Nathan Welch

🚨 After the overwhelming response to my recent posts, it’s clear there’s strong appetite for real insights into what’s happening across the BA and QA market right now. So - I have pulled together our Q3 Market Insights Report, focused on what we’re seeing on the ground across Business Analyst and QA recruitment. 🔎 It’s not a “how to get hired” guide, but rather a pulse check on: 📈 What hiring activity looks like post-EOFY 💬 Emerging trends we’re hearing in client conversations 🧠 Skills and behaviours in demand 🔄 Shifts in contract vs. perm 🛠️ Where the market is loosening up - and where it’s still tight Whether you're scaling a team or exploring your next move, I hope this gives helpful context on the landscape we're all navigating. 📥 Feel free to reach out if you'd like the full report - or drop a comment below if anything resonates! #BAJobs #QAJobs #RecruitmentInsights #MarketUpdate #HiringTrends #ProjectServices #BusinessAnalysis #QualityAssurance #TechHiring

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Hiring Managers - The strongest candidates aren't applying to job adverts! Some of the best placements I have made have been from me reaching out to a candidate that was never looking for a new role, but was attracted to a new opportunity that would enhance their career. These are the same candidates who have strong tenure throughout their CV and don't hop from one company to the next. So how do you access the passive talent pool of candidates that aren't scrolling through job boards and thriving in their current positions? Partnering with a Recruitment Consultant who specialises in your industry is key. We know where these candidates are, what motivates them, and how to position your opportunity in a way that resonates. It’s not about filtering through thousands of applications to just "fill" a vacancy, it's about connecting with the right talent that will elevate your team and business. #Recruitment #PassiveTalent #HiringStrategy #SalesAndMarketing #TalentAcquisition #CareerGrowth #Consulting

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Yesterday we were told of another Tier one ‘big boy’ in the industry are making redundancies. Yet, small to medium sized companies are hiring and doing well. My next phone call - a QS looking for work. “I’d really like to work for a Tier 1” I can appreciate why people want to work for a big brand - the training is generally of a high standard, the processes teach you the right way to build and having them on your CV sets up your career. I get it! However people need to stop thinking that tier 1s are everything. You consistently get treated as a number, your career takes longer to progress and can often find more flexible working at medium sized companies. You’re also closer to the decision makers and make a true impact in the company that you give your time to. I recently qualified a QS role and the manager specifically said he does not want someone from a tier 1, “they can lack flexibility” I am seeing more people move away from the tier 1s to the tier 2s and I think that is now the best way to progress your career. If you want to talk about your career and how I can help, feel free to message me. #careeradvice #jobs #constructionjobs

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Why is CRM often the last thing brands fix, and the first thing that makes them money? 🤔 Brands obsess over new customer acquisition - paid ads, influencers, flashy site launches. Meanwhile, CRM sits in the backlog. But in practice, CRM often gives the best returns. Take Harrods as an example: 💎 2.5 million registered loyalty members. 💎 Top 0.1% of customers generate ~20% of total sales. 💎 85% of spend comes through their “Rewards” programme. 💎 Loyalty programme members spend ~6% more than non-members. Fixing CRM isn’t sexy - It’s often complex. But when done properly (single view of the customer, meaningful loyalty tiers, personalised experiences), it becomes your first lever to unlock real revenue and stability. Is your CRM still on your to-fix list? Definitely worth getting ahead of your competitors! #CRM #Retention #Loyalty

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🛑 Your salary in agency recruitment probably won’t go up that much 🛑 Not the most motivational opener. But i'm being honest. Here's why.... The gap between a rookie recruiter and someone with 4 years’ experience (senior) can often be as little as a few thousand pounds. That’s it. The only way that rises more significantly is through billing more. And if the fee % to clients hasn’t changed in 10 years (you could still charge 20% in 2005 even), and UK wage growth has only crawled along — your average fee size hasn’t moved that much either. So while the market’s matured, the economics haven’t. Recruitment targets are generally the same as they've always been whilst cost's (in the main) to hire have risen. And if recruitment businesses are still working generally on a billings to pay ratio of around 33-38% per head then the only way to simply improve your pay is to focus on the size of your average fee. A higher average fee means greater billings Greater billings means greater earnings. It might mean a bigger base. But with a greater base comes greater responsibility. The recruitment entrapment. So whilst your average pint, average holiday, interest rates, cost of food, house prices have all dramatically risen. Your base hasn't. And it won't. But your fee can. If you focus on either senior appointments (UK), exec search or covering an international market. So sorry to say... Stop chasing a higher base and start chasing higher fees. I don't make the rules. It's just the economics don't fit. 07903 344 205 / [email protected]

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How much time should you spend on a cover letter? Usually - none. The person screening your CV is going through hundreds of other profiles. Adding a cover letter doesn’t help, and will likely only be read if the CV looks good. If your CV doesn’t align with the role, fix it. 🔹 Include product knowledge from relevant roles 🔹 Highlight core functional experience the role is looking for 🔹 Have you worked with the same client base before? Make it clear 🔹 Quantify impact wherever possible 🔹 Leave nothing to guesswork 🔹 You don't need extensive bullet points on roles you did 20 years ago. And if it can’t be tailored to match the role, maybe it’s the wrong job.

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I asked a senior HFT quant researcher what advice he'd give to graduates who want to break into the industry. In his words, strong stats isn't enough. - Read everything. - Find your niche. - Pitch yourself. Nobody will teach you how to profit. People think they can learn on the job. He said you have to learn first. He worked in a Bank. In his spare time built up the knowledge that prop firms wanted. Then, networked until he got a role. Find a USP first. Then show firms why they should hire you.

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