How to Prepare for a Performance Review if You Work in Tech

Performance reviews can be tricky for everyone involved. Just as you might be nervous about showcasing your achievements in a tech company, your manager may be anxious about structuring the review. However, performance reviews are also beneficial.

They’re a chance to demonstrate your value to your employer with facts, figures, and reminders of your behaviours, which could pave the way for new opportunities in the future. They ensure you can ask questions about the direction of the business and your place in it.

Plus, they’re one of the best ways to gather valuable feedback, something 92% of employees say they want more of regularly. While feeling nervous about your performance review is perfectly normal, the right strategy can help to alleviate your concerns.

Here are several strategies to help you ace your next performance review, and how to prepare for a performance review if you work in tech.

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1.   Understand the Purpose of the Review

Performance reviews for techies aren’t just box-checking exercises. They’re not there to give your manager a way to highlight poor performance or sing your praises. Instead, performance reviews are designed to help you improve and develop.

86% of employees and executives say inefficient communication and collaboration are the main reasons for workplace failures. Look at your performance review to ensure you and your managers are aligned.

The best performance reviews are two-way conversations, where you and your technical direct report can identify potential areas for improvement. This doesn’t just mean finding ways to improve your performance but looking for opportunities to improve workplace culture.

2.   Prepare a List of your Accomplishments.

While performance reviews shouldn’t just revolve around you highlighting everything you’ve delivered in the last year, it’s important to draw attention to your achievements. Highlighting what you’ve done well recently is a great way to demonstrate your value.

Plus, showcasing your successes puts you in an excellent position if you ask for a promotion, more responsibility, or a pay rise. When highlighting achievements, focus on specific and measurable examples relevant to your SaaS or technology company.

If your business is highly focused on growth, you might demonstrate how your work helped to attract and retain new clients, with statistics to back that up. If you know you’re evaluated on your productivity skills, demonstrate how you overcame problems with difficult deadlines.

If you’re struggling to list achievements yourself, speak to your colleagues; they might be able to offer insights into where you’ve been invaluable in the last year.

3.   Be Ready to Ask Questions

As mentioned above, performance reviews are two-way conversations. Your manager might have questions to ask about your performance, but you’re likely to have queries about the company and other factors, too.

Look at your work experience over the last year and pinpoint your struggles. If you had difficulty setting smart goals for improvement, you might need more clarity on your company’s goals and how your performance will be evaluated.

If you’ve noticed you’re not making as much progress as you’d like in a specific area, ask your manager what development and training opportunities might be available. You could ask for an insight into how the vision or mission of the business is changing.

This demonstrates a commitment to serving your tech company effectively and ensuring you can hold yourself accountable with the right KPIs and metrics going forward.

4.   Consider Your Goals

Sometimes, a performance review is an excellent opportunity to think about your overall career path and progress toward your targets. It’s also a time to assess your future with a SaaS company and determine your “next steps”.

Think about what you’ve accomplished in the last year and what you’d like to achieve in the years ahead. What will your manager or supervisor need to do to help you reach your targets? Do you need to request more training or instruction, more responsibilities, and opportunities?

Would you make a greater impact on the business if you were in a position of power, or are you interested in getting a promotion? You might not get the things you ask for from your manager immediately, but starting the conversation is key.

Now that technology skill shortages are greater than ever, this could be the perfect time to tell your manager what can help them retain your skills.

5.   Know How to Respond to Feedback

A big part of any performance review is feedback. You get to share your insights with your manager about improving the workplace. At the same time, they can provide insights into what you’re doing well and what talents you need to work on.

Approaching this conversation with the right mindset is crucial. Remember that no matter how successful you were in the last year, you may still receive some negative feedback. Responding to this commentary professionally will help to preserve your relationship with your manager.

A good way to get started is to anticipate the feedback you might get. Think about the areas where you believe you can improve and develop your strategies to tackle these areas. Responding to negative feedback with suggestions is a great way to show your manager how committed you are to your role.

When your managers share developmental feedback, listen carefully to their input. Avoid getting defensive or flustered, thank them for their feedback, and work with them collaboratively to find a solution.

Your Quick Checklist for Performance Reviews

Following the suggestions above should ensure you can leave your performance review feeling informed, satisfied, and recognised. However, a few extra ideas can also help you prepare for this crucial conversation. Here’s a quick checklist to help:

• Do your homework: Collect as much information as possible before the review. Create a list of your accomplishments and pinpoint your development areas. Find out how the company has changed in the last year and refresh your knowledge of your job description.
• Preparation is key for a good tech performance review. Alongside doing your research, it’s worth planning intelligent responses to questions and preparing facts and figures for your presentations. Make sure you know which questions to ask, too.
• Steel yourself: Approach each performance review with a growth mindset. Stay calm, even if you receive negative feedback, and look at failures as an opportunity for growth. Losing your temper or responding defensively could lead to problems in the future.
• Review your future goals: Understanding what you want to accomplish in the years ahead will help you make the right requests when meeting with your manager. Even if you’re not ready to request a promotion, you can discuss how to start moving forward.

Performance reviews can be daunting but can also be an important step in any career. Approach each review with the right mindset, and you could find the feedback you receive helps to propel you towards your career goals.

I hope you found our blog insightful on How to Prepare for a Performance Review if you work in Tech and that you can now approach your next performance review well-armed.

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 and expertise on this matter get in touch by calling us on 01580 857179 or send us an email here.

Book a Call with James Shenton

The Surprising Reasons Why Changing Your Role In the Tech Space Might Be a Good Idea

Moving to a new role in the tech space can be a life-changing decision.

As the workplace continues to evolve and opportunities emerge, considering a new role can be a great idea. It allows you to expand your skills, pursue your passions, and earn better income and benefits. Most people switch jobs up to 7 times in their lives.

However, moving to a new role can also be daunting. There’s always a risk you’ll end up shifting to a business with the wrong company culture, or fewer opportunities. That’s why it’s so important to take an analytical approach when making this decision.

Today, we’re looking at some of the most logical reasons you might consider changing to a new role in the months or years to come.

1.   Opportunities for Career Advancement

One report shared on LinkedIn found the main reason many people move to a new role, is to advance their career. While many SaaS companies may have succession plans in place to help you move into new positions and opportunities, you may eventually feel your job has become a “dead end”.

