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Our team of 40 IT recruiters have an unparalleled breadth of recruitment practice expertise across Infrastructure, Security, Java, Scala, Web, Frontend, Mobile, Data and QA roles - permanent and contract.

IT Jobs Market 2021

2020 was an interesting year for Ireland’s IT jobs market with the initial impact of Covid causing some companies to reassess their recruitment practices - either pausing or freezing completely. However, most sectors have bounced back since March and we even saw some companies take advantage of a less competitive market and increased their hiring plans. In 2021, we expect to see a release of this “pent-up demand” for candidates as businesses begin to move back towards BAU models. Digital Transformation Digital transformation projects that typically would have taken years to plan happened practically overnight or over a few weeks as COVID-19 restrictions forced companies to speed up their digital adaptions in what became an “adapt or die” environment. 2021 will see a further increase in demand for individuals with digital transformation experience as companies accelerate further the digitisation of their customer and supply chain interactions and of their internal operations. Companies who failed to innovate or tweak their processes to suit the demand of the market felt a larger impact than companies who remained agile and changed quickly depending on the market demands. Consumers have moved dramatically toward online channels during the pandemic, so companies are having to create digital or digitally enhanced offerings in response. Cybersecurity Unsurprisingly with the adoption of remote work and the planning for transition to the next “normal”, we have seen huge demand for infrastructure and security professionals which we foresee continuing in 2021. As organisations pivoted to work from home models, security engineers rushed to establish secure connections and prevent network threats that targeted remote workers. At the same time, with the surge in online shopping and e-commerce transactions, they had to bolster their organisation’s e-commerce platforms. 2021 will see organisations continue to increase their spend on cybersecurity as companies look to how they will operate in a post-pandemic world. With many organisations such as Google planning for a “Hybrid” work-from-home model, i.e. employees working a few days in the office and a few at home, network security will be a priority. MedTech, Life Sciences and Healthcare Given how health has never been more in focus than it has been in the past year, it is perhaps no surprise that there has been a huge demand for IT professionals in the wider health industry. MedTech and Life Sciences companies are continually developing new and innovative treatments and consequentially developing technologies to enable this. We have seen an increase in demand of more “hybrid roles” such as IT professionals with experience working specifically within class 1 medical devices fields. Biotech and digital transformation within gene cell therapy in particular is set to be a large growth area for 2021. Connected health is set to be a large growth area for 2021 also, as medical practices are forced to digitize and with telehealth being forecast to grow exponentially. Candidate-led Market Despite the initial dip in March 2020, the market very much remains candidate driven. Particularly now as candidates are no longer bound to jobs within commuting distance of the office. Regional talent pools have flourished as candidates who would have worked in major cities, now have the opportunity to work remotely meaning they can move to their preferred location and still do the same job on the same salary as before. Regional companies also benefited as they are now able to tap into larger talent pools due to remote working practices. Perhaps what has been most surprising about 2020, is that salaries have stayed relatively stable, but candidates have been seeking increases in their packages over base. With the increase in remote working opportunities, candidates are no longer distracted by “bells and whistles” (free food, ping pong tables etc.) and instead are more interested in actual projects, technologies being used and career growth and progression. Therefore, our advice to employers is consider how you are marketing your positions. Contractors We saw in our 2020 Q3 survey findings that many businesses looked to Contractors to fill gaps in their teams while coping with the uncertainty in the market due to COVID-19. From recent discussions with our clients this trend is likely to continue in 2021. We particularly foresee an increase in demand of contract roles for Frontend/Fullstack Developers, DevOps Engineers and Data Analysts. As a result of the increase in demand, contract rates have been on the rise. With many large and SME organisations reverting to remote work this has opened the market up to all areas of Ireland. A big trend is seeing Contractors based in the regions now being able to work for the large organisations in the cities and receive the same rates of those based in the cities. Therefore, rates in the regional areas of Ireland have increased due to the remote access of new roles in the industry. All-in-all, we are optimistic about the IT jobs market in 2021 with plentiful opportunities across digital transformation, cybersecurity, MedTech, pharma etc. The roll-out of the vaccine should increase confidence and create further opportunities as the year progresses. Download our IT Salary Guide Ireland 2021 (PDF)

Keeping Company Culture Alive Across a Remote Workforce

With the majority of our teams now working remotely, the challenges of creating and maintaining company culture are evident. Technology can’t replace what the workplace provides: community, camaraderie and shared purpose. Now, more than ever, maintaining culture matters. Here are some ideas on instilling company culture across remote employees: 1. Connect Back to Your Values & Purpose For many of our staff currently, working remotely has been unexpected and in the face of a global health crisis, many are at a loss for what to do. For some work may feel insignificant now, so as their manager this is your time to help employees find meaning and reconnect back to your company’s values and purpose. While you may not be a company at the frontline, you still have a positive impact on people’s lives. Remind your employees of how their contributions add up to something much bigger and that we are all in this together! 2. Communication is Key Communication within divisions, one to one, social gatherings, company updates, all need to be consistent. This maintains relationships and promotes inclusivity. Create an open and transparent communication policy. This allows people to be themselves and feel comfortable reaching out via online chat platforms. Set expectations on communication methods. Where do meetings take place? What tool is for social sharing? Finally, you need to put an emphasis on positivity in your written communication. With the absence of face to face interactions in virtual conversations, it is easy for tone to be interpreted negatively so you need to be extra careful to be positive. 3. Mimic the Water Cooler Effect As mentioned, many of our staff are currently missing the day-to-day work interactions they have with their colleagues. Therefore, assign a platform where team members can live chat, share files, post photos and collaborate throughout the day to mimic everyday office life. This can be where some of the best ideas and knowledge can be shared yet at the same time promotes inclusivity and the sense of “team”. 4. Trust In a remote team, there aren't any silly rules about being in your seat during certain hours of the day. This means at the end of the week you either have something to show for your week or not. This means you trust that your teammates are getting something done. But also, that your teammates trust you. To earn that trust you want to make sure you have something to show for your work each week. 5. Focus on Health & Wellbeing In the midst of a global pandemic, now is not the time to forget about your wellness programme when stress and anxiety is elevated. Make sure to check in with remote employees that they are taking breaks, finishing on time, and are maintaining a healthy work-life balance. Make online workouts available to your employees allowing them to take part in physical activity. Perhaps set a company challenge such as a step challenge to get employees engaged in physical activity and as a plus networking with colleagues. For those struggling with sleep or anxiety, provide access to meditation or breathing courses. And to look after financial wellbeing consider organising webinars on topics such as managing a household budget, how your pension works, setting financial goals etc. 6. Rituals and Traditions Creating traditions with your team members, regardless of how often they happen, helps keep teams cohesive and encourages open communication and trust. Before you were thrown into the digital remote working world, undoubtedly you had traditions in place for how promotions, achievements and even birthdays were recognised. To keep spirits up, it’s crucial you keep celebrating these milestones. 7. Ask for Feedback Finally, the introduction to remote working has been unprecedented for many of us. Therefore, ask employees for honest feedback and suggestions. Use a pulse survey to get real data on this. "You don’t need everyone physically together to create a strong culture. The best cultures derive from actions people actually take.” Jason Fried and David Heinemeier Hansson, Authors of Remote