The UK’s cyber security industry is one of the most crucial sectors for safeguarding the nation’s digital landscape, however, it continues to be overwhelmingly dominated by men.

<p class="MsoNormal">The UK&rsquo;s cyber security industry is one of the most crucial sectors for safeguarding the nation&rsquo;s digital landscape. A recent study by the <a href="https://www.weforum.org/publications/global-cybersecurity-outlook-2023/">World Economic Forum</a> showed that 59% of global businesses would find it difficult to respond to a cyber security incident due to the shortage of skills.</p>
<p class="MsoNormal">So, how can organisations make sure that they have a robust system and the right people inside their organisation to mitigate against the risks, as the world&rsquo;s dependence on technology continues to grow?</p>
<p class="MsoNormal">One key and important solution is to work towards building a more inclusive and effective cyber security workforce by improving diversity. The UK&rsquo;s cyber security industry continues to be overwhelmingly dominated by men. As of May 2024, women constituted just 17.9% of the workforce, with men making up the remaining 82.1%, according to <a href="https://www.linkedin.com/news/story/uk-cyber-industry-dominated-by-men-6119508/">LinkedIn&rsquo;s Economic Graph team</a>. While this marks a slight improvement from 17.5% in 2023, the gender disparity remains significant, highlighting ongoing challenges and the urgent need for action.</p>
<h2 class="MsoNormal">Historical and Cultural Barriers</h2>
<p class="MsoNormal">The underrepresentation of women in cyber security is not a new issue; it is rooted in deep-seated historical and cultural factors. For decades, cyber security, like much of the technology sector, has been perceived as a male-dominated field. This perception has resulted in a lack of female role models and mentors, which many believe is one of the reasons why women are discouraged from pursuing careers in this area.</p>
<p class="MsoNormal"><a href="https://www.linkedin.com/news/story/uk-cyber-industry-dominated-by-men-6119508/">Jane Frankland, a cyber security expert</a> and LinkedIn Top Voice, points out that this perception has long shaped educational environments, which often fail to actively encourage women to pursue studies in computer science&mdash;a common gateway into cyber security. The lack of encouragement in schools and universities means fewer women are entering the pipeline, which perpetuates the gender imbalance in the workforce.</p>
<h2 class="MsoNormal"><strong>The STEM Education Pipeline</strong></h2>
<p class="MsoNormal">The challenges faced by women in cyber security often start early in their educational journey. <a href="https://www.mckinsey.com/capabilities/mckinsey-digital/our-insights/women-in-tech-the-best-bet-to-solve-europes-talent-shortage">McKinsey &amp; Company&rsquo;s</a> research highlights two critical points where the percentage of women in STEM (Science, Technology, Engineering, and Mathematics) fields drops significantly: during the transition from secondary education to university and from university to the workforce. The drop is particularly sharp at these junctures, with an 18% decline from secondary education to university and a further 15% drop from university to the workforce.</p>
<p class="MsoNormal">Furthermore, the share of women in the workforce is lowest in the tech roles that are growing fastest, such as cyber security, DevOps and cloud. At current rates, the share of women in tech roles in Europe is heading toward a decline to 21 percent by 2027.</p>
<p class="MsoNormal">This leaky pipeline indicates that while young women might initially show interest in STEM subjects, systemic barriers such as lack of support, mentorship, and encouragement, along with prevailing gender stereotypes, deter them from continuing. By the time they reach the job market, the number of women entering cyber security roles has dwindled considerably.</p>
<h2 class="MsoNormal"><strong>Workplace Challenges and Biases</strong></h2>
<p class="MsoNormal">Once in the workforce, women in cyber security often face additional hurdles. Unconscious biases in hiring practices and workplace cultures can create environments that are unwelcoming or challenging for women. Frankland notes that <a href="https://www.linkedin.com/news/story/uk-cyber-industry-dominated-by-men-6119508/">women often have to work harder, longer, and obtain more certifications to prove their competence</a>, which can be discouraging and exhausting. This extra burden not only affects job satisfaction and retention but also perpetuates the gender gap as fewer women choose to stay in or advance within the industry.</p>
<h2 class="MsoNormal"><strong>The International Context</strong></h2>
<p class="MsoNormal">Interestingly, the gender gap in cyber security is not as pronounced in some other countries. In Italy, <a href="https://economicgraph.linkedin.com/content/dam/me/economicgraph/en-us/PDF/global-cybersecurity-talent-trends.pdf">women made up 26.7% of the cyber security workforce as of May 2024, and in Singapore, they accounted for 26.2%.</a> These figures suggest that the UK could learn from international best practices and cultural attitudes that are more supportive of gender diversity in tech.</p>
<h2 class="MsoNormal"><strong>Moving Towards Greater Diversity</strong></h2>
<p class="MsoNormal">Addressing the gender disparity in the UK cyber security industry requires a multifaceted approach. Educational institutions need to actively encourage young women to pursue STEM subjects and provide robust support systems throughout their academic journey. In the workplace, companies must tackle unconscious biases in hiring and promotion practices and create cultures that are inclusive and supportive of all genders.</p>
<p class="MsoNormal">One of the key findings from <a href="https://www.lorienglobal.com/what-tech-candidates-want-2024">Lorien&rsquo;s 2024 study on &lsquo;What Tech Candidates Want&rsquo;</a> revealed that the top reason candidates look for a new role is for opportunities to learn new skills. This was a complete change from 2023, when 40% of candidates said that salary was their key motivation. Employers can take advantage of this change in sentiment and make a real difference in attracting top female talent into their organisations by offering training, upskilling and progression.</p>
<p class="MsoNormal">Role models also play a critical role in this effort. Prominent female figures in the cybersecurity industry, such as Jessica Barker MBE PhD, Sarah Armstrong-Smith, Sian John MBE, and others, are essential in challenging stereotypes and providing inspiration for the next generation of women. Their visibility and success help to slowly shift perceptions and open doors for more women to enter and thrive in the field.</p>
<p class="MsoNormal">Companies and organisations that are looking to build competitive advantage and growth by addressing their technology gap should consider one fact: women occupy only 22 percent of all tech roles across European companies. That&rsquo;s a staggering statistic at a time when technology underpins so much of the innovation and growth in the world today. In Lorien&rsquo;s most recent <a href="https://www.lorienglobal.com/salary-survey-2024">Salary Survey</a>, we found that there are roughly 22,000 candidates in the cyber security space, increasing by 3% YoY. The average time in a role is 20-21 months, with 18% of employees changing jobs last year.</p>
<p class="MsoNormal">With concerted efforts from educators, employers, and industry leaders, the sector can become more inclusive and reflective of the diverse society it serves. Bridging the gender gap is not just about fairness; it&rsquo;s about harnessing the full potential of the talent pool to better protect and innovate within the ever-evolving digital world.</p>
<p class="MsoNormal">&nbsp;</p>
<p class="MsoNormal">If you need advice or help with diverse hiring, <a href="https://www.lorienglobal.com/contact-us">get in touch with our team today</a> and ensure your company is ahead of the competition.</p>
<p class="MsoNormal">&nbsp;</p>

