Why Tech Product Managers Now Need a Strong Personal Brand

In today’s competitive tech job market as a Product Manager, a strong personal brand is more valuable than you’d think. Employers searching for top talent no longer consider only a person’s CV, cover letter, and credentials. They examine your entire personal brand, looking at the characteristics and attributes that set you apart from competing candidates.

While demand for candidates is increasing this year, the market is still extremely competitive, particularly as business leaders navigate difficult economic environments and budget shortages.

Whether you’re re-entering the job market or looking for new opportunities, developing a strong personal brand could boost your chances of success.

In fact, according to LinkedIn, 71% of professionals believe a good personal brand opens the door to new career opportunities.

Here’s why personal branding is important and how to build a brand with the right impact.

The Importance of Personal Branding in 2024

Your personal brand is a culmination of all your skills, values, experiences, and personality traits. It shapes how employers and peers view you in the technological landscape, what value they assign you as an employee, and even how you view yourself in your career.

A positive personal brand has always been a valuable resource for tech candidates and employees. The right brand helps you gain credibility as an industry professional, draw attention to your unique values, and capture the attention of employers.

However, the demand for personal branding is set to be even higher this year. Although there are significant skill shortages, finding the right role can be extremely difficult. Some studies suggest candidates can spend up to 6 months finding a new position.

Today, the tech market is characterised by rapid changes as workplaces evolve, leading to demand for new skills and abilities. Competition will increase, particularly for roles with the best benefits and salaries in a difficult economic landscape.

Additionally, business leaders will become more discerning when choosing which candidates to add to their team as hiring budgets diminish. A personal brand will ensure you can access the right roles and demonstrate your value to your employer. It could even be the key to opening the door for promotion opportunities in the future.

The Benefits of Personal Branding Today

With 95% of recruiters now predicting the job market will become more competitive in the years ahead, personal branding has never been more valuable for tech candidates. A well-crafted personal brand can deliver a host of benefits, including:

• Improved differentiation: A strong personal brand highlights your unique values and attributes, positioning you as the ideal person for a role. With your personal brand, you can separate yourself from the competition and increase your ability to access new roles.
• Better online visibility: Working on your personal brand on social media platforms like LinkedIn can make you more visible to potential employers. Around 85% of recruiters and H.R. professionals say an employee’s online reputation influences hiring decisions.
• Greater trust and credibility: A consistent and authentic personal brand builds credibility for you as a tech employee. Hiring managers and business leaders are likelier to hire and promote team members with a clear track record of expertise and shared values.
• New career opportunities: Enhancing your personal brand and demonstrating thought leadership online and offline opens the door to new opportunities. It can help you expand your network and form relationships with people who guide you towards new positions.
• Adaptability: As industries evolve and job opportunities change, your personal brand can act as a testament to your adaptability, continuous focus on growth, and willingness to learn. This can ensure you can apply for new roles in a difficult market.

How to Start Developing Your Personal Brand

The good news for candidates in the tech product world is that developing a strong personal brand doesn’t have to be as complex as it seems. You can even consider working with specialist recruiters in your industry for guidance, building your online presence, and showcasing the right attributes in CVs, cover letters, and online profiles.

Here are some of the key steps involved in building a personal brand:

1.    Conduct a Self-Assessment

First, you need a clear understanding of your strengths, positive attributes, and abilities as a professional in your niche within the tech industry, whether this be SaaS, eCommerce or others.

Take a closer look at your skills and accomplishments in previous years.

Think about the key attributes that set you apart from other competing candidates in your industry, such as a focus on adaptability or a willingness to learn. What do you want to be known for in your sector, and what do you need to work on to improve your value to employers?

2.    Define Your Audience

Once you clearly understand your strengths and weaknesses, think about the target audience you’re trying to impress. If you’re hoping to access new promotions within your current tech role, it’s important to know which values and skills your employer values. If you’re trying to secure a new position, consider what matters most to new employers.

For instance, in 2024, 68% of employers prioritise digital skills, 82% focus on analytical skills, and 57% pay more attention to employee resilience.

Looking at the job descriptions posted by the companies you want to work for or speaking to a recruitment company can help you identify which key attributes to highlight in your personal brand.

3.    Optimise Your Online Presence

90% of recruiters conduct online research to learn more about potential candidates. Another 70% say they’ve rejected candidates based on the information they found online. Search for your name and examine what information appears.

Is your LinkedIn profile complete and up to date? Does it accurately highlight your tech experience, skills, and credentials? If you have other social media profiles, what do they say about who you are as a person and employee? You might even consider developing a portfolio or website where you can tell people more about your skills and achievements.

4.    Invest in Networking

Developing your network is one of the best ways to enhance your personal tech brand and ensure its visibility to the right people. Join industry-specific groups on LinkedIn and Facebook, visit forums related to your industry, or work with a recruitment agency to strengthen your connections with new groups and potential employers.

Invest in both online and offline networking whenever possible. This means attending industry events and online webinars, joining professional organisations, and even searching for mentors or peers in your niche.

5.    Demonstrate Expertise Consistently

To further draw attention to your personal brand in the tech space, commit some time to creating and distributing thought leadership content. You can create blogs and articles you share through your website or social media pages. You could publish videos on YouTube or even create your podcast.

Whatever content you invest in, ensure you consistently send the same message about your values, abilities, and strengths. Using a consistent style, tone of voice, and messaging across all platforms will enhance your credibility.

6.    Be Ready to Evolve and Adapt

While consistency is important for a personal brand, it’s important to understand that your brand and the needs of employers will change over time.

Stay up to date with industry trends so you can draw more focus on the skills and characteristics that will help you appeal to future employers. Ensure you update your online profiles and social media accounts whenever you accomplish something new, highlighting your commitment to constant growth. This will make you more appealing to today’s dynamic tech employers.

Building a Strong Personal Brand

Effective personal branding has always been crucial to success in the tech job market. However, as recruitment processes change and employer priorities evolve, ensuring you’re effectively building and showcasing your personal brand is becoming increasingly crucial.

Follow the steps above to create a brand with impact in 2024, and work with your specialist recruitment company agency to position that brand in front of the right employers.

If you’re looking for help with your recruitment strategy, get in touch by calling Paul Hudson Managing Partner on 01580 857179 or send us an email here.

Opus Resourcing recruits world-class SaaS, technology, commercial and executive talent for companies ranging from seed-stage start-ups to Fortune 500 companies within the UK, Europe, and the US.

Staying Motivated in HCM Consultancy: Tips and Strategies

Staying motivated in HCM Consultancy is essential to achieve career success. The more motivated you feel in your HCM role, the more likely you are to unlock superior levels of productivity and efficiency. Plus, highly motivated employees are generally more satisfied and fulfilled by their roles.

However, motivation can be difficult to maintain as HCM roles grow more challenging and complex. While the Gallup State Of The Global Workforce Reports 2023 revealed that employee engagement is rising, many employees are still “quiet quitting” due to lacking motivation.

Discovering how to re-ignite and retain high motivation levels could give you a crucial edge in your career, pave the way for progression, and boost your professional brand. Here are some top strategies you can use to find your drive.

Strategy 1: Setting Personal and Professional Goals

Setting clear, achievable goals impacts your motivation and productivity levels as an HCM employee. Several studies show that by setting goals and giving ourselves specific targets to work towards, we boost our chances of achieving what we want.

