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
A large part of interview prep involves making sure you say the right things. You need to paint yourself in the best possible light by highlighting your strengths, skills and character. But there are some things that you should never say in an job interview. They might seem like unimportant comments, or even positive things, but don't be fooled! You may ruin your chances of securing the job you want if you fall into the trap of saying the following things… "My current company is awful" As we mentioned in our article on hard interview questions, talking about your current employer in a negative way may backfire on you. Hiring managers are looking for people with a positive and constructive attitude. If the only things you have to say about your current employer are negative and dismissive, you're painting yourself as a negative person. Be constructive and diplomatic about your current company, instead. Or, if you really can't think of anything nice to say about the company at large, focus on your specific role and talk about that. "How much does this job pay?" Discussing salary can be a tricky subject to approach. It's important not to appear to be solely focused on the money. Particularly in tech, hiring managers are looking for people with a passion for what they do and not just working for a pay cheque. As a general rule, the best thing to do is to wait for the interviewer to bring up the question of salary. "I don’t know" Saying this in an interview usually indicates that you didn't prepare well enough. To an interviewer, this demonstrates to them that you aren't great at preparing. It also indicates that you can't think quickly under pressure. Some people use "I don't know" as a filler when organising their thoughts before answering. If you need time to think before answering a question, rather than saying: "I don't know… I suppose what I would do is…", instead repeat the question. "How would I solve this problem? I suppose what I would do is…" This allows you to buy time while your brain gets organised without making you sound like you don't know the answer. "I don’t have any questions" At the end of an interview, there is a strong chance that you'll be asked if you have any other questions. Having something to ask makes you seem engaged with the business and interested in the work. This positive attitude may serve you well when the hiring manager comes to choose their candidate. To help you out, here are 6 great questions to ask at the end of an interview. Who would I be reporting to? What are the next steps in the interview process? How has this position evolved? Who do you consider your major competitors? How are you better? What do you like most about working for this company? Will I have an opportunity to meet those who would be part of my tesm/my manager during the interview process? These questions help you understand what is come in terms of the interview process and shows that you are engaged and interested in the business. Asking a personal question to the interviewer, like "What do you like most about working here?" helps build up a rapport with them. "I was top ADC on my team" Unless you're absolutely sure that the person interviewing you is familiar with acronyms, avoid them wherever possible. You need to be articulating yourself in a way that is clear and easy to understand. Jargon only gets in the way and can interrupt your flow. Follow the lead from your interviewer. If they don't use acronyms, be sure to use the full names for things. This is particularly relevant for tech roles. Sometimes, the hiring manager isn't the one with technical expertise. After all, that's what they are hiring for! They may have a technical person in the room as well, but even if they do, pitch to the lowest common denominator in the room until you're sure everyone understands what you are talking about. It is possible to demonstrate your technical expertise without bamboozling people with acronyms and jargon. "I can do anything" This statement is irrelevant at best and problematic at worst. No one can really do anything, so this is a dismissive and arrogant statement. In tech, businesses are crying out for specialists. By all means discuss your soft skills and your transferable skills, but be specific about what you can do. "I think outside the box" This is another one of those statements that is irrelevant to many hiring managers. Instead of saying that you think outside the box, show them. Demonstrate a situation where your innovative thinking solved a problem or achieved a goal. Don't just say you can do something, give people examples and a context. That is what gives weight to your statements. "What does this company?" This is an inexcusable thing to say and makes you seem indifferent and aloof towards the business. If you're a contractor working on a project that involves one tiny facet of the business as a whole, it can be easy to disregard the big picture. But from the perspective of the hiring manager, this puts you in a negative light. Do your research, know who you're working for and understand what they do. You are being judged from the second you arrive at your job interview. What you do and what you say can have a huge impact on whether the interview is a success or a failure. But remember your interview preparation, avoid saying these things and you'll do great!