Diversity in the UK Cyber Security Industry 

<p>In the world of talent acquisition and <a href="https://www.lorienglobal.com/business-solutions/msp-and-contingent-workforce-solutions">contingent workforce management</a>, choosing to go to market for an outsourced provider is one of the biggest decisions you can make for your organisation.</p>
<p>Following a popular roundtable session I ran at this year&rsquo;s SIA CWS Summit Europe, I wanted to share some simple but essential tips to give you the best chance of selecting the most appropriate <a href="https://www.lorienglobal.com/business-solutions/msp-and-contingent-workforce-solutions">Managed Service Provider (MSP)</a> or <a href="https://www.lorienglobal.com/business-solutions/rpo-total-talent-acquisition">Recruitment Process Outsourcing (RPO) </a>Partner through the Request for Proposal (RFP) process. Let&rsquo;s dive into some RFP specific tips, followed by general best practices when going to market.</p>
<h3>1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Clearly Define Objectives &amp; Scope</h3>
<p>Carefully consider what your key objectives are before drafting your RFP and clearly articulate what your business aims to achieve through an MSP or RPO solution.</p>
<p>Defining your objectives helps potential providers understand your needs and the outcomes you are looking to achieve. This allows potential providers to tailor proposed solutions accordingly in line with your requirements, but also allows relevant / irrelevant suppliers to self-select in or out of the tender process.</p>
<h3>2.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Include Detailed Requirements</h3>
<p>When releasing your RFP, please include detailed requirements and data for your current landscape. This ensures that the proposals you receive are pertinent to your aims and will save you plenty of time when responding to clarification questions as part of the process. A good starting point is to provide estimated hiring volumes over the period of the contract, broken down by role titles, average salary / rate and locations; in addition to the number of roles the supplier will be inheriting on day one.</p>
<p>When <a href="https://www.lorienglobal.com/insights/how-to-write-a-request-for-proposal-for-rpo-and-msp">outlining your specific requirements</a>, think about including:</p>
<ul>
<li>Scope of service (e.g. roles / functions, geographic locations, volume of hires / workers, average salaries / day rates).</li>
<li>Proposed Key Performance Indicators (KPIs) and metrics for success, in addition to current KPI performance.</li>
<li>Technology requirements (e.g. current ATS / VMS/HRIS, associated technology such as assessment tools or CRM, required integrations with existing systems).</li>
<li>Particular challenges and pain points you are experiencing and would like to solve.</li>
<li>Strategic goals and how the MSP or RPO will align with them, for example, ED&amp;I goals.</li>
</ul>
<p>It is standard to allow bidders a period of time to submit questions for clarification based on the RFP document, and customary to ask for these as a written response. You will then be expected to share all questions and answers with all bidders.</p>
<h3>3.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; &nbsp;Evaluating Potential Partners</h3>
<p>Letting providers know how they will be scored as part of the RFP process can be extremely helpful for potential partners to learn where your priorities lie. An essential piece of information to include for providers is both the dates associated with RFP submission and following stages (presentation, best, and final offer).</p>
<p>As a rule of thumb, consider sharing the below dates and milestones to potential providers:</p>
<ul>
<li>Deadline for clarification questions&nbsp;</li>
<li>Responses to clarification questions</li>
<li>RFP submission due date</li>
<li>Timescales for feedback</li>
<li>Anticipated date of appointing preferred bidder</li>
<li>Ideal service go-live date</li>
</ul>
<p>To evaluate potential partners effectively, ask targeted questions that will best meet your aims. You should be looking to ask questions that will enable you to assess each bidders&rsquo; strengths, for example:</p>
<ul>
<li>If successful, how would you view our organisation within your current portfolio of clients?</li>
<li>Describe your experience in our industry.</li>
<li>What differentiates your programme from your competitors' MSP or RPO programmes?</li>
<li>Please describe the resources and team structure proposed to support the model you are proposing.</li>
<li>How would you pursue positions that are challenging to recruit for?</li>
<li>What technology platforms do you use, and how do they integrate with other systems?</li>
<li>Please provide examples of innovation or continuous improvement that you have implemented in another programmes.</li>
<li>Please provide details of how you would support our diversity and inclusion objectives.</li>
<li>What do you see as the priorities following completion of the implementation plan?&nbsp;</li>
<li>How do you ensure compliance with local and international labour laws?</li>
</ul>
<h3>4. Evaluate Cultural Fit</h3>
<p>You cannot downplay the importance of cultural fit between your organisation and your potential partner. From general working practices to values, I truly believe that to succeed in any MSP or RPO programme you must at the very least enjoy working with your provider and work as one team. Some ways of assessing cultural fit within an RFP process include:</p>
<ul>
<li>Comparing the provider&rsquo;s mission and core values with those of your organisation to ensure they align and support your organisational culture.</li>
<li>Meeting the proposed Account Team and in particular the proposed Service Lead to ensure they are someone you can see yourself working with.</li>
<li>Assess the leaders and leadership approach of potential providers to determine if they complement your leadership style and practices.</li>
<li>Review testimonials, case studies and speak to referees to hear others&rsquo; opinions of the provider.</li>
</ul>
<h3>5.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Pricing</h3>
<p>The most critical part of an RFP for some organisations is pricing. The biggest tip I can provide is to ensure that you create a template that enables you to compare each potential partner fairly and equally side by side. This will require some work from your organisation to consider the pricing breakdown that you would like to apply to the solution.</p>
<p>While pricing is an important factor, you should also give some focus on the overall value proposition. Request a breakdown of costs for added value services and ask providers to highlight the return on investment (ROI), in addition to ensuring that there are no hidden costs on top of the main services.</p>
<h2>Best Practices for Managing the RFP Process</h2>
<p>Alongside the RFP document itself, there are some best practices for how you should approach the management of the process of selecting an MSP / RPO partner. Below, I have listed these, alongside some common pitfalls.</p>
<p><strong>1. Establish a Cross-Functional Programme Team</strong></p>
<p>Involve stakeholders from various departments to ensure the RFP addresses all relevant aspects and requirements of the business. Perhaps the most vital step to take before scoping a potential MSP &amp; RPO is ensuring you have stakeholder buy-in and that you have sponsorship for the programme. Without this, you can go through a full selection process before finding out that you do not have a mandate to proceed with your solution.</p>
<p><strong>2. Conduct Thorough Evaluations</strong></p>
<p>Before sending out your RFP to providers, develop a structured evaluation framework to assess proposals against predefined criteria. This can include scoring systems, evaluation matrices, and cross-functional programme review panels. This gives you the best chance of not just making a fair and transparent decision, but also the best decision for your business.</p>
<p><strong>3. Check References and Perform Due Diligence</strong></p>
<p>Conduct thorough reference checks and due diligence to validate shortlisted provider&rsquo;s claims and ensure they have a solid track record of delivering similar services successfully. Typically, organisations would only do this once they are down to the final 2 suppliers in a process.</p>
<p><strong>4. Contract Terms and Conditions</strong></p>
<p>As part of your RFP process, send out a copy of your standard contract for potential partners to review and send back as part of the process. This enables you to start working on potential contractual pitfalls well in advance of making a selection and proceeding to contract negotiation.</p>
<h3>Common Pitfalls to Avoid</h3>
<p><strong>1. Lack of Clarity in Requirements</strong></p>
<p>Ambiguity in your RFP can lead to misunderstandings and misaligned expectations. Be as specific and detailed as possible to avoid confusion.</p>
<p><strong>2. Focusing Solely on Cost</strong></p>
<p>Choosing the lowest-cost provider can be tempting, but it&rsquo;s essential to consider the overall value and long-term benefits. Focus on quality, reliability, and alignment with your strategic goals.</p>
<p><strong>3. Ignoring Internal Stakeholders</strong></p>
<p>Ensure all relevant internal stakeholders are involved and their concerns and requirements are addressed. Ignoring their input can lead to resistance and implementation challenges.</p>
<p><strong>5. Overlooking Scalability</strong></p>
<p>Consider the future growth and scalability of your organisation. Choose a provider that can scale their services in line with your evolving needs.</p>
<p>For further support, or if you are looking for specific help to ensure best practice ahead of progressing to RFP, please contact&nbsp;<a href="mailto:solutions@lorienglobal.com">solutions@lorienglobal.com</a>.&nbsp;</p>

Delve into some essential tips to give you the best chance of selecting the most appropriate Managed Service Provider (MSP) or Recruitment Process Outsourcing (RPO) Partner through the Request for Proposal (RFP) process.

Request for Proposal (RFP) Best Practice for MSP & RPO Recruitment

Lorien Salary Survey reveals in-demand  technology workers securing robust wages as hiring stabilises in the tech sector

<p class="MsoNormal">In the hustle and bustle of today's tech market, it's easy to feel daunted by the process of <a href="https://www.lorienglobal.com/job-seekers">finding your ideal role</a>. Job hunting can feel like navigating a labyrinth, especially with the sheer volume of options and competition. However, with the right strategy, you can transform a potentially overwhelming task into a manageable and rewarding experience.</p>
<p class="MsoNormal">Whether you're a recent graduate, a seasoned professional seeking new opportunities, or someone looking to pivot their career, these 5 practical tips will help guide you on your path to success.</p>
<h3 class="MsoNormal">1. Tailor your CV</h3>
<p class="MsoNormal">In today's competitive job market, <a href="https://www.lorienglobal.com/insights/how-to-write-a-good-cv">customising your CV</a> for each individual application can make a significant difference. By highlighting the skills and experiences most relevant to the job you're applying for, you show potential employers that you understand the unique demands of the role and are prepared to meet them head-on. This personalised approach is crucial to standing out from the crowd and making a strong impression.</p>
<p class="MsoNormal">Employers value candidates who demonstrate a proactive and considered approach in their applications. When you take the time to align your CV with the specific requirements and responsibilities of each position, you signal that you have not only the qualifications they seek but also the dedication and attention to detail that sets you apart.</p>
<h3 class="MsoNormal">2. Leverage Your Network</h3>
<p class="MsoNormal">In today's interconnected professional landscape, building a robust network can significantly impact your career trajectory. One effective way to do this is by attending industry events. Whether it's a conference, seminar, or workshop, these events offer unparalleled opportunities to meet like-minded professionals, exchange ideas, and stay ahead of industry trends.</p>
<p class="MsoNormal">Another valuable strategy is to join professional groups. These groups, whether online or offline, often serve as a hub for knowledge-sharing and support. They can provide you with access to resources, mentorship, and collaboration opportunities that you might not find elsewhere. Additionally, being active in these communities can increase your visibility and establish you as a thought leader in your field.</p>
<p class="MsoNormal">You can also utilise LinkedIn to grow your professional network by connecting with others in your field. It&rsquo;s a great place to<span style="mso-spacerun: yes;">&nbsp; </span>share your achievements, endorse skills, and engage with content relevant to your industry.</p>
<p class="MsoNormal">Remember, a referral can often get your foot in the door more effectively than a cold application. Having a contact vouch for you can make your application stand out and demonstrate that you come with a seal of approval from someone within the organisation. So, take the time to build and nurture these relationships &ndash; they could be the key to unlocking your next career opportunity.</p>
<h3 class="MsoNormal">3. Research the Companies</h3>
<p class="MsoNormal">When you're on the lookout for new job opportunities, taking the time to research prospective companies can be extremely beneficial. It&rsquo;s not just about finding a vacancy but finding a place where you can thrive and grow. Understanding the company culture, values, and any recent developments can provide you with a considerable advantage.</p>
<p class="MsoNormal">Knowing a company's culture and values can also help you tailor your cover letter to align with what they are looking for. This level of specificity not only showcases your interest in the role but also your compatibility with the company's ethos, setting you apart from other candidates.</p>
<p class="MsoNormal">Additionally, staying informed about any recent developments within the company can be a game-changer during interviews. Whether it's a new product launch, an award, or a significant business milestone, mentioning these can demonstrate your keen interest and initiative. It shows that you&rsquo;ve done your homework and are genuinely interested in contributing to the company&rsquo;s success.</p>
<h3 class="MsoNormal">4. Prepare for Interviews</h3>
<p class="MsoNormal">Navigating the world of job interviews can be daunting, but practicing common interview questions and answers can massively help. Being ready to discuss your experiences and achievements in detail is crucial. This means reflecting on your career journey and identifying key moments that showcase your skills and growth. Think about times when you overcame challenges, led a project, or had a significant impact on your team or company. Having these stories at your fingertips not only demonstrates your qualifications but also paints a vivid picture of your capabilities.</p>
<p class="MsoNormal">Remember, confidence combined with thorough preparation can set you apart from other candidates. When you walk into an interview well-practiced and knowledgeable about your own career narrative, it shows. It demonstrates motivation, attention to detail, and a proactive attitude&mdash;qualities every employer values.</p>
<h3 class="MsoNormal">5. Stay Organised</h3>
<p class="MsoNormal">Maintaining an organised record of your job applications, interviews, and follow-ups is crucial for a <a href="https://www.lorienglobal.com/insights/how-to-know-when-it-is-time-to-job-hunt">successful job search.</a> By keeping a detailed log, you can stay on top of important deadlines, track your progress, and ensure that no opportunities slip through the cracks.</p>
<p class="MsoNormal">In today's competitive job market, every detail counts. A robust tracking system can help you manage multiple applications effectively, allowing you to schedule interview prep and follow-up emails promptly. This level of organisation not only demonstrates your professionalism but also provides a clear overview of your job search journey, helping you identify patterns and adjust your strategies as needed.</p>
<p class="MsoNormal">By dedicating time to log each application meticulously, noting down dates, contacts, and key points from interviews, you create a resource that can be referenced repeatedly. This approach reduces the risk of missing out on potential opportunities and optimises your chances for success. Whether you use a simple spreadsheet or a sophisticated job search platform, the goal is the same: to stay organised, focused, and proactive in your job hunt.</p>
<h2 class="MsoNormal">Sign Up to Our <a href="https://www.surveymonkey.com/r/LorienCandidateCouncil24">Candidate Council</a></h2>
<p class="MsoNormal">Are you a job seeker? We&rsquo;re interested in hearing your sentiments on how things could be improved for you on your job hunt. By joining our <a href="https://www.surveymonkey.com/r/LorienCandidateCouncil24">Candidate Council</a>, you can directly influence how we refine our services to better meet your needs and those of other job seekers.</p>
<p class="MsoNormal">Additionally, you can explore our <a href="https://www.lorienglobal.com/job-seekers">extensive range of tech job listings</a> to find your dream role. Whether you're looking to start your career or take the next big step, we have <a href="https://www.lorienglobal.com/job-seekers">opportunities</a> that suit every level of experience.</p>

