Futura Talent

Who are we?: Futura Talent, a Technology and Change recruitment agency based in Bristol Our Mission: To unite the best talent with the most exciting businesses through a purpose-led, people-first approach, making a positive impact on the world. Why us?: Recruiters, especially in tech, often get a bad rep due to bad practices and lack of care or concern for their candidates. We’re here to change that by bringing humanity back into recruitment. Our Approach: 🔍 Intelligence, Both Artificial & Human: We don't abuse AI & Automation (spray & pray), we use them responsibly, combining them with empathy and compassion to find the best candidates and ensure your opportunity is the right one for them 💬 Candidate Experience: We collect NPS (Net Promoter Score) from all candidates we submit to live roles, not just the successful ones, and report these back to our clients for full transparency and accountability, creating maximum visibility and accountability to ensure that we’re promoting and protecting your brand and reputation in the marketplace 📊 Data-Driven: Our industry-leading market intelligence tools provide informed analysis on salary information and candidate availability for our clients to help them make informed decisions 🌈 Equality, Diversity & Inclusion: We use gender decoders in our outreach and advertising, partner with diverse organisations, and offer an EDI+ product which features a "blind sift" to minimise unconscious bias at shortlist and track diversity metrics throughout every stage in the process and report this back 🌍 Purpose-Led: We are selective about which clients and industries we'll work with, are in the process of applying for B-Corp status, donate 3% of profits to charity, and volunteer for causes we believe in To find out more about how we can help you or your business, get in touch: info@futura-talent.com #recruitment #techrecruitment #EDI #bcorp #Bristol

In the last few weeks I have: 👉 Introduced several start-ups to angel investors 👉 Introduced start-ups to a funding application support platform 👉 Conducted market-mapping to show talent available locally to inform decisions about Onsite Vs Hybrid Vs Remote policies 👉 Supported a discussion to help address an employee issue so a client keeps an important developer while keeping the dev happy 👉 Suggested potential Advisor / NED / Fractional options for client needs 👉 Advised a client on restructuring a role to be more junior, less expensive, and more suitable for their actual needs 👉 Set up an external mentor relationship for that incoming junior to get the support needed as the company have no other technical people 👉 Provided salary info to inform 2025 hiring for several businesses 👉 Supported on a client's new EVP & new careers page When I've had a spare moment I've done some recruitment too 😂 When you engage with a recruitment agency, do you want someone to just throw some CVs at you? Or do you want a partnership with people who are genuinely invested in your business and will do whatever they can to help you advance and progress? If you opt for the former, there's a lot of value your business could be missing out on. If you like the sound of the latter, then let's have a chat!? 📩 guy.allen@futura-talent.com ☎️ (+44) 0117 476 7670 (UK) 📞 (+1) 929 339 0838 (USA) #recruitment #techrecruitment #startup #funding #customerexperience

