<p>Our Software Engineering division is the heartbeat of our business where we have been hiring talent into London and Europe since 2014 and USA, 2023.</p>
<p>We aim to provide a best in-class service by</p>
<ul>
<li>Deeply understanding companies' engineering challenges and therefore finding great people to solve them.</li>
<li>Understanding motivations, drivers, empathising and supporting with our candidate network.</li>
<li>Fostering long-term relationships with candidates and technical stakeholders built on foundations of trust.</li>
</ul>
<p>Our services range from contingent to retained, throughout all three of our geographical locations being the UK, Europe and USA on a permanent, interim and contract basis.</p>

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Software Engineering

<p>Challenges range from building new services to working on high-frequency, low-latency platforms and our range of expertise and network allows us to support different companies and products.</p>
<p>We have experience hiring backend engineers from a multitude of different programming languages and paradigms to suit client specification and are constantly nurturing the ever-changing backend community.</p>
<p>Whether you are looking to build a new web application or striving to make a current system more performant and optimal, we will support you. We have covered every levelling opening for these positions from early career engineers through to Staff and Principal level engineers on a permanent and interim basis across the UK and Europe.</p>

Backend & Frontend Engineering

<p>Platform Engineering has risen to the forefront of many technology organisations and a staple in growing any scalable product or infrastructure. We have covered every levelling opening for these positions from early career engineers through to Staff and Principal level engineers on a permanent and interim basis across the UK and Europe.</p>

Platform Engineering

<p>Our tailored search dedicated towards senior appointment has enabled us to hire Managers', Director, VP and CTO level hires for an array of businesses.</p>
<p>Our criteria for such appointments are bespoke to deliver a high impact role into a business.</p>

Engineering Leaders

<p>AI is moving at a pace we&rsquo;ve never seen before, and is becoming increasingly critical to helping organizations achieve their technological goals, drive innovation and improve efficiency &ndash; we&rsquo;re here to help that become a reality!</p>
<p>Our Artificial Intelligence (AI) and Data Science division is led by Floyd Runyeard, who has been hiring into this incredible field for almost 10 years, across both in-house and consultancy.</p>
<p>Our team has a strong commitment to keeping up with the pace of emerging technologies, enabling us to provide a high quality service to our candidates and clients alike.</p>

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AI and Data Science

<p>Computer Vision focuses on enabling computers to understand and interpret visual information similarly to how humans perceive and analyse the visual world. It involves the development of algorithms and techniques that allow machines to extract meaningful information from images or video sequences.</p>
<p>Our team has experience hiring at all levels within these technologies including across sectors such as; Medical Imaging, Robotics, Facial Recognition, Motion Tracking and many more.</p>

Computer Vision & Image Processing Technologies

<p>Artificial Intelligence has seen groundbreaking advancements in recent years, resulting in an industry boom, record investment and global demand across areas such as; Machine Learning, Deep Learning, Reinforcement Learning, Natural Language Processing and alike.</p>
<p>We have expertise at all levels, from Graduate through to Director/Head of hiring some of the most influential and sought after talent across these technologies.</p>

AI, Machine Learning & Deep Learning

<p>Data Science &amp; Data Engineering is the power behind much of the emerging technologies, products and systems we see today.</p>
<p>Combining Data Science, Data Engineering, Analytics, Insights and Infrastructure, we&rsquo;re able to support clients in hiring critical individuals who are able to play a pivotal role in turning novel ideas into real-world things!</p>

Data Science & Data Engineering

<p>Our Product division was quickly founded after our success within Software Engineering.</p>
<p>With Artifeks specialising in partnering with Product first companies and often hiring Engineering teams who were expected to be hyper Product focused we naturally became more curious about the world of Product.</p>
<p>When combining our Product division with Software Engineering and Artificial Intelligence &amp; Data Science we enable companies to be able to hire an entire cross functional team from one trusted partner.</p>

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Product

Product Leaders

Product Design

 Product Management

Honesty and integrity are non-negotiable. We build trusted partnerships with those in our communities, often nurtured over many years. We hold the trust that our clients and candidates place in us to represent them, earnestly. This trust is centric to every decision we make.