João Maia has been a SAP Consultant for 20 years. He has been working with Montash to help corporations get to grips with their SAP Material Management needs. He took time out of his busy schedule to speak to us from his current project in Mexico to shine a light on what it's like to be a SAP Consultant, and the opportunities it can offer. What is a SAP MM consultant? As you probably know, SAP software covers a wide spectrum of systems and part of a consultant's job is helping clients work out exactly what they need. MM stands for Material Management, meaning that I have expertise in the SAP modules that handling logistics, purchasing and inventory data. These modules also include processes for suppliers and stock. My job is to bring understanding of how the end-to-end procurement and sourcing processes work to my clients. How did you get into SAP? In 2001, I was back home in Brazil working for Fiat as a buyer. As part of that role, I was given the task to help bring a SAP process into the business because I had experience with it from a buyer perspective. When the project was finished, the SAP consultant we used as part of Fiat's implementation said that I would be a good fit for a consultant role. So I spent a year training in SAP and in 2002 I made the transition from employee to consultant. What do you enjoy the most about your job? I love my job! I've been doing the same thing for 20 years, after all. The thing I love best about being a SAP consultant is that I get the opportunity to meet new people, see new countries and experience different cultures. I'm unmarried and have no children, so if someone comes to me and says they have a job in China next, I'm free to just go. I'm always ready for any deployment! Being a SAP consultant gives me the chance to explore new places. I'm from Brazil and with the economy the way it is, there aren't many opportunities to get out there. But in my role, I'm able to experience the world. I'm in Mexico at the moment and next I might be off to the United States or Canada. It's a life that's perfect for me. What are the downsides of the job? Working as a consultant can be intense and require a lot of work. That means I don't have as many opportunities to see my parents and my brother as I would like. They're back in Brazil and as much as I love the travel, I wish I could see them more often. I'm seeing them later in the year, though, and I'm looking forward to that. What have you learnt during your time as a SAP consultant? I've learned a lot about other cultures and even more about SAP. Although I'm a SAP MM consultant, you have to know everything about SAP to be a consultant. There are always new processes approaches to learn and keeping up to date with the latest developments means that in many ways I've become a global expert. What skills are important in order to become a SAP consultant? I got into SAP because my job as a buyer put me in contact with SAP systems. But SAP has a lot of modules that all cover different aspects of business. When I was a buyer, I was only working with one aspect of SAP. To be a good consultant you need to understand all of SAP. You don't know what you don't know and SAP has so much to offer. Once you get an idea of how the SAP models fit together, you can find the one that works best for the things you're working on and go from there. What advice would you five to anyone who wants to become a SAP consultant? Whenever I go home and talk to people about what I do, I'm often asked "How can I get into SAP?" or "Are there any positions available in the places you're working right now?" What I say to them is always the same thing: learn another language. For people in Brazil, you need to learn English or Spanish. But because you're always travelling as a SAP consultant, learning a new language is important wherever you're from. 5 Tips for a SAP Consultant 1. Learn a second language 2. Love travel! 3. Keep up to date with the latest innovations in SAP 4. Understand all aspects of SAP 5. Take the time to really understand what your clients need
Europe is building a tech ecosystem in its own image, defined by deep tech expertise, incredible geographic diversification, and a uniquely collaborative approach with traditional industry. The solid foundations that have been laid in Europe's tech sector. It enjoys a deep talent pool, founders with global ambition levels, and a growing and increasingly sophisticated investor base. Working in Europe can be a rewarding and exciting experience for anyone, but for tech specialists, it can be particularly attractive. 5. Great benefits European countries offer a diverse range of benefits to employees. This includes health care, plenty of holiday time, and help for new parents. Sick leave and pay are extremely generous in the Netherlands, where workers can be absent for up to 104 weeks, while receiving 70% of their salary. Benefits vary depend on the country and business, but generally, the EU is very supportive of it employees. 