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Posted July 14, 2017 | Software | No Comments »

Vacancy: Graduate eLearning Developer

An exciting opportunity has arisen for a graduate eLearning developer, working with one of the UK’s fastest growing and most creative digital learning companies.

You will be responsible for maintaining their learning management systems and developing innovative and engaging digital learning solutions, using a number of eLearning authoring tools including Articulate Storyline and the Adobe Suite.

Why is this job so good?

Work with big-name clients, in a range of sectors
Work with and learn new techniques and technologies
Opportunity to make a real impact on eLearning with this growing company


We’d like to see…

A degree in multimedia/ gaming/ graphics
Some eLearning experience
Evidence of great communication and organisational skills
Experience using the Adobe Creative Cloud suite of products (if you’ve used Adobe Captivate or Articulate Storyline, then that would be great!)


In return we offer:

Great working environment
Offices in the West End of Glasgow
Flexible working week
Good starting salary
Plenty of opportunities to grow and learn


If this sounds like it could be the role for you, click here to apply. You can also get in touch with David Mains directly on 0141 332 4422 or 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 and the UK. You can get in touch with us

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Posted July 07, 2017 | Digital Media, Feature Friday, Software, Technology Industry | No Comments »

Feature Friday: The Agile Mindset

We hear from Valerie McLean at TicToc Digital this week on Feature Friday! Valerie, an Agile Delivery Manager and Project Lead, discusses the thought process and functions behind the Agile mindset, how this was implemented at TicToc and why, plus how it could work for you! TicToc Digital have been doing all things online since 1999. They specialise in creating digital success for businesses and have their finger on the pulse at all times. With this said, it’s time to hand over to Valerie and find out about the agile mindset…

TicToc Digital Logo - Feature Friday

The Agile Mindset

Agile. It’s not just a buzzword, it’s a mindset.

It can mean Scrum, stand ups and Kanban, but these are just names. Agile, to us, is the commitment to regular self-evaluation and continuous self-improvement. The act of Agile brings empowerment and grows confidence, not only within your self, but within your team and with the client too.

An Agile methodology moves away from the idea that one department must finish their whole part of a project before moving to the next (also known as Waterfall). Adopting an Agile mindset takes an open mind – it can be hard to break free from the idea that everything must follow a chronological process. However, not doing so allows greater flexibility in timescales.

The process starts with an in-depth user workshop – evaluating not just what your company’s internal stakeholders think they need for launch, but what the primary users need to complete the key goals defined. From here, we establish a minimum viable product, as well as other “nice-to-haves” for development further down the line.

Usermapping - Feature Friday: The Agile Mindset

This way, costs, expectations and timescales are clear. Working to this process sees things move quick – feedback is quick and expert eyes from all channels feed in from the get go.

The result? A better product. Higher quality. Delighted users. Client goals smashed. Trust between agency and client is strengthened.


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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  to keep up to date with our latest news and vacancies.

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Posted June 29, 2017 | Electronics, Software, Technology Industry | No Comments »

Our Latest Vacancies Throughout Glasgow & the West (29/06/17)

Enigma People Solutions is working on a variety of brilliant and interesting vacancies at the moment! All of these vacancies are situated in Glasgow and the West and range from Business Development Manager at Eyecademy, a successful data science, analytics and business intelligence to a Digital Project Manager at an innovative and creative organisation.

So, take a look below and find out if we have the perfect role for you …

icon-electronics Business Development Manager 

We’re looking for a Business Development Manager to join our successful Glasgow-based client, Eyecademy – the data science, analytics and business intelligence services provider. If you have a proven track record of profitable sales delivery,  a minimum of 3 years sales experience and are able to demonstrate knowledge of the B2B marketplace then this could be the role for you! Click above to find out the full details.


icon-electronics Digital Project Manager

We’re looking for an enthusiastic and experienced Digital Project Manager to join our client’s innovative and creative team. Our client designs and builds innovative strategies, products and campaigns that transform businesses and change peoples’ lives for the better.  Their unique collaborative model enables them to deliver game-changing results by integrating many disciplines, technologies and partners. The role will see you take on the delivery of complex, technical solutions and manage the activity of a talented team of strategists, UX experts, developers, designers and marketers as well as managing day-to-day communications with the client. Sounds like it could be for you? Click above to find out more.


icon-electronics Front End (React) Developer

This is a great opportunity for an ambitious front-end web developer to join a thriving and creative team developing React applications for their e-learning platforms. If you are passionate about both existing and future web development techniques with a drive to continuously self-improve, then this role could be for you! You will become part of a team of front and back-end developers, where you will work on supporting and enhancing their platform and other associated projects. Our client is one of the fastest growing and most creative digital learning companies in the UK. Click the link above for full details and to find out how to apply.
icon-electronics Senior Software Engineer

We’re currently looking for an experienced Software Engineer to join our client’s strongly established, thriving business. The successful candidate will assist and lead in the development of embedded and web enabled software for industrial applications. If you’re enthusiastic and motivated with an ability to work in a team environment whilst being comfortable managing solo projects, this could be the role for you. Take a look at the full details above.


 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  to keep up to date with our latest news and vacancies.

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Posted June 23, 2017 | Feature Friday, Software | No Comments »

Feature Friday: Insider Threat – What is it and how to Deal With it

We’re bringing you an insightful and thought-provoking article focussed around the subject of insider threat from the cybersecurity specialists at ZoneFox this week on Feature Friday. ZoneFox strives to assist businesses throughout the world to protect their business-critical data against insider threat and is a market leader in user and entity behaviour analytics. With this said, it’s time to hand over to Eilidh Curtis at ZoneFox and find out everything we need to know about the insider threat and how we can tackle this…

Zone Fox - Feature Friday: Insider Threat - What is it and

The Insider Threat: what is it and how to deal with it

As if it wasn’t enough to have to defend from industrial spies, nation states, and script kiddies residing outside your network, one of the biggest threats to our information assets resides within our own environments. The insider threat, intentional or otherwise, is now one of the major concerns in cybersecurity, and with good cause. Within many organizations these days, users have more access to data than they need, cloud storage services have created a phenomenon called Shadow IT, permitting users to save potentially confidential data to the cloud for future access, and with the (understandable) requirement of user-friendliness throughout IT assets, security controls are often disabled rather than tuned. While the insider threat can be a pain in the backside, there are ways to protect yourself and keep your users happy simultaneously.

What is the insider threat?

In order to properly defend yourself, you need to understand what you’re up against. The insider threat comes in many forms, but you can narrow them down into either malicious/intentional threats, or threats that stem from carelessness or lack of knowledge and skill within your workforce. You may have a user that thinks it’s okay to throw the classified document that they were editing up onto their favourite cloud storage platform so that they can access it later. One of your users may provide their credentials to a malicious third-party after being subject to a social engineering attack. You may have a malicious insider who is looking to steal or destroy data because they are disgruntled or under the employ of a competing organization. In the world of startups and small businesses, security controls can sometimes be sacrificed to allow for speed of delivery, lack of knowledge, or user satisfaction. Now that you better understand the threat, we can help you get a handle on the situation.


Good documentation makes a good cybersecurity practice, and policies are a staple in said documentation. Policies back up your decisions, provide guidance for your cybersecurity controls, and give you a base for user education. Acceptable use, privacy, and mobile computing are three base policies that should exist in most organizations. The policies exist to provide the following:

  • Acceptable use policy puts parameters around how your assets can be used. Are your users allowed to store company data in cloud storage? Are USB drives allowed for backup purposes? These answers and others should reside in this policy.
  • Privacy policy tells your users what they are able to do with company data. Does classified data exist on the network? If so, how will your users need to handle it to avoid disclosure? What safeguards are in place to protect your users’ data? How is employee data stored and encrypted?
  • Mobile computing policy lays out rules for mobile access to company resources. Do your employees take laptops home? How do they access company data remotely? Are there specific rules required for travel to high-risk countries? Mobile phones; are they provided by the organization or do you live in a BYOD world? All of these mobile devices access your organization’s resources, your mobile computing policy dictates how.

Once you have a base set of policies in place, your next step is to educate your users about their existence, and what it means to them.


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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  to keep up to date with our latest news and vacancies.

