Recruitment Industry

53 posts

Posted July 17, 2018 | Career Advice, Recruitment Industry, Technology Industry | No Comments »

Latest Electronics Vacancies

Looking for a new challenge?

Enigma People Solutions is recruiting for a variety of roles for some of our emerging technology clients. These roles are situated across the central belt of Scotland and each presents really interesting and exciting opportunities for the successful candidates.


Senior FPGA Engineer

Edinburgh, up to £47,000

We’re looking for a Senior FPGA Engineer for our international technology client. Our client is a well-established and well recognised international technology business with an established and growing R&D function based just outside of Edinburgh.
Objective of this position is to design and develop embedded software/FPGA solutions for new retinal imaging product development and existing retinal imaging product improvement as part of a multi-disciplinary R&D team.

Find out more

Lead Hardware Engineer

Edinburgh, competitive

We have been exclusively retained to recruit a Lead Hardware Engineer for our international technology client. Our client is a well-established and well recognised international technology business with an established and growing R&D function based just outside of Edinburgh.
On offer is the opportunity to take a technical leadership role within an international technology business that is highly respected, treats its staff very well and delivers outstanding products into its key markets.

Find out more


Be Part of Something Exceptional!

Join an organisation that is striving for excellence and that suits upbeat and motivated individuals with talent and potential!

We are delighted to have been engaged by the emerging market leader in optical networking equipment used in data centres and telecoms sites. Entering a critical phase of growth and development of its R&D function, this well-funded and high growth business is looking to identify candidates for a number of exciting roles:


Optical Development Engineer

West Lothian, Negotiable

We are seeking an Optical Development Engineer to join an existing team that has a track record of delivering breakthrough approaches that change the rules of the marketplace.

Reporting into the optics design team manager you will be responsible for the development and validation of new ideas. Apart from research, modelling and design of new approaches in photonic light circuits, you will spend time in the R&D lab where ideas are tested for their integrated photonic products.

Find out more

Process Engineering Manager

West Lothian, Negotiable

We’re looking for an experienced Process Engineering Manager.
Reporting to the VP of Engineering, this hands-on role, you will be working on managing a team of manufacturing process engineers, spending a significant amount of your time within the ‘cleanroom’ environment. You will also support the day-to-day engineering issues to help production reach the required output while maintaining a high yield.

Find out more

Product Engineer – Silicon Chip Products

West Lothian, Negotiable

Enigma is recruiting a Product Engineer to be responsible for ensuring the best possible performance of the company’s silica on silicon Planar Light Circuit (PLC) products is achieved.
Your role will be to continually control and improve the performance of the company’s silicon chip products. Interpretation of test results and liaising with the other engineering groups to maximise the yields is the core part of this role. As such, it is expected that the Product Engineer shall develop a fundamental understanding of the physics of how PLC products work to allow them to perform. This will be achieved through learning and doing, building on your technical and physics background.
Find out more

Product and Test Engineer

West Lothian, Negotiable

We’re looking for a Product and Test Engineer to join the existing team.
Reporting to the Test Engineering Manager this important role will help solve complex engineering problems and drive successful and robust solutions. You will be an integral part of the product and test function to support the volume manufacture of leading edge optoelectronic products.
Find out more

Quality Engineer

West Lothian, Negotiable

Enigma is seeking a Quality Engineer to join the existing team. Supporting the Quality Manager your role will include working with the engineering team to test, diagnose and identify cause of failure and more.
On offer is the chance to join a leading company that is growing and winning great clients.
You will receive a competitive salary (based on experience), life cover, pension, cycle to work scheme and generous holidays.

Find out more

Senior Electronics Engineer

West Lothian, c£60,000

We’re seeking a Senior Electronics Engineer to join the existing team that has a track record of delivering breakthrough approaches that change the rules of the marketplace.
Reporting to the Test Engineering Manager this senior role will lead the design, development and prototyping of leading-edge products, and seeing them through to successful mass manufacture as part of the wider team.

Find out more

Senior Optoelectonics Design Engineer

West Lothian, c£60,000

We’re looking for a Senior Optoelectronics Engineer to join the existing team that has a track record of delivering breakthrough approaches that change the rules of the marketplace.
This is a key hire for the business so we are looking for a senior experienced developer with a demonstrable track record of complex product success. The right person will be an excellent cross-disciplinary team player, comfortable doing detailed design one minute, or fixing urgent product issues the next.

Find out more

Not quite found your dream vacancy?
SUBMIT YOUR CV for future roles.

Enigma People Solutions is an award-winning technology recruitment consultancy. Visit our job search page for the latest vacancies in electronics, photonics, semiconductor and software in Scotland. Check out our blog for the latest in the technology industry. You can get in touch with us or call us on 0141 332 4422.

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Posted May 01, 2018 | Career Advice, Recruitment Advice, Recruitment Industry | No Comments »

Why use a retained search for your key hires?

Identifying the right people for your business is a key investment so why leave it to random chance?

Issues from sourcing, attraction, engagement and confirmation that your target is the best available candidate for the job are all very time-consuming, labour intensive and in many cases emotionally draining for the business.

Hiring a search specialist, like Enigma People Solutions, to run the recruitment process for you is often the best way forward.

Every business has access to a multitude of candidates through online job boards, social media and candidate databases, but that doesn’t necessarily make the recruitment process straightforward. What businesses often overlook, when recruiting, is that it’s not just about finding candidates; it’s about finding the right candidate. The true expertise lies in matching the right candidates to the right opportunities; a recruitment consultant’s approach towards the passive candidate and their efficacious technique play a part in providing a service that clients are more than happy to use and pay for.

So what is a retained search exactly?

It is a process, in which a client (business) engages a consultant for a specific recruitment need, where part of the fee is paid on engagement, and a full assignment brief is taken by meeting with the client. This allows the consultant to ascertain detailed specifics about the ideal candidate from technical skills, through to personality traits and background. It also allows the consultant to gain an understanding of the client’s culture and working environment.

A retained search involves actively researching the market to identify individuals within “target companies”, normally competitor companies. Once a list of individuals with the right background has been created, the consultant will actively make contact with them to ascertain a level of interest in the role. The consultant will then personally interview each candidate in order to draw up a shortlist of three to four to present to the client.

As well as presenting the client with the best three to four candidates available in their industry, the consultant will provide interview notes and information about each individual’s background. The key benefit of such information is that both client and candidate are better prepared than they would be had they only received a CV, which contained no supporting information.

The consultant’s job is then to manage the recruitment process from there on; arranging interviews, collating feedback and ensuring both parties are kept informed and up to date with developments.

Final fee is due on candidate start date (or written acceptance of offer depending on terms).

Retained searches have a far more in-depth process than traditional agency recruiting. It could be argued that its greatest advantage is that it allows the recruitment consultant to provide their clients with candidates who are not actively seeking a new role, which the client would have not found otherwise. Another advantage of using a retained search for your recruitment needs is that the level of due diligence provided by the consultant is much greater because they have formally interviewed each candidate, as opposed to conducting a brief telephone screening exercise.

The search process can protect your brand and reputation, as you only have one recruitment company discussing your company in the market, meaning it is easier to promote a coherent and consistent message. It also allows the recruitment business to put more time, resources and efforts into filling your vacancy, compared with a contingency recruitment exercise.

4 Simple Steps

If you are considering using a retained search process to fulfil your recruitment needs, here are our 4 key steps to successful executive search recruitment:

1) Select one specific recruiter or consultancy with a proven track record of helping businesses in your specific sector to hire top talent to your vacancy

2) Meet with them to discuss the vacancy

3) Allow them to design the strategy (usually this will involve advertising, database search, other search activities, referrals etc.)

4) Work with them to create a universal list of potential candidates and source sites.


Enigma People is an award winning recruitment search consultancy. Did you know:

  • Our average retained search shortlist contains 4 CVs
  • 86% of CVs we send to clients are selected to interview, meaning more than 4 out of 5 of our CVs sent are selected for next-stage interviews
  • 100% of the placements we made in 2017 for our Electronics clients are still in the role we placed them in!

If you would like to work with us on retained search basis, or otherwise, please contact Ben Hanley on 0131 510 8150 or

Follow us on Twitter,  Linkedin and Facebook  to keep up to date with our latest news and vacancies.

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Posted April 23, 2018 | Electronics, Industry Interviews, Recruitment Industry, Scotland, Technology Industry | No Comments »

Business Confidence Survey Results 2018

Following the success of our Business Sentiment Survey in 2017, this year brought us another fantastic opportunity to learn about what’s currently going on the technology sector.

Our Business Confidence Survey 2018, in conjunction with TechWorks Hub, intended to find out how businesses, within the UK, presently view the electronics industry and what they predict for 2018. We wanted to know which challenges businesses were currently facing and your responses certainly didn’t disappoint.

After collecting and analysing the wide range of information we received back from our participants, we were really intrigued by the data we collected. We have collated this data into an infographic for easy interpretation, which can be found below:

Download Infographic
The results

Enigma People Solutions Director, Ben Hanley, gives us a run down on the most surprising and interesting data we collected, sharing his own opinions and predictions about the electronics industry.


“12% are very pessimistic about the next 12 months. What’s interesting about this figure, is that 100% of the businesses that participated reported an increase in sales in 2017. Whilst you would assume that an increase in sales would indicate industry optimism, it is clear that a significant number of respondents are pessimistic. This could be owing to Brexit and the current talent shortage within the electronics industry. It’s very interesting to see that companies in the UK are not feeling as optimistic as we thought.

44% of respondents are pessimistic about the next 12 months. I suspect, partly, that this figure, again, plays into the Brexit conversations that people are currently having and the fact that people just don’t yet know how Brexit is going to fully impact us.  I’d really need to do a more in depth study in this area, so that we can assess the needs of the industry to overcome such pessimism.”


“71% are likely to hire graduates. This figure appears to confirm what we thought we knew; it seems to suggest that there is going to be a lot of pressure on recruitment over the next year or so, not that we’re complaining! It’s really fantastic to see such high percentage of businesses looking to recruit within the next 12 months. I think that it’s great that as many as 71% are likely to hire graduates. In the past, when I have spoken to our clients and attended industry events, I have been informed that there is already a real struggle to find graduates. In recent years, we have found that University students are already snapped up by the time they are entering 4th year, due to their 3rd year projects, which involve working at a company, so from these courses very few graduates are available. We’ve even seen instances where employers have hired university students in 3rd year, before they’ve even graduated. If this is consistent across the graduate sphere for our market, it’s going to be extremely important that we continue to encourage people into the courses and make sure that those courses are fit for purpose, in order to deliver properly qualified graduates to the market. As well as this, we need to ensure that these graduates come from the UK, or at the moment EU. Having really highly skilled international graduates from UK universities are no longer an option, as Highly Skilled Migrant Worker visas no longer exist; which is a significant contributing factor towards the current talent shortage.

73% of respondents said they were likely to hire mid career professionals, 57% likely to hire senior managers, 46% likely to middle management. There is a clear pressure to hire experienced people. Unfortunately, if there are no new incoming experienced individuals, there will be a tightening in the market. This means businesses will need to turn to recruiters in order to meet demand, which is good for Enigma People in one sense but it does highlight talent shortage as a clear challenge within the industry.”

“61% of respondents expect employee numbers to increase in 2018. Again, I find this a little contradictory. I believe that businesses now recognise that there’s going to be a struggle and a lot of their time and effort will have to go into recruitment. At this stage, it’s really important for companies to present their culture and their values, as well as the work they do in a consistent, favourable light in order to attract top talent.”

“62% of respondents are predicting that there will be a significant increase in demand for Design Engineers. This is consistent with what we have seen over the last little while but it highlights a big problem. Design Engineers are arguably key to what many of these companies do, and if they do not have the option to build up their R&D teams across the UK, due to talent shortages, they will most likely build them up somewhere else; which will have a massive effect on the electronics industry within the UK. Being able to solve these issues is critical to the industry.

