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Pay and flexible working top the list of things that experienced hires are after – and if you can’t offer both, then you’ll need to consider lowering your expectations in a competitive market.

The Big Two: pay and flexibility 

Job seekers in tech have spoken: the most important priorities for tech candidates are compensation (yes, pay), followed by flexible working arrangements. 

The ‘Big Two’ factors are also ranked the fastest-growing priorities year over year, according to LinkedIn’s recent research, The Future of Recruiting 2023.

So, the thorny issue of pay – the one thing you were never supposed to mention at an interview – is now the key thing people are looking to know upfront. That, followed by the expectation that they can be fully remote if they want to be.

Why are employers reluctant to talk about pay?

Very few employers like to get out there and say “we pay great salaries.” Of course, everyone thinks that they offer above the market average, but few lead with it. Why? 

Because generally, most businesses don’t want to hire people who they perceive are motivated solely by money, because, in their mind, they’re harder to keep happy. And that’s why traditionally, job ads follow the same predictable structure: company size, clients, tech stack, and a touch of benefits (progression plans and training). But pay? That’s usually left until the second interview, by which both sides may be wasting their time.

Changing priorities, challenging times

So why are pay and flexible working driving the market? Two reasons.
On the pay front – it’s pretty obvious. We’ve got a cost of living crisis. Rising inflation, stagnating real wages. Job seekers literally can’t afford to be coy about what they can expect from their wage packet.

Flexible working, on the other hand, is a hangover from the pandemic. Hires, especially experienced ones, have grown used to a new way of working and they’re unwilling to go back, certainly not in the way they were used to.

Why it matters to employers

Frankly, if you’re not offering the ‘big two’ as an employer, you’re not just slightly behind, you’re way behind – to the point where you might not even be shown CVs for experienced hires. And that’s an issue, when you’re trying to recruit and keep people. It’s an issue for all sectors, of course, but it’s particularly prevalent in tech because the demand for skills is so high. 

In tech, hires can afford to be picky

While some companies are forcing people back to the office, in tech, employees can afford to be picky. In a sector where people are being approached once, twice a week for their skills: there’s always someone, somewhere who can offer better money and better flexibility. If you’ve got a loyal tech employee, then you’ve done something right; they’re working with you because they want to be there. 

Can’t offer more? There is an alternative.

We get that not all companies are in a position to offer high or better salaries, and not all companies are able, or willing, to offer flexible working. Assuming you don’t want to go offshore, there’s one way around that. 

Hire people who are less experienced and/or more junior than you would’ve considered. 

This can work, and here’s why: junior candidates are more likely to want to come into the office. They’re less likely to have family duties, which are a real benefit to home workers. Going into the office four days a week doesn’t require major adjustments in their personal lives to accommodate. Of course, juniors will still look to their peers and see flexible working happening there and would likely expect at least one day from home, so you’ll need to factor this into your offer, too.  

Want great hires? Think pay & flexibility first

In a nutshell: if you want experienced candidates, then a good salary and significant flexibility in working hours are an absolute must. If you haven’t, then by definition, you’re automatically shopping in a junior market.

For many IT professionals in the UK, the idea of working in-house (supporting a single company’s network, applications, and infrastructure) feels familiar and secure. Yet while in-house roles offer stability, they often limit exposure to different technologies, business models, and industries. If your goal is to grow your career quickly, gain a wide range of skills, and position yourself as a highly desirable candidate for future roles, working for a Managed Service Provider (MSP) can be a game-changer. 

MSPs are companies that deliver IT services to multiple clients across industries, from finance and retail to healthcare and professional services. Working in this environment means you’ll experience diverse technical challenges, client needs, and operational environments, all of which make you more versatile, marketable, and prepared for senior IT positions. Beyond the technical benefits, MSP roles provide unique career acceleration advantages, particularly when it comes to hiring, resourcing, and professional development. 

Why MSP Experience Matters for IT Career Growth 

The UK IT sector continues to grapple with a significant skills shortage. By 2026, over 90% of organisations are expected to feel the impact of a critical talent gap, with delays in projects and operational inefficiencies projected to cost billions in lost productivity (Business Wire, 2025). For hiring managers, candidates with hands-on experience across multiple environments are in high demand. MSP-trained professionals stand out precisely because they have worked in fast-paced, multi-client environments, adapting quickly to new technologies and business needs. 

In effect, MSPs act as live training grounds. Every day presents new challenges, from troubleshooting cloud deployments for a London-based fintech to ensuring GDPR compliance for a Manchester healthcare provider. This breadth of experience not only makes your CV shine but also equips you with practical skills that in-house roles often cannot provide. 

Exposure to a Broad Range of Technologies 

In-house IT roles typically focus on a single company’s infrastructure and software stack. While this offers depth, it often limits exposure to other platforms and emerging tools. Working for an MSP, however, exposes you to multiple client environments. One day you might be deploying Microsoft Azure solutions for a growing e-commerce business, and the next, hardening the security of a patient record system for an NHS trust. 