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Posted June 16, 2017 | Electronics, Software, Technology Industry | No Comments »

Our Latest Vacancies Throughout Glasgow & the West (16/06/17)

Enigma People Solutions is working on a variety of brilliant and interesting vacancies at the moment! All of these vacancies are situated in Glasgow and the West and range from a Front End (React) Developer at one the fastest growing digital learning companies in the UK to Senior Software Engineer at a thriving international company. So, take a look below and find out if we have the perfect role for you …

icon-electronics PHP Developer 

We’re looking for a skilled PHP Developer who has experience in mentoring other developers, has proven development skills in a Remote/Agile environment and displays a strong initiative. Our client is extremely well known for their restaurant reservation and table management software and are leaders in their sector, with customers in 61 countries around the world. This senior position will see you mentor others, plan and develop code whilst collaborating with other team members such as designers, sysadmins and product managers. If this sounds like it could be the role for you, click the link above for more details.


icon-electronics Front End (React) Developer – E-Learning

This is a great opportunity for an ambitious front-end web developer to join a thriving and creative team developing React applications for their e-learning platforms. If you are passionate about both existing and future web development techniques with a drive to continously self-improve, then this role could be for you! You will become part of a team of front and back-end developers, where you will work on supporting and enhancing their platform and other associated projects. Our client is one of the fastest growing and most creative digital learning companies in the UK. Click the link above for full details and to find out how to apply.


icon-electronics E-Learning Developer – Adobe Suite

We’re looking for an innovative and enthusiastic e-learning developer to join our client, one of the fastest growing and most creative digital learning companies in the UK. This role will see you take on responsibility for the development of exciting and engaging digital learning solutions using a range of eLearning authoring tools. If you have a minimum of 2 years experience in developing e-learning and have knowledge of eLearning authoring tools, such as Adobe Captivate, Articulate Storyline 2 and Articulate 360, then take a look at the full details above and get in touch!


icon-electronics Senior Software Engineer

We’re currently looking for an experienced Software Engineer to join our client’s strongly established, thriving business. The successful candidate will assist and lead in the development of embedded and web enabled software for industrial applications. If you’re enthusiastic and motivated with an ability to work in a team environment whilst being comfortable managing solo projects, this could be the role for you. Take a look at the full details here.


icon-electronics Microsoft Stack Web Developer 

Our client, one of Scotland’s largest and well-known digital agencies, is looking for a range of mid to senior level developers to join their rapidly expanding team. To be considered for this role, you will need to have experience of Microsoft .Net technology stack, a working knowledge/experience of developing web based solutions and an eagerness to learn and progress. Take a look at the full job ad to find out all the details.


 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  to keep up to date with our latest news and vacancies.

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Posted May 12, 2017 | Digital Media, Feature Friday, Software, Technology Industry | No Comments »

Feature Friday: Utterances, Slots and Skills – The New Vocab of Voice

This week, we’re introducing an exciting new item to our blog; give a big warm welcome to Feature Friday! From today onwards, we’ll be featuring awesome articles on a range of different topics and from a whole host of brilliant companies within the industry, every second Friday.

Who better to kick this off with than Screenmedia and their interesting insight into the new world of voice application development vocabulary! The innovative digital practice is at the forefront of voice application development and in 2017, Screenmedia was the first UK company to launch a smart home action for the Google Home. Their industry leading voice development team also works with a range of voice platforms including Amazon Alexa, Google Assistant, and Siri. So, let’s find out what Screenmedia have to say about The New Vocab of Voice

Utterances, Slots and Skills 

The New Vocab of VoiceScreenmedia's image - The New Vocab of Voice

Since Amazon opened up its voice platform Alexa to developers in 2015, the platform has seen several thousand new ‘skills’ launched. Those trying to get their head around designing and developing for voice will quickly come across some unfamiliar terms which require decoding before the work of skill-building can begin. Having recently undertaken flagship UX work building skills on the platform for our clients, here is a quick guide to getting your head around the key terms Amazon uses when developing for Alexa.

Note: the following is applicable to Amazon’s Alexa. Other companies have their own glossary of terms, some use the same terms, others use their own terms, but Alexa is currently the most widely used platform.

Alexa vs Echo

In discussions and in the media, the terms ‘Alexa’ and ‘Echo’ are often conflated when in reality they refer to specifically separate things. Echo refers to the Amazon Echo, a physical product, with a speaker and ring of microphones. Echo can also refer to the Echo Dot, the main Echo’s smaller cousin.

Alexa is the cloud-based ‘intelligent personal assistant’ which processes your requests and supplies answers back to you. If it’s easier, think of Alexa as the ‘mind’ of the ecosystem, while Echo is the ‘body’. When you speak your conversation is with Alexa — Echo is just the mouth and ears. Alexa isn’t constrained to just the Echo though, you can also speak to Alexa through Amazon’s Fire-branded products, as well as a growing number of third-party consumer devices.


The Echo devices have a ring of always-on microphones, meaning the device is always listening to what is around it but in a dormant state. It will only ‘wake up’ and actively pay attention to you when it hears a specific word or phrase, called a wakeword. Amazon offers a choice of ‘Alexa’, ‘Amazon’, ‘Echo’, or ‘Computer’ for these wakewords, with the default being ‘Alexa’. This wakeword cannot be changed beyond these four options by users or by developers. The only time the wakeword options have changed is when Amazon added ‘Computer’ in late 2016.

Note; a ‘wakeword’ wakes the assistant, but does not trigger your specific skill, that would be an invocation (we’ll get to this later).


The simplest way to describe a skill is ‘an app for Alexa’. But try to avoid this, as it can cause confusion with the Alexa App, (which we’ll come to later on). Amazon maintains a list of available Alexa skills on its site.

Skills aren’t downloaded in the same way that a phone app is and are instead ‘enabled’. This is because the code and content for a skill are not stored on the Echo device, but in Amazon’s cloud servers along with Alexa itself. If a user wants to use your skill, they ‘enable’ it, either within the Alexa App or by asking Alexa to enable it. This then gives the user the ability to invoke and use your specific skill.

There are three types of skill:

Custom Skills

This is the most common type of skill, and gives you the most control over the user experience. This type of skill lets you develop just about anything you can imagine.

Smart Home Skills

This is a type of skill specifically for controlling smart home appliances. It gives you less control over the user experience, but is simpler to develop.

Flash Briefing Skills

This type of skill is specifically for compatibility with Alexa’s native ‘Flash Briefing ability. This type of skill also gives you reduced experience control, but again is simpler to develop.

Enjoying the article so far? Click here to continue reading.


Want to work with Screenmedia? We’re currently recruiting for a Voice Application Developer and Senior Front End Developer. You can take a look at the roles here or contact directly for more information.

You can also find all of our latest vacancies here and for general inquiries, contact

Follow us on Twitter for all the latest tech, business and recruitment news @enigmapeople  twitter or LinkedIn  LinkedIn

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Posted March 21, 2017 | Industry Interviews, Software, Technology Industry | No Comments »

From a Graduate’s Perspective: Junior Test Analyst

This week, we chat to Finlay Harris, an MEng graduate who is now working as a Junior Test Analyst at Sopra Steria. Find out how he got into his role, what he did to prepare for moving onto a graduate job from university, how he found the job search experience and what advice he has for other graduates out there. 

 Tell us a bit about you, what you do, and where you work.

Hi, I’m Finlay! I graduated from Strathclyde University in June 2016 with an integrated masters or MEng in Electrical Mechanical Engineering, which is a joint course. I joined Sopra Steria, an IT consultancy, through their graduate intake in July 2016 and I am a Junior Test Analyst.

How did you end up in your current job role?

I started looking (for jobs) basically throughout that last year; it was a five-year course,  I started looking in my 5th year.  I went to one of the graduate fares at the SECC, throughout the year at the uni they will have a few of them.  With engineering and that type of industry, a lot of the time, I think people haven’t heard of the companies before they start applying for things but that’s where I first heard of them. So I went around that and collected the leaflets and I would note down some names of the ones I would want to apply for, I looked them up online and applied to the roles they had that suited me. I think my current job at Sopra Steria was the 4th interview I did but there were quite a few applications I filled in when I was looking for a job.

Did you have an idea of what kind of jobs you were looking for?

I had preferences but not really. One of the things I found which was quite annoying was that all of the companies, maybe this has always been the case but, all the companies seem to want you to apply to a role but you can’t really specify your location. I was quite keen to stay in Glasgow and I was quite keen to apply by location but they don’t really let you do that. I had to do a bit of digging to figure out which companies had offices where I would want to be. That was one of the things that was important to me, obviously the type of job itself was important but the location was also important to me – which they don’t really cater to.

I was never really sure if I’d want to do something directly linked to my course and so I was open to applying to jobs that weren’t necessarily directly linked to my degree. When I applied for this job it was the one that I was most interested in out of the others I had applied for.  I was pretty chuffed that I got it!

How did you prepare yourself for the job world when you were at uni?

There are always things you can add to your CV, you know, if you’re involved in societies etc. I mostly drew from experience I’d had from projects at uni and through work experience. These type of things are great for answering the “describe a time when…” sort of questions. A couple of summer’s ago between third and fourth year, I had a summer placement in an engineering office. It was a really useful thing to have because you get a feel for the environment that you’re likely to be working in when you graduate, if you get a graduate job. From that, you can get experience you can talk about and reference, and that’s a good thing to be able to say.

It’s good to ask around at uni, there was one guy in the year above us and he was well connected and involved in a lot of things – he had some good advice. So, if you can find people who know that sort of stuff then it’s useful. If you can speak to other people who have been on interviews and similar things, it’s always helpful to gather that and get a feel for things. Even down to how to prepare or how to dress for an interview.

How did University help to prepare you for trying to find a job?

The uni would always organise graduate fares as well as for people looking to get summer placements. Companies would set up their stalls and we could go along if we were interested. Actually, the summer placement I had, I found out about just from an email that the uni had sent around to us. That was something they did quite well, keeping us informed. I didn’t use the careers service much, I didn’t really know how to use it. I’m sure people found it useful but maybe if it felt a bit more accessible I might have used it.

Did you interview for any other companies?

I interviewed for three other companies, that was after quite a few applications. All of the applications and interviews have a really similar process. Within this industry, even though not all of the jobs I was applying for were the same, they all had quite similar interview processes. An assessment centre, usually it’s a full day with group activities and an individual interview which usually takes place at the company office or at a hotel.