If you can’t see any options for forward movement in your career in your current role, switching to a new role in a different company could be the best way to unlock the opportunities you want. You could even consider making a lateral move into a SaaS-focused job with a different set of responsibilities.

2.   Learning and Skill Development

Around 94% of employees say they would stay with a company for longer if it offered valuable learning and development opportunities. Every employee in technology wants to constantly enhance their skills and abilities. If your current job doesn’t offer training, you may start to feel disengaged.

Moving into a new role means you’ll instantly encounter new challenges and opportunities to learn. You might find that other employers also offer a wider range of training, mentorship, and coaching programs, designed to enhance your soft and technical skills.

3.   Increased Compensation

One study found that switching jobs can potentially increase your income by 6.6%. While you aren’t necessarily guaranteed a higher salary by moving to a new role, working with a recruitment team can help you find a position that pays you what you’re worth.

If you feel you’re currently being underpaid, and you know your skills are in high demand, you might be able to negotiate a better income with a future employer.

4.   Greater Work-Life Balance

Even if you love your current career and you’re passionate about what you do, it’s important to preserve a level of work-life balance. If you feel your job is making it difficult to live a full and satisfying personal life, switching to a new role could be a good idea.

You can look for an employer in your industry that prioritises employee well-being, offering more flexible schedules, remote work options, and even wellness programs. In 2023, lack of flexibility alone prompted around 4 million people to change careers.

5.   Cultural Alignment

Company culture isn’t just a buzzword in the tech space, it’s crucial to ensure you feel happy, satisfied, and confident at work. While many organisations are investing in improving their company culture, with DEI initiatives and new strategies, you may still feel you don’t fit with your business.

Moving to a company that shares your values and beliefs can help to reduce feelings of stress, and make you feel more fulfilled by your role. 87% of millennials in 2023 said they would consider quitting their role to pursue a career with an employer that shares their values.

6.   Access to New Networks

Networking is one of the most important things any professional can do to ensure consistent career growth. In today’s digital world, it’s becoming a lot easier to build a network through channels like LinkedIn, but you may still feel restricted in certain roles.

Joining a new company could allow you to interact with a wider range of new colleagues, clients, and industry contacts. The people you meet in your new position could open the door to the development of new skills, and even further job opportunities.

7.   Geographic Relocation

These days, many tech companies offer employees the opportunity to work from anywhere, with remote positions. But not every business is this flexible. If you’re planning on moving to a new home elsewhere in the world (or in a different part of your country), you may need to consider a new role.

If your current employer won’t allow you to work remotely, you’ll need to search for a position that’s closer to your new home.

8.   Improved Compensation and Benefits

Even if a new company can’t offer you a better salary than your current employer, the unique benefits and compensation they can provide may cause you to consider changing positions. Different employers use various methods to attract the most desirable technological talent. Some can offer access to on-site wellness initiatives and programs.

Others can give you more support when it comes to choosing your schedule or working flexible hours. Some employers may even pay towards you earning a specific degree or certification in your industry, so you can pursue more advanced positions in the future.

9.   Alignment with Career Goals

Perhaps the most logical reason to consider a change in tech career roles, is that moving to a new company will take you closer to your long-term professional goals. Ultimately, your job should align with both your personal and professional ambitions, helping you to achieve your targets.

Moving into a new area of tech could help you to spend more of your time on tasks that you enjoy doing, or pursuing projects you’re passionate about. It could offer you chances to explore leadership positions and management roles that fit into your ideal career trajectory.

Is It Time to Consider a New SaaS Role Change?

Although deciding to change your SaaS role can be daunting, it also opens the door to a variety of new opportunities. Make the right decision, and you’ll be able to accelerate your path toward your career goals, develop new skills, and expand your network.

However, moving to a new role isn’t something you should do without proper planning and consideration. The decisions you make should be grounded in a clear understanding of your aspirations, values, and priorities.

If you think your reason for changing careers is logical, make sure you get the right support to find the ideal new position. Work with a tech recruitment team to find a new job that aligns with your expectations, and helps you thrive in your industry.

We hope you found our guide useful on The Surprising Reasons Why Changing Your Role In the Tech Space Might Be a Good Idea.

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.

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.

Book a Call With James Shenton

How to Master Competency-Based Interviews: A Guide For Tech Candidates

How employers evaluate candidates and examine their proficiency for a role has changed significantly in recent years. Not only are technology companies embracing new technologies, conducting video assessments and online interviews, but they’re also exploring new strategies.

After all, traditional interviews are prone to human error, making it difficult for hiring managers to find the “right fit” for any role.

Competency-based interviews offer business leaders an opportunity to examine the potential fit of each candidate by examining their previous experiences in relevant situations. If you can demonstrate the right “competencies” in the interview process, you improve your chances of a job offer and elevate your professional brand.

Understanding Competency-Based Interviews

Competency-based interviews are an increasingly common strategy in the tech environment. Interviewers use questions in these interviews to assess your abilities, skills, behaviours and knowledge of the role you’re applying for.

Typically, competency-based interviews ask candidates to demonstrate their competencies through storytelling. An interviewer might ask you to describe a time when you faced a challenge or achieved a goal related to the core interests of the business.

This interview method aims to improve a company’s chances of hiring the right employee, reducing the cost and complexity of replacing an unsuitable candidate. After all, according to one report, the average cost of training and replacing a new employee can be over £15k per staff member.

Competency-based interviews allow hiring managers and recruitment teams to assess both the hard and soft skills of technology-orientated candidates and examine how well their abilities align with a role. According to one report, some of the top competencies employers look for include:

• Leadership
• The ability to work in a team
• Communication skills
• Strong work ethic
• Flexibility/adaptability
• Initiative
• Analytical skills
• Interpersonal skills

Preparing for Competency-Based Interviews

The key to acing virtually any interview is effective preparation. It’s crucial to clearly understand what to expect from the interview process and practice delivering the appropriate responses to competency-based questions.

With the right preparation strategy, candidates can participate in mock interviews with mentors and peers that elevate their confidence and prepare them for everyday competency-based situations. To begin preparing for your next technology focused job interview:

Research the Job Specification

First, it’s essential to understand what your potential employer is looking for in a candidate. The easiest way to do this is to assess the job description provided by the company carefully.