This variety builds technical resilience and versatility, which are exactly the traits recruiters look for when hiring mid-to-senior IT professionals. Employers want candidates who can step into diverse environments and deliver results quickly, without extensive training on each new system. An MSP background signals precisely that capability, making candidates far more competitive in the hiring market. 

Accelerated Skill Development and Certifications 

MSPs often require employees to wear many hats. You might find yourself configuring networks, managing firewalls, supporting cloud migrations, and responding to helpdesk queries all in the same week. This breadth of responsibility forces rapid learning and problem-solving, compressing what might take years in an in-house role into a matter of months. 

Moreover, MSPs usually support and encourage professional certifications, such as Cisco CCNA, Microsoft Azure Fundamentals, or CompTIA Security+. These certifications are recognised across the UK and Europe and can dramatically boost career progression. 

“Our findings reveal that combining university degrees with targeted industry certifications significantly enhances employability for technology roles.” – ArXiv 

Beyond technical certifications, MSP environments also help you develop soft skills, such as project management, cross-team collaboration, and client communication. These are critical for leadership roles and highly valued by UK employers. 

Client-Facing Experience and Professional Growth 

One of the most overlooked advantages of MSP work is direct client interaction. While in-house roles often limit communication to internal teams, MSP technicians and engineers work with clients daily. Explaining complex IT problems in plain language, managing client expectations, and coordinating multi-stakeholder projects teaches skills that internal IT roles rarely provide. 

Soft skills like this are increasingly critical for senior positions. In fact, recruiters in the UK often prioritise candidates who can combine technical expertise with the ability to understand and influence business outcomes. MSP experience naturally develops these skills, positioning you for roles such as IT consultant, project manager, or even IT director. 

Career Mobility and Industry Versatility 

Working at an MSP also opens doors across industries. Exposure to multiple clients means you can pivot more easily into specialised roles such as cybersecurity analyst, cloud solutions architect, or IT consultant, without being confined to the technology stack of a single company. 

For example, someone working with MSP clients across finance, retail, and healthcare gains insight into diverse regulatory requirements, operational priorities, and IT challenges. This type of experience is especially attractive to hiring managers in the UK, where companies increasingly value adaptability and cross-industry knowledge. 

MSPs also provide early exposure to emerging technologies before they become standard in-house, giving employees a competitive advantage in terms of skills and knowledge. This kind of versatility can be a major differentiator in a crowded IT job market. 

Standing Out in Hiring and Resourcing Trends 

UK hiring trends show that MSP experience is highly prized. Many companies are reducing entry-level in-house hires and prioritising candidates who have practical, multi-client experience. This is partly due to the increasing complexity of IT environments, including hybrid work, cloud deployments, and cybersecurity threats. 

“Enterprises are cutting back on entry-level hires at an alarming rate, which experts warn could create significant long-term skills shortages. In a survey conducted by IDC on behalf of Deel, 66% of enterprises revealed they expect to slow entry-level hiring while 91% reported that roles are already changing or disappearing due to AI.” – ITPro 

Candidates with MSP experience are often seen as “ready-to-go” and can integrate into senior IT roles faster than those coming from single-company environments. MSP-trained professionals also tend to adapt more easily to resourcing changes, such as temporary projects, team expansions, or emergency escalations, because they have already managed a variety of client environments. 

Challenges and Growth Opportunities 

Of course, MSP work is not without challenges. The fast-paced, multi-client environment can feel overwhelming, especially for IT professionals new to the field. You may face competing priorities, tight deadlines, and diverse client requirements. 

However, these challenges are also opportunities for growth. With proper mentorship and support, they accelerate skill development, build confidence, and prepare you for leadership roles. UK employers value candidates who can demonstrate adaptability, problem-solving, and continuous learning – traits that MSP roles naturally cultivate. 

MSPs also encourage retention by offering structured career paths, allowing employees to progress from technician to engineer to senior consultant or manager. For ambitious IT professionals, this type of structured growth can be far more rapid than in-house alternatives. 

Conclusion: Why MSP Experience Accelerates IT Careers 

Choosing an MSP over an in-house role is about more than just variety in daily tasks. It’s about exposure to diverse technologies, accelerated skill development, certifications, client-facing experience, and career mobility. Working for an MSP positions you as a versatile professional, ready for senior roles or consultancy work, and highly attractive to UK recruiters. 

In today’s competitive IT labour market, MSP experience is increasingly seen as a mark of readiness for leadership positions, and as a signal to employers that you can thrive in complex, multi-client, technology-driven environments. If your goal is to learn faster, gain certifications, develop soft skills, and build a versatile IT career, joining a Managed Service Provider could be one of the best career moves you ever make. 

A recent CIO opinion piece argues that 2026 may mark the start of an “AI killing season”, the moment when organisations finally begin shutting down AI initiatives that cannot demonstrate real return on investment rather than continuing to celebrate pilots, proofs of concept, and shiny tools.

In the same breath, however, it repeats a familiar warning: upskill now or risk losing your job to AI.

Both claims are common yet they are increasingly hard to reconcile.

