Ryan Hill

Recruitment is changing faster than most agencies are willing to admit. CV scanning, manual shortlists, and gut-feel interviews don’t scale — and they don’t compete with AI that can read thousands of profiles in seconds, match skills objectively, and remove bias from first-round screening. This isn’t a threat to recruiters. It’s a warning. AI won’t replace recruiters, but recruiters who use AI will replace those who don’t. #RecruitmentTrends #AIInHiring #FutureOfWork #HRTech #TalentAcquisition

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Let’s talk IR35… ⚖️ IR35 is not just a tax issue. It is a decision-making issue. From a client perspective, uncertainty around IR35 slows everything down. Projects stall. ⏳ Approval chains grow. And critical expertise is delayed when it is needed most. From a contractor perspective, IR35 clarity determines trust. 🤝 Top contractors want transparency before conversations go too far. They want to understand risk, control, and expectations from day one. When IR35 is left until the final stages, both sides lose. Clients lose access to their strongest contractors. Contractors lose confidence in the project and the process. The most effective engineering programmes treat IR35 as part of early planning, not an afterthought. Clear status. ✅ Clear scope. 📋 Clear accountability. When clarity exists, decisions happen faster, and delivery becomes easier. 🚀 #IR35 #ContractEngineering #EngineeringLeadership #UKContractors #WorkforceStrategy #ProjectDelivery

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Helped a fintech client navigate a sensitive inside IR35 placement last month. The key? Clear role definition + early contractor alignment.

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⚖️ IR35 in 2025: Smart Strategies for Using Contract IT Talent Contractors remain essential for scaling fast and accessing niche expertise—but IR35 continues to confuse and concern many businesses. Our advice: Define Status Clearly - Use robust, documented IR35 assessments. Call in Experts - Don't risk misclassification; specialist advice pays off. Specify Deliverables - Crystal-clear contracts strengthen your IR35 position. Bottom line: Don't let IR35 scare you off. With the right processes in place, you can tap into exceptional contract talent without compliance headaches.

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Happy Tuesday LinkedIn Just wanted to highlight our offshore Solution to all my Tech IT Data Hiring Managers in my network. Here at Precision Resource Group (PRG) more and more of our clients are engaging our offshore solution called iOffshore. iOffshore provides seamless integration of offshore capabilities with our established recruitment expertise. Some of the key benefits are : 📈 Cost-effective - Significantly reduce recruitment costs by utilising an offshore model from our India office 🌎 Global talent pool - Gain access to a diverse pool of global talent, ensuring the best fit for specialised roles  🏃‍♀️ Speed to hire - Experience faster recruitment cycles with streamlined processes and a ready pool of talent, ✅ Compliance - You will solely deal with a local entity for all legal, compliance. If you are looking at an alternative hiring solution like offshore, then please drop me a line to discuss this further. r.sillence@ioassociates.co.uk 07855457831 https://lnkd.in/eJjcdteg Phil Orsborn Sharon Taylor Kate Southwood Fran Thompson David Parkinson Ella R. Daniel Glyn-Jones Neil Willis-Stovold Stella Webster Josh Gardiner

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Are you using role-based IR35 assessments the right way? Many businesses use role-based assessments to speed up hiring decisions. It’s a smart way to get an early view of IR35 status, but only if done properly. The key is knowing the difference: ✔️A role-based assessment helps streamline hiring. ✔️A blanket determination risks non-compliance. The distinction matters. Role-based assessments can bring consistency and efficiency – but only when combined with individual checks once a contractor is engaged. Our new article explains how to apply this approach without falling into the blanket determination trap. 👉 Read it here: https://buff.ly/WqYiHgc #IR35 #IR35assessment #IR35Compliance #Compliance #Consultation #HRnews #HR #HMRC

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“I’m not seeing many freelance contracts online…” I hear this a lot from QSs thinking about going freelance. The reality? You’re not going to find a steady stream of Outside IR35 contracts on job boards. The good ones never make it there. They’re closed off behind trusted networks. Filled before a client even thinks about posting on Indeed or CV Library. Either the client already has a contact base they trust or they’re speaking to me. Freelance is built on long-term relationships, not short-term scrolling. Build your network, not your CV Library alerts. If you want to get into the rooms where these roles are decided, start before you “need” the work. That’s how the best stay booked.

