Are You Using NestJS?

While plenty of projects exist to boost productivity and efficiency for frontend Node.js developers, tools to help backend developers are sorely lacking. 

Enter: NestJS, a fast and efficient framework designed to help both frontend and backend developers create testable, scalable, and maintainable applications for Node.js. 

What Is NestJS?

If you’re familiar with Angular, React, or Vue, you’ll already be familiar with a lot of NestJS’ features. Think of it like Angular but mostly for backend developers.

Not familiar with Angular? Then you can think of NestJS as a simple, user-friendly framework for building Node.js server-side applications. 

NestJS was originally conceived as a solution to the architecture problems found in other Node tools for creating monoliths and microservices. Built on HTTP frameworks like Express and Fastify, NestJS allows you to organise your code into clear components — making it entirely scalable, testable and loosely coupled. That means you can avoid the time-consuming refactoring that results from mistakes made when using the likes of Express or Koa alone. 

The Key Components of NestJS

NestJS consists of three main components:

• Controllers — Controllers are created using classes and decorators. They receive requests to your application and return responses to the client. Controllers can be configured to return standard or library-specific responses.
• Providers — The term “providers” just refers to basic Nest classes, like services. These providers can be injected as a dependency and can be used with constructor-based or property-based injection.  
• Modules — Modules are NestJS’ key concept and they’re used to organise your app’s structure. Modules include providers and controllers, as well as imports and exports.

The Most Useful Features of NestJS

• TypeScript — One key feature of NestJS is that it’s built with – and fully supports – TypeScript (though you can still code in pure JavaScript if you want to). TypeScript is popular for its developer experience and type safety; it ensures clean, bug-free, testable code that enhances efficiency. It also makes it easier to manage dependencies as they can be resolved by type. 
• Third-party module support — NestJS provides a level of abstraction from Express and Fastify while maintaining direct access to their APIs for the developer. That means you can use the framework with any of the third-party modules that are compatible with these frameworks (like GraphQL, TypeORM, Websockets, and more).
• Pipes, Guards, and Interceptors — Like Angular, NestJS allows you to use interceptors, guards, and pipes to manipulate data before it’s saved to a database or returned to an application. This gives you an extra layer of control not present in other frameworks. 
• Native microservice support — NestJS was built with microservices in mind, so a great deal of the documentation is focused on specific techniques and recipes. The framework also allows your app components to run across microservices, HTTP platforms and WebSockets as it abstracts implementation details.

Possible Setbacks to NestJS

Sounds good so far, right? Well, there are some potential downsides to NestJS.

• Over-abstraction of microservices — Some developers argue that NestJS’ built-in microservice abstraction is over-simplified, and won’t suit you if you need a granular level of control over modules. 
• Not for TypeScript critics — While NestJS can be used with JavaScript, it’s really designed to work with (and built on) TypeScript. If you’re not a fan, this might not be the framework for you.
• Might not be suitable for complex API arguments — The custom decorators that come with NestJS aren’t well-suited to complex types. It may only suit you if you want to use simple API routes. 
• TypeORM can cause debugging issues — Some users have reported issues with debugging while using TypeORM (though switching to other ORM tools seems to resolve any problems). 

The Big Advantages of NestJS

So we’ve seen some of the potential downsides, but what are the best things about NestJS?

• Efficiency — From its use of TypeScript to its intuitive modular architecture, NextJS is designed to give you a fast and efficient development process. 
• Easy testing — NestJS’ organised architecture makes it incredibly easy to test your applications, eradicating the need for time-consuming refactoring.
• Flexibility and compatibility — The framework is compatible with a huge range of third-party modules, and can be used to create monoliths, microservices, CLIs and many types of applications.
• Growing community — Initially, NestJS was hampered slightly by poor documentation and support. But, as its user base grows, the framework enjoys an increasingly large community and support network. 
• Usability — Ultimately, one of NestJS’ greatest strengths is its ease of use. It provides an Angular-based framework that makes creating Node.js server-side applications easy. It also comes with a codebase and documentation that are both open source and regularly maintained.

The Nest Big Thing?

NestJS currently has over 46k stars on GitHub and is one of the quickest-growing Node.js frameworks of the last few years. Though not without its detractors, the framework provides a fast, efficient and easy way to create flexible, scalable and testable Node.js applications.

Whether you’re looking for a backend development tool to mimic Angular – or you just want an accessible and abstracted version of ExpressJS or Fastify – this is the framework to learn. 

Looking for new opportunities for your skills?

Talk to us about improving your chances or ways to upskill. Our team has got plenty of tips to help you keep on track.

Call us on 01473 550780 or email [email protected]. We’ll be happy to hear from you. 

Along with salary, an employee’s notice period can be one of the major sticking points in any recruitment process. It’s common for us to advise candidates on how to negotiate their notice period, but given it can be the difference between taking the next step in your career and staying stuck in a job you’re no longer enjoying, it’s something that any candidate should be prepared for.

Of course, there are times when a notice period doesn’t pose too much of a problem – this is usually when a candidate has a good working relationship with their current employer, or their new employer is happy to wait. However, when a candidate’s notice period looks like it could be a roadblock to their career progression, knowing how to work around it is crucial. Here are a few essential tips on how to avoid a notice period headache.

What’s a notice period?

Put really simply, a notice period is the amount of time that an employee is expected to work for their current employer following resignation. Usually that time is spent providing suitable handover to new employees to support the business on their departure.

Contractual obligations: Key Considerations

How long am I obligated to give?

From a statutory perspective, you are obliged to give a week’s notice if you’ve worked at a business for more than 12 months. Any further notice is a contractual matter between yourself and your employer. This means there is always scope to negotiate an earlier leaving date, and in these situations it is always better to seek a compromise than confrontation.

In some cases, however, confrontation is almost inevitable. I know of someone who was compelled to work a 12-week notice period but not given any meaningful work during that time. In fact, this fairly senior member of staff was asked to carry out tasks such as emptying the bins. In this instance, and others where compromise seems impossible, it may be that a more assertive stance is required. But before you reach that point, it’s worth considering the risks involved in choosing not to honour your notice period:

• Breaching your employment contract

Unless you can demonstrate that your employer was similarly in breach of contract, they may seek compensation if it’s possible to demonstrate a material loss as a result of you leaving earlier than agreed. For example, there may have been a drop in profitability that was directly related to your absence or the cost of hiring a temporary replacement. 