If AI is already delivering the kind of transformative productivity gains that justify widespread layoffs why are boards only now starting to question whether AI programmes are creating measurable value at all? And if most AI initiatives are about to be cut for lack of ROI, who exactly is being displaced?

The reality is that most corporate AI adoption remains shallow. While organisations talk confidently about “AI-powered” transformation, surveys consistently show that only a minority have embedded AI deeply enough to change core workflows, decision-making or operating models in a way that delivers sustained and measurable impact. In practice, AI is still most often bolted onto existing processes, marketing content, customer communications, software development etc while the harder work of redesigning how the organisation actually runs remains untouched.

That gap between AI rhetoric and AI reality explains far more about current layoffs, stalled programmes, and leadership frustration than the technology itself.

What the data actually shows

Surveys now suggest a clear gap between broad adoption and real transformation. Recent summaries indicate that roughly 70–80% of organizations use AI in at least one business function, yet only about one in five to one in four report adoption at an organizational or enterprise‑wide level.

A 2025 enterprise benchmark found that while more than seven in ten organizations have introduced generative AI, only a relatively small share have moved beyond pilots into fully embedded, scaled deployments across multiple functions. Many enterprises report using AI in three or so functional areas often IT, marketing, customer service or analytics rather than redesigning entire value chains or business models around AI capabilities.

Even among adopters, strong, measurable ROI is concentrated in a minority. 2025–2026 overviews highlight that most leaders report “some” benefit from AI, but only a smaller subset can point to clear, quantified gains tied to AI initiatives across the business. Executives still expect AI to transform 30% or more of work, yet detailed analyses show that actual usage is heavily skewed toward discrete knowledge‑worker tasks like drafting emails, generating content, and assisting with code, rather than fully re‑engineered processes.

Why adoption is superficial, not transformative

Several recurring structural barriers explain why so much adoption remains skin‑deep.

Data and infrastructure gaps: Updated surveys continue to show data quality, fragmentation, and governance as top obstacles: leaders report difficulty integrating AI with existing systems and cite poor data readiness as a central reason pilots fail to scale. Without clean, well‑governed, and connected data, AI tends to remain trapped in narrow tools or isolated teams rather than driving end‑to‑end process redesign.

Talent and capability constraints: Enterprise reports identify lack of employee AI skills, limited in‑house expertise, and weak change management capabilities as key barriers; organizations can buy models or SaaS features, but struggle to re‑architect workflows, incentives, and roles around them. Many firms rely on a small central team or enthusiastic individuals, which leads to pockets of innovation without the organizational capabilities required for scaled transformation.

Organisational inertia: A 2025 benchmark study of over 1,600 AI leaders describes a majority of organizations as “Builders” or “Climbers”: they experiment with advanced use cases, often running multiple AI apps or pilots, but fall short on foundational capabilities and integration into core operations. This pattern, numerous proofs‑of‑concept with little operationalisation, signals that experimentation is outrunning real operating‑model change, leaving AI layered on top of legacy processes instead of reshaping them.

What real transformation would look like

Compared with superficial adoption, genuinely transformative AI looks very different in practice. Leading surveys and predictions highlight that front‑runner organizations are redesigning full value streams such as the entire customer journey, order‑to‑cash cycle, or R&D‑to‑commercialization pipeline rather than just inserting generative AI into isolated steps like email drafting.

These transformations are associated with material, auditable improvements in metrics such as cycle times, error rates, revenue per employee and customer satisfaction, with clear links from AI‑enabled workflows to financial and operational outcomes.

Crucially, the investment pattern is different. Analysis of high‑performing adopters show that they devote a large share of their AI budgets to people, processes, data foundations and governance, not just to algorithms or infrastructure often treating change management and capability building as the primary work.

Prediction reports for 2026 suggest that as hype cools, more organizations will follow this model, shifting away from scattered pilots and toward top‑down, enterprise‑wide programmes with clear ownership, guardrails and measurable impact.

In other words, the gap between AI marketing and AI reality remains wide. The companies that close it are the ones willing to treat AI not as a veneer on existing practices but as a catalyst for rethinking how the business actually works. For jobs this suggests the demand is building up which could yet explode.

At Bristow Holland, we increasingly see that the real differentiator isn’t access to AI talent in the abstract but the ability to help organisations define what kind of person they actually need at this point in their AI journey and how that role should change as the work stabilises.

As the hype around AI gives way to harder questions about delivery, the technology matters less than the operating model and the people inside it. Get those right, and AI stops being a marketing story and starts becoming a source of real, measurable performance.

