A sharp increase in cyberattacks is putting organizations across industries on high alert. In a recent Computer Weekly article, Jason Pyle, Managing Director of Harvey Nash USA & Canada, highlights new data from the 2025 Harvey Nash/Nash Squared Digital Leadership Report that shows 29% of global tech leaders experienced a major cyberattack in the past two years, up from 23% in 2023 and the highest level since 2019. This rise comes amid a growing and evolving threat landscape, with organized cybercrime, state-sponsored activity, and insider risks all becoming more prominent. Attacks are also becoming more sophisticated, leveraging tools like AI-driven phishing and deepfake impersonation, making detection and prevention more complex than ever. In the article, Jason outlines several ways organisations need to rethink their approach in response to the rise in cybercrime - from strengthening internal cyber capabilities to outsourcing specialized support for areas such as threat detection and incident response. He also addresses the growing talent shortages in cybersecurity, highlighting alternative hiring models that can help bridge the gap efficiently. Cybersecurity is no longer a back-office concern, it’s a business-critical issue. 👉 Read the full article on Computer Weekly

Brett McMickell, CTO of Kubota, joins David Sage on a new episode of Tech Talks to explore purpose-driven technology that addresses the labor shortage crisis in agriculture. This young workforce siphoning itself towards urban careers makes this labor shortage worse, leaving dwindling numbers rurally. Traditional mechanization can’t solve this growing crisis since large investments aren’t practical for struggling farmers, and skilled operators are still needed to run heavy equipment. This is where Kubota’s purpose-driven solutions come into play, harnessing machine learning, IoT, and artificial intelligence. Harvey Nash can supply qualified IT talent suited for ag tech jobs to bring these innovative solutions to life, blending artificial intelligence and agriculture seamlessly. Global food security and farm sustainability are at a critical juncture today, with a labor shortage putting the agriculture industry at a unique crossroads. From the earliest civilizations, humankind has taught itself to tend the soil and coax nourishment from nature. But now, fewer workers are available to plant, leaving farmers scrambling to meet productivity needs. This immense pressure has been the catalyst for innovative, newer ways to integrate technology—and more specifically, artificial intelligence—into agriculture and farming practices. In a recent episode of Tech Talks, David Sage welcomes the CTO of Kubota, Brett McMickell, to share how Kubota is reimagining solutions through automation-based solutions. It’s crucial to understand their transformative approach to the labor crisis and the pivotal role of ag tech jobs as we navigate the future of technology-driven agriculture. A Growing Labor Shortage in Agriculture Agriculture is an industry that’s already plagued by tight deadlines, unpredictable weather conditions, and fluctuating market demands. Add to this mix a rapidly shrinking workforce, and it’s a whole new problem. But this labor gap is more than just a short-term inconvenience for farmers. Young workers are becoming a rare sight on farms, with the average age of farmers rising as the youth head towards the metaphorical neon glow of urban careers. To compound losses, the manufacturing and service industries claim what little of the rural population remains. While reliable labor is scant, the larger battle of maintaining efficiency can only be won through the integration of artificial intelligence and agriculture. Moving Past Traditional Mechanization While larger tractors and harvesters were a step forward for traditional agricultural societies, this isn’t a realistic solution for farmers who can’t make significant investments. At the end of the day, even a tractor needs a skilled operator. It’s not enough to simply scale up our existing tools, and Kubota recognized this. This is why they created smarter solutions that reduce our dependency on human labor by leveraging advanced technologies like machine learning, the Internet of Things (IoT), and artificial intelligence for agriculture. Purpose-Built Technology: The Kubota Revolution Kubota’s approach to technology solutions works because they avoid “bolting on” technology as an afterthought. Brett McMickell emphasizes how Kubota designs purpose-built solutions that are uniquely tailored to challenges in the sector. It starts with a deep understanding of farmers’ needs and how ag tech jobs can fill that gap. Only then can a successful blend of agriculture and artificial intelligence create effective technology that aligns with the end user’s reality. Kubota’s Autonomous Tractors: Reducing Human Oversight Use soil data to adjust planting patterns Optimize fuel efficiency Sensors and machine-learning algorithms make real-time decisions AI-Powered Crop Monitoring Analyze data from drones and IoT devices Deliver actionable insights on irrigation and fertilization schedules Innovations like these address the labor shortage by automating repetitive tasks. But they also enhance precision, which can have a lower environmental impact and