Montash sources and secures tech talent for three key tech specialisms; Cloud & Software Tech, Information Security and SAP. The demand for tech talent is increasing at a rapid rate and we provide a virtual bench of contract and permanent IT professionals to support organisations deliver complex projects across the UK, Europe and the US.
We don't just say we are specialists, we live and breathe our markets. We keep our fingers on the pulse of the latest developments and connect with leading experts to stay at the forefront of the fast-paced tech industries. We pride ourselves on providing an excellent service, working closely with you to obtain a comprehensive insight into the needs of the business.
Before we begin the search for outstanding candidates, we take the time to undertake thorough research. We get to grips with the culture of your company, your industry and, most importantly, the people at the heart of your organisation. This is how we find the right technical and cultural fit for your team.
Montash provides a consultative service that is bespoke to your needs. Our industry expertise will help to shape your workforce and deliver strategic objectives. We take a bespoke consultative approach; we work with you to create a clear recruitment strategy and plan which includes defining the role, salary, benefits and ensures that the role is both attractive and competitive. At Montash, we go above and beyond just recruitment, we create compelling attraction campaigns that target the exact candidate that you are looking for.
The Montash competitive market overview provides a window to the competitive landscape for the industry you operate in. We live and breathe the technology industries and the business landscape. Why? So that together we can create a stand out career package for your future employees. We consider salary rates, benefit packages and how attractive your brand is compared to the leading competitors in your market.
The demand for skills in emerging technologies is continuing to intensify. To ensure that we provide you with top tech talent, we provide a market mapping service. We identify active and passive candidates with the exact skills and the best cultural fit for your business. We consider the market rate taking salary bandings, bonuses and notice periods into account.
Thanks to our extensive network of IT professionals, we can directly target tech professionals based on technologies and skillsets. We take a targeted approach and are can reach candidates based on skill, location, technology or job title, ensuring that you increase your company brand awareness and employer branding at the same time. We use a range of digital channels such as niche job boards, social media, email marketing and bespoke microsites to attract both active and passive candidates to work for you.
When you work with Montash we don’t just search and select the best candidate through keyword mapping your requirements to our database of skills professionals. We go beyond the regular search and select process that staffing agencies undertake when sourcing candidates. We search through our network of available and passive candidates – our specialist teams not only know the market and availability of the most relevant and skilled tech professionals but have an in-depth understanding of what attracts specific candidates. We go beyond a database – we talk to our candidates and understand their needs so that we can match them with your business needs.
At Montash, we understand that interviewing new hires is a time-consuming process for hiring managers. That's why we will only put forward fully screened and vouched candidates that have the skills and the cultural fit you need. Through referencing, screening and interviewing, we ensure that only the top tech talent that is best for your organisation make it to your door.
Part of a successful recruitment campaign is knowing how to accurately reflect remuneration in order to attract the talent you need. We work with you to construct a salary scale and benefits or incentives to attract the right talent. Our extensive experience in the tech industries has given us the insight to position your offering in the best possible way.
Whether you are looking for a project manager or looking to fill a specialist role, such as a SAP consultant, we are experts in hiring for IT projects. At Montash, we know how important it is to get the right culture fit for a project. Our extensive network of contractors and industry experts gives us access to the largest pool of freelance talent, so we can find the right candidate with the right skills for your project.
The Montash retained assignment recruitment service provides your organisation with a bespoke solution that meets your staffing needs. We utilise our extensive database and also connect with the best candidates through our headhunting capability with experienced IT professionals. Our consultative approach to staffing ensure that we invest the time to understand your organisation, budget and project requirements.