  1. https://zapier.com/blog/enterprise-ai-statistics/
  2. https://www.netguru.com/blog/ai-adoption-statistics
  3. https://lucidworks.com/blog/enterprise-ai-adoption-in-2026-trends-gaps-and-strategic-insights
  4. https://www.intuition.com/ai-stats-every-business-must-know-in-2026/
  5. https://techcrunch.com/2025/12/29/vcs-predict-strong-enterprise-ai-adoption-next-year-again/
  6. https://ecosystm.io/insights/intelligence-top-5-enterprise-ai-trends-for-2026/
  7. https://www.pwc.com/us/en/tech-effect/ai-analytics/ai-predictions.html
  8. https://www.mckinsey.com/capabilities/quantumblack/our-insights/the-state-of-ai
  9. https://www.techrepublic.com/article/ai-adoption-trends-enterprise/
  10. https://www.frontier-enterprise.com/the-2026-ai-predictions-bonanza/
  11. https://elementor.com/blog/ai-how-many-companies-are-really-using-it/
  12. https://www.hostinger.com/tutorials/how-many-companies-use-ai
  13. https://www.hostinger.com/uk/tutorials/how-many-companies-use-ai
  14. https://www.deloitte.com/us/en/insights/topics/technology-management/tech-trends.html

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IT contracting in the East of England is growing. More companies are turning to skilled contractors for flexibility, specialist skills and delivery power. This guide explains how it works, what to expect and how to succeed here.

Why IT Contracting Matters Here

The East of England, from Cambridge to Norwich and across Suffolk, has a rich tech and digital scene. Defence, healthtech, fintech, and research hubs need flexible tech talent. Contracting lets organisations bring in expertise fast without long-term employment commitments.

For contractors it means good rates, variety, and the chance to work on cutting-edge projects close to home.

Who Benefits From Contracting

Contracting suits different groups:

Types of IT Contract Roles

Contract roles vary by skill and sector. Common types include:

Across the East of England there is particularly strong demand around Cambridge and Norwich for AI, data engineering and cloud skills.

Contracting Structures Explained

Contractors typically work in one of three ways:

1. Limited Company (PSC)

2. Umbrella Company

3. PAYE Contracting

The right choice depends on your circumstances, rate needs and longer-term plans. Professional advice from an accountant experienced with contracting in the UK is invaluable.

Daily Rates and Benchmarking

Daily rates vary by skill, location and sector. In the East of England, many tech and data specialist roles command competitive rates compared to general UK benchmarks, especially in high-demand areas like:

Rates move with market demand. Staying connected to local recruitment specialists gives you the best read on current expectations.

Finding Contracts in the East of England

These routes help contractors find roles:

Partnering with a specialist recruiter here increases access to unadvertised contracts and offers market insights that help you negotiate better terms. See services like Bristow Holland’s Contracting Support and Market Insight pages for more detail.

Interviewing and Winning the Role

Preparation makes a difference. Key tips:

Organisation clarity helps avoid scope creep and ensures you’re aligned with expectations from day one.

Contracts and Legal Essentials

Before signing, check:

Using a contract template from a professional body or advisor gives you a starting point. If you work through a recruiter, they should support contract negotiation in your interests.

IR35 and Compliance

IR35 rules affect how contractors are taxed. In private sector contracting, responsibility for assessing employment status usually sits with the client. Make sure:

Talk to a specialised accountant or advisor to ensure compliance and avoid surprises at tax time.

Working Successfully as a Contractor

Success in contracting comes from more than technical skill. Good habits include:

Many contractors in the region grow their networks through meetups and local tech communities. Being visible and dependable helps secure repeat work.

Conclusion

IT contracting in the East of England offers real opportunity. Organisations need flexible, expert tech talent. Skilled contractors can build rewarding, well-paid careers here. The market moves quickly, so stay informed, connected and clear about your value.

If you want support securing your next contract or understanding rates and trends locally, talk to a specialist recruiter. Explore Bristow Holland’s Contracting Support and Salary Benchmark pages to get started.

Technical interviews can feel like a test of nerves as much as skill. Whether you’re interviewing for a developer, data, or transformation role, preparation is the difference between surviving and standing out.

Understand What You’re Being Tested On

Every technical interview is different, but most hiring managers want to see three things:

At Bristow Holland, we see candidates lose out not because they lack knowledge, but because they don’t demonstrate it in the right way. Practice explaining your reasoning out loud that’s often more valuable than getting the “right” answer straight away.

Know the Company and Its Tech Stack

Spend time researching the company’s products, tools, and challenges. Look at recent case studies or projects. If it’s a Suffolk-based tech firm, chances are they’re using modern frameworks but value adaptability and team fit as much as technical expertise.

Ask your recruiter for insight we can often tell you what the interviewers care about most, or which technologies to brush up on.

Brush Up on Fundamentals

Even senior developers get caught out on basics. Expect questions that test your core understanding rather than deep niche expertise. Depending on the role, this could mean:

For data roles, know your statistics, Python or SQL syntax, and the logic behind data cleaning or model selection. For transformation or project roles, prepare to discuss methodologies, stakeholder management, and examples of delivery under pressure.

Prepare Your Own Questions

Strong candidates treat interviews as two-way conversations. Ask about:

This shows curiosity and confidence – two qualities that stand out in every hiring conversation we arrange.

Practice, Don’t Cram

Use mock interviews or coding challenges to sharpen your focus, not to memorise answers. We recommend spending more time explaining what you’re doing than chasing perfection. Employers want to see your problem-solving approach and how you handle uncertainty.

