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​Being a marketer a few decades ago was a very different path from that of today. The explosive growth of the MarTech industry is not something to ignore.
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Although businesses had already been making use of digital strategies, the global pandemic caused an accelerated shift towards the digital revolution.
&nbsp;
The Marketing and Technology sectors have blended, MarTech is born - it&rsquo;s expanding at a rapid rate and now might be the most exciting time to upskill and make that career switch.
&nbsp;
What is MarTech?
&nbsp;
Marketing technology refers to the systems and tools that help marketers better engage with their audiences. These tools streamline and automate processes, saving marketing professionals heaps of time while enabling them to analyse the success of their efforts.
&nbsp;
Why MarTech?
&nbsp;
Modern marketing simply doesn&rsquo;t exist without MarTech. Digital transformation is as much about the development of people as it is technology. Today&rsquo;s marketing teams need a mix of creativity and technology to thrive.
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Businesses are seeking people with traditional marketing skills to blend with the next generation of technical tools. Balancing branding, communications and creative-based roles, with automation, analytics and data.
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Remote opportunities
&nbsp;
The pandemic accelerated existing trends in remote work. More than ever, people are looking to move past decades of 9-5 office-centric work, seeking new ways to operate, be it flexibly, remotely or part-time.
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Marketing was one of the leading sectors that thrived with flexibility and remote-working. The future of work is dispersed &ndash; with better work-life balance, less commuting stress and location freedom - working from home / wherever you fancy is more important than ever.
&nbsp;
The MarTech sector has put remote working at the forefront, with progressive businesses building remote teams.
&nbsp;
Lets you market smarter
&nbsp;
The innovation of MarTech tools enables you to be a better marketer, it&rsquo;s that simple. If you use Google Analytics to track performance on your website, or send emails through MailChimp, you're already using MarTech.
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Examples include:
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●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Email marketing
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Content management systems
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Optimisation platforms
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Data analytics
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Customer data platforms
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Social media platforms
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Technologies like these save marketers time, making them more efficient and in turn able to deliver and measure results better.
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Accelerating salary
&nbsp;
Ambitious organisations are on the lookout for people to bridge the gap between marketing and tech. The synergy between the sectors has created a new profession and in turn, has elevated salaries and day rates.
&nbsp;
A recent LinkedIn study suggests that despite the pandemic and its economic consequences, opportunities in the marketing sector are only expanding, with roles in digital leading the charge.
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This is an exciting time to move into MarTech, particularly due to salary benefits. The Marketing Technology industry has consistently grown over the last five years. The revenue of this sector is expected to grow at an annual rate of 5.6% through 2021-22 and reach &pound;4.6 billion. With revenue on the rise, the average MarTech salary in the UK is &pound;50,000 per year, with entry positions starting at &pound;40,000 and more experienced candidates receiving &pound;78,000 a year.
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Self-service mindset
&nbsp;
The movement towards the remote work model has given people more control over how they work. Now, there are ample opportunities to enhance your existing skills in order to develop within modern marketing roles, like:
&nbsp;
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Program manager
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Martech project manager
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Marketing technology product owner
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Marketing technologist
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Digital marketing operations
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Marketing automation
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Marketing database, architect and integration
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Marketing analytics, insights and science
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Marketing tech business analyst
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Scrum master
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Growth hacker
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Marketing Operations
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Account Executive SaaS
&nbsp;
Investment in MarTech
&nbsp;
Before the pandemic, investment in MarTech was on the rise. On average, brands in the UK and North America are spending 26% of their overall marketing budgets on MarTech, which includes automation software, analytics tools and artificial intelligence.
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MarTech isn&rsquo;t going anywhere, and it only plans to get bigger. While the world pieces itself back together, companies are investing in marketing platforms at rapid rates. Many are also hiring people with varied, broad marketing backgrounds and skill sets.
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Tips for the emerging Marketing Technologist
&nbsp;
Choosing to develop your knowledge with in-demand, transferable digital marketing skills will keep you on the path to professional success.
&nbsp;
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Get involved in online MarTech communities
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Read leading insights
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Check out courses like&nbsp;<a href="https://www.marketing-technology.academy/" target="_blank" rel="noopener">The MarTech Academy</a>
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Listen to&nbsp;<a href="https://martechpod.com/" target="_blank" rel="noopener">The MarTech Podcast</a>
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Connect with people in the industry (networking events, LinkedIn)
●&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Upskill with platforms like&nbsp;<a href="https://skillshop.withgoogle.com/" target="_blank" rel="noopener">Google Skillshop</a>&nbsp;and&nbsp;<a href="https://www.googleadservices.com/pagead/aclk?sa=L&amp;ai=DChcSEwixwqG0-efzAhWV6-0KHaQlCjkYABAAGgJkZw&amp;ae=2&amp;ohost=www.google.com&amp;cid=CAESQeD2dR9dNiyCXQtsf5L0S3CF5WNXc0CWRNCuuH2StTIz_kBXB_Qt9H1SKkwoS-b55izwqbq3h1j_9cbiCN8e_-7P&amp;sig=AOD64_2-DrY8vnfDDolY8nlBWdCHfHUdew&amp;q&amp;adurl&amp;ved=2ahUKEwjS1Jq0-efzAhVIgVwKHVDnAVoQ0Qx6BAgCEAE" target="_blank" rel="noopener">HubSpot Academy</a>
&nbsp;
The digital revolution has not only had a dramatic impact on how we recruit for talented candidates, but it&rsquo;s also introduced a whole new world of roles on the market.
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Life begins at the end of your comfort zone. Are you ready to take the leap?
&nbsp;
&nbsp;
At Certus, we embrace all things digital, adapting and refining our offering as the space evolves.
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We&rsquo;re always looking out for fresh talent to match with innovative and exciting organisations. If you&rsquo;re looking for advice or your next opportunity,&nbsp;<a href="https://www.certusrecruitment.com/company/contact" target="_blank" rel="noopener">get in touch.</a>