𝐒𝐞𝐧𝐢𝐨𝐫 𝐃𝐞𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐄𝐧𝐠𝐢𝐧𝐞𝐞𝐫: £90 - 110𝐤 𝐃𝐎𝐄 𝐔𝐊 / €90 - 110𝐤 𝐃𝐎𝐄 𝐄𝐔 +𝐄𝐪𝐮𝐢𝐭𝐲; 𝐑𝐞𝐦𝐨𝐭𝐞-𝐟𝐢𝐫𝐬𝐭 (𝐔𝐊 𝐨𝐫 𝐄𝐔) 𝐰/ 𝐪𝐮𝐚𝐫𝐭𝐞𝐫𝐥𝐲 𝐨𝐧𝐬𝐢𝐭𝐞 𝐚𝐭 𝐄𝐔 𝐇𝐐 We're partnering with a start-up with an already well-established market reputation and strong client base to find a Senior Deployment Engineer with experience working in client facing roles previously. These guys are building edge case AI & ML solutions that have broad application and massive potential for impact across numerous industries. The company has solid runway and funding as well as already being revenue generating. Your role will be working with external clients to ensure the successful deployment of the platform into their environment, ensuring it is successfully integrated, running and tested. 𝐏𝐥𝐞𝐚𝐬𝐞 𝐧𝐨𝐭𝐞: 𝐘𝐨𝐮 𝐦𝐮𝐬𝐭 𝐛𝐞 𝐛𝐚𝐬𝐞𝐝 𝐢𝐧 𝐭𝐡𝐞 𝐔𝐊 𝐨𝐫 𝐄𝐔 𝐚𝐧𝐝 𝐡𝐚𝐯𝐞 𝐟𝐮𝐥𝐥 𝐫𝐢𝐠𝐡𝐭 𝐭𝐨 𝐰𝐨𝐫𝐤 𝐢𝐧 𝐭𝐡𝐞 𝐔𝐊 𝐨𝐫 𝐄𝐔 𝐭𝐨 𝐛𝐞 𝐜𝐨𝐧𝐬𝐢𝐝𝐞𝐫𝐞𝐝 𝐟𝐨𝐫 𝐭𝐡𝐢𝐬 𝐨𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐲 - 𝐖𝐞 𝐜𝐚𝐧𝐧𝐨𝐭 𝐨𝐟𝐟𝐞𝐫 𝐯𝐢𝐬𝐚 𝐬𝐩𝐨𝐧𝐬𝐨𝐫𝐬𝐡𝐢𝐩. 𝐖𝐡𝐚𝐭 𝐲𝐨𝐮'𝐥𝐥 𝐠𝐞𝐭: 🧠 Competitive Salary: £90,000 - £110,000 DOE / €90 - 110k DOE 🧠 Early-Stage equity 🧠 Remote-first working (quarterly on-sites in EU HQ) 🧠 Personal Development: Learning and Development budget 𝐄𝐬𝐬𝐞𝐧𝐭𝐢𝐚𝐥 𝐒𝐤𝐢𝐥𝐥𝐬𝐞𝐭 / 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞: 🧠 Solid commercial Deployment Engineer / DevOps / SRE / Platform Engineer experience (ideally 5-7+ years) 🧠 Experience working in a Client-facing role previously (consultant / contractor / working for a cloud provider etc) 🧠 Terraform 🧠 Helm (Helm Charts) 🧠 Docker & Kubernetes 🧠 Strong AWS 🧠 On-prem Unix / Linux 🧠 Some sort of scripting / programming: Python / Bash / Shell / Go 𝐃𝐞𝐬𝐢𝐫𝐚𝐛𝐥𝐞 𝐒𝐤𝐢𝐥𝐥𝐬𝐞𝐭 / 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞: 🧠 Other cloud experience (Azure, GCP, IBM etc) 🧠 Ansible 🧠 Github Actions / Jenkins 🧠 Networking 🧠 Web Application Security (OWASP) 🧠 Experience deploying into external client environments 𝐒𝐨𝐮𝐧𝐝 𝐠𝐨𝐨𝐝? If you'd like to find out about this exciting opportunity, please apply with your CV as soon as possible as they are looking to move quickly with this requirement. #deploymentengineer #devops #SRE #platformengineer #recruitment

Really exciting news! 🎉 Futura Talent is finally officially B Corp Pending! 🎉 The plan was always to build a business providing an incredible service to our clients and our candidates, but also to do it while having a positive, purposeful impact on the world beyond this. There are some exciting plans in the works as to how we can do this and add even more value to our customers in the process. Now we've got the stamp and we have a year to put our money where our mouth is and make those plans a reality! Huge thanks to Andy Hawkins (still has the best job title in the universe) and Business On Purpose UK for guiding me through the process, tackling the mountains of forms and his ongoing support ! Thanks again to Leo Hewett and Core3 | B Corp™ for introducing me to Andy and also for helping me out in places too. And thanks to B Lab UK for awarding us "pending" status. If you're looking to hire in Technology & Change and want to ensure exceptional customer & candidate experience get in touch to find out what Futura Talent can do for you and your business: 💻 guy.allen@futura-talent.com 📞 UK: +44 (0)117 476 7670 ☎ USA: +1 929 339 0838 #Recruitment #TechRecruitment #bcorp #bcorppending

How do we address gender inequality in the workplace without positive discrimination? 30% of C-level positions in the UK are occupied by women. 21% of Senior Leadership positions in tech in the UK are occupied by women. 78% of students can't name a famous woman working in technology. The UK has some work to do to improve, but UK tech even moreso. Tech is often viewed as a bit of a "boys club", and not having female leaders visible in the sector has been shown to have a major part to play in this. But how do we address this without positive discrimination? Clearly the right person to hire is the best person for the job, regardless of their gender or any other characteristic, and the suggestion that women get into senior positions based on them being a "diversity" hire is a mysogynistic trope. So what to do? Look at your benefits. Look at your culture. Look at what others businesses are doing. Ask your people. Especially the women. Map the above out and distill: "What does this say to women we want to hire?" and crucially: "What does this say to women we want to retain?" 👉 Do you offer flexibility and support for school runs and childcare etc? 👉 Is there any reason a role couldn't be offered on a part time basis? 👉 What does your maternity / paternity policy say? 👉 Do you have policies around fertility assistance? 👉 Have you considered implementing menopause / menstruation policies?? 👉 Are your managers (male and female) trained / equipped / comfortable to discuss issues around women's health? 👉 Have you fostered a culture where women feel comfortable to discuss such issues? 👉 Do you consistently call out and address inappropriate language or behaviour when it occurs? (In the office and at after work drinks too) 👉 What does your advert / job spec / interview process / questions look like? 👉 Do you publicly advertise your salaries on adverts? 👉 How equal is your pay between people at similar levels and roles? There are so many things to be done that can help. But the first step is to understand that this is something that needs to be addressed. The second step is to investigate it. The third step is to actually act on what you've found. What other ways can businesses address gender inequality issues? #recruitment #techrecruitment #genderpaygap #womenintech #genderequality