If you’re working with a Bristow Holland recruiter, we can help you rehearse. We’ll run through likely questions, identify your strongest examples, and make sure you present your skills clearly.

Mindset Matters

Confidence isn’t arrogance, it’s calm preparation. Get a good night’s sleep, be early, and bring energy into the conversation. Most hiring managers in the East of England value humility, teamwork, and steady confidence over flashiness. Be professional but personable.

After the Interview

Follow up with a short thank-you email. Reiterate your enthusiasm and one key reason you think you’d be a good fit. It’s a small step that leaves a lasting impression.

Final Thought

A technical interview is not a test of memory it’s a test of mindset, communication, and adaptability. With the right preparation and a clear strategy, you can walk in ready to show not just what you know, but how you think.

For more interview preparation or to find your next tech opportunity, get in touch with the Bristow Holland team. We help professionals across Suffolk and the East of England find roles where they can grow and lead.

The East of England’s tech scene is moving fast. Once defined by manufacturing and agriculture, the region is now a powerhouse for digital innovation and it’s changing how employers attract and retain tech talent.

A growing hub beyond London

Over the past decade, East Anglia has become one of the UK’s most active regional tech ecosystems. Norwich, Ipswich, and Cambridge are leading the charge, driven by strong universities, affordable living compared with London, and a growing number of scale-ups choosing to stay local rather than relocate.

Companies that once struggled to compete for London-based developers and analysts are now benefiting from remote-first models and hybrid flexibility. Talent that left the region a few years ago is starting to return, bringing valuable experience with them.

Key growth areas

The region’s strongest areas of growth include:

What’s driving change

Three main forces are shaping East Anglia’s tech hiring landscape:

Challenges to overcome

Despite growth, there are hurdles. Many companies still face long hiring cycles and competition from remote-first employers in London or Manchester. Salaries have risen, but not always in line with national averages. Employers who want to attract the best need to think beyond pay – focusing instead on culture, development, and genuine flexibility.

Partnerships with local colleges and universities are becoming critical. Employers that engage early with upcoming graduates are more likely to secure the next wave of developers and analysts before they leave the region.

Looking ahead

East Anglia’s tech sector is set to keep expanding. As digital skills become the foundation of every business – from energy to education the region’s balance of lifestyle, connectivity, and opportunity is making it one of the UK’s most attractive places to build a tech career.

For employers, the message is clear: stay close to the local talent pipeline, embrace hybrid working, and build relationships that go beyond recruitment.

See how Bristow Holland supports employers or explore tech roles across East Anglia.

Final thought

East Anglia isn’t the next tech hub, it already is one. The question now is how employers will adapt to make the most of it.

Ready to build your next tech team?
Talk to Bristow Holland about hiring across technology, data, and transformation.

Cybersecurity has moved from a niche concern to a board-level priority. Across Suffolk, Norfolk, Essex and Cambridgeshire, businesses are waking up to the cost of cyber risk and they’re hiring fast.

Why Cybersecurity Is Booming in the East

The East of England is home to a growing mix of public sector organisations, energy firms, logistics providers, and tech-led SMEs. All are facing the same challenge – how to protect data, systems, and operations from increasing threat activity.

We’ve seen a sharp rise in demand for cybersecurity professionals over the past 18 months, particularly in:

Local investment projects, including Freeport East and Cambridge’s research clusters, are drawing in new digital infrastructure and attracting cyber-aware employers who need local expertise.

Roles Seeing the Fastest Growth

Cybersecurity roles that were once centralised in London are now being based regionally. Remote and hybrid models have accelerated this shift.

The most in-demand positions in East Anglia include:

We’re also seeing crossover demand for developers and data professionals who understand secure coding and privacy by design – particularly in local SaaS and fintech startups.

What’s Driving the Skills Gap

There’s a shortage of qualified cyber professionals nationwide, but the gap is sharper outside major cities. In East Anglia, a mix of factors is fuelling the crunch:

Employers who move quickly offering flexible work, funded training, and visible investment in security – are winning the best talent. Those relying on older salary bands or rigid office policies are losing out.

How Candidates Can Stand Out

Candidates entering or progressing in cybersecurity should focus on:

Employers increasingly value individuals who can explain risk to non-technical teams and link security to business outcomes. That’s where the best opportunities lie.

How Bristow Holland Can Help

We work with a range of organisations across the East of England from local authorities to global engineering firms to connect cybersecurity professionals with roles that match their skills and ambitions.

Whether you’re building a cyber team from scratch or looking to move into your next role, our tech recruitment specialists can help you navigate this fast-changing market.

Explore our Technology Recruitment services
See our Data and Analytics expertise
Get in touch with our team

Stay Ahead in the East

Cybersecurity is no longer a London-only story. The East of England is building its own security ecosystem — and the demand for skilled professionals will only grow from here.

Now’s the time to get involved.

It’s a competitive market for tech professionals across Suffolk and Essex. While opportunities are strong in areas like Ipswich, Colchester and Chelmsford, small errors in your job search can cost you interviews and offers. Here are five of the most common mistakes we see – and how to avoid them.