Goals can even help deter procrastination and enhance your confidence at work. In your career, it’s essential to have short-term and long-term goals that align with your personal and professional aspirations and the broader objectives of the organization you work with.

Set aside time to complete a self-assessment to define what matters most to you in your career and personal life. In the short term, you might want to focus on becoming more efficient at work to complete crucial tasks faster, or you might like to master your influencing and persuasion skills.

In the long term, your goals might be to earn a promotion in your current HCM business or take on specific new responsibilities.

Remember, long-term and short-term; your goals should be “SMART”: Specific, Measurable, Achievable, Relevant, and Time-Bound.

For instance, a long-term goal might be:

“Within the next five years, I want to apply for an executive position as [job title]. To do this, I’ll work on developing [specific skills] to show my value to my employer based on the organization/organization’s long-term goals of [target].”

Strategy 2: Seeking Feedback and Growth Opportunities

Feedback is a powerful resource for any tech employee. Negative feedback, as it is often referred to can be hard to hear. It’s more helpful to consider it as “developmental feedback” as it gives you a clear insight into the specific skills or behaviour to improve, which will contribute to you achieving your desired goals.

Several scientific studies show that regular feedback can keep us motivated by showing us our work, efforts, and progress are being recognized. With that in mind, seek feedback from your peers or colleagues in the workplace, your managers, and mentors.

Based on the feedback you get, look for ways to develop yourself consistently and proactively. Formal training, workshops, cross-departmental projects, and more can all give you excellent opportunities to improve your skills and HCM knowledge.

Not only will committing to professional development help you progress towards your goals, but it can also reinvigorate your passion for your role, helping you discover new and exciting parts of your job. Plus, self-development will boost your intrinsic motivation levels by paving the way for career advancement.

Strategy 3: Cultivating a Positive Work Environment

Your work environment can affect your work motivation in various ways. A poor working environment, a competitive or unsupported culture, or a limited focus on employee wellbeing can harm mental and physical health, increase stress levels, and lead to disengagement.

In some cases, a sub-par work environment in the tech industry can result in burnout, causing you to disconnect from your role and feel less passionate about your career. Alternatively, a good working environment and positive company culture drive motivation.

A Harvard Business Review study found an excellent company culture and working environment minimises emotional pressure and inertia while improving “total motivation”.

While your employer is partly responsible for creating a positive work environment for team members, you can help shape the landscape, too. Consider how changes to your workplace or office, your schedule, and your day-to-day use of systems and processes might improve your experience at work.

Present these suggestions to your employer and explain how they might impact motivation for you and your team members. Highlight the value of a diverse, inclusive, and equitable culture to business leaders to drive them towards positive changes. For instance, several McKinsey studies show diverse workforces perform better financially.

Strategy 4: Maintaining Work-Life Balance

When striving towards ambitious goals in your tech role, it’s easy to lose track of work-life balance. One study found around 40% of employees neglect crucial aspects of their lives when focusing on work. However, while feeling “committed” to your role is pivotal, looking after your mental and physical health is also vital.

Think about how you can optimize how you balance professional responsibilities with your personal life. Can you set boundaries with your employer and colleagues, such as establishing when you won’t be willing to work overtime or respond to messages outside of office hours?

How can you improve your work-life balance by finding ways to manage your time more effectively so you’re less likely to feel you need to work through lunch breaks or commit to overtime to adhere to employer expectations?

If you feel overly stressed at work or believe your work-life balance is faltering, speak to your manager about your options. Ask whether they can help with more flexible scheduling options or offer access to well-being initiatives.

Strategy 5: Leveraging Mentorship and Networking

Building relationships with peers in the HCM industry is another excellent way to increase motivation. Creating strong connections with your colleagues can help to give you a sense of accountability, reminding you that your performance impacts others.

Your peers can also provide support and guidance when your motivation dips, offering positive feedback or words of encouragement. Networking with professionals in the tech industry also gives you a great way to cultivate your passion for your sector.

You’ll be able to learn about trends and changes in the landscape from other like-minded people and could even attend exciting events and training seminars that nurture your interests.

Working with a mentor is an excellent option to support your continuing development. A mentor can offer advice, make introductions that expand your network and open doors to new opportunities. They will also be an invaluable sounding board when you are experiencing frustration, demotivation, or disengagement.

Strategy 6: Embracing Challenges and Innovation

Finally, one of the best ways to improve your chances of staying motivated in your current role is to continue to develop your mindset. Adopting a “growth mindset“, as pioneered by Carol Dweck, means changing how you think about yourself, your skills, and your failures.

People with a growth mindset are more likely to feel motivated because they see everything as an opportunity to learn, develop, and improve. If you’re constantly looking for ways to enhance your role, you’re more likely to feel passionate and engaged by what you do.

Additionally, a growth mindset means you’re less likely to let failures or mistakes diminish your confidence or motivation. Look for opportunities to nurture your growth mindset by seeking new responsibilities or projects in your tech role to push you out of your comfort zone.

Take advantage of opportunities to explore innovative new solutions and technology in your sector, experiment with creative problem-solving strategies, and see every challenge as exciting. Embracing this mindset will re-ignite your enthusiasm for your role and could help you achieve a wider range of goals.

Staying Motivated in Your HCM Consultancy Role

Maintaining motivation is crucial to staying productive in your HCM role, achieving your professional goals, and unlocking new opportunities. However, motivation can be difficult to preserve, particularly in a challenging working environment.

Regularly reflect on your motivation levels at work, and use the strategies above to re-ignite your drive when it starts to diminish.

Alternatively, if you feel that no matter what you do, you can’t rediscover the motivation you need in your current role, work with a tech recruitment agency to find a new position that aligns with your priorities and strengths.

If you’re looking for help with your recruitment strategy, get in touch by calling James Shenton Managing Partner for Technology on 01580 857179 or send us an email here.

Opus Resourcing recruits world-class SaaS, technology, commercial and executive talent for companies ranging from seed-stage start-ups to Fortune 500 companies within the UK, Europe, and the US.

Book a Call with James Shenton

5 Ways to Ensure Diversity and Inclusion Whilst Hiring HCM Consultants

The importance of a diverse and inclusive workforce has never been greater. Studies demonstrate that diversity in the workplace promotes better business outcomes. Diverse companies are 35% more likely to outperform their competitors financially and 17% more likely to be innovation leaders.

What’s more, 80% of candidates say they prioritise evidence of inclusion when choosing a new employer. Unfortunately, unconscious bias remains a consistent problem in the recruitment landscape, influencing hiring decisions.

With this in mind, business leaders need a strategy to champion diversity and inclusion with existing employees and when sourcing new candidates.

Here are several ways hiring teams and managers can optimise recruitment for diversity and inclusion.

1.   Create a Diverse Hiring Team

The first step in developing a more diverse and inclusive recruitment strategy is to diversify the people responsible for evaluating your HCM candidates.

Unconscious bias affects all of us, but how it influences our decisions varies depending on our backgrounds and experiences.

Making the recruitment process a collaborative effort, driven by a team of people with different backgrounds, experiences, and perspectives, reduces the risk of one set of biases influencing every recruitment choice.