Nail your job search with our top 5 candidate job hunting tips

Candidate Job Hunting – Our Top 5 Tips to Guide You to Job Search Success 

<p class="MsoNormal">As part of the <a href="https://www.impellam.com/" target="_blank" rel="noopener">Impellam Group</a>, Pride Month is very important to us here at Lorien. We always strive to focus on diversity and inclusion both internally and externally. This Pride Month we have celebrated with some fun activities including a company wide bake-off fundraiser, a pop-culture quiz and lots more.</p>
<p class="MsoNormal">To keep those celebrations going, we thought it would be fitting to honour Pride Month by highlighting what it means to our colleagues in the Impellam Group.</p>
<p class="MsoNormal">&nbsp;</p>
<h5 class="MsoNormal"><u>James Stabler &ndash; Client Marketing Executive at Lorien</u></h5>
<h5 class="MsoNormal"><strong>What does Pride Month mean to you?</strong></h5>
<p class="MsoNormal">To me, Pride Month is all about celebrating how far the LGBTQIA+ community has come. We should remember the hard work that came before us that has allowed us to get where we are right now.</p>
<p class="MsoNormal">It&rsquo;s important to remember that Pride started as a protest for equal rights and for visibility of the community. We still have a long way to go though, and we need to protect all members of the community.</p>
<h5 class="MsoNormal"><strong>What do you like to see in an ally?</strong></h5>
<p class="MsoNormal">An ally is not just simply someone who supports LGBTQIA+ rights &ndash; although that is amazing! An ally is someone who helps to educate and challenge others who may have outdated or harmful views on the community.</p>
<h5 class="MsoNormal"><strong>What is a positive memory you have of Pride?</strong></h5>
<p class="MsoNormal">Pride is such a great celebration of all things LGBTQ+ and it&rsquo;s amazing to be in a safe space with all of my queer peers who may not be able to be their true selves due to religion or culture. My favourite memory is having so much fun with all of my friends!</p>
<p class="MsoNormal">&nbsp;</p>
<h5 class="MsoNormal"><u>Talia Faverzani &ndash; Marketing Assistant at SRG</u></h5>
<h5 class="MsoNormal"><strong>What does Pride Month mean to you?</strong></h5>
<p class="MsoNormal">Pride Month is a time to celebrate how far we have come in terms of acceptance for the LGBTQIA+ community. But it is important to still raise awareness of issues affecting the community even as society becomes more accepting.</p>
<h5 class="MsoNormal"><strong>What do you like to see in an ally?</strong></h5>
<p class="MsoNormal">A good ally respects others for who they are. Listening to members of the community, researching our history and being understanding are all very valuable things to me in an ally.</p>
<h5 class="MsoNormal"><strong>What is a positive memory you have of Pride?</strong></h5>
<p class="MsoNormal">For me, one of my absolute favourite memories of Pride is my very first one in 2019. Walking around the Gay Village and Canal Street in Manchester, seeing the amazing parade, and then watching Ariana Grande perform. The atmosphere was warm, and everyone around me was happy.</p>
<p class="MsoNormal">&nbsp;</p>
<p class="MsoNormal">And our celebration of the community isn&rsquo;t over yet. We are looking forward to taking part in the <a href="https://www.manchesterpride.com/parade" target="_blank" rel="noopener">Manchester Pride Parade</a> in August with 50 of our team walking with us! The theme this year is &ldquo;&rsquo;Buzzin&rsquo; to be queer &ndash; a hive of progress&rdquo; and we&rsquo;re sure it&rsquo;s one not to miss.</p>
<p class="MsoNormal">&nbsp;</p>
<p class="MsoNormal">To read more of our insights, <a href="https://www.lorienglobal.com/insights">click here</a>. To see our Manchester Pride celebrations in August, and other inclusive events we take part in, follow us on <a href="https://www.linkedin.com/company/lorien/?viewAsMember=true">LinkedIn</a> and <a href="https://www.instagram.com/lorienglobal/">Instagram.</a></p>

Here at Lorien, we always strive to celebrate diversity and equality. Find out why Pride Month matters to Lorien and Impellam Group in this blog.

What Pride Month means to Lorien

<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">When it comes to technology roles, salary is something that is constantly talked about as a priority. In a recent survey, <a href="https://www.linkedin.com/business/talent/blog/talent-acquisition/what-candidates-say-they-want-vs-what-actions-reveal?src=e-nl&amp;trk=all-daily-blog-newsletter" target="_blank" rel="noopener">61% of LinkedIn members</a> voted for compensation as their number one priority &ndash; but does it actually matter to candidates? </span></p>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">In our recent <a href="https://www.lorienglobal.com/what-tech-candidates-want-2024">What Tech Candidates Want survey</a>, we spoke to candidates from all over the UK in all areas of technology about what they think about the current market and their priorities. </span></p>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">In this blog, we&rsquo;ll explore:</span></p>
<ul>
<li class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">What the research tells us about candidate priorities</span></li>
<li class="MsoNormal"><span style="font: 7.0pt 'Times New Roman';">&nbsp;</span><span style="font-family: 'DIN 2014 Light',sans-serif;">Is salary crucial to the 2024 candidate?</span></li>
<li class="MsoNormal" style="mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; line-height: normal; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;"><span style="font-size: 12.0pt; font-family: 'DIN 2014 Light',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: 'Times New Roman'; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">How different genders view salary in the job market</span></li>
</ul>
<h3 class="MsoNormal"><strong><span style="font-family: 'DIN 2014 Light',sans-serif;">How important is salary to candidates?</span></strong></h3>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">It will come as no surprise that salary comes almost top in most categories in our <a href="https://www.lorienglobal.com/what-tech-candidates-want-2024">What Tech Candidates Want report</a>. Overall, <a href="https://www.lorienglobal.com/what-tech-candidates-want-2024">25% of candidates</a> would stay in their current role if they received a higher salary, and a further <a href="https://www.lorienglobal.com/what-tech-candidates-want-2024">25% would be put off</a> joining a new organisation if a low salary was advertised. With salary motivating candidates to stay in roles, and preventing them from starting new ones, what else does salary factor in to?</span></p>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">The older candidates get, the more salary seems to influence their priorities, as seen in the 65+ age range with <a href="https://www.lorienglobal.com/what-tech-candidates-want-2024">37% stating their top priority</a> is a higher salary. Salary priorities also differed by gender, and we&rsquo;ll go more in-depth on that later in the blog. </span></p>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">Whilst salary remains high on the list for candidates, there are other things that influence their decisions. </span></p>
<h3 class="MsoNormal"><strong><span style="font-family: 'DIN 2014 Light',sans-serif;">What else matters to candidates?</span></strong></h3>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">Salary remains the top driver for <strong>most</strong> candidates in 2024 &ndash; and for the second year in a row in our What Tech Candidates Want survey &ndash; but it isn&rsquo;t a priority for everyone.</span></p>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">In our survey, <a href="https://www.lorienglobal.com/what-tech-candidates-want-2024">26% of respondents </a>stated that the first thing they look at on a job advert are roles and responsibilities, with salary <a href="https://www.lorienglobal.com/what-tech-candidates-want-2024">coming in second at 18%.</a> This highlights that candidates aren&rsquo;t simply jumping ship for more money, they want to research the role and see if it suits them. Similarly, <a href="https://www.lorienglobal.com/what-tech-candidates-want-2024">candidates aged over 55</a> said that the thing that would deter them from joining a new company would be a negative culture rather than a low salary, with <a href="https://www.lorienglobal.com/what-tech-candidates-want-2024">25-35 year olds stating that a lack of career progression</a> and poor work/life balance would deter them more than a low salary.</span></p>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">What does this mean for candidate priorities? Salary remains a key motivator for candidates in 2024, but it isn&rsquo;t the most important thing to everyone. Younger candidates value work/life balance more, and over 55s <span style="mso-spacerun: yes;">&nbsp;</span>look for a healthier work environment.</span></p>
<h3 class="MsoNormal"><strong><span style="font-family: 'DIN 2014 Light',sans-serif;">Are there gender differences in priorities?</span></strong></h3>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">We found that gender did have an effect on whether a candidate prioritised salary, <a href="https://www.lorienglobal.com/what-tech-candidates-want-2024">with 20% of men and 3% of women</a> choosing salary as their main priority. Our survey found <a href="https://www.lorienglobal.com/what-tech-candidates-want-2024">that the majority of women</a> are prioritising the opportunity to learn new technology and flexible working over salary, whereas it ranks as a close second priority for men. However, both genders spotlighted <a href="https://www.lorienglobal.com/what-tech-candidates-want-2024">opportunities for career advancement as a number one priority</a> &ndash; even over salary. </span></p>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">Although it seems that men do appear to be placing more importance on salary than women, that is definitely not the case. <a href="https://www.lorienglobal.com/what-tech-candidates-want-2024">19.53% of women</a> said that a low salary would prevent from applying for a new role, and <a href="https://www.lorienglobal.com/what-tech-candidates-want-2024">22.39% voted that</a> a higher salary would encourage them to stay in their current role. </span></p>
<p class="MsoNormal"><strong><span style="font-family: 'DIN 2014 Light',sans-serif;">&nbsp;</span></strong></p>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">To read our full What Tech Candidates Want 2024 report and gain valuable insights into what&rsquo;s making current candidates tick, <a href="https://www.lorienglobal.com/what-tech-candidates-want-2024">click here</a>. You can also read our previous whitepapers and reports <a href="https://www.lorienglobal.com/insights/tag/guides-and-reports">here</a>.</span></p>

Our recent What Tech Candidates Want survey allowed us to delve in to the driving force behind candidates in 2024 - but does salary still top the list of priorities?