There are 3 things I look for in a search partner; speed, quality and price. Montash consistently deliver against these criteria for my global needs, which is why they are our partner of change
Recruitment is a vital profession that feeds fresh energy into businesses of all shapes and sizes. But what drives the people behind the profession? We spoke with SAP Recruitment Consultant, Ben Cockin to find out. What attracted you to the recruiting profession? Before working at Montash I was a self-employed Personal Trainer. After doing that for two years, I realised that there wasn't enough space for progression in the industry. My ambition pushed me to do more, so I started looking for a job that suited my skill set. Being self-employed, I had to learn how to sell myself and be self motivated. I discovered the recruitment was a perfect place to deploy those skills. It's an industry that rewards an entrepreneurial mindset; you work hard and get rewarded for it. It was a perfect fit! What is your favourite thing about working in recruitment? Working in recruitment is a real rollercoaster. But if you can deal with the lows, you'll get to enjoy the highs. What makes it worth it? When I first started, it was a bit of a shock to the system. In PT, you're on your feet all day and dealing with people face to face. Recruitment is much more office-based. Because I deal with German markets, a lot of the work I do is over the phone. You can't just pop over for a coffee when you want to meet someone! I got into recruitment because I wanted to find something more rewarding. I wanted to get more for all the hard work I put in, and this job really delivers that, despite the challenges. What's been your proudest moment as a recruiter so far? I only started at Montash in January, but I've already exceeded my first two big targets. That's a really proud moment for me. While I had a few knockbacks to begin with, it's really satisfying to know that I'm on the right track. It's a great feeling to know that you're doing the right thing and you're building something worthwhile for yourself. What drives you, as a recruiter? Recruitment is a high energy business and that need to do more, be better and smash targets is a really strong driver. I believe it's all about finding that thing that gets you to stand back up every time you're knocked down. The biggest drivers come from within. You need to have that self belief and personal drive to want to succeed. Recruitment is really good at rewarding that sort of mentality. What do you look for in an ideal candidate? As a SAP Recruitment Consultant, I'm looking for people with the right experience. SAP projects are looking for specific skills for specific jobs, so that's a must. The other thing is honesty. Working with a candidate is all about cooperation. It's a partnership and my job is to represent a candidate. The best way to do that is to have complete trust and honesty. At the end of the day, it's all about connecting with people; that's where the "consulting" part of the job title comes in. What would you say to someone interested in becoming a recruiter? Recruitment is a profession that rewards the ambitious. You need self belief and the energy to push yourself further if you want to do well here. People think that recruitment is but about finding a person and putting them into a job, but it's so much more than that. You need to speak to people, consult with them and understand their pain points and have the confidence to assure them that you will help them. You need the resilience to handle the knockbacks. As I said, recruitment is a rollercoaster so you need to be able to weather the lows. But the highs make it so worth it. If you're looking for a profession that rewards confidence, ambition and drive, this is it.
A.I. is making serious waves in tech. Not only will the technology facilitate the creation of brand new opportunities for businesses across all industries, A.I. is set to potentially change the face of the tech job market. Not convinced? Here are 7 stats the paint a revealing picture of the opportunities for people in tech in just the next few years… 1. 87% of businesses already using A.I. use it for sales forecasting and for improving e-mail marketing Some businesses are already aware of the power of A.I. to streamline and optimise their marketing streams. Thanks to all the data the Internet of Things is giving us access to, A.I. is increasingly being used to help provide insight to digital marketing. As A.I. increasingly takes over the insight part of the equation, we may see a new role of Data Curator rise in importance. This role will likely evolve to work hand in hand with A.I., supporting and directing the analysis of data. Data Curators will likely turn to focus specifically on preparing data for use by A.I. algorithms within CMSs and other marketing analysis tools. 2. The share of jobs requiring AI skills has grown by 4.5 times since 2013 Jobs with A.I. skills are becoming more and more commonplace in the job market as A.I. begins to penetrate more business areas. From HR & Payroll to marketing to sales, A.I. skills are more and more required beyond tech. Within tech, A.I. has the potential to play a pivotal role in a number of disparate projects. Digital Knowledge Manager is going to be a role we expect to be hearing a lot more of in the next few years. Digital Knowledge Managers are primarily tasked with getting the most out of a company's digital assets. But they also have to be able to unify and coordinate the tech assets across all areas of the business. With more and more jobs requiring some element of A.I. skill, Data Knowledge Managers will be perfectly positioned to manage these roles. They can report on a variety of A.I. operations at a senior level, thanks to their in-depth and broad knowledge of tech competencies. 3. 61% of professionals, regardless of company size, said AI is their company’s most significant data initiative for next year. Of all the investment opportunities available to businesses today, over 60% of businesses are looking to invest in A.I. to a serious degree. In order to understand how to best integrate machine learning into their businesses, it's likely that we'll see more IoT Architect and Solutions Designer roles. These emergent job roles are foundational any big A.I. project. Not only are they able to identify opportunities for machine learning into businesses, they can ensure a higher standard of security. This is particularly important in today's environment of potential cybercrime. 