Vincent Stevenson

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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The consultants providing the best candidate/client experience and that have the best skills in the UK have fill rates of 56%+, well above industry average. If you are not measuring and improving all 3 of these key elements you are simply focused on the wrong things. Data from Recruiter Insider

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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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Enjoying my morning coffee date with Chat GPT this morning and came across a UK contract market update… 📈 One of the most popular UK staffing platforms has reported on contract hiring, suggesting a stronger than expected uptick in contract activity in September. The report notes that contract roles increased 10.4% year on year in September and month on month, contract roles increased 18%. A consideration is that employers are leaning more on contract / flexible talent strategies to manage risk… but positive signs ahead of Q4!

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If you’re working through acquisition or integration and haven’t reviewed your resourcing plan, you’re already behind. We speak to private equity-backed companies weekly who need: - A Transformation Director tomorrow - Data & tech capability yesterday - IR35-compliant contract teams without drama The earlier we’re brought into the conversation, the more value we can add. Because yes we can fill gaps fast. But the biggest returns come when we’re part of the plan, not the patch-up.

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  The UK Software Engineering Recruitment Market in 2026 – Reality Check   After years of candidate led hiring, we’re now seeing a more competitive and cautious market. Hiring hasn’t stopped, but expectations have changed on both sides.   What’s happening right now:   Fewer “nice-to-have” roles, more business-critical hires Longer hiring cycles with additional interview stages Strong demand still exists for engineers who deliver clear commercial impact   This isn’t a downturn , it’s a reset.   Companies are prioritising: Engineers who can work across the stack Strong problem-solvers, not just framework specialists People who understand why they’re building, not just how The market hasn’t disappeared , it’s become selective. Please reach out/comment if this is a topic you wish to discuss.   #UKTech #SoftwareEngineering #HiringTrends #TechRecruitment

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Top 10 Challenges in the UK IT Recruitment industry in 2025 and what your recruitment partner should be doing to help: 1. Tech Talent Shortage Cloud, AI & Cyber roles are still hard to fill. 👉 Your recruiter should tap specialist networks, engage with training bootcamps, support junior hiring & advise on L&D pipelines. 2. Post-Brexit Hiring Hurdles Skilled visa routes are complex (especially for SMEs). 👉 Expect guidance on sponsorship, remote hiring & Employer of Record models. 3. Retention in a Hybrid World Global and London firms are poaching your UK talent. 👉 Your partner should help shape flexible, purpose-led roles with clear progression. 4. Evolving Tech Stacks GenAI, edge computing & LLMOps = shifting role expectations. 👉 Look for a recruiter who understands this and collaborates with your tech leads to create accurate specs. 5. Outdated Job Descriptions Many ads are generic, outdated, or AI-written. 👉 You deserve job content that’s sharp, role-specific & aligned with your business objectives. 6. Impersonal Hiring Process Candidates are ghosted. CVs vanish into portals. 👉 Your recruiter should personalise the process & commit to clear comms at every stage. 7. Salary Expectation Gaps 20–30% hikes in some roles. 👉 Get real-time salary data & support on building attractive comp packages (flex, equity, dev). 8. DEI Still Behind Representation in tech leadership remains poor. 👉 Work with partners who source diversely & advise on inclusive hiring frameworks, make sure they practice what they preach. 9. Passive Talent = Harder to Reach Top candidates aren’t applying – they’re lurking. 👉 Recruiters should engage in the right spaces (GitHub, meetups, Slack, etc.). 10. Recruiters Underusing AI Yes, seriously. 👉 The right partner uses AI smartly – CV parsing, shortlisting, scheduling – without losing the human touch, they don't just use it to create job specs. 2025 hiring isn’t just about filling roles. It’s about future-proofing your team. #TechRecruitment #UKHiring #DigitalSkills #FutureOfWork #HiringStrategy #RecruitmentPartner #DEI

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💷 National Minimum Wage Increase – What’s the Impact? The UK’s minimum wage rise affects non-permanent workforce costs and talent retention. Businesses must rethink their strategies to stay competitive. 📽️ Watch belowfor insights. 📧 Get in touch! - Dan.craddock@hays.com

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I’m getting more questions around inside vs outside IR35 rate cards across AI & Data roles, so here’s a grounded view of what’s landing across the M4 corridor. This is based on live conversations with contractors and hiring managers. AI Architect designs and oversees the strategic implementation of AI across the organisation. Outside IR35: £750–£900/day | Inside IR35: £850–£1,000/day What drives rates: enterprise scale, ownership of AI strategy, governance, stakeholder influence, and accountability beyond delivery. Machine Learning Engineer designs, builds, deploys and maintains ML systems in production. Outside IR35: £550–£700/day | Inside IR35: £650–£800/day What drives rates: production ML experience, real pipelines, reliability, and impact beyond notebooks. MLOps Engineer builds and runs platforms that deploy, monitor and manage ML models in production. Outside IR35: £600–£750/day | Inside IR35: £700–£850/day What drives rates: ownership of the full model lifecycle, platform stability, incident response, and ability to operate at scale. Data Scientist applies statistics, engineering and domain knowledge to solve business problems. Outside IR35: £450–£600/day | Inside IR35: £550–£700/day What drives rates: commercial outcomes, stakeholder communication, and influence on decision-making, not just modelling. A few market realities worth calling out. For contractors, the decision between inside and outside IR35 usually comes down to overall take-home, contract length, and how clearly defined the work is, not just the headline day rate. For hiring managers, getting the IR35 determination right upfront is key. When this is done accurately, especially with an agency that has a clear IR35 assessment process in place, it reduces risk, avoids rework, and often leads to better quality contractors and stronger value for money. If useful, I’m happy to share how teams are structuring roles to attract strong talent without overpaying. #IR35 #AIJobs #DataCareers #ContractorsUK #HiringManagers

