Winston Chan

🚨 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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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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So many of you keep asking me about the product market in London right now, so I thought I’d put together a quick snapshot. The reality is, the market has slowed down a bit. Right now there are around 23,000 product management roles across Europe, with London being a big hub. That’s about 12% fewer than last year, so hiring isn’t moving as fast as it was. (Plus there is so much competition!) That said, there’s still a lot happening. Most roles being advertised are in SaaS, fintech, and AI driven products, with teams focusing on growth, customer retention, and scaling up. Even though the overall volume of jobs has dipped, companies are getting more strategic about who they hire, looking for PM's who can hit the ground running, own their product area, and make a measurable impact. Looking ahead, I’m cautiously optimistic. Lots of companies are stabilising their hiring plans, and there are strong opportunities for PMs in sectors like fintech, SaaS and AI. If you stay proactive, upskill where needed, and stay connected, you’ll be well placed to land a great role over the next 6 months. It’s not the boom of a couple of years ago, but there’s plenty to be excited about if you’re in the right space. Keep learning, keep networking, and the opportunities will come. Sources: Recruited Tech European PM Job Market Insights 2025 Intelligent People: What London Companies Look For in Product Managers Mind the Product UK Hiring Managers Reveal Product Management Realities Consortia: Product Management Hiring 2025 #ProductManagement #LondonJobs #HiringTrends #CareerGrowth #PMJobs #SaaS #Fintech #AI #Networking

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Something's shifting in recruitment, and I'm curious if others are seeing it too. A few agency owners I've been speaking with are moving away from traditional placement fees and testing something different. Tom in Manchester mentioned he just closed an annual contract worth £84K - not for placements, but for managing a client's entire hiring infrastructure using AI tools. Jessica in Austin shared similar results with tech companies there. The pattern seems to be: - Companies want predictable hiring pipelines, not individual placements - They're willing to pay monthly retainers for automated systems - Internal hiring teams cost more than outsourced AI infrastructure What's interesting is these aren't just agency owners. Remote recruiters and internal hiring managers are testing this approach too. They're all spotting the same trend. Instead of competing on placement fees, they're positioning themselves as hiring technology partners. The monthly retainer model ($5K-$8K) seems to work because: - Clients get dedicated attention vs. competing for agency time - Still cheaper than hiring full-time internal recruiters - The agency's AI tools enhance the embedded recruiter's productivity I'm seeing this across different markets - UK, US, parts of Europe. Tuesday I'm hosting a session to explore this trend deeper. Looking at the tech stack behind it, the positioning strategies, and hearing from a few agencies making this transition. Not claiming it's the only way forward, but the data is interesting enough to dig into. Anyone else noticing this shift? Would be curious to hear your thoughts. Comment below if you're seeing similar patterns in your market. Session details: Tuesday 16th September, 3pm UK / 10am EST / 4pm CET "The AI Retainer Revolution" - 100 spots available #RecruitmentTrends #AIRecruitment #AgencyEvolution

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This was a first for me in recruitment. I was recently contacted by a father whose son had just completed his studies and was struggling to get that first break into the tech industry. He was polite, proactive, concerned and simply looking for guidance, even open to finding unpaid work experience to gain practical exposure. It really highlighted how tough the market is right now for graduates in software engineering. Many organisations are running lean, offshoring development work and often hiring mid-to-senior engineers to maximise responsibilities with less headcount. But there’s no shortage of motivated graduates eager to contribute, they just need that first opportunity. If anyone in my network has junior developer, or software internship opportunities, I’d be happy to point him in the right direction or make an introduction. For graduates trying to break in, a few tips that can really help: ➡️ Get visible: share your projects on LinkedIn or GitHub to demonstrate capability. ➡️ Network with intent: Don’t just connect, engage meaningfully. Join university mentor programs, industry associations, or student-alumni networks to expand your circle. Get creative in finding introductions to hiring managers or team leads, and when you do reach out, make it targeted. ➡️ Attend local tech meetups: groups like BrisJS, BrisTech, AI Society QLD, and River City Labs are great for making connections. ➡️ Keep learning and contributing: open-source work, hackathons, and certifications build credibility fast. It’s a difficult first step but persistence, visibility and curiosity always find a way through. Every senior developers started somewhere, sometimes all it takes is one opportunity to get started.

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The top question I'm getting from Tech candidates right now? 💬 "How can I make my CV stand out among so many applicants?" 💬 Firstly, if you believe you’re a good fit for an opportunity and it genuinely interests you, don't be put off by a large number of previous applications. You should still apply! The key is to make your CV work harder for you 📜 Here are a few ways to help your CV stand out ➡️ 1️⃣ Powerful Profile Statement: Use a strong summary at the top that clearly links your experience to the job, outlines what you're looking for and why you want to apply. 2️⃣ Tailor Your Application: Take time to read the job description and highlight the skills and achievements that directly match the requirements. 3️⃣ Context: Make sure to include some insight on the company or projects you've worked on in your career. (I see so many candidates focusing on listing the tools/ tech, but it's so much more powerful to give a view of the project, the objectives, your level of contribution etc.) 4️⃣ Show Your Impact: Include results and achievements along with duties. 5️⃣ Include Practical Details: Location, availability, contact details (!), visa, job preferences etc. These might sound simple but honestly, get these elements of your CV right, target opportunities that genuinely align with your skills, and you will stand out! #cvtips #techjobs #BWTech #Brightwater

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