• Possibility of damaging future relationships

You should also consider the possibility of damaging the relationship with your former employer, and the implications this may have in the future – for example, it could affect your chances of getting a positive reference for your next role.

In practice, it’s highly unlikely that your ex-employer would take court action to recover costs, making engaging in reaching an agreed leaving date the best option by far for both candidate and employer.

Be firm but fair: Negotiating your Notice Period

In an ideal world, you won’t need to resort to aggressive tactics when it comes to negotiating your notice period, and one of the best ways to avoid this is to be totally upfront with your employer. Tell them you’ve enjoyed your time working with them but that your focus is ultimately on your new job – you’d like to discuss getting your notice period down, and how you can help in the time you have left. 

You’re not saying you’re not going to do your job; you’re just saying you don’t want it. It’s quite a powerful thing to say, but if your current employer knows your commitment is with your new employer, it may convince them to let you leave earlier. 

After all, why would they want to keep somebody who isn’t committed?

What do you need to remember when negotiating your notice period?

• Always put everything in writing and confirm your planned leaving date
• Make sure you know how much annual leave you have left to take and use it
• Always be professional until your last day – don’t damage relationships
• Provide detailed handover notes and confirm final work commitments.

Think about holiday

Unused annual leave is very useful when you need to negotiate a shorter notice period. If you’ve got ten days’ holiday in the bank when you hand in your notice, your month’s notice effectively becomes two weeks. This is the sort of scenario where I have advised candidates to get quite firm with their employer.

Let’s say, for example, a candidate is on a month’s notice and their new employer wants them to start in two weeks. In the candidate’s eyes, there’s no great reason why they couldn’t be released, but their employer says they’ve got to stick around. The employee then says, “Okay, I’ll take the last two weeks as holiday,” and the employer refuses it because they feel like they’d still be paying for them. That’s in spite of the fact they’ll owe them the accrued holiday pay in their last pay packet.

In normal circumstances, that holiday would be granted. It’s only when it’s refused – almost for the sake of making life difficult – that I’ve had to advise candidates to go back to the employer and say, “I will be leaving on this date.” You’ve almost backed them into a corner then, but ideally you’d like to think you can negotiate.

Reassure potential employers

Your notice period can be problematic when you’re trying to get out early, but it can also be a problem before you’ve even been interviewed. Some employers, for instance, won’t interview somebody knowing they have a three-month notice period. Should you declare your notice period in such cases? The answer is yes – if you are asked directly about it – but you should also be prepared to say, “I feel like I can negotiate this down; I have holiday in the bank, I have a good relationship with my current employer.” Basically, you need to make sure that door isn’t closed before you’ve even had a chance to open it.

Notice period becoming a problem? Get in touch with our team and let’s see how we can help.

When it comes to choosing the right candidates, employers often look for someone who’s demonstrably proactive and eager to learn. So, what better way to show off these qualities in yourself than to embark on learning some new programming languages this year? 

We’ve outlined the top five programming languages that should be on your upskill list in 2022. Whether you just want to expand your knowledge base, or you want to futureproof your career in time for Web 3.0 and the Metaverse, these are the languages that will get you there.

JavaScript

JavaScript is the programming language of choice for the majority of web developers, used to create most of the interactive elements of any web page (think graphics and anything clickable). According to a recent survey by Stack Overflow, it’s used by 69.7% of developers, making it one of the most commonly used programming languages in the world. It’s also the most sought-after by tech hiring managers. So, if you don’t have JavaScript in your toolbelt, now is the time to get to grips with it. 

Luckily, JavaScript is also one of the easiest languages to learn. It’s an interpreted language, which means you can immediately run your code whenever you make changes without having to compile it every time.

That’s great news for beginners learning the language, as you can easily test and check for bugs or errors as you go. There are also plenty of educational resources for JavaScript online since it’s such a popular language.

Java

Not to be confused with JavaScript, Java is an object-oriented language that was designed for “write once, run anywhere” functionality. That means you can run Java code on any compatible machine without having to recompile it. 

It’s also a useful language to learn if you want to move into development for fintech or crypto. Java is highly secure and works well with big data, which means it’s often used in online finance applications and blockchain development. According to a recent HackerRank survey, it’s also the third most sought-after programming language by employers. This is a vital programming language to know if you’re interested in development for Web 3.0 or the Metaverse.

R

If you work in (or want to move into) data analysis, R is an important language to add to your skillset. Like Java, R is an object-oriented language. It’s designed for statistical programming and is most often used by data analysts and data miners for its extensive libraries for interactive graphics. It’s also used by developers in fintech and telecoms. 

The best part? There’s a skills shortage of R developers, so learning the language could give you the edge over other candidates.

Kotlin

Want to move into app development? Kotlin is the programming language to learn. It was originally designed to be a more concise, easier-to-use version of Java while still being fully interoperable with Java code. It’s also known for being secure, hence its popularity for use in mobile apps. 

One of the fastest-growing languages, Kotlin is currently used by over 60% of Android developers and Google estimates that 70% of the apps in its Play Store are written in Kotlin. Google also uses the language for many of its own apps, and is even migrating several of its older apps over to Kotlin too. 

Python

Last, but by no means least, we have Python. Used by around 80% of the coding population and listed as Stack Overflow’s number one most wanted language (i.e. the language most developers want to learn), Python ranks number two on HackerRank’s list of the most sought-after languages according to hiring managers. 

Like JavaScript, Python is considered fairly easy to learn thanks to its interactivity. It’s also multi-functional with extensive libraries that can be used for app development, back-end development, AI, machine learning, data science, and more. If you only want to learn one language this year, Python is probably the best option. 

Future-Proof Your Toolkit

As a developer, you’ll already be aware of the need to constantly upskill and keep up-to-date with the latest in the industry. But, if you’re struggling to pick which language to focus on next, this list is a good place to start. 

Of course, the only way to learn a new programming language is to put your skills to the test and develop a programme using it. Our team has got plenty of tips to help you keep on track with upskilling.