When several individuals are involved in the hiring process, including team leaders and professionals from different departments, people can work together to ensure the focus is on finding the candidate with the right tech skills. There’s less risk of issues like “affinity bias” getting in the way. Plus, we’re more likely to see the biases in others than in ourselves, leading to a higher level of accountability among your group.

A good way to get an edge is to work with a tech recruitment company already trained in diverse recruiting to guide your process.

2.   Develop Inclusive Job Descriptions

Inclusive job descriptions are essential to capturing the attention of a diverse range of candidates. Yet research from the CIPD, a respected body in the U.K., shows less than a fifth of employers make efforts to remove bias from job adverts and descriptions. In a competitive talent landscape, it’s common for business leaders to use eye-catching and flowery language to engage potential employees.

However, some of this language can unintentionally show bias. For instance, certain terms like “decisive” and “ambitious” are seen as stereotypically masculine, while others like “compassionate” can be seen as feminine.

There are even terms in HCM job descriptions that can show a preference for a candidate of a specific age, such as “young go-getter” or “industry veteran”.

Carefully assess your job descriptions to find words associated with identity-based stereotypes using online language decoders or working with your recruitment or search partner.

Focus on highlighting the skills, competencies, and qualifications required for a role rather than highlighting desired traits.

Additionally, ensure your HCM consultancy job descriptions highlight your company’s commitment to diversity and inclusion by drawing attention to your versatile culture.

3.   Implement Blind CV Screening

As we have already mentioned, unconscious bias is a persistent issue that’s difficult to overcome in any recruitment process. According to Harvard Business Review, up to 97% of hiring managers still say they rely on intuition or gut instinct when evaluating a candidate.

Unfortunately, in the HCM industry, reliance on intuition can allow unconscious bias and preferences to get in the way of intelligent hiring decisions. Blind CV screening can address this problem by removing the unimportant information affecting hiring choices.

Use A.I. technology, or ask your tech recruitment partner to remove personally identifiable information from applications such as names, addresses and photos. This will allow hiring managers to focus their attention on examining the skills and competencies of each applicant rather than homing in on irrelevant factors.

4.   Use Structured Interviews

In recent years, unstructured and informal interviews have become increasingly common. Yet studies show that structured interviews are more effective at helping hiring managers predict their candidates’ potential job performance.

With structured interviews, hiring teams ask candidates a predefined set of questions, chosen based on the recruitment goals of the organisation. Responses are then scored using consistent criteria to help determine the best fit for the role.

For instance, a question could test whether a candidate is aware of the risks involved in a particular process, and then scores could be given for each risk identified. A structured process is an excellent way to ensure every candidate is evaluated fairly. They make it easier for panels to compare candidates using relevant criteria directly.

5.   Offer Diversity Training

Studies indicate around 13 common hiring biases, yet many business leaders aren’t aware of what they are. As a result, creating an inclusive and diverse hiring strategy starts with awareness.

Training your hiring managers and team members on diversity, equity, and inclusion topics can help them identify and mitigate their biases. Educate your team members on the importance of diversity and make it easy for them to understand where biases come from.

For instance, you could provide insights into the origins of confirmation bias, where people often look for evidence to support their assumptions and ignore contradictory information. While it’s important to ensure business leaders and hiring managers access this training, it’s also worth ensuring the same training is available to every team member.

This will help to create a more diverse and inclusive company culture where everyone sees the value of eliminating bias and discrimination.

Bonus Tip: Set Diversity Goals and Metrics

Finally, one additional way to ensure diversity and inclusion throughout your HCM business is to set specific goals. Examine your existing workforce, and ask yourself where to improve diversity, equity, and inclusion.

You may decide it’s important to increase the number of women in your management team or ensure you offer employment opportunities to younger and older candidates. A hiring dashboard can give you a better insight into your level of diversity and inclusion and ensure you can measure your progress towards each goal you set.

Identify key metrics to monitor, such as retention rates per group, employee engagement levels, and the number of staff members hired from different backgrounds. Clear goals and metrics will help keep your tech business accountable when implementing D.E.I. strategies.

Transform Your Hiring Process with Diversity and Inclusion

Today’s HCM teams rely on high levels of diversity and inclusion for business success. A more diverse team leads to greater productivity and improves financial performance. At the same time, inclusion paves the way for better employee engagement and retention.

Implementing the abovementioned strategies will ensure you’re widening your talent pool and sourcing professionals from different backgrounds in a skills-short hiring landscape. A tech recruitment agency can also help give you an edge by introducing new and effective ways to eliminate bias from your hiring methods.

If you’re looking for help with your recruitment strategy, get in touch by calling James Shenton Managing Partner for Technology on 01580 857179 or send us an email here.

Opus Resourcing recruits world-class SaaS, technology, commercial and executive talent for companies ranging from seed-stage start-ups to Fortune 500 companies within the UK, Europe, and the US.

Book a Call with James Shenton

Whether you’re re-entering the workforce after a short break or ready to take the next step in your career path with an exciting new role, a SaaS recruiter can be a valuable resource.

In today’s skills-short landscape, studies show it can take six months to find a new job.

The more competitive your industry, the longer the search for the right role can take. Working with a dedicated tech recruiter doesn’t just improve your chances of finding a great position fast. It also gives you the guidance, expertise, and direction to achieve your career goals.

Recruiters can help you refine your personal brand, ensure you stand out to the right employers, and offer access to opportunities you can’t find yourself. The challenge is in finding the right recruiter to work with. Today, we’re covering the top ways you can ensure you choose the best recruitment partner for your career goals.

1. Alignment with Your Priorities

When an employer starts working with a SaaS recruitment partner, the first thing they do is define the talent they need, their available job openings, and their requirements. Similarly, when looking for a recruiter to assist in your job search, you need a clear understanding of your priorities and specific needs. Think about:

• The type of role you want: Are you searching for a temporary or permanent position? Do you want a remote role, hybrid flexibility, or a position where you work in-house at a specific location? Are you going to work part-time or full-time?
• Your ideal company culture: What sort of culture do you want to be a part of? Do you want to prioritise diversity, equity, and inclusion? Do you need an empathetic and flexible workplace that adapts to your needs?
• Values and requirements: What will most influence your decision of where to work? For instance, 88% of job seekers say a healthy culture is vital to success. Some people focus more on benefits and salary, while others look for growth and development opportunities.

Clearly identifying your priorities will ensure you can find a recruiter who adheres to your specific needs and expectations and shares your values.

2. A Specialist SaaS Recruiter has Industry Knowledge

While any recruiter might be able to enhance and simplify your job search, you’ll always get better results from a recruiter who understands your industry, field, or sector. Specialist recruiters with a deep knowledge of the SaaS landscape can give you an edge over the competition.

They know what hiring managers are specifically looking for in a candidate, from the required soft and hard skills to the credentials that will make you stand out. They know which challenges you’ll face in your job search, how to overcome them, and which channels they can use to find job opportunities for people with your skills.

Industry-specialized recruiters are better equipped to match you with the right opportunities. They can help you with everything from optimising your CV and cover letter to boosting your impact during interviews.

3. A Proven Track Record

The best tech recruiter should be able to demonstrate evidence of their success in placing candidates like you in the right role. When you are looking for a good track record, don’t just pay attention to how many candidates your recruiter placed. Find proof that your recruiter can match the right candidate to the correct role.

Up to 30% of new hires leave a position within 90 days simply because the culture, benefits, or workplace doesn’t match their needs. A great recruiter should help you to find a job you can thrive in for as long as you choose.

