OP Supply-Chain’s Post

Too early for 2024 predictions? Guess not! 1. 42+ US companies will press launch in APAC  2. Number of VP/MD opportunities doubles in H2  3. SaaS vendors will either hit profitability or be left in no man's land  4. VC/PE funding remain slow as interest rates rage on 5. Data and AI firms are top sources of ‘first on the ground' roles  6. Market salary for enterprise AEs increases by 10-12%  7. Singapore keeps its crown as Asia's top fintech capital #saas #tech #data #ai #prediction #apac #hiring

As we look ahead to the remainder of 2024, the supply chain sector is set for significant hiring growth. Here’s why: Tech Transformation: With advancements in AI, big data, and automation, companies are on the lookout for tech-savvy professionals who can navigate and implement these digital tools to enhance efficiency and resilience. Talent Shortages: The industry is grappling with a talent gap, opening up opportunities for both experienced professionals and those with transferable skills from other sectors. ESG Focus: Sustainability is no longer optional. Roles centered on managing Scope 3 emissions and improving supply chain transparency are becoming essential as companies prioritize ESG goals. Hybrid Work Models: Flexibility is key! The hybrid work model is here to stay, making it easier to attract top talent from diverse locations, especially for roles that support remote work. Risk Management: Ongoing disruptions highlight the need for robust risk management strategies. Professionals who can develop and implement these strategies are in high demand. Are you looking for a new career opportunity in Supply Chain? Feel free to reach out to Tom Pollock, Rajan Khan and Alex Gill to learn more about Supply Chain roles 🙂 #OPSupplyChain #HiringTrends #Growth

🚀 Navigating the Evolving Landscape of Tech Talent Acquisition In the ever-changing world of technology, the quest for top talent remains a constant. As a technology and software development recruiting company, we're at the forefront of these dynamic shifts. Here are some key trends we're observing in tech talent acquisition: 🌐 Remote Work – The New Norm: The rise of remote work has dramatically widened the talent pool. Companies are no longer limited by geographical constraints, allowing them to tap into global expertise. However, this also means a more competitive landscape, as candidates have more options than ever. 💡 Skillset Evolution: With the rapid development of technologies like AI, machine learning, and blockchain, the skillsets in high demand are continually evolving. This requires a nimble approach to talent acquisition, focusing on adaptability and a passion for continuous learning in candidates. 🤝 Cultural Fit Matters: As the tech industry becomes more diverse and inclusive, finding candidates who not only have the technical skills but also align with a company’s culture and values is crucial. This is where personalized recruiting plays a pivotal role. 📊 Data-Driven Recruitment: Utilizing data analytics in recruitment allows for more strategic decision-making. By analyzing trends and patterns, companies can better predict hiring needs and identify the most effective recruitment channels. 🔍 Specialized Roles on the Rise: We're seeing a surge in demand for specialized roles. Niche skills in areas like cybersecurity, cloud computing, and data science are increasingly sought after, making the search for these candidates more targeted. As a recruiting partner, we understand these challenges and opportunities. Our approach is tailored to not only find the right skillsets but also to match the unique culture and vision of each organization we work with. ✨ What trends are you seeing in tech talent acquisition? How is your organization adapting to these changes? Let's discuss in the comments! #TechRecruiting #TalentAcquisition #TechTrends #SoftwareDevelopment #RemoteWork

Stay ahead of the curve: Understand the economics of hiring in financial services! (The key to thriving in a rapidly evolving industry) The financial services industry is witnessing a transformation driven by economic trends and technological advancements. Staying informed about these dynamics is crucial for both employers and job seekers. At Quix Recruitment Group, we’ve analyzed the key economic factors shaping hiring in financial services: 1. Demand for Specialized Skills With the rise of fintech, blockchain, and AI, there's a growing need for experts in these fields. Companies are paying a premium for such specialized skills. 2. Remote Work Trends The shift towards remote work has expanded the talent pool, enabling firms to hire top talent regardless of location. However, it also brings challenges in maintaining company culture and collaboration. 3. Competitive Salaries and Benefits To attract top talent, companies must offer competitive salaries, comprehensive benefits, and professional growth opportunities. 4. Economic Uncertainty Market volatility and economic uncertainty can lead to cautious hiring practices but also create opportunities for strategic hires that drive innovation and efficiency. 5. Regulatory Changes Evolving compliance and regulatory requirements increase the demand for professionals adept at navigating these complexities. Understanding these factors can help you make informed hiring decisions or navigate your career path more effectively. P.S. Repost this for your network ♻️ Thank you!