There’s Never Been A Better Time To Switch To MarTech

​The Importance of Upskilling Your Marketeers As a marketing recruiter, it&rsquo;s fair to say that it takes all types &ndash; in such a diverse, wide-spanning industry we simply meet individuals from all walks of life. As a largely creative business function, marketeers are often found to be knowledge-hungry, business-minded and adaptable &ndash; to their surroundings, resources and audience. Which is lucky, really, because the scope of the marketing world is up there as one of those most continually evolving, changing and moving as quickly as the times do. Upskilling: a brief introduction Upskilling is pretty much what it says on the tin &ndash; it&rsquo;s either adding to or developing new skills amongst your workforce. Whether that&rsquo;s introducing a new piece of software for them to learn or sending them to school to understand the intricacies of a new technique in XYZ, upskilling can be an incredible way to enhance your business operations &ndash; especially when it comes to those who work in marketing. Marketing: the true meaning of &lsquo;movers and shakers&rsquo; You&rsquo;ve got to hand it to marketeers &ndash; they&rsquo;re hardy people. Having to keep on top of the constantly shifting and changing environment which they inhabit &ndash; from print to online, the advent of &lsquo;click bait&rsquo; and many other horrors the internet has coined, SEO optimisation which still has to read well and, of course, toeing the line between politics/humour/satire/emotive marketing, plus the hundreds of other variables they must consider at all times&hellip; Need I go on? It wouldn&rsquo;t be unfair to say that no other job function has had to evolve as quickly when it comes to learning and understanding new technologies &ndash; the interplay between the two is unlike many other sectors. Hiring vs helping When it comes to your marketing team, upskilling could be absolutely key to the stability of your long term strategy &ndash; and your staff are ready to learn. Whether it&rsquo;s moulding your junior exec into a number-crunching growth guru, or handing your copywriter the keys to all aspects of content, and so on and so forth, giving your employees more responsibility and more opportunity to work their mental muscles can craft you a busy, cohesive and moreover motivated marketing team. Breakdown: benefits of upskilling include&hellip; Stability and longevity. An employee who sees that you&rsquo;re investing in them, their skillset and their future is more likely to stick around for the long run. Not only will they be more motivated to do well by you, but the promise of further learning opportunities, especially to a marketeer, is likely to bring their goals and yours well in line. Loyalty. Fundamentally, as above, someone who feels valued within a team is more likely to work tirelessly in achieving the now-common goal you and they share. There&rsquo;s also such thing as &ldquo;putting one&rsquo;s nose out of joint&rdquo;; hiring externally for a role which a current team member feels more than capable of doing alongside their own can sometimes garner a touch of resentment &ndash; so it pays to think about who might be ready to take on the responsibility, instead. Purpose. Cultivating purpose amongst a team &ndash; the whole team mind you, not just within marketing &ndash; is crucial for long-term employee satisfaction and thus business success. Showing the team what they could learn is also showing them where it could lead &ndash; their career development is linked directly to the new skills and responsibility they&rsquo;re being trusted to manage. Purpose equals motivation, and motivation is directly linked to higher success. Happy customers. Fundamentally, the better at their jobs your employees are, the more v<a class=" tag-name" href="https://www.certusrecruitment.com/blog/tag/marketing-1">Marketing</a>&nbsp;<a class=" tag-name" href="https://www.certusrecruitment.com/blog/tag/article">Article</a>&nbsp;<a class=" tag-name" href="https://www.certusrecruitment.com/blog/tag/advice-for-employers">Advice for Employers</a>&nbsp;<a class=" tag-name" href="https://www.certusrecruitment.com/blog/tag/personal-development">Personal Development</a>alue they&rsquo;re going to add to the servicing of your clients. Having your marketing team up to date with industry trends, technology and goings-on means they can impart this knowledge to your customers &ndash; who will in turn become your best advertising platform. Technology is one thing &ndash; word of mouth another (possibly very lucrative) beast altogether. A strong succession plan. The truth is, hiring at management level can be tricky, particularly if your team is full of ready and raring marketeers who have big dreams (and who wouldn&rsquo;t want that?). In upskilling your team, you&rsquo;ll be able to pinpoint who is ready for what development and create an ongoing career development route for individuals across the board &ndash; creating a strong, unified marketing team who know your business inside-out, having worked their way up from within. Who&rsquo;d have thought &ndash; a recruiter encouraging you NOT to hire, and instead seek out the potential for development within your current team. In all seriousness, we tout ourselves as experts because we do have expertise to share; whether it&rsquo;s hiring strategy, recruitment budgeting or turnover consultation, we want to help, however we can. Get in touch with my team today to discuss any and all relating to the wonderful world of marketing recruitment.

The Importance of Upskilling Your Marketeers .

Marketing: such a broad term, yet one which so many people want to work within. In fact, according to a 2019 survey conducted by Glassdoor, it&rsquo;s the third most desirable job sector here in the UK. As a recruiter, I often interview entry-level/graduate candidates who say they want to work &lsquo;in marketing&rsquo; but, when you delve a little deeper, they have little understanding of what exactly that means. Marketing is a huge system of myriad channels &ndash; many of which are impossible to understand until you&rsquo;re in the midst of them. Which is why, when you&rsquo;re building your marketing team, it&rsquo;s important to consider what you actually need: in such a creative, ever-changing profession, the meeting of minds often breeds better, faster results than training might. Which is why marketing mentorship is so very key. Marketing is, technically, something many people could do &ndash; with so many online courses, qualifications and ways to self-learn or self-educate, there are few real obstacles for somebody who wants to learn the movements, the basics. But what about the psychology, the science behind it all? Marketing encompasses tech skills, design, writing, working with numbers and so much more &ndash; all skills which we either possess or would be able to hone by ourselves. But the meeting of minds in a profession such as marketing is what breeds ideas, understanding and overall success. This is where a mentor comes in. A marketing mentor is much more than a teacher or trainer. They&rsquo;re also a: 1) Sounding board for ideas &ndash; good and bad &ndash; offering the opportunity to deconstruct, evaluate and rethink things to the betterment of your/your clients&rsquo; goals 2) Challenger &ndash; to help an individual understand why they think A is a better strategy than B, or to ask different questions and create different thought patterns 3) Motivator &ndash; in an industry where opinions differ and creativity can as quickly be stifled as encouraged, your mentor ensures that you&rsquo;re able to persevere and stay driven throughout the good times, and the bad A mentor helps draw out ideas which exist, but aren&rsquo;t going to come to the surface without some prodding and poking. A mentor speaks from experience &ndash; what has worked historically and what hasn&rsquo;t, or even why what works for one won&rsquo;t for another. A mentor is able to draw upon numbers and statistics, things they&rsquo;ve learned along the way, rather than basing decisions on common sense. Furthermore, they&rsquo;ll still ensure that your junior marketer learns by trial and error themselves, so that one day they can speak of the same experience. Working in marketing, there&rsquo;s near-unlimited online resources for learning the &lsquo;how&rsquo; &ndash; simply reading blogs or utilising classroom-based learning (whether online or IRL) can teach you a lot. But the role of a marketing mentor is to help a person understand what they&rsquo;re doing and, most crucially,&nbsp;why. Show me any successful athlete, business owner, author or otherwise, and you&rsquo;ll find a mentor to whom they attribute much of their success not far behind. In an industry as fast-paced, diverse and often ambiguous as marketing, real-life skills and experience are invaluable. You&rsquo;re planning to hire someone who can come into your team and look after the company&rsquo;s [social media, print, digital marketing] capabilities&hellip; But, should you be considering developing your current team and instead hiring a mentor with which to do so? It could be a best-of-both-worlds situation. Please share your experience with us, whether you work in marketing or another sector altogether &ndash; do you have a business mentor and, if so, is it something you&rsquo;d recommend to those just starting out or hoping to develop their career in any given sector? Whether you&rsquo;re looking to add to your marketing team, or looking for general advice on the strategy in development for the future of it, we&rsquo;re here to help. Get in touch with myself or one of my marketing-specialist recruiters covering the UK today.

Marketing: Mentor or Manager?

