Thomas Houlihan

“100 applications within 24 hours. None of them are right.” That’s how the call started. Series B fintech. Hiring a Senior/Staff backend engineer (Java/Kotlin). Role open for 3 months. Plenty of CVs. Plenty of “10+ years Java”. But no hires. Every profile ticked the same boxes - Spring Boot, microservices, AWS. On paper, they were exactly what you’d expect from a senior JVM engineer. In interviews? - Surface-level answers. - Little ownership. - No real examples of building or scaling anything meaningful. That was the turning point. We stopped filtering for years of Java and started filtering for evidence of impact: - Who had scaled high-throughput systems? - Who had made hard trade-offs under pressure? - Who could explain why something broke, and what they did next? I mapped a tighter pool from payments, real-time platforms, high-scale environments. Sent 3 profiles. One stood out immediately - had rebuilt a payments orchestration layer and could talk through every decision, compromise and failure. Offer out in 2 weeks. Accepted. It reinforced something I’m seeing more and more: “10 years of Java” is becoming a weak signal. The real differentiator is problem-solving in high-impact systems. Are you still screening for time served, or for what engineers have actually solved?

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The UK-US Tech Prosperity Deal is set to reshape the hiring landscape in the UK. Here are a few key changes we’re expecting: 1/ 120,000 new GPUs → demand will rise for AI/ML engineers and infrastructure specialists. 2/ AI Growth Zones → new regional hubs (like the North East) will see concentrated hiring activity. 3/ Salary pressure → competition for scarce skills could push compensation upwards. 4/ Long-term planning → 3–5 year pipelines will become as important as today’s hires. At Arc, we’re already working with clients and candidates to prepare: ✔️ Identifying and securing AI/compute talent early ✔️ Tracking how comp and skills trends are shifting ✔️ Supporting specialists as they plan their next career moves The infrastructure investment is huge — but it’s people who will make it succeed. #TechHiring #AIJobs #UKUSTechDeal #Recruitment #ExecutiveSearch #Search #TalentStrategy #ArcSelect #ArcITRecruitment

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📉 Lack of talented Full Stack Engineers in the UK market 📉 It is no secret that there is a shortage of top tier talent in the full stack market at the moment. One client I worked with told me they were doing over 80 interviews before putting an offer in front of someone! Thankfully, I have spent a long time understanding the right talent in this space, and helped reduce this to 8 interviews! As a result I am representing some standout engineering leaders who have driven impact across AI, cloud, and enterprise platforms. They’ve: • Replatformed a global-scale system with modular monorepos, CI/CD, serverless caching, and Next.js 15 at the AWS edge. • Built an AI-powered media platform with LLMs, voice/video synthesis, secure auth, and automated QA. Sound too good to be true? Drop me a message, like, comment or share for more information on how I could help you 👍 #Fullstack #hiring #ai

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The Western European talent well is dry. Stop digging.  If you’re still waiting 12 months to fill a Senior DevOps Engineer role in Munich or Amsterdam, you aren't being optimistic - you’re falling behind. As a founder in pan-European recruitment, I’m seeing the 2026 reality shift: The most resilient companies aren't just hiring, they are building. If you aren't establishing a nearshore hub today, you’re risking your ability to scale tomorrow. Here are a few brutal numbers: 🔵 𝟱𝟳.𝟱% of EU enterprises now report ICT vacancies as "hard-to-fill" (Eurostat 2025). 🔵 Germany alone is short 𝟭𝟰𝟵,𝟬𝟬𝟬 IT pros (Bitkom 2025). 🔵 Sweden and Denmark officially cite talent shortages as their #𝟭 obstacle to growth (Gov.se). Nearshoring to Poland, Romania, or Bulgaria isn't about "cheap labor"- it's access to 𝟯.𝟱𝗠+ specialists (Dreamix 2025). 𝟱𝟮% of execs now prioritize nearshoring for capabilities, not just costs (Deloitte 2024). Yet you still save 𝟰𝟱-𝟲𝟬% vs. DACH (nCube 2026). But here's what most overlook: access to talent matters, but retention matters just as much - hubs survive in cities where lifestyle makes engineers settle for years, not just show up for a 2-year payday. Hubs take years to mature. By the time your "strategic plan" becomes "urgent," the premium teams in Warsaw and Sofia will already be wearing your competitor's logo. So it's never too early to start building your hub. The window is closing. Are you building, or waiting for a miracle?