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🧠 Talent risk is the bottleneck no one's talking about........... Everyone’s focused on tech, capital, and policy, but here’s the truth: 🚨 The biggest threat to scaling renewable infrastructure in the UK isn't grid delays or permitting… …it’s people. Here’s what I’m seeing across the market right now: - Companies are "comfortable" - Teams are stretched, same heads, more projects - Succession planning is almost non existent in mid sized firms - Grid, project delivery & asset management skillsets are in high demand but in short supply - Companies are hiring reactively, not strategically We’ve reached a point where talent isn’t just a department’s responsibility, it’s a business critical risk. 💬 Whether you're an MD, a Head of Projects, or a TA Lead, ask yourself: What would happen if your top 3 people left tomorrow? Would delivery stop? Would knowledge walk out the door? If that thought makes you uneasy, you’re not alone. In the coming months, I’ll be sharing more on how I help clients reduce talent risk across their organisation, from succession audits to strategic hiring plans. Let’s build teams that scale with the mission. Not ones that burn out before we get there. #Renewables #TalentStrategy #EnergyTransition #CleanTech #NetZero #Hiring #UKRenewables #TalentRisk #SuccessionPlanning #ProjectDelivery #Grid #BESS #Solar #Wind

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Struggling to Find the Right Talent for Your Engineering & Industrial Roles? Top Tips… What’s Working Right Now In today’s competitive market, top engineering and industrial professionals aren’t just passively waiting for job opportunities they’re being actively sought after. If you're aiming to secure the best candidates, a simple job listing won’t be enough. Here’s what’s actually working in today’s recruitment landscape Speed is Key Top talent won’t wait around. If your hiring process drags on for weeks, you’ll lose them to quicker moving competitors. Streamline your process, cut through the red tape and be prepared to act fast when the right candidate shows interest. Clear & Honest Value Propositions Why should someone leave their current job for yours? Be clear about your company’s unique selling points. Whether it’s culture, growth opportunities, leadership, or the potential for professional development be specific and transparent about what sets you apart from other employers. Personalised Outreach is Essential Generic outreach messages won’t cut it. Tailor your approach to each candidate, demonstrating that you understand their skills, experience and potential fit for your role. Be human, be relevant and make it clear that you’ve done your research. Salary, share the salary from the outset Ensure the salary is competitive and visible. Your competition will secure the most Talented People over your Business if you are not up to date with what the market is offering or if you hold back on being transparent. Statistically jobs with salaries attract higher quantity and quality applications. Beyond Salary Offer the Full Package In today’s market, candidates are looking for more than just a paycheck. Flexible working options, professional development budgets and a supportive leadership structure are becoming expected, not just ‘nice to have’. Be ready to show candidates how your offering extends beyond salary alone. Reputation is Everything Word travels fast in the engineering and industrial sectors. If your company has a strong culture, let it shine. Share employee testimonials, success stories and behind the scenes content that showcases your workplace environment. A positive reputation will attract the kind of candidates you’re looking for. The Bottom Line To hire the best Engineering and Industrial talent, you need to be decisive, clear and demonstrate true value in your offerings within a tight timeframe. If you’re actively hiring or looking for a recruitment partner who understands the nuances of the Engineering and Industrial sectors, feel free to get in touch