Tech candidates, Does a salary matter?

<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">The recruitment process varies business to business, with many factors to consider. Companies compete for the best talent, which means they need to cultivate candidate relationships and understand how potential employees view the organisation and the recruitment process. </span></p>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">With the process being so subjective, we researched what candidates want from a recruitment process in our </span><a href="https://www.lorienglobal.com/what-tech-candidates-want-2024">What Tech Candidates Want </a><span style="font-family: 'DIN 2014 Light',sans-serif;">2024 report. We asked candidates to explain their preferences for all things relating to the end-to-end recruitment process, and we&rsquo;ll explore our findings in this blog.</span></p>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">For more insights on candidate sentiment, download your free copy of the latest </span><a href="https://www.lorienglobal.com/what-tech-candidates-want-2024">What Tech Candidates Want report</a><span style="font-family: 'DIN 2014 Light',sans-serif;"> to assist you in focusing on candidate attraction, analytics and retention. </span></p>
<h2 class="MsoNormal"><strong><span style="font-family: 'DIN 2014 Light',sans-serif;">The current recruitment experience</span></strong></h2>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">The end-to-end recruitment process can &ndash; and in many cases, is &ndash; becoming lengthy for both employees and candidates. Time to hire can vary greatly, but recent research suggests the whole process can take an average of between </span><a href="https://uk.indeed.com/lead/time-to-hire#:~:text=The%20average%20time%2Dto%2Dhire,and%20positions%20in%20senior%20management"><span style="font-family: 'DIN 2014 Light',sans-serif;">36 days</span></a><span style="font-family: 'DIN 2014 Light',sans-serif;"> to </span><a href="https://www.personneltoday.com/hr/time-to-hire-rates-2023-josh-bersin/"><span style="font-family: 'DIN 2014 Light',sans-serif;">44 days </span></a><span style="font-family: 'DIN 2014 Light',sans-serif;">&ndash; that&rsquo;s around six weeks, an </span><a href="https://www.personneltoday.com/hr/time-to-hire-rates-2023-josh-bersin/"><span style="font-family: 'DIN 2014 Light',sans-serif;">all-time high</span></a><span style="font-family: 'DIN 2014 Light',sans-serif;"> for the UK. This can also increase if the role requires niche skills or is more a senior position.</span></p>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">Crucially, research states that </span><a href="https://uk.indeed.com/lead/time-to-hire#:~:text=The%20average%20time%2Dto%2Dhire,and%20positions%20in%20senior%20management"><span style="font-family: 'DIN 2014 Light',sans-serif;">62% of UK-based candidates lose interest</span></a><span style="font-family: 'DIN 2014 Light',sans-serif;"> if they receive no communication after applying for a role. </span><a href="https://uk.indeed.com/lead/time-to-hire#:~:text=The%20average%20time%2Dto%2Dhire,and%20positions%20in%20senior%20management"><span style="font-family: 'DIN 2014 Light',sans-serif;">This rises to 77%</span></a><span style="font-family: 'DIN 2014 Light',sans-serif;"> after three weeks of not hearing back, and at that point your company might have lost a perfectly suited candidate. In fact, 48% of candidates worldwide have declined a job because the process was too long. If a candidate is applying for multiple roles a week, and you take three weeks to review their application, the chances are they might have accepted another position that had a quicker process, or they lost confidence in the organisation due to the length of the process. Obviously, a lengthy recruitment process can be a common complaint shared by recruitment teams and employers, but what do the candidates make of it? </span></p>
<h2 class="MsoNormal"><strong><span style="font-family: 'DIN 2014 Light',sans-serif;">The ideal process</span></strong></h2>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">When conducting our research for the latest What Tech Candidates Want report, we found that</span> 92% of candidates want the<span style="font-family: 'DIN 2014 Light',sans-serif;"> end-to-end recruitment process to be completed within four weeks &ndash; that&rsquo;s a 40% time reduction based on the average time to hire for most organisations. Interestingly, </span>the majority of candidates would prefer the process<span style="font-family: 'DIN 2014 Light',sans-serif;"> to last around two weeks, with just over 50% of candidates desiring a quicker turnaround when applying for roles. </span></p>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">When examining the results closely, we also found that </span>a two-stage interview process is embraced by all age demographics<span style="font-family: 'DIN 2014 Light',sans-serif;">, with under 25s and over 55s bein</span>g more likely to prefer a one-stage <span style="font-family: 'DIN 2014 Light',sans-serif;">interview process. <span style="mso-spacerun: yes;">&nbsp;</span>It&rsquo;s fascinating that those demographics want a &lsquo;one-and-done&rsquo; type process, but when you examine what the average candidate in these situations is looking for, it does make sense. Under 25s, generally, are graduates or just beginning their career and they want to get on the ladder. Over 55s are seasoned and experienced, and know exactly what to expect from the process, wi</span>th 51% of over 55s b<span style="font-family: 'DIN 2014 Light',sans-serif;">eing happy to wait for the right role by embracing a quicker recruitment process. As for the other age demographics, 72% of under 55s want the process to last less than two weeks, no matter how many stages that takes. And when we compared gende</span>rs, women were 8% more likely to <span style="font-family: 'DIN 2014 Light',sans-serif;">prefer a one-stage process in comparison to other genders.</span></p>
<h2 class="MsoNormal"><strong><span style="font-family: 'DIN 2014 Light',sans-serif;">The searching stage</span></strong></h2>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">Candidates wouldn&rsquo;t be able to find organisations without some type of research, but how exactly do they go about it? We found that </span>62% of candidates<span style="font-family: 'DIN 2014 Light',sans-serif;"> find new opportunities on job boards, wit</span>h 24% utilising social media<span style="font-family: 'DIN 2014 Light',sans-serif;"> to hear about upcoming roles. We also discovered that social media is more embraced as a first port of call by</span> 31% of under 25s,<span style="font-family: 'DIN 2014 Light',sans-serif;"> before they move on to other methods. </span></p>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">When it comes to first contact from a recruiter or an organisation, we found that</span> 72% of candidates prefer t<span style="font-family: 'DIN 2014 Light',sans-serif;">he first contact to come via email, with</span> 23% preferring a phone call. These statistics clearly appear to show that candidates are less willing to communicate via phone, perhaps due to feeling unprepared or feeling t<span style="font-family: 'DIN 2014 Light',sans-serif;">he need to do a bit of research before answering. Unsurprisingly, as the candidates get older</span>, the option of phone contact being the first chance<span style="font-family: 'DIN 2014 Light',sans-serif;"> to speak to someone about the role becomes more popular. </span></p>
<h2 class="MsoNormal"><strong><span style="font-family: 'DIN 2014 Light',sans-serif;">Embracing new methods</span></strong></h2>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">What can be learned from our findings? Firstly, it&rsquo;s clear most candidates want a shorter time to hire, with less hoops to jump through during the recruitment process. The majority of candidates also prefer to be emailed prior to a phone call to discuss a potential role. </span></p>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">How can your organisation implement these changes? We suggest performing a review of your recruitment process and highlighting areas that cause delay &ndash; perhaps communication between stakeholders on how a particular round of interviews has gone, or a wide candidate pool making it hard to make decisions. An internal agreement of how the process can be improved will also greatly benefit your organisation and how quickly you can build your teams. </span></p>
<p class="MsoNormal"><span style="font-family: 'DIN 2014 Light',sans-serif;">Struggling with identifying delays, or where you&rsquo;re going wrong? A recruitment partner like Lorien can help. Get in touch</span>&nbsp;<span style="font-family: 'DIN 2014 Light',sans-serif;">with us today to find out how we can assist with your recruitment process - solutions@lorienglobal.com.&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;&nbsp;&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;</span></p>

With the process being so subjective, we researched what candidates want from a recruitment process in our What Tech Candidates Want 2024 report.

What do candidates really want from a recruitment process?