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I’ve spoken to a few clients this week who are saying the same thing: “We’re getting CVs, but not the right level” “Everyone looks similar” “No one stands out technically” At the same time, the strongest engineers are still: Fully booked Being extended Or moving via network, not job ads The gap right now isn’t volume - it’s quality. If you’re hiring and struggling to find strong data engineers or analytics engineers, happy to share what good looks like in the current market. #DataEngineering #AnalyticsEngineering #DataContracts #TechHiring #AI #DataJobs

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💰 Software Developer Salaries in Wales – Aug 2025 Snapshot 💰 Thinking of hiring or making a move in tech? Here's a breakdown of what Software Developers and Engineers are earning across Wales right now: Interestingly, The Median Salary for Software Developers in Wales is £42,473 per year, showing a 5.88% increase from 2024, but compared to the national average Wales is still 13% below this! Salary Ranges based off major hiring spots in Wales are reported to be: Junior/Graduate level Software Developers - £28,000 – £35,000 Mid-Level Software Developers: £42,000 – £50,000 Senior Software Developers: £55,000 – £65,000+ Lead Software Developers: £65,000 - £80,000 Regional Highlights Wrexham: £53,933 Cardiff: £45,830 Swansea: £43,183 Newport: £37,730 Salaries are rising steadily, especially in Fintech, AI, and cybersecurity. With the increase in digital transformation and cloud migration in multiple public sector organisations this could also be the reason for an increase in Software Development resources. We are also finding that Hybrid and Remote roles are pushing compensation higher in competitive regions to compete with other areas of the UK. Whether you're benchmarking for hiring or planning your next move, drop me a DM for a more detailed 2025 Salary Bench-marking document 🙌. #recruitment #salaries #technology *Information is based off 153 adverts/salaries reported around 18th August 2025.

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If you’re planning to hire in Q1, don’t wait for Q1 to start looking. There are senior engineers out there who are passively exploring options and they all have 1-3 month notice periods at their current roles. Meaning if you start your hiring process in January, your new senior dev is realistically starting in March or April. But if you start having conversations now, you secure the talent before everyone else wakes up after the holidays. The companies that move early always win the best people. The companies that wait end up fighting over whoever’s left. Just something to think about if “hiring in Q1” is on your roadmap. #JavaScript #TypeScript #SeniorEngineer #Developer #Hiring #Product #JS #TS #React

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Replacing a Principal Java Engineer is not always a recruitment problem. Sometimes, it is a delivery risk. A London payments firm came to us after their lead Java engineer resigned mid-project. They had tried direct hiring. They had used their network. But they were not finding the right person. The reason? They did not just need a Java developer. They needed someone who could step into a live platform, strengthen architecture, support senior engineers, and protect delivery under pressure. That changes the whole search. Here is how we thought about the brief. #Java #JavaEngineering #TechHiring #PaymentsTech #SoftwareEngineering #Xist4

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Strong perspective Jidz. This way of working is already driving meaningful outcomes for our clients — and it sets us apart in a crowded market.

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Wondering how to get your job application noticed in the crowded UK dev market? I've been chatting with a lot of software developers recently, some early in their careers, others with years of experience, and one thing keeps coming up: "How do I actually stand out?" The truth is, the UK dev job market is tough right now. But I’ve seen what works (and what doesn’t), and I wanted to share a few tips that have helped candidates land interviews, and offers. Here’s what I’d recommend if you’re applying right now: 1. Customise, customise, customise - I can’t stress this enough: tailor your CV and cover letter for every role. Show how your experience matches their needs. Make it super easy for someone to see why you're a great fit at a glance. 2. Build (and show) cool stuff - Your GitHub or personal site can speak louder than your CV. Share real projects, ideally something beyond a to-do list app. If you've used a company’s API or built something relevant to them? Shout about it! 3. Let your passion show - Make it clear what kind of work excites you, whether that’s fintech, AI, or clean architecture. Add a bit of personality to your LinkedIn or portfolio. It helps you connect with the right teams. 5. Network is your net-worth - Go to meet-ups, tech events, comment on posts, send friendly DMs. A lot of roles never get posted online. The more people who know what you’re looking for, the more chances you’ll get. 6. Stay sharp with in-demand skills - Keep an eye on what’s hot in the UK, Java, JavaScript, C#, and cloud stuff are still in demand. Even just having a recent course or project to show you’re staying current can help. 7. Don’t get discouraged - You’ll hear nothing back from some roles. That’s normal. If a job feels right but you haven’t heard back in a couple of weeks, follow up! It shows you're proactive, not pushy. 8. Make your online presence count - Your LinkedIn and GitHub should clearly show what you're about, your skills, interests, and what you’re aiming for. This is often the first thing someone sees before they even open your CV. - Final thought: If you’re applying right now, especially as a junior, just know it’s normal to feel stuck sometimes. The first job is often the hardest to get, but once you're in, everything gets easier. Keep going, keep building, keep learning. And if we’re connected, don’t hesitate to reach out. Always happy to offer a bit of advice or point you in the right direction. #SoftwareEngineering #TechCareers #UKJobs #DevCommunity #JobSearchTips #CareerAdvice #RecruiterLife #SoftwareDeveloper #HiringTechTalent