The fact that 44% predict an increase in demand for Validation and Characterisation Engineers over the next 12-24 months, suggests to me that new products are being developed, new systems and new designs being implemented, which need to be validated and characterised. This usually ties in, in terms of economics of scale, with the recruitment of new employees and also project life cycles, so that could be really important. It may suggest that we’re likely to see an uplift in contract opportunities for people with this, and similar, skill sets. The number of Embedded Software Engineers is also predicted to increase over the next 12-24 months, with 1 out of every 2 of our participants suggest that there’s going to be an increase here. This, again, points towards an increase in projects and design.”

Challenges to overcome

“The challenge for us as a recruitment business and the challenge for our market is finding those talented, highly-skilled candidates; because I’m sure if businesses were able to find the talent they require, then they would be much more optimistic.

Certainly from some of the events I have attended and been involved with, it’s been clear that there are a number of challenges within the industry. Brexit and the lack of knowledge of how that’s going to play out, potentially plays a role in the pessimism we have observed around the industry. Many in the industry point to the visa system, in Germany, as a model to consider. It would allow companies much more freedom to attract and hire international talent. I, for one, would like to see a return to the highly skilled migrant visa and certainly much more availability of visas for those with the technical skills, to help make the UK’s companies competitive on an international and global scale. Being able to find talent for these businesses is going to be key and critical to the continued success of the electronics industry, within the UK.”

Join our specialist InElectronics group on LinkedIn and don’t forget to download your copy of our Business Confidence Survey 2018 infographic:

Download Infographic



Enigma People is an award-winning technology recruitment consultancy. Visit our job search page for the latest vacancies in digital, electronics and software in Scotland. You can get in touch with us or call us on 0141 332 4422.

Follow us on Twitter,  Linkedin and Facebook  to keep up to date with our latest news and vacancies.

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Posted April 09, 2018 | Career Advice, Contracting, For Freelancers, Recruitment Advice, Recruitment Industry | No Comments »

Contracting: Positivity and Motivation

Searching for your next contract? Whether you’re well versed in contracting or you’re looking to find your very first contract, we, at Enigma People, understand just how frustrating the whole job seeking process can be. Securing your next role as soon as possible helps you to reduce downtime between contracts and of course, can provide a more certain financial future. Contractors can go through the job seeking process many times throughout their careers, which can become extremely tiresome. At Enigma People, we believe staying motivated during your search for contract work is truly important.

Read on to discover our advice on being positive and keeping motivated.

Learning Opportunities

As a contractor, it’s easy to lose enthusiasm for networking, writing applications and going to interviews. It’s such a regular occurrence that it can become wearisome, but we like to look at the positives.  Maintaining a positive-mind set throughout your contracting job search is greatly beneficial. Every application, every interview and every networking event should be seen as an opportunity that can make you a stronger candidate. Viewing tasks as opportunities, rather than tedious work, will guarantee a positive mind-set.

Do a little everyday

Contractors should continually be looking for opportunities that will help them to secure future work. Take advantage of social media to make connections, keep your LinkedIn up-to-date and ensure you’re attending networking events regularly. Building up a large network now will help you in your job search later.

Improve yourself

Going to an interview and not securing the job can be really disheartening. Improve your interviewing skills by asking for feedback. Don’t let your interview preparation efforts go to waste; you can gain some valuable information here. Plus, the feedback isn’t always negative, perhaps you were really close to landing the job but the other candidate had a more desired skill. Receiving positive feedback can lift your spirits and not-so positive feedback could just be the motivating factor you need to make a positive change.

Take time for yourself

We know that searching for your next contract can be exhausting, so remember to take time for yourself. Step away from the computer and chill. When you return, you’ll have newfound enthusiasm and, perhaps, a clearer insight into your career objectives.

Remember you’re a winner

Reward yourself for each successful job-seeking task. Sent a few job applications away? Time for a coffee. Had a successful call with a recruiter? Go outside for a change of scenery. Managed to secure an interview? That must call for a pint at the local! Rewarding yourself with mini treats after small wins can make the job-hunting process more satisfying.

Take the pressure off a little

Enigma People Solutions can help. We have built and are continuing to build a deep network of skilled contractors over the last 10+ years. This has allowed us to build a successful service, filling technology contract vacancies for businesses throughout the UK. For more information about our contracting function, why not check out our case study “Contracting – a case of success”. Alternatively, you can submit your CV here.

If you have any questions about Enigma People’s contract recruitment offering, whether you are looking for a contracting vacancy or if you’re looking for a highly skilled contractor, please get in touch and we would love to discuss how we can help you.


Enigma People is an award-winning technology recruitment consultancy. Visit our job search page for the latest vacancies in digital, electronics and software. Check out our blog for the latest in the technology industry. You can get in touch with us or call us on 0141 332 4422.

Follow us on Twitter,  LinkedIn or Facebook  to keep up to date with our latest news and vacancies.

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Posted March 26, 2018 | Career Advice, Recruitment Advice, Recruitment Industry, Uncategorized | No Comments »

How to write an agency brief

We recently stumbled across this article, written by Bryan Garvie, “How to write an agency brief – and get the campaign you want”, first published by BIG Partnership. Bryan discusses the importance of a good brief and getting agency relationships off to a good start – a message that we really endorse. We believe that many of Bryan’s 12 steps, found in the article below, can be applied to briefing your recruitment partner too and so we really wanted to share it with you.

BIG Partnership Director, Bryan Garvie, reveals his 12 steps to get the results you need from your agency.

“I’ve been in this game for a little while now, so I like to think I’ve seen most of what agency life has to throw at you. What doesn’t seem to change though is, ironically, the inconsistency with which businesses brief their agencies.

I’ve seen everything from “We need some communications support, how much will it cost?” through to campaign briefs which cover so much ground that it’s impossible to work out what’s actually required.

Of course, some businesses have experienced marketing teams which write brilliant briefs – but it ain’t a given by any stretch. And a good agency brief is one of the most important things for a successful campaign; whether that’s for PR, marketing, web design, advertising – or all of the above.

Giving your agency the right brief sets, very clearly, the expectation of what you, as a client, want to achieve by engaging an agency. The benefit is that you should get a better response from the agencies you ask to pitch, which makes your life a lot easier and means the ultimate campaign has a better chance of delivering the results you need.

So here’s how it should go.


1. Make sure you REALLY want an agency

Something about the type of people attracted to agency work means they will pour their life and soul into their response to your brief. I mean to the point of absolute, life-consuming obsession.

Research, analysis, late nights, brainstorms, internal briefings of other departments, pitch rehearsal, existential crisis (“ohgodohgodohgod what if I’ve missed the ENTIRE POINT”), the lot.

Then after the pitch, maybe you decide you’ll just wait another year. Or you’ll get your in-house person to do it. Or your sales admin (always good for the professional pride, that one). Or you’ve changed your mind altogether.

Way, way uncool.

Before you ask agencies to pour hours upon hours into showing you how good they are, make sure you’re positive that you have the time and resource to work effectively with an agency, and that you genuinely value the contribution the right partner can make.

Some agencies actually charge for the pitch process, just to make sure you’re serious.


2. Be absolutely unequivocal about what you want

Need more sales? Put that in the agency brief. Make it clear what level of additional sales you want, and how you’ll measure that – for examples, is it a percentage increase? A financial figure? Net profit? Is that something an agency can genuinely influence? Give the agency every chance to understand how success will be judged and they’ll start thinking about the problem correctly.

That’ll also give you a good place to start when selecting your agency shortlist. Some are specialists in certain areas, and they’re the people you want to speak to.

If you simply want to raise the profile of your organisation, say that. Outline clearly why this is important – maybe that’s because you think it will increase sales. If that’s the case, go back a couple of paragraphs and read that again. If it’s for another reason, make it clear what that is and you’ll get a better response.

There are a ton of other valid objectives too (behavioural change, reputation protection, lead generation etc), but ensure that they’re aligned to your business objectives. Which brings us nicely to…


3. Align your communications, marketing and business objectives

There’s no point at all in asking your agency to drive sales if your sales strategy is built around relationships and long-term pre-orders. Having said that, we once had a client who wanted ‘to be in the papers’, by which I assumed she meant ‘we want to sell this product’. Turns out the product was sold many times over for the next several years, and she just wanted the goodwill that some public exposure would generate. Fair enough – at least I knew the business background behind the brief.

If you still think of marketing as a ‘nice-to-have’ rather than a valuable tool which can improve your business then you’re missing a trick. It can be the one thing which makes your business absolutely fly. When briefing an agency, start by looking at your business objectives. By the time you get to your agency brief, you should be able to draw a straight line between the two.


4. Provide a budget with your brief

I was recently told: “I hate it when an agency asks me for a budget, it really puts me off.” Look, you wouldn’t go and buy a car, or a house or anything else in the world without having an idea of how much you’re able to spend on it. It’s the reason you don’t walk into a Porsche dealership with enough budget for a Ford Fiesta.

For the avoidance of doubt: reputable agencies don’t want a budget because they’re thinking about how comprehensively they can rinse you for cash. They want a budget because they want to know what level of resource they can commit to your campaign if they’re successful. End of.

Providing a budget means you’ll get realistic proposals back. There’s no benefit to anyone – least of all you as the client – of having the budget for a Fiesta then having three people offer you a test drive in a new 911.


5. Clarify your priority audiences

“Who are you selling to?”

“Everyone, lol.”

OK, I get this. No-one wants to turn away business. But if you’re selling a premium product into a consumer audience, it’s unlikely that you’ll be targeting people whose household budgets are really stretched.

Similarly, if you’re a B2B organisation, chances are there’s a particular role or profession which is the primary decision maker when it comes to purchasing your product or service.

The more closely you can define the audience which really matters to you, the more accurate and effective your campaign will be. That’s not to say you should exclude all others, but there’s no reason why you can’t have a hierarchy of audience importance.

By doing this, your agency has a chance to go and do some research into that audience, allowing them to develop campaign ideas which really work.


6. Include useful background

Context is always important. That can be as simple as the history and heritage of the business, the background of the founders or senior team, or your short-term ambitions for growth. Agencies are looking for the colour that makes you stand out from your competitors, and that can come from the subtlest of nuances. We don’t need a 40-page document detailing your views on the impact of Brexit, but some germane information about the business helps bring the objectives to life.


7. Highlight any no-nos

I genuinely had a client once who’d been asked by a previous agency if he would climb up a tree for a photo idea. Turns out he wasn’t crazy about the suggestion.

Yes, agencies love to be creative. We love to show off. Generally speaking, we have pretty good judgement about what’ll work for your business or brand, and what might be a bit too out there. But if there’s anything you absolutely won’t do, put it in the brief.

That doesn’t have to be that you have a horse phobia so the Lone Ranger video idea is off the cards. It might just be that you’ve tried something before and it really didn’t work. Whatever it is, neither of us wants to see that lovingly-crafted proposal fall apart five minutes into the pitch because we’ve stumbled onto a fatal clanger.


8. Keep your shortlist short

Do you really want to sit through eight pitches? Or read eight detailed proposals? And the eight sets of questions (and follow-up questions) which you’ll have to answer before that?

Find three, maybe four, agencies you think have the chops to answer your brief well, and go with that. If you’ve done your homework, you should get the answer you need.

If you have too many agencies on the pitch list, you’ll find some of them won’t bother participating – with the best will in the world, we don’t want to commit loads of time to something with crazy long odds. And we’ll think you’re just mining for ideas anyway.


9. Set realistic timescales

A good proposal takes good time. Of course, you want things to get moving asap, and we don’t want to drag it out any longer than necessary either. But give us a couple of weeks, at least. Please. We do have other stuff to do as well. You’ll get a better response, I promise.


10. Provide feedback

OK, you don’t have to do this one. It’s your call, after all. But it’s jolly helpful for unsuccessful agencies to get some constructive feedback on why they didn’t win. If you’re providing feedback, specifics are always good – that genuinely helps the agency for their next pitch and only the most arrogant divas will take it personally. We will be absolutely gutted, though, and will convince ourselves you’ve made a terrible decision.


11. Trust your gut

So you sat through three pitches, and you reckon one of the agencies just nudged it. But, god, that one guy came across like a total jackass. But it was a great pitch. But he was a tool.