Pay attention to competencies highlighted in the job description, such as excellent communication skills, the ability to work well with others, or analytical skills.

Aside from analysing/analyzing the job description, you can consider asking your technology recruitment agency for insights into the employer’s needs and check the information on the company’s website for guidance.

Identifying Key Competencies

After evaluating the job description and learning as much as possible about the company you want to work with, list the core competencies you believe the employer values most.

For instance, if a technology company’s job description notes that you’ll be working regularly with other key members of staff, this indicates collaboration and communication will be key competencies.

Using the list you create, identify your abilities, characteristics, and skills and how to use them to show your competency in specific areas. This will help to prepare you for the next step.

Crafting STAR Stories

Now you know the competencies you need to demonstrate, it’s time to start structuring potential responses to common competency-based questions. The best way to do this is to apply the “STAR” framework to your answers:

• S: Situation: Outline your specific situation, role, and responsibilities.
• T: Task: What did you need to accomplish? What were the project’s goals, and which challenges did you have to overcome?
• A: Action: What did you do to achieve your goals? How did you align your actions to the requirements of the situation?
• R: Result: What was the outcome? How did you know you were successful? What did you learn from the experience?

Ensure you highlight the core competencies you identified throughout your response. For instance, if a hiring manager asks: “Tell us about a time when you worked as part of a team”, focus on your approach to collaboration and how you communicated well with others.

Nailing the Competency-Based Interview

Even if you prepare carefully for your competency-based interview and participate in several “mock” interviews before the big day, you’ll likely feel anxious. Around 93% of candidates say they feel nervous before a job interview, so it’s essential to be prepared for anxiety.

Practice reciting responses in front of a mirror before you speak to a hiring manager. Dress professionally, as this will help to convey a positive image and make you feel more confident.

Remember to focus on active listening during the interview itself, too. Paying attention to what your interviewer says, clarifying their questions (by repeating them back to them), and making eye contact will help you appear confident, professional, and enthusiastic.

When you’re answering competency-based questions:

Watch Your Body Language

During any job interview, it’s worth remembering that your hiring manager will evaluate more than just your responses. Your body language and how you hold yourself during the conversation will make a difference to the impression you make.

Sit straight, keep your hands in your lap or on the desk (to avoid fidgeting), and regularly make eye contact with your interviewers. Smile, take your time when responding, and avoid nervous behaviours like looking at your watch or glancing around the room.

Align Your Answers to the Job Specification

Always make sure your answers align with the competencies outlined on the job description. Make a list of the key things your employer is looking for before you attend the interview and demonstrate a clear connection between your abilities and what your employer needs.

For instance, if the job description focuses on leadership, share examples of how you’ve acted as a leader in the past. Even if you don’t have experience in an executive or high-level position, you may have helped guide a team, mentored another staff member, or shown leadership in other ways.

Demonstrate Tangible Results

Explaining what you achieved and what you learned from each experience is crucial in a competency-based interview. The more specific you can be when explaining your results, the better your impact on your interviewer.

For example, if your hiring manager says, “Tell us about a time when you overcame a challenge in the workplace”, you can respond by outlining a specific problem you faced relevant to the tech industry, and the business you want to work for.

Then, follow up by saying, “At the end of this project, I had increased the company’s profits by 5% and learned how to improve my leadership abilities through transparent communication.”

Acing your Competency-Based Interview

Competency-based interviews can feel daunting initially, particularly if you’re not used to “storytelling” in the interview process. However, they offer a fantastic way to demonstrate your skills, abilities, and competencies in a way that resonates with hiring managers.

The more time you spend learning about each company you apply to work with and practising your competency-based answers, the more your confidence will grow.

I hope you found our blog insightful on How to Master Competency-Based Interviews: A Guide For Tech Candidates. 

Remember, you can contact your tech recruitment company for advice and guidance. Many leading recruitment teams can offer insights into how to structure exceptional answers and define what your ideal employer is looking for.

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.

 

7 Tips for Creating Success in Your New Tech Role

You’ve been offered a new tech role – congratulations!

There are a few things to do now, firstly, to celebrate and inform your current employers of your resignation.

The second is to think about how you’re going to make a success of your new role.

You know you have the right skills, abilities and experience that your new employer is looking for, so you can relax on that front.

But still, starting a new job can be daunting. You want to prove to your manager and your new colleagues that you’ve got what it takes.

Thankfully, there are a few strategies you can implement from day one.

So here are 7 strategies for creating success in your new role.

​1.    Knowing Where to Focus Your Efforts

Securing your new role is just the first step in this exciting new part of your career.

Although your recruitment company will have helped you find a role which perfectly matches your skills, abilities and aspirations, it is up to you to find out what is expected of you in your new role.

Think about:

• Find out what your manager’s priorities are – and then find out how this relates to you. This might be covered in the onboarding process, but it will help to have defined short, medium and long-term goals to work towards.
• What do you need to do every day in your day-to-day duties?
• What is your manager’s style, and how are you going to develop a relationship with them?
• What are your KPIs, and how will you be evaluated in your new role?

The more you can find out about where you fit into the businesses ultimate goals, the faster you will settle in and can start achieving.

​2.    Demonstrating the Right Skills and Attitude

​You will have been hired for your IT skills, and it is time to put them to good use in your new role.

Think about is there anything you learned in your previous role that you could bring to your new organisation?

You must also demonstrate that you can work well with your new colleagues – and this might mean navigating a few different working styles and figuring out how your new team works and how they communicate.

The key things to remember here are:

• Practice your communication skills and be patient with others – it takes time to form strong working relationships.
• Be flexible – you might have a fixed opinion from your previous roles about how to undertake specific tasks, but now is the time to observe others and fit in with how your new team operates.
• Be pro-active in problems solving – don’t be afraid to take on new challenges in your new role; it shows you are resilient and hard working.

​3.    Forming Good Habits

​It is essential that you maintain professionalism in everything you do, and avoid getting into workplace gossip, even though it might seem like a good way to form initial bonds.

Focus on your results in the early stages of your role; don’t be afraid to ask your manager to clarify that you’re on the right path, but refrain from asking continually about things you aren’t sure of. Save up your questions and ask once a day. If you aren’t sure of what to do at any point, be proactive and find something to do – ask your new colleagues if they need help.

