In today&rsquo;s digital era, it&rsquo;s all about staying ahead in a rapidly evolving landscape. Keeping on top of the latest technology trends is vital for organisations striving to attract and retain top talent. But what can these advancements do for companies? In addition to enhancing processes, they provide essential tools that can completely redefine recruitment by streamlining operations and strengthening candidate experiences. Understanding these innovations can unlock significant advantages for hiring managers and tech professionals across industries, enabling better alignment between business objectives and recruitment strategies. 
<h3 dir="ltr">Key Technology Trends Shaping Talent Acquisition</h3>
Technology trends are one of the fastest-moving industries, so you must stay informed to stay on top and squash any competition. What are the current key technology trends? You guessed it- artificial intelligence (AI) is, of course, a front-runner. Companies should also look into data-driven recruitment and cloud-based recruitment solutions as they are reshaping traditional hiring practices. These advancements create a competitive edge by enabling faster, more accurate decision-making while enhancing recruiter productivity and allowing for more personalised candidate interactions. Let&rsquo;s discuss these key trends in further detail.&nbsp;
Relevant Software Solutions:
<ul>
<li dir="ltr" aria-level="1">
<a href="https://www.greenhouse.com/uk" target="_blank" rel="noopener">Greenhouse ATS</a>:&nbsp;A cloud-based applicant tracking system that integrates AI and reporting tools. Cost: $6,000+/year (pricing varies by company size).
</li>
<li dir="ltr" aria-level="1">
<a href="https://www.workday.com/en-gb/products/human-capital-management/overview.html" target="_blank" rel="noopener">Workday HCM</a>: A comprehensive cloud platform for human capital management. Cost: $99 per user/month.
</li>
<li dir="ltr" aria-level="1">
<a href="https://eightfold.ai/" target="_blank" rel="noopener">Eightfold.ai</a>: AI-powered talent intelligence platform with advanced analytics. Cost: Custom pricing (typically starts at $10,000/year). 
</li>
</ul>
<h3 dir="ltr">AI and Automation in Talent Acquisition</h3>
Artificial intelligence is increasingly pivotal in talent acquisition, introducing powerful recruitment automation tools, applicant tracking systems (ATS), and predictive analytics. Looking into recruitment processes today, you&rsquo;ll see that automation tools now handle many repetitive tasks such as resume screening, candidate sorting, and job-matching, significantly reducing the time-to-hire. Predictive analytics further empower recruiters by offering data-driven insights, allowing them to predict hiring needs, assess candidate fit, and identify potential skill gaps. With these tools, hiring managers are better equipped to make strategic hiring decisions, focusing on quality interactions and impactful hires.
A <a href="https://www.gartner.com/en/human-resources/topics/artificial-intelligence-in-hr" target="_blank" rel="noopener">survey</a> found that 76% of hiring managers believe that AI will play a significant role in their future recruitment efforts, particularly in large enterprises which handle high volumes of applications. By leveraging AI, businesses enhance recruitment efficiency and ensure their processes are scalable and adaptable to future needs. (1)
Further to this, &lsquo;<a href="https://www2.deloitte.com/us/en/blog/human-capital-blog/2024/talent-acquisition-technology-trends.html" target="_blank" rel="noopener">91% of business leaders expect their productivity to increase due to GenAI</a>.&rsquo; This makes the decision for companies to implement this even easier! If you fail to adopt new technologies, you&rsquo;ll be beaten by the competition. (2) Relevant Software Solutions:
<ul>
<li dir="ltr" aria-level="1">
<a href="https://www.hirevue.com/">HireVue</a>: AI-based video interviewing and assessment platform. Cost: $35 per user/month.
</li>
<li dir="ltr" aria-level="1">
<a href="https://business.linkedin.com/talent-solutions/talent-insights" target="_blank" rel="noopener">LinkedIn Talent Insights</a>: Provides workforce and talent analytics to identify trends. Cost: $2,000+/month.
</li>
<li dir="ltr" aria-level="1">
<a href="https://www.phenom.com/talent-acquisition" target="_blank" rel="noopener">Phenom People</a>: AI-powered recruitment marketing platform. Cost: Starts at $1,500/month. 
</li>
</ul>
<h3 dir="ltr">Enhancing Candidate Experience</h3>
Delivering a positive candidate experience is critical in a competitive job market. Technology now allows companies to <a href="https://www.bryq.com/blog/candidate-experience-in-tech-talent-acquisition" target="_blank" rel="noopener">streamline this journey</a> through virtual hiring platforms, video interviewing software, and mobile-friendly recruitment solutions. This makes the job more accessible to candidates with mobile recruitment, making it easier to apply on the go and remote interviewing, which allows a broader group of people to apply and fit interviews into a busy schedule. (3)
Skills-based hiring, a growing trend, focuses on identifying candidates with relevant abilities over traditional qualifications, broadening the talent pool and supporting diversity and inclusion. Many tech companies have seen the benefits of skills-based assessments, which prioritise core competencies and problem-solving abilities. Companies adopting these tools and practices foster a fair, engaging recruitment process that resonates with today&rsquo;s diverse and dynamic workforce.
Relevant Software Solutions:
<ul>
<li dir="ltr" aria-level="1">
<a href="https://breezy.hr/" target="_blank" rel="noopener">Breezy HR</a>: Mobile-friendly recruitment and video interview scheduling. Cost: $143/month for small teams.
</li>
<li dir="ltr" aria-level="1">
<a href="https://www.sparkhire.com/" target="_blank" rel="noopener">Spark Hire</a>: Video interviewing platform for recruiters. Cost: $119/month for basic plans.
</li>
<li dir="ltr" aria-level="1">
<a href="https://www.indeed.com/employers/matching-hiring-platform" target="_blank" rel="noopener">Indeed Hiring Platform</a>: End-to-end hiring solution with mobile optimization. Cost: Pay-per-click/job post (varies by usage). 
</li>
</ul>
<h3 dir="ltr">Onboarding and Continuous Feedback</h3>
Onboarding technology has advanced to provide personalised and seamless transitions for new hires. Platforms now offer interactive training modules, virtual mentorship, and progress-tracking tools, allowing companies to deliver a tailored onboarding experience that aligns with individual needs. Continuous feedback mechanisms are equally transformative, helping employees feel connected, engaged, and supported in their growth. A well-integrated feedback system contributes to higher retention rates and ensures that employees feel their contributions are valued, enhancing job satisfaction and long-term loyalty.
Companies that prioritise structured onboarding and feedback <a href="https://www.iseazy.com/blog/onboarding-statistics/" target="_blank" rel="noopener">report</a> up to 50% higher employee engagement rates. (4)
For hiring managers, adopting such practices underscores the organisation&rsquo;s commitment to creating a nurturing work environment, which can be a significant attractor for prospective talent.
Relevant Software Solutions:
<ul>
<li dir="ltr" aria-level="1">
<a href="https://www.bamboohr.com/" target="_blank" rel="noopener">Bamboo HR</a>: Onboarding automation and progress tracking.&nbsp; Cost: $29 per user/month.
</li>
<li dir="ltr" aria-level="1">
<a href="https://www.cultureamp.com/" target="_blank" rel="noopener">Culture Amp</a>: Continuous employee feedback and engagement platform. Cost: $3,000/year for teams.
</li>
<li dir="ltr" aria-level="1">
<a href="https://trello.com/" target="_blank" rel="noopener">Trello</a>: Customizable project and onboarding management tool. Cost: $12.50 per user/month. 
</li>
</ul>
<h3 dir="ltr">Industry-Specific Recruitment Strategies</h3>
The nuances of each industry necessitate tailored recruitment strategies. Take a look at cybersecurity, for example, in which the roles demand expertise in navigating a talent market where demand often outstrips supply. Similarly, software development recruitment may require agility to quickly secure skilled professionals in a competitive field. Industry-specific recruitment strategies are critical to understanding the unique demands of each sector, allowing hiring teams to implement tactics that resonate with target talent pools.
Recruitment agencies specialising in tech roles, such as <a href="https://www.sourcegroupinternational.com/">SGI</a>, understand these industry intricacies and offer sector-specific expertise that streamlines the hiring process. With knowledge of trends and challenges unique to fields like financial services, engineering, and life sciences, recruitment teams can attract talent that aligns with an organisation&rsquo;s strategic goals.
Relevant Software Solutions:
<ul>
<li dir="ltr" aria-level="1">
<a href="https://www.dice.com/" target="_blank" rel="noopener">Dice Recruitment</a> Packages: Tech-specific job board and talent sourcing platform. Cost: $395+/month for single postings.
</li>
<li dir="ltr" aria-level="1">
<a href="https://www.gem.com/" target="_blank" rel="noopener">Gem</a>: Talent CRM and sourcing automation for niche tech roles. Cost: Custom pricing, typically $10,000/year.
</li>
<li dir="ltr" aria-level="1">
<a href="https://www.seekout.com/" target="_blank" rel="noopener">SeekOut</a>: AI-powered search for hard-to-find talent in specialized industries. Cost: $12,000+/year. 
</li>
</ul>
<h3 dir="ltr">Conclusion</h3>
Talent acquisition technology trends continue to drive transformation across industries, offering hiring managers and tech professionals the tools needed to remain competitive in an evolving market. By embracing AI and automation, focusing on candidate experience, improving onboarding practices, and adopting industry-specific strategies, organisations position themselves to attract high-calibre talent effectively. Staying ahead in talent acquisition software and technology gives you a competitive advantage and is essential for creating a thriving, adaptable workforce that drives long-term success. If you're a recruitment consultant hoping to take your next defining career step, you can <a href="https://www.sourcegroupinternational.com/work-for-us/">see our open positions here at SGI.</a>

Talent Acquisition Technology Trends 2025

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In today&rsquo;s tech-driven world, Fullstack developers have become indispensable. These multi-talented professionals can work on both frontend and backend development, making them key to creating complex and dynamic applications. Why hire someone who can only do one over someone who excels in both? As businesses increasingly prioritise digital solutions, the demand for Fullstack developers has skyrocketed in tech hubs globally. If you&rsquo;re an aspiring Fullstack developer or a hiring manager looking to build your dream team, understanding the ins and outs of the interview process is crucial.
In this guide, we&rsquo;ll provide essential tips for candidates preparing for a Fullstack developer interview and valuable insights for hiring managers seeking top-tier talent.
<h3 dir="ltr">Why are Fullstack Developers critical to modern business?</h3>
Fullstack developers are highly sought after due to their versatility. With expertise in both frontend and backend technologies, they can handle everything from user-facing features to server-side logic. This ability to work across the entire development stack makes Fullstack developers invaluable in fast-paced environments where businesses require adaptable, tech-savvy talent to meet their goals. As more companies adopt digital-first strategies, the demand for developers who can manage full web applications is higher than ever. This growing need presents an excellent opportunity for developers aiming to advance their careers in global tech hubs.
<h3 dir="ltr">Key areas of interview preparation</h3>
To succeed in a Fullstack developer interview, it&rsquo;s essential to focus on mastering both technical and non-technical skills. Knowledge of programming languages, frameworks, frontend and backend and technical tools are crucial.&nbsp;
<h4 dir="ltr">Programming Languages, Frameworks &amp; Databases</h4>
You will need to show proficiency in programming languages. Mastery of languages such as C++,<a href="https://developer.mozilla.org/en-US/docs/Learn/JavaScript/First_steps/What_is_JavaScript">Java</a>, <a href="https://www.coursera.org/articles/what-is-python-used-for-a-beginners-guide-to-using-python">Python</a>, and <a href="https://www.oracle.com/developer/what-is-ruby-for-developers/">Ruby</a> is critical, as these are commonly used in both frontend and backend development. Familiarity with web frameworks like <a href="https://react.dev/">React,</a> <a href="https://angular.dev/">Angular</a>, and <a href="http://node.js">Node.js</a>&nbsp;will also be beneficial, as well as experience working with databases like <a href="https://www.w3schools.com/sql/">SQL</a> and <a href="https://www.mongodb.com/resources/basics/databases/nosql-explained#:~:text=NoSQL%20databases%20(AKA%20%22not%20only,wide%2Dcolumn%2C%20and%20graph.">NoSQL</a>.&nbsp;
Interviewees also need to show a solid understanding of version control systems like <a href="https://git-scm.com/">Git</a>, which allows teams to collaborate efficiently on projects. Proficiency in these areas demonstrates that you can handle both ends of the tech stack with ease.&nbsp;
Extensive Frontend &amp; Backend Knowledge
Our best reccomendation is to showcase your detailed knowledge of frontend and backend and your ability to switch between tasks seamlessly. This means preparing for questions on common frontend tasks like&nbsp;<a href="https://bootcamp.cvn.columbia.edu/blog/what-is-ux-design/#:~:text=UX%20and%20UI%20design%20are,of%20the%20UX%20design%20process.">UI/UX design </a>and backend responsibilities such as <a href="https://www.cleo.com/blog/what-is-api-integration#:~:text=API%20integration%20refers%20to%20the,to%20communicate%20with%20each%20other.">API integration </a>and database management. Explaining how you&rsquo;ve managed both frontend and backend components in past projects, such as optimising a web application&rsquo;s user experience or improving server performance, will highlight your versatility.
<h4 dir="ltr">Technical Tools</h4>
Another essential area to focus on is knowing Fullstack development tools inside out. Modern Fullstack developers often rely on various tools and technologies like <a href="https://www.docker.com/">Docker</a>, <a href="https://kubernetes.io/">Kubernetes</a>, and <a href="https://aws.amazon.com/free/?">AWS</a>. These tools help manage environments and deploy applications at scale. Demonstrating your familiarity with these tools in a technical interview will set you apart from other candidates in an interview tech test, especially when it comes to working with cloud-based infrastructure.
<h3 dir="ltr">Preparing for a Coding Interview</h3>
<h4 dir="ltr">Coding Challenges</h4>
Coding challenges are a staple of Fullstack developer interviews. You&rsquo;ll likely be asked to solve programming problems on platforms like LeetCode, Codewars, or HackerRank. These tests will test your code writing on a whiteboard, a shared screen, or in a code editor. Practising on these platforms regularly will help you stay sharp and prepared for any coding tests thrown your way. There are plenty of tools to help you practice online, such as online coding platforms, boot camps, clubs and books.
<h4 dir="ltr">Understanding Data Structures and Algorithms</h4>
A firm grasp of data structures and algorithms is essential for Fullstack developers, particularly during coding interviews. You should explain why certain data structures (e.g.- arrays, hash tables) are optimal for specific tasks and how they improve the performance of applications. This understanding will showcase your problem-solving skills and ability to write efficient code.
<h4 dir="ltr">Fullstack Project Work</h4>
In a Fullstack developer interview, showcasing your project work can help demonstrate your technical capabilities. Discussing examples like building a complete web application from scratch, integrating APIs, or optimising database queries can illustrate your experience with both frontend and backend development.
<h3 dir="ltr">Building an Impressive Fullstack Developer Portfolio</h3>
A well-constructed portfolio is essential for Fullstack developers looking to stand out. Here&rsquo;s how to make your portfolio shine:
<h4 dir="ltr">Portfolio&nbsp;</h4>
Your portfolio should feature several projects that showcase your Fullstack skills. Be sure to include clear descriptions of your contributions, the challenges you faced, and the technologies you used. Focus on demonstrating your ability to manage both frontend and backend components. Remember to ensure that the portfolio layout and design are up to scratch, as this can reflect your front-end development skills. Plenty of great tools are available to help build your portfolio, such as Squarespace and PortfolioBox.&nbsp;
<h4 dir="ltr">GitHub Profile</h4>
An active GitHub profile is a great way to showcase your code to potential employers. Keep your repositories up to date with relevant projects, and contribute to open-source initiatives to demonstrate your passion for continuous learning and collaboration.
<h4 dir="ltr">Resume</h4>
Your resume should be structured to highlight your technical skills, relevant projects, and experience. Tailor it to align with the specific job description you&rsquo;re applying for, ensuring that you emphasise your proficiency in both frontend and backend technologies. (4)
<h3 dir="ltr">Non-Technical Aspects of the Interview</h3>
<h4 dir="ltr">Soft Skills</h4>
While technical skills are crucial, Fullstack developers must also possess strong soft skills. These include communication, collaboration, and problem-solving abilities, which are essential for working with both technical and non-technical teams. During the interview, you&rsquo;ll need to showcase your ability to explain complex technical concepts in a clear and concise manner. Fullstack developers often interact with team members from various departments, so strong communication skills are a must. (5)
<h4 dir="ltr">Company Research</h4>
As with any interview, you should take the time to research the company you&rsquo;re interviewing with. Understanding their culture, mission, and values will allow you to tailor your responses and demonstrate why you&rsquo;re a great fit for the team.
<h4 dir="ltr">Behavioural Interview Questions</h4>
Be prepared for behavioural questions that assess how you handle teamwork, leadership, and conflict resolution. Questions like "Describe a time when you had to manage both frontend and backend issues" will test your ability to prioritise tasks and navigate challenges. You can find many common Fullstack Developer Interview questions online, or even try using AI to simulate a practice interview.&nbsp;
<h3 dir="ltr">Common Fullstack Developer Interview Questions</h3>
Here are a few examples of the types of questions you might encounter:
<ul>
<li dir="ltr" aria-level="1">
What is the difference between front-end and back-end development?
</li>
<li dir="ltr" aria-level="1">
How do you create a basic HTML page?
</li>
<li dir="ltr" aria-level="1">
Explain the difference between REST and GraphQL.
</li>
<li dir="ltr" aria-level="1">
How do you optimise a web application for maximum performance?
</li>
<li dir="ltr" aria-level="1">
Describe a time when you handled both frontend and backend issues on a project. How did you prioritise and resolve them?
</li>
</ul>
Look into the top Fullstack Developer interview questions <a href="https://www.simplilearn.com/full-stack-development-interview-questions-article">here. </a>(6)
<h3 dir="ltr">Final Tips for Interview Success</h3>
A great idea is to conduct mock interviews with peers or use interview preparation services to get feedback on your performance. This can help you refine your technical and communication skills.
Follow interview best practices by arriving on time, dressing appropriately, and following up with a thank-you email after the interview. These small gestures go a long way in leaving a positive impression.
Finally, stay informed about the latest trends in Fullstack development, such as new frameworks and tools. This will not only help you during the interview but also in your career as a Fullstack developer.
<h3 dir="ltr">Conclusion</h3>
Fullstack development is a rapidly growing field, and landing your dream job requires careful preparation. By mastering the technical skills, building a robust portfolio, and developing your soft skills, you&rsquo;ll be well-positioned to impress potential employers and advance your career. Continuous learning and staying updated on industry trends will ensure long-term success in this ever-evolving field. If you are looking for a Fullstack developer role, be sure to <a href="https://www.sourcegroupinternational.com/jobs/">check out our job board</a> for the latest available contract and permanent roles available. Also if you are looking to hire bespoke fullstack developers for your next project, <a href="https://www.sourcegroupinternational.com/submit-vacancy/">submit your vanacy</a> here to recieve ideal candidates.&nbsp;&nbsp;

Essential Interview Tips for Landing a Fullstack Developer Job

Switzerland is known for many fantastic things, including some of the best cheese, chocolate, and work/life balance in the world. Switzerland has also become something of a tech hub in recent times, and even ranked as the most innovative country in the <a href="https://www.wipo.int/gii-ranking/en/switzerland?sort=rank&amp;dir=ASC" target="_blank" rel="noopener">Global Innovation Index</a> for the past 13 years. Switzerland&rsquo;s expanding influence in the global tech industry has also seen it referred to as &lsquo;Europe&rsquo;s tech start-up capital.&rsquo;
For tech recruiters and tech industry professionals alike, Switzerland&rsquo;s potential certainly isn&rsquo;t to be sniffed at. We aim to prove as much in this article, where we&rsquo;ll dive into precisely what impact Switzerland's influence is having on the global tech industry at large.&nbsp;
<img src="https://lh7-rt.googleusercontent.com/docsz/AD_4nXe0LNIZgVlynoIuwUpsZPIWOtIzxIpaEOeyXw1w3pw7-1_BCbEevtBK6u1J_jQeMu2SgW9OMpf4zmEqKErQ1oGOrH8ISDS8OT4eq973pSj4rhcpsITLqOycR41yfHciDFcwrez-HmyDKX1jYfJy9T_wgmLK?key=JX1jJeamGwpQTBzhEtJy_w" width="624" height="416">
<h3 dir="ltr">Switzerland as a Tech Hub: Europe&rsquo;s Answer to Silicon Valley?</h3>
Switzerland&rsquo;s rise to tech fame largely begins with its iconic tech universities. ETHZ in Zurich and EPFL in Lausanne both have the pulling power to attract more students than even esteemed US institutions like MIT. This means there&rsquo;s an astounding amount of tech talent walking Switzerland&rsquo;s streets.&nbsp;
Switzerland also plays host to a unique, top-10-ranking startup ecosystem thanks to pillars including global reach, economic stability, and innovative talent. For these reasons and more, Switzerland has a habit of nurturing astoundingly successful innovation startups and unicorn companies which, in the tech sphere, have included iconic major players like <a href="https://www.acronis.com/en-us/">Acronis</a>, <a href="https://mindmaze.com/" target="_blank" rel="noopener">MindMaze</a>, and <a href="https://climeworks.com/" target="_blank" rel="noopener">Climeworks</a>.&nbsp;
Switzerland is also a dynamic country with a favourable environment for research and development (R&amp;D) and invests more than<a href="https://ggba.swiss/en/switzerland-the-world-leader-in-innovation-through-research-and-development/#:~:text=Switzerland%20is%20a%20dynamic%20and,in%20stimulating%20the%20local%20economy."> 3% of its GDP</a> in international R&amp;D initiatives including CERN, COST, and EUREKA. As a result, Switzerland is home to many R&amp;D departments, particularly in the biotech sphere.
<h3 dir="ltr">Switzerland&rsquo;s Specialist Tech Subjects</h3>
Switzerland is a generally exciting place to be from a <a href="https://www.sourcegroupinternational.com/source-technology/sectors/change-transformation/" target="_blank" rel="noopener">change and transformation</a> standpoint right now, which shouldn&rsquo;t be altogether surprising from a 13-time innovation winner. Areas where Switzerland is particularly making its name include &ndash;&nbsp;
<ul>
<li dir="ltr" aria-level="1">
Artificial intelligence (AI): Switzerland currently holds<a href="https://www.swisslinx.com/post/2024-5/switzerlands-growing-presence-in-the-global-tech-market#:~:text=Why%20is%20Switzerland%20number%201,in%20the%20European%20healthcare%20industry."> the most AI patents in the European healthcare system</a>, with companies like SOPHiA Genetics developing AI algorithms to help with diagnostics and beyond. Since 2018, Switzerland has also taken the lead in responsible AI development, with a focus on greater oversight and robust guidelines for AI use globally.&nbsp;
</li>
<li dir="ltr" aria-level="1">
FinTech: FinTech is a key driver of Swiss innovation, and is especially prevalent in hubs like Zurich, which is home to<a href="https://www.swisslinx.com/post/2024-5/switzerlands-growing-presence-in-the-global-tech-market#:~:text=Why%20is%20Switzerland%20number%201,in%20the%20European%20healthcare%20industry."> 35% of Switzerland&rsquo;s 355 fintech companies</a>. Fintech companies here benefit from a flexible regulatory environment, with Switzerland becoming one of the first countries to enact legislation covering blockchain technology and digital assets back in 2021.&nbsp;
</li>
<li>Cybersecurity: Switzerland&rsquo;s high levels of privacy protection and low regulations have seen it becoming a cybersecurity leader, with ETH Zurich boasting one of the top 5 cybersecurity teams in the world. Switzerland&rsquo;s cybersecurity contributions have been recognised worldwide and include innovations like ICT-4peace and the &lsquo;Trust Valley&rsquo;.</li>
</ul>
<h3 dir="ltr">What Makes Switzerland&rsquo;s Talent Pool Attractive?</h3>
We&rsquo;ve already discussed a large part of what makes Switzerland's talent pool attractive from a tech investment perspective &ndash; its universities. As well as producing tech leaders with every bit of the skills seen from universities like MIT and Stanford, ETHZ and EPFL both have startup incubators on their campuses, encouraging a forward-thinking, innovative outlook in students at all times.&nbsp;
Switzerland has also recently ranked as the most talent-competitive country for<a href="https://www.cnbc.com/2024/09/24/these-are-the-top-10-global-talent-hubs-in-the-world.html"> the 12th year running</a>, which highlights the stability of this tech talent bubble. Tech recruiters here can access innovative workers who, in many cases, speak Switzerland&rsquo;s four native languages &ndash; Swiss German, French, Italian, and English.&nbsp;
Unfortunately, shortages of over 20,000 professionals in some tech industries mean that competition for this top talent is rife.Switzerland tech companies will also be looking for tech talent in neighbouring countries such as Germany, Poland and other eastern european tech hubs to further drive innovation. This is where tech recruiters familar with the industry can provide value by placing experienced candidates into specific tech roles. Luckily, Switzerland is innovating here too, and &lsquo;make&rsquo; and &lsquo;buy&rsquo; options for bridging this gap include solutions like outsourcing, mergers, and partnerships. These all serve the ultimate goal of making way for outside companies to ensure investment in Switzerland&rsquo;s strong tech current and talent pools after all.&nbsp;
<h3 dir="ltr">Switzerland: Moving Mountains on the Global Tech Floor</h3>
With a laser focus on R&amp;D and tech innovation in general, Switzerland&rsquo;s global impact is undeniable, especially in fields like healthcare innovation, wearable tech, and fintech. Companies including Logitech, IBM and Google all have Swiss headquarters, and it&rsquo;s hardly difficult to see why.
Historically, Switzerland&rsquo;s mark on the global tech floor has led to inventions including the World Wide Web itself. Moving forward, Swiss inventions like ClearSpace are set to take Switzerland&rsquo;s tech innovation as far as space.&nbsp;
Switzerland&rsquo;s bilateral trade agreements with every other country in Europe and surprisingly stable currency also mean that it&rsquo;s competing pretty well on the world tech stage right now, <a href="https://www.kmu.admin.ch/kmu/en/home/New/news/2024/switzerland_stays_in_the_global_top_3_for_competitiveness.html">ranking in the top 3 for global competitiveness</a>, and making marks that tech talent and recruiters alike won&rsquo;t want to miss.
<h3 dir="ltr">Could SGI Provide Your Key To Switzerland?</h3>
Switzerland&rsquo;s appeal is plain to see for recruiters and tech talent alike. Here at Source Group International, our offices in Zug mean we&rsquo;re uniquely positioned to help you benefit from what Swiss tech has to offer. We deliver<a href="https://www.sourcegroupinternational.com/submit-vacancy/"> global workforce solutions</a> that make it easier than ever to source the best tech talent worldwide, including out of Switzerland, through simple searches across contract and permanent workforces.
Switzerland&rsquo;s tech job market might be competitive, but so are we. See that firsthand by<a href="https://www.sourcegroupinternational.com/contact/"> contacting our team</a> or <a href="https://www.sourcegroupinternational.com/source-technology/locations/jobs-in-switzerland/">apply for our open tech roles</a> in Switzerland today.&nbsp;
&nbsp;