We strive for extraordinary experiences and results across every element of what we do. To us, seeking perfection includes the lessons we learn along the way which continue to shape us as we grow. 

We value and celebrate the differences among people and create an environment where everyone feels welcome, included and able to thrive. We are unyielding in our commitment to ongoing learning, dialogue and action to create a more embracive, empathetic and inclusive world for all. 

Partner of choice for Product and Technology businesses. After years of success and service to many fast-growth and global technology businesses, we’ve become specialists in supporting multi-year, multi-region growth journeys. We have curated an extensive network of technologists who build the future and solve tomorrow’s challenges.

Honesty elevates experience

Proud to seek perfection

Driven by diversity, inclusion and empathy

Long-term visionaries

Established in 2018, Artifeks has become recognised as a partner of choice to an enviable client base globally across the technology industry. Artifeks humanise recruitment. We work with our clients and candidates to create meaningful experiences which deliver long term return on investments.

We're driven to unlock true potential and nurture quality partnerships that stand the test of time.

We are a passionate group who believe in an enhanced recruitment process for our clients and candidates alike, leaving no stone unturned in providing an unrivalled experience for those who trust us with their personal career, or company growth.

There's some exciting stuff happening over here at Artifeks! Take a look at the latest roles we're hiring for.

We Are Hiring!

With a collected 55 years of recruitment experience across the team, you are in capable hands.

We Are Hiring! If you are interested in one of our vacancies, please get in touch here!

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<h4>Our mission is to build long-lasting connections, nurture collective growth, and help people meet their true potential in the tech industry.</h4>

<h4>Our mission is to build long-lasting connections, enable sustainable growth, and help people meet their true potential in the tech industry.</h4>

Tech Hiring Partner

<h1 data-aos="fade-up" data-aos-delay="350" data-aos-once="true" class="aos-init aos-animate">Experts on<span> <span><div style="display:inline-block"></div><span style="display:inline-block;-ms-transition:opacity 0.5s;-webkit-transition:opacity 0.5s;-moz-transition:opacity 0.5s;transition:opacity 0.5s;opacity:1">|</span></span> </span> <br>the best talent talent in the tech industry.</h1>