While you can usually read client and candidate reviews on a recruitment companies website, it’s worth diving a little deeper. Consider asking for case studies and success stories from previous clients. Ask questions about how your recruiter defines a “successful” placement.

4. Clear Communication

An excellent tech recruiter should always be able to offer an exceptional candidate experience. That starts with a commitment to clear, consistent, and transparent communication. Your ideal recruiter should be able to answer any questions you have about how they select roles to suit your needs and how they measure and report on their results.

They should be clear about their pricing structure, the terms and conditions of their contracts, and the level of support they provide. For instance, does your recruiter direct you to new opportunities, or do they also function as a guide and a coach?

Find out whether they can help you prepare for interviews, optimise your CV, and enhance your professional brand. Find out how easy it will be to get responses to any questions you might have through your preferred contact method. Prioritise recruitment agencies that keep you informed and supported every step of the way.

5. Broad Networks and Relationship-Building Skills

The best recruiters don’t just save you time searching through job boards for the right roles. They specialise in giving you access to opportunities you can’t find yourself. Studies show that only around 33% of job openings are filled through posts on job boards.

Many of the best opportunities will never be listed publicly, and the right recruiter can help you access these opportunities. They’ll have pre-existing relationships with industry-leading brands, forums, and groups that give you access to new opportunities.

Recruiters can use their network and their relationships in your industry to point you towards difficult-to-find openings. They can even help to place you in a company’s talent pipeline, so you’re the first to know when a competitive job opportunity emerges in a specific business.

6. A Personalised Approach

Though many recruiters will use similar methodologies and proven strategies to help place candidates in the right roles, their approach should be customised to your needs. The best recruiters understand every person in the SaaS industry has aspirations, skills, and challenges to overcome.

They’ll take the time to discover what matters most for you when searching for a role, and they’ll adapt their services accordingly.

Some can even offer specialist support for those who need help with specific things, like optimising their professional brand or preparing for interviews.

Find out, in advance, how your recruiter can tailor their services to your requirements to ensure you always get the best results. It may even be worth asking whether they can work with you long-term to help you pursue promotions and growth opportunities in your space.

Choosing the Right Recruiter

A specialist tech recruiter is one of the most valuable resources you have in today’s competitive job market. More than just a solution to help streamline your job search, the right partner will act as a coach, guide, and constant source of support as you work towards your career goals.

Choosing a team or individual with a proven track record, shared values, industry specialization, networking skills, clear communication, and a personalised approach will boost your chances of success. With the steps above, you should be able to identify the best recruiter to help you secure the role you’ve always wanted in the SaaS landscape.

Book a Call with James Shenton

Candidates Guide To Finding the Right Tech Recruiter This Year

Whether you’re re-entering the workforce after a short break or ready to take the next step in your career path with an exciting new role, a recruiter can be a valuable resource.

In today’s skills-short landscape, studies show it can take six months to find a new job.

The more competitive your industry, the longer the search for the right role can take. Working with a dedicated tech recruiter doesn’t just improve your chances of finding a great position fast. It also gives you the guidance, expertise, and direction to achieve your career goals.

Recruiters can help you refine your brand, ensure you stand out to the right employers, and offer access to opportunities you can’t find yourself. The challenge is in finding the right recruiter to work with. Today, we’re covering the top ways you can ensure you choose the best recruitment partner for your career goals.

1. Alignment with Your Priorities

When an employer starts working with a recruitment partner like us, the first thing they do is define the talent they need, their available job openings, and their requirements. Similarly, when looking for a recruiter to assist in your job search, you need a clear understanding of your priorities and specific needs. Think about:

• The type of role you want: Are you searching for a temporary or permanent position? Do you want a remote role, hybrid flexibility, or a position where you work in-house at a specific location? Are you going to work part-time or full-time?
• Your ideal company culture: What sort of culture do you want to be a part of? Do you want to prioritise/prioritize diversity, equity, and inclusion? Do you need an empathetic and flexible workplace that adapts to your needs?
• Values and requirements: What will most influence your decision of where to work? For instance, 88% of job seekers say a healthy culture is vital to success. Some people focus more on benefits and salary, while others look for growth and development opportunities.

Identifying your priorities will ensure you can find a recruiter who adheres to your specific needs and expectations and shares your values.

2. Specialist Industry Knowledge

While any recruiter might be able to enhance and simplify your job search, you’ll always get better results from a specialist tech recruiter who understands your industry, field, or sector. Specialist recruiters with a deep knowledge of the tech landscape can give you an edge over the competition.

They know what hiring managers are specifically looking for in a candidate, from the required soft and hard skills to the credentials that will make you stand out. They know which challenges you’ll face in your job search, how to overcome them, and which channels they can use to find job opportunities for people with your skills.

Industry-specialized recruiters are better equipped to match you with the right opportunities. They can help you with everything from optimising your CV and cover letter to boosting your impact during interviews.

3. A Proven Track Record

The best SaaS / tech recruiter should be able to demonstrate evidence of their success in placing candidates like you in the right role. When you are looking for a good track record, don’t just pay attention to how many candidates your recruiter placed. Find proof that your recruiter can match the right candidate to the correct role.

Up to 30% of new hires leave a position within 90 days simply because the culture, benefits, or workplace doesn’t match their needs. A great recruiter should help you to find a job you can thrive in for as long as you choose.

While you can usually read client and candidate reviews on a recruitment company’s website, it’s worth diving a little deeper. Consider asking for case studies and success stories from previous clients. Ask questions about how your recruiter defines a “successful” placement.

4. Clear Communication

An excellent tech recruiter should always be able to offer an exceptional candidate experience. That starts with a commitment to clear, consistent, and transparent communication. Your ideal recruiter should be able to answer any questions you have about how they select roles to suit your needs and how they measure and report on their results.

They should be clear about their pricing structure, the terms and conditions of their contracts, and the level of support they provide. For instance, does your recruiter direct you to SaaS opportunities, or do they also function as a guide and a coach?

Find out whether they can help you prepare for interviews, optimise your CV, and enhance your professional brand. Find out how easy it will be to get responses to any questions you might have through your preferred contact method. Prioritise recruitment agencies that keep you informed and support you every step of the way.

5. Broad Networks and Relationship-Building Skills

The best recruiters don’t just save you time searching through job boards for the right SaaS roles. They specialise in giving you access to opportunities you can’t find yourself. Studies show that only around 33% of job openings are filled through posts on job boards.

Many of the best opportunities will never be listed publicly, and the right recruiter can help you access these opportunities. They’ll have pre-existing relationships with industry-leading brands, forums, and groups that give you access to new opportunities.

Recruiters can use their network and their relationships in your industry to point you towards difficult-to-find openings. They can even help to place you in a company’s talent pipeline, so you’re the first to know when a competitive job opportunity emerges in a specific business.

6. A Personalised/Personalized Approach

Though many tech recruiters will use similar methodologies and proven strategies to help place candidates in the right roles, their approach should be customised to your needs. The best recruiters understand every person in the tech industry aspires, skills, and challenges to overcome.

They’ll take the time to discover what matters most for you when searching for a role, and they’ll adapt their services accordingly.

Some can even offer specialist support for those who need help with specific things, like optimising their professional brand or preparing for interviews.