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🔒 Guarantees Every Outstaffing Agency Should Offer When you partner with an agency, insist on:   👉 Replacement window 🔁🧑‍💻 Swap a dev free of charge if skill-fit misses 👉  Trial period ⏳🧪 2-week “try before you buy” ramp-up 👉 SLAs 📈⚡ Defined response times for blockers, bugs, escalations 🗣️ Ask your vendor about these — or ask us how we deliver on every project.

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HIGHEST UNEMPLOYEMENT RATE SINCE COVID 😐 The latest figures reported by Sky News show UK unemployment has hit its highest level in nearly five years. On paper, that suggests a cooling market. But in software engineering, cloud and test, the reality is more nuanced. Yes, hiring has become more measured. Budgets are tighter. Approvals take longer. Headcount plans are scrutinised line by line. But demand has not disappeared. It has evolved. Here’s what I’m seeing across the tech market: 🔹 Software Engineering Businesses are prioritising engineers who can deliver real product impact. Strong fundamentals, commercial awareness and the ability to ship clean, maintainable code matter more than ever. 🔹 Cloud & Platform Cloud cost optimisation, infrastructure resilience and security are high on the agenda. Companies still need experienced cloud engineers, especially those who understand scalability and efficiency, not just deployment. 🔹 Test & QA Quality is becoming a competitive advantage. Automation engineers and SDETs who can embed testing into CI/CD pipelines are incredibly valuable in a market where releasing unstable software is simply not an option. What changes in a market like this? • Hiring becomes more strategic • “Nice to have” roles disappear • Bar for technical and behavioural fit rises • The best candidates still move quickly For companies, this is a chance to hire deliberately and strengthen core engineering teams. For engineers, it’s about positioning yourself around impact, ownership and measurable outcomes, not just tech stacks. Markets shift. Strong engineering teams are built in both up and down cycles. If you’re hiring across software, cloud or test in 2026, or you’re exploring your next move, I’m always happy to have a conversation. #SoftwareEngineering #CloudComputing #QA #TechRecruitment #Hiring #PureResourcingSolutions

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“We’re looking for great developers, but we don’t want to pay a recruitment fee.” Makes sense, right? Doing it yourself is always cheaper in the short term. Until it’s been 3 months and either no one sticks or your cheap hire turns out expensive. We spent weeks talking to a startup that was running over capacity. They needed people. Urgently. But working together? “Too expensive.” Fine. We decided to prove ourselves. No contract, just trust and a verbal agreement. That is how we work 🤷‍♂️ We sent 7 solid Dutch speaking candidates from the region, all with relevant domain experience. He wanted to meet 3 of them. Sounded promising. And to be fair, the developers were excited too. But then it went off track. Interviews were messy, no preparation and expectations completely unrealistic. The developers came back with: “What the hell was that? I did not feel taken seriously at all.” And suddenly we are the problem. Too expensive and not delivering. Look. You can blame the market, the developers or the recruiters. But if great candidates do not take you seriously, the problem is bigger than sourcing. Hiring starts with you. Culture. Preparation. Respect. And yes, that takes effort too. Should we have signaled the red flags? Probably.

