Montash has been finding jobs for talented tech professionals around the world since 2004. Our consultants take pride in changing lives by connecting talented individuals with leading global organisations. Montash focuses on the Digital, Cloud & Software Tech, Information Security, and SAP sectors. We have the expertise and technical knowledge to understand exactly what both the employer and the candidate need from a technical and cultural fit.
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The world of technology is evolving at a rapid rate and there is an increasing demand for specialist tech talent across the globe. We ensure that we can provide candidates with accurate and sound career advice based on the expertise and knowledge of the markets and specialisms we operate in.
Montash consultants provide career advice every day to candidates looking to embark on new career journies, helping them make the right choices about their next job. Whether you are a Java Developer in the Netherlands or Head of SAP in Germany, Montash has the expertise and knowledge to support you.
Career progression: Whether you're looking to change careers or move up the ladder, we provide support and career networking opportunities so you are fully aware of the options available to you.
Interview preparation: From CV writing to salary benchmarking and interview prep, we will provide advice and support ahead of your interview to present your talent in the best possible light. We will vouch for your skills with honesty and integrity.
New job preparation: Once you've taken the first step on the next leg of your career journey, we'll still be right at your side. We'll provide advice on salary negotiations, relocations and new job preparation to make your transition as smooth as possible.
your career can be life-changing, and we take that responsibility seriously.
We are a different type of recruitment agency. We put your needs first to ensure that we are providing the best service possible.
We take the time to get to know you and your personal career goals. Once we learn about you as an individual, we work on your behalf to find job opportunities to meet your technical and cultural requirements. After your first placement through Montash, we will stay in touch to ensure you are happy with your new role and whether we can support any future career changes.
Do you know your own worth? Because we do.
When you find a job through Montash, we ensure that you will receive a salary package to match your experience and skillset.
Montash works with both employers and candidates to provide salary benchmarks for a variety of roles. There are many factors to be considered that determine the market rate for either your current role or potential new job opportunities. It could be that you are not currently being paid the market rate.
London, England | Salary: £65000 - £75000 per annum + negotiable
Oxfordshire, England | Salary: £35000 - £45000 per annum + Bens
City of London, London | Salary: £60000 - £75000 per annum + Bens
Companies have been publishing figures in fits and starts ahead of the Gender Pay Gap data deadline of 6th April. This year, a number of major leading businesses have revealed that they have gender pay gaps of more than 15% in favour of men for mean hourly pay. The gap between women and men earning over £100,000 a year in the UK has widened by 23% over the last five years, new research has revealed. A report from Wilsons Solicitors shows that there are now 470,500 fewer women earning more than £100,000 than men across the country. The figure was around 383,400 in the financial year 2010/11. While 625,600 men now earn over £100,000, only 155,100 women do. How's tech holding up? From the time of writing, 25 companies in the 'information and communication' industry have released their gender pay data. On average, women are paid 17% less. Across all industries, tech roles see a 25% gap, compared to the UK average, which is 18%. The industry is still overwhelmingly represented by men, but is more balanced among lower-level roles. In line with other industries, this reflects the lack of progression for women and segregation of women into "pink collar" clerical nontechnical/specialist roles. An analysis of the Gender Pay Gap figures shows that the split at junior support level is 51% male, this rises to 75% at the mid-level professional level and peaks at executive jobs, with women comprising just 13% of the workforce, compared to UK norms twice that. In tech, men and women are rated equally on performance at each of these levels, but men are still twice as likely to reach management level, and men receive 20% more in terms of bonuses. Making technical roles more appealing to women Many firms in tech are taking active steps to make the industry more attractive to women by reforming workplace policies and encouraging graduates. Already women in STEM fields are taking up new roles in tech. In 2016, Fujitsu reported 36% of their graduate intake in 2014 were women. In 2017, that number has risen to 49%. This is a positive start, but the biggest gap in gender pay in tech is in the older generation and the senior level positions. Over time, investing in new blood will help balance this out, but there is more we can do. Making women more appealing to businesses Each year, studies such as one from accountancy firm Grant Thornton in 2015, Women in business: the value of diversity, point out that companies perform better when they have at least one woman on the