrounds, and represent organizational culture effectively. ### Empathy and Relationship Building Both professions depend on understanding individuals' strengths, weaknesses, and aspirations -- whether nurturing student development or matching candidates with appropriate roles. ### Assessing Talent Teachers evaluate student progress systematically; recruiters assess technical competencies and role compatibility through interviews and evaluations. ## Preparing for the Transition ### Gain Industry Knowledge Familiarize yourself with sector terminology (Kubernetes, CI/CD, Microservices), emerging trends, and technical requirements through independent study and industry resources. ### Develop Recruitment Skills Beyond foundational competencies, learn recruitment-specific techniques through industry leaders, professional literature, and podcasts highlighting others' career journeys. ### Networking Expand professional connections within tech communities through conferences, LinkedIn groups, and industry engagement to discover opportunities and gain insights. ## Embracing New Challenges ### Understanding Technical Roles Technical recruitment requires grasping job specifications, required technologies, and role nuances through collaboration with hiring managers and technical specialists. ### Emphasising Transferable Skills Highlight classroom management expertise, conflict resolution capabilities, and mentoring experience as distinctive professional assets. ## Thinking of a Career in Recruitment? Transitioning to technology recruitment leverages existing strengths while fostering growth. Success depends on continuous learning, network development, and confident skill application. For operations inquiries, contact Sally Morrison. For DevOps recruitment, reach out to Jack Lugg at [jacklugg@formularecruitment.co.uk](mailto:jacklugg@formularecruitment.co.uk). --- ### How to Create a Great Environment for Product Managers - Link: https://www.formularecruitment.co.uk/insights/guest-blog-how-to-create-a-great-environment-for-product-managers/ - Published: 2024-01-25 - Author: Ed Biden Guest blog from Ed Biden, Chief Product Officer at Hustle Badger, on why underperforming product teams often reflect leadership shortcomings rather than team inadequacy, and how to create the right environment. ## Not seeing the results from your Product Team? **CEO:** "We need to replace our entire product team" **Me:** "Um, ok, let's talk about this for a moment..." As a Chief Product Officer and Product Advisor, I've encountered numerous frustrated executives who believe replacing their entire Product Teams with more experienced professionals is the solution. However, this often reflects leadership shortcomings rather than team inadequacy. Strong Product Team results depend on combining talented Product Managers with an excellent environment. Without the right environment, even exceptional PMs will underperform. Before initiating mass replacements, consider improving your organizational environment: - It's faster, cheaper, and less disruptive - You'll need to do it regardless - Your existing team may surprise you ## So, how do you create a great environment for Product Managers as a leader? **Have consistent goals** Embrace agility while maintaining stable priorities. Quarterly adjustments are acceptable; weekly changes prevent momentum and team continuity. **Minimise distractions** Progress suffers with excessive initiatives. Shield teams from executive pet projects, internal requests, and unfocused feedback. Maintain 1-2 core priorities. **Explain the context** Invest time clarifying goals and feature rationale upfront. Vague widget requests create misalignment between leadership expectations and team understanding. **Talk about the money** Product Managers cannot make sound commercial decisions without financial visibility. Integrate business metrics into every discussion. **Be explicit where you will take risk** Teams naturally conserve risk due to accountability pressures. Clearly communicate acceptable risk levels to enable faster progress. **Manage their role breadth** While Product Managers excel across communications, analysis, delivery, and research, they cannot simultaneously master everything within limited hours. Distribute tasks fairly among design, engineering, and data functions. **Agree a lightweight reporting process** Leadership requires status visibility, but excessive reporting consumes valuable time. Co-create streamlined reporting with your PMs — define essential information and let them determine delivery methods. For additional support, explore resources at Hustle Badger or contact us for workshops and advisory services. --- **Looking to expand your Product Team?** Connect with Lauren Stuart, our Product & Project recruitment specialist. [0203 940 7464](tel:+442039407464) | [hello@formularecruitment.co.uk](mailto:hello@formularecruitment.co.uk) --- ### Harmonising Education - Link: https://www.formularecruitment.co.uk/insights/harmonising-education/ - Published: 2024-07-05 - Author: Liam Maguire Mobile & Web Technology Consultant Liam Maguire explores how AI is revolutionising music education, from personalised learning platforms like Yousician to AI-driven composition tools like AIVA and Amper Music. ## How AI is transforming the way we learn music The fusion of artificial intelligence and music education is revolutionising teaching and learning methods. AI creates "a symphony of possibilities that are making music education more accessible, engaging, and effective than ever before." ## Early Learning Experience The author describes learning guitar in the early 2000s with limited resources -- sheet music, physical CDs, and trial-and-error note discovery. YouTube later transformed independent music learning by enabling paused, rewound, and repeated video study. ## Current AI Applications ### Personalised Learning Platforms like Yousician and SmartMusic use machine learning to assess skill levels, identify improvement areas, and adjust exercise difficulty for accelerated, motivated learning. ### Interactive and Engaging Tools Virtual and augmented reality experiences powered by AI create immersive environments for music theory, history, and performance practice. Apps like MelodyVR offer hands-on exploration. ### Composition and Creativity AI-driven tools such as AIVA and Amper Music suggest harmonies, melodies, and arrangements, helping students understand composition intricacies and explore creative potential. ### Expanding Access AI democratises high-quality instruction by overcoming geographic and financial barriers, bringing world-class education to students globally. ## Conclusion "The integration of AI into music education is like adding a new instrument to an orchestra," enhancing personalised learning, real-time feedback, and teacher support. --- ### Introducing Brad Dyson! - Link: https://www.formularecruitment.co.uk/insights/introducing-brad-dyson/ - Published: 2025-02-28 - Author: Hope Formula Recruitment introduces Brad Dyson, Head of Growth & Functional Consultant, as the latest Advisory Board member with extensive experience scaling customer experience, technology, data, and cybersecurity businesses. ## Introducing Formula's Advisory Board Members: Brad Dyson! Formula has announced the launch of its new Advisory Board composed of Non-Executive Directors. These members will provide strategic guidance, market insights, and innovative solutions to enhance the company's service delivery in the technology sector. The board members will leverage "extensive networks and deep understanding of the industry" to connect clients with elite talent and opportunities. The addition aims to strengthen strategic direction while reinforcing commitment to exceptional service. ## About Brad Dyson The latest addition is **Brad Dyson**, Head of Growth & Functional Consultant. He is described as "a commercial and growth leader with extensive experience scaling customer experience, technology, data, and cybersecurity businesses through innovative go-to-market strategies." Dyson's background includes designing and launching innovative products for major global organisations, including Formula 1, FIFA World Cup, and leading financial institutions. His expertise encompasses business transformation, commercial strategy, and leadership. ## What's Next Stay tuned as we continue to announce additional Advisory Board members along with information about initiatives they influence. --- ### Introducing Daisy O'Leary! - Link: https://www.formularecruitment.co.uk/insights/introducing-daisy-oleary/ - Published: 2024-12-03 - Author: Hope Formula Recruitment introduces Daisy O'Leary, HR Director at YUM! Brands, as a new Non-Executive Director on its Advisory Board, bringing extensive expertise in global HR strategy and talent management. ## Introducing Formula's Advisory Board Members: Daisy O'Leary! Formula is thrilled to announce the introduction of our new Advisory Board! The Advisory Board members will consist of Non-Executive Directors who will provide strategic guidance, market insights, and innovative solutions, helping us to better serve your needs in the ever-evolving tech landscape. Their extensive networks and deep understanding of the industry will enhance our ability to connect you with top-tier talent and cutting-edge opportunities. This addition will not only bolster our strategic direction but also reinforce our dedication to delivering exceptional service and results. We look forward to leveraging their expertise to continue driving success for your business. The latest Non-Executive Director we're excited to share, is [Daisy O'Leary](https://www.linkedin.com/in/daisy-o-leary-8648a637/), HR Director at [YUM! Brands](https://www.linkedin.com/company/yum-brands/). Daisy is a pragmatic and strategic HR leader with extensive experience in shaping HR strategies that drive performance and engagement across global teams. Having worked with leading brands, including Yum! Brands, Pizza Hut Digital & Technology, the BBC, and Just Eat, Daisy brings a wealth of expertise in global HR strategy, workforce planning, and talent management. She has an impressive track record of transforming HR services to support growth, implementing employee-led practices that drive business results, and creating high-performance cultures. Daisy's passion for collaboration and people development makes her an invaluable asset to the Advisory Board. Her innovative approach to talent management continues to inspire teams and shape impactful initiatives. Stay tuned as we continue to announce further members of our Advisory Board and some of the initiatives they have been influencing. --- ### Introducing Pushpa Reddy! - Link: https://www.formularecruitment.co.uk/insights/introducing-pushpa-reddy/ - Published: 2024-12-03 - Author: Hope Formula Recruitment introduces Pushpa Reddy, Chief Product Officer at Planday, as a new Advisory Board member bringing 18+ years of product leadership experience and a passion for supporting mothers in executive roles. ## Introducing Formula's Advisory Board Members: Pushpa Reddy! Formula has announced the launch of its Advisory Board featuring Non-Executive Directors who will offer strategic guidance and market insights to enhance service delivery within the tech sector. The board members will leverage their extensive networks and industry knowledge to connect the organisation with elite talent and opportunities, strengthening strategic direction while reinforcing commitment to exceptional results. ## About Pushpa Reddy [Pushpa Reddy](https://www.linkedin.com/in/pushpareddy/) serves as Chief Product Officer at Planday. She brings 18+ years of product leadership experience across startups, scale-ups, and enterprise organisations. Her expertise includes: - Developing customer-focused strategies - Building high-performing teams - Increasing user engagement - Launching successful products across industries - Translating strategic vision into actionable product roadmaps As a return-to-work mother in a C-level role, Pushpa champions supportive workplace environments that enable mothers to advance into executive positions, demonstrating that career breaks need not hinder professional achievement. Stay tuned as we continue to announce additional Advisory Board members along with initiatives they are influencing. --- ### Looking for a job after being laid off? - Link: https://www.formularecruitment.co.uk/insights/looking-for-a-job-after-being-laid-off/ - Published: 2024-08-05 - Author: Laura Buck Senior Appointments Consultant Laura Buck provides valuable insights and encouragement for tech professionals navigating the job market after being laid off. Have you been laid off? You're not alone... The world of technology has been tumultuous recently, to say the least. A boom in both hiring and subsequent layoffs, partnered with a lack of funding, has affected the market on an immeasurable scale. Our Senior Appointments & Product Specialist, [Laura Buck](https://www.linkedin.com/in/lauraelizabethbuck/), provides some valuable insights and encouragements for those getting back out there. ## It sucks, but you're not alone There are several factors contributing to tech layoffs; the economy, inflation, higher interest rates, over hiring and the pandemic. According to industry tracker [Layoffs.fyi](https://layoffs.fyi/), "99,672 people have been laid off from 344 tech companies in 2024 alone." Experiencing redundancy can be challenging but presents an opportunity to reassess career goals. It's critical to maintain optimism and perseverance. Rejections are part of the process but shouldn't discourage continued effort. ## Honing your strategy - Update LinkedIn profile and CV with recent accomplishments and quantifiable results - Identify core tech skills and interests aligned with your passions - Acquire new skills through courses in cloud computing, cybersecurity, data science, or software development - Leverage your network and work with recruiters to find opportunities - Attend industry events, webinars, hackathons, and professional meetups ## Keep your head up A proactive approach can transform this period into a stepping stone toward a more fulfilling career. Redundancy offers a chance to reassess direction and is often unrelated to talent or ability. For assistance, contact [Laura Buck](mailto:laura@formularecruitment.co.uk) or visit the [Jobs Page](https://www.formularecruitment.co.uk/jobs/). --- ### Manchester United vs Manchester City's Recruitment Strategy - Link: https://www.formularecruitment.co.uk/insights/manchester-uniteds-vs-manchester-city-recruitment-strategy/ - Published: 2024-07-18 - Author: Kegan McPhilbin What can tech recruiters learn from the Premier League? A comparison of Manchester United and Manchester City's contrasting transfer strategies and the lessons they hold for tech hiring. ## Can tech recruiters learn something from the Premier League? Our Data Specialist and Technology Consultant, [Kegan McPhilbin](https://www.linkedin.com/in/kegan-mcphilbin-95735323a/), has been a Man United fan from early childhood. In recent years though, it pains him to admit that Man City have had the better recruitment strategy. As a long-time Manchester United fan I've had the misfortune to witness the vast contrasts in the two Manchester club's transfer strategies over the past decade. One having numerous transfer flops and constant changes in management and the other demonstrating how a club should be ran with a thorough recruitment plan resulting in years of success. ## Here's what we can learn from Manchester United's transfer woes: - Manchester United's transfer dealings have often seemed reactive and inconsistent - They constantly struggle to find the right balance and stability - They have demonstrated lack of ability to identify the right player, for the right position, at the right time - Frequent managerial and leadership changes have shown a lack of clear direction - High-profile signings haven't always translated to on-field success ## Here's what we can learn from Manchester City's transfer successes: - City's approach has consisted of planning and a clear vision - Huge focus on identifying players who fit their style of play and long-term strategy - Meticulous planning from their manager and leadership teams - A methodical approach which has yielded consistent success ## Lessons for Tech Recruitment **Strategic Planning.