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<p>If you're looking to secure your next role or make your next best hire, we'd love to help. Get in touch to speak with one of our consultants today</p>

<p>We're Harvey Nash, and we build amazing technology and digital teams.</p>

<p>We&rsquo;re Harvey Nash, and we build amazing technology and digital teams. There are very few recruitment companies that offer the in-depth knowledge, network and enviable track record that comes from being totally dedicated to working in technology for over three decades. Our relationships with individuals and organizations span years and it is this intimacy with the technology sector that enables us to be so effective.</p>

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<p>We&rsquo;re Harvey Nash, and we build amazing technology and digital teams. There are very few recruitment companies that offer the in-depth knowledge, network and enviable track record that comes from being totally dedicated to working in technology for over three decades. Our relationships with individuals and organizations span years and it is this intimacy with the technology sector that enables us to be so effective</p>

Back to News & Insights

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<div class="row">At Harvey Nash USA we'll be celebrating the annual National Staffing Employee Week, Sept 9 &ndash; 15, in partnership with the American Staffing Association.</div>
<p>National Staffing Employee Week was established with the sole purpose of celebrating and honoring the millions of temporary and contract employees that make up the contract workforce.</p>
<p>This year we&rsquo;ll specifically be spotlighting our #staffingstars from each of the four Harvey Nash USA markets. Each of which have been awarded the Contractor of the Year award for their market, which entails criteria such as a rigorous selection process that is based on client feedback and recommendations!</p>
<p>To kick things off, take a moment to explore their short highlights below and make sure to follow along over the course of the week to see their full highlights and backstories.</p>
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<h3>Meet Jody Amable</h3>
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<p>As a Digital Content Editor, Jody utilizes a unique blend of skills, attention to detail, and creativity to contribute to the team's success. Since the very beginning, her performance has exceeded all initial expectations. Her dedication is well-recognized and acknowledged by her managers and colleagues.</p>
<p>Millions of active Pocket Application users consume her work daily. Her aesthetic touch ensures that each article from publications such as WIRED, Vanity Fair, the Washington Post, Smithsonian Magazine, and Collectors Weekly is exceptionally edited and uses the unified style of visualizations over which she has creative authority.</p>
<p>Jody was very hesitant about choosing between job opportunities she interviewed for, as initially, she was not entirely convinced that the recruitment process would lead to an actual hire. Taking the chance paid off, and Jody secured a fulfilling job where she exceeded all expectations as one of the strongest performers.</p>
<p><em>Nominated by Charlotte Nygaard &ndash; Lead Recruitment Account Manager and Tom Wojtowicz &ndash; Senior Technical Recruiter</em></p>
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<h4>When asked what winning this award means to Jody, she shared:</h4>
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<p class="Paragraph SCXW67347574 BCX8"><em>When Tom first contacted me, I was coming off an unfortunate job experience. I'll admit, I was initially wary of Tom's initial message about a job that sounded right up my alley but seemed way too good to be true. But it was true!</em></p>
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<p class="Paragraph SCXW67347574 BCX8"><em>It was so refreshing to work with a down-to-earth person who gave me guidance and coaching through the interview process and genuinely seemed to believe in me. Those same values are apparent at [client], too, and I appreciate that Harvey Nash seeks out companies that value their workers, trust their experience and expertise, and treat them with respect.</em></p>
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<h3>Meet James Youngman</h3>
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<p class="Paragraph SCXW56011137 BCX8">James is a Supplier Performance Engineer for one of our largest US manufacturing clients. He has been a great representative of Harvey Nash and our client domestically here in the US and globally in his travels working with suppliers around the world.</p>
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<p class="Paragraph SCXW56011137 BCX8">What makes James&rsquo; story very unique, is that he was a 20+ year schoolteacher and varsity high school basketball coach, with absolutely no manufacturing experience &amp; he was able to excel in his initial role as a data analyst and has been able to utilize his unique skill sets to become a critical material expediter, and now is a Supplier Performance Engineering Manager/ Expediter.</p>
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<p class="Paragraph SCXW56011137 BCX8">His client manager shared the following feedback on his experience working with James -</p>
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<p class="Paragraph SCXW56011137 BCX8">&ldquo;James has been an exemplary employee since joining our team.&nbsp; Even though James&rsquo; background was not in manufacturing, but rather teaching and coaching, his work ethic and ability to build lifelong relationships is all he needed to be successful.</p>
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<p class="Paragraph SCXW56011137 BCX8">Through James tenure, he has rebuilt countless supplier relationships and helped pave the way for our company to be successful.&nbsp; Prior to coming to the company, James never had a passport, but when asked to travel to Europe and Mexico, James received his passport and has visited several suppliers and facilities to help teach the foundational principles to employees and suppliers.</p>
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<p class="Paragraph SCXW56011137 BCX8">James quickly gained the support of company employees and senior level management employees as well as executive leaders at our suppliers. James&rsquo;s willingness to learn complex tasks quickly and formulate innovative solutions has been the pinnacle of his success.</p>
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<p class="Paragraph SCXW56011137 BCX8">We are excited to have James on our team and appreciate all the work he continues to do for us.&rdquo;</p>
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<p class="Paragraph SCXW56011137 BCX8"><em>Nominated by Morgan Morris &ndash; Client Delivery Manager</em></p>
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<h4>When asked what winning this award means to James, he shared:</h4>
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<p class="Paragraph SCXW106148044 BCX8"><em>This nomination means a great deal to me, as I take my job/career very seriously and I am very grateful to Harvey Nash and our client for putting their faith in me by providing this tremendous opportunity for me and my family.</em></p>
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<p class="Paragraph SCXW106148044 BCX8"><em>My leaders have provided a great work culture that provides a lot of opportunities for professional growth, to work outside of the box individually and to collaborate with teammates. As a lifelong learner, I appreciate how much I have been able to grow and learn as a professional in my 2+ years working at this client.</em></p>
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<p class="Paragraph SCXW106148044 BCX8"><em>Prior to the start of each workday, I remind myself that I am representing one of the best brands in the world and my bosses. That drives me to work hard to be the absolute best version of myself.</em></p>
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<p class="Paragraph SCXW106148044 BCX8"><em>My experiences with the team at Harvey Nash have been amazing. The team are consummate professionals. They are very compassionate and always very responsive when I reach out for any and everything. It means a great deal to me to perform at a high level in my role at [client], to represent Harvey Nash well.</em></p>
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<h3>Meet VSR Krishna Kanth Chaluvadi</h3>
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<p class="Paragraph SCXW23544356 BCX8">Krishna Kanth was brought in to address recurring performance issues in a client's application. Through detailed analysis and profiling, they identified a critical bottleneck and recommended a solution that improved application performance.</p>
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<p class="Paragraph SCXW23544356 BCX8">Krishna Kanth stands out as a staffing star due to a blend of specialized skills, deep technical expertise, proven leadership, strong analytical abilities, effective communication, an innovative approach to QA process and a commitment to continuous learning.</p>
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<p class="Paragraph SCXW23544356 BCX8">His remarkable track record of managing and mentoring QA teams successfully, his thorough understand of QA processes, his dedication to continuous improvement and learning and his belief in effective communication for managing expectations are all attributes that drive improvements in testing efficiency, team performance, and client satisfaction, making him am invaluable asset in any scenario.</p>
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<p class="Paragraph SCXW23544356 BCX8"><em>Nominated by Tanuja Sharma &ndash; Senior Technical Recruiter</em></p>
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<h4>When asked what winning this award means to Krishna Kanth, he shared:</h4>
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<p class="Paragraph SCXW207979349 BCX8"><em>This nomination reflects a significant acknowledgment of my performance and contribution, enhancing my professional reputation and credibility. It signifies a validation of my hard work, potentially opening doors to new career opportunities and responsibilities while increasing my visibility within the industry. On a personal level, it offers a sense of achievement and motivation.</em></p>
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<p class="Paragraph SCXW207979349 BCX8"><em>My positive experience working with Harvey Nash includes a supportive environment that fosters growth, opportunities for advancement through training and mentorship, and collaboration with skilled professionals on innovative projects. Constructive feedback and formal recognition from Harvey Nash further contribute to my professional development and success.</em></p>
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2024 National Staffing Employee Week 

<p align="center"><strong>HARVEY NASH's ERIC MAYDECK Named a Finalist for</strong></p>
<p align="center"><strong>National Staffing Employee of the Year &nbsp;</strong></p>
<p align="center"><em>American Staffing Association Honor Highlights Top U.S. Staffing Employees</em></p>
<p><strong>Alexandria, VA</strong>, August 14, 2024&mdash;Harvey Nash&rsquo;s Eric Maydeck, a Senior Site Reliability Engineer fromour West Coast team], has earned national recognition from the American Staffing Association as a top staffing employee, Harvey Nash announced today.</p>
<p>This is Eric's first contract opportunity throughout his 10+ year professional career. So, this was uncharted territory for him, but he has truly appreciated the entire experience so far. His level of contribution exceeds any initial expectations, and now most of his work is outside of the project he was initially brought in for. Eric has always exceeded all expectations since he joined. Eric has partnered up with principal level colleagues and is working on the most complex projects in the organization as a Harvey Nash Contractor. Eric&rsquo;s story is inspiring because it showcases how contract work can lead to unexpected and rewarding career paths. His initial contract is already being considered for extension or conversion to a full-time role, demonstrating that contract positions can indeed offer stability and long-term career growth.</p>
<p>The National Staffing Employee of the Year program recognizes the most outstanding temporary and contract workers in the country. In 2023, U.S. staffing companies employed 2.4 million temporary and contract workers; Eric Maydeck is one of finalist to be recognized.</p>
<p>We are thrilled to hear Eric Maydeck has been named 2025 American Staffing Association Employee of the Year Finalist for the Engineering, Information Technology, and Scientific Sector. Eric was a contractor for Harvey Nash and we are proud to say our client elected to bring him on full time as a permanent employee. Speaks volumes to his incredible work. He was recently awarded the Harvey Nash USA &amp; Canada Contractor of the Year among our talented contractors nationwide. It&rsquo;s our goal to find each contractor and client that &ldquo;perfect fit&rdquo; and this is one of many success stories we are proud of. Congratulations to all the fantastic finalists.</p>
<p>"<em>I am honored to have been named a finalist for the National Staffing Employee of the Year All-Star award. Stepping outside of my comfort zone to give contracting a try is one of the best decisions I have made in my professional career. I could not be more thankful to the team at Harvey Nash for guiding me throughout the entire process and providing me with an opportunity to work at my dream job.</em>"&nbsp;- Eric Maydeck&nbsp;</p>
<p>As a National Staffing Employee of the Year Finalist, Eric Maydeck &nbsp;and Harvey Nash will be recognized at the 2024 Staffing World convention and expo, held in Nashville, TN from Oct. 22-24. More information regarding Staffing World can be found at&nbsp;<a href="https://americanstaffing.net/sw24/">staffingworld.net</a>.</p>
<p align="center"># # #&nbsp;</p>
<p><strong>About the American Staffing Association</strong></p>
<p>The American Staffing Association is the voice of the U.S. staffing, recruiting, and workforce solutions industry. ASA and its state affiliates advance the interests of the industry across all sectors through advocacy, research, education, and the promotion of high standards of legal, ethical, and professional practices. For more information about ASA, visit&nbsp;<a href="http://www.americanstaffing.net/"><em>americanstaffing.net</em></a><em>.</em></p>
<p><strong>Contact</strong><br>Brenna Barnett</p>
<p>Senior Marketing Manager</p>
<p><a href="mailto:Brenna.barnett@harveynash.com">Brenna.barnett@harveynash.com</a></p>

HARVEY NASH's ERIC MAYDECK Named a Finalist for National Staffing Employee of the Year

<p>There are many different styles of interview questions that you may encounter during a job interview, and it's important to know how to answer them effectively. At Harvey Nash we recommend practicing and preparing for each various style. Here are some common interview question styles and tips on how to answer them: Behavioral Questions Behavioral questions are designed to understand how you would behave in certain situations. They often begin with phrases like "Tell me about a time when�" or "Describe a situation where�". To answer these questions, use the STAR method: describe the Situation, Task, Action you took, and the Result. Example: "Tell me about a time when you had to solve a difficult problem." Answer: "At my previous job, we had a customer who was unhappy with our service. I listened to their concerns, investigated the issue, and came up with a solution that satisfied the customer. As a result, we were able to retain their business and improve our customer satisfaction ratings." Situational Questions Situational questions are similar to behavioral questions, but they ask how you would react in hypothetical situations. These questions often begin with "What would you do if�" or "How would you handle�". To answer these questions, explain your thought process and reasoning. Example: "What would you do if you disagreed with a colleague's approach on a project?" Answer: "I would approach my colleague and have an open and honest conversation to understand their perspective. I would try to find common ground and work together to come up with a solution that benefits the project and the team." Technical Questions Technical questions are designed to test your knowledge and skills related to the job. These questions may be related to software, coding, or other technical aspects of the job. To answer these questions, be prepared to demonstrate your knowledge and skills. Example: "Can you explain how you would optimize a website for search engines?" Answer: "First, I would conduct keyword research to identify relevant keywords for the website. Then, I would optimize the website's meta tags, headings, and content to include these keywords. I would also ensure that the website has a clean structure, fast loading speed, and mobile responsiveness to improve its search engine ranking." Traditional Questions Traditional questions are more general and open-ended, and they may include questions like "Tell me about yourself" or "What are your strengths and weaknesses?" To answer these questions, focus on your qualifications and experience related to the job. Example: "Tell me about yourself." Answer: "I have several years of experience in [field], and I am passionate about [specific aspect of the job]. In my current role, I have demonstrated [specific achievements or skills related to the job], and I am excited to bring these skills to a new opportunity." By understanding the different types of interview questions and how to answer them, you can be better prepared to impress the interviewer and land the job. Practice your responses to these questions before the interview, and be ready to adapt your answers to the specific context of the interview. Get Hired Now Do you need more guidance throughout the recruiting process? We can help!? Harvey Nash USA is one of the?most trusted recruiters?for tech and other industries. Let's work together to help you find the role that's right for you!?Contact us today.</p>

Interview Question � Different interview question styles�. And how to answer them

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<p class="Body">Will we get to the point where the work of AI and humans is indistinguishable? Why not check your instincts now? Here are two pieces of text, one from AI, one from a real person - can you identify which is which? To engage our readers and foster a deeper understanding of AI's capabilities, we have included an interactive element in this blog post. Below, you will find two pieces of content &ndash; one generated by AI and the other written by a human. Our very own <a title="" href="https://www.linkedin.com/in/mikebgoldberg/" target="_blank" rel="noopener" aria-label="">Michael Goldberg</a>, Vice President of Strategic Partnerships. We encourage you to read both and vote on which you believe was authored by AI. This exercise not only highlights the sophistication of AI in content creation but also invites reflection on its potential and limitations.</p>
<h4><strong><u>Article 1:</u></strong></h4>
<p class="Body">The surge for AI talent is with us. Actually, I would argue the surge for pure AI talent is past and the search for &lsquo;AI skills plus&rsquo; talent &ndash; people who can take this fast-moving technology and harness it for their employers through a mix of other skills &ndash; is now on.&nbsp;</p>
<p class="Body">From our own&nbsp;<a title="" href="https://www.harveynashusa.com/publications/2023-10/dlrlaunch" target="_blank" rel="noopener" aria-label="">Digital Leadership Report</a>&nbsp;at Harvey Nash, we know only 15% of global tech leaders feel they are prepared for the demands of generative AI. And yet LinkedIn conference data points to 44% of organizations already using this technology.</p>
<p class="Body">Evidence of a push to level-up talent with technology can be seen in the types of job titles we are now addressing as a specialist recruiter: We are constantly searching for AI/ML Modelling Specialists, AI Architects, AI Data Scientists, Researchers and Engineers. We also see AI skills spilling into other departments &ndash; UX Designers, Marketers, Finance Professionals now all need to come ready with the ability to bring AI advantages to their departments.</p>
<p class="Body">In April this year&nbsp;<a title="" href="https://www.theglobalrecruiter.com/ai-need/" target="_blank" rel="noopener" aria-label="">Thomson Reuters</a>&nbsp;analyzed over 5,300 live tech jobs and found that over 73 per cent of the top 15 per cent highest paid vacancies required AI skills.</p>
<p class="Body">&ldquo;Companies are now required to not just embrace change, but to actively participate in shaping and directing it,&rdquo; commented Mary Alice Vuicic, Chief People Officer at Thomson Reuters. &ldquo;As companies begin to implement these emerging technologies, they&rsquo;re investing in the right talent to lead that process.&rdquo;</p>
<p class="Body">But leading talent is hard to find, because it&rsquo;s not just about technology. It&rsquo;s also about people, compliance and ethics. How AI impacts on the workplace can be dramatic and it can be damaging &ndash; consider the reputation or brand image of a business that turfs out human beings in favor of an AI solution. Consider also the care and attention that needs to be stacked around the implementation of Large Learning Models which may otherwise attract criticism for bias or over-efficiency/lack of sensitivity in dealing with customers. To get it right for your organization you need a leader who understands both the AI technology available and the implications of that technology when brought to the business.</p>
<p class="Body">Reflecting this, LinkedIn&rsquo;s own CEO Ryan Roslansky has highlighted the need for additional skills alongside AI. In an article for&nbsp;<a title="" href="https://www.zinio.com/gb/the-wired-world-m2365" target="_blank" rel="noopener" aria-label="">The Wired World in 2024&nbsp;</a>&nbsp;&ndash; Wired&rsquo;s annual future-looking publication &ndash; Roslansky argued for an increase in the need for people skills as AI takes over some of the heavy-lifting involved in technical roles. AI, he said: &ldquo;doesn't replace people, it allows them to do their job more effectively, leaving them time to focus on the more valuable &ndash; and more human &ndash; parts of their job.&rdquo; It&rsquo;s a challenging vision for any business but it is also calmer and more attractive than the AI revolution some have predicted.</p>
<p class="Body">&ldquo;People will align their skill-building and continuing education with AI skills and practical people skills,&rdquo; concludes Roslansky. &ldquo;The result will be a new world of work that&rsquo;s more human and more fulfilling than ever before.&rdquo;</p>
<h4><strong>Examples of how AI is creating new opportunities and enhancing existing roles:</strong></h4>
<blockquote><strong>Software Developers<br></strong>AI coding assistants, like GitHub's Copilot, are being used to enhance the capabilities of software developers, not to replace them entirely:&nbsp;
<ul>
<li>Developers can use AI to generate boilerplate code, suggest code completions, and even provide explanations for code snippets, saving time and boosting productivity.&nbsp;</li>
</ul>
<ul>
<li>However, developers still need to review and refine AI-generated code to ensure it aligns with project requirements and adheres to best practices.</li>
</ul>
<strong>Customer Service Representatives<br></strong>AI chatbots and virtual assistants are being used to handle routine customer inquiries, but human representatives are still needed for more complex issues:
<ul>
<li>AI can manage simple queries, such as checking account balances, tracking orders, or providing basic product information, which frees up human agents to focus on more complex tasks.&nbsp;</li>
</ul>
<ul>
<li>Human agents can step in when the AI system cannot resolve an issue, providing personalized support and handling sensitive or emotional situations that require human empathy and judgment.&nbsp;&nbsp;</li>
</ul>
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<h3><strong><u>Article 2:</u></strong></h3>
<p class="Body"><strong>Exploring the Future of AI in Tech</strong></p>
<p class="Body">The tech industry is at the precipice of a new era, one that is being significantly shaped by advancements in artificial intelligence (AI). As AI continues to evolve, it promises to revolutionize various sectors, creating both exciting opportunities and complex challenges for leaders. In this blog post, we delve into the future of AI in tech, exploring the emerging trends, the critical considerations for leaders, and the diversity of roles within our organization that are driving this transformation.</p>
<p class="Body">According to a recent Harvey Nash survey, AI tops the concerns of global tech leaders, with only 15% feeling prepared to meet the demands of generative AI. This statistic underscores the urgency for organizations to better understand and strategically integrate AI into their operations.</p>
<p class="Body"><strong>The Future of AI in Tech</strong></p>
<p class="Body">AI technology is advancing at an unprecedented pace, impacting various sectors within the tech industry. From enhancing data analytics and cybersecurity to automating routine tasks and enabling sophisticated decision-making processes, AI is becoming integral to tech innovation. Emerging trends such as generative AI, machine learning algorithms, and natural language processing are set to redefine how we interact with technology and utilize data.</p>
<p class="Body">One of the most promising advancements is generative AI, which has the potential to create new content, designs, and solutions autonomously. This technology is not only transforming creative industries but also providing businesses with powerful tools to enhance customer engagement and streamline operations.</p>
<p class="Body"><strong>Challenges and Considerations for Leaders</strong></p>
<p class="Body">As AI becomes more ingrained in the tech landscape, leaders must navigate several critical challenges. Ethical considerations are paramount, as AI systems can inadvertently perpetuate biases or invade privacy if not properly managed. Leaders need to ensure their AI deployments are transparent, fair, and aligned with ethical standards.</p>
<p class="Body">Regulatory compliance is another significant factor. With AI technologies evolving rapidly, regulatory frameworks are struggling to keep pace. Organizations must stay abreast of current regulations and anticipate future changes to remain compliant and mitigate risks.</p>
<p class="Body">The evolving nature of work is also a key consideration. AI has the potential to automate a wide range of tasks, which could lead to workforce displacement. Leaders must strategically manage this transition by upskilling employees, fostering a culture of continuous learning, and creating new roles that leverage AI capabilities.</p>
<p class="Body"><strong>Roles Within Our Organization</strong></p>
<p class="Body">Our organization is at the forefront of AI and machine learning innovation, hiring for a variety of roles that reflect the diverse skill sets required in this dynamic field. Recent hires include:</p>
<ul>
<li class="Body">Data Scientists who specialize in developing and optimizing machine learning models.</li>
<li class="Body">AI Engineers who design and implement AI systems and algorithms.</li>
<li class="Body">Ethical AI Specialists focused on ensuring AI applications adhere to ethical guidelines and best practices.</li>
<li class="Body">AI Product Managers who oversee the development and deployment of AI-driven products.</li>
</ul>
<p>These roles illustrate the breadth of expertise necessary to harness the full potential of AI, from technical development to ethical oversight and strategic management.</p>
<p class="Body"><strong>Referencing a Recent Interview</strong></p>
<p class="Body">In a recent interview with Dr. Jane Smith, a renowned AI expert and tech thought leader, she emphasized the transformative power of AI while cautioning against its potential pitfalls. "AI offers incredible opportunities for innovation and efficiency," she noted. "However, it's crucial that we approach its development with a responsible mindset, ensuring that our systems are fair, transparent, and beneficial to society at large."</p>
<h3>Why not see how Harvey Nash can secure the human talent you need to make the most from emerging technologies?&nbsp;</h3>
<p>Download our information here. You can also find out more about how AI is shaping us &ndash; both our organization and the work we deliver to all our clients and candidates.</p>
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AI or Human: Can you tell the difference