improve yields. Something as rudimentary as spraying chemicals efficiently, when handed off to AI and precision tools, has resulted in a 20-40% reduction of chemical use. The Critical Role of IT Expertise If Kubota’s mission for transforming agriculture is the doorway to a successful integration of agriculture and artificial intelligence, then IT expertise is the keystone holding it all together. A diverse set of tech talent is essential to run any innovative program successfully. Think of this as a Swiss knife of IT specialists, where everyone, from data scientists and software engineers to cybersecurity experts, has a role to play. Recruiting IT Talent—Harvey Nash Can Help Harvey Nash plays a critical role in connecting companies like Kubota to tech talent. We understand the growing need for IT professionals specializing in artificial intelligence and agriculture. But understanding constraints is equally valuable; limited connectivity in rural areas and the need for weather-resistant hardware are just the tip of the iceberg. We can support the industry’s shift towards smarter and sustainable practices by fostering a pipeline of skilled technologists for ag tech jobs who can marry artificial intelligence and agriculture. As McMickell succinctly puts it, “People need to eat”, and AgriTech can feed our future. Get Started

Hybrid work is a flexible solution to maximize productivity and balance home life with work. But is it the most effective work model for tech talent? Insights from the Digital Leadership Report hint at many advantages, albeit not without some challenges. The hybrid model offers flexibility, reduces commute times, and can boost productivity for developers who get to work without distractions. Tech companies with hybrid models also hire more women and can reach beyond major tech hubs to access a bigger talent pool, remotely. But working hybridly can also create a work-life imbalance and affect chances of promotions. Tech professionals might struggle with mental wellness and be unable to collaborate effectively over remote networking tools. How tech companies address these challenges will affect the adoption of the hybrid setup across technology jobs in the future. The hybrid workplace model has been hailed as the future of work, blending remote and in-office setups to create a unique solution, particularly in the tech industry. It promises flexibility, work-life balance, and access to global talent unfettered by time and space constraints—what’s not to love? On the surface, hybrid work seems to check all the boxes, and this has tech companies embracing it left, right, and center. But is it really that effective for tech professionals? We draw on insights from our Digital Leadership Report to examine the realities of a hybrid workplace in the tech sector and break down the benefits and challenges that come with adopting the hybrid model for tech jobs. Hybrid Workplace Models: Structured Freedom The promise of hybrid models lies in the flexibility they offer. Although six in ten companies mandate at least one day in the office, this simply creates a modicum of structure and gives tech professionals the chance to collaborate in person while still retaining the autonomy to work remotely for the most part. Benefits of Hybrid Models for Technology Jobs No distractions: For tech professionals, working remotely means the freedom and space to code, design, and debug without distractions, in an environment of their choosing. Eliminating commutes: A hybrid workplace model allows developers and engineers to avoid long commutes and channel their energy into more productive workflows at home, in a coworking space, or at their favorite coffee shop. Improved diversity: According to the Digital Leadership Report, remote work has enhanced diversity for organizations. Those that limit office time to a few days a week showed 27% more female hires than other companies with typical 5-day mandates. Bigger talent pools: Hybrid models mean that companies aren’t limited by geographical bounds. This lets them tap into talent pools beyond major tech hubs, easily filling roles and getting past skill shortages. Find Hybrid and Remote Tech Jobs Challenges of Hybrid Workplace Models Despite its rosy benefits, the hybrid model comes with its fair share of pitfalls. Reduced collaboration: Collaboration is the cornerstone of innovation, but even more so in technology jobs. Hybrid setups may cause asynchronous communication among developers, causing delays or ineffectively communicated expectations. Lack of cross-functional dialogue: The spontaneous flavor of brainstorming in person can’t fully be replicated over video calls and chat tools. Mental wellness challenges: Hybrid models can cause a dip in team collaboration and inclusivity with mental wellness challenges, as highlighted in the Nash Squared report. Leadership inequity: Many companies are worried that in-office workers might be given preference for promotions simply because they’re more visible to leadership. This makes it essential to develop thorough employee recognition strategies. Burnout: Working through tools like Zoom and Teams might lead to “always-on” expectations, which blur the lines between work and home for tech workers. The Future of Hybrid Workplace Models in Tech The success of a hybrid setup for technology jobs depends on how tech companies handle the challenges of this model. A few prerequisites can make this a sustainable model: Investing in robust collaboration tools Clear protocols for communication Equitable career advancement opportunities Investment in employee wellness and mental health programmes Mandates driven by employee needs rather than policy Sadly, many tech companies lack this kind of strategic approach to hybrid work models, as revealed by the Nash Squared & Harvey Nash Digital Leadership Report. The hybrid workplace model is far from a one-size-fits-all setup, and it needs to be adapted and optimized to serve your organization and its people. Support the growth of your business