Switzerland’s Expanding Influence in the Global Tech Industry

Top Tips for Acing Your AI Job Interview

<h1><a name="_641k1u9h9vye"></a>How to Get a Job in FinTech in 2024</h1>
The FinTech industry has consistently evolved, but more recently, we&rsquo;ve seen a significant rise in the number of new FinTech models, programs and applications that are turning our once non-digital world on its head. The industry continues to grow at an exponential rate, revolutionizing the way financial services are delivered. From digital payments and blockchain to AI assistants and lending platforms, the developments and opportunities in the sector are very promising. The demand for skilled FinTech professionals has never been higher, but for job seekers, this also means fierce competition. So, if you&rsquo;re wondering how to get a job in FinTech, you&rsquo;re in the right place. This guide will provide you with everything you need to know and actionable tips and insights to help you stand out from the crowd.
&nbsp;
<h2><a name="_rgbwbbijzqf3"></a>What is FinTech?</h2>
FinTech, otherwise known as financial technology, is the integration and use of technology in finance. FinTech can improve efficiency, accessibility and user experience for many financial companies. They are all over the world, so chances are you&rsquo;ve used them without realising it! Think mobile banking, peer-to-peer payment platforms and blockchain-powered apps. FinTech is fast growing, so it is no surprise that it&rsquo;s become a competitive industry.
<blockquote>
&ldquo;<a href="https://www.businessinsider.com/sc/how-fintechs-should-prioritize-product-development-for-future">The fintech industry has seen explosive growth in the last decade, with a projected compound annual growth rate of 16.8% and a valuation of $492.81 billion by 2028, </a>according to a recent report on the <a href="https://www.expertmarketresearch.com/reports/fintech-market#:~:text=The%20global%20fintech%20market%20attained,USD%20492.81%20billion%20by%202028.">global fintech market</a>.&rdquo; 
</blockquote>
<h2><a name="_bv16xy7vvedd"></a>Why Work in FinTech?</h2>
Before delving into how to land a job in FinTech, let&rsquo;s look at the advantages of working in the sector.
<ul>
<li style="text-indent: -18pt;">●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Growth and innovation- the FinTech industry is constantly evolving, making it an exciting field to be a part of. Especially if you love working with cutting-edge technology.</li>
<li style="text-indent: -18pt;">●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Career development- there is a wide variety of specialisations, including popular roles in software development, cybersecurity and product management.</li>
<li style="text-indent: -18pt;">●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; High demand- with new technologies coming to financial institutions every day, the demand for skilled professionals continues to grow.</li>
<li style="text-indent: -18pt;">●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Competitive salaries- the FinTech industry offers attractive compensation packages. <a href="https://uk.talent.com/salary?job=fintech#:~:text=Find%20out%20what%20the%20average%20Fintech%20salary%20is&amp;text=The%20average%20fintech%20salary%20in,to%20%C2%A380%2C436%20per%20year">The average salary of someone working in FinTech in the UK is &pound;60,000 per year, which can increase to around &pound;80,000 per year.&nbsp;</a> </li>
</ul>
<h4><a name="_vq4t9rh0cf57"></a></h4>
<h2>Tips for Getting a Job in Fintech in 2024</h2>
&nbsp;
<ol style="margin-top: 0cm;" start="1" type="1">
<li class="MsoNormal" style="mso-list: l4 level1 lfo5;">Develop In-Demand Skills for FinTech</li>
</ol>
To get a job in FinTech, you&rsquo;ll need to have skills that align with the industry's demands. This means enrolling in courses to continuously learn and develop your skills and FinTech education. You should consider which area you want to go into and upskill accordingly. The most popular FinTech roles often require proficiency in areas like:
&nbsp;
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Programming languages- learning programs like Python and Java is valuable as they are commonly used in FinTech apps, whether developing blockchain or a payment gateway.
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Blockchain knowledge- this is highly valuable for cryptocurrencies and blockchain which have gained mainstream popularity.
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Data analytics- understanding data and how to use analytics to drive decision making is a crucial skill for many FinTech roles.
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Cybersecurity- with so much sensitive financial data ar risk, there&rsquo;s a strong demand for cybersecurity professionals who can safeguard data.
&nbsp;
<ol style="margin-top: 0cm;" start="2" type="1">
<li class="MsoNormal" style="mso-list: l4 level1 lfo5;">Earn FinTech Certifications </li>
</ol>
While having a degree and experience is great, certifications can give you the competitive edge you might need in a sought after role. You should definitely think about this if you are transitioning from another industry.
What kind of certifications can you get? There are all sorts.
The <a href="https://corporatefinanceinstitute.com/course/intro-to-fintech/">Introduction to FinTech course offered by CFI</a> is perfect for beginners who want to learn the fundamentals of finance and technology.
<a href="https://corporatefinanceinstitute.com/certifications/fintech-industry-professional/">The FinTech Industry Professional certification (FTIP) </a>will help you master the emerging technologies driving the future of finance. You&rsquo;ll earn your qualification and unlock career development and opportunities.
These certifications can demonstrate to employers that you&rsquo;re serious about FinTech and have the technical acumen to succeed in the industry.
Check out more courses <a href="https://corporatefinanceinstitute.com/resources/career/top-fintech-courses-and-certifications/">here. </a>
&nbsp;
<ol style="margin-top: 0cm;" start="3" type="1">
<li class="MsoNormal" style="mso-list: l4 level1 lfo5;">Tailor your CV for FinTech Jobs </li>
</ol>
In your job search, your CV is often your first impression, so make sure it speaks the language of the industry. Highlight relevant experience on your FinTech resume, such as:
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Showcase the tools and programming languages you&rsquo;re proficient in. If you&rsquo;ve worked on any relevant projects, like developing a payment app, make sure they&rsquo;re prominently displayed.
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; If you&rsquo;ve worked in financial services or have expertise in areas like compliance or risk management, emphasise that experience.
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Be sure to include metrics. For instance, &ldquo;Reduced fraud risk by 30% using machine learning algorithms&rdquo; is more compelling than a generic description of your duties.
&nbsp;
<ol style="margin-top: 0cm;" start="4" type="1">
<li class="MsoNormal" style="mso-list: l4 level1 lfo5;">Networking is Key </li>
</ol>
Networking in FinTech is essential, even more so than other sectors, because of the industry's fast-paced nature. You should attend events, webinars and conferences to build connections.
Utilise platforms like LinkedIn to join groups and engage in discussions. Make sure your profile is updated and optimsied to reflect your interest in FinTech.
Go to industry meetups wherever possible. Platforms like <a href="http://meetup.com">Meetup.com</a> often host local FinTech events where you can meet industry leaders and like-minded professionals.
You can also attend FinTech-focused<a href="https://fintechnews.ch/events/top-10-fintech-events-in-uk-and-ireland-to-attend-in-h2-2024/70709/"> conferences or events</a> that provide excellent opportunities to connect with top companies in the field.
&nbsp;
<ol style="margin-top: 0cm;" start="5" type="1">
<li class="MsoNormal" style="mso-list: l4 level1 lfo5;">Research Targeting Specific FinTech Companies </li>
</ol>
Not all FinTech companies are the same, so it&rsquo;s important to research potential employers to find the best fit for your skills and interests. Look for companies that align with your values and offer the types of roles you're seeking. It&rsquo;s important to have knowledge on the FinTech job market. <a href="https://www.marketstatus.in/finance-companies/fintech-company">Some notable FinTech companies to explore in 2024 include Stripe, Revolut and Plaid.</a>
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Stripe: Known for their easy-to-use payment processing services.
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Revolut: A digital banking app offering everything from currency exchange to crypto trading.
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Plaid: A company focused on enabling other businesses to build financial applications.
Make sure you tailor your cover letter for each job application, demonstrating your knowledge of the company and how your skill set matches their needs.
&nbsp;
<ol style="margin-top: 0cm;" start="6" type="1">
<li class="MsoNormal" style="mso-list: l4 level1 lfo5;">Prepare Well for Interviews</li>
</ol>
The FinTech interview process often involves both technical and behavioural&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; questions. To prepare, try these FinTech interview tips:
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Brush up on your technical skills with coding challenges or data analysis exercises. Sites like <a href="https://leetcode.com/">LeetCode</a><a href="https://leetcode.com/"> </a>and <a href="https://www.hackerrank.com/">HackerRank</a><a href="https://www.hackerrank.com/"> </a>can help you practice.
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Employers will also be interested in your problem-solving skills and how you handle challenges. Prepare for questions like, "How would you approach solving a major security breach?"
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Be prepared to discuss recent FinTech trends. 
<ol style="margin-top: 0cm;" start="7" type="1">
<li class="MsoNormal" style="margin-top: 12.0pt; margin-bottom: 12.0pt; mso-list: l4 level1 lfo5;">Continuous Learning to Stay Updated</li>
</ol>
FinTech is an ever-evolving industry, so continuous learning is key to staying relevant. Follow industry publications, attend online courses, and stay updated on emerging trends. If you are constantly developing yourself, more FinTech opportunities will arise.&nbsp; Staying on top of industry trends will not only make you a more attractive candidate but also help you adapt as the FinTech landscape continues to evolve. This is key to having career growth in FinTech.
<h2 style="margin-top: 14.0pt; mso-pagination: widow-orphan; page-break-after: auto;"><a name="_rej6aruiq3e5"></a>Conclusion</h2>
Landing a job in FinTech in 2024 requires more than technical skills. It&rsquo;s about understanding the industry, networking effectively, and showcasing your ability to stay ahead of technological advancements. By developing in-demand skills, earning relevant certifications, and staying engaged in the FinTech community, you can set yourself apart from the competition and secure a rewarding role in this dynamic field. Here at SGI, we understand the importance of the right talent for FinTech and have an outstanding track record with clients such as<a href="https://www.sourcegroupinternational.com/case-studies/source-technology-hsbc-uk/"> HSBC </a>doing just that. We give our clients the best <a href="https://www.sourcegroupinternational.com/client/customer-experience/">customer experience</a> possible.
If you&rsquo;re looking for a role in FinTech, don&rsquo;t hesitate to contact us or browse our <a href="https://www.sourcegroupinternational.com/jobs/#/financial-services">financial </a>and <a href="https://www.sourcegroupinternational.com/source-technology/">technology jobs</a> pages to see current career opportunities. We want to help you with your FinTech career.

How to Get a Job in FinTech in 2024

How to Choose the Right Staffing Solutions for Your Business

Recruitment for an IT role in the current market is a fine art. No longer can you rely on posting an advert and finding the right candidate. Instead, your entire recruitment process needs to be carefully calibrated to make sure you&rsquo;re securing the best person for the role with the right qualifications and/or experience.
That means you need to take a look at your recruitment process to see which areas can be enhanced and refined to elevate your IT recruitment process. Taking time to improve your recruitment process will not only improve your candidate experience, it&rsquo;ll shorten your search and give you a replicable process for future success.
&nbsp;
<h2><a name="_3d6jr9ovamsg"></a>The state of the IT market</h2>
The <a href="https://www.techyardrecruitment.com/blog/navigating-the-data-and-tech-recruitment-landscape-in-the-uk-trends-in-2024/">demand for roles in cybersecurity, data science and artificial intelligence has increased</a> by 20% compared to last year. Combine that with <a href="https://www.totaljobs.com/recruiter-advice/hiring-trends-index/">59% of businesses that are experiencing increased competition</a> to find the right candidates and it&rsquo;s no surprise that to stand out you need a slick IT recruitment process.
High-quality candidates are in short supply right now, last year more than 2<a href="https://www.binaryblue.co.uk/blog/18-top-uk-it-industry-statistics-2024/"> million tech vacancies were advertised</a>, and around 1 million of those are still open.
That means it&rsquo;s not just a question of finding the right candidate, but having a process which is flexible enough to qualify, interview and offer that candidate quickly. Job seekers aren&rsquo;t hanging around, if your recruitment process takes too long or has too many hoops then they&rsquo;ll look elsewhere. Often it&rsquo;s the company that moves quickest that secures the top talent.
As an international tech staffing solutions provider, we currently successfully place about 1 in 3 of every CV we send to a hiring manager. So here's what we suggest for those looking to improve their IT recruitment process.
&nbsp;
<h2><a name="_62gduhr2r65b"></a>Areas for improvement</h2>
When you&rsquo;re looking to enhance your IT recruitment process it&rsquo;s best to look at how you currently operate from start to finish. Doing so will ensure you don&rsquo;t miss a crucial area out and you can follow the process through from both a candidate and an internal perspective.
<h3><a name="_wtviteaosvgl"></a>Expectations and adverts</h3>
Before you get to recruiting, it&rsquo;s essential to check what the essential criteria are for the role and what skills are needed. It&rsquo;s easy to get caught up in like for like recruitment, but over time roles change as do the needs of the business. When you&rsquo;re confident in the role you need to fill you&rsquo;ll be able to craft a more specific job advert to help target the right job seekers.
<h3><a name="_kbw5994vgywm"></a>Realistic budget</h3>
Your recruitment process should start with a benchmarking exercise to ensure your salary is competitive. If the remuneration package isn&rsquo;t on par with other vacancies a barrier is automatically up, preventing you from attracting the best potential candidates.
<h3><a name="_wye51mqwj76y"></a>Employer brand</h3>
Choosing a new job in today&rsquo;s world is about more than the salary and job title. It&rsquo;s about what the business stands for - their purpose, <a href="https://www.sourcegroupinternational.com/discover-sgi/our-mission/" target="_blank" rel="noopener">their mission</a>, their values. That means to attract the right candidates all of that information needs to be communicated through the employer&rsquo;s brand. <iframe src="https://www.youtube.com/embed/3VHXUUahoVw?si=lgvXiepdbVUd76id" width="720" height="404" allowfullscreen="allowfullscreen"></iframe>
An <a href="https://www.linkedin.com/posts/source-technology-ltd_source-technology-2024-activity-7206571932480122880-7fno?utm_source=share&amp;utm_medium=member_desktop" target="_blank" rel="noopener">explainer video</a> showing your audience that you specialize in IT recruitment is a great way to synergize your offering and brand.
Typically when we think of branding we think of marketing to consumers. But job seekers need to be considered as a separate audience. Ensuring that everything from job adverts to about pages to the recruitment process itself needs to support and communicate the organisation&rsquo;s values allowing job seekers to decide early on in the process if they&rsquo;re aligned to that business or not.
<h3><a name="_3l4vaz73htwc"></a>Networks and referrals</h3>
Research has shown that the way people conduct job searches has changed. <a href="https://thephagroup.com/blog/the-importance-of-social-media-in-gen-z-recruitment/">73% of those aged 18-34 have found their job through social media</a>. For hiring managers that means the way we advertise roles has to change too.
We need to think about utilising networks, building relationships and encouraging referrals from our current employees to ensure we have a pool of IT candidates who are primed and ready for our next vacancy.
Taking a proactive approach to networking allows us to reach those unicorn candidates. Those highly skilled in a niche tech area who may not be actively looking but are open to the right opportunity. By cultivating a network of warm candidates you&rsquo;ll find a higher success rate in filling your next position but filling it with the best talent, not just the talent who found your advert.
A system we proactively use is to collect CVs of talented tech professionals looking for work; <a href="https://www.sourcegroupinternational.com/submit-cv/">upload your CV here</a> to join our network and be reachable to our recruitment team.
<h3><a name="_dtgf3bpu6rx"></a>Interview format and duration</h3>
When it comes to recruiting right now, time is of the essence. The slower your process or the more hoops there are to jump through the higher the chance of your candidate accepting a role elsewhere.
If you&rsquo;re serious about enhancing your IT recruitment process then you need to take a hard look at your interview format and duration to make sure it&rsquo;s as streamlined as possible. Do you need 4 rounds of interviews plus a task? Or would a pre-screening call and a panel interview be sufficient? Of course you want to make sure your process is robust but you also need it to be efficient.
Start by looking at what you have in place currently and the dropout rate and point for candidates to give you an idea of where the end point should be. Remember every step, activity or point of contact should exist for a reason, not just for the sake of it.
<h3><a name="_hha9ryqbldrc"></a>Candidate experience</h3>
Every part of your recruitment process needs to create a positive candidate experience. They need to feel informed, supported, empowered and able to do their best. Any negative experiences will harm their perception of the business and may be a reason why they withdraw from the process or decline an offer.
Even if a candidate doesn&rsquo;t progress to the next stage, if their experience with you is positive it&rsquo;s likely they&rsquo;ll share that with their friends and family, enhancing your employer brand and wider reputation. That&rsquo;s not to say that you need to pander to your candidates, instead it&rsquo;s about focusing on clarity, regular communication and respecting their time.
<h3 class="MsoNormal">Candidate management</h3>
Put yourself in their shoes, and treat them how you&rsquo;d want to be treated.
When it comes to enhancing your IT recruitment process the best advice is to take a step back and review every stage. It&rsquo;s not a case of revolutionising your process, instead it&rsquo;s about looking at it from an internal perspective but also a candidate viewpoint.
The best recruitment processes result in hiring the best people for the job, and in the fast-paced, competitive world of IT recruitment that&rsquo;s essential. Streamlining your recruitment, building a strong employer brand and focusing on creating a positive candidate experience will stand you in good stead to stay ahead of your competitors and secure the right candidates. 
At Source Technology, we are an international staffing solutions provider that specialises in placing the best candidates into growth focused technology companies. If you're currently hiring skilled IT workers, let us help you make the process of finding the right fit for you a breeze (<a href="https://www.sourcegroupinternational.com/submit-vacancy/">Submit your vacancy here</a>) Alternatively if you're a tech worker looking for your next career defining role, you can <a href="https://www.sourcegroupinternational.com/jobs/">find tech jobs</a> that match your skillset and location <a href="https://www.sourcegroupinternational.com/jobs">here.</a> If you enjoyed this article, be sure to check our our library of recruitment resources and latest <a href="https://www.sourcegroupinternational.com/news/">tech industry insights on our news page</a>.

The Art of Hiring: Enhancing Your IT Recruitment Process

<h2 class="MsoNormal">Leadership Changes in SGI Switzerland Division</h2>
Source Group International GmbH and its affiliated brand, Source Technology, today announced significant changes within their leadership team, aimed at fortifying their commitment to excellence and service delivery.
Roman, who has been an integral part of the company, has decided to pursue new opportunities outside the organization. The management extends heartfelt gratitude to Roman for his invaluable contributions and wishes him success in his future endeavours.
&nbsp;
<h3 class="MsoNormal">Hermann (Teddy) Baer - Managing Director Switzerland Division</h3>
Considering Roman's departure, the companies are pleased to introduce Hermann Baer as the new CH Managing Director for Source Technology. With a robust background in strategic management and proven leadership skills, Hermann is poised to drive the division to new heights of success.
<img src="https://cdn.sourceflow.co.uk/7i7m333pxb6x09dz7w1e1hgnfkyi" alt="" width="400" height="400">
<blockquote>
"I am honoured to join Source Technology at such an exciting time," said Hermann Baer. "I look forward to leveraging my experience and working alongside the talented team to further enhance our offerings and strengthen our position in the market."
</blockquote>
Hermann Baer can be reached at <a href="mailto:hermann.baer@source-technology.ch.">mailto:hermann.baer@source-technology.ch.</a>
&nbsp;
<h3 class="cvGsUA direction-ltr align-center para-style-body">Derren Bevington - Switzerland Divisional Sales Director</h3>
In addition, the companies welcome Derren Bevington as the new CH Divisional Sales Director. Derren brings a wealth of experience in sales and a track record of delivering exceptional results. His appointment underscores the commitment to driving growth and maximizing customer satisfaction.
<img src="https://cdn.sourceflow.co.uk/82x3oh0oedhlszsf0km0a2bok01u" alt="" width="400" height="500">
<blockquote>
"I am thrilled to join Source Technology and contribute to its continued success," said Derren Bevington. "I am eager to collaborate with the team and build strong relationships with our customers."
</blockquote>
Derren Bevington can be contacted at <a href="derren.bevington@source-technology.ch.">derren.bevington@source-technology.ch.</a>
&nbsp;
<h3 class="MsoNormal">Co-Founder's Regards&nbsp;</h3>
These leadership changes mark an exciting new chapter for Source Group International GmbH and Source Technology. The companies remain dedicated to providing unparalleled service to their customers and partners.
<blockquote>
"We are confident that Hermann and Derren will play pivotal roles in advancing our mission and objectives," said Lawrence Hargreaves (Co-Founder) at Source Group International GmbH. "Their expertise and leadership will further strengthen our position as a trusted partner in the industry."
</blockquote>
Customers and partners are encouraged to update their records accordingly and reach out to Hermann Baer and Derren Bevington for any assistance or inquiries.
About Source Group International GmbH and Source Technology:
Source Group International GmbH is a leading staffing solutions provider into Technology markets. Source Technology, an affiliated brand, specialises in delivering Technology Recruitment solutions globally. Together, they are committed to delivering exceptional value and service to clients worldwide.
For media inquiries, please contact:
Rebecca Lauder-Fletcher
Email Address - <a href="mailto:rebecca@sourcegroupinternational.com">rebecca@sourcegroupinternational.com</a>
Website - <a href="https://www.sourcegroupinternational.com/">https://www.sourcegroupinternational.com/</a>
Address - WeWork, Senna Building, Gorsuch Pl, London E2 8JF
Phone Number - +44 (0)20 8004 5746
Email - hello@sourcegroupinternational.com

Source Group International GmbH and Source Technology Announce Key Leadership Changes

When you think of tech communities, your mind (probably) goes straight to Silicon Valley. But what if we told you there was one closer to home? Switzerland and tech go together like bread and fondue.&nbsp;&nbsp;
Moving to Switzerland is an appealing prospect for those looking to pursue a career in tech. Beautiful views, tasty chocolate, work/life balance, plus a thriving tech community - what&rsquo;s not to love? But before you pack your bags, there are a few things that you need to know about the language, the culture, and the job market.&nbsp;
&nbsp;
<h2>Why Switzerland?&nbsp;</h2>
Topping the Global Innovation Index for the last 12 years, Switzerland is the ideal destination for tech workers looking to achieve a work/life balance in beautiful surroundings.&nbsp;&nbsp;
With a highly skilled workforce and plenty of R&amp;D investment, it&rsquo;s no wonder that tech companies are drawn to Switzerland. Dartfish, Logitech, Vidby, and Crypto AG are all based in Switzerland, and there&rsquo;s a thriving tech community pushing the boundaries.&nbsp;&nbsp;
Despite favoring their domestic talent, there has been an increase in foreign workers over the years, and that trend doesn&rsquo;t show any sign of changing.&nbsp;&nbsp;
&nbsp;
<h2>Getting the basics in place&nbsp;</h2>
For those thinking about pursuing their tech career in the land of cheese and chocolate, there are some basics that you need to know. These include the tech areas that are in demand and the practicalities around permission to work in the country.&nbsp;&nbsp;
<h2>Demand&nbsp;</h2>
Securing a job in an in-demand area has a higher success rate for foreign workers in Switzerland. The top 5 tech careers currently in demand are:&nbsp;
<ul>
<li style="font-weight: bold;">Software engineer&nbsp;</li>
<li style="font-weight: bold;">Mobile Developer&nbsp;</li>
<li style="font-weight: bold;">Cyber security</li>
<li style="font-weight: bold;">Cloud engineer&nbsp;</li>
<li style="font-weight: bold;">IT business analyst&nbsp;</li>
</ul>
It&rsquo;s worth taking time to research demand for your area of expertise and see if there&rsquo;s anything you can do to make yourself more attractive to Swiss employers. For example, developers are in demand for <a href="https://www.sourcegroupinternational.com/our-team/sam-oakley/" target="_blank" rel="noopener">Java</a> and C# but less so for Ruby or C++. Understanding the market demands will make it easier to secure a new position.&nbsp;
For example, <a href="https://www.sourcegroupinternational.com/news/unlocking-ambition-cyber-security-jobs-switzerland/" target="_blank" rel="noopener">Cyber security specialists are seeing a spike in demand at Swiss tech companies</a> such as UBS Group AG. Swisscom and Nestl&eacute;.
Specializing in a specific area and ensuring your certifications back up your experience will aid your job hunt. Narrowing your expertise allows you to target the roles you want and gives you an improved chance at securing them over domestic workers.&nbsp;&nbsp;
&nbsp;
<h2>Experience&nbsp;</h2>
With a highly skilled workforce and prestigious universities focused on tech, there isn&rsquo;t a high demand for junior positions as a foreigner. However, for those with 2+ years of experience, there are more opportunities available.&nbsp;&nbsp;
&nbsp;
<h2>Language&nbsp;</h2>
Switzerland has four official languages: German, French, Italian, and Romansh. While speaking one of those is not required, it does give you an extra advantage when it comes to job hunting.&nbsp;&nbsp;
Showing that you can converse in one of the official languages or are committed to learning will help you in your job hunt.&nbsp;
&nbsp;
<h2>Making it happen&nbsp;</h2>
You&rsquo;ve decided to make the move, great! But how do you make it a reality?&nbsp;&nbsp;
<img src="https://cdn.sourceflow.co.uk/rkrymmgx632oredgcldv9w7mprvl" alt="Switzerland Relocation Guide " width="640" height="480">
Planning on moving to Switzerland for work? - <a href="https://www.sourcegroupinternational.com/source-reports/moving-to-switzerland/" target="_blank" rel="noopener">Download our relocation guide</a>.
<h3>1. Proactive research&nbsp;</h3>
Identify what opportunities are available to you and proactively research businesses that you&rsquo;d love to work for. Once you understand the market, you can narrow down your options and reach out to them directly. &nbsp;
Learn more about digital transformation in Switzerland's financial sector. <a href="https://www.sourcegroupinternational.com/source-reports/digital-transformation-switzerland-ebook/">Download our eBook</a>.
<h3>2. Awareness of local ways of doing things&nbsp;</h3>
There will always be slight cultural differences when working abroad and even in your job search, so&nbsp;knowing these could be vital. For instance, the Swiss are keen on personalization. If you are proactively approaching a business, researching who the right person is and targeting them with their title and surname in your communication will make a big difference.&nbsp;&nbsp;
<h3>3. Organization</h3>
Organizing your certificates, reference letters, and CV is also essential. Ensuring you have scanned copies of certificates, degrees, and qualifications ready to send off with any job application smooths the process and presents an excellent first impression.&nbsp;
These little things will make a difference in the long run.&nbsp;
&nbsp;
<h2>Working with Recruitment Specialists&nbsp;</h2>
Searching for a new job abroad can be tricky. Understanding the process, where to look, and how to get started can feel daunting. But that&rsquo;s where recruitment specialists like Source Group International come in. We partner with forward-thinking organizations across various industries, which makes us ideally positioned to make the process easier for you as tech workers.&nbsp;
<ol>
<li><a href="https://www.sourcegroupinternational.com/jobs/#/technology-jobs-in-switzerland">Explore current opportunities</a> across Switzerland.</li>
<li><a target="_new" rel="noreferrer">Talk to a consultant</a><a href="https://www.sourcegroupinternational.com/contact/technology-recruitment-switzerland/"> for expert advice</a> and guidance.</li>
<li><a target="_new" rel="noreferrer">Find Java jobs</a><a href="https://www.sourcegroupinternational.com/jobs/#/java-developer-jobs"> in Switzerland</a>.</li>
<li>Are you an employer? <a href="https://www.sourcegroupinternational.com/submit-vacancy/">Submit a vacancy </a>and become our client.</li>
<li>Enjoy our <a href="https://youtu.be/Lqn8y4m6ykQ?si=26lwfpQpDFgtEJxK" target="_blank" rel="noopener">webinar</a> on how to unleash the power of diverse teams.</li>
<li>Stay updated with the latest industry trends. <a href="https://www.linkedin.com/newsletters/source-technology-newsletter-7059839814296051712/" target="_blank" rel="noopener">Subscribe to our newsletter</a></li>
</ol>
Have a look at our current opportunities across Switzerland. Or contact our specialist recruitment team in Switzerland for expert advice and guidance.&nbsp;&nbsp;

Tech Jobs in Switzerland: Your Path to Success

There's no hiding that we're facing a digital skills shortage, but we need to address the implications that the skills gap will have for digital innovation in the future. With the rise of new technologies such as artificial intelligence and machine learning, it's easy to get caught up in how they'll change the skills we need. But before we get to that, we must look at the foundation of emerging technologies in Cybersecurity. And ensure we have the skills to build and maintain that strong foundation.
When we look at the job market, there are 3.5 million cybersecurity job vacancies worldwide. With nearly&nbsp;<a class="editor-rtfLink" href="https://www.cobalt.io/blog/cybersecurity-statistics-2024#:~:text=According%20to%20Security%20Magazine%2C%20there,1%20cyberattack%20every%2039%20seconds." target="_blank" rel="noopener">one cyberattack every 39 seconds</a>, ensuring we have the skills necessary to protect from ransomware and malignant attacks is more important than ever. But there's still a way to go before we're in that position.&nbsp; 
<h2>The Rise of Cybersecurity</h2>
The internet is part of our daily lives. The&nbsp;<a class="editor-rtfLink" href="https://www.statista.com/statistics/1380282/daily-time-spent-online-global/#:~:text=As%20of%20the%20third%20quarter,has%20increased%20by%2016%20minutes." target="_blank" rel="noopener">average adult spends six hours and 40 minutes online</a>&nbsp;every single day. From scrolling social feeds to online banking to shopping to emailing, every activity we do online involves sharing sensitive information. For businesses, that means they need to be able to store and exchange information securely or risk considerable fines. It's not just fear of penalty that forces firms to take action; it's now the norm for a company's intangible assets, such as its data, to be worth more than its tangible assets. Intangible assets make up roughly&nbsp;<a class="editor-rtfLink" href="https://www.stationx.net/cyber-security-skills-gap/" target="_blank" rel="noopener">90% of the assets of all S&amp;P 500 listed companies</a>, making Cybersecurity a powerful way to protect a company's value.&nbsp; &nbsp;
Securing data isn't a static job, though. It's ever-changing, ever-evolving, and ever more challenging. The risk of a cyber attack is&nbsp;<a class="editor-rtfLink" href="https://cybersecurityventures.com/cybercrime-to-cost-the-world-8-trillion-annually-in-2023/" target="_blank" rel="noopener">likely to grow by 15% per year</a>&nbsp;over the next three years. The UK Home Office has classified cybercrime as a tier-one risk. Cyber attacks are becoming more frequent and more challenging to detect, which means the skills needed to protect our data and systems are more critical than ever. 
<iframe title="YouTube video player" src="https://www.youtube.com/embed/hqDRIquojmo?si=dbunsTTlMfMhcy9S" width="720" height="405" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share" allowfullscreen="allowfullscreen"></iframe>
For those hiring in the Benelux, <a href="https://www.sourcegroupinternational.com/source-reports/cyber-security-ebook/" target="_blank" rel="noopener">Download our guide</a> to effectively recruit best-in-class Cybersecurity professionals.
&nbsp;
<h2>The cyber skills gap across Europe</h2>
The need for cybersecurity professionals is on the rise, highlighting the gap in the job market. Demand far outstrips the number of cybersecurity professionals in Europe, and unless that shortage is addressed, the issue will only get worse. In Europe,&nbsp;<a class="editor-rtfLink" href="https://www.stationx.net/cyber-security-skills-gap/" target="_blank" rel="noopener">the gap currently stands at 300,000</a>. The EMEA region has shown the&nbsp;<a class="editor-rtfLink" href="https://www.euractiv.com/section/cybersecurity/news/cyber-skills-gap-keeps-widening-report-warns/" target="_blank" rel="noopener">most significant increase in the cyber talent gap</a>, threatening technological advancement.
The executive director of the EU Agency for Cybersecurity (ENISA) said, "To implement all the current and upcoming EU legal requirements for cyber security, we need more people with certain skills. Without this human capital, we cannot achieve our goal of a high level of Cybersecurity across the EU."
The sector has reached an impasse. With the fast-paced development and innovation, the industry is powering ahead, but innovation will stall without the human resources and specialists to secure those developments. ENISA have reported that without investment in re-skilling and upskilling the workforce gap can't be reduced.
There are two parts to the shortage we need to look at. The first is straight-up skills. &nbsp;
<h2>1. Creating a skilled Cybersecurity workforce</h2>
The Cybersecurity Higher Education Database reports that&nbsp;<a class="editor-rtfLink" href="https://www.enisa.europa.eu/news/cybersecurity-skills-conference-strengthening-human-capital-in-the-eu" target="_blank" rel="noopener">the number of cybersecurity graduates has grown 25% over the last two years</a>, but with the current shortfall, the industry could use more. Instead, further investment is the catalyst for re-skilling and upskilling.&nbsp;
<a class="editor-rtfLink" href="https://cybersecurityventures.com/jobs/" target="_blank" rel="noopener">The European Commission declared 2023 the Year of Skills</a> to recognize the need to upskill. As part of the year, ambitious targets were set, such as establishing a workforce of 20 million ICT specialists across Europe. If they were successful in meeting this target, it would go a long way toward filling the cybersecurity skills gap.
It's clear that the European Commission understands the potential pitfalls of a widening cybersecurity skills gap, with&nbsp;<a class="editor-rtfLink" href="https://ec.europa.eu/commission/presscorner/detail/en/speech_23_2355" target="_blank" rel="noopener">Margrethe Vestager, Executive Vice President,&nbsp;</a>stating, "Cybersecurity is a must-have. To protect our societies, to protect us as citizens, and to protect our economy."
The skills shortage is an issue that extends far beyond our computer screens.&nbsp; 
<h2>2. Addressing the gender imbalance in Cybersecurity</h2>
The second area is gender diversity within Cybersecurity. Women make up only&nbsp;<a class="editor-rtfLink" href="https://www.csp.partners/2023/03/08/heres-how-companies-in-2023-are-closing-the-gender-gap-in-cyber-security/" target="_blank" rel="noopener">a quarter of ICT specialists</a>. Without addressing this imbalance, it will prove difficult to reach the number of cybersecurity specialists needed to meet demand and secure the industry's future.&nbsp;
While this number is growing, it's not fast-paced enough to address the fundamental imbalance or help with the skills gap. If we want to increase the number of skilled experts in the industry, the answer could be to become a more inclusive industry that attracts more women.&nbsp;
Offering mentoring programs, investing in initiatives such as female-only coding camps, networking groups like "<a href="https://www.meetup.com/source-talks-superwomen-in-tech/" target="_blank" rel="noopener">SuperWomen in Tech</a>" and considering supporting women returning from maternity leave can make the industry more attractive to female employees.&nbsp;
&nbsp;
<h2>Cybersecurity as the foundation for innovation</h2>
Just as Cybersecurity isn't one-time and done, training a cybersecurity professional isn't one-time. Instead, with technologies evolving, cybersecurity experts need to continually upskill in order to stay relevant.&nbsp;
That requires resources, effort, and, most of all, time. Upskilling isn't a quick task, which is why it's so critical to address Europe's cybersecurity skills gap now rather than wait. There are courses out there that offer certifications in a matter of months, but&nbsp;<a class="editor-rtfLink" href="https://www.esg-global.com/research/esg-research-report-the-life-and-times-of-cybersecurity-professionals-2020" target="_blank" rel="noopener">previous research</a>&nbsp;found that many in the cybersecurity industry estimated it takes between 3 and 5 years to develop fundamental proficiency.&nbsp; 
<h2>Plugging the gap</h2>
There are examples of successful cybersecurity recruitment initiatives at the EU, national, and company levels.&nbsp;
As already mentioned, the European Commission's Year of Skills scheme is tackling skills gaps across the region as a whole, highlighting the issue and providing training to upskill in Cybersecurity.&nbsp;
In April 2023, the European Commission adopted the&nbsp;<a class="editor-rtfLink" href="https://www.enisa.europa.eu/topics/education/european-cybersecurity-skills-framework" target="_blank" rel="noopener">Communication on a Cybersecurity Skills&nbsp;</a>Academy, an initiative that brings together existing schemes to improve their efficiency and coordination. This joined-up approach aims to bridge the cybersecurity skills gap and boost growth within the EU.
The German Economic Institute has identified its cyber talent gap that could reach 106,000 people by 2026. To address this, Germany has launched two initiatives,&nbsp;MINT-Nachwus&nbsp;and&nbsp;Make it in Germany. The first scheme targets young people to encourage them to take up a career in a STEM subject. While this won't address the gap in the next five years, it's protecting the industry's future.&nbsp;Make it in Germany highlights the opportunities in Germany and the IT sector, encouraging expats to move to the country and help address their skills gap.
Cisco revealed a goal to&nbsp;<a class="editor-rtfLink" href="https://news-blogs.cisco.com/emea/2023/03/02/cisco-to-train-250000-people-with-cybersecurity-skills-in-europe/?team=global_communications&amp;medium=content_syndication&amp;campaign=campaign_independent&amp;ccid=cc003711&amp;dtid=pcsotr000444" target="_blank" rel="noopener">train 250,000 people in Cybersecurity</a> across the EU by mid-2025. This training program is part of their ambition to upskill 2.6 million people across Europe. This initiative is already running in the Netherlands and Italy and will be launched in subsequent countries later this year.&nbsp;
IBM is also an example of a successful cybersecurity skills training program. They're committed to building a more equitable society by helping provide education and training to those from disadvantaged backgrounds.
For those looking to join the industry, there are ample opportunities out there right now and an eagerness to upskill those with the interest and abilities. Do your research into whether an on-the-job training program or a stand-alone certification is more suitable for your existing skills and knowledge.&nbsp; Lastly, when <a href="https://www.sourcegroupinternational.com/jobs/#/cyber-security-infrastructure">applying for a new cyber security role</a>, discuss potential continual training options with your recruitment specialist. 
<h2>Looking to a world built on Cybersecurity</h2>
Cybersecurity isn't just about IT; it's about how our world operates. Our everyday activities along with our future innovation are rooted in the secure transmission and storage of data, without that our future technological advancements are at risk.
Within the EU, the skills gap is widening, and there is a severe lack of skilled workers. But change is afoot. The EU, countries, and organizations are starting to take steps to address the challenges faced by the cybersecurity industry and investing in the training and resources necessary to upskill a new generation of experts.&nbsp;
With more funding via the DIGITAL Europe Programme, more work programs are on the horizon to bridge the skills gap.&nbsp;
The cybersecurity skills gap isn't something that can be changed overnight. It's not something that can be changed in a year. But by taking action now, we can prevent it from widening further and begin to fill some of the 3.5 million cybersecurity jobs worldwide that currently stand vacant.
At Source technology, we source some of the best cyber security talent out there to be placed into tech companies and enterprises. If you're looking to source cyber security talent, <a href="https://www.sourcegroupinternational.com/submit-vacancy/">submit your vacancy with us today.</a>