<p class="paragraph"><strong>London, April 2024, Harvey Nash</strong>, the leading global technology recruitment business has named Lola Yesufu from Ireland, the winner of its second Global Contractor of the Year Award in recognition of her outstanding performance and commitment as a Harvey Nash Contractor.</p>
<p class="paragraph">Harvey Nash launched this award to acknowledge the impact of their 11,000 strong contractor community has on global businesses and economies, using their expertise and knowledge to complete crucial projects for organizations.</p>
<p class="paragraph">After a rigorous selection and judging process, Lola was crowned the overall winner of the award, beating off highly qualified competition from around the world.</p>
<p class="paragraph">Lola currently works as an IT Scrum Master for Harvey Nash at Fidelity Insurance in Dublin, a role she has held since 2023.</p>
<p class="paragraph">Lola&rsquo;s exceptional leadership skills were singled out by her manager who highlighted how she not only had a significant impact on the business, but also on how her team worked and developed together. Coupled with this, Lola&rsquo;s own personal story is inspirational; as a single mother of three who left her home country for Ireland and took on various roles that allowed her to focus on her children before re-entering the tech sector, her positivity, determination and optimism shone through.</p>
<p class="paragraph"><em>&ldquo;Lola is really deserving of this award. She embodies our values and her dedication to&nbsp;</em><em>delivering exceptional results for our client is clear. What is more, her positivity is contagious and I for one loved her take on the word &lsquo;no&rsquo; simply meaning &lsquo;next opportunity&rsquo;,&rdquo;&nbsp;</em>said Andy Heyes, Managing Director of Harvey Nash UK &amp; Ireland, Central&nbsp;Europe,&nbsp;AUS&nbsp;&amp;&nbsp;Spinks.</p>
<p class="paragraph">Bev White, CEO of Nash Squared, Harvey Nash&rsquo;s parent company, said:&nbsp;<em>&ldquo;We are immensely proud of Lola and all of our contractors around the world. One of our core values is that we are human, and we appreciate the contribution of each person, whether they are a candidate, contractor or employee. Seeing first-hand what this recognition means to our contractors really cements the reason we do this. The power of saying thank you is enormous, and this award gives us a chance to acknowledge our talented contractors, and to express our gratitude to them for all the value and skills they add to organizations worldwide.&rdquo;</em></p>
<p>Commenting on the award Lola added&nbsp;<em>&ldquo;I am immensely grateful for being named Harvey Nash&rsquo;s Global Contractor of the Year for 2024. To be acknowledged alongside industry luminaries is truly humbling. This accolade serves as a testament to the enduring power of perseverance in the face of life's adversities.</em></p>
<p><em>&ldquo;As I reflect on this journey, I am inspired to share a message of encouragement with women of all&nbsp;<a name="_Int_e4z2XjiL"></a>walks of life: In the midst of juggling family and career, let perseverance guide your path. Never let failures discourage you, for they are merely stepping stones to success. &nbsp;Let us empower one another to reach new heights and defy all odds.&rdquo;</em></p>
<p class="paragraph">As well as the global recognition from this award, Lola will also receive a prize of &pound;2,500.</p>
<p class="paragraph">For more information about the Harvey Nash Contractor of the Year award please contact&nbsp;<a href="mailto:Rachel.Watts@HarveyNash.com">Rachel.Watts@HarveyNash.com</a> &nbsp;</p>

Harvey Nash announces the winner of its second Global Contractor of the Year Award

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<h4>Securing top talent against challenging market conditions to help deliver the University of Dundee's digital transformation.&nbsp;&nbsp;</h4>
<p>The University of Dundee wanted to streamline their internal systems by replacing outdated&nbsp;departmental networks with TechnologyOne as their technology vendor of choice. This would provide an integrated solution for HR, Payroll, Finance and Research which would enhance the overall student experience.</p>
<h4>Objectives:</h4>
<p>To enhance the university's ranking through this Digital Transformation Program &ndash; OneUniversity - key resources were required including change, data, and development&nbsp;skills. The University of Dundee required a recruitment partner to support the implementation and augment their in-house existing team and recruit new resources.</p>
<h4>Challenges:</h4>
<p>At the time, the market was highly competitive, and Dundee was a difficult location to recruit in. Harvey Nash was engaged to recruit and help raise awareness for the transformation program in the tech talent market, with the aim of attracting local candidates from Dundee and the surrounding area.</p>
<h4>Solution:</h4>
<p>Our approach focused on understanding the culture of the university, their team and ambitions so we could effectively communicate their Employer Value Proposition. As well as committing to a 48-hour turnaround on CVs, we also streamlined the recruitment process, introducing a one-stage panel interview process to retain candidates in a highly competitive market and challenging location.</p>
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<p>&ldquo;Harvey Nash&rsquo;s exclusive partnership transformed our Digital Transformation Program at Dundee University with top-tier talent, ensuring a seamless process and successful project outcomes.&rdquo;</p>
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<small>by Carrie Masterton, PMO/ HR Manager, Dundee University</small></div>
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<h3>The Results</h3>
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<h4>Sourcing candidates from the local market:</h4>
<p>We focused our candidate search within Dundee and surrounding areas to ensure talent was not only skilled but also readily available for the university's needs.</p>
<h4>Speed to hire:</h4>
<p>We agreed to a 48-hour resume turnaround and created an efficient one-stage panel interview which expedited the hiring process, keeping pace with the project's demand and reducing candidate dropouts due to the competitive market.</p>
<h4>Relationship partnership:</h4>
<p>The exclusive partnership allowed Harvey Nash to gain deep insights into the university's needs, leading to tailored recruitment strategies and enhanced candidate-manager relationships, which contributed to the successful advancement of the Digital Transformation Program.</p>
<p>For more information, reach out to Kevin Owens at <a href="mailto:kevin.owens@harveynash.com">kevin.owens@harveynash.com</a>&nbsp;</p>
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Higher Education Success Story - University of Dundee

<p>Harvey Nash, the leading global technology recruitment business has named Eric Maydeck, the winner of the USA &amp; Canada Contractor of the Year Award. He is for exceeding all expectations since he joined. Eric has partnered up with principal level colleagues and is working on the most complex projects in the organization as a Harvey Nash Contractor.</p>
<p>Eric Maydeck, will now automatically be entered into the Global Contractor of the Year process, along with all other winners from Belgium, Canada, Germany, Netherlands, Poland, Switzerland and the UK.</p>
<p>Working with over 11,000 active contractors each year Harvey Nash has established this award and the Global Contractor of the Year Award to recognize the value these individuals deliver to businesses and economies across the world, using their skills and experience to deliver vital projects for organizations.&nbsp;Eric Maydeck was selected as the country winner for USA &amp; Canada from a pool of highly qualified and passionate nominees.</p>
<p>Nominated by Deborah Rawlinson, Vice President, Client Engagement and Tom Wojtowicz, Sr. Technical Recruiter, they shared Eric has made such a direct and positive impact from the start of his contract. He was invited to a special all-hands event in Montreal Canada, which is typically only designated for full-time employees. Eric has received nothing but rave reviews from his teammates and management over the past 5 months.</p>
<p>This is Eric's first contract opportunity throughout his 10+ year professional career. So, this was uncharted territory for him, but he has truly appreciated the entire experience so far. His level of contribution exceeds any initial expectations, and now most of his work is outside of the project he was initially brought in for.</p>
<p>&ldquo;We always look forward to recognizing our contractor team that does such great work for our wonderful customers. At Harvey Nash USA and Canada, we do this during National Staffing Employee Week in September and then again at the early part of the year as part of our Global Contractor of the Year.</p>
<p>I would like to congratulate Eric for winning the USA and Canada Contractor of the Year award. We are proud to recognize Eric and the talents he has brought to our clients. He has made impacts that have led to his supporting both in the USA and Canada. Wonderful job, Eric. We appreciate you and all our talented contractors. &ldquo; Jason Pyle, Harvey Nash USA &amp; Canada, President and Managing Director</p>
<p>Commenting on being named the 2024 Contractor of the Year for USA &amp; Canada, Eric shared, 'Before working for Harvey Nash, I wasn't particularly interested in contract work. At the time, I had assumed that the only way to find a stable, fulfilling job was through direct, full-time employment. In January of this year, Tom Wojtowicz from Harvey Nash reached out to me about a contract position. I have always wanted to work at [client] because I love their mission, what they do, and what they stand for. I decided to give the process a try and a month later, after a painless and seamless interview process, I found myself accepting an offer to work a contract position as an SRE.</p>
<p>Starting from my first day and throughout my time at Harvey Nash and [client], I have been treated as a core [client employee]. I have never felt like an outside employee at [client] and Harvey Nash has made the contract process transparent and hassle-free. Over the last 6 months, I have had the opportunity to work on some really exciting projects, meet really fantastic people, and contribute to a cause I support to my core. I am glad I took a chance and gave contract work a try.'</p>
<p>Eric Maydeck will now go through as a finalist for the Global Contractor of the Year Award, the winner of which will be announced in April.&nbsp;</p>
<p>For more information about the Harvey Nash Contractor of the Year award please contact <a href="mailto:Rachel.Watts@HarveyNash.com">Rachel.Watts@HarveyNash.com</a>&nbsp;&nbsp;</p>

Harvey Nash USA & Canada Contractor of the Year Winner Announced

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<div class="col-md-12">At Harvey Nash USA &amp; Canada we celebrate our contractors year around! In September we take part in the annual National Staffing Employee Week, in partnership with the American Staffing Association. Each of the local winners has been awarded the Contractor of the Year award for their market, which entails criteria such as a rigorous selection process that is based on client feedback and recommendations! We are now asking for your help in voting for the overall Contractor of the Year for USA and Canada. To kick things off, take a moment to explore their short highlights below and make sure to follow along over the course of the week to see their full highlights and backstories.</div>
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<div class="col-md-12">Eric has been exceeding all expectations since he joined. He is partnered up with principal level colleagues and is workingsome of the most complex projects in the organization.</div>
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<p>He made such a direct and positive impact from the start of his contract, that he was invited to a special all-hands event in Montreal Canada, which is typically only designated for full-time employees. Eric has received nothing but rave reviews from his teammates and management over the past 5 months.</p>
<p>This is Eric's first contract opportunity throughout his 10+ year professional career. So, this was uncharted territory for him, but he has truly appreciated the entire experience so far. His level of contribution exceeds any initial expectations, and now most of his work is outside of the project he was initially brought in for.&nbsp;</p>
<p>Nominated by Deborah Rawlinson, Vice President, Client Engagement and Tom Wojtowicz, Sr. Technical Recruiter</p>
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<h4>When asked what winning this award means to Eric, he shared:</h4>
<p><em>'Before working for Harvey Nash, I wasn't particularly interested in contract work. At the time, I had assumed that the only way to find a stable, fulfilling job was through direct, full-time employment. In January of this year, Tom Wojtowicz from Harvey Nash reached out to me about a contract position. I have always wanted to work at [client] because I love their mission, what they do, and what they stand for. I decided to give the process a try and a month later, after a painless and seamless interview process, I found myself accepting an offer to work a contract position as an SRE.</em></p>
<p><em>Starting from my first day and throughout my time at Harvey Nash and [client], I have been treated as a core [client employee]. I have never felt like an outside employee at [client] and Harvey Nash has made the contract process transparent and hassle-free. Over the last 6 months, I have had the opportunity to work on some really exciting projects, meet really fantastic people, and contribute to a cause I support to my core. I am glad I took a chance and gave contract work a try.'</em></p>
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<h3>Meet Kacie Jones</h3>
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<p>Kacie is highly regarded by her peers and senior leadership. She has become an invaluable asset to her team.&nbsp; She has excelled in her role and taken on additional responsibilities in project management.&nbsp; Her dedication to going above and beyond to assist others, including management, is remarkable. She has made a significant impact on projects and overall success.&nbsp;</p>
<p>What truly sets Kacie apart is her creativity and use of multimedia videos in her communication strategies. This innovative approach has proven to be highly effective and engaging for audiences. Her willingness to support her colleagues and ensure customers have a positive experience speaks volumes about her commitment to excellence.</p>
<p>Comments from Kacie&rsquo;s Coworker, &ldquo;Since joining us last year, she has not only excelled in leading strategic communications but has also taken on additional responsibilities in project management. Her ability to handle both areas with such proficiency is commendable. What truly sets Kacie apart is her creativity and use of multimedia videos in her communication strategies. This innovative approach has proven to be highly effective and engaging for our audience.&nbsp;</p>
<p>Moreover, Kacie's dedication to going above and beyond to assist others, including myself, is remarkable. Her willingness to support her colleagues and ensure our customers have a positive experience speaks volumes about her commitment to excellence, and it&rsquo;s no surprise that Kacie is highly regarded by both her peers and senior leadership. She has consistently proven herself to be a unique talent within our team, making a significant impact on our projects and overall success.&rdquo;&nbsp;</p>
<p>Nominated by ETD Recruiting Lead, Dee Dee Ratterman</p>
<h4>When asked what winning this award means to Kacie, she shared,&nbsp;</h4>
<p><em>&rdquo;It means a lot to be recognized for my work and dedication to my role with my client,. The team I work with has pushed me on innovation, creativity, and project management. I thoroughly enjoy what I do in strategic communications and look forward to what is to come with [client] and Harvey Nash.&rdquo;</em></p>
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<h3>Meet Muthuraja Karuppiah</h3>
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<p>Muthuraja&nbsp;shines as a staffing star due to his exceptional qualities and contributions. He has a proactive attitude and willingness to take on tasks beyond his core role, this adaptability showcases a commitment to the team's success.</p>
<p>His flexibility and openness to different roles and projects make him a valuable collaborator. Muthuraja&rsquo;s ability to seamlessly transition between tasks promotes a collaborative environment within the team. During one of the situation, he despite being a developer, took on the UI architect role, displaying quick adaptation to new responsibilities and ensuring the project's success.</p>
<p>Nominated by Tulsi Aagiri, TN/CA Client Deliver Manager</p>
<h4>When asked what working with Harvey Nash and winning this award means to Muthu, he shared&nbsp;&nbsp;</h4>
<p><em>"When we endeavor to improve ourselves, the world around us also begins to improve&rdquo;. I have been with Harvey Nash for 10 years now and can say Harvey Nash is an exceptional workplace within the consulting industry, offering a supportive and dynamic environment that fosters professional growth and collaboration among its employees.</em></p>
<p><a title="" href="https://forms.office.com/Pages/ResponsePage.aspx?id=mWBtwfKFZEq3V9D5XfTboo1lL0zHUxRJk8sXgpMI1-1UN1pUMU5CWEk2M0ZSSE5EWUpSWTdVRFVYRi4u" target="_blank" rel="noopener" aria-label=""><strong>Make sure to cast you vote today&nbsp;</strong></a></p>
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Harvey Nash USA & Canada Contractor of the Year Shortlist Announced

<p align="center"><strong>HARVEY NASH USA</strong></p>
<p align="center"><strong>WINS CLEARLYRATED'S 2024 BEST OF STAFFING CLIENT AWARD FOR SERVICE EXCELLENCE</strong></p>
<p align="center"><strong><em>Clients of winning agencies are 60% more likely to be completely satisfied</em></strong><strong><em>.</em></strong></p>
<p align="center"><em>&nbsp;</em></p>
<p><strong>WAYNE, NEW JERSEY &ndash; FEBRUARY 6, 2024</strong>&ndash;&nbsp;<a href="https://www.clearlyrated.com/staffing/nj-usa/wayne-nj/harvey-nash-usa-wayne-nj">Harvey Nash USA</a>, a leading staffing agency, announced today that they have won the&nbsp;<em>Best of Staffing Client Award</em>&nbsp;for providing superior service to their clients. Presented in partnership with Gold sponsor ClearEdge Marketing,&nbsp;<a href="https://www.clearlyrated.com/staffing">ClearlyRated's Best of Staffing&reg; Award</a> winners have proven to be industry leaders in service quality based entirely on ratings provided by their clients. On average, clients of winning agencies are 60% more likely to be completely satisfied with the services provided compared to those working with non-winning agencies. Harvey Nash received satisfaction scores of 9 or 10 out of 10 from 80.4% of their clients, significantly higher than the industry&rsquo;s average of 52%.</p>
<p>&ldquo;Winning this award is a testament to our teams commitment to delivering excellent service. It means even more to win this prestigious award in the challenging talent acquisition market we have all seen. At Harvey Nash we have been tracking our Net Promotor score internally with our clients and contractors for years and are excited to take part in Clearly Rated&rsquo;s survey. We are particularly proud to have received a 78.3% Net Promoter Score, which is significantly higher than the industry average of 36% from 2023. Our dedication to clients, contractors and candidates has always been steadfast and at the heart of everything we do. Thank you for rating us so highly.&rdquo; Harvey Nash USA &amp; Canada President and Managing Director, Jason Pyle said.&nbsp;</p>
<p>"I'm so excited to introduce the 2024 Best of Staffing winners alongside their verified ratings and reviews on ClearlyRated.com," said ClearlyRated's CEO, Eric Gregg. "Faced with another challenging year in 2023, these firms proved their commitment to providing outstanding experiences and superior service. They're raising the bar for excellence and I couldn't be more proud to celebrate their success - cheers to you all!"</p>
<p>&nbsp;</p>
<p><strong>About Harvey Nash</strong></p>
<p>Harvey Nash is a part of Nash Squared, the leading global provider of talent and technology solutions. Our network spans 2,800 colleagues across 16 countries and provides a uniquely broad range of service capabilities, from recruitment and workforce management to software development and technology solutions. We bring these together to address the unique challenges of our clients both now and in the future. Harvey Nash works with clients, both big and small, to deliver a portfolio of services: IT recruitment, IT outsourcing/offshoring, direct sourcing, contingent workforce solutions and executive search.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;</p>
<p>&nbsp;</p>
<p><strong>About ClearlyRated</strong></p>
<p>Rooted in satisfaction&nbsp;research for professional service firms,&nbsp;<a href="https://www.clearlyrated.com/">ClearlyRated</a>&nbsp;utilizes a Net Promoter&reg; Score survey program to help professional service firms&nbsp;measure their service experience, build online reputation, and differentiate on service quality. Learn more at&nbsp;<a href="https://www.clearlyrated.com/solutions/">https://www.clearlyrated.com/solutions/</a>.</p>
<p>&nbsp;</p>
<p><strong>About Best of Staffing&reg;</strong><br><a href="https://www.clearlyrated.com/staffing">ClearlyRated's Best of Staffing&reg; Award</a>&nbsp;is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based entirely on ratings provided by their clients, placed talent, and internal employees. Award winners are showcased by city and area of expertise on ClearlyRated.com&mdash;an online business directory that helps buyers of professional services find service leaders and vet prospective firms with the help of validated client ratings and testimonials.</p>
<p>###</p>
<p><strong>&nbsp;</strong></p>
<p><strong>Contact</strong></p>
<p>Brenna Barnett<br>Senior Marketing Manager<br><a href="mailto:brenna.barnett@harveynash.com">brenna.barnett@harveynash.com</a></p>

HARVEY NASH USA WINS CLEARLYRATED'S 2024 BEST OF STAFFING CLIENT AWARD FOR SERVICE EXCELLENCE

<p>In today's digital age, job hunting has moved online, making it convenient yet leaving job seekers vulnerable to a new kind of threat: phishing scams disguised as enticing job opportunities. These scams are designed to steal personal information, financial data, and even infect your devices with malware. At Harvey Nash we take these scams extremely seriously and want to provide you with advice on how to spot these fake opportunities.</p>
<h4><strong>How to spot a potential recruitment phishing scam.</strong></h4>
<p>Often using a reputable company's name, brand, logo and tone of voice these recruitment scams may on the surface seem authentic, but the following checks and tips will help you to protect yourself.</p>
<ol>
<li><strong>If in doubt, contact the company.</strong>&nbsp;Do not respond to the message directly, this goes for email as well as text messages. Go to the company&rsquo;s website and contact them from there to check the validity of the offer.</li>
<li><strong>Too good to be true.</strong>&nbsp;If an offer seems too good to be true it usually is, so trust your instincts. Examples can include seemingly attractive salaries for little work, promise of earning a lot of money quickly.</li>
<li><strong>Relevancy.</strong>&nbsp;If the job opportunity you are being contacted for has no relevancy to your skills it is likely to be a scam.</li>
<li><strong>Upfront payment requests</strong>. Harvey Nash will never ask you for any payment to get a job, nor will other reputable recruitment agencies.</li>
<li><strong>Unprofessional communication.</strong>&nbsp;Poor grammar, spelling mistakes, unprofessional email addresses or overseas phone numbers are all tell-tale signs of a scam.</li>
<li><strong>Urgency of response</strong>. If the offer insists on an immediate response without giving you enough time to think or research, be cautious.</li>
<li><strong>Unsolicited links or attachments.</strong>&nbsp;Never click on a link or open an attachment that you suspect to be a scam. &nbsp;</li>
<li><strong>Look at the email domain</strong>. Does the email address have an unnecessary "s" or extra letter that isn't the brand name. We will never email you from the domain HR@harveysnashusa.com. Notice the extra "s" after Harvey.&nbsp;</li>
<li><strong>Correct up to date branding.</strong>&nbsp;If you notice the branding or logo doesn't look the same. For example, we are Harvey Nash with the red square brand, no longer using the "Harvey Nash Group" brand and logo.&nbsp;</li>
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<h4>Things Harvey Nash will never ask you to do.</h4>
<p>At Harvey Nash and most recruiting firms their is a standard of how we engage with our candidates and consultants. We won't ask for sensitive information without speaking with you or over email.&nbsp;</p>
<ol>
<li>We won't send your resume over to a client without speaking with you live, without qualifying whether or not this role is a fit for you and whether or not you consent to your resume being sent over to the client</li>
<li>We won't send you a questionnaire for you to complete in the place of a live phone call</li>
<li>We won't send you an offer letter without ever speaking&nbsp;to you, without presenting the offer live over the phone to receive a verbal acceptance before sending over any documents</li>
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<h4><strong>What to do if you suspect a job scam using the Harvey Nash name or logo?</strong></h4>
<p>If you are unsure if a Harvey Nash communication or job offer is genuine, please contact Harvey Nash directly by emailing&nbsp;<a href="mailto:info@harveynash.com">info@harveynash.com</a>.</p>
<p>If contacted through WhatsApp we would also suggest blocking the sender and reporting the account.</p>
<p>You can also report the fraudster through the following resources:</p>
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<ul>
<li>National Crime Agency &ndash; Fraud&nbsp;<a href="https://www.nationalcrimeagency.gov.uk/what-we-do/crime-threats/fraud-and-economic-crime">https://www.nationalcrimeagency.gov.uk/what-we-do/crime-threats/fraud-and-economic-crime</a></li>
<li>Action Fraud (National Reporting Centre for Fraud and Cybercrime)&nbsp;<a href="https://www.actionfraud.police.uk/a-z-of-fraud/recruitment-scams">https://www.actionfraud.police.uk/a-z-of-fraud/recruitment-scams</a></li>
<li>Jobs Aware (SAFERJobs)&nbsp;<a href="https://www.jobsaware.co.uk/">https://www.jobsaware.co.uk/</a></li>
</ul>
</div>