Why you'll love working here

Software Engineer

Job Filled 1

Group Product Manager

Job Filled 10

Senior Software Engineer

Job Filled 11

Application Engineer

Job Filled 12

Sales Manager

Job Filled 13

Contract Platform Engineer

Job Filled 2

VP of Engineering

Job Filled 3

Senior Engineering Manager

Job Filled 4

Head of Product

Job Filled 5

Senior Engineer

Job Filled 6

Engineering Manager

Job Filled 7

Principal Engineer

job-filled-8

Senior Full Stack Engineer

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<p>Recruiting the right talent is crucial for the success of any business, especially for small businesses that rely heavily on a skilled and dedicated workforce. However, with limited resources and competition from larger companies, small businesses often face unique challenges when it comes to attracting and retaining top talent. In this article, we will explore five proven recruitment strategies for small businesses tailored to suit the unique needs of small businesses.</p>
<h3>1. Build a Strong Employer Brand for your Small Business:</h3>
<p>Creating a strong employer brand is essential for attracting top talent. Small businesses can differentiate themselves by showcasing their <a href="../../../../../../news/the-importance-of-cultural-fit-in-the-hiring-process/">company </a><a href="../../../../../../news/the-importance-of-cultural-fit-in-the-hiring-process/">culture</a>, values, and opportunities for growth. Develop a compelling employee value proposition (EVP) that highlights the unique benefits of working for your business. Leverage social media platforms, professional networks, and your company website to communicate your brand message effectively.</p>
<h3>2. Develop a Referral Program:</h3>
<p>Harness the power of your existing employees by implementing a referral program. Encourage your employees to refer qualified candidates from their network, offering incentives such as cash bonuses or additional time off. Referrals are often a reliable source of high-quality candidates who are more likely to align with your company's values and culture.</p>
<h3>3. Utilise Local Networks and Community Engagement:</h3>
<p>Small businesses have the advantage of being deeply rooted in their local communities. Leverage this advantage by actively participating in community events, job fairs, and networking opportunities. Engaging with local colleges, universities, and trade schools can also provide access to fresh talent. By establishing a strong presence in the community, you can attract individuals who are passionate about supporting local businesses.</p>
<h3>4. Optimise Job Postings and Descriptions:</h3>
<p>Crafting compelling and well-optimised job postings is crucial for attracting qualified candidates. Use relevant keywords and phrases in your job titles and descriptions to ensure your postings rank well in search engine results. Clearly outline the job requirements, responsibilities, and growth opportunities to attract candidates who are the right fit for your small business. Additionally, highlight any unique benefits or perks your business offers to stand out from the competition.</p>
<h3>5. Embrace Technology and Streamline the Hiring Process:</h3>
<p>Small businesses can leverage technology to streamline their recruitment process and compete with larger companies. Utilise <a href="../../../../../../news/the-role-of-technology-in-modern-recruitment/">applicant tracking systems</a> (ATS) to manage candidate applications, automate resume screening, and track the progress of each candidate. Implement video interviews to save time and resources while still assessing candidates' suitability. Additionally, ensure your career page and application process are mobile-friendly to cater to the growing number of job seekers who use their smartphones to search for opportunities.</p>
<h4>Conclusion:</h4>
<p>Recruiting top talent is a critical aspect of any business's success, and small businesses can successfully compete with larger organisations by implementing these proven recruitment strategies. Building a strong employer brand, leveraging employee referrals, engaging with local networks, optimising job postings, and embracing technology will help small businesses attract and hire the best candidates. Remember, the key is to showcase your unique value proposition and create a positive candidate experience throughout the recruitment process. By investing time and effort into these strategies, small businesses can build a talented and dedicated workforce that propels their growth and success.</p>
<p>At Artifeks, we understand that time and resourcing are a massive challenge for start-ups and small businesses. That is why we offer <a href="../../../../../../im-hiring/">small business recruitment services</a> for those looking to hire the top talent in the tech and <a href="../../../../../../focuses/hr-and-growth/">HR recruitment sector</a>.&nbsp;</p>
<p>Ready to attract top talent to your small business? <a href="../../../../../../contact-us/">Get in touch with Artifeks today</a> and let's start your successful hiring journey together.</p>