1. Sending the Same CV for Every Role

Tech roles vary widely, even within the same company. A developer role in Ipswich might demand strong front-end experience, while one in Chelmsford leans towards DevOps and automation.

Sending a generic CV is the quickest way to be overlooked. Instead:

2. Ignoring Local Market Nuances

Many candidates overlook the regional context. Tech businesses in Suffolk and Essex often balance innovation with tight budgets and close-knit teams. Showing that you understand the local market – and that you’re interested in staying long-term – can make a real difference.

Employers here value reliability and genuine interest in the local tech scene as much as raw technical ability.

3. Failing to Research the Company Properly

Even in smaller tech communities, word travels fast. Hiring managers can tell when someone has applied without reading beyond the job title.

Before you interview:

Personalised applications stand out immediately – especially in tight-knit markets like East Anglia.

4. Overlooking Soft Skills

Technical ability will get you noticed, but collaboration and communication get you hired. Many local employers value cultural fit and teamwork just as much as coding skill.

Show examples of where you’ve contributed to team success, mentored others, or improved processes. Small companies in Suffolk and Essex rely on people who can wear multiple hats and work well across teams.

5. Skipping the Follow-Up

After interviews, many candidates simply wait for feedback. A polite follow-up email – thanking the interviewer and reinforcing your interest – helps you stay front of mind.

In a region where relationships matter, that small professional touch can make a lasting impression.

Final Thoughts

Getting noticed in the Suffolk and Essex tech market isn’t about flashy CVs or overconfidence – it’s about showing relevance, reliability and intent. Take the time to tailor your approach and you’ll stand out for the right reasons.

At Bristow Holland, we connect talented developers, analysts and IT professionals with employers across the East of England. If you’d like support refining your CV or understanding the local market, we’re here to help.

Explore our technology recruitment services
Get tailored support as a candidate
Contact our team

IT contracting has become a vital part of how businesses across Suffolk, Norfolk and Cambridgeshire access talent. Flexible, fast-moving and often highly skilled, contractors fill the gaps that permanent teams can’t always cover.

Whether you’re a contractor thinking about your next move, or a company wondering how to make best use of contingent staff, understanding how the local market works is key. Here’s a complete guide to IT contracting in the East of England — what’s driving demand, what to watch out for, and how to make it work for you.

Why IT contracting is thriving in our region

The East of England has seen steady growth in its tech and transformation sectors over the past decade. Ipswich, Norwich and Cambridge each have strong digital hubs, while market towns like Bury St Edmunds and Colchester are home to growing start-ups and mid-size firms building digital teams.

Contracting has become central to this growth because:

What IT contractors bring to the table

Good contractors combine deep technical skill with flexibility and focus. They’re hired to deliver outcomes, not to manage teams or develop strategy — though many end up influencing both. Typical benefits include:

For clients, it’s a chance to bring in high-quality capability without long-term headcount or recruitment risk. For contractors, it’s an opportunity to work on diverse projects, command higher day rates and maintain independence.

Understanding IR35 and compliance

IR35 remains the biggest consideration for anyone working or hiring on a contract basis. In short, it determines whether a contractor is genuinely self-employed or effectively an employee in all but name.

Inside IR35 means you pay tax and National Insurance like a permanent employee. Outside IR35 gives you more flexibility on pay and structure but also more responsibility for your finances and business operations.

Many East of England companies now use independent reviews or managed service providers to ensure compliance. Contractors should always check the terms of their engagement and keep clear records of working practices, deliverables, and invoices.

Rates and demand in the East of England

Typical day rates vary depending on role and sector, but general trends are:

Cambridge remains the highest-paying location due to its tech cluster, but Ipswich, Norwich and Chelmsford are closing the gap fast as more regional employers adopt hybrid and remote models.

How to find contract roles locally

Most IT contractors in our region find work through specialist recruiters who know the local market. At Bristow Holland, we place hundreds of contractors each year across software, data, infrastructure and transformation roles.

We help contractors and clients navigate IR35, manage onboarding and payroll, and ensure both sides are clear on deliverables and timelines. Strong local networks matter — and that’s where we add value.

Building a sustainable contracting career

Contracting can offer freedom, but it also brings risk. To make it sustainable:

Many contractors in East Anglia build long-term relationships with a handful of clients and agencies, maintaining steady work without losing independence. That’s often the sweet spot.

Partnering with Bristow Holland

If you’re exploring contracting opportunities or need experienced IT contractors to deliver your next project, we can help. Our specialist teams know the regional market inside out — from IR35 guidance to securing talent quickly and compliantly.

Explore our IT recruitment services | View our data and analytics roles | Learn about transformation contracting

Let’s talk about your next contract or project.

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East Anglia’s tech industry is booming. From Cambridge’s innovation parks to Ipswich’s growing digital economy, opportunities for IT professionals have never been better.

At Bristow Holland, we’re seeing record demand across software, infrastructure, data, and cybersecurity roles — driven by digital transformation and the growth of remote work.