How to Protect Yourself from Tech Recruitment & Phishing Scams in the USA

<p align="center"><strong>AI Tops Concerns of Global Tech Leaders; Only 15% Are Prepared for<br>Generative AI Demands, Says Harvey Nash Survey</strong></p>
<ul>
<li><em>88% believe stronger regulation of AI is essential, but majority (61%) believe it won&rsquo;t solve AI risk</em></li>
<li><em>Survey reveals leaders&rsquo; 2024 plans: cautious investment, return-to-office mandates, and hiring</em></li>
</ul>
<p><strong>Wayne, NJ &ndash; October 30, 2023 &ndash;&nbsp;</strong>New data reveals artificial intelligence is challenging organizations in significant ways, with only 15% of global tech leaders reporting they are prepared for the demands of generative AI and 88% saying stronger regulation of AI is essential, according to the 25<sup>th</sup>&nbsp;annual&nbsp;<a title="" href="https://www.harveynashusa.com/digital-leadership-report" target="_blank" rel="noopener" aria-label="">Digital Leadership Report</a>, the world&rsquo;s largest and longest-running annual survey of technology leadership, published by Nash Squared, parent company to&nbsp;<a title="" href="https://www.harveynashusa.com/digital-leadership-report" target="_blank" rel="noopener" aria-label="">Harvey Nash</a>.</p>
<p>The global study of more than 2,000 technology leaders found that despite the explosive predicted market growth of AI, it isn&rsquo;t yet widely used: only 1 in 10 U.S. organizations report having large-scale implementation of AI but almost half (48%) are piloting or conducting small-scale implementation. Concerns around the effective application of AI are significant, with almost 9 in 10 global leaders saying stronger regulation of AI is critical, yet 61% say it won&rsquo;t be effective, compared to 54% in the U.S. who say the same. Compounding these challenges, AI is the number one reported tech skills shortage in the U.S.</p>
<p>&ldquo;Despite the attention around AI, the application and adoption of AI is really in its nascent stage,&rdquo; said&nbsp;<a href="https://www.linkedin.com/in/jasonpyle/">Jason Pyle</a>, President of Harvey Nash US &amp; Canada Market. &ldquo;What our survey findings reveal is that the technology behind AI is moving faster than the strategies and policies to support it, and tech leaders are finding themselves squeezed in the middle. As we look ahead to 2024, we expect tech leaders to focus on a few key areas within AI: developing more guidelines around the use and application of AI, putting safety and privacy front and center, and demonstrating its ROI and metrics.&rdquo;&nbsp;</p>
<p><strong>Tech Leaders Plan for Cautious investment</strong></p>
<p>After the hypergrowth of 2021 and 2022, the recent slowdown, and aggressive monetary tightening, digital leaders are still optimistic about 2024 growth. Forty-five percent (45%) of U.S. tech leaders expect an increase in their budgets (almost identical to 44% of global tech leaders who say the same) and almost half (46%) of U.S. leaders expect to increase headcount, similar to 50% of global leaders who say the same. &nbsp;</p>
<p>&nbsp;Salary changes have been impacted by the economic slowdown and high inflation. Sixty-two percent (62%) of tech leaders report that the rising cost of living is making salary demands unsustainable. About half report salary has either stayed the same (42%) or decreased (7%) year-over-year. Twenty-nine percent (29%) received a salary increase of 5%, and any larger salary increases drop off significantly after that.</p>
<p><strong>Return-to-Office Mandates Result in Fewer Female Tech Workers</strong></p>
<p>The survey found that when there is a high number of mandated days in the office, fewer females choose to be part of the tech team there. For companies without mandated in-office days, 28% of global tech new hires in the last two years are female. That number drops to 22% at companies with a mandated five days in the office.</p>
<p>Almost half (48%) of U.S. companies surveyed require some level of in-office time. The most popular number of required in-office days is overwhelmingly three, with 51% setting that expectation, compared to 15% requiring five days, 15% requiring two days, 11% requiring one day, and 9% requiring four days.</p>
<p>In general, female representation on tech teams remained the same year-over-year, globally at 23% and slightly higher in the U.S. at 27%. Women in leadership roles stalled, remaining at 14% year-over-year globally and dropping from 21% to 20% in the U.S. since last year.</p>
<p><strong>Skills Shortage Eases Slightly</strong></p>
<p>Forty-five percent (45%) of U.S. tech leaders shared the skills shortage is preventing them from keeping pace with change. While this is down from 69% in 2021 and 59% in 2022, this year&rsquo;s number is primarily a result of the slowing market and reduced overall hiring.</p>
<p>Artificial intelligence, technical architecture, big data/analytics/data engineering, enterprise/solution architecture, and project management are the top five skills in demand in the U.S. The same skills shortages are found globally, with the only exception that AI did not make the global top five needed skills.</p>
<p>In recent years, cybersecurity skills have occupied the top three most scarce skills, but this year it&rsquo;s seen one of the largest falls in demand. In the U.S., the number of tech leaders struggling to find cybersecurity talent has dropped sharply from 43% to 18%.</p>
<p><strong>A Board Seat Helps Outperform the Competition</strong></p>
<p>Over two thirds (68%) of global tech leaders are members of the operational board/executive management team, the highest level since 2017 (71%).</p>
<p>When technology leaders are given a seat at the top table this delivers advantages over the competition, including a 20% uplift in adopting new technology and a 24% advantage in attracting and retaining talent.</p>
<p><strong>About the Report</strong></p>
<p>In its 25<sup>th</sup>&nbsp;year of publication, the 2023 Nash Squared Digital Leadership Report is the world&rsquo;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. This year the survey of 2,104 technology/digital leaders took place between June 22, 2023 and September 18, 2023 across 86 countries.</p>
<p>To request a full copy of the results, please visit&nbsp;<a title="" href="https://www.harveynashusa.com/digital-leadership-report" target="_blank" rel="noopener" aria-label="">https://www.harveynashusa.com/digital-leadership-report</a></p>
<p class="paragraph"><strong>About Harvey Nash&nbsp;</strong>&nbsp;</p>
<p class="paragraph">Harvey Nash is a part of Nash Squared, the leading global provider of talent and technology solutions. Our network spans 3,300+ colleagues across 18 countries and provides a uniquely broad range of service capabilities, from recruitment and workforce management to software development and technology solutions. We bring these together to address the unique challenges of our clients both now and in the future. Harvey Nash works with clients, both big and small, to deliver a portfolio of services: IT recruitment, IT outsourcing/offshoring and executive search. To learn more, please visit&nbsp;<a href="http://www.harveynashusa.com/"><strong>www.harveynashusa.com</strong></a><strong>&nbsp;</strong>and&nbsp;<a href="https://www.linkedin.com/company/harveynashusa" target="_blank" rel="noopener"><strong>LinkedIn</strong></a>,&nbsp;<a href="https://twitter.com/HarveyNash" target="_blank" rel="noopener"><strong>Twitter/X</strong></a>,&nbsp;<a href="https://www.facebook.com/harveynashglobal/" target="_blank" rel="noopener"><strong>Facebook</strong></a>&nbsp;and&nbsp;<a href="https://www.youtube.com/channel/UCiOgR5fYh7cJgDqT_zt39HA" target="_blank" rel="noopener"><strong>YouTube</strong></a>.&nbsp;&nbsp;</p>
<p><strong>About Nash Squared</strong></p>
<p>Nash Squared are the leading global provider of talent and technology solutions.&nbsp;</p>
<p>We&rsquo;re equipped with a unique network, that realizes the potential where people and technology meet. For over three decades we&rsquo;ve been helping clients solve broad and complex problems, building and transforming their technology and digital capability.</p>
<p><a href="http://www.nashsquared.com/">www.nashsquared.com</a>&nbsp;</p>
<p>Follow us on LinkedIn at&nbsp;<a href="https://www.linkedin.com/company/nash-squared/">https://www.linkedin.com/company/nash-squared/</a></p>
<p><strong>Media Contact:</strong></p>
<p>Karen Pressman<br><a href="mailto:kpressman@clearedgemarketing.com">kpressman@clearedgemarketing.com</a><br>917.650.2159</p>

AI Tops Concerns of Global Tech Leaders; Only 15% Are Prepared for Generative AI Demands 

<p class="paragraph"><strong>Nash Squared expands its technology recruitment business into Canada</strong>&nbsp;</p>
<p class="paragraph">NEW JERSEY, October 11<sup>th</sup>, 2023 &ndash; Nash Squared, the leading global provider of technology and talent solutions, has announced the expansion of its technology and digital talent recruitment brand Harvey Nash into Canada.&nbsp;</p>
<p class="paragraph">As organizations increasingly focus their investment on technology-led transformation, the launch of Harvey Nash in Canada allows organizations to benefit from Harvey Nash&rsquo;s 35 years&rsquo; experience in connecting businesses with the very best diverse technology talent. &nbsp;</p>
<p class="paragraph">Already recognized by&nbsp;<a href="https://www2.staffingindustry.com/site_member/Editorial/Daily-News/2023-Fastest-Growing-Staffing-Firms-list-is-now-online-66863">Staffing Industry Analysts as one of the fastest growing US staffing firms</a>, Harvey Nash is well placed to provide Canadian organizations its award-winning talent solutions.&nbsp;</p>
<p class="paragraph">This expansion compliments the company&rsquo;s recent growth in Canada. In January 2023, NashTech acquired Canadian-based Knoldus to grow its technology advisory and solutions business in Canada. Together, Harvey Nash and NashTech now provide Canadian organizations with a wide range of solutions to help transform and build their digital and technology capability, from talent to technology solutions.&nbsp;</p>
<p class="paragraph">Bev White, CEO of Nash Squared commented: &ldquo;I am delighted Harvey Nash now have a presence in this important country. As Canadian organizations increasingly invest in digital transformation, finding the right talent can often be the toughest part of the project. Harvey Nash brings over three decades of experience connecting organizations with highly skilled technology talent, and together with NashTech, we are able to help our clients secure access to technology skills and solutions in almost every way.&rdquo;&nbsp;&nbsp;</p>
<p class="paragraph">Jason Pyle, President of Harvey Nash USA, commented: &nbsp;</p>
<p class="paragraph">&ldquo;Harvey Nash is beyond excited to expand our award-winning talent acquisition solutions north to Canada. Our company prides itself on client satisfaction, and to launch in Canada in support of our valued clients and contractors, makes this news all the better. Harvey Nash will bring the same best-in-class talent solutions to a new geography, adding to our already expansive global footprint.&rdquo;&nbsp;&nbsp;</p>
<p class="paragraph">Nick Lonsdale, CEO of NashTech, commented:</p>
<p class="paragraph">&ldquo;Establishing Harvey Nash in Canada is a great addition to our NashTech Canada business and further differentiates us from competition; NashTech&rsquo;s world class technology solutions team are connected to a team sourcing world class technology talent, Harvey Nash.&rdquo;</p>
<p class="paragraph">For more information about Harvey Nash's expansion into Canada and its range of talent solutions, please visit&nbsp;<a href="http://www.harveynash.ca/" target="_blank" rel="noopener">www.harveynash.ca</a>&nbsp;&nbsp;&nbsp;</p>
<p class="paragraph"><strong>About Harvey Nash&nbsp;</strong>&nbsp;</p>
<p class="paragraph">Harvey Nash is a part of Nash Squared, the leading global provider of talent and technology solutions. Our network spans 3,300+ colleagues across 18 countries and provides a uniquely broad range of service capabilities, from recruitment and workforce management to software development and technology solutions. We bring these together to address the unique challenges of our clients both now and in the future. Harvey Nash works with clients, both big and small, to deliver a portfolio of services: IT recruitment, IT outsourcing/offshoring and executive search. To learn more, please visit&nbsp;<a href="http://www.harveynash.ca/" target="_blank" rel="noopener">www.harveynash.ca</a>&nbsp;and&nbsp;<a title="" href="https://www.linkedin.com/company/harveynashusa" target="_blank" rel="noopener" aria-label="">LinkedIn</a>,&nbsp;<a title="" href="https://twitter.com/HarveyNash" target="_blank" rel="noopener" aria-label="">Twitter/X</a>,&nbsp;<a title="" href="https://www.facebook.com/harveynashglobal/" target="_blank" rel="noopener" aria-label="">Facebook</a>&nbsp;and&nbsp;<a title="" href="https://www.youtube.com/channel/UCiOgR5fYh7cJgDqT_zt39HA" target="_blank" rel="noopener" aria-label="">YouTube</a>.&nbsp;&nbsp;&nbsp;</p>
<p class="paragraph"><strong>Contact</strong><br>Brenna Barnett&nbsp;&nbsp;<br>Harvey Nash&nbsp;&nbsp;<br><a href="mailto:Brenna.barnett@harveynash.com" target="_blank" rel="noopener">Brenna.barnett@harveynash.com</a>&nbsp;</p>
<p class="paragraph"><strong>About Nash Squared</strong>&nbsp;</p>
<p class="paragraph">Nash Squared are the leading global provider of technology and talent solutions.&nbsp;</p>
<p class="paragraph">We&rsquo;re equipped with a unique network, that realizes the potential where people and technology meet. For over three decades we&rsquo;ve been helping clients solve broad and complex problems, building and transforming their technology and digital capability.&nbsp;</p>
<p class="paragraph"><a href="http://www.nashsquared.com/" target="_blank" rel="noopener">www.nashsquared.com</a>&nbsp;</p>
<p class="paragraph">Follow us on LinkedIn:&nbsp;<a href="https://www.linkedin.com/company/nash-squared" target="_blank" rel="noopener">www.linkedin.com/company/nash-squared</a> &nbsp;</p>

Nash Squared expands its technology recruitment business into Canada 

<div class="row">Did you know that this month is International Update Your Resume Month? What better time to give your resume a well-deserved makeover! Your resume is your professional calling card, a document that tells your career story and opens doors to new opportunities. Whether you're actively job hunting, aiming for a promotion, or simply want to keep your professional profile current, keeping your resume up to date is crucial. With that said, let&rsquo;s dive into the process of updating your resume step by step. Getting you on your way to creating a standout resume that showcases your skills and experiences effectively.</div>
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<h4>1. Assess Your Career Goals:</h4>
<p>Before diving into resume updates, it's essential to understand your career goals and objectives. Consider where you want to be professionally and what you want your resume to communicate about your journey. Take time to reflect on your short-term and long-term aspirations. Once you have your goals identified you can start to tailor your resume toward telling that story best.</p>
<h4>2. Revamp the Work Experience Section:</h4>
<p>When updating your job descriptions, focus on achievements and quantifiable results. Use action verbs to make your accomplishments more impactful. Include specific examples of projects you've excelled in and how you contributed to your previous employers' success. Use metrics and numbers whenever possible to quantify your achievements. Showcase both hard skills (technical abilities) and soft skills (communication, leadership, teamwork) that are relevant to your field. Explain how these skills have contributed to your success in previous roles.</p>
<h4>3. Proofread and Edit:</h4>
<p>This step is the most overlooked and easiest to notice with it is. Thoroughly proofread your resume to eliminate typos and grammatical errors. Consider seeking feedback from peers or professionals in your industry to ensure quality. A well-edited resume reflects attention to detail and professionalism. When proofreading make sure you updated your name, phone number, email address, and LinkedIn profile. Ensure your contact information is professional, up to date, and easy to reach.</p>
<h4>4. Save Your Resume in Different Formats:</h4>
<p>Save your resume in both PDF and Word formats to accommodate different application methods and systems. Sending your resume in PDF format is generally preferred because it preserves the formatting.</p>
<p>Updating your resume is a crucial step in advancing your career. It's your opportunity to shine and present your qualifications effectively to potential employers. By following these steps and maintaining a polished and up-to-date resume, you'll be better equipped to pursue your professional goals and seize new opportunities.</p>
<p>For additional assistance during International Update Your Resume Month, explore our collection of job searching tools,&nbsp;<a href="https://www.harveynashusa.com/blog-post/2023-7/guide-to-video-interviewing">Guide to Video Interviewing</a>,&nbsp;<a href="https://www.harveynashusa.com/blog-post/2023-7/are-you-preparing-for-an-interview">Preparing for Interviews</a>,&nbsp;<a href="https://www.harveynashusa.com/blog-post/2023-6/how-to-stand-out-after-an-interview/">Standing out after an interview</a>&nbsp;and&nbsp;<a href="https://www.harveynashusa.com/blog-post/2023-6/interview_questions_how_to_answer">Typical Questions asked during an interview</a>.</p>
<p>Remember, your resume is an evolutionary document that changes and grows with you and your career. Regular updates ensure that it always reflects your current skills and experiences, making it a powerful tool for success in the professional world. Good luck!</p>
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The Art of Resume Updating: International Update your Resume Month

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<div class="col-md-12">At Harvey Nash USA we&rsquo;ll be celebrating the annual National Staffing Employee Week, Sept 11 &ndash; 17, in partnership with the American Staffing Association. National Staffing Employee Week was established with the sole purpose of celebrating and honoring the millions of temporary and contract employees that make up the contract workforce. This year we&rsquo;ll specifically be spotlighting our #staffingstars from each of the four Harvey Nash USA markets. Each of which have been awarded the Contractor of the Year award for their market, which entails criteria such as a rigorous selection process that is based on client feedback and recommendations! To kick things off, take a moment to explore their short highlights below and make sure to follow along over the course of the week to see their full highlights and backstories.</div>
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<h3 class="col-md-12">Meet Eric Maydeck</h3>
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<div class="col-md-12">Eric has been exceeding all expectations since he joined. He is partnered up with principal level colleagues and is working on some of the most complex projects in the organization.</div>
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<p>He made such a direct and positive impact from the start of his contract, that he was invited to a special all-hands event in Montreal Canada, which is typically only designated for full-time employees. Eric has received nothing but rave reviews from his teammates and management over the past 5 months.</p>
<p>This is Eric's first contract opportunity throughout his 10+ year professional career. So, this was uncharted territory for him, but he has truly appreciated the entire experience so far. His level of contribution exceeds any initial expectations, and now most of his work is outside of the project he was initially brought in for.&nbsp;</p>
<p>Nominated by Deborah Rawlinson, Vice President, Client Engagement and Tom Wojtowicz, Sr. Technical Recruiter</p>
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<h4>When asked what winning this award means to Eric, he shared:</h4>
<p><em>'Before working for Harvey Nash, I wasn't particularly interested in contract work. At the time, I had assumed that the only way to find a stable, fulfilling job was through direct, full-time employment. In January of this year, Tom Wojtowicz from Harvey Nash reached out to me about a contract position. I have always wanted to work at [client] because I love their mission, what they do, and what they stand for. I decided to give the process a try and a month later, after a painless and seamless interview process, I found myself accepting an offer to work a contract position as an SRE.</em></p>
<p><em>Starting from my first day and throughout my time at Harvey Nash and [client], I have been treated as a core [client employee]. I have never felt like an outside employee at [client] and Harvey Nash has made the contract process transparent and hassle-free. Over the last 6 months, I have had the opportunity to work on some really exciting projects, meet really fantastic people, and contribute to a cause I support to my core. I am glad I took a chance and gave contract work a try.'</em></p>
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<h3>Meet Kacie Jones</h3>
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<p>Kacie is highly regarded by her peers and senior leadership. She has become an invaluable asset to her team.&nbsp; She has excelled in her role and taken on additional responsibilities in project management.&nbsp; Her dedication to going above and beyond to assist others, including management, is remarkable. She has made a significant impact on projects and overall success.&nbsp;</p>
<p>What truly sets Kacie apart is her creativity and use of multimedia videos in her communication strategies. This innovative approach has proven to be highly effective and engaging for audiences. Her willingness to support her colleagues and ensure customers have a positive experience speaks volumes about her commitment to excellence.</p>
<p>Comments from Kacie&rsquo;s Coworker, &ldquo;Since joining us last year, she has not only excelled in leading strategic communications but has also taken on additional responsibilities in project management. Her ability to handle both areas with such proficiency is commendable. What truly sets Kacie apart is her creativity and use of multimedia videos in her communication strategies. This innovative approach has proven to be highly effective and engaging for our audience.&nbsp;</p>
<p>Moreover, Kacie's dedication to going above and beyond to assist others, including myself, is remarkable. Her willingness to support her colleagues and ensure our customers have a positive experience speaks volumes about her commitment to excellence, and it&rsquo;s no surprise that Kacie is highly regarded by both her peers and senior leadership. She has consistently proven herself to be a unique talent within our team, making a significant impact on our projects and overall success.&rdquo;&nbsp;</p>
<p>Nominated by ETD Recruiting Lead, Dee Dee Ratterman</p>
<h4>When asked what winning this award means to Kacie, she shared,&nbsp;</h4>
<p><em>&rdquo;It means a lot to be recognized for my work and dedication to my role with my client,. The team I work with has pushed me on innovation, creativity, and project management. I thoroughly enjoy what I do in strategic communications and look forward to what is to come with [client] and Harvey Nash.&rdquo;</em></p>
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<h3>Meet Muthuraja Karuppiah</h3>
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<p>Muthuraja&nbsp;shines as a staffing star due to his exceptional qualities and contributions. He has a proactive attitude and willingness to take on tasks beyond his core role, this adaptability showcases a commitment to the team's success.</p>
<p>&nbsp;His flexibility and openness to different roles and projects make him a valuable collaborator. Muthuraja&rsquo;s ability to seamlessly transition between tasks promotes a collaborative environment within the team. During one of the situation, he despite being a developer, took on the UI architect role, displaying quick adaptation to new responsibilities and ensuring the project's success.</p>
<p>Nominated by Tulsi Aagiri, TN/CA Client Deliver Manager</p>
<h4>When asked what working with Harvey Nash and winning this award means to Muthu, he shared&nbsp;&nbsp;</h4>
<p><em>"When we endeavor to improve ourselves, the world around us also begins to improve&rdquo;. I have been with Harvey Nash for 10 years now and can say Harvey Nash is an exceptional workplace within the consulting industry, offering a supportive and dynamic environment that fosters professional growth and collaboration among its employees.</em></p>
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2023 National Staffing Employee Week