​4.    Active Listening

​Active listening is different from the type of listening that most people demonstrate – that is, listening with the intent of responding, and not listening deeply to what it is the other person is saying.

You can learn a lot more when you focus intently on the things your new colleagues and manager say to you. You can absorb so much about the company, the people, your role and the industry when you actively listen.

So, never make assumptions – and actively listen to your peers; you might be surprised at how much you learn.

​5.    Always Learning

​We can all be guilty of believing that we have nothing left to learn about a particular subject, especially if it’s a issue that you are very familiar with.

But the start of a new role should be a reminder than there is always more to learn.

Once you have your new role parameters and goals clearly in your mind, you can then look towards your ongoing development.

Speak to your manager about L&D and ask if there are any courses you can take or any in-house training extra to your onboarding that you can partake in.

Remember – every day is a school day!

​6.    Deciding What to ‘Let Go’ Of

​Part of growing in your new role is in realising what you can let go of.

Success is not always about refining your skills and developing new ones; it can also be an opportunity to let go of old habits and mindsets that could be holding you back.

Learn when to say ‘no’; notice when you are more likely to procrastinate or become distracted, and finally, say goodbye to the fear of failure.

Starting a new role is a powerful thing, and it can be the opportunity to be the ‘you’ you have always wanted to be.

​7.    30, 60 and 90 Day Plans

​And lastly, success will not happen on its own – is must be planned for.

The onboarding process in your new role should set the objectives of your position; however, the detail and specificity of onboarding programmes can vary between organisations.

So it is advised that you set yourself some 30, 60 and 90-day goals – even if they are just personal goals that you want to achieve in your new Role.

Achieving personal targets related to your new Role is a great way to boost your confidence and draw success towards you.

30, 60 and 90-plan have been proven time and again to be a really effective way of helping people achieve their goals.

​Finally

​If you’re looking for your next opportunity and aren’t sure where to start your new job search, we can help.

We help IT candidates just like you find great new career opportunities. From CV help, and interview prep to careers advice and organising interviews for you.

I hope you found our blog, 7 Tips for Creating Success in Your New Tech Role, a useful guide.

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.

Get in contact with us on 01580 857179 or email us hereto find out how we can help you secure your next IT role.

How to Write a Tech CV That Will Get You Noticed by Employers

The quality of your CV can mean the difference between being stuck in a role with no prospects or being offered a great new position.

Your CV is still the first thing clients ask for and will be the decider between getting an interview and being left out of the recruitment process.

The CV has been around for hundreds of years, and over time it has changed and evolved with the world of work.

As IT recruiters, we have seen the evolution of the CV, and today we are sharing some invaluable top tips to ensure you get on the radar of the best employers.

​The Purpose of a CV for Employers

​Let’s start by thinking about what function your CV serves for employers.

For a start, we should point out that many employers are pushed for time, and they are looking for shortcuts in their recruitment process – they want it spelt out to them that you are the candidate they are looking for.

So to fit this requirement, your CV should be highly tailored to the employer or hiring manager that is looking after the recruitment process.

Aim to find out where possible exactly who to address your CV and cover letter to – this makes it stand out more than letters simply addressed ‘Dear Sir/Madam’ and tailor your CV and cover letter specifically to the company and the role you are applying for.

All too often, IT candidates send generic CVs or cover letters – these are usually the candidates who don’t get past the first round of the recruitment process.

In today’s competition-led job market, your CV needs to do the following:

• Immediately capture the attention of the recruiter or employer
• Illustrate how your skills and abilities clearly relate to the job description
• Show how much of a culture fit you are to the organisation
• Increase your chance of getting a first interview.

Your CV should be a succinct summary of why you are the ideal candidate for this role.

So let’s look at what makes the ideal IT CV.

​Make Sure it’s Relevant

​Many people include skills, knowledge and experience on their CV that, although they might be proud of, it is not relevant to this company or role.

Remember the following tips when thinking about what to include in your CV:

• Make sure your CV includes everything the job advert specifies.
• Use similar terminology to that found in the job advert to strike a connection with the employer or hiring manager.
• If there are any areas that you don’t have the required skills, address this by demonstrating your desire to learn, which you can back up with previous examples of learning a new skill for a previous role.

Keep your CV short, and to the point. The ideal length is two pages, but it can be longer if you have lots of relevant experience.

The following are what to include in your CV to make sure it ticks all the right boxes.

​Sections to Include

​Remembering always to keep it relevant and avoid unnecessarily long explanations or details, structure your CV using these sections.

• Personal details – make sure these are up to date, with your current address, professional email address and correct phone number.
• Your personal statement – this can be a short couple of paragraphs at the top of your CV, which summarises in short why you have the skills and experience which make you an ideal candidate for this role.
• Your work experience – include all of your relevant work experience, which demonstrates your ability to thrive in a similar role. Include the name of the organisation, the time you held the position for and your job title.
• Achievements – give specific examples of your previous achievement, which will allow you to excel in the role you are applying for.
• Education – only include educational achievements which are relevant to the job.

Finally, let’s look at some tips to remember to create an eye-catching CV.

IT CV Top Tips

​Even with the right relevant information, your CV will still need to perform in other ways to catch the attention of the hiring manager.

The following are our top tips to get your CV noticed:

• Check and double-check that your contact details are up to date – have you changed your mobile number since you created your CV?
• Use a professional email address without nicknames or slang in it – if you haven’t got one, create one.
• Include a link to your LinkedIn profile – the hiring manager will probably look you up online anyway, you might as well direct them to where they can find your LinkedIn profile.
• Don’t include a picture on your CV – it’s an outdated concept and adds no relevance to the recruitment process.
• Run your CV through spell check before you print or send it. Also, have someone – a friend or a recruiter – to check for spelling and grammar mistakes.
• Choose a font that looks good, but that is clear and easy to read. Make sure the font isn’t too large or too small. Don’t use lots of different sizes or styles of font – simple is best.
• Avoid cliches such as ‘go-getter’, ‘think outside the box’ and ‘multi-tasker’ when describing yourself. If you are struggling writing your CV, you can call us on 01580 857179 or send us an email here.

Finally, let’s look at the importance of the cover letter to go with your CV.

​Your Cover Letter

​We often get asked whether you should include a cover letter or not – our answer is always yes!