** Tech companies must define hiring strategy aligned with company goals and culture, mirroring City's long-term vision approach. **Cohesive Team Building.** Hiring individuals who fit company culture and collaborate effectively often leads to better outcomes than impressive resumes alone. **Consistency in Leadership.** Stability in leadership ensures hiring decisions align with long-term company vision. **Smart Investments.** Effective investment means "spending wisely and identifying talent that aligns with the overall strategy," rather than reactive spending. --- ### Mastering the Tech Interview: Best Practices for Every Role - Link: https://www.formularecruitment.co.uk/insights/mastering-the-tech-interview-best-practices-for-every-role/ - Published: 2024-08-27 - Author: Hope A comprehensive guide to acing tech interviews at every level, from junior developers to C-suite executives, covering the STAR method, best practices, and the right questions to ask. Looking for a new job? Sending out countless applications can be monotonous, but once you've secured that first interview, it all feels worth it! Now it's time to get organised. The interview process can be as exhilarating as it is daunting. Every conversation is a chance to showcase your unique blend of skills, experience, and personality. Whether you're a Developer, a Head of Engineering, or even a C-Suite Executive, don't worry -- we've got your back! While many tech roles include a technical test and multiple stages, it's vital that you make a great first impression from the get go. If you're in process for a role through Formula, our consultants will cover the company-specific and technical questions with you prior to the interview, but it's also important to know best practices for acing interviews that focus on talking style, culture fit, and background experience. ## Interview Best Practices - Have at least 3 questions prepared to ask (e.g. regarding the team, the project, and the role itself) - They will want to discuss your experience so far and what you will bring to the company and team - **Favourite project** -- discuss a current/previous project you're impressed with, relating it to the company's proposition - Research both the company and the interviewers (especially company values) - Explain what specifically interests you about the company - Be concise in answers - For video interviews: ensure camera is on, download correct platform, test beforehand - Sit at a desk in a quiet place for clear audio - Wear "business-casual" -- check company website and LinkedIn for dress code indicators ## The STAR Method A straightforward format for storytelling structured as: **Situation:** "In my previous role, the leaders of the company set an ambitious 4-month deadline for the launch of our new app, which hadn't reached Beta yet." **Task:** "As the Project Manager, I was responsible for increasing productivity in the project by 50% and managing an agile timeline." **Action:** "I identified 3 key blockers in productivity, streamlined the sign-off process, recommended an internship to scale the dev team on budget, and worked with project designers to prioritize features." **Result:** "We launched the new app on the desired deadline. The internship program continues to thrive and led to the company winning an award for encouraging women in STEM." **Additional Tips:** - Paint a clear picture without over-embellishing - Focus on quantifiable results where possible - Avoid vague statements like "I worked really hard" ## Asking the Right Questions ### Junior to Lead Developer Roles - How does the team approach code reviews and ensure code quality? - Can you describe a recent project where the team faced significant challenges? - What opportunities exist for professional development and learning new technologies? - How do you handle technical debt and prioritise refactoring? - What is the process for integrating new tools or technologies? ### Managers and Heads of Departments - How do you measure the success of your team and individual contributors? - Can you describe the biggest challenge the team has faced recently? - How do you support career growth and development for team members? - What are the key metrics you track to ensure project success? - What are the biggest challenges currently facing your department? ### Directors and CxOs - What is your vision for the company's technological future? - How do you balance short-term pressures with long-term strategic goals? - Can you share an example of a significant organisational change you led? - How do you foster a culture of innovation and continuous improvement? - What are the key challenges you foresee for the company in the next few years? - What specific initiatives has the company launched to improve diversity and inclusion? See "[The 40 Best Questions to Ask in an Interview](https://review.firstround.com/the-40-best-questions-to-ask-in-an-interview-how-to-go-deeper-than-whats-the-culture-like/)" from First Round Review for additional resources. ## Google Interview Warmup [Google Interview Warmup](https://grow.google/certificates/interview-warmup/) is an AI-powered tool to simulate interview scenarios: - **Practice Questions:** Answer commonly asked interview questions - **Real-time Feedback:** Receive insights on areas for improvement - **Comfort and Confidence:** Practice in a low-pressure environment Part of Google's "Grow with Google" career development initiative. ## Conclusion Preparation is key to transforming interview anxiety into confidence. Master the STAR method, craft compelling narratives, and ask insightful questions to showcase your skills and experience effectively. --- ### Merging Roles: The Rise of the CPTO - Link: https://www.formularecruitment.co.uk/insights/merging-roles-the-rise-of-the-chief-technology-product-officer/ - Published: 2026-02-06 - Author: Pierre Bretin Organizations are reassessing whether Product and Technology leadership should remain separate roles. The emergence of the Chief Product and Technology Officer reflects a response to growing complexity and accountability demands. Across boardrooms and executive hiring conversations, organizations are reassessing whether Product and Technology leadership should remain separate roles. The emergence of the Chief Product & Technology Officer (CPTO) reflects this shift — not as organizational fashion, but as a response to growing complexity and accountability demands. ## Why CPTO Roles Are Emerging Now The strongest signal is customer reality. As one expert notes, "businesses are finally acknowledging that product and technology can't really be separated anymore." Boards increasingly express frustration with internal friction rather than talent shortages. With rapid technological advancement, "organizations don't have the time for slow handoffs or internal debates about who owns what." ## When Fusion Leadership Works When intentionally designed, CPTO roles deliver compelling benefits: - Faster decision-making - Clearer accountability - More coherent roadmaps - Reduced organizational noise The role appeals to leaders who enjoy "moving between strategy, customer value, architecture, commercial thinking and delivery." ## The Risks Boards Often Underestimate The primary danger is scope creep. "The job becomes too big, too quickly. Without strong deputies and solid operating structures, it can be exhausting." Additional concerns include: - Burnout without adequate support structures - Loss of constructive tension between functions - Complexity concentration rather than elimination ## What Enables CPTO Success Top performers combine three critical capabilities: 1. **Communication** — clarity at all organizational levels 2. **Collaboration** — genuine partnerships across business functions 3. **Curiosity** — ongoing engagement with technology, customer behaviour, and market trends "The strongest CPTOs are not the deepest specialists, they are the best integrators." ## Diversity and Executive Pathways Women comprise 29% of C-Suite roles. CPTO positions could open new pathways to executive leadership — but only with intentional design. Multiple legitimate routes to senior technology leadership remain essential to prevent recreating existing barriers. ## Is CPTO the Future? While not inevitable, the CPTO reflects evolving business structures questioning artificial boundaries between product, technology, and outcomes. The real question for organizations: "Is leadership mature enough to manage this merger successfully?" --- ### Navigating the Shifting Sands of IR35 - Link: https://www.formularecruitment.co.uk/insights/navigating-the-shifting-sands-of-ir35/ - Published: 2023-09-05 - Author: Sally Morrison Operations Manager and IR35 specialist Sally Morrison discusses the latest changes, insights, and discourse around IR35, empowering both contractors and clients to navigate the evolving legislation. ## Empowering Contractors and Clients In the ever-changing landscape of the contract market, our Operations Manager (and IR35 specialist advisor), Sally Morrison, discusses the latest changes, insights and discourse around IR35 at the moment... In 2020 I started a new role as Operations Lead at Formula Recruitment, a new world for me, coming from a design/build background. One of the biggest things that I kept hearing was the word "IR35"... some big changes were happening. I needed to know the legislation and changes inside out so I could comprehensively communicate these with our clients and contractors. ## What is IR35? IR35, or the "off-payroll working rules" is a measure introduced to ensure that individuals working contracting roles are paying taxes fairly. It was brought in due to workers acting as self-employed but gaining employment benefits. The 2021 changes cited that the hiring companies were responsible for the tax status, rather than the self-employed contractor. This change caused many companies to take a more cautious approach. Many updated contracts adhere to IR35, which meant that self-employed contractors "inside IR35" had PAYE and NI deductions on their pay check. ## What is the difference between inside and outside IR35? **Inside IR35** means that the contractor is a disguised employee of the company and is receiving company benefits. - Inside IR35 contractors may also be entitled to certain employment rights and benefits, such as paid holidays and sick leave. - Contractors working Inside IR35 usually receive a reduced take-home pay in comparison to Outside IR35 contractors, which is due to higher tax and national insurance contributions. - The contractor's earnings are taxed at source, like a full/part time employee. **Outside IR35** applies when a contractor is genuinely acting as self-employed, they will typically have more flexibility in how they work, and sometimes work multiple contracts at one time. - Contractors classified as Outside IR35 are responsible for handling their own tax and NICs. They typically operate through a limited company and pay themselves a combination of salary and dividends. - Contractors Outside IR35 generally retain a higher portion of their earnings compared to those Inside IR35, as they have lower tax and NIC liabilities. - Contractors classified as Outside IR35 have fewer employment rights and benefits compared to employees. They are generally not entitled to paid holidays or sick leave. ## Why is this relevant now? In 2021, IR35 saw some big changes... - IR35 was expanded its reach to include medium and large companies in the private sector (having previously been confined to the public sector). - The responsibility of determining the employment status moved from the individual contractor to the hiring company. - Contractors were given the right to appeal to the determined employment status. - Small companies (defined by the Companies Act 2006) were exempt from the changes, making them very desirable employers for contractors. - Contractors found to be inside IR35 were subjected to PAYE taxation and NI deductions. - All responsible parties (the hiring companies and any involved agencies) are subjected to increased compliance regulations and reporting requirements. The changes caused an uproar in the contract community, with many medium and large companies having to increase their offering to entice contractors who would now be considered inside IR35. Many