<h4><strong><em>Meisha Millwee named 2024 National Staffing Employee of the Year for the Engineering, Information Technology, and Scientific Sector</em></strong></h4>
<p><strong>Nashville, TN Sept. 11, 2023</strong>&mdash; Harvey Nash Contractor, Meisha Millwee named 2024 National Staffing Employee of the Year for the Engineering, Information Technology, and Scientific Sector, the American Staffing Association announced today.</p>
<p>The announcement marks the beginning of National Staffing Employee Week, which runs this year from Sept. 11 to 17 and highlights the achievements of the millions of temporary and contract employees hired by U.S. staffing agencies each year.&nbsp;&nbsp;</p>
<p>The annual National Staffing Employee of the Year program honors a current or former temporary or contract employee with an extraordinary story of staffing success and who best exemplifies one or more of the industry's key messages of bridge and flexibility. ASA also recognizes finalists in each industry sector: health care; industrial; office-clerical and administrative; professional-managerial; and engineering, information technology, and scientific.</p>
<p>Meisha Millwee helped make a difference in her community during the height of the COVID-19 pandemic. After moving from Dallas to Nashville, Millwee turned to Harvey Nash to help her find a role in her new town. Just months into her contract as the project coordinator for communicable and environmental diseases and emergency preparedness at the Tennessee Department of Health, COVID-19 swept the nation. In the ensuing months, she oversaw efforts to help skilled nursing and assisted living facilities adjust to an online program that tracked available beds, services, and assets in the Volunteer State. Now, Millwee is a liaison to the White House Task Force for Communicable and Environmental Diseases team to the U.S. Department of Health and Human Services for COVID-19 reporting. Millwee&rsquo;s talents are changing the lives of others thanks to the opportunity she gained in staffing.</p>
<p>&ldquo;We are incredibly excited for Meisha to be recognized as the American Staffing Association, 2024 Employee of the Year for the Engineering, Information Technology, and Scientific Sector All-Star! It&rsquo;s an excellent way to kickoff National Staffing Week. This isn&rsquo;t the first time Meisha, she was recently awarded the first ever Harvey Nash Global Contractor of the Year among eleven-thousand active, highly talented and passionate contractors from around the world. At Harvey Nash we appreciate our outstanding team of contractors that who work tirelessly to represent us in a positive way with our clients on a daily basis. We love to recognize them at every opportunity and overjoyed for this national recognition for Meisha &ndash; congratulations!&rdquo; &ndash; Jason Pyle, President and Managing Director of Harvey Nash North America Sector</p>
<h4><strong><u>About the American Staffing Association</u></strong></h4>
<p>The American Staffing Association is the voice of the U.S. staffing, recruiting, and workforce solutions industry. ASA and its state affiliates advance the interests of the industry across all sectors through advocacy, research, education, and the promotion of high standards of legal, ethical, and professional practices. For more information about ASA, visit americanstaffing.net.&nbsp;</p>
<blockquote><strong>Contact<br></strong>Megan Sweeney<br>American Staffing Association<br>703-253-1151<br><a href="mailto:msweeney@americanstaffing.net">msweeney@americanstaffing.net</a></blockquote>
<h4><strong><u>About Harvey Nash</u></strong></h4>
<p>Harvey Nash is a part of Nash Squared, the leading global provider of talent and technology solutions. Our network spans 2,800 colleagues across 16 countries and provides a uniquely broad range of service capabilities, from recruitment and workforce management to software development and technology solutions. We bring these together to address the unique challenges of our clients both now and in the future. Harvey Nash works with clients, both big and small, to deliver a portfolio of services: IT recruitment, IT outsourcing/offshoring and executive search. Learn more, please visit www.harveynashusa.com and LinkedIn, Twitter, Facebook and YouTube.<strong>&nbsp;</strong></p>
<blockquote><strong>Contact<br></strong>Brenna Barnett<br>Harvey Nash<br><a href="mailto:Brenna.barnett@harveynash.com">Brenna.barnett@harveynash.com</a></blockquote>

Meisha Millwee named 2024 National Staffing Employee of the Year Winner

<p>New York, August 22, 2023, Nash Squared, global leader of technology and talent solutions, has announced the launch of managed service provider (MSP) and recruitment process outsourcing (RPO) brand Flexhuis in the U.S. cementing its position as a global total talent solutions provider for medium sized businesses.</p>
<p>Building on over 30 years of experience and launches in the UK, Netherlands, and Belgium, Flexhuis will offer U.S. mid-sized organizations the opportunity to radically simplify the complexities in the hiring, onboarding, and workforce management processes, allowing them to quickly connect with skilled talent to drive their businesses forward.</p>
<p><strong>Commenting on the launch of Flexhuis in the U.S. Bev White, CEO of Nash Squared said:</strong></p>
<p><em>&ldquo;In the past three years, Nash Squared has significantly grown in the US by offering our customers a broad base of solutions, from talent acquisition through our Harvey Nash and Spinks brands, to technology solutions, through our NashTech brand. The launch of Flexhuis today rounds off this service offering. With contingent labour projected to comprise 40% of the US workforce, through Flexhuis we are well positioned to help these organizations better manage the way they recruit and manage talent.&rdquo;</em></p>
<p><strong>Frederieke Schmidt Crans, Director of Flexhuis said:</strong></p>
<p><em>"This marks a pivotal moment for the Flexhuis brand. The US has led in hybrid talent models, balancing permanent and contingent&nbsp;</em><em>labor effectively for years. Now, more mid-sized businesses are turning to contingent labour to fulfil skills needs. Our mission is to simplify and streamline talent recruitment and management through a world-class MSP solution centred on people and process. With the launch of Flexhuis in this important market, our vision is now a reality.&rdquo;</em></p>
<p><strong>Jason Pyle, Managing Directors of Harvey Nash USA added:</strong></p>
<p><strong><em>&ldquo;</em></strong><em>As organizations increasingly look to different models to meet their current and future talent requirements, the need for simplicity becomes ever more important. A</em><em>ccording to a recent SIA report,&nbsp;</em><em>84% of companies using an MSP report both an increase in the quality of talent sourced and costs savings. By launching Flexhuis in the US, we are excited to help more organizations realize these benefits.&rdquo;</em></p>
<p align="center"><strong>-ENDS-</strong></p>
<p><strong>About Flexhuis</strong></p>
<p>Flexhuis is a total talent solutions partner with a proven track record as a managed service provider (MSP) and recruitment process outsourcing (RPO) partner in the mid-market. We work with our clients to deliver best in class solutions which take workforce management to the next level for organizations around the world.</p>
<p>We are part of Nash Squared, and have access to the reach, resources and talent trend insights that comes from a global technology and talent provider.</p>
<p>For further information visit <a href="https://www.flexhuisglobal.com/us">www.flexhuisglobal.com/us</a></p>
<p>&nbsp;</p>
<p><strong>About Nash Squared</strong></p>
<p>Nash Squared are the leading global provider of technology and talent solutions.</p>
<p>We&rsquo;re equipped with a unique network, that realises the potential where people and technology meet. For over three decades we&rsquo;ve been helping clients solve broad and complex problems, building and transforming their technology and digital capability.</p>
<p><a href="https://www.nashsquared.com">www.nashsquared.com</a></p>

Nash Squared Expands Talent Solutions Business into the U.S.

<p>Recently we hosted a virtual event discussing the top 5 things CISO&rsquo;s are talking about. Each month we will be taking a deeper dive into each item. This month we are looking at topic number three, the type of guidance to expect from you vCISO partnership. Our vCISO service is led by Jim Tiller, Nash Squared and Harvey Nash USA Chief Information Security Officer, he shares his take on partnership guidance. If you have additional questions, feel free to reach out to Jim.</p>
<p>---</p>
<p>Let me start by saying something you&rsquo;re likely not expecting. When it comes to cybersecurity don&rsquo;t let perfection get in the way of excellence. In fact, it&rsquo;s closer to the saying &ldquo;good is good enough.&rdquo; Too often cybersecurity is shooting for perfection and having every base covered, which is not only impossible, but expensive and time consuming, and may not actually be effective. Finally, given the characteristics of today&rsquo;s technologies, threat dynamics, and business fluidity what you&rsquo;re working towards for today is, well, yesterday&rsquo;s problem.</p>
<p>I&rsquo;m not suggesting the same thing you can read in a thousand other blogs, such as: be innovative, do more with less, and move faster; peppered with a few references to AI and ML to catch your attention. Actually, I&rsquo;m suggesting the opposite, and that is: be pragmatic, focus, get the basics right, and be outcome driven. And that is what guidance you should expect from your vCISO.&nbsp;</p>
<p>If we operate on the principal that most companies interested in exploring the vCISO option will not have a dedicated CISO, then one could assume that cybersecurity is far from a luxury item. Meaning that investments in security are hard fought. Why? Because for many small to medium sized companies security is like insurance. It doesn&rsquo;t move the business forward in an obvious and distinct way. In fact, most companies with substantial cybersecurity investments do not take pride in that fact. Especially when the cost of the security consumed the budget ear-marked for a new production line. You know, the kind that produce revenue.</p>
<p>The challenge of security, especially within the context of business, can be summarized simply as: focus. The cybersecurity space is nothing if not infinitely crowded. There is an endless supply of exposures and threats to exploit them, along with thousands of solutions at your fingertips. This endless sea of possibilities is why most cybersecurity professionals, especially at the leadership layer, are exhausted and burned out.</p>
<p>Being pragmatic, focused, and prepared to say, &ldquo;we&rsquo;ve reached a reasonable level of protection&rdquo; is necessary to have effective and well-balanced security. You should be hearing from your vCISO how to not only focus energy, investment and time into measurable outcomes that are directly tied to actionable risk-based information, but also be discussing how any effort spent in a direction must be applicable to at least one other dimension of security. In other words, value from security related activities must have multiple points of value to the rest of the security program and of course the business. Pragmatic, focused, outcome oriented.&nbsp;</p>
<p>It isn&rsquo;t just about vulnerability CVSS scores, it&rsquo;s about exposure. It isn&rsquo;t just about a password policy, it&rsquo;s about effective access control. It isn&rsquo;t just about backups, it&rsquo;s about resilience. vCISO&rsquo;s should be helping you consolidate, compress, and focus your security objectives so that you&rsquo;re addressing the exposures that represent the greatest opportunity for pragmatic, measurable, and sustainable controls. Moreover, your vCISO should be helping you identify areas of strength and how to leverage them in ways to address gaps. Lastly, the overarching tone should always be &ndash; getting the basics right. It&rsquo;s far more effective to have the fundamentals functioning at a high standard than having everything being done at a very low standard.</p>
<p>It&rsquo;s not being suggested that fulltime CISO&rsquo;s aren&rsquo;t driving in the same direction, far from it. But the key difference here is a vCISO by definition are fractional. More than implying the intensified need for efficiency, cost effectiveness, and being actionable for the company. All of which require focus combined with a high degree of ruthless pragmatism.</p>
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<h4>Need support with your cybersecurity?&nbsp;</h4>
<p><a title="" href="https://www.harveynashusa.com/vciso-practice" target="_blank" rel="noopener">Reach out to us today!&nbsp;</a>We provide access to world class senior security experts. Our vCISO Practice delivers cybersecurity results, consultative and leadership expertise to protect you and your company.&nbsp;</p>
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Guidance to expect from your vCISO

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<p>As technology continues to evolve, video interviews are becoming increasingly common in the job search process. A video interview can be a great opportunity to showcase your skills and personality to potential employers, but it also comes with unique challenges. Here are some video interview tips to help you prepare for your next virtual interview:</p>
<h4>1.&nbsp;&nbsp;&nbsp;&nbsp; Test your technology</h4>
<p>This is the area we see the most. Interviewers typically understand but the more you can prepare and troubleshoot prior to your call the better it appears. Before the interview, make sure your technology is working properly. Test your webcam, microphone, and internet connection to ensure there are no technical issues.</p>
<h4>2.&nbsp;&nbsp;&nbsp;&nbsp; Choose a quiet and well-lit location</h4>
<p>We want to make sure we can talk with you without distractions and issue. Choose a quiet and well-lit location for the interview. Make sure there is no background noise or distractions and that the lighting is adequate.</p>
<h4>3.&nbsp;&nbsp;&nbsp;&nbsp; Dress professionally</h4>
<p>This is becoming more of a divide. Some interviewers don't need professional dress especially in tech typically. However it is recommended in order to put your best foot forward. Dress professionally for the video interview. Even though you may be in your own home, it's important to dress as if you were meeting the interviewer in person.&nbsp;</p>
<h4>4.&nbsp;&nbsp;&nbsp;&nbsp; Check your background</h4>
<p>Check the background of your video call. Make sure there are no distracting or inappropriate items in the background. We often recommend interviewees to put the blur effect on the background versus adding a background that can sometimes be a distraction.&nbsp;</p>
<h4>5.&nbsp;&nbsp;&nbsp;&nbsp; Look at the camera</h4>
<p>Eye contact to connect with the interviewer is crucial. During the interview, make sure to look at the camera instead of the screen. This will give the interviewer the impression that you are making eye contact with them.&nbsp;</p>
<h4>6.&nbsp;&nbsp;&nbsp;&nbsp; Practice with a friend or family member</h4>
<p>Practice the video interview with a friend or family member. This will help you get comfortable with the technology and improve your delivery. If you can't practice with a friend, try practicing out loud and even in front of a mirror or on camera. The more you say it and see it the more confident you will feel.&nbsp;&nbsp;</p>
<h4>7.&nbsp;&nbsp;&nbsp;&nbsp; Have a backup plan</h4>
<p>We all know the challenges of having technical difficulties. Make sure you have the interviewer's phone number in case the video call fails and you need to switch to a phone call. This will show you are prepared for all scenarios.&nbsp;</p>
<h4>8.&nbsp;&nbsp;&nbsp;&nbsp; Be mindful of body language</h4>
<p>During your interview, think about how you body language is conveying a message with or without you knowing. Sit up straight and avoid slouching or fidgeting. This is another area that will show confidence.&nbsp;</p>
<h4>9.&nbsp;&nbsp;&nbsp;&nbsp; Speak clearly and concisely</h4>
<p>Ensure your microphone is working and you can be heard clearly. Apart from technical difficulties make sure to speak clearly and concisely during the interview. Avoid rambling or going off topic, and make sure to answer the interviewer's questions directly.</p>
<h4>10.&nbsp; Follow up after the interview</h4>
<p>After the interview, follow up with a thank-you note or email. This will show that you appreciate the interviewer's time and are interested in the position. Need some advice on how to write the best thank you note, check out our blog,&nbsp;<a title="" href="https://www.harveynashusa.com/blog-post/2023-6/how-to-stand-out-after-an-interview" target="_blank" rel="noopener">How to Stand Out After an Interview</a>.&nbsp;</p>
<p>In conclusion, video interviews can be a great opportunity to showcase your skills and personality to potential employers. Use these video interview tips to help you prepare for your next virtual interview and make a positive impression on the interviewer. Good luck!&nbsp;</p>
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<h2>Get Hired Now&nbsp;</h2>
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<p class="Paragraph SCXW247767472 BCX0">Do you need more guidance throughout the recruiting process? We can help! &nbsp;</p>
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<p class="Paragraph SCXW247767472 BCX0">Harvey Nash USA is one of the <a title="" href="https://www.harveynashusa.com/find-tech-talent" target="_blank" rel="noopener">most trusted recruiters</a> for tech and other industries. Let's work together to help you find the role that's right for you! <a title="" href="https://www.harveynashusa.com/contact-us" target="_blank" rel="noopener">Contact us today.</a>&nbsp;</p>
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Guide to video interviewing

<p>Interviews can be nerve-wracking experiences, but they are a crucial part of the job search process. Whether you are a recent graduate or an experienced professional, interviews give you the opportunity to showcase your skills, experience, and personality to potential employers. Here are some general interview tips to help you prepare for your next interview:</p>
<h4>1.&nbsp;&nbsp;&nbsp;&nbsp; Research the company</h4>
<p>Before the interview, research the company you are interviewing with. Look at their website, social media pages, and news articles to get a better understanding of their mission, values, and culture. This will help you tailor your responses to the interview questions and show the interviewer that you are interested in the company.</p>
<h4>2.&nbsp;&nbsp;&nbsp;&nbsp; Practice your responses</h4>
<p>Practice answering common interview questions, such as "Tell me about yourself" and "What are your strengths and weaknesses?" Practice with a friend or family member to get feedback on your responses and improve your delivery.</p>
<h4>3.&nbsp;&nbsp;&nbsp;&nbsp; Dress appropriately</h4>
<p>Dress appropriately for the interview. If you are unsure of the dress code, ask the interviewer beforehand. Even if the company has a casual dress code, it's always better to err on the side of being overdressed.</p>
<h4>4.&nbsp;&nbsp;&nbsp;&nbsp; Arrive early</h4>
<p>Plan to arrive at the interview location at least 10-15 minutes early. This will give you time to find the location and settle in before the interview.</p>
<h4>5.&nbsp;&nbsp;&nbsp;&nbsp; Bring copies of your resume</h4>
<p>Bring several copies of your resume and any other materials the interviewer has requested, such as references or a portfolio.&nbsp;</p>
<h4>6.&nbsp;&nbsp;&nbsp;&nbsp; Be confident</h4>
<p>Confidence is key during an interview. Make eye contact, speak clearly and confidently, and show enthusiasm for the position.</p>
<h4>7.&nbsp;&nbsp;&nbsp;&nbsp; Ask questions</h4>
<p>At the end of the interview, the interviewer will likely ask if you have any questions. This is a great opportunity to ask about the company culture, the job responsibilities, or anything else you may be curious about.&nbsp;</p>
<h4>8.&nbsp;&nbsp;&nbsp;&nbsp; Follow up</h4>
<p>After the interview, send a thank-you note or email to the interviewer. This will show that you appreciate their time and are interested in the position.</p>
<p>In conclusion, preparing for an interview takes time and effort, but the results can be rewarding. Use these general interview tips to help you feel more confident and prepared during your next interview. Good luck!</p>
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<h2>Get Hired Now&nbsp;</h2>
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<p class="Paragraph SCXW247767472 BCX0">Do you need more guidance throughout the recruiting process? We can help! &nbsp;</p>
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<p class="Paragraph SCXW247767472 BCX0">Harvey Nash USA is one of the <a title="" href="https://www.harveynashusa.com/find-tech-talent" target="_blank" rel="noopener">most trusted recruiters</a> for tech and other industries. Let's work together to help you find the role that's right for you! <a title="" href="https://www.harveynashusa.com/contact-us" target="_blank" rel="noopener">Contact us today.</a>&nbsp;</p>
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Are you preparing for an interview?

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<p>We are thrilled to invite you to participate in the Special 25<sup>th</sup>&nbsp;Anniversary Edition of our parent company, Nash Squared&rsquo;s, Digital Leadership Report.</p>
<p>In today's fast-paced landscape of emerging technologies and workplace transformations, digital leaders face unprecedented challenges in staying ahead of the curve. But how do you compare to your peers? And how does your organisation compare to others in your sector?</p>
<p><strong><a title="https://www.nashsquared.com/2023-digital-leadership-report?utm_source=USABlog" href="https://www.nashsquared.com/2023-digital-leadership-report?utm_source=USABlog" target="_blank" rel="noopener">Take part</a></strong></p>
<p>By taking only 20 minutes out of your diary to participate in the survey, you can expect:</p>
<ul>
<li><strong>Report Findings:</strong>&nbsp;Be among the first to gain valuable insights from the Digital Leadership Report and gain access to data from more than 40.000 data points. Stay ahead of the curve by making better-informed decisions based on the most up-to-date industry knowledge.</li>
<li><strong>Your Own Personal Benchmark Report:</strong>&nbsp;Find out how your salary compares to others in your sector, and understand how your budget, headcount and investment priorities measure up too.</li>
<li><strong>Impact Positive Change:</strong>&nbsp;For every completed survey, Nash Squared will donate to a charity promoting greater inclusivity in tech. By participating, you'll not only contribute to the growth and development of the digital leadership community but also help support a worthy cause that aligns with our mission.</li>
</ul>
<p>To participate, simply click on the link below and answer the survey questions:&nbsp;</p>
</div>
<p><a title="" href="https://www.nashsquared.com/2023-digital-leadership-report?utm_source=USABlog" target="_blank" rel="noopener">https://www.nashsquared.com/2023-digital-leadership-report</a></p>

The Nash Squared Digital Leadership Survey - How do you compare?