A Forensic Analysis of the Cyber Skills Gap in Europe

If you had to plug in a new home office, games console, or set up a new home cinema this Christmas, I'm sure you've already built up a healthy disdain for cables.
A wire-free world is why Ultra Wide Band (UWB) technologies that boast low-power, high data-transferring capabilities wirelessly are such an exciting prospect. Amidst booming data demands, UWB's 480Mbps wireless transmission makes it a game-changer in consumer electronics.&nbsp;
In short, no more cable spaghetti - UWB liberates devices with seamless connectivity, efficiently sharing the existing spectrum.
But this is just the start! Applications of this new tech reach new highs when you consider the tech-based automotive, professional sports, and supply chain industries. 
<h3>UWB market sizes as of today.</h3>
<ol>
<li>Asia - exceeding $2 billion in 2023</li>
<li>USA - exceeding $1 billion as of 2023</li>
<li>EU - projected to reach &euro;500 million by 2024, with a CAGR of 40%.</li>
</ol>
Although Europe's UWB market is comparatively the smallest of the big 3, a boom is brewing for more skilled tech workers to develop the tech domestically and compete with North American and Asian markets.&nbsp; 
Reasons for the Lag in the EU market:
<ul>
<li>Later start:&nbsp;Europe's regulatory approval for UWB spectrums came later than the USA and Asia, hindering early adoption.</li>
<li>Limited awareness:&nbsp;Consumer awareness about UWB's benefits and use cases still needs to be higher in Europe compared to other regions.</li>
<li>Supply chain dependence:&nbsp;Dependence on US and Asian chipmakers for UWB components can delay European innovation and adoption.</li>
</ul>
Europe's Advantages:
<ul>
<li>Growing ecosystem:&nbsp;Increasing investment in UWB research and development, along with companies like NXP Semiconductors and Ficosa making strides in UWB solutions, bode well for the future.</li>
<li>Standardization and regulation:&nbsp;EU regulatory approvals simplify implementation and foster compatibility.</li>
<li>Unique applications:&nbsp;Opportunities in areas like secure access control and industrial automation could position Europe as a leader in specific UWB applications.</li>
</ul>
Future Outlook:
<ul>
<li>Europe's UWB market is expected to snowball in the coming years, potentially catching up to the USA in the medium term.</li>
<li>Domestic chip production and innovation investments could further accelerate Europe's UWB adoption and competitiveness.</li>
<li>Collaboration between companies, research institutions, and government agencies is crucial for unlocking Europe's full UWB potential.</li>
<li>Smartphone manufacturers adding more UWB capabilities to their devices will be a huge growth driver in the UWB market for the next few years.</li>
</ul>
By 2025, over 1 Billion annual device shipments of UWB technology are expected to be delivered, according to ABI research.
However, it's crucial to remember that a rough estimate like this could be higher or lower depending on several factors. 
<h3>Uncertainty factors:</h3>
Project Timeline:&nbsp;The actual timeline for project funding and execution might differ, impacting the job creation timeline.
Technology Maturity:&nbsp;The maturity of UWB technology and its commercial viability will significantly affect the pace of job creation.
Skill Availability:&nbsp;The existing pool of skilled embedded engineers and researchers with UWB expertise in Europe will influence how quickly companies can hire and create new jobs.
Within my network, this is a positive shift in the right direction for embedded engineers, developers, and researchers. With big tech now relying less on outsourcing from the USA and Asia, EU technology stakeholders are likely to take on new skilled workers in 2024. 
Here are some companies I can see benefitting from the UWB boom in the next few years:
<ul>
<li>STMicroelectronics&nbsp;(France) - &euro;46.81 billion (Jan 19, 2024)</li>
<li>Infineon Technologies&nbsp;(Germany) - Valued at &euro;55.4 billion (Jan 19, 2024)</li>
<li>NXP Semiconductors&nbsp;(Netherlands) - Valued at &euro;50.54 billion (Jan 19, 2024)</li>
</ul>
Tech giants such as Apple, Samsung, and BMW have already integrated UWB into their products in the past couple of years. Their influence will shift the standard in tech towards cutting-edge tech capabilities and create a wealth of new job opportunities in Europe's UWB job market.
&nbsp;
If you're hiring in embedded this year or looking for an exciting role within this emerging tech, contact me&nbsp;<a class="editor-rtfLink" href="../../../../../../our-team/nick-bolding/" target="_blank" rel="noopener">via my profile</a>&nbsp;for our latest opportunities.
&nbsp;
Thank you, <a href="chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https://www.allaboutcircuits.com/uploads/articles/UWBWP.pdf">allaboutcircuits.com</a>, for some insight that went into this article.

UWB's limitless market potential in 2024

<h3>Introduction</h3>
On Thursday 30th November, Managing Director of Scale Search, Cian Loughnane, and Head of Marketing at SGI, Rebecca Lauder-Fletcher, paid an exciting visit to Morgan Stanley.&nbsp;
SGI&rsquo;s invitation was extended as part of an inspiring initiative organized by Caroline McLoughlin, the leader behind Net Eire, Co-operation Ireland, and their Student Diversity Program.
<h3> Event Overview</h3>
The event aims to open doors for students from Northern Ireland and London, particularly those from disadvantaged backgrounds in order to build excitement for their futures. Growing up in Dublin himself, Cian, now one of the top executive recruiters in the business, saw this as the perfect chance to share his journey and wisdom with the next generation of bright and ambitious minds. Instilling the idea that a career at an institution like Morgan Stanley is well within their reach. The intention behind this inspired event is to give actionable advice through a workshop put together by Rebecca and Cian running interview scenarios and offering guidance on how to stand out and make a lasting impression.
<h3> Interview Masterclass</h3>
The budding students of the Net Eire, Co-operation Ireland program were given scenarios such as applying and discussing open positions at Morgan Stanley. This &ldquo;interview masterclass&rdquo; was tailored for students who want to step into the business world and leave the workshop feeling inspired, educated, and ambitious enough to work towards a prosperous career.
<h3> Cian's Remarks</h3>
Cian Loughnane shared his experience from the day and what being involved in the Co-operation Ireland project was like. Here&rsquo;s what he had to say&hellip;
<h3> What the Students Took Away from It:</h3>
After a tour of the trading floor, students were asked why a candidate gets hired. Interestingly, their answers mirrored closely to what most executives Cian coaches. Showcase your experience and draw connections as to how that aligns with the position you&rsquo;re applying for. From here a mock interview was staged between Cian, Rebecca and the students where they learned to demonstrate career achievements, align themselves with the desired company's values, and present themselves effectively.
<h3> Why SGI and Scale Search Are Dedicated to These Projects:</h3>
In the UK, 15 million people live in poverty, including 4.2 million children. It is imperative that there are programs out there that let children and young people from less fortunate backgrounds know that with the right guidance, dedication and consistency, that these jobs are well within their reach.&nbsp;
Cian emphasizes the societal duty to help the less fortunate realize their potential, citing a study that shows females from lower economic backgrounds take 21% longer to progress to senior roles. At SGI we want that to change and the driving purpose behind Co-operation Ireland is to push economic benefits and diversity within these legacy institutions. So it couldn&rsquo;t have been a better match and cause for us to get involved in.
<h3> In Conclusion</h3>
Cian (Scale Search) and Rebecca (SGI) were both an absolute credit to the SGI brand and team. They are delighted to have been invited to see Caroline's brilliant program in action, and are thrilled to share their knowledge with future minds, that will one day hopefully continue the legacy of institutions like Morgan Stanley.
If you would like to find out more about the Net Eire, Co-operation Ireland, and their Student Diversity Program be sure to <a href="https://cooperationireland.org/projects/morgan-stanley/">check out their website</a> for more info.

Unleashing Potential: SGI's Impactful Day at Morgan Stanley

<h2 class="MsoNormal">Expert Tips for Seamless Hiring</h2>
With a competitive job market, the application and interview process is part of your employer brand and reputation that can make or break a decision. Mastering the process and creating a slick journey for candidates puts you one step ahead of your competition.
By taking each of the application and screening, interviews and offer stages and examining how you currently do it and what you should be doing, you&rsquo;re able to improve your overall process. Creating a recruitment function that operates seamlessly and with the best intentions of the company and the candidate in mind.
We&rsquo;ve started the work for you and highlighted our key pointers for each area.
<h2>Applications and screening</h2>
Before you even start advertising the job there&rsquo;s one task that&rsquo;s crucial to the process&rsquo; success. That is a comprehensive schedule. Be clear about when the job is going out to advert, for how long, how long is there for sifting through CVs, when screening calls will take place and so on.
Blocking out time in the relevant people&rsquo;s diaries and having a timetable to refer back to can keep everyone focused on the outcome and avoid wasted time.
<h3>Job adverts and descriptions</h3>
Make sure your job advert and the job roles uses inclusive language that doesn&rsquo;t directly pertain to one gender. This will help encourage applications from a more diverse pool of applicants.&nbsp;
It&rsquo;s also worth investigating blind CV applications if you don&rsquo;t already use them. This type of software removes dates, names and other identifying information to help alleviate bias from the selection process.
<h3>Screening calls</h3>
There&rsquo;s nothing worse for a candidate than an unexpected screening call. Just because it fits into your schedule, doesn&rsquo;t mean it fits into theirs. If screening calls are part of your process be sure to give candidates notice and arrange a time in advance. Then use standardized questions so you can fairly benchmark across all candidates. Follow up in a timely manner whether it&rsquo;s positive or negative news. They&rsquo;ve given you their time so should be updated either way.
<h2>Interview</h2>
To be truly effective some of this work should happen before the role goes out to advert. You need to determine:
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; How many interviews are needed?
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Who&rsquo;s going to be there?
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; How diverse is the panel?
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Are they in-person or remote?
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Will they be held on the same day or across different time slots?
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Will there be a test? Does there need to be one? 
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; If you&rsquo;re using tests, what is it? How does it need to be administered? Where will it be?
In truth, the key to mastering a successful interview process is in the preparation. There shouldn&rsquo;t be anything left until the last minute. That way you can effectively communicate the plan to candidates - presenting a more professional image of the business. You can also manage the process more effectively internally.&nbsp;
While the questions might come from the hiring manager, it&rsquo;s important to have oversight of them to ensure they&rsquo;re all competency based and there can be a standard scoring matrix for the answers. Creating a strong, replicable process again helps to alleviate bias and provides an easy feedback method for candidates.
<h2>Offer</h2>
This is the stage where regular communication with candidates is key. Both to ensure candidates show up for their interviews but also to keep them engaged while they await the result.&nbsp;
Too often candidates go for an interview and then there&rsquo;s radio silence. If they&rsquo;re interviewing for more than one role and they hear back from the other, guess which one they&rsquo;ll choose? Keeping in touch, even if it&rsquo;s to say there&rsquo;s no news, shows they haven&rsquo;t been forgotten and keeps them engaged.&nbsp;
Being able to refer to the original schedule and prompt decision makers will help to keep the process moving. Even if that decision is there were no suitable candidates and you need to go back out to advert.&nbsp; 
Once you&rsquo;ve delivered the final verdict to the candidate, whether positive or negative, this is also a good opportunity to ask for any feedback on the application and interview process. Getting into the habit of asking for feedback allows you to identify any areas of weakness and you can take steps to address those.
Better interviews lead to better hires. But the only way to create a better interview process is to look at it objectively from start to finish, seeking feedback from those involved and to create a standardised process.
By taking each milestone in the process and looking at what can be improved, tweaked or changed allows you to take control of the process. Creating a system that works internally but also wows your candidates.

From Screening to Offer:  Mastering the HR Interview Process

<h3>Hiring and Recruitment Insights</h3>
Welcome, tech experts and recruitment professionals!
<h2 style="text-align: center;"><a href="https://forms.gle/Vfk52ZwUMZZzgySFA">Click here to begin the survey</a></h2>
We are currently gathering experiences to build a report on the most significant challenges around hiring in the tech industry as we approach 2024.
To achieve this, we have created this survey to encourage you to share your insights regarding what you believe should be the key focuses as we enter the new year.
This survey will take approximately 10 minutes to complete, and rest assured, the information you provide will not be shared with any third parties.
<h3>In the Tech Map survey, we will explore the following topics:</h3>
<ul>
<li>About You</li>
<li>Your Expertise</li>
<li>Company Growth &amp; Retention</li>
<li>Interview Process</li>
<li>Workplace Environment &amp; Culture</li>
<li>Pay &amp; Compensation</li>
<li>Market Challenges</li>
<li>Recruitment Channels</li>
<li>Future Outlook</li>
</ul>
The purpose of this report is to serve as a guide for the professional tech community, highlighting best practices and indicating where efforts should be concentrated. This is your opportunity to contribute to driving positive change and innovation in the coming year.
<h2 style="text-align: center;"><a href="https://forms.gle/Vfk52ZwUMZZzgySFA">Click here to begin the survey</a></h2>
If you're interested in learning more about the current outline of the tech industry then be sure to <a href="../../../../../../news/tags/source-insights/">check out our reports page</a> for the latest insights.
Also if you're interested in finding new skilled tech opportunites then head over to our <a href="../../../../../../jobs/">Jobs search</a>&nbsp;page for the latest roles.

Tech Map 2024

The Cyber Security market is the place to be right now. Demand for Cyber Security professionals is through the roof and supply can&rsquo;t keep up. It's predicted that in <a href="https://cybersecurityventures.com/jobs/" target="_blank" rel="noopener">2023 there&rsquo;ll be a shortage of 3.5 million Cyber Security professionals</a>. But what&rsquo;s driving demand? How can the market keep up? What&rsquo;s the future of Cyber Security?
With so much shifting within the industry, new developments, new technologies and new challenges, it&rsquo;s tricky to see what comes next.
First, we need to understand what&rsquo;s driving demand for Cyber Security professionals.
<h2>Why is the level of demand so high?</h2>
Over the last few years we&rsquo;ve seen the number of cyber attacks significantly increase. Businesses have suffered reputational damage, financial losses and legal ramifications. Those consequences have resulted in companies stepping up their commitment to understanding and mitigating cyber security attacks. But to do that, they need Cyber Security experts.
<h3>Rise of AI and machine learning</h3>
When we think of hackers, we think of one individual squirrelled away in a room on their laptop until the small hours of the morning. But that&rsquo;s not the reality. Cyber Hacking today is a multi-billion dollar enterprise, and one that&rsquo;s utilising all new technologies to find smarter and more effective ways to navigate security.
Using Artificial Intelligence and machine learning hackers can increase their end-to-end-attack life from hours to days or even weeks. With machine learning in the mix, the software can learn what&rsquo;s working and what&rsquo;s not and continually adapt, increasing the threat and likelihood of a security breach.
<h3>Cloud technology</h3>
The shift to remote working combined with an increase in the level of personal data collected and stored by businesses means Cloud technology has never been more important. To give an idea of scale, <a href="https://quantium.com/wp-content/uploads/2016/08/BFM_Quantium.pdf">in 2020 every person on Earth created 1.7MB of data every second</a>. With that much personal information held remotely there&rsquo;s a real security risk.
By hosting cloud technology with third parties, access is granted to a range of people and organisations creating more entry ways for hackers to exploit.
<h3>Ransomware attacks</h3>
In the most extreme <a href="https://www.ibm.com/downloads/cas/EV6NAQR4" target="_blank" rel="noopener">ransomware attacks hackers have demanded $40-80 million payments</a> from their victims, making ransomware attacks a serious threat. Through increased use of remote desktop access hackers have been able to access sensitive data to leverage.
With new, sophisticated technology and tactics such as social engineering, digital extortion and distributed denial-of-service (DDoS) the use and severity of ransomware attacks is on the rise and something businesses need to plan for. 
<h2>Impact of Cyber Security breaches</h2>
<a href="https://www.gov.uk/government/statistics/cyber-security-breaches-survey-2023/cyber-security-breaches-survey-2023" target="_blank" rel="noopener">20% of organisations in the UK</a> have reported experiencing a data breach accident once per month. With that many businesses impacted it&rsquo;s clear that Cyber Security has to be on the agenda of any forward-thinking company.
The cost of cyber security breachers <a href="https://www.gov.uk/government/statistics/cyber-security-breaches-survey-2023/cyber-security-breaches-survey-2023" target="_blank" rel="noopener">averages annually at around &pound;15,300 per victim</a>. That&rsquo;s a significant contribution towards the salary of an expert employee who can prevent those attacks from happening.
&nbsp;
<h2>Future for Cyber Security</h2>
What&rsquo;s clear is that this is an industry set to grow. By the end of this year it&rsquo;s estimated the <a href="https://hrforecast.com/global-labor-market-insights-june-2023-edition/" target="_blank" rel="noopener">Cyber Security industry will be worth over $202 billion</a>. Unsurprisingly that growth has translated into demand for experts, and over the last two years <a href="https://hrforecast.com/global-labor-market-insights-june-2023-edition/" target="_blank" rel="noopener">demand for Cyber Security professionals has grown by 60%</a>.&nbsp; 
But when we talk about demand for Cyber Security professionals, we aren&rsquo;t just talking about traditional IT roles. Non-IT roles such as project managers, business analyst, business development managers and customer experience employees are also seeing cyber security knowledge filter into their job descriptions. Showing how Cyber Security is becoming everyone&rsquo;s responsibility and over the next few years we&rsquo;ll see more roles taking responsibility for digital security in one way or another.
For businesses the increase in demand combined with the shortfall in Cyber Security professionals means the job market is going to become even more competitive. Requiring organisations to think about the overall compensation strategies but also ensuring they retain the skilled experts they already have.
With <a href="https://www.gov.uk/government/statistics/cyber-security-breaches-survey-2023/cyber-security-breaches-survey-2023" target="_blank" rel="noopener">2.39 million instances of cyber crime across all UK businesses</a>, this isn&rsquo;t an issue that&rsquo;s going to go away. It&rsquo;s one that&rsquo;s going to become more focused, more skilled and more serious. Which means it&rsquo;s an issue that needs proactively managing so you have the expertise in place before you need them.
If a role in Cyber Security sounds like your next career move be sure to<a href="../../../../../jobs/"> check our jobs board </a>for the latest Cyber opportunities.

Why Cyber Security Professionals are in High Demand: Insights and Trends

The best way to understand the challenges women leaders in tech face? Ask the ones already in position.&nbsp;
There&rsquo;s no denying the power of diverse teams, particularly in the tech industry. But the reality is not enough women are making it to senior leadership positions. Lack of role models, support and confidence are just some of the reasons cited for the depleted number of women leaders but there&rsquo;s a passion to change that. We dig into the topic and find out what some of the women leading the way have to say.&nbsp;
<h2>The power of diversity</h2>
The wealth of research citing the benefits of diverse teams is growing all the time. Diverse teams perform better, are more productive, more creative and ultimately more profitable. It&rsquo;s no surprise that the tech industry is recognising that they need to start getting serious about diversity. &nbsp;
That&rsquo;s led to many large tech companies including VT, Virgin Media O2 and Vodafone have publicly committed to improving their gender diversity with many setting defined goals and timeframes to monitor progress.&nbsp;
But talking the talk isn&rsquo;t enough. For real progress to be made there needs to be more action to empower women to take on the top jobs in tech firms. The total of women in big tech roles actually <a href="https://explodingtopics.com/blog/women-in-tech" target="_blank" rel="noopener">decreased by 2.1% between 2020 and 2022</a>. With the number of women holding CEO or senior leadership positions at just 10.9%. What&rsquo;s clear is, more needs to be done to truly harness the power of diversity.&nbsp;
<h3>Women leading the way&nbsp;</h3>
The issue of gender diversity in tech is an industry wide problem, but for women seeing other women in the roles they covet and forging a path is essential. Kiki Oniwinde, Founder &amp; CEO of the BYP Network said &ldquo;Being a woman in tech means breaking barriers so that those who come after me won&rsquo;t have to struggle the same way.&rdquo;&nbsp; &nbsp; Research has found there isn&rsquo;t an ambition gap - in one survey roughly <a href="https://www.bcg.com/publications/2021/benefits-of-women-in-tech" target="_blank" rel="noopener">62% of women and 67% of men were trying for promotion</a>. The gap comes in the confidence and success of achieving the promotion. &nbsp; &nbsp; With women holding so few leadership roles within the industry. It&rsquo;s even more important that part of a woman&rsquo;s learning and development within a tech firm includes some form of mentorship to help them navigate the challenges they face and overcome them.&nbsp;
In the Woman in Tech study more than 50% of respondents stated seeing women role models in senior roles helped their career satisfaction. It&rsquo;s demonstrating what&rsquo;s possible, and then helping others to get there that&rsquo;s key to achieving some level of gender equality. Ashley Rose, CEO and Founder of Living Security, said &ldquo;Set an example by building pathways for women. Also, mentor others when you can and be that encouragement for others who are behind you.&rdquo; &nbsp; &nbsp; The goal is that gender doesn&rsquo;t come into question, and that&rsquo;s something Cristina Ivanciuc, Lifecycle Manager at Global App Testing is pushing for &ldquo;I&rsquo;ve had the great opportunity to be supported, guided and helped by wonderful people, regardless of their gender and at some point, I stopped seeing myself as a &ldquo;women in tech&rdquo;, but a &ldquo;leader in tech.&nbsp;
&nbsp;
<h2>Breaking down barriers&nbsp;</h2>
Ultimately for the tech industry to enjoy the benefits that come with a diverse team more needs to be done to break down barriers, support women and nurture gender diversity within the field. For those looking at how to do just that there are some fundamentals to look at:&nbsp;
<h3>Promotion timings&nbsp;</h3>
For <a href="https://www.bcg.com/publications/2021/benefits-of-women-in-tech">women their most influential promotions tend to come early in their careers</a>, pushing them into management roles and encouraging them to take chances. But for men, those most important promotions came as late as their third or fourth opportunities. This discrepancy shows that tech firms need to be encouraging women and empowering them to put themselves forward for promotions right at the start of their careers.&nbsp;
<h3>Technical proficiency&nbsp;</h3>
When looking at what technical skills are needed for promotion there&rsquo;s a difference of opinion. <a href="https://www.bcg.com/publications/2021/how-women-in-technology-can-succeed-infographic" target="_blank" rel="noopener">More women than men think advanced technical skills</a> are the most important factor in receiving a promotion. &nbsp;
This highlights two issues - firstly, women&rsquo;s confidence in their own skills and talking about them. Secondly, whether there&rsquo;s a discrepancy between wanting proof of women&rsquo;s technical skills vs mens in the hiring process. Assessing your own hiring practices to ensure this isn&rsquo;t the case and then providing opportunities to upskill or refresh technical skills will help give women the skills they feel they need for promotion.&nbsp;
<h3>Confidence and self-belief&nbsp;</h3>
As Susan Stone, CEO of Ubiquitous Energy, said &ldquo;Nurture your strengths instead of apologising for your weaknesses.&rdquo;&nbsp;
Women believing that they&rsquo;re good enough, putting themselves forward for promotion and seeking out exciting opportunities is key to creating successful women leaders in tech. This area can sometimes be overlooked as an individual&rsquo;s problem. But mentorship schemes and access to leadership courses can help give women confidence in their own abilities.&nbsp;
Setting gender aside, leading the way but helping those behind you and working on your self-belief are just some of the great pieces of advice existing women leaders in tech would pass on. The challenge is for tech firms to take those tips and put them into practice to help entice more women into tech and then to retain and nurture them into great tech leaders, irrespective of their gender.&nbsp;
If you're interested in diversity within tech leadership then attend our webinar this December. Here are the details:
<h3>Leadership &amp; DE&amp;I</h3>
📆 6th December ⏱️ 5:00pm GMT 📍 <a href="https://www.meetup.com/source-talks-superwomen-in-tech/events/296355911/">Click here to attend.</a> 
Source Technology are dedicated to discovering technology talent to drive your business forward. We can help you discover your next leaders to drive your organisation forward. Find out more <a href="../../../../../source-technology/">here</a>.&nbsp;

The Power of Diversity in Tech: Insights from Women Leaders 

Demand for Cyber Security professionals is at an all time high with over <a href="https://hrforecast.com/global-labor-market-insights-june-2023-edition/" target="_blank" rel="noopener">3.3 million job postings between June 2021-23</a>. For professionals in the industry it might feel that there are endless possibilities but it&rsquo;s still a tricky market to navigate.&nbsp;
The type of Cyber Security positions available is expanding, with the skills being filtered into non-IT roles. For job seekers in the industry that means you need to be clear on what specialism you&rsquo;re interested in, and then have the skills and knowledge to back up that interest.&nbsp;
Let&rsquo;s learn more about the market right now and what you can do to succeed in your next job hunt.
&nbsp;
<h2>The Cyber Security job market right now</h2>
With an increase in the number and severity of cyber attacks across the UK there&rsquo;s been a shift in business&rsquo; approach to Cyber Security. That shift has seen the value of the market increase to a might $202 billion by the end of this year and demand for Cyber Security professionals increase.&nbsp;
The gap between demand and the number of experts available is increasing, with a <a href="https://www.linkedin.com/pulse/cyber-security-professionals-high-demand-2023-nithin-krishna/" target="_blank" rel="noopener">shortage of 3.5 million Cyber Security professionals</a> worldwide. That makes the market ultra competitive for employers and shifts the power to job hunters.&nbsp;
But with the business critical need for Cyber Security experts, businesses are looking for the best talent and the most able professionals to work with. That means specialisms and specific skills have never been more important.
&nbsp;
<h2 dir="ltr">Tips to navigate the market</h2>
For Cyber Security professionals either looking to enter the market or to secure a new position there are a few things you can do to make navigating the market easier. Let&rsquo;s take a look.
<h3 dir="ltr">Specialise</h3>
This is the most important decision you can make. With more focus on Cyber Security, positioning yourself as an expert in a specific area will make you more employable and more in demand. There are a multitude of different areas to specialise in, whether that&rsquo;s more traditional IT focused areas such as Security Analysts, Security Architects or Auditors. Alternatively there&rsquo;s Threat Intelligence, Software Development and Digital Forensics to name a few.
Finding an area of Cyber Security that you&rsquo;re passionate about and focusing your knowledge and experience in that area will help you to progress in your career and build a reputation as an expert in your field.
<h3 dir="ltr">Network</h3>
It&rsquo;s who you know, not what you know. Ok, so that&rsquo;s not quite true. But if you&rsquo;re looking to move into a particular field or work for a specific organisation then utilising your network is a great start.&nbsp;
Reach out to ex-colleagues, alumni from your university or study days and start building those all important connections. They might not be the person you need to speak to but could do an intro for you and help get your foot in the door.
<h3 dir="ltr">Relevant qualifications and knowledge</h3>
When you&rsquo;re busy working it&rsquo;s easy to let things slide but before you start your job hunt double check that your certificates are up-to-date. In such a competitive market certifications like CISSP, CISA and CISM will mark you out from the crowd.&nbsp;
They also demonstrate your commitment to your career. You should also keep up with the latest developments in your field and show you&rsquo;re motivated to continue learning. In an industry like Cyber Security where new developments happen almost every day, this is an essential attribute in an employee.
<h3 dir="ltr">The right support</h3>
With demand so high, recruitment moves quickly in the Cyber Security industry. And sometimes, despite all your best intentions you can&rsquo;t make it work on your own. That&rsquo;s when you need to start looking for the right support.
Checking the right job boards is the first port of call. There are boards dedicated to Cyber Security such as <a href="https://www.cybersecurityjobs.com/" target="_blank" rel="noopener">Cyber Security Jobs</a>, or <a href="../../../../../../jobs/">Careers in Cyber</a>. Scrolling the boards daily and setting up alerts can help notify you on the latest vacancies.
But what about those jobs that don&rsquo;t make it to a job board? That&rsquo;s where working with a specialised recruiter can pay dividends. Recruiters like us. Source Group International are award-winning global technology recruitment specialists. We know the Cyber Security industry and can connect great talent, like yours with the best employers. 
In such a highly competitive market you need to stay one step ahead. By specialising, making sure your qualifications are up-to-date and seeking out the right support for you, you can capitalise on the high demand for Cyber Security professionals. Don&rsquo;t just talk about finding your next position, make it happen.
<hr>
&nbsp;

Navigating the Cyber Security Job Market: Tips and Strategies

In today's ever-evolving digital landscape, the demand for cyber security experts is soaring globally. However, when it comes to a thriving industry and an excellent quality of life for tech workers, Switzerland stands out as a top destination for tech professionals.&nbsp;
Let&rsquo;s explore three compelling reasons why cyber security is not only a lucrative sector in Switzerland, but also what makes it such an attractive place for ambitious tech expats looking to conquer their next career defining challenge. 
<h3 dir="ltr">Why Cyber Security is Thriving in Switzerland</h3>
Strong Economy &amp; Innovation Hub: Switzerland boasts a robust economy known for its stability and innovation. This environment fuels the growth of the tech sector, including cyber security. According to recent statistics, the Swiss economy has consistently ranked among the top 20 largest economies globally, offering a solid foundation for tech companies and professionals to thrive.
Cyber Security Investment: Switzerland takes cyber security seriously, with significant investments in protecting its digital infrastructure. In 2020 alone, the Swiss government allocated over CHF 300 million to strengthen its cyber defense capabilities. This commitment translates into a growing number of cyber security jobs in the country.
Global Presence: Switzerland is home to numerous multinational corporations and international organizations, making it a prime target for cyber threats. This demand for top-notch cyber security experts and software engineers has led to a surge in job opportunities, with companies actively seeking talent to safeguard their operations. 
<h3>Swiss based Tech Companies that are Ideal For Expats</h3>
UBS Group AG: UBS is a leading Swiss financial institution with a strong emphasis on cybersecurity to protect its financial assets and customer data.
Credit Suisse Group AG: Similar to UBS, Credit Suisse is a major player in the Swiss banking industry and places a significant focus on cybersecurity to ensure the safety of its operations and clients.
Swisscom: As Switzerland's largest telecommunications provider, Swisscom requires robust cybersecurity measures to safeguard its network infrastructure and customer information.
Nestl&eacute;: This multinational food and beverage company, headquartered in Switzerland, places a high priority on cybersecurity to protect its intellectual property, supply chain, and consumer data.
ABB Group: ABB is a multinational corporation specializing in robotics, power, and automation technologies. Given its global reach, ABB invests in cybersecurity to safeguard its industrial and manufacturing processes.
There&rsquo;s a laundry list of top companies based in Switzerland that are looking for the best talent in cybersecurity to help them reinforce their systems and data management.
<h3 dir="ltr"> Why Switzerland is Ideal for Tech Expats</h3>
High Quality of Life: Switzerland consistently ranks high in quality of life indices. With a strong focus on work-life balance, stunning natural landscapes, and a clean environment, it's an ideal place for tech expats looking to balance a rewarding career with an excellent lifestyle.
Cultural Diversity: Switzerland is renowned for its cultural diversity, with four official languages and a cosmopolitan atmosphere. This diversity fosters a welcoming environment for expats, ensuring a smooth transition to life in the country.
Job Opportunities: Switzerland has a thriving job market, not only in tech but also in various other sectors. The unemployment rate remains low, and the country's strong economy ensures job security for tech professionals, making it an attractive destination for those looking to relocate. 
Are you considering a move to Switzerland for your tech career?&nbsp;
&nbsp;
<h3 dir="ltr">Join Our Upcoming Webinar&nbsp;</h3>
On October 4th, our award winning recruitment team will delve deeper into the thriving tech job market, and the opportunities it offers in the field of cyber security. Get all the information you need to make an educated decision about relocating to Switzerland with confidence.
<h3 dir="ltr"> IamExpat Webinar: Relocating As a Tech Professional To Switzerland</h3>
🗓️ Date: 4th October
🕒 Time: 5pm CEST
📍 Where: <a href="https://www.bigmarker.com/iamexpat-media/IamExpat-Webinar-Tech-Freelancing-in-Switzerland-for-Beginners">https://www.bigmarker.com/iamexpat-media/IamExpat-Webinar-Tech-Freelancing-in-Switzerland-for-Beginners</a>
For more information on working in Switzerland, speak to our expert team:&nbsp;<a href="../../../../../ch/contact/technology-recruitment-switzerland/">https://www.sourcegroupinternational.com/ch/contact/technology-recruitment-switzerland/</a>
Don't miss this chance to explore a prosperous and fulfilling career in the heart of Europe.