contractors solely requested roles outside IR35 with agencies, making it harder to find roles in small companies for them. The start-up community benefitted greatly from these changes. However, in September 2022, then Chancellor of the Exchequer, Kwasi Kwarteng announced plans to repeal the 2021 reforms due to "unnecessary complexity and cost for many businesses". This plan was quickly scrapped when Jeremy Hunt reclaimed his role as Chancellor in October. So, where does that leave us now? Despite Jeremy Hunt's announcement and the 2021 legislation changes remaining for the foreseeable future, it has added fuel to fire of those who don't support the current law. However, the sector remains resilient with 2.3 million contractors and freelancers in the country (increased from 2.1 million in 2021). Not only that, 65% of contractors now report feeling confident about their employment status, compared to just 35% in 2020. Kwasi Kwarteng may have put a spotlight on the conversation around the cost and complications that medium and large companies (and the public sector) have been navigating since 2021, but the figures would suggest that the decision to scrap any changes was the right one. Those who felt the pinch of being identified as inside IR35 have also adapted to the new changes, with 72% of contractors diversifying their income. ## Empowering Clients and Contractors In the case of IR35: with knowledge, there's power. A frequent mistake that occurs is a company standardising a blanket IR35 policy within their company; every contractor hired, is done so inside IR35. However, when looking more closely, company benefits such as paid holiday, sick leave and employment rights haven't been included. Contractors must keep up to date with the legislation to ensure they are benefitting correctly, whether operating inside or outside IR35. Companies must have an IR35 specialist in-house or seek agency consultation for compliance and risk mitigation. Because of this, many contractors have started collaborating together (including online forums and LinkedIn groups) and enhancing their knowledge by researching the subject and seeking expert advice. ## Conclusion Over the past few years, I have delved deeply into IR35 and have gained insights that enable me to advise both clients and contractors on effective ways of working within guidelines. For both contractors and clients understanding IR35 is crucial for compliance and risk mitigation. I am always here to help with guidance and making accurate determinations based on the actual ways of working. Having the knowledge to do this avoids any potential legal and financial risk. My journey of knowledge is constantly evolving and having built confidence in the subject over the years, I can help both contractors and clients in strategic decisions when it comes to IR35. Overall, I feel that contractors now have more say in the roles they are taking on and the tools they need/ways they need to be working to ensure they are working outside IR35 and therefore earning more money! If you have any questions about IR35 or how Formula Recruitment can assist you with compliance and reporting, talk to Sally. --- ### 7 Sustainable Gadgets for Cyber Monday - Link: https://www.formularecruitment.co.uk/insights/our-top-7-sustainable-cyber-monday-purchases/ - Published: 2023-11-24 - Author: Hope Smyth With companies and consumers boycotting Black Friday, Formula Recruitment highlights seven sustainable tech gadgets to reduce your personal environmental impact this Cyber Monday. Are consumers ready to say "no thank you" to Black Friday and Cyber Monday? With companies and consumers boycotting this year's frenzy, where is the best place to spend your hard-earned cash? 2023 has seen a huge shift to more sustainable practices in the tech industry. Examples include Apple's new climate initiatives, Microsoft's commitment to becoming carbon negative by 2030, and predictions that the Green Technology and Sustainability market will double by 2028 (approximately $37,355 million). Use Black Friday and Cyber Monday to reduce your personal environmental impact with these solutions: ## 1. Burning through notebooks? The Kobo Elipsa Pack features recycled plastic bottles, CDs, DVDs, and ocean/landfill waste. Rakuten Kobo offsets 100% of carbon emissions from direct shipments and partners with the Coastal First Nations-Great Bear Initiative. **Price:** £299.99 ## 2. Peddle like your battery life depends on it The Acer eKineket BD 3 Bike Desk converts pedaling power to charge devices. Built with PCR Plastic, one hour of cycling at 60 RPM generates 75 watts of self-generated power. **Price:** $999 USD ## 3. A phone that's fair on the environment The Fairphone 5 uses 70% recycled materials with modular, user-replaceable components. Features three 50-megapixel cameras. **Price:** £649.00 ## 4. Speaking of Apple The Carbon Neutral Apple Watch Series 9 reflects Apple's environmental commitments. **Price:** £379 ## 5. It's the little things that count Smart plugs automatically cut electrical supply when devices aren't needed. Options include Amazon, TP Link Tapo, and SURFOU models. **Price:** £7.99 - £21.99 ## 6. We're not Larq-ing around The LARQ PureVis water bottle uses UV-C LED technology to eliminate up to 99% of bio-contaminants. 15% off this Black Friday. **Price:** £75.65 ## 7. Make green choices Choose Shop Pay at checkout to offset delivery carbon emissions through funding carbon capture projects. --- ### Personalisation: The future of consumerism or victim of data protection? - Link: https://www.formularecruitment.co.uk/insights/personalisation-the-future-of-consumerism-or-victim-of-data-protection/ - Published: 2023-09-04 - Author: Lauren Stuart An exploration of how personalisation is driving profits across industries, the balance between tailored customer experiences and data privacy, and what the future holds as regulations tighten. ## Personalisation: The future of consumerism or victim of data protection? Personalisation customises experiences, offers, services and interactions customers have with brands to help build deeper connections with them. Done well, personalisation can help a business create a more targeted and engaging experience, service, or product to their customers by leveraging data and analytics. This enables companies to communicate new products, updates, and information to consumers in a way that increases engagement. It also improves the understanding of consumer desires and demands so they develop and deliver more enticing products. Done poorly, it can feel overbearing and unnerving, pushing customers to distance themselves, change their data settings or delete apps/accounts altogether. Personalisation is driving profits across every industry, leading to companies looking to make hires in the personalisation sector (from devs to product leads and project managers). ## What is personalisation? Personalisation is the use of historical data of a customer to curate their experience on a platform, making it more customised. When you open an app, it greets you by your name, shows you recommendations based on past purchases and offers you discount on that product you've been on the fence about. Consumers generally fall into 3 categories: they love it and base most purchases off it; they barely notice it; they feel spied upon and vehemently dislike it. "91% of consumers are more likely to shop with brands that recognise them" and "83% of consumers are willing to share their data to enable a personalised experience." ## How do companies create a personalised experience? The answer is DATA. Ecommerce brands have developed tools and systems that analyse structured and unstructured data to then create algorithms that identify the behavioural patterns and customer habits. **Examples across industries:** - **EdTech**: ensuring students have a personalised user experience when they log onto the platform which is determined by their data such as school year, topics of study and what they have previously learnt. - **Streaming**: media companies are using personalisation tech and recommendation algorithms to suggest content to customers based on their search and viewing history. - **Insurance**: they are using personalisation tech to create targeted marketing campaigns to specific customer segments to cross sell and upsell other products in their portfolio. Customers now expect organisations to know them, understand them, and offer the right solution to their needs. Customers demand hyper-personalisation by engaging them through the correct channels, with the right messaging, at the right time. Ensuring a seamless, cross-device personalised experience is arguably the ultimate personalisation tactic, especially as half of all online shopping activities begin on one device and finish on another. For example, a customer might see a recommendation for a product on the app, based on previous purchases, send it to a friend or make a mental note for later and then order the product by logging in online on their computer. ## Getting the balance right Customers are willing to share their data with brands they trust and fundamentally like, so it's important not to break that trust. However, there is a fine line, and taking personalisation too far can become unnerving for customers and create a negative brand image, causing customers to use the product less. Every day, we are bombarded with things we 'might' like because we brought X, or because other people brought Y, and it creates an echo-chamber of recommendations which can be fairly limiting. Recommender systems can suffer from a lack of diversity, as they tend to just recommend similar items or content to users with similar tastes, which can limit a user's exposure to new and diverse content. For under-represented groups this can be problematic, as their interests, views or preferences may not be reflected in the recommendations they receive. ## The Future of Personalisation Overall, personalisation is seeing huge strides across both mobile apps and web applications -- and across all industries. It's clear that businesses will (and must) continue to invest in technologies that simplify the personalisation process. It's important to keep an eye on the development of personalisation, especially as security demands and legislation continues to scrutinise the gathering, storing and usage of personal/behavioural data. This becomes even more prevalent with the introduction of AI, taking data analysis away from the human eye completely. In fact, more than a quarter of consumers have noticed less targeted personalisation over the last year, which can likely be credited to increasing data privacy regulations. Especially with the launch of Apple's option to opt-out of web and app tracking. The irony remains: how can we move so far ahead, technologically, while moving backwards in our ability to really know and target our customers? Are you looking for senior appointments to develop your personalisation offering or have a project approaching? Get in touch with Lauren. [0203 940 7464](tel:+442039407464) | [lauren@formularecruitment.co.uk](mailto:lauren@formularecruitment.co.uk) --- ### Quarterly Insights: JVM - Link: https://www.formularecruitment.co.uk/insights/quarterly-insights-jvm/ - Published: 2023-10-18 - Author: James Prescott JVM Team Lead James Prescott shares quarterly market insights on the decline of JVM popularity, the rise of Kotlin, stagnating developer salaries, and what to expect heading into 2024. Discover the latest industry insights from our Team Leads, featured in our quarterly newsletter, The Insider. This quarter, JVM Team Lead, James Prescott highlights the shift away from Java, stagnating salaries and more... 2023 has been a rocky year for the technology sector and the JVM market hasn't been immune to this. We've seen a number of well publicised lay offs earlier this year and it feels like companies have pivoted away from the "high growth" mode that we saw coming out of the pandemic. Let's get into some details below: ## JVM popularity declines to 42% According to the stack overflow developer survey, JVM languages have seen a decline in popularity in 2023. In part due to the growth of languages like Python and Javascript as well as Java seeing a decline in popularity. However, it's not all bad news... ## Kotlin is on the rise Java may be on the decline but Kotlin is on the rise. This can be backed up by the Stackoverflow survey and google search data but also anecdotally. Based on the conversations we're having with candidates Kotlin seems to be on a lot of JVM Developers minds. We're also working with companies who are kicking off new projects and choosing to utilise Kotlin or a Java / Kotlin mix. ## Stagnating salaries Despite steady demand for JVM Developers in the FinTech, Data/AI and cloud space, developers are still feeling the pinch next to rising inflation. The question is: will this change in the next year? ## Top Sectors 2023 We're seeing steady demand for JVM developers in FinTech, E-Commerce and Consulting. We're predicting to see growth in Data Analytics / AI focussed projects as well as continued demand for JVM Developers to do DevOps / Cloud focussed work over the next 12 months. ## Looking forwards We're starting to see some green shoots of recovery and have been having positive conversations with candidates and customers around opportunities and hiring plans for late 2023 / early 2024. We're expecting to see an uptick in hiring activity albeit with a more cautious / strategic focus vs the high growth hiring of 2021/2022. To find out more about our Java team and how Formula can help you find your next role, talk to James. [0203 940 7464](tel:+442039407464) | [jamesprescott@formularecruitment.co.uk](mailto:jamesprescott@formularecruitment.co.uk) --- ### Reducing Labour Costs with a Global Remote Workforce - Link: https://www.formularecruitment.co.uk/insights/reducing-labour-costs-with-a-global-remote-workforce/ - Published: 2024-03-01 - Author: Liam Jopling As remote work debates continue, could global remote hiring reduce labour and office costs enough to end mass-redundancy trends in the tech industry? In Europe remote working increased from 5-12% during the pandemic in 2020. As of February 2023, 25% of all workers in Germany are working remotely. Of these remote workers, 73.4% work in the tech industry. Germany was