What was the application process like?

You would apply online via a form you have to fill out – which might ask you to attach your CV. Once your form goes through and they’re happy with that you’ll do online tests, I think they’re psychometric tests. There’s normally some combination of simple maths questions which are timed. The maths itself is quite simple so I think it’s more about the time pressure. There’s reading comprehension to determine, if you’re given some information, how well you’re parsing the information. There were also some abstract logic questions – using shapes, you have to pick the next one in the pattern and things like that which is timed as well. I think that’s part of the whole test, to find out how well you’re coping with the time and stress, and what your strategy is for that.

So after those, usually there’s a phone interview. For my job with Sopra Steria I had a phone interview but, one of the other jobs I had applied for there was a video interview. I was expecting it to be on Skype which would have been awkward but it was even more awkward than that! They gave you questions and you had to record yourself answering them, I think you only had around 3 times to try and get your answer right. That was a particularly uncomfortable experience.

After the phone interview, it was a group assessment centre in which we had to give a presentation on basically any topic or just about yourself that you had to prepare beforehand. I guess that was just to see how well you could present. There was also a group exercise in which you have a scenario to solve and then present what had happened. I think that was to test teamwork –  to find out who’s organising the task well and find out if everyone can handle it well. The answer to the actual scenario didn’t seem to be that important it was more about how you arrived at the answer and could justify it.

Next, there was an individual interview which was specific to whichever job you were applying for – because the people in the assessment centre were all applying for different roles. In the interview there were questions you might expect like; “why did you decide to do your course?” “why did you decided to apply for this job?” “what is it about this job that you like?”. They also ask you some questions to check that you know about the industry – “what are some upcoming trends”. If you revise the industry then you should be able to answer them pretty well.

How did you prepare for the interviews?

For most of them, I would look up the company and have a read over their website. Try and find some cases of projects they had worked on, usually they will have that on their website and you know, things you can reference back to in the interview. Reading about the industry in general. With some of the more straightforward engineering roles, I expected to know enough from the things I learned throughout my uni course. Mostly though, my preparation involved researching, it can be difficult to fully prepare for the interviews. For some of the more technical roles I tried to have a look over my technical knowledge from uni – but you never know what will come up really. If you know what the job is going to entail then you should be able to roughly estimate what type of things will be useful to look over from your degree.

Having now been through the interview process yourself, how would you set up an interview?

I feel like, I don’t know what type of advantage there would be with the video interview I had spoken about previously. I feel like it’s going to be awkward and I don’t think it’s going to really show what people are like. I think a phone interview is marginally better because you’re speaking to them. The assessment centre, the thing about them is that they are long and will take up your whole day. It feels like you’ve wasted your time if you don’t get it – especially if you have to travel. For a couple of the jobs I applied for, including my current job, I had to travel through to Edinburgh for the assessment day. I guess that’s just part of the job process but it can be difficult. It’s quite nice to have it at the offices of the company.

Advice for Grads:

Well, what not to do is write a generalised cover letter and forget to change the fields before you send it to the next person. One of my friends did that! Be careful with those sort of things.

  1. Obviously, you want to tailor your CV to specific companies.
  2. I think it’s always good to have experience but I don’t think it’s easy for everyone to get. It’s one of those things where they seem to expect you to have loads of experience. You feel like it’s kind of stacked unfairly against people who can’t get experience, you know, there’s only so many work placements and summer placements so not everyone is able to do that. The placements are useful because it gives you an idea of what the job entails and if you would actually want to do that full time.
  3. Read up on the company you’re interviewing for – find out as much as you can about what the job will involve but I think the difficulty there can be that the information isn’t always available/clear.
  4. Save or copy the job role/description you have applied for, you will need to see that when the interview comes up.
  5. We did a lot of presentations at uni and it definitely came in handy. Get as much practise in as you can with that sort of stuff.
  6. Try not to stress about your travel the night before. A lot of little things can add up to try and stress you out on the day so eliminate those if you can.

What was the representation like for women, in your experience, at the assessment centres etc?

Not great. I assume because there are fewer women to chose from, out of STEM grads because the university courses are also male dominated, then obviously it becomes a male-dominated industry because it already is, and that sort of perpetuates itself. One of the interviews I was at, there was maybe 10-15 guys and one woman. Usually one or two. Still definitely the minority in most engineering/tech jobs which is a shame. I think there is support for that at uni, you know there will be a Women in IT scholarship or Women in Engineering which is good. I don’t know how effective it is though, I feel like they could definitely be doing more.

How are you getting on with your job? Tell us a bit about it.

So, my job is going well. I’m pleased because I like it! I’m enjoying testing so far. Obviously, it wasn’t something I  did at uni, there aren’t testing specific uni courses.

So day to day, we have our team who will be developing the software. If we are building a website, for example, there’s the business analyst who will get the requirements for the product you’re making and then I have to understand those requirements; question them and find out how I can test them. At that point, I can start thinking about how I can test the software – “what do I need to check?”, “How could I break it?” The developers will be developing it and I will keep in touch with them whilst they’re doing that, to clarify how it should operate. Once that bit of functionality is done, I’ll test it. I test it from a more technical side of things and from a user perspective too. Reporting back to the developers on what’s wrong with the software, reporting bugs and keeping track of defects in the systems. We also do user acceptance testing – setting up the software and getting someone who will actually use it to come in and figure out how to use the software with only simple instructions. On some occasions, I can be interacting with the code, it can be useful to have a look at it but usually, I’ll be a little bit more removed from it.

Whilst I’ve been at Sopra Steria, I’ve done a few training courses already and a few exams to get some qualifications. If there is training that I want, I can usually request it and they’ll try and get you a place if they think it will be useful to you. They are quite keen for you to have ownership over your career and have a great system in place to set your career goals and track them.

I graduated in June 2016 and my job started in July. I think my company has intakes set up for July, November, and February but I think a lot of other companies tend to do one in the summer and one in the winter. So I started in July and for the first 3 months it was mostly training and then after that, you’re ready to go. At the moment I’m working on an internal project but I’m hoping to be working with clients very soon.

Sopra Steria Logo


  Do you need some help with your cover letter or CV? Check out our blogs Writing Your Cover Letter – The Essentials & How to Woo a Recruiter With Your CV for our expert advice.

Are you a graduate looking to find your first role? Get in touch with us at to find out how we can help you land the perfect job for you.

Enigma People Solutions is an award-winning technology recruitment consultancy. Follow us on Twitter

@enigmapeople @enigmapeople and LinkedInic_lkdin_22

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Posted February 06, 2017 | Digital Media, Industry Interviews, Software, Startups | No Comments »

[Interview] Joe Tree: Life in the Creative Industries, Blipfoto and Tech Start-Ups

This week, we’re chatting to Joe Tree – the man behind the hugely popular photo journal site, Blipfoto –  finding out where the idea came from, what he’s up to now, how he uses his unique set of business, technology, and design skills to create innovative projects and give back to the industry, and what he sees for the future of tech start-ups:

Hi, Joe! Tell us a wee bit us about who you are and where the idea for Blipfoto came from?

“Hi back atcha! I’ve spent most of my working life in the creative industries, but I’m a geek at heart so my best work has always included an element of new technology. I launched my first company—ainteractive media agency called Rocket—in the mid-1990s, just before the Internet and digital started to become mainstream. Equal measures of luck and foresight put us at the cutting edge of a whole new industry, and we spent fifteen fruitful years building websites, CD-ROMs (remember those?), interactive kiosks, presentations, animations and games for an impressive list of lovely clients, and many of Scotland’s ad agencies.

Blipfoto started life as a personal project when I set myself the challenge to take and share a photo every day of my life. There was something weirdly captivating about the process, both for me as the photographer and the people who dropped in every day to see my pictures. So we decided to make it a pet company project and build a platform anyone could sign up to and start their own daily photo journal.



It grew like crazy and in 2009 Blipfoto won a BAFTA Scotland Award, which gave us the resolve to find some investment and make it our sole focus. Jump forwards five years and we’d raised over $1.5m, were attracting hundreds of thousands of visitors every month from every corner of the world, counted Steve Wozniak among our users and signed a deal with Polaroid to promote the service in the US.

That last bit didn’t go particularly well, the investment dried up and we had no choice but to call in the liquidators. It was a difficult moment but the whole journey was incredible and the most brilliant learning experience. I walked away with no regrets.

Fortunately, Blipfoto’s users pulled together and managed to crowdfund enough cash to buy the platform, putting it into community ownership and protecting it for the future. So the thing I created survived—and I hope will continue for many years to come.”

What are you up to now?

“After I stepped away from Blipfoto, I realised I had this weird but unique mix of design, technology and business expertise—and wanted to find a way to keep applying all three. So I turned my hand to helping other early-stage startups, with branding and positioning, UI and UX design, app development, business models, investment material, and so on.

Informatics Ventures use me every spring to help the companies pitching at EIE—by far the biggest investment event in Scotland—get their presentations in shape.
In September I joined The Scottish Government’s CivTech Accelerator as Head of Product, which has meant spending a couple of days a week supporting and mentoring the founders of nine companies as they solve some big public sector problems.

I’m quietly working away on a new masterplan or two of my own but, for the time being, thoroughly enjoying working with the companies I’m lucky enough to get commissioned by.”