Unlocking Ambition with Cyber Security Jobs in Switzerland

When we talk about women in the tech industry it&rsquo;s normally focus on the number of them, pay gaps, and gender discrimination. While we absolutely should be talking about that there&rsquo;s so much more to women in the tech industry.&nbsp;
Women are killing it. They&rsquo;re forging ahead, creating new ways of working, new technologies, new policies, new institutes. So it&rsquo;s time to remember that and celebrate some truly incredible women in tech.&nbsp;
&nbsp;
<h2>Slow but steady&nbsp;</h2>
There&rsquo;s no hiding the fact that there&rsquo;s a gender issue within the tech industry. Women make up about 25% of all workers in the tech sector, and only hold 11% of leadership roles. But despite this underrepresentation they&rsquo;re still making a difference. &nbsp;
Our economy needs women in tech, <a href="https://www.mckinsey.com/capabilities/mckinsey-digital/our-insights/women-in-tech-the-best-bet-to-solve-europes-talent-shortage" target="_blank" rel="noopener">analysis by McKinsey</a> shows a tech talent gap of 1.4-3.9 million people by 2027 across EU-27 countries. This shortfall could be worth a GDP increase of up to &euro;600 billion. Increasing the percentage of women in tech roles to 45%, so not even at gender parity, would plug that gap.&nbsp;
The number of women in tech is slowly but steadily increasing. For the tech industry that means more viewpoints, more diverse teams, more creativity, more productivity and more profits. It&rsquo;s that foundation which is helping women to transform the tech industry. &nbsp;
&nbsp;
<h2>Influential women in tech&nbsp;</h2>
There are different ways to be influential. You could be championing diversity, you could be outstanding in your job, you could be uncovering new tech and how to use it. We&rsquo;ve decided to focus on a few women who are setting the industry on fire, with the huge caveat that there are so many amazing women, and men, in tech that we couldn&rsquo;t possible include them all.&nbsp;
<h3>Kate Crawford, co-founder of New York University&rsquo;s AI Now Institute&nbsp;</h3>
With a research background that delves into the benefits and dangers of AI, Crawford is championing a mindful and respectful development of AI. She co-founded the AI Now Institute in 2017 which aims to change how researchers look at AI and their interpretation of it from a technical, historical, sociological and legal standpoint. &nbsp;&nbsp;
<h3>Ellen Pao, co-founder and CEO of Project Include&nbsp;</h3>
As an advocate of women&rsquo;s rights Pao banned revenge porn and unauthorised nudes on Reddit which inspired other social media platforms to follow suit. She then founded Project Include whose mission is to address and prevent sexism and gender discrimination in Silicon Valley to improve diversity in the tech industry.&nbsp;
<h3>Gwynne Shotwell, president and COO of SpaceX&nbsp;</h3>
Having started her career on military space research contracts, Shotwell became the chief engineer of an MLV-class satellite program. This led to her being hired by SpaceX as the vice president of business development. Since then Shotwell has progressed to become the president and COO.&nbsp;
&nbsp;
<h2>Levelling the playing field for the future&nbsp;</h2>
The biggest way that women are transforming the tech industry is by forging a path for other women to follow. Because for women, a decision to pursue a career in STEM starts much earlier than many think. To encourage more women to join, and stay in, the tech industry we need to be looking at education initiatives and then at what opportunities can be created.&nbsp;
<h3>Education&nbsp;</h3>
There are two points where participation in STEM drops - moving from compulsory education to university and then from university to the workplace. The drops are fairly significant. An <a href="https://www.mckinsey.com/capabilities/mckinsey-digital/our-insights/women-in-tech-the-best-bet-to-solve-europes-talent-shortage" target="_blank" rel="noopener">18% decline going into university</a> and then a 15% decline entering the workforce. &nbsp;
Employers that are serious about creating gender equality in the tech industry need to start working with schools, colleges and universities to create educational initiatives that encourage and support women to succeed. Inspiring girls to be curious, to be technical and to be whatever they want to be.&nbsp;
<h3>Opportunities&nbsp;</h3>
For women to transform the tech industry, they need to be in the tech industry and not just working in administrative roles. Navisite found that 75% of women in tech are consistently asked to complete more administrative tasks than their male counterparts. That&rsquo;s simply not good enough. &nbsp;
We&rsquo;ve seen examples of women who are trailblazers in the industry, and then are so many more excelling at their chosen career and making waves - literally in some cases. But the opportunities have to be there to help them succeed. Women are less likely to put themselves forward for promotion, this isn&rsquo;t about positive discrimination or measures to give women a boost. It&rsquo;s about creating a supportive environment that nurtures talent and empowers everyone to succeed. &nbsp;&nbsp;
&nbsp;
Women need to see amazing women doing amazing things in the tech industry, and then have the education and opportunities to get there themselves. We need to keep showcasing women who are transforming the industry and changing technology to help everyone remember that women are incredible and the tech industry is a better place for them being in it.&nbsp;
Source Technology are dedicated to discovering technology talent to drive your business forward. If you&rsquo;re passionate about building an inclusive future for your organisation then speak to our experts today. Find out our process and how we can work with you, <a href="../../../../source-technology/our-process/" target="_blank" rel="noopener">here</a>. &nbsp;
&nbsp;

Making a Difference: How Women in Tech are Transforming the Industry

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<h3>Embracing the Seeds of Change</h3>
In January 2022, we partnered with <a href="https://ecologi.com/">Ecologi </a>as part of our CSR promise. SGI made the bold pledge to plant a tree for every successful placement made with you, our customers. This commitment has led to establishing our very own SGI Rainforest, symbolising our dedication to combating climate change, restoring ecosystems, and giving back to communities.
Today, we are thrilled to announce that we have planted an impressive 1910 trees in the SGI Forest! This achievement is a testament to our customers' invaluable support and trust.
<h3> What is Ecologi?&nbsp;</h3>
UK- Based start-up Ecologi, is on a mission to reduce half the world&rsquo;s projected greenhouse gas emission by 2040. With Ecologi, businesses and individuals can fund planet-positive projects and offset carbon through subscriptions. Since they formed, Ecologi have helped to plant over 60 million tree in reforestation projects around the world. They have offset over 2 million tonnes of CO2, which is the equivalent of taking 400,000 cars of the road. Ecologi have helped over 19,000 businesses taken climate action.
<h3> Tracking Progress and Making an Impact</h3>
We invite you to join us in tracking the growth of the SGI Rainforest on our <a href="https://ecologi.com/sourcegroupinternati">dedicated Ecologi page</a>.&nbsp;
So far, we've planted trees in:
<ul>
<li>Madagascar&nbsp;</li>
<li>Ethiopia</li>
<li>Kenya</li>
<li>Mozambique</li>
<li>Morocco</li>
<li>Tanzania</li>
<li>Nicaragua</li>
<li>Uganda&nbsp;</li>
</ul>
<h3>Going Beyond Tree Planting</h3>
The SGI CSR promise extends beyond tree planting. It encompasses our commitment to working with communities and driving measurable change. Through our partnership with Ecologi, we also support the Eden Rainforest Project, which enables people in rural communities worldwide to earn a consistent liveable income whilst restoring the environment and improving fisheries, agriculture, and carbon sequestration. For many people, this is their first chance at earning a reliable income, which is transformational, enabling them access to clean water, food security and education for their children.
<h3> Proud Partners of Ecologi&nbsp;</h3>
So far, the Ecologi community of 40,723 members has funded the planting of 66.1 million trees, which has avoided 2.7 million tonnes of Co2. It's incredible to see the impact we can have when we work together!
Thank you to all our customers for their support of our CSR initiatives. Together, let's keep planting trees, embracing sustainable practices, and building a brighter tomorrow for future generations.&nbsp;
If you want to learn more about how we are giving back to our community, please check out our Source Talks Community page, we are hosting a <a href="../../../../../../events/women-in-tech-leading-the-way-to-a-more-inclusive-future/">Women in Tech webinar</a> soon to promote diversity across the technology community.

Embracing Sustainability

Despite only being around for 13 years, Kotlin has made quite a splash. Attracting large companies to adopt it as their primary programming language, getting Google on side to crown it the official Android app language and taking on the established giants such as Java.
That&rsquo;s why it&rsquo;s no surprise that an increasing number of companies are making the move to Kotlin for their development needs. But is it a passing trend or will we see more companies making the move?
<h3>What makes Kotlin so great?</h3>
When it comes to Android app development there&rsquo;s no doubting that Kotlin is the golden child. It&rsquo;s easy to use, reduces errors, and has a huge community of support so it&rsquo;s easy to understand why it&rsquo;s had such a boost in popularity. (If you want to dig deeper into Kotlin&rsquo;s functionality check out our previous blog.)
What&rsquo;s clear is that Kotlin has firmly established itself as the language of choice for Android app development, and is starting to spread its wings even further.
<h3>Who&rsquo;s made the switch already?</h3>
A whole myriad of companies have already made the switch, with Google explaining their support for Kotlin is because it&rsquo;s more efficient, produces safer code and is 100% interoperable with Java. Not only that but back in May 2017 it announced Kotlin as the official Android development app.
Since then multinational companies such as Netflix, Uber, Twitter, Pinterest and Trello have all switched to Kotlin. At the end of 2022 it was announced that Meta is moving its Android apps away from Java to Kotlin. Their move isn&rsquo;t a small one, with thousands of developers and a multi-year effort to convert their apps. The scale of Meta is a milestone for Kotlin and could be the start of even more companies choosing to shift allegiances.
<h3>Why switch and what are the alternatives?</h3>
With the rise of mobile first technology it&rsquo;s no surprise that many businesses are prioritising mobile and app development. Kickstarter and Uber migrated to Kotlin for that very reason.&nbsp;
The second reason why bigger companies are deflecting to Kotlin is for its flexibility. Both Evernote and Trello cited its adaptability and flexibility as primary reasons for switching to Kotlin for their development needs.&nbsp;
Its scalability, stability, security and overall performance often trump Java and are a real draw for many when evaluating their programming languages.
For the most part when evaluating which language to use, it comes down to Kotlin vs Java. Both are strong contenders and both have their advantages and disadvantages. But there&rsquo;s a definite shift away from Java with more businesses embracing the flexible, speedy nature of Kotlin.
Let&rsquo;s take a look at why that might be.
<h3>Java</h3>
A highly established programming language, Java has history. It works on pretty much any device, operating system and server as well as JVM. It&rsquo;s packed with features, experience and ways of working that just make sense.&nbsp;
● &nbsp; &nbsp;It&rsquo;s open source ● &nbsp; &nbsp;It&rsquo;s community driven ● &nbsp; &nbsp;It&rsquo;s easy to learn ● &nbsp; &nbsp;It&rsquo;s statically typed ● &nbsp; &nbsp;It&rsquo;s object-orientated ● &nbsp; &nbsp;It supports functional programming
And that&rsquo;s just some of its advantages. But for some that&rsquo;s no longer enough.
Compared to Kotlin, Java&rsquo;s coding is lengthy. What Kotlin can do in a line of code might take a paragraph in Java. The succinct nature of Kotlin, and the knock-on benefits of being more productive and quicker are definite draws compared to sticking with Java.
What&rsquo;s more Kotlin&rsquo;s null safety requires you to explicitly define whether a variable can be null. Preventing &ldquo;the Billion dollar mistake&rdquo;. You never can be too careful.&nbsp;
Will Kotlin replace Java? Never say never but it&rsquo;s highly unlikely. There will always be those that prefer the breadth of Java, particularly when it comes to general-purpose programming where Java is still ahead of Kotlin.
<h3>What&rsquo;s the future for Kotlin?</h3>
Any change in technology isn&rsquo;t a decision taken lightly by a business. Switching programming language has to have clear business benefits and make life easier. Since Google&rsquo;s partnership with Kotlin in 2017 it&rsquo;s obvious that Kotlin has a strong future, and it&rsquo;s got the backing to grow even further.&nbsp;
The future is bright for Kotlin, with such influential backing and a strong developer community, this agile language is sure to attract more users and challenge Java for its top programming language crown.
Are you ready to empower your development team with Kotlin? Unlock productivity, code maintainability, and scalability by adopting Kotlin as your go-to programming language. By embracing Kotlin early on, you position your company at the forefront of technology, attracting top talent and demonstrating your commitment to innovation. Speak to our Kotlin experts today about starting your <a href="../../../../../contact/technology-recruitment-switzerland/">digital transformation</a>
Interested in a Kotlin career? Browse our <a href="../../../../../../source-technology/roles/kotlin-developer-jobs/">Kotlin job vacancies</a> and apply today.
&nbsp;
Other Kotlin Related Posts&nbsp;
<a href="../../../../../../news/kotlin-the-future/">Is Kotlin the Future?</a> <a href="../../../../../../news/kotlin-backend-development-compared-programming-languages/">Kotlin for backend development and how it compares to other languages</a> <a href="../../../../../../news/introduction-to-kotlin/">Introduction to Kotlin</a> <a href="../../../../../../news/kotlin-android-development/">Why is Kotlin good for Android Development?</a>
&nbsp;
&nbsp;

Why companies are switching to Kotlin for their development

Kotlin has increased in popularity over a relatively short time period. But it&rsquo;s not the only programming language around. And with other languages more established, more robust and maybe better suited to backend development, can Kotlin really stack up?
<h2>Why is Kotlin rated so highly?</h2>
With demonstrable success being used in front-end development it&rsquo;s only natural that the shift to backend development will happen. It&rsquo;s short and easy to maintain code makes it a friendlier language for developers.&nbsp;
But where it really shines is its compatibility with Java, meaning you can create additional functions in Kotlin within Java code. This interoperability gives developers access to Kotlin features and speed but Java libraries creating a whole world of potential.&nbsp;
Its null safety, one of the biggest issues in Java, means Kotlin has created a powerful feature that developers will be thankful for time and time again.&nbsp;
As the new kid on the block, Kotlin takes a fresh approach to backend development and what it lacks in power or speed it more than makes up for in productivity and time savings.
<h3>What other options are there for backend development?</h3>
When it comes to languages for backend development you can take your pick. With around 10 options, each with their own pros and cons, it can be tricky to make sure you&rsquo;re selecting the best language for the job.&nbsp;
Let&rsquo;s take a look at the most popular alternatives.
<h4>Java</h4>
As the second most used backend technology today, Java is a force to be reckoned with. It&rsquo;s features make it the language of choice for many developers and it&rsquo;s commonly used for creating mobile apps.&nbsp;
But its hardware requirements make it expensive and it can be a labour of love. There are definite positives to Java - it&rsquo;s multiple threads, open source libraries and high security but it&rsquo;s not all roses.
<h4>Ruby</h4>
Used by global companies such as Airbnb, Shopify and Etsy to manage backend tasks this highly flexible and scalable coding language is a popular choice. With external libraries, meta programming and with quality testing tools it&rsquo;s also a robust language.
It&rsquo;s not all roses though. Debugging Ruby can take time and many report its runtime is sluggish compared to other languages.
<h4>PHP</h4>
Easy to use and easy to integrate, it&rsquo;s an oldie but a classic. With new development frameworks, &nbsp;codebases and an active community it&rsquo;s easy to see why PHP makes the cut. Without the online libraries of newer languages it&rsquo;s more time consuming and requires a greater level of knowledge. It&rsquo;s also open source based which raises the risk of substandard coding.
<h4>C#</h4>
One of, if not the most, prevalent language for backend development. With a reputation for running code faster than its competitors, it&rsquo;s a strong choice for game development platforms and command-line interface tools.&nbsp;
It&rsquo;s main drawback? It can only run on Windows OS, limiting its use. But it is compatible with older frameworks, making it a handy language to have in your arsenal.
<h4>Python</h4>
Often complimented for its neat and readable code, Python is a great option for writing scripts to execute backend functions. With its coding syntaxes reading more like English than its counterparts, it&rsquo;s an easy language to learn and to read. Helped, in part, by the vast online Python libraries where you can find ready-made codes for basic development tasks.&nbsp;
Free to download, able to support IoT functions there are many reasons why Python is a strong contender for backend development.
<h4>C++</h4>
The ability to code all operating systems is what makes C++ different. This low level programming language can communicate directly with embedded hardware devices making C++ a valid option for creating multi-platform apps. This direct communication with embedded hardware is a blessing and a curse as it means a malicious coder can create an exploit that causes a malfunction.&nbsp;
<h4>JavaScript</h4>
The most well known, and prominent programming language. Allowing both the backend and frontend coding, it allows mobile and web apps to be developed far quicker. Due to this it can also be more cost-efficient. Since JavaScript is open-sourced, there are always improvements to the tech making it a flexible programming language.
JavaScript backend developers can find the workability of middlewares confusing and the procedure for using MySQL is complex. But there&rsquo;s a reason that JavaScript has remained the most popular programming language across the last 10 years.
<h2>Which language is best for backend development?</h2>
This is one of those questions that you&rsquo;re never going to get a cohesive answer on. The best language is the one that&rsquo;s right for the project, your knowledge and the objective. But that being said there are definite advantages of Kotlin over the other languages.
With its null safety, compatibility with all Java written frameworks, functional programming and concise syntax Kotlin is a robust, easy to use option that can create a smooth backend development process.
Are you looking to move your backend development to Kotlin? If you have any questions or need further guidance, feel free to reach out to the Source Technology team. Interested in exploring Kotlin-focused positions? View our available <a href="../../../../../../source-technology/roles/kotlin-developer-jobs/">Kotlin Developer roles</a>. Check out our recent interview with David Denton, <a href="../../../../../news/interview-david-denton/">exploring Kotlin &amp; the benefits of the language</a>.&nbsp;
We're here to support you on your journey to success!
&nbsp;
Other Kotlin Related Posts&nbsp;
<a href="../../../../../../news/kotlin-the-future/">Is Kotlin the Future?</a>
<a href="../../../../../../news/why-companies-switching-kotlin-development/">Why Companies are switching to Kotlin development</a>
<a href="../../../../../../news/introduction-to-kotlin/">Introduction to Kotlin</a>
<a href="../../../../../../news/kotlin-android-development/">Why is Kotlin good for Android Development?</a>
&nbsp;

Kotlin for backend development: How it compares to other languages

Switzerland. The land of chocolate, cheese and mountains, but also a thriving hub of tech and innovation.&nbsp;
With a highly-skilled workforce, a stable political system, and both venture capital and R&amp;D investment Switzerland is a melting point of ideas and development. But with so many opportunities there comes a risk that the talent pool won&rsquo;t be able to keep up with demand.&nbsp;
We take a look at Switzerland&rsquo;s tech industry to dig into the trends and the talent.
<h3>A world leader in innovation</h3>
For the last 12 years Switzerland has dominated the Global Innovation Index (GII), holding onto its first place ranking. The GII tracks global innovation trends and growth to identify which regions are charging ahead, and who&rsquo;s left trailing behind. An impressive 12th year at the top is testament to the commitment and value placed on innovation by Switzerland.&nbsp;
With the government a champion of R&amp;D, strong and stable economic climate, and a focus on technology it&rsquo;s clear to see why Switzerland remains a global leader in innovation.
Hand in hand with innovation is technology. Crypto AG, Dartfish, Logitech, Scandit, Coresystems, Vidby to name a few are all based in Switzerland. It&rsquo;s this thriving tech community that is pushing the boundaries and creating exciting employment opportunities for those looking for a career in tech.
<h3>Key areas of tech focus</h3>
<h4>Cybersecurity</h4>
With political stability, legal certainty and global neutrality, Switzerland is the ideal base for cybersecurity companies. Particularly, when those factors are combined with its high level of privacy protection.&nbsp;
For Switzerland, cybersecurity is also a tool for humanitarian good and there is a level of support and investment to work towards just that.&nbsp;
<h4>Blockchain and crypto</h4>
Having been involved in the development of blockchain, and with a pragmatic, business-friendly approach the emergence of blockchain and crypto tech is quickly becoming a mainstay of the tech industry within Switzerland. There are over 220 fintech companies in Switzerland, with around half of those operating in the crypto and blockchain industry and this is an area that&rsquo;s bound to grow over the coming years.&nbsp;
<h4>AI</h4>
With developments in AI over the last few years, it&rsquo;s no surprise that Switzerland is bursting with AI-based startups and businesses. AI radio programming, boarding passes and drone technology are just some of the innovations that are being rolled out in the country, making it an exciting time for those working in the AI industry.
<h4>Digital personalised health</h4>
You can&rsquo;t talk about Switzerland and technology without mentioning biotech. The most recent development coming out of biotech and life sciences is personalised health. With high levels of R&amp;D funding, world-leading life science research and first-class technology the digital personalised health agenda will create an efficient, patient-centric healthcare system.
<h4>Workforce need-to-knows</h4>
The foundations of its technological drive and knowledge comes from its outstanding education system. Home to some of the world&rsquo;s most prestigious research universities, like the Swiss Federal Institute of Technology, The University of Basel and the Zurich University of Applied Sciences, Switzerland&rsquo;s education system produces graduates that are highly specialised in their fields.
With four official languages - German, French, Italian and Romansh, Swiss workers bring more than just their tech know-how to a job. Many universities also teach English, giving graduates an international edge.
Many of those graduates are choosing to specialise in technology, with over 155,700 registered software developers in 2019. That number still isn&rsquo;t enough to meet the high demand, with a report that by 2026 staff shortages in Switzerland&rsquo;s tech industry will exceed 40,000. Creating opportunities for those based elsewhere to capitalise on.
Switzerland&rsquo;s highly skilled international workforce has also topped the IWD World Talent Ranking for the sixth consecutive year. Demonstrating the breadth of talent in the country. But with an increase in the number of foreign workers in Switzerland of 26% during 2022, there are plenty of opportunities for those looking to move to the country.
What&rsquo;s apparent is that for those in the tech industry, Switzerland can give Silicon Valley a run for its money. Not only is it bursting at the seams with innovation, start-ups and research initiatives but it&rsquo;s got the talented workforce to match. The only fly in the ointment is whether there&rsquo;ll be enough talent to support the growing tech industry and all the opportunities that will come out of it. But maybe that just means more opportunities for those outside of Switzerland, who are willing to make the move.
<h4>Key Cities</h4>
In the heart of Switzerland's innovation landscape, Basel stands out as a key player, offering a range of exciting <a href="../../../../../../source-technology/locations/jobs-in-basel/">technology roles in Basel</a>, particularly for those interested in the intersection of tech and life sciences.
Geneva, known for its vibrant tech scene and international flair, presents a wealth of opportunities for professionals seeking <a href="../../../../../../source-technology/locations/jobs-in-geneva/">Geneva technology jobs</a> in cutting-edge fields like AI and blockchain.
Source Technology GmbH partner with forward thinking organisations across a range of industries. Have a look at our current technology job opportunities across&nbsp;<a href="../../../../../source-technology/locations/jobs-in-switzerland/">Switzerland</a>. Or contact our specialist recruitment team in Switzerland for expert advice and guidance.&nbsp;
&nbsp;

Switzerland's tech workforce: A look at the country's talent pool and job market

Wherever you&rsquo;re reading this right now, you&rsquo;re probably no more than 50 cm away from an embedded system. Mobile phone? Embedded system. Laptop? Embedded system. Smart speaker? You guessed it.&nbsp;
They&rsquo;re an integral part of our lives but there&rsquo;s been development in the embedded system world, and that&rsquo;s the internet, or more specifically the IoT.&nbsp;
The possibilities the IoT brings and the practical uses of embedded systems means that there&rsquo;s new applications appearing every day. From wearable devices to machine optimisation, there&rsquo;s barely an industry around that hasn&rsquo;t been impacted. The exciting part? This is only the start.&nbsp;
The powerhouse of IoT enabled embedded systems is fuelling developments and innovation like nothing else and opening a world that we&rsquo;ve barely scratched the surface of.
<h3>A potted history of embedded systems</h3>
Dating back to the 1960s, embedded systems have become an essential part of our daily lives. From cars to mobile phones to sensors to medical equipment, the technology we rely upon wouldn&rsquo;t function without embedded systems.&nbsp;
Initially designed for collecting real-time flight data for the Apollo launch, its usage shifted into missile guidance and then fuel injection systems for vehicles. Intel then released the first commercially available processor in 1971 and since then, it&rsquo;s prominence in technology has grown.
But despite our dependence on them, embedded systems haven&rsquo;t developed much, until recently.&nbsp;
<h3>AI and embedded systems</h3>
The development of AI has opened a world of opportunities for embedded systems. With the systems themselves becoming more complex many are now able to supplement human decision-making or exceed human capabilities.&nbsp;
Embedded AI operates at a device level, rather than a data centre in the cloud. Helping industries like aviation, finance, manufacturing and healthcare through advanced analytics and business insights.&nbsp;
It&rsquo;s made embedded systems smarter, and more responsive but that alone isn&rsquo;t enough. When AI embedded systems are combined with the IoT, that&rsquo;s where the magic starts to happen.
<h3>The impact of IoT</h3>
When embedded systems are connected to the internet there&rsquo;s no limit for their technological capabilities and practical applications. For embedded systems it&rsquo;s the biggest development in recent years and a game changer for the technical world.&nbsp;
This is a development that&rsquo;s been building for a few years and slowly the level of internet enabled embedded systems has been increasing.&nbsp;
Let&rsquo;s take a look at a few areas that have been impacted by developments in embedded systems.
<h4>Personal devices</h4>
Most of us don&rsquo;t realise that many of the devices we use on a daily basis combined embedded systems with the IoT. From smart home devices that control our thermostats to smartwatches and fitness trackers to smart speakers, embedded systems are embedded in every aspect of our lives.
<h4>Healthcare</h4>
Remote monitoring of patients frees up resources and empowers patients to track their vital signs which can then alert medical professionals if needed. Wearable devices including blood pressure, glucose and ECG monitors are all recent developments and this is an area which is going to continue to develop and make a positive impact.
<h4>Transportation</h4>
As embedded systems and vehicles have a history it&rsquo;s unsurprising that the transport industry is taking full advantage of IoT enhanced embedded systems. Used to track vehicles, optimise driving routes and reduce fuel consumption embedded systems are streamlining transportation, making efficiencies and optimising ways of working.
<h4>Manufacturing</h4>
The ability for IoT embedded systems to remotely monitor and alert based on set parameters makes them ideal for the manufacturing industry. This capability allows equipment to be controlled and operated to minimise downtime and maximise efficiency.
<h3>IoT and innovation</h3>
What makes this so exciting is there are developments and solutions that we haven&rsquo;t even thought about yet. The uses of current IoT embedded systems are solving everyday problems. We want to turn the heating up so our house is nice and cosy when we get home. We want to track our weight. We want to be alerted when something isn&rsquo;t working quite right.&nbsp;
But there are so many possibilities. So many uses that are still to come. It&rsquo;s these unknown possibilities that are fuelling innovation, not just across one area but across all industries.&nbsp;
The future is the IoT, and the future is embedded systems. When you combine the two together there&rsquo;s a wonderful, unknown space for research, development and innovation.&nbsp;
Are you ready to build the IoT dream team? Or perhaps you&rsquo;re looking for a <a href="../../../../../jobs/">new opportunity in IoT?</a> Contact our Source Technology recruitment experts today and let us help you find the skilled professionals who will drive innovation and success in your IoT projects. <a href="../../../../../contact/">Get started now!</a>

The future of IoT: How embedded systems are driving innovation

<pre><iframe title="YouTube video player" src="https://www.youtube.com/embed/uccRWumMNLs" width="560" height="315" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share" allowfullscreen="allowfullscreen"></iframe></pre>
<h3>Source Talks: The Tech Lab &ndash; Episode 1</h3>
In our first episode,&nbsp;<a href="https://www.linkedin.com/in/gusfirth/">Gus Firth</a> sat down with <a href="https://www.linkedin.com/in/nsimaria/">Nuno Simaria</a>, former CTO at HelloFresh and now the CTO at TIER Mobility, for a fascinating discussion on scaling and hiring. We're thrilled to have Nuno as our first guest on the podcast, and we hope you enjoy listening to his insights as much as we did.
Throughout the episode, Nuno shared his insights on building high-performing teams and the challenges of retaining top engineering talent. He also discussed his experiences working in both the startup space and large enterprises, offering valuable advice on creating an environment for success.
One of the most interesting aspects of the episode was Nuno's journey into the tech industry. He shared how software captured his heart and offered advice to junior software engineers looking to follow in his footsteps. We even got his opinion on the new generation of 'Gen Z' hires, offering unique insights into what companies should look for in these up-and-coming tech professionals.
Source Talks: The Tech Lab will investigate numerous factors that contribute to building, growing, and maintaining effective engineering teams. Hiring trends we'll discuss throughout the podcast series include diversity &amp; inclusion, hybrid working, developing leadership, proactive candidate engagement, and preparing for the future workforce.&nbsp;
You can reach our podcast on the following streaming sites:&nbsp;<a href="https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy5idXp6c3Byb3V0LmNvbS8xNTIxNzI3LnJzcw?sa=X&amp;ved=0CAcQrrcFahcKEwiouMrvouj-AhUAAAAAHQAAAAAQLA">Google Podcasts</a>,&nbsp;<a href="https://sourcetalkspodcast.buzzsprout.com/">Buzzsprout</a>,&nbsp;<a href="https://open.spotify.com/show/7rOF4CxOnlpjOj9KTo7iRi">Spotify</a>&nbsp;and&nbsp;<a href="https://music.amazon.com/podcasts/685697ab-0573-4b9c-81d9-9e50dcffe597/source-talks-podcast">Amazon Podcasts</a>.&nbsp;
To watch our visual podcast episodes, check out our YouTube channel&nbsp;<a href="https://www.youtube.com/channel/UCK-VJ2T5r9NVNt1utDuTuhw">here</a>.