<p>Want to follow up like a pro? After an interview, it's a good idea to send a follow-up email to the interviewer to thank them for their time and reiterate your interest in the position. Here are some things you can include in your follow-up email: Thank the interviewer for their time: Begin your email by expressing your gratitude for the interviewer's time and consideration. This shows that you appreciate the opportunity to interview for the position. Reiterate your interest in the position: Remind the interviewer of your interest in the position and the company. This can help reinforce your enthusiasm and commitment to the job. Reference something specific from the interview: Reference something specific that you discussed during the interview, such as a project or challenge the company is facing. This shows that you were engaged and attentive during the interview. Address any concerns or questions: If you have any concerns or questions that were not addressed during the interview, this is a good opportunity to bring them up. This shows that you are thoughtful and proactive in your approach to the job. Close with a call to action: Close your email with a call to action, such as a request for a follow-up meeting or an update on the hiring process. This shows that you are eager to move forward and remain engaged in the process. Here's an example of what you could say in a follow-up email: Dear [Interviewer's Name], I wanted to thank you for taking the time to interview me for the [Position] role at [Company Name]. I appreciated the opportunity to learn more about the company and discuss my qualifications for the position. I am particularly excited about the prospect of joining a team that is passionate about [specific aspect of the company mission or culture], and I believe that my skills and experience would be a great fit for the role. During the interview, we talked about [specific topic discussed during the interview], and I wanted to reiterate my enthusiasm for that aspect of the position. Additionally, if there are any additional questions or concerns that you have, please do not hesitate to reach out to me. I look forward to hearing from you and hope to have the opportunity to speak with you again soon. Best regards, [Your Name] Get Hired Now Do you need more guidance throughout the recruiting process? We can help!? Harvey Nash USA is one of the?most trusted recruiters?for tech and other industries. Let's work together to help you find the role that's right for you!?Contact us today.</p>

How to stand out after an interview

<p>Recently we hosted a virtual event discussing the top 5 things CISO&rsquo;s are talking about. Each month we will be taking a deeper dive into each item. This month we are looking at topic number two, building a partnership with you vCISO and why it's important.</p>
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<p>For many organizations it is becoming increasingly more effective and economical to utilize a virtual Chief Information Security Officer (vCISO). Involving a seasoned cybersecurity professional with a well-balanced mix of technical, operational, and business skills on a fractional basis can have dramatic positive impacts to the business.</p>
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<p>Understandably, when we think of cybersecurity we immediately gravitate to technology and the technologists that navigate the darker corners of the environment to deal with the wide array of threats. Nevertheless, as we all have witnessed over the last decade, technology alone cannot fully address the staggering increase of cyber threats and the risk they represent as well as the business impacts they are having on companies every day.</p>
<p>Technology&rsquo;s effectiveness, in many ways, can be directly correlated to how well it has been architected, implemented, integrated, and how aligned it is to an overall strategy. Moreover, and especially for cybersecurity, how well technology is managed, governed, reviewed, and, of course, monitored considerably contributes to effectively managing risk and compliance. Finally, without an overarching vision tied to strategic goals and defined outcomes, the cost of security technology can skyrocket, while not having clarity on risk reduction. In fact, many organizations have spent a great deal on cybersecurity only to be devastated by ransomware because of a breakdown in the program, not the technology.</p>
<p>All these elements are represented in the business as a security program. And as a collection of related objectives and activities performed for an established aim, its essential that is has oversight, governance, and especially leadership. Interestingly, for many organizations that oversight is not a full-time position, but rather someone that can ensure elements across investment, implementation, integration, and progression of technology are aligned and driving toward a measurable and pragmatic outcome for reducing risk and addressing compliance.</p>
<p>We regularly find this bonding of technology, business, and governance in the IT space, and it will typically take the form of a Chief Information Officer (CIO). CIO organizations will typically have architects, engineers, and analyst among a diverse set of technical capabilities. Moreover, there will be specific budgets tied to business outcomes that go beyond just performance, storage, or applications, such as market penetration, new service development, delivery efficiencies, customer experience, and quality improvement, to mention a few.</p>
<p>CIO&rsquo;s are driving forward a vision, strategy, and a collection of initiatives that they are expected to not only coordinate, but to orchestrate with the demands, fiscal requirements, and operational risks set by the business. In virtually all cases they are supported by a team of specialized technical resources to perform the activities.&nbsp;</p>
<p>It&rsquo;s a very similar value proposition to the business with a vCISO, and hence a very similar relationship, in having someone that can help orchestrate, plan, organize, and provide critical direction on all the necessary non-technical as well as the strategic technical aspects of security. The key difference is recognizing that it may not require a full-time resource.</p>
<p>The best way to get the most out of a vCISO is inclusion and collaboration in non-cybersecurity aspects of the business to ensure that the security program is aligned to business goals, objectives, and expectations, and not simply threats or technical opportunities.</p>
<h4>Need support with your cybersecurity?&nbsp;</h4>
<p><a title="" href="https://www.harveynashusa.com/vciso-practice" target="_blank" rel="noopener">Reach out to us today!&nbsp;</a>We provide access to world class senior security experts. Our vCISO Practice delivers cybersecurity results, consultative and leadership expertise to protect you and your company.&nbsp;</p>
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Building a Partnership with your vCISO

<p>Interview with Aziz Aziz, Lab Technician, 1 year at HN Tell us about yourself, what�s your background? I am a student at Seattle University. I'm studying electrical and computer engineering. I moved to Seattle from Chicago. What do you like about working with Harvey Nash USA? I like how things are consistent. I've only been contracted with the current company I am at and so I don't have experience working other contracts. Still, Harvey Nash has been painless and consistent with support and help when needed. Can you tell us about your successes at work? Being a student, I was hired with the knowledge that I would be learning many things as time went on. Very quickly I learned programming languages I've never touched, protocols I've never used and pushed what skills I did have further than before. I've been able to create tools to help support fellow QA and engineers while also facilitating help for those outside of engineering within the company. Tell us something fun about yourself? Hobbies, playlist, favorite movies, I enjoy tinkering with electronics, 3d printing/CAD and electric scooters. If it has electronics I'll mess with it.</p>

Contractor Spotlight: Aziz Aziz

<p>Harvey Nash USA, Vice President of Strategic Partnerships Michael Goldberg discusses how businesses can build workforce confidence with in their employees. This article first appeared on Manufacturing.net. Automation, digitization, and artificial intelligence can sound alarming to workers who fear the possibility of being replaced by advanced technology. While these concerns have some merit, the reality is more complicated. In fact, the World Economic Forum predicts �that by 2025, 85 million jobs may be displaced by a shift in the division of labor between humans and machines, while 97 million new roles may emerge that are more adapted to the new division of labor between humans, machines and algorithms.� The future of manufacturing is automation � it increases efficiency, streamlines processes, improves quality, and delivers consistency. It can also decrease a company�s carbon footprint by doing more with less space and waste. But, many workers overestimate how quickly technology is taking over the plant floor. The transition in the U.S. has been especially slow � researchers at MIT found that slightly less than 10 percent of manufacturers have deployed industrial robots due to design limitations, workforce challenges and high integration costs. Workers also underestimate their own potential to adapt to automation, which can lead to a confidence gap and job insecurity. Manufacturers, especially small and mid-sized organizations that are further behind in the automation process, have the opportunity to take a leadership role in the transition to Industry 5.0. Each company will have its own unique set of circumstances and challenges to address depending on the products produced, the size and location of its facilities, workforce makeup, leadership approach and more. But, they can all strive to ease workers into the next phase of manufacturing by addressing an understandable resistance to technology advancements and helping employees overcome their insecurities through skills training programs. Start with a Needs Assessment Understanding exactly where the organization stands when it comes to automation will help employees become more accepting of the transition. A thorough needs assessment, which is a systematic review of the company�s technology landscape, will help identify what�s in place, what may be implemented in the future, and where there are skills gaps. One overarching theme is to involve employees in each phase of the process. The first step is to document all of the technology currently in place within the organization and determine what systems are performing well, where there�s opportunity to access more functionality and where upgrades are necessary. It may also reveal that some solutions need to be completely retired and replaced with newer technology. Surveying employees who regularly use the solutions will indicate if there are deficiencies such as outdated software, complicated interfaces or slow processing systems. If a new tech solution is needed, it�s critical to pinpoint what business requirements it needs to meet, and then evaluate options against those criteria. In many cases, the most expensive or flashy replacement is not only unnecessary, it can do more harm than good if it�s overly complicated. Conducting research is important, including reading online reviews and talking to others in the industry about their experiences. End user employees should test the different features and functionalities to determine if the solution will achieve the required results. And if the process of selecting a new solution is overwhelming, an outside technical expert can be a valuable investment to help make the right decision and avoid a costly mistake. Once there�s a catalog of tech assets, it�ll be easier to understand what skills are required to optimize each solution. Team leads and managers can help identify skills gaps in their departments. Employee capabilities can also be evaluated through surveys, interviews and hands-on testing that will show how adept they are at using the actual machines and software, and where they need training. Examples of tech assessments include coding challenges, software troubleshooting and machine part assembly. Dedicate Resources to Build a Training Program A Visual Components survey of manufacturing decision-makers in the U.S., UK, Germany and France found that 55 percent of companies are not investing in new technology training, blocking progress in Industry 5.0 as workers are not being upskilled. One barrier is that many managers are struggling just to find and retain workers; making developing and overseeing a training program virtually impossible. In order to be successful, companies need to commit to an across the board investment in training, including identifying an employee who can dedicate time to upskilling and reskilling workers. Some responsibilities of this role might include: Research different options, including reaching out to community colleges and vocational schools to understand the different coursework offered and if new programs need to be developed. There�s also a wealth of online options that provide software training and certification courses. One helpful organization is the Manufacturing Extension Partnership (MEP), which provides small and medium-sized manufacturers with a wide range of services including workforce development. Determine when it�s worth investing in supplier training. To save costs, some organizations will select a small group of �super users,� or employees that have a natural aptitude and interest in learning new technology, to receive the training. Upon completion, they can be sent into the workforce to train other employees. Ensure that employees are holding up their end of the bargain. Training is an investment that needs to be taken seriously by both sides. There should be clear communication about the company�s goals and expectations of the employee. This includes a commitment that they will complete courses in a timely manner, obtain the necessary certifications and raise a red flag if they�re struggling with the work. Build a mentorship program that delivers personalized guidance to employees from experienced professionals. Mentors can help navigate day-to-day experiences, as well as identify upskilling opportunities, suggest appropriate courses and guide employees through the training to ensure successful completion. Typically, it�s most effective to have a mentor that is not a direct manager and is three to five levels above the employee so they can be seen as a role model of future career opportunities. Start training for the future-state. It�s important to get the foundational piece down first but once employees are comfortable with existing technology it�s time to draw a five to 10-year road map for them. Not only does this prepare them for upcoming tech integrations, but it�ll show them that they�ll be a valued contributor to the transition. It can also help recruit new employees, especially Gen Z workers who want to know they�re entering a field that provides a long-term career path. Automation provides manufacturers with a competitive advantage by enabling them to create a productive and safe workplace that produces high-quality and innovative products. But it can only be successful if employees and machines are working in harmony toward shared goals. This means organizations need to rethink how they approach implementing advanced technology solutions and instead of taking a top-down approach, make every effort to involve employees throughout the journey. Michael Goldberg is Vice President, Strategic Partnerships for Harvey Nash USA, a full-service talent management firm specializing in technology positions.</p>

Building Trust and Skills in the Age of Automation

<p>Harvey Nash USA Earns 2023 Great Place To Work Certification� New Jersey � Harvey Nash USA is proud to be Certified� by Great Place To Work� for the 2nd year in a row. The prestigious award is based entirely on what current employees say about their experience working at Harvey Nash USA. This year, 90% of employees said it�s a great place To Work � 33 points higher than the average U.S. company. Great Place To Work� is the global authority on workplace culture, employee experience, and the leadership behaviors proven to deliver market-leading revenue, employee retention and increased innovation. "Great Place To Work Certification is a highly coveted achievement that requires consistent and intentional dedication to the overall employee experience," says Sarah Lewis-Kulin, the Vice President of Global Recognition at Great Place To Work. She emphasizes that Certification is the sole official recognition earned by the real-time feedback of employees regarding their company culture. �By successfully earning this recognition, it is evident that Harvey Nash USA stands out as one of the top companies to work for, providing a great workplace environment for its employees." �We are incredibly proud and honored to have achieved the Great Place to Work certification/award. This recognition reaffirms our unwavering commitment to fostering a supportive and inclusive work environment where every member of our team can thrive. We firmly believe that our people are the cornerstone of our success, and we extend our heartfelt gratitude to each and every one of them for their dedication, talent, and contribution. This achievement is a testament to their exceptional efforts and our collective commitment to creating an outstanding workplace where everyone is valued and appreciated.� � Jason Plye According to Great Place To Work research, job seekers are 4.5 times more likely to find a great boss at a Certified great workplace. Additionally, employees at Certified workplaces are 93% more likely to look forward to coming to work, and are twice as likely to be paid fairly, earn a fair share of the company�s profits and have a fair chance at promotion. WE�RE HIRING! Looking to grow your career at a company that puts its people first? Visit our careers page at: www.harveynashusa.com About Harvey Nash USA Harvey Nash USA is a part of Nash Squared, the leading global provider of talent and technology solutions. Our network spans 2,800 colleagues across 16 countries and provides a uniquely broad range of service capabilities, from recruitment and workforce management to software development and technology solutions. We bring these together to address the unique challenges of our clients both now and in the future. Harvey Nash works with clients, both big and small, to deliver a portfolio of services: IT recruitment, IT outsourcing/offshoring and executive search. Learn more, please visit www.harveynashusa.com and LinkedIn, Twitter, Facebook and YouTube. About Great Place to Work Certification� Great Place To Work� Certification� is the most definitive �employer-of-choice� recognition that companies aspire to achieve. It is the only recognition based entirely on what employees report about their workplace experience � specifically, how consistently they experience a high-trust workplace. Great Place to Work Certification is recognized worldwide by employees and employers alike and is the global benchmark for identifying and recognizing outstanding employee experience. Every year, more than 10,000 companies across 60 countries apply to get Great Place To Work-Certified. About Great Place To Work� As the global authority on workplace culture, Great Place To Work� brings 30 years of groundbreaking research and data to help every place become a great place to work for all. Their proprietary platform and For All� Model helps companies evaluate the experience of every employee, with exemplary workplaces becoming Great Place To Work Certified� or receiving recognition on a coveted Best Workplaces� List. Learn more at greatplacetowork.com and follow Great Place To Work on LinkedIn, Twitter, Facebook and Instagram.</p>

Harvey Nash USA earns 2023 Great Place to Work Certification

<p>Set the right focus Recently we hosted a virtual event discussing the top 5 things CISO�s are talking about. Each month we will be taking a deeper dive into each item. Organizations are faced with highly sophisticated cyberthreats during a time of massive digital transformation and rapid adoption of disruptive new technologies, which now combined is creating opportunities for greater impacts. Unlike years ago, when cyber-attacks were predominately targeted at specific companies or organizations based on the criminal�s ability to monetize their systems or information, today�s attacks cover the full spectrum from targeted to opportunistic. Moreover, threats today can include everything from ransomware and information theft to espionage and cyber terrorism. Of course, it�s no surprise to see such expansive growth in the cyberthreat space, in many ways driven by the fluidity of cryptocurrency, but also the hyper-speed increase in the complexity of computing systems. Complexity is security�s nemesis. It�s exponentially more difficult to secure and effectively monitor an environment with many layers and moving parts as opposed to simply one computer or network. Enter in Web 3.0, AI, ML, and digital transformation. Evolving technologies, capabilities and approaches help organizations innovate, improve, and explore new opportunities. Nevertheless, at the same time there is a dramatic expansion, both in width and depth, of vulnerabilities and vulnerable conditions. We�re already experiencing new forms of vulnerabilities and risks with AI and serious challenges with software supply chain. In short, the target environment for cyberthreats has exploded and offers many criminal opportunities. If not careful, organizational security groups could find themselves chasing every squeak and rattle in the environment. Everything can be a threat and vulnerabilities will be increasingly difficult to manage, much less discover. For some, the pressure will be too great and will quickly become overwhelmed. For others the attempt to keep up will exhaust people and resources; the scale of the technical environment and threat landscape is too great to take on in a single swing. Security programs will need to move away from being judged on comprehensiveness and technical prowess to how well they can focus and prioritize. As an industry, the security community � naturally - has been predominantly focused on technology to solve security problems with mixed results. Moving forward, the role of risk management will start to reemerge. Moreover, in the new adoption of risk management emphasis will be placed on the threat, such as types, methods, processes, tactics, techniques, drivers, motivation, and criminal interconnects, and aligning them with environmental vulnerabilities, which include technical gaps, but also operational gaps. Of course, importantly will be evidence of any active exploitation, such as the existence of tools, methods, and processes available to cybercriminals. Risk management is taking information about your environment and evaluating exposures relative to the full reality of the threat landscape and using that specifically to drive decisions and prioritization. The ability to keep pace with cyberthreats has proven to be not only difficult, but expensive. However, you can use what they don�t necessarily have � an understanding of what you have and what is important. Prioritization is emerging as the primary focus of cybersecurity teams. It�s not easy prioritize, because something is always important and critical. Nevertheless, prioritization is not only possible, but it is required to address an ever-changing environment.</p>

Navigating Cybersecurity Priorities: Setting the Right Focus in a Complex Threat Landscape

<p>Harvey Nash Announces the Winner of its First Global Contractor of the Year Award New York &amp; London, May 16, 2023 - Harvey Nash, the leading global technology recruitment business has named Meisha Millwee from the USA, the winner of its first Global Contractor of the Year Award in recognition of her outstanding performance and commitment as a Harvey Nash Contractor. Working with over 11,000 active contractors each year Harvey Nash has established this award to recognize the value these individuals deliver to businesses and economies across the world, using their skills and experience to deliver vital projects for organizations. Meisha was selected as the overall winner of the award from a pool of highly qualified and passionate nominees from around the world. Meisha currently works as a Project Coordinator - Communicable and Environmental Diseases and Emergency Preparedness (CEDEP) for Harvey Nash at the Tennessee Department of Health, a role she has held since 2019. Just months into her contract, the COVID-19 pandemic hit. Her role and responsibilities grew quickly, and other projects were pushed to the side as she and her team shifted their focus to the Covid-19 response for the State of Tennessee. She and her team were responsible for working closely with the U.S. Department of Health and Human Services to develop a streamlined process for healthcare staff to report the required COVID-19 data utilizing the CEDEP proprietary Healthcare Resource Tracking System, as well as providing training and compliance support. She remains a liaison for the Tennessee Department of Health CEDEP program with the U.S. Centers for Disease Control and Prevention for Covid-19 reporting. &ldquo;I am delighted that Meisha has received this award. She epitomizes our values and takes great pride in her role for the Department of Health and is proud of the impact she and her team have been able to make, and are still making, on the State of Tennessee,&rdquo; said Jason Pyle, President of Harvey Nash USA. &ldquo;A huge congratulations to Meisha and to all of our contractors around the world,&rdquo; said Bev White, CEO of Harvey Nash&rsquo;s parent company, Nash Squared. &ldquo;One of our core values is that we are human, and we understand the value each individual, whether a candidate, contractor or employee brings. This award not only allows us to recognize our talented contractors, it also allows us to say thank you publicly to them for all the value and skills they bring to organizations across the globe.&rdquo; Commenting on the award, Meisha added, &ldquo;This is my dream role. I have a unique history and skillset so to find a role through Harvey Nash that allows me to apply these every day is amazing. Receiving this award is a wonderful surprise and I am truly humbled. I also recognize the importance of this award, not just for me, but also for my fellow contractors around the globe who make such an important contribution to businesses every day.&rdquo; As well as the global recognition from this award, Meisha will also receive the prize of a paid trip to the U.K. For more information about the Harvey Nash Contractor of the Year award please contact Rachel.Watts@HarveyNash.com About Harvey Nash USA Harvey Nash USA is a part of Nash Squared, the leading global provider of talent and technology solutions. Our network spans 2,800 colleagues across 16 countries and provides a uniquely broad range of service capabilities, from recruitment and workforce management to software development and technology solutions. We bring these together to address the unique challenges of our clients both now and in the future. Harvey Nash works with clients, both big and small, to deliver a portfolio of services: IT recruitment, IT outsourcing/offshoring and executive search. Learn more, please visit www.harveynashusa.com and LinkedIn, Twitter, Facebook and YouTube. About Nash Squared Nash Squared are the leading global provider of talent and technology solutions.We&rsquo;re equipped with a unique network that realizes the potential where people and technology meet. For over three decades we&rsquo;ve been helping clients solve broad and complex problems, building and transforming their technology and digital capability. Media Contacts: Karen Pressman ClearEdge Marketing kpressman@clearedgemarketing.com Brenna Barnett Harvey Nash USA brenna.barnett@harveynash.com</p>

Harvey Nash announces the winner of its first Global Contractor of the Year Award

<p>Written by Jim Tiller, vCISO at Harvey Nash USA and Nash Squared. To learn more about how secure your business is take our free quiz. After completing you will receive a 6 page personalized report based off your responses. Take the quiz today. Cybersecurity began simply as security in the early days of the Internet. It wasn&rsquo;t well-understood and unsurprisingly regularly confused with traditional security &ndash; defenses up, guards, and gates. Soon it was referred to as information security, but as the internet morphed into web 2.0 the term cyber entered into the lexicon and was quickly embraced by the information security industry. Interestingly, the transition to cybersecurity ushered in a new focus on technology and the market responded with an explosion of cybersecurity products. Countless options to address every possible scenario materialized, but challenges remained as threat capabilities and business demands evolved. Nonetheless, by any name cybersecurity can be summarized as the controls that protect assets from threats. The key for security professionals is ensuring a balance between the effectiveness of controls relative to threat dynamics, changes in asset characteristics, investments and resources, risk management, business expectations, compliance, scalability, and, of course, usability. Not that perfect security exists, but the closer you try to get to it the costs skyrocket and the ability to use the environment in a meaningful way dramatically diminishes to zero. Of course, the opposite is true. With virtually no security the system is extremely usable, which includes people and processes that you don&rsquo;t want using it. What makes cybersecurity so challenging is everything is moving, changing, and evolving at a breakneck pace. The threat and business environments are very dynamic making it difficult to maintain clarity on effectiveness of controls that are themselves changing as security professionals work to synthesize and integrate a myriad of dozens of disparate technical solutions. In a cruel sense of irony, when cybersecurity is doing its job well it is virtually invisible to the business and user community. Only when things go wrong does it surface to the forefront. The dichotomy of cybersecurity&rsquo;s invisibility of value and the white-hot spotlight of perceived failure is one of the greatest challenges for businesses. Unlike many aspects of the business, returns related to cybersecurity are exceedingly elusive. Very early in the evolution of security the term ROSI (&ldquo;rosie&rdquo;), Return On Security Investment, emerged only to be crushed under the weight of business realities. Ever since the cybersecurity industry has worked to show value and need, mostly through &ldquo;FUD&rdquo; (fear, uncertainty, and doubt), which interestingly was the birthplace of penetration testing. From those ashes a few focused on business enablement as the core differentiation to the business. It challenged the security industry to find ways of integrating security in a manner that promoted key business charters, such as quality, time to market, customer satisfaction, and the like. While similarly challenging as ROSI, the underlying value to cybersecurity to the business took a turn in 2012. In that year Reveton surfaced; arguably the first ransomware that used cryptocurrency as a form of payment, completely obliterating the challenging process of monetizing hacking. Seemingly overnight every business was under attack, not because they we&rsquo;re attractive to a particular type of threat or had something specific of value, but rather there was a method to extract money. Fast forward to today. Businesses are faced with an incredible array of cybersecurity challenges where any one of them could represent a devastating and potentially business-ending event. Add to that compliance demands, legal and insurance requirements, remote workforce, globalization, expansion of third parties and supply chain complexity, and, of course, digitization of the business, the need and value of cybersecurity has in many ways come full circle. Cybersecurity&rsquo;s value to the business is ensuring the balance of controls to protect what matters. Not surprisingly, far easier said than done.</p>

The Value of Cybersecurity for your business

<p>"It&rsquo;s been a pleasure to work with Dennaye from the start. She has this positiveness that she approaches any circumstance with and makes any communication flow smooth. She has worked with some amazing brands as a Print Production Producer / Manager and is continuing to build up her strengths and contribute to her team&rsquo;s success." by Aakanksha Rathi, ETD Recruiting Lead Tell us about yourself, what&rsquo;s your background? I&rsquo;m from Chicago, where I began working in marketing at an advertising agency. After living &amp; working in New York for 6 years, I made my way west to the Bay Area for my current position. What do you like about working with Harvey Nash USA? Harvey Nash has helped my entire experience of changing jobs run smoothly. Aakansha reached out to me right as I was beginning my job search and guided me through the interview process, getting an offer &amp; having everything in place with HR so I was ready to go by my start date. Can you tell us about your successes at work? (Please keep client confidentiality in mind) Four seasons that I&rsquo;ve worked on have gone live in stores across the globe! Tell us something fun about yourself? Hobbies, playlist, favorite movies, I&rsquo;m training for the San Francisco Half Marathon in July and have started exploring new scenic trails to run. Since I&rsquo;ve moved to the Bay Area, I&rsquo;ve been finding beautiful trails along the ocean and checking out delicious seafood restaurants afterwards.</p>

Contractor Spotlight: Dennaye Cusick

<p>"I have had the pleasure of working with Kenya on the Nash Squared EthNashity Employee Resource Group! We can always count on Kenya! She joined our group around a year ago and has been instrumental in supporting the companies DEI efforts. It&rsquo;s a true pleasure to work with Kenya!" by Brenna Barnett, Marketing Manager &amp; Co-lead of EthNashity ERG Interview with Kenya Haskins-Johnson, Payroll Specialist, Headquarters, 16 years of service. Tell us a bit about yourself, how long have you been with Harvey Nash Group, what&rsquo;s your background? My name is Kenya, and I am a Payroll Specialist in Headquarters office. On May 1st will make 17 years being with Harvey Nash. My background is Finance and Accounting. Certification in Fundamentals of Payroll. I&rsquo;ve been married for 5 years and have a son and stepdaughter. What are you looking forward to this summer? I look forward to the summer mornings and evenings watching the sun set on my porch sipping tea in my rocking chair. Barbeques and live musical park events. How can I forget, sandy beaches and clear water. And finally&hellip; What&rsquo;s on your playlist? I don&rsquo;t have a complete playlist however, I have Conan Lizzo (I AM WOMEN) on repeat for some weeks. Hobbies: Shopping, spa days, listening to all genres of music Dream vacation: Zanizibar, Tanzania, Bora Bora, Venice, Italy. Tell us something we don&rsquo;t know about you? Have a sense of humor and love to dance.</p>