Marketing is a funny one, in terms of a &lsquo;business function&rsquo;. It&rsquo;s largely regarded as one the easiest to outsource (being beaten only by accounting as the first to go, for those interested) and yet as a small business, starting to grow that function in-house from the beginning can be absolutely key to developing your brand, core values and company culture. I spend a lot of time strategising with my clients (particularly the smaller-but-growing businesses) about their marketing teams &ndash; rather, their marketing goals. Because, sometimes, it doesn&rsquo;t necessarily warrant a new hire. I know, I know &ndash; a recruiter telling you that you don&rsquo;t need to hire someone. Thing is, I consider myself a consultant first and foremost; ultimately, if hiring a new employee or employees into your in-house marketing team isn&rsquo;t what&rsquo;s going to help your business achieve its goals this time, I&rsquo;ll be the first to tell you. Marketing is about planning, strategy and execution. You need to make a solid plan, strategise as to how you&rsquo;re going to execute said plan, and then execute said plan. Simple, no? Here&rsquo;s where the big question comes in: Do you need to hire a marketing executive, or a marketing agency? Here are the things to consider if you&rsquo;re a small business and marketing is the talk of the hour: What&rsquo;s your capacity for commitment? By this I mean time, effort and dedication to actually seeing your marketing goals as a business come to fruition. That&rsquo;s not to say one requires less than the other &ndash; but the challenges you face as a business leader, when hiring either a new employee in your marketing division or choosing to engage with a marketing agency, differ greatly. Consider the time you have to dedicate to the actual recruitment process: working with your senior management team to devise and agree on the right profile. Sourcing that person (including potentially outsourcing to a recruitment partner like us &ndash; the irony isn&rsquo;t lost on me). A lengthy interview process, followed by onboarding, ongoing training, and so on and so forth&hellip; You need to take the initiative as a leader, be honest about what you have to offer a new employee and decide if it&rsquo;s the right time to bring in new talent. As for hiring a marketing agency? Be ready to jump in feet-first; for them to fulfil your vision, there&rsquo;s going to be meetings, constant communication and blood, sweat and tears spent to make sure everyone is on the same page. Giving your chosen agency all the tools for success is crucial to them fulfilling your goals so, although you won&rsquo;t be doing the work yourself/in-house, that&rsquo;s not to say you won&rsquo;t be involved every step of the way. For both options, it&rsquo;s a process of making sure you find the right person/company to support your own. Choosing the right marketing agency isn&rsquo;t one-size-fits-all, just the same as hiring the right candidate can present a challenge. Costs &ndash; immediate and future There&rsquo;s no way to dress it up or down &ndash; the cost (and resulting benefits, mind you) of both of these options are not insignificant, so pick your poison. Employing the services of a marketing agency can be pricey, but you know what you&rsquo;re paying for; along the way, you&rsquo;ll be able to determine the value of the services you&rsquo;ve received and will be able to ensure that the project is entirely complete before parting with full payment. Employing a full-time employee bears its own costs, and its own risks equally; hiring goes far beyond the salary. When you&rsquo;re working out costs, consider everything from training and equipment to workspace and resources. Whilst the investment is all being made to one of your own and you&rsquo;ll reap long-term benefits as such, you need to have a realistic idea of what it&rsquo;s going to cost full term. Do you need one specialised skill or a gathering of creative minds? Is this a one-time project, a business transformation period, a rebrand? What are your true objectives? When you engage with a marketing agency, you&rsquo;re engaging with a veritable goldmine of different backgrounds, thought processes, ideas and expertise &ndash; perfect if you&rsquo;re looking for some guidance, or to essentially hand the reins to a group of experts to complete such and such project: here&rsquo;s what we want, here&rsquo;s the deadline, let&rsquo;s get it going. If this is going to be a case of &lsquo;the more brains the better&rsquo;, employing a marketing agency is going to be the obvious choice. But, if you know exactly what needs to be achieved and the specialised skills necessary to get there, finding the right talent to bring onboard to your business and do so is going to be a lot easier. This way, you get what you need now but have also added an asset to your business &ndash; and especially for small businesses, each and every asset counts. There are, of course, many other pros and cons to each of these roads. The truth is, marketing is an absolute wonderland made up of amazing people with amazing minds &ndash; but, it can be a minefield. The consequences when marketing isn&rsquo;t done right can be dire; so, if you need advice or guidance across the board and at any level, we&rsquo;re here to help. Certus Recruitment Group specialises in graduate to executive level recruitment across all industries; my team within that are specialised marketing consultants who live and breathe what they do. Get in touch with our London team.

Marketing: Agency or Employee?

As a marketing recruiter, I&rsquo;m constantly surrounded by a hum of buzzwords &ndash; content strategy, advertising revenue, audience targeting, and so on and so forth. Something we all do (or certainly should be doing) as business owners/managers is creating an effective strategy to engage with both potential and existing customers, whether that be through the service you offer or the content you create to add value to their time online. But&hellip; How are you doing when it comes to engaging with your own workforce? Employee engagement is an integral part to growing a business successfully. Recent research says that almost 64% of business decision makers agree that retaining staff is harder than finding and subsequently hiring them, which simply isn&rsquo;t the way it should be. Do you take pains to ensure that your employees are engaged with your business and its goals? What is employee engagement? Employee engagement is probably better explained by what it is NOT, rather than what it is. It&rsquo;s not employee satisfaction, or happiness; it&rsquo;s not about how people feel whilst they&rsquo;re at work. Employee engagement can best be described as the emotional and mental connection an individual feels towards their place of work; it&rsquo;s achieved when an employee is working for more than just a promotion or paycheque &ndash; i.e. for the betterment of themselves &ndash; but works largely towards the goals and success of the business itself. Employee engagement is about how and why the person goes above and beyond their duties or job responsibilities, doing more than just turning up every day on time and leaving as soon as they&rsquo;re able to without getting a sideways look from the manager. Why is it important? For so many reasons &ndash; but, let&rsquo;s be practical here. Sourcing, interviewing, shortlisting and hiring the right staff costs money &ndash; and don&rsquo;t get me started on the price of onboarding each member you take on. Recruiting costs money, so any strategy you could put in place to reduce turnover is as vital to the profitability of your company as any other. But from a human perspective? Simply put, a more engaged workplace is a more effective, productive and ultimately happy one. With more than a third of individuals citing recognition as the most important aspect they look for in terms of job satisfaction, engaging fully with your employees breeds all of the above. Think of it like a marketing strategy. But internal, rather than external. What are some proven methods of improving employee engagement across the board? Use your internal communications &ndash; effectively How &ndash; and how often &ndash; do you communicate with your employees? Whether you&rsquo;re ten strong or a thousand, internal communications are a huge tool in engaging with your workforce, whether it be a monthly newsletter sent company-wide or regular group emails to keep everyone abreast of company news, goings on and exciting happenings. Simple things like this can make a huge difference. Recognition &amp; appreciation Do you regularly recognise the efforts of your employees? And I don&rsquo;t mean a quick, &ldquo;Well done, nice work John,&rdquo; &ndash; although these are important, too. What about using the internal communications mentioned above to give a shout out to top performers, or those who&rsquo;ve gone above and beyond in the past month? Or holding monthly/quarterly/yearly celebrations or award ceremonies, to recognise the hard work your staff is putting in? Recognition is undoubtedly one of the fastest ways to bring your employees in emotionally &ndash; and it costs nothing. Do you tell your staff often enough how great a job they&rsquo;re doing? If not, why not? Mentoring &amp; collaboration Ever heard the phrase, &ldquo;the left hand doesn&rsquo;t know what the right hand is doing&rdquo;? When you bring together different parts of your business &ndash; i.e. let the sales team work closely with tech on developing the website, or having marketing and sales talk through what a real &lsquo;hot lead&rsquo; looks like &ndash; not only will you better company relationships in general, but the all-for-one way of thinking becomes tangible. The opportunity to learn is often cited as one of the biggest motivators in the workplace, so having your teams come together to collaborate on projects is a great way to have them feel engaged &ndash; with one another, the business itself and the part they have to play in the grand scheme. Employee engagement is about emotional connection, and what better way to garner exactly that than by having individuals within the business mentor others? Why should employee engagement be top of your priorities in 2020? Fundamentally, because having a strong employee engagement strategy in place will improve productivity and efficiency, whilst saving costs long-term. Staff turnover will reduce, as will the percentage of employees passively seeking jobs &ndash; which might be higher than you think. To engage is to retain. Here at Certus we don&rsquo;t make one-and-done placements; we love to get into the nitty-gritty with our clients, about what makes your business tick and what could make it tick even more. More than just a recruitment company, we&rsquo;re your recruitment partner, strategy sounding-board and consulting do-gooders. Get in touch to learn more about how we&rsquo;re changing the recruitment game here in London this year.