Find out, in advance, how your recruiter can tailor their services to your requirements to ensure you always get the best results. It may even be worth asking whether they can work with you long-term to help you pursue promotions and growth opportunities in your space.

Candidates Guide To Finding the Right Tech Recruiter This Year – Find a Specialist Tech Recruiter

A specialist Tech recruiter is one of the most valuable resources you have in today’s competitive job market. More than just a solution to help streamline your job search, the right partner will act as a coach, guide, and constant source of support as you work towards your career goals.

Choosing a team or individual with a proven track record, shared values, industry specialisation, networking skills, clear communication, and a personalised approach will boost your chances of success. With the steps above, you should be able to identify the best recruiter to help you secure the role you’ve always wanted in the tech landscape.

If you need help finding a tech recruitment partner, contact James Shenton, Managing Partner for Technology, on 01580 857179 or send us an email here.

Opus Resourcing recruits world-class SaaS, technology, commercial and executive talent for companies ranging from seed-stage start-ups to Fortune 500 companies within the UK, Europe, and the US.

If you’re looking for help with recruitment in the tech space, get in touch by calling us on 01580 857179 or send us an email here.

Book a Call with James Shenton

Using Go-to-Market to drive your SaaS Recruitment Strategy

In today’s candidate-driven SaaS job market, attracting and retaining the right talent is more challenging than ever. Candidates have more options when selecting the ideal role for their specific needs, and their priorities are changing.

This means business leaders and recruiters need to take a new approach to connect with potential employees if they want to overcome the challenges of a major talent shortage.

Recruitment now has a lot in common with effective marketing. Just as companies need to establish an effective “go to market” strategy to engage buyers and demonstrate value to customers, they also need a similar approach to intrigue top talent.

A strong go-to-market (G.T.M.) strategy framework paves the foundation for a powerful product launch, gaining customer trust and differentiating a brand from its competitors. A similar “G.T.M.” approach to recruitment can help companies target the right talent, strengthen their employer brand, and build deeper connections with employees.

Here’s how to embed a go-to-market strategy into your SaaS recruitment process.

What is a Go-to-Market Strategy? The Basics

A go-to-market strategy is a tactical plan companies use to determine how to bring a new product or service to their target audience.

It’s an exercise that outlines the steps a business should take to engage a potential customer, differentiate themselves from the competition and increase sales.

With a strong go-to-market strategy, business leaders determine why they’re launching a product, their target market, and how they will convince consumers to buy what they’re selling.

Similarly, in the tech recruitment world, a go-to-market strategy outlines the key information businesses need to capture, engage, and retain the right talent.

Business leaders answer questions such as: “Why are we hiring this professional?” and “What value can we bring to employees?” This gives them the guidance they need to position their roles more effectively in the competitive talent market.

Moreover, a go-to-market strategy can help companies consider any issues candidates might experience with a role, such as a lack of clarity around responsibilities or a complex interview process.

Here’s how companies can improve their SaaS recruitment strategy with a “go-to-market” mindset.

Step 1: Align your SaaS Recruitment Goals to Business Goals

As mentioned above, when organisations establish a go-to-market strategy for a product, one of the first questions they ask is why they’re launching this new solution or offer. Similarly, when you use a go-to-market strategy for tech recruitment, you’ll need to define why you’re looking for a specific employee to fill a gap in your team.

The first step is developing a clear understanding of the current business goals. For instance, you might want to expand your tech company into new markets in the years ahead and need new talent to help you identify and serve the right customers.

Alternatively, your goal may be to innovate and evolve, using new tools and strategies to improve team productivity and efficiency. Defining your goals will help you understand what key attributes and skills your new SaaS employee will need. It should also ensure you can provide your candidate’s clear insight into their roles.

Crucially, aligning business and recruitment goals also means you’ll be able to identify how you will evaluate your candidate’s success after they join your team.

Step 2: Identify your Employee Personas

Once you’ve established your goals for your go-to-market recruitment plan, the next step is deciding what kind of SaaS employees you want to attract.

A key component of creating a go-to-market strategy for a product is defining who the ideal buyer will be.

In the recruitment world, you’ll need to understand the key attributes and characteristics of the candidates you want to attract. Think about the essential soft and tech skills your new team member will need to have and what their educational background should look like.

Think about what kind of people are most likely to thrive in your existing company culture, what their personality will be like, and what values they might have. You could even create a candidate persona, which you can use to inspire and guide your team when creating job descriptions, interview questions, and onboarding strategies.

Step 3: Building Your Employer Brand

When bringing a new product or service into the market, companies must determine what benefits and values they can offer above and beyond their competitors. In today’s competitive SaaS recruitment space, you must also take the same approach to engaging candidates.

Ask yourself and your team what sets your company apart from other organisations with similar roles available to candidates. If your company is relatively small, you might not be able to compete in salary, but you could offer other benefits by providing flexible working opportunities or access to more training and development options.

Look at your “employee personas” values and ask yourself how you can build a brand that appeals to your target candidates. This might include focusing on things like:

• Unique opportunities: Do you allow employees to work remotely, choose their hours, or get involved with training initiatives and mentorship programs?
• Corporate Social Responsibility: How can you appeal to your candidate’s ethical values? Do you have a strong focus on diversity, inclusion, and equity? Do you take a sustainable business operations approach or give back to charitable organisations?
• Company culture: What are the core components of your company culture? How do you ensure your team members feel supported in your team?

Step 4: Creating Your Outreach Strategy

In a typical go-to-market strategy, companies need to build a “market strategy”, which involves thinking about how they’ll position their product and connect with consumers. You can take a similar approach in a SaaS recruitment-focused G.T.M.

Start by thinking about the messaging you will use and how you will highlight the unique components of your employer brand in your job descriptions and social posts.

For instance, alongside listing job descriptions on your website, work with a SaaS recruitment company to create a job description and leverage their ability to promote your vacancy into the market and within their database and connections.

Step 5: Prepare for the Interview Process

Finally, you’ll need to think about how to connect with candidates once you are in an interview situation. As companies use offers, discounts, demos, and promotions to increase conversions, business leaders use interviews to assess candidates and provide talent with an opportunity to evaluate their company.

Constructing an effective interview process is essential to boosting the power of your tech employer brand. Ensure you have a plan to eliminate common issues like bias. This could mean training your interviewers and providing them with scorecards to help them focus on specific attributes. Your recruitment partner can facilitate all of these processes.

Provide interviewers with step-by-step guidance on evaluating each candidate, and consider the questions your would-be employees might ask you in return. At the same time, remember to think beyond the interview to the full onboarding process.

How can you give your candidates a good first impression of your company?

Commit to constant, transparent communication, and look for ways to empower your staff members with the right training and support from day one.

Need help with your Go-To-Market SaaS Recruitment Strategy

A go-to-market strategy is a powerful tool for businesses bringing new products and services to their customers. However, many of the components of these strategies can also be applied to the recruitment world. Taking a go-to-market approach to hiring can help you target the right candidates, differentiate your company from competitors, and engage the best talent.

With the help of recruitment, you can build a full go-to-market SaaS recruitment strategy designed to fill the gaps in your team, improve your employer brand, and strengthen your connections with existing and future employees.

If you’re looking for help with your recruitment strategy, get in touch by calling James Shenton Managing Partner for Technology on 01580 857179 or send us an email here.