<p class="MsoNormal"><em><span style="font-size: 11.0pt; line-height: 115%;">On 24<sup>th</sup> April, we were thrilled to host a launch event for our latest research into &lsquo;What Tech Candidates Want&rsquo;, featuring an insightful presentation from Lorien&rsquo;s Director of Solutions &amp; Insight, Darren Topping.</span></em></p>
<p class="MsoNormal"><span style="font-size: 11.0pt; line-height: 115%;">Designed specifically for HR and Talent Acquisition leaders, this exclusive event was an invaluable opportunity for attendees to learn about the current trends and expectations of tech, professionals during their job search. Attendees enjoyed a selection of drinks and canapes whilst listening to the presentation and networking with their peers. </span></p>
<p class="MsoNormal"><span style="font-size: 11.0pt; line-height: 115%;">We were also delighted to be joined by Lorien&rsquo;s Managing Director, David Gettins, who kicked off the event with an introduction to Lorien and the Impellam Group. This was followed by a fascinating presentation from Director of Solutions &amp; Insight, Darren Topping.</span></p>
<p class="MsoNormal"><span style="font-size: 11.0pt; line-height: 115%;">Here are some of the key trends and takeaways from this excellent event. </span></p>
<h3 class="MsoNormal"><strong><u>Key trends </u></strong></h3>
<p class="MsoNormal"><span style="text-decoration: underline;"><strong><span style="font-size: 11.0pt; line-height: 115%;">Tech candidates are still looking to move roles, but not due to dissatisfaction. </span></strong></span></p>
<p class="MsoNormal"><span style="font-size: 11.0pt; line-height: 115%;">Our research told us that <a href="https://www.lorienglobal.com/insights/tech-worker-dissatisfaction-foreshadows-brain-drain-for-employers">87% of candidates expect to look for a new role in the next 12 months</a>, with 77% expecting to look within the next 6 months. However, the motivation to move roles does not stem from candidates being unhappy or dissatisfied in their current position. We found that just 19% of tech candidates are either dissatisfied or very dissatisfied in their current role. </span></p>
<p class="MsoNormal"><span style="text-decoration: underline;"><strong><span style="font-size: 11.0pt; line-height: 115%;">Salary is no longer the top reason why candidates look for a new role. </span></strong></span></p>
<p class="MsoNormal"><span style="font-size: 11.0pt; line-height: 115%;">Last year, 40% said that salary was most important when looking for a new position. However, this year the results were split, with 26% of candidates saying they are looking for opportunities to learn new technologies, whilst another 26% saying it is for a higher salary. This shows that candidates are focusing more on personal development, perhaps as a route to greater employability and salary.</span></p>
<p class="MsoNormal"><span style="text-decoration: underline;"><strong><span style="font-size: 11.0pt; line-height: 115%;">The majority of candidates use online job boards to find new roles. </span></strong></span></p>
<p class="MsoNormal"><span style="font-size: 11.0pt; line-height: 115%;">In our research we asked candidates where they look first for new roles and opportunities. 62% of candidates choose online job boards, with 24% choosing social media, and just 6% said the first place they look is on a company website. A worrying statistic for company websites, and especially frustrating to those trying to limit job board costs. However, we also found that company career pages are the first-place candidates go to conduct research into an organisation before applying. </span></p>
<p class="MsoNormal"><span style="text-decoration: underline;"><strong><span style="font-size: 11.0pt; line-height: 115%;">Less candidates are now working fully remote, with 1-2 days in the office being the preferred working method. </span></strong></span></p>
<p class="MsoNormal"><span style="font-size: 11.0pt; line-height: 115%;">In 2023, 63% of candidates told us they worked fully remotely, with 26% spending 1-2 days per week in the office and 5% full-time in the office. This year, 33% of candidates told us they worked fully remotely, with 34% spending 1-2 days per week in the office and 7% full-time in the office. We also found that every single age group&rsquo;s preferred working method was 1-2 days in the office<strong>.</strong> However, candidates do still want some flexibility on working patterns, and <a href="https://www.lorienglobal.com/insights/returning-to-the-office-2024">very little organisations are back in the office full-time.</a></span></p>
<p class="MsoNormal"><span style="text-decoration: underline;"><strong><span style="font-size: 11.0pt; line-height: 115%;">Age group defines candidate preferences more than any other factor.</span></strong></span></p>
<p class="MsoNormal"><span style="font-size: 11.0pt; line-height: 115%;">One of the biggest findings from this year&rsquo;s study and perhaps the theme of the whole report really is that age really does define your preferences. The younger subset of candidates want hiring processes to move at speed, with 72% wanting the end-to-end recruitment process from application to offer complete in less than 2 weeks. When looking for a new role 31% of under 25&rsquo;s choose social media as their first port of call, compared to 21% of all other age groups.</span></p>
<p class="MsoNormal"><span style="font-size: 11.0pt; line-height: 115%;">A real difference was in the over 55&rsquo;s category; 26% of candidates conducted research into an organisation before joining, a factor which barely appeared on the radar for all other demographics. Under 25&rsquo;s heavily focussed on an organisation&rsquo;s opportunities for career progression. We also see a difference in preferred communication from the different age groups; 30% of candidates over 25 preferred a phone call as their first point of contact with a recruiter, compared to 9% of under 25&rsquo;s who are far more comfortable using online means of communication.</span></p>
<h2 class="MsoNormal"><strong><u>Key takeaways </u></strong></h2>
<ul>
<li><span style="font-size: 11.0pt; line-height: 115%;">There is a change in why candidates are looking for a new role in 2024, with learning new skills marked as the highest alongside salary.</span></li>
<li><span style="font-size: 11.0pt; line-height: 115%;">Different age groups have different preferences in their job search, but they all want a fast recruitment process.</span></li>
<li><span style="font-size: 11.0pt; line-height: 115%;">It&rsquo;s important for organisations to focus on L&amp;D, upskilling and reskilling initiatives this year, and offer candidates clear career progression to retain top talent. </span></li>
<li><span style="font-size: 11.0pt; line-height: 115%;">Career progression information and your working patterns should absolutely be prioritised in your career site and outreach material.</span></li>
<li><span style="font-size: 11.0pt; line-height: 115%;">The importance of candidate experience and the positioning of our career pages cannot be understated. </span></li>
<li><span style="font-size: 11.0pt; line-height: 115%;">Personalisation and flexibility are crucial in the recruitment process.</span></li>
<li><span style="font-size: 11.0pt; line-height: 115%;">Candidates aren&rsquo;t afraid of the office, the 2-day office week is definitely being normalised and candidates are looking for it, as long as it&rsquo;s flexible.</span></li>
<li><span style="font-size: 11.0pt; line-height: 115%;">There are 4 crucial elements to a successful role advert; role and responsibilities, skills and experience required, salary or daily rate, and flexible working culture.</span><span style="font-size: 11.0pt; line-height: 115%; font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol;"><span style="mso-list: Ignore;"><span style="font: 7.0pt 'Times New Roman';">&nbsp;</span></span></span></li>
<li><span style="font-size: 11.0pt; line-height: 115%;">It is as good a time as ever to hire tech candidates, the market won&rsquo;t last like this forever!</span></li>
</ul>
<h3 class="MsoNormal"><a href="https://www.lorienglobal.com/what-tech-candidates-want-2024"><strong>Download the full &lsquo;What Tech Candidates Want&rsquo; report here</strong>.</a></h3>
<p><span style="font-size: 11.0pt; line-height: 115%;">You can also follow us on LinkedIn and <a href="https://www.linkedin.com/feed/update/urn:li:activity:7189191720058638336">view the photos from the event here</a>.&nbsp;&nbsp;</span></p>
<h3 class="MsoNormal"><strong>Find out more. </strong></h3>
<p class="MsoNormal"><span style="font-size: 11.0pt; line-height: 115%;">If you&rsquo;d like to find out more about future events and how to get tickets, get in touch with the team by emailing solutions@lorienglobal.com.</span></p>
<p class="MsoNormal"><span style="font-size: 11.0pt; line-height: 115%;">Or perhaps you would like to learn more about how Lorien can help you define your recruitment technology needs? Please contact solutions@lorienglobal.com. We value your feedback as always, so please do let us know what you thought of our research and launch event.</span></p>

On 24th April, we were thrilled to host a launch event for our latest research into ‘What Tech Candidates Want’, designed specifically for HR and Talent Acquisition leaders.

Key trends and takeaways from our ‘What Tech Candidates Want’ Launch Event

<h1>We are the house of global<br>tech recruitment</h1>
<p>Lorien is a digital, transformation and technology recruitment specialist. We work with clients of all sectors, sizes, and tech needs–from digital giants to tech-enabled businesses–to attract and retain top talent around the world. Through our network of specialists, we combine deep tech sector expertise with the scope, depth, and breadth of large-scale talent solutions, giving our clients the confidence and the agility to compete in the digital age.</p>

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<h1>About Us</h1><p>Lorien is an award-winning digital, transformation and technology recruitment specialist with over 45 years' experience in the industry.&nbsp;Driven by both clients and candidates, with locations over Europe and the US, we pride ourselves on offering an innovative service for all sectors, sizes, and needs.</p><p>Recently ranked as the #1 Largest IT Staffing Firm in the UK by the&nbsp;<a class="app-aware-link " href="https://www.linkedin.com/company/staffing-industry-analysts/" target="_self" data-test-app-aware-link="">Staffing Industry Analysts,</a> we specialise in bringing expert talent solutions across the full digital spectrum.&nbsp;Through our network of specialists, we combine deep tech sector expertise with the scope, depth, and breadth of large-scale talent solutions, giving our clients the confidence and the agility to compete in the digital age.</p><p>Lorien is expert-led, but people-driven. Our clients and customers value us not just for the expertise of our multi-disciplined teams, or the agility of our solutions, but for the way we prioritise them and form trusted partnerships. We are committed to operating responsibly, sustainably, and ethically; choosing to partner with customers and suppliers who share these guiding principles.</p>

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<h1>Read our insights</h1><p>We are always learning, adapting, and educating.</p>

<h2>Latest Salary Survey</h2><p>Fill out the form below to gain exclusive access to the 2023 Salary Survey results!</p>

<div class="OutlineElement Ltr SCXW159907679 BCX8"><h1 class="Paragraph SCXW159907679 BCX8"><span class="TextRun SCXW159907679 BCX8" lang="EN-AU" xml:lang="EN-AU" data-contrast="auto"><span class="NormalTextRun SCXW159907679 BCX8">Contractor</span> <span class="NormalTextRun SCXW159907679 BCX8">Support</span></span><span class="EOP SCXW159907679 BCX8" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></h1></div><div class="OutlineElement Ltr SCXW159907679 BCX8"><p class="Paragraph SCXW159907679 BCX8"><span class="TextRun SCXW159907679 BCX8" lang="EN-AU" xml:lang="EN-AU" data-contrast="auto"><span class="NormalTextRun SCXW159907679 BCX8">Your success is our priority. </span><span class="NormalTextRun SCXW159907679 BCX8">That&rsquo;s</span><span class="NormalTextRun SCXW159907679 BCX8"> why </span><span class="NormalTextRun SCXW159907679 BCX8">we&rsquo;re</span><span class="NormalTextRun SCXW159907679 BCX8"> here to support you every step of the way</span> <span class="NormalTextRun SCXW159907679 BCX8">during your temporary or contract assignment with </span><span class="NormalTextRun SCXW159907679 BCX8">us.</span> </span></p><p class="Paragraph SCXW159907679 BCX8"><span class="TextRun SCXW159907679 BCX8" lang="EN-AU" xml:lang="EN-AU" data-contrast="auto"><span class="NormalTextRun SCXW159907679 BCX8">W</span><span class="NormalTextRun SCXW159907679 BCX8">e look after the </span><span class="NormalTextRun SCXW159907679 BCX8">admin</span><span class="NormalTextRun SCXW159907679 BCX8"> and compliance, </span><span class="NormalTextRun SCXW159907679 BCX8">so you can focus on your </span><span class="NormalTextRun SCXW159907679 BCX8">work</span><span class="NormalTextRun SCXW159907679 BCX8"> with the confidence </span><span class="NormalTextRun SCXW159907679 BCX8">you&rsquo;ll</span><span class="NormalTextRun SCXW159907679 BCX8"> be paid accurately and on time</span><span class="NormalTextRun SCXW159907679 BCX8">. </span><span class="NormalTextRun SCXW159907679 BCX8">To l</span><span class="NormalTextRun SCXW159907679 BCX8">earn more about</span> <span class="NormalTextRun SCXW159907679 BCX8">working with us</span><span class="NormalTextRun SCXW159907679 BCX8">, </span><span class="NormalTextRun SCXW159907679 BCX8">please</span> <span class="NormalTextRun SCXW159907679 BCX8">contact our </span><span class="NormalTextRun SCXW159907679 BCX8">Lorien</span> <span class="NormalTextRun CommentStart CommentHighlightPipeRestV2 CommentHighlightRest SCXW159907679 BCX8">Contractor</span> <span class="NormalTextRun CommentHighlightRest SCXW159907679 BCX8">Support </span><span class="NormalTextRun CommentHighlightRest SCXW159907679 BCX8">T</span><span class="NormalTextRun CommentHighlightRest SCXW159907679 BCX8">eam</span><span class="NormalTextRun CommentHighlightPipeRestV2 SCXW159907679 BCX8">.</span></span><span class="EOP SCXW159907679 BCX8" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></p></div>