Forget customer engagement: what about your own employees?

A Genius Piece of Marketing &ndash; How this property firm in America nailed it just before Christmas
 As a recruiter, I like to think I stay abreast of what&rsquo;s going on in the world of business; not just my own sector, but that of the wider markets both here in the UK and internationally. I read the news, keep on top of what&rsquo;s breaking, take note of rumours here and there which I feel might prove interesting to follow.
 So when I first read about the property firm in Maryland, USA, who just shared $10 million of profits amongst their 198 employees, safe to say my interest &ndash; both as a recruiter AND a marketing specialist, no less &ndash; was in fact piqued.
 It&rsquo;s a fantastic piece of marketing &ndash; an article alone would have gone viral, but the truly heartwarming video showing the reactions of each employee as they opened their secret envelope at the Christmas party, containing something in the realm of $50-270,000&hellip; I&rsquo;m in no way able to say that marketing was or wasn&rsquo;t behind the motivations of the company in doing what they did but, blimey, did it work either way.
 My marketing-specialised recruiter-brain began working overtime; it was genius, pure genius, both as a marketing and a motivational ploy. And here&rsquo;s why.
 Staff retention
 Do you think any of those employees, whether they&rsquo;ve been with the business six months or ten years, are going to be on the hunt for a new job anytime soon?
 One sure-fire way to maximise the longevity of your staff is to make them feel valued, appreciated, well-achieved. In a world where money does talk, what better way to say a huge thank you to each individual?
 If it&rsquo;s not about the money for you &ndash; company CEO Ed St John&rsquo;s heartfelt speech, which he gave ahead of the big reveal, certainly made his gratitude clear. He&rsquo;s a guy you&rsquo;d want to work for, and I imagine the very vast majority of these employees will continue to do so.
 Candidate attraction
 Place your bets for where the top talent in Maryland&rsquo;s property industry will be sending their resum&eacute;s in the new year.
 In today&rsquo;s day and age, to attract and engage with superstars you need to stand out; it&rsquo;s never been more important to differentiate yourselves as a competitor in the market. Pieces of truly outstanding and now viral marketing like this? Well, it&rsquo;s a stellar way to get your name out there.
 In sharing ten mil between their employees, these guys have pretty much guaranteed their spot on most candidates&rsquo; &ldquo;target employer&rdquo; lists &ndash; and not because people will be expecting the same again next year. Oh no, people will want to work for them simply for the fact that they did it once*&hellip; No obligations.
 *It would be nice though.
 Staff motivation
 We just gave you a bonus of $50,000 &ndash; so, how hard are you going to work for us next year?
 Let&rsquo;s be honest &ndash; it&rsquo;s Christmas time, the new year is looming and we&rsquo;re all already skint. If my boss coolly dropped a cheque for 50K on my desk right now &ndash; just before a nice, rejuvenating Christmas break no less &ndash; I think I&rsquo;d be feeling even more so ready to smash next year out of the park (hint hint).
 Seriously though &ndash; they&rsquo;ve just showed their employees what can come of hard work and dedication to the cause. You&rsquo;ve brought the team together, united not only in the bright lights and shared drinks of a Christmas party but one where you all witnessed and experienced something amazing; your staff are feeling more cherished, furthermore motivated than ever.
 Yep, this was one of the most fascinating, fun to follow and heartwarming &lsquo;Christmas miracles&rsquo; for me this year; marketing is a tough gig, and it&rsquo;s not exactly easy to do well.
 The fact that the real estate company was able to market their business whilst quite possibly changing the lives of some of their hard-working employees at the same time&hellip; Well, Merry Christmas indeed. Talk about embodying the season of giving.
 Have a watch of the awesome reveal video<a href="https://globalnews.ca/news/6278600/st-john-properties-10-million-christmas-bonus/" target="_blank" rel="nofollow noopener">here</a>&ndash; it&rsquo;s sure to get you in the festive spirit, if all else fails.
 You&rsquo;ll be pleased to know that money isn&rsquo;t the only way to attract and retain your sector&rsquo;s top performers &ndash; that&rsquo;s where we come in. Here in London the candidate marketplace is stronger than ever; so, let&rsquo;s talk recruitment strategy and retention plans for next year. Get in touch.

A Genius Piece of Marketing

​I&rsquo;m a recruiter &ndash; I know much about many things pertaining to the professional world, particularly my specialism. My specialism is marketing recruitment &ndash; identifying the gaps in my clients&rsquo; teams, and who we need to be targeting and reaching out to in order to fill them. When you first start working in recruitment it seems like a simple process; learn about job vacancy, find perfect candidate, make placement. As with most things in this life, it&rsquo;s not as simple as it seems &ndash; but learning the process from the ground up is the best way to be successful. The same thing can be said for marketing and, for the past few weeks, a question has been playing on my mind: should all marketeers know how to code? Is this the skill which is going to get candidates ahead of the competition when it comes to job seeking? Coding is the basis for most of the platforms marketeers&rsquo; efforts create these days &ndash; apps, websites, emails, essentially all aspects of digital campaigns. Wouldn&rsquo;t it make sense for the people cultivating the ideas and materials that go into it to understand the process back to front, inside out? Let&rsquo;s apply this to another industry; as a salesperson you wouldn&rsquo;t go about trying to sell without first knowing who your target client is, the demographic you&rsquo;re selling to, their budget, needs, requirements. You need to understand how your product/service/offering is going to be perceived from the other side first, in order to acquire the tools and knowledge to sell successfully. The same can be said for marketeers when it comes to coding. Code lies behind the vast majority of successful marketing campaigns, so wouldn&rsquo;t understanding it naturally allow you to generate more viable and innovative ideas? What&rsquo;s going to work, what isn&rsquo;t, what hasn&rsquo;t been done before &ndash; but could be. Not to mention being able to problem solve, bug fix, make quick but effective changes&hellip; Now, coding isn&rsquo;t a part of most marketing jobs on the day-to-day &ndash; it&rsquo;s not likely to be a part of the job description. I&rsquo;m not saying that everyone working in the industry should start taking on those responsibilities. What I&rsquo;m getting at is, simply having the knowledge could be enough to have you jump the queue on equally qualified and experienced applicants, could help you take your career to the next level &ndash; conversely, from a business perspective, considering these skills at interview could help you make the hire your team needs to go above and beyond. Learning what&rsquo;s going on &lsquo;behind the scenes&rsquo; in any profession leads to more well-informed and as such higher performing teams. And, in such a buoyant job market, differentiating yourself becomes evermore important. As a marketing professional, could learning at least basic coding be the way to go about this? The design and creative side is one thing &ndash; implementation and the costs involved within that, another entirely. And as an employer, refer to my previous article about upskilling &ndash; coding could be what your marketing team need for a well-rounded, versatile and skilful approach to your campaigns. Do I myself know and understand coding? I can&rsquo;t say that I do, beyond a basic level. What I understand is how to source, identify and communicate with top-level marketing professionals. I know how to understand the skills they possess (coding or no), and how they do or do not fit within an organisation&rsquo;s plan for development. Whether you&rsquo;re a job seeker looking for insight as to market conditions, current opportunities or profile feedback, myself and my dedicated team would love to talk; if you&rsquo;re an employer facing challenges in recruiting the top talent that is (or is not) currently on the job market, we&rsquo;re able to troubleshoot your process and bring about the change you need. I&rsquo;d love to hear your thoughts &ndash; what&rsquo;s the next must-have skill to expand your career in marketing?