It’s the latest buzzword in tech, and even the inspiration behind Facebook changing its entire brand name, but what is the Metaverse? Is it Mark Zuckerberg’s vision of a Big Tech-monopolised virtual world? Or will it be something entirely more radical and open source?

However you imagine the Metaverse, the opportunities for developers are undeniable. From AR and VR specialists to 3D modellers and Blockchain engineers, a new world is being created — and it needs builders.

What Is the Metaverse?

Contrary to what Zuckerberg and Co. would have you believe, the Metaverse is not a Facebook creation. The term actually originates from Neal Stephenson’s 1992 sci-fi novel Snow Crash and refers to the concept of a 3D virtual internet. Facebook’s iteration isn’t even the first or only kind. Online multiplayer games like Second Life, Fortnite, and Roblox are mini metaverses in their own right. Other tech corporations are creating versions too; Microsoft and Nvidia are both working on metaverse infrastructure stacks, while open-source platforms exist as well. 

The Metaverse (with a capital M) refers to the connection of all of these 3D virtual worlds into one. The concept goes hand-in-hand with the idea of Web 3.0, a new decentralised version of the internet based on digital assets and cryptocurrency. The idea is that a new internet will be developed, where we can socialise in 3D virtual reality, and interact with (or purchase) 3D digital assets. Education, work, games, social networks, entertainment and e-commerce will all have their place. 

But far from a simple 3D social network or gaming hub, the Metaverse has big implications for “real life” as well. We will be able to access the Metaverse via our current devices, as we do with the internet now, but there will be an increased turn towards merging the physical world and the digital world, via virtual and augmented reality technology. It could change how we buy things IRL, and what ownership even means in the first place.

What Skills Do You Need to Work in the Metaverse?

So what does it take to become a builder of this exciting new world? Here are some vital skill sets for developers in the Metaverse:

• Virtual and Augmented Reality —  Virtual experiences will make up a huge part of the Metaverse, so developers must be able to create virtual and augmented content. Tools such as Unreal Engine, Unity, and Amazon’s Sumerian are all vital for creating AR and VR applications. 
• 3D modelling — Crafting 3D virtual assets is key to building VR and AR experiences. Developers who are familiar with 3D modelling tools like Maya (Autodesk) and Blender will be in high demand. 
• Blockchain technology — Digital real estate (like NFTs) will be a major part of the Metaverse. Developers can future-proof their careers by becoming proficient in Blockchain tech such as cryptocurrencies and smart contracts. Key tools include JSON and Solidity (for creating smart contracts), alongside crucial programming languages like C++, JavaScript, Python, and Rust.
• AI and machine learning — Machine learning algorithms and AI frameworks (like PyTorch and TensorFlow) will power many of the processes in the Metaverse. Important data analytics tools include MongoDB and Apache’s suite (Spark, Cassandra, and Hadoop). Data privacy will also have a massive impact on the way information is collected and processed, so it’s beneficial to be familiar with privacy-focused methods like federated learning. 
• Distributed network engineering — Technical engineers will have a big role to play on the infrastructure side of the Metaverse. Knowledge of complex networks and distributed data processing will be vital for managing the Metaverse and preventing crashes or downtime. 

The Metaverse and The Future

It may sound like the stuff of sci-fi, but the Metaverse is being constructed as we speak. From Nvidia’s Omniverse to The Open Metaverse OS, developers are already working in the virtual sphere both at corporations and independently. 

While there are undoubtedly some issues with the concept (proponents have yet to truly counter concerns about the environmental impact of such massive amounts of data processing), it seems the pandemic has only spurred us on in our need to find new and innovative ways to connect. 

Of course, all this means increased demand for talent in tech. Learning these key skills now will future-proof your career and cement your place as a vital cog in the Metaverse.

Get Ahead of the Curve in the Metaverse Careers Market

Speak to us today about the current recruitment drives and vacancies within this soon-to-be expanding sector.

Call us on 01473 550780 or email [email protected]. We’ll be happy to hear from you. 

Digital and tech jobs are booming in the UK. Over 2.1 million people work in the industry, that’s more than in hospitality, construction, or even financial services! So if you’re thinking about starting a career in software development, you’ve got a lot of options, and hopefully, a bright future ahead of you.

With websites, apps, databases and software being integral parts of most businesses, it’s not just startups and big tech companies that offer opportunities for roles in software development.

And no matter what kind of company you work for, you’ll find that there are many different career paths available within the software development field, so you’ll find a good fit whatever your interests or specialisms.

Front-end, back-end and full stack developers have the responsibility of keeping websites running perfectly and looking great. While app, games and cloud developers use their skills to focus on their own niche products. AI and machine learning are becoming more in demand as the value of big data grows, so roles in data science are increasing across the industry as well.

Ready to change your career? Here’s how to start your career in software development.

Step 1 – Education

This first step to a new career in software development doesn’t necessarily involve enrolling on a Computer Science degree at university that will cost your 3 years of your life and thousands of pounds of debt.

Now, we’re not saying that a CS degree doesn’t have value, it’s still an important route into a career in software development that holds a lot of clout. But there are other options too. Some recent research in the US predicted that by 2020 there would be 1 million more computing jobs than there are Computer Science students. Similarly in the UK, software developers of all levels are in high demand and the job prospects are strong, especially in tech hubs like the East of England.

Many experienced, high-paid developers are completely self taught. Online courses offer structure and guidance from beginners levels of coding right through to advanced languages and development. If you’re dedicated, you can build a strong knowledge of software development skills from your living room sofa.

It can be overwhelming knowing where to start with online courses, so our tip is to first identify a specific role that you’re interested in pursuing and work towards that to give your education some drive and direction. Research what problems are solved by different software development roles and find out what interests you the most.

Step 2 – Practice

Once you know what direction you want your new career in software development to take, it’s time to practise. Learn a coding language that will help you transition to other languages or stacks as you become more experienced, like Javascript or Ruby. It’s better to show that you have a broad knowledge when you’re starting out to keep your job prospects as wide and varied as possible. You can always specialise later in your career if you want.