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Mind the gap... Because the gap is the problem... The gap between what technology recruiters have access to and what they actually use. That gap is why I launched our Temp Traitors series to share practical knowledge that helps agencies better understand their data and use Bullhorn more effectively to increase their contractor revenue. And next month, we’re taking this further with FREE recruiter training! This will be packed with practical insights, tips, and techniques recruiters can use immediately. From business development and candidate engagement, through to managing and progressing jobs through the pipeline, this training is designed to show what’s possible when Bullhorn is used properly. Let's close that gap. If you missed yesterday’s Temp Traitors episode, you can watch it here 👀https://lnkd.in/e2u9QGyZ

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𝗛𝗼𝘄 𝘁𝗼 𝗺𝗮𝘅𝗶𝗺𝗶𝘀𝗲 𝘃𝗮𝗹𝘂𝗲 𝗳𝗿𝗼𝗺 𝗵𝗶𝗿𝗶𝗻𝗴 𝗮 𝗰𝗼𝗻𝘀𝘂𝗹𝘁𝗮𝗻𝘁 - 𝗢𝘂𝘁𝘀𝗶𝗱𝗲 𝗜𝗥𝟯𝟱! Bringing in a consultant isn’t just about plugging a gap, it’s about driving outcomes, unlocking expertise, and accelerating delivery when it matters most. When they are Outside IR35, the value is clear, you’re not adding to headcount, you’re extending capability and capacity. To get the most from that partnership: ✅ 𝗕𝗲 𝗰𝗹𝗲𝗮𝗿 𝗼𝗻 𝘁𝗵𝗲 𝗼𝘂𝘁𝗰𝗼𝗺𝗲𝘀. Consultants deliver best when the goals are defined, measurable, and meaningful. 🤝 𝗦𝗲𝗲 𝘁𝗵𝗲𝗺 𝗮𝘀 𝗮𝗻 𝗲𝘅𝘁𝗲𝗻𝘀𝗶𝗼𝗻 𝗼𝗳 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺. They’re not there to “fit in”, they’re there to move things forward. ⏰ 𝗚𝗶𝘃𝗲 𝘁𝗵𝗲𝗺 𝗮𝗰𝗰𝗲𝘀𝘀 𝗮𝗻𝗱 𝗽𝗮𝗰𝗲. Impact happens when consultants have the information and autonomy to act quickly. 📣 𝗞𝗲𝗲𝗽 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝘀𝗶𝗺𝗽𝗹𝗲. Alignment and transparency mean delivery stays on track. 📊 𝗝𝘂𝗱𝗴𝗲 𝘀𝘂𝗰𝗰𝗲𝘀𝘀 𝗯𝘆 𝗿𝗲𝘀𝘂𝗹𝘁𝘀, 𝗻𝗼𝘁 𝗵𝗼𝘂𝗿𝘀. The right consultant delivers value far beyond their day rate. The best consultants don’t just deliver, they leave behind clarity, confidence, and capability that's sustainable. 👉 I’d love to hear what helps you get the most from external expertise? Happy Thursday 😀

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The latest Hays Salary Guide reveals a concerning trend in the UK. Only 29% of UK employers actively encourage staff to use AI tools, and just 37% offer any form of AI training.   This puts the UK at a clear disadvantage. In the US, nearly 60% of organisations are already encouraging AI adoption among their workforce, highlighting a growing gap in readiness and ambition.   As The Times reports, British businesses are falling behind their global peers with many remaining hesitant on investing in AI infrastructure and skills, due to cost and uncertainty. But without urgent action, employers risk losing out on productivity gains, innovation, and top talent to more forward-thinking competitors.   I’m proud to see our Salary Guide data featured in The Times, helping to spotlight both the scale of the challenge and the opportunity. Link to the article in the comments.

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Small consultancies: turn IR35 into a competitive advantage If your business supplies contractors to clients, getting IR35 right can help you protect revenue, avoid delays, and strengthen client relationships. Our guide, The Small Consultancy’s Guide to IR35, shows how you can stay compliant and build trust with three essential steps: ✅ Understand your legal responsibilities ✅ Put a reliable status process in place ✅ Show your clients you’re protecting their interests too IR35 compliance isn’t just about meeting legal obligations — it’s a chance to stand out and add value. Read the full guide here: 👉https://buff.ly/7PpVxRa #IR35 #ConsultancyBusiness #OffPayrollWorking #SMB #UKBusiness #IR35Shield #ComplianceMatters #Consultancies #SmallBusiness #Contracting #Contractor

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Tech staffing is bouncing back - and so are candidate expectations. Tempting Talent's 2025 Compensation & Market Insights Report reveals that the average take-home pay in tech staffing has surged following a 2024 dip, signalling renewed investment and fierce competition for talent. But salary alone isn’t winning the race. Top-performing tech recruiters now prioritize: - Flexible working options  - Transparent commission plans - Clear progression paths In a market where trust and clarity matter more than ever, the firms offering structure and vision (not just comp) are standing out. Is your agency set up to attract elite tech talent in 2025? Download the full report: https://lnkd.in/eKmvU2_h #Staffing #TechRecruitment #Compensation2025 #TalentStrategy #TemptingTalent 

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A strong candidate but no interview request? 🤔 Submitted a clearly qualified candidate to a TA team for a niche software developer role. After nearly 2 months of frequent reminders about the application the first stage interview is arranged, and within days the process is completed and an offer made and accepted. When hiring managers and TA teams are busy and handling multiple roles, overlooking strong candidates becomes more likely. Having an advocate for a candidate can make all the difference 🚀

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