board. It isn't all about pay One of the criticisms to the gender pay gap, some argue, is that the gender pay gap is not the same thing as having equal pay. For example, the rules around maternity pay, paternity pay and parental leave skew the figures. While both parents can share up to 39 weeks of leave, mothers currently benefit from the first six weeks of leave being paid at 90 per cent of their normal earnings, while fathers’ statutory entitlements to parental pay are capped at £140.98 a week. This means that the first six weeks of statutory maternity leave offer greater financial benefits than either of the paternity or parental leave entitlements that are available to men. Therefore, this should be taken into account when considering equal pay. Big businesses are, rightly, worried about the impact this will have on their business and their talent retention. Four-fifths of 1,000 senior managers believe reporting a gender pay gap will damage the reputation of organisations, according to a report by the Financial Times. More than three-quarters said organisations would be likely to lose staff over the issue, while 73% believed the worst offenders would find it harder to recruit. It's not just about transparency The fact of the matter is that there is a generations-long gender pay gap across all industries that needs addressing. It seems that the tech industry has to work on its reputation as a sector that is diverse and inclusive of anyone with the talent and qualifications to succeed. The gender pay gap isn't closing any time soon, and highlighting the issue through pay gap reporting is only the first step. For women keen to enter the tech industry today, a gender pay gap is a known obstacle. But the tech companies that are open about the action they are taking to close that gap are the ones that will be most attractive to up and coming talent. Sources http://golin.com/2017/11/28/closing-the-gender-pay-gap/ https://www.ft.com/content/8ddac9d8-eca6-11e7-8713-513b1d7ca85a https://www.wilsonsllp.com/knowledge-base/articles/gender-pay-gap-for-high-earners-is-now-a-gulf https://medium.com/@Mehul_Patel/hired-gender-wage-gap-2017-81174176adf1 https://www.uk.mercer.com/our-thinking/the-gender-pay-gap-in-uk-tech-sector.html
Most of the big projects within SAP have been delivered across the markets and according to a recent article, the number of new clients has declined as the market in the large enterprise space has become saturated. SAP projects were perceived to be more about roll-out, upgrades and enhancements. I completely agree with his statements in the article. We're seeing this every day, with customers needing support from freelance or internal resources to cover these same categories. However, S4 could and already is seeing a number of large scale transformations taking place. There are blueprints programmes happening regularly with an increase demand for freelance resources to help define and analyse requirements to try and understand length of SAP projects for budgets, as well as the impact on the day to day of the business. As a global resource provider in the SAP space, we have seen a variety of plans for S4 resource preparation. Some companies have opted to implement straight away, while others are holding off as long as possible. Some are simply waiting for the right people to come along to help them drive this programme forward. New Tech, Old Problems My background in Sourcing IT professionals was in Salesforce.com, which is a Cloud platform. One of the barriers as a bright eyed recruiter was that companies did not have an internal reliance for Salesforce of even Cloud in general. This meant there was a heavy reliance on Consulting Partners. SAP was a slightly different approach due to it being a lot more seasoned in the market. There was a much more in-depth knowledge hub internally for businesses looking to make changes or implement SAP. From what I have seen and heard from discussing S4 with many companies across a variety of industries, is that companies feel the same way about S4 as they did about Salesforce. Their knowledge hub is smaller and they worry about having to go through the process of long tenders, high consulting costs and the issue that most people are still running projects in the background, all of whom require the internal teams already. From my perspective, if there was an influx of implementations to S4, I don’t believe there would be enough resources to work on said projects. The Solution So far, some companies are taking the initiative to cross-train consultants internally. At Montash, we have worked with top SAP resources, who have worked on a variety of platforms and understand the business impact of SAP modules. We are working to cultivate the SAP talent pool to ensure that any potential talent needs are met when the time comes. These experienced SAP resources are the ones who can analyse the requirements, define processes and make the different between success and failure of the project. But what is the best approach a company can take? Is it better to wait until a certain number of projects have been completed or implement now? If you choose to Implement now, do you start with a small test case environment, or start a full roll-out? SAP is due to cut the mainstream maintenance of its older projects in 2025, so you businesses need to have a plan for the future sooner rather than later. Whichever strategy they employ, one thing is for certain: demand for experienced SAP expertise is about to rise.
