Adam Thomson

Encouraging to see signs of recovery in the UK staffing market, with March figures showing a 12% rise in permanent placements and an 11% uplift in contract roles, according to APSCo and Bullhorn. After a slow start to the year, this kind of movement is welcome. It suggests a degree of renewed employer confidence, perhaps a push to lock in talent ahead of the National Insurance Contribution increase. But it’s impossible to view this in isolation. With talk of a global recession gaining traction and US tariffs back in focus, there’s no doubt macroeconomic pressures are looming large. These external factors could easily influence hiring appetite in the months ahead. That said, we’ve seen before that resilient sectors and adaptable staffing models can still find growth in uncertain times. The data feels cautiously optimistic, and for now, it’s a step in the right direction. https://lnkd.in/eyZrxd4D

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Recruitment is changing faster than most agencies are willing to admit. CV scanning, manual shortlists, and gut-feel interviews don’t scale — and they don’t compete with AI that can read thousands of profiles in seconds, match skills objectively, and remove bias from first-round screening. This isn’t a threat to recruiters. It’s a warning. AI won’t replace recruiters, but recruiters who use AI will replace those who don’t. #RecruitmentTrends #AIInHiring #FutureOfWork #HRTech #TalentAcquisition

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🇬🇧 Big Moves for SAP in the UK – 2026 🚀 HMRC Partnership: SAP is modernising the UK tax system with UK sovereign cloud + AI for smarter, secure services. ☁️ Cloud Transformation: Companies like Amey & Nestlé UK are moving to S/4HANA Cloud to streamline operations. 🛍️ Retail & Media: New Look & News UK are leveraging SAP for smarter retail & procurement. 🤖 AI Growth: UK businesses are set to boost AI investment by 40% — SAP is embedding intelligence directly into ERP. 🔒 Support & Security: Extended S/4HANA on-premise transition gives clients more time to migrate safely. 📈 2026 is shaping up to be a landmark year for SAP in the UK. Are you ready to be part of it? 💼 Need SAP talent or looking for your next SAP opportunity? Whether you’re a company looking to hire top SAP professionals in the UK or a candidate seeking your next career move, I can help connect the right people with the right opportunities. Get in touch and let’s make it happen! sofia@maslowassociates.com / 07418 376358 #SAP #S4HANA #CloudERP #UKTech #AI #DigitalTransformation 

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Why HTTPS Alone is No Longer Enough – Interoperability 🌐 Every Department, agency and supplier system holds part of the picture. Yet too often, those systems still can’t talk to each other easily or securely. Data gets copied, re-uploaded and re-formatted just to move between environments. Each handover adds delay, risk and confusion and drains staff time that should be spent on delivery, not manual workarounds or reconciliation. It also creates a growing reliance on expensive, porous middleware that tries to connect systems never designed to work together. Across Government, that’s months of lost productivity and millions wasted every year. The problem isn’t just the wires — it’s the model. HTTPS was built to connect two endpoints, not for complex multi-system collaboration. Government needs an efficient way to share data across systems with proof, where every record is cryptographically signed at source, validated against a shared schema, and carries its own immutable event history. When interoperability fails, the effects ripple everywhere: budgets skew because figures don’t align, dashboards can’t be defended and policy or project decisions get made with partial insight. It’s frustrating, expensive, risky and erodes confidence. The answer isn’t another costly data lake or more middleware patchwork. It’s an upgraded, sovereign infrastructure layer designed to enable federated, verifiable data exchange that keeps information where it is, translates formats in milliseconds and enforces policy at the data layer — so departments and suppliers can work together securely without ever losing control of their own data. When systems interoperate securely, the value doesn't grow linearly, it grows exponentially. Metcalfe’s Law explains this perfectly, every new trusted connection doesn’t just add value, it multiplies it. The more departments, partners and platforms that can share verified data, the more efficient, accurate and insightful the whole network becomes. That's the outcome of true interoperability. Not only faster pipes, but with mathematically trusted data that everyone can act on confidently, efficiently and without duplication. If you're currently working in data architecture, integration or digital transformation, this is one of the topics we’ll be exploring in our upcoming online session on November 6th — message me with your email address if you'd like to join. #Government #Interoperability #DataArchitecture