Should all marketeers know how to code?

​It&rsquo;s no secret that the job market is &lsquo;hot&rsquo; right now &ndash; that is to say, there are lots of jobs up for grabs and lots of businesses competing for the best candidates. And a competition it is; with platforms out there now specifically made for candidates to compare the many benefits each different employer has to offer, and more bells and whistles being added to a job offer than you can shake a stick at, businesses are having to go to the next level to secure the hires they&rsquo;re after. But, at the end of the day, an employee&rsquo;s happiness depends on more than how many social events you hit up together, the new fandangled &lsquo;break out area&rsquo;, and whether they&rsquo;re allowed to work from home once a week. What should you be considering as an employer to stay competitive, beyond token perks and those seemingly all-important benefits? Progression &ndash; real, proven progression. Your uncapped commission structure, pool table and monthly lunch clubs are only going to keep someone interested for so long. Let&rsquo;s be frank &ndash; in today&rsquo;s world, more and more people are chopping and changing jobs like it&rsquo;s fashionable. And why? Because they see other people in a different company gaining more recognition, promotion or otherwise, and think that the grass is greener. By being able to demonstrate true progression &ndash; by way of staff who&rsquo;ve actually achieved it, logically structured org charts or otherwise &ndash; and putting in place real, achievable targets, you give your new employee something to focus on and aim toward. Just saying, &ldquo;You&rsquo;ll progress if you do well,&rdquo; is no longer enough; you need to show them it&rsquo;s a real thing. Culture &ndash; and I don&rsquo;t just mean beers on a Friday. Yeah, you might have a beer fridge to rival all others &ndash; not to mention the all-important dress-down Friday. But what else is there to say about your culture? Culture within a company is about the ethos each of your employees embodies, the way they interact with each other, relationships which go beyond company dos and nights spent down the pub. That&rsquo;s important, sure &ndash; celebrating the wins is a sure-fire way to build team morale. But it should be so much more than that. Build a culture which people want to be a part of, and they&rsquo;ll stay with the business for longer. Build a respectful culture, where each employee understands the value their colleagues add, making for a collaborative workplace and happy team. And THEN go out for beers on a Friday. Open door policies matter. Simply put, in this day and age, people do not want to work in an environment where they feel as though they don&rsquo;t have a voice. Say you have an open door policy and, more importantly, mean it &ndash; you can implement this in so many ways but as a hiring body, you need to be willing to take on board what might come about as a result of such a policy. It could be as simple as cultivating a true non-hierarchical environment, where your employees can speak to you like an old friend (within reason), or you could bring in some kind of anonymous feedback system where your staff are able to have their say without fear of backlash. Remember, we&rsquo;re not just talking about employees having a good old moan here and there; you&rsquo;ve hired this person because you saw potential in them, so it stands to reason that they&rsquo;d have suggestions and ideas for improvements which could be made. Having a true open door policy gives employees something to consider outside of just coming to work, completing their own tasks, and leaving each day. It makes them a part of something bigger than their own responsibilities, and they&rsquo;ll feel more involved as such. More involved = more longevity. ---- Safe to say, hiring in 2019 is a two-way street. Whilst, of course, the interviewing candidate needs to prove their potential and worth to the business, it&rsquo;s by no means a reason to sit back and relax. Go beyond the bells and whistles to secure the top level candidates, and moreover, keep them &ndash; beanbags and beer fridges only count for so much. To talk about strategizing your hiring in the ever-changing and fast-moving employment market of today, get in touch. We&rsquo;re proud to call ourselves experts across the board.

Does Your Business Stand Out From The Crowd?

​On a day to day basis in the recruitment world we face a multitude of people, job roles and sectors, all of which encompass their own responsibilities, quirks and trials. With our various divisions here at Certus Recruitment Group &ndash; including Sales, Marketing, IT and an extensive graduate program &ndash; I find it interesting to wander the office and drop in on the different discussions from each team as to the progress they&rsquo;re making and challenges they&rsquo;re up against in finding the best candidates. There&rsquo;s one sector of recruitment which, to this day after having spent more than 20 years doing the job, poses more difficulties than the others in securing that stellar placement &ndash; and that&rsquo;s the wonderful world of marketing. But why, you ask? First, let&rsquo;s consider what someone who works in marketing actually does. It starts with an idea &ndash; you&rsquo;re able to brainstorm and use your mind to create new concepts whether it be a design, advertising campaign or otherwise. You&rsquo;re likely to be spending hours at a screen researching, scouring the web for information, ideas, facts and figures to determine where you&rsquo;re going with this. This info then needs to be collated clearly into a tangible &ldquo;this is what we should do&rdquo; format. Strategy needs to be drawn and goals set. And, eventually, you&rsquo;d better be ready to present your idea to the board/team/person who holds your budget, to get them onside. Now, let&rsquo;s consider the skills necessary to complete the tasks mentioned above. Creativity. Research. Statistics. Articulation. Personality. Communication. Sales. So, what we&rsquo;re looking for here essentially is a switched-on, free-thinking, numbers-savvy creative who knows their way around a spreadsheet, isn&rsquo;t afraid of public speaking, &lsquo;gets&rsquo; business and, at the end of it all, has personality enough that you&rsquo;d happily go for a beer with them at the end of a long day. AKA, to use a recruitment term, a unicorn. It&rsquo;s the scope of a marketing role which makes it one of the hardest to fill. Of course, it may be broken down into different levels and roles; that is to say, not every single position out there encompasses all of these responsibilities. Your Marketing Exec might come in at a graduate level to do the base layer of research &ndash; but why hire someone within whom you don&rsquo;t see all of the above traits, so that they might progress within the business one day? There are also myriad marketing channels, so one person may not be managing everything at once; but still, there&rsquo;s a standard of hoping to find someone who could, if they needed to, be on top of the lot. The true &lsquo;plate spinners&rsquo; of the business world, marketeers must hold such a plethora of both hard and soft skills &ndash; so it&rsquo;s no wonder they post a unique, but not insurmountable, test to recruiters such as we. As with anything, there is no such thing as a golden goose &ndash; employers understand that you might not find the whole package, and that&rsquo;s okay. In a sector which encompasses aspects of so many others, and for all of the reasons above, this is why we meet each candidate we work with. We want to be able to tell our clients, with confidence, that she&rsquo;s got just enough techy about her, but came across as lively and passionate, too; he knew his numbers inside out, and was extremely agile when it came to talk about innovating. We like to meet these people, shake their hand, get to know them &ndash; in the same way we do the employers they&rsquo;re going to be interviewing with. Marketing is a hybrid role of many others, and it takes a certain type. With so many moving parts, the process from screening to interview to potentially placing someone in their next marketing job is a long one, potentially in time and always in effort. We&rsquo;re not quite chasing waterfalls &ndash; but, even if we were, who doesn&rsquo;t love a challenge?

