When I was looking for a new position, Tom Page approached me and I can say without doubt, is someone I can rely on. Not only did he provide multiple great positions (senior frontend developer) but he also managed all the communications between me and his clients. This meant I only had to concentrate on doing the interview. There was regular communication at a time that was convenient for me, so finding a new role was a good experience and I would definitely consider working with him again.
Tom (Baker) is one of my favorite recruiters. It took me some time to get used to his direct and open communication style. But I now see the benefits of this no-nonsense approach to recruitment. He is very fast, keeps his promises and has an excellent network. Great work Tom!
Gabor De Mooij
Absolutely amazing service. I received a job offer within two weeks from the moment I was contacted by Foxtek. Working in the tech industry in the Amsterdam area, I know it can be quite overwhelming getting contacted by several different recruiters at the same time, so don't make this mistake. If you get contacted by Foxtek, you're lucky! Work with them and I guarantee you will find what you are looking for! Thank you Foxtek!
Lewis helped me find a great role and I really enjoyed working together with him. Throughout the process Lewis was organized and communicated clearly. He knows the industry well and was able to connect me with standout companies that I had not been able to find on my own. If you are looking for a new tech job in the Netherlands, I couldn't think of a better person to reach out to.
Tom Page was the recruiter I worked with in Foxtek Recruitment. Tom is the best recruiter in the Netherlands hands-down. He's straight-forward and does his job with excellence. A lot of recruiters pester you and do not listen to you. I told him my wishes and what I was looking for, and Tom handled it like a champ. He landed my job at my new company which saw a 50% increase in my salary! I'm incredibly happy with my current job and I owe it to Tom. The process was speedy. Tom possesses what so many recruiters lack: "Common Sense”. He treated me like a professional and never once did he waste my time. He only gave me meaningful status updates and gave me jobs that were uniquely tailored to my wishes. Thank you Tom & Foxtek!
Janine Amelie Lourens
David Arkinstall of Foxtek helped me find and land a great role at a fun and impressive company. During the process, he managed everything well and frequently updated me of any developments. I really liked his communication style and the way he was involved to make things happen. Above all, although I have never met him personally, he seems to be a really nice guy and is an examplar of a good recruiter. Thank you David!
Tom and Foxtek were amazing. Genuinely better than any other recruiter I worked with before. They found the exact positions I asked for and consistently found new things I found interesting. Tom was always pleasant, clear, respectful, and professional. They treated my time like it was valuable and were exceptionally honest and transparent. Great experience with a really good team.
Tom was my Tech Recruiter and helped me find my first job in Netherlands. Working with Tom was a pleasure. Very friendly, professional, supportive and quick to respond. You can feel that he has your back and it shows. He helped me find exactly the kind of company I was looking for. I would wholeheartedly recommend Tom if you are looking for a new position. Thank you Tom for all your help and support!
Tom (Baker) is very hard working and will work until 11PM for you if necessary. He is very honest and direct in his communication style, ensuring efficiency in conversation but also takes his time if you need more explanation. I got my first freelance gig through him and he was helpful in assisting me with everything I needed to know.
At Tjuna we have been working with Tom for nearly one year. Tom provided at least 3 very suitable Freelance Developers with the required skillsets. Tom is good at understanding what our needs are and acts towards these goals. He asks the questions that matter to get the information that he needs to find the right candidate for us. He is helpful and his way of working fits our organisation very well. The advantages of working with Tom are that he delivers (quickly if needed), he asks a fair price for this and he is not pushy. What we need, we get. Apart from his professional skills, Tom is a very kind person I would definitely get in touch with again
The Netherlands was recently announced as the most competitive country in Europe, overtaking economies such as Germany and Switzerland. The WEF Global Competivieness Report, which ranks 141 economies by 103 indicators cited its advanced innovation capability and strong commitment to sustainability. Check out some more information using the link below: https://www.iamsterdam.com/en/business/news-and-insights/news/2019/netherlands-fourth-in-global-competitiveness-report
2018 was another record-breaking year in the Netherlands startup scene. The number of "fast-growing" companies in the Netherlands has doubled in the last 4 years - a massive testament to the thriving Tech scene and prime conditions to allow for serious growth. Check out the link for more info. https://www.iamsterdam.com/en/business/news-and-insights/news/2019/the-netherlands-is-home-to-over-10000-fast-growing-companies
We're all too aware of how competitive the Tech talent market is right now in the Netherlands. However, despite this fact, I still see many companies not maximising their chances of securing the candidate of their choice. Most companies know the benefits of having a careers site that's informative, engaging and helps to accurately portray the role & company culture. In order for a candidate to apply for any role, they have to be excited by the prospect of working at that company and this is where the careers page comes in. There are also some great SaaS platforms in the market like Recruitee, Lever, Bamboo, Workable, Homerun etc, allowing smaller companies in startup or scaleup phase to easily create something appealing. But what about after the candidate has applied? All too often, I see companies' application process (also known as the candidate's journey) lacking any real thought or attention. What's the point in investing in a great careers landing page if the experience the candidate gets after applying fails to live up to the initial hype!? Giving a candidate who's shown an interest in your company an awesome journey through your application process not only keeps the candidate engaged, it also demonstrates your attention to detail as a company. It gives that individual an insight into how the rest of