5 Proven Recruitment Strategies for Small Businesses

<p>Conducting effective interviews is crucial in the recruitment process. It helps employers gain insights into a candidate's skills, experiences, and cultural fit. Asking the right questions is important to identify the best-suited individuals for the job. This ensures a successful hiring decision. In this blog, we will explore top interview questions that delve deeper into a candidate's qualifications and potential. This will help you make well-informed hiring choices.</p>
<ol>
<li>
<h3>Tell me about yourself:</h3>
</li>
</ol>
<p>The classic "Tell me about yourself" question serves as an icebreaker and allows candidates to provide a brief overview of their background, experiences, and professional journey. It also helps you understand how well candidates can articulate their skills and accomplishments, giving you a glimpse into their communication abilities.</p>
<ol start="2">
<li>
<h3>What interests you about this position and Our Company?</h3>
</li>
</ol>
<p>This question assesses a candidate's genuine interest in your company and the role they are applying for. A passionate and well-informed response indicates that the candidate has done their research and is genuinely motivated to work with your organisation.</p>
<ol start="3">
<li>
<h3>Describe a challenging situation you faced at work and how you overcame it:</h3>
</li>
</ol>
<p>This behavioural question evaluates a candidate's problem-solving skills, resilience, and ability to handle adversity. Candidates who can articulate specific challenges they faced and the steps they took to resolve them demonstrate valuable skills and resourcefulness.</p>
<ol start="4">
<li>
<h3>How do you handle constructive criticism and feedback?</h3>
</li>
</ol>
<p>The way candidates handle feedback is crucial in determining their willingness to learn and grow within the organisation. A candidate who values feedback and demonstrates the ability to use it as a tool for improvement is likely to be a valuable asset to your team.</p>
<ol start="5">
<li>
<h3>Can you share an example of a Successful Team Project you were involved in?</h3>
</li>
</ol>
<p>This question assesses a candidate's teamwork and collaboration skills. Look for candidates who can describe their contributions to the team, their ability to work cohesively with others, and how they played a part in achieving the project's success.</p>
<ol start="6">
<li>
<h3>How do you prioritise and manage your time in a fast-paced work environment?</h3>
</li>
</ol>
<p>Time management is vital, especially in fast-paced work environments. This question helps you gauge a candidate's organisational skills, ability to handle multiple tasks, and meet deadlines effectively.</p>
<ol start="7">
<li>
<h3>What are your Short-Term and Long-Term career goals?</h3>
</li>
</ol>
<p>Understanding a candidate's career aspirations helps you assess how their goals align with the opportunities your organisation can provide. Candidates who have thoughtfully planned their career path and see potential growth within your company are more likely to be committed and motivated employees.</p>
<ol start="8">
<li>
<h3>Describe a situation where you had to handle a difficult Co-Worker or Client:</h3>
</li>
</ol>
<p>This question evaluates a candidate's interpersonal skills and ability to handle challenging professional relationships. Look for candidates who can demonstrate conflict resolution skills and a commitment to maintaining positive working relationships.</p>
<ol start="9">
<li>
<h3>How do you stay updated on Industry Trends and Developments?</h3>
</li>
</ol>
<p>A candidate's commitment to continuous learning and staying informed about industry trends is a valuable trait. Those who actively seek professional development and are aware of industry developments are more likely to contribute to the growth and innovation of your organisation.</p>
<ol start="10">
<li>
<h3>What can you bring to our Company that sets you apart from other Candidates?</h3>
</li>
</ol>
<p>This question allows candidates to showcase their unique strengths and value propositions. Look for answers that align with the specific needs of your organisation and how the candidate's skills can contribute to your company's success.</p>
<p>Asking the right interview questions is essential for identifying the most qualified and suitable candidates for your organisation. The questions mentioned above provide valuable insights into a candidate's skills, experiences, problem-solving abilities, and <a href="https://www.artifeks.co.uk/news/the-importance-of-cultural-fit-in-the-hiring-process/">cultural fit</a>. By tailoring your questions to the specific requirements of the job and your company culture, you can make well-informed hiring decisions that lead to the successful growth and development of your team and organisation. Remember that conducting a well-structured and thoughtful interview process can help you attract top talent and build a thriving workforce that drives your company's success.</p>