The Challenging World of Marketing Recruitment

Established in January 2001, the Certus Recruitment Group has become a leading specialist recruitment consultancy with a global presence and a client list that is envied by our competitors. Revenues have grown consistently and are continually invested back into the business to enhance growth and reward those that contribute to our success.

Established in January 2001, the Certus Recruitment Group has become a leading specialist staffing consultancy with a global presence and a client list that is envied by our competitors. Revenues have grown consistently and are continually invested back into the business to enhance growth and reward those that contribute to our success.

Established in January 2001, we are a specialist recruiter working with businesses of all sizes from global &lsquo;Superbrands&rsquo; through to innovative start-ups and everything in between. Working globally we help our clients plan, source, attract, and retain world-class talent for their business. Our people are each specialists within one of our three practice areas; sales, marketing, and technical, operating at all levels of experience up to Director &amp; Executive level.

Established in January 2001, we are a specialist recruiter working with businesses of all sizes from global ‘Superbrands’ through to innovative start-ups and everything in between. Working globally we help our clients plan, source, attract, and retain world-class talent for their business. Our people are each specialists within one of our three practice areas; sales, marketing, and technical, operating at all levels of experience up to Director &amp; Executive level.

Established in January 2001, we are a specialist staffing company working with businesses of all sizes from global ‘Superbrands’ through to innovative start-ups and everything in between. Working globally we help our clients plan, source, attract, and retain world-class talent for their business. Our people are each specialists within one of our three practice areas; sales, marketing, and technical, operating at all levels of experience up to Director &amp; Executive level.

At Certus Recruitment Group our people are our greatest asset. We believe a coherent and motivated team of passionate people will always achieve more than a collection of individuals.The ongoing success and growth of our business are determined by our behaviours as commercially focused recruitment professionals who demonstrate expertise and commitment to the provision of service excellence to clients and candidates alike. We have defined these behaviours as:​

At Certus Recruitment Group our people are our greatest asset. We believe a coherent and motivated team of passionate people will always achieve more than a collection of individuals. The ongoing success and growth of our business are determined by our behaviors as commercially focused recruitment professionals who demonstrate expertise and commitment to the provision of service excellence to clients and candidates alike. We have defined these behaviors as:​

At Certus Recruitment Group our people are our greatest asset. We believe a coherent and motivated team of passionate people will always achieve more than a collection of individuals.The ongoing success and growth of our business are determined by our behaviours as commercially focused staffing professionals who demonstrate expertise and commitment to the provision of service excellence to clients and candidates alike. We have defined these behaviours as:​

"Certus has been simply fantastic. The support along my journey to securing my dream job has been faultless. They provided clarity throughout the process and offered guidance that has undoubtedly helped me prepare for a successful interview!"

We're always keen to introduce great talent to our extensive network

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We're always keen to introduce great talent to our extensive network

We're always looking to introduce great talent to our extensive network

At Certus Recruitment Group we recognise that our employees are our greatest asset, which is why we have developed a rewards and benefits package that recognises the value of your contribution to the business. From protection for your family through to discounts on gifts and events, our benefits are designed to ensure everyone benefits, regardless of their individual circumstances.

At Certus Recruitment Group we recognize that our employees are our greatest asset, which is why we have developed a rewards and benefits package that recognises the value of your contribution to the business. From protection for your family through to discounts on gifts and events, our benefits are designed to ensure everyone benefits, regardless of their individual circumstances.

Established in January 2001, the Certus Recruitment Group has become a leading specialist recruitment consultancy with a global presence and a client list that is envied by our competitors. Revenues have grown consistently and are continually invested back into the business to enhance growth and reward those that contribute to our success.We have a clear vision of where the company is going and how it will get there. This vision is shared with everyone at Certus and we work hard to create a vibrant working environment that provides real opportunity to develop, progress and prosper within the Company.To achieve our objectives we need great people and are always looking for applications from both experienced recruiters or from experienced sales, marketing or technical professionals who have a strong knowledge of their sector and are looking to forge a new career within a professional recruitment environment.

We attribute our success to our core values

Global Specialist Recruiter to the Technology Sector

Great companies are built on great talent

Cookies are files that are recorded in temporary Internet folders on your PC. They're a useful tool as, by recording the way you use our site, they enable us to get to know you better. For example, we’re able to recognise you when you return to the site, identify your preferences so as to provide you with a more personalised service and speed up searches that you conduct when visiting.​You don’t have to accept them. Most browsers allow you to refuse cookies by activating the relevant setting (please check the help menu of your browser for more details) however, selecting this setting may mean that you are unable to access certain parts of our site.​Please note that unless you have adjusted your browser setting so that it will refuse cookies, our system will issue cookies when you log on to our site.​Further Detail on Cookies​Cookies are text files containing small amounts of information which are downloaded to your device when you visit a website. Cookies are then sent back to the originating website on each subsequent visit, or to another website that recognises that cookie. Cookies do lots of different jobs, like letting you navigate between pages efficiently remembering your preferences, and generally improve your web site experience. They can also help to ensure that adverts you see online are more relevant to you and your interests.​We can split cookies into 4 main categories:​Category 1: strictly necessary cookiesCategory 2: performance cookiesCategory 3: functionality cookiesCategory 4: targeting cookies or advertising cookies​Category 1 - Strictly necessary cookiesThese cookies are essential in order to enable you to move around the website and use its features, such as accessing secure areas of the website. Without these cookies services you have asked for, like register for job alerts, cannot be provided.​Please be aware our site uses this type of cookie​Category 2 - Performance cookiesThese cookies collect information about how visitors use a website, for instance which pages visitors go to most often, and if they get error messages from web pages. These cookies don’t collect information that identifies a visitor. All information these cookies collect is aggregated and therefore anonymous. It is only used to improve how a website works.​By using our website and online services, you agree that we can place these types of cookies on your device.​Category 3 - Functionality cookiesThese cookies allow the website to remember choices you make (such as your user name and password) and provide enhanced, more personal features. These cookies can also be used to remember changes you have made to text size, fonts and other parts of web pages that you can customise. They may also be used to provide services you have asked for such as watching a video or commenting on a blog. The information these cookies collect may be anonymous and they cannot track your browsing activity on other websites.​By using our website and online services, you agree that we can place these types of cookies on your device.​Category 4 - targeting cookies or advertising cookiesThese cookies are used to deliver adverts more relevant to you and your interests. They are also used to limit the number of times you see an advertisement as well as help measure the effectiveness of the advertising campaign. They remember that you have visited a website and this information is shared with other organisations such as advertisers. Quite often targeting or advertising cookies will be linked to site functionality provided by the other organisations.​We do have links to other web sites and once you access another site through a link that we have provided it is the responsibility of that site to provide information as to how they use cookies on the respective site.​You can find more information about cookies by visiting www.allaboutcookies.org or www.youronlinechoices.eu. Google also have a brief video which explains the use of cookies.