voted the top country for fully remote working in March 2023, followed by Denmark and the U.S. The UK ranked 17th place, behind countries such as Slovakia, Belgium, France and Netherlands. As remote work debates continue, the tech industry faces another concern: global layoffs. Could these issues become intertwined as a solution? Could remote hiring reduce labour and office costs enough to end mass-redundancy trends? ## Global Layoffs Throughout 2023, there were over 260,000 layoffs across the industry. Despite mass-redundancies, many companies seek ways to maintain productivity with streamlined workforces, leading to increased investment in outsourcing and remote working solutions. Global payroll companies like Deel, Remote, and Papaya Global specialise in remote hiring and international payments. Since 2018, Deel has processed $5.5 billion in payments with over 150,000 workers hired. ## Why Should You Open Your Search? To hire Berlin-based Senior Developer talent, salaries range from EUR 75,000-130,000 yearly with limited local talent pools. International markets expand access to English-speaking candidates globally. ## The Benefits - **Cheaper labour costs** — Regions like Eastern Europe, Asia, Africa and South America host skilled developers with lower salary expectations - **Lower overhead costs** by downsizing physical offices or reducing onsite benefits - **Larger talent pool** reducing search time dramatically - **Access to specialists** not commonly available locally Time differences present challenges, though experienced remote workers employ workarounds through flexible schedules. **Contact:** [030 1663 4989](tel:+493016634989) | [liamjopling@formularecruitment.co.uk](mailto:liamjopling@formularecruitment.co.uk) --- ### Scaling Start-Ups - Link: https://www.formularecruitment.co.uk/insights/scaling-start-ups/ - Published: 2023-07-27 - Author: James Full Launching a startup requires careful workforce expansion timing. James Full addresses the obstacles facing growing startups and strategies to optimize recruitment processes while reducing expenditures. ## Bad hires, bottlenecks and unnecessary costs Launching a startup requires careful workforce expansion timing. Challenges include securing funding, managing interview capacity, and controlling recruitment expenses. James Full, Team Lead for Functional Development & Infrastructure, addresses the obstacles facing growing startups and strategies to optimize processes while reducing expenditures. ## The cost of meetings A 30-minute meeting with three employees costs between £540-£1,230, reaching £1,540 with C-suite involvement. Multi-stage interviews with panels can total approximately £5,000 per candidate. Full recommends prioritizing **quality over quantity**. Rather than screening 10-15 candidates, align all stakeholders on specific requirements, reducing prospects to 4-6 qualified applicants. "Choosing an agency allows professionals to consolidate stakeholder requirements, evaluate cultural alignment, and conduct preliminary screenings — forwarding only ideal candidates." ## What about sourcing candidates? Startups face sourcing challenges when company culture remains undefined. Some candidates prefer established corporations with reduced accountability. Strong startup candidates view challenges as exciting opportunities. They accept longer hours, developing processes, and increased responsibility in exchange for equity packages and early establishment as critical employees. The advantage centres on **personal business involvement**, transparency, and growth potential — qualities to emphasise throughout scaling. ## 3 reasons to use a recruitment partner 1. Streamlined recruitment focusing on quality; removes screening burden from key personnel 2. Cultural alignment and brand representation to the marketplace 3. Market insights and recruitment consultancy supporting sustainable growth strategy ## Final comments "We distinguish ourselves through transparency and cultural understanding, enabling seamless partnerships that simplify and enhance hiring success." **Contact:** James Full | 0203 940 7464 | james@formularecruitment.co.uk --- ### Talking About Innovation AI Webinar: Carlos Andrioli - Link: https://www.formularecruitment.co.uk/insights/talking-about-innovation-ai-webinar-carlos-andrioli/ - Published: 2024-11-29 - Author: Hope Carlos Andrioli, Senior Engineering Leader at Plum, shares his perspective on thoughtfully evaluating AI adoption rather than chasing trends, as part of Formula Recruitment's AI webinar series. Talking About Innovation has expanded into the virtual space with webinars for the European network. The series features industry innovators sharing actionable insights for business implementation. ## Featured Speaker: Carlos Andrioli **Carlos Andrioli**, Senior Engineering Leader at Plum, brings extensive development and AI expertise. He encourages organisations to thoughtfully evaluate AI adoption rather than pursuing trends reflexively. ### Key Questions Addressed - Will AI genuinely benefit this business area? - Where can AI create maximum positive impact for teams? - What timing works best for AI integration? - Does company size affect implementation viability for startups? ## Contact For development team expansion or AI implementation projects, reach out to **Liam Jopling**, Senior Technology Consultant: - Phone: [030 1663 4989](tel:+493016634989) - Email: [liamjopling@formularecruitment.co.uk](mailto:liamjopling@formularecruitment.co.uk) --- ### Talking About Innovation AI Webinar: Egbert Schillings - Link: https://www.formularecruitment.co.uk/insights/talking-about-innovation-ai-webinar-egbert-schillings/ - Published: 2024-11-29 - Author: Hope Egbert Schillings, Chief Commercial Officer at HealthTech company Vara, discusses how AI is transforming breast cancer detection in Formula Recruitment's Talking About Innovation AI webinar series. Talking About Innovation has expanded into virtual webinars for the European network. The series features industry innovators sharing practical insights on AI implementation. ## Featured Speaker: Egbert Schillings [Egbert Schillings](https://www.linkedin.com/in/egbert-schillings-17ba6b5a/), Chief Commercial Officer at HealthTech company Vara, discussed how AI transforms breast cancer detection. The platform "uses AI to help radiographers and oncologists detect breast cancer in the earliest stages." ### Key Takeaway Vara aims to replace the second approval stage in the diagnostic process with AI, reducing time and resource consumption while improving accuracy. This approach prevents misdiagnosis and saves lives. ## Related Content The webinar complemented an in-person event featuring Optellum, an AI-enabled lung cancer detection platform. Both presentations demonstrated practical AI applications in healthcare. ## Contact For inquiries about development team building or AI implementation projects, contact [Liam Jopling](https://www.linkedin.com/in/liam-germany/), Senior Technology Consultant: - Phone: [030 1663 4989](tel:+493016634989) - Email: [liamjopling@formularecruitment.co.uk](mailto:liamjopling@formularecruitment.co.uk) --- ### Talking About Innovation AI Webinar: Felipe Furlan da Silva - Link: https://www.formularecruitment.co.uk/insights/talking-about-innovation-ai-webinar-felipe-furlan/ - Published: 2024-11-29 - Author: Hope Felipe Furlan da Silva, CTO at Jimdo, shares insights on strategic AI implementation in high-impact business areas as part of Formula Recruitment's Talking About Innovation AI webinar series. Talking About Innovation has expanded into virtual webinars for the European network. The series features sector innovators sharing practical insights that attendees can apply to their own operations. The inaugural webinar focused on implementing AI, with speakers addressing common concerns and helping organisations determine whether AI adoption fits their business needs and where best to focus deployment efforts. ## Featured Speaker: Felipe Furlan da Silva **Felipe Furlan da Silva**, Chief Technology Officer at Jimdo and entrepreneur, is leading the company through significant transformation. His initiatives include strategic AI implementation in high-impact business areas, particularly within their web development product and customer experience enhancements. His career progression spans from .Net developer roles in the US to CTO responsibilities in Germany. ## Learn More The webinar recording is available for viewing. Those interested in building development teams or launching AI implementation projects should contact the Senior Technology Consultant who created this webinar series: **Liam Jopling** - Phone: 030 1663 4989 - Email: [liamjopling@formularecruitment.co.uk](mailto:liamjopling@formularecruitment.co.uk) --- ### Talking About Innovation AI Webinar: Onur Eken - Link: https://www.formularecruitment.co.uk/insights/talking-about-innovation-ai-webinar-onur-eken/ - Published: 2024-11-29 - Author: Hope Onur Eken, Co-Founder & CTO at Needle, discusses making private knowledge bases accessible for AI projects using retrieval-augmented generation (RAG) in Formula Recruitment's AI webinar series. Talking About Innovation has expanded into virtual webinars alongside in-person events, featuring a lineup of sector innovators. The series launched with "Implementing AI," bringing together speakers who demystify AI adoption and help businesses identify optimal implementation strategies. ## Featured Speaker: Onur Eken -- Co-Founder & CTO at Needle Eken's company specialises in making private knowledge bases accessible for AI projects. The platform integrates data sources like Google Drive and employs retrieval-augmented generation (RAG) frameworks to identify relevant documents based on user queries, functioning with any large language model. According to Eken, "Needle takes care of the infrastructure so developers can ship AI applications in days instead of months." His presentation generated substantial technical discussion regarding development approaches to effective AI implementation, with an extensive Q&A session included in the recording. ## Contact Professionals interested in building development teams or launching AI implementation initiatives should contact **Liam Jopling**, Senior Technology Consultant and webinar organiser. - Phone: [030 1663 4989](tel:+493016634989) - Email: [liamjopling@formularecruitment.co.uk](mailto:liamjopling@formularecruitment.co.uk) --- ### Talking About Innovation - Women in Tech - Link: https://www.formularecruitment.co.uk/insights/talking-about-innovation-women-in-tech/ - Published: 2024-04-17 - Author: Hope Formula Recruitment announces its largest Talking About Innovation event focused on women in technology, aiming to create impact by inviting leaders of all genders to engage with the challenges of retaining women in tech. ## Talking About Innovation -- Women in Tech In April, Formula Recruitment hosted their largest Talking About Innovation event, focused on women working in technology. The event aimed to create impact by widening the audience beyond women's networks to include leaders of all genders. ## Why Women in Tech? The challenge is stark: "50% of women quit the tech industry before the age of 35," attributed to insufficient inclusivity. This challenge disproportionately affects women of colour and LBT women. A significant gap exists between leadership perception and employee experience -- 68% of leaders believe their companies foster "empowering environments where people have a sense of belonging," yet only 36% of employees concur. Since men predominantly hold leadership positions, their commitment to change becomes essential. Improving tech industry diversity benefits everyone: "inclusivity doesn't just benefit women, and improving diversity in the tech industry isn't just a women's issue, it's a business issue." ## Event Details **Date & Time:** April 25, 2024 | 18:00 - 22:00 **Location:** Holborn WeWork, London **Schedule:** - 18:00 -- Arrival drinks - 18:15 -- Speaker introductions addressing retention challenges - 19:00 -- Panel discussion moderated by Geri Nadaraju - 20:30 -- Networking & drinks --- ### Women in Tech Speakers: Kinnari Ladha - Link: https://www.formularecruitment.co.uk/insights/talking-about-innovation-women-in-tech-2/ - Published: 2024-04-18 - Author: Hope Introducing Kinnari Ladha, Chief Data Officer at Merlin Entertainments, as a featured speaker at Formula Recruitment's Talking About Innovation Women in Tech event. In April, the company is hosting their largest "Talking About Innovation" event to date, focused on Women in Tech with the goal of creating IMPACT. Women have been exchanging stories and solutions for decades. This event expands that conversation by inviting leaders of all genders to listen and participate. ## Featured Speaker: Kinnari Ladha -- Chief Data Officer at Merlin Entertainments Kinnari brings over 20 years of experience in data and analytics at executive levels. Her background spans Retail, Telco, Automotive, and Travel industries, with expertise in data strategy and transformation. She is dedicated to promoting diversity and supporting women in technology and data roles through mentoring, recruitment, and talent development. Kinnari shares her insights by speaking at conferences, producing podcasts, and advising executive teams. ## Event Details **Date & Time:** April 25, 2024 | 18:00 - 22:00 **Location:** Holborn WeWork, London **Schedule:** - 18:00 -- Arrival drinks - 18:15 -- Speaker introductions covering experiences, solutions, and retention challenges - 19:00 -- Panel discussion moderated by Geri Nadaraju with audience participation - 20:30 -- Networking and drinks --- ### Women in Tech Speakers: Erika Nitsch - Link: https://www.formularecruitment.co.uk/insights/talking-about-innovation-women-in-tech-2-2/ - Published: 2024-04-18 - Author: Hope Introducing Erika Nitsch, Head of Data Science & Product Analytics at Moonpig, as a featured speaker at Formula Recruitment's Talking About Innovation Women in Tech event. In April, we're hosting our biggest Talking About Innovation event yet. The topic? Women in Tech. The mission: IMPACT. Women have been sharing their stories and solutions with each other for decades. It's time to widen the audience and invite leaders of all genders to listen and engage. ## Erika Nitsch -- Head of Data Science & Product Analytics at Moonpig Erika has recently been appointed Head of Data Science & Product Analytics at Moonpig, previously Head of Data at fashion-tech brand, FARFETCH. She is an advocate for creating inclusive environments that benefit everyone. She believes that improving diversity in the tech industry relies on the fair distribution of responsibilities at home, as well as the perception of women and their health in the work place. > "This is an event not just for women, but also for men and how they can be great allies for women in tech." ## Event Details **When?