Source Talks: The Tech Lab Podcast

You&rsquo;ve been offered the job, congratulations! But don&rsquo;t accept it right away. Now you&rsquo;re into negotiation time.&nbsp;
But where do you start? How do you know what to counter offer with? You could just pluck a random number from your mind and hope for the best. Or you could adopt a strategic, researched approach that sets you up for success.
<h4> Tip #1: Do your research</h4>
 Would you walk into a shop to buy a new TV without knowing what size you can fit in and roughly what they&rsquo;re going for in other places? No, you wouldn&rsquo;t.&nbsp; But that&rsquo;s what so many of us do with salary negotiations. We don&rsquo;t know what the market rate is, or what benefits or perks are important to us and try to negotiate blindly. Don&rsquo;t.&nbsp; Do your research so you can confidently say &ldquo;The other positions I&rsquo;m interviewing for fall between &pound;XX and &pound;XX&rdquo;.
<h4>&nbsp; Tip #2: Do think about the whole package</h4>
 Your package isn&rsquo;t just your salary. Yes, that&rsquo;s a big part of it and it&rsquo;s definitely important. But when you&rsquo;re negotiating your salary and they&rsquo;re driving a hard deal, think about what else could be included in your overall offer to sweeten the deal.&nbsp;
That could be a pay review (agreed in writing), flexible working, pension, annual leave, there are so many components that make up your package, don&rsquo;t forget about them.
<h4> Tip #3: Don&rsquo;t rush to accept an offer</h4>
 When an offer is made it&rsquo;s like someone turns on the Countdown clock. You feel pressured and like you need to act right now.
The offer isn&rsquo;t going anywhere. You have time to breathe, think, and then act.&nbsp;
Take your time, as long as you&rsquo;re still in communication with the recruiter so they know you&rsquo;re still thinking about it you can take time to consider your options, and of course, negotiate.
<h4> Tip #4: Do negotiate&nbsp;</h4>
 Our last tip leads beautifully into this one. Negotiate. It&rsquo;s not rude. It doesn&rsquo;t make you look high-maintenance. It&rsquo;s expected.
Negotiating is your time to show that you know your worth, and you&rsquo;re going to make sure you get it. Start with your research, put it in writing, highlight what you bring and also what you&rsquo;d have to leave behind to accept this offer.&nbsp;
Negotiating isn&rsquo;t always quick but hold your nerve and you can come out on top.
&nbsp;
<h4>Tip #5: Do know your worth&nbsp;</h4>
 Armed with your research, you should know in the wider market what you&rsquo;re worth. But now it&rsquo;s time to dig deeper. What is it that you bring that others don&rsquo;t? Do you have specific knowledge of a niche area? Are you a graduate with up-to-date education? Have you rolled out a tricky tech solution?&nbsp;
It&rsquo;s those specific skills and experiences that will secure you the higher salaries, particularly in the tech sector.&nbsp;
<h4> Tip #6: Don&rsquo;t show your cards too soon</h4>
 Early on in the application process it&rsquo;s likely you&rsquo;ll be asked for your salary expectations. Generally speaking, that&rsquo;s too early to answer it. At that point you don&rsquo;t always know the full details of the role and you don&rsquo;t have enough information to form a valid opinion.&nbsp;
The truth is that you don&rsquo;t have to reveal it at this point. Informing the recruiter or interviewer that you&rsquo;d like to hear more about the role before you give an answer is a perfectly valid thing to say. As soon as you say a number you&rsquo;re making it harder to negotiate down the line. Hold that poker face and don&rsquo;t show your hand just yet.
<h4> Tip #7: Do think long term</h4>
 No future promise of promotion or progression should ever be taken in lieu of salary. But it is important to think about the opportunity and what you&rsquo;ll get out of it. Is it in a bigger company, will you learn a specific skill, is it a step up? All of those points and the longer-term impact on your career should be considered, particularly when it comes to how hard you want to negotiate.&nbsp;
For a role that&rsquo;s going to establish you on a niche path you might be happier to nudge back vs. a side step where you want to demand compensation.&nbsp;
&nbsp;
Like all good tech projects, great salary negotiations start with research. Benchmarking yourself within the market is the best way to understand what&rsquo;s realistic. From there the key is to be confident and understand what it is about you that makes you such a great investment. Remember, a bit of negotiation is expected just make sure you&rsquo;re being polite and you get it all in writing.
Our Source Technology consultants can help you negotiate your salary, they will coach you throughout the process and ensure you get the best result. See our current live opportunities <a href="../../../../../../jobs/">here</a>.

7 tips for negotiating tech salaries

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Fluro is a technology-led consumer lender, offering unsecured personal loans via their white-label platform.
They have lent more than &pound;250m of loans since launching in 2014. Fluro transitioned from PHP to Kotlin due to its larger talent base and better support for concurrency. They considered Java but found Kotlin to be more productive, and with great interop with the Java ecosystem. Fluro has used Kotlin for multiple projects, including customer portals, pricing, external data integration, and payout automation.
Currently, 20% of their codebase uses Kotlin, with a goal of reaching 100%. The biggest challenge was getting PHP developers accustomed to the new language and approach to development and operations techniques needed for Kotlin compared to interpreted languages like PHP. The conversation is about <a href="../../../../../../source-technology/roles/kotlin-developer-jobs/">hiring Kotlin developers</a> and the challenges involved.
The company looks for candidates with strong coding skills and project ownership but has had difficulty finding enough qualified candidates. They have tried a pair programming exercise as part of their interview process, but some candidates struggle to complete it within the allotted time.
Tom Wood interviews Jason de Carvalho and explores the journey Fluro took when moving to Kotlin.&nbsp;
Tom: When did you start using Kotlin?&nbsp;
 Jason: 2021. Previously we had a PHP monolith, we wanted to pick a JVM language or a language that's got a larger talent base of people that can build distributed systems.
So PHP, you've got two types of engineer, one that builds that sort of system, but ones that just do WordPress or Drupal and that sort of stuff as well. We felt there was a bigger market there. And also there were a few issues we'd have with using PHP in the particular framework, like in terms of concurrency or some libraries not there are some quirks in there that haven't been seen in enterprise-ready libraries in the Java ecosystem. Just sort of the types of use cases not being fought about by the people writing those libraries. So there's an aim to do that.&nbsp;
 Tom: In your previous company you were using JVM, weren't you?&nbsp;
 Jason: Yeah, it was mainly Java. Some teams were using Scala and including one of the groups in my area, around 30-40 people there.
 Tom: And then the transition from PHP to Kotlin seems to be there are at least two of the fairly similar businesses to you. Lendable is on a similar journey and Personio is as well, so it seems to be an interesting route there. And, what framework are you using?
Jason: It's http4K. We liked its simplicity and functional style, which is a common theme to many of our tech choices. Despite focusing on developer experience and simplicity, it's also super performant despite the simplicity. And the default way of using it isn't with explicit concurrency unlike Ktor that uses coroutines, it's just threads and it's still super performant. With Project Loom coming out eventually, then this is going to be sort of a non-issue and we don't need even the complexity overhead of coroutines.&nbsp;
 Tom: In terms of the applications that you're using Kotlin for within your business, what is it across the whole business or what applications are you using it for?&nbsp;
 Jason: It's going to be across the whole business in due course. The first project we launched was a rewrite of our customer portal, Kotlin on the back end and Typescript/React on the front end. But since then we've built a new pricing service and external data integration service. We're building a service to automate payouts in the reusing Kotlin. Essentially building in Kotlin as much as we can.&nbsp;
Our new work is done in Kotlin, and we'll make some smaller changes to the monolith tactically, but the broader strategy is to be working in Kotlin now.&nbsp;
 Tom:&nbsp; How much of the company's code base is in Kotlin would you say?
 Jason: I think we're up to about 20% now. It's maybe a two-to-three-year goal to be near 100%. There are probably going to be some laggards, but that sort of time frame is.&nbsp;
 Tom: Okay, fine. And do you think there are barriers that might prevent you to get into that 100% number?&nbsp;
 Jason: One of the early ones was getting people from a PHP background to be able to write Kotlin code, its easier for people from a Java background. They picked it up super quick. But it's the bigger change for PHP and it's not just the language, there's the frameworks we use and there's just kind of the approach to development that's different.
 Tom: Okay, and in terms of your engineering team, what is the balance between the PHP and Kotlin now?&nbsp;
 Jason: It's about 50:50 in terms of people's backgrounds with a couple of React engineers.
&nbsp; Tom: Did you manage to find any PHP and Kotlin people or did you just have to upskill everyone?&nbsp;
 Jason: I don't think we hired anyone with Kotlin experience before they joined us. This has been a non-issue with people from Java backgrounds. I imagine it'd be almost a non-issue from C# as well, but in general, we're open to literally any other background. Our main focuses are their fullstack development skills and their test-driven development skills.&nbsp;
 Tom: What are the three top three benefits you've experienced from adopting Kotlin?&nbsp;
 Jason: Part of our modernization has been rewrite the system with better quality code. And so it's not just been because of the language shift, you can build high-quality systems in PHP as well, but in general we're finding more concise code that does end up being better quality and more performant systems.&nbsp;
 Tom: How many people in your business are doing Kotlin?
&nbsp; Jason: Our team is around 16 people, and essentially all of them can do some Kotlin now.
&nbsp; Tom: And do you have any freelance or contractors or is everyone permanent within the business?&nbsp;
 Jason: It's all permanent.&nbsp;
 Tom: And specifically on the hiring side, then, what are the kind of main challenges you faced when trying to hire Kotlin engineers?&nbsp;
 Jason: We've been focusing on really great coding skills, which is a very narrow subset of the whole skillset. We ask for what sort of level of project ownership. Level of project ownership is more how progressed in their career are they rather than the hard criterion. Whereas for everyone, we're looking for really strong coding skills like being able to write really good code in our programming coding exercise and finding people that really double down into that coding skills has maybe been a challenge.&nbsp;
 Tom: How long do you expect the pair programming exercise to take?&nbsp;
 Jason: It's an hour of pair programming. We &nbsp;have 30 minutes of talking about it. But we are working on a revised edition of it where we give more of a skeleton. So that all of that time can be focused on one part of that, the most tricky high-signal part of it. If a candidate does that well, then you would have probably done the rest of it well as well. We've made sure the candidate definitely has enough time to be able to do that part of the interview or of the exercise. Whereas before they got there, they often ran out of time just because you were, ironically, putting more effort into the quality of the rest of it.
&nbsp; Tom: Have you interviewed anyone since you've made the slight nuances changed?&nbsp;
Jason: I'm not sure whether it was in place for the last couple of hires that we made but quite possibly it was okay.&nbsp;
 Tom: And what is the full process before the pair programming you have? Is there an initial call first?&nbsp;
Jason: Yes, we're doing an initial call and the latest revision was try and then offer either a take-home or pair programming interview. But it might be more valuable to insist on the pair programming even though that maybe pushes some other candidates away just because we get more information about why they're making the decisions, though we don't want to take people's time up unnecessarily either. Also, lots of people say they do the take home but they're not find the time to actually do it. If you book in a pair programming then they turn up and do it.
&nbsp; Tom: Yeah, I think my experience is obviously on the other side of this and you definitely get a bigger drop-off rate, there's drop-off rates on both sides right, whether it's a live pair programming or a take-home. But the take-home tests do seem to be bigger drop-off rates. Not drop-off rates always but certainly the time that they take to complete the exercise as well. It might take them a couple of weeks and typically if they're interviewing at more than one of the place, that kind of process gets pushed to the side and they focus ones where they can work through the process a little quicker. So my experience tells me that homework and exercises do slow processes down and reduce chances of success.&nbsp;
Do you give the candidates much context as what to expect prior to the interview? Are they kind of coming in fairly blind?&nbsp;
Jason: We give them a little bit of heads up on what the exercise is but weren't giving the full brief ahead of time, like maybe 30 minutes ahead of time.&nbsp;
 Tom: Have you had lots of interviews with people with Kotlin experience and they've just not hit the bar?
&nbsp; Jason: No, it hasn't been that, it's been availability. So, you are working in Kotlin space and giving Kotlin engineers, but the other agencies I don't think find them. Maybe there's just not very many and you need to really focus on finding them to be able to find them. A couple of the salary reports I read suggest that trying to be thinking around why this is, but they have a different line entry for Kotlin Engineer versus Java engineer with a higher salary band. And I'm not necessarily sure it's because they know Kotlin because we hire someone that doesn't and they learn it quickly and that's Java typically.&nbsp; But my hypothesis at the moment is that companies that are using Kotlin are more likely to have a higher bar for recruitment and so many Java shops do have a high bar for recruitment as well. But there's probably more a higher proportion of Java development places that have a lower bar than Kotlin places that have a low bar. There's probably fewer Kotlin places with a low bar.&nbsp;
 Tom: Why do you think that is?
 Jason: The sort of group that thinks about how they should be writing code to the extent that they've thought about Kotlin rather than just going with a default have probably been thinking of other aspects of writing code and development. The difference between Kotlin and Java isn't giant, but there's probably a lot of other practices that come along with someone that's looked into it and thought, &ldquo;ok, we're going to use Kotlin&rdquo;.&nbsp;
 Tom: Do you find a lot of the Java engineers that you spoke to that was quite an interesting selling point and incentive for them to come and join yourselves because they would get the opportunity to work with Kotlin commercially?&nbsp;
 Jason: Yeah, it definitely is. There's a selection bias about who wants to put themselves forward for our roles. There's definitely people that want to learn Kotlin and haven't had the experience the opportunity before and that includes PHP engineers as well. We're happy to have people from PHP backgrounds and being able to read our existing code is useful. We absolutely need them to be willing, or even more than willing: wanting, to learn Kotlin and be enthusiastic about it. So it's good when we see that coming through from a candidate.
 Tom: And how long do you think it takes someone, an engineer from a different background to upskill themselves and become proficient in Kotlin?&nbsp;
 Jason: I think it's three months to be writing good idiomatic Kotlin.
&nbsp; Tom: And do you do anything practically to help them upskill? Is there any courses that you put them on or is it just kind of learning on the job and from other engineers?&nbsp;
 Jason: Yeah, we've got a lot better at this recently. There's a gap where I knew that we needed to come up with something a bit more structured rather than just pair programming and feedback. We've created a more curated learning path for our team, what's going to be useful for working at Fluro and then we're organizing workshops for people to learn together.
&nbsp; Tom: Do you tend to hire people that have been to university and computer science backgrounds? Do you have any thoughts on that?&nbsp;
 Jason: Yes, in the past and in general, and this comes back to being language agnostic and stuff, I care about skills, and when it comes to the interviews, we're only going to judge someone on skills. We're not going to say, well, they seem better on skills, but they didn't have the degree. That's not what we're going to ever do. But in practice we find that people with that background are more likely to have the skills necessary. I've said before, very open to from any background as long as they have the skills because there's many ways to develop those skills and you do see it all the time. For example, I did a maths degree, but went into software engineering. More recently we've been discussing whether should we hire a grad intake this year.
 Tom:&nbsp; It's a tricky one, isn't it? Because it does kind of depend on your infrastructure internally and what support you can give to these people. Because it's all well and good hiring these people, but if you haven't got the resources, people available to help upskill them and give them the development and that they need, then you kind of just set them up to fail a little bit anyway.
&nbsp; Jason: Yeah. We&rsquo;ll learn from creating our new learning path at the moment, that we can be in a place where we can take a less experienced person and get them productive in our stack faster and that we've got a high enough skill density that they can learn from everyone. Whereas right now they'd also need to learn a few languages to be truly productive. So the more we condense our stack into very lean tech stack, the easier that will be.&nbsp;
 Thank you for your time, Jason, it was great to chat with you and learn more about Kotlin as a programming language at Fluro.&nbsp;
&nbsp;

Interview with Fluro

<pre><img src="https://cdn.sourceflow.co.uk/7cu6xjs45ri1295pv00x6z6aw21x" alt="" width="350" height="127"></pre>
Ben Dale interviews Johnny from Bitbot Technology. They talk about the use of Kotlin in various companies and the frameworks used. They also compare Kotlin to other languages like Scala and discuss its benefits, including simplicity, readability and ease of adoption.&nbsp;
 Front end engineers are showing interest in Kotlin due to its aspects of functional programming and strong typing. This is bridging the gap between front end and back-end languages, with some engineers transitioning to full stack or back-end development using Kotlin.&nbsp;
 Ben:&nbsp; When do you first start working with Kotlin commercially?&nbsp;
 Johnny:&nbsp; 2017, it&rsquo;s been a few years now.&nbsp;
 Ben: And what frameworks have you used across the companies where you've used it?&nbsp;
 Johnny: For most of the clients, it's typically spring boot as it solves 90% of the use cases very well, and it's got very wide adoption where we've had scenarios or non-functional requirements for very fast startup times we have looked to Spring Native / Grail VM to solve that use case. Spring Boot is the most common back-end JVM framework I&rsquo;ve seen used, I have also seen Micronaut in action and heard of Ktor but predominantly it's Spring Boot.
 Ben: Were you quite heavily involved in the decision-making around framework selection?&nbsp;
 Johnny: Yes, Where clients or projects hadn't used Kotlin before I ended up recommending its use and adoption. It was always journey to attain buy-in, and needed to be the right time and place.
 Ben: Why did you decide to start working with Kotlin and implement them in those companies specifically?&nbsp;
 Johnny: Kotlin is how we wanted Java to be, It reduced boilerplate code so you ended up writing less code, and the code tended to be more highly readable and understandable, generally more of a joy to work with than for example, Java at the time.&nbsp; Productivity gains were quite high, for the adoption of Kotlin. And people really enjoyed working with it.&nbsp;
 Typically, when engineers did work with Kotlin, they wouldn't want to go back to Java. It was pretty much, from what I've observed across my clients, 100% adoption and not going back on it.&nbsp;
 Ben: When you first started working with Kotlin across your clients, did you consider any other languages at all?&nbsp;
 Johnny: There was of course Java. Scala was another option. However, Scala had issues of complexity and readability in terms of how it was used as a language because it allowed you to do so many different things in different ways, tended to become more complex to understand as a language. It was not favorable as an end state.&nbsp;
 Ben: Are there any other benefits that you saw to using Kotlin specifically over Scala?&nbsp;
 Johnny:&nbsp; Compared to Scala, the biggest difference with Kotlin is it's simpler, it's just simpler to understand.&nbsp; Scala allows you to do more in its framework of language. That ultimately means that the way it tends to get used is that you end up with more difficult-to-understand code. Scala is very powerful, however, Kotlin just made was simpler, I think for Java engineers and the wider community to sort of understand, and comprehend in terms of its end-state code that gets produced.&nbsp;
Ben:&nbsp; Java to Kotlin is the main transition that we've seen, but we are seeing more and more companies move from other programming languages now to Kotlin, like completely non-JVM-based languages, which is quite interesting.&nbsp; 
Johnny: Yeah, I'd imagine there might be a few, for example, Node JS applications. We've seen front-end engineers show great interest in Kotlin because it's got aspects of functional programming that they like, but also it's got strong typing, which they also like. And they feel that's a gap in many of the front-end languages today. So we are seeing a transition of certain front-end engineers moving into either full stack or in some cases moving on to the back end on Kotlin as well.&nbsp; 
Ben: That's interesting. So companies can benefit from adopting Kotlin, not just for hiring back-end engineers, but also to help get front-end engineers in writing more back-end code? 
Johnny: I think so because it's a language that is simple enough in terms of its readability. It's got a crossover with many front-end engineers enjoying functional-style programming, and that's possible to do in Kotlin. It&rsquo;s bridging the gap there in terms of the desire and needs for languages where with previous versions of Java there was quite a bit of resistance to learning it as a FE engineer.&nbsp;
 The stability that the JVM provides on the back end makes it an interesting choice for server-side development. If you're thinking about Node JS applications, then, sure, it's an option for engineers that are using Node JS to move to a JVM back end because the familiarity with that sort of functional style is ticked. There is a learning curve however, with any backend engineering to consider that might be new for pure FE developers like threading models, IO / compute and security considerations that they may not have come across before so that needs to be taken into consideration. However, you've got a vast framework, very strong and stable framework for back-end development.&nbsp;
Ben:&nbsp; What type of applications have you been using Kotlin to build?&nbsp; 
Johnny: From the back-end perspective, it tends to be cloud platforms comprised of microservices.&nbsp;
 These have varied from real-time data monitoring, and data science insight platforms to financial platforms.
 Ben: Roughly how much of the company's code base would you say has been written in Kotlin?&nbsp; 
Johnny: I'm seeing probably somewhere adoption of around between 20 and 100% for the server side depending on the client. If we look at a company in terms of just the server-side languages, it varies from like 20% to 100%.&nbsp;
 20% where they're probably using Java from a legacy perspective, perhaps they've got Scala or using other languages.
 A number of companies are moving 100% to do Kotlin on the back-end as well, across all the disciplines that might vary.&nbsp; If you're looking at the front-end and data science, then it might vary between 10 to say 80%.&nbsp; 
Ben: Have you seen any real barriers to adopting Kotlin to wider organizations and anyway you've overcome them? 
Johnny: I think it comes down to buy-in, and buy-in ultimately comes down to knowledge and taking the clients on a journey to understand the benefits of Kotlin, highlighting the advantages of the language allows the client to take a decision to adopt.&nbsp;
 I think ultimately that the greatest barrier is really the exposure of the language across other technology leaders. But I'm seeing that become less and less of a hurdle to overcome. So how we've overcome it is generally taking them on the journey and that's proven successful as an approach.&nbsp;
Ben:&nbsp; Are there particular nuances in terms of how you would influence different stakeholders?&nbsp; 
Johnny: Yeah, I think it's important to ensure to everyone that there's visibility of what we're doing. For example, that might be VPs or whether it's CTOs, depending on the size of the company or heads of engineering, it comes down to sharing the aspiration or the intention to open up and discuss options of technology and the benefits. But then it comes to the ground up.&nbsp;
 I found that going bottom up is very powerful because it lets the engineers see and explore the language and therefore fall in love with it and then want to adopt it. Then the question really comes down to when the appropriate time to do that is if that makes any sense, and ensuring that the right people are a part of that decision.&nbsp; 
Ben: And just going back to benefits and advantages slightly, is there any data that you've tracked to demonstrate the advantages of using Kotlin to help influence stakeholders? Johnny: I've got a PowerPoint which has the benefits listed out. And typically, that can be a part of the whole discussion around it and framing around it that we do, but even before a brown bag. So, yeah, we can list them out.&nbsp;
 Ben:&nbsp; In the clients that you've consulted on, do you know roughly in each of those how many Kotlin developers now work in those companies? Johnny: It's difficult to say across the entire client. Typically I can speak for the projects I've worked on, and that might be by slightly because of the consultant aspects, but anywhere between 70% to 30% freelance to permanent. Ben:&nbsp; And what locations has it all been in the UK or not?&nbsp;
Johnny:&nbsp; Seeing engineering teams across the US, London, and Europe, but typically what I'm seeing is clients are looking at hubs where there's centered around cities, where there's the ability to commute because I'm seeing predominantly remote but also face-to-face meetings are also being encouraged within companies, whether it's one or two days a week.&nbsp;
Companies are tending to offer remote. Obviously always by exception, there's people that work remote 100%. But I think there's an encouragement to also do a mix and certain engineers also enjoy that too.&nbsp;
Ben: What challenges have you faced hiring Kotlin engineers?
Johnny: Not many.&nbsp;We tend to take on engineers with JVM knowledge, and knowledge of the frameworks that we use tend to really go for the quality of the engineer versus just the knowledge of the language. Because Kotlin is easy to pick up, we found it straightforward to hire.&nbsp;
Ben: Any context on how straightforward it is to pick up, what sort of timelines?
Johnny: Any really good engineer picking up a language like Kotlin, I would say within hours they'll be running code.&nbsp; Once you translate the semantics of the language, usually most engineers would know more than one language anyway. You'll be writing code within hours. Within days, you'll feel fairly comfortable enough to be locking out parts of an application, typically within two weeks. You'd consider yourself well versed on the language enough to be able to get through most deliveries of most of the things you think you need to as part of your day-to-day job. That's the sort of time frame I'm seeing. So very low barrier to entry in terms of the language. If you've got familiarity with Java or Scala. Ben:&nbsp; What about if you didn't, and were coming from a completely different language? Johnny: If JVM is new to you, then that might take longer.&nbsp;Let's say you're coming in from typescript again. You'd be knocking out code within hours, I think. Then at that point, the proficiency is more about understanding the JVM, how that works, and the actual frameworks like Spring, how to wire those together.
 That would take longer, and it might depend on the depend per engineer you could see it taking probably, I'd imagine it's twice to three times as long, depending on what type of programming you're doing. If there are aspects on the server side, there are additional aspects that sometimes need to be considered, like threading that some front-end engineers may not have experience with or need to think about.&nbsp;
&nbsp;
Thank you Johnny for your time and insight into Kotlin as a programming language at Bitbot Technology.&nbsp;
&nbsp;
&nbsp;

Interview with BitBot Technology

&nbsp;
<img src="https://cdn.sourceflow.co.uk/7i1d2jl8oicicj67ltvjbg8bijeh" alt="" width="350" height="41">
Ben Dale and Max discuss the adoption of Kotlin at lastminute.com, which began in late 2018 for both server-side and Android development.&nbsp;
 The main benefits lastminute.com have found from using Kotlin are its functional style programming capabilities, reduction in lines of code with no change to programming styles, and improved developer experience. Barriers experienced include compiler speed when using TDD practices, as well as a lack of ID support compared to Java.&nbsp;
 Lastminute.com use Spring Boot as its framework due to legacy applications already running on it but they are starting to experiment with co-routines. Max discussed the progress of moving to Kotlin for JVM applications, noting that it may take an average developer a month to become proficient in the language.&nbsp;
 Ben:&nbsp; When did lastminute.com start to use Kotlin?
Max: We started in late 2018, mostly for server-side development and for Android development, of course, when Google adopted it first.
 Ben: Did you adopt the language for of both server-side and android at the same time, or did one come before the other?
 Max: When Google made Kotlin a first-class language, it was a natural progression because both languages were quite similar in syntax and developer experience.&nbsp; We were looking for a tool that was more suited for us for implementing functional programming but we were reluctant to use Scala, which was the only option five years ago.&nbsp; We decided to get full steam on Kotlin, and in the end, proved to be a very successful choice.&nbsp;
 Ben:&nbsp; You said you didn't want to use Scala and opted for Kotlin instead. Can you provide more context on why you made that decision?
 Max: There were mainly two reasons.&nbsp; Scala was quite fragmented in terms of it having different communities and some were quite temperamental, the Kotlin community has proven much more inclusive in terms of communication with people that join this world for the first time.&nbsp; Secondly, we have always good support from our standard IDE. &nbsp;At that point, we moved out from being just let's say a single company project to a wider one.&nbsp; 
Ben: What are the other key benefits that you've found from using Kotlin?
 Max: The possibility to implement somewhat functional style programming languages, there is an ecosystem that also allows you to do functional programming. It has been one of the most appreciative features of the code.&nbsp; The same code written with Java, when converting to Kotlin was approximately 30% of the original lines of code.&nbsp; This is very important for us because there is less code to maintain, meaning fewer bugs and a more productive approach to more focus on the business rather than the ceremonies of the languages.
 Ben: What applications are you using Kotlin for?
 Max: We are mostly creating a backend application. We have a microservice architecture, with 150 more or fewer services in production. At least one-third of those are written in Kotlin or contain a significant amount of Kotlin in a source code basis. We use it mostly for everything that requires Java.&nbsp;
 Ben: Are there any barriers to adopting Kotlin?&nbsp;
 Max: The first one is the compiler speed since most of our developers were using TDD practices. So, they compile feedback. The feedback cycle is important and the speed of having things compiled and tested is vital.&nbsp; Kotlin has added a significant overhead in terms of computational speed. Mostly it doubled the compiled time, especially on larger core base, and this was the main barrier for some teams to adopt it.&nbsp;
 Ben: What framework or frameworks do you use with Kotlin and why?
 Max: We are using a customized version of Spring Boot.&nbsp; We haven't tested things like Ktor, we are starting to experiment a little bit more with co-routines but we are quite happy with Spring Boot.&nbsp;
 Ben: When you made the decision to work with Spring Boot, did you consider other frameworks as well, or was it kind of just a no-brainer to use?
 Max: It was a no-brainer because we're coming from a legacy, we were using Spring Framework as a foundation for that application. And there were no significant major alternatives at the time, around 2015.&nbsp;
 Ben: When you make a hire within the team, do you hire developers no prior Kotlin experience?&nbsp;
 Max: Our main language is still Java. So, we require proficiency in Java and then with the option to learn Kotlin, and Kotlin is considered as a plus. There is a discussion on progress, and whether to move to have Kotlin as a main language for JVM applications across the business.&nbsp;
 Ben: And how long, in your experience, on average, would you say it takes an engineer, with Java experience to become proficient in Kotlin?
 Max: It depends on what you mean by proficient. It's easy to start with the basics and to write decent Kotlin code. In one month, an average developer can write and read without too much assistance to, say, Kotlin code that uses the same basic function.&nbsp; Kotlin is quite simple as a language. To master more advanced features, you need a little bit more knowledge, and you need also to work on a project that requires it. I think it's a great language, a great tool. It's very productive. I love it. I really hope that the Kotlin space will broaden and continue to grow. &nbsp;
Thank you for joining us, Max. It was great to hear your story and how lastminute.com have adapted to using Kotlin as a main programming language.&nbsp;
&nbsp;

Interview with Lastminute.com

With the great resignation and the shift to a candidate&rsquo;s market it&rsquo;s no wonder the emphasis has shifted from recruitment to retention. With an estimated cost of <a href="https://www.centrichr.co.uk/what-is-the-true-cost-of-replacing-an-employee/">6-9 months</a> salary to replace an employee, making sure you keep the best talent within your tech team is essential.&nbsp;
What&rsquo;s often forgotten is that retention starts right from the recruitment process.<a href="https://learning.linkedin.com/content/dam/me/learning/EMW/lil-guide-leverage-learning-onboard-top-talent.pdf"> 33% of employees</a> know within the first week whether they&rsquo;ll be staying long term or not. That&rsquo;s a lot of pressure to get it right first time. But what then. If you do get it right how do you keep your employees engaged and motivated so they want to be stay.
Let&rsquo;s take a look.
<h4> Up your onboarding game</h4>
 First impressions count. And nowhere is that more true than in your onboarding process. Without a solid plan you&rsquo;re never going to be able to consistently and successfully onboard your new tech recruits, instead you&rsquo;ll scattergun and depending on the hiring manager the result will vary.&nbsp;
The other variable to add to the mix now is in-person vs remote onboarding. While the foundations are the same they need treating differently to engage your new starter.&nbsp;
 In person
<ul>
<li>Engage early and often: stay in contact with your new hires before they start, keep communication open, allow them to ask questions and give them a solid plan early so they know what to expect on their first day.</li>
<li>Be clear with expectations: the unknown causes anxiety, whether that&rsquo;s an unknown plan, unclear guidance or uncertain expectations. Be clear, and realistic.</li>
<li>Create moments of magic: your onboarding process is about building a relationship. To help, create special personal touches whether that&rsquo;s a welcome gift, a team lunch out, an early finish on their first day. Small gestures that will help build a positive relationship early on.</li>
<li>Be prepared: there&rsquo;s nothing worse than turning up on your first day and your IT isn&rsquo;t sorted, your password isn&rsquo;t created and you end up reading old marketing materials. It doesn&rsquo;t exactly set a welcoming tone. Show you&rsquo;re expecting them and excited about them starting by making sure everything is ready for that person to start right away.</li>
</ul>
Remotely
<ul>
<li>Make it easy: if this is their first remote role they might be unsure about how it works. Check with them about their set-up, their tech, what they need from you. Create a comprehensive plan where they can do some parts at their own pace and others are scheduled for them.</li>
<li>Talk often: when you&rsquo;re working from home you can&rsquo;t just ask the person sitting next to you an odd question so the chances of struggling in silence is real. Make sure you&rsquo;re in constant communication, whether that&rsquo;s via Teams or Slack or a quick call.</li>
<li>Don&rsquo;t forget the social side: just because you&rsquo;re not in the office doesn&rsquo;t mean you can&rsquo;t be social. Have a team lunch, set up some informal chats, send them a welcome gift, make sure you get to know them in a personal way, without every conversation focusing on work.</li>
<li>Be transparent: you learn a lot about who&rsquo;s who from being in the office that you miss out on with remote work. Provide your new starter with organisational charts, lists of key stakeholders, and explain how everything works and who will be useful for them to know.</li>
</ul>
<h4> Tips to retain</h4>
 You&rsquo;ve onboarded your new tech talent, great. Now you need to keep them engaged and happy so they stay with you. Here are our top 3 tips.
 Flexibility &amp; trust
 60% of employees say trust has a direct impact on their sense of belonging. Without trust and empowerment employees can feel treated like a child, micromanaged and frustrated. You can show you trust your staff through flexible and remote working, shifting to monitoring outcomes rather than monitoring actions.
 Culture and values
 In this post-pandemic era, culture and values have never been more influential. 45% of UK employees believe a &lsquo;great&rsquo; culture is the most important factor when looking for a new role. When thinking about retention that means you can&rsquo;t oversell what the business stands for, and you need to be able to follow through on anything you do say. Words aren&rsquo;t enough, it&rsquo;s actions that matter.
 Support growth
 The best advice we can give you when you&rsquo;re thinking about your retention strategy is to develop your employees. There&rsquo;s always the fear that if you upskill your employees, particularly your most talented ones, then they&rsquo;ll depart for pastures new. By supporting your employees growth you&rsquo;re showing that you&rsquo;re invested in them and you care about their career, whether that&rsquo;s with you or not.
 If you&rsquo;re looking at your retention strategy, go back a few steps. Start looking at how you engage your new starters through your onboarding process and then how you keep them engaged. After all, if you&rsquo;re looking at trying to keep tech talent once they&rsquo;re starting to get itchy feet it&rsquo;s probably too late. Instead look to create truly engaged employees from day 1.
 At Source Technology, we understand that employee retention is essential for the long-term success of any organization. Losing valuable talent can be costly in terms of both time and money, and it can also lead to decreased morale and productivity among remaining employees.
 Our team of expert consultants can work with you to develop a retention strategy that is tailored to your specific business needs and goals. We can help you identify areas where you may be losing talent and develop effective solutions to address those issues. Find out more about how we can work with you <a href="../../../../../../source-technology/about/">here</a>.&nbsp;