Opus Resourcing recruits world-class SaaS, technology, commercial and executive talent for companies ranging from seed-stage start-ups to Fortune 500 companies within the UK, Europe, and the US.

Book a call with James Shenton

Earn your Raise: 5 Steps for Negotiating a Pay Rise as a DevOps Engineer

Knowing how to ask for a pay rise can be crucial for any tech employee.

After years spent proving your value to your employer, you might find that you’re no longer being compensated properly for the talent and skills you deliver. Negotiating a pay raise ensures you can continue to thrive in your role and achieve your financial goals.

As a DevOps Engineer, it’s within your rights to advocate for fair compensation that aligns with your skills, contributions, and experience. However, requesting extra money from your manager can be challenging.

Here, we’ll cover the steps you need to take to improve your chances of successfully getting the salary and remuneration you deserve.

Step 1: Research and Understand Your Market Value

Currently, around half of all workers feel as though they’re underpaid. However, many people don’t know how much they should earn. Before you start asking your employer for a specific salary level, you should be able to explain why you chose that figure.

Research your industry, and learn as much as possible about the average salaries offered to people in your niche with the same skills and experience. Benchmarking your salary against other professionals in your field will help you choose a reasonable number to request.

It’s also worth considering the factors that could mean you’re worth more than the average employee. If you’ve accomplished many things in recent years or received industry recognition and awards, this could mean you deserve a higher income.

Collect as much data as you can about SaaS salary data, market trends, and your various accomplishments so that you can validate your request.

Step 2: Highlight Your Accomplishments and Contributions

Effectively negotiating a pay raise means knowing how to make a case and “sell yourself” as a valuable DevOps Engineer. Your manager needs to understand how your value as a staff member should influence your remuneration.

Throughout your time with any business, it’s worth ensuring you constantly record and document your achievements with measurable results, statistics, and evidence. This will make presenting your case to your boss easier when you want a promotion or raise.

Consider creating a presentation highlighting your major accomplishments in the last few years. Highlight tangible and intangible benefits of your work, such as increased revenue, customer satisfaction, or client retention.

It may also be worth collecting statements from colleagues who can support your claims and promote your value.

Step 3: Develop a Well-Structured Proposal

Negotiating a pay rise is about making a well-structured request rather than a demand. When approaching your boss, it’s worth taking a “sales” approach, drawing attention to the clear value you bring to your SaaS company and your reasons for requesting a raise.

Make sure you’re ready to outline exactly what kind of pay raise you’re looking for and why you’re asking for a specific number, with insights into market data. Highlight what you’ve done to earn the increased remuneration with case studies, presentations, and examples of your work.

For instance, if you’re requesting a raise because you believe you’ve helped the company to make more money in the last year, draw attention to financial figures. If you think you’re contributing well as a leader, express your accomplishments when leading projects and other teams with comments from your colleagues.

Establish a timeline for when you’d like your company to increase your salary, and ask what you can do to ensure they feel confident in their decision to give you a raise.

Step 4: Practice Effective Negotiation Techniques

Even with an excellent proposal, there’s always a chance your employer will say no to your request. This means you’ll need to leverage your negotiation techniques.

For instance, if your boss says they can’t afford to give you a raise right now, ask them when you can arrange to meet again once the budget has changed. See things from the company’s perspective and actively listen to your employer’s feedback.

When negotiating your raise:

• Know where you’re willing to compromise: It’s okay to compromise on your raise, but you should know what you’re ready to accept. If your boss refuses to compromise with you, you may need to consider a different role.
• Ask how you can earn the raise: Ask your employer what you can do to improve your chances of getting a raise in the short-term future. Create an action plan together, and arrange a follow-up meeting in a few months.
• Highlight the benefits to the business: Draw attention to how a raise will benefit you and the business. Explain how it will help you to be more productive by improving your financial and mental well-being. Show your employer how updating their remuneration strategy can help them to improve their employer branding.

Step 5: Explore Alternative Compensation and Benefits

Sometimes, there are valid reasons why an employer might not be able to accommodate a raise. The company you’re working with might not have enough money to facilitate a raise initially. However, they may still be willing to work with you to improve your overall satisfaction before they can increase your salary.

This may or may not be what you want to hear and could be a deal breaker; only you can decide.

If an increase to your salary isn’t an option, and you are willing to be flexible, ask whether you can access any other benefits or rewards as a valuable employee. You might be able to request additional holiday days, performance bonuses, or flexible working.

These benefits can all be valuable to your work-life balance and well-being. Plus, opportunities to work from home or access free training from your employer can save you money too.

Earn the Raise You Deserve

Earning a pay raise as a DevOps Engineer requires a strategic approach to effective communication and negotiation. Researching your market value, highlighting your accomplishments, and developing a well-structured proposal will help you make a compelling case for your manager.

At the same time, knowing how to negotiate, when to compromise, and whether to explore other benefits and compensation options can boost your chances of success.

If you still can’t get the raise you deserve, the next step may be to consider looking for an alternative role. A tech recruitment company can help you find the right job for your needs by looking at salary options, company culture, and benefits.

We hope you found our guide useful on how to Earn your Raise: 5 Steps for Negotiating a Pay Rise as a DevOps Engineer

If you’re looking for a pay rise or to change your role in the DevOps space, get in touch by calling us on 01580 857179 or send us an email here.

Opus Resourcing recruits world-class SaaS, technology, commercial and executive talent for companies ranging from seed-stage start-ups to Fortune 500 companies within the UK, Europe, and the US.

Book a Call with James Shenton

How to Resign in Tech, Without Burning Bridges in SaaS

Leaving a job can be an exciting and often daunting step in your tech career.

On average, most people will have at least 12 different jobs throughout their lives.

This means there’s a good chance you’ll need to deal with the complexity of a resignation meeting at some point. Whether you’re going back to school or moving onto new pastures, it’s important to approach this conversation with the right mindset.

Preparing for your resignation meeting correctly ensures you retain crucial professional relationships, preserve your professional brand, and avoid missing out on new opportunities.

Here’s everything you need to know to make the most of your resignation meeting.

Understand the Importance of the Resignation Meeting

A resignation meeting is important to both you and your employer.

This conversation allows you to end your relationship with your manager and the company on good terms. It’s also a chance for your employer to collect useful feedback from you.

During a resignation meeting, you may be asked about your reasons for leaving, which could help improve the company culture for future employees.

A resignation meeting can be difficult and nerve-wracking, but it’s crucial to preserving your reputation in the SaaS industry. Approach the conversation with gratitude and positivity, and your old employer is more likely to vouch for you in the future.

Plan Your Timing and Approach

The first step in preparing for an effective resignation meeting is planning your timing and approach. The right time to speak to your employer can vary depending on the business structure. It’s worth checking your contract or employee manual for insights into a notice period.

Most employers will request you work your notice, depending on your role, before you resign, but if you have a complex role, which requires you to train or support a replacement employee, you may need to give it more time.

Once you’ve chosen the right timing, craft your resignation letter. This should outline all the information your employer needs, such as when your last day will be, how you’ll contribute to the transition process, and what holidays you have remaining.

It should also thank your employer for the experience they’ve given you. Show gratitude even if you’re leaving a workplace due to poor company culture or problematic management.

Next, decide how you’re going to handle the meeting. A face-to-face interaction is best, as it shows respect for your tech employer.