If you're only aiming your tech career at enterprise take a read it may change your mind! Candidate: "I'm not really interested, I'm looking to work at enterprise" Shoot to today: They've accepted a role with a 70 person tech services employer and can't wait to start. Why is this line so common when the EU report confirms 99% of organisations are SMB/SME sector. I totally get the interest in Iarger projects and user estates, and employer benefits can sometimes be better. BUT there's a shift happening! Digital transformation is accelerating in SMB and SME sector organisations, you need only look at the push from major vendors like Microsoft to see the increase in targeting this. The rise of tech companies experiencing growth in SMB/SME is a clear demonstration this market still has major growth opportunity. If security in the workplace is important, think about whether you'd rather join a large organisation who're reducing in profits, maybe overcoming lay off's or experiencing a downward trend.... OR A scaling SME business thriving in a growing market, experiencing an upward trend and building a modern flexible culture. Enterprise has done most of its Cloud Platform, Modern Workplace shifts and is focussing on the more advanced ways to secure it better, build better data insights and adopt AI for productivity so this doesn't apply to all to them all. As usual there are exceptions to every rule here, but don't just turn down an opportunity because of their size alone. Research them, think about why you're moving and what is important to you! Love to hear your views and debate this...

Europe's tech job scene was buzzing, but now sees a 40% hiring drop in the last years. Yet, hope shines with strong VC backing and sectors like fintech set to grow (Verdict). In the USA, tech jobs are booming, reached 9.4 million in 2023. Leaders are the key, It's time for a shift - from bosses to mentors (TechTarget). Globally, a huge 70% of our team's drive stems from leadership (shoutout to Gallup for the eye-opener). Yet, shockingly, 82% of leaders aren't formally trained, despite the vast potential in tech. It's no wonder 3 out of 4 employees are yearning for more feedback and recognition, according to 'Beyond the Cubicle' report. Below is a list of tech companies hiring for Leaders/Senior Product managersright now. Know the right person? Tag them. 1. Mastercard 2. Amazon 3. Zalando 4. Blockchain.com 5. Box 6. Hansen Technologies 7. Dynatrace 8. SimCorp 9. insightsoftware 10. Agoda 11. AVIV Group 12. Synopsys Inc 13. Bitdefender 14. Relativity 15. Databricks 16. Bolt 17. GE Digital 18. Amazon Web Services (AWS) 19. Cloudflare 20. Duolingo

Given the current employment landscape, there are some experienced and talented senior-level candidates who are open to new job #opportunities. These #senior-level #candidates could be extremely valuable assets for organizations that are looking to: Drive business growth and expansion Successfully deliver critical project implementations Navigate complex #technology #transformations and modernization initiatives Let me summarize the key highlights of each candidate: 1) Business Performance Leader: Over 20 years of experience in #generalmanagement roles at top global business consulting and solutions providers Specializes in leveraging #AI-driven research tools, advanced #data #analytics, and workflow #automation to drive business performance Responsible for full P&L management and leading large-scale organizational transformations to enhance operational excellence and profitability Empowers #sales teams of 20-30 #professionals to achieve impressive year-over-year double-digit growth, making the Hong Kong market the top performer globally Adept at spearheading #strategic initiatives, implementing performance #management systems, and driving continuous improvement 2) Project Expert in #SmartCity: Seasoned technology business leader with 15+ years of experience leading multi-disciplinary teams to deliver landmark, large-scale projects across the #propertydevelopment industry in #Asia Successfully implemented cutting-edge #technologies such as #cloud, #AI, #digitaltransformation, #blockchain, #bigdata, #IoT, and #5G to enhance the capabilities of various projects Proven track record in delivering smart city initiatives, including integrated operations centers, for a diverse portfolio of projects like sports stadiums, luxury residences, retail, hotels, commercial offices, exhibition halls, railroads, car parks, casinos, and super high-rise complexes Holds an #MBA and a #Master's degree in Engineering, providing a strong technical and business management background 3) Technology Enabler in #Commercialization: 10+ years of hands-on technical R&D experience, having worked in both #private and #public organizations earlier in his #career Currently holds a senior position at one of the largest technology organizations in Asia, with a strong focus on commercializing R&D initiatives Heavily involved in the development and commercialization of cutting-edge technologies such as #Web3, #AI, #FinTech, #Blockchain, #cryptocurrency, #NFT, #GenerativeAI, #SmartCity, #healthcare, and #Metaverse A #PhD candidate and part-time lecturer, actively engaged in #academic research and thought leadership I would be happy to arrange confidential meetings for organizations interested in exploring these candidate profiles further. Please let me know if you have any specific requirements or would like me to provide additional details. #recruitment #pipeline #successionplanning #staffing #HR #hiring #recruit #IT

