Ross Tanner

⚖️ The TA Capacity Planning Guide. Created from interviews with 72 Heads of People & Talent, capturing 600+ data points. A strategic resource for TA and People leaders in tech who need to: - Understand recruiter productivity - Understand capacity calculation - Benchmark against peers - Prioritise where to invest (or defend) capacity What’s inside: - Benchmarks by Company Size Live reqs hires/rec/month sourcing mix tech / AI maturity - Tooling Trends + Automation ROI What's adopted, what’s working, and where time is actually saved - Top Bottlenecks The constraints holding most teams back - Strategic Plays for 2025 AI-native workflows, skills-first hiring, dynamic planning models 🎯 Want the full report ? Comment "CAP REPORT" and I'll share access

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The UK HR job market in 2025 is more complex than ever. We’re seeing fewer vacancies, sharper competition, and rising expectations on HR teams, all against a backdrop of economic pressures, regulatory change, and inconsistent adoption of AI. In my latest blog, I explore the greatest challenges reshaping HR recruitment today, and what they mean for employers, candidates, and consultants navigating this landscape. Link is in the comments, and leave your thoughts as well. #hrrecruitment

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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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One month back at OpusRS – here’s what I’m seeing in the JavaScript contract market. It’s been great to get stuck back in, and I’ve already noticed some clear trends across the UK JavaScript contract space. 🏢 Hybrid working is shifting. Fully remote roles are becoming less common, with more contracts now asking for 2–3 days a week in the office. Collaboration and team presence are making a comeback. 💬 Contractors who know how to add value and communicate clearly with clients are being consistently extended. It’s not just about technical ability—commercial awareness and soft skills are making a real difference. 📉 Rates have taken a hit compared to a few years ago, but demand is still strong for those who can hit the ground running. ⚙️ Next.js is gaining serious traction. While React remains dominant with 39.5% of developers using it, Next.js is quickly rising with 17.9% adoption—thanks to its performance benefits and built-in features like server-side rendering and static site generation If you're a contractor looking for your next move, or a business needing top JavaScript talent, I’d love to connect. #JavaScript #NextJS #ReactJS #Contracting #TechRecruitment #OpusRS

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Positive momentum in the UK job market! 📈 Recent data shows a clear improvement in employer confidence and hiring intentions across the UK. After a period of uncertainty, businesses are feeling more optimistic about the economy and are ready to invest in their people. Here are some key takeaways: • Confidence is on the rise: Employer confidence in the UK economy and in making new hires is at its highest point in over two years. • Hiring is bouncing back: The number of new job postings has shown modest but consistent growth, a signal of increasing activity. • Key sectors are thriving: The demand for talent remains strong in critical areas like tech, healthcare, green energy, and construction, driving opportunities and innovation. This positive shift is a great sign for both job seekers and businesses looking to grow. It highlights the resilience of the UK economy and the ongoing need for skilled professionals. #UKJobs #Recruitment #JobMarket #Hiring #Economy

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⭐ UK Startup & Scaleup Growth ⭐ What a week for the UK startup and scaleup market! 🚀 📈 As a recruiter focused on high-growth tech and finance ventures, the recent surge of £961m in tech investment and record-breaking AI funding underscores the urgent need for top-tier talent to fuel innovation and scale operations. Founders now have more opportunities to access capital, develop robust business models, and attract experienced leaders who can drive growth in data, AI, and sustainability. 🔦 This week, the spotlight is on diversity, especially female-led founders, and an expanding network of free events demonstrates how collaboration and inclusion are shaping the next generation of market leaders. For those of us building teams, it’s crucial to tap into this talent pool, invest in ongoing development, and connect candidates who thrive in fast-paced environments. 💲 Alternative financing and new policy frameworks mean the barrier to entry for founders and talent is lower than ever before. The businesses succeeding today are those that secure the right mix of skills and mindset for both commercial creativity and operational excellence. 👉 If you’re exploring your next challenge or scaling your startup workforce, let’s connect.

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𝐖𝐡𝐚𝐭 𝐦𝐚𝐤𝐞𝐬 𝐌𝐚𝐧𝐜𝐡𝐞𝐬𝐭𝐞𝐫’𝐬 𝐭𝐞𝐜𝐡 𝐞𝐜𝐨𝐬𝐲𝐬𝐭𝐞𝐦 𝐬𝐨 𝐬𝐩𝐞𝐜𝐢𝐚𝐥? 💡 iO Associates - UK/EU latest episode of Manchester Tech Journey features Paul Heath, Head of Data at Classic Football Company Ltd., who shares an energising look at Manchester’s thriving tech scene, leadership journeys, and why now is THE time to build your career or business up North. 🎙️ 𝐎𝐧 𝐭𝐡𝐢𝐬 𝐞𝐩𝐢𝐬𝐨𝐝𝐞 𝐨𝐟 𝐌𝐚𝐧𝐜𝐡𝐞𝐬𝐭𝐞𝐫 𝐓𝐞𝐜𝐡 𝐉𝐨𝐮𝐫𝐧𝐞𝐲, 𝐏𝐚𝐮𝐥 𝐚𝐧𝐝 Michael Collins 𝐝𝐢𝐯𝐞 𝐢𝐧𝐭𝐨: 🔹 Paul’s unconventional route from accountancy to leading data at a global football brand 🔹 Lessons learned moving from contributor to tech leadership (and why mistakes matter!) 🔹 The unique “Manchester spirit” powering collaboration and innovation 🔹 Where AI and cloud are REALLY heading for tech teams 🔹 Why moving to Manchester for tech is a no-brainer right now 💬 Whether you’re new to tech, local to Manchester, or thinking about your next step, this episode is packed with real-world advice and unmissable insights. 🎧 Listen to the full episode now - link in the comments! #ManchesterTech #TechLeadership #DataInnovation #Podcast #AI #DigitalCareers #ManchesterGrowth #TechCommunity #ClassicFootballShirts #FootballAndTech #LeadershipJourney

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When we founded Alexander Daniels 15 years ago, we couldn't have imagined we’d build such a loyal team. Many of our colleagues have been with us for over a decade — which in recruitment, and in business generally, is something I feel incredibly fortunate to say. It seems strange to call them colleagues, because in truth, so many are now our friends. But here’s the reality: along the way, we’ve also lost some truly great people I would have loved to keep. Not because they weren’t performing, or because the culture didn’t fit — but because they needed new challenges we simply couldn’t offer at the time. And that’s okay. One of the hardest lessons as a leader is understanding that retention isn’t about holding on to everyone at all costs. It’s about building an environment where people want to stay — and also recognising when someone needs to spread their wings elsewhere. Sometimes the best thing you can do for a talented colleague is to let them grow beyond your business. When it is right for someone to stay, here’s what I’ve learned about keeping your best people engaged for the long haul, not just through my own journey, but also from the many great CEO's and Leader I get to work with: ✨ Clarity of mission – People stay when they’re connected to the bigger “why”. ✨ Growth opportunities – Even in a startup, you can give space for learning and stretch. ✨ Recognition – A genuine thank-you is more powerful than a bonus. ✨ Flexibility and trust – In today’s world, this isn’t a perk, it’s a baseline. ✨ Listening – Not just at review time, but through ongoing, honest conversations. Retention isn’t about perks, although we've had some great ones! It’s about creating an environment where people feel valued, trusted, and challenged. And when they do move on, it’s about celebrating their growth, not resenting it. What’s the one thing your company does that makes great people stay — and how do you handle it when they choose to leave? Do you measure retention? #Leadership #Retention #Startups #ScaleUp #Talent #Culture #Team

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