There’s no substitute for real world experience when it comes to learning new skills, and that’s why finding an apprenticeship in the digital sector could be really valuable for kick starting your new career. In the East of England, some top software development agencies have teamed up with college and university level courses to provide students with skills and the possibility of full time employment too.

Step 3 – Build

For the best chance of making it in a new career as a software developer, you have to rely on your own initiative. Stay on top of all the latest industry news, work on your own personal projects and study the work of other people’s code as well.

By using the tools and professional processes that workers in software development actually use, you can prepare yourself for the day-to-day of your new career. Github is a great place to find code documentation written by other developers so you can study it and understand how it relates to programming and websites in the real world.

But your tech skills aren’t the only thing you should be working to improve. Soft skills are just as important. Being a team player, a problem solver, being dedicated and reliable, these are things that every employer is looking for. Think about how these sort of skills relate to working in software development and build your confidence in being able to answer interview questions about these qualities to impress your potential new employer.

Step 4 – Grow

Networking is one of the best ways to build your community of like-minded professionals. It can be a little daunting if you’ve not done it before, so maybe start with joining some online communities like Stack Overflow, to see what discussions, developments and questions are current. Then if you’re feeling more confident, join a coding meetup, a hackathon, or attend a tech talk. The more you get involved in the tech community, the more new opportunities will come your way.

Get Hired as a Software Developer in the East of England

At Bristow Holland we work with the best tech employers in the East of England, helping developers and programmers at the very start of their career and those looking for a change to find their dream tech job. There are great opportunities for software developers at every level so contact us or come and chat to us in person and find out more about what we can do to help.

Let’s face it, the days when employers held all the power in recruitment are over. For better or worse, Covid has changed the face of the working world forever. Candidates are reevaluating their priorities and suddenly the idea of long commutes to work for a company they don’t believe in isn’t looking as appealing as it used to.

If you’re an employer, it’s time to get real to attract and retain the right people. There are concrete changes you can make to boost employee satisfaction and avoid a talent crisis under your own roof. Read on to learn more. 

What’s Changed?

The situation around Covid-19 obviously opened people’s eyes to the benefits of working from home, with no loss of productivity, but it also changed people’s priorities. Seeing loved ones ill or even dying and the general stress of the pandemic led workers to reevaluate what was important to them. Did they want to risk their health and well-being working long hours and overtime for big salaries? Or were they happier taking a little less money in exchange for more free time and less pressure? 

According to a recent report, plenty of candidates have chosen the latter. The poll showed that half of UK workers were planning on quitting their jobs in 2022, in search of a better work/life balance.

Yet, even before the pandemic, a shift was happening. Over the last few years, candidates have become increasingly aware of, and engaged with, their own values. A job is no longer just a job; employees want to work for a company that shares their principles when it comes to diversity, inclusivity, and social and environmental responsibility.

Throw in a talent shortage and some industries – especially IT and tech – have seen the rise of a new, empowered worker. They have new priorities, and they’re so in demand that they no longer need to compromise.

What Do Employees Value?

To attract and retain candidates in today’s competitive skills market, you need to pay attention to what’s important to potential employees. Here are some of the key considerations:

• Value and respect — Top talent is not 10 a penny. The best candidates need to feel valued and respected or they will simply move on to a workplace that fulfils their needs. Employees need to feel that they’re being heard, that their opinions are respected, and that their goals are taken seriously.
• Personal well-being — Post-pandemic, workers are putting their well-being first. Simply put, lots of employees will prioritise good communication, mental health awareness and a supportive workplace over anything else.
• Flexible working — As we mentioned above, flexible working is here to stay and it’s a deal breaker for many candidates. Whether it’s WFH or flexibility over hours, employees have grown used to having control over where and when they work. 
• Development and growth — A dead-end job is one of the leading causes of burnout and resignation. Employees want to know they have the opportunity to learn and progress at your company. Otherwise, they’ll look elsewhere.
• Transparency — From vague salaries to poor requirement descriptions, the modern candidate is aware of every job listing red flag and cliche going. Employees are looking for honesty and transparency at every stage of the recruitment process. 

What Do You Need to Do?

As an employer, here’s what you need to do to attract and retain the right talent for your business:

• Get clear on your company’s purpose, values, and mission — Employees need to know that their goals and principles align with yours. Draw up a company document that outlines your aims, priorities and what you’re doing to achieve your mission.
• Prioritise company culture — Likewise, ensure you have a strong sense of company culture that’s focused on respect, inclusivity and well-being. No lip service either; employees need to know they’ll be supported and that you’ll call out any behaviour that conflicts with your standards.
• Emphasise personal growth — Make it clear that you understand a company only grows if its employees do too. Implement training and development schemes to help employees envision their future with you.
• Focus on flexibility — If a candidate values remote working or flexible hours, respect and trust that they are capable of working in this way. After all, independence breeds responsibility.
• Be honest — You shouldn’t lie or obfuscate in your job listing any more than a candidate should on their CV. Over-emphasising perks or under-emphasising responsibility to snag the best talent will only lead to a disappointed and disgruntled employee. And, in today’s climate, that will probably lead to a quick resignation. Be clear about the salary on offer, the requirements of the role and the benefits of working for you. That way you’re guaranteed to find (and hold on to) the best fit. 

Hiring in today’s climate is still a learning experience for many. But imagine how much more motivated you and your employees will feel when everyone’s needs are met and you’re all moving towards shared goals.

Speak to us today about what you need from an ideal candidate and find out what you need to do to attract them. Chances are, you’re doing a lot right already. 

Call us on 01473 550780 or email [email protected]. We’ll be happy to hear from you. 

With the recent explosion of NFTs into the public consciousness, the buzz around Web 3.0 is growing. The vision is of a new version of the internet; decentralised, private and removed from the control of Big Tech. The reality remains to be seen.

Whether you believe in the Web3 dream or not, the tech foundations underpinning the idea are almost certainly here to stay. Practical knowledge of the blockchain, smart contracts and cryptocurrency will be a vital addition to any developer’s toolbelt over the coming years. 

That’s why we’re diving into what Web 3.0 really means for developers, and how you can future-proof your career in time for the New Internet.

What is Web 3.0?