I am very happy to announce that I will be joining Fractile in October, to work as a performance modelling engineer! I am super excited to work on a new AI chip and to put my engineering brain back to work. I think that what they are doing is very unique and ambitious and I can’t wait to be in the room where this new technology comes to life. I want to thanks all the people who have reached out to me when I was looking for a new position. I’m very grateful for all the advices and the job offers that were provided. I wasn’t expecting to receive so much help from so many people, so thank you! I want to thank in particular Guy Allen who has been extremely helpful and supportive all along. If your company is looking to work with a great tech recruiter, you should absolutely reach out to him and his company Futura Talent

Why don't companies ask candidates for interview feedback? Businesses ask their customers for feedback on their experiences all the time, NPS scores being a common metric. Candidates always want interview feedback so they can perform better next time they have an interview. "Our people are our most valuable asset" - something touted by so many businesses. So if the way you acquire your most valuable asset is through an interview process, why aren't you seeking feedback on how to improve this? Without that feedback, how are you going to inform the tweaks and improvements you need to make to improve your prospects of securing the best people? At Futura Talent on each piece of recruitment we undertake we: 👉 Request feedback from every single candidate submitted to a live role (not just the successful ones!) on their experience working with us For those who respond, we then ask for: 👉 Feedback on the interview process 👉 Their perception of the brand as an employer at the start of the process 👉 Their perception of the brand as an employer at the end of the process We then provide all of that information (including the ratings of us and our service) in a report to the client. We'll help you find the best people for that role. But we'll also help you to improve your prospects of acquiring top quality talent in future too. Get in touch to find out more: 💻 guy.allen@futura-talent.com 📞 UK: +44 (0)117 476 7670 ☎ USA: +1 929 339 0838 #Recruitment #TechRecruitment #CandidateExperience #CandidateJourney #InterviewProcess

❌ Poor communication, Ghosting, En-masse spamming of irrelevant opportunities, messages addressed to a different name! ✅ We're here to put the humanity back into recruitment Customer Experience - whether on the Candidate or Client side - is always top of our priorities at Futura Talent. That's why we've been asking our clients and our candidates for feedback on what they want to see from the recruitment agencies they partner with. Some of the impact on our customer experience so far?: 💻 A CV portal with a chat function for multiple decision makers to review profiles, compare notes, ask for more information and request interviews all in one place (no need for your business to pay for an ATS, but no more confusing email chains with potential GDPR issues!) 💬 Feedback gathered from EVERY candidate submitted to a live vacancy and then reported back to you for greater transparency and accountability on the experience that candidates receive from us 📊 Industry-leading market intelligence tools to provide salary information, candidate availability etc to inform your decision making Whether you're a business that prioritises the candidate journey already OR this is an area you know that your business needs to improve, get in touch to find out how Futura Talent can help you today. OR if you just have suggestions on how to improve the customer experience, we'd still love to hear from you: 💻 guy.allen@futura-talent.com 📞 UK: +44 (0)117 476 7670 ☎ USA: +1 929 339 0838 #recruitment #techrecruitment #customerexperience #candidatejourney #candidateexperience

We need your help!

"We do all of our own recruitment in-house". Ok, but how much talent are you missing out on as a result of this? Unless you have an internal TA partner who is SOLELY focussed on Tech recruitment, there is no way that you're not missing a substantial chunk of the best talent out there. The fact is that if you're relying on adverts and searching job boards as and when a requirement comes up then you are only seeing the talent in the bottom half of the diagram below, you're missing out on the top half where the vast majority of the talent is. 👉 Broadly speaking, top-tier talent is well looked-after to keep them happy and in "not looking". You're not seeing the full market, and you're missing out on some of the very best people 👉 The candidates who sit in that bottom part diagram who you can access are not only smaller in number, but are very active elsewhere, so there is greater competition to secure them 👉 More competition means greater risk of losing them to another opportunity, leaving you back where you started, leading to protracted hiring processes By partnering with an experienced, market-specific recruiter, you get access not just to the "unemployed", "active" and "exploring" markets, but the whole market. You're getting the people who we spoke to about another role 6 months ago that just wasn't quite right. You're accessing someone we might have spoken to at a networking event 5 years ago who doesn't even have a CV currently but we know what the right opportunity would look like for them. Some of the clients I have worked with over the years had entire teams of excellent TA people solely focussed on tech, but STILL they appreciated the value an experienced external recruiter with a market-specific expertise could add. If you're looking to hire Technology or Change talent and you want to see all the options that the market has to offer, get in touch with Futura Talent today: 💻 guy.allen@futura-talent.com 📞 UK: +44 (0)117 476 7670 ☎ USA: +1 929 339 0838 #techrecruitment #recruitment #talentacquisition #useexperts