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Recruitment agencies using Pump can now take their data searches to the next level! Our latest enhancement to Pump Search is now generally available, giving recruiters the ability to include columns from related tables directly in their search results. This means less time navigating between entities and more time focusing on what matters – building relationships and placing candidates. Here’s what’s new: ✅ Select columns from related tables when configuring Pump Search ✅ Use the Related tab in the column selector to expand relationships and access additional data ✅ Add related columns to saved searches and even set them as default for future use This update delivers the flexibility you expect from Dynamics 365, now tailored for recruitment businesses through Pump – your CRM and ATS built on Dynamics 365 Sales Enterprise and powered by the Microsoft Power Platform. Discover how Pump helps recruitment agencies streamline processes and unlock deeper insights:🌐 https://buff.ly/dV8jzor #RecruitmentCRM #RecruitmentTechnology #RecruitmentAgency #RecruitmentInnovation #Dynamics365 #PowerPlatform #ATS #RecruitmentSoftware #PumpCRM #RecruitmentAutomation #MicrosoftCopilot #RecruitmentData #RecruitmentInsights 🚀

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Recruiters… honestly, please read a book on IR35 before advertising “Outside IR35” roles. If you’re going to call something Outside, then stop using terminology that literally contradicts it. The classics: “6-month rolling contract” “Mandatory hybrid / onsite days” “40 hours per week / core working hours” “Reporting to the line manager / part of the team” “Time & Materials contract” These aren’t Outside IR35 indicators, they’re Inside IR35 working patterns dressed up as something else. Yes, there might be a proper deliverables-based SOW hiding behind the scenes… great if there is. (frightening how many businesses do not.) But if that’s the case, say that, instead of pairing “Outside IR35” with language that screams employment. Let’s raise the standard. Contractors notice. HMRC notices. And honestly.. you have a duty too... Not like you are part of the chain and fee payer or anything 🫠 🫢

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💭 “𝗜 𝗮𝗽𝗽𝗹𝗶𝗲𝗱 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗵𝗶𝘀 𝗷𝗼𝗯 𝗶𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝘀 𝗺𝗲.” I hear this all the time - sometimes even in cover letters. But here’s the truth: 𝘪𝘯𝘵𝘦𝘳𝘦𝘴𝘵 𝘢𝘭𝘰𝘯𝘦 isn’t a reason to apply. You might find a role exciting, but if you’re not at the required level yet, you’re just shooting in the dark. So how do you know if a job is really for you? 👉 Start with the job title. It often tells you more than you think. https://lnkd.in/ezEh385G

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𝟐𝟎𝟐𝟔 𝐏𝐥𝐚𝐲𝐛𝐨𝐨𝐤: 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫𝐬 𝐖𝐡𝐨 𝐖𝐢𝐧 𝐖𝐢𝐥𝐥 𝐓𝐡𝐢𝐧𝐤 𝐋𝐢𝐤𝐞 𝐓𝐞𝐜𝐡𝐧𝐨𝐥𝐨𝐠𝐢𝐬𝐭𝐬 - 𝐟𝐫𝐨𝐦 𝐉𝐒𝐁𝐂 𝐋𝐚𝐛𝐬 Thanks to JSBC Labs for their contribution to our 2026 Playbook series. The recruitment industry doesn’t need more tech — it needs smarter, connected, insight-driven systems. As 2026 approaches, the agencies that win will act more like tech companies. Here are the big shifts JSBC Labs is seeing: 💥 Automate the admin, not the relationships 💥 Connect your systems (and your teams) 💥 Build for visibility, not just data entry The strongest agencies in 2026 won’t chase more tools. They’ll build smarter workflows, cleaner data ecosystems, and tech that powers human connection. Read the full blog 👇 https://lnkd.in/ehjjhGUr #2026Playbook #RecruitmentTechnology #DigitalTransformation #UKRecruiter #JSBCLabs #UKRecruiter