Web3 (also known as Web 3.0) is essentially a new phase of the internet. So far, the online landscape has passed through two distinct phases. Web 1.0 refers to the period that roughly falls between 1990 and 2004. At this stage, the internet was merely a method for linking static, non-interactive web pages together. 

From 2004 up until the present day is Web 2.0. This is the internet we know and love right now, with all its pros and cons. Think: interactivity, knowledge-sharing, and connectivity. But also data theft, malware and corporate control. 

Web3 is a new phase of the internet that’s intended to tackle at least some of these problems. The idea is to move into a decentralised version of the online world, based on the blockchain. Theoretically, this takes the web out of the hands of big tech companies like Google and Facebook and puts it back into the hands of the people.

What is the Key Difference with Web 3.0?

Its’ proponents say Web 3.0 will improve data privacy and ownership online, with anything posted to the internet demonstrably owned by the poster — thanks to the blockchain. This token-based system will underpin every online interaction in Web3, from publishing content to making financial transactions (cryptocurrency). With no centralised control over the internet, Big Tech will lose its influence on what we do online (including widespread data harvesting and privacy infractions).

Web3’s detractors think a little differently. A recent study highlighted privacy issues with the concept itself, based on the fact that blockchain transactions have to be available on a public ledger by definition. The report demonstrated the ease with which supposedly ‘anonymous’ transactions could be traced back to individual users. The proposed lack of centralisation and regulation could also lead to this new version of the internet becoming a Wild West for cybercriminals. Other concerns are environmental; blockchain technology requires enormous energy consumption, giving it a massive carbon footprint. 

A more likely scenario will be for Web 2.0 to run alongside Web 3.0 for the near future, with websites hand-picking specific blockchain functionalities (like cryptocurrencies, NFTs and smart contracts). 

How Does This Affect Developers?

Here’s a brief list of everything developers need to know about working in Web 3.0.

• Blockchain technology. Web3 is entirely based on the blockchain, so at least an understanding of the concept is essential. There are plenty of free learning resources for the topic online – like Blockchain Theory 101 or Blockhain Technology by edX – which focus on real-world and commercial implementation.
• Cryptocurrency. Crypto is one of the most fundamental applications of the blockchain, so Web3 developers will need to be familiar. Learn about key cryptocurrencies like BitCoin and Ethereum. The whole concept of Web 3.0 was coined (pardon the pun) by Ethereum’s creator, Gavin Wood, and the ETH currency underpins many current NFT transactions. It’s also one of the key software programs for creating decentralised apps (also known as dapps), so will be an important tool in developing for Web 3.0.
• Crypto wallets. Wallets are how you store and manage your cryptocurrencies, but they’re also how you develop and interact with decentralised apps. MetaMask is a good wallet to get started with for developers (here’s a great guide on building your first Web3 app with MetaMask).
• Smart contracts. These blockchain programs are crucial to Web 3.0. They are essentially automated contracts that activate when certain conditions have been met. They facilitate crypto wallets by storing, sending and receiving funds. 

They have other uses too. For example, you could write a smart contract into an artwork NFT transaction that automatically grants royalties to the original artist whenever that NFT is sold on. Web 3.0 developers will need to know how to program smart contracts.

• Programming languages for blockchain development. The current most popular language for programming smart contracts is Solidity. It’s similar to C++ and JavaScript (which can also be used for some off-chain development), so prior knowledge of those languages will be useful. 

Solidity allows you to create EVM (Ethereum Virtual Machine) compatible smart contracts. Since most development blockchains support EVM, this means you’ll be able to code smart contracts for the majority of the most popular blockchains. 

Want to make yourself really popular? Learn Rust too – it’s a low-level language that allows you to code smart contracts for blockchains that don’t support EVM, like Solana.

Future-Proof Your Career

The concept behind Web3 isn’t perfect, but its foundations are compelling. Blockchain technology has already seen huge investment, alongside adoption by major companies and even governments. Millions have already been invested into the technology on the wide-held belief that Web 3.0 is the future. Any developer who wants to make themselves invaluable to clients over the coming years, should take this opportunity to re-skill in Web3 development now. 

Already equipped with Web 3.0 skills? 

There are companies out there with the culture and values that match your own, and who could potentially offer you the employment package you’re looking for. It’s a candidate’s market right now. If you’re looking for your next challenge, call us today or get in touch via the contact page to find out your options.

If you’ve been keeping up with recruitment news over the last 12 months, you’ll no doubt be familiar with ‘The Big Resignation’. It refers to the huge number of workers who have reappraised their working life and either left their jobs, or plan to, in the wake of COVID-19.

As people’s priorities changed post-pandemic, the power dynamic in hiring has changed too. So, how can candidates use this shift to their advantage? And what does it mean for employers?

The Big Resignation: The Facts

According to a recent study, 1 in 4 UK workers were planning to change employers in 2021. That’s 25% of workers, in comparison to the usual 11% previously expected to move jobs over one year. Another report found that people in the UK were resigning at the highest rate seen since 2009.

Not many industries have seen more upheaval than tech and IT. According to Gartner, 31% of IT workers were seeking new jobs in the second half of 2021. 

So what’s led to this widespread career restlessness?

Why Are So Many People Changing Jobs in Tech?

Skilled workers and tech specialists are in high demand. Global Knowledge found that 76% of the world’s leading IT companies were dealing with grave skills shortages across the board. Another report puts the number at 70% in the UK. 

In this context, job candidates are suddenly able to be more choosy when it comes to picking an employer. If a job doesn’t meet their requirements, it’s easy to switch to one that does.

Here are some of the reasons tech and IT workers might have for seeking fresh employment.

Flexible Working

One of the most interesting developments resulting from the pandemic is the huge shift to remote working. At first, WFH wasn’t a choice for many people, as lockdowns prevented all but key workers from leaving their homes. Employers steeled themselves for project setbacks and distracted employees.

However, it rapidly emerged that home working wasn’t the threat to productivity most employers thought it was going to be. In fact, new research shows that remote working actually increases productivity – the findings demonstrate that remote working boosts work engagement by 75% and innovation by 63%. 

With employers no longer able to use the excuse that it’s bad for business, remote working has become non-negotiable for many workers – especially in tech and IT, where roles are often uniquely suited to WFH.