However, if you can’t find an appropriate time for an in-person meeting, a video meeting or call is an alternative. Avoid resigning by email; it is poor form and might even get missed.

Gather the Necessary Information

Once you’ve written your resignation letter and arranged a meeting with your first-line manager, the next step is gathering the right documents and information you’ll need to leave your job. Depending on your role, this could involve:

• Filling out forms: Many tech employers will require you to fill out forms outlining the details of your contract’s end. You may also need to request forms to roll your health insurance or pension plan over to your new employer.
• Passing over work: If you’ve been working on an incomplete project or have access to crucial business documents, you’ll need to pass these to a new staff member before you leave to ensure the business doesn’t suffer.
• Following policies: Depending on your company, you may need to adhere to specific legal obligations, like signing a non-disclosure agreement before you leave. Check your employee contract or handbook for extra guidance.

It’s also worth collecting any information that might be useful to your employer. For instance, if you’ve been asked to participate in an “exit interview”, ensure you’re prepared to share insights on the positive and negative aspects of being part of the team.

Anticipate Reactions and Prepare Responses

Your decision to resign could hit your manager harder than you’d think. Losing your expertise and talent can stir up emotions even if you don’t believe you’ve developed much of a personal relationship with your business leaders.

There’s a good chance your boss will have questions about why you’re leaving, what might have convinced you to stay, and even what you’re going to do next. Remember, you don’t necessarily have to provide information about your next employer.

However, preparing to respond to the questions your manager might ask during the resignation meeting is helpful. Be ready to explain why you’re leaving, and share constructive criticism if asked for it. For instance, you might note that your new job gives you more opportunities to work flexibly or that it’s better aligned with your career goals.

Avoid using the resignation meeting to highlight everything wrong with your old tech employer’s company. Don’t tell them the work environment is toxic or that you have a terrible relationship with your manager unless it’s necessary to the discussion.

Be Prepared for a Counteroffer

Sometimes, if your tech employer is keen to keep you on the team, they might propose a counteroffer during your resignation meeting. They could promise extra benefits, a higher salary, or even more flexibility with your working hours and location.

It’s important to plan how you will respond to a counteroffer. Before you go into the meeting, decide whether you’re committed to leaving the business, regardless of what your old employer promises to give you.

Think about your career goals and motivations for leaving the role in the first place, and ask yourself whether the benefits provided by the counteroffer address all the problems you’re facing. If you’re committed to leaving, politely decline the offer and thank your boss.

Discuss Transition and Handover Plans

Your team members and new employees in your tech business will need to absorb the work you’re leaving behind when you go. That’s why ensuring you have a plan to make the transition as simple as possible is important.

Ensuring your team members have everything they need to thrive in your absence will ensure your resignation doesn’t majorly impact business performance. It can also help you to maintain stronger relationships with your professional network.

Decide how to transfer knowledge, documents, accounts, and projects to other team members. Consider acting as a mentor to your replacement for the last couple of weeks, and ensure your employer can reach you if they encounter problems.

During the transitional period preserve positive relationships with your team, and set up strategies for keeping in touch. Maintaining these professional connections will help you to grow in the future.

Take the Right Approach to the Resignation Meeting

A resignation meeting can be a daunting experience. However, it’s important to approach it with the right mindset. Maintain a constant air of professionalism and gratitude when speaking to your managers and team members. Tell them you’ve appreciated their support and guidance over the years, and preserve those essential relationships.

Maintaining the right attitude and following the steps in this guide will ensure you can confidently approach your resignation meeting and start the next stage of your life on good terms.

Remember, a good resignation meeting reflects well on you as an employee and leaves a positive lasting impression that helps enhance your professional reputation.

If you’re looking to change your role in the SaaS space, get in touch by calling us on 01580 857179 or send us an email here.

If you’re looking for help with your recruitment strategy, get in touch by calling James Shenton Managing Partner for Technology on 01580 857179 or send us an email here.

Opus Resourcing recruits world-class SaaS, technology, commercial and executive talent for companies ranging from seed-stage start-ups to Fortune 500 companies within the UK, Europe, and the US.

Book a call with James Shenton

Tips for Handling Discrimination in the Tech Workplace

As tech talent shortages increase and employees demand more respectful, empathetic employers, you may assume discrimination in the workplace would be diminishing.

While it’s true that many organisations are focusing more heavily on diversity, equity, and inclusion, workplace discrimination remains a persistent issue. More than a third of adults in the U.K. feel they’ve experienced discrimination at work. The issues aren’t just limited to gender or race either, but age, background, culture, and more.

Workplace discrimination is illegal in most parts of the world; it places employers at risk of significant fines and legal action. Unfortunately, this doesn’t prevent problems from happening. That’s why tech employees need to know their rights.

Here’s your guide to dealing with discrimination in the workplace.

Step 1: Know Your Rights – Defining Discrimination

Discrimination isn’t always obvious. Sometimes, we overlook it completely. For instance, the HMRC found the gender pay gap increased by 2.9% in 2021, and many women still don’t feel comfortable requesting a raise. Understanding how to recognise discrimination is crucial to ensuring you can fight for your rights.

Remember, discrimination can include:

• Direct discrimination: When someone is treated less favourably than others based on a characteristic such as gender, sexual identity, race, or age.
• Indirect discrimination: Where rules are implemented in a tech business intended for everyone, putting some people at a disadvantage. For instance, a rule that employees might have to travel worldwide at a moment’s notice would discriminate against people with health issues or young children.
• Harassment: Verbal or physical abuse towards a person based on protected characteristics like race or gender. This includes sexual harassment, as well as racial profiling.
• Victimisation: When someone is treated unfairly after complaining about evidence of discrimination. For instance, you might be denied a promotion because you reported being harassed by a co-worker.

Step 2: Keep a Record of Incidents

Fighting back against tech workplace discrimination is easier when you have evidence. Although collecting this can be difficult, particularly when discriminatory interactions are verbal, keeping a record of every incident is crucial.

At the very least, it’s worth keeping a journal or diary of everything that happens. Write down the statements said or what occurred and which people were responsible. Include dates and times when the incidents occurred and as much detail as possible.

If there were witnesses to the event, list their names, and consider whether you can ask them to share insights on your behalf.

Step 3: Raise the Problem Informally

Often, it’s best to approach an issue of harassment or discrimination informally before you move on to further steps. Sometimes, your managers or business leaders can address the problem for you, saving you a lot of time and stress.

Determine who you should approach about the issue. If you have an H.R. team that deals with workplace conflicts, making an appointment for a meeting would be the first logical step. If you believe your manager can help with the issue, approach them first.

Present your concern with the evidence you’ve collected. Discuss your needs with the other person, and ensure they know you’re prepared to take the issue further if necessary.

Step 4: Prepare to Raise the Problem Formally

If your H.R. team or manager can’t address the issue for you, or the solution they suggest doesn’t have the right results, you may need to be prepared to take extra steps. Speaking to a lawyer or attorney may be a good idea here, as they can provide direction on presenting your case.

An experienced employment lawyer should be able to help you navigate the courts and find the best way to settle with your employer. They’ll also assist with the more complex components of taking a discrimination case to the courts.

Step 5: Know What to Do Next

Remember, being treated poorly after you raise an issue with workplace discrimination is also a form of discrimination and should not be permitted. If the issue is successfully rectified, you should be able to go back to your SaaS role without facing any additional problems.