4. The EU is crying out for tech specialists The demand for developers, infosec experts and other tech experts in Europe has never been higher. As demand for talent continues to outstrip supply, we are seeing a greater drive from both the public and private sector to enable more people to enter or extend their career in technology. This also means that top tier tech professionals can pick and choose the best role for them from among all the roles out there. The expansion of global tech giants in European tech hubs is forcing local entrepreneurs to up their game in how they attract and retain talent, which is a huge benefit to candidates. 3. Europe is a tech giant on the rise Europe is on the cusp of greatness, with investment pouring in at start-up, enterprise and blue-chip levels, the tech sector in Europe is still a growing market. Europe’s entrepreneurs now have increased access to capital across the continent, creating opportunities across all member states. This landscape can be extremely rewarding for tech candidates looking to get in on the ground floor of exciting new initiatives at all levels of business. 2. Europe doesn't have a Silicon Valley No one European city has a monopoly on creating tech leaders. Talent and ambition can come from anywhere, and that talent can settle anywhere. Europe is a rich and diverse blend of cultures, any of which can be explored while still allowing people in tech to pursue their career goals. If you don't like Paris, you can head over to Budapest and have just as many career opportunities. 1. The tech community in the EU is thriving There are hundreds of tech-related events happening daily across Europe's tech ecosystem. The tech community in Europe is highly engaged and active across all sectors. This creates an environment for people in tech to develop new skills, share knowledge and innovate both on and off the job. Europe is building a tech ecosystem in its own image, defined by deep tech expertise, incredible geographic diversification, and a uniquely collaborative approach with traditional industry. Slowly but surely, the year ahead will continue to see it thrive. means that Europe marches to its own beat. No matter where you're based, accepting a position in the EU can provide people in tech with a number of benefits. So maybe think abroad when you're ready to move on to your next role.
If you want to land your dream job, you need more than a new suit and a CV. While job vacancies have increased by 7.6%, competition for top jobs remains fierce. Learning to market yourself as a prime candidate for a tech job can help you stand out from the crowd and help get you the job you want. There are general skills that anyone can do to market themselves better. But for tech jobs, there are some specific things you can do to better present your skills and expertise. Pre-Interview Get the skills Whether you're a SAP Consultant, a Java Developer or a Cloud Security Architect, if you want to get your dream job in tech you need to have the skills. You need the right education and real world experience to perform highly technical roles. No matter how well you present yourself, you still need to be able to demonstrate that you have the technical expertise. Do your research In addition to knowing about the position you're applying for, find out more about the company's ethos and attitude. This not only better prepares you for the interview process, but also helps you understand how to present yourself in the most favourable light. Cultivate your digital brand Make sure your life on social networking tool is professional and appropriate. More and more companies use LinkedIn and Facebook to assess whether or not you would fit within their corporate culture. LinkedIn is also an excellent place to demonstrate your industry knowledge. Publish content as a LinkedIn article and join groups and engage in industry chat. Create targeted job application materials Having relatable examples of your works, relevant to the job you're applying for, is an excellent way to market yourself. Hosting work on sites like GitHub allows recruiters and hiring managers alike the chance to see a showcase of your skills. At Your Interview Always use active language Get to the point right away when answering questions. Use specific verbs like increased, improved, founded or maintained. Focus on your actions and how they affected your previous companies. If you need to give a long answer, think first then speak. That will reduce the chances of you sounding indecisive. Get specific Numbers serve well to describe exactly what impact you’ve had on an organisation. Did you increase productivity? Give a percentage. Did you work in teams of a certain size? How big? Numbers also help break up the text your CV and help give value to your accomplishments. After Your Interview Follow up The after-interview is an important part of promoting yourself. Just because the interview is over, doesn't mean the assessment of your character is. Set yourself apart from the pack by sending a hand-written letter rather than an email. Or send something more than a stock "thank you" email. Be careful on social media too. If you start talking about your interview on Facebook right away, the hiring manager might see and judge you accordingly. Remember to maintain an optimistic outlook until the hiring decision has been made. Marketing yourself is becoming more and more important in highly competitive tech market. Whether you're a contractor or looking for a permanent role, maintaining a personal brand is essential to your future career success.