** 25th April 2024 | 18:00 - 22:00 **Where?** Holborn WeWork, London **Agenda for the evening:** - 18:00 -- Arrival drinks - 18:15 -- Speakers introduce themselves, their experiences, solutions and blockers for retaining women in the tech industry - 19:00 -- Panel discussion moderated by Geri Nadaraju - 20:30 -- Networking & Drinks --- ### Women in Tech Speakers: Gerisha Nadaraju - Link: https://www.formularecruitment.co.uk/insights/talking-about-innovation-women-in-tech-2-2-2/ - Published: 2024-04-23 - Author: Hope Introducing Gerisha Nadaraju, Product Ops Coach & Consultant and Co-Founder of The Other Half Podcast, as panel moderator at Formula Recruitment's Talking About Innovation Women in Tech event. In April, we're hosting our biggest Talking About Innovation event yet. The topic? Women in Tech. The mission: IMPACT. Women have been sharing their stories and solutions with each other for decades. It's time to widen the audience and invite leaders of all genders to listen and engage. ## Gerisha Nadaraju -- Product Ops Coach & Consultant & Co-Founder of The Other Half Podcast Gerisha Nadaraju is an independent Product Ops Coach & Consultant alongside being the Co-Founder & Co-Host of the podcast "The Other Half". The podcast was born from the statistic that "50% of women abandon their careers in tech by the age of 35." She'll be bringing her own knowledge and experience as well as the voices from guests on the podcast to the event. ## Event Details **When?** 25th April 2024 | 18:00 - 22:00 **Where?** Aviation House -- WeWork, London **Agenda for the evening:** - 18:00 -- Arrival drinks - 18:15 -- Speakers introduce themselves, their experiences, solutions and blockers for retaining women in the tech industry - 19:00 -- Panel discussion moderated by Geri Nadaraju - 20:30 -- Networking & Drinks --- ### Women in Tech Speakers: Magda Rotsztejn - Link: https://www.formularecruitment.co.uk/insights/talking-about-innovation-women-in-tech-2-2-2-2/ - Published: 2024-04-24 - Author: Hope Introducing Magda Rotsztejn, Director of Digital Delivery at Virgin Media, as a featured speaker at Formula Recruitment's Talking About Innovation Women in Tech event. In April, we're hosting our biggest Talking About Innovation event yet. The topic? Women in Tech. The mission: IMPACT. Women have been sharing their stories and solutions with each other for decades. It's time to widen the audience and invite leaders of all genders to listen and engage. ## Magda Rotsztejn -- Director of Digital Delivery at Virgin Media Magda is an executive technology leader with over a decade of experience in product development, focused on unlocking commercial value and driving superior digital experiences. She's a competitive functional fitness masters athlete and Board Member at the British Functional Fitness Federation. As a mother of two daughters and corporate leader, she embodies "transparency, empowering people to be autonomous and most importantly looking at people as a whole." ## Event Details - **Date:** April 25, 2024 | 18:00 - 22:00 - **Venue:** Aviation House -- WeWork, London **Agenda:** - 18:00 -- Arrival drinks - 18:15 -- Speaker introductions - 19:00 -- Panel discussion - 20:30 -- Networking & drinks --- ### Women in Tech Speakers: Maria Khait - Link: https://www.formularecruitment.co.uk/insights/talking-about-innovation-women-in-tech-2-2-2-2-2/ - Published: 2024-04-24 - Author: Hope Introducing Maria Khait, Head of Tech Architecture at RM and founder of Rails Girls London, as a featured speaker at Formula Recruitment's Talking About Innovation Women in Tech event. In April, Formula Recruitment is hosting their largest Talking About Innovation event to date, focusing on women in technology with the goal of creating impact. > "It's time to smash stereotypes and champion inclusivity." ## Maria Khait -- Head of Tech Architecture at RM & Founder of Rails Girls Maria Khait serves as Head of Tech Architecture at RM and founded Rails Girls. Drawing from over 14 years in the technology sector, she transitioned from self-taught software engineer to leadership positions. She emphasizes that "kindness is not my weakness" and advocates for empowering women to express themselves confidently in tech spaces. Through her work establishing Rails Girls London, Khait has observed how introducing women to technology can be transformative, extending beyond coding to create communities where diverse perspectives are valued. ## Event Details **Date & Time:** April 25, 2024 | 18:00 - 22:00 **Location:** Aviation House -- WeWork, London **Schedule:** - 18:00 -- Welcome drinks - 18:15 -- Speaker introductions addressing solutions and barriers in retaining women in tech - 19:00 -- Moderated panel discussion (audience participation encouraged) - 20:30 -- Networking and refreshments --- ### The Agentic Future Part 1: The Structural Shift - Link: https://www.formularecruitment.co.uk/insights/the-agentic-future-part-1-the-structural-shift/ - Published: 2026-07-21 - Author: Pierre Bretin Why AI Is Forcing a Reinvention of Product and Technology Leadership By Pierre Bretin Head of Executive Search, Ozone Executive Search With contributions from Maria Chilikov and Gunes Italiaander The SaaS model of selling seats, licences for humans to use tools, is undergoing a structural shift. When the end user is no longer a person but an autonomous AI agent that can draft a contract, route it for approval, negotiate the redlines, and file the executed version without anyone touching a keyboard, the buyer stops asking what software do I need? and starts asking what outcome do I need? As the whole category is being redrawn, it puts a question in front of every board and every tech leader that isn't going away: not whether to adopt AI, but how to lead through a structural shift that will reshape teams, commercial models, and what software is worth. At Ozone Executive Search, we sit inside this shift every day. Our mandates take us into product, technology, and commercial leadership conversations across industries from legal to healthcare, information services to financial infrastructure. The same themes keep surfacing. The leaders who will define the next era are not those with the most sophisticated models. They are those who understand how autonomous systems change what it means to build, sell, and lead. To test and sharpen that view, I brought in two product leaders: Maria Chilikov has led AI-native product transformations across high-growth companies and thinks hard about where commercial strategy meets organisational design. Gunes Italiaander is a fractional CPO and product strategist who founded Product of Foresight to help companies figure out what AI-native actually looks like in their products, their teams, and their operating models. This is Part 1 of a two-part series. Here we look at the structural shift: what is changing, who is accountable, and what it means to sell outcomes instead of software. In Part 2, we turn to the leadership response: governance as a weapon, the new product leader profile, and where value collapses and thrives. ## The Agentic Shift Start with the numbers. Most companies spend roughly 10% of operating expenditure on software. That is the addressable market SaaS has been fighting over for two decades. Maria’s argument is that AI-native products blow open the other 90%: > AI-native products can now reach into the other 90% of OPEX: workflows that were too messy or too contextual to digitise before. Customers already expect products to act, not just inform. If your product surfaces data and waits for a human to decide, you’re behind. > > — Maria Chilikov Gunes sees the same shift from a different angle. She works across sectors where the incumbent’s moat has historically been curation and presentation. She calls what is happening the middle-layer collapse: > Enterprise stacks have always been built in layers – collect data, process it, display it, act on it. AI agents are swallowing those middle layers whole. If your product’s job is making information legible to humans – dashboards, reports, workflow tools – you’ve got a problem. AI agents don’t need legibility. They need access. > > — Gunes Italiaander The tools that survive, she argues, will own proprietary data or sit at the point of decision. Not the point of display. We are already seeing this reshape the briefs we receive. Clients increasingly describe leaders who can think across product, engineering, and commercial strategy at the same time because the walls between those functions are coming down. ### Who Is Accountable When AI Decides? More autonomy means harder questions about where humans stay in the loop. Gunes, whose background is in neuroscience, brings a useful framework: > I use three variables with clients: reversibility, stakes, and interpretability. If a decision is easily undone, low-stakes, and you can see why the AI made it, automate fully. If it’s irreversible, high-stakes, or the reasoning is a black box, keep a human in the loop. > > — Gunes Italiaander Simple enough in principle. Harder in practice, because oversight itself has a cost most leaders underestimate: > If you’re asking a compliance officer to review five hundred AI decisions a day, you haven’t created oversight. You’ve created a rubber stamp. > > — Gunes Italiaander Maria’s take is more incremental. Start with humans everywhere. Step them back as confidence grows based on performance data, not assumption. But be clear-eyed about where they cannot step out: > The model is the same as line management. If a direct report makes a mistake, their manager takes responsibility. With AI it’s the same, just more extrapolated. For decisions that carry real consequences, a human needs to own the outcome regardless of whether AI generated the recommendation. > > — Maria Chilikov She also flags a measurement problem that is more serious than most organisations realise. She references Sol Rashidi’s Human Amplification Index: > Most organisations measure AI with the wrong metrics: hours saved, tasks automated, cost reduced. These measure productivity, not effectiveness. The better question is whether AI made the human better at their job. If your team is producing more of the wrong things faster, you’ve gained nothing. Maria Chilikov The companies getting this right keep humans central in customer-facing communications, core IP, and people decisions. Where the cost of getting it wrong is relationship damage or regulatory exposure, humans stay. Where the cost is a wasted iteration, let the agent run. ### Selling Outcomes, Not Software Every strategy deck now talks about selling outcomes instead of tools. Actually doing it is a different thing. Gunes calls the core difficulty the value attribution problem: > With a tool, the value exchange is clean – you provide the software, they do the work, they get the result. With an outcome, the value is co-created. Your product team needs to understand the customer’s business deeply enough to actually deliver on the promise. > > — Gunes Italiaander That means different metrics. Not DAUs or NPS. Time saved, decisions improved, revenue generated, risk reduced. It requires product managers who understand their customers’ businesses properly not just their UX flows. Maria frames it even more tightly: > When code is cheap and fast, the bottleneck moves upstream. The hard part is knowing what to build and why. Every squad needs a clear commercial mandate: the result they’re driving and the number attached to it. When AI compresses build cycles, unclear priorities cost even more because you’re shipping the wrong things faster. > > — Maria Chilikov In our search practice, this shows up as a rising premium on candidates with operational or commercial backgrounds not just product craft. Leaders who cannot put a number on the value they create have, as Gunes puts it, a shelf life. ### What AI-Native Actually Means Most companies claiming to be AI-native are not. Gunes draws the line sharply: > It’s in the bones, not the skin. Bolting a chatbot onto your legacy platform doesn’t make you AI-native. It makes you AI-adjacent. > > — Gunes Italiaander She identifies three structural markers. Data treated as a product in its own right, not a byproduct of operations. Composable architecture that agents can orchestrate, rather than monolithic apps that need a human to click through. And learning loops every interaction, every outcome, every failure feeding back into the system. Maria offers a complementary lens that is especially useful for assessing leadership: > First, AI for product engineering velocity - code velocity is up across the board, but feature velocity hasn’t kept pace because review and architecture are now the constraint. The value is in the thinking, not the typing. Second, AI for the broader organisation. Third, and this one gets lost most often, AI as core product strategy, how is AI used at the heart of the product to make it better for customers? Not a feature for the board deck. > > — Maria Chilikov **■ Signal to watch:** Maria notes that forward looking companies now track token usage per department as a proxy for AI adoption across the broader organisation. AI-native companies have all three baked in from day one. Everyone else tackles the first, dabbles in the second, and struggles with the third because it means rethinking the product. If the AI strategy is a separate workstream managed for optics, it does not matter how much you spend on models. You are AI-adjacent. In Part 2: we turn to the leadership response, governance as a competitive weapon, what a future-ready product leader looks like, and where value collapses and thrives as AI reshapes SaaS. About the Contributors Pierre Bretin is Head of Executive Search at Ozone Executive Search, where he advises technology and product leaders on senior hiring across