<h2>Our team</h2>
Our Senior Leadership Team has a combined experience of 60+ years of recruiting into the technology sector, with experience gained in sales, marketing and technical experience across the globe. They continue to be heavily involved in the business, operating at the coal face and remaining close to clients and candidates alike. Please feel free to reach out to any of our leaders to discuss any aspect of how Certus Recruitment can help you achieve your objectives. We look forward to working with you.

<h2 style="text-align: left;">Experienced Leaders. Personally Invested.</h2>
Our Senior Leadership Team brings more than 60 years of combined recruitment experience across Go-to-Market and Technology, gained working with businesses and talent across international markets.
But experience only matters if it's put to work. Our leaders remain actively involved in Certus, staying close to our clients, candidates and the assignments we deliver. That means senior expertise isn't reserved for the initial conversation &mdash; it's part of the relationship throughout.
Whether you're building a team, making a critical hire, entering a new market or exploring a different approach to talent, our leadership team is always happy to talk about what you're trying to achieve and how Certus can help you get there.

Global Specialist Recruiter to the Technology Sector.

If you have any further questions or would like to find out more about how we can help your business grow, we'd love to hear from you. Just pick your preferred way of contacting us and we look forward to speaking with you soon.<ul><li>Pick up the phone and give us a call on +61 (03) 4050 7777</li><li>Click&nbsp;<a href="https://certusrecruitment.com/au/submit-job/" rel="noopener noreferrer" target="_blank" style="color: rgb(234, 13, 140);">here</a>&nbsp;and you can send us details of your business and your current vacancies</li><li>Send us an email to: hello@certusrecruitment.com</li></ul>

There is no shortage of fantastic recruiters to choose from. There are those that specialize by sector or by function, there are large multi-site high street agencies, global players, and single-site niche businesses. So how do you determine which one will be best to support your business?​We believe the most important element is to choose a partner you trust. If you don't immediately feel they understand your unique situation and they don't go out of their way to really understand your purpose, speak to another. Your reasons for choosing may sometimes be difficult to articulate, however, after speaking you will quickly know which company is best to represent your brand.​And finally, whilst price is an important element in choosing a supplier, make sure you're calculating all the costs - not just the fee %. The company that delivers you a great shortlist the first time round, who organizes your stakeholders and minimizes wasted time will save you thousands over the course of the project.Ultimately, the best way to measure us is to speak to us. However, in the meantime here are a number of frequently asked questions that may just help you decide to include us on your shortlist!

<h3 class="PDq2pG_selectionAnchorContainer" data-section-id="18jrhjz" data-start="212" data-end="258">Recruitment Doesn't Have to Be Complicated</h3>
Every hiring challenge is different. The right approach depends on the role you're hiring, the market you're operating in, the stage of your business and what you're trying to achieve.
For 25 years, we've helped technology businesses across the UK, US and Australia make better hiring decisions across Go-to-Market and Technology. Along the way, we've answered just about every recruitment question imaginable.
Below, we've brought together answers to some of the questions we're asked most often — from finding and assessing the right people to choosing the right search model, managing an effective interview process, fees and guarantees.
And if your question isn't covered, talk to us. We're always happy to give you a straightforward answer.

If you have any further questions or would like to find out more about how we can help your business grow, we'd love to hear from you. Just pick your preferred way of contacting us and we look forward to speaking with you soon.<ul><li>Pick up the phone and give us a call on +1 737 201 9992</li><li>Click&nbsp;<a href="https://certusrecruitment.com/us/submit-job/" rel="noopener noreferrer" target="_blank" style="color: rgb(234, 13, 140);">her﻿e</a><a href="https://certusrecruitment.com/us/submit-job/" rel="noopener noreferrer" target="_blank">&nbsp;</a>and you can send us details of your business and your current vacancies</li><li>Send us an email to: america@certusrecruitment.com</li></ul>

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For 25 years, we've partnered with technology businesses to build, strengthen and scale the teams that drive their growth. From critical leadership hires to complete team builds and international expansion, we combine deep GTM and Technical expertise with a flexible, consultative approach.

Talent expertise built around your business

We have a clear vision to be the Global Specialist Recruiter to the Technology Sector. To achieve our Vision we need amazing people who share our vision and subscribe to our values: Passion, Energy, Commitment, Integrity and Fun. If the Tech Sector excites you as much as it does us, get in touch or explore our current openings.

We are always looking for great people to join our team within either our GTM or Technical practices. If you love what you do, love accountability and align with our values: Passion, Energy, Commitment, Integrity and Fun then get in touch - we might be just what you're looking for.&nbsp;

Great companies are built on great people

We&rsquo;re always keen to introduce great talent to our extensive network.

With an extensive client network across Europe, North America and APAC, let us take you to the market.

View job details

We&rsquo;re always looking to introduce great talent to our extensive network.

Contact Certus Now

Our specialist consultants can&rsquo;t wait to hear about your business!

Find out how we deliver Top Talent for your business within a matter of days.