How to Conduct Effective Interviews: Key Questions to Ask

<p>Social media recruitment has become increasingly popular in recent years, offering numerous benefits for companies looking to find and attract top talent. By leveraging social media platforms like <a href="https://www.linkedin.com/company/artifeksrecruitment/">LinkedIn</a>, Facebook, Twitter, and Instagram, businesses can reach a diverse audience and increase their chances of finding the right candidates. In this article, we will explore the main advantages of social media recruitment and how it can be an effective strategy for hiring.</p>
<ol>
<li>
<h3>Wide Reach:</h3>
</li>
</ol>
<p>One of the primary benefits of social media recruitment is the ability to reach a broad audience. With millions of active users on platforms like LinkedIn and Facebook, companies can tap into a vast pool of potential candidates. By posting job openings on social media, businesses can attract candidates who may not have come across traditional job advertisements. This wider reach increases the chances of finding qualified individuals who are a good fit for the role.</p>
<h3>2. Targeted Advertising:</h3>
<p>Social media platforms offer powerful targeted advertising options that allow businesses to reach specific demographics, locations, and interests. This feature enables recruiters to tailor their job advertisements to reach the right audience, saving time and resources. By targeting the ad to a specific group, recruiters can increase the likelihood of finding candidates with the desired skills and qualifications.</p>
<h3>3. Showcasing Company Culture:</h3>
<p>Social media provides an excellent platform for companies to showcase their unique company culture and values. Through posts, videos, and photos, businesses can give potential candidates insights into their work environment, team dynamics, and company events. This transparent approach helps candidates get a sense of the company's culture before the recruitment process begins, fostering a connection and attracting candidates who align with the company's values.</p>
<h3>4. Engaging Passive Candidates:</h3>
<p>Not all top talent actively searches for job opportunities. Social media allows recruiters to engage with passive candidates who may not be actively looking for a job but could be open to new opportunities. By sharing thought leadership posts, networking, and posting engaging content, recruiters can capture the attention of passive candidates and build relationships over time.</p>
<h3>5. Real-Time Interactions:</h3>
<p>Social media enables real-time communication, allowing recruiters to respond quickly to candidate inquiries, clarify job details, and schedule interviews. This immediacy enhances the candidate experience and leaves a positive impression on applicants, regardless of the outcome. Timely responses and personalized interactions on social media can significantly impact a candidate's perception of a company and their decision to pursue opportunities further.</p>
<h3>6. Feedback and Testimonials:</h3>
<p>Social media provides a platform for sharing feedback and testimonials from current employees, strengthening the company's reputation and employer brand. Positive reviews and testimonials can be highlighted on social media, giving potential candidates a glimpse into what it's like to work for the company. This can be an effective way to attract top talent who value a positive work environment and a strong company culture.</p>
<h3>7. Cost-Effectiveness:</h3>
<p>Compared to traditional recruitment methods, social media recruitment is often a cost-effective solution. While job boards and print media can incur significant expenses, social media platforms offer cost-efficient options for job postings. Features like pay-per-click advertising and sponsored posts allow businesses to set budgets, ensuring they are only paying for the reach and engagement they receive.</p>
<h3>8. Analytics and Fine-Tuning:</h3>
<p>Social media recruitment tools provide valuable analytics that allow companies to measure the performance of their job ads and fine-tune their recruitment strategies. By tracking metrics such as click-through rates, engagement, and conversions, recruiters can gain insights into the effectiveness of their campaigns. These analytics enable companies to make data-driven decisions and optimize their recruitment efforts for better results.</p>
<p>In conclusion, if you are looking to leverage the power of social media for your recruitment needs, <a href="https://www.artifeks.co.uk/">Artifeks recruitment agency</a> is your go-to solution. With our expertise in utilising social media platforms effectively, we can help you reach a wider audience, attract top talent, and streamline your recruitment process. Don't miss out on the opportunity to tap into the vast pool of potential candidates that social media offers. <a href="https://www.artifeks.co.uk/contact-us/">Contact Artifeks recruitment</a> agency today and let us guide you towards successful recruitment through social media.</p>