Here are the top 10 IT jobs to watch in 2025, what skills are in demand, and where the best opportunities can be found.

1. Software Developer

Why it’s in demand: Every sector needs developers to build and maintain business-critical systems.
Key skills: .NET, JavaScript, React, Python, cloud integration.
Hotspots: Cambridge (start-ups), Ipswich (fintech), Norwich (enterprise systems).
Salary range: £40,000 – £70,000+

2. DevOps Engineer

Why it’s in demand: Continuous integration and deployment are now the norm for tech teams.
Key skills: AWS, Azure DevOps, Terraform, Docker, Kubernetes.
Hotspots: Cambridge tech parks, remote-first Suffolk & Norfolk firms.
Salary range: £50,000 – £85,000+

3. Data Analyst / Data Engineer

Why it’s in demand: Organisations are increasingly data-led, particularly in healthcare, utilities, and manufacturing.
Key skills: SQL, Power BI, Python, ETL, Azure Data Factory.
Hotspots: Norwich (public sector), Ipswich (energy), Cambridge (research).
Salary range: £40,000 – £75,000+

4. Cybersecurity Specialist

Why it’s in demand: Cloud adoption and compliance requirements have driven huge demand for cybersecurity skills.
Key skills: ISO27001, penetration testing, SIEM tools, incident response.
Hotspots: Cambridge, Chelmsford, Ipswich.
Salary range: £50,000 – £90,000+

5. IT Support Engineer

Why it’s in demand: Hybrid working means reliable support is more critical than ever.
Key skills: Windows 11, Office 365, networking, helpdesk support.
Hotspots: Ipswich, Bury St Edmunds, Norwich.
Salary range: £25,000 – £40,000

6. Cloud Architect

Why it’s in demand: Migration to cloud platforms continues to accelerate in 2025.
Key skills: Azure, AWS, cloud security, cost optimisation.
Hotspots: Cambridge, remote across East Anglia.
Salary range: £65,000 – £110,000+

7. Business Analyst

Why it’s in demand: Digital projects need professionals who can translate technical goals into business outcomes.
Key skills: Agile, process mapping, stakeholder management, Jira.
Hotspots: Ipswich, Norwich.
Salary range: £45,000 – £70,000

8. Project Manager (IT / Digital)

Why it’s in demand: Companies are investing in new systems, cloud migration, and infrastructure improvements.
Key skills: Prince2, Agile delivery, stakeholder engagement.
Hotspots: Cambridge, Ipswich, Chelmsford.
Salary range: £50,000 – £80,000

9. QA / Test Engineer

Why it’s in demand: Quality assurance ensures new digital platforms and products meet customer expectations.
Key skills: Selenium, API testing, automation, CI/CD.
Hotspots: Norwich and Cambridge (software houses).
Salary range: £35,000 – £55,000

10. IT Manager / Head of IT

Why it’s in demand: Growing organisations across East Anglia need strong leadership for their tech teams.
Key skills: IT strategy, budget control, vendor management, cloud migration.
Hotspots: Ipswich, Norwich, Essex corridor.
Salary range: £60,000 – £95,000+

Where to Find These Roles

You’ll find the strongest IT job markets in:

➡️ Explore current roles with Bristow Holland: https://www.bristowholland.com/jobs

Final Thoughts

2025 is shaping up to be a huge year for IT professionals across East Anglia. Whether you’re an experienced developer or just starting your tech career, opportunities are growing across the region.

If you’d like tailored market advice or help finding your next role, get in touch with our team — we know the local market inside out

LinkedIn used to be the recruiter’s secret weapon. Now it’s more like an overcrowded market where everyone’s shouting over each other.

The signal-to-noise problem

For years, LinkedIn was the cleanest channel to find and approach talent. You could spot the right profile, send a thoughtful message, and start a real conversation. Those days are fading fast.

In-demand candidates now receive dozens of recruiter messages every week. Internal talent teams, external agencies, even AI bots are firing off near-identical InMails. The result is inbox fatigue. Most messages go unread or are deleted instantly. The standout recruiters — the ones who used to win through good communication and timing — are drowned out by volume.

On the other end of the market, LinkedIn’s easy-apply features have turned job applications into a numbers game. Candidates apply to anything vaguely relevant, often without reading the spec. Recruiters then face the opposite problem: hundreds of unsuitable applications for every role that actually fits. Signal is lost both ways.

Automation has made things worse

Recruiters chasing efficiency have leaned hard into automation tools. Bulk outreach, automated follow-ups, and templated pitches mean more output — but far less quality. LinkedIn’s algorithms can’t keep up. Personalisation is gone. Authenticity has evaporated. Candidates can tell when they’re one of 300 people on a send list.

The irony is that all this automation was meant to save time, yet it’s created more noise to sift through. The best recruiters — those who rely on careful sourcing and long-term relationships — are now competing against the flood of spam created by their own industry.