Successful agency/client relationships are built on more than just great campaigns. Over the course of a contract, you’ll spend loads of time meeting and talking to your agency people, and if they’re not the sort of people you’d meet for a drink, do you really want to work with them?

If you reckon you can endure it because you’re 100% convinced they can make a massive difference, fair enough. But maybe you speak to the agency boss and say you want someone else to work on that account. Or maybe you need to set clear parameters of the kind of behaviour you expect before you make the final appointment, and what’ll happen if the line is crossed. Either way, don’t be bounced into the wrong decision if you have a niggling doubt about personalities.

Similarly, if you’re being promised the moon on a stick, dig a little deeper to discover the veracity of wild claims about results. You know the saying about things sounding too good to be true? That.


12. Trust your agency

After all of that, you’ve hired the right agency and you’re excited about getting started. You should expect the agency to take the lead in getting this moving; perhaps an initial strategy day before the final plan is submitted and agreed. Once you’ve agreed the plan, refined any objectives etc, set KPIs and ways of working, and let your agency get on with it. Micro-managing every little step will slow things down and get in the way of a successful campaign. Agree how and when the agency will update you on progress, how the sign-off process will work and so on, and get cracking. A good agency will inform you of any hiccups, but you’ll know if things aren’t going well.

Wow. That was a bit longer than I was planning, but hopefully it shows the importance of a good brief and getting your agency relationship off to a good start. Bottom line is we want to do a great job so we feel proud of our work, and so you pat us on the back and ask us to do more work for you – it’s in all of our interests for the relationship to work really well.”



Enigma People is an award-winning technology recruitment consultancy. Visit our job search page for the latest vacancies in digital, electronics and software in Scotland. Check out our blog for the latest in the technology industry. You can get in touch with us or call us on 0141 332 4422.

Follow us on Twitter,twitter  LinkedIn LinkedInor Facebook Facebook Enigma People Solutions to keep up to date with our latest news and vacancies.

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Posted October 31, 2017 | Recruitment Industry, Technology Industry | No Comments »

Enigma People’s Spooktacular Guide to GDPR

Is the ghastly GDPR getting to you recently?  Don’t worry! We’re in the Halloween spirit this week and have conjured up our very own Spooktacular Guide to GDPR for businesses who deal with recruitment so you can leave those GDPR demons behind. Take a look below and enter…if you dare!  When the clock strikes 12 and the 24th May 2018 turns into the 25th May 2018, the General Data Protection Regulation (GDPR) will snap into effect and without the right procedures in place, your business and the way you handle data may become vulnerable.

On the scariest day of the year, we decided it was more than fitting to share our approach to tackling, well, one of the most talked about and, some might say, the scariest data protection regulations to come into play in a long time.

Before we go through the ins and outs of this new regulation, it is key to first understand what the GDPR is and what its impact will be across the board. The General Data Protection Regulation is the result of efforts from the EU to ensure data is handled correctly and in line with the various new ways data is now processed. GDPR is already in place in some EU countries and with the impending date of 25th May 2018, it won’t be long until the UK must adhere to these regulations too. Since the UK currently operates under the Data Protection Act of 1998, the GDPR of 2018 will seriously shake up the way businesses view their data protection as it focusses on giving the individual back control of their data and puts hefty fines in places for businesses who are non-compliant.

So, join us and prepare to take control of your gruesome GDPR demons as we share the five steps to follow, and that we will be following, in order to get on your way to becoming compliant by the 25th May 2018:


This is the key to successfully handling the implementation of GDPR throughout your organisation. At Enigma, we are appointing a GDPR Officer in order to ensure that we have a specific individual who will be tasked with becoming knowledgeable about the details of GDPR and what this will mean for us as a business. Our GDPR officer will also be tasked with identifying areas of concern and, working with our team members, finding ways in which we can move towards GDPR compliance. An important aspect of the GDPR Officers role should be to create a plan of action from which your business can work on becoming GDPR compliant as soon as possible.

Review & Amend

With knowledge behind you, your next step is to go through every single process in which you come into contact with personal data. This can be time-consuming but it’s essential in order to fully show your business is compliant with the GDPR. Looking at how you currently use and store personal data and how your current candidate and client management systems work will give you an idea of which processes you need to update. Here are a few starting places to consider; mailing lists, candidate management databases, payroll and contractor timesheets, subscription tools and your current privacy policy. One thing to note is that you need to stay on top of your data processing procedures – make sure that you have your updated procedures on file, this is something which can be a task for your GDPR-O. Accountability is key within the new GDPR, make sure you will be able to show exactly how you are storing and using the personal data you use.

Candidate Terms of Use

After having reviewed and amended your processes to bring them up-to-date with GDPR, your next step should be to take a look at your current candidate terms of use policy you have in place. As candidates are the main group which provide their personal data within a recruitment business, they take precedent when it comes to ensuring their data is protected. Your Candidate Terms of Use need to comply with GDPR and it’s best that you are totally transparent when detailing how candidate data will be used, who will access it and what access rights candidates have. Make sure to include:

  • Why you are storing your candidate’s data (remember to point out 3rd party use i.e. clients)
  • How your candidate data will be stored
  • Length of time you will keep candidate data
  • Individual rights of your candidates (see here for full rights)

Privacy Policy

Next up to receive a re-vamp (see what I did there?) is your current privacy policy. Vitally important to this privacy policy is the language used; this needs to be jargon-free, clear and concise in order to comply with the GDPR. You should consider the following when refreshing your policy:

  • What information is being collected?
  • Purpose for processing the information and legal basis for processing
  • What will be the effect of this on the individuals concerned?
  • Who is collecting it?
  • Who will it be shared with?
  • How will it be used?
  • How is it collected?
  • Their data rights as the user

If you want to find out more about what specific information should be provided to the data subjects at the point of data collection, take a look at article 13 of the GDPR, specifically, paragraphs 1 & 2, summarised by the ICO here.

Candidate Registration

If you already have a fully DPA compliant candidate database and registration process in place at the moment, with no doubt about the consent which has been given by each of your candidates, then this part won’t necessarily apply to you. However, if, for whatever reason, you might be unsure that all of your candidates have given consent then it might be a good idea to firstly create a fully compliant candidate registration form and secondly, re-register your candidates through this system. Although this might take a little time, if you choose to re-register your candidate base it will allow you to feel confident in your GDPR compliance moving forward. Additionally, the cost incurred for not obtaining full and unequivocal consent will fall much heavier on your business than a few hours of time spent creating a new system.

For more information, the ICO’s advice on this issue can be found here under the consent section.

Data Breach Policy

Having a data breach policy in place which fully details how you plan to deal with any data breach is another essential step on your way to as compliant to GDPR as your business can be. If your business suffers a data breach (which puts people’s freedom and rights at risk), you have 72 hours to inform the ICO (Information Commissioners Office) of this. Having both a policy and procedure in place in the event that this does happen, will allow you to report, investigate and begin to remedy in the most efficient way possible.


Alongside these key starting points outlined above, there are some extra points you should definitely keep in mind when getting your business ready for GDPR:

When getting consent it should always be active, affirmative action by the data subject, not passive acceptance such as pre-ticked boxes or simply an option to opt-out.
Think about your e-mail marketing; can you show exactly when someone gave their consent? This is a must for GDPR.
Updated individual rights now allow an individual to request their data be “forgotten” – meaning individuals can request that their data which is no longer relevant to the purpose it was collected for, be deleted. Make sure you have a process in place for individuals who want to alter or remove their information completely.



The information contained within this blog is correct to the best of our knowledge. Head to the ICO’s website for regular updates on GDPR.

Enigma People is an award-winning technology recruitment consultancy. Visit our job search page for the latest vacancies in digital, electronics and software in Scotland. Check out our blog for the latest in the technology industry. You can get in touch with us or call us on 0141 332 4422.

Follow us on Twitter,twitter  LinkedIn LinkedInor Facebook Facebook Enigma People Solutions to keep up to date with our latest news and vacancies.

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Posted October 10, 2017 | Digital Media, Recruitment Industry, Software | No Comments »

[Interview] Stepping into Digital: Meet our new Candidate Manager

We’re delighted to welcome a new addition to our team! Meet Emily Field, our shiny new candidate manager. We caught up with Emily to find out a bit more about her, what her role within Enigma involves, what she’s looking forward to over the coming months with Enigma…and loads more.

Hi Emily! Can you tell us a bit about yourself, please?

Hello! I’ve recently joined the team at Enigma as a candidate manager working on vacancies throughout the digital media & software development sectors. When I’m not working, I’m usually out having food and drinks – I love finding new places to eat! In my spare time, I manage three bands so if I’m not eating out with friends, I’ll be working with my bands or at gigs seeing them play.

 You’re a candidate manager – can you give us an insight into what you do, day-to-day?

As a candidate manager, my day-to-day involves liaising with candidates, clients and searching for new candidates for our more specialist roles. Liaising with clients is essential to this role; I talk to our clients regularly to find out what type of candidates they’re looking for, taking into consideration the skill set required and the culture of the company – something which is a big part of our ethical recruitment process. Client feedback after interviews is another important part of my role – finding out what our clients thought of the candidates at interview and relaying this back to our candidates. Liaising with candidates also takes up a big chunk of my role; finding out what they’re looking for in their next career move, what skills they have and guiding them through the recruitment process. Keeping our candidates up to date with each step of the process is key as it allows them to feel more comfortable and trust that we understand their needs and aspirations enough to find the role that suits them.

Is there anything coming up with Enigma that you’re looking forward to?

Yes, so much! I’m really looking forward to understanding more about the digital sector in Glasgow, and across Scotland. It’s so interesting to work with great clients and candidates and every day I’m learning more and more about the ins and outs of this sector. As you might know, The Herald Scottish Digital Business Awards are coming up soon, on the 19th of October to be exact. This will be my first time in attendance and I’m looking forward to chatting with some brilliant people within our industry and having a great time celebrating the achievements of the Scottish digital sector. Oh, and we’re running a competition at the moment – you could win a seat at our table at these awards for FREE! Just enter here.

As a recent graduate, is there any advice you would give specifically to graduates looking for a new role? And what about advice candidates out there looking right now?

For graduates, definitely getting a good CV together is most important, highlighting anything that will make you stand out – remember, it has to be relevant to what you’re applying for. Committing to your job search is the one piece advice I would give to any of my candidates, it’s really important to be motivated because the market moves fast so you need to stay on top of it to get the role you want. General advice for candidates would be mostly the same; one thing I would say to more experienced candidates is that you should include your most relevant and up-to-date projects and experience on your CV.

 Tell us about your top vacancies at the moment.

Top vacancies are definitely Senior iOS Developer in Edinburgh and PHP Developer in Glasgow. These are brilliant opportunities with two equally innovative and exciting clients!

Senior iOS Developer – We’re looking for passionate Senior iOS Software Engineers with demonstrable experience in developing quality high performing mobile applications, utilising agile methodologies, latest techniques and best practices. Our client is an award-winning mobile app and digital solutions agency based in Edinburgh city centre. With a team of 30+ mobile specialists, developing native and Xamarin based mobile products along with web-based backend systems for enterprise clients internationally. Want to know more? Click the link above.

PHP Developer – Enigma People Solutions are recruiting for a PHP developer for one of our Glasgow based clients. They are a digital consultancy that design and build innovative digital products and services for the public and private sectors. The role will see the successful candidate join a talented PHP team and help to deliver projects and solutions for their customers. To be considered for this role, you should have around 2 – 3 years development experience.


 Enigma People is an award-winning technology recruitment consultancy. Visit our job search page for the latest vacancies in digital, electronics and software in Scotland. Check out our blog for the latest in the technology industry. You can get in touch with us or call us on 0141 332 4422.

Follow us on Twitter,twitter  LinkedIn LinkedInor Facebook Facebook Enigma People Solutions to keep up to date with our latest news and vacancies.