Competitive tech hiring markets are redefining hiring processes Candidates are evaluating company culture, employee recognition, and growth potential Recruitment branding effectively showcases these elements to prospective hires Communicate employee value propositions and inspire candidates to stay with trust, patience, and a clear path for growth. With the competitiveness of the tech hiring landscape, simply putting out a job description isn’t enough anymore for companies to successfully recruit talented tech employees. Top candidates want to know what your brand stands for, how you treat your employees, and how much they can grow. Tech recruitment branding helps convey this information and attract candidates who can grow your business. Successfully Showcasing Company Culture When planning your tech employer branding strategy, highlight relatable and visible elements of your company culture. Harness Social Media Use official social media handles to showcase behind-the-scenes snippets from team meetings, company retreats, coffee breaks, coding jams, and more. Employee Success Stories Employee recognition and success stories show that you care about growth and convey genuine investment in employee advancement. Letting your current team members share their own stories also lends authenticity to your tech recruitment branding. Transparency Be transparent about your leadership style, challenges, and company values. Sharing authentic voices is more effective than overly polished marketing. Employee Value Proposition (EVP) Defining and communicating your EVP will help candidates understand what makes working at your company uniquely rewarding. Attracting talented tech hires means clarifying what you can offer beyond a lucrative salary. Your EVP could highlight features that speak to the aspirations of tech talent. Here are some features to consider communicating through your branding for tech recruitment. Growth opportunities Flexible work setups Work-life balance Wellness and mental health support Diversity and inclusion Tech stack and innovation exposure Consistently share this communication across your brand’s careers page, through job descriptions, during interviews, and on employer review platforms to reach a wide audience. Building a Strong Tech Employer Brand To take your employer branding up a notch, build long-term brand appeal with these strategies: Engage With Developer Communities Define a presence for your brand in online communities like GitHub, Stack Overflow, and Reddit where developers are likely to come across your company and engage. Host Events or Sponsor Them From tech talks to meetups and workshops, you can either host or sponsor them. This builds a positive image of your brand, associating it with forward-looking ideas and stimulating events. Accessible Website Page Make sure your website is being used wisely, with a demarcated “Work With Us” page that offers clear testimonials and visuals. Smooth Candidate Experience Even if you don’t end up hiring someone, simply ensuring that they’ve had a smooth and respectful experience goes a long way towards reinforcing your tech recruitment branding. It’s important to remember that a strong tech employer brand isn’t just about the perks—and when done right, it doesn’t just attract talent—it inspires them to stay. Build a strong employer brand to attract top tech talent today. The technology workforce consultants at Harvey Nash can help. Get Started

AI coding tools have reshaped the tech industry. Developers are leveraging AI tools for enhanced productivity, smoother workflow, and accelerated development cycles. This has led to a shift in the in-demand skills among developers, with a focus on problem solving and ethical use. Tech talent can stay ahead of the curve by treating AI as a partner and not a threat. This means upskilling, joining AI developer communities, and actively showcasing their work. Employers need to encourage AI collaboration and train employees. Gone are the days when artificial intelligence was just a fictitious entity in high-action thriller movies or an obscure fixture of the future in sci-fi flicks. Today, AI has permeated nearly every strata of our lives and is reshaping our interactions with not just the internet, but softwares as well. This has left tech developers scrambling to leverage AI capabilities to gain an edge. Here’s everything you need to know about the application of AI in assisted software development and how it’s reshaping the tech market for IT professionals and tech leaders who are striving to get their workforce AI-ready. How AI