Market temperature check: are tech giants hiring again? 🤔 Over the past few months, we've all been on the edge of our seats for the hiring (or rather, non-hiring) announcements from all the tech giants. Their recruitment activity generally gives a good estimate of the state of the tech market. In May, Tesla held the biggest layoff in its history, and there were between 3 and 5 offers on their website, suggesting that the company had frozen all hiring. This week, I came across press articles relaying the news that Tesla was going to hire 800 people, notably with AI expertise (no big surprise there). What does this tell us about the state of the market? Unfortunately, a priori not much, except that it perfectly reflects its instability, but here's what I can learn from it: ➡️ The faster a company grows, the more risks it takes, and the more unstable the employment security will be. ➡️ The development of AI is giving a new dynamic to the tech sector: it showcases the industry's resilience and capacity for growth. Tech candidates, what's in it for you? 1️⃣ You're not alone - It's normal to feel uncertain because that's the norm in today's tech ecosystem. 2️⃣ Those news examples clearly show the need for professionals to remain adaptable and continuously upskill to stay competitive. What do you think about this? Do you think companies should do more to stabilize employment? I'm curious to hear your insights and any advice you might have for navigating these changes. Please share your thoughts in the comments below! ⤵ — Hi! 👋 I'm Lilyana and you're +3,000 people who follow me for stories about how you can build the best tech teams in Germany. Let’s get in touch!

It's not just about the stock market. This concept applies to various aspects of life. Consider those who entered and exited a job or field before experiencing tough times. Or even generational clashes. Sometimes, when everything seems to be going smoothly, we might credit our success to ourselves, not realizing it's also about the circumstances. It's about recognizing this even during the more favorable times. Over the years, I've noticed a trend where managers, having had brief experiences in development, may underestimate their tech seniors. This is compounded by their exposure to the prolonged 'bull market' in development, leading them to perceive their limited experiences as highly successful. The prevailing favorable conditions often conceal the real challenges many face, providing a skewed perspective that, while not explicitly acknowledging personal advantages, contributes to the perception of success.

Let's face it, every business faces challenges. Maybe your competitor just launched a revolutionary product, leaving you scrambling to keep up. Maybe you had to close an office and lost some extraordinary employees. Maybe there is a talent shortage in a critical domain. People Analytics can be your secret weapon in this competitive landscape. By leveraging workforce data, you can identify critical skill gaps within your product development teams. For example, The CHIPS Act was passed last year, and focused more manufacturing domestically. However, the talent supply isn't available today to staff that work. In fact, Reuters estimates that even by 2030, the US will still be short nearly 70,000 chip workers. So how can People Analytics help? These are all questions that it can help answer: - Is there internal talent that can be upskilled to take on some of these responsibilities? - Can AI provide any support to automate tasks to free up capacity of existing employees? - Are there market locations where more talent is located? - What pipelines are most fruitful in hiring new chips workers? What challenges is your business facing? How are you using People Analytics to help?