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Posted September 22, 2017 | Electronics, Recruitment Industry, Software | No Comments »

Our Latest Vacancies Across Glasgow, Edinburgh & more…

Enigma People Solutions is working on a variety of brilliant and interesting vacancies at the moment! These vacancies are situated across Scotland, including Glasgow and Edinburgh and range from a System Environment Technician to join our multinational electronics client to a position with our Glasgow based client who is looking for a Unity Developer to take on a short-term contract. Take a look below and find out if we have the role for you…


icon-electronicsAutomation Test Engineer

Enigma People Solutions is recruiting an Automation Test Engineer for a rapidly growing business offering market-leading technology and services to the legal profession around the world. The Test Team is new and small and requires an enthusiastic and Experienced Test Automation Engineer to bolster the capability of the team. Reporting to the Test Manager you will work closely with a remote SW Development Team on leading edge court reporting products. Due to the remote working, the ability to communicate well is very important. Sounds good? Click the link above for full details.


icon-electronics System Environment Technician

We’re looking for a System Environment Technician to join the system environment team of our multinational electronics client’s Imaging Division based in Edinburgh. The team is responsible for the maintenance and development of automated benches used in the validation and characterisation solutions for CMOS Imaging and Time of Flight sensors. To apply for this role, you should have multiple competencies in the Application fields: mechanical and automation development, electrical wiring and validation of automated systems (electronics boards, mechanical benches, lighting systems, software). Click above to find out more and apply today!


icon-electronics Unity Developer

Our innovative client is looking for an experienced Unity Developer to work with us on the development of exciting mobile applications and games. Your primary initial focus will be the development of an innovative new lifestyle/healthcare app which combines mixed reality technologies with information and video accessed via an external server. You will be supported in this role by a dedicated backend developer but will be solely responsible for the software development of the main application. Click above to find out more and apply today!


icon-electronics PHP Developer

Are you an experienced developer looking to take your next leap forward? Our client is growing their team of award-winning mobile app and digital solutions developers, based in Edinburgh. They are focused on delivering outstanding native mobile apps and web-based digital solutions. Want to know more? Click above for full details!


icon-electronics PCB Design Engineers

We have some brilliant new opportunities for PCB Design Engineers to work with our market leading client focused on R&D and manufacture of optoelectronic equipment used within data-communication centres. Successful candidates will quickly grow to be a key member of the design team and will be directly involved with the development of opto-electronic packages and circuits for data rates of 10Gb/s and higher. We’re looking for someone with industry experience of one or more of the following EDA tools; Cadence (preferred), Mentor Graphics, Zuken. If this sounds like it could be the role for you then click the link above to find out all the details and how to apply.


icon-electronics SSD System Architect

Enigma People Solutions is delighted to be recruiting an Edinburgh based Software Engineer to work within my client’s SSD system development team. Working with other system architects, firmware and hardware engineers you will develop new algorithms and architectures enabling our client’s enterprise-class SSD products to be faster, cheaper, use less power and have greater endurance. Click the link above to find out full details and how to apply.


icon-electronics RF Photonic/Electrical Engineers

We are recruiting RF Electrical Engineers for a market leading, Edinburgh based client, focused on the R&D and manufacture of optoelectronic equipment used within data-communication centres. Successful candidates will quickly grow to become a key member of the development team and will be directly involved in the design and development of optoelectronic packages and circuits for data rates of 10Gb/s and higher. Check out the full details and how to apply by clicking above.


icon-electronics Senior iOS Developer

We’re looking for passionate Senior iOS Software Engineers with demonstrable experience in developing quality high performing mobile applications, utilising agile methodologies, latest techniques, and best practices. Our client is an award-winning mobile app and digital solutions agency based in Edinburgh city centre. With a team of 30+ mobile specialists, developing native and Xamarin based mobile products along with web-based backend systems for enterprise clients internationally. Sounds like you could be the person for this role? Click above and find out more.


 Enigma People is an award-winning technology recruitment consultancy. Visit our job search page for the latest vacancies in digital, electronics and software in Scotland. Check out our blog for the latest in the technology industry. You can get in touch with us or call us on 0141 332 4422.

Follow us on Twitter,twitter  LinkedIn LinkedInor Facebook Facebook Enigma People Solutions to keep up to date with our latest news and vacancies.

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Posted September 06, 2017 | Recruitment Advice, Recruitment Industry | No Comments »

5 Ways to Build Relationships Between Your New Team Members

When starting in a new work environment, it can always take a bit of time for your new employees to feel fully comfortable with the team around them. It can take a while to get to know fellow employees and suss out the different personalities, that’s why taking part in team building events can help them settle in much faster.

It may feel like throwing them into the deep end, but having a team building event as soon as you take on new employees is the perfect way to quickly meld your new team together.

Organising these events doesn’t have to take up too much time either. Team building events companies like Team Tactics provide this and many other events services, and can help you to create a fun and effective team building event that employees will love.


Include your team in the planning

Team building events are great for helping to build stronger communication between your team members, so make sure to display an equal amount of communication during the planning process.

Taking your team’s opinions on board when choosing an activity or venue, will improve your chances of hosting a team building event that everyone will enjoy and get the most out of.


 Mix up your team members

If you leave your team to organise themselves, you may find they naturally gravitate into already established friendship groups. To make sure your team benefits from the day, mix up your employees into different sectors so they have to mingle with people they may not come into contact with day-to-day.

This can help team members to not only learn how to communicate with different members of the business, but also to create a stronger and well rounded team overall.


Get outdoors

Motivation and morale can start to dip when your team are stuck in an office 5 days a week, so getting them out and about can be the perfect way to press reset on productivity.

Choosing an activity that takes place outdoors can offer your employees a break from the enclosure of your office and help them relax and enjoy the fresh air.


Choose the right activity

If you are choosing a team building event to work on a specific issue within your team, including communication or poor relationships, then it’s important that you choose the right activity to help you solve these problems.

A treasure hunt can be a great way to build stronger communication between team members, as everyone must work together in order to reach the end goal. For rebuilding relationships, why not try a more competitive activity like an obstacle course or raft building?


Get feedback after the event

Like any project, you should always make sure to assess and analyse your results. Ask your team for feedback on the event and have them comment on what they’ve learned or how it has benefited them.

This can also be a great way to make sure your next team building day is even more successful. Take the feedback on board and adjust your next event accordingly.


Enigma People is an award-winning technology recruitment consultancy. Visit our job search page for the latest vacancies in digital, electronics and software in Scotland. You can get in touch with us or call us on 0141 332 4422.

Follow us on Twitter,twitter  Linkedin LinkedInor Facebook Facebook logo to keep up to date with our latest news and vacancies.

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Posted August 29, 2017 | Electronics, Recruitment Industry, Technology Industry | No Comments »

Find our Full Business Sentiment Survey Infographic Here!

Enigma People Solutions - Find our Full Post Budget Business Sentiment Survey Infographic Here!                            TechWorks - Find our Full Post Budget Business Sentiment Survey Infographic Here!

As you may know, we recently partnered with TechWorks to produce our Business Sentiment Survey – the purpose of this being to find out how businesses within the UK electronics industry are feeling about the next 12 months; considering the turbulence that may have been experienced as a result of a variety of economic factors including the budget, the UK General election and Brexit – to name but a few!

After collecting and analysing the interesting range of information we received back from our participants, we have collated this into one easy to digest infographic which highlights the key insights from our survey.

If you want to find out exactly what businesses within the UK electronics industry think about their prospects for the coming months with regards to sales patterns, recruitment trends and future skills demand then look no further!

All you need to do is hit the download button below, you’ll receive our Business Sentiment Survey Infographic for FREE and you’ll be on your way to further understanding the electronics landscape within the UK. Simple!


Download your FREE Infographic here!


Want first access to more like this? We’ve got lots to share with you over the coming months including events, webinars and guest blogs so make sure to sign up to our mailing list below to stay in the loop!

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Enigma People is an award-winning technology recruitment consultancy. Take a look at our services and find out how we can help you recruit. Visit our job search page for the latest vacancies in digital, electronics and software in Scotland and the UK. You can get in touch with us here:

Follow us on Twitter,twitter - Find our Full Post Budget Business Sentiment Survey Infographic Here!  Linkedin LinkedIn - Find our Full Post Budget Business Sentiment Survey Infographic Here!or FacebookFacebook - Find our Full Post Budget Business Sentiment Survey Infographic Here! to keep up to date with our latest news and vacancies.

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Posted April 25, 2017 | Industry Interviews, Recruitment Industry, Technology Industry | No Comments »

[Interview] Tapping Into our Electronics Market

We’re talking to Ashleigh Collins, one of our newer recruitment consultants who is responsible for the electronics market, to find out a bit more about her, what the market is like out there and what advice she can give to both candidates and clients. Let’s find out what she has to say…

Hi, Ashleigh! Can you tell us a bit about yourself?

Hello! I’m a Recruitment Consultant working within the electronics department at Enigma. Ashleigh Recruiter
I love cooking, holidays, writing and pub quizzes. My greatest love is my dog, Basil. He is just the cutest little guy! When I’m not working, I love chilling out with my husband and taking Basil on walks and pub crawls.

So, we already know you are a Recruitment Consultant working within the electronics market here at Enigma, can you tell us a bit more about what that actually means? 

“Of course! I work with both electronics clients and candidates – looking to place the right people into the right roles. I predominantly specialise in software and firmware vacancies. Essentially, I’m helping to fill the gaps in software and firmware teams of our clients. My day-to-day usually involves keeping in touch with both my clients and candidates, among other tasks. Communication is central to what I do so it’s really important to make sure you keep everyone up to date as things progress. The role itself can be quite varied role but it keeps me on my toes – which is good!”

What is the electronics market like at the moment, for both candidates and clients?

“The market is very candidate-driven right now; there are a wealth of roles with fewer candidates to fill them. For candidates, I’d say that this is the time to find the role they really want – something that suits them. Looking at the client side of the market; it’s a time of innovation, lots of new technology is flooding the market and with this comes a whole load of new opportunities. Our clients are seeking big talent to help them drive forward in the industry; and as innovation is increasing, some niche job specifications are asking for skills and experience working with the most cutting-edge technologies. This does prove tricky sometimes because of the skills gap the industry is experiencing. In saying that though, that’s what makes my job interesting; trying to find the perfect person for the role. ”

What advice would you give to candidates?

“I think it’s essential for all candidates to be open-minded when looking for a new role. We’re here to find the perfect role for you and that’s what we’re trying to do – the more we can learn about you, your job preferences and experience then the easier it will be for us to find you what you want. I’d also say that candidates should really be committed to the process in order to find the absolute best roles that they can. Don’t be complacent, if you start to become complacent then, all in all, it makes it much more difficult for you in the long run. Communication does work both ways and keeping in touch and up-to-date with us is part of the process of finding a new role. One thing I say to all of my candidates is ‘be proud and don’t be afraid to boast about the projects you have worked on and completed.'”

What advice would you give to the technology companies out there looking to hire new talent?

“It’s not enough to just offer the job anymore. In the current market, candidates are often sitting with three or four job offers so the whole process is very time sensitive. You have to move quickly and make an effort to impress the candidates. As I’ve said before, it’s a two-way process; equally, clients have to impress their candidates as much as candidates have to impress the client. Again, I would stress the importance of communication. The quicker we can receive feedback, discuss offers and feedback to our candidates – the quicker our client’s problems will be solved. At the end of the day, we constantly strive to make placements which both our candidates and clients are totally happy with and that, is our main goal.”

Can you tell us about some of your top vacancies right now?

Principal C# Software Engineer – This contract role comes from one of the industry’s leading companies. My client is an optical giant and is working on groundbreaking technologies specifically for medical devices. They’re looking for someone who is talented and driven to be part of their team of innovators and inventors that produce products that will both change, and save, lives.

Embedded Software Engineer – I’m looking for ambitious software engineers to join my client’s expanding team. My client, based in Ringwood, is working on Wireless Well Systems, something which will involve the full software life cycle, including creating high level and detailed designs, developing firmware components, and subsequent integration activities. This is a great opportunity for a talented individual to take the next step in their career.