Congratulations to Kenya Haskins-Johnson: Harvey Nash USA Employee Spotlight of the Month 

<p>"Godwin has been with us for over 4 years and in this time he has represented us very well. Godwin has gone above and beyond helping assist on new projects that come available. Godwin has grown within his position and is now acting as a Lead Database Manager managing several projects and teams and has been a great representation of Harvey Nash. I highly recommend Godwin as he&rsquo;s not only a consultant, but we&rsquo;ve grown a strong relationship through these years and he&rsquo;s a valuable asset to this company!" by Landon Bailey, Consultant Relations Lead Interview with Godwin Varghese, Database Administrator (Lead), 4 years plus with Harvey Nash Tell us about yourself, what&rsquo;s your background? I graduated with an engineering degree in 2010 and started my career as a SQL developer in a Healthcare company. I loved working as a Developer and gradually moved to database administrative role after a year. Since then, I learned a ton about how to manage databases and still learning on multiple domains. What do you like about working with Harvey Nash USA? It&rsquo;s been almost 5 years with Harvey Nash and I can say from my experience that the company is &ldquo;Awesome&rdquo;. The core behind the &ldquo;Awesome&rdquo; is the people working there. They are prompt, experienced, energetic, and very helpful, and never felt any disappointment working with the company. They always touch base with the employee&rsquo;s concerns and provide recommendations for the career growth which is more important in my opinion. It&rsquo;s cool to work for such a well-known firm. Can you tell us about your successes at work? One of my greatest successes at my current job has been leading the configuration, installation, and implementation of new server farms. As a lead, it was challenging for me to build an entirely new environment from scratch. But I learned quickly and understood the domain on how to implement the farm in a most effective way. Within two months, building server farms got completed successfully and this will be the new resting place for application data with more reliability and availability. Tell us something fun about yourself? Hobbies, playlist, favorite movies, I&rsquo;m a car enthusiast and love to drive long distances. Longest drive I have ever did alone was from Las Vegas to New Jersey in 4 days.</p>

Contractor Spotlight: Godwin Varghese

<p>To celebrate Women's History Month and International Women's Day, our CEO, Bev White, and Chief People Officer, Melanie Hayes talk about how women can progress their careers to board level and make a difference. This article first appeared on ComputerWeekly.com and on NashSquared.com. Having a good network, listening to advice, taking on more responsibility coupled with drive and commitment can help women reach a place on the board As International Women&rsquo;s Day comes round again, the technology industry continues to make slow incremental progress towards achieving a healthy gender balance. The 2022 Nash Squared Digital Leadership Report showed that 14% of digital leaders are women. This is far below where it should be &ndash; but nevertheless it is the highest proportion we&rsquo;ve recorded yet. The hope must be that as the pipeline fills from below, the rate of change will speed up. In the meantime, how can talented women in technology break through that ceiling and reach a Boardroom position? The recently published FTSE annual Women Leaders Review found that 40% of FTSE 350 Board positions are now occupied by women &ndash; this is really encouraging progress, especially as the target has been reached three years early. So, how can we see similar results in tech Boardrooms specifically? And how can women make their mark and flourish there, acting as wayfinders for others to follow? Getting there It&rsquo;s important to appreciate that there are no easy paths to the Board &ndash; for either men or women. It&rsquo;s tough and competitive to make it up the corporate ladder. And there are trade offs that need to be made. Getting to a senior executive position means devoting a significant portion of your life to work, and that almost inevitably means some impacts on other areas. This applies whether you&rsquo;re a woman or a man, are in a couple or are single, have children or not, or have other hobbies, interests and passions. Whoever you are, you&rsquo;ll need to be prepared to make some sacrifices. That doesn&rsquo;t mean you can&rsquo;t create a good work-life balance and have a rounded life. But it does mean hard work, commitment and a genuine drive to perform highly. Another key point, therefore, is to do your homework and make sure getting to a senior position is what you really want. Some people, of both genders, reach mid-career and realize that actually they&rsquo;re happy in a middle management position or would rather go deeper into a specialism than try to climb higher on the seniority ladder. That&rsquo;s a completely valid decision. If you do want to make it to the Board position, then there are a number of things that could really help you on the way. For women in particular, having a good network around you of colleagues inside the business or external contacts who you can turn to for advice, support and encouragement is invaluable. Join a women&rsquo;s network or indeed other specialist groups relevant to your field. In particular, see if you can find a mentor (who could be of either gender) to act as a sounding board, coach and guide. Having a woman mentor who has followed this path is helpful though as they can speak from a point of knowing the challenges and the opportunities and offer practical advice. At those times when you&rsquo;re experiencing doubt, you feel like you&rsquo;ve hit a brick wall or you&rsquo;re having to deal with new and unfamiliar things, the wisdom and experience of a mentor can help you push on through and keep growing. The advice and support of others is golden &ndash; but it&rsquo;s also essential to stay true to yourself. Don&rsquo;t try to be something you&rsquo;re not. Find a way of working where you&rsquo;re comfortable with yourself, but are also pushing yourself to develop. Don&rsquo;t be afraid to speak up when you encounter poor behaviors either. Don&rsquo;t let sexism or other unacceptable attitudes perpetuate themselves by staying silent. Finally, related to this, you can&rsquo;t just expect that the next step will simply come. The reality is that we still don&rsquo;t live in an equal and inclusive world. It&rsquo;s not a level playing field. So you&rsquo;ll need firstly to be patient and secondly to put your hand up for responsibilities that may go over and above your current role &ndash; offering to lead a project for example or to chair a committee. It&rsquo;s a bit like at school where extra-curricular activities gain you credits. Show a willingness to take on new challenges and opportunities. Flourishing there So you got there? Congratulations! But what now&hellip;? Taking up a Board position can feel strange and unfamiliar. It&rsquo;s a bit like watching a sport you don&rsquo;t know much about &ndash; baseball, for example. You sit there and think, &ldquo;What are the rules here? What does good look like? And who&rsquo;s actually winning?&rdquo; Just so in the Boardroom. You&rsquo;ve got to get your bearings and understand the rules of the game. This means carrying on all the qualities that probably helped you get there &ndash; being inquisitive, curious, asking questions, digging deeper. It also means that you don&rsquo;t just accept what&rsquo;s in front of you. After all, you joined the Board to make a positive impact and contribution. Some Boards are dominated by certain characters. If women are in the minority, they (and the quieter men) may find it hard to get a word in edgeways. If that&rsquo;s the case, do something about it &ndash; go to the chairman, for example, and flag your dissatisfaction and that you want to contribute more. They&rsquo;ll probably give you first slot at the next meeting! Strive to make a positive and proactive contribution. Be prepared for the fact that, if you&rsquo;re going to have an impact, this may mean suggesting new things that could meet with some opposition. Again, it comes down to being confident and comfortable in your own skin. Remember also that Boards succeed or fail together. The best Boards are a collaborative unit, working together for the best interests of the business. Play a full part in that, bring the best of yourself to every discussion, and be prepared to listen and learn &ndash; and you&rsquo;ll find yourself continuing to learn and grow as a professional. Make yourself available to other women, too. Don&rsquo;t be one of those who are accused of &lsquo;pulling up the ladder&rsquo; behind them. Be prepared to act as a mentor; give time to emerging talent; be a voice for women in the business. Door ajar? There is still nothing like enough progress in getting women to the Boardroom &ndash; and ethnic minority representation is arguably even worse. However, there are signs of things moving slowly in the right direction. It&rsquo;s the responsibility of all leaders to own the issue and create the channels to bring more diverse talent through at all levels including the C-suite. This should be an agenda item in itself at every Board meeting. It&rsquo;s still harder for women than men to reach the top echelons. However, the feeling is growing that, if you push at the door in the right way, it may just open.</p>

Women on Boards: how to get there, how to flourish there

<p>Interview with Tim Salam, Scrum Master, worked with Harvey Nash since December 2020 Tell us about yourself, what&rsquo;s your background? For as long as I can remember, I&rsquo;ve always had a love for technology and working with people. I&rsquo;ve been in the IT field now for many years within different roles. I eventually transitioned into a Scrum Master role which I believe was my calling, as I truly enjoy what I do. What do you like about working with Harvey Nash USA? My initial contact with Harvey Nash was with Tom Wojtowicz. He&rsquo;s got an amazing personality and has been great from the very beginning. I was always an FTE so I was a bit hesitant with contracting. We&rsquo;ll, here we are 2+ years later and I must say, both Tom and Harvey Nash really do take the time to make sure you&rsquo;re happy and successful. During my first year, I was really looking for better health benefits than what was being offered at the time and within a few months, Harvey Nash provided us with enhanced benefits for the upcoming open enrollment period. It truly shows that Harvey Nash has their contractors&rsquo; best interests at heart. Can you tell us about your successes at work? (Please keep client confidentiality in mind) I&rsquo;ve been given the opportunity to work for a global leader, one of the world&rsquo;s leading manufacturers and marketers of prestige beauty products as a scrum master and Agile Project Manager. During this time, I formed and coached two high performing Agile scrum teams within the quickly expanding Online E-commerce platform, supporting and enhancing the customers&rsquo; journey and experience throughout the companies many sites. Tell us something fun about yourself? Hobbies, playlist, favorite movies, I enjoy coaching and assisting with my sons&rsquo; sports team(s). I also enjoy suspenseful short series and films, American football, board games, video games, and traveling.</p>

Contractor Success Spotlight: Tim Salam

<p>HARVEY NASH USA WINS CLEARLYRATED&rsquo;S 2023 BEST OF STAFFING CLIENT AWARD FOR SERVICE EXCELLENCE Clients of winning agencies are more than 70% more likely to be completely satisfied. WAYNE, NEW JERSEY &ndash; FEBRUARY 7, 2023 &ndash; Harvey Nash USA, a leading staffing agency, announced today that they have won the Best of Staffing Client Award for providing superior service to their clients. Presented in partnership with presenting sponsor Indeed and gold sponsor Talent.com, ClearlyRated's Best of Staffing&reg; Award winners have proven to be industry leaders in service quality based entirely on ratings provided by their clients. On average, clients of winning agencies are 70% more likely to be completely satisfied with the services provided compared to those working with non-winning agencies. Harvey Nash USA received satisfaction scores of 9/10 out of 10 from 54.3% of their clients higher than the industry average of 46%. &ldquo;We are excited to win this prestigious award that highlights all the hard work and effort from our team. Client satisfaction is incredibly important to us. At Harvey Nash USA we have been tracking our Net Promotor score internally with our clients for years and are excited to take part in Clearly Rated&rsquo;s survey. We are particularly proud to have received a 51.4% Net Promoter Score which is significantly higher than the industry average of 31% from 2022. These scores reflect our impressive team and how they use their talent daily to meet and exceed customer needs. It&rsquo;s truly an honor to be recognized and celebrate their achievements. &rdquo; Harvey Nash USA President and Managing Director, Jason Pyle said. &ldquo;I am pleased to introduce the 2023 Best of Staffing winners alongside their validated service ratings on ClearlyRated.com,&rdquo; said ClearlyRated&rsquo;s CEO, Eric Gregg. &ldquo;These firms have demonstrated a remarkable commitment to delivering amazing experiences, despite another year of upheaval and macroeconomic uncertainty. Hats off to these service leaders - it&rsquo;s truly an honor to recognize and celebrate their achievements." About Harvey Nash USA Harvey Nash USA is a part of Nash Squared, the leading global provider of talent and technology solutions. Our network spans 2,800 colleagues across 16 countries and provides a uniquely broad range of service capabilities, from recruitment and workforce management to software development and technology solutions. We bring these together to address the unique challenges of our clients both now and in the future. Harvey Nash works with clients, both big and small, to deliver a portfolio of services: IT recruitment, IT outsourcing/offshoring, direct sourcing, contingent workforce solutions and executive search. Learn more, please visit www.harveynashusa.com and LinkedIn, Twitter, Facebook and YouTube. About ClearlyRated Rooted in satisfaction research for professional service firms, ClearlyRated utilizes a Net Promoter&reg; Score survey program to help professional service firms measure their service experience, build online reputation, and differentiate on service quality. Learn more at https://www.clearlyrated.com/solutions/. About Best of Staffing ClearlyRated's Best of Staffing&reg; Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based entirely on ratings provided by their clients, placed talent, and internal employees. Award winners are showcased by city and area of expertise on ClearlyRated.com&mdash;an online business directory that helps buyers of professional services find service leaders and vet prospective firms with the help of validated client ratings and testimonials. --- Contact Brenna Barnett Marketing Manager Brenna.barnett@harveynash.com</p>

HARVEY NASH USA WINS CLEARLYRATED’S 2023 BEST OF STAFFING CLIENT AWARD FOR SERVICE EXCELLENCE

<p>"Bharath has transformed the expectation of the Account Manager role for us. He has been a major asset to our team countless times in the last 12 months, and has been able to jump in and tackle any situation that&rsquo;s come his way. He is dependable, organized, committed, and always has a great attitude." by Keegan Banks, Senior Vice President of Client Delivery Interview with Bharath Kothapalli, Account Manager, 3 years 4 months at Harvey Nash Tell us more about your business, how many people, and what markets do you focus on? I&rsquo;m an Account Manager &amp; I support two MSP Client accounts. My job typically is to pull reports for the submissions &amp; interviews of the candidates. Following up with the client to check on their candidacy and collecting the candidate's feedback so that we can use it for future interviews. Tell us a bit about yourself, how long have you been with Harvey Nash, and what&rsquo;s your background? I hold a Master&rsquo;s degree in Computer Applications. I was introduced to the staffing industry by one of my friends &amp; I started my career as a Technical Recruiter. However, In 2019, I got an opportunity to be the Account Co-coordinator of this esteemed organization &amp; I do not want to miss out on this opportunity, because I love interacting with the client side &amp; I wanted something where I can take ownership completely. I got promoted to Account Manager in April 2022. What&rsquo;s the biggest opportunity for your business right now? The volume was lower during the holidays, so we weren't able to focus as much, but now that the holidays are over, the volume has gone up, so we help the team focus on the opportunities that have arisen. Due to the overwhelming volume of submissions, we have the opportunity to have interviews, then we can push for feedback from the client, and then we can have a placement. &hellip;and what&rsquo;s the biggest challenge? We've been experiencing a challenge because managers are slow to share feedback or move on postings, which has resulted in candidates becoming unavailable in the market before we can get them an interview with our clients. In the current challenging market, we are losing candidates who have already had an offer in hand and are deciding based on their opportunity when we send them an interview request. What are you looking forward to in this new year? In my role, where there is a lot of interaction with our customers &amp; candidates. I look forward to providing them with the best &ldquo;customer experience&rdquo; for the stakeholders I deal with regularly. I also want to be proactive, committed &amp; detail-oriented in whatever I do as an Account Manager. And finally&hellip; What&rsquo;s on your playlist? I like listening to Bala Subramanyam songs and music by MM Keeravani. Hobbies: I love watching movies, traveling, and trekking, but lately, I love spending time with my 3-month-old son. Dream vacation: European countries like Italy, and France. Tell us something we don&rsquo;t know about you? I used to play Basketball at the district level in my school days. I get into a song and play it repeatedly until I'm tired of it. Then I'll serenade my wife with the lyrics until she's had enough.</p>

Congratulations to Bharath Kothapalli: Harvey Nash USA's Employee Spotlight of the Month

<p>"Margaret Stewart has been with our client for 18 months now and has been exceptional since day one. She has impressed her team members and we have received several praises from her managers. She has stepped in time after time and has been instrumental in driving each project forward while keeping everyone on task. She is kind, hardworking and just overall the employee everyone would dream to have." by Kelsey McShane Tell us about yourself, what&rsquo;s your background? Most of my career was spent working for as a government contractor with Centers for Medicare and Medicaid Services. Although I have a degree in programming I gravitated to the operations side of IT. I&rsquo;ve held many different positions Help Desk, Unix Admin, Oracle Admin and Release Coordinator. What do you like about working with Harvey Nash USA? I got lucky when Harvey Nash found me after a layoff. I had interviewed with several contractors but felt the best about Harvey Nash. They placed me in a position as a Release Coordinator on a Cybersecurity team. I&rsquo;ve since moved into a position as Project Manager on the Cybersecurity team. Can you tell us about your successes at work? As a Release Coordinator I worked on an account migration project affecting 20,000+ user accounts. My current projects involve hardening systems and environments. Harvey Nash has been proactive in working with my manager and responsive to my requests. From the initial negotiations and the checking in I don&rsquo;t feel like they just want a fee like other contractors. The benefits were better than I expected, so happily pleased. Tell us something fun about yourself? Hobbies, playlist, favorite movies, I like to read. Mostly mysteries from serious to light. I enjoy water aerobics to 60&rsquo;s or 80&rsquo;s ladies, Aqua Zumba, and Aqua Combat (kick boxing in water.) I also like going to concerts. Usually, entertainers who started out in the 60&rsquo;s to 80&rsquo;s. I&rsquo;m convinced performing is the fountain of youth as there are so many still performing in their 70&rsquo;s.</p>

Contractor Success Spotlight: Margaret Stewart

<p>NashTech makes strategic acquisition of North American cloud and data solutions provider, Knoldus Friday 13th January, 2023 NashTech, the global technology solutions business of Nash Squared, parent company of Harvey Nash USA, has acquired Knoldus as part of its strategic expansion in North America. Knoldus is a technology advisory and solutions company with over 300 employees based in Canada, the US, Singapore and two development centres in India. It has a strong reputation across Fortune 500 clients for delivering leading&ndash;edge digital solutions around data, cloud and machine learning, as well as high-performance real-time data systems. The acquisition significantly strengthens NashTech&rsquo;s footprint in the world&rsquo;s largest technology market and adds important expertise in the fast-growing areas of cloud and data. It extends NashTech&rsquo;s global development centre capability, which includes hubs in Vietnam, Latin America and now India. Nick Lonsdale, CEO of NashTech, said: &ldquo;NashTech is all about creating success and value for our clients and Knoldus&rsquo; deep expertise and strong track record in cloud and data solutions takes our offer to a new level. We look forward to welcoming the Knoldus team and clients to NashTech at this very exciting time of growth and development.&rdquo; Vikas Hazrati, CEO of Knoldus, shared: &ldquo;We are excited about joining NashTech. As we continue to build on our achievements over the last ten years, Knoldus coming into the NashTech organisation will enable us to offer clients further capability and capacity to support them on their digital transformation journey to success.&rdquo; Cuong Nguyen, MD of NashTech, Vietnam commented: &ldquo;This represents a step change in how we can help and support our clients in delivering technology solutions. They are the perfect fit for us, and I look forward to working with them.&rdquo; Bev White, CEO of Nash Squared, added: &ldquo;This acquisition represents a very significant step forward in NashTech&rsquo;s footprint in the important North America market. It forms part of the wider Nash Squared strategy of being a global leader in technology solutions and recruitment, supporting our clients with their digital transformation journey with choice and agility and building on the significant existing strength in Europe. I am delighted to welcome Knoldus into the Nash Squared family.&rdquo; Blackwood Capital Group led by Managing Partner Ronny Grosman acted as M&amp;A advisor to Nash Squared. Ronny Grosman, Managing Partner of Blackwood Capital: "We believe that Knoldus will be a significant building block for Nash Squared&rsquo;s strategy in the US, and we are very proud and pleased to have advised them on this significant transaction in the technology solutions space." About Nash Squared Nash Squared are the leading global provider of technology and talent solutions. We&rsquo;re equipped with a unique network, that realises the potential where people and technology meet. For over three decades we&rsquo;ve been helping clients solve broad and complex problems, building and transforming their technology and digital capability. www.nashsquared.com About NashTech NashTech are experts in technology, delivering smart solutions that solve business challenges and create value. Our award-winning teams apply deep expertise and passion to deliver complex IT projects globally. The approach brings together flexibility, reliability and accelerated product innovation to recommend and deliver outcomes that will meet and compliment your wider goals and ambitions. From technology advisory to robotic process automation, from application development to data driven insights, from customer experience to application maintenance, we have the solutions to deliver customer vision. www.nashtechglobal.com About Knoldus Knoldus helps drives transformation and builds businesses by enabling the right mix of future-ready technologies thus helping organizations grow and thrive in the digital age. It helps clients harness the power of data and artificial intelligence, modernise core technology and capitalise on new technology, optimise and automate operations and fuel digital growth thus bringing competitive advantage to clients. www.knoldus.com</p>

NashTech makes strategic acquisition of North American cloud and data solutions provider, Knoldus

<p>Spinks launches Spinks on Site service in the U.S. to provide start-ups and scale-ups with the most efficient route to in-demand talent. Nashville, Tennessee, January 10th, 2023 - Spinks, a Nash Squared company and the trusted recruitment partner to the global start-up and scale-up community has launched its Spinks on Site service in the U.S. Drawing on 30 years of experience, Spinks on Site provides both start-ups and scale-ups with the most efficient routes to hire in-demand talent through a bespoke talent acquisition program. Offering businesses a unique solution to their recruitment needs, Spinks on Site talent managers embed themselves into the organization, its culture and values to attract the very best talent - something that is not possible to achieve with typical agency-style recruitment. Robin Beattie, Managing Director at Spinks, comments: &ldquo;We are delighted to bring Spinks and our Spinks on Site solution to the U.S. Over the last two years we have seen a significant increase in demand from start-up and scale-up companies who are looking for expert support in attracting highly skilled and diverse talent to fuel their growth journeys. The U.S. has always been a hotbed for start-ups and scale-ups with more than $330 billion in venture capital funding in 2021, and through our Spinks on Site embedded talent solution we are perfectly positioned to help them hire the right talent. &ldquo;With a strong presence already in the U.S. through our Harvey Nash brand, which is one of the leading technology recruitment brands in the region, launching Spinks on Site to specifically support start-ups and scales-ups is a natural next step for Nash Squared. In 2021, there were over 2,300 start-ups founded in the U.S. alone. The new Spinks service is part of a wider offering of talent and technology solutions from Nash Squared, to build and transform our customer&rsquo;s digital capability, at every stage of their technology journey.&rdquo; said Bev White, CEO of Nash Squared. &ldquo;As the start-up and scale-up market continues to flourish we couldn't be more thrilled to bring Spinks on Site to the US. Partnering with start-ups and scale-ups in the US means that we can ensure they have the right talent to help their business scale rapidly,&rdquo; says Tanner Winters, Solutions Sales Manager at Spinks on Site USA. Spinks on Site is available to serve organizations in the UK, Germany, Netherlands and now the US. For more information about Spinks please contact robin.beattie@wearespinks.com and for information about our Spinks on Site service, please contact: tanner.winters@wearespinks.com About Spinks on Site Spinks on Site is the embedded talent solution of Spinks, the trusted recruitment partner to the start-up and scale-up global community and part of Nash Squared brands along with Harvey Nash. With over thirty years of experience, Spinks has a rich heritage and an unrivalled global network to help businesses grow their teams in an increasingly demanding market. For further information about Spinks on Site, please visit spinksonsite.com or for information about Spinks, visit wearespinks.com. Follow us on LinkedIn at https://www.linkedin.com/company/wearespinks ​ Media contact Rachel Watts Spinks Rachel.watts@harveynash.com</p>

