2 - Recruitment in Perl The State of the Perl Market - YAPC Final 2
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This document summarizes the Perl job market and recruitment process from the perspective of a senior headhunter and Perl specialist. It outlines that there are many jobs available in Perl across Europe, the US and UK. It also describes what skills employers look for, how candidates can stand out, tips for interviews, typical salary ranges, why companies hire, and common reasons why candidates accept or decline offers.
2 - Recruitment in Perl The State of the Perl Market - YAPC Final 2
- 1. Recruitment in Perl The State of the Perl Market 2 Rick Deller
- 2. Who am I ? • Senior Headhunter • Perl specialist • Consultant to an extensive number of Perl Houses • Placed a vast amount of Perl candidates
- 3. What do I do ? • Advise and consult on Perl recruitment across UK, Europe and U.S • Client Services • Permanent Contract, Temporary and Fixed Term Contracts • Search for and select the best candidates in the market • Qualify and interview all candidates • Book and manage the interview process • Candidate Services • CV appraisal • Interview coaching • Industry insight including salary information • Match you to the right companies and jobs
- 4. What I will cover today • Overview of the Perl labour market • What a company hires for • The Recruitment Process • Why people accepted offers • Why they decline ?
- 5. Are there Jobs in Perl?
- 6. YES !!!
- 7. Just to be clear ? That was
- 8. YES!!!
- 9. Introduction to the Perl Market • Europe, US, UK • Employers and verticals • Current activity and state of the market It is not all about the job title • Junior Developer • Senior Developer • Head of Development / Development Manager/CTO etc • System Admin/DevOps
- 10. What are employers looking for? • Generally – Modern Perl (Catalyst, Dancer etc ) • However there are always an exception to the rule • Front-End (JavaScript) • Management / Mentoring • Passion
- 11. Standing Out Perl Market is Competitive – You are More than Paper • The quality of your CV (needs to be clear and showcase your skillset) • Details of projects worked on/lead • Your Professional Profile • Do you have a blog or contribute to any projects? • LinkedIn Profile (Recommendations and peer references) • Active on Social Media • Community events and activities
- 12. Interviews • Early Bird Catches the Worm • What to wear • Be Prepared • Know your CV! • Eye Contact • Shhhhhhhhhhh Don’t be afraid of Silence • Examples & detail • Show your Interest • What are you looking for in terms of money? • More Questions
- 13. What can candidates expect & look for? • Salary is dependent on experience, skillset and location • Junior Developer - £25k to £35k (31K Euros to 44K Euros) • Mid Level Developer - £45k to £55k (56k Euros to 68k Euros) • Senior Developer - £60k to £70k (75k Euros to 87k Euros) • Head of Development - £70k + (87k Euros) • The full package • Professional development and progression • Technical challenge and product development • Pension, healthcare, life assurance etc • Bonuses and incentives • Social activities; lunches, drinks, team nights out
- 14. When a Company Hires! What is involved ? •Identifying the need •Budget (Has it been signed off) •Culture fit •Resources (Reviewing CV, Interviewing , Getting Sign off, Financial) •Time •Cost (More than Salary)
- 15. Interview process • What process do you use ? • Whose involved ? • Time ? • When & Where ?
- 16. Interview Process Review • Technical Test (Cards games, coding, psychometric) • Code Review (CPAN, Github Etc) • Telephone Interview (Technical or Housekeeping) • Face to Face Interview (Meet the Team) • Offer
- 17. Why do people join a company ? • Environment ? – Can they work with you? • Do Respect they you technically and Socially? How do we change that ? Can we ? • Your Companies Brand ? What does the Community say about your company ? Which companies brand comes to mind when you think of Perl ? • Tech Stack (Are you using the latest technologies?) • Work life balance • Money (Its not just Recruiters who think about Money)
- 19. Why do people turn your offer down ? •Time - How long did it take ? • Was the offer right ? • Counter offered •Experience •Location •How serious were they looking ?
- 20. Market Rate or Technical Rate •Market Rate •Technical Rate •What did you offer ?
- 21. Any Questions? Rick Deller Eligo Recruitment rick@eligo.co.uk / ++44208 944 4187
Editor's Notes
- #14: It is a candidate driven market – ref back , candidates are looking for a full packeage , looking at other benefits list opsview, give examples , technical challenged
- #15: Attending events – put in touch – If you want more information please come see me after , many people make the mistake of thinking its just about the CV, what do I look for in a good candidate , look at evidence , CPAN etc active in community So to stand out as a candidate you need to ensure you consider how you present yourself across all these areas. Clients looking to attract the best candidates should be assessing candidates across all these areas and not just
- #16: Examples
- #18: Services Sector – We even seeing greenfield projects , tech is ever change Technology is dynamic and continuously evolving so there will always be an element of movement and migration from/to different technology