Senior Software Engineer – This is another contract role which comes from one of the industry’s leading companies. My client is an optical giant and is working on groundbreaking technologies specifically for medical devices. During this role, you will apply sound programming principles and Agile practices to specify, design, develop and test new software features of a system as part of a multi-disciplinary software team. You will also be responsible for maintaining existing software through bug fixes and major enhancements. This is a rare opportunity to join a well-established, highly successful and rapidly growing company.”


Think you could be right for one of these roles or want to discuss how we can help you source the best candidates for your business? You can get in touch with Ashleigh directly via email or give her a call on 0141 332 4422.

Take a look at all of our electronics vacancies here.

Join our specialist InElectronics Group on LinkedIn for the latest industry news and vacancies.LinkedIn Icon Or, follow us on Twitter @In_Electronics  twitter icon

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Posted January 17, 2017 | Contracting, Recruitment Industry, Technology Industry | No Comments »

Who You Gonna Call? Contractors!

As you may well know, the rise of the contractor is not a new thing.

Across all sectors, contracting has steadily been on the up for a while, with many people harnessing their skills and opting for a more flexible way of working.

Taking a look back over the years, it seems contractors have been able to survive a multitude of economic failures; from the recession of 2008 and much more recently the Referendum. I’ll bet they’ll come out alright in the wake of Brexit, too.

We have been working with clients for over 10 years now, aiming to deliver the best candidates, in the least amount of time and with the least amount of stress for the client. Our work with SKF is a prime example of a partnership we are immensely proud of. Take a look at our blog here to find out how we solved their recruitment problems.

One constant factor that has remained throughout these erratic times, has been the need for progression and development; something which is always in high demand, especially in the technology sector.

This is where contractors come in.

They have a specialist ability to solve the variety of niche problems our clients present us with; which can range anywhere from developing software for a complex project to heading up a client’s innovative new venture as their Project Manager.

Chancellor Philip Hammond recently stated, “We will invest over £1BN in our digital infrastructure to catalyse private investment in fiber networks and to support 5G trials.” This push for a digital infrastructure is only one example of an action which presents a variety of opportunities for contractors.

The 2016 Tech Nation report showed that in the Digital Tech sector, jobs were growing by 11% compared to only 4% in other sectors. Although 2016 was not the best year economically, thanks to a collective holding of breath for Brexit and the US elections, this hasn’t been reflected as much as was feared.

Furthermore, a 2017 Tech City poll highlighted the fact that 49% of respondents expected the business environment to get better throughout the year.

Support from the Government, alongside the rise in businesses becoming increasingly involved in technology has been a catalyst in developing the demand for contractors.

To keep up with this steady growth and to be able to fully satisfy our clients, it’s important that we really understand who they are.

We found that our clients looking to take on contractors, usually raised the same issues;

1) we need someone to solve our niche problem

2) we need someone to solve it as soon as possible

3) we need people who understand our sub-sector of the industry.

Our team of dedicated specialists covers niche sectors of the technology industry; from Electronics to Digital Media and Software Development – meaning that we have the knowledge and reach to solve our clients’ challenges.

With some clients, they have such a specific problem that cannot be solved by someone in the UK. We have, on more than one occasion, sourced the right candidate from outside the UK. We have the ability to look globally if it means we will be providing our clients with the solution to their problem.

As the demand for tech jobs continues to grow, so will the demand for contractors.

We understand the need for fast action when our clients present us with their recruitment problems. We strive to ensure that each client is matched with the right contractor and that their problem is solved with as little hassle as possible.

If you have a need for a contractor, call us on 0141 332 4422 or email our director Ben Hanley at

Enigma People is an award winning technology recruitment consultancy. Visit our job search page for the latest vacancies in digital, electronics and software in Scotland.

Follow us on Twitter @enigmapeople@enigmapeople  ic_lkdin_22  and LinkedIn

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Posted July 11, 2016 | Recruitment Industry, Scotland | No Comments »

Brexit: More questions than answers for Scotland’s technology companies

Uncertainty continues in Scotland’s Technology sector following the UK’s historic vote to leave the European Union. Surveys conducted by Informatics Ventures, the organisation which supports Scottish technology companies, found a negative opinion amongst the community who feel Brexit is bad for business. The vast majority (81%) of Scottish start-ups did not support the campaign to leave the EU; those surveyed said the vote to leave the EU will be bad for the sector, with only nine percent believing that it will have a positive impact.

Jason Gorman, a software development practitioner, trainer, coach and author (and founder of Codemanship) conducted a Twitter survey of developers and found that 1 in 3 developers working in the UK were European. He goes on to discuss the uncertainties of the UK tech industry possibly losing 1 in 3 developers (130 thousand skilled individuals). With an already crippling deficit for these skills in the UK, uncertainties of Europeans’ right to remain could be a major cause for concern for the technology sector.

It’s not all doom and gloom

Despite the uncertainties and unanswered questions following Brexit we believe there is no need for the tech sector to panic just yet. We do know for certain that nothing will happen immediately and having been around long enough to have seen major changes and trends in Scotland’s technology industry – admittedly nothing as big or significant as Brexit has come along in the past – we believe that the industry is robust enough to overcome the uncertainties which lie ahead.

Although the UK Government won’t comment on Europeans right to remain, Scotland’s First Minister Nicola Sturgeon has reassured the 173,000 European nationals living in Scotland , saying: “My message today – to EU citizens and to their representatives in Scotland – remains simple: Scotland is your home, you are welcome and your contribution to our economy, our society and our culture is valued.”

The technology sector in Scotland boasts a growth rate of 43.4% over the last 5 years, second only to London, with Edinburgh being the second highest paying city for technology roles in the UK. There are an estimated 80,000 people working in the sector with a need for a further 11,000 vacancies to be filled per annum.

The question of Scotland’s potential to remain part of the EU (even if that means Independence from the UK and all that may bring) still lacks clarity. However an article in Diginomica titled “Independent digital thinking for a post-Brexit Scotland?” highlights the digital infrastructure and groundwork which exist in Scotland already which will serve Scotland well regardless of the outcome. The article highlights how far along digital thinking is in Scottish Government, with the decision to recruit a Chief Digital Office for Social Security and a Programme Director for Scotland Act ICT Delivery and Transformation. It also comments that these two senior digital roles come at a time when a majority of Scottish local authorities have teamed-up to hire a shared CDO, something that their English counterparts have yet to manage. Twenty-six of Scotland’s 32 local authorities are joining forces to recruit a shared chief digital officer to work across the sector.

Leadership and Collaboration

Helping to ease the uncertainties facing Scottish business is the joint statement calling for “leadership and collaboration”, issued and signed by the Scottish Chambers of Commerce, Federation of Small Businesses, Scottish Financial Enterprise, Scottish Council for Development & Industry, Confederation of British Industry and Institute of Directors.

To businesses, we applaud the immediate response: businesses doing what they do best by maintaining ‘business as usual’ when trading with European Union markets, and exploring the possible opportunities that lie ahead, both in European markets and globally. We underline our belief that Scotland is a great place to do business and that we are, ‘open for business.’ Our organisations will continue to use our resources and connections to promote this message.”

In addition to this, the statement reflects the First Minister’s clear protection for Europeans in Scotland: “Access to a talented, skilled workforce, including the clear protection of EU nationals currently studying, living and working in Scotland, because their skills are crucial to the success of our businesses”; and “Support for non-UK EU nationals who run businesses in Scotland” are both priorities according to the statement, which can be read in full here.

Brexit: Brexit: More questions than answers for Scotland’s technology companies

Brexit: More questions than answers for Scotland’s technology companies

Enigma People is an award winning technology recruitment consultancy. Visit our job search page for the latest vacancies in digital, electronics and software in Scotland.

Follow us on Twitter ic_twit_22@enigmapeople and ic_lkdin_22LinkedIn.

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Posted June 13, 2016 | Digital Media, Recruitment Industry | No Comments »

Digital Skills and the Need for Continued Professional Development

The technology industry in Scotland still suffers from a skills shortage which holds businesses back. The BBC today reported that The UK needs another 745,000 workers with digital skills by 2017 and the skills gap costs economy around £63bn a year in lost income. As a leading technology recruitment consultancy, we work closely with businesses and know all too well which skills are in high demand, across digital, software and sales & marketing. We’re pleased to work with local colleges and educational institutions to help fill this gap and work towards producing graduates who have the necessary skills for the industry.

We’ve recently worked with the City of Glasgow College to help develop a range of courses and workshops designed to meet the digital needs of the industry. Enigma People Solutions Director, David Mains was also delighted to join the Creative Technologies Industry Advisory Board at the University of the West of Scotland with the same intention – to ultimately help fill the skills gap.

Addressing the skills issue at college and university level is essential; however it isn’t the only solution.

Students and candidates have a responsibility to keep their skills up to date and relevant. With technology advancing as quickly as it is, graduates coming out of university will need to continue their skills development especially in the first few years of working. Employers have a responsibility to create working environments that foster continued development, be it through professional industry qualifications or simply on the job experience. They also have a responsibility to hire the best candidates they can find, whether they have all of the relevant skills or not. Too often, we see clients wait to hire in search of a “perfect candidate”. However in this technology skills market where availability of candidates is low and competition for them is high, it is not always in the best interest to wait or compete in a salary war for candidates. We often urge our clients to invest in talent and develop their employees, rather than always expecting a “plug and play” candidate during recruitment.

When I joined Enigma People my skills lay in offline marketing (mainly event organisation). Through on the job training and self study I have learned many of the digital skills which employers demand today. So much so, I was in a position to help advise the City of Glasgow College on what they should teach the next wave of digital marketers! I took an SEO/PPC course with one of Glasgow’s leading Digital Agencies, taught myself basic HTML through Codecademy, I recently completed Google’s online marketing training for digital skills – The Digital Garage, and I am also working towards gaining the Google Analytics Academy Qualifications. I also ensure to keep these skills up to date by attending regular Digital Skills workshops. None of this would have been possible had I not had the opportunity to develop my skills on the job.


In order to meet the current skills demands of the industry, employers need to offer their employees, and prospective employees, more opportunities like this. Hire candidates who require some training instead of hiring no one, provide on the job training from senior employees, and provide opportunities for continued professional development through courses and workshops. The good news is there is an ever increasing number of initiatives, workshops and training opportunities available across the technology industry to help fill skills gaps, such as the free Google courses mentioned earlier, CodeClan, YouTrain, Business Gateway’s Digital Boost and not to mention The new Digital Xtra fund from Skills Development Scotland to help tackle the issue from school age.

Bridging the skills gap in Scotland’s technology industry won’t be solved overnight, however a joint effort between schools, colleges, employers and employees is starting to make real progress towards a common goal. What we believe will help further is more students/ employees to take learning into their own hands with self learning, and businesses to give employees increased opportunities to develop skills. If your looking advice on hiring digital talent, or looking to discuss what skills employers look for, get in touch at or call 0141 332 4422.

Enigma People is an award winning technology recruitment consultancy. Visit our job search page for the latest vacancies in digital, electronics and software in Scotland. Or follow us on Twitter @enigmapeople and LinkedIn.

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Posted June 06, 2016 | Contracting, For Freelancers, Recruitment Industry | No Comments »

To Freelance Or Not To Freelance?

Freelancing continues to be a popular option for workers in the UK – 4.55 million Britons are now choosing to freelance and work short term contracts. Scotland is a popular place to be a freelancer, with Edinburgh and Glasgow among the UK cities with the highest number of registered freelancers skilled in development, web design, content writing and research.

Contracting has become popular for many reasons. It allows skilled workers in certain industries to choose which contracts they want to work and when. It provides freedom and flexibility from a traditional 9-5 way of working, often allowing freelancers the choice to work from the office, or remotely from home or abroad. Working a large number of jobs over a relatively short period of time means a freelancer’s CV racks up a broad range of experience and diverse skills. It allows you to be your own boss and benefit from higher rates of pay compared to those working the same roles on a permanent basis.

Cloud based platforms, apps and websites such as act like an “uber for jobs” making it even easier for freelancers to find work and for businesses to find contract hires.