“Even if it isn’t full-time, almost all candidates now expect a blend of home and office working,” says our software skills specialist, Matthew Foot. “Anyone expecting full-time office workers will find themselves at a significant hiring disadvantage.” 

Simply put, if a company doesn’t offer remote and flexible working, its employees are likely to start looking elsewhere.

Better Pay

With so many IT companies experiencing skills shortages, workers have their pick of roles – and it’s unsurprising that many will go for the jobs that pay best. If an employer doesn’t offer a worker the pay rise they expect, they can simply move to another role that will. 

The November 2021 Lloyds Bank Business Barometer reports that 43% of firms expect to see a 2% increase in average wages over 2022, while 25% expected a 3% increase. 

Wellbeing Over Work

That being said, many workers are reporting a change in priorities since the dawn of Covid. Lockdowns helped many people achieve a better work/life balance – workers wasted less time commuting and had more time to spend with family or on hobbies. The pandemic also made people re-evaluate what was important to them. 

That’s why employees are fast ditching roles that involve too much stress, conflict, or overtime, preferring jobs that offer a better location or working environment, a positive company culture, increased wellbeing and fewer hours. This has become so important to job seekers that many are even willing to take a pay cut over it.

What Does This Mean for IT Candidates and Employers?

When it comes to employers, the key is complete transparency. Companies have to be upfront about the things employees are looking for – i.e. flexible hours, benefits and good working environments.

Higher rates of pay can certainly help, but company culture, career progression, up-skilling opportunities and employee appreciation are equally important. The more a company can do to make their role attractive, the more likely they are to snag that sought-after employee. 

If you’re a tech or IT candidate, the current climate means that you’re in a stronger position than ever before. Have confidence in yourself and your skills, and remember that you’re in the driving seat! As a specialist with in-demand skills, you now have more leverage when it comes to choosing who you work for.   

Making the decision to move jobs can be stressful, but with the right support and advice it can be a lot less painful than you imagine. Yes, you will still have to go through the interview process and tell your current employer you want to leave, but it’ll be worth it – especially when you know you could be more fulfilled at work.

A better future is worth paying the price now. 

Land your next dream job in IT and tech

With skilled specialists currently in short supply, the hiring climate in 2022 is a candidate-focused land of opportunity. With so many employers keen to attract professional talent, there has never been a better time to push for working on your own terms and craft your dream job. 

Get advice and feedback on your options – or get clarity on where you want to go in future – in a friendly initial chat with one of our agents. 

Contact us today on 01473 550780 or email [email protected]. We’ll be happy to hear from you. 

While salary, benefits packages and location often top job seekers’ priorities, your relationship with your employer can sometimes be overlooked. In reality, how you get on with your boss, your colleagues and your new company’s culture can have one of the biggest impacts on your career progression – not to mention your mental health and well-being. 

That’s why it’s just as important to find out if a company is a good fit for you as it is to convince an employer you’re a good fit for them. Here are some factors you should consider when evaluating a potential workplace.

Check the Stats

One of the issues with assessing a company’s working environment is that many people assume it’s a qualitative evaluation, rather than a quantitative one. But it’s not just the vibe or atmosphere of an office that can give you clues to its culture. There are distinct metrics you can ask a potential employer for, that will tell you a lot about how they run their business.

• Staff retention. A company’s staff turnover rate should give you a big hint as to how it treats its employees. Yes, there are always exceptions, but an employer with a high turnover rate probably isn’t doing enough to keep its workers happy. 
• Client retention. Similarly, if a company has a high turnover of clients, you might want to steer clear. Low client retention could indicate an issue with any products or services the company is selling, or it could highlight potential communications or performance problems. 

Assess Company Values 

You’re going to be happiest when you’re working for a company whose values align with your own. It sounds obvious, but lots of candidates don’t learn about an employer’s ethics and standards until it’s too late.

Here are some things to look out for:

• Do they have an employee charter or culture manual available online? 

A company’s culture manual is a great place to learn about its values. A good charter should outline what you should expect as an employee and what is expected of you in return. 

• How upfront is the job listing? 

Vague job descriptions waste everyone’s time. If a company isn’t being upfront with you about the salary, responsibilities and expectations of the role, it might be time to consider what they’re hiding.

• Do they have a Careers page with benefits? 

Transparency is vital in the hiring process, and decent employers will make the advantages of working for them easy to find. Look for a Careers page on their website and see if company benefits are clearly listed.

• Can you check social media? 

A company’s social media account can be a window into its day-to-day life. It’s a great way to check out if the workplace looks nice, whether the team seems sociable, if the company organises any team activities and if they openly celebrate and appreciate team members. 

• Does the company align with your political and social views?

We’re not saying you have to vote the same way as everyone in your office, but a company’s values can include its commitments to issues that might be important to you. Do they have an environmental charter? Do they contribute to, or work with, any charities? Assess what’s important to you, then look for an employer who agrees.

Listen to the Word on the Street

There’s no better indicator of a company than how it’s talked about by people who used to work there. 

The most obvious place to start looking is Glassdoor. If you haven’t used it before, Glassdoor is a company review site – a bit like Tripadvisor for the employment sector. It allows both current and former employees to leave reviews of a workplace. They can list pros and cons of working for the company and give it a star rating overall. You can also search reviews by job description, so you get a clear picture of what your role would look like. 

Glassdoor isn’t the only source of information, though. Look for any comments or reviews of employers on their social media sites (both from employees and customers). Check how they respond to any negativity on their social channels. Have a look at LinkedIn to see if there’s anyone in your network with connections to the company. You can also send a polite InMail to previous employees to ask for their opinion.

Know What You Want

As we mentioned earlier, a big part of assessing a company’s suitability is knowing your own values and requirements. Some qualities are universally good in a company, but others are subjective. Here are just a few important factors to consider:

• Big or small company? 

Do you prefer being a small cog in a big, busy team, or do you want to work in a smaller company with a close-knit group and a variety of responsibilities?

• Individual tasks or teamwork? 

Do you enjoy collaborating with others or do you prefer to be left alone to get on with your job?

• Office life or remote working?

Does your potential employer offer flexible working opportunities like WFH? Is remote working a dealbreaker for you?

• Bustling workplace or quiet office? 

