Rajat Taneja’s Post

Here some latest developments on tech hiring: - Layoffs again decreased with August being a record low this year - Employers are beefing up staff with specialists in AI and machine learning For open roles you can check Baldur Connect 🚀 Info: The latest data on tech layoffs shows that August 2023 was a record low month for job cuts, with only 9,991 employees laid off across the industry. This is a significant improvement from the previous months, which saw tens of thousands of workers lose their jobs due to the pandemic and the economic downturn. This positive trend indicates that the tech sector is recovering from the crisis and is ready to grow and innovate again. In fact, many companies are hiring new talent, especially in the fields of artificial intelligence and machine learning. These are some of the most in-demand and cutting-edge skills in the market, as they enable businesses to leverage data, optimize processes, and create new products and services. The future of tech is bright, and so is your career.

The FinTech & Energy/ Commodities Technology markets have changed massively in the last 5 years! It’s almost unrecognisable, we’ve had Brexit, Covid, remote working, an evolving cloud technology stack and Gen AI. ⏫ Before - the largest hirers in the Financial & Commodities Technology space used to be the Investment Banks, Asset Managers, and Global Financial Technology firms essentially institutional customers. The way these types of companies operate is completely different to the VC-powered modern tech firms. ⏫ Now the big movers and shakers are Start-Ups and Scale-Up who are proportionally hiring more now than ever. Why is this important? 🤔 I increasingly see a mismatch of skills of what’s required/requested from new style FinTechs and EnergyTechs, compared to the experience gained in the market from professionals who gained much of their experience in an IB, Asset Manager, Exchange etc. The tech companies today are lean, cost-conscious, unstructured, and increasingly agile not hindered by legacy tech and bureaucracy while using the latest technologies. So, what’s the issue? 🤔 Well, the tech firms don’t seem to be hiring experienced people with domain knowledge….. well not at the same rate as the old regime 😁 Tech firms love hiring in the 2 – 5 year experience range, but I’m here to remind you, that you’re missing out on a wealth of talent and experience, who could probably help you spot a few bumps in the road ahead before you get to them! Mini rant over! 😤 Happy Monday, have a great week!!! 👍

More employees won't solve your business challenges. In today's digital age, the key to scalability isn't headcount—it's algorithms. Consider this: a single, well-designed algorithm can handle tasks that might take an entire team days to complete. Efficiency skyrockets, errors plummet, and your talented staff can focus on strategic, value-adding activities instead of mundane, repetitive tasks. Yet, many businesses still follow the old paradigm of hiring more people to address increasing workloads. This approach not only drains resources but often leads to diminishing returns. Think of an algorithm as an employee that never sleeps, never tires, and constantly learns and improves. It’s an investment that pays off exponentially over time. Before you post that next job ad, ask yourself: Could a smart algorithm do this better? Adapt to thrive. Shift your focus from expanding your workforce to enhancing your tech stack. What tasks in your business could be revolutionized by a better algorithm? Share your thoughts below!

After 2 long years, Tech Hiring trend has finally reversed.📈 ET report pointed out to 5% MoM growth. Job postings on Naukri/LinkedIn are up 25% this year. The number of leads we are getting at Cutshort also confirms a similar trend. Who is hiring? GCCs have contributed to this growth. But startups are rapidly joining them. IT services are still lagging though.

The 2022/3 economic crash was fast and fierce. Climbing back up won’t be. Sales will need to adapt. 2024 isn’t going to be a year of: Financial boom Prosperity Extensive hiring 2024 IS going be a year of: Massive AI adoption Retention as key Focus on Upsell and Cross 2024 is a SLOW recovery year. Hiring, marketing, and product strategies will change significantly. And at the same time - so many opportunities will be created by AI. if your business finds the right niche to integrate it. Less new Logo, more Customer Success, and an ocean of untapped AI potential. Seize that opportunity. #ai

5 reasons to go all in software and zero in on hiring humans. 1- softwares stay, humans leave. emotions aside. business is cash. then sure, once you thrive, love may happen. 2- softwares are predictable and do not require to listen to their emotions (yet) 3- softwares will pay you to refer them. affiliate programs. look PartnerStack up :) 4- softwares scale, very few humans grow as fast. plus softwares remember and if they fuck up, it's because of you. you're accountable. 5- if you fully focus on building software stacks instead of short-term vanity like "culture" and "leadership", you,re tooling for the inevitable AI world that started 3 years ago and is daily accelerating. you can't do anything about AI accel except jump on board.

Open AI despite all of it's controversy, is probably the hottest startup right now. And they probably have THE ABSOLUTE BEST recruitment effort. The best ads The best PR machine The best interview process The best offer process The best written job descriptions/ads The best office The