the company is run and shows them that their application is really valued. Below are some ideas on how to improve the candidate’s application journey. Most come at no cost and are easy to create or implement :) 1.Application Response Nailing the application response is a great way to set the tone for the candidate journey as well as letting the applicant know you've received their CV and appreciate them choosing you as a potential employer. Most career page platforms offer the option to create an automated application response but not having this option is no excuse! You can easily create some email templates that can be sent to each applicant. A great application response email solidifies the candidates initial decision to apply as the right one. Some of the points you can cover in this email are: Thanking the applicant for choosing your company Referencing the role (in case they might have chosen the wrong advert) Managing expectations on feedback response timescales Encouraging the applicant to check out & follow your social media channels (great chance to showcase your company culture) Links - Any recent news articles, blogs, company announcements, achievements etc that you're proud of or demonstrate the company ethos? Great! Now's the time to share them. 2.Interview Emails This is often an area where I see minimum effort. If a company chooses to interview an applicant, it indicates the candidate (at least on paper) is relevant for that vacancy and is worth the time commitment that comes with interviewing. As a result, this is really where you should step it up with the effort that goes into communication. Once an interview is arranged, a confirmation email should be sent to the candidate with as much relevant information as possible. Yes you have the standard stuff; time, date, the person they'll be interviewing with, location etc. But you can provide so much more: The LinkedIn profile links for the interviewers - this allows the candidate to research that individual, understand their background, see what they look like (prevents the awkward "Are you....? at interview). It also allows the candidate to perhaps identify some common ground that could be used to build rapport at interview stage. Again, another opportunity to provide links to company content such as news articles, blogs, company posts etc. An agenda for the interview. So many candidates have to enter an interview not knowing what the structure will be and the general line of questioning. This can lead to increased anxiety as well as the candidate's having to spend hours upon hours researching every single avenue of questioning, again leading to higher levels of stress. Providing this information allows the candidate to research areas that are relevant and enter the interview in a calmer state, knowing what is ahead. Remind the candidate why they applied! - Sometimes it can be a week or more since the candidate applied. Keep them invested in their application by selling the benefits of working at your company - perhaps there's some video content that can be shared. This is the time to do it. 3.Communicating an Offer So, the candidate has got through the interview process and now it comes to crunch time, the offer. It amazes me how companies will spend a fortune on other parts of the application process but when it comes to the offer, write a simple email or a standard word document in Arial 10 font. This is the part of the candidate journey that requires maximum effort! Be Imaginative - think about how you can communicate the offer in a fun and creative way. Try and make the offer visually appealing and engaging to read. Last Chance Saloon - this is the last opportunity to promote why a candidate should pick your company as their next employer. So, any further content, articles, video's etc are great to include Benefits - Make sure to accurately communicate the benefits an employee can expect to receive (again, try and do this in a fun and creative way using images rather than just text) Why Pick You? This is one area that I see a lot of companies completely miss. On any offer email, be sure to explain why a candidate should pick your company to work for. What are the biggest career advantages of picking this role? Why should a candidate pick your company? How are you different from your competitors? What makes your culture special? Think Outside the Box! - The more original you can be, the more you'll stand out from your competitors and other offers the candidate may have. Experiment and see what works! 4.Post Offer It's really important to maintain consistent contact in the time between offer acceptance and start. This is a great opportunity to communicate any company announcements, team achievements or news. It makes the candidate who's joining already feel part of the company and will lead to them being more at ease and familiar when they actually start. Organising team drinks or a meal is also a great chance for the individual to get to know everyone. Having set communication that gets sent at pre-determined times also creates a "countdown to joining" and builds a sense of excitement for the candidate. In Summary First Impressions Are Key - A great first impression is so important to attracting high quality talent and implementing some of the points above should help in this aim. It's Emotional - Remember, a candidate's decision to apply for a role is largely logical but their decision to join a company is way more emotional. As a result, how that person feels about your company and the application process is a priority. Be Creative - Making the application fun & humorous whilst being informative is key - if your company operates in a particular sector, use that to your advantage by creating a narrative around your space. Make a plan - sit down with your hiring team and plan out the candidate application process, creating templates and delegating tasks. A great application experience should be consistent, not a one off! Good Luck!
According to a news report by Dealroom.co that was commissioned by StartupAmsterdam, the Technology sector in Amsterdam makes up 13% of the total job market in Amsterdam, despite the fact that the tech ecosystem only accounts for 1.4% of all companies in the Dutch Capital. Some of the key points from the survey were: There are currently 69,000 jobs at Amsterdam based Technology companies! That's an increase of 13,000 jobs in the last 2 years, showing incredible growth in the space. Young companies & startups are the ones driving growth in the city. To check out the full report, check out the link below from the guys at IAmsterdam: http://www.iamsterdam.com/en/business/news-and-insights/news/2019/tech-and-startup-sector-makes-up-13-per-cent-of-amsterdams-job-market