<h2 class="MsoNormal">Get in Touch!</h2><p class="MsoNormal">Unresolved query? Let us help. Get in touch with the Lorien Contractor Support Team to find answers quickly, from information on payments to how to submit your timesheets. No matter how big or small the question, no matter how new or experienced you are to the world of contracting, we'll do our best to give you up-to-date, informed, and helpful answers about working through Lorien as a contractor.</p><p class="MsoNormal">&nbsp;</p><h4 class="MsoNormal">Our hotline is:</h4><p class="MsoNormal">Contractor Support Team<br><a href="mailto:contractorsapac@lorienglobal.com">contractorsapac@lorienglobal.com</a><br>1800 314 783</p>

<p><span class="TextRun SCXW16527483 BCX8" lang="EN-AU" xml:lang="EN-AU" data-contrast="auto"><span class="NormalTextRun SCXW16527483 BCX8">For all other enquiries, please complete our form or reach out to us on </span><a href="1800314783">1800 314 783</a><span class="NormalTextRun SCXW16527483 BCX8">.</span></span><span class="EOP SCXW16527483 BCX8" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></p>

<h2>Our Recruitment Expertise - Specialist Markets</h2><p>Helping you to find a foothold in some of the toughest tech markets out there, our Specialist Markets solutions are the definition of expert-led.</p>

<h2>Our Insights | News, Events &amp; Case Studies</h2><p>We believe in the power of technology; that&rsquo;s why we keep up to date with tech advancements and the latest trends to provide regular market insight to our clients and candidates.</p><p>We are always learning, adapting, and educating.&nbsp;</p>

<h1>Business Solutions</h1><p>Our business solutions are shaped to meet your needs and goals, with the agility to adapt as you grow. Covering all technology verticals, from entry-level to c-suite, with solutions from one-off hires to full enterprise models, we specialise in bringing expert talent solutions across the full digital spectrum.</p>

<h2>Drive better workforce performance</h2><p>Book a call with us and find out how we can help you and your team achieve greater heights.</p>

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<h2>Complaints Procedure Form</h2><p>Please fill out the form if you have any complaints.</p>

<h2>Do you work for Lorien?&nbsp;</h2><p><span style="mso-fareast-font-family: 'Times New Roman';">If you are a contractor working for Lorien and have a question about your assignment, payment or timesheet, then please contact the Ask team at <a href="mailto:ask@impellam.com">ask@impellam.com</a> or phone <a href="tel:03333 23 24 50">03333 23 24 50</a>.</span></p><p>&nbsp;</p><h2>General Enquiries&nbsp;</h2><p><span style="mso-fareast-font-family: 'Times New Roman';">For General Enquiries, please contact the relevant branch below.</span></p>

<h3>Send Us Your CV/Resume</h3><p>With a strong focus on learning and development and a culture that encourages you to spread your wings, we&rsquo;re all about giving people the room to try new things and thrive in a role they really enjoy. Join somewhere you can be yourself, be your best, and be part of something special. Join Lorien today.</p>

<h5>Submit your CV/Resume</h5><p><span style="color: rgb(43, 42, 41); background-color: rgb(255, 255, 255);">As a fast-growing business, we have some big opportunities for the year ahead &ndash; will you join our journey?</span></p>

<h2>Get in Touch</h2><p>Are you looking for talent to transform your business? Or are you looking to take the next step in your tech career?</p><p>Whatever your ambition, we&rsquo;ve got the experience and expertise to get you there.&nbsp;</p><p>Register your resume and job preferences with our team to start your new career journey or search current vacancies.</p><p>We&rsquo;re more than happy to help with any questions.</p>

What are the benefits to Contract &amp; Permanent Recruitment?

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<p>A brief description of what we can help our clients achieve</p>

<h2>Get in Touch!</h2><p>Unresolved query? Let us help. Get in touch with the Lorien Contractor and Candidate Support Team to find answers quickly, from information on payments to how to submit your timesheets. No matter how big or small the question, no matter how new or experienced you are to the world of contracting, we'll do our best to give you up-to-date, informed, and helpful answers about working through Lorien as a contractor.</p><p>&nbsp;</p><h5>Our hotlines are:</h5>

<p>For all other enquiries, please complete our form or reach out to us on <span style="font-size: 11.0pt; line-height: 107%; font-family: 'Calibri',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: 'Times New Roman'; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">0<span style="color: black; background: white;">207 654 1000.</span></span></p>

<h2>Contractor Portal</h2><p>The Contractor Portal is your single repository for logging timesheets and raising invoices.</p>

<h2>Ask David - Lorien's Managing Director</h2><p>At Lorien, we put people first. Building trust through genuine, honest relationships is one of our core values and underpins everything we do. Ask David is all about resolving problems quickly, helpfully and at the source.</p><p>If you&rsquo;re a current contractor at Lorien with a question, concern or request, then get in touch with Lorien's Managing Director, David Gettins With more than 20 years&rsquo; experience in recruitment at all levels and operations, David can provide expert guidance and support on almost any recruitment-related subject (and if he can&rsquo;t, he&rsquo;ll put you in touch with someone who can).</p>

<h1>Contractors</h1><p>Your success is our priority. That&rsquo;s why we&rsquo;re here to support you every step of the way in your contract career. We want to make sure we really get to know you and your goals - so you'll be appointed a dedicated tech recruitment specialist to find the contract opportunities suited to you. Learn more about how to kick-start your new contract career.</p>

<h2>Our CSR Partners</h2><p>We’re determined to build a better future for everyone. In 2022 Lorien, alongside sister brands SRG and Carbon60, appointed Chris Blackburn as our Head of CSR. Chris is helping us find ways to give back to our local community and to solve key issues our world faces – such as STEM skill shortages, equal opportunities, and access to resources.&nbsp;</p><p>We’re working with a number of partners to help us achieve this, including MAMA.codes, Lucy Air Ambulance for Children and TechGirls. Find out more about these amazing businesses and charities below.</p>

<p>For all other enquiries, please complete our form or reach out to us on <a href="tel:02039109446" rel="noopener noreferrer" target="_blank">02039109446</a>.</p>

<p>We believe in supporting the STEM industry to tackle the skills shortage, creating equal opportunities and access to resources. Lorien is a leader in technology and digital recruitment, and as part of the Impellam Group, we work closely with our sister brands, SRG (a specialist scientific recruitment business), and Carbon60 (engineering recruitment), to facilitate the whole STEM sector.</p>

<h2>Ask David</h2><p>At Lorien, we put people first. Building trust through genuine, honest relationships is one of our core values and underpins everything we do. Ask David is all about resolving problems quickly, helpfully and at the source.</p><p>As a concept, it’s simple: if you’re a current contractor at Lorien with a question, concern or request, then get in touch using the below contact form and David will respond directly to you himself within 24 hours. With more than 20 years’ experience in recruitment at all levels and operations, David can provide expert guidance and support on almost any recruitment-related subject (and if he can’t, he’ll put you in touch with someone who can).</p>

<h1>CSR &amp; Partnerships</h1>
<p>Lorien's purpose is to unlock untapped potential in people, enhance ways of working, and give back to the local community. We’re determined to build a better future for everyone and work towards solving the key issues our world faces.</p>

<h2>Discover more_</h2><p><span style="background-color: rgb(255, 255, 255);">With insight across the whole of Lorien, we’ll keep you ahead of the curve. Get in touch with our team today. </span></p>

<h2>Latest Salary Survey</h2><p>Fill out the form below to gain exclusive access to the 2023 Salary Survey results. </p>

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<h2>Largest IT Staffing Firm in the UK!</h2>
<div class="d-flex gap-3">
<p class="col-span-9 mb-0">We are thrilled to have been ranked #1 largest IT staffing firm in the UK by Staffing Industry Analysts (SIA).</p>
</div>

<h2>It's What We Do</h2>
<p>Transforming careers, businesses and tech strategies. At Lorien we are always adapting to the digital world, providing our clients with tech recruitment solutions across the full digital spectrum.</p>

<h2>Awards &amp; Industry Recognition</h2>

<h2><span style="background-color: rgb(255, 255, 255);">Featured Jobs</span></h2>
<p>Find the best technology and digital career opportunities.</p>

<h2>Our Insights | News, Events &amp; Case Studies</h2>
<p>We believe in the power of technology; that’s why we keep up to date with tech advancements and the latest trends to provide regular market insight to our clients and candidates.</p>
<p>We are always learning, adapting, and educating.&nbsp;</p>