time for a fresh start? Finding the best talent in the tech industry is what we're all about. But to do that, we need top talent of our own. The recruitment market is competitive, fast-paced and offers a wealth of opportunities for the right people. If the New Year is getting you in the mood to try a new challenge, maybe you have the right stuff to make a splash in the recruitment industry. As a leading global technology recruitment agency, here's what we look for in our own talent. Empathy Recruitment is all about developing and maintaining strong and lasting relationships. Top recruiters have the ability to empathise with everyone they meet, from clients to candidates. They need to really dig into hiring managers’ needs to understand candidate requirements. Hiring managers would prefer to receive 5 spot-on CV's instead of 50 that don’t meet their needs. Recruiters also need to think from a candidate’s point of view. If they want to attract great people, they have to understand what’s meaningful to them and see what an employer can offer them. People are naturally drawn to those who display empathy because they create a natural connection of mutual understanding with everyone they meet. "For me, recruitment is all about building relationships with people. The important thing is the energy, expertise and passion I and the rest of the team bring to our clients. We genuinely want to be there and be that partner that companies can trust and rely on, especially in recruitment." - Matthew Gilbranch, Montash Managing Consultant Though the temptation may be to launch into a conversation by talking about how great your agency is, it’s important to sit back and listen to the client or candidates needs and requirements first. Empathy and understanding are key to underpinning successful long term relationships. Flexibility A recruitment consultant's day is always different. You need to be comfortable with a fast paced working environment and be able to shift gears when the need arises. There are times when you need to fill a position quickly, particularly in the tech industry. You also need to be able to cater your service and your availability to a variety of clients with their own specific needs. Recruiting is not about ‘one-size-fits-all’ programs and procedures that work quickly. It’s about constantly tailoring recruiting approaches to meet specific hiring needs. "We respond to changes in technology faster and respond to the needs of our clients, candidates and our employees better. If you work for an agile organisation, individuals are also more agile." - Roy Dungworth, Montash MD Drive Another fundamental characteristic you'll find in all recruitment consultants is drive. This is a results-oriented business, where your successes are have far-reaching impacts. You aren't just filling a role, you're giving someone a life-changing opportunity to start a new career. You aren't just meeting client needs, you're empowering them with the talent they need to launch products and services that put them at the head of their market. Successful recruitment consultants require energy and dynamism to consistently exceed the expectations of their clients and expand their network of contacts. For good recruiters, there is no such thing as a bad experience. Mistakes are valuable learning lessons. When they don’t achieve the results they expected, good recruitment consultants analyse what went wrong and how to avoid it next time. They celebrate small and big wins, from a quick hire to landing a candidate into a coveted, hard-to-fill role. But they’re also continuously seeking ways to improve. To stay ahead of the competition, they need to follow all current tech developments and keep in touch with their clients to anticipate their upcoming needs. So if you're looking to make a new start in the New Year, consider a career as a recruitment consultant. If you feel that this blog is describing you, maybe you have what it takes to enjoy a thriving career in this exciting, fast-paced market. Talent is at the core of everything we do. We find the top talent for our clients and ensure we do the same for ourselves. We have a vibrant atmosphere with individuals who place a high emphasis on our culture and core values. Montash is an ideal and unique place for those who want to succeed and be rewarded. If you are ambitious, driven and focused you will thrive here amongst like-minded people. Do you have what it takes?