AI, SaaS, and digital transformation. Maria Chilikov is a product and technology executive who has led AI-native product transformations across high-growth companies, with deep expertise in commercial product strategy and organisational design for the AI era. Gunes Italiaander is CPTO at Helio Intelligence, a former fractional CPO and product strategist who founded Product of Foresight to help companies build in the agentic AI space. Her background spans product leadership, venture building, consulting, and innovation. --- ### The Bun is out the Oven - Link: https://www.formularecruitment.co.uk/insights/the-bun-is-out-the-oven/ - Published: 2023-10-17 - Author: Callum Cleave Technology Consultant Callum Cleave breaks down Bun 1.0, the new all-in-one JavaScript runtime aiming to simplify the ecosystem and potentially replace Node.js with superior speed and built-in TypeScript support. ## Highly utilised, highly complex The JavaScript ecosystem has grown increasingly complex since the language's creation in 1995. A new runtime called Bun aims to simplify development by serving as an all-in-one toolkit while maintaining compatibility with existing Node.js codebases. ## What is Bun? Bun is a production-ready JavaScript runtime designed as a potential replacement for Node. It integrates package management and server-side functionalities into a single environment, reducing the need for multiple separate tools and libraries. A key advantage is backward compatibility -- developers can migrate without rewriting significant code portions, minimizing migration risks. ## Will it live up to the hype? The creators at Oven, led by founder Jarred Sumner, have generated considerable enthusiasm around Bun 1.0's release. Developer responses have been mixed, with some praising its speed while noting concerns about reliability. Steve Sewell, Co-Founder and CEO of build.io, observed: "Wow, 'bun install' is ridiculously fast. So fast I didn't believe it worked." However, over 1,100 open bug issues exist on GitHub, though 1,300+ issues have been closed, indicating active development. ## Node.js vs Bun.js **Funding & Leadership:** Bun has raised $7 million in venture backing. Jarred Sumner has contributed over 5,800 commits. However, Bun's reliance on a primary contributor contrasts with Node's established open governance model. **Technical Differences:** - Node uses C++ and Google's V8 engine - Bun uses Zig and Apple's JavaScriptCore - Bun natively supports TypeScript, JSX, and TSX without external transpilers ## Closing thoughts Bun represents a potential shift in JavaScript development by addressing longstanding ecosystem complexity while prioritizing speed and developer experience. Its evolution will significantly influence the broader development community. For more information about JavaScript opportunities, contact Callum at [0203 940 7464](tel:+442039407464) or [callum@formularecruitment.co.uk](mailto:callum@formularecruitment.co.uk). --- ### The latest React.js insights with Oskar Malinski - Link: https://www.formularecruitment.co.uk/insights/the-latest-react-js-insights-with-oskar-malinski/ - Published: 2025-08-26 - Author: Marcus Tansey Oskar Malinski, Development Manager at EBM Software, discusses React.js styling approaches including Styled Components and HeroUI, and shares insights on how styling choices impact hiring and team productivity. Welcome to *.js MarketWatch* -- our interview series spotlighting developers and engineering leaders across the JavaScript landscape. Each month, we dive into a specific JS framework or trend through the lens of someone working at the heart of it. This month features [Oskar Malinski](https://www.linkedin.com/in/oskar-malinski-72b762124/), Development Manager at EBM Software, discussing React.js and Styled Components. ## Overview of Experience and Topic On the front-end development side, styling is an important piece of the puzzle. Malinski's team has been using **Styled Components** for styling project elements. He values this approach because "developers have full control over it and they still use CSS while using styled-components." Recently, the team standardized styling across projects by adopting **HeroUI** (formerly NextUI). They've experienced minimal issues and noted increased development speed while maintaining approximately 95% control over component styling. ## Current Importance for Developers Styling has historically been time-consuming, with numerous failed attempts to create universal styling libraries. HeroUI overcame many previous drawbacks, though companies must carefully evaluate whether adoption aligns with their business needs. Poor choices risk lacking documentation or unresolvable styling bugs. ## 6-12 Month Impact Developers typically prefer styling systems they know, making popular choices like HeroUI and Shadcn UI more attractive for hiring. Libraries evolve -- some gain maintenance improvements while others lose popularity due to usability issues. Developers must adapt as technologies change. ## AI Application Malinski considers himself "AI friendly." His company is developing AI solutions to automatically generate folder and file hierarchies for users, potentially shortening their setup process. ## Influential Resources and People During the COVID period at Leisure Pass Group (GoCity), Malinski worked with five senior/lead developers from diverse backgrounds. Over three months, they created a flexible yet powerful structure enabling collaborative work. This experience proved "likely the most valuable in my career." ## Learning Recommendations Career advancement depends on goals. For technical excellence, joining larger organizations provides exposure to multiple skilled professionals. Early-career developers at small companies risk absorbing poor practices. Proper mentorship normalizes career progression. ## Current Learning Goals The team uses D3 Charts and wants deeper expertise to create sophisticated financial visualizations. They're exploring features like drill-down animations that transition from pie chart segments to detailed information. ## Consultant Insights React remains the most in-demand frontend framework in 2025, valued for widespread support, large community, and easier updates. Clients benefit from faster delivery, easier hiring, and long-term stability. For streamlined hiring: modern frontend roles often include take-home challenges or pair-programming sessions. With high competition for skilled React developers (especially those with Next.js and TypeScript), concise and relevant interview processes are critical. --- ### The latest Vue.js insights with David Varela - Link: https://www.formularecruitment.co.uk/insights/the-latest-vue-js-insights-with-david-varela/ - Published: 2025-07-08 - Author: Luke Hicks David Varela, Global Lead Frontend Engineer at Dr Martens, shares practical lessons from enterprise Vue.js development, including migrating from jQuery, performance optimisation with Vue 3, and the Composition API. Welcome to the first installment of *.js MarketWatch* -- our new interview series spotlighting developers and engineering leaders across the JavaScript landscape. Each month, we'll dive into a specific JS framework or trend through the lens of someone working at the heart of it, uncovering what's shaping the market and where the opportunities lie. We're kicking things off with Vue.js, featuring insights from David Varela, Global Lead Frontend Engineer at Dr Martens, with previous experience at TJX Europe. From migrating away from jQuery to optimising performance with Vue 3 and the Composition API, David shares practical lessons from the enterprise frontlines. ## Give us an overview of your experience and your chosen topic within Vue.js... At TJX Europe, David worked extensively with Vue.js on a large-scale ecommerce platform built on SAP hybris. His focus included migrating from legacy jQuery to Vue.js, performance optimization and unit testing using Jest, with a tech stack featuring Vuex for state management, TypeScript, and SCSS/SASS. As Senior Frontend Engineer, he identified and resolved performance bottlenecks in Vue components, implemented lazy loaded modules, and optimized reactivity patterns. On testing, he improved test coverage and reliability to support faster deployments. He also contributed to a large-scale localization project for German and Austrian markets and led migration efforts from jQuery to modern Vue components as part of frontend modernization. ## Why do you think this topic is especially important right now for the developer community? "Vue.js continues to gain traction as one of the most approachable yet powerful frontend frameworks." With Vue 3 and the Composition API evolving, developers need understanding beyond building -- they must grasp scalability, maintainability, and performance. In enterprise settings, using Vuex for state management, TypeScript for type safety, and SCSS for styling standardization smooths collaboration across product teams. As projects scale, these practices prevent tightly coupled code and monolithic architecture while encouraging reusable, testable components. ## Is this something clients should be investing in/adopting more readily -- and what's the risk if they ignore it? Clients modernizing frontends should consider Vue.js as a framework, particularly when balancing rapid development with long-term scalability. "Vue learning curve is somewhat smoother than some alternatives, yet it offers deep flexibility through its ecosystem." Ignoring modern frontend practices or clinging to outdated solutions like jQuery leads to performance bottlenecks, developer churn, and higher long-term costs. Investing in Vue-based stacks positions organizations for better maintainability, faster iteration, and easier developer onboarding with expanding documentation. ## What kind of impact do you think this will have over the next 6-12 months on developers working in Vue.js, or on businesses hiring talent? Over the next 6-12 months, demand will grow for developers comfortable structuring full-scale applications with Vuex, TypeScript, and modular SCSS -- not just writing components. As businesses migrate from monoliths or legacy frontends, engineers who architect modern, component-based frontends and lead migration efforts command premium value. For hiring teams, Vue's ecosystem is mature enough that roles increasingly seek developers enforcing type-safe coding standards and contributing to design systems using component libraries and component factories. ## Are there any tools, libraries, resources, or even people in the community that have really shaped the way you approach this topic? Key resources include: - **Vue documentation** -- clean, clear, and community-driven - **Vue DevTools** for debugging and profiling reactive state - **Vuex** for predictable, centralized state management - **VueUse** -- incredibly useful composables streamlining logic reuse - **Jest and Vue Test Utils** for testing - **SASS/SCSS BEM structure** and design tokens for scalable theming Community voices like Evan You (Vue.js creator), Sarah Drasner (former core team), and Anthony Fu (VueUse creator) shaped best practices. Practical talks at conferences like Vue.js London also contributed significantly. ## Where would you recommend others go if they want to really dive deep into this area like you have? Beyond previous recommendations: - **Official Vue.js documentation** (Vue, Vuex, Composition API, etc.) - **Vue Mastery and Vue School** for structured courses - **Open-source Vue projects** -- hands-on experience building and testing real components in modular projects drives most learning ## AI -- friend or foe? How are you leveraging it in your day-to-day work? This year, practical AI applications in software development for productivity and feature enhancement include: - Integrating AI-powered tools like Copilot and ChatGPT into workflows to reduce boilerplate and accelerate prototyping - Exploring AI-driven user experiences -- personalized content, intelligent search, recommendation systems - Experimenting with natural language interfaces (chatbots) creating smoother customer interactions - Investigating AI-generated code and testing implications on code quality, security, and collaboration - Monitoring ethical and privacy considerations around AI in consumer products, particularly ecommerce where transparency and user trust matter ## Consultant Insights "We're seeing an increased usage of Vue.js in commercial tech stacks in 2025 due to strategic, technical, and community factors. The learning curve from React.js is gentle, and it scales from small to large projects. Companies value time savings, maintenance cost reduction, and excellent tools/support." ### Why you should be streamlining your interview process "As with most technical roles, pair-programming sessions or technical exercises screen candidates. With competition and Vue.js adoption rising, we recommend streamlined, time-efficient processes securing the best talent." --- ### The latest AI insights in JavaScript with Mike Guta - Link: https://www.formularecruitment.co.uk/insights/the-latest-vue-js-insights-with-mike-guta/ - Published: 2025-11-03 - Author: Marcus Tansey Mike Guta, Tech Principal at AND Digital, shares his experience allowing AI tools during technical interviews and offers practical guidance for companies looking to integrate AI into their hiring assessments. Welcome to the latest instalment of *.js MarketWatch*. The series that spotlights developers and engineering leaders across the JavaScript landscape. Each month, we explore a specific JS framework or trend through the lens of someone working at the heart of it, uncovering what's shaping the market and where the opportunities lie. This month we're talking to [Mike Guta](https://www.linkedin.com/in/laurentiu-mike-guta-06869718/), Tech Principal at [AND Digital](https://www.linkedin.com/company/and_digital/), about the **intentional use of AI in technical tests.