How to onboard and retain tech talent

<pre><iframe title="YouTube video player" src="https://www.youtube.com/embed/ff5scnnwbBw" width="560" height="315" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share" allowfullscreen="allowfullscreen"></iframe> </pre>
Join Ben Dale, Manager at Source Technology, as he interviews David Denton. This interview explores http4K, the web library written in Kotlin, why it was developed, and the key benefits of using the library.&nbsp;
David Denton is a London-based Engineering Lead, Trainer, and Open Source fanatic. He's been tippy tapping for about two decades, building software and teams delivering projects working in Finance, Publishing, Internet Provision and the COVID-prevention business. He is the co-creator of http4k, a functional toolkit for building HTTP applications in Kotlin, and spends far too much time thinking about Lego.
<h4>Interview Highlights:</h4>
<ul>
<li>Simplicity</li>
</ul>
From an applications angle and back-end perspective, microservices are the most popular.
<ul>
<li>Front-end</li>
</ul>
Kotlin has seen a lot of interest from front-end engineers because it has aspects of functional programming and strong typing.&nbsp;
<ul>
<li>Developer Experience&nbsp;</li>
</ul>
One of our key beliefs is to keep it as simple as possible, with no magic. Every piece of code you can click through and trace exactly what's happening.
<h4>About http4k:</h4>
David created http4k in 2017 as a lightweight, functional alternative to the more heavyweight HTTP frameworks that were available at the time. Since then, the project has gained a following in the Kotlin community and has continued to evolve with contributions from other developers. Today, http4k is maintained as an open-source project on GitHub and is used by companies and developers worldwide to build high-performance, scalable HTTP services in Kotlin.
Http4k is a lightweight, type-safe HTTP library for Kotlin, designed to make it easy to build HTTP services in a functional style. It provides a simple and expressive API for handling HTTP requests and responses and supports server and client-side development.
Interested in learning more about Kotlin? <a class="editor-rtfLink" href="https://www.meetup.com/source-talks-on-kotlin/" target="_blank" rel="noopener">Join our Meetup community</a>&nbsp;for upcoming events like&nbsp;<a class="editor-rtfLink" href="../../../../../../events/source-talks-on-kotlin-6/" target="_blank" rel="noopener">Source Talks: On Kotlin #6.</a>
&nbsp;

Interview with David Denton

<pre><img src="https://cdn.sourceflow.co.uk/l6qm1097yxl2nbcp0g9lskpytifd" alt="" width="350" height="109"></pre>
The interview is about Personio's use of Kotlin in their microservices architecture. They started using Kotlin around 2021 when they moved to a more microservices architecture, initially dabbling with it before fully committing. They transitioned from PHP Laravel monolith and are now predominantly using Kotlin for microservices communicating across their stack. They chose Kotlin as an industry standard, with support from big players such as Jetbrains, Google, Facebook, and Netflix.
The main challenges they faced were upskilling engineering teams and ensuring good infrastructure support for running the stack on JVM through Kubernetes and Docker. They primarily use SpringBoot framework but also have other services that don't require it depending on the use case.
Ben speaks to Luke Curtis, Engineering Manager in the Personio Team.&nbsp;
Ben: What language did you transition from?&nbsp;
Luke: We transitioned from PHP to Kotlin.&nbsp;
Ben: Why did you decide to start working with Kotlin? Luke: I think there was a good alignment there in terms of its verbosity compared to Java as well. We looked at Java for obvious reasons, but Kotlin kind of made more sense for us as it moves into the more mainstream and gives us more of an opportunity to write a bit more flexible code, shall I say. Ben: Is there any particular challenges that you have faced going from a non-JVM language to Kotlin? Obviously, the more typical route is moving from Java to Kotlin rather than PHP, although we are seeing sort of other languages pop up more and more. In terms of transition, are there any particular challenges that you feel you have faced outside of that because you haven't transitioned from Java?&nbsp;
Luke: I think the main challenges we've kind of faced really are from an operational perspective.&nbsp;
I'd say from a technical perspective, there have been no real roadblocks per se. I think the only thing that may have been like less what's the word I'm looking for, maybe more of a challenge, is just around that infrastructure side of things.&nbsp;
Ben: And you said you looked at Java. Were there any other languages that you also considered when you were looking to make that change?&nbsp;
Luke: Not so much. I think were pretty happy with the JVM world, to be honest. But we still use Golang in Personio, so it's just kind of whoever feels which language facilitates their use case best.&nbsp;
Ben: What framework do you use with Kotlin?&nbsp;
Luke: We're currently using Spring Boot, currently moving all of our services to Spring Boot 3.
Ben: It's definitely the most popular, although there are of course, others which seem to be growing in popularity, like Http 4K, for example, seem to be picking up as well.&nbsp;
Ben: So, in percentage terms, roughly how much do you say of the code base across Personi is written in Kotlin?
Luke: I'd say probably right now, today it's about 40% in Kotlin, maybe 10% in Golang, and the rest is still currently in our PHP monolith. But that number goes down every down the PHP side as we move to Kotlin.&nbsp;
Ben: Yeah, makes sense. And in terms of the future state, where do you see that percentage eventually landing? What's the goal?&nbsp;
Luke: I think in general, obviously the goal right now is to just remove PHP entirely from one stack. Whether or not it's in Kotlin in the future, I don't know for sure. But that's not to say we're married to Kotlin in any sense of the word, we're just enjoying what it's doing for us right now and we'll probably keep with it.&nbsp;
Ben: What would you say are the top three benefits that you've experienced from using Kotlin?&nbsp;
Luke: I think as an engineering manager you want to make sure there's a good pool of talent out there to hire. That's first and foremost the main reason why I believe it to be a good choice for us. Second of all, I think that piece around the clear and very wide-reaching documentation and support online is fantastic.&nbsp;
I'm looking for some of the more fiddly bits of Java with regards to things like the null patterns and things like that. So it kind of allows us to move quite quickly, but with a very tried and tested underlying foundation of software in the Jvm world. So it helps me quite quickly with a lot of safety. We're now in good hands, as it were.&nbsp;
Ben: You mentioned sort of the verbosity of Java earlier as well. Are you finding that you have to write less code than you would with Java and any sort of numbers around that?&nbsp;
Luke: Perhaps 100%? Yeah, definitely. Having to write less code. I couldn't give you explicit numbers, but in terms of a like-for-like representation of some of our code in Java versus what would be the Kotlin equivalent, you could easily suggest in terms of actual raw line count, I mean, it goes down, 30% probably just because of the safety involved and all that kind of fun games. In general, it's been totally fine. We're happy with the verbosity of our Kotlin services.&nbsp;
Ben: Do you know roughly how many Kotlin developers work at Personio?&nbsp;
Luke: I would say around the 300 mark.
Ben: And, do you know roughly how that would be split between freelancers contractors, and permanent members of staff?&nbsp;
Luke: Let's see, we did have a lot of freelancers last year, but we've since started to move more into the permanent employee world. So I think right now I don't know the exact numbers, but there are not many freelancers.&nbsp; Ben: And what are the primary locations for the talent?&nbsp;
Luke: Yes, so predominantly our engineers are based in Munich and Dublin. We have offices in Amsterdam where we are also getting engineers at as well. There are three main places for engineering.
Ben: Now, one of the main reasons that you said you've used the language is because of the accessibility of talent. But are there any particular challenges that you found in trying to hire?&nbsp; Luke: Yeah, I think from my side, this is kind of more of a personal opinion, but from what I've experienced so far when having to hire Kotlin engineers it's not so much about the language, it's more about applying the patterns, and the frameworks that we use within Personio to facilitate that. We do a lot of event logging, event sourcing, event-driven development, etc. For me, it's more around ensuring that the talent that we're bringing into the fold actually has a solid understanding of what the technical horizons look like for the actual way to build a distributed system, rather than what the languages in particular. I'd say the other piece of the puzzle is obviously Java to Kotlin is a transition, right? That's not a pick-up-and-play type situation. You still need to kind of put a bit of graft in.&nbsp;
Ben: And our final question is, would you consider hiring someone with no commercial experience?
Luke: I think as long as the developer that's being interviewed has an awareness of maybe just the basics of Kotlin before they go into the coding challenge, then that's okay. It's just about ensuring that they can kind of get to grips a little bit with that Kotlin world, but using their hopefully already well-versed approach to software development in general.&nbsp;
Thanks for your insight into the use of Kotlin at Personio, Luke.&nbsp;

Interview with Personio 

Source Technology, part of Source Group International, are proud to be sponsors of KotlinConf&rsquo;23. KotlinConf is the world&rsquo;s largest event devoted to the Kotlin programming language. Organized by JetBrains, it is the place for the community to gather and discuss all things Kotlin.&nbsp;
KotlinConf&rsquo;23 is set to return for its fourth edition this April, taking place in Amsterdam, the Netherlands, on April 12&ndash;14, 2023. It will feature a variety of sessions and workshops from industry leaders and provide plenty of networking opportunities at the expo hall.&nbsp;
In July 2011, JetBrains unveiled Kotlin, a multi-purpose language for multiplatform development, including Android, iOS, backends, and other targets.450+ independent contributors are improving the core language, and thousands are contributing to the broader Kotlin ecosystem. Kotlin has more than 4.8M users globally. &nbsp;
How did we get here?&nbsp;
In November our&nbsp;<a class="editor-rtfLink" href="https://www.meetup.com/source-talks-on-kotlin/" target="_blank" rel="noopener">Meetup community, On Kotlin</a>,&nbsp;became members of the&nbsp;<a class="editor-rtfLink" href="https://www.jetbrains.com/" target="_blank" rel="noopener">JetBrains&nbsp;</a>user group support program. Our most recent meetup welcomed&nbsp;<a class="editor-rtfLink" href="https://www.linkedin.com/in/ACoAAAAsuOABPaEnUYmTMeqpP1DKRVrIUP0cgi8" target="_blank" rel="noopener">David Denton</a>&nbsp;and&nbsp;<a class="editor-rtfLink" href="https://www.linkedin.com/in/ACoAAAB98woBWzR4hoZRJBUs19R4WpMJDIQLONM" target="_blank" rel="noopener">Andrey Breslav</a>&nbsp;&nbsp;as our keynote speakers. You can find the recording of this event&nbsp;<a class="editor-rtfLink" href="https://www.youtube.com/watch?v=JgmzgsNYgXg" target="_blank" rel="noopener">here</a>.&nbsp;
On Kotlin is organically growing with a community of 300+ since we launched in late 2022. Our next meet up will be announced soon, look out for updates and how to sign up here. &nbsp;
<h2>Back to the Conference</h2>
As a conference partner, Source Technology will be supporting the event by contributing to its success through various means such as sponsorships, promotions, and networking opportunities. We are excited to be a part of this esteemed conference and contribute to the advancement of Kotlin globally.&nbsp;
The Source Technology team will see you at KotlinConf&rsquo;23. For more information about KotlinConf&rsquo;23 please visit the conference&nbsp;<a class="editor-rtfLink" href="https://kotlinconf.com/" target="_blank" rel="noopener">website.</a>
&nbsp;

We’re Partners at Kotlin Conference 2023

We could start this article by explaining all the ways that a business benefits from a truly inclusive workplace. Increases in productivity, bigger talentpool, broader perspectives. But the hope is, that if you&rsquo;re reading this you&rsquo;re already sold on the why. You&rsquo;re struggling with the how.
How do you create an inclusive future? How can the tech industry support and encourage more women to take on roles in the sector? What else can we do? We don&rsquo;t have all the answers, but we definitely have a starting point.
<h2><a name="_e8ls4e9sx8ip"></a>Current state of the tech industry</h2>
With a surge in demand for tech jobs the sector has seen an incredible recovery from the pandemic, with the number of tech jobs <a href="https://technation.io/jobs-and-skills-report-2021/">42% higher</a> in June 2021 then in June 2019. But what role do women play within those jobs?
As of 2022, women held just <a href="https://explodingtopics.com/blog/women-in-tech">26.7% of technology jobs </a>globally. That&rsquo;s not to say progress hasn&rsquo;t been made. Research by <a href="https://www2.deloitte.com/us/en/insights/industry/technology/technology-media-and-telecom-predictions/2022/statistics-show-women-in-technology-are-facing-new-headwinds.html">Deloitte </a>shows that the 20 largest tech companies have maintained their momentum in gender inclusivity over the past two years. With overall female representation up just over 2% from 2 years prior.
The tech industry has always been male dominated. A <a href="https://www.pwc.co.uk/who-we-are/women-in-technology/time-to-close-the-gender-gap.html">PwC study</a> found that only 3% of women say a tech career is their first choice. That&rsquo;s something the industry is aware of and taking steps to address. But what&rsquo;s also clear is that more needs to be done to create a truly inclusive future and to make sure that women are front and centre in that future.
<h2><a name="_pxbej9valf8j"></a>How to create a more inclusive future?</h2>
For tech companies that are serious about creating a more inclusive workplace, workforce and future there are basic steps that can be taken. Focusing on supporting your employees, opening doors and leading by example tech firms can start to create a working environment that welcomes and supports women.
<h3><a name="_js7qn3ru2zkn"></a>Recognising the issue</h3>
The starting point is to be truly honest about your company's current situation. What&rsquo;s your gender balance? What&rsquo;s your gender pay gap? What&rsquo;s your flexible working policy and is it adhered to? How are you supporting women&rsquo;s career progression? Have you spoken to women in your workplace about their needs?
Taking an honest look at your inner-workings allows you to make informed decisions that help achieve an inclusive future, rather than guessing about what might help.
<h3><a name="_g8dw4hh97w6k"></a>Working culture</h3>
The tech industry is notorious for burnout and long-hours. For many women who take on the bulk of caring responsibilities that&rsquo;s simply not an option. After having one child, the <a href="https://www.thatworksforme.co.uk/guides-and-tools/careers-after-babies">Career after Babies report</a> found that 89% of all working mothers leave the full time workforce within 3 years of having children. Showing that full time work and long hours simply isn&rsquo;t sustainable with having a young family.
Tech companies need to build flexible working, whether that&rsquo;s compressed hours, working remotely, part time, job shares or any other measures into their working culture. With senior managers fully supporting and enforcing flexible working to make it a success.
<h3><a name="_qr9vk62z9c2d"></a>Support</h3>
With so few female leader role models, it makes it difficult for women to forge a path to the top, or have the belief that they can do it. That&rsquo;s where mentoring comes in.
Being paired up with a mentor helps women have a safe space to discuss any challenges they&rsquo;re facing, and navigate through them. In companies with established mentoring schemes they&rsquo;re found it helps develop leadership skills, increase self-confidence and navigate career obstacles. The results speak for themselves, with <a href="https://knowledge.wharton.upenn.edu/podcast/knowledge-at-wharton-podcast/workplace-loyalties-change-but-the-value-of-mentoring-doesnt/">25% of mentees</a> advancing up a pay grade compared to 5% of non-mentored women.
From an employer&rsquo;s perspective mentoring can improve employee retention rates. With 49% of those surveyed in a case study by <a href="https://www.forbes.com/sites/forbesbusinesscouncil/2022/07/14/driving-employee-retention-through-mentorship/?sh=5500159e11b6">Randstad </a>less likely to leave after participating in a mentoring program.
A mentoring program is a clever way not only to keep those in the tech industry engaged, but also to attract and support more women into the sector.
<h2><a name="_pxwvv2ysc5ab"></a>Investing in women</h2>
Creating a more inclusive future for women in the tech industry starts early. We need to look at initiatives that create interest from school years in STEM subjects and then keep girls interested throughout their further studies.
That requires investment, it requires forward thinking and it requires commitment.
There&rsquo;s no quick fix to creating a more inclusive future. But the tech industry can be the ones to pioneer change, to flex to support women and to create an environment where women thrive alongside their male counterparts.
Listening, flexibility and mentorship might not be the only things needed but they&rsquo;re a great starting point for any business to show their commitment to inclusivity and to start to move forward.
Source Technology, as part of Source Group International are dedicated to discovering technology talent to drive your business forward. If you&rsquo;re passionate about building an inclusive future for your organisation then speak to our experts today. Find out more about how we can work with you <a href="../../../../discover-sgi/diversity/">here</a>.

Women in Tech: Leading the way to a more inclusive future

The tech industry looks completely different to how it did 20 years&rsquo; ago. Yes there have been fantastic advancements in technology itself, but let&rsquo;s focus on the culture and the gender make up of the workplace.
Tech has always been male-dominated, but that&rsquo;s starting to change. There&rsquo;s a recognition of a need to change. A want to change. And change is beginning to happen. Female leadership numbers have increased, the number of female workers has increased and the spotlight on gender equality has never been stronger. There&rsquo;s more to do, that goes without saying, but there are businesses and initiatives driving forward the transformation of the industry in a truly exciting way.
<h2><a name="_ygi811ysw0cn"></a>Pushing the boundaries</h2>
The tech industry is bursting with options, ideas and opportunities. The size of the industry alone demonstrates the impact it can have on wider society and tech firms are starting to sit up and notice that.
It makes sense then that women are pushing the boundaries from within the industry. According to <a href="https://www2.deloitte.com/uk/en/insights/industry/technology/women-tech-leadership.html">Deloitte</a> the percentage of female workers in the overall global tech workforce has increased by 6.9% since 2019. With the fastest growth area, with a gain of around 20%, in the number of women in leadership roles.
Many tech companies have publicly pledged a commitment to improving gender diversity within their workforce both in technical and leadership roles. HP have set their ambitions at 50% gender equality at director level and above by 2030. Intel wants to double the number of women and underrepresented minorities in leadership roles by 2030. With big players in the industry making such public promises it shows that change is happening and women are becoming more prominent in the industry.
<h2><a name="_8udbn955ibyp"></a>Broadening horizons and ideas</h2>
Recently more and more studies have been published which prove the tangible benefits to a business from having women in senior leadership positions. The most gender-diverse businesses see a <a href="https://www.getsmarter.com/blog/career-advice/4-business-advantages-of-female-leadership/#:~:text=In%20fact%2C%20the%20most%20gender,their%20profitability%20by%2021%20percent.&amp;text=Moreover%2C%20a%20McKinsey%20%26%20Company%20study,between%2010%20and%2030%20percent.">21% increase in profitability</a>.
With women firmly established in a tech business, they bring with them a fresh perspective and insight. For those tech companies focused on products and services for women that insight is invaluable and you can see how they start to become more profitable.
Beyond that the rise of women in the tech industry also impacts the overall diversity of a firm, helping improve the representation of all minority groups. Female leaders are generally better communicators, more empathetic and handle crises better than their male counterparts. All of which shifts corporate culture and opens the industry up even more for women in both technical and leadership roles.
The transformation of the industry for women comes from those pioneering women who have managed to break through the glass ceiling and are paving the way for future generations of young women.
<h2><a name="_cri9lik7bq10"></a>Game changing women</h2>
While tech firms are moving in the right direction, there&rsquo;s a long way to go. That&rsquo;s why initiatives that drive forward gender equality are so important. Right now only <a href="https://www.bcg.com/diversity-inclusion/women-in-tech">20%</a> of those studying technical subjects are women. That has to change for the industry to transform. Thankfully, there are specific projects targeting women in tech looking to change the game.
<a href="https://www.23codestreet.com/">23 Code Street</a> |&nbsp; A London based coding school for women and non-binary people who want to launch their career in tech or simply to upskill. Their mission is to tackle gender disparity and create a tech workforce that reflects our society.
<a href="https://www.browngirltech.world/">Brown Girl, Tech World</a> | This organisation&rsquo;s focus to create a safe space for women and girls of colour to advance in the tech industry. By providing scholarships, grants and real life examples they inspire and create an accessible path for success.
<a href="https://codefirstgirls.com/">Code First Girls </a>| Provide coding training to women at no cost to them. Helping them gain the training and knowledge they need to succeed in a tech role at some of the world&rsquo;s biggest companies.
<a href="https://gapsquare.com/">Gapsquare</a> | This Bristol based initiative help employeres to become more inclusive and work with them to solve challenges around gender inequality and pay gaps. Their tech tool produces recommendations to create a fairer, more diverse workplace.
<a href="https://stemettes.org/">Stemettes</a> | Inspiring the next generation of female and non-binary people into Science, Technology, Engineering and Maths by providing diverse role models of those succeeding in a STEM career.
That&rsquo;s just the tip of the iceberg. There are so many great initiatives that are campaigning for change, and helping put the wheels in motion to transform the tech industry and to help establish women in that transformation.
The industry is changing, but there&rsquo;s so much more that needs to be done before the tech industry is a safe and successful sphere for a woman&rsquo;s career. The great news is that the big players are recognising the positive role women can play and making public commitments so they can be held to account. Now it&rsquo;s time to pull everything together and to make that transformation happen.
Source Technology are dedicated to discovering technology talent to drive your business forward. Our platform Source Talks community drives change &amp; collaboration across the technology industry. Find out more about how we can work with you <a href="../../../../source-technology/about/">here.</a>
&nbsp;

Making a Difference: How Women  in Tech are Transforming the Industry

Unless you&rsquo;ve been living under a rock you&rsquo;ll have heard of the gender pay gap. You might also have heard the date 20 November - after which women are effectively working for free. There&rsquo;s a slim chance you might know that businesses with over 250 employees need to report their gender pay gap annually.
It&rsquo;s a real issue, with real implications. How do we close it? That&rsquo;s the question everyone is asking.
Recruitment sits in a unique position of influence, without any closing influence. What do we mean by that? Recruitment teams can play a part in which candidates are put forward for a role but they don&rsquo;t determine who&rsquo;s successful. But that sliver of influence means there&rsquo;s a lot that recruitment can do to promote equality and move towards closing the gap.
<h2><a name="_joujeec3j7o9"></a>What is the gender pay gap?</h2>
In 1970 the Equal Pay Act came into law, making it illegal to discriminate between men and women when it came to terms of employment, i.e. pay. Despite that law being in place for over 50 years there&rsquo;s still a stark contrast between men and women when it comes to their earnings.
The gender pay gap is the difference in average gross hourly earnings between men and women. In the UK the gender pay gap at age <a href="https://www.thatworksforme.co.uk/guides-and-tools/careers-after-babies">30 is 1%</a>, this rises to 14% by the time workers are aged 40.
Covid-19 has played a part in worsening the gender pay gap over recent years, so it&rsquo;s difficult to say whether there&rsquo;s been an improvement over the years. Amongst full-time employees the pay gap was <a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/bulletins/genderpaygapintheuk/2022">8.3% in April 2022</a> compared to 9% in April 2019. This does follow the overarching trend that the gap is slowly declining, but there&rsquo;s still a great deal more to be done.
<h2><a name="_qvsw5y8bdl4s"></a>What role does recruitment play?</h2>
As a recruitment agency it would be easy for us to pass the blame to other people. It&rsquo;s our clients that interview and set the salaries. It&rsquo;s the candidates who don&rsquo;t push for more, or accept low offers. But the truth is for society to close the gender pay gap we all need to take responsibility and all need to play our part.
There are many ways that recruiters, whether external or in-house, can help to promote equality throughout the recruitment process.
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Encourage women to apply for senior roles
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Include more women in referral networks
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Be aware of gender bias
It&rsquo;s the last point that is the most critical. We all hold stereotypes about gender. Whether that&rsquo;s believing that women are suited to certain roles, or the style of working men and women prefer and the impact on their careers.
<h3><a name="_yw1eoubwzopw"></a>Job adverts</h3>
Understanding, and eradicating, gender bias is the foundation to closing the gender pay gap. This starts with the job advert itself and looking at what recruitment channels you&rsquo;re using, the language in the advert and the essential requirements. Are they accessible to both male and female candidates? It&rsquo;s important to examine the language in job adverts as in an <a href="https://www.equalsalary.org/10-hr-tips-to-prevent-gender-bias-in-recruitment/">analysis of 77,000 job adverts </a>- 478,175 words carried gender bias which is an average of 6 male or female-coded words per advert.
<h3><a name="_nxbbrpbw72tv"></a>Anonymous applications</h3>
It&rsquo;s amazing the impact a name can have. Removing personal details from an application or CV such as name, education details and dates levels the playing field instantly. There&rsquo;s no time for your brain to calculate that Sarah is a 35-year-old woman applying for a Senior Manager position and what if she goes on maternity leave. Instead you have to make a decision based on the information you have, not the bias in your mind.
<h3><a name="_m96jqra7klen"></a>Diversity in action</h3>
Women need to see women in the roles they aspire to have. Including senior women in the interview process and demonstrating a commitment to diversity and inclusion is a surefire way to attract and secure more female candidates. It will also help reduce gender bias on a panel through a wider range of experiences and opinions.
<h2><a name="_e6qpwwu63k8t"></a>What more could recruitment do?</h2>
There is always more that can be done by everyone. While the overall trend of the gender pay gap is decreasing, there&rsquo;s still too much of a disparity. The role that recruitment plays in promoting equality is simple.
It&rsquo;s to take the steps they can to level the playing field, through job adverts, language, accessibility. But it&rsquo;s also to champion lesser represented candidates, approaching female candidates to apply for roles, pushing for equal remuneration packages for all candidates and using their position of oversight to help level the playing field.
We can close the gender pay gap, but it requires us all to play our part. To be aware of our bias and to take whatever steps we can to equalise our working environments.
Source Technology are dedicated to discovering technology talent to drive your business forward. If you&rsquo;re passionate about building an inclusive future for your organisation then speak to our experts today. Find out about our process and how we can work with you, <a href="../../../../source-technology/our-process/">here</a>.
&nbsp;

Closing the Gender Gap:  Promoting Equality in Recruitment

Java enthusiast but wondering what the future is for the language?
Looking to move your career into developing android apps?
Heard of Kotlin but not sure whether it&rsquo;s any good?
&nbsp;
It&rsquo;s time to examine Kotlin&rsquo;s reputation for android development, and to find out whether it&rsquo;s deserved. Ready to get started? Let&rsquo;s go.
<h2>The rise in popularity of Kotlin</h2>
Developed by JetBrain in 2017 Kotlin was originally designed to make coding in Java more productive. But with support from Google it was introduced as its own official programming language and introduced as an alternative to Java for mobile development.
In just 3 years, 7.7% of industry experts use Kotlin and it&rsquo;s among the top 3 languages that most businesses are planning to migrate their apps to (SOURCE). That&rsquo;s a phenomenal rise in popularity in such a short time.
With such an increase in popularity it&rsquo;s easy to see why many in the android community are championing Kotlin. Netflix, Trello, Uber, Twitter and Pinterest all use Kotlin to develop their Android apps and many others will follow suit.
<h2>Kotlin vs Java</h2>
Java was always the norm. It was the go-to for developers and everyone was happy with that status quo, until Kotlin arrived. Now the debate has turned to Kotlin vs Java, which is better.
Both languages have their own strengths and weaknesses. So there is no overarching rule on which to use, instead it&rsquo;s a case of choosing the right tool for the job. If you&rsquo;re looking to develop large applications packed with features and functions and they need to work across all platforms, then choose Java.
If you&rsquo;re looking to develop an android application then it&rsquo;s going to be Kotlin.
<h2>What&rsquo;s so special about Kotlin for android development?</h2>
With <a style="color: rgb(17, 85, 204);" href="https://www.theverge.com/2017/5/17/15654988/google-jet-brains-kotlin-programming-language-android-development-io-2017" target="_blank" rel="noopener noreferrer">Google</a> declaring Kotlin as the preferred programming language for Android app development, it&rsquo;s clear that the weight of the programming world is behind Kotlin. But what is it about Kotlin that makes it so good for android development?
<h3>Easy to learn, easy to apply</h3>
As a modern language Kotlin has some major advantages over Java for creating faster and higher quality android applications. As a result, it&rsquo;s much easier to use, and to learn thanks to its straightforward syntax. Those with Java knowledge will pick up Kotlin with no issues and as Kotlin is 100% interoperable with Java you&rsquo;ll be bale to call Kotlin code from Java and Java code from Kotlin.
<h3>Reduced errors</h3>
As an expressive and concise programming language Kotlin reduces common code errors. For a start, Kotlin reduces the number of code lines by an estimated 40% compared to Java, providing less opportunity for errors to be made. But it has also eliminated the danger of null references to avoid costly mistakes.
<h3>Data Classes</h3>
Data classes within Kotlin replace common classes, but with one big difference. Data classes contain a huge amount of self-generated code, eliminating lines of code and acting as a store for data properties. They save developers from creating a lot of boilerplate code that has to be manually generated in Java.
<h3>Extension functions</h3>
Unlike Java which doesn&rsquo;t support extension functions. Kotlin gives you the ability to extend a class by adding new features, without having to inherit it. These extensions let you add functions to a class without needing to modify it and you can then use the functions as if they were part of the original class.
<h3>Community support</h3>
Despite its relatively young age, the online support and communities for Kotlin developers is staggering. Whether you&rsquo;re looking for a Kotlin library or simply to check a line of code there are active communities full of helpful developers waiting to be of assistance.
It&rsquo;s clear that compared to Java, Kotlin&rsquo;s features and style makes it a great partner for Android development. When you throw into the mix Google&rsquo;s endorsement and the names that are already championing it as the language for android applications and it&rsquo;s easy to see why it&rsquo;s gained its reputation. But it's a reputation that&rsquo;s well deserved. It&rsquo;s quick, it&rsquo;s easy to use, it reduces errors and load times and it&rsquo;s quickly received the backing of the developer community.
Source Technology have a growing global Kotlin Community, and our Kotlin meetup&nbsp;supported by Jet Brains, connect with the team today to find out more. Interested in a career transition to Kotlin? Check our available <a href="../../../../../../source-technology/roles/kotlin-developer-jobs/">Kotlin Developer positions</a>. For more details, reach out at <a href="mailto:hello@source-technology.com">hello@source-technology.com</a>.&nbsp;
&nbsp;
Other Kotlin Related Posts&nbsp;
<a href="../../../../../../news/kotlin-the-future/">Is Kotlin the Future?</a>
<a href="../../../../../../news/why-companies-switching-kotlin-development/">Why Companies are switching to Kotlin development</a>
<a href="../../../../../../news/introduction-to-kotlin/">Introduction to Kotlin</a>
<a href="../../../../../../news/kotlin-backend-development-compared-programming-languages/">Kotlin for backend development and how it compares to other languages</a>
&nbsp;

Why is Kotlin good for android development?