What do you think 2017 has in store for the tech start-up industry in Scotland?

“Three massive things happened in 2016: Skyscanner’s founders finally realised the value of Scotland’s first unicorn; Jamie Coleman announced Accelerated Digital Ventures’ £150m fund and the expansion of Codebase across the UK; Scottish Equity Partners closed a new £260m tech fund. Together, I think they mark a pivotal point we’ll look back on in years to come.

Scotland now has multiple sources of tech-savvy capital, a new generation of graduates who consider launching or working for a startup a prudent career move, a proven path to a big exit, and CodeBase as a glowing beacon at the epicentre of it all. None of this was true five years ago.

So I think we’re going to see the whole industry scale up this year like never before—those who’ve been in it for a few years taking a big step up and a fresh wave of new companies following in their wake.
Lest we start feeling a bit too positive, let’s not forget how much of the talent driving value in these companies has come from outside the UK and made Scotland its home, and how important unfettered access to foreign markets is to us. If we do to take things to the next level, sadly it’ll be in spite of those holding power 400 miles south of here.”

Tell us a bit about the boards you’re on and why you’ve chosen to be involved with these specific ones.

“Over the years I’ve asked a lot of people for advice or help and, I think without exception, it’s been given freely and enthusiastically. I always try to do the same—none of us exists in isolation and in the end, we all benefit from a little generosity. So I’ve been happy to contribute my time to three groups doing incredible work in areas I care deeply about. Creative Edinburgh because it plays a vital role in nurturing, strengthening and promoting the capital’s creative industries; Out Of The Blue because they give people a place to do their thing and don’t always use pound signs to measure value; the Digital Media Industry Leadership Group because it’s a way to channel the needs of our disparate industry back to government.”

How can someone looking for advice get in touch with you?

“That’s easy:

Joe Tree


Want to keep up to date with all of Joe’s latest projects?

Check out his blog or follow him on Twitter @joetree


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 and LinkedInic_lkdin_22

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Posted January 31, 2017 | Electronics, Recruitment Advice, Software | No Comments »

10 Pro Tips for Hiring and Managing Remote Engineering and Design Teams

!0 Tips For Managing Remote Teams

This article was originally published on RocketSpace.

Remote work and flexible hours are increasingly popular in the startup world, but many founders have little experience implementing these policies. At the same time, startups can experience massive cost and time savings from hiring an international team that works throughout all 24 hours of the day (thanks to timezones) and does so at great rates.

Su Yuen Chin, co-founder of on-demand tech talent platform MomoCentral, is a serial entrepreneur who’s had her fair share of startup failures. What she learned from five startup failures, though, was how to build a team. When she realized she and teammates had a knack for building remote teams in particular, they founded MomoCentral, focused on helping founders build and manage remote engineering and design teams. In a recent RocketSpace workshop, Chin shared advice for founders looking to build effective remote teams.

Here are the top ten pro tips we extracted from her workshop:

  1. Know your hiring goals.

Are you hiring for a short-term project, such as an HTML email design task or the building of an Android app prototype? Or are you looking for long-term assistance on the main product? Communicate your goals so you can hire and manage accordingly.

  1. Conduct task-specific interviews.

For developers and designers, a portfolio is essential, but not enough to make a hire. Test basic knowledge and give applicants mini-tasks, such as redesigning a popular product’s reservation flow or coding a user registration system. For administering coding tests, Chin recommends HackerRank or Codility.

  1. Get to know everyone’s past experience.

Once your remote team is in place, make sure you understand each teammate’s past experience. With remote workers, it can be tough to have those data points, since everyone’s far away. Office banter and one-off conversations are less common. If a teammate worked on a machine learning project five years ago, though, and that becomes a company need in the coming years, you’d want to know who you can turn to.

  1. Have one key point of contact for each team and employee.

It’s never good to have too many cooks in the kitchen. Make sure remote teammates know who specifically they report to and enforce that process. A designer, for example, should only be taking direction from her manager — not even the CEO should be able to assign projects directly to her. That just creates confusion and leads to messy outcomes.

  1. Mitigate timezone issues.

It’s a misconception that real-time communications are necessary in business. Yes, the occasional emergency pops up, but most of the time, autonomy can work. It’s largely an issue of trust: Do you trust your team to get the work done? Chin suggests having a higher frequency of touch points with new hires — such as daily or multiple times daily — until that trust level is built. Then, 1-3 times weekly can save everyone time. Set these rules together based on team needs.

  1. Ask about infrastructure issues.

Not all countries have reliable Internet and electricity access so consider infrastructure issues in various regions of the world. Ask applicants about anticipated outages. For example, one MomoCentral teammate in Pakistan gets a “Power Outage Schedule” from the government, which details when his power will be down each day of the week, such as 1:00-3:00pm daily. International teammates in similar situations may face bad Internet connectivity, power outages, road traffic congestion, security firewalls, military lockdowns, or political situations that limit availability or ability to travel. Ask about these potentials and also ask for the teammate’s Whatsapp number. Even with Internet or electric outages, they may have access to 3G and thus be able to communicate via mobile apps.

  1. Use task management software.

In lieu of real-time communication, use task management software like Asana or Trello to assign and track tasks. Chin suggests using a Kanban board with the process flow of:

Assigned, but not started

Work in progress

Ready, awaiting QA/ feedback


  1. Share wireframes, mockups, and a prototype.

Communicating a vision is already difficult. Doing so with a remote team is that much more difficult. Have wireframes, mockups, and a prototype ready so that you can communicate exactly what the team will be building. For prototyping, Chin suggests Invision App and

  1. Ask developers to commit code daily.

With any development team, especially a remote team, managers should have easy access to source code to see if the code is looking good. This also protects the business from the unlikely event that the developer disappears one day. Use a code revision system like GitHub or BitBucket from day one and ask developers to commit code at least daily so that no code is lost.

  1. Build a strong company culture.

Founders fear that building a strong company culture with remote teammates will be difficult, but Chin says her team is able to make it work by personalizing the work experience. “Invest in your team,” she says. Beyond having virtual stand-up meetings that keep teammates on the same page, reward great work with unique prizes. Sponsor GRE examinations, gift textbooks and online courses, buy developers an extended monitor, and send gifts for big life moments, such as the birth of a child. “If they’re a gamer, get them a Razer mouse,” she suggests enthusiastically. “It doesn’t cost much… but it means a lot, because it shows you care for them.” In a world of long-distance work relationships, every piece of personalization matters. Don’t make these personal moments a company policy, though, or else employees come to expect them, and they’re not as special!


[This article was originally published on RocketSpace and was written by Erica Swallow, find her on Twitter. To view the original article, click here.]


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 and LinkedIn ic_lkdin_22

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Posted December 05, 2016 | Career Advice, Software | No Comments »

Sector Spotlight: Developing Your Software Career

“She’s not afraid of speaking her mind which leads to smart conversations that are helping you to make the right choice.”

Senior Account Manager Daria Czaplinska specialises in Software & Digital roles in Scotland’s Central Belt. As an experienced recruiter, Daria is skilled in cultivating close relationships with all her clients and candidates. Her in-depth knowledge of Scotland’s software market allows her to expertly match her candidates to companies in such a way, that she is the go-to recruiter for many businesses.

We spoke to Daria to find out a bit more about her work in specialist software recruitment.

  1. Hi, Daria! Tell us a bit about you?

“I’ve been recruiting for almost 6 years now working across a range of different markets, in both permanent and temporary contracts.

For the past 3 years, I have been specialising in Software & Digital recruitment and loving the challenges it brings. I work with small specialist development teams, large multinational businesses and everything in between.”

  1. What’s your favourite thing about what you do?

“It’s very fulfilling when I’m able to find a good match for both clients and candidates – but more so for my candidates. In the case of some people I have worked with, they have had bad experiences with recruiters in the past and are hesitant to work with them. I enjoy building up that relationship with people, gaining trust and showing them that not all recruiters are the same. I like that I can make a change to someone’s life – just by listening, being a good person and treating them how I’d like to be treated.

It’s a huge part of the reason I chose to come work for Enigma – there’s a real emphasis on putting people into the right jobs rather than just filling vacancies.

The feedback I get from both clients and candidates has been great, and makes it worthwhile.”

  1. How do you ensure you get a good fit?

“Listening carefully – I can’t stress this enough. There is a real benefit in asking the right questions and listening to candidates. Get to know their past experiences, why they are looking for a new job, what their expectations are (salary & bonus package), do they want to work in small software team, or large corporate business, do they have managerial experience, do they want a role offering career progression, do they have a preference of salary over location.

All of this matters when offering a choice of roles.

You only get a good fit when you can match these requirements to what your client is offering. If you can’t match them, then you need to know exactly where both parties are willing to compromise.”

  1. What is the market like for experienced Software developers? What should developers look out for when choosing a role?

“The market is still booming, there is a great demand for software developers across every sector. There are more vacancies than there are developers so they often have 2 or 3 offers to choose from.

As a result, businesses are now offering all kinds of benefits and salary packages to attract developers to join their teams. Be careful not to make a decision based on these alone. Assess the businesses culture and how well it fit’s your personality, career goals and lifestyle. Assess whether or not it ticks all the boxes for you. This is where your recruiter should be able to help you make a more informed decision. ”

What her candidates say:

“Daria is very social and one of the most reliable recruiters available when it comes to keeping in touch about any available opportunities that match your skill set.

