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Foxtek acts as a specialist Tech Talent Partner to some of the Netherlands' most exciting companies. We help to scale and strengthen engineering teams and enable companies to achieve ambitious growth goals, critical to their advancement and future success. We do this by providing a complete Talent Solution, from initial advice & hiring roadmap design, through to execution. All the while, identifying & match-making the best local Talent out there. Geographically we focus solely on the Randstad region. The Netherlands is one of the hottest destinations for Tech Talent globally and we relish the opportunity to work alongside amazing companies and the awesome teams within them. So whether you're a potential client, who needs a Talent Partner with the know-how to deliver for your development team in this challenging market, or a candidate, looking for an agency to support you with your search... we're here to help.
#management is one of the hardest jobs in any industry. Here are some of the things I learned from being a#billing#managerin#recruitment👇Effective communication – Keep your messaging direct and simple 📣Prepare for meetings/training sessions – Have a session plan so that you maintain a level of structure. Important conversation planned? Run through what you’re going to say, questions that might come up, and how you’re going to deliver that message before the meeting starts 🤝Analysis – Data/Stats/MBRs are completely useless and ineffective unless you take time to analyse the results. Your job (particularly early on) is to help your staff digest that information and create development points 💹Measuring success – Management is a lot of things so try not to be too binary and just deal in how many jobs, interviews or deals your member of staff is doing early on in their careers. Monitoring and assessing competency is pivotal to understanding the level of success an individual is having or might have in the future, so if someone’s making improvements and getting better at the job then this can be enough 📚Mentality – Early on in your management career can be a lot of trial and error. You’re seeing what does and doesn’t work with your training sessions, messaging, management of different personality types. Be open to this process and you’ll start to find patterns/trends/techniques that start to work for you (Be patient) 🧠Listen – Learn from anyone in ANY industry that has tread the path of management. However, make sure you’re taking notes because they’ll be a lot of them! 👂Humility – Sometimes you will get decisions wrong or your messaging will be off. We’re all guilty of this so own your mistakes and communicate this with your staff. Also, you no doubt know a thing about recruitment and you’ve had a few successes 😉 We all know the classic “One time, I had this situation where?” opener but talk about some of your failures as well. Keep some balance ⚖Rewards – If you’re in management to just make more money and purely further your career then you’re going to struggle. You’re also going to struggle with the idea of fulfillment because, for me, management is a vocation and should be far more about the development of an individual rather than the monetary reward that's attached to this.Hope this helps. #billingmanager #management #development #learning
We've had the pleasure of sourcing Junior/Medior JavaScript roles recently.It’s meant we've had in-depth conversations with JavaScript Front-enders, who haven’t committed to one specific framework yet.In the Angular vs React vs Vue debate, here are the three primary arguments for Angular - from the discussions we've had over the past 2 weeks:It’s Built on typescripts: creates comfortability which counters the steeper learning curve compared to React and Vue.Opinionated framework: Once you’re in, you’re in! And it’s easier to pick up each other’s code.RXJS: Gives you the power with minimal code. In conclusion, there are clear accessibility benefits once past the higher entry threshold with Angular.Plus the opportunity that comes with the sheer amount of companies using the platform in 2021 (20.6% in the Netherlands).We want to know our Network’s thoughts on this Does angular still have its benefits over React and Vue, if so, what are they?
As a recruiter, the one thing it's hard to account for is a candidate’s ability to sell themselves once their interview has started🏁I have worked with developers who have a long list of fantastic references and a range of experience that would make any hiring manager sit up and take notice, but for some reason, it takes them months to land a project.In my experience, it often comes down to the interview, they are too honest👼They might:❌ Say that the project timeline is unrealistic💰 Point out a costly update that is needed within the application🤷♂️ Highlight their deficiencies in an attempt to be candidThis would not be a problem if you didn’t also have freelancers who are happy to do the opposite:🧠 Inflate their experience⏳ Offer unrealistic estimates and worry about that in 3-months time🦻 Tell the client exactly what they want to hearThis might sound like I am painting hiring managers as gullible fools who aren’t able to smell bullsh*t, but I’m not.When you're under pressure to deliver, you'd be forgiven for betting on the candidate who exudes confidence💃 What is your approach in an interview for a freelance gig?
Sheep with five legs.It's precisely why some companies in Amsterdam are struggling to hire good developers.I'm finding that more and more hiring managers are setting unrealistic expectations of what they expect their new hires to have experience with.I'm also seeing more and more posts on LinkedIn about job descriptions asking for it all.For example, I've seen adverts for Fullstack Developers with equivalent experience in Frontend & Backend who also have excellent DevOps experience.3 for the price of 1?You're searching for a five-legged sheep.I believe the cause of this is tight budgets; some companies either can't or don't want to pay for the exact expertise the hiring managers need.However, if this is the case, companies need to realise that they have to scale back their expectations to find someone to join the team and help grow the company.I also have many examples where someone was hired who didn't tick all the boxes on the "job description" but has made an incredible impact.Keen to hear my network's thoughts on this.Do you agree that unrealistic expectations are the main reason why some companies are struggling to hire?Or, do you think it boils down to something else?
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