With big companies adding Kotlin to their tech stack there&rsquo;s no doubt that it&rsquo;s a force to be reckoned with. For developers that brings the question, should they take the time to learn it?
As far as programming languages go, it&rsquo;s easy to learn and easy to apply. There are large communities out there willing to share their knowledge and a wealth of resources to help you along the way.
Not only that, but it could be the factor that advances your career. Can you afford to miss out? For us, it&rsquo;s not worth the risk. Let&rsquo;s explore Kotlin and why it should be your next career move.
<h2>&nbsp;</h2>
<h2>What is Kotlin used for?</h2>
&nbsp;
Designed to work with Java, Kotlin is an open-source programming language used by some of the biggest apps today. Want some examples? Trello, Tinder and Pinterest all benefit from Kotlin&rsquo;s clear and concise coding architecture.
One of the perks of Kotlin is its concise nature, saving time, particularly when compared to writing boilerplate code in Java. It can run on multiple platforms, handles nulls and has a large support community. Making it the coding language of choice for Android developers.
<h2>&nbsp;</h2>
<h2>Is Kotlin the future?</h2>
&nbsp;
Within the next few years we predict that Kotlin will become the next big programming language. Its popularity in emerging fields such as mobile, web and cloud development is increasing and that&rsquo;s set to continue.&nbsp;
For programmers now is the time to add Kotlin to your repertoire and use that knowledge to boost your career prospects. 
<h2>&nbsp;</h2>
<h2>How can Kotlin put you ahead of the competition?</h2>
&nbsp;
<h3>You&rsquo;ll be more efficient at your job</h3>
Why create 10 lines of code when one will do? Java has ruled the programming language world for a long time but you can accomplish the same tasks with Kotlin, only quicker. Kotlin is a concise language that uses abstractions without impacting the readability of the code. As a developer, that means you can write more code and spend less time reviewing code.
&nbsp;
<h3>You&rsquo;ll create higher quality apps</h3>
There are features built into Kotlin to reduce the number of bugs and system failures. Improving the quality of your apps and making it easier for developers. You won&rsquo;t be making the &ldquo;billion dollar mistake&rdquo; like Tony Hoare, as in Kotlin by default variables can&rsquo;t be null. You can also reuse code making it easier to maintain.
&nbsp;
<h3>You&rsquo;ll become multilingual</h3>
Kotlin has been developed to work alongside Java. Apps you&rsquo;ve created in Java can be migrated to Kotlin, it&rsquo;s interoperability allows seamless integration where you&rsquo;re already using Java. It&rsquo;s not a case of stopping using one and starting with the next, it&rsquo;s about picking the right solution for the job. If you&rsquo;re a Java developer and add Kotlin to your skillset you&rsquo;ll be one step ahead of everyone else and your work will benefit.
&nbsp;
<h3>You&rsquo;ll be more versatile</h3>
While Kotlin is the go-to for Android development it can also be used for web applications. Kotlin can generate JavaScript and native code and its multiplatform fluency allows you to be diverse. Flitting between languages and platforms depending on the project. That type of flexibility makes you an incredible asset to any team.
&nbsp;
<h3>You&rsquo;ll be in demand</h3>
There&rsquo;s no denying it, Kotlin experience is in demand. If you take a look at many Android Developer roles Kotlin is an essential requirement. Failing to upskill in Kotlin may result in you ruling yourself out of certain careers. It&rsquo;s a high risk strategy and not one that we&rsquo;d advise.
&nbsp;
<h2>What are the career options for a Kotlin developer?</h2>
A solid understanding of Kotlin programming opens a world of possibilities to work on leading projects in a variety of fields. Some of those opportunities are:
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Android app developer
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Data science projects
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Web developer
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Back end developer
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Software analysis
&nbsp;
Kotlin isn&rsquo;t a passing trend. Something that might hang around and then disappear. It&rsquo;s here to stay, and it&rsquo;s going to shake up the industry. If you learn Kotlin now, there&rsquo;s no doubt that it will boost your career prospects. It&rsquo;ll set you up to work on different projects, different platforms and in a different way to many of your peers. What&rsquo;s stopping you?
&nbsp;
Are you a skilled developer looking to add Kotlin to your tech stack? Want to join our
growing Kotlin Community? Reach out to our Source Technology team today. hello@source-technology.com

How can Kotlin boost your career?

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Event Infomation:
Smash Your Adapter Monolith With The Connect Pattern
Server-side code is regularly broken down into manageable chunks, based on endpoints. As a result, it tends to be nicely factored. But over several projects, we noticed that the same was not true of adapters that talk to 3rd party systems. These pieces of code tended to grow uncontrolled and were not given the same level of attention.
We can use the power of Kotlin and take advantage of language features such as Data Classes, Companion Objects, Operator Overloading and Extension Functions to easily do this - but the pattern concepts themselves are applicable to any technology choice or programming model.
&nbsp;
Speaker Information:
Andrey Breslav
Andrey Breslav led the design and development of the Kotlin Programming Language at JetBrains for 10 years.
Andrey will be talking about the languages Kotlin learned from and will have plenty of time for Q and A - so prepare questions you'd like to ask the lead language designer of Kotlin.&nbsp;
David Denton
David is a London-based Engineering Lead, Trainer and Open Source fanatic. He's been tippy tapping for about two decades, building software and teams delivering projects working in Finance, Publishing, Internet Provision and the COVID-prevention business. He is the co-creator of http4k, a functional toolkit for building HTTP applications in Kotlin, and spends far too much time thinking about Lego.
&nbsp;
Thank you to <a class="editor-rtfLink" href="https://www.linkedin.com/in/ACoAAAAsuOABPaEnUYmTMeqpP1DKRVrIUP0cgi8" target="_blank" rel="noopener">David Denton</a>&nbsp;and&nbsp;<a class="editor-rtfLink" href="https://www.linkedin.com/in/ACoAAAB98woBWzR4hoZRJBUs19R4WpMJDIQLONM" target="_blank" rel="noopener">Andrey Breslav</a>&nbsp;for their talks, everyone in the community who came along and the&nbsp;<a class="editor-rtfLink" href="https://www.linkedin.com/company/source-technology-ltd/" target="_blank" rel="noopener">Source Technology</a> team.
We're proud to announce that our community is now supported by&nbsp;<a class="editor-rtfLink" href="https://www.linkedin.com/company/jetbrains/" target="_blank" rel="noopener">JetBrains</a>. Thank you to everyone who entered our raffle. The winners of the&nbsp;<a class="editor-rtfLink" href="https://www.linkedin.com/company/jetbrains/" target="_blank" rel="noopener">JetBrains</a> 1-year subscription licenses have now been announced. Congratulations all!
You can find the video recording here if you would like to re-watch it or could not make it to the event in person.
Remember to<a href="https://www.meetup.com/source-talks-on-kotlin/"> join our Meetup community</a> to hear about our future events!

Source Talks: On Kotlin #5

Our 1st in-person Source Talks: On Kotlin Meetup was a great success!
&nbsp;
Thank you to our guest speakers, Michele Sollecito and Aditya Sofat&nbsp;for their interesting talk on Coroutines and flows in Kotlin, and for delivering a fantastic live coding session. As well as Duncan&nbsp;McGregor&nbsp;and Dmitry Kandalov on Refactoring from Spring Boot.
&nbsp;
We love bringing our community together for events like this, which is why we launched our On Kotlin Meetup page as part of Source Talks Community.
Remember to<a class="editor-rtfLink" href="https://www.meetup.com/source-talks-on-kotlin/" target="_blank" rel="noopener">&nbsp;join our Meetup community</a> to hear about our future events!&nbsp;
&nbsp;
Event Information:
Michele Sollecito and Aditya Sofat - Coroutines and flows in Kotlin.
Overview of Coroutines theory/Why? - Implementation of Continuation - Light weight Threads - Suspension Points
Use Case - non blocking/async programming
Practical Use Demonstrating - Coroutine Builders - ( DefaultDispatcher and how to change Thread Pool) - async/await use case
suspend fun loadAndCombine(name1: String, name2: String): Image { val deferred1 = async( loadImage(name1)) val deffered2 = async( loadImage(name1)) return combinedImage(deffered1.await(), deffered2.await()) }
Using Job and SupervisorJob to show the difference as well as Job Cancellation
Coroutine Structured Concurrency
Flows - Hot vs Cold - Built-in back pressure handling - Changing Dispatcher - MutableSharedFlow example
&nbsp;
Duncan&nbsp;McGregor&nbsp;and Dmitry Kandalov - Dependency Injection: Refactoring from Spring to Kotlin
Dependency injection libraries and frameworks seem to be so common these days that even the simplest projects start with introducing a DI framework. There are some good reasons to use DI frameworks, but in general, they can be less useful than expected. In this live coding session, I will take you on a refactoring journey moving a small web application from Spring to pure Kotlin. You will see how using modern language constructs can help achieve most benefits of DI frameworks without the need for reflection or compiler plugin magic.

Source Talks: On Kotlin #4

Java is one of the most commonly used programming languages, which makes a Java developer a huge asset to your team. A 2021 report by Statista states nearly 65% of software developers worldwide use Java as a programming language. With no formal benchmark of qualifications or experience needed to call yourself a Java developer you often end up with a wide pool of candidates at different experience levels. One disparity we often see with Java developers is a gap around their JVM knowledge. JVM grants applications the "Write once, run anywhere" principle making them platform independent, and while it’s not an essential skill a robust understanding enables developers to write and test high performing code. Why JVM?For any job understanding the essentials is key. You might not need to use that knowledge to complete your daily tasks but they provide a solid foundation for you to progress. The same applies to Java developers understanding the heart of Java - the Java Virtual Machine (JVM). Having a strong grasp on JVM, its parts and how they function helps any developer to write high-performing code and indicates that they take their role, and their development seriously. It’s tempting to skip the fundamentals and focus on the newer developments. But as a developer it's helpful for you to learn and understand the layer of software below that you’re working at. For instance, if you’re a C++ developer then you should learn assembly language to understand what the compiler is generating for you. For Java developers, that level is JVM. Historically, JVM only supported Java. Over time other languages such as Scala, Kotlin and Groovy has been incorporated into the Java platform. Fundamentally, a deep understanding of JVM will enable you to write better code while avoiding pitfalls relating to stack and memory errors. Assessing JVM SkillsIt’s not essential to understand JVM as a developer but a solid understanding marks that individual out as a cut above the rest, not only in their rounded technical know-how but also in their desire to develop themselves and their knowledge.&nbsp; Without an understanding of an individual’s current JVM skill level it’s challenging to establish their gaps in knowledge. Their current competency could be assessed via a proficiency test or through a conversation with a Java developer well versed in JVM, asking questions related to Just-in-Time compilation, multithreading, JVM options, class loading, concurrency handling, compile-time and runtime errors.&nbsp; Once their existing level of competency has been established you can then develop a plan to increase their understanding of JVM.Learning JVM The best methods for learning about JVM and bridging the skills gap is through independent learning. There are many courses out there that cover aspects of JVM in more depth including: ●	Oracle university●	Udemy●	Great Learning●	Data Flair Training●	Pluralsight It’s best to identify the specific area of learning you want to focus on then find a course that supports you to do just that. Alternatively, online resources and books like “The Definitve Guide to Java Performance” by Scott Oaks, which covers JVM in-depth. If you’re someone who prefers to take a hands-on approach they may help you learn through doing.&nbsp; The future of JVMJVM now incorporates possibly the biggest collection of languages of any bytecode making it still a crucial part of development connecting older and younger generations of coding languages. It’s not going anywhere in the near future and that’s why it’s still an essential skill for any serious developers.&nbsp; JVM is an essential, but often overlooked skill for developers to have. For developers it can be tempting to focus on newer developments without fully understanding the basic building blocks. Overcoming this requires either a change in recruitment processes to fully evaluate a candidate’s competency or a commitment by that candidate to dedicate time to upskilling their knowledge. This is something an employer can support through training courses, dedicated learning time or working with experienced colleagues to learn on the job.&nbsp; With a wealth of courses and learning available online, a supportive employer and a keen developer then overcoming any skills gaps in JVM should be relatively straightforward.&nbsp;&nbsp; If you need advice on your job search, contact the Source Technology team today. Our recruitment consultants are on hand to help you discover your dream role. hello@source-technology.com

Bridging the skills gap in JVM

When you have the best security staff around your priority needs to be on how you retain them. Recruiting staff takes time and is an extra process you don’t always need to go through when you have great staff already in-house.&nbsp; The good news is that there are some simple measures you can put in place to keep your security staff happy where they already are. Work/life balanceWorking remotely, alternate hours, office location or a mixture of all three go a long way to cultivating loyal staff. Particularly in the security sector where working hours can be longer than in other roles, the ability to logon at home or start later and finish later depending on the project they’re working on is seen as a massive benefit. Not only that but empowering staff to have responsibility for their own working style and hours helps them to feel in control of their work life. That ownership is particularly important when it comes to preventing burnout. With employees able to work from home if they need to protect their time from interruptions, or flex their working hours puts them firmly in the driving seat and you’ll see an increase in the retention and loyalty of your security staff. Skills development &amp; opportunitiesDevelopment is part of any role but particularly for those working in security keeping abreast of current developments is an essential part of their role. Building in opportunities and support for development at all levels is a surefire way to not only ensure you have the best staff but also to keep them.&nbsp; If your security staff are all up-to-date with their training then it also provides a pool of candidates for any promotion opportunities. Rewarding staff for their loyalty, dedication and expertise by creating a culture of promoting from within rather than looking outside first. Companies that take time to understand an individual’s ambitions and help them achieve them - even if they’re outside the “normal” route will also feel the difference in an employee's loyalty. Working cultureWhen candidates are looking for a new position, working culture is so important, and that’s true for existing staff too.&nbsp; An employer that has strong values which it embodies in daily practices, puts employee wellbeing first and encourages collaboration will always retain employees over other employers.&nbsp; Wellness is something that’s come to light particularly during the pandemic, with many employees raising awareness around burnout, mental health and work/life balance. Employers who can be seen to take this seriously through in house initiatives, leave packages and healthcare bonuses become a desirable place to work - particularly for those in stressful or high-risk roles like security staff.&nbsp; Rewards &amp; recognitionBeing adequately rewarded for the work we do is a motivating factor regardless of our industry or profession. But for those in the security world dealing with potentially high value threats it’s even more important. Whether that’s benchmarking salaries and ensuring new starters aren’t coming in on higher bands than existing staff, bonuses or incremental pay increases - money really does talk and is one of the most obvious ways to retain key security staff. Recognition for the work done and the impact of that work, whether that’s verbally, financially or through a reward scheme, helps instill a culture of feedback and support. Work isn’t done in silos or behind closed doors and never spoken about again, instead it’s held up as an example of a job well done.&nbsp; Staff need to feel appreciated, particularly in highly competitive, in-demand areas such as security and reassuring staff that they’re valued and their contribution has been seen is at the heart of retaining staff. ChoiceAt the end of the day empowering your employees so they feel they have choice is key. That might be over their IT equipment - whether they have a standing desk, how many monitors, whether they have a trackpad or mouse.&nbsp; When it comes to the equipment security staff use day in and day out giving them choices over the budget allocated to their set-up create a more comfortable working environment and as a result, a more productive and happier one. Listening to your security employees and understanding what they're asking for, whether that’s flexibility, equipment, recognition or balance goes a long way in retaining your staff. Helping your security staff feel empowered, in control and appreciated are all straightforward methods to ensure they have a long, fulfilling career with you. Using a recruitment expert like the team here at Source will help take some pressure off you so that you can focus on the other areas of your business. Why not give us a call today and find out what we have to offer – you will be glad you did.

5 Ways to Retain Your Security Staff

Building an agile workforce can be a great asset to your business. Bringing together different disciplines, people and working styles can make a more profitable and productive business.&nbsp; Recruiting the right people for your agile business can be tricky, particularly when it comes to your tech department. When it comes to finding agile tech workers many businesses struggle to find the right people for their opportunity. That’s a trend which is unlikely to change over the coming years. But why is it so hard to find agile tech workers? Let’s look at some of the reasons. SHORTAGE OF TECH TALENTTo recruit agile tech workers you need to be able to recruit tech talent in the first place. A study by Gartner found that COVID-19 accelerated the scale of digital transformation leaving many companies with a tech skills shortage. With a widening gap between demand and supply of tech workers, recruiting new talent to your business may become even more challenging. LENGTHY HIRING PROCESSTech is a field that thrives on speed, new developments and streamlined activities. Sadly, many recruitment processes don’t work in the same way. If you’re looking to attract the best agile tech workers then your process shouldn’t take longer than 2-3 weeks, any more than that and you’re at risk of losing great candidates.&nbsp; INNOVATION &amp; DEVELOPMENTThe tech industry is filled with new technology, innovations and developments. Staying at the forefront of all those changes is difficult. This becomes even trickier when you have an agile workforce spread across different time zones or locations as it puts the pressure on the individual. Too often creating an environment to facilitate learning and agile workers' development is hard to find but it’s something that makes you stand out from the crowd. PROACTIVE RECRUITMENTWith such a highly competitive market many of the best agile tech workers already have roles that they’re happy in so traditional recruitment methods don’t work. Relying on an advert and applications are outdated methods, and instead companies need to become proactive in their recruitment - seeking out the best candidates directly. RIGID BUSINESS MODEL&nbsp;Work location and remote working are quickly becoming the cornerstones of tech working. But if your business model doesn’t reflect these or fully embody the ethos of agile working then this can quickly drive talent away. If agile working is only in one area of the business it can cause friction between areas of the business and undermine the principles of agile working. WORK FROM ANYWHEREAt the heart of agile working is the idea that location doesn’t matter. But the reality is without the right digital collaboration and management tools such as Slack, video conferencing or Asana, you’ll end up with isolated team members working independently. Establishing your infrastructure and being able to explain to candidates your expectations and the reality is essential to recruiting agile tech workers. RECOGNITION AND REWARDSOut of sight, out of mind is a big worry for agile workers. There’s a perception that without adequate face time they won’t get the recognition they deserve and could be passed over for promotion opportunities or recognition. Being able to demonstrate how your workplace culture extends to remote workers or part-time staff will help to reassure and soothe those concerns. BURNOUT&nbsp;There can be a misconception that an agile worker is available whenever they’re needed. This can particularly be seen in start-ups where there’s a huge level of work to be done, and often redone at short notice. When the boundaries between work and personal time become blurred, and agile working becomes more taking than giving that creates issues for recruiting other agile tech workers to the business. RISING POPULARITY OF FREELANCE WORKThe world of work is changing and taking on freelance or contract work is becoming an increasingly popular way of working. For many, it’s the ultimate in agile working and the potential instability is outweighed by other benefits. It adds an extra layer of competition when recruiting for an in-house role and means the package on offer needs to be even more irresistible. CHANGING PRIORITIESAgile working is more than simply where you work. For many, it also refers to workplace culture and the values it embodies. Increasingly tech talent is looking at the wider context of an employer - what their priorities are, whether they’re culturally and socially responsible and using that information to make a decision. It’s no longer all about salary or other traditional perks. A highly competitive marketplace and a shortage of tech workers are without doubt hampering your ability to find the agile tech workers you need. But there are a whole host of other factors at play that you should be aware of. From your culture to your set up to your package if you’re struggling to find the right talent you need it’s worth reviewing your recruitment process and identifying areas to improve. Are you looking for talent solutions for your technology organization, or searching for your next opportunity in tech? Reach out to our Source Technology team today. hello@source-technology.com

10 Reasons Why It's Difficult To Find Agile Tech Workers

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Our 1st Kotlin Virtual Meetup of 2022 was a great success!
What a great session; thank you to our speaker&nbsp;<a class="editor-rtfLink" href="https://www.linkedin.com/in/aaccioly/" target="_blank" rel="noopener">Anthony Accioly</a>! We're excited about continuing to build this webinar into a series for our community.
&nbsp;
Event Information:
Anthony is the founder of 7RTC and an experienced Software Engineer with tons of experience building scalable enterprise applications for top companies such as Ericsson, JP Morgan and Comply Advantage using a wide range of JVM (and non-JVM) languages.
He has recently taken an interest in Kotlin and is using the language to build blockchain-enabled supply chains and payment solutions to one of his clients.
Anthony is passionate about giving back to the community and has spoken at several events, mentors junior developers, contributes to open source and is a trusted user Stack Overflow for his contributions.
In this talk, he explores some interesting aspects of Kotlin, including Generics + declaration-site variance, destructing declarations, extension functions and standard scope functions.
&nbsp;
Remember to<a href="https://www.meetup.com/source-talks-on-kotlin/"> join our Meetup community</a> to hear about our future events!

Source Talks: On Kotlin #3

Recruitment careers are in high demand right now, especially in the UK. According to Linkedin, &ldquo;Demand for recruiting professionals is at [an all-time] high. Recruiting the right talent is increasingly mission-critical in today&rsquo; tight labour market. And their data shows the demand for recruiting professionals has increased 63% globally since 2016.&rdquo; All over, graduates are choosing a career in recruitment for several reasons. We&rsquo;re sharing the most popular six in today&rsquo;s blog.&nbsp;
&nbsp;
FLEXIBILITY&nbsp;
&nbsp;
Core to the recruitment field is the built-in flexibility. This comes from the one on one relationship you build with your clients and candidates. There is no one looking over your shoulder per se. And no one will tell you exactly what you need to do each day. Everyone in recruitment must manage their clients to ensure the correct contact frequency is in place.&nbsp;
&nbsp;
UNCAPPED COMPENSATION&nbsp;
&nbsp;
Recruitment consultants can still earn a lot of money. In general, commission structures do not have a cap at recruitment firms. Because of this commission structure, recruitment consultants can earn significantly more than other entry-level job roles.&nbsp;
&nbsp;
SKILL BUILDING&nbsp;
&nbsp;
When you become a recruitment consultant you will build sales skills. That is not all. You&rsquo;ll also develop communication skills, relationship management skills, time management skills and project management skills. You&rsquo;ll become familiar with the systems required in the recruitment field including CRM, email, telephone and other tech-based skills.&nbsp;
&nbsp;
SPECIALIST UNDERSTANDING&nbsp;
&nbsp;
Depending on your degree you may find it easy to join as a recruitment consultant for a specialist field. Even without direct workplace experience, university or college-level training may provide you with a solid foundation to make determinations about the skills and experience of others in a similar field.&nbsp;
&nbsp;
FAST PROGRESSION&nbsp;
&nbsp;
Expect fast progression as it&rsquo;s not uncommon for recruitment consultants to earn promotions in under a year. There are several levels to progress within the industry and most recruitment firms have clear and defined job roles.&nbsp;
&nbsp;
ENHANCED BENEFITS&nbsp;
&nbsp;
It&rsquo;s also common for recruitment roles to boast attractive benefits packages. Graduates are choosing a career in recruitment often for these soft rewards. Think pensions, reward schemes, corporate cars, private healthcare and more.&nbsp;
&nbsp;
Considering a graduate placement in recruiting? Let&rsquo;s talk about that.&nbsp;
&nbsp;

6 reasons why graduates are choosing a career in recruitment

Even since before the pandemic, cybersecurity was a major issue for both businesses and individuals, however the current world situation has made it even more of an important issue with so many people having to connect digitally instead of face to face.
&nbsp;
You can be sure cyber scammers have not let this change go unnoticed and the number of cyber threats has rocketed in the past 18 months. Now more than ever before it&rsquo;s important for companies and the general public to be aware of the various types of threats to the security of their digital devices, and here we&rsquo;ll take a look at the five most common ones to prevent you from falling into the trap.
&nbsp;
Ransomware
The clue is in the name, holding data to ransom for a price. Ransomware is a program that encrypts data on your system and effectively locks it up unless a key is used to unlock it and regain access. This type of attack is becoming more commonplace and is usually targeted at companies and larger organisations such as universities and hospitals due to the sensitive and vital information they may hold on customers, and their ability to pay the large sums requested to unlock the data.
&nbsp;
However, millions of individuals are targeted each year too on their personal computers, with important files, videos and photos locked away and unable to be restored.
&nbsp;
Phishing
Aimed at both small businesses and individuals, phishing is a technique that tricks users into performing a certain action which gives power to the attacker, such as filling in details on a fake website or disclosing sensitive banking or security information. This can come in the form of an email where the phisher takes the form of a trusted person and ushers them to click a link or to download a file which then executes software to steal sensitive data.
&nbsp;
Most of the time these attacks are easy to spot for the trained eye, but many times the scam works when the recipient&rsquo;s guard is let down, and it only takes a second for the wrong action to be taken.
&nbsp;
Malware
A wide-ranging type of attack that can be anything from computer code which acts in a malicious way on your system to viruses and hacks that can happen when you download items from the internet or open infected emails. Malware has the purpose of damaging entire systems, and crippling networking infrastructure, and oftentimes this can be very costly to repair or replace.
&nbsp;
During this kind of attack, the system is wide open to the hacker and they are able to steal all kinds of valuable information from an organisation or individual. Most of the time, a good virus detection and malware sweeper is enough to detect, isolate and eliminate the threat, however these threats are becoming more and more sophisticated.
&nbsp;
Hacking Weak Passwords
Let&rsquo;s face it, the average person who is signed up to multiple websites and uses passwords to gain access to everything from their email to their work accounts will have more passwords than they can possibly remember. Due to this, most people choose a simple password such as a name and a set of numbers which is then repeated across all of their devices with little variation. This makes a hacker&rsquo;s job very easy, as once they are able to crack on password, they will have instant access to the rest of the accounts using the same one.
&nbsp;
Some websites and applications now demand stricter protocols, such as using capitals, multiple numbers and special characters, and this is then stored in password memory by our devices so we don&rsquo;t have to remember them. Once a hacker has gained access to your account, they can take any number of decisions to steal your personal data and banking details to use maliciously.
&nbsp;
Denial of Service (DoS)
This attack works by flooding a system with multiple requests so that it cannot process them all, and as such is unable to function properly. The ensuing attack leaves your computer very vulnerable and at this stage the attacker is able to inject malware to damage your system and steal valuable data.
&nbsp;
Another term for this is distributed denial of service where the attack is started from a network, but there are also botnets and so-called zombie systems which do the same thing, but from a wide range of locations which makes tracing the attack virtually impossible.
&nbsp;

A Look At The 5 Most Common Cybersecurity Threats

With more and more people using the internet to carry out basic daily tasks that were once done in person, such as banking and shopping, then the need for secure systems and technology has never been more essential. Cybersecurity is one of the fastest-growing markets within the technology and security sectors, due mainly to people understanding more about the rise in threats to their privacy and security online. This of course means that there will be a huge increase in jobs available for those who wish to pursue a career in cybersecurity, so if that’s you, but you’re still not sure if this is the right career path for you, then keep reading to find out why cyber security is more important now than ever. A Breach Is Expensive BusinessAs a business that operates online, which to be honest, most people do today, then the cost of having a breach of data can be extremely costly. Of course, it depends on the type of business they are. A multinational bank that holds very sensitive information about their customers, such as mortgage details and bank account numbers is going to be hit much harder than a family-run bakery in your local town. When customers buy anything from a business or even do something as simple as signing up to a mailing list for marketing purposes, this is data that the business holds on them and they have a legal and moral obligation to ensure it’s used correctly and held safely away from hackers.In the UK, the average cost of a data breach is around £20,000. However, even if this is just a drop in the ocean for them, the damage to their reputation can be far more costly - especially in the age of social media. Hackers Are Becoming More SophisticatedIf we look back 20 years, the hackers we think about are some college kids in their parents’ basement. However, nowadays, hacking is completely different. In fact, there are even full organisations dedicated to hacking into security systems around the world. Even the government isn’t immune from these. It seems like for every step that a company takes to protect themselves against a hacker or for every new anti-hacking programme that’s created, the hackers come along with something more sophisticated to make it harder to beat them. So, hiring more dedicated people into cyber security is so important these days to help continue the fight against these hackers and keep people and their data protected. Regulations Are Tighter Than EverOver the last few years, GDPR has been making waves across the business world. The often-confusing regulations brought in by the European Union to help protect people’s personal data online is just another thing that shows how much people are really starting to take this seriously.As mentioned above, when so much of our daily lives are now being conducted online, it only makes sense to want to protect the most sensitive data that we’re giving out to companies. So, even if it’s not just criminals that businesses need to protect their customers against, over the next few decades, we’re going to see even more tighter regulations to help ensure that we can keep up with fighting the battle against hackers and those who want to steal and do bad things with our personal data. A career in cyber security is not only one that will be interesting, but it’s a lucrative one, because companies take this seriously now more than ever as you can see from the examples above, and is a career that will never be lacking in exciting opportunities as the market continues to grow.