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I see the same issue across many SAP programmes. Projects stall not because talent is missing but because the need is never properly defined. A big issue lands in the SAP programme, internal pressure builds, and suddenly the request goes out. We need an SAP consultant. But when I ask the first three questions it is obvious. The need is not scoped, the role is not defined, and everyone is guessing. That is why briefs get vague. That is why the wrong CVs show up. And that is why deadlines slip. When I work directly with hiring managers, we break it down properly. Not we need an SAP consultant but we need someone who can stabilise the FI CO stream, coordinate with the offshore team, and prevent further slippage to the timeline. That clarity turns SAP hiring from a bottleneck into a fast and reliable process: - 10 day time to hire - Near 1 to 1 interview to CV ratio - Projects moving again Clear brief. Right talent. Fast delivery. That is the whole game. Reach out if you want to make it yours.

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Many HR, Talent and business leaders are waiting for governance, best practices, and ethical guidelines before fully integrating AI. AMS CEO Gordon Stuart reveals his insights on the future of ethical AI in hiring, following the launch of our industry-first Global Ethical AI Charter. This framework, signed by our distinguished AI Ethics Board, establishes vital standards for the use of AI in talent acquisition. Learn more in his interview with HR Brew: https://lnkd.in/eWuNezv6 Learn more about the Charter, our AI board, and the future of AI-enabled TA: https://lnkd.in/eY9JBuXE #Leadership #Recruitment #ArtificialIntelligence #EthicalAI #TalentAcquisition #HRTech #ResponsibleAI #AMSaiCharter

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Let's face it, cyber threats are evolving fast, but is your hiring strategy keeping up? In his latest article, James Walsh - CISMP, Business Director for Cyber Security at Hays UK&I, uncovers why traditional cyber security recruitment models are falling short and explores how a skills-first, inclusive approach can help you build a resilient defence team. Check out the full piece here to learn more, to ensure you're prepared for the ever-evolving cyber threats: https://lnkd.in/eM_GwzXZ

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The start of 2026, Technology and IT recruitment across the UK and Europe is becoming more targeted, more competitive, and more closely aligned to business outcomes. While demand remains strong across the board, there are a few key sectors where hiring activity is set to accelerate significantly. The main 1 is AI, Data & Machine Learning which will continue to dominate recruitment plans. Companies are moving beyond experimentation and into real-world deployment, driving demand for data engineers, ML engineers, AI product specialists and governance-focused roles. Other areas :- - Cybersecurity & Cloud Infrastructure will remain critical hiring areas. - Green Tech & Sustainable IT is another sector gaining real momentum across Europe and the UK. - Smart Building Technology emerging a hot area with IoT and BMS/Control platforms. As a technology recruiter, my focus is on helping organisations hire for the future, not just the immediate need. That means advising on market availability, shaping realistic role requirements, and building talent pipelines in skills-short areas. For candidates, it’s about identifying where long-term demand is heading and aligning skills accordingly. The most successful businesses and professionals will be those who stay adaptable, invest in learning, and take a long-term view of technology and people. With the right hiring strategy, clear career planning and strong recruitment partnerships, 2026 can be a year of growth, resilience and opportunity. If you’re planning technology hires or thinking about your next career move in the UK or Europe, I’m always open to a conversation. Lastly, look how beautiful London looked this morning. #Technology #IT #Recruitment #Partnerships #2026

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IT Leaders are in demand According to a a study by EY, finance firms have stepped up their hiring for directors with tech experience. Over the past 12 months, 52% of all new board directors appointed to UK financial services firms have that experience, up from 36% during the previous year. Technology is no longer perceived as 'back office' particularly as firms approach the new challenges from AI and cyber security threats. To put this into perspective, the demand for tech directors exceeds the demand for corporate finance specialists (48%), accountancy (44%) and sustainability (28%). If applicants have Silicon Valley experience, they are even more in demand. It explains why tech recruitment and search firms operating in financial services are noticing a surge and leading the way out of the down turn. What other trends are you noticing? _________________________ If you enjoyed this post, please share it with your network and follow me, Simon Gee for my insights and daily content about the staffing sector.

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AI is changing the way businesses hire, manage, and engage contingent talent. At ProcureCon Berlin, Pontoon’s Christian Lortz shared powerful insights on how AI is driving this shift—from skills-based hiring to automated compliance. Great read for anyone exploring AI in workforce strategy:

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