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Platform Engineering roles are continuing to grow in popularity across London. 1 in 3 DevOps hires in London now includes Platform Engineering in the title, as companies look to build internal developer platforms that are shipping faster and reducing operational overhead. Top skills that companies look for in these roles; Kubernetes & container orchestration Terraform / Infrastructure as Code CI/CD & automated pipelines Cloud-native platforms (AWS, Azure, GCP) The market rewards engineers who can build platforms developers actually want to use!

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If you're a CEO in a scaling tech/financial services business, here's who you should be speaking to I’m representing a Germany based CTO who has led 100 plus engineering orgs inside regulated fintech environments BaFin regulated and MD licensed Led cloud transformations across AWS, Azure and GCP Currently responsible for AI strategy at group level within a major Tier 1 Bank The person you bring in when: You need tech to unlock revenue The tech culture is a mess and needs leadership You want to professionalise engineering ahead of serious growth or an exit You are done firefighting and ready to scale properly You need someone who understands regulation without slowing the business down Strong operator Commercially sharp Comfortable bridging board and engineering Sees chaos as a welcome challenge Looking for a CTO role in a product led, scalable business If you are building something serious in fintech or regulated tech and want to talk, message me The right CTO changes the trajectory of the company #engineering #cto #BaFin

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❌ FAKE LINKEDIN PROFILES + HOW TO SPOT THEM ❌ This morning, I posted an advert for a Node.js Engineer, remote from the EU. Within 10 minutes I had 10 applications. Within half an hour, 25-30. That part isn’t unusual but the quality of the CVs coming through 100% was. 15-20 seemingly perfect CVs in the first half an hour. I wish. Every single one of them was fake. On the face of it, if you just received one or two, they might slip through. But this many, this quickly, was far too obvious. Key giveaways: 📝 Perfect CVs for the role and I mean perfect. Every recruiter’s dream, but it almost never happens 🆕 All LinkedIn profiles created in 2025 or 2026, despite claiming 10+ years’ experience (If you want to check, go to their profile → More → Verifications) 📧 Emails all followed similar formats (e.g. first.last123@outlook.com) 🪞 All CVs mirrored each other. Similar format, same amount of roles (different companies), similar level of experience, studied the same years etc. 📞 If you call the numbers, nobody answers and sometimes they don't connect. 💻 Follow up with an email and they ask for a video call The one thing I still don’t understand is why. What’s the end goal here? Who benefits? And what are they actually trying to achieve? #FakeProfiles #LinkedIn

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I was recently asked by the team at Bullhorn to speak openly about something I spend a lot of time thinking about… Our Tech Stack, AI and Automation. 🤖⚙️ A special thank you to Neelam Akhtar, Yassi Vaziri and the entire team at Bullhorn for the opportunity and for creating the platform for open and honest conversations like this 🙌 My niche… and a space that is evolving faster than most businesses can keep up with. I am thankful and humbled to be in a position where I can share this journey 🙏 Truth is… I eat, sleep and breathe our tech stack 🔁 Not because it is perfect. But because I know how critical it is to where this industry is heading 📈 The conversation was exactly how it should be. Open. Honest. No fluff. Here is the reality… We have not got everything right. Far from it. But what we have done is commit to the journey 🚀 We have tested. We have challenged suppliers. We have questioned our own processes. We have made decisions that worked… and some that did not. And that is where the real value sits. Because building a high performing, AI enabled tech stack is not about plugging in tools and expecting transformation overnight. It is about alignment. It is about data integrity. It is about adoption. It is about leadership making decisions that prioritise long term capability over short term comfort. We are still evolving. Still refining. Still pushing towards a world class tech stack that genuinely enhances how our people perform. Stay tuned for more insights and VIDEOS 📹 into our journey… and a few lessons learned along the way. AI should elevate your consultants, not replace them. THIS IS THE MOMENT to get this right 🔥 ━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━ 👋 I am JB CEO of Pioneer Selection Manufacturing and Industry Recruitment Specialists driving AI led transformation in recruitment and redefining how technology empowers people not replaces them. 📩 Subscribe to my newsletter for exclusive insights on AI and automation in recruitment https://lnkd.in/e8tqf3Ta ➕ Follow me for insights on AI leadership and the future of recruitment. THIS IS THE MOMENT let us change the narrative one conversation at a time.

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