Your cover letter is another opportunity to show you’ve researched the business and made sure that you’re appropriate for the role. Within your cover letter, you can go beyond the skills and education outlined in your CV to show that you are familiar with the company and explain a little more about yourself and why you want to apply for their vacancy.

​Finally

​Your CV is your chance to introduce yourself to a IT recruitment company or hiring manager in a meaningful way.

If you can show the person looking at your CV that you match the job description as closely as possible, then you’ll get the interview.

For more information on how we can help you craft your IT CV, as well as find new roles for you to apply to – get in touch with us today.

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.

You can call us on 01580 857179 or send us an email hereto discuss your CV and your next career move.

Crafting Your Standout Tech Sector CV

Even in a world where 91% of all employers now use social media as part of their hiring process, the CV/Resume is still one of the most important tools any candidate has.

It is the first thing most employers will look at before even thinking about inviting someone to an interview. It’s also your best chance to immediately introduce your education and experience. Used correctly, your CV/Resume can improve your chances of getting the ideal job.

Unfortunately, many Technology candidates struggle to convey the right information in their CV/Resume and cover letters. Some candidates are still using old-fashioned, outdated, or complicated formats which are not relevant to the jobs they apply for.

Here are the 5 steps you can follow to ensure your CV/Resume stands out to any hiring manager.

Step 1: Make it Relevant

One of the biggest mistakes Technology professionals make, is attempting to use their CV/Resume as a catch-all document for every potential role. However, this document is not just a list of your educational credentials and accomplishments. It is your opportunity to convince a hiring manager that you’re the right person for their specific position.

Remember, only around 2% of candidates make it to the job interview stage when they go it alone without the help of a specialist Technology recruitment company. Working with your consultant/recruiter to determine exactly what you should include on each CV/Resume will boost your chances of success.

Start by researching the company, and making a list of all the important traits, experiences, and characteristics they value. Your CV/Resume should be tailored to the specific job description for the role you’re applying for. If you know a company values innovation and intuition, use your CV/Resume to highlight how you have shown these traits in previous roles.

Step 2: Keep it Short and Sweet

Some studies suggest that up to 100 people will apply for any given role, which means even in a candidate-driven market, you’ll still have a lot of competition to go up against.

When sorting through countless applications, employers do not want to waste time on lengthy, complex CVs/Resumes. They are more likely to be attracted to applications that get straight to the point, highlighting the information an employer wants to know about their candidates.

With this in mind, edit your CV/Resume ruthlessly before you submit it. The best resumes are no more than two pages long, and some can be as short as a single page. Remove any information which might not be specific to a role or might be considered outdated. Additionally, make sure your most essential information is located towards the top of the page. Your core skills and experiences should not be hidden on page two but placed directly under your personal profile.

​Step 3: List Accomplishments, Not Just Prior Roles

When sorting through applications for a job role, most Technology employers are not only looking for evidence you have experience in their industry. They want to see examples of your previous accomplishments and understand why your background is valuable to their organisation.

When you are listing your prior experiences on your CV/Resume, use concrete numbers, statistics, and clear information to demonstrate what you’ve done in the past. Do not just mention day-to-day job activities, tell your future employer a story about how you’ve evolved in your career.

For instance, if one of the core responsibilities of your new role will involve analysing data or conducting research, draw attention to how you did this in a previous role to boost a company’s efficiency by X% or reduce costs by X%.

Step 4: Get the Structure and Formatting Right

A complicated, confusing CV/Resume will automatically place your name at the bottom of the pile for potential hires. Make sure you get the structure and formatting right. Around 99% of companies now use automatic scanning technology to sort through CVs/resumes in search of specific keywords and phrases. This means you need to ensure you choose a file format that’s suitable for these tools.

It’s also worth structuring your CV/Resume in a way that helps draw attention to the most valuable information first. Here are some of the sections you should include:

• Personal Details: Countless Technology recruitment companies receive CVs/Resumes that miss out key details like a name, email address, and contact number. These are crucial for ensuring a potential employer can reach out to you.
• Personal statement: In your personal statement, highlight why you’re the ideal person for the specific role you’re applying for. Keep this section short and focus on things like previous accomplishments and experiences which make you right for the role.
• Work experience: Highlight all of the relevant work experience which could demonstrate your ability to thrive in this specific role. Include the name of the organisation you worked for, and what you achieved during your time there.
• Achievements: Outside of your work experience section, you can highlight other relevant achievements with quantifiable evidence. For instance, you might write about the time you managed a team when working for a charity and helped to increase donations by X%.
• Education: Only list education relevant to the job. You don’t need to go all the way back to your first school credentials. Focus on the specific accreditations your employer is looking for. You can usually find requests for specific educational credentials on the job listing.

Step 5: Double-Check Before You Send

Even in a world filled with spell-checkers for your digital documents, it’s easy to make a mistake with your CV/Resume. Ensure you have the right country setting for your spell checker and take the time to read through your application a few times before you send it off.

Working with a recruitment consultant during this stage can be particularly helpful, as they can pinpoint any areas you might need to expand on to improve your chances of getting the role. While they won’t necessarily spell-check your CV/Resume for you, they can sometimes share some tips on how to make your application stand out.

It’s also worth double-checking the job listing to see if the company has any specific requests for how you submit the application. Some companies prefer files to be sent in a specific format. It’s important to show you can follow instructions carefully.

When you have carefully created your CV, send it through to us at Opus Resourcing and we’ll be in touch.

The Truth About Bad References in Tech: What You Need to Know When You Are Search For a New Role

One of the most common ways an employer will assess a candidate’s character and learn more about their work ethic and suitability for the role is by examining references from previous employers.

A glowing reference can improve your chances of standing out from the competition when applying for a competitive role, demonstrating your most valuable skills and attributes, while at the same time confirming you are an employee that is capable of performing the role.

A bad reference, on the other hand, can instantly destroy your chances of getting your dream job, and make it almost impossible to find a new employer.

Unfortunately, giving a bad reference (or no reference at all) isn’t illegal in most parts of the world. Here’s everything you need to know about bad references in the Technology space.

​Can an Employer Give You a Bad Reference?

Though a bad reference can severely harm your chances of being hired in the Technology industry, they’re not illegal. There are very few laws that prohibit an employer, co-worker, or anyone else you approach from sharing negative information about you. However, the exact rules and guidelines around references vary from one country to the next.