Spinks launches its Spinks on Site service in the US

<p>The only constant thing in business is change. But changes these days are getting bigger and coming faster than ever. As a result, companies have to adapt to changes that are having a more profound impact on their business&mdash;from fluctuations in the economy, shifting consumer demand, and technologies evolving more rapidly every day. Now is the perfect time of year for your business to take a step back and regroup. The end of the year is the perfect time to take a moment to reassess your company's change management plan to prepare for anything 2023 has in store. Read on to learn how building a change management strategy can be the most proactive step to turn changes in your industry to your advantage. Is Your Change Management Plan Ready for 2023? What is change management? And how can it help your business adapt to changes faster and more effectively? This site says it best: "Change management is a process a business follows to implement changes across the organization. Change management plans are typically used for significant or complex organizational changes that require a more strategic approach." Take the applications your business uses for communication, timekeeping, or project management, for example. Platforms like Slack, Asana, or Harvest are not new platforms. But they present a compelling image of how your business may need help rolling out fundamental changes to how your team works together. Chances are, there are still one or more people on your team who need help getting on board with a platform that everyone is working from and depending on to do their job. Well, hold on to your hat. While you may be struggling to get a couple of hold-outs to work on the same platforms as everyone else, this Forbes article indicates that digital transformation of our businesses is going to become a leading source of changes for businesses in 2023. We could see a massive impact in technologies from artificial intelligence to working in a virtual or augmented reality. What is your business plan to handle these changes? How to Control the Life Cycle of Change Every business is different, but for the majority of companies, the life cycle of change has three main components: identification, engagement, and implementation. So how can your business control this life cycle to ensure all your crucial initiatives get buy-in and are adopted throughout your organization? We recommend that business owners: Identify the initiatives with the most significant impact on your entire organization. Engage business-critical stakeholders and build consensus around them before going any further. Implement changes using a phased approach to make sure that whatever you implement doesn't break down your teams or processes in the implementation stage. Real Change Needs Process, Technology and People How can you scale your change management strategy beyond just a few projects? The answer lies in your process, technology and talent: Processes - whether those are the policies, business rules, or procedures your team follows to get work done&mdash;are easily complicated. A successful process for change management should ideally be easier and make more sense than the changes that the implementation of new strategies will create. Having everyone sign a compliance form before they switch to a new platform is a great way to alienate your team and make sure no one likes the change. Focus on how the processes will make things easier and more effective and keep your team engaged throughout the transition. Technology &ndash; your business will face unnecessary challenges introducing and adopting the changes you're rolling out if you don't have the technology buttoned up. One key strategy to avoid this is to identify and tap any experts on your team who can help train others on the technology you'll be using. Delegating the training to a tech expert is a great way to lighten your workload and support your planned changes. People &ndash; The most essential tool for enacting change in your business is not a strategy, it is the people within your company. If you don't engage your team and get them on board for a new change, the change will fail. Your employees are your biggest asset, so make sure to involve them in every stage of the process&mdash;from identifying what needs changing to getting everyone on board with changes to implementing and maintaining their technical expertise over time. The Ultimate Goal is Minimum Disruption to Your Business Change is unavoidable. The whole point of change management is to minimize or eliminate the downtime you'll inevitably experience getting everybody on board. You don't want to disrupt your IT, project management, or operations teams with significant changes that will take time away from their core business functions. Often that means adjusting your hiring strategy to include more people who are open to change and willing to take it head-on. And we can help. Staffing: The Key to Your Change Management Plan Staffing has always been the key to a seamless, frictionless change management strategy within your business. The people who help you implement and maintain change make the most difference. Harvey Nash USA has helped countless businesses grapple with change just by facilitating the right hire. So if you're looking to build a team that can take anything 2023 has in store, contact us today!</p>

Change Management Plan for 2023: Top Investment in People

<p>Avi has had an exceptional performance the past few months. From October to date he has had a number of placements and potentially more on the way! Avi is always a huge team player, helping his more junior colleagues out, and is eager and willing to work on anything we need him to." by Alexis D'Souza Interview with Avinash Pappu, Senior Recruiter, West Coast, 1 year 8 months at Harvey Nash, Over 10 years in recruitment Tell us more about your business, how many people, what markets do you focus on? I have been into West Coast recruitment right from the beginning and started working for T-Mobile account (In-fact, I&rsquo;m hired specifically to deal with TMO requisitions). The volume was very high when we started the proceedings and we also need to act quickly, in order to be in the chase (Coz, we have to compete with multiple vendors). It has always been quality and quantity with quick turnaround is our agenda with T-Mobile. I work under Alexis and Kelsey most of the time and I also support a number of other accounts with our wonderful clients in the West Coast region. Tell us a bit about yourself, how long have you been with Harvey Nash Group, what&rsquo;s your background? I did my Masters&rsquo; in Business Administration (MBA) from ICFAI University. I always have an interest in interacting with different departments and maintaining cordial relations with them, right from the college. This has made me inclined towards HR (specialization) in MBA. It has been 1 year 8 months and still counting with Harvey Nash. On a personal note, I&rsquo;m just a normal person wants to lead happy life with my family and friends and enjoy achieving milestones both personally and professionally. What&rsquo;s the biggest opportunity for your business right now? We have been working with one of our clients for the past year and half, we have made a decent number of placements and were able to connect with many managers. We are planning to target different kinds of business, soon we will be exploring that. &hellip;and what&rsquo;s the biggest challenge? When we are working for a VMS account, it&rsquo;s always been a challenge to compete with multiple vendors. Sometimes, though the quality of the resume is outstanding we would not be able to get the anticipated response. What are you looking forward to in the new year? I&rsquo;m looking forward to work for various accounts, variety of roles and close more deals. Wanted to take additional responsibilities, like Leading a team or Account Management. And finally&hellip; What&rsquo;s on your playlist? Unstoppable &ndash; Sia, Dreamers &ndash; Jung Kook, Baby Shark (this is for my baby), Memories &ndash; Maroon 5, Hall of Fame and AR. Rahman hits Hobbies: Cricket, Badminton, cooking and gardening (little bit). Dream vacation: Wanted to visit Hollywood in Los Angeles, CA and Niagara Falls. Tell us something we don&rsquo;t know about you? I played professional cricket and represented Inter School, College and Company level Cricket teams.</p>

Congratulations to Avinash Pappu for Receiving Harvey Nash USA's Employee Spotlight of the Month!

<p>These days our workplaces are more inclusive and welcoming than ever. One of the most heartening signs of this relatively recent shift is the de-stigmatization of mental health issues and increased openness around our employees' wellbeing. This is especially crucial during these winter months. For many, the holidays are a time of joy, celebration, and togetherness. But for those who struggle with Seasonal Affectiveness Disorder (SAD), often referred to as the &ldquo;holiday blues&rdquo;, this can be an especially difficult time&mdash;let alone getting into the holiday spirit. At Harvey Nash, our mission is to improve the lives of our workers. And we have great news for anyone who may be struggling this time of year or anyone who is just looking to improve their overall wellbeing. Interviews and Negotiations Take a Notable Shift One of the few silver linings to the recent pandemic and the Great Resignation that followed was that it created more communication and collaboration between employers and their teams. This was a time when employers were especially struggling. Many businesses lost employees at alarming rates, and hiring new talent was more difficult than ever. This set the stage for a reckoning between workers and employers. In the past few years, many of our client's interviews have gone through a notable shift. There is more of a focus on what candidates need and what employee benefits are most important to them. It has been great to see more candidates getting real and standing up for what they need&mdash;many sharing a common request for better benefits and access to mental wellness resources. Employers Got the Message When workers spoke, many employers got the message and made mental wellness benefits a priority. And these days, there has never been more resources for employees seeking help and resources to improve their wellness. Employers have been responding in kind, adding resources to help their employees feel supported and well throughout the year. Some of the most common mental wellness resources include: - Remote work options - Yoga and meditation in the workplace - Increased or unlimited paid time off - A stronger workplace culture and stronger leadership - Insurance plans with improved mental health resources (such as telehealth and other virtual mental health solutions) - Employee assistance programs and access to therapy - Candid conversations about workload and employee burnout Employers have taken other steps toward helping their employees improve their mental well-being over the past few years. They've implemented these new programs, created channels for communication between workers, and improved employee benefits. Candid Discussions re: The Holiday Blues and Mental Health In addition to improved benefits, the modern workplace is having more real, candid conversations around mental wellbeing. There are two big developments that are helping us better understand mental health and provide help for those in need: There's been an extra emphasis on discretion and confidentiality in the workplace. This is crucial for setting the expectation that the questions and concerns of workers are private and that no one will be discriminated against when asking for help. Overall, employers and their teams are working to break down the stigma of mental health issues. For years, this stigma prohibited those who were suffering from seeking help. Often an environment of acceptance and understanding can be incredibly encouraging to anyone who might otherwise feel alone or isolated in their struggles. An excellent example of the progress of acceptance and de-stigmatization in how many people discuss mental health in the workplace is Seasonal Affectiveness Disorder (SAD). Many workers these days remember the first discussions they had regarding SAD. While incredibly common, conversations around SAD only recently became more commonplace. And many of those initial conversations might not have gone very well these days, we know much more about SAD and how it can affect many workers in many different ways. Now, much more workers and their employers regard SAD as commonplace and can have frank, useful conversations about addressing this condition. Your Workplace Community and Mental Health Benefits What mental health benefits are most valuable to you? Are there resources you wish were available at your current job or in your next role? We'd love to hear from you to learn more. You can reach out to us at Harvey Nash USA.</p>

Let’s Get Real About the Holiday Blues

<p>George Lynch, head of technology advisory at NashTech, and Jason Pyle, managing director of Harvey Nash USA, take a look at digital labour, automation and robots entering the workplace. This article first appeared on ComputerWeekly.com. Smart technology should be about making people&rsquo;s lives easier, freeing them up for judgement-based tasks and giving them the data and information they need for smart decision-making A few years ago, speculation that we could be replaced by robots at work seemed rife. But it subsided among other pressing concerns and real-world events such as the Covid-19 pandemic. Now, however, with spiralling inflation leading to unsustainable salary demands, talent shortages that are only getting worse, and increased operational costs for businesses across sectors, the business case for digital labour may getting stronger. Automation increasing its penetration Digital labor is still very much on the agenda, Nash Squared&rsquo;s Digital Leadership Report reveals. Among the digital leaders that we surveyed from countries around the world, the average expectation is that nearly one in six (16%) of the workforce will be automated in the next five years &ndash; a similar percentage to the pre-pandemic results in 2019. More broadly, almost a third of digital leaders (29%) believe automation will be critical for gaining a competitive advantage over the next 12 months. Although growing at a slower pace than in previous years, the worldwide market for robotic process automation (RPA) is expected to experience double-digit growth in 2023, growing 17.5% year on year, according to Gartner research. Automation has become more widely used by enterprises, with the most common areas being IT (40% of digital leaders report some usage here), finance (31%), customer support (29%) and human resources (28%). This marks quite a progression from just a few years ago when the figures for IT and finance were only 28% and 18% respectively. Moving up the spectrum But how far and how deep will it reach? The sweet spot for automation remains repetitive, low-value, high-volume tasks &ndash; data entry, for example, or invoice matching and processing. Machines, unlike humans, don&rsquo;t get tired or make mistakes. They can work 24/7 at 100% accuracy if designed and implemented effectively. However, it&rsquo;s an area that&rsquo;s developing fast. On the spectrum of simple-medium-complex tasks, RPA used to be heavily concentrated at the simple end. But it&rsquo;s moving up the scale and we&rsquo;re now beginning to see it used in more complex scenarios. Artificial intelligence (AI) and machine learning (ML) are being built in too. Getting past the barriers Although no one knows quite how fast technology will develop, we&rsquo;re a long way from the machines taking over. Nash Squared research underlines that there remain some significant barriers to large-scale automation of tasks and processes. The top blockers cited by digital leaders were cultural resistance (48%), a lack of expertise (46%) and the fact that automation is more complicated than expected (44%). Done well, automation will allow people to take on roles that are insight-based and add more value. For every role taken away, a new (human) one will be added somewhere else. All of these factors can be expected to ease over time. Cultural resistance may be the longest-lived, but nevertheless we&rsquo;re all getting more used to the concept of automated processes, digital assistants and the general power (and convenience) of technology. Done well, automation will allow people to take on roles that are insight-based and add more value. For every role taken away, a new (human) one will be added somewhere else. And there are certain attributes that machine intelligence will never match humans for: creativity, emotional intelligence, empathy, intuition, innovation. These are things you can&rsquo;t code. The line between what technology can do and what people can do is constantly shifting. As technology becomes increasingly sophisticated, humans need to rise up the value chain. What really differentiates organizations is people and ideas, and increasingly human jobs are being expected to focus on creativity and innovation. The key for successful organisations is to have the right balance between humans and computers. Robotics may make the work humans do much more human. Key consideration for digital leaders Where does this leave CIOs and business process owners when considering automation? First, don&rsquo;t be scared of automation &ndash; and don&rsquo;t ignore it either. There is almost certainly going to be an element of &ldquo;natural selection&rdquo; here &ndash; the organizations that embrace and leverage it within their business could be the leaders of the future, whereas those that don&rsquo;t will struggle to compete. Second, focus on automation as a way of increasing efficiency and speed &ndash; but keep looking to human talent for new ideas, strategic vision and leadership qualities. Smart technology should be about making people&rsquo;s lives easier, freeing them up for judgement-based tasks, and giving them the data and information they need for smart decision-making. Third, things won&rsquo;t stand still. As leaders, make sure you are investing in your people and supporting them through upskilling, training and continuous development. Encourage individuals also to take responsibility for themselves, through study, reading and learning of their own. Businesses and individuals alike need to future-proof themselves. RPA decision map More immediately, while many businesses are a way along the automation journey, some are still at first base. Our advice here is: In conjunction with business process owners, identify the high-volume, repetitive processes in the business that may be candidates for automation. Catalogue these in a central repository. Assess whether these processes could be solved using anything other than automation &ndash; for example, by integrating them into an adjacent process or area. If not, look for an RPA/automation tool suited to your business &ndash; there is a multitude of options available in the market. Carry out a careful cost analysis to ensure the investment will be worthwhile. Choose a partner you can rely on and trust. Finding the line Automation is one tool within a complex matrix of technology and people. The key is to find where the line sits between them, and being clear about where people &ndash; whether permanent staff, contractors or outsourced talent &ndash; can add most value, and where that&rsquo;s best left to the power of smart technology. This article shared by Nash Squared blog.</p>

Why robots will make work more human

<p>As 2022 winds down, many workers are gearing up to end the year on a strong note. So, what does this look like for you? Is it more job security? A better financial footing? More quality time with your family and friends? Maybe you&rsquo;re ready to make the transition that will take your career to the next level or find a workplace that is a better fit. We want to help you start the new year on the right foot. To help you get there, Harvey Nash USA has compiled the top career advice to make the most of this last month in 2022. Improve Your Online Presence Think of your online presence as if it's your own little universe. It's all about you. The time you spend filling out the details about yourself, your skills and your career goals can be the critical information a hiring manager needs to make a decision. A good strategy for sharing on LinkedIn is to share without stressing out about search engine rankings or likes. Some hiring managers may be impressed by lots of likes. But they'll be more concerned with how you think, communicate and tackle dynamic challenges. Just like your recruiter should be doing everything they can to pitch you to your future employer, your online presence can do some of the heavy lifting in making a case for why you're the best fit in their company. In addition, a strong online presence can be instrumental to a highly competitive interview process in which hiring managers and recruiters are quickly trying to understand everything they can about you and your work. Clarify Your Goals for the End of the Year and Beyond One of the most common resolutions every year is to set measurable goals. But setting career goals may be one of the hardest things for workers to accomplish. For many people who are currently employed, defining their career goals can be difficult because, quite simply, they already have a job. Even if it's a job they don't enjoy and one they're considering leaving, without the urgency of unemployment, taking an honest assessment of your career goals might not be a top priority. For unemployed job seekers the urgency to lock down that next role and return to job security often takes precedence over clearly defining what you want and where you want 2023 to take you. But it can be handy to take even 15 minutes to sketch out what's important to you and your career and identify the ideal employers who can get you there. Job seekers who have even a rough outline of their desires will be far more likely to get what they're looking for. Make Sure You&rsquo;re Being Paid Appropriately When was your last raise? If you are one of the countless employees who are growing impatient waiting for their boss to increase their salary, it may be time to take matters into your own hands. These days, many workers are changing jobs more frequently because the pay increase, they can get in a new role is better than a merit increase in their old one. We suggest having an honest conversation with your recruiter about what you're making now and what you think you should be making. At Harvey Nash, we help candidates better understand the marketability of their skill set. We take all the information we have about you&mdash;your location, work history, and technical expertise&mdash;and put it together for a clearer picture of where you may land on your industry&rsquo;s pay spectrum. Knowledge is power. The more clarity you have around your compensation, how it compares with other workers in similar roles, and what you could make, the better. Knowing where you stand in your industry could be the key to helping you decide whether it's time for a new career in the new year. Talk To Us About Your End-of-Year Goals The best sign that you're ready for a change could be as simple as a gut feeling. We encourage workers to follow that gut feeling and see where it leads. What are your priorities for the end of the year? Are you ready to pack your bags and start fresh somewhere new in 2023? Or could you benefit from a refresher course in your industry? If your gut feeling turns out to be correct and you're ready to move on, our Recruitment Consultants can help. Harvey Nash USA offers nationwide recruiting services aimed at helping workers find their next job. Learn more about how we can help you end the year strong and make 2023 the best year for your career. Contact us today.</p>

Harvey Nash’s Year-End Career Advice for a Brighter 2023

<p>Marvin is currently working on his third contract with Harvey Nash. He is a dedicated professional and not only represents himself well but personifies the qualities Harvey Nash looks for in its contractors. Marvin's feedback on his experiences with our clients are invaluable and very useful to the team. He is truly a pleasure to work with. by Deedee Ratterman Tell us about yourself, what&rsquo;s your background? I started my career in luxury retail management working for Saks Fifth Avenue, Neiman Marcus and Burberry. In 2017, I completed my MBA in London focusing on digital marketing and project management. Upon finishing, I worked as a project management assistant for an automated digital invoicing company and next as a business analyst at Walmart. In 2019 I began working for Harvey Nash as a business analyst for demo programs at Apple. I returned to Apple in 2021 to work on the WW Digital Experience and Ecommerce team as a project manager and digital merchandising specialist. What do you like about working with Harvey Nash USA? Working as a Harvey Nash contractor has allowed me to work in wholesale and retail for Apple where I have gained a significant amount of experience in a short time frame. Additionally, I admire how Harvey Nash matches my skills perfectly to the roles which I am assigned. Can you tell us about your successes at work? I successfully created management systems for large teams and created streamlined methods for cross functional communications. I also was a part of a team responsible for launching impactful demo programs globally with an aggressive expansion strategy. Tell us something fun about yourself? Hobbies, playlist, favorite movies, I love career mentoring and keeping up on new trends in the tech industry. Additionally, I enjoy exploring new restaurants in San Francisco and cooking new recipes whenever I have the time. I have learned vegan foods can be tasty! Some hobbies include hiking and yoga. Favorite movies tend to be anything James Bond or action packed.</p>

Contractor Success Spotlight: Marvin Brooks 

<p>At Harvey Nash, our team is the heartbeat of our culture and values. They are at the frontlines with employees, clients, and candidates. We couldn't do what we do without our EPIC team! This month we are shining the spotlight on Varun Malhotra, who&rsquo;s been in the staffing industry for seven years and is currently a senior recruitment specialist on the west coast. To kick off this spotlight, here is a quote from Raman Vij about Varun. &ldquo;Varun is fantastic team member and is always hitting his placements numbers! In addition to his contribution to the team too as a helping hand.&rdquo; &mdash;Raman Vij, Vice President of Recruiting Operations Tell us more about your work, how many people are on your team, what markets do you focus on? I am a senior recruitment specialist for Harvey Nash, based on the west coast. I always make sure that our client's business needs are fulfilled with good resources. We mainly focus on placing business professionals and take every measure to serve our clients in a better way such as providing more communication and insights about the job and doing interview preparation with our candidates. Tell us a bit about yourself, how long have you been with Harvey Nash Group, what&rsquo;s your background? I have an engineering degree from Quantum University and started my corporate journey back in January 2016 as a technical recruiter. Since then, I&rsquo;ve become an experienced recruitment professional with a demonstrable history of creating effective recruiting strategies to attract and screen high quality talent, from entry-level candidates to experienced senior level professionals in specific functional areas. I've been working with Harvey Nash for 2 years. Believe me, this journey is Awesome! The kind of support and appreciation I get from the management is rare in any organization. What&rsquo;s the biggest opportunity for your business right now? Our clients are the biggest opportunity for us. We will do whatever it takes to build a great business reputation among our clients. &hellip;and what&rsquo;s the biggest challenge? The biggest challenge in my point of view is maintaining a good business reputation for our clients. Serving them with a quality product/resource with a rapid turnaround time is difficult. Still, our overall goal is to maintain this relation, and believe me, we are doing it in an excellent manner. What are you looking forward to in the new year? I look forward to continuing to serve our clients like nobody else can. And I am looking forward to helping increase the business and growth of Harvey Nash to make Harvey Nash the top vendor for our customers and clients. And finally&hellip; What&rsquo;s on your playlist? My top playlist includes 90&rsquo;s romantic hits. Hobbies: My hobbies include playing online games and watching auto sports because I love learning more about new car technologies. Dream vacation: To travel the United States! Tell us something we don&rsquo;t know about you? I love race cars cars and visit racing tracks whenever I can.</p>

Congratulations to Varun Malhotra for Receiving Harvey Nash USA’s Employee Spotlight of the Month!