The Benefits of Using Social Media for Recruitment

<p>In the realm of recruitment and talent acquisition, <a href="https://www.artifeks.co.uk/im-hiring/">finding the right candidates</a> with the necessary skills and qualifications is essential. However, focusing solely on technical expertise may overlook a critical aspect that determines long-term success and harmony within an organisation: cultural fit. Cultural fit refers to how well a candidate aligns with the company's values, beliefs, and work environment. In this blog, we will delve into the significance of cultural fit in the hiring process and why it plays a pivotal role in fostering a thriving and cohesive workplace.</p>
<h2>What is "Cultural Fit"?</h2>
<p>Cultural fit in business refers to the alignment between an individual's values, beliefs, and behaviours with those of the company they work for. It involves assessing whether a person's personality, work style, and attitudes are compatible with the organisation's culture and values. Cultural fit is important in business because when employees share similar values and beliefs, they are more likely to work well together, collaborate effectively, and contribute positively to the company's overall success. It also helps create a positive work environment and enhances employee satisfaction and engagement.</p>
<ol>
<li>
<h3>Enhanced Employee Engagement and Satisfaction:</h3>
</li>
</ol>
<p>When employees resonate with a company's culture, they are more likely to be engaged and satisfied with their roles. Cultural fit ensures that individuals share the same values and objectives as the organisation, creating a sense of belonging and purpose. Engaged employees are motivated to go the extra mile, leading to increased productivity and reduced turnover rates. A positive work culture fosters a supportive atmosphere, where employees feel appreciated, leading to higher job satisfaction and overall well-being.</p>
<ol start="2">
<li>
<h3>Reduced Turnover and Increased Retention:</h3>
</li>
</ol>
<p>A poor cultural fit can lead to high turnover rates, resulting in increased recruitment costs and lost productivity. When a new hire struggles to integrate into the existing work culture, they may feel disconnected and ultimately decide to seek opportunities elsewhere. By prioritising cultural fit during the hiring process, companies can significantly reduce turnover rates and increase employee retention. This stability allows businesses to build strong, cohesive teams that work together effectively towards shared goals.</p>
<ol start="3">
<li>
<h3>Improved Team Dynamics and Collaboration:</h3>
</li>
</ol>
<p>Cultural fit extends beyond individual employees; it also affects team dynamics and collaboration. Employees who share similar values and communication styles are more likely to work harmoniously, enhancing teamwork and collaboration. When teams align on core principles and have a mutual understanding of each other's strengths and weaknesses, they can collectively address challenges and achieve success.</p>
<ol start="4">
<li>
<h3>Faster Onboarding and Integration:</h3>
</li>
</ol>
<p>Candidates who fit seamlessly into a company's culture tend to have a smoother onboarding experience. As they already share the organisation's values and principles, they can quickly integrate into the team and contribute meaningfully from day one. This reduces the time and effort spent on lengthy onboarding processes, allowing the new hire to become productive more rapidly.</p>
<ol start="5">
<li>
<h3>Positive Impact on Company Brand and Reputation:</h3>
</li>
</ol>
<p>Employees who resonate with their company's culture are more likely to speak positively about their workplace, both internally and externally. This positive word-of-mouth can significantly impact a company's brand and reputation, making it more appealing to potential clients, partners, and candidates. A strong employer brand attracts top talent, creating a cycle of recruiting individuals who fit the culture well and enhancing the organisation's overall image.</p>
<ol start="6">
<li>
<h3>Alignment with Organisational Goals and Vision:</h3>
</li>
</ol>
<p>Cultural fit ensures that new hires share the company's goals and vision, aligning their individual aspirations with the organisation's long-term objectives. When employees are on the same page, they are more likely to work collaboratively towards shared goals, promoting innovation, creativity, and continuous improvement.</p>
<p>Cultural fit is a critical element that goes beyond just hiring candidates with the right skills. It is the key to creating a cohesive and thriving work environment where employees feel engaged, valued, and motivated to contribute their best efforts. Companies that prioritise cultural fit in their hiring process experience reduced turnover, increased employee satisfaction, improved teamwork, and a positive impact on their brand reputation. By fostering a strong cultural fit, organisations can build a workforce that is not only skilled but also deeply connected to the company's values and committed to its long-term success. As businesses move forward in an increasingly competitive world, cultural fit remains an essential aspect of building and sustaining a successful company.</p>
<p>In conclusion, cultural fit is a crucial aspect to consider in the recruitment process, especially in the tech industry. It ensures that employees align with the values, goals, and working environment of the organisation, leading to higher job satisfaction and productivity. A strong cultural fit also promotes teamwork, collaboration, and a positive work culture. However, it is important to note that cultural fit should not be used as a means to promote homogeneity or exclude diverse perspectives. Instead, it should be seen as a tool to foster inclusivity and create a diverse and inclusive workforce that brings different ideas and experiences to the table. By prioritising cultural fit, tech recruitment agencies can help companies build strong and successful teams that thrive in today's fast-paced and competitive industry.</p>
<p>Here is the perfect article if you want to know some perfect <a href="https://www.artifeks.co.uk/news/the-top-interview-questions-to-ask-candidates/">cultural interview questions</a> to ask your potential next hire.</p>

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