When working with Daria in both a previous job hunt earlier in the year and one just last week, both processes were quick and easy and never felt like I was waiting around for replies or dates to be set up for interviews, everything was always quick, detailed and overall outstandingly communicated.

I’d highly recommend Daria to anyone seeking a job in the technology field and can say as a former job hunter, she has successfully helped me land a new permanent position in Glasgow.”

– Kieran Monaghan – PHP Software Developer

“When I received a phone call from Daria about job offers for me, I thought it’s the call like lots I had before. But it wasn’t. Daria did an introduction call, carefully listened to what I was saying and came back to me later with two job offers which she said would match my needs. Guess what? She was right on point! I received a new job with the very first job offer!

Words can’t say how happy and grateful I am about this.

Daria was extremely professional and helpful during the whole process, from arranging an interview at a suitable time for me, offering her advice, to helping with contact sign-up with the company. She supervised the whole process to make sure I was happy with the final result.

She’s not afraid of speaking her mind which leads to smart conversations that are helping you to make the right choice.

I highly recommend Daria Czaplinska to anybody who is looking for a new job.”

– Tomasz Kardas PHP Software Developer

Enigma People Solutions is an award winning technology recruitment consultancy.

>Search and apply for the latest software roles in Scotland here.<

Daria Czaplinska | Senior Software & Digital Recruitment Scotland | Enigma People Solutions

Contact Daria:
0141 332 4422

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Posted November 22, 2016 | Career Advice, Software | No Comments »

Sector Spotlight: Getting into Software Development

Software Development offers graduates vast career opportunities within a thriving industry. The software sector in Scotland is a major employer and important part of the economy. There is a great demand from businesses – ScotlandIS reports that 74% of businesses were on the look-out for graduates in 2016 – with software and web development being the most sought after skill. The sector offers higher than average starting salaries, with Edinburgh offering the second highest technology salaries in the UK after London.

Enigma People Recruitment Consultant Emma Dougal specialises in Graduate Software roles . She joined us in August 2016, after achieving her 1st class BSc (Hons) in Psychology and brought with her an understanding of what the recruitment process is like from a graduate’s point of view.

Whilst at the University of Glasgow, Emma completed her Professional Skills module (the only university module of its kind in the UK) learning skills on transitioning from university to work life, employability skills, presentation skills, CV writing and how to conduct yourself at interview.

We understand that not all graduates have had the opportunities to learn these important skills in finding a job once they have left university. So we sat down with Emma to learn a bit more about how she can help graduates get their first Software Development job:

  • Hi Emma! Tell us a bit about what you do here at Enigma:

“I work within the Digital & Software team focussing on Graduate recruitment. I’m working with a number of small digital agencies as well as larger well known corporate businesses who are recruiting for skills across C#, PHP, and Java.”

  • What is the market like for Graduate Software roles? What do your clients most want to see from CV’s?

“It is quite a competitive market at the moment; I find I get a lot of applications per vacancy so it’s more important than ever to make your CV stand out.

If you’ve done an interesting honours project make sure that’s in there.

Don’t waste space with irrelevant information – list the information which is most relevant to the job applied for at the top.

Your CV needs to be tailored to the role – you can use the key skills section of the job specification as a guide of what information to focus your CV on.

Hiring managers like to see good degree classifications, clear evidence and detail of any side projects you’ve worked on, and any examples of your work. If you have worked on building any websites, games, or apps then make sure your CV includes information and links to these.

Include any relevant work experience you’ve had and show that you have a passion for software. It’s always a good idea to list this as one of your hobbies.”

  • What’s your key pieces of advice for preparing and attending interviews?

“Firstly keep calm. Make sure to research the company, their website and any company blogs which can help you understand as much about the company as possible.

The good thing about interviewing for software developer roles is you know what questions your likely to be asked. The job specification will very often list the skills a company is looking for, so make sure you’re able to talk about your experience of these in detail. Be ready with relevant examples.

What I would also advise is show an enthusiasm to be involved. Hiring managers are not only assessing your skills and experience but also how you would fit into the existing team. Graduates do well at interview when they let their personality shine through, and show an eagerness to learn.”

Emma Dougal | Sector Spotlight: Getting into software development

For further advice on graduate software jobs, get in touch with Emma on 0141 332 4422 or drop her an email 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 andic_lkdin_22LinkedIn.

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Posted October 31, 2016 | Holidays, Software | No Comments »

Halloween Technology Treats!

In the spirit of Halloween, we bring you a run down of some scary apps and mobile games which have us truly terrified!

    • Snapchat Filters & Facebook Masks – Facebook unveiled Masks for Facebook Live, the social network’s live video streaming feature, just in time for Halloween in a bid to challenge Snapchat and its popular filters.
    • Race Yourself – Google Glass App that lets you race against giant boulders, zombies, fire, virtual friends, and even an oncoming train.
    • Zombie Rig – Sony Pictures Animation gives you a fun opportunity to animate using an actual character rig from one of their feature films, Hotel Transylvania.
    • The Walking Dead – Turn yourself into a photo-realistic Walker zombie from The Walking Dead with the official free app.
    • Halloween Jungle Run – Halloween Jungle Run is an endless running game with terrific backgrounds, coffins, ghosts, holy water, spiders, witches, pumpkins and more.
    • Waterstones’ Halloween Themed ‘Blogger Mystery’ Game – an online horror game in which five bloggers will, over the next fortnight, fall victim to an ‘unknown horror’ in the manor they have become guests of.
    • Halloween City –  iTunes app which lets you create your own Halloween-themed City! Decorate your city with lots of amazing Halloween Characters including Witches, Vampires, Pumpkins, Monster Plants, Werewolves, Mummies, Zombies etc.
    • Make Me A Zombie – upload a photo of yourself and make yourself a zombie.
    • Free Halloween Sounds Pro – iTunes app creates a bunch of spooky Halloween sounds remotely!
    • 63 Most Amazing Pumpkin Carvings – Here are some of the best examples of pumpkin carving art in the world.
Happy Halloween from Enigma People Solutions!

Happy Halloween from Enigma People Solutions!

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 Twitteric_twit_22@enigmapeople andic_lkdin_22LinkedIn.

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Posted October 06, 2016 | Software | No Comments »

PHP Developer Roles in Glasgow

We’re recruiting for a couple of new and exclusive PHP Development vacancies in Glasgow – both contract and permanent! Take a look below:

Software Developer: 

This is an excellent role and opportunity to join great family run tech business based right in the city centre of Glasgow. They are seeking experienced PHP developers to continue growing their successful online booking system. Be part of an agile, friendly, fun, dynamic programming team creating solutions for 1000s of independent businesses around the world. 

Click here to apply.

Graduate Software Developer:

As above, you get to join a family run technology business in Glasgow’s city centre who are looking for a Graduate developer to join the team.

Click here to apply. 

Software Engineer: 

Our client is an award winning eCommerce platform provider based in Glasgow City Centre. Their team provides software and services that are used by fashion/apparel retailers. They work with large Global clients, using their pick of modern technologies.

Click here to apply.

Contract – PHP Developer

We’re recruiting on behalf of our client – a highly creative design agency – who are looking for a developer on a 1 month contract.

Get in touch with Daria, or apply online now. 

For any questions and to apply call Daria on 0141 332 4422, or email your CV to

PHP Developer Roles in Glasgow

Can’t see anything that suits? Not to worry! Register your CV with us and we will be touch when new suitable vacancies are available.

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 Twitteric_twit_22@enigmapeople andic_lkdin_22LinkedIn.

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Posted October 03, 2016 | Recruitment Advice, Software | No Comments »

Make Sure The Quiet People Speak Up

One of the challenges that Technical Leads face that isn’t always easy to resolve is making sure the whole team is involved in decisions.

There is a large overlap between people who can think in code and people who are shy around other people. For some, the enthusiasm of the former can overcome the latter, but for many, especially younger members of the team, they need encouragement.

Craig Nicol believes there are a few key ways to do it.

“If you’ve built the right team, pairing with a patient mentor, who asks questions, is a good way to build confidence. We all hate it, but asking someone their opinion in a meeting is important too, until they get confident enough to speak up themselves, because they know they’ll be heard. So pick your meetings wisely.

There’s also non-verbal ways to increase interaction and confidence. I’m a big fan of asynchronous code reviews, because they help people focus on the code rather than the coder. I realise there is a risk that this can lead to an atmosphere where someone being reviewed feels under attack, but in my experience, with ego-less teams, and especially with teams who understand and fight technical debt, they see reviews as a chance to improve the code and their own understanding, and make everyone’s life easier next time they look at that feature.

Lean Coffee meetings are also good for helping encourage people to suggest ideas, as they can see what others want to talk about, so they know they have something worth dating. Make sure the quiet people speak up.”

One of the challenges that Technical Leads face that isn’t always easy to resolve is making sure the whole team is involved in decisions.

This article was written by Craig Nicol, and originally appeared on

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 Twitteric_twit_22@enigmapeople andic_lkdin_22LinkedIn.