<p>Frankie has been recognized on several occasions for his outstanding performance. He's been trusted to take on additional responsibilities. He takes the initiative to expand his knowledge within IT. Frankie is no doubt an exceptional IT support specialist and we're so fortunate to work with him. by Rachel Tapley, Senior Business Development Manager, Harvey Nash USA Tell us about yourself, what&rsquo;s your background? I have been doing IT support since 2014. I specialize in desktop, application, data center, and network support. I got my degree in networking and cybersecurity. Computers are my hobby. So, I am always reading up on new technology. What do you like about working with Harvey Nash USA? I like the flexibility. I can work from anywhere in the world. Can you tell us about your successes at work? I have continuously taken on more responsibilities over the last several years. I am a Knowledge Base Manager, and I am also now responsible for covering on-call. Tell us something fun about yourself. Hobbies, playlists, favorite movies... I currently read about 2-3 books a week. I am a big fan of fiction. I also have my own home networking setup and build my own computers in my free time.</p>

Contractor Success Spotlight: Frankie Walls

<p>Have you celebrated your employees lately? Here&rsquo;s an interesting statistic: Companies that regularly recognize the efforts and successes of their employees report: Reduced turnover: 63% of employees whose work and talents are acknowledged say they&rsquo;re unlikely to seek a new job Overall happier team members Higher performance, with 4 out of 5 employees sharing that being recognized for their results in higher productivity But here&rsquo;s the thing that many companies aren&rsquo;t getting quite right: Employee recognition is an art. There&rsquo;s a process to genuinely demonstrate your appreciation. And it&rsquo;s an everyday commitment rather than a rare occasion. Why Employee Recognition is Important There's a saying: "The greatest gift is the one that's given away." And perhaps nowhere is that more applicable than employee recognition. In the simplest terms, employee recognition just feels good. It feels good to uplift our coworkers and celebrate their achievements. And it's so easy. You don't even have to wait for an employee to achieve something outstanding. You can simply celebrate who they are, how they treat their colleagues and clients, their contribution to your company and its culture, and the energy they bring to the team. One of the best things about employee recognition is that it's a win-win. It benefits the recipient who naturally loves to feel "seen" in the workplace. And it benefits you as well because the more authentically positive feedback we give out, the better we feel in our own role. Maybe it sounds a bit corny. But it's actually a really big deal to establish a culture of collaboration, awareness and appreciation. However, while employee recognition can be very easy and rewarding, it needs to be baked into the way you interact with your team every day. Many businesses too often throw the usual means of recognition at their people without first creating a foundation of&mdash;and a lived commitment to&mdash;mutual respect and acknowledgment. Employee Recognition Comes ... Second? Not everyone sees employee recognition the same way. Sometimes the management team and their employees have very different perspectives on what it means to be truly recognized. The most popular forms of employee recognition may look a lot like the company happy hour or pizza party. They might include some sort of public or private call out, whether it&rsquo;s via email, a message on an application like Slack, or during a team meeting. Maybe there&rsquo;s even a certificate of achievement or a gift card involved. But for some employees, a pizza party or a gift card might land poorly, or even seem ingenuine. This is often because it feels like an empty gesture when the fundamentals of mutual care, feedback, and respect aren&rsquo;t in place first. The First Step: Establish a Baseline of Respect Employee recognition can and should show up in how you interact with your team every day. Start by asking yourself these questions. Employee reviews: Do you conduct employee reviews to discuss where they&rsquo;re doing well and where they have opportunities for growth? Are reviews scheduled regularly, or do they fall to the wayside due to poor planning or lacking prioritization? Do you share an agenda ahead of time? Are these conversations helpful and meaningful for your employees? Do they come away feeling inspired and encouraged, or confused and demoralized? Do you have a compensation policy? Do your employees know when they can expect a raise or a bonus? Do you regularly share performance metrics that have an impact on their compensation? Meetings and schedule: Do leaders arrive to meetings prepared and on time? Do they make an effort to wrap meetings up at the scheduled end time? Internal review structure: Does your company use a third-party application to request, process and deliver employee feedback with the option to remain anonymous? If so, how do you present that information? And importantly, how do you take action on the feedback you receive, and how do you take advantage of the company's opportunities to improve the employee experience? Employee recognition first means that you recognize that your employees are people with feelings. They deserve to have their time respected, to know what to expect in advance whenever possible, and to feel connected to the company&rsquo;s goals and the positive impact they can have. Remember that clarity is kindness. These simple behaviors demonstrate your commitment to respecting your employees as people. Respect your employees&rsquo; time. This can be as simple as avoiding the rescheduling of important meetings, arriving at meetings on time whenever possible, and keeping the meeting prompt and on-topic so you can wrap up at the scheduled time. Managers can and should set an example for the whole organization around promptness and courtesy, knowing that perfection is not the goal. Feel free to acknowledge when circumstances out of your control cause you to run late/over time on a meeting. Acknowledge your employees&rsquo; work effort. Whether you increase your employees&rsquo; wages annually, via a bonus program or both, a clear policy and schedule around pay raises is perhaps the most meaningful step you can take to demonstrate your appreciation for their hard work. Consider recognizing not just results, but effort. Especially in technology-driven environments where innovation and experimentation are key, when someone takes a bold risk or tries something radically different&mdash;and everyone learns something from it&mdash;that&rsquo;s a great opportunity for recognition. Ask for their opinion. Then, listen to understand first and respond second. Feedback should always be a two-way street. By investing time and thought in performance conversations, as well as listening to feedback and providing clarity about how you plan to address it, you&rsquo;ll demonstrate that you value and respect your peoples&rsquo; perspectives on how the business and culture can improve. When an employee brings an issue to you, avoid trying to talk them out of why it&rsquo;s an issue in the first place. This can be seen as gaslighting or &ldquo;bright-siding,&rdquo; and it&rsquo;s not good for the relationship. Validate their point of view, do more listening than talking at first, and then respond thoughtfully and specifically. Get Employee Recognition Right and You&rsquo;ll Win (and Keep) Top Talent Once you&rsquo;ve implemented the behaviors above and are truly living your commitment to your employees, the pizza parties, gift cards, and certificates of achievement will be well-received. Remember that these are complements to your broader approach to employee recognition, not the centerpiece. And don&rsquo;t forget to have fun in the process of helping your employees feel truly recognized, seen, heard, and valued. Get creative, walk in their shoes, and they&rsquo;ll feel the love. As a longtime talent partner of choice for the information technology industry, trust us when we say what we&rsquo;ve shared here, while seemingly simple, is the stuff of legendary workplaces that attract, hire and keep the best talent in the industry. Let&rsquo;s talk about your employee recognition program. How can Harvey Nash USA help you create a winning recruiting strategy? Contact us today.</p>

The Art (And Process) of Employee Recognition

<p>U.S. Technology Investment Expected to Grow According to Nash Squared Annual Digital Leadership Report Despite disruptions, results indicate positive momentum to continue over next 12 months New York, November 3, 2022 &ndash; While 81% of digital leaders in the U.S. have concerns about the economy, 46% still plan to increase their overall technology budget and 47% expect to grow their headcount over the next 12 months, according to the 2022 Nash Squared Digital Leadership Report. The report also indicates that organizations are keenly aware of the impact of macro issues on their business performance and expect disruptions from four main areas: the economy, their employees, IT hardware supply chains, and new business models in their sector. The Digital Leadership Report is the longest running and largest technology leadership survey in the world. &ldquo;The growth expectations expressed in this year&rsquo;s report show that companies are strongly committed to continuing their digital transformation, which will be critical for the economy and jobs moving forward given the current global environment,&rdquo; said Jason Pyle, president of Harvey Nash USA, a Nash Squared company. &ldquo;One interesting finding is which technologies are being prioritized. Data analytics is found to provide companies with a competitive advantage and U.S. digital leaders expect it to be a top investment priority in the year ahead. This is incredibly good news because clean, actionable data is the foundation for advanced technology solutions and critical to the innovation that comes from artificial intelligence and machine learning.&rdquo; The report also reveals that the aforementioned macro issues are playing out across key themes that will continue to impact the success of digital transformation in the coming year. These include: ● The Role of the CIO: 60% of organizations in the U.S. say the role of the CIO is becoming more strategic. As leaders, CIOs should be responsible for helping build a robust business that can deal with change, disruption, and rapid transformation, something especially necessary in the current environment. But CIOs and digital leaders point to two big barriers: lack of focus/too many distractions (21%) and being under-resourced internally (17%). In order to tackle this problem, CIOs need to educate the entire C-suite about the broader digital agenda and why investment is paramount. ● Skills Shortage: When it comes to the skills shortage, the U.S. is still struggling to recruit and retain talent with 59% of digital leaders saying it&rsquo;s preventing them from keeping pace with change. However, this is down from 69% in 2021, indicating a positive trend moving forward. Flexible work arrangements are likely fueling the shift as only 5% of companies will require employees to come into the office five days a week. ● Women Tech Leaders: There is still a long way to go in growing female tech leadership despite an impressive increase in 2021 when it rose to 21% from 13% the year prior. However, in 2022 it has leveled off and remains at 21%. Tackling this challenge requires a wide range of interventions starting with engaging more girls in STEM studies at the elementary, middle, and high school levels. Mentorship programs, skills training, and advancement opportunities can also help grow and promote female tech talent into leadership positions. On a positive note, 64% of tech teams are between 20 - 74% female, showing there is a growing representation of women in tech. ● Cybersecurity: 62% of respondents felt like their organization&rsquo;s most reasonable risks were covered but 27% have been subjected to major IT security or cyber attacks over the last two years, and cybersecurity remains a critical frontline defense against global threats. As a result, cybersecurity remains a top priority with more resources being funneled to it. Yet, cybersecurity talent remains scarce with 43% of digital leaders reporting a skills gap in this area. ● Sustainability: Technology can play a big role in sustainability, but U.S. companies require a lot of education in this area. 44% are not using technology to measure their carbon footprint and 23% are not attempting to improve the carbon footprint of their technology. Digital leaders don&rsquo;t believe this responsibility falls on their shoulders and they see it as a single person&rsquo;s job, versus being a part of everyone&rsquo;s responsibility. However, of those surveyed, just 26% employed a dedicated head of sustainability. This means others in the organization, including the CEO and COO, have to work it into their already busy schedules. &ldquo;Economic headwinds are gathering and indicators are turning negative &ndash; but despite or even because of this, businesses know that investment in technology remains crucial. Both to maximize the efficiency of what they already have and to become more agile and responsive in highly unpredictable conditions, technology is the key enabler. While technology investment intentions stand at their third highest level in over 15 years, there are signs some businesses are re-prioritizing where to spend their money,&rdquo; said Bev White, CEO, Nash Squared. &ldquo;The reasons for this are understandable, but organizations should be careful not to cut back too deeply &ndash; they run the risk of falling too far off the pace to catch up again, leaving a long-lasting dent to their competitive positioning. Meanwhile, another area that truly demands ongoing investment is cybersecurity. The threat environment is highly charged, and the rise in concerns about foreign power activity is striking. The world has become a more dangerous place in 2022. Businesses must take robust defensive steps accordingly.&rdquo; About the Report The 2022 Nash Squared Digital Leadership Report is the world&rsquo;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. This year a survey of 1,785 digital leaders across 82 countries took place between July 20, 2022 and October 10, 2022. You can register for the launch event, which takes place on Wednesday, November 9, at 3:00 pm GMT here. To request a full copy of the results, please visit https://www.nashsquared.com/dlr. About Harvey Nash USA Harvey Nash USA is a part of Nash Squared, the leading global provider of talent and technology solutions. Our network spans 2,800 colleagues across 16 countries and provides a uniquely broad range of service capabilities, from recruitment and workforce management to software development and technology solutions. We bring these together to address the unique challenges of our clients both now and in the future. Harvey Nash works with clients, both big and small, to deliver a portfolio of services: IT recruitment, IT outsourcing/offshoring and executive search. To learn more, please visit www.harveynashusa.com and LinkedIn, Twitter, Facebook and YouTube. About Nash Squared Nash Squared are the leading global provider of talent and technology solutions. We&rsquo;re equipped with a unique network that realizes the potential where people and technology meet. For over three decades we&rsquo;ve been helping clients solve broad and complex problems, building and transforming their technology and digital capability. Media Contacts: Karen Pressman ClearEdge Marketing kpressman@clearedgemarketing.com Brenna Barnett Harvey Nash USA brenna.barnett@harveynash.com</p>

U.S. Technology Investment Expected to Grow According to Nash Squared Digital Leadership Report

<p>Recently, I got to see Rachel in action! It all started with a call from one of our clients who reached out to our team stating that a contractor didn&rsquo;t report to work. Without hesitation, Rachel contacted the contractor to see if everything was okay. Unfortunately, they had a serious medical emergency at home alone, and her quick action led to the rapid deployment of a medical team. Thanks to Rachel, this story has a happy ending. This is all thanks to Rachel&rsquo;s quick response to reach out, listen, and help make a difference in the life of a fellow Harvey-Nasher. It makes me so proud to work beside her! &mdash; Lisa Keiser (HR Director) Rachel Hutto, Client Delivery Manager at Harvey Nash USA, 8 years Tell us more about your business, how many people, what markets do you focus on? I am a Client Delivery Manager in the US working out of the Franklin, TN office. I currently oversee a portfolio of 6 clients, mostly MSP clients with around 300+ contractors. Tell us a bit about yourself, how long have you been with Harvey Nash Group, what&rsquo;s your background? I have been with Harvey Nash US for a little over 8 years. I have a degree in Elementary Education, but totally changed my career path right after college and first pursued a career in Sports Marketing and Event Planning. I was introduced to the staffing industry by a friend and former colleague and have happily been here ever since! What&rsquo;s the biggest opportunity for your business right now? There are a few clients on my portfolio that we have been able to grow consistently over the last few years. However, our team is always looking for more strategic and efficient ways to further that growth to reach milestones we haven&rsquo;t been able to reach before. I&rsquo;m really excited about some changes we are making to better support our clients and contractors and to see what kind of growth we can accomplish in the new year. &hellip;and what&rsquo;s the biggest challenge? I think the biggest challenge we are always facing is knowing how and where to shift our focus to best support our clients, especially in the current market and economy. Each day we are looking to find specific areas we can improve in amongst ourselves while also navigating the unique challenges that each of our clients present. But the growth I mentioned earlier, which is great, is also a consistent challenge! But I am proud to be a part of a team that is always been motivated to put in the work to reach those new heights. What are you looking forward to this holiday season? Anything specific on your wishlist? The holiday season is my absolute favorite time of the year, especially Christmas. I have loved Christmas since I was a little girl and taking part in all my family&rsquo;s traditions. My husband Alex and I have a 2.5-year-old son, Jack, and starting our own family traditions has been so much fun. Jack loved Christmas last year, but I have a feeling at his current age it will be even more fun this year! And finally&hellip; What&rsquo;s on your playlist? Mostly country and Christian music at the moment! Hobbies: I love being outdoors and spending a lot of time at the beach, pool, and lake during the summer. I love to walk, run and work out (when I make time for it!), but lately my favorite thing is just making memories with Alex and Jack. Dream vacation: My husband and I would love to take our family to Hawaii one day! Tell us something we don&rsquo;t know about you? I am a huge sports fan! I&rsquo;ve grown up watching and attending games of the Tennessee Volunteers, Tennessee Titans, and the Atlanta Braves. Jack enjoys it now too which is so much fun!</p>

Congratulations to Rachel Hutto for Receiving Harvey Nash USA’s Employee Spotlight of the Month

<p>It&rsquo;s hard to believe just a few short years ago that interviewers would need to conduct four or more interviews to fill an opening at their company. But for many, this was the status quo in applying for a job. And if you were frustrated by this process, we get it.  Some good news for anyone considering a job in tech: the days of meeting with multiple offices and several interviews look to be over.  Why So Many Interviews?  Put yourself in the shoes of the hiring manager. They have a lot riding on their next hire. They want to make sure their newest employee is going to be a highly successful addition to their team. They need to be as certain as possible that their candidate is not only great at interviews but, once hired, will be the very best employee. The strategy behind multiple interviews is to cover all the bases and weed out applicants who are not a good fit, and who can demonstrate verifiable results and skills. So while multiple rounds of interviews can be taxing, it&rsquo;s nothing personal.  That&rsquo;s why it's not uncommon for interviews to extend to a third conversation. Sometimes it helps to keep perspective once you're this far along in the interview process. Imagine your hiring manager is buying a car. It makes sense they&rsquo;d want to test drive it and learn as much about the features as possible. Is a Third Interview a Red Flag?  Tech talent is in such short supply, and there is such a great demand to hire, that several interviews and a lengthy vetting process can be a red flag or it could be a positive sign. It's more complicated than a cut-and-dry scenario. So here are some things to consider when facing a third interview: Is the hiring team organized? Have they been sharing notes? Have they been discussing results? How substantial were the first two interviews? Are they being transparent about the overall process? You can tell a lot with these questions. Are you making headway in the vetting process? Or do you feel like you're being passed around the office? If you feel like you're spinning your wheels in "interview limbo," it may be a bad sign, and might be time to move on.  How Can You Help? These days, many candidates are frustrated with an overly lengthy interview process, and rightly so. That doesn't mean you don't have any influence over the process.  Remember: you are the main player in your next hire. Stand up for yourself. Be clear with your prospective employer about what's suitable for you&mdash;what you need. If you're unsure about your next interview steps, hiring timeline, or when it's appropriate to follow up with a hiring manager, ask.  You might be surprised to learn just how busy some hiring managers are and, when pressed for more information, they're often more than willing to cut to the chase and discuss your application in frank terms. Moreover, they may even appreciate the assertiveness that demonstrates your enthusiasm for the role, and your eagerness to become part of their company.   Get Hired Now Do you need more guidance throughout the recruiting process? We can help!  Harvey Nash USA is one of the most trusted recruiters for tech and other industries. Let's work together to help you find the role that's right for you! Contact us today.</p>

What to Do If You’re Called for a Third Interview

<p>The tech industry has come a long way in recent years to diversify its workforce. However, there are still many opportunities to attract and retain women. But how? The strategy for hiring and retaining more women in tech has been over complicated and seemed too far off to be a viable solution (more on that later). But from the recent findings of our Digital Leadership Report, we discovered some surprising statistics that may indicate the immediate solution could be much more simple. Let&rsquo;s take a look at some evolving statistics and examine how the strategy to get more women in tech could have been right there all along. Why So Few Women Get Into Tech From the employer&rsquo;s perspective, there just isn&rsquo;t enough female talent to choose from in tech. One report found that &ldquo;the lack of advancement of women technologists is staggering: the representation of women technologists declined by 50% from entry to mid to senior and executive levels.&rdquo; Tech has long been a male-dominated industry, one that women simply don&rsquo;t see themselves in. Women need to see themselves in this industry and believe that they&rsquo;re just as good at it as anyone else. And when things get increasingly competitive, they need to be encouraged early to stick with it. Perhaps getting more women to join and stay in STEM careers is a society-wide responsibility. If we can create a pipeline from early education and nurture them throughout their schooling, we may see more women staying on this career path and bringing with them a wealth of talents and skills. One such strategy, workplace Diversity, Equity, and Inclusion (DE&amp;I) initiatives, have been trying to do just that. A Decade of Slow Growth Many employers are finding their DE&amp;I initiatives aren&rsquo;t getting results. According to a 2016 report from the National Center for Women and Information Technology (NCWIT), women represented just 24.4% of U.S. computer professionals. That same report found that women held just 26% of all computing occupations (down from 36% in 1991) and represented 15% of computing entrepreneurs. You'd think the industry would have made substantial gains in promoting and retaining its female talent in the six years since that report's publication. But just as recently as Harvey Nash's Digital Leadership report in 2021, we found that just 12% of digital leaders were female. Why Many DE&amp;I Solutions Don&rsquo;t Seem to Fit Many employers would understandably be quickly overwhelmed by the amount of work there is to do to create more diversity, equity and inclusion in the workplace. A quick Google search yields several articles with similar solutions including: Developing a clear vision for inclusion in your company Transparent reporting on DE&amp;I initiatives Creating employee support networks Promoting a more inclusive workplace culture Developing a diverse pipeline of women in tech These are critical steps every employer should take to eliminate the barriers to entry for women, make their workplace more inclusive, and put an end to the pay disparity between men and women. These are all positive and proactive adjustments you can make in your workplace to attract more women to the industry. But many employers want more diversity now. They have an immediate need to hire. So, these strategies often seem out of reach for the near term. It&rsquo;s one of the ways many employers might feel that hiring and retaining women in tech is too complicated and time consuming, and their pressing need to hire takes priority. Surprising Findings: The Right Strategy Could Be the Simplest What if a simpler solution was the best solution? One of the surprising findings of our Digital Leadership Report was that just 6% of employers have tried working with mandatory hiring benchmarks and just 8% have tried candidate shortlists. With numbers this low, we can assume that only a few employers were working with a recruiter to create a gender-neutral recruiting strategy which, this article describes as a more &ldquo;flexible recruiting approach that takes into account women&rsquo;s specific needs and aspirations.&rdquo; There is no question that employers want to hire women but have yet to tap into a successful strategy. The solution could be as simple as the one they have yet to try: adjusting your recruiting metrics and/or developing a gender-neutral recruiting strategy. Ready to Try a New Way? Could your ranks use more female technologists who are some of the best and brightest talent? If you want to hire more women into tech roles, we can help. Harvey Nash USA is committed to creating more diversity, equity and inclusion&mdash;not just for the long term, but to serve your hiring needs now. If you want to help your workplace evolve while elevating the tech industry to achieve more today, contact Harvey Nash USA.</p>

Why We're Still Struggling to Get More Women in Tech

<p>Raymond joined the Site Reliability Engineering Team. He immediately started to contribute not only to projects he was initially brought in but also partnered with Staff level SREs on other complex initiatives, including large migrations of a few services. He has received great feedback on his performance from the Hiring Manager several times. - Tomasz Wojtowicz, Senior Technical Recruiter Interview with Raymond Evelyn, Senior Site Reliability Engineer, 2 Months Tell us about yourself; what�s your professional background? My background is Network Engineering that transitioned to the cloud with DevOps, SRE and Solutions Architecture. I am very passionate of anything cloud and automation and how software practices can be leveraged to produce Infrastructure as Code. I particularly enjoy working with developers to get source control repositories prepped with code and pipelines and seeing an idea come to life to solve product or services for business objectives. What do you like about working with Harvey Nash USA? Harvey Nash is a great place to work. Honestly, they have HR related topics and processes very well organized from the interview phase all the way down to onboarding, contract management and health insurance not only from the web applications provided but the people behind them. Tom W. and the rest of the team are incredible. They follow up send you emails and call you just to make sure everything is going ok. You don't find many companies that do this. They genuinely care about you... Can you tell us about your successes at work? (Please keep client confidentiality in mind) I have worked with several companies throughout my career ranging from the service provider world in telecom, to Mixed reality devices, ecommerce, retail, SAAS providers, and software creators. Each one has presented different challenges and success stories. I enjoy working on things that unite technology with humans and provide capabilities that are useful to us in a meaningful way. Many sweet moments that I will cherish for a long time... Tell us something fun about yourself. Hobbies, playlist, favorite movies, My hobbies are spending time with my family, tinkering in my home computer lab, weightlifting, and reading about tech."</p>

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