Tools Are Transforming Coding Practices With AI tools like Claude and Copilot revolutionizing workflows, it’s led AI to become a collaborator in application development. While this has directly accelerated development cycles for businesses and software engineers, there are a few key ways these tools are changing key practices. Code Autocompletion & Generation Developers are relying on AI tools for assistance in writing boilerplate code, functions, and even entire modules, redefining the limits of AI assisted software development. Bug Detection & Optimization Since AI can review code, it’s often harnessed to suggest fixes and optimize performance of programs (like SonarQube AI plugins or DeepCode). Collaboration & Documentation Developers are using tools like ChatGPT to produce clear documentation or break down complex code logic in simpler terms. Natural Language to Code New developers can now even describe what they want their program to do in plain English, while AI tools turn these instructions into functional code. These transformations in application development using AI have meant lower barriers for new developers and a significant reduction in repetitive tasks. But over-reliance on these tools is a major concern due to the inconsistency of code quality. It’s crucial not to take AI-generated solutions at face value without human oversight. In-Demand Skills in an AI-Enhanced Development World This involvement of AI in application development has caused a shift in the demand for skills. AI-Augmented Programming Rather than fearing AI, developers need to learn how to work with it and harness it for better software development. Problem Solving When routine tasks are handed off to AI tools, humans are left free to think about logic, design thinking, and architecture. Basic Knowledge of AI/ML Concepts Even non-AI developers are required to understand the basics of how AI tools work. Ethical AI Use Tech talent is expected to exercise responsible use of AI tools. Fairness, security, and accountability are major concerns when using AI-generated code. How Tech Talent Can Prepare Curiosity is Rewarding Keep experimenting with different tools to code small projects or troubleshoot bugs. Continuous Upskilling As tools and tech hiring trends evolve, so should IT professionals. Take micro-courses on AI in software and application development. Portfolio Building If you’ve worked on projects with AI assisted software development, showcase your experience through a digital portfolio. Get Active in the Community Joining AI developer communities is a great way to learn from your peers and keep abreast of industry trends. How Employers Can Leverage AI to Stay Competitive This new era of collaborative coding means tech employers need to adapt to stay competitive. Streamlining Development Cycles: By adopting AI coding assistants, product delivery can be accelerated. Reskilling Teams: Bolster tech talent with internal training on AI in application development. Rethink Hiring Criteria: Work with a direct hire staffing agency to recruit candidates with AI literacy, critical thinking, and adaptability. Integration of AI into DevOps: Use AI for CI/CD optimization, predictive analytics, and automated testing. Encouragement of AI-Enhanced Collaboration: Create a space where developers can rely on AI for better communication of ideas, documentation, and cleaner code. The future of AI in application development is efficient, smart, and collaborative. And harnessing this potential of AI is crucial for developers hoping to stay ahead of the curve. Trust Harvey Nash for industry expertise and candidate sourcing. Get Tech Insights

- AI becomes the world’s most in-demand tech skill in shortest timeframe - Half of global technology leaders now have an AI skills shortage - Steep rise linked to 90% of tech leaders investing in AI - But over half of companies aren’t upskilling in GenAI WAYNE, NJ – May 19, 2025 – Artificial intelligence has created the world’s biggest and fastest-developing tech skills shortage in over 15 years, finds a new Nash Squared/Harvey Nash report that has been tracking the views of technology leaders since the late 1990s. The Digital Leadership Report, the largest and longest-running survey of technology leadership in the world, found that AI has jumped from the 6th most scarce technology skill to number one in just 18 months—the steepest and largest jump in any technology skills shortage recorded for over 15 years. Almost twice as many technology leaders (51%) compared to the previous report (28%) now say they are suffering an AI skills shortage, an 82% jump. In the previous years that Harvey Nash has tracked technology skills shortages globally, the next biggest reported jump was a shortage in Big Data skills, with a jump of just 38%. Even with Cyber skills, for which demand continues to grow, the increase in scarcity has been gradual—rising from 16% in 2009 to 33% this year. This rapidly developing AI skills shortage is closely linked to a significant growth in investment, with 90% of global technology leaders now reporting they are either piloting AI or investing in small- or large-scale developments. This has skyrocketed from 59% in the previous Digital Leadership Report. Despite this steep rise, over two thirds (67%) of all technology leaders