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Posted September 07, 2016 | Software | No Comments »

Latest Mobile Development Vacancies

We’re recruiting for a number of new and exclusive vacancies in mobile development across Edinburgh, Livingston and Glasgow. Click on the job titles below to find out more and to apply!

Mobile Developer

Mobile Developer Edinburgh Vacancy | Latest Mobile Development Vacancies

iOS Developer

iOS Developer


Senior Mobile Developer

Senior Mobile Developer

Can’t see the job for you? Register your CV with us and let us know what you’re looking for. We will be in touch with new opportunities as soon they come in. Our clients are always looking for candidates on both permanent and contract basis.

Send your CV to or connect with her on LinkedIn.

You might be interested in:

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 August 29, 2016 | Recruitment Advice, Software | No Comments »

7 Things To Consider When Recruiting Developers

The demand for software developers from UK businesses continues to rise. Data issued by Dice, in association with IT Jobs Watch, reports “Q2 2016 saw a 14% year-on-year increase in the number of agile software development roles advertised, whilst Java became the third most desirable skill for contract roles, following a 13% year-on-year increase. Linux contractor roles saw an 18% year-on-year increase.”

Many businesses come to us to source and attract in demand developers and fill these vacancies as quickly as possible, however, this is half the battle. Developers often have multiple job opportunities available to them and recruiters, hiring managers and HR teams should all work to make the recruitment process as smooth and clear as possible.

Rob Docherty – a senior software developer with over 30 years experience in the industry, talks us through 7 keys points which he believes are crucial when it comes to recruiting developers. If you’re looking to add developer talent to your teams then read on:


Clearly a sensitive topic but this is something that will be high on the list of priorities for any candidate. You may not want this sort of information to be freely available to your competitors but you should at least be able to indicate the salary range a role can command. The worst possible case is that you like a candidate and the candidate likes you but you fall at the final hurdle due to salary discrepancies. If you must be cloak and dagger about the exact figure, do at least ask the candidate their currently salary and/or salary expectations.

Working Environment

So your office is a featureless little place in the middle of a business park – there is no reason you can’t be effusive about the area and any additional perks. If it has lovely countryside nearby then say so. Local facilities also go a long way to selling a vacancy. Do you provide any freebies such as the odd lunch or endless tea and coffee? These sort of things are generally welcomed by potential candidates.

The shopping list

Please (I’m begging you) don’t just list a huge set of technical skills with no thought as to the relative weighting. If you’re listing more than about 5-10 core technologies, alarm bells immediately start ringing.

Not all skills are created equal. For smaller technologies, any dev worth their salt can easily pick up the odd skill or two given time if it is something they are light on. If it is something they absolutely must have from day one, factor it into the salary negotiations or require them to learn it as part of the code test (see below).


You will of course want to make sure the developer is as proficient as they claim. Make sure the tests are relevant and are reviewed regularly. If the test is on a piece of paper that has been photocopied so often it is becoming hard to read, that is generally a good sign that it could do with refreshing. Likewise, test the core skills that will be required. I remember sitting a test a few years back that read more like a GCSE maths paper. Am I really going to be adding fractions by hand in this job?

If you are outsourcing your testing, make sure it does what it says on the tin. A recruiter once mentioned to me a testing suite used by a high street bank. One failed candidate questioned the test having been rejected when he thought he should clearly have passed. It turned out the testing software had failed every single one of more than 100 candidates across multiple agencies as the wrong answer set had been loaded. The bank in question had to restart their recruitment from scratch at considerable cost.

Deal breakers

Skills a candidate must have are considered deal breakers if they don’t have them. Consider screening these in advance rather than picking thru CVs and covering letters to make sure they have them. A quick phone call will often suffice.

Mystery skills

As bad as not asking for deal breakers is getting a candidate to interview and then subtly dropping in a key skill that appears nowhere in the job description. You are wasting the candidate’s and more importantly, your company’s time by overlooking key skills.

Writing code

Having candidates write code is a great way to prove their worth. Having them do it in the interview isn’t so great. Devs will of course have to code to a deadline sometimes but they’ll be doing it on their own workstation with their own configuration, code snippets and tools. Give the candidate a small project to work on at home and ask them to complete it in a day or two.

Article originally appeared on, written by Rob Docherty.

7 Things To Consider When Recruiting Developers

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 August 09, 2016 | Career Advice, Industry Interviews, Software | No Comments »

[Interview] Sam Orme: A Journey Into Software Development

We recently questioned the role of formal qualifications in technology careers. In our blog “Working in Digital Marketing: do qualifications matter?” we argued Digital Marketing is following in the steps of Software Development, where it often doesn’t matter how or where you learn your skills (be it at College, University, self-study or on the job), as long your skills and self-taught knowledge are up to industry standard. We quoted Quartz who reported, “many are choosing ways to learn that offer everything but a degree: online courses, boot camps, on-the-job training, and collaborating with peers.

To prove it, we spoke to one such developer whose education and successful career has encompassed a combination of college, on the job learning and self-study.

  • Hi Sam! Firstly, tell us a bit about yourself and what you do?

Hi, my name is Sam, I am 22, born in Cambridge but moved to Scotland when I was 10. I am currently working as a Junior Software Developer at an oil company called Project Development International Ltd (PDi) in Aberdeen. I have been with PDi for just over 2 years’ full time now working on unique and complex applications for desktop, web, and mobile devices. I currently have a HND in Software Development and I am also studying towards a degree (BSc(Hons) Computing & IT Practice) part-time with The Open University, which will be completed in September 2016.

  • How did you get interested in Software Development?

I have always been interested in computers and started playing about with creating simple websites using an online website builder at by the age of 14. Throughout school, I always enjoyed computing and became particularly interested in the software development side of it, which made me decide to continue studying it at a higher level once I finished school.

  • Tell us about your development experience and your journey to get to where you are today?

I suppose my software development journey started properly when I left school, I applied and completed an HNC in Computing at Aberdeen College (now called North East Scotland College) and went on to study HND Computing: Software Development where, in December, I was offered a placement opportunity with PDi developing a small suite of analysis software using python.

I worked at PDi three days a week and slowly learned more and more through hands-on development (I was and still am the only developer at PDi so I had to self-teach myself everything). Over Christmas, I taught myself the C# programming language and started using that instead of python, these skills helped me greatly in completing my HND and I received an A for my graded unit. Upon completion of my HND in June 2014 I was offered a full-time role at PDi as a Junior Software Developer where I still am today.

I started at the Open University studying part-time towards BSc(Hons) Computing & IT Practice in October 2014. The course takes into account the experience I had already gained through working at PDi and builds on my HND for a Bachelors degree. The practical experience I gained through employment has made the university work a lot easier and I have used PDi, who have been very supportive, as a client for my final project.

  • We’re loving Lad Points in the office! Tell us a bit about this project and any others you’re working on?

Lad Points was a project that I had been considering doing for a long time and I finally got a chance with a couple of weeks break from university work to implement it. I started with the website and released an online version which my mates and I tested out. I then created the app for android which I originally put up for sale on the Google play store, however as the download count wasn’t great I made the app free which certainly helped it gain popularity! My original plan was to use the money made from the android app to help pay the apple development fees and eventually release the app for apple as well, however this did not happen. I am now in the planning stages of a new version of Lad Points with a lot more features!

I have worked on a fair few other projects, both work and personal. The one I am most proud of is probably The Hub. The Hub is an intranet application which hosts a variety of personal, business and social apps for PDi.

Contact Sam:
Lad Points – Download the app now!

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 twitter
@enigmapeople and
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Posted July 06, 2016 | Software | No Comments »

Are you a PHP Developer looking for a change?

We’re working with some excellent digital businesses in Glasgow and Edinburgh who are looking for the right developers to join their teams. We have something for everyone with roles from Graduate to Experienced level – check them out below!

Laravel Developer (PHP) – Glasgow

This tech team of in-house Apps and Services experts are looking to add to their existing team of developers in their Glasgow City Centre office. Your mission, should you choose to accept it, will be to work on a variety of projects for multinational B2B clients alongside other developers, strategists, designers and the client services team.

Graduate Web Developer (PHP) & Experienced Web Developer (PHP) – Edinburgh 

This vibrant 24+ team of award winning mobile app and digital solutions developers are focused on delivering outstanding native mobile apps and web based digital solutions.

Variety is the spice of life and as such their team work on a range of projects for a wide spectrum of clients; from bluechips to start-ups and everything in-between! They want to innovate, not imitate and as a business are constantly looking for new challenges – you should feel the same.

If none of these roles are of interest, send your CV to to register with us and we’ll contact you when other options become available!

Meanwhile, have you signed up to any of these events?

Developers Are Users Too : Why the User Experience of Your API Sucks
Tuesday 16th August 2016 – Glasgow

Scotland PHP Conference
Saturday 29th October 2016 – Edinburgh

The Edinburgh PHP User Group
Tuesday 19th July 2016 (and every third Tuesday!) – Edinburgh

PHP Development Jobs in Glasgow Edinburgh

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 May 04, 2016 | Industry Interviews, Software | No Comments »

Taking a Byte With ResDiary

ResDiary is an online restaurant booking system used in over 5,200 restaurants in 57 countries. Their software is responsible for over 7 million covers booked globally each month and is the winner of the 2013 B2B award at The Herald’s Scottish Digital Business awards.