4. A.I will create 2.3 million jobs by 2020 Robots will not be stealing our jobs. In fact, A.I. will create jobs across all sorts of markets. According to research, the degree of impact will vary across industries. While manufacturing will likely transform very quickly, retailers are unlikely to replace shop staff any time soon. As new technologies and services become integrated into everyday life, one constant will be the need to ensure they work as promised. This is why the need for testers, from Infrastructure Automation Engineers to VR testers and QA testers has the potential to increase as A.I. integrates further into our lives. 5. 72% of businesses leaders consider A.I. a “business advantage.” According to PwC, A.I. is considered a business advantage. From optimising productivity to generating deeper insights, A.I. will help businesses provide better products and services to their customers. To this end, it's possible that roles such as Chief Data Officer and Chief Compliance Officer will become more and more important. If businesses are going to leverage the advantages of A.I. for financial gain, it's important that they remain compliant. Businesses must operate within established governance, ensuring data protection and correct use of data. 6. The A.I. healthcare market in the U.S. is on track to hit $6.6 billion by 2021. A.I. is predicted to be huge in the healthcare sector. With its ability to augment and improve human productivity, A.I. will transform the face of healthcare. According to Accenture analysis, "when combined, key clinical health AI applications can potentially create $150 billion in annual savings for the U.S. healthcare economy by 2026.” This is just one example of how much of an impact A.I. can have on an industry that isn't specifically considered a "tech industry". For organisations exploring A.I. for the first time, roles such as Machine Learning Engineer/Tutor/Expert may see an increase outside of tech. Machine learning is still a misunderstood concept in many sectors, despite people being aware of its existence and importance. Machine Learning Experts, who have specialist knowledge and experience in A.I. will be able to guide and educate key stakeholders in order to help them make business decisions that have the potential to save millions of pounds year on year. 7. Global spending on A.I. within retail will grow to $7.3 billion per year by 2022, up from an estimated $2 billion in 2018. According to the research from Juniper, “retailers will heavily invest in A.I. tools that allow them to differentiate and improve the services they offer customers. These range from automated marketing platforms that generate tailored, timely offers, to chatbots that provide instant customer service.” We're seeing this investment already. From your banking apps to chatbots that help you book holidays. In order to create the best possible human/machine interactions, AI Interaction Designers and similar UX/UI roles may become emergent jobs. IT and design pros will need to develop AI interfaces usable for mass audiences that are as human-like as possible. These stats show that A.I. relates skills and jobs have the potential to create new jobs and transform existing ones. Will these predictions become a reality? Only time will tell.
Many more people are interviewed for jobs than do the interviewing. That's why it's so important to know how to answer difficult interview questions. But as an interviewer, asking the right questions is essential to identifying the top talent for your business. Asking the wrong questions just wastes time. Asking the worst questions can damage your business's reputation. Here is a collection of the worst interview questions ever asked. 1. How lucky are you and why? 2. Are you more of a hunter or gatherer? 3. How honest are you? 4. What's the worst thing you have done in your life? 5. How would your friends describe you? 7. Are you a cat person? 8. If you could invite anyone, alive or dead, to a dinner party, who would you invite? 10. Are you a Coronation Street or EastEnders fan? 11. Tell me about your last travel experience 12. How many divots are on a golf ball? 13. Where do you see yourself in five years? 14. Are you single? 15. If you could be someone else for a day who would you be? 17. What super power would you like and why? 18. What would your last boss say about you? 19. Are you thinking about retiring? 20. Why have you been unemployed so long? 21. Sell me this pen. 22. If you won the lottery, what would you do with the money? 23. Would you rather fight a duck the size of a horse or 50 duck-sized horses? 24. Why did you apply for this job? 25. How much were you paid in your last job? These questions are irrelevant or unprofessional. They will not tell you anything meaningful about the candidate and does not give them any opportunity to demonstrate their talents. Google and other "cutting edge" tech companies commonly used brainteaser interview questions. But today they have fallen out of favour, and with good reason. Brainteaser questions only "serve to make the interviewer feel smart" according Google exec Laszlo Block. Research on the connection between being able to correctly solve a brainteaser and future job performance and/or IQ is questionable and inconsistent. As a result, questions like that are a bit of a waste of time. When interviewing a candidate, it's important to ask questions that will help you decide whether the candidate is the right one for you. In addition to technical questions that test the candidate's expertise, you need to make sure they are the right cultural fit for you business. A question like "how honest are you?" won't reveal any technical expertise or cultural fit. Any candidate is going to claim their honesty during a job interview, so you learn nothing. Personal questions, such as those that reference your age, sexuality, previous pay and favourite soap could present your business as prejudiced. While these questions may seem perfectly reasonable to you, you are not legally allowed to discriminate against someone on their personal circumstances. It is not legal to ask questions of this sort. If the client feels they did not get the job because of their answers to these questions they are within their rights to complain. Vague hypothetical questions, including "where do you see yourself in five years?" serve no practical purpose and have little bearing on the interview and the job being applied for. While it is important to be reassured that your candidate isn't going to leave as soon as they arrive, the focus of the interview should be the job at hand. If you're a candidate, remember that a job interview is as much an opportunity to find out about the business as it is the business getting to know you. It's a two-way street. So, if you get asked a question you don't think is appropriate, bear it in mind when you make the decision of whether or not you should take the job.