Looking out for fresh talent for innovate organizations

At Certus Recruitment Ltd ("we", "us" or "our" for short) we and our group companies are committed to protecting your personal information. Your personal information (also called ‘personal data’) is the information which identifies you as an individual that we get from you and others in various ways. Under the Data Protection Act 1998 (the "Act") and the General Data Protection Regulation 2018 (“GDPR”) specific obligations are placed on us in the way we handle this type of information. The aim of this privacy policy is to let you know what personal information we collect from you when you apply for a job with us or our group companies, when you use our website and when you contact us, how we store and use it, and how you can access and manage this information.​Your personal information may be stored online and therefore we take steps to ensure that our systems are well protected.​The registered office of the above company is at 1 Vincent Square, London, SW1P 2PN. Our company number is 12619774. We and our group companies, together with the products and services we sell and provide, are regulated by the Recruitment &amp; Employment Confederation (REC - https://www.rec.uk.com/)​Please note that this privacy policy only covers https://www.certusrecruitment.com/. Other websites belonging to us or accessible via links are not covered by this policy. If you access any of these sites, please check the privacy policy applicable to these sites (if any) before you submit any of your personal information to them.​So, what personal information do we collect about you?​We process the following types of personal data about you:• Contact details• Identification information• Information about past and current employment• Education and qualifications• Information about your lifestyle​We collect the personal information requested on our application forms and contact forms together with any comments or remarks that you may provide in free text fields (such as personal statements) or CVs (where applicable). We may also keep a record of references received from third parties (including those you give us, credit reference and fraud prevention agencies) and of any other correspondence or communication between you and us, whether written, e-mailed, or as a result of visits, interviews or recorded telephone calls.​We also monitor site traffic, and like most websites, we use a Unique Visitor Cookie (which is supplied and managed by a carefully selected statistics provider) to identify your PC by a random number (e.g. #12489). More details about cookies and how you can disable them can be found below.​We will (unless it's impractical) tell you if we obtain and store information from any other source and also how we intend to use it in accordance with this privacy policy.​Making sure your personal data is secure​Whilst we take steps to protect user privacy, no data transmission over the internet can be entirely secure. We therefore do not guarantee the security of personal information that you send to us, or your use of the site. Any personal information you do send is at your own risk but once we receive it we use strict procedures to safeguard it.​How do we use your personal information?​In connection with a contract between you and us or an employer… We (and any At Certus Recruitment Ltd group company may use and process your personal information where it is necessary for us to do so to in connection with or anticipation of a contract between you and us (or At Certus Recruitment Ltd group company) or an employer.• to process your job application and otherwise manage the recruitment process• help potential employers assess and process your job application;• help potential employers check and confirm the references that you provide as part of your job application;• check with any necessary regulatory, industry and/or security authorities relevant to the position that you have applied for; Our Legitimate Business Interest… We (and any At Certus Recruitment Ltd group company may use and process your personal information where it is necessary for us to pursue our legitimate interests as a business for the following purposes:• help us identify you so we know who we are talking to;• help prevent and detect fraud or loss;• to contact you with information about opportunities that you might be interested in from time to time via phone or post;• assess risk, carry out market research, statistical analysis, test systems, improve the way that we run our recruitment process and your application (including quality assurance) and analyse your application and recruitment history;• train staff and monitor our services. This may mean that we record our conversations or our correspondence with you to make sure we are providing you with a good service and to make sure we keep to our legal and regulatory obligations. Where you have provided consent… We and any At Certus Recruitment Ltd group company may use your personal information where you have consented for us to do so• to contact you by email or other electronic means about opportunities that you might be interested in from time to time;• to provide you with job alerts. This consent can be withdrawn by logging-in to your account on the website and updating your details. Unless otherwise stated, we will hold data processed through contractual and legitimate interests indefinitely. Data processed via active consent will continue to receive marketing relative to the initial opt-in until we have received a request to unsubscribe/opt-out.​Who do we disclose your personal information to?​We may make your personal information available to agencies and employers who subscribe with us or use our Website, working within the above ways in which we use your data. These clients may then use that information to contact you about specific roles via email, phone or post. Other clients or agencies should not send direct marketing messages by email or SMS to you unless you have consented (opted in) to this.​We may disclose your personal information to any member of our group, which means our subsidiary companies, our ultimate holding company and its subsidiary companies.​We may disclose your personal information to third parties:​• In the event that we sell or buy any business or assets, in which case we may disclose your personal data to the prospective seller or buyer of such business or assets.• If at Certus Recruitment Ltd or substantially all of its assets are acquired by a third party, in which case personal data held by it about its customers will be one of the transferred assets.• If we are under a duty to disclose or share your personal data in order to comply with any legal obligation, or in order to enforce or apply our terms and conditions to and other agreements; or to protect the rights, property, or safety of At Certus Recruitment Ltd, our customers, or others.​How can you find out what personal information we hold about you?​You are entitled to see the personal information that we hold about you at any time. (If you write to, email or phone us and ask to see this information, it is known as a ‘subject access request’ or ‘SAR’ for short) You can do so by:​• e-mailing us at dpo@certusrecruitment.com inserting the words ‘Data Request’ in the heading or• writing to us at Data Request, Certus Recruitment Ltd, 1 Vincent Square, London, SW1P 2PN​Even if you don’t want a copy of your personal information, you can still contact us to check that the personal information that we hold is accurate or to let us know of any changes to your personal information. We always try to ensure that the information we hold is accurate, up to date and relevant and, as you are applying for a job with us, it is important that we have the right information in order to be able contact you. We'll be more than happy to make changes or to correct any inaccuracies.​You have the following rights when it comes to your data:• to object to any legitimate business interests processing;• to withdraw consent (only in respect of any processing which depends on consent);• to ask for your data to be updated or corrected (where it is inaccurate);• if we have carried out any automated decision making as part of recruitment practices, contest any such decision and ask for a human intervention;• ask for the client to stop processing for any reason or exercise their right to be forgotten;• ask for a copy of their information that they have provided to you electronically (such as their CV) in a portable format;• complain to the ICO.​External links from our site​From time to time we may include hypertext links to sites which are created by individuals and companies outside of our group companies. We do this when there is a particular relevance to the topic you're reading about. Whilst we endeavour to check that the content of these sites is suitable, we unfortunately cannot take any responsibility for the practices of the companies who publish the sites that we link to, nor the integrity of the content contained within them.​What if we update our privacy policy?​We do keep our privacy policies under regular review so please do check each time you use the site. You'll be able to read about any updates on this page - as soon as they happen.​If you have any questions or if you feel that we are not complying with the terms of this privacy policy please do contact us by e-mailing us at the following address dpo@certusrecruitment.com inserting the words ‘Privacy Policy Grievance’ in the heading.​This policy was last updated on Thursday 4th June 2020.

Supporting businesses going through transformation, managing a transition or completing animplementation, our contract services team understand the challenges associated with resourcingyour project. In addition to our knowledge of the technical functions, our understanding of projectmanagement methodologies and the project life cycle means we’re best place to identify the bestcontractors for your project.Recognising the importance of continuity, we ensure our contractors are managed and supportedthroughout the duration of your project, utilising the latest technologies to ensure a seamlesscontractor experience.

Put simply, we help technology businesses scale.

We're always keen to introduce great talent to our extensive network.

We're always looking to introduce great talent to our extensive network

We provide a bespoke, specialist recruitment service that adds real value to your organisation. We believe a truly great recruitment service is not about filling a vacancy, it&rsquo;s about helping you scale your business. On every occasion it&rsquo;s our job to identify the right candidate who, due to experience and cultural alignment, goes on to significantly contribute to the attainment of your organisations goals.

We provide a tailored, specialist recruitment service that adds real value to your organization. We believe a truly great recruitment service is not about filling a vacancy, it&rsquo;s about helping you scale your business. On every occasion, it&rsquo;s our job to identify the right candidate who, due to experience and cultural alignment, goes on to significantly contribute to the attainment of your organizations' goals.

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Although we assess each application we receive, due to the volume of responses we are unable to respond to all enquiries personally.<a href="/au/jobs/" rel="noopener noreferrer" target="_blank">View all jobs</a>

Although we assess each application we receive, due to the volume of responses we are unable to respond to all enquiries personally.<a href="/jobs/" rel="noopener noreferrer" target="_blank">View all jobs</a>

Although we assess each application we receive, due to the volume of responses we are unable to respond to all enquiries personally.<a href="/us/jobs/" rel="noopener noreferrer" target="_blank">View all jobs</a>

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