Permanent recruitment for IT and tech
Choose a specialist permanent recruitment agency that helps you prepare for the future
Imagine working with an agency that you trust to solve hiring challenges, who understands your needs yet is ready to challenge your thinking, where you speak to the same people every time and have a chance to build a genuine partnership.
Successfully hiring permanent staff needs attention to detail, empathy and the ability to navigate the path to a successful placement in a stress free way for everyone involved. Try our job readiness calculator below to see how you stack up…
Job Readiness Calculator
How to hire permanent tech staff
Make a compelling offer
Successfully hiring permanently in tech requires combining your overall proposition to would-be staff with a realistic grasp of where you stand in the range of choices that tech specialists have. Market position is determined by a variety of factors that make up your overall offer to employees, including: your market sector, salary levels, team structure, working practices, training programmes and your employer brand. As with all marketing activity, knowing your audience and how to target them is key to success.
Understand what drives employees
Having an appreciation of what motivates employees is key to successfully attracting and retaining staff. The problem is that this is constantly changing, at the time of writing (June 2023) the cost of living and desire for a better work/life balance mean salary and flexibility are far and away the most important aspects for candidates when considering a new role, which is why counter offers have been so successful in this market. These priorities are unlikely to change in the near term.
Run a good (quick) process
There’s no better way to sabotage a hire than a disjointed, drawn out and illogical hiring process. A slick, two-stage hiring process that can take place in a matter of days is key to success for a number of reasons; firstly, it shows prospective employees you are dynamic, confident and decisive in your decision making, which appeals to everyone. Secondly, it allows you to move on quickly if your first choice hire falls through – something that has unfortunately become more common in the world of salary premiums and high competition.
Be ready to pivot
There may be occasions where you need to think again about the initial role you wanted to hire. Any truly viable role should have 3-4 quality applicants ready to interview within a week – two at the maximum. If this hasn’t happened, there is almost certainly an issue with either the role, the salary or the method being used to attract. Persevering without pausing to take advice and adjust is likely to do more harm than good, as candidates see the same positions recycled through various platforms and start drawing conclusions: Why can’t this company hire? What’s wrong with them? Why have I been called 3 times over 4 months by different agencies? It’s a fast track to ruining your employer brand.
Long-term growth through expert tech recruitment
The above guidance is most crucial in relation to your long-term business growth, and your hiring strategy around it. In the space of seven years, our client PCI Pal went from a team of eight to 125 employees, including 23 tech specialists sourced by Bristow Holland – from DevOps experts to software developers, product designers, voice engineers, testers, test managers, development team leads, support engineers and everything in between.
As they have evolved, so has our advice when it comes to how they position themselves and their vacancies to prospective employees, as well as the size of the net we cast when sourcing candidates. A growing company will need to look further than their local region – and be open to remote or hybrid working – in order to find talent that aligns with both the job role and their business goals.
A combination of transparency, consistency and support has created a close relationship between client and recruitment agency, resulting in a string of enthusiastic, motivated and fulfilled employees who stick around for the long haul. Find out more in the full case study.
Want to get a head-start on your next hire?
Give our experts a call to go over what you want to achieve with the new addition(s) to your team.
What we need to know:
- Job spec
What role do you need to fill? What responsibilities will the permanent specialist have? What skills and outlook would you like them to bring?
- Budget
Salaries will obviously vary according to the role and level of seniority, but we need to know we’re all on the same page and aware of current market rates.
- Timeframe
When do you need them to start? Do you have any specific deadlines or projects about to start? Will this hire depend on other staff also coming on board?
Armed with all relevant information, we can start the process of sourcing exactly the right permanent IT or tech specialist for the job. Depending on the speed of responses and individual availability, we aim to get between three to five CVs on your desk within 2 days.
FAQs
As soon as you tell us the role you need to fill and exactly what skills you are looking for, we can start researching the relevant specialists who will be a good fit with your job. We like to identify potential strong candidates as quickly as possible, and should be able to contact a selection of suitable people and send you a list of profiles/CVs for you to check out with our recommendations within a couple of days.
As specialist recruiters in all the key areas of IT and digital tech, we are constantly approached by experts looking for their next career challenge, as well as having long-lasting, close relationships with a large number of expert professionals who may be reaching the end of their contract. To save both you and us time, we’ll only contact those who we know are available and will be a great fit for your job.
We use an old-school commercial model and we get paid on success. With permanent staff, we charge an initial fee which is a percentage of employee salary for the first year. We do charge premium rates but people know they are getting an outstanding level of service and great advice. If in doubt, just take a look at our Google reviews!
Meet the team
Andy is responsible for making sure Bristow Holland delivers results for our clients. Drawing on over 20 years recruitment experience, Andy leads our team of specialist recruiters in combining modern recruitment techniques with old fashioned network building and market knowledge so we can give clients access to the best talent the market has to offer. Since establishing Bristow Holland in 2013 Andy has overseen the building of a team of specialists who are laser focused on delivering the services our clients need to give them the edge in the hunt for the technical skills needed to grow.
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Matt is both Director and a specialist software recruiter with an exclusive network of developers built by word-of-mouth recommendations. He has developed an excellent understanding of the technical skills and environments within the regional development community and his reputation marks him out as a reliable source of guidance to clients and candidates alike. Matt knows that finding a new job or sourcing a new team member can be a challenging time, and he is determined to provide a positive, stress-free experience to everyone he works with. He is focussed on giving you worthwhile and viable options that will enable you to build a structured career path or enhance your team. Matt lives in the locally area with his wife Emma and their sons Charlie, Oscar and Finley. Away from work when not spending time with his family Matt can usually be found on the golf course, gym or charging around the 5-a-side pitch.
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Marc is our specialist in Change and Transformation and Business Analysis, joining us in early 2017 after several years’ experience at another blue-chip recruitment firm in the construction market. He completed his Prince 2 certification in November 2017. An experienced recruiter, and proud of his track record of success, Marc works hard to build on Bristow Holland’s reputation as the key local supplier for specialised project management, change management and business analysis skills throughout Suffolk and Essex. He’s proactive and supportive in his approach, and takes after-care extremely seriously, making sure the start for new personnel runs smoothly. Marc’s mission is to continue our philosophy of making ourselves available 24/7, building close, long-lasting relationships with everyone he works with, and offering an even better service to candidates and clients alike. Outside of work, Marc is a keen footballer and plays regularly for Wormingford Wanderers FC in Border League Division 1.
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Harry is our networks and infrastructure specialist for the East of England region. Harry is an enthusiastic and engaging recruiter who believes no challenge is too great. He has a keen interest in the real world application of IT infrastructure and enjoys learning from the people in the industry, absorbing their knowledge in the process.
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Jake started his recruitment career with Bristow Holland in November 22 bringing with him several years of commercial experience gained after completing his BSc in Human Resource Management from Anglia Ruskin University. Jake is working along side Matt Foot supporting our software development practice.
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Emily is responsible for compliance and administration across all of the Bristow Holland specialisms. She joins Bristow Holland as a career change from her previous background as a qualified childcare practitioner
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