Hackathons might sound like scary things. But the truth is that hackathon is a collaborative event that can help developers learn new skills and discover new ways to approach challenges. The word "hackathon" is a portmanteau of "hack" and "marathon". "Hack" is a term for exploratory programming, where developers find new ways to solve problems. "Marathon" refers to the structure of the event: nonstop coding for 24 hours and sometimes longer. What Happens at a Hackathon? Also known as hack days or code fests, hackathons give developers an opportunity to collaborate on a single project and share their skills as they race to build, create and deliver a product within a certain timeframe. Hackathons are often structured as a competition, where teams of programmers, developers, designers and project managers come together to complete a software project. Hackathons usually start with introductions and presentations that centre on a theme. Here, participants will pitch their ideas and form teams based on interests and skillsets. Hackathons can be of 24h but can go up to a week. Shorter Hackathons, are high pressure, fast-paced events. Meanwhile, longer hackathons require more nuanced time management. After the work is done, teams will show their products to each other. Sometimes there will be a jury that will choose a winning team that will get a prize. But the real prize is the opportunity for the delegates to meet, share and collaborate. How Popular are Hackathons? As mentioned in our previous blog, developers like to learn new skills outside of work and hackathons are the places they love having the opportunity to go to. A report in 2017 by BeMyApp reported that 200,000 people participated in hackathons in over 100 countries last year. 75% of these hackathons were public in nature. They attracted 42.8% professionals and 21.1% students. Some 18.9% of the participants categorised themselves as independents and 9.6% as entrepreneurs. Another 7.6% were unemployed. The diverse makeup has generally aligned interests and skills. Over one third of participants had web skills and another 36% specialised in mobile applications. The other third was made up of other disciplines, including design, management and hardware. Hackathons attract people from a range of disciplines. What are the Benefits of Hackathons? Meet New People Hackathons are a social occasion as much as a technical challenge. They allow developers to mingle and spend time away from their usual teams. This allows them to decompress, readjust their perspective and come back to their work projects with new energy. They also help devs develop their soft skills, such as communication, team building and planning, which can be brought back into their work. Learn New Skills Hackathons offer devs a chance to get some real tech experience and develop their skills. This isn't only valuable experience for younger developers, it allows seasoned devs to explore areas outside their comfort zone and add new tools to their repertoire. Hackathons are all about thinking outside the box. It's that kind of thinking that will help your devs become top talent and help take your business further Networking & Finding New Talent Hosting a Hackathon gives businesses an opportunity to give new blood a chance to show off their skills. This can be very important if you have a new project about to start and you're looking for new team members. Hosting a hackathon that is themed around your upcoming projects can help you find the talent you need. If also demonstrates your business as one that is sensitive and supportive of the needs of developers. Hackathons aren't just for devs Participants don't have to have programming skills. As mentioned, this is a collaborative process that touches a number of people who work on systems projects. This includes, designers, project managers and UX specialists. The goal of a hackathon is always to produce the best piece of work possible, which requires a variety of skills on each team. In today’s digital era, the success of a business depends on its ability to sustain innovation. To meet growing customer expectations and beat the competition, companies must innovate fast and build new features to improve their product or service. The biggest advantage a hackathon offers is a structure to scale innovation and build new features. Concrete ideas derived from hackathons can help companies provide better customer experience and improve revenue.