Headquartered in Glasgow, ResDiary has helped transform restaurants around the world with it’s efficient booking system streamlined across multiple digital platforms.

We spoke with Mike Breewood, Chief Operating Officer at ResDiary to find out a bit more:

  • Hi Mike! Tell us a little about ResDiary and how it’s grown to where it is today?

“ResDiary was founded in 2006 by Mike Conyers, our CEO. He had previously spent 25 years running restaurants and wanted to build a system which would be better than anything else available and which would be based on real experience of the needs of restaurateurs. From 2 employees based in Glasgow, in 2006, we have grown organically to our current 45 employees, based in Glasgow, London, Dublin, Sydney and Wellington (New Zealand).”

  • How would you describe the culture of the company?

“Very much a can-do kind of place, we pride ourselves on being responsive to customer needs, whilst being focussed on building out the system with new features that all of our customers will find useful.”

  • What’s your favourite thing about working at ResDiary’s Glasgow office?

“Our development team tell me that their favourite thing is the fact that they have a quiet office where they can focus and which doesn’t have telephones ringing; overall, I think the best thing is that there is a definite team culture, where we all chip in to assist each other when needed.”

  • Where do you see future growth for ResDiary?

“We are growing very quickly in the UK, Ireland and New Zealand – and opening new offices in the USA and Hong Kong later this year.  Growth in the number of customers is of course what drives the business – and allows us to invest in growing our developer team. We see the dev team continuing to be based in Glasgow, with new team members joining every month.”

Mike Breewood | ResDiary | Software Roles Enigma People Interview

Mike Breewood COO, ResDiary

Enigma People Solutions is recruiting Software Developers to join the team in Glasgow!

If this sounds like the ideal opportunity for you then give Daria a call on 0141 332 4422/ email or click the links below to apply online:

If you’d like to more about what it’s like to work at ResDiary check out what Senior Software Developer Ross Vernal has to say!

Enigma People is an award winning technology recruitment consultancy.  Follow us on Twitter @enigmapeople and LinkedIn.

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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 March 07, 2016 | Case Studies, Software, Startups | No Comments »

From Sydney to Scotland: Supporting a software start-up

Encompass Corporation is a market leading Visual Analytics Software firm serving financial and professional services. Following success in their first market, Australia and an ambition to grow, the company’s founders wished to expand internationally and set their sights on the UK, narrowing down to three preferred locations.

With the help of Scottish Enterprise and Enigma People Solutions, Encompass established their UK head office in Glasgow, bringing with them over 20 jobs for Scotland’s technology industry.

In order to make the move to Glasgow, Encompass needed to ensure they could establish and grow their team here, whilst competing with local software companies for local talent. Enigma People Solutions’ role was to provide a realistic appraisal of candidate availability and skills in the Scottish technology market, as well as our ability to identify and attract these. What excited us about working with Encompass was that although this was a fledgling company in the UK there was a good trading history, track record and most importantly a vision for the future. We were excited to support a young Fintech company looking to grow in Scotland’s technology industry, and felt it was a fantastic company to introduce our candidate market to.


Our consultants spent a great deal of time discussing Encompass’s needs, their immediate and long term plans for growth in the UK and their recruiting strategy.

One of the first things Encompass identified the need for, was a Sales and Marketing function in the UK. This prompted Head of Marketing, Alex Ford, to relocate from Sydney to Glasgow. With no network of contacts and a significant workload to devise the marketing function it was important for Alex to work with a recruitment supplier who could understand her needs, the culture of the team she was looking to build up and the selling points that would attract candidates to Encompass in Glasgow.

To support Alex, and Encompass’s initial marketing operations in the UK, we began recruiting for a Marketing Coordinator. The requirement was for someone who would be a cultural fit to the small “start up” feel the Glasgow office offered. Enigma People quickly qualified a broad range of marketing professionals from different industries and backgrounds rather than specific industry experience, and were delighted to introduce an ideal candidate whose previous experience lay in large organisations and who was now keen to be involved in the variety and freedom offered by the start-up feel in Encompass.

Within months the function grew and Encompass began recruiting for an experienced Marketing Manager. We spent a great deal of time consulting with Alex on this role and its requirements, which included financial services experience.

We researched the availability of candidates who had this experience and also searched for software technology experience. This enabled us to effectively map the current candidate market, the availability of experience and skills, and advise on a price point for candidates.

We fed this market information back to Encompass and discussed aligning the requirements and salary budget with realistic candidate/market expectations, enabling us to provide Encompass with a shortlist of relevant, experienced candidates.


By collaborating with our client to understand the options offered by the current candidate market, we were able to provide a realistic view of availability and help shape the expectations of what the new marketing manager competencies might look like. Upon interviewing, Alex identified a candidate with a great mix of industry experience across software technology and marketing who, would bring a great deal to the role as their new Marketing Manager.

The growing team at Encompass has been enjoying a number of recent successes with partnerships deals, award nominations for their technology, and a move to a bigger office in a prime Glasgow city centre location. This move means continuing to grow their team with more vacancies across development, sales and product management. As a preferred recruitment supplier, Enigma People Solutions are thrilled to be able to support Encompass Corporation’s growth ambitions, helping to expand their Glasgow team and contributing to their successes.


“Scot, Ben, David and the Enigma team have enabled us to hit the ground running in Glasgow.  Working in a start-up style environment, the vision is clear but the path can change and it’s always high speed – so you need partners who understand that business context. Enigma have reflected this understanding in the way they work with us and the candidates put forward. They are incredibly responsive and I regularly turn to them for insights about the market.”

Alex Ford – VP Marketing and Operations, Encompass.

Alex Ford and Enigma People Solution Director Ben Hanley at the Herald Scotland Digital Business Awards 2015.

Alex Ford and Enigma People Solutions’ Director Ben Hanley at the Herald Scotland Digital Business Awards 2015.

Encompass Software Enigma People Glasgow

Additional Links:


If you would like to discuss how Enigma can help grow your team in a similar way call us now on 0141 332 4422 or drop us an email

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Posted February 29, 2016 | Industry Interviews, Software, Women in Technology | No Comments »

Women in Technology: An Interview with Vet Solutions

In this weeks blog we interview Carol Shuttleworth – Head of Implementation and Development at Vet Solutions – the largest provider of practice management software to the UK veterinary profession.

Enigma People Solutions has worked with Carol throughout her successful career. She shares with us her experiences of working in Scotland’s technology industry, as an employee and an employer, and discusses the role of women in technology.


Carol Shuttleworth Vet Solutions Women in Technology Enigma People Solutions interview

“There seems to be less female software developers in the pool now – whether that is to do with the particular personalities drawn into development, I’m not sure.”

Carol began her career working as what would nowadays be considered a modern apprentice and business studies student, where her department rotation into the IT Support department sparked her interest in technology. She found the role enabled her to see real results for her efforts, working closely with customers and solving their technical issues. After the company acquired a Software house in Scotland, Carol took the opportunity to relocate and went into a field based role, acquiring a range of hands on technical skills from building systems to installing servers.

She then joined Kingston Communications, working closely with overseas startup mobile telecoms companies, one of which was acquired by Vodafone. This was an exciting move to make as the mobile market was just taking off at that time. She continued working closely with customers and analysing business processes as an Applications Specialist and then progressing to a Training Manager Role and Project Lead.

Carol now heads up Implementation and Product Development at Vet Solutions, where she is responsible for ensuring a smooth experience for customers throughout the implementation process of their software.

  • Hi Carol! Tell us what first interested you in working in a technology environment?

“As an apprentice I rotated between departments every 6 months. I quickly realised I enjoyed the IT Support role above anything else that I had done in other departments.

I enjoyed working directly with customers and making a real difference, adding value to their business and training them how to get the best out of their application.

The role allowed me to see the results of my efforts, and I gained satisfaction from getting a crashed system up and running again. For example, you would go from a situation where the customer feels their business is in a little bit of a crisis and they may not be able to pay their payroll because a machine has crashed, to getting them back up and running and able to make payments.

It was that kind of saving the day and solving problems for a customer which was very rewarding.”

  • Did you perceive any obstacles or were there any obstacles that you had to overcome in terms of the industry and role?

“When I began working on the support desk the majority were female. I think that’s down to the softer skills that women, in the main seem to have over a male. There was a need for patience and curiosity to ask the questions to get the answers you needed, because back then the technology didn’t exist to be able log on to the clients system and see what was going on. So it was all about questioning to help resolve the issues.

It has had a subtle change, certainly throughout my first role where the majority of staff on helpdesks were female and those in the field were male. Over time the ratio had really evened itself out.”

  • Was the career path not as open for women at that point?

“From my experience you do see a lot of opportunities. As a woman you do have access to these opportunities, but I felt I needed to work a lot harder to be successful and get recognised. I think to some extent that is the same today.

The consistent message is that women feel, and it certainly seems to be the case that they have to work harder to be recognised.

I am lucky here that I work for a General Manager who sees the value of female managers and sees what a woman with my experience brings to the business.”

  • In terms of women in technology you have been in a great position to observe the industry for many years as an employee and as an employer. What is your experience of recruiting women in the industry? 

“My current recruiting experience is that there seems to be less female software developers in the pool now – whether that is to do with the particular personalities drawn into development, I’m not sure.

