Justin York

🚨 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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M4 Partners are collaborating with a highly innovative and commercially focussed consultancy to deliver outsourced PMO/ Programme management services for strategic or operational transformation change programmes.     This is true beneficial for clients who are looking for specific skills around the change or transformation initiatives but don’t necessarily need these services full time, our Partner can deliver at pace to embed best practice & effective customer driven solutions on either a project based contract or tailored statement of works.     Our partner offers   Experience in a wide range of different sectors, industries and environments focussing on transformational change at both programme and project level Effective communication and engagement of senior stakeholders at C Level / Board level and managing sensitive relationships with critical decision makers Definition, establishment & ownership of the necessary Governance Frameworks / Change Programmes and Transition / Cutover Plans Professional team management within matrix working arrangements, remotely and often internationally Ability to provide a flexible interim approach based on the needs of the transformation   If interested in an initial discussion about these services and how we can help to deliver when and where required, please get in touch. #consultancy #fractionalPMO #Outsourcing #transformation #m4partners

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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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The biggest green flag in hiring is NOT on a CV. And it is NOT in a job description EITHER. I’ve learned this the hard way after placing hundreds of people across UK contact centres. For years, companies focused on: → “Do they have the right skills?” → “Will they hit targets?” And candidates focused on: → “What’s the salary?” → “What perks do I get?” But when I looked back at the people who stayed, thrived, and grew One thing stood out. The real green flag 🏳️ Alignment between values and actions. What I mean 👇 FOR CANDIDATE'S 📌The green flag is how you treat people when no one’s watching. Promising career growth And actually delivering it. Recognising great work before it walks out the door. Communicating with respect, not just when targets slip. 📌FOR EMPLOYERS The green flag is how you show up beyond the basics. Taking ownership instead of waiting to be told. Being consistent Not just impressive in the interview. Caring about the team, not just the pay slip. At RWR Recruitment, this is why we don’t just match skills to roles. We look at the values fit. Because skills can be trained. But misaligned values? They’re the #1 reason people quit. That’s how our clients Cut turnover, Reduce no-shows, And keep their best people longer And it’s why our candidates don’t just get jobs, they build careers. ♻️ If this resonated, REPOST with your network Follow me, Robyn Walters - Recruitment Expert , for straight-talking insights on careers, recruitment, and building stronger teams in the UK. P.S. What’s the biggest green flag you’ve seen in a great employer or employee?

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Ready, Steady… Stop. It happens more often than we care to admit. A client gives the green light to recruit. The job spec is finalised, the role goes live, candidates are shared for consideration, then.. silence. Annual leave takes place, there's radio silence and processes stall. Meanwhile, great candidates are left in limbo—waiting for feedback, unsure if the role is still active, and naturally… exploring other offers. In today’s market, speed matters. So does communication. We understand holidays are essential. But releasing a job and disappearing for two weeks without a clear process or point of contact? That can do real damage: ✅ Top candidates drop out. ✅ Your reputation suffers. ✅ Your employer brand takes a silent hit. ✅ The same role has to be re-briefed—and re-advertised—weeks later. If you're planning time away, a simple fix goes a long way: 🔁 Align with your recruiter on timelines. 📅 Delegate decision-making while you're out. 📢 Communicate with candidates upfront. Candidates don’t expect instant hires—but they do expect clarity. The best people never hang around. Plan your hiring like you’d plan your holidays—thoughtfully and with follow-through. #HiringInIreland #GalwayJobs #RecruitmentTips #ConnachtCareers #IrishJobs #cpl #cpljobs #cplgalway

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Enjoying my morning coffee date with Chat GPT this morning and came across a UK contract market update… 📈 One of the most popular UK staffing platforms has reported on contract hiring, suggesting a stronger than expected uptick in contract activity in September. The report notes that contract roles increased 10.4% year on year in September and month on month, contract roles increased 18%. A consideration is that employers are leaning more on contract / flexible talent strategies to manage risk… but positive signs ahead of Q4!

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