report they have not received measurable ROI from piloting AI. Larger organizations, however, fare better in quantifying results: more than half (53%) of larger organizations with technology budgets exceeding $500 million report a measurable return. Although AI investment has helped create this tech skills shortage, technology leaders and their companies still are working on how to respond to the crisis, as the report found that over half of companies (52%) are not upskilling in GenAI. But it is not just a skills question: operating models will also need to change as the tech team is increasingly supplemented by AI and activities like software development are revolutionized. “AI is dominating CIOs’ agendas. Their priorities include choosing the right AI tools, gaining efficiencies, increasing productivity, and proving its ROI,” said Jason Pyle, President of Harvey Nash USA & Canada. “While organizations have nearly doubled their large-scale AI deployments, the biggest roadblock to success is hiring and developing the talent needed to support their AI plans. Companies need to be smart about how they hire and upskill their workforce to keep pace with the acceleration of AI.” AI shaping investment decisions: - Boards back AI-driven spend – Overall, as with other business functions in uncertain economic and geopolitical times, the outlook for technology budgets has dipped from the highs seen during and after the pandemic—but still, over a third (39%) of technology leaders expect their budget to rise. Investment has become more selective. Boards are most attracted to clear business cases tied to operational efficiency and AI-powered growth. AI increases headcount rather than replaces it: - AI organizations recruit more technologists – The organizations most ahead with large-scale implementations of AI are 24% more likely to be increasing their tech headcount than their peers, mostly in areas of AI and data. - AI’s impact on future hiring – Tech leaders expect one in five of their technology jobs to be fulfilled by AI in the next five years. But the Nash Squared/Harvey Nash report highlights that AI isn’t replacing people, it’s changing the kind of people leaders want to hire and their operational models. - AI equivalent to three years’ tech experience – Almost two thirds (65%) of tech leaders would choose an AI-enabled software developer with just two years’ experience over one with a five-year career but without AI skills. - Organizations that engage with Gen Z are making more progress in AI – Compared to the global average, organizations that attract, retain, and incorporate the viewpoints of Gen Z are twice as likely to be prepared for the demands of AI and one-fifth more likely to report a measurable ROI from AI. Demand up for cyber skills—but down for software engineers: - Demand for cyber security skills jumps – After a period of decline, cyber-attacks have once again increased, and the skills demand has grown in response (up 22% since the last report). - Major decline in software engineer shortages – With software development the most widely adopted use case for AI, it appears to be plugging a skills gap that has long been a challenge to recruit. Software engineer shortages dropped 26% since the last report. - Enterprise/solution architecture sees the biggest fall – The growth in agile methods—as well as the use of cloud technologies—has decentralized project delivery and reduced the need for heavyweight roles in enterprise/solution architecture. Cyber-crime jumps for the first time in five years: - Major cyber-attacks are rising again – 29% of tech leaders were subjected to a major attack in the last two years, the highest level since 2019 (32%) and breaking a downward trend in the last five years. - Threat from “foreign powers” and “insiders” rises steeply – While organized crime remains the primary cause for concern, there has been significant growth in the threats from foreign powers (40% in 2022 to 50%) and insiders (33% to 42%). DEI progresses, but gender parity flatlines: - DEI efforts remain strong despite shifting political winds – Globally, four in ten organizations have ramped up their DEI focus over the last two years, and very few tech leaders report a reduction in DEI. - Recognizing neurodiversity – Around one-fifth of a tech team could be considered neurodivergent, and nearly half of leaders (47%) have practices in place to support neurodivergent talent. - Progress on gender is stuck – Just 23% of tech teams are women—the same as two years ago. Women in leadership have dropped from 14% to 13% since the last report. AI-focused organizations have increased tech leader pay: - Pay rises – Over half of tech leaders have had a salary rise in the last year, but for four in ten, pay has remained static. - Tech leaders that have had a pay rise of 10% or more are distinct – Firstly, their CEO is significantly more focused on technology making money instead of saving it for the organization (73% compared to the 66% global average.) They are also more likely to have a large-scale implementation of AI (27% versus 19%) and more likely to increase tech headcount (50% versus 41%). About the Report In its 26th year of publication, the 2025 Nash Squared/Harvey Nash Digital Leadership Report is the world’s largest and longest-running survey of