However, if you notice the attitude towards you has changed, or you’re being overlooked for promotions and opportunities, you may need to address the issue again.

If you feel uncomfortable in the workplace after the incident has been addressed, you might consider switching to a new job. Starting fresh could be a good way to ensure you can seek out the best company culture. If you want to move into a new role, consider working with a tech recruitment company that can help you find the best opportunities.

Don’t Accept Discrimination

Raising issues in the workplace about discrimination or harassment can sound like a daunting prospect. Most of us prefer to avoid conflict whenever possible. However, it’s important to remember that you have the right to work in a tech environment where you feel respected, appreciated, and comfortable.

You might even find that speaking up about discrimination helps inspire others in your workplace to walk the same path.

Though navigating a case of discrimination can be tricky, ensuring you can enjoy your career without fear is important.

Opus Resourcing recruits world-class SaaS, technology, commercial and executive talent for companies ranging from seed-stage start-ups to Fortune 500 companies within the UK, Europe, and the US.

For more information get in touch with us at, 01580 857179 or send us an email here.

Book a Call with James Shenton

How technology companies can support Anxious Employees in the Workplace

Stress and anxiety in the tech workplace are more common than you might think.

Every workplace has challenges that can impact our mental health, from tight deadlines to internal conflicts. These issues can be extremely difficult to handle for employees already suffering from anxiety.

1 in 6.8 people now experience mental health problems in the workplace, and anxiety levels have increased in recent years following the disruption of the pandemic. Business leaders and managers need to know how to support employees suffering from anxiety to ensure they can achieve their full potential, both in and outside the office.

Here’s everything you need to know about creating a workplace that supports, empowers, and motivates anxious staff.

Understanding Anxiety in a Technological Workplace

According to Anxiety Disorders of America, more than 18% of the adult population currently suffers from some form of anxiety disorder. What’s more, most of these professionals say their anxiety issues lead to a host of difficulties in the workplace.

An anxiety disorder can be extremely debilitating for staff, making it difficult for team members to focus on tasks, retain productivity, and interact with others. Anxiety can also affect health, leading to higher absence and turnover rates.

The first step in overcoming anxiety in the tech space is knowing how to spot the signs. Many employees still aren’t comfortable speaking about mental health issues. However, managers and supervisors can see symptoms of growing anxiety in:

• A drop in overall performance and productivity
• Difficulty making decisions in the workplace
• Changes in eating habits
• Excessive smoking and drinking
• Fatigue or exhaustion
• Increased sick leave or absences
• Problems maintaining work relationships

If you see these signs in your employees, it could be a sign that issues with anxiety and stress are gradually contributing to burnout in your team. The faster you act, the easier it will be to preserve productivity and avoid losing critical team members.

Creating a Supportive Work Environment

Managing and supporting employees with anxiety requires a multi-faceted strategy. It begins with creating an environment where all employees can thrive, connect with others, and feel respected by their peers. Some of the best ways to create a supportive work environment include:

Promoting open communication

Consistent communication is essential to building trust and community in a SaaS workplace. Developing an open-door policy that allows any staff member to ask questions, request help, or share their concerns at any moment helps create a friendly and welcoming atmosphere.

Open-door policies are particularly beneficial for people with anxiety, as it helps them to recognise that support is there whenever they need it. If your managers can’t handle an open-door policy, assign team members buddies they can turn to for help.

Encourage work-life balance

It’s easy to get caught up in the constant quest for productivity in the SaaS industry. However, a good work-life balance is crucial to retaining and improving employees’ well-being. 3 in 10 workers say they’re less productive because of poor work-life balance.

With this in mind, encourage your employees to take breaks, move to different parts of the office when they need space, or even take mental health days when necessary. Ensure every staff member has a realistic, achievable workload, and avoid overwhelming employees with too many tasks.

Set clear expectations

When managing an employee with anxiety, setting clear expectations and realistic goals can be helpful. The idea isn’t to force challenging expectations on your team members but to let them know what you need from them, even when they’re experiencing periods of anxiety.

At the same time, allow your staff members to share their expectations and needs with you. Ask them what they need to accomplish specific tasks when struggling. This will create an open dialogue and pave the way for business-wide growth.

Be Flexible

When your employee’s mental or physical health affects their day-to-day work, it’s your responsibility as a leader to make accommodations. Even the smallest adjustments can greatly affect an employee’s well-being.

For instance, you could consider changing their hours temporarily or letting them work from home for a while. You might also allow them to adjust their schedule occasionally when they need to seek external support, like therapy or counselling.

Implement Stress-Reducing Initiatives

Initiatives that guide employees through managing their anxiety can be extremely useful for maintaining engagement and productivity. You could consider implementing a wellness program that encourages physical activity and exercise to reduce feelings of stress.

Some SaaS companies offer training resources, such as workshops and seminars on stress reduction, time management, and organisation. You could even encourage mindfulness and relaxation exercises, giving your team members a quiet space, they can retreat to when they need space or time to unwind.

Providing Resources for Anxiety Management

While anxiety is extremely common in the modern world, it’s also widely misunderstood. Managers and supervisors who don’t suffer from anxiety disorders don’t always know how to provide the best support to their teams.

Colleagues can struggle to understand the behaviour of a person with anxiety, leading to more workplace conflicts. One of the best ways to address this issue is with education. Invest in strategies such as:

• Managerial training: Provide mental health training to managers and supervisors to help them recognise the signs of anxiety and understand how to address difficult situations.
• Employee assistance programs: Offer anxious employees access to tools and resources that can help minimise their stress and improve the working environment.
• Mental health resources: Consider partnering with mental health professionals such as counsellors and therapists to support your team.
• Wellness programs: Invest in wellness programs that promote physical and mental health, with guidance on meditation, relaxation, and stress management.

Fostering a Culture of Support and Empathy

Your company culture will play an important role in determining how supportive and empowering your workplace is for anxious employees. The key to success is ensuring everyone in your team feels respected and included, regardless of their mental health issues.

Start by educating your employees about mental health and anxiety disorders. Access resources and documents that help team members manage their anxiety and support other staff members.

Promote inclusion and diversity by setting expectations for how team members should treat each other. Teach team members how to overcome bias and drive the development of employee relationships with peer support and mentoring programs.

Consistent recognition can be helpful for people with anxiety, too. Ensure your SaaS staff members are rewarded for their accomplishments and achievements. Celebrate little wins, like coming to the office all week or hitting deadlines for a month.

Remember, anxiety can vary from person to person, so it’s worth speaking directly with your team members to help identify specific triggers and stressors and create personalised support plans for each team member.

Overcoming Anxiety in the Workplace

Anxiety and stress can be common in any work environment. When allowed to fester, these issues can impact your team’s productivity and your ability to retain and engage crucial staff members.

Implementing a strategy to build an empathetic and supportive workplace ensures every team member can thrive. When you prioritise wellbeing in the workplace, focusing on mental and physical health, your team members are more likely to achieve their goals.

Start taking proactive steps to support your employee’s well-being, and you’ll benefit from a stronger employer brand, better retention rates, and more efficient employees.

Opus Resourcing recruits world class SaaS, technology, commercial and executive talent for companies ranging from seed stage start-ups to Fortune 500 companies within the UK, Europe, and US.