** ## Give us an overview of your experience with technical interviews and how you've seen AI usage evolve in candidate assessments? I've been working as a software engineer for over 23 years, and during this time I've interviewed and tested numerous candidates. For a very long time, candidates were not allowed to use any additional materials during technical tests. Over time, we gradually allowed them to use Google search or Stack Overflow, as long as they didn't try to find the solution directly. But now, with more companies expecting their developers to make use of AI coding assistants in their day jobs, it's only natural that we're starting to see AI allowed in interview tests as well. ## Why do you think AI use during technical tests is especially important right now for the developer community? Developers and companies already make use of AI tools and agents like Cursor, Copilot, and Windsurf during daily software engineering tasks. Many companies already expect their engineers to be comfortable, familiar, and adept at using AI. Similarly, plenty of engineers rely on AI for repetitive code and boilerplate, and this repeated reliance becomes normal. It's only fair that we allow candidates some of the modern conveniences they're used to while we assess their coding ability -- yet still keeping an eye on how they use these tools to complete the task. ## Is this something companies should be adopting more readily in their hiring process -- and what's the risk if they ignore this trend? First, I wouldn't call it a trend yet. It's only in the past few months that I've started conducting interviews for one of AND Digital's largest clients where I've allowed candidates to use AI for code suggestions. I've explicitly restricted them from using it in chat or agent mode, because I don't want them to use it as a shortcut for their own thinking. I've heard of a handful of other instances, but it's still not routine practice across the industry. That said, I think companies who already make use of AI should be ready to adopt this in their hiring process. After all, if they expect all their developers to make good use of AI tools that they pay for, then they need to look for candidates who can make good use of AI as well. We've seen research from DORA recently showing that AI can be an amplifier for a good engineer, while the opposite is true for a less skilled one. So it's only fair that you look for good engineers who can be amplified by AI in your hiring process. ## What kind of impact do you think this will have over the next 6-12 months on developers interviewing for roles, or on businesses hiring talent? Personally, I think within a year, more than half of the companies that make day-to-day use of AI will allow its use in a limited capacity during the interview process. The expectation for candidates to interact effectively with AI will become increasingly common over the next year. If you're a candidate, you need to be good at "talking" to AI -- but without actually and explicitly talking to it. You need to give it enough hints through your coding for its suggestions to help rather than hinder you. And if you're a company that cannot yet assess good candidates amplified by AI, then you may get fewer of those through your pipeline -- which isn't necessarily a bad thing if you've made that choice intentionally. ## Are there any specific AI tools or experiences that have shaped how you think about AI-assisted technical interviews? I make regular use of GitHub Copilot, Cursor, and CodeRabbit while working for my current client. However, these tools haven't really shaped how I think about AI-assisted interviews. What has really shaped my thoughts is seeing how other people use them. It's very revealing when a developer ignores their own knowledge and experience and gets misled by AI -- they can very quickly go down the wrong rabbit holes. Sometimes they realise and pull themselves back up, but at other times you have to help them back on track and steer their thinking in the right direction. ## Where would you recommend companies start if they want to integrate intentional AI use into their technical assessment process? If you want to identify good engineers that can be amplified by AI, here's what I recommend: - Set slightly more difficult challenges than you otherwise would. Perhaps add an extra bonus requirement, just to see whether they focus on the relevant context from the start or they get sidetracked. - Continue requiring research of official documentation or Google Search -- candidates shouldn't rely exclusively on AI. Gemini results will also show up and that's fine. - Allow AI suggestions in their IDE only -- they should not use chats or agents. They should never be pasting the contents of the requirements. - Maintain the need for candidates to explain their thinking -- the problem they solve and the code they write is still for you to read and understand, even if they get a bit of help with the typing. - Assess their critical thinking more intensively -- this is probably even more important now than before. - Give them more opportunities to correct mistakes that an AI could make. Like intentionally give them slightly misleading stub implementations and see how they deal with them. ## Can you give me an example of a misleading stub implementation? Since this is JavaScript-focused, here's a practical example: If you require candidates to implement a function to fetch a resource via HTTP, it will need some kind of async code. But if you provide them an empty function to start with, don't label the function as async. Since it's empty when you write it, it doesn't matter at that point. But if they write the implementation, they should recognise they need to change it to async. An AI assistant will often assume the absence of the async keyword is intentional and will turn to Promise chaining rather than async/await statements. I've seen at least two candidates who accepted the AI's suggestion and carried on down that rabbit hole without questioning whether they should modify the function signature. Or simply replace an exact word like "heaviest" in your requirements with a more vague word like "biggest" when you give them the implementation stub. ## How are you and your team at AND Digital currently leveraging this approach in your hiring process? Different organisations have different levels of AI maturity. The client I've been personally helping for nearly two years has very high aspirations in empowering their engineering workforce with effective AI tools. They've invested significant time and effort in trialing and rolling them out, as well as actively monitoring key metrics. This is something I've been directly involved in. Since AI proficiency is so important to them, I've explicitly allowed candidates for senior engineering positions to make use of AI code suggestions. The strongest ones shone through faster, while the cracks in the weaker ones became more visible. It was almost like an amplifier -- exactly what the research suggests. ## What are the key challenges or considerations companies should be aware of when allowing AI in technical tests? You still have to do your interviewer job really well. Whether candidates use AI or not, you still need to notice when they're anxious and reassure them, notice when they go down rabbit holes, and guide them back on the right track. Even the strongest candidates will do this -- it's entirely natural. But the better ones learn from their mistakes. The challenge with AI tools is that there are fewer natural opportunities to make mistakes, so the only viable approach is that you may have to artificially increase the chances of making mistakes when using AI. That's something you have to be comfortable doing. But you're not trying to mislead the candidate, just the AI that helps them. ## Consultant Insights "Across the technical hiring landscape, we're seeing AI move from experimentation to structured organisation wide adoption. Many of our clients -- particularly those with mature engineering practices -- are now establishing AI councils or enablement groups to evaluate tools, set standards, build training programmes, and track performance improvements. This is no longer about testing out tools, it's about rolling out AI intentionally and responsibly across engineering teams. That shift is now influencing hiring. We're seeing companies that use AI in day-to-day delivery increasingly expect candidates to demonstrate not just core software engineering ability, but the ability to work effectively alongside AI and knowing when to accept or override its suggestions. As AI becomes a natural part of the engineering toolkit, live technical interview assessments are beginning to reflect this reality. However, that's not to say every organisation is ready to allow AI in interviews. Many still prefer to test an engineer's capability without assistance, believing it's important to understand their raw problem-solving ability first. As AI becomes a natural part of the development workflow, we expect more teams to experiment with AI-inclusive assessments." -- Marcus Tansey, Team Leader of JavaScript & Mobile Want to find out the top AI tools being used across the industry right now? We're asking hundreds of professionals every month across engineering and product what their favourite AI tools are at the moment. [Download the report](https://landing.formularecruitment.co.uk/Formula-Recruitment/top-ai-tools-tech-professionals.html?f24linkid=marcus-tansey). **Looking to expand your Dev Team? Or hoping to take the next step in your career? Get in touch with our JavaScript Specialist, [Marcus Tansey](https://www.linkedin.com/in/marcus-tansey-a8a44b140/) on LinkedIn or call [020 3940 7464](tel:+442039407464).** --- ### The Rise of B-Corps and Carbon-Neutral Businesses - Link: https://www.formularecruitment.co.uk/insights/the-rise-of-b-corps-and-carbon-neutral-businesses-techs-role-in-lowering-carbon-emissions/ - Published: 2023-09-04 - Author: James Full The rise of B Corps and the effort by companies to lower carbon emissions are reshaping industries and the tech job market, creating unique demand for professionals with expertise in sustainable technology. ## Tech's Role in Lowering Carbon Emissions In recent years, a powerful shift has been occurring within the business landscape. The rise of B Corps and the concerted effort by companies to lower their carbon emissions are not only transforming industries but also reshaping the tech job market. Within the last year, the European B-Corp community grew by 63%, with over 100,000 people now employed by B-Corps within Europe (according to BCorporation.eu). As sustainable practices become a priority with initiatives such as Net Zero 2030 closing in on us, the demand for tech professionals with expertise in sustainable technology, renewable energy, and environmental stewardship is on the rise. Technical innovation is providing new ways to tackle an ever prevalent crisis; B Corps represent a revolutionary change in the business world. These companies are blending profit-driven motives with a commitment to social and environmental responsibility, often harnessing technology as the main driver to achieve these goals. The number of B Corps is steadily increasing, as more organizations recognize the importance of balancing their financial success with positive societal impact, not to mention the growing consumer demand for businesses to meet these criteria. "78% of US Consumers rate a sustainable lifestyle as important" (McKinsey and NielsenIQ). From a tech recruitment perspective, the growth of B Corps creates a unique demand for professionals who align with these companies' values. Tech talents who possess a deep understanding of how technology can drive positive change and see the long-term vision of making radical changes one step at a time are in high demand. Software Developers, Data Scientists and Machine Learning Engineers (to name a few) are becoming highly sought after skillsets due to their innovative potential to implement solutions that align with B Corps' sustainability goals. As concerns about climate change intensify, this push towards carbon neutrality has a direct impact on the tech job market. In a time where the tech market has suffered mass layoffs, funding uncertainty and ultimately slower growth (according to Elizabeth Greenwood, UK tech investment fell by 57%) one of the success stories has been sustainable technology. Renewable energy systems, energy-efficient algorithms, and carbon footprint tracking tools, are now integral to modern business operations. The demand for Software Engineers who can create smart grid solutions, Data Analysts who can extract insights from energy consumption patterns, and Cybersecurity Experts who can safeguard sustainable tech infrastructure is rising steadily. The intersection of technology and sustainability is creating a symbiotic relationship that benefits both businesses and the planet. As companies strive to achieve their carbon reduction goals, the tech industry is innovating at an unprecedented pace to provide the tools and solutions needed to reach these objectives. This, in turn, opens up exciting avenues for tech professionals to make a meaningful impact while advancing their careers. Moreover, the emphasis on sustainability is reshaping the work culture in tech companies. Businesses that prioritise environmental and social responsibility often foster a sense of purpose among their employees and values that people want to get on board with. This cultural shift is attracting tech talents who want their work to contribute to a larger cause. It will be interesting to see where this leads us in the coming years, and how important these businesses will be when it comes to the recovery of the global economy. Get in touch with James to discuss how Formula can assist you in meeting your climate targets with specialist tech hires. [0203 940 7464](tel:+442039407464) | [james@formularecruitment.co.uk](mailto:james@formularecruitment.co.uk) --- ### Returning to the Office: Are Employees Remotely Interested? - Link: https://www.formularecruitment.co.uk/insights/the-war-on-remote-working/ - Published: 2023-10-17 - Author: Liam Maguire The divide on remote working continues to intensify as companies enforce strict return-to-office policies. An exploration of both sides of the debate and solutions for hybrid success. The divide on remote working continues to intensify. Companies across the tech industry are now enforcing strict return to office policies. According to 2023 data, 72% of companies globally have implemented a return to office policy. Despite 78% of remote workers reporting improved work-life balance and increased productivity, business leaders remain unconvinced as productivity