senior technology decision makers. Launched in 1998 and previously called the Harvey Nash CIO Survey, it has been an influential and respected indicator of major trends in technology and digital for over two decades. This year the survey of 2,015 technology/digital leaders globally took place between December 13, 2024, and March 26, 2025, across 62 countries. This period captures the impact of major geopolitical changes that occurred following the change of Administration in the US. To request a full copy of the results, please visit http://www.harveynash.co.uk/research-whitepapers/digital-leadership-report-2025. About Harvey Nash Harvey Nash are masters of technology recruitment. We help organizations find the very best specialist talent – from Cloud Services to Data and Analytics, DevOps to Cybersecurity, Engineering and App Development through to AI, business transformation and technology leadership. With over 35 years’ experience and global reach, we have an unparalleled knowledge and capability in all areas of technology. We are part of Nash Squared - the leading global provider of talent and technology solutions, equipped with a unique network that realizes the potential of where technology and talent meet. www.harveynash.com Follow us on LinkedIn at https://www.linkedin.com/company/harvey-nash/ Media Contact:Ann Warren awarren@meetclearedge.com 770.328.8384

26th edition of the Digital Leadership Report The 2025 Nash Squared Digital Leadership Report is the world’s largest and longest-running survey of senior technology decision-makers. Launched in 1998 and previously called the CIO Survey, it has been an influential and respected indicator of major trends in technology and digital for over two decades.

Big data drives key decisions across industries. Talent shortage exists in critical big data skills. IT recruitment agencies streamline big data talent acquisition. Outsourcing big data staffing maximizes benefits. In the era of digital transformation, one of the most valuable assets a business can harness is data. From optimizing supply chains to predicting consumer behavior, data-driven insights are reshaping entire industries worldwide. At the heart of this revolution lies big data—a series of vast and complex datasets that can only be interpreted and utilized effectively with specialized skill sets. As companies scramble to stay ahead in a data-centric world, the demand for big data specialists is soaring. Read on to unpack the nuances of outsourcing big data staffing in this shifting landscape. Why Big Data Matters Big data is the foundation of informed decision-making. With the right analysis tools and recruitment of big data specialists through agencies, businesses can uncover trends, forecast market changes, and personalize customer experiences like never before. The importance of big data spans multiple sectors. Retail From predicting purchasing patterns to efficiently managing inventory, retailers use data in myriads of ways. Big data helps retailers optimize pricing strategies and improve supply chain efficiency. This also allows them to enhance customer engagement through personalized marketing based on data patterns. Healthcare A focus on big data, and dedicated recruitment through agencies has helped healthcare providers enhance patient care through predictive analytics and devise tailored treatments. Strategic data analytics are also crucial in identifying disease outbreaks and improving diagnostic accuracy. Finance Financial institutions have begun relying on big data for credit scoring, algorithmic trading, and detection of fraud. Identifying and assessing risks is also possible with real-time data analysis. Technology Tech companies can use data to refine product features, improve user experiences, and manage cybersecurity threats. Data also helps drive innovation by analyzing system performance. Agencies with expertise in recruiting big data professionals are the key to hiring the right talent for your business. Through big data staffing, you can unlock the ability to harness big data effectively, leading to smarter business strategies, greater efficiency, and more innovative solutions. Find IT Talent The Talent Shortage in Big Data Despite the clear importance of big data and high recruitment demands for skilled professionals—data scientists with expertise in big data tools and methodologies are in short supply. The skills gap includes: Business Acumen Data specialists must effectively communicate their findings to stakeholders and align their insights with business goals. This requires an understanding of how data translates to actionable business strategies. Technical Proficiency Data professionals must also be well-versed in tools such as Tableau and Power BI that make data visualization more comprehensive. This also involves a mastery of programming languages like Python, R, and SQL. Tool Expertise Honing a familiarity with Hadoop, Spark, and other cloud-based data platforms is sought after in big data recruitment and training drives. There’s an increased demand for proficiency in cloud services like AWS, Google Cloud, and Azure as well. Analytical Thinking Possessing a strong grasp of statistical methods, data modeling, and machine learning is also considered essential. Recruitment agencies seeking big data professionals prioritize the ability of data strategists to derive meaningful insights from large and complex datasets. This skills gap poses a significant challenge for companies looking to build data-driven teams, making strategic recruitment more important than ever. Discover Exceptional Tech Talent Big Data Staffing Through Specialized Recruitment Agencies There is no denying the competitive landscape surrounding recruitment and the importance of big data specialists in tech roles. Working with recruitment agencies for big data hiring offers several benefits: Access to a Wider Talent PoolBig data staffing specialization offers access to established networks of qualified data analysts working with big data and a recruitment pool of pre-vetted candidates ready for placement. Industry ExpertiseIT recruiters have insight into the evolving tech job market. They understand candidate expectations and the nuances of big data roles. Streamlined Hiring ProcessesAgencies make the recruitment process efficient by managing initial screenings, technical assessments, and interview coordination. Faster TurnaroundWorking with an agency reduces time-to-hire without compromising on quality and ensures speedy placements that minimize disruptions in data-driven projects. Working with specialized recruitment agencies for big data roles not only saves businesses time but also ensures companies gain access to highly qualified professionals who can drive their data initiatives forward. Get Started

In today’s highly competitive job market, attracting top-tier tech talent requires more than just offering a competitive salary or an impressive list of benefits. While candidates have always worked hard to craft a strong personal brand, companies must now do the same. Skilled IT professionals have choices, and they want to work for organizations that align with their values, aspirations, and career goals. This is where employer branding plays a pivotal role in recruitment for IT jobs, allowing your business to attract specialized tech talent in alignment with your company values and goals What is Employer Branding? Your employer brand is an amalgamation of your reputation and perception as an employer. It encompasses everything from leadership style and workplace culture, to growth opportunities and work-life balance. Essentially, it answers the question: Why should IT professionals want to work here? A strong employer brand showcases the company as a desirable place to work. Harvey Nash helps leverage employer brands, making it easier for companies to attract and retain top talent in the IT industry, where demand for skilled professionals often exceeds supply. Importance of Employer Branding During Recruitment for IT Jobs Attract Top IT Talent A high demand for IT professionals comes with the luxury of choosing from multiple job offers. Establishing a well-defined employer brand helps your business stand out from the rest, making it more appealing to top candidates. Companies with a strong reputation for innovation, inclusivity, and employee development naturally draw greater interest from high-caliber professionals. Reduce Time-to-Hire A positive employer brand creates a pipeline of engaged candidates who are already interested in working for the company. When job openings arise, engaged candidates are likely to apply quickly, reducing the time and effort expended to fill positions. Enhancing Employee Retention IT professionals seek out workplaces where employee recognition is prioritized, and where they feel valued, challenged, and supported. When a company’s employer branding aligns with the actual employee experience, it fosters loyalty and reduces turnover, ultimately reducing costs associated with frequent hiring and training exercises. Strengthening Workplace Culture Employer branding isn’t just about attracting talent with an updated resume—it’s about creating an environment where employees want to stay and grow. A company known for fostering innovation, collaboration, and continuous learning will naturally build a culture that retains and empowers its workforce. Improving Candidate Experience Poor recruitment processes can damage a company’s reputation among prospective candidates. Strong employer branding includes a positive and transparent hiring experience, ensuring that even unsuccessful candidates leave with a good impression. Leverage Your Employer Brand With Harvey Nash Here are a few ways we help you leverage your employer brand to boost company recognition during recruitment for IT jobs. Showcasing Company CultureHighlighting team dynamics, career development programs, and employee success stories on social media and career pages goes a long way in showcasing company culture. Investing in Employee ExperienceYour company’s support for professional growth and work-life balance, and an inclusive workplace can be showcased. Engage in Thought LeadershipWe help you participate in industry events, publish blogs, and contribute to open-source projects to establish credibility. Optimize the Hiring ProcessOur team ensures clear descriptions for jobs, efficient communication with employees, and respectful candidate interactions. Begin your employer branding journey with Harvey Nash to boost recruitment and attract top tech talent. Support The Growth Of Your Business