When candidates tune out, everyone loses

Senior developers, transformation leads, and data professionals are switching off. Many are setting LinkedIn profiles to private or adding “no recruiters” in their headlines. Others are only open to conversations through direct referrals or specialist agencies they already know. This shift is especially visible in tight-knit regions like Suffolk and the wider East of England, where relationships still carry more weight than cold outreach.

When LinkedIn becomes background noise, the market loses its most efficient bridge between opportunity and talent. Candidates miss genuine openings. Employers miss the right people. The trust that once made LinkedIn so powerful is breaking down.

The rise of local and specialist networks

In this climate, niche and regional networks are regaining importance. A recruiter who truly understands a local market — who knows the employers, the teams, the culture — is worth more than an algorithmically perfect search. In the East of England, we’re seeing a clear shift back to relationship-based recruiting. Word-of-mouth, meetups, Slack groups, and specialist communities are filling the trust gap LinkedIn has left behind.

Hiring managers want quality conversations again. Candidates want to be approached by people who understand their world, not just their job title. LinkedIn still has its uses, but as a sourcing tool, it’s no longer the edge it once was. The future belongs to recruiters who can blend technology with genuine human connection — and that’s not something an AI-generated InMail can replicate.

Finding real connections again

LinkedIn’s decline as a sourcing tool doesn’t spell the end of good recruitment. It’s just a reminder that the most effective channels are built on trust, not traffic. In markets like Suffolk, Norfolk, and Essex, where word spreads quickly and relationships matter, the recruiters who listen, understand, and stay visible locally will continue to thrive — regardless of LinkedIn’s algorithm.

At Bristow Holland, we’ve always believed the best hires come from understanding people, not platforms. If you’re finding LinkedIn isn’t delivering, let’s talk about how a specialist, relationship-led approach can help you connect with the right people again.

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A once-in-a-generation project, Sizewell C (SCZ) will be one of the largest infrastructure and energy developments in the UK. Backed by government and private investment, construction is expected to run for more than a decade, employing up to 10,000 people at peak. Around a third of these roles are pledged to be filled locally, creating an unprecedented pull on engineering and technical skills across Suffolk, Norfolk, Essex, and Cambridgeshire.

How this will affect your business

Competition for skilled engineers will intensify. Mechanical, electrical, and control engineers — along with project managers, health and safety staff, and quality specialists — are already being courted by SZC contractors.
Expect:

Even if your business isn’t directly linked to Sizewell C, you’ll feel the ripple effects as skilled labour becomes scarcer.

Retention will get harder. With higher wages and long-term contracts on offer, employees may be tempted to move. Employers who rely on steady, multi-skilled engineers — especially in manufacturing, processing, or utilities — are at risk of losing key staff.

What helps:

Supply chains will stretch. Tier-2 and tier-3 contractors are already gearing up to support SZC, which will push up demand for fabrication, machining, civils, logistics, and specialist trades. Suppliers may find themselves balancing existing contracts against lucrative new work linked to the project. Review your resource planning and consider how you’ll maintain delivery as labour markets tighten.

Roles & Skill Areas in Demand

Regional Impact in the East of England

What employers can do now

Audit your workforce risk – Identify critical engineering roles, assess which staff might be most mobile, and plan contingencies.

Engage early with training providers – Colleges in Suffolk and Norfolk are launching energy-focused and nuclear-readiness programmes. Partnering now will help you access trainees before the market peaks.

Review pay and progression -Benchmark your salaries and job titles against regional averages — a proactive pay review is cheaper than a reactive replacement.

Invest in retention – Retention bonuses, upskilling, and visible career paths can be more cost-effective than constant recruitment.

Review recruitment partners – Old ways of sourcing candidates will no longer work, adverts will be ineffective and every candidate will have multiple options available to them. Recruitment partners should be able to go beyond advertising and Linkedin sourcing to demonstrate their ability to proactively curate and nuture candidate networks that give hirers first mover advantage when they do become available.

The bigger picture

Sizewell C is a positive story for the East: investment, skills development, and infrastructure growth. But it will also tighten the talent market for every employer who relies on engineers.
Those who plan ahead, protecting and developing their existing teams, will be best placed to ride the wave rather than be swamped by it.

Looking for IT jobs in East Anglia? The region is fast becoming one of the UK’s most exciting tech hubs. From Cambridge’s “Silicon Fen” to Norwich, Ipswich, and Peterborough, East Anglia offers a wealth of opportunities for IT professionals – without the London price tag.

Why Choose East Anglia for Your IT Career?

Skills That Employers Want

Employers across East Anglia are hiring IT specialists with skills in:

Where to Find IT Jobs

Check Indeed, Reed, and CWJobs, or connect with local tech recruiters in Cambridge and Norwich. Attend regional tech meetups or explore university partnerships for fresh career leads.

The Future of Tech in East Anglia

As more companies invest in digital transformation, tech careers in East Anglia are expanding rapidly. Whether you’re a recent graduate or an experienced developer, this region offers exciting roles, strong salaries, and a great quality of life.

Start exploring IT jobs in East Anglia today – your next big career move could be closer than you think.

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