​Legal Regulations in the UK

In the UK, an employer isn’t required to give a reference, unless they agree to do so in writing. If an employer chooses to share their thoughts on your attributes and work ethics, they are required to provide accurate insights, which are fair and legitimate.

While employers are allowed to share honest information about things like poor punctuality, whether you were fired, and whether you acted inappropriately, they are not permitted to add unfair or misleading information to a reference.

If you believe the statements made about you in a reference are false, you may be able to claim damages in court. Your employer will be required to back up the reference and show evidence of its accuracy.

​Legal Regulations in the US

The legal regulations surrounding references in the USA are similar to those in the United Kingdom. However, it’s worth noting different states may impose their own rules on top of federal laws. On a federal level, all employers are required to give accurate, true, and fair insights into their employees when writing a reference. This means you can still challenge a reference if you believe it’s unfair or misleading.

Many states also regulate exactly what an employer can say about a previous employee. For instance, some states prohibit an employer from sharing personal information about a staff member without their consent. Some states have “service letter laws” which require employers to describe certain aspects of a team member’s employment, such as their work history, pay rates, or reasons for termination.

​Legal Regulations in Australia and New Zealand

In Australia and New Zealand, employers will not breach any Commonwealth privacy laws by providing personal information in a reference that relates directly to an employee’s job. However, they are often required to ask for consent when sharing specific details.

Employers are required to carefully consider what information is appropriate to provide in a reference. Generally, employers aren’t permitted to disclose private information about their staff members, such as their medical history, due to Commonwealth privacy laws. However, the exact information an employee can share may vary based on state or region.

​When Might A Technology Employer Give a Bad Reference?

In most parts of the world, employers are permitted to share negative comments about an employee if they’re relevant and fair. Most local and federal laws allow employers to comment on an employee’s conduct in the workplace, their performance, and other factors, such as poor attendance.

However, employers typically aren’t permitted to share defamatory comments based solely on their dislike of an employee, or another irrelevant factor.

Since employers have the freedom to discuss many factors relevant to a staff member’s employment during a reference, it’s crucial for employees to choose whom they ask for references from carefully. If you believe you didn’t perform according to the standards set by your employer during your time working for them, it might be best to forgo a reference.

Negative references not only damage your chances of getting the next role you apply for, but they can also have a long-standing impact on your professional brand. If word spreads about your negative attributes, you may struggle to take the next step in your career.

​What to Do if You Receive a Bad Reference

Receiving a bad reference can be extremely detrimental to your future as an employee in the Technology sector. That’s why it’s so important to hold yourself to high standards when working in any environment, regardless of whether you’re planning on seeking out a new job or not.

If you’re given a bad reference by your previous employer:

• Know your legal rights: While employers are permitted to share negative insights into an employee, they can only do so when their statement is fair and accurate. If you believe that whatever your employer has said about you in a reference is incorrect, obtain a copy of the reference, and consider seeking out legal advice.
• Speak to your new employer: Talk to your would-be employer about the reference and challenge any aspects you believe to be unfair or unreasonable. If the reference is accurate, tackle the negative feedback head-on, and let your new employer know what influenced your performance previously, and how you plan on addressing these issues.
• Talk to your former employer: Depending on your relationship with your current or former employer, it may be helpful to speak with them about the reference. Question the issues they raised and ask them whether there’s any chance they may be willing to change the reference. Apologising for any misconduct may help to resolve the issue amicably.
• Assess other references: It may be possible to mitigate the impact of a bad reference by providing other, complementary references to your new employer. Look at statements you’ve received from other colleagues, co-workers, and employers in the past, and draw attention to these when connecting with your new employer.

You can also consider speaking to your recruitment company for some extra advice. They may be able to offer insights on how you can reduce the impact of a bad reference or seek out better commentaries from other people in your history. They can also help you to develop your professional brand, so you still make a positive impact on new employers.

I hope you find our blog The Truth About Bad References in Tech: What You Need to Know When You Are Search For a New Role a useful resource.

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.

To find out how we can help you find your next IT talent, get in touch with us on 01580 857179 or email us here.

The 6 Interview mistakes Technology candidates still make

​Interviews can be nerve-wracking at the best of times. If you’re applying for an amazing new job opportunity, the pressure to present yourself as a reputable, trustworthy, skilled and reliable individual can quickly get on top of you, no matter how confident you usually feel.

While most interviewers expect to see a few signs of nerves in candidates, making certain mistakes during this crucial conversation could mean you miss out on a fantastic role.

Whether you’re meeting with an employer through a video conference or participating in a face-to-face interview, it is key to be prepared.

So here are some of the most common interview mistakes you should always avoid. Use this guide to help prevent the The 6 Interview mistakes Technology candidates still make.

1. Not Being Prepared

Perhaps the biggest cardinal sin any Technology candidate can commit is failing to prepare fully for the interview. Before you go into your interview, you should always research the company thoroughly.

Take a closer look at the job description and ensure you know exactly what your employer is looking for, so you can prepare answers to interview questions that showcase the right competencies and characteristics. Examining the job description carefully will also help you determine whether the role is right for you.

Study the company’s website to get a feel for their culture, vision, and values, and try to incorporate these factors into your answers too. Check the company’s social media channels, and ask your Technology recruitment company for advice.

2. Dressing Inappropriately

Times have changed, though not that much, that dressing appropriately for an interview no longer matters. Most interviewers won’t give you a specific dress code to follow before you turn up for the conversation, so it’s up to you to use your common sense. If you’re unsure whether the company is generally more “laid back” about dress codes, dress professionally.

You don’t necessarily need to wear a suit for every interview, but you should focus on professional dress. This applies not just to face-to-face interviews but video interviews too. Hiring managers still expect to see professionally-presented candidates when they’re interacting over video.

Dressing properly will show your interviewer that you’re taking this interview seriously.

3. Talking About the Wrong Things

For a hiring manager in the Technology industry, an interview is a chance to get to know candidates better, evaluate their competency for the role, and determine whether they will fit the company’s existing culture well. The things you discuss in your interview should highlight why you’re a good fit for the position and business.

With this in mind, make sure you don’t start talking about the wrong things. Don’t immediately jump into a discussion about salary (you can ask about this later), and try not to get too caught up in small talk at the beginning of the interview, either.