Businesses choose to hire freelancers when they have a short to medium term project and/or need to hire in a specific skill set. In particular we see a huge demand for this in the Software Development industry, where skills are so in demand many businesses hire on a contract basis as this is all they can get. Candidates skilled in software development enjoy a premium rate of pay and are never short of job opportunities. The latest Markit UK Report on Jobs: Scotland, reports demand for contractors increased during January 2016 with the rate of growth the fastest for 3 months and above the average for 2015 as a whole.

While the freelance lifestyle may seem appealing on the surface, there are many downsides to consider. Job security completely disappears when working on a contract basis. There is no notice period if you were to be let go or if a project were to fall through. Working from home or working at a company temporarily, means contractors miss out on a sense of team, collaboration with colleagues and making friends at work. Other benefits such as holiday or sickness pay, company pension contributions and other health schemes are also non existent for contract workers.

Another downside of working for yourself is ensuring you are paid fairly and on time. Late payments are a huge struggle for freelancers – with invoices paid on average 18 and a half days after their due date. Almost half of all UK freelancers have considered quitting the freelance life due to late payments, chasing clients and having to rely on borrowing money to get by.

Despite these downsides, it is predicted that the freelancing popularity will grow – one in two people in the UK will be freelance by 2020. The BBC predicts we will see more professionals in sales, marketing, finance and law adopting a gig-economy mentality.

Freelancing has certainly changed the way the UK works and certainly has its benefits. We believe that contracting is a great solution to work, however it isn’t the right solution for everyone.

At Enigma People we have seen a trend in the contract technology industry – a high demand for short term work for those with up to date skills. In particular software developers who posses in demand programming skills, are well suited to freelancing. This is because they is no lack of job opportunities for them, which then reduces the need for job security. As soon as one contracts end, developers in Scotland often have two or three others to choose from.

Freelancing also benefits those who are flexible, open to risks and are able to up and leave a city if a job opportunity comes up. However for those whose skills are less up to date, or have a young family and bills to pay, freelance proves to be a risky option. For these individuals we believe working on a permanent role basis offers the necessary job security and benefits. Many modern companies address employees need for flexibility and freedom and will offer flexible working conditions, provide the required technologies for home and remote working, and can offer benefits which outweigh those which come with freelancing. Below are just some benefits and rewards which our clients offer their permanent employees.

Benefits & Rewards to Retain Employees | Recruitment Advice | Enigma People Solutions

With these in mind, would that sway your decision to stay in a permanent role over choosing a contract role? Let us know your thoughts! Drop us an email or tweet @enigmapeople

Enigma People is an award winning technology recruitment consultancy. Visit our job search page for the latest vacancies in digital, electronics and software in Scotland.

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Posted April 26, 2016 | Recruitment Advice, Recruitment Industry, Social Media Recruiting | No Comments »

Recruitment to Retainment – Part 2 – The Solutions

In last week’s blog, we discussed the 3 key areas which have contributed to the technology industry’s biggest problem – shortage of candidates. A lack of investment in graduates, the inability to hire out-with the EU and too few women entering the male dominated sector means businesses today are seriously struggling to hire. (Read part 1 here).

This week’s blog will tell you how to overcome some of the problems, recruit the best candidates you can find, and retain them!

So How Do We Suggest You Recruit?

Below are the first 5 steps you should take to effectively recruit for yourself:

  • Review and Detail a Person/Job Specification – An incredible amount of time is wasted by employers who do not know what they are looking for. Simply getting another person similar to the one who has moved on from the post or that is currently in a parallel post, is not always the answer. Their traits and personalities don’t always need to be mirrored by the next hire for the role. Creating a defined job or person description is easier than it sounds. Email us hello@ for a FREE guide to writing a Job Description.
  • Ask and Reward Existing Employees for Referrals – You never know if one of your existing employees might know of someone who is perfect for your company. Many businesses offer a staff referral bonus, whereby a bonus is paid often in 2 parts – when the candidate has passed probation and when the candidate has worked with the company for 1 year.
  • Utilise Friends and Family Network – A referral from someone you know out- with work is often of use, and sometimes from the most unlikely source!
  • Advertise vacancies for free – Utilise free job boards which are already out there including ScotlandIS and Talent Scotland, amongst your own Social Media networks, (company LinkedIn pages, groups or Twitter). It is worth considering that if these free tools are not working, why would you then pay to advertise? Many job boards have seen a steady decline in traffic and the job audience you seek is now very passive, thus less likely to be looking at your paid for adverts.
  • Use The Job Centre – Again a free to use service, where you could just catch someone at the start of their job search!

Be Mindful of Recruitment Trends

It always helps if you understand what’s going on in the market and how people are searching for jobs. Below are some trends to look for and consider:

  • Mobile – The impact of smartphones and tablets is taking over recruitment too. Make your career pages mobile friendly and easy to apply/ upload CV’s.
  • Social Candidate Attraction – As mentioned, social is stealing market share from job boards. Use these free networks to advertise where job seekers are much more likely to see them.
  • Culture is Key – Your company culture is what separates you from your competitor in the eyes of candidates. One of the first questions we ask prospect new clients is “describe your culture?” It’s amazing how many struggle to describe this and it is worrying that more have not put efforts into how they define this.
  • Corporate Social Responsibility – Pay attention to describing and demonstrating your corporate social responsibilities. Society is becoming increasingly connected and aware through technology and social networking. People more and more want to feel that they and the organisations and groups that they belong to are giving back and acting responsibly. 3 key areas that organisations can and do pay attention to include environmentally friendly business practices, involvement in community/ local charities and  fair and ethical employment policies.

So When Is It Time To Bring In A Recruiter?

If you believe that recruitment is going to be time consuming, distracting, difficult and if you believe the candidates are specialist, passive or may not be local – use a recruiter! If you’ve gone through the above steps, maybe even interviewed a few candidates… and still nobody is ticking the right boxes, bring in a professional who can tell you where you’re going wrong. Read more at:


Hiring the “Perfect Candidate”

When it does comes to hiring, many hiring managers and businesses won’t hire until they find what is their idea of a perfect candidate. However, they need to understand that with such high competition for scarce talent it’s rarely beneficial to keep searching and waiting to hire. We suggest hiring the candidates who are closest match to the job requirements regardless if they are lacking one or two skills or areas of experience. Skills can be taught and experience gained but holding out for the right person or taking part in a salary war for candidates is only further perpetuating the war for talent.


Once you’ve finally manage to attract and hire the right employees its important to make them want to stay – especially in today’s market, where your best employees are a target hire for your competitors. Employers must keep on top of their staff retention policies and programs and make sure they are motivating, enthusing and rewarding their staff like never before!

We suggest focussing on 2 areas:

  • Offer Career & Personal Development – For any good candidate, despite what experience they may have, continuous learning and development is what excites them and is key to retaining talent. Specialist IT talent is unique, in that they are less concerned about money in a role but more interested in the opportunity to continue learning and developing their career and skill set and work with new interesting technologies. Why not take some inspiration from Google – who have a new in house incubator called ‘Area 120’ where employees can build their own startups.
  • Work Life Balance – offering flexible working is a great way to keep employees happy. Almost a third of software developers surveyed by Indeed stated they worked remotely at least some of the time, a figure that had risen by 21% in the past year.

Benefits and Rewards

Below are some of our favourite benefits and rewards to show your employees your appreciation and create loyalty towards you as an employer.

Benefits & Rewards to Retain Employees | Recruitment Advice | Enigma People Solutions

We hope our two part blog has covered everything you need to know for successful talent management in the technology industry! However if you still have questions or need expert advice, give us a call on 0141 332 4422/ email and one of our Directors would be happy to help. Or our “recruitment advice” section of the blog may come in handy too!

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Posted April 18, 2016 | Recruitment Advice, Recruitment Industry, Women in Technology | No Comments »

Recruitment to Retainment – Part 1 – Industry Challenges

Enigma People Director Ben Hanley was recently asked to present his expertise on Recruiting and Retaining Talent at Thrive for Businesses latest Technology Club.

We wanted to share his advice on Talent Management with our readers and have broken this down into 2 blogs. This week we explain the key challenges facing the industry and why. In part 2, we tell you exactly how to attract and hold onto skilled people in the industry.

So without further ado…

The technology sector in Scotland is suffering from some key challenges :-

  1. shortage of candidates
  2. shortage of candidates
  3. shortage of candidates
  4. shortage of candidates

With over 86% of Scottish tech companies predicting growth and 76% looking to actively hire in 2016, the competition for scarce talent is fierce. The sector currently employs 80,000 people with a predicted 70, 000 new technology jobs being created over the next 5 years. That’s an incredible number of jobs to fill with not enough being done to fill them. Currently 40% of technology jobs exist in non technology sectors such as Public Services and Finance with the most in demand skill being software skills. There are now a number of significant niche software sectors being established such as Fintech, Fashtech, Healthtech, Cloud Services, Big Data and Data science and IoT. The demand doesn’t end there however; businesses are also demanding skills across technology sales, marketing, data analytics, SEO & PPC.

Enigma People have been recruiting in the technology space for over 10 years and have seen 3 key areas which have contributed to today’s shortage of candidates:


During the recession, many businesses weren’t in a position to hire and so graduates struggled to gain any industry experience or skills. Fast forward to a growing technology sector we have today and businesses are demanding skilled talent with several years experience, when it simply doesn’t exist.

Businesses are beginning to realise this and now demand for graduates is at it’s hottest for years. In fact, Edinburgh University’s recent internship programme was oversubscribed by companies all looking to hire graduate talent, with many students offered paid internships.

Ability to recruit non EU candidates:

Businesses need to be able to recruit talent from overseas if they can’t fill their roles with talent at home. Last year the Government agreed to loosen the restrictions on work visas for the UK tech sector, which was widely welcomed by the industry.

Previously we found many businesses were unwilling to take the necessary steps to sponsor work visas from outside the EU, believing it to be a difficult process. The closure of post graduate visa schemes meant the UK suffered from a bizarre scenario where our universities are full of PhD and Masters students from outside of the EU that were unable to receive sponsorship to work in the UK once they graduated.

One industry in particular we have gladly seen a willingness to employ non EU based staff is the Electronics industry, with most of our clients sponsoring work visa’s or taking contractors from abroad.

Women in technology:

The low numbers of women working in technology roles has been a much debated subject, with a 13% decline between 2001 and 2011. With women representing 50% of the potential resource pool businesses need to do more to attract them into the sector. We love this article by FastCompany “These Female Developers Explain How To  Recruit More Female Developers” as a great food for thought for businesses trying to expand their development teams with female talent.

The industry in Scotland has some fantastic communities helping to bring together women working in technology such as Girl Geek Scotland, however it also comes down to education and encouraging girls from a young age to see past gender stereotypes and study STEM subjects beyond school.

Our interviews with highly successful women working across Software, Electronics and Digital Media shed light on how the industry can do more to help women in technology:

So now we know what the issues are how do we suggest you recruit?

Look out for part 2 of “Recruitment to Retainment” next week on the blog or hit subscribe below to find out exactly how to attract and retain talent, including work place benefits and rewards!

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Posted April 04, 2016 | Recruitment Industry, Software | No Comments »

BBC micro:bit – Is It Enough?

On March 22nd, Year 7 children at registered schools across the UK received free BBC micro:bit’s. The BBC micro:bit is a pocket-sized, codeable computer aimed at teaching kids to get creative with digital and develop core skills in science, technology and engineering.

BBC micro:bit - is it enough | Enigma People Solutions

The micro:bit via BBC

It allows kids to learn simple code and create anything they want, from games, metal detectors, thermometers, real time text messaging, weather forecasting and much more. The BBC created the initiative to inspire children to feed their creativity, learn programming and ultimately develop a generation of technologically skilled school leavers to help fill the tech skills gap.

The current gap in skilled technology professionals is already costing the UK billions of pounds. It is reported that over the next 5 years the UK will need 1.4 million digital professionals to fill jobs which require skills such as coding and analytics.

The problem with the BBC micro:bit is that, although it’s a great initiative, the year 7 kids receiving them still won’t be old enough to enter the workforce in 5 years time and actually fill these jobs. We argue more still needs to be done to fill the skills gap and stop businesses being held back.