<h1>We are the house of global tech recruitment</h1><p>Lorien is an award winning digital, transformation and technology recruitment specialist. With over 45 years' experience, we work with clients of all sectors, sizes, and tech needs–from digital giants to tech-enabled businesses–to attract and retain top talent around the world. Through our network of specialists, we combine deep tech sector expertise with the scope, depth, and breadth of large-scale talent solutions, giving our clients the confidence and the agility to compete in the digital age.</p>

<h1>Thank you for downloading our salary survey</h1>

<p>You've downloaded our salary survey.</p>

<h2>Our Insights | News, Events, and Case Studies</h2><p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights.</p>

<h2>Podcasts</h2><p>People Make the Difference - The Lorien Podcast</p>

<h3>Subscribe to our newsletter</h3><p>With insight across the whole of Lorien, we&rsquo;ll keep you ahead of the curve on the talent market.</p>

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<h2>More Information</h2><p>There's much more to explore!</p>

<p>At Lorien, we support world-leading organisations in taking their technology above and beyond their competitors. Likewise, we encourage talented candidates to take the next step in their career with our bespoke service that offers candidates unique roles with high-profile employers that are exclusively partnered with Lorien. Candidates can browse through the roles to see what best aligns with their desired career path and ambitions on each business page.</p>

<h2>The Lorien Pulse: Latest News, Events, and Insights</h2><p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights</p>

<h2>Jobs from Careers at Howden</h2><p>Find the best tech and digital career opportunities.</p>

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<h4>Lorem ipsum dolor sit amet consectetur. Sed pulvinar aliquet tristique.</h4><p>Lorem ipsum dolor sit amet consectetur. Suspendisse eu facilisis duis fringilla at hac. Dignissim et imperdiet aenean nulla neque. Leo eget nisl vitae tempor neque viverra. Vitae cursus tortor turpis sed. Proin est in eleifend mattis blandit. Sed leo pellentesque sed praesent orci sem varius integer etiam. Nibh nunc egestas amet sed id cras elementum non. Orci bibendum elementum sem facilisi morbi egestas amet eu.</p><h4>Why choose us?</h4><p>Lorem ipsum dolor sit amet consectetur. Suspendisse eu facilisis duis fringilla at hac. Dignissim et imperdiet aenean nulla neque. Leo eget nisl vitae tempor neque viverra. Vitae cursus tortor turpis sed. Proin est in eleifend mattis blandit. Sed leo pellentesque sed praesent orci sem varius integer etiam. Nibh nunc egestas amet sed id cras elementum non. Orci bibendum elementum sem facilisi morbi egestas amet eu.</p>

<h4>What are the benefits of working with Phoenix Group?</h4><ul><li>Point 1: Use this component to make a few points</li><li>Point 1: Use this component to make a few points</li><li>Point 1: Use this component to make a few points</li><li>Point 1: Use this component to make a few points</li><li>Point 1: Use this component to make a few points</li><li>Point 1: Use this component to make a few points</li><li>Point 1: Use this component to make a few points</li></ul>

<h2>Jobs from Phoenix Group</h2><p>Find the best tech and digital career opportunities.</p>

<h2>Specialist Markets</h2><p>As the house of global tech and transformation recruitment, we specialise in bringing talent solutions across the full digital spectrum to life. We can help you find a foothold in some of the toughest tech markets out there. These are our Specialist Markets.</p>

<h2>Discover Our Live Jobs</h2><p>Explore over 200 live opportunities and find your next exciting career move.</p>

<h2>Our Insights: Latest News, Events, and Case Studies</h2><p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Discover more here...</p>

<h2><strong>Candidate Testimonials</strong></h2><p><em>At Lorien, we pride ourselves on being trusted consultants to both clients and talent alike. Because together we can create a brighter future.</em></p>

<h1>Unlock Your Potential</h1><p>The technology industry is constantly evolving. Every day brings new breakthroughs &ndash; and you could be at the forefront of this progress. Each year, we help thousands of people find rewarding jobs in the ever-changing world of work.</p>

<h3>Interested in partnering with us as a Featured Employer?</h3><p>At Lorien, we support world-leading organisations by taking their technology above and beyond their competitors. Powered by experts, we can accelerate your hiring strategies and give you access to top talent.</p>

<h2>Join Our Talent Network</h2><p><strong>Are you looking to take the next steps in your career? Upload your CV and our experienced recruiters will be on hand to match your skills to their jobs.</strong></p>

<p>You have subscribed to our newsletter.</p><p>We will be in touch shortly!</p>

<h2>Featured Jobs</h2><p>Find the best tech and digital career opportunities.</p>

<h2>Get in Touch!</h2><p>There are many ways to get in touch.</p><p>For all other inquiries, please complete the form.</p>

<h3>Send Us Your CV/Resume</h3><p>Join somewhere you can be yourself, be your best, and be part of something special. Join Lorien today.</p>

<h1>Join Us</h1><p>We know that our growth isn’t measured by numbers, but by people. With a strong focus on learning and development and a culture that encourages you to spread your wings, we’re all about giving people the room to try new things and thrive in a role they really enjoy. Because if you’re growing, then so are we.</p>

<h2>Get in Touch</h2><p>Do you have a question? Leave it with Lorien.</p>

<h2>Newsletter Sign up</h2><p>With insight across the whole of Lorien, we’ll keep you ahead of the curve on the talent market.</p>

<h1>Meet the Team</h1><p>We have over 270 talented, ambitious, innovative and determined people working for us across our UK, Ireland, Germany and US offices. In the UK, you can find us in London, Leeds, Manchester, Edinburgh and Belfast. As an equal opportunities employer, we value and encourage diversity within our business.</p>

<h2>Get in Touch</h2><p>Do you have a question? Our team are happy to help.&nbsp;</p>

<h2>Join the Lorien Team</h2><p>Be part of something bigger&nbsp;</p><p>Our specialists make up an incredible ecosystem of knowledge, and we believe in tapping into that and working together to reach innovative solutions.&nbsp;&nbsp;</p><p>Trusting ourselves and each other is what sets us apart. .</p>

<h2>Subscribe to our newsletter</h2>
<p>With insight across the whole of Lorien, we&rsquo;ll keep you ahead of the curve on the talent market.</p>

<h2>Want to Know More?</h2>
<p>Discover more about what we do at Lorien, speak to one of the team or read more of our insights.</p>

<h2>Latest Salary Survey</h2>
<p>Download our latest Salary Survey report for 2023.</p>

<h2>Featured Podcasts</h2><p>Our People Make The Difference podcast is led by Darren Topping, Lorien’s Director of Solutions and Insights, and features industry leaders from recruitment and tech industries, such as Cambridge Spark, Freeman Clarke and Balfour Beatty.</p><p>Our podcast covers a wide range of topics spanning the entirety of technology, talent acquisition, and retention, whilst offering unique insights into the recruitment industry. With a new guest each episode, every listen offers a chance to learn something new that you can take away and action within your organisation.</p>

<h2>Listen to our latest podcasts</h2><p>People Make the Difference - The Lorien Podcast.</p>

<h1>Podcasts</h1>
<p>People Make The Difference - The Lorien Podcast.</p>

<h2>What Tech Candidates Want 2024</h2>
<p>Fill out the form below to gain exclusive access to the report.</p>

<h2>Subscribe to our newsletter</h2><p>With insight across the whole of Lorien, we’ll keep you ahead of the curve on the talent market.</p><p><br></p>

<h2 class="ql-align-center">Our Insights | News, Events &amp; Case Studies</h2>
<p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights</p>

<h2>Subscribe to our newsletter</h2><p>With insight across the whole of Lorien, we&rsquo;ll keep you ahead of the curve on the talent market.</p>

<h2>Download our Latest Report</h2><p>Fill out the form below to gain exclusive access to the report</p>

<h1 class="ql-align-center">We’re a Collaborative Group&nbsp;</h1><p>Our strength lies not just in our brands and their specialist vertical markets but in how we are united by one purpose, one culture, one driving forces.</p>

<h1>About Us</h1><p>We are Lorien, a technology, transformation, and digital talent company, powered by Impellam Group, a connected group providing global workforce and specialist recruitment solutions.&nbsp;&nbsp;</p><p>We combine tech expertise with the scope, depth and breadth of large-scale talent organizations. Driven by both clients and candidates, covering the US and Europe, we work with all sectors, sizes and tech needs—from start-ups to established tech companies and those who use tech to propel them further.&nbsp;</p><p>&nbsp;Our unique position in the market means we have the insight to create tailored solutions, keeping our clients ahead of the curve and giving them complete agility. From one-off placements to scalable enterprise solutions, executive search to next-generation tech skills, time-sensitive projects to ongoing digital journeys—we flex to fit the requirement.</p>

<h2>Work for us</h2><p>Interested in joining our team? Apply today!</p>

<h3>Join #TeamLorien</h3><p>People. Lead. Growth. Three simple words. That’s the secret to our people-centric approach.</p>

<h2>Our Recruitment Expertise</h2><p>Helping you to find a foothold in some of the toughest tech markets out there, our Specialist Markets solutions are the definition of expert-led.</p>

<h2>The Lorien Pulse: Latest News, Events &amp; Insights</h2><p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights</p>

<h1>Business Solutions</h1><p>Our business solutions are shaped to meet your needs and goals, with the agility to adapt as you grow. Covering all technology verticals, from entry-level to c-suite, with solutions from one-off hires to full enterprise models, we specialize in bringing expert talent solutions across the full digital spectrum.</p>

<h2>Get in Touch!</h2><p>There are many way to get in touch.</p>

<h3>Send Us Your CV/Resume</h3><p><span style="background-color: rgb(255, 255, 255); color: rgb(43, 42, 41);">As a fast-growing business, we have some big opportunities for the year ahead &ndash; will you join our journey?</span></p>

<h2>Get in Touch</h2><p>Are you looking for talent to transform your business? Or are you looking to take the next step in your tech career?</p><p>Whatever your ambition, we’ve got the experience and expertise to get you there.&nbsp;</p><p>Register your resume and job preferences with our team to start your new career journey or search current vacancies.</p><p>We’re more than happy to help with any questions.</p>