Most importantly, never criticise former employers or colleagues. Talking negatively about a previous place of employment will make you look petty.

If you’re asked questions like “Tell me about a time that you didn’t work well with your manager”, don’t try to pin the issue entirely on them. Focus on the communication issues or other problems which contributed to the situation.

4. Not Being Punctual

A well-known quote says, ‘the way you do anything is the way you do everything.’

Therefore, an interview is the first opportunity to demonstrate how you ‘do’ things and what kind of employee you will be to your potential employer. Arriving late is never a good sign, as it shows you’re not well-organised, punctual, or good at time management – even if you have a valid excuse.

Ensure you’re going to arrive on time or early for your interview by planning your route and setting off early if you’re concerned you will be affected by traffic. If you’re taking part in a pre-screening interview over video or your interview is a video conference, make sure you check all of your software and hardware is working in advance.

When the interview begins, don’t rush off to grab your CV/resume and other resources before you can start talking. Show you’re well-prepared by having everything you need in front of you. If you can’t avoid being late, call your hiring manager to let them know what’s happening as soon as you’re aware you’re not going to arrive on time.

5.  Poor Body Language

Communication is up to 55% non-verbal. It’s not just what you say that your hiring manager will be paying attention to in an interview, but how you present yourself too. Slouching in your seat, constantly checking the time, or fidgeting all show your potential employer you’re distracted or uninterested in the role.

Before an interview, take a few deep breaths to focus. Concentrate on regularly making eye contact with the people you’re talking to, sitting straight, and maintaining confidence. Keep your hands in front of you on the table or in your lap, and never check your phone during a meeting.

If you’re worried about what your body language might be saying about you, it could be helpful to practice some “interview scenarios” with friends before you go for the actual meeting.

6. Not Listening Properly

Employers want their employees to be passionate, engaged, and attentive. With this in mind, you should always show your hiring manager that you’re listening carefully to every word they say. If you feel your attention slipping during a particularly long interview, make an extra effort to stay engaged. Lean forward slightly, make eye contact, and focus.

If you’re not sure whether you’ve understood a question correctly, ask your hiring manager about it. It’s okay to double-check that you know what they’re looking for when they query something. Just try not to ask your hiring manager to repeat themselves constantly.

A good way to show you’re actively listening is to rework the question into your answer. For instance, if someone asks you to “tell them about a situation where you acted as a leader”, you could say, “I think I showed my leadership qualities best during…”

​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 your next role in the Technology sector, call us on 01580 857179 or send us an email hereto discuss your CV.

Book a Call with James Shenton

5 Easy Ways to Build Your Confidence for Your Next Tech Interview

Applying for a new role, and going through the recruitment process can be a daunting task for even the most experienced IT professional.

Interview nerves affect most people, but they can make the recruitment process more stressful than it needs to be for you, the candidate.

Your next job might be the start of something amazing – so naturally, you will want to impress the hiring manager.

If you are preparing for an upcoming interview, we have created this guide to help you boost your confidence to help land you your next role.

1.    Role Play Interview Practice

​We all know that preparation is the key to success – and anyone who has ever had a job interview will have been told to practice their answers beforehand.

But very few candidates ever actually go to the lengths of practising a role-play style interview with someone, and yet doing this can help you significantly.

Practising your answers while you are alone, or even writing down specific answers or themes are great ways to prepare – but nothing beats a real-life run-through beforehand.

So get someone, a friend or a family member, to act as the interviewer and get them to ask role-specific or general interview questions – be prepared for both – and practice giving your answers.

You will not know until you rehearse in this way that you might want to add something into one of your answers, or that you need some extra practice when talking about a specific subject.

​2.    Boosting Your Confidence Before the Interview

​Immediately before the interview is when candidates are at their most nervous.

So it is during this time that the most crucial confidence-boosting techniques are needed.

The following are great simple tips to help you in the hour up to the interview. Find somewhere private, either in your car or a private hallway to take a few minutes to practice the following:

Picture yourself succeeding – visualisation techniques are shown to be effective at helping reduce nerves and focus the mind.

• Breathing techniques – take slow, deep breaths to help calm any nervous jitters you may be having.
• Say some positive affirmations to yourself – saying ‘I will succeed’, ‘I deserve this job’ and ‘I am going to be successful in this interview’ will help you foster a positive mindset, which can significantly improve your confidence.
• Once you are in the interview, let’s look at how some simple body language techniques can help you relax and be your most confident self.

​3.    Body Language During the Interview

​The way you hold yourself will make you feel more confident so that you are able to give a better interview, plus it will also signal to the interviewer that you are relaxed and professional.

First impressions count, so smile when you say hello.

Try not to perch nervously on the edge of your seat – sit all the way back in your chair, with a straight back, not slouching.

When you give your answers, talk with your hands as this will allow you to communicate your ideas more effectively. But also be careful with the way you use your hands – don’t gesticulate too wildly, and when you are listening rather than talking, try not to fidget or keep touching your hair or your face, which people tend to do when they are nervous.

Remember to carry on breathing deeply, and always say yes to a glass of water – you can take a sip to compose yourself before you give your answers, or if you need a moment to pause.

Make eye contact with the interviewer, but not too much. And finally – smile during the interview – you want to look like you are happy to be there!

​4.    Be a Great Listener

​There will be time during the interview when the interviewer is asking the questions or explaining about the company. During these times, remember to employ excellent listening skills.

An interview is about listening as much as it is about talking.

Nod when the interviewer is speaking and always make sure they have finished before you give your answer.

The interviewer will be looking for someone they can guarantee will get on with the rest of the team – so an overconfident candidate who spends the entire interview singing their own praises can be a turn-off.

Remember that not every answer you give has to be perfect – but listen to what the interviewer is asking, and you can always ask them to repeat themselves or clarify if you aren’t sure what they meant.

Interviewers are human, and they don’t always give perfect interview questions.

​5.    Look to Connect, Not Impress

​And finally, a great tip to boost your confidence is to not think about the interview as an interview – but a conversation.

Aim to connect with the interview, not to flat-out impress them with everything you say.

Building rapport with an interviewer is a great way to be a memorable candidate, and striking a meaningful conversation rather than stressing while trying to appear superhuman will allow you to naturally ease into the interview and will make the whole experience much more enjoyable.

Confidence is about being honest and transparent; it is obvious when someone is trying to be somebody they’re not.