It no longer affects just tech industry but the whole economy. 40% of digital technology roles currently exist in non technical industries such as finance and public services and this is set to grow. Initiatives such as CodeClan, Scotland’s first digital skills academy, are addressing the issues however the immediate problem still exists for the majority of businesses looking to grow their teams and boost productivity.

The real responsibility lies with individual hiring managers and businesses. Many won’t hire until they find what is their idea of a perfect candidate. However, businesses need to understand that with such high competition for scarce talent it’s rarely beneficial to keep searching and waiting to hire. Rather they should hire the candidates who are closest match to their requirements regardless if they are lacking one or two skills or areas of experience. These can be all be taught. Experience can be gained. Offer on the job training and your problems are solved.

Businesses should be investing in the long term development of talent rather than expecting a “ready made” candidate for every hire they wish to make. Only then can the technology skills gap really begin to close and businesses can fill their jobs today rather than in 5+ years time.

We’d love to know your thoughts! Email us or tweet @enigmapeople.

Enigma People Solutions is working with City of Glasgow College to do more to fill jobs across the industry. We have devised a survey to help us understand the current gap in skills between what is being offered at a college graduate level and what employers are looking for. The aim is to close this gap and help graduates enter the industry with the exact skills businesses need.

Fill out our quick survey below and help to shape the City of Glasgow College graduates with the skills your business needs.

Click to complete the survey via SurveyMonkey

Thank you!

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Posted February 01, 2016 | Recruitment Industry | No Comments »

IT’s About People, Stupid!

This weeks blog is written by Enigma People Director Ben Hanley. Drop him an email and let him know your thoughts on how SME’s can attract and retain talent….

Enigma People Solutions Glasgow Technology Recruitment Consultancy

2016 will be my 19th year recruiting technologists for technology teams.

This has seen me work in-house for one of the leading tech companies in the world and run my own successful agency for the past 11 years .

It is a fascinating, exciting and challenging environment to work in as technology is a fundamental part of our everyday lives. Technology has changed the recruitment industry and how we recruit people so dramatically that I almost don’t know where to begin.

From the days of printing out CV’s and physically taking them to clients, to emailing them and logging candidates onto specific application tracking systems we have seen significant changes in how we provide a service to clients. Even the change from face to face interviews to video conference and shared desktop sessions to allow for some technical assessments to be carried out remotely but at the same time in person.

Despite these changes however, the key to everything is people. It is people that drive our industry, it is people that drive our client’s businesses, the ideas, the creativity, the dreams, the knowhow and the drive to get things done. People like to deal with people in the recruitment process, and that is partly the value that a recruiter brings, that ability to deal with and understand people as well as drive a process.

Recruiters are charged with finding the best performer for a company’s vacancy. As a sports coach I have long ago learned that performers come in all shapes and sizes and that people surprise us constantly with their performance capabilities.

Think back to school days when you were selecting teams for games, the last kid selected sometimes scored the winning goal. Remember that quiet kid at school that nobody thought would amount to anything but goes on to win X Factor or build a successful business career? Well remember this when selecting people for your teams. Given the right environment people flourish, skills can be taught.

One of the key threats to the tech industry is a lack of qualified and suitably skilled people. Yes there are some great positive good news stories about some high growth companies but to my mind too much emphasis is placed on two or three prominent companies and not enough on the people in the dozens of other brilliant SME companies that are innovating and growing in what is an extremely challenging landscape. All companies suffer when there is a skills shortage but SME companies more so as they struggle to compete with wages and benefits on offer from larger players.

Employers have a need more now than ever to sponsor, develop and challenge individuals (just like the best sports coaches do) as that is how those individuals will grow. However it requires three things; a willingness to hire people that are not the finished article but possess the raw materials, the skill and desire to develop those people, and the patience to let them grow.

That way you shall have a loyal and trusted workforce, teams can grow and more SME businesses can be successful in attracting and retaining talent.

For more recruitment advice and news on Scotland’s technology sector subscribe to the weekly blog or follow @enigmapeople on Twitter.

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Posted January 15, 2016 | Recruitment Industry | No Comments »

Enigma is Growing! – Update…

Enigma is growing and we are delighted to have recently added two new members to the team!

Both Matt Golebiewski and Emily Harris joined us in January as Candidate Managers, helping us to kick off 2016 stronger and ready for new challenges. The expansion of our candidate management team follows a highly successful end to 2015, when we placed more permanent candidates in hard to fill technology roles than ever.

This year we plan on topping our record breaking year and it seems the new starts are well on their way to helping us do just that. Within their first couple of weeks they have already presented shortlists to a number of clients, secured interviews, and have placed a candidate to start next week!

If you are looking for a new role in Scotland’s tech industry, or just want to say hello, then drop them an email at the below email addresses or call us on 0141 332 4422!

Find out a little bit more about our new Candidate Managers below:

Enigma is Growing!

For the latest in technology news, and vacancies, subscribe to the blog or follow @enigmapeople!

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Posted December 15, 2015 | Recruitment Industry | No Comments »

A Year In Technology Recruitment

2015 has been a tough but highly successful year for Enigma People Solutions.

This year we have placed more permanent candidates in hard to fill technology roles than ever! Not only is this is great indication of the demand for our expert services but also our ability to deliver on these services in a difficult market.

The year has also been busy supporting a number of industry events including our annual sponsorship of the Herald Scottish Digital Business Awards. These awards celebrate the incredible successes the industry has enjoyed over the year and are a landmark event for the industry. Director David Mains did a fantastic job as chairman of the judging panel and presenting the biggest award of the night, the Digital Agency of the Year award. David also offered his expert insight on why Startups are so important to the industry whilst on the panel at a recent BDX Digital Marketing Event. “Why Startups Matter” discussed why Glasgow is as great place for start-ups and how their growth is powered by people.

The business was also busy on the Edinburgh front, sponsoring Scotland’s Largest Cloud Computing Event – Scot-Cloud 2015. We particularly enjoyed the event, speaking with key industry players at the forefront of cloud computing and infrastructure services in Scotland. Not only that, we collaborated with Device Developers Conference to bring to Scotland a unique event for the electronics industry.  The Scottish Device Developers’ Conference offered technical presentations, workshops and exhibitions, with the opportunity to meet and engage with expert engineers from the companies that are developing the next generation of tools and technologies.

2015 was also a big year for helping our international clients set up their teams in Scotland. We have worked exclusively with clients from California to Australia to source local Scottish talent with skills in technical engineering to sales and marketing. The industry here is a hot bed for international talent and not only have we successfully helped companies set up in Scotland, we have helped local companies source international talent from Italy, Poland, Moldova, Ireland, Spain and Pakistan and more.

The technology recruitment market has been a particularly tough nut to crack in 2015. We have seen a major increase in the number of counter offers candidates receive, this is right across software, electronics and digital roles. More and more candidates are in a position of choosing between multiple job offers and negotiating with employers on premium salaries to secure their skills, (we have even seen graduate roles being offered at £30,000 upwards!) However salaries have notably become of lesser importance to candidates when choosing which roles to accept, with greater value placed on work life balance. Despite being offered premium salaries, candidates are willing to accept roles closer to home, offer varied projects, training and clear career progression. We have seen a number of high earning skilled candidates willing to take a cut in salary in order to enjoy these other career benefits.

A recent Twitter poll taken by Scottish Developers asked their followers what they were most attracted to in jobs ads. The result of the poll confirmed work life balance as the number one differentiator with almost 50% of votes.

A Year in Technology Recruitment | Enigma People Solutions | Scottish Developers

We predict that 2016 will bring continued emphasis on work life balance and added benefits. With businesses still battling the war for talent, salaries will be important however greater emphasis must be placed on benefits and employer branding to differentiate in a competitive market (read how our recruitment marketing service can help with this). The current demand for talent has led to an increased growth in IT contracting over the last few years and we predict this will only increase in the next year. For candidates who are flexible and have little ties/obligations they are in a prime position to take advantage of the fluidity of the market and ever increasing demand for their skills.

The technology recruitment market in Scotland will be an expanding market over the next two years and for this reason we are expecting a significant increase in vacancies, increase in competition and increased confidence in the economy. Scotland IS’ Technology Industry Survey report shows high level of confidence among businesses in the sector, with 87% reporting themselves as being optimistic or very optimistic about the year ahead.  We feel the demand for talent will continue across key development skills, experience in sales and marketing and technical engineering skills, however there will be significant growth in demand for these skills from the cloud services, infrastructure, tech security and software as a service sectors.

Scotland’s technology industry is set to grow in the coming year and we look forward to supporting this growth, contributing to more industry events, and to introducing you to the new additions to the Enigma People Solutions team 🙂

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Posted July 14, 2015 | For Freelancers, Recruitment Industry | No Comments »

Will The Summer Budget 2015 Affect How We All Work?

Image: Serge Bertasius Photography

Image: Serge Bertasius Photography

The recent Summer Budget 2015, released on July 8th, has been described as an “attack on contractors” which will impact the contract heavy workforce we are headed toward. It is argued that the changes brought about by the Summer Budget limits the advantages of a limited companies, which the majority of contractors operate under. With an increase in dividend tax, a limit to NIC’s employment allowance and a stop to tax relief on travel and subsistence expenses, contractor’s cash flow will be heavily affected. (The key Budget announcements can be found here).

Contracting in the IT sector has reached historic levels of demand and has been brought about by a demand to fill jobs in software development, data science and digital marketing, which are said to be taking over the jobs market. The need for people skilled in programming & development, analysing data and utilising this information to make digital decisions has become crucial across every single industry. This recruitment solution has become popular as a way to fill gaps for highly demanded skills. It allows businesses to outsource skills and talent for a fixed period of time, providing a flexible workforce to cope with the ebb and flow of demand. It can provide a gap fill for specialist skills for certain projects, bringing in skilled staff who can get the job done and then move on. The companies needn’t spend time or money training staff or providing benefits and instead can offer contractors a higher rate of pay. It allows them to very easily bring in specialist skills they may otherwise not have access to, cover workload in case of holidays or sickness or just temporarily increase manpower and bring in fresh ideas for a specific project. For those who possess these in demand skills, they could truly benefit from the flexibility contracting allows them, including; choosing when to work, whom they work for, and for how long, and not to mention the premium salary rates.

The shift towards contracting has altered the tech industry dramatically, to the extent that some argue that “in the future, employees won’t exist”. Contracting has become the new normal for many tech giants including Cisco, Uber, and Microsoft -who employ nearly two-thirds as many contractors as full-time employees. As Tech Crunch describes, the changes for business models will be profound:

“For businesses, the changes are just as significant. Ultimately, businesses will consist of owners, talent assemblers, and contract workers for everything else. Platforms will spring up that know what contractors have certain skills, what they’ve done, and whether they’re available. Contractors will get instantly matched with talent assemblers. Entire teams could be hired with the click of a button.”

Another factor influencing shift towards a flexible workforce is the generation which is doing the contracting. Millenial’s are those aged between 18 to 34, who currently make up the largest portion of our workforce, and predicted to make up 75 percent of the global workforce by 2020. It is this age group who have grown up with native technology skills, are known to favour flexible working, adapt to change quickly and choose to only work with those companies who offer them the best career development. Their resilience and flexible approach to work means staying at one company for 10 to 15 years is now unheard of. Instead the average length of loyalty has become 4 years with some millienals averaging even less than this.

With the future workforce to be made up of a heavily contractual, millennial environment the Summer Budget 2015 does raise a lot of questions for contractors in IT. Despite this, some contracting experts argue that contractors should in fact benefit from the changes rather than lose out. argues:

“The abolition of the self-assessment tax return, significant investment in infrastructure, tax breaks for oil and gas firms, more flexible and Help to Buy ISAs and tax breaks on savings may all directly benefit contractors.”

The changes outlined in the Summer Budget 2015 wont take place until 2016 and so may be too early to determine to what extent these changes will be felt. What we do know however is any changes to the IT contract market will be increasingly felt by the overall job markets and by businesses in every sector. For us, providing business in the UK with IT contractors has been a crucial factor to our clients’ growth and one which we have seen evidence of growing steadily as a means to fill gaps for much needed skills in software development, analytics and digital media.