There are increasing numbers of young females starting courses but often they move into roles that have more to do with utilising communication skills.

When I worked at Response we participated in the  modern apprenticeship scheme and out of 20 candidates I interviewed, only 1 was a young female and she was successful in gaining the apprenticeship. She was way ahead of the males in terms of communication skills, she maybe didn’t have the level of technical skills that the others did but that was the easy bit to teach somebody. I coached her and mentored her and she won the award for the West of Scotland best apprenticeship in 2012. I was very proud of her.”

  • What advice would you give to women and girls trying to get into the technology industry? What can the industry do help improve things?

“If you have found something that you enjoy doing be it programming, training, business applications, just go for it.

If you don’t have a degree then find employers that will give you the time and education you require. We have invested in people here at Vet Solutions who have displayed this kind of enthusiasm. It is up to us as individuals to be more assertive.

Employers have to be open to sponsoring, developing and challenging individuals but that takes time to allow people to grow. That is how I behave as an employer.”

Vet Solutions is the largest provider of practice management software to the UK veterinary profession. They are a part of Henry Schein-  a Fortune 500® Company and a member of the S&P 500® and NASDAQ 100® Indices. Together they are the world’s largest supplier of healthcare products to medical, dental and veterinary professionals, which has enabled Vet Solutions to become firmly established as the market leader in the field.

For the latest job opportunities with Vet Solutions contact Daria on 0141 332 4422 or email!

For the latest Scottish technology news and jobs follow us on Twitter @enigmapeople and LinkedIn.

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Posted February 22, 2016 | Digital Media, Events, Software | No Comments »

3 Weeks To Go! Design It; Build It Edinburgh

We have just over 3 weeks to go until the biggest UX and Web Design Event in Scotland. Design It; Build It brings to Edinburgh some incredible speakers from global companies such as Buzzfeed and Facebook. Not only that, Scotland’s homegrown tech unicorns FanDuel and Skyscanner will also be sharing their insights with over 350 delegates from across Europe and North America who have signed up for the conference.

Find out who else you can hear from over the two day event.

Design It; Build It is a major international conference which brings together those designing and building popular websites and apps such as BBC, Financial Times and John Lewis  to discuss the future of the web. The conference will be held on 17th & 18th March at he Hub, Castlehill, Edinburgh, EH1 2NE.

For full conference details, and to buy tickets visit the website:

Haven’t got your ticket yet?

Good news! As sponsors of the event, Enigma People Solutions will be giving one lucky winner the chance to enjoy the two day conference absolutely free of charge.

To enter our prize draw all you need to do is subscribe to our weekly blog and your email address will be added to the draw! Click subscribe below at the bottom of this web page or email with the subject “subscribe”.

The winner will be announced Friday 26th March!

Good luck!

Design it Build it Edinburgh web design and UX design conferences

For the latest technology industry news and vacancies follow us on Twitter @enigmapeople!

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Posted January 26, 2016 | Digital Media, Events, Software | No Comments »

Design It; Build It – The Conference for UX Designers and Web Developers

17 Amazing speakers, 2 Days, 1 Unmissable event.

Enigma People Solutions is proud to sponsor the Design It; Build It Conference in Edinburgh, on 17th and 18th March 2016.

Established in 2009, DIBI is the major international conference for ux designers, web developers and those working in digital. This year’s event will be hosted in the heart of Scotland’s Digital Community, Edinburgh. Home to one of the UK’s fastest growing and most successful technology hub’s, the capital city is also where tech unicorns (private companies valued at $1 billion or more) FanDuel and Skyscanner are headquartered.  Speakers from both these companies will feature at the conference amongst other incredibly influential speakers from some of the world’s biggest names in technology, including Facebook, Buzzfeed and Sky. A full list of speakers can be found here.

With internationally renowned speakers, networking opportunities and a St Patricks day party to end the conference, this is an event not to be missed!

Event Details:

Date: 17th and 18th March 2016

Location: The Hub, Castlehill, Edinburgh, EH1 2NE


Buy tickets:

Any questions regarding the event contact Jim Richardson –

About Us:

Enigma People Solutions is a multi-award winning technology recruitment consultancy, representing businesses across Scotland. As a leading digital recruiter, we are passionate about supporting and growing successful technology teams across the industry. We pride ourselves on recruiting the best candidates for technology roles ranging from App Developers to UX designers, from Software Engineers to Account Managers. We are proud to support the Design It, Build It Conference and help to bring together a fantastic event for the digital community in the country.

That’s not all:

Would you like to WIN A FREE TICKET to the conference?

Enigma People Solutions is offering one lucky winner the chance to enjoy the two day conference absolutely free of charge!

To enter our prize draw all you need to do is subscribe to our weekly blog and your email address will be added to the draw! Click subscribe below at the bottom of this web page or email with the subject “subscribe”.

Good luck!

Enigma People Solutions Design It Build It Edinburgh Conference UX Design and Web Developers

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Posted September 03, 2015 | Case Studies, Electronics, Software | No Comments »

Psymetrix / Alstom Group

Psymetrix is an Edinburgh based company who digitally track the flow of energy across the national grid, making energy more efficient. They first approached us as an 8 person company with a strong and experienced core team. Their ambition to grow combined with a number of placements we made with them, led them to be acquired by global electronics company Alstom Grid. The Alstom parent company already has an internal recruitment function but this had no penetration into the Scottish market and so struggled to find specialist key personnel. They were able to attract graduates and internal candidates but local talent with specific key skills to help build and lead the functions of the expanding team were a significant challenge for them to meet. Enigma People Solutions had worked with Psymetrix and shown an understanding of the skills required by the business. Alstom Group have retained the contract we held with Psymetrix to help source the next group of team leaders and senior technologists for the business, namely Head of Development, Head of Software Testing, Senior Java Developer, Senior Firmware Engineer in order for the business to continue growing.

Our strategy

Whilst these were essentially contingency recruitment assignments, search and selection actions were required in order to hone in on the specific key skills. We searched universe lists, target companies and application development environments that would most likely provide the right skills.

Challenges faced

The Head of Software Testing was a critical role. Up until recent years software testing was carried out by the development teams or off shored abroad, leading to a vast underinvestment in this skill in the UK. During the recession, many SME software houses that would have provided experienced testers were cutting costs and cancelled test teams. There were fewer development projects, businesses were downsizing and so there was little need for dedicated, separate testing teams. In addition to this, testers in Scotland typically come from large financial corporations, whose environments and applications were not a suitable training ground for the skills required by Psymetrix. The culmination of this and the current high demand for software testers means available individuals with the skills are few and far between which made this an extremely challenging role to fill.

Our solution

Persistence was essential to succeed. We conducted some deep research into the specific skills required and selected only eight companies across the central belt of Scotland that would have talent which matched the client’s requirements. Five individuals were identified as key people of interest and were discretely approached. Three were unavailable however two candidates were progressed through to interview and one was eventually selected and received an employment offer by the client.

Sadly, this offer was turned down by the candidate due to a counter offer which presented a greater opportunity. Knowing this is common in today’s market we returned to the initial three candidates who were unavailable during the first screening process. They were again discreetly approached and one was now open to having discussions regarding the role. Once introduced to the client, this individual also received an offer. This however was also turned down in favour of another role. Understanding the competitive nature of offers and counter offers, we continued our search. As it turned out one of the original candidates we had identified was now also available and was introduced to the client. This resulted in the candidate accepting the offer and successfully filing the head of software testing vacancy.

 What was successful/innovative about our solution

The client used three agencies to help fill this role and we were the only agency to present candidates that were of interest to the client. It is clear that the initial research and understanding of the vacancy and systems was key to success on this assignment. We identified the best talent for the role on three occasions, where each met the client’s needs and expectations and offers were made. Our tenacity, persistence and ability to keep the lines of communication open with unavailable candidates proved to be very valuable expertise in successfully filling the vacancy.

 The results

Given that we were in effect competing against the internal recruitment team, parent company Alstom’s internal employee transfer options and two other recruitment agencies, we are delighted to have placed three of the four key roles, Head of Development, Head of Software Testing, Senior Java Developer as well as a test engineer with the client.

This is testimony to our willingness to complete the job rather than just walk away when a quick win does not materialise. This effort to build the relationship with the client has led to Enigma being made sole supplier to Psymetrix in Scotland and we have been co-opted onto the Alstom Grid preferred supplier register along with only 2 other agencies. This effectively turns the Psymetrix account from what was expected to have 20 vacancies in 2014 to one that has from 120 to 150 permanent vacancies in 2014 throughout Psymetrix and its parent company Alstom Grid.

Supporting testimonial:

Lachlan Macpherson – Development Team Leader – Psymetrix Limited

“Due to the nature of our growing team, it is important to get the key positions right and build from there.

In my dealing with Enigma People Solutions, I have seen both sides of the business. They were instrumental in successfully placing me in my current role and also have been successful in providing me with opportunities that I have had open in my capacity as a recruiter. I can say that Ben and his team are always professional but friendly and approachable. They work hard to understand what it is you are looking for and, in the case of providing candidates, will only put forward the candidates that are suitable. They always focus on providing the right solution for both the candidate and the recruiter to ensure the best outcome.”

Looking to recruit technical talent? Give us a call on 0141 332 4422 or email Director Ben Hanley – and we would love to help!

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