​Finally

​Are you preparing for an upcoming interview? Or maybe you’re not quite there yet, and you’re still looking for a new IT role.

If so, we can help.

We’re specialist IT recruiters, and we can help you will all aspects of your new job search, from CV help to arranging interviews, and of course – helping you prepare for your all-important interview.

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.

To find out how we can help you in your new job search – get in touch with us on 01580 857179 or email us here.

5 Signs You’re Working in a Toxic Workplace

Employees thrive in healthy working environments. If a workplace is supportive, collaborative, and engaging, team members are more likely to be more productive and happier in their roles.

Unfortunately, not all workplaces are naturally nurturing. In fact, Business Insider shared that around 1 out of 9 of US employees, today define their workplace as a “toxic” environment. In other words, they believe the company culture, management style, and overall structure of their working environment, are damaging their productivity, performance, and even their wellbeing.

Toxic workplaces gradually grind workers down with passive-aggressive behaviour, poor communication, and problematic leadership. Eventually, you might find you’re no longer prospering professionally, simply because your workplace doesn’t allow you to thrive.

Today, we’re going to be pinpointing some of the clear signs of a toxic workplace for Technology team members and offering ideas on how to handle a harmful environment.

​The 5 Signs of a Toxic Work Environment

Symptoms of toxicity in a Technology workplace can vary depending on a number of factors. Some people feel their workplace is toxic when their boundaries aren’t respected, or when they’re unable to progress or develop in their roles. Others struggle with workplace toxicity in the form of exclusionary behaviour and bullying.

Ultimately, any environment which makes it difficult for you to perform your best work, harms your mental health or conflicts with your boundaries, can be toxic. Here are some of the most significant signs of workplace toxicity to look out for.

​1. Poor Communication

According to Salesforce, business leaders believe around 86% of workplace issues are caused by ineffective communication and collaboration. In any organisation, excellent communication is crucial to keeping everyone aligned, synchronised, and working towards the same goals.

Unfortunately, there are many factors that can damage communication in the workplace. Employers may hire employees with different communication styles, then fail to provide each team member with the tools they need to connect, such as video, audio, and messaging software.

Poor communication can arise when certain employees use a lot of jargon in their language, making it difficult for other people to understand their meaning. Issues can even occur when companies fail to prioritise good listening skills and consistent respect between employees.

Watch out for issues like a lack of transparency in the workplace, passive-aggressive communication, or missing clarity in conversations.

​2. Lack of Diversity and Inclusion

Diversity, equity, and inclusion have become some of the most important considerations for any workplace in recent years. Increasingly, the most talented people in the Technology landscape are looking to work in inclusive, comfortable, and welcoming environments.

Inclusive environments reduce stress and help employees to develop stronger connections with their colleagues. However, there are still many workplaces that can suffer from issues with exclusionary behaviour. When companies fail to invest in building bonds between different departmental teams and personalities, cliques can form.

These cliques can cause some employees to feel isolated from the business, and can even damage the flow of knowledge and information, creating a more secretive, gossipy workforce. While employees can avoid gossip and rumour mills as much as possible, an exclusionary workforce can quickly lead to issues with stress, anxiety, and burnout.

​3. Problematic Leadership

There’s a common saying in the recruitment landscape that people don’t actually leave bad jobs – they leave bad leaders. The reality is there are numerous reasons why talented professionals might choose to seek out opportunities elsewhere. However, a bad leader or manager can certainly increase the risk of turnover. Poor leadership in any environment increases the risk of workplace conflict, harms productivity, and creates frustration among employees.

Notably, there are many different types of “bad bosses”. Some leaders are ineffective because they’re passive-aggressive, play favourites with certain members of staff, or spend too much time micro-managing their employees. Other bosses are problematic simply because they forget to invest enough time into providing feedback and guidance for their team members.

Ultimately, if you feel your manager isn’t helping you to excel in your role, or may even be stopping you from reaching your full potential, this is a good sign your workplace is either already toxic or it’s about to become a more significant issue.

​4. Lack of Development Opportunities

As mentioned above, a toxic workplace can come in many different forms. Sometimes, an environment is problematic not because it’s full of bullies, or poor communication techniques, but because it’s not giving you room to develop and grow.

Every role you take in the Technology landscape should be helping to nurture your skills, develop your expertise, and drive you closer to your career goals. If your workplace doesn’t invest in your growth, training, or education, it’s basically leaving your talent to stagnate.

As the world continues to evolve at an incredible rate, any professional who isn’t moving forward isn’t just standing still- they’re falling behind. A workplace that fails to invest in upskilling, reskilling, and developing its employees will quickly begin to suffer from a lack of motivation and increased turnover. If your company isn’t investing in your growth, it might be time to start looking for an alternative employer who will.

​5. Increasing Symptoms of Burnout

According to the APA, instances of workplace burnout have been on the rise since 2020. Today’s Technology employees are taking on countless new challenges each day, learning how to accommodate new working schedules, embrace new tools, and deal with countless other issues. It’s little wonder many of us are starting to feel overwhelmed.

In an ideal business environment, employees and employers should be working together to tackle and eradicate burnout as much as possible. Staff members should feel comfortable asking for help and discussing options with business leaders and supervisors. At the same time, bosses should be on the lookout for signs of burnout in their team, so they can act fast to address issues.

While initial signs of burnout don’t necessarily mean a workplace is toxic, worsening symptoms indicate the business leaders aren’t taking enough steps to look after their staff.

If you notice your colleagues taking more sick days than normal, withdrawing from meetings, or complaining of poor health, this could be a sign burnout is on the rampage.

​How to Deal with a Toxic Workplace

Toxic workplaces can occur in any industry. Even employers who were previously empathetic and supportive can overlook emerging signs of toxicity after a while. In some cases, you might be able to turn your working environment around, by speaking to your bosses, finding ways to cut down stress, and suggesting ways to enhance company culture.

However, if your suggestions go unnoticed, and the toxicity in your workplace continues to increase, the best option may be to start looking elsewhere. Working with a specialist Technology recruiter to find a role in a company with a culture that will help you thrive, and flourish ensures you can continue moving forward, toward your professional goals.

After all, we can all encounter toxic workplaces during our careers. The key to success is ensuring a bad workplace doesn’t poison your professional future.

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.