Moving jobs is a huge decision, whatever stage you're at in your career. With so many tech businesses looking to recruit the best talent, it's sometimes difficult to cut through the noise and find the right company that reflects your values and aspirations. BPT strive to treat your next career change with the respect and professionalism it deserves. Whether you're a self-taught coder looking to take your first step into software development or a seasoned CEO, we pride ourselves in delivering a confidential, professional recruitment experience.
I have built an exceptional reputation internally and externally since joining the Group in 2010. Now a Board Director, my expertise spans retail, e-com, hospitality and leisure sectors and I have a first class network throughout marketing and digital functions in particular. My clients range from major high street retailers to emerging scale-ups and disruptors and I've helped many individuals transition between the twoI'm not afraid to challenge traditional thinking and try to bring a fresh perspective to my client’s search criteria and I have a strong track record in helping women to secure leadership positions. I would like to think I have an incredible work ethic and a honest approach and this has proved a very successful combination throughout my career, and for that reason, I'm often the chosen recruitment partner for many businesses and candidates alike.
Board Director - Tech
Specialist Area :Anything tech and software development related. From self-taught or junior developers right through to CTO level. (and everything in-between!)Why I joined Better Placed: Better Placed are one of the best-known agencies in Digital and Marketing. I wanted to join a business that would allow me to marry my expertise in tech and software development with an established brand that complimented what I do, Better Placed ticked every box!Why send us/me your CV: I have a genuine network that goes beyond “LinkedIn Connections” and will treat your application with respect it deserves. One interesting fact about me: I’ve dislocated my knee 8 times!
Lead Software Developer
£55000 - £65000 per annum + numerous / flexible workingApply Now
£40000 - £45000 per annum + remote / flex work optionsApply Now
£22,000 - £30,000 + BenefitsApply Now
£50,000 - £60,000 + BenefitsApply Now
Graduate Software Developer
£20,000 - £21,000 + BenefitsApply Now
Tim Langley - CEO
John Broderick - Managing Director
Broderick Group Ltd
"He has an excellent network"
I’ve worked exclusively with Jonathan for four years now. During this time he has sourced the majority of our software development team. He has an excellent network and has unearthed some great developers from a diverse range of backgrounds. Always willing to go the extra mile and provide detailed market knowledge I’d have no hesitation in recommending Jonathan to any tech business looking to scale up.
"The did an excellent job"
Having had bad experiences with a recruitment company I was reluctant to engage again, however Jonathan and his team visited our business twice pre engagement and I felt they understood our wishes, we explained what we thought we wanted. After careful consideration they asked us to reconsider the candidate's entry level . We interviewed several good candidates, then they turned up trumps. Whilst we broke the bank to fill the role what they predicted is happening the more senior role has added value immediately and we are delighted with the result. I’d have no hesitation to recommend Jonathan and his team. They did an excellent job!
How one of our clients is hiring and on-boarding junior staff remotely!
Ask a dozen CEOs for their thoughts on hiring people straight out of higher education, and you’ll probably get thirteen different responses. Some will speak highly of junior hires with their bright attitudes and their ready-for-molding minds; whereas plenty of others see their untested nature as too much of a risk.Probably because of this perceived risk, my years of recruitment have seen me mostly work with businesses who limit junior hires to a small number of positions. That’s why I decided to catch up with a CEO who not only exclusively hires junior developers, but has chosen to pivot towards a fully remote business model even after the pandemic is over.Why hire junior staff?Tim Langley is Founder and CEO of CANDDi, a SaaS company based in the heart of Manchester’s Northern Quarter. “I think the main reason we’ve had so much success with hiring juniors is because they tend to be at that part of life where they’re keen to throw themselves into something”, he explained. “It also doesn’t hurt that as a quirky little tech start-up, we have a great culture for on-boarding young people and helping them to grow”.From my side, I’ve found that a lot of the downside of hiring juniors can be eliminated by a solid recruitment process. The very best ‘bedroom coders’ don’t spend their lives trawling through job boards, so I’m always checking out local tech meet-ups (virtually, nowadays!) and keeping my ear to the ground on GitHub. As Tim puts it: “What you’re really looking for is someone who may be untested, but who actually has years and years of experience pursuing their own projects”.So, what about on-boarding?Or, more accurately: how the hell do you do it during a pandemic?There’s always going to be an element of hand-holding needed with fresh junior hires. Even the best bedroom coder in the world needs to learn how to speak the ‘language’ of the team they’ll be working in. “Put it this way”, said Tim, “we’re a 12-year-old business. Pretty soon, our base code is going to be older than the junior devs working on it!”.In the place of direct supervision, Tim has made good use of pair work at CANDDi to on-board his fresh hires effectively. “Juniors are buddied up with a more senior team member for a few weeks to understand how we work. In the case of our content writers, we even have them write blogs about their first weeks in the business - it’s a great way to get them involved from day one”.From the recruitment side, fully remote roles provide an interesting challenge. Pre-pandemic, I’d be looking at responses just from people based in Manchester; now I’ve got a potential pool of the entire UK. Of course, a CV often only tells half the story, so before recommending candidates I also check up on how active they are in code repositories and the wider community.If my time in recruitment has taught me anything, it’s that there aren’t really any set-in-stone rules for finding the right person to fill a role. But while CANDDi’s experience may not necessarily mean every company should pivot to an exclusively junior hiring process, it certainly provides some insight into the merit of younger candidates during the pandemic.Read More