Why Cyber Security Is More Important Now Than Ever

The job market in Germany has been flourishing in the last few years. It&rsquo;s well known that, due to the country&rsquo;s efficiency and seriousness, when it comes to work there&rsquo;s nobody like the German people.
&nbsp;
But there might be some false myths on the subject, some lies that we&rsquo;ve been telling ourselves for a long time. And if you are considering moving to Germany for work, or even if you&rsquo;re just curious about the subject, you should definitely consider these tips first.
&nbsp;
You&rsquo;ll Need To Be Punctual
This isn&rsquo;t a myth. German people really care about punctuality in the workplace. And their workday starts very early as well. It&rsquo;s not so rare to find people already working at seven in the morning, or even at six-thirty.
For many British people this would be crazy, but in Germany it&rsquo;s considered quite usual. This probably has to do with the fact that all schools open very early, and German people are used to getting up at sunrise since a very young age.
Also, part of it can be explained by assuming that many workers drop their kids at school on their way to work. Since schools open so early, there&rsquo;s no need to wait around for all the parents. They will start getting some work done as soon as possible, and, again, they will always be punctual.
&nbsp;
The Dress Code In The Office Is Different...
While German men can dress more casually than British men for work, it&rsquo;s not always the case for German women. And actually, in many cases they have to dress up in a more formal way than the British women.
But it&rsquo;s quite common to see men wearing jeans at meetings, or casual shoes even when they are on sales. For some reason, we&rsquo;ve always been used to imagining German employees in the workplace wearing formal clothes all the time, but this is clearly just a myth.
&nbsp;
&hellip;But People Are Actually More Formal
Employees in the office behave in a very serious way. They don&rsquo;t like joking around when it comes to work topics. They generally have the tendency to completely divide their personal life from their work life.
Most of the time, they&rsquo;re out of the office by three o&rsquo;clock, and this leaves them the rest of the day for nice afternoons and evenings with friends. Usually, people in Germany don&rsquo;t go out for drinks with their co-workers, which could be an enjoyable surprise for all the introverts out there.
Many German people have a small, closed circle of friends that they like to go out with, and they leave all of their work life behind as soon as they get out of the office.
&nbsp;
Open-Plan Offices Are Rare
It&rsquo;s not so common to see open-plan offices in Germany &ndash; it&rsquo;s typically easier to find separate office rooms, or at least cubicles. Germans care a lot about their privacy, and they don&rsquo;t like to be distracted when they&rsquo;re working. They&rsquo;re fully committed to what they&rsquo;re doing, and even an overheard conversation could bother them. That&rsquo;s how they manage to work generally less than the average British employee, while keeping their productivity per person usually higher. There&rsquo;s a time for playing, and a time for working.
&nbsp;
German Efficiency Isn&rsquo;t Real
This is a myth as well. We&rsquo;ve been believing all of our lives that German people are the most productive, while in reality their bureaucratic system is really slow and complex. There is a lot of paperwork to do every time you want to book holiday, or if you need to make an unplanned expense.
&nbsp;
Bottom Line
This is the way work life goes in Germany, and these are our tips on how to survive it. If you have any questions or comments, don&rsquo;t hesitate to get in touch with us.
&nbsp;
&nbsp;

Top Tips On Working In Germany

Here at Source, keeping up to date with the newest technology is a big part of we do. After all, new technology means new jobs, and this strategy allows us to be able to recruit for the newest jobs on the market before anyone else.
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It&rsquo;s a new year now, and that means lots of new technological innovations. Keep reading for our top technology trends of 2022.
&nbsp;
Virtual Worlds
Starting off our list with a bang, we&rsquo;ve got one of the biggest game changers in the technology sector &ndash; virtual worlds. Like it says on the tin, a virtual world is an online environment when people can meet, work, and play. We already have this technology in the form of MMORPGs (massively multiplayer online role-playing games), but a virtual world won&rsquo;t be like a game &ndash; it will try to mimic real life as closely as possible.
Think Facebook &ndash; but in real life. In fact, Facebook (Meta) will be behind the biggest push of this technology with their metaverse. Heralded as the next phase of the internet, think of it as an augmented or extended reality, blurring the lines of digital and real life.
Jobs for these virtual worlds may include avatar designers and research scientists.
&nbsp;
3D Printing
Like a lot of other technologies, 3D printing has actually been around for a while now but has never fully taken off. But this might be the year for 3D printing, thanks to the ability to make 3D-printed houses. How is this possible? It just requires putting all the housing materials &ndash; concrete, plastics, sand, etc &ndash; into a huge 3D printer, which then &lsquo;prints&rsquo; out homes.
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Cryptocurrencies
Cryptocurrency is another example of a new technology that is yet to fully get rolling. Experts are predicting that 2022 will be the year that crypto becomes more mainstream, meaning the average person could start using it as part of their regular finances.
What are the signs that crypto will become more mainstream? The main one is that the Central American country El Salvador became the first country to use bitcoin as legal tender in 2021. Other countries, such as Sweden and Canada, are also considering making the crypto move in 2022
&nbsp;
Electric aviation
You might get bored of us saying this, but electric aviation is another one of those technologies that has been around for a while without getting off the ground. With the need to lessen carbon emissions becoming more immediate due to global warming, the technology has been given a bit of a kick. The only thing holding electric aviation back now is battery technology.
So, what does this mean? It&rsquo;s fairly straightforward &ndash; planes are going electric. Expect to see smaller electric planes in 2022 and 2023, and the bigger ones to come in the years after that.
&nbsp;
Artificial intelligence
&nbsp;
The last one on our list &ndash; artificial intelligence &ndash; is one that makes it onto our lists every single year, and that&rsquo;s because there&rsquo;s something new for it every year.
&nbsp;
What&rsquo;s new for AI in 2022? Conversational AI has made a lot of progress, with the ability for it to now argue in conversations. Social robots are expected to make big leaps as well, with the ability for these robots to become more customising, meaning that the robot will speak different to every human it meets.
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Get in touch
If you&rsquo;re interested in working in any of these emerging fields, or if you&rsquo;re worried about how they might affect your current job, get in touch with us now. We may be able to help you take the next step in your career, in a world that is changing so rapidly.
&nbsp;

Top Technology Trends 2022

Over the last 10 years, cloud storage platforms such as iCloud, Dropbox, and even Google have continued to soar in popularity. This is in part due to the space it saves on devices and prevents a loss of data in the case of phones or computers being broken or stolen.
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However, a big part of it is the security aspect; cloud storage providers have highly secure encrypted servers that make it very difficult, near impossible for hackers to reach, so people feel more secure putting their data in the hands of these trusted companies as opposed to simply leaving it lying around on a hard drive or server that can be accessed by someone who wants to use their data for malicious purposes.
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When deciding how to store your company data &ndash; especially things like employee files, salary details and other sensitive information &ndash; then you need to know that the platform you use is one that&rsquo;s going to meet your needs now and as you grow.
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There are so many platforms out there already that it can be hard to decide which one to go with, so to help you reach a decision easier and quicker, we&rsquo;re going to list some of the things you should be looking for when considering if cloud data storage is for you, and what features to look out for when selecting a provider.
&nbsp;
Make Sure They&rsquo;re Encrypted
If you use a messaging service such as WhatsApp, you&rsquo;ll see that it tells you when you first message a new contact that all your conversations are encrypted. What does this actually mean? Basically, it means that nobody can access your files, conversations or any data you share other than you and the person you&rsquo;re having a conversation with - this includes the people who run WhatsApp (or Meta) themselves.
If you&rsquo;re ever in doubt about this, don&rsquo;t be afraid to reach out to the provider before signing up with them as not all providers offer end-to-end encryption, but it&rsquo;s so important to ensure that all your data stays safe - especially when you&rsquo;re dealing with the data belonging to others, as this could cost you massively as a business.
&nbsp;
Read Those User Agreements
We&rsquo;ve all seen them, especially the ones from Apple and Google that appear to have you scrolling for a few minutes, and that nobody ever bothers to read, but just clicks accept at the end.
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That&rsquo;s not a smart move, especially when it comes to something as sensitive as securing data. If you wouldn&rsquo;t sign a contract without reading it in its entirety, then don&rsquo;t do the same with a user agreement, as effectively they&rsquo;re contracts between you and the company providing the service.
Just as you would with a contract, you need to know what the provider is offering and what your rights are. You&rsquo;ll potentially find some clause or waiver in there that will deter you from handing your files and data over to them.
&nbsp;
Make Your Passwords Strong And Change Them Often
It&rsquo;s still quite baffling that, in today&rsquo;s online-driven world, so many people are using passwords like the word Password. One of the reasons that hackers are able to be so successful in accessing people&rsquo;s data is to do with people using extremely weak passwords. Your password needs to be strong and cryptic, and preferably updated every 3-6 months. Most logins now require you to enter your password as 8 letters or more, have at least one uppercase and one lowercase letter, as well as a number and a special character &ndash; so make the most of that flexibility.
&nbsp;
Set Up Two-Factor Authentication
This is one of the easiest ways to ensure your safety online when it comes to securing your data. Each time you or anyone tries to access your account, you&rsquo;ll receive an alert, usually as a text on your phone or email to check that it&rsquo;s you trying to access the account. If so, you just approve it and you&rsquo;re good to go. If not, you know that someone has tried to access your account unsuccessfully and can take steps to prevent that from happening again.
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We hope that these tips help you get the best out of whatever cloud storage platform you decide to go with and that when you do sign up for one, you know what steps you need to take to keep all the data you have on there as secure as possible.&nbsp; 
lastly, given the critical importance of robust security measures in cloud storage, there's a growing demand for skilled professionals in <a href="../../../../../../source-technology/roles/cloud-security-developer-jobs/">cloud security developer roles</a>, who specialise in creating and maintaining secure cloud environments."
&nbsp;

Securing Data In The Cloud – What Can You Do?

Everything in 2020 was so unpredictably tragic due to the pandemic. Economically, for many companies, it was the end of the road. Many tech companies went bankrupt, and many CEOs fell out of their thrones.
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However, the companies that survived the pandemic crisis are now bigger, better, but most of all they have a quality that is essential in these times &ndash; they are ready to fight. Because of this, the landscape of tech careers has changed its shape in the course of the past two years, and now whoever wants to start a career in this field will have to keep in mind what awaits them.
&nbsp;
We&rsquo;re here to help you with this. These are our tips on some of the best tech career paths to follow in 2022. We need to be honest, though &ndash; it&rsquo;s not going to be a piece of cake, but we are sure that we&rsquo;ll be able to find the right road for you together.
&nbsp;
DevOps Engineer
A DevOps engineer will take care of the deployment and network operations of a development team. There will always be need for DevOps engineers, especially in times like this. They can handle coding and scripting, they are highly skilled in Linux or UNIX system administration, and they know how to use tools like Git and Jenkins. It&rsquo;s a role that you just can&rsquo;t miss from the layout of a successful company.
&nbsp;
Cloud Architect and AI Architect
A Cloud Architect is the person in charge of designing and administering the cloud structure, while an AI architect will plan a strategy based on artificial intelligence. These two are the most needed roles in order to plan a company&rsquo;s strategy, and, since today many companies are considering to &ldquo;go cloud&rdquo; or to start using AI especially because of the crisis we lived in these past two years, it will be a great choice of path career for you.
&nbsp;
Product Manager
The development of each tech product has to be overseen by the product manager of the company. It&rsquo;s another essential position, as every company will need one when releasing a product. The skills of a product manager will be some strong analytic abilities, product lifestyle management skills, and the knowledge of management tools like PivotalTracker.
&nbsp;
Programmer Analyst
Programmer analysts are a key figure because of their ability in reporting documentation of every programming process with diagrams and flowcharts. They will always be needed in every tech company, since their skills in debugging and troubleshooting information systems are very valuable. Programmer analysts will also have deep knowledge of programming languages like Java, C, and C+.
&nbsp;
Get in touch
These are just a few of the best paths that we recommend for you to take, but if you have any other questions, don&rsquo;t hesitate to contact us. We will be happy to help you with any doubts you might have. Here at Source, we&rsquo;ve got contacts with some of the biggest players in the technology industry, which is good news for you if you&rsquo;re part of our talent pool. We&rsquo;ll put you forward for the best jobs at these companies &ndash; many of which are exclusive to us and are not advertised anywhere else. This is what you get when you join Source. It&rsquo;s a big investment in your career and your whole future.
&nbsp;
We know that the tech one is a tough world &ndash; we&rsquo;ve been trying to navigate it ourselves for many years. But it can give great satisfaction to anybody who is willing to work hard. That&rsquo;s what we&rsquo;ve done, and we&rsquo;ve had great success.
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Tech Career Paths In 2022

Here at Source, we like to see ourselves as a future-facing company. What does that mean exactly? It means we&rsquo;re always looking to innovate and adapt and keep up with the latest advances in the markets that we recruit for. That&rsquo;s why we write these articles &ndash; we want to make sure we&rsquo;re always ahead of the curve.
One thing that is hot on topic at the moment is the programming language Kotlin. With so many other programming languages out there, many people are asking just what the future of Kotlin is and whether it&rsquo;s worth pursuing a career working with this language.
Keep reading for our thoughts on the matter.
<h2>What is Kotlin?</h2>
Before we talk about the future of Kotlin, let&rsquo;s go through what Kotlin actually is first.
For those of you who don&rsquo;t know, Kotlin is a programming language that is open source and statically types. It was designed to work best with Java but also works with older languages as well.
Some of the biggest apps in use today were created using Kotlin. Pinterest was made possible by Kotlin&rsquo;s coding language that helped to create accurate and clear code that allows for superior performance. Kotlin also allowed Trello to become more interactive using its card system. Tinder especially benefitted from Kotlin because of clear and concise coding architecture.
<h3>The future is bright for Kotlin</h3>
We&rsquo;ll jump straight to the point now &ndash; Kotlin is highly likely to become the next big programming language within the next few years. Some would say that it already is the next big thing.
This is because of many reasons. One of these reasons is because Kotlin is a particularly modern programming language, meaning that it brings together all the best features of the previous languages. Kotlin is also easy to learn, while still having powerful and complex features. It is even easier to learn if you have experience in Python and or Java.
There are also great learning materials on offer for Kotlin &ndash; there are many courses that are easy-paced, and which offer key insights into the programming structure. The Kotlin developer community is also very big, meaning there are always experts that you can fall back on if you get stuck.
Now that the biggest brands have used Kotlin, we predict others will follow suit. The big brands will also need Kotlin programmers to help maintain their apps. It all adds up to Kotlin being high in demand in the next couple of years. The experience developers will be in particular demand. If you start learning now by using the wealth of information available, you&rsquo;ll be setting yourself up to profit in the future.
<h4>We can help you get a Kotlin job</h4>
We hope this article has helped you to learn a little more about the future of Kotlin. In our opinion, it&rsquo;s going to be a bright one. This means that if you&rsquo;re looking for <a href="../../../../../../source-technology/roles/kotlin-developer-jobs/">jobs in Kotlin Development</a>, or if you&rsquo;re just thinking about starting to learn it, there&rsquo;s no better time to do it.
If you are looking for Kotlin jobs, we can certainly help with that. We&rsquo;ve got close contacts with some of the biggest players in the technology industry who are literally waiting to hear from us about you. We&rsquo;ll ask you some questions about your past experience and qualifications, along with information about career goals and aspirations, and then we&rsquo;ll take it from there.
Get in touch with us now or apply to one of our jobs. We&rsquo;re looking forward to hearing from you.
&nbsp;
Other Kotlin Related Posts&nbsp;
<a href="../../../../../../news/kotlin-the-future/">Why Companies are switching to Kotlin development</a>
<a href="../../../../../../news/introduction-to-kotlin/">Introduction to Kotlin</a>
<a href="../../../../../../news/kotlin-backend-development-compared-programming-languages/">Kotlin for backend development and how it compares to other languages</a>
<a href="../../../../../../news/kotlin-the-future/">Is Kotlin the Future?</a>
&nbsp;

Is Kotlin the Future?

Scala is being used more and more frequently. It&rsquo;s a functional programming and scripting language, but what makes it unique is the coexistence of features of both functional and object-oriented programming. Due to the increase in use of this language, Scala developers are becoming much more needed.
&nbsp;
The Two Sides
There are two sides to the story when we&rsquo;re dealing with Scala developer interviews. On one side, there is a rising demand for the professional figures, and being able to recognize a proficient Scala developer is crucial to companies. But so is preparing for an interview if you&rsquo;re a developer.
Whenever you face an interview about Scala, no matter which side of the desk you sit at, there are some questions you&rsquo;ll have to keep in mind. Keep reading for our sample interview questions.
&nbsp;
What Is Scala, Scala Sets And Scala Maps?
When we&rsquo;re talking about Scala, what really differentiates it among the other developing languages is the concise manner Scala expresses solutions in. This is due to the fusion of functional and object-oriented programming languages.
&nbsp;
A Scala set is a collection of elements in pairs of the same typology, which can&rsquo;t contain duplicate elements. A Scala set can be mutable or immutable.
&nbsp;
A Scala map is a collection of key or of pairs inside one particular value. It&rsquo;s possible to understand any value when you have its key. It&rsquo;s important to remember that the keys are unique in the maps, while the values are not, so it&rsquo;s not possible to retrieve a key, starting from its value.
An object is just a singleton, a particular example of a class, while a class is in fact a description for the objects. The class defines one type in relation to the others - like a blueprint of the object.
&nbsp;
What Are The Advantages Of Working With Scala?
Due to its conciseness, Scala usually presents a high scalability and a high testability. Programs written with Scala are also very easy to maintain and they are usually more productive than the others.
&nbsp;
But the key feature of Scala is its functional style, which is much less prone to errors. This is not all either &ndash; Scala provides many features of the other programming languages as well.
&nbsp;
Is Scala Better Than Other Programming Languages?
Not always. Other programming languages have different features that will make them the best in other fields. But in some ways Scala is actually better. The arrays, for example, use regular generics, whereas in other languages the generics are bolted on later, as an afterthought.
&nbsp;
Scala also leaves &ldquo;if blocks&rdquo;, &ldquo;code&rdquo; and &ldquo;for-yield loops&rdquo; in braces when there is the need to return a value. This way is usually preferable because it solves the need for a separate ternary operator. Scala, moreover, doesn&rsquo;t have a boilerplate code, and it has native tuples.
&nbsp;
Let&rsquo;s Talk About It
These are the questions we believe to be fundamental, whether interviewing a Scala developer or if you are one. We know that there are more topics that could be addressed, but these are the ones that you can&rsquo;t miss from any Scala developer interview. But we would love to hear your opinion. We are a friendly team and we&rsquo;re ready to learn from you.
&nbsp;

Interview Questions for Scala Developers 

When working with information technology, the chief information officer (CIO) is a key figure of the enterprise. CIOs are one of the leading roles in the companies because they have to take care of the management and the usability of information.
&nbsp;
Lately, with the increase in the use of technology, CIOs gained a bigger importance. CIOs study how the different technologies improve the company&rsquo;s business, and they are in charge of analysing their benefits.
&nbsp;
As you can imagine, any type of digital transformation needs to obtain the CIO&rsquo;s approval before passing through. The CIO will have to be completely sure if a change in the technology is worth its risks, because every change will always bring with itself a factor of unpredictability.
&nbsp;
So, before approving any digital transformation, the CIO will have to ask some questions. We&rsquo;re here to help with this, by providing what we think are five questions the CIO will want to keep in mind.
&nbsp;
&nbsp;
&nbsp;
Is the Cloud a good business strategy?
&nbsp;
Many companies nowadays decide to move their digital structure to the Cloud, because it presents a higher agility in business applications.
&nbsp;
But before taking this decision, the CIO will have to ask what tangible benefits it will bring to the company. Is the company going for the Cloud business just because it looks better, or because it will actually represent an improvement in its business?
&nbsp;
&nbsp;
&nbsp;
Cloud-Native or Mode 2 applications?
&nbsp;
What a CIO will really have to ask here is something different. In which way are we considering this, did we take into consideration a greenfield standpoint? The type of shift that the CIO will want to guide is always organisational, in order to support the Cloud-Native technologies as well.
&nbsp;
It&rsquo;s true that every technology is relevant, but some are way more than others. The Cloud is a valid alternative, but even when the CIOs have made up their mind, there are still all these elements to consider.
&nbsp;
&nbsp;
&nbsp;
Is the Cloud safe?
&nbsp;
The fact that so many companies have taken the decision to move into the Cloud technology doesn&rsquo;t necessarily mean that this type of decision doesn&rsquo;t have any risk.
&nbsp;
&nbsp;
&nbsp;
First of all, the Cloud will become the storage unit for many kinds of information, including relevant data. It&rsquo;s the CIO&rsquo;s job to make sure that these data are protected in the right way. Furthermore, it&rsquo;s really important for the Cloud to present an option of recovery, in case of loss of important information. Having a good backup plan is always essential.
&nbsp;
&nbsp;
&nbsp;
How will the Cloud change the company?
&nbsp;
The job description has to change first, to reflect the new asset of the company, given this shift in its technology. Sysadmins, for example, will have to become Site Reliability Engineers (SRE) and Developers will have to turn into DevOps. Secondly, it&rsquo;s important to re-train all of the employees in techniques that will revolve around the Cloud.
&nbsp;
&nbsp;
&nbsp;
How will Cloud Technology change Vendor Choices?
&nbsp;
It&rsquo;s important at this stage to focus on some projections for the future. What are, for example, realistic ROI projections in the next three years? Only by analysing this kind of information, the CIO will be able to understand how the Cloud technologies are going to change the Vendor Choices. It&rsquo;s also crucial to ask, at this point, if the ROI includes the Professional Services, if they&rsquo;re needed to start with this technology.
&nbsp;
&nbsp;
&nbsp;
Bottom line
&nbsp;
The chief information officer is a critical figure for any company that deals with technology. The choice of a digital transformation towards the Cloud technology falls on them completely, but it might get difficult, depending on the case.
&nbsp;
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If you have any further doubt, don&rsquo;t hesitate to contact us. We&rsquo;re a friendly team here at Source, and we would love to help you in any way we can.
&nbsp;

5 Questions Every CIO Should Ask Before A Digital Transformation

Whether you&rsquo;re in university and thinking ahead to your first career role or are simply looking to try something new, then programming may have been something you&rsquo;ve considered.
With more of our lives being conducted on the internet, and that not set to change any time soon, then it makes sense that the need for high quality, dedicated and talented programmers is not going to be going anywhere either, and is actually set to increase.
You may be aware of some of the basics of programming languages, and although it can be quite overwhelming to keep up with all of them and wonder which ones to focus on, if you&rsquo;re looking to become an Android developer, then Kotlin is one that&rsquo;s making some headlines recently as it definitely one to pay attention to.
Just as the name Java was named after an island off the coast of Indonesia, Kotlin was named after Kotlin Island in Russia, near St. Petersburg. Although this may seem like useless trivia, knowing stuff like the name of programming languages and where they come from will be things viewed favourably when applying for jobs as it shows you&rsquo;ve done your research.
If you&rsquo;ve never heard of it, then don&rsquo;t worry, in this post we&rsquo;re going to give you a full introduction to Kotlin, so that you can decide if this is something you&rsquo;d like to focus on in your work as a developer. If you're interested in exploring opportunities in this domain, check out our&nbsp;<a href="../../../../../../source-technology/roles/kotlin-developer-jobs/">Kotlin developer vacancies</a> and apply today.
<h2>Google Prefers It</h2>
This is probably one of the most important factors to consider with Kotlin. As we all know, Google basically runs the internet&rsquo;s most used search engine &ndash; and so much of how a website performs and how visible they are really comes down to how much Google approves of them.
Google recently announced that Kotlin is their preferred programming language for Android, which is definitely something to consider when deciding which programming language you&rsquo;d like to focus on going forward.
<h3>It&rsquo;s A Cross-Platform Language</h3>
While both Java and Kotlin are widely recognised and robust programming languages, they do have slight differences in their capability and functionality. With Kotlin, you have something that has the features of both, object-oriented and functional programming, whereas Java only works on object-oriented programming.
Additionally, Kotlin allows those using it to create an extension function, which is something Java programmers aren&rsquo;t able to do.
<h4>It&rsquo;s Java-Compatible</h4>
Although the two are different programming languages, choosing Kotlin over Java won&rsquo;t leave you limited to only that. In fact, you may find it more beneficial since they work well together, so you can actually be more effective by choosing to use both Kotlin and Java.
<h4>It&rsquo;s Easy To Use</h4>
When it comes to getting your head around yet another programming language, you may be feeling slightly overwhelmed at the prospect as they&rsquo;re not always the easiest to learn and adopt.
However, one of the reasons that Kotlin is growing in popularity is because of how easy to adopt it is. Since it can be used with Java, it&rsquo;s easy to use and far more flexible and versatile than other programming languages.
<h4>Safety Is Priority</h4>
The creators of Kotlin have made sure that it&rsquo;s always updated to ensure the latest safety measures for those choosing to use it as their programming language. This is even more important in today&rsquo;s world where people need to be extra safe with their websites to avoid hacks, especially when dealing with sensitive and personal data from their customers.
So, there you have it. A simple breakdown of what Kotlin is and how you may be able to use it. Even if you&rsquo;re set on using Java right now because it&rsquo;s what you know, implementing Kotlin is definitely worth considering in the future.
&nbsp;
Other Kotlin Related Posts&nbsp;
<a href="../../../../../../news/kotlin-the-future/">Why Companies are switching to Kotlin development</a>
<a href="../../../../../../news/kotlin-backend-development-compared-programming-languages/">Kotlin for backend development and how it compares to other languages</a>
<a href="../../../../../../news/kotlin-the-future/">Is Kotlin the Future?</a>
<a href="../../../../../../news/kotlin-android-development/">Why is Kotlin good for Android Development?</a>

An Introduction To Kotlin

When you are looking to appoint a new candidate or want to revamp your recruitment process to appeal to the right applicants, then hiring a recruitment company may be the best step forward. So many businesses do not have the time or people required to adequately sift and screen the growing number of applications received, so maybe it is time to let a recruitment agency support your recruitment process.
&nbsp;
MORE THAN JUST A CV PROVIDER
So many people are led to believe that recruitment consultants just provide a pile of CVs and any randomly selected candidate to undertake the job you need. This is really not the case anymore. Recruitment agencies have come a long way since their inception and now provide in-depth and personalised recruitment solutions so that you can focus more on what your business aims are rather than wasting time trying to source the right people.
&nbsp;
A RANGE OF RECRUITMENT OPTIONS
From pre-screening applicants and providing you with appropriate candidates to running extensive recruitment campaigns for your business, recruiters offer a diverse range of options. The key to getting what you need is to work with your team to find out what is missing from your recruitment process and then find a recruiter that has the skills that are currently lacking.
Many recruiters are working hard to rid themselves of the negative perceptions that companies have about them, and part of this process has been to offer a more bespoke service that aligns with your business model and needs. So when it comes to finding your next hire, share your needs with your recruiter and see what options they offer.
&nbsp;
THE BENEFIT OF TEMP TO PERM ARRANGEMENTS
Whether we like it or not, there will be times when you recruit someone that just does not hit the mark. They may have had an amazing application, a flawless interview and outstanding references but are not performing the role in the way you&rsquo;d imagined. This can be difficult to manage, especially if you have offered them a permanent contract right off the bat.
&nbsp;
With a recruiter, you can benefit from a temp to perm arrangement whereby the recruiter employs the person and pays them while you pay the recruiter. When you are satisfied with the candidate and a specific period of time has elapsed, you can then offer them a contract without paying the recruiter to release them. This system is ideal if you&rsquo;ve been burned in the past and want the time to assess a candidate as they do the job.
&nbsp;
A TEAM THAT WAS CREATED TO RECRUIT
Your business aims will always be linked to the outcomes you are trying to achieve and, unless you are a recruiter, these aims are unlikely to centre around recruitment! When you use a recruiter, you are getting access to a team have been put together to find the right candidates for your job vacancies.
&nbsp;
Recruiters are only ever successful if they achieve the results you need and so they will spend more time and effort screening and interviewing potential people to ensure that they only ever send you the quality staff you need.
&nbsp;
CONTACT US TODAY
If you are tired of recruiting people who don&rsquo;t deliver then maybe it is time that you gave a recruiter the chance to show you what they can do! A good recruiter will work hand in hand with you and provide a recruitment partnership that delivers the results you need. Why not call Source Technology today to find out how we can help you achieve the results you need? We&rsquo;d love to work with you!
&nbsp;
&nbsp;

The Added Value A Good Recruiter Adds to your Recruitment Process

Although it is a relatively new field in the minds of most people today, cloud computing has actually been in existence for over 20 years. It has a myriad of benefits including giving businesses an advantage over their competition, making companies more effective in their internal functioning and also reducing costs, however it is only in the past few years that cloud technology has gone mainstream and burst onto the scene.
&nbsp;
<h2>A GROWING TREND</h2>
&nbsp;
It is estimated that around 70% of business already operate some form of cloud service on a daily basis as the benefits are clearly seen, and more and more business are beginning to understand how exactly they can harness the technology for their own interests. As businesses become more globally minded with users and customers now reaching into the millions instead of just a few hundred, the limit of in-house servers is being reached at a quicker pace, as are the programs and systems which keep their business ticking.
&nbsp;
Many businesses have come to rely heavily on cloud-based services, service which they can access the bulk of their own information without having to store it themselves. Some of these systems are free, but it is becoming increasingly more desirable to opt for paid cloud storage which also covers the security and data protection aspect needed for sensitive information.
&nbsp;
A secure connection is imperative in these days of hacks and data leaks or breaches. Without realising it, businesses are already making use of services which are cloud based such as Gmail, Instagram and Facebook, but not in the way in which they store all of their information for later retrieval.
&nbsp;
<h2>IMPORTANT BENEFITS OF CLOUD TECHNOLOGY</h2>
In the changing world, cloud services are becoming imperative, so let&rsquo;s take a look at some of the many benefits of implementing cloud for business purposes.
<ol>
<li>To be flexible.&nbsp;Users from around the world can access a document, a spreadsheet or a PowerPoint presentation wherever they have internet access.</li>
<li>To allow scalability.&nbsp;There are times when business need to scale up or down storage quickly, and cloud computing is there for as much or as little as you need.</li>
<li>A choice of tools.&nbsp;Cloud servers and systems often have tools readymade to be used by the client, so no investment of time or money is needed into creating or developing their own.</li>
<li>A variety of options.&nbsp;Choose a free server with limited storage options, or choose a private paid -for cloud service that has added security.</li>
<li>You&rsquo;re in control.&nbsp;Control how much you use because the software is a service, so you can vary your business model in the cloud with SaaS, PaaS or even IaaS.</li>
<li>More efficient.&nbsp;Wherever you are in the world you can upload data that can be accessed by any member of your organisation, much more efficient than having to be there in person.</li>
<li>Accessible.&nbsp;With a single set of passwords, anybody in your organisation can have access to documents and data stored in the cloud without consistently having to ask for clearance.</li>
<li>Money saving.&nbsp;There&rsquo;s no doubt that the right cloud setup is going to save you money. You can choose a pay-as-you-go service so you only pay for what you need and use.</li>
<li>Better productivity.&nbsp;Say goodbye to the slow and unsafe ways of saving and storing data on in-house servers, your workers will benefit from the fact information is available at a click.</li>
<li>More secure.&nbsp;When everything is stored in the cloud, you rely on the hosts own superior levels of security which are often stronger and cheaper than you could create yourself.</li>
<li>As businesses increasingly adopt cloud technology for its flexibility and efficiency, the demand for expert guidance has surged, leading to a rise in <a href="../../../../../../source-technology/roles/cloud-security-developer-jobs/">cloud consultant roles</a>, where professionals can help companies navigate the complex landscape of cloud computing.</li>
<li>With the growing reliance on cloud services and the critical need for robust security measures, there's a significant increase in <a href="../../../../../../source-technology/roles/cloud-consultant-jobs/">jobs in cloud security development</a>, catering to the need for specialised skills in protecting cloud-based systems and data.</li>
</ol>
&nbsp;
There are many reasons to get onboard with cloud technology, and in this world that is constantly changing, cloud provides a stable solution that allows you to grow with the times, adapting and changing your business model to always stay one step ahead.
&nbsp;

The Importance of Cloud Technology In An Ever- Evolving World 

As we head further into 2020, new technology trends will inevitably impact our work and our lives. Some may benefit us long-term, while others may only be short-term trends. Here are some of the Source top technology trends facing 2020 and beyond.
&nbsp;
TREND 1. ARTIFICIAL INTELLIGENCE (AL) IN MANUFACTURING
The emergence of Alexa, Siri, and Google Assistant has made Al a huge part of our lives. In 2020, Al will go further by using emotion recognition and computer vision will scale up.
&nbsp;
TREND 2. 5G BETTER BROADBAND INTERNET TECHNOLOGY
2020 will see U.S. and China compete to deliver 5G into the mass market, and broadband service providers will aim to provide ever-higher internet speeds.
&nbsp;
TREND 3. THE DISTRIBUTED CLOUD
The cloud has always been seen as location independent. However, now it is changing to becoming a distributed cloud. What this means is that now, the distribution of public cloud servers will move to different locations. The originating public cloud will still hold responsibility for the governance, operation and updates to the public cloud. This will bring a new dimension to cloud computing.
&nbsp;
TREND 4. EVOLUTION OF AEROSPACE TECHNOLOGIES
With companies such as SpaceX making aerospace advancements, 2020 could be the year that we go back to space. Reusable rockets have been developed in order to save money on getting to space, and it is thought that developments could be made in commercial travel that could bring us closer to visiting space stations. In fact, in 2020, we should see the release of broadband services based in space. There will obviously be regulatory challenges to overcome, as well as commercial ones, which could require some further development to overcome.
&nbsp;
TREND 5. DIY AI
With a shortage of AI skills, platforms that have automated machine-learning options could make AI technology development something that general business users could get to grips with, as the systems could teach themselves.
&nbsp;
TREND 6. AUTONOMOUS DRIVING TECHNOLOGY
Autonomous driving experts are competing to reach level 5 (fully autonomous) in autonomous driving. Currently, cars such as Tesla cars on the motorway can be switched to autopilot mode, but only with driving support or operated by the driver in an emergency.
<a style="background-color: transparent; color: rgb(38, 170, 254);" href="https://www.source-technology.com/effect-autonomous-vehicles/" target="_blank" rel="noopener noreferrer">The effect of Autonomous Vehicles: what will change?</a>
&nbsp;
TREND 7. HUMAN AUGMENTATION
Human augmentation is another hot topic for technology trends 2020. We have already seen how technology can be used to deliver physical and cognitive improvements. A variety of human augmentation devices have already been created for use in factories or battlefields to improve performance. Development is set to continue, but will it makes better humans of us? Time will tell.
&nbsp;
TREND 8. ESIM
For consumer electronics and company-related IoT, eSIM will become more common. Users won&rsquo;t need to wait for a new sim card to be mailed or collected to activate or change subscriptions. Several new apps and eSIM services will be available in 2020.
None of these technology trends are incremental changes, neither are they as simple as finding the next technological tool. 2020 is communicating great challenges and opportunities for business, embracing change and adopting new technologies and trends guarantees that your organization remains competitive in the market.
&nbsp;
Technology will change the future, and with further changes comes an increased demand for talent &ndash; looking for talent solutions for your technology organization, or searching for your next opportunity in tech? Reach out to the Source Technology team today.
&nbsp;
<a style="background-color: transparent; color: rgb(38, 170, 254);" href="mailto:Hello@agreatersource.com" target="_blank" rel="noopener noreferrer">Hello@source-technology.com</a>
&nbsp;

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