We’d love to hear your thoughts….Do you feel the budget changes will impact IT contractors and affect the overall future workforce? Tweet us /email

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Posted May 18, 2015 | Recruitment Advice, Recruitment Industry | No Comments »

Engaging Content, Engages Job Seekers

I have seen a number of great articles recently discussing the importance of the marketing function to the recruitment industry. The nature of recruitment has evolved and recruiters must treat candidates as businesses treat their best customers, engaging at every point of the ‘buying cycle’ and not just when they are ready to buy, or in this case, change jobs. As one article describes it, trying to place a candidate who is already looking to move jobs is too little too late.

Engaging content, engages job seekers

Engaging Content, Engages Job Seekers Image: “Website Planning” by tiramisustudio (

With an already tough jobs market looking to get even more competitive, businesses need to compete on factors other than salary, bonuses and location in order to recruit. An employer’s brand is now quite often the only differentiator between a candidate’s choice of several job offers. As Forbes Magazine discusses, recruitment strategies must now encompass elements of marketing:

“Successful hiring companies realize that recruiting is like marketing – from creating a brand presence, to attracting candidates through multiple advertising channels, to nurturing applicants by bringing them seamlessly through a talent acquisition funnel.”

A recent LinkedIn article talks about the 3 changes recruiters must make in their processes in order to succeed; Design, Data and Engagement.

Hiring managers and recruiters must design recruitment process with candidate’s demands in mind, give them a clearer insight into working culture and job descriptions reflective of the actual tasks which will be performed. By giving candidates platforms to engage and find out more about the employer brand via websites, social media, and events, employers can gain a competitive edge. Employers should be effectively collecting, analysing and utilising the data from candidate engagement, which can be extremely useful in providing insights into the potential candidate market. It can help determine what works, where and how people are engaging with your brand, and using that to create effective strategies to drive further candidate engagement, and of course allow them to hire the right people.

Utilising these techniques and building up an effective employer brand is crucial for a competitive recruitment process, however the consistency of this is often overlooked. I recently wrote about why hiring managers are directly responsible for business branding, and how they can affect a candidates perception of the business overall. A candidates experience with a company, at any stage of the recruitment process, has a direct impact on how the candidate feels about working there, their likelihood of accepting a job offer and what they tell their family and friends about your business. Whether this is a positive impact or a negative impact depends on how they are treated when applying, when being interviewed, and when given feedback.

Too often we have seen businesses miss out on key hires due to a competitor’s employer branding being better perceived by the candidate. Incorporating marketing strategies into recruitment processes means the link between HR, marketing and recruitment is more important now than ever, and is precisely the reason why so many businesses are failing to recruit.

With engaging content and marketing techniques becoming a key differentiator to recruitment success, there is a growing need for sole recruitment marketing functions within businesses. For the majority of SME’s, this is a function which doesn’t exist internally or a function which existing hiring managers are not willing to do, or don’t know how to.

For this very reason, Enigma people launched its very own Recruitment Marketing service, drawing upon years of our expertise in the niche technology industry in Scotland. The service offers businesses the opportunity to raise their employer branding and better attract and recruit top talent. As one of the first recruiters in the technology industry to utilise a content-led marketing strategy, we have become experts in technology recruitment marketing, utilising this to grow the most niche technology businesses in the country. Our recruitment marketing service offers clients the opportunity to enhance their existing marketing strategy and aid in their recruitment efforts.

Read up on how our recruitment marketing service helped California’s indie Semiconductor recruit in Edinburgh.

If you would like to discuss what Recruitment Marketing options would work for you, contact Ben Hanley on 0141 332 4422 or email

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Posted March 23, 2015 | Recruitment Advice, Recruitment Industry | 1 Comment »

Why Use Executive Search Specialists For Your Key Hires?

It has been estimated that unfilled vacancies are costing the UK economy £18bn per year. Although this is a staggering amount it comes as no surprise when certain technology vacancies are taking months to fill and the search process can be fraught with difficulties.

Why Use Executive Search Specialists For Your Key Hires?

Why Use Executive Search Specialists For Your Key Hires?

Issues from sourcing, attraction, engagement and confirmation that your target is the best available candidate for the job is all very time consuming, labour intensive and in many cases emotionally draining for the business.

As Indeed reports, these empty seats “illustrate the growing importance of building a strategic recruitment function to hire quickly and efficiently, and find the right fit for each role.”

Identifying the right people for your business is a key investment so why leave it to random chance?

Many companies feel they increase their chances of finding the right candidate by placing the vacancy with a number of agencies. This can be a mistake.

Too many companies burn through the available talent in the market by engaging multiple agencies, and all too quickly all the candidates that you might have considered have been spoken to and rejected, with the expectation that the next best candidate will be just around the corner. The agencies quickly become disillusioned and drop your vacancy down the priority list and leave you with an unresolved problem.

When you have more than one agency competing to get to a finite resource first, the effects on how your vacancy is perceived by the industry and your target candidates can be very damaging for you as an employer. Once a potential candidate has been spoken to more than once about a vacancy, they get the impression that you are desperate, or that everyone is being spoken to about the vacancy. This can be highly off-putting especially when the candidate has highly sought after niche skills or expertise.

Hiring an executive search specialist to run the recruitment project for you is often the best way forward.

Of course everybody has access to candidates; online job boards, social media and candidate databases have ensured this. However, what businesses often forget is that the expertise does not lie in just finding the candidates; it lies in finding the right one. It is in matching the right candidates to the right opportunities, their approach to the candidate, and in persuading them that the vacancy might be one that would interest them. It is this expertise which you pay for.

So what is a retained executive search exactly?

This is a process, where the client engages a consultant for a specific recruitment need, where part of the fee is paid on engagement and a full assignment brief is taken by meeting with the client. This allows the consultant to ascertain detailed specifics about the ideal candidate from technical skills, through to personality traits and background.

This involves actively researching the market to identify individuals within “target companies” normally competitor companies, although the targets are actually defined in the meeting with client.

Once a list of individuals with the right background has been created, the consultant will actively make contact with them to ascertain a level of interest in the role. The consultant will then personally interview each one to draw up a shortlist of 3-4 ideally (sometimes more) to present to the client.

The consultant presents the client with the best 3-4 available candidates in their industry along with interview notes and information about each individual’s background. The key benefit of this is that both client and candidate is better prepared than they would be if they had just received a CV with no supporting information.

The consultant’s job is then to manage the recruitment process from there on, arranging interviews, collating feedback and ensuring both parties are kept informed and up to date with developments.

Final fee is due on candidate start date (or written acceptance of offer depending on terms).

This is a far more in-depth process than traditional agency recruiting and the biggest advantage is the fact that it allows the recruiter to provide their clients with candidates that are not on the active job market. Another advantage is the level of “due diligence” provided by the recruiter is much greater as they have formally interviewed each candidate rather than just conducted a brief telephone screening exercise. This process protects your brand and company reputation as you only have 1 company discussing you, so it is easier to promote a consistent message. It allows you to work in depth with one agency, rather than finding the time to work with 6.

It also allows the agency to put more time, resources and efforts into our work for you compared with a contingency recruitment exercise. For example, our agreements allow us to offer clients a fixed fee and to break this up into 3 parts easing your cash flow.

4 Simple Steps

If you are considering using a retained executive search process to fulfil your recruitment needs, here are our 4 key steps to successful executive search recruitment.

1) Select 1 specific recruiter or consultancy with a proven track record of helping businesses in your specific sector to hire top talent to your vacancy

2) Meet with them to discuss the vacancy

3) Allow them to design the strategy (usually this will involve advertising, database search, other search activities, referrals etc.)

4) Work with them to create a universe list of potential candidates and source sites.

Enigma People are an award winning executive search consultancy. If you would like to work with us on retained executive search basis, or otherwise, contact Ben Hanley on 0141 332 4422 or

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Posted February 23, 2015 | Events, Recruitment Industry, Technology Industry | 2 Comments »

Technology Trends for 2015 – Digital Business is Driving Big Change

Technology Trends for 2015 - Digital Business is Driving Big Change

Technology Trends for 2015 – Digital Business is Driving Big Change

I attended the annual Scotland IS Technology Trends conference where Richard Marshall – Research Director, Mobile and Client Computing, at Gartner – talked us through their top technology predictions for 2015. The theme for this years predictions was that digital business is driving big change, detailing how it will affect (or already is affecting our lives). What struck me as interesting was how Richard described how we are turning computers into people and people into computers.

“We are moving from a world where people behave the way computers work, towards a world where computers work the way people behave.”

Just a few of our favourite trends where this is evident were:

  • By 2018 digital business require 50% less business process workers and 500% more key digital business jobs, compared to traditional models.

Considering the ratio of traditional business process workers to digital businesses at the moment, this is a massive shift in the jobs market and where skills will be required. IT leaders must continue to develop new hiring practices to recruit for new non traditional IT roles and adapt to this, figuring out where the digital jobs are and adapting their processes accordingly.

New technology processes are continuing to eliminate many jobs. People are now in greater control and reducing the need for certain intermediaries. Richard used the examples of writers who now have the ability to sign up to Kindle Direct Publishing and publish their very own books, eliminating the need for publishers. Book publishing has now become a digital business where people can harness digital abilities and take control of their own content.

  • By 2020, developed world life expectancy will increase by 0.5 years due to widespread adoption of wireless health monitoring technology.

As Richard says, extending the average life by half a year, within the next 5 years is huge. Wearable technology is a much talked about trend we have seen for a few years, however has continued to grow to significantly impact the life expectancy of the developed world. The wide range of wearable technologies that have been specifically designed to improve fitness, reduce risks and care costs has been widely adopted by individuals and businesses – people who are wearing these devices are consciously trying to reach their step counts for each day, resulting in a greater awareness of their fitness levels. What’s more, they are increasingly impacting business processes and financial models. Health providers in the US are giving workers free Fitbits, adapting healthcare premiums to their achieved exercise quotas. Wearable devices now play a crucial part of the NHS’s future, where fitness trackers can allow health professionals to analyse and act upon early warning signs for patients with serious conditions, cutting treatment times, risks and costs.

  • By year ending 2016, $2.5 billion in online shopping will be performed by mobile digital assistants.  

Mobile digital assistants will be making more automated purchasing decisions on behalf of people, directly impacting businesses marketing strategies.

Marketing executives must develop techniques that capture the attention of digital assistants as well as people, which invokes a number a questions; how do you advertise to machines rather than traditionally advertising to humans? How will digital assistants perceive brands? Will content be obsolete? Marketing and advertising teams will need to take into consideration that digital assistants will make purchases on the basis of cold economic facts, such as price and proximity, rather than brand awareness and company ethics.

  • By 2017, nearly 20% of durable goods e-tailers will use 3D printing to create personalised product offerings.

3D printing has now become a lot faster and a lot cheaper and there is a huge amount of it happening across many industries. More and more people are looking to build and customise products on demand. This now needs to be considered right down the supply chain – if products are being printed on demand this again eliminates the need for several intermediaries, impacting storage, logistics and skills involved.

  • By 2018, more than half of all apps will be created by enterprise business analysts using codeless tools. By 2020 app creation can be fully automated.

As in industry, we will be creating an incredible amount of mobile apps. Richard predicts we will create at least twice as many apps as we have created today by 2020. However these will become much simpler and more automated than they are today. This in turn impacts the role of the software/mobile developer who will now have to become even more specialist, as business analysts will have greater access to codeless tools to create fully functional, fully integrated, cross platform mobile apps at the press of a button. The challenge for businesses is to figure out how to deliver more apps, faster whilst protecting data and retaining good governance, figure out how software will be created in the future and how this impacts those creating the software.

These are just few of the trends from Gartner, some of which we seen at last years technology trends event and will most likely see at next years. These are major trends covering a large period of time which will evolve and becoming increasingly impactful year on year, as digital continues to drive changes in business and in our lives.

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