<h2>Get in Touch!</h2><div class="OutlineElement Ltr SCXW216223936 BCX0"><p class="Paragraph SCXW216223936 BCX0"><span class="TextRun SCXW216223936 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW216223936 BCX0">Do you have any questions? </span><span class="NormalTextRun SCXW216223936 BCX0">Don't</span><span class="NormalTextRun SCXW216223936 BCX0"> hesitate to contact our Lorien Contractor</span> <span class="NormalTextRun SCXW216223936 BCX0">Team </span><span class="NormalTextRun SCXW216223936 BCX0">for quick </span><span class="NormalTextRun CommentStart SCXW216223936 BCX0">answers</span><span class="NormalTextRun SCXW216223936 BCX0">!&nbsp;</span></span><span class="EOP SCXW216223936 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</span></p></div><div class="OutlineElement Ltr SCXW216223936 BCX0"><p class="Paragraph SCXW216223936 BCX0"><span class="TextRun SCXW216223936 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW216223936 BCX0">Whether you are a beginner or an experienced contractor, we are here to provide you with the latest and reliable information to </span><span class="NormalTextRun SCXW216223936 BCX0">help</span><span class="NormalTextRun SCXW216223936 BCX0"> you</span> <span class="NormalTextRun SCXW216223936 BCX0">through</span><span class="NormalTextRun SCXW216223936 BCX0"> your journey with</span><span class="NormalTextRun SCXW216223936 BCX0"> Lorien</span><span class="NormalTextRun SCXW216223936 BCX0">.</span><span class="NormalTextRun SCXW216223936 BCX0"> No matter how big or small your question is, we will do our best to provide you with helpful and informed responses.</span></span><span class="EOP SCXW216223936 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</span></p><p class="Paragraph SCXW216223936 BCX0">&nbsp;</p></div><div class="OutlineElement Ltr SCXW135433514 BCX0"><h5 class="Paragraph SCXW135433514 BCX0" style="text-align: left;"><strong><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Contractor </span><span class="NormalTextRun SCXW135433514 BCX0">B</span><span class="NormalTextRun SCXW135433514 BCX0">enefits</span></span> </strong></h5><h5 class="Paragraph SCXW135433514 BCX0" style="text-align: left;"><sup><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Benefits offered by Lorien </span><span class="NormalTextRun SCXW135433514 BCX0">m</span><span class="NormalTextRun SCXW135433514 BCX0">ay</span> <span class="NormalTextRun SCXW135433514 BCX0">include</span><span class="NormalTextRun SCXW135433514 BCX0">: </span></span><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></sup></h5></div><div class="ListContainerWrapper SCXW135433514 BCX0"><ul class="BulletListStyle1 SCXW135433514 BCX0" role="list"><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Choice among three major medical plans and one minimum essential coverage medical plan&nbsp;</span></span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Integrated prescription benefits with your medical plan&nbsp;</span></span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Two standalone PPO dental plans (</span><span class="NormalTextRun SCXW135433514 BCX0">o</span><span class="NormalTextRun SCXW135433514 BCX0">ne plan includes orthodontic benefits for adults) </span></span><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Standalone vision plan with exams, lenses, contact lenses, and frame benefits</span></span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Savings&nbsp;</span><span class="NormalTextRun SCXW135433514 BCX0">p</span><span class="NormalTextRun SCXW135433514 BCX0">rograms: Our 401(k) allows participants to contribute to both pre-tax and after-tax payroll deductions. In addition, we offer a flexible, tax-advantaged Section 529 College Savings Program.</span></span></p></li></ul><ul><li class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Direct deposit (weekly payroll) </span></span><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span>&nbsp;</li></ul><p>&nbsp;</p></div><h2><sub>Our hotlines are:</sub></h2>

<h4><strong><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}"><span class="TextRun SCXW64043463 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW64043463 BCX0">Professional Referrals</span></span><span class="EOP SCXW64043463 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</span></span></strong></h4><div class="OutlineElement Ltr SCXW175820273 BCX0"><p class="Paragraph SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US"><span class="TextRun SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW175820273 BCX0">At Lorien, we believe in the power of professional connections to fuel our industry's future. </span><span class="NormalTextRun SCXW175820273 BCX0">That's</span><span class="NormalTextRun SCXW175820273 BCX0"> why we highly value candidate referrals from our trusted network of contractors. These referrals are more than just names—</span><span class="NormalTextRun SCXW175820273 BCX0">they're</span><span class="NormalTextRun SCXW175820273 BCX0"> seasoned professionals who come highly recommended for their skills, reliability, and dedication to their career. </span></span><span class="EOP SCXW175820273 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span></p></div><div class="OutlineElement Ltr SCXW175820273 BCX0"><p class="Paragraph SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US"><span class="TextRun SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW175820273 BCX0">When a contractor refers a candidate to us, </span><span class="NormalTextRun SCXW175820273 BCX0">it's</span><span class="NormalTextRun SCXW175820273 BCX0"> a testament to the candidate's quality and fit for upcoming projects. We carefully consider each referral, aiming to seamlessly integrate these skilled individuals into our staffing solutions, thereby ensuring our clients receive top-tier talent. </span></span><span class="EOP SCXW175820273 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span></p></div><div class="OutlineElement Ltr SCXW175820273 BCX0"><p class="Paragraph SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US"><span class="TextRun SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW175820273 BCX0">This collaborative approach not only enriches our talent pool but also strengthens the bonds within our professional community, leading to more successful projects and satisfied clients.</span><span class="NormalTextRun SCXW175820273 BCX0"> Please speak to your recruiting contact to discuss our referral bonus</span><span class="NormalTextRun SCXW175820273 BCX0"> program in greater detail.</span></span></p></div><p><strong>For all other questions, please complete our form or reach out to us at 954.433.4100</strong></p>

<h1>Contractors</h1><p>Your success is our priority. That’s why we’re here to support you every step of the way in your contract career. We want to make sure we really get to know you and your goals - so you'll be appointed a dedicated tech recruitment specialist to find the contract opportunities suited to you. Learn more about how to kick-start your new contract career.</p>

<h2>It's What We Do</h2><p>Transforming careers, businesses and tech strategies. At Lorien we are always adapting to the digital world, providing our clients with tech recruitment solutions across the full digital spectrum.</p>

<h2>The Lorien Pulse: Latest News, Events &amp; Insights</h2><p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business.</p><p>Explore our latest collection of case studies, news, events, and insights</p>

<h1>We are the house of global tech recruitment</h1><p>Lorien is a digital, transformation, and technology recruitment specialist. We work with clients of all sectors, sizes, and tech needs&ndash;from digital giants to tech-enabled businesses&ndash;to attract and retain top talent around the world. Through our network of specialists, we combine deep tech sector expertise with the scope, depth, and breadth of large-scale talent solutions, giving our clients the confidence and the agility to compete in the digital age.</p>

<h2>Listen to our informative Podcasts/Live Stream Events</h2><p>People Make the Difference - The Lorien Podcast</p>

<h2>What Tech Candidates Want 2024</h2><p>Fill out the form below to gain exclusive access to the report.</p>

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<h2>Want to be featured as an Employer?</h2><p>At Lorien, we support world-leading organizations in taking their technology above and beyond their competitors. Likewise, we encourage talented candidates to take the next step in their career with our bespoke service that offers candidates unique roles with high-profile employers that are exclusively partnered with Lorien. Candidates can browse through the roles to see what best aligns with their desired career path and ambitions on each business page.</p>

<h2>Specialist Markets</h2><p>As the house of global tech and transformation recruitment, we specialise in bringing talent solutions across the full digital spectrum to life. Each one of our solutions is built to the specific needs of our clients, with great variety in size, shape, and scale of design, but with a unifying core of deep tech sector expertise.</p><p>This gives our clients the unique advantage of tech specialism at scale. Naturally, our background means that we cover all digital skillsets, but there are specific sub-sectors where we provide even deeper levels of insight–often in the places where skills are niche, rare, competitive, or just developing.</p><p>We call these our Specialist Markets.</p>

<h1>Unlock Your Potential.</h1><p>The technology industry is constantly evolving. Every day brings new breakthroughs &ndash; and you could be at the forefront of this progress. Each year, we help thousands of people find rewarding jobs in the ever-changing world of work.</p>

<h2>Want to be featured as an Employer?</h2>

<h2>Join Our Talent Network</h2><p>Are you looking to take the next steps in your tech career? Register your resume in the form and let our recruitment team help you.</p>

<h1>Job Search</h1><p>Discover more of the industry&rsquo;s most exciting careers below.</p>

<h1>Meet the Team</h1><p>We have over 270 talented, ambitious, innovative, and determined people working for us across our US, UK, Ireland, and Germany offices. You can find us in the US in Atlanta, Boston, Chicago, Denver, Fairfax, Pembroke Pines, and Seattle. As an equal opportunities employer, we value and encourage diversity within our business.</p>

<h2>Work With Us</h2><p>Interested in joining our team? Apply today!</p>

<h2>Subscribe to our newsletter</h2><p><span style="background-color: rgb(255, 204, 51);">With insight across the whole of Lorien, we’ll keep you ahead of the curve on the talent market.</span></p>

<h2>Latest Salary Survey</h2><p><span style="background-color: rgb(153, 204, 204);">Fill out the form below to gain exclusive access to the 2023 Salary Survey results!</span></p>

<h2>The Lorien Pulse: Latest News, Events, and Insights</h2><p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights.</p>

<p>Lorien's Diversity and Inclusion Series features talks with our key clients about how they're putting candidates at the heart of their business this year by driving ED&amp;I. In this episode, I'm talking to Mark Bates, Trainee Development Manager, and Jessica Samm and Isabelle Plater, both Technology Development Programme Specialists, from Nationwide about the role of apprenticeships and upskilling in improving inclusion and diversity. We talk about the value and importance of diversity in early talent programmes, the effectiveness of apprenticeships to level the playing field and boost social mobility, and how talent can come from anywhere, and candidates with non-traditional backgrounds are sometimes the ones with the most to give. Watch the video below, and if you enjoyed it, get in touch with us to learn more or check out the rest of our Diversity and Inclusion Series. &nbsp;</p>
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In this episode of Lorien's ED&I series, Darren  talks to Nationwide about the role of apprenticeships and upskilling in improving inclusion and diversity.

Diversity and Inclusion Series - Apprenticeships and Reskilling Initiatives with Nationwide

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Diversity and Inclusion Series - Apprenticeships and Reskilling Initiatives with Nationwide

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