Do you enjoy being surrounded by noise and activity while you work, or do you need peace to concentrate?

• Home at 5.00 or social life? 

Do you prefer to keep work and life separate, or do you enjoy socialising with your colleagues? 

• Peaceful location or busy surroundings? 

How do you like to spend your break time? Would you be happier in a quiet location where you can get some peace, or do you want a central location with shops and activities on your lunch break?

Once you know what’s most important to you, you can be upfront with your recruiter about your needs, and have a wealth of questions to ask any potential employer. Of course, sometimes the answers won’t be what you want to hear. But it’s better to find out sooner rather than later. 

Take the Detective Work Out of Job Hunting

The easiest way to ensure you’re talking to the right companies is to work with the right recruiter. They will care just as much about your needs as they do about a company’s. At Bristow Holland, we do everything we can to work with clients and candidates on a personal level and bring together companies and talent that we know will be a great match for each other. 

Contact us today to see if we can find your perfect match.

Vickie Allen’s star shines very bright in the East Anglian technology sector. Senior Developer at FinTech pioneers Certua and co-founder of the DevelopHER Awards, she’s established herself as a key player in the fight to raise the profile of women in tech and present role models for those looking to progress in the industry. 

We caught a few valuable moments with Vickie to talk about her experience as a woman in the tech industry, how she sees the landscape developing for women in our sector and her plans for the next DevelopHER Awards. 

How do you feel as a woman in the tech industry?  

I think this comes back to why I run the DevelopHER Awards, but I feel like I’m in on some kind of secret. 

The stereotype is that tech is some kind of boys’ club and women think they can’t do it, or that they’re not capable of doing it. But it really is an awesome industry to work in. There’s all this opportunity and I really don’t think it should be like a boys-only club. 

So I’d say I’m in on the secret and just trying to share it with everyone. But everyone just doesn’t believe me! 

What sparked your interest in tech originally?  

I guess I was one of the first generations to grow up with tech from quite a young age. There’s a photo of me as a baby sitting in front of a BBC B computer. My dad worked in IT, so I suppose that helped a bit, although I do famously remember my mum telling me not to take IT for A level because I couldn’t possibly want to go into IT like my dad. I think she’d seen my dad get stressed out by his job and didn’t want the same for me. 

So, naturally, as any teenager would, I did exactly the opposite of what mum told me to do! But I would also say that me and my dad have very different jobs. He was involved with project management from early on rather than the development side.

What inspired your move into development in particular?  

I couldn’t put my finger on it exactly, but it was probably when I was around 13 and MySpace was a thing. You could edit your profile page and add CSS and HTML, edit your theme and change the font and so on, and I guess that was my first dabble with code. Not that I realised it at the time. I just thought I was adding pretty things to my page.

For me it was just a means to an end, a way of seeing there is more than one way to do things. Not a matter of right or wrong, just what works and doesn’t. 

As your career progressed, did you get any great advice?  

My favourite quote – and I use this one way too much – is:

‘Bite off more than you can chew. And then chew like hell.’ 

For me, that is how I deal with change. I think that you can work through it, push yourself. And yes, I try to live like that and make sure I don’t get stuck in the same rut. Always pushing myself. 

You started the DevelopHER Awards in 2015. How did that come about?

When I started working in the industry at the end of 2012, someone invited me along to a tech meetup. They had a speaker from Google, so for Norwich it was quite a big event. There were around 80 people there and when I walked in the room there must have been maybe three other women. I was, like, ‘What??’

I guess I had been sheltered from this whole issue of the number of women in IT up to that point. At school, we actually had a woman as head of IT, and there were a couple of women teachers, so I was none the wiser that this was unusual. 

I was really shocked the industry was like this. So I started running meetups and getting female speakers in and getting people to come along, but it wasn’t really doing it for me. And then someone said, ‘Oh, you should run an awards ceremony.’ I’m not very good at saying no, so I said, ‘Sure, let’s do it!’

I do really like the impact the event has. I think of it like a snowball effect because you can nominate someone and then they know about the Awards, and then they nominate someone, and they nominate someone else, and it just grows out from there. It’s not limited to the same circle, which is what I found with meetups. 

And no-one can say no to an award, can they?

How would you say DevelopHER has evolved since you first kicked off?  

I wouldn’t say it’s changed that much, really. It’s grown a little bit. The first year we had around 150 people and now we have more like 200-250. 

We’ve also made it a bit fancier and gone for the full black tie. In the tech industry, we don’t get to dress up enough and it gives me an excuse to buy a fancy dress. I think people resonate with this as well – I’ve had several say to me they can’t remember the last time they had to dress up to go out. It makes it a lovely celebration. 

The last one, last November, was just before the Omicron variant came about, so people were starting to relax and think all the isolation was over. For so many people the awards was the first event where they’d actually seen each other. It had a very special atmosphere, different from all the other years, you could just feel people reconnecting. It was wonderful. I was so grateful it was before the Covid precautions came back again the next week, because it wouldn’t have been the same kind of event a week later.

How would you say the tech career landscape has changed for women in the last 10-20 years?

I would say that in my experience I do think there are more women in tech, but not necessarily in my role, as a developer. We’re constantly hiring and we never get any women applying, and it really frustrates me. It’s a problem.

But I would also say that in sectors like digital marketing there has been an increase in women taking those roles. And they’re actually doing more techy stuff than they realise. It’s kind of in disguise.

This is one of the reasons why we have such wide categories with the Awards. Because a lot of people think that women in tech is just about sitting in front of a screen, writing code. What the Awards aim to show is that it’s so much wider than that. If you are a woman working for a tech company doing digital marketing, or in any role, that makes you a woman in tech. I do think people are scared of the words ‘tech’ or ‘IT’, and they shouldn’t be. 

“I would hope that in 10 years maybe there wouldn’t be any need for the DevelopHER Awards because women in tech would no longer be unusual.”

Do you have any female heroes in the tech/IT sector?  

I don’t think I do, and I think that’s part of why I wanted to run the Awards. There’s that quote, which goes something like: ‘You can’t be something you can’t see.’ So it’s all about creating those role models for other people to see. 

I wouldn’t say I’m the kind of person who is into celebrities or particular people, personally. But I do think it’s important to create those role models. 