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The Rise of Forward Deployed Engineers....unique recruitment opportunity In the rapidly evolving landscape of software development, the role of forward deployed engineers is more crucial than ever. As AI continues to shape coding practices and streamline processes, it’s the engineers who are not just writing code but also aligning innovations with business goals that will define the ultimate success of tech startups. Forward deployed engineers are uniquely positioned. They actively engage with clients, understand their needs firsthand, and create tailored solutions that drive impact. This is a game-changer, especially for startups aiming to leverage AI capabilities while maintaining a strong connection to user experience and product vision. Yet, sourcing this niche talent remains a challenge. That’s why I’m looking to expand my team with a passionate recruiter focused solely on identifying and attracting forward deployed engineers for our innovative clients. If you have a knack for spotting talent that bridges technical prowess with strategic insight, let’s connect! What do you see as the biggest challenge in hiring forward deployed engineers today? #TechRecruiting #EngineeringTalent #Startups

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🗣️ Project Update At the start of the year, the Node Bros began helping a European client scale their engineering team to launch three new products - key to expanding their customer base and offerings.   Initial challenges: 👉Low brand awareness, losing local talent to bigger firms 👉Some initial legacy projects candidates were hesitant to join 👉Poor candidate quality from internal outreach and agency searches   The brief: Hire two Front and four Back End Developers, all on-site, starting Q1.   Outcome: ✅ All hired and onboarded on time. As we move into H2, we’ve successfully secured 14 engineers overall and have two final interviews plus 11 first-round interviews scheduled across multiple roles. We’re also in discussions to support two new disciplines and a C-suite hire.   How we succeeded: 👉Researched local talent, competitors, and ideal work patterns 👉Introduced a tailored candidate tracking system with CTO and HR for efficient candidate tracking 👉Streamlined hiring with faster interview scheduling and improved candidate experience 👉Added a final CTO call at the offer stage, which improved acceptance rates Thanks to these hires, the business is on track to release a new platform in September, with additional projects underway. If you face similar hiring challenges and want to scale quickly with top talent, let’s chat! 📨cengiz.jaffer@signify-tech.com

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Hiring contractors can be a brilliant way to add speed and flexibility, but getting the setup right is crucial. IR35 responsibility now sits with most employers, and even one misclassified contractor can lead to significant unexpected costs. For a contractor on a £500 day rate, that can range between £31,746 and £48,840 a year in estimated unpaid tax, NI and penalties. A bit of clarity upfront on engagement routes, documentation and compliance goes a long way. We’ve put together a clear, simple guide to help teams approach contractor hiring with confidence. If you’d like a copy, just let me know! #socialscaling #contractor #IR35 #newjob #recruitment #software #mechanical #manufacturing #electronics

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⚡️𝗠𝗼𝗻𝗱𝗮𝘆 𝗠𝗮𝗿𝗸𝗲𝘁 𝗜𝗻𝘀𝗶𝗴𝗵𝘁 - 𝗨𝗞 𝗥𝗲𝗻𝗲𝘄𝗮𝗯𝗹𝗲𝘀 🌍 Every week, we see how shifts in funding, tech and policy shape hiring demand across the renewables space! ☀️ 𝗦𝗼𝗹𝗮𝗿 𝗣𝗩 - Commercial rooftops & C&I projects are accelerating → demand for Designers, Install Managers & O&M talent. 🔋𝗕𝗘𝗦𝗦 - Investment in large-scale storage is surging → Project Managers & Grid Engineers with hybrid skillsets are in short supply. 🔥𝗛𝗲𝗮𝘁 𝗣𝘂𝗺𝗽𝘀 - Government schemes fuelling adoption → Installers & Service Engineers remain the biggest bottleneck. 🚗𝗘𝗩 𝗖𝗵𝗮𝗿𝗴𝗶𝗻𝗴 - Workplace & fleet rollouts picking up → high demand for BD Managers & Technical Engineers. 👉 Trend: Companies offering multi-technology solutions are leading growth, but the skills gap is widening. Those investing in training and partnering early on talent are staying ahead. If you’re scaling in this space, I’d love to share what we’re seeing in the market and how we can support your hiring strategy- drop me a message! #Renewables #Solar #BESS #HeatPumps #EVCharging #GreenJobs

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