across all industries has declined in 2023. The tension between employers and employees is escalating. JP Morgan Chase and Google have both made unsuccessful efforts to bring employees back to their desks, and 37% of workers say they have or would consider looking for a new job if office-based work was enforced. ## Benefits of Working in an Office - **Increased productivity** — A Microsoft study found that 49% of managers struggle to trust remote/hybrid employees to do their best work from home - **Improved collaboration and teamwork** — In-office proximity facilitates better communication and project assistance - **Career development** — 41% said remote employees would be less likely for promotion; 38% were less likely to receive bonuses compared to on-site counterparts - **Access to resources and stakeholders** — Face-to-face conversations with managers speed up feedback and approval processes ## Benefits of Working Remotely - **Lower expenses** — Savings on commuting, food, office attire, and childcare costs - **Better work-life balance** — Remote workers gain approximately 2 hours daily without commuting - **Increased productivity** — A Stanford University study of 16,000 workers indicated remote workers tend to be more productive than in-office counterparts - **Greater inclusivity** — Remote work has enabled participation from those with mobility challenges, disabilities, anxiety, mental health struggles, and single parents ## Solutions for Hybrid Success ### 1. Manager Training Managers need updated skills to build collaborative, close-knit hybrid teams. Traditional management approaches must adjust to address accountability, team building, and collaboration concerns without relying on in-person control. ### 2. Remote Benefits in the Office Listen to employee needs and offer supportive benefits: - Childcare vouchers or in-office childcare facilities - Rail cards or carshare policies to reduce commuting costs - Flexible core hours (example: 11am-3pm meetings, flexible start/end times) ### 3. Mental Health Support Since remote work empowered those with mental health challenges, supporting the transition back is essential: - Counselling services - Quiet spaces such as solo working pods or meditation rooms - Mental health days in sick leave allowance - HR training to support employees seeking help ### 4. Inclusivity - Engage external inclusivity consultants to assess office accessibility - Provide inclusivity training for managers and teams to address unconscious bias ## Conclusion Hybrid arrangements work best when tailored to company needs — whether weekly, monthly, or quarterly office days. Collaborative days, team workshops, and social events maintain work-life balance while preventing remote employees from feeling excluded. **Contact:** Liam Maguire at [liam@formularecruitment.co.uk](mailto:liam@formularecruitment.co.uk) or 0203 940 7464 --- ### Were you #placedbyformula? Win £1000 in our raffle! - Link: https://www.formularecruitment.co.uk/insights/were-you-placedbyformula-win-1000-in-our-raffle/ - Published: 2023-04-19 - Author: Hope Formula Recruitment celebrates its 6th anniversary by giving candidates the chance to win £1000 personally and donate £1000 to a charity of their choice through a LinkedIn raffle. ## Fancy winning £1000 & £1000 for charity? Formula Recruitment is marking its 6th Anniversary with multiple activities and events. The company is thanking candidates by offering them a chance to win £1000 personally and donate another £1000 to a charity of their choice. ## How to enter Post a picture on LinkedIn showing what "work" means to you. Options include your commute, home office setup, office pet, latte art, or professional attire photo. **Requirements:** - Tag [@FormulaRecruitment](https://www.linkedin.com/company/formula-recruitment) - Use hashtag **#placedbyformula** **Timeline:** - Entries close: May 18 (midnight) - Winner announced: May 19 We wouldn't have been able to enjoy 6 years of success without you, our candidates. ![Candidate Raffle Banner](https://www.formularecruitment.co.uk/wp-content/uploads/2023/04/Candidate-Raffle-Email-Banner-2.jpg) --- ### What is the future of Sustainable Technology? - Link: https://www.formularecruitment.co.uk/insights/what-is-the-future-of-sustainable-technology/ - Published: 2023-12-18 - Author: Liberty Sincock Technology Consultant Liberty Sincock explores the most talked about sustainable technology trends of 2023, from carbon capture and renewable energy adoption to e-waste reduction and predictions for 2024. ## The most talked about sustainable technology trends in 2023... Sustainability is more than just "trending." It feels like sustainability has been the word of the year. Many companies have made 2023 the year of greener supply chains, solutions, and consumer products. There has been a flood of companies announcing BCorp certifications and new, stricter CSR policies. Something that shows no signs of slowing down... The industry is currently worth $16.5 billion (USD). According to Statistica, it is predicted to grow to $61 billion (USD) by 2030. Tech innovation has become the backbone of green initiatives, driving innovative solutions and data analysis. A seemingly safe bet for investors. Despite this, equity investment in climate tech start-ups has declined for the second year in a row, according to PwC. So, where does that leave the market? As another UN Climate Change Conference (COP28) comes to a close, what are the most popular topics in the sustainable technology industry right now and how could this change in 2024? ## Is Carbon Capture the answer to Net Zero 2050? How does Carbon Capture work? Carbon dioxide is separated, compressed, captured, and then stored in porous rock such as limestone. Companies such as Heirloom Carbon are even using these materials in building and infrastructure. This method is becoming increasingly popular with companies looking to offset their carbon footprint; typically through the purchase of tokens or 'carbon credits'. It is currently the leading choice for businesses and governments, including Microsoft and the financial sector. The service enables companies to offset their own carbon emissions without necessarily making changes to their supply chain to reduce their carbon footprint. The U.K. Government has also committed to the capture and storage of 20-30 million tonnes of CO2 per year by 2030. ## Renewable Energy adoption rises, but fossils remain stubborn In 2022, renewable energy accounted for a record-breaking 40% of electricity in the U.K.. Which is on track for the current target to run completely on "clean energy" (including nuclear and renewables) by 2035. As a result, energy companies have increased their investment in wind and solar farms, but have cited the need for better storage (batteries), data analysis and weather predictions to harness the full potential of these resources. The shift in public opinion of fossil fuels has also seen more households taking the matter into their own hands; installing their own solar panels or choosing green energy providers. There has also been a huge increase in the adoption of Electric Vehicles (for personal use and public transportation). This trend is predicted to rise further with the launch of more affordable models, increased Electric Vehicle Charging (EVC) infrastructure, and the looming 2035 ban of new combustion engines. However, the future isn't all-green yet, as the UK government commissioned new oil and gas drilling licences in the North Sea this year, sparking controversy. Additionally, the global carbon emissions from fossil fuels are also predicted to hit a record high by the end of 2023. In this respect, the future of fossil fuels remains unknown. ## Zero Waste -- how do we reduce e-waste? Every year, the world generates around 40 million tons of e-waste. Which, for context, is like throwing away 800 laptops every second. The majority of e-waste ends up in landfills in Africa and Asia, where it breaks down and pollutes land and water supplies. In the last year, many tech companies, from Apple to seed-funded start-ups, have released environmental progress reports, focussing on the reduction of e-waste and responsible sourcing of materials. **How can businesses reduce e-waste?** - Using data erasure software to refurbish and reuse devices. - Donating old devices to a charity, library, or school. - Regulated standards for responsible manufacturing practices and waste reduction. - Utilising stringent and ethical recycling programmes for materials such as metals, plastics and rare earth elements like lithium. - Educating customers about the impact of e-waste and ways to reduce, reuse/upcycle or recycle their devices and gadgets. ## 2024 -- Back to the future? Climate tech predicted to steal the limelight in 2024 includes emerging technologies such as Artificial Intelligence and Machine Learning. AI/ML are enhancing sustainable tech capability. By developing risk models to predict and identify sustainability risk factors, the software can also recommend solutions to bridge the current gaps in performance and process. Another emerging trend is the controversial use of Blockchain to support sustainability. While it has the potential to support ESG processes, Blockchain also has a very high energy impact. This has led to PwC creating a Blockchain Sustainability Framework. The framework quantifies the blockchain footprint and recommends ways to reduce or offset this impact. 2023 persisted with the unpredictability of the previous 2 years. "Phase out" fossil fuels has been watered down. The state of the global economy also makes it unlikely that investment in the tech or climate industries will return to pre-pandemic levels any time soon. With that said, new start-ups across all industries are emerging with greener business plans and processes. The next generations entering the workforce are coming equipped with new ideas, initiatives and passion to make climate-first choices in their careers. Overall, it looks like the industry will continue to be resilient in a difficult economic time. It is likely that innovation will be driven by the private sector in the U.K., but this may change with the government's Spring Statement announcement. ## Companies making an impact - **Cur8** - Raising the bar on carbon removal, with a removal planner that guides you to becoming NetZero. - **Carbonplace** - Revolutionising the carbon market with finance and carbon credits. - **Carbon8** - Technology meets heavy industries! Creating a circular value chain with carbon waste and mineralisation. - **REsustain** - Optimising infrastructure through combining building physics, carbon emissions & clean energy. - **Connect Earth** - Driving sustainable finance in carbon accounting solutions. - **EVC** - Accelerating Electric Vehicles and a sustainable future through EV charging solutions to businesses across all sectors. - **Recycleye** - Providing impact through advanced technology for the global waste management industry. If you're looking to improve your companies' impact on the environment, reduce carbon emissions and invest in ESG/CSR, get in touch with Formula Recruitment. Our consultants take an inch-wide, mile-deep approach to their specialist verticals to help you source the best tech talent and build a data-driven team to ensure you meet your climate targets. Looking for a role in a sustainable tech company? Get in touch or check out our Jobs page and submit your CV. --- ### Working in Product: Gregor Matheson - Senior Design Manager - Link: https://www.formularecruitment.co.uk/insights/working-in-product-greg-matheson/ - Published: 2024-11-01 - Author: Lauren Stuart In this installment of the 'Working in Product' series, Lauren Stuart interviews Gregor Matheson, Senior Design Manager at Remote, who shares his top three tips for finding a job after redundancy. The latest installment of Formula Recruitment's "Working in Product" video series features Lauren Stuart, a Senior Leadership Consultant, interviewing Gregor Matheson, who serves as Senior Design Manager at Remote. ## Focus & Content The episode centers on "three top tips for people looking for a job after redundancy." The production acknowledges the challenging period the product and technology sectors have experienced but notes that market conditions are improving heading into 2025. ## Key Message "It's been a hard year in the product & technology industries, but the market is looking up and as we head into 2025, it's the perfect time to gear up and motivate yourself to find the dream job." ## Call to Action Readers interested in product roles can contact Lauren Stuart directly or browse available positions on Formula Recruitment's [Jobs Page](https://www.formularecruitment.co.uk/jobs/). The article encourages professionals to share their own "workinginproduct" experiences. **Contact:** [lauren@formularecruitment.co.uk](mailto:lauren@formularecruitment.co.uk) | [020 3940 7464](tel:+442039407464) --- ### Working in Product: Lydia Hawthorn - Delivery Director at CPrime - Link: https://www.formularecruitment.co.uk/insights/working-in-product-lydia-hawthorn-delivery-director-at-cprime/ - Published: 2024-09-23 - Author: Katie Perry In this installment of the 'Working in Product' series, Katie Perry interviews Lydia Hawthorn, Delivery Director at Cprime, about returning to work following maternity leave and navigating career pressures. Introducing our new reel series "Working in Product". The series features Product Specialists asking their connections about industry highs and lows and how they're adapting to changes while navigating their career trajectories. Katie Perry, Tech Product Specialist, interviews [Lydia Hawthorn](https://www.linkedin.com/in/lydiahawthorn/), an award-nominated Product & Delivery Leader and Delivery Director at [Cprime, Inc](https://www.linkedin.com/company/cprime-inc/). She discusses returning to work following maternity leave and the self-imposed pressures to perform immediately. Three reels are featured in the original post. Interested in sharing your own experience? Contact Katie Perry. **Looking for product roles?** Reach out to Katie Perry or browse available positions on our [Jobs Page](https://www.formularecruitment.co.uk/jobs/). **Contact:** [katie@formularecruitment.co.uk](mailto:katie@formularecruitment.co.uk) | [020 3940 7464](tel:+442039407464) ---