This said, locally, you’ve got people like Sam Parnell in Ipswich who is always out there shouting about everything. In Cambridge there’s a developer called Sofia Price who’s really technical – I’ve always followed what she does. 

There’s also a woman called Tricia Gee who was really involved in Java and JetBrains. At the beginning of my career she came along to a lot of meetups, and I guess I was inspired by her and the work she’d done. 

What are you excited about for the future?

I’m excited to see, and encourage over time, more women in tech. Part of me feels that, surely, because of all the work that’s been and being done across the country, some of that must have an impact and we’ll see more girls coming into tech career paths. They’ve properly grown up with technology. Since day one, they’ve been using phones and iPads. Surely, tech has been built into their minds and they’ll like the idea of following a career path into that world.

I’m just hopeful that we’re going to see the balance shift. I would hope that in 10 years maybe there wouldn’t be any need for the DevelopHER Awards because women in tech would no longer be unusual. 

Do you think the climate in recruitment has evolved to accommodate the needs of women in tech? 

I do still think there is an issue – and this is in any industry – where men will apply for a job if they meet 50% of the criteria, whereas women apply if they meet 99%. I think that has an impact, especially for a more technical job like mine. The employer might be listing all these technologies they use, and the chances of someone’s tech stack matching those requirements 100% is slim.

If you’re changing jobs, there are always going to be parts of that job you don’t know and will need to pick up. But also, tech is always evolving and you’re always learning. Every time I look at a job description, I think, ‘I can’t do all of that’, and then think: ‘No, if I was a man I would be applying for this.’ You need to be confident and just do it. The worst they can say is no. 

People sometimes ask me if I can help them write a job description so they can get more women interested, but I do think it’s very subjective. What might work for me might not work for another woman. So, unfortunately I don’t have a magic wand to wave and suddenly they’ll get all these women applying for their jobs. We can’t even get women applying for the jobs where I work! 

There’s a wider problem. There’s a shortage of developers in general, and beyond that there’s an even greater shortage of women in tech. We’ve already got two women developers, so I’d feel a bit greedy getting another one! 

After the pandemic, there has been more flexible work available in tech. I do think tech is one of the industries that has changed to flexible working practices and won’t change back. This can perhaps help attract some of the people who’ve been looking for that flexible environment, which stereotypically could be women, but obviously not all of them. 

Is there a typical route for women into tech?

What I sometimes talk about is how I didn’t go to university. People often think that this is the only route you can go down into a development role, and I don’t think that’s true. You can teach yourself in this field. Obviously, I was lucky to have the opportunities I did, but I do think that if you just wanted to start learning at home in your spare time, you can. There are plenty of resources out there to do that, and people shouldn’t be scared of going for it. 

Through doing the Awards, I’ve heard quite a few success stories of people who were working in non-technical roles who found an interest in more technical aspects and then side-stepped into it. I think most companies – especially since it is so hard to recruit developers – if they’ve got someone showing interest they will welcome them into the fold, so to speak.

Also, everyone seems to think you have to be really good at Maths to be a developer, and I also don’t think that’s true. Don’t get me wrong – I did enjoy Maths at school, so perhaps I fit that stereotype and I do enjoy lots of logical type stuff, but I wouldn’t say I really use Maths in my job. 

People sometimes have this image of you writing lots of crazy, complicated algorithms and I think the job is made out to be amazingly complex. This goes back to what I said earlier, about it being a secret. Sometimes I feel like people want others to think being a developer is a crazily difficult job to make themselves feel good about it. I personally think that you don’t have to be really, really clever to be a developer or to work in tech. But it sometimes gets put on this pedestal.

Do you think this is a common block – assuming you need to be ultra clever or great at Maths to get into development?

I actually went out to a local high school a few years ago to talk to a class who were choosing their GCSE options and they had to choose between Computing – which was the more complicated option – or IT. And the teacher stood there in front of me and said, ‘If you don’t like Maths you should do IT, and if you like Maths you should do Computing.’ 

I had to say, ‘Can we not base this on whether we like Maths or not?’ because I’m not sure that any teenage girl is ever going to admit to liking Maths. 

Is there still that differentiation at school age about what women or men should go into?

I wouldn’t say that there was at my school, but then at that time there was just one subject: IT. Since they split the curriculum into Computing and IT, and kids have that choice, I think many will choose IT and immediately they will be on the back foot when it comes to development. 

I think people should have to do both, just as I had no choice but to do IT when I was at school. I think we need to say: tech is the future. Tech is in everything you touch nowadays. By the time you’ve got up in the morning and gone to school, you’ve already touched about 30 things that are controlled by some kind of code. We don’t let kids not do Maths – you have to have an understanding of it – and I think the same should be true of computing. 

So this all still relates back to you feeling like you’re in on a big secret that everyone should know? 

I love my job and I can’t imagine doing anything else. And I want to share this. I hear people moaning about their job and I think: ‘Come and do my job!’ I hear people say, ‘Oh, I couldn’t possibly do your job.’ And I think, ‘But you could, though!’

Finally, when will the next DevelopHER Awards take place?

The provisional date is November 24th, and we’ll be back in Norwich. We’re using a venue we haven’t used before, Epic TV Studios. Sadly we couldn’t use the Open venue again as it closed during the pandemic, but Epic will hopefully live up to its name. 

How to deliver digital transformation when candidates are in short supply.

As business started a return to normality in 2021, many digital transformation projects put on hold during 2020 were reignited. The resulting rush for skills has caused a current high demand for IT professionals, and we’ve seen knock-on issues across the sector.

Here, our MD Andy Bristow goes over the roles that are in short supply, what you can do to attract the right people and how the shortage of skilled experts might affect your delivery timelines and your budgets. Still looking for someone? We’ll know who’s available. Get in touch with Andy today.

Testing and QA goes hand-in-hand with software development, and increasingly the skill sets are becoming interlinked. If you have a solid attention to detail and a tendency towards perfection, a career in this field could work well for you.

In this short video, our expert Marc Brown highlights what skills are needed at entry level, what kind of jobs are currently available, the salary you can expect and the ways Bristow Holland will work with you to take advantage of the opportunities in the market.