Recruitment Process Outsourcing

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