Márcio Duarte

Demand for Intermediate-level Software Developers is decreasing, resulting in salary levels on offer declining. For the time being it appears that the days of intermediate developers securing 15% - 20% pay increases when moving jobs are over.   Current advertised salaries for software developers in the UK (3 months to June 2024) are down to 2019 levels.   Is this trend mirrored elsewhere in the world? What are the causes for this?    

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Something rare happened yesterday Client calls 2 mins after an interview finishes Unfortunately candidate rejected They provided detailed, tangible feedback With examples where to improve No email tennis trying to get answers No waiting No second guessing No generic rejection emails From me and all the recruiters out here We appreciate clients like you #interviewfeedback #softwareengineering

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📉 The contracting market in software development is evolving, and it's a shift that both contractors and employers need to navigate wisely. In today’s candidate-heavy market, we’re seeing: ✔️ Contracting roles becoming harder to secure. ✔️ Contractors adjusting daily rates compared to a couple of years ago. ✔️ A growing need for flexibility from both candidates and companies. To help you stay informed, Frazer Tremble has put together a quick Guide to Contracting Rates in Software Development (see the image below). It reflects the current rates across key roles—from Mid-level to Lead. 💬 How are you adapting to this changing market? - Are you adjusting rates or your hiring strategies? - What trends are you seeing in your industry? Let’s start a conversation, whether you’re hiring or seeking a new opportunity, I’d love to help you navigate this dynamic space. #SoftwareDevelopment #ContractingRates #MarketInsights #Recruitment

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Will AI and Automation replace Recruiters? .....No. 😂 For a more detailed answer, listen to my conversation with the fab team over at Making Moves London Moves, on the In Conversation podcast with Anthony Murphy #rectech #recruitment #recruitmentoperations

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Tech-Folk - how to ensure you get to 1st interview stage and not lost in the 'no feedback' or straight rejection shuffle Your CV must be technical. Stop saying that you work well in teams and with others. Stop saying 'worked on a programme that saved £7mn in costs over 2 years' It's woolly, ambiguous and nobody cares Tech HM's hiring Tech Roles want to see: 'I built X in ABC technology to achieve Y outcome for Z stakeholder group Or I created the strategy and led the implementation of ABC technology for X business stakeholders to achieve outcome Y Make every point relevant. It's your representation of yourself to a new employer. If you are technical, be technical. Enough of the corporate speak ~Craig

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Now the original post got over 250 comments - I didn't read them all, really didn't want to give the original poster the air time... so they got the "algo rewards" But wow, as a fellow recruiter, this is either a misplaced attempt at clickbait or a really disconnected, egotistical, disingenuous recruiter who has really failed to read the room, and would benefit from seeing people as people not as CV's or "tenures" ➡️ The average tenure is now 18mths - 3yrs ➡️ Layoffs have been and are still massive and prevalent ➡️ No industry (from what I can see) has been protected ➡️ No location has been protected ➡️ Super experienced and exceptional candidates are on the market - a lot of them ➡️ Job hunting is tough - now more than ever, some people have never experienced it this tough ➡️ Salaries/rates are decreasing ➡️ Application numbers at an all-time high ➡️ Interview processes are taking longer ➡️ Offers getting rescinded Nobody knows someone else's story until you speak to them, so to band everyone together shows a real lack of empathy, emotional intelligence and reflects more on you I'm not one to bash, we have enough negativity for our industry as it is... But come on people, if you can't be kind, be quiet #bekind #hiring #recruitment #helpeachotherout

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Results from last weeks poll. Very close call - seems we're split on this one. With demand for work / life balance on the rise. Is this an approach we might see adopted more in 2025? #4dayweek #prorated #softwareengineering

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What’s the optimal timeframe to hire a Software Engineer? There isn’t one. 👀 One of Bounce Digital clients for the same role… 🎯Software Engineer 1; CV > Offer = 6 Days 🎯Software Engineer 2; CV > Offer = 44 Days It all comes down to what suits both parties. 🤝 Some people need/want time. 🐌 Others need/want to hurry things up. 🏃 No two processes are the same. No two candidates are the same. Flexibility and an agile approach are what matter most. 🔀 The most successful companies don’t stay too rigid when hiring. ✅ What do others think? #softwareengineer #interviewprocess #engineeringmanager

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Quality over Quantity 🚀 I've noticed a trend recently from our partners on how they are struggling with Engineering recruitment, especially DevOps and Cloud Engineering. This being due to profiles not being relevant to the specifics of the role and high volume of CV's being sent because they have "Buzz words". Recently enough, I was helping one of our new partners look for a Senior Platform Engineer as they had struggled to get the right candidate. They had over 15 profiles sent across and conducted 8 interviews but none were right. After a great call with the Engineering Manager, I sent 3 great Engineers who fit the bill on all fronts. Fast-forward a month down the line and one of our amazing G&T (girls and tech!) members has started her new role 🎉 Top Tips to make sure you hit the mark 🎯 ✅Be an expert in your market ✅Go to events, ask questions ✅Go beyond the Job Spec - speak to Hiring managers and Engineers in the team ✅Find out what went wrong in previous interviews ✅Find out the must haves and the nice to haves. ✅Find out the pain points and what skills could fix this. ✅Know the interview process inside out ✅Leave no stone unturned with interview preps Another example of how G.Digital stands out from the crowd 👀 G.Digital | G&T (girls and tech!)

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Bit late to it... but better late than never, right? Rundown of Q2 in Team Java & Kotlin incoming ➡➡➡ 💪🏼 122% of our quarterly target 💸 Highest billing UK team at Understanding Recruitment 🏆 We hit our team incentive 📅 23 new client meetings ✅ 1.09 CV : 1 Interview ratio It's no secret that the last 18 months haven't been the smoothest sailing for the tech market, but one thing for certain is that things are moving in the right direction. What have we got in store for Q3? 💥 If you're looking to scale your engineering team this quarter and need some advice or support, feel free to reachout for a chat about how we can alleviate some of the headaches that come with hiring! #quarterlyupdate #hiring #techrecruitment #java #kotlin

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As a manager, how should your CV differ from that of a Software Engineer? I've (unfortunately) spoken to a lot of engineering leaders in the last six months or so that have been made redundant. Seems a lot of companies are aiming to cut costs by cutting out a management layer. Will it work? Probably not, but we can save that discussion for another day. Anyway - engineers spend their entire career with a CV that follows a loosely similar format. But how should that change once you go into more of a strategic role? Well let's think about why a company would hire an EM, Head of Eng, CTO etc. 🤑 Saving money. If their dev department is bleeding cash, chances are they need help revamping their processes. Use your CV to give concrete examples of times you have saved a business money. ⌚ Saving time. If deadlines are being missed, guess what? It's more money lost. Have you tackled a situation where deployment time needed drastically improving? Tell people about it! 👩‍💻 Improving quality. If you're an engineering leader, there is absolutely no doubt in my mind that there will have been a time you helped an engineer/team to drastically improve the quality of their code. Tell companies about times you have helped turn someone's career around. A few small changes to your CV / LinkedIn profile can be hugely helpful. Remember - your salary will (likely) be a lot higher than that of a senior engineer. It's on you to show the company that in the long run, the value you add will make them forget what they pay you. What do you think?

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A bit of CV advice for today!! I watched a video of recruiters saying don't highlight your hobbies and interests a few weeks back. Well, in my opinion, that's rubbish. Hundreds of developers are applying for roles, and if you have similar experience to another developer applying, then your personality will be the difference in you getting offered the role. If you are looking for some advice, please reach out to me and I'll happily book in a call to help you. *Love the frame for this video 🤣 #django #python #cvadvice #resumeadvice

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Some of the BEST Software Engineers I've worked with have some of the WORST CVs I've ever seen. And some simply do not have one. The top 5% of talent are not scouting out new roles and applying to adverts... ..they're headhunted. So there's simply no need to create a CV. And that's where the job of a Recruiter comes in, to shine a spotlight on those who are unseen in the market, or to fill in the gaps on those awfully written CVs. So the next your recuiter show's you a horrible CV, they might just be showing you a superstar. G.Digital | G&T (girls and tech!)

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Most of the clients we partner with are looking for Rust and Golang talent at the moment. This is usually a hard requirement of at least two years in production. It's understandable why this is a hard requirement, as again most of our clients are looking for people urgently to hit the ground running, who don't need to hold hands. However, if you (a potential client or hiring manager) are using Rust or Golang and are open to speaking to people from different language backgrounds (Java, C++ etc), the talent on the market available now is beyond belief. If you can afford to be flexible with your requirements, now is a brilliant time to hire really intelligent people who (If had production experience) would probably be unattainable.

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As a JavaScript specialist recruiter, I’ve seen market shifts before, but right now, we're the busiest we've been all year. Here's why we’re at peak activity: ➡ With year-end approaching, companies are keen to utilise their hiring budgets effectively. This push often creates a surge in opportunities for top-tier talent. ➡ After a slow period, organisations are moving forward with ambitious growth plans. Demand for JavaScript experts in React, Node.js, and TypeScript is soaring, particularly in Web3 and AI-related projects. ➡ It’s the perfect storm: seasonal hiring cycles are kicking in, and many companies are accelerating recruitment to meet Q1 goals and launch critical projects. Whether you’re an engineer seeking your next challenge or a company looking to scale your team, we’re here to help. The market is buzzing—let’s connect. #JavaScriptRecruitment #React #NodeJS #TypeScript #TechHiring #Web3

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How's the market? A question I get very often as a recruiter. In 2024 I have seen a drop in activity and the amount of job postings compared to previous years. 👉 In the UK the unemployment rate rose to 4.2% from over a year ago suggesting a loss of jobs in the market 📉 According to the Office for National Statistics (ONS) in October 2023 job vacancies were down 26% from their peak 💳 According to the ONS, real earnings have continued to rise in 2024 by 2.1% (not including bonuses) and the nominal wage has risen by 6.0% (not including bonuses). 🗒 Job postings offering remote or hybrid terms have dropped from 16.3% to 14.4% 🌈 The number of job vacancies posted continued to fall in Q1 2024 but remain above pre-pandemic levels The job market has been unusually tricky for those looking for their next opportunity. Stay positive, I feel the months ahead will be a turning point for UK job seekers. #staypositive #jobsearch

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Applying for software dev roles? Here are a few top tips to help you build the base of your CV.

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Feedback is an imperative! What I loved about this post from Michael is that it’s not a one sided love fest and pile on with one sided statements. All bases covered (most at least) - Hiring managers, Candidates and Recruiters. For what can be can be a lesser discussed issue in better economic times, it has actually provided some valuable insights from a spread of different experiences, about what efficiencies we can all help drive when it comes to hiring. I’m definitely taking some of these tips away with me and it’s solidified my belief further there is hope that we can evolve the tech recruiting scene beyond keywords and a pray & spray mentality. Would love to hear extra opinions from my own network on what they also think could help move the needle on recruitment and make it a positive experience for all…..? #drivingconversation #repost #techrecruitment #bestpractices #kureos #energytech #fintech

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FAO: Business Owners - Stop waiting till your employees serve notice, to recognise the need to reward them with a salary increase 😴 It is at this point, too late to offer false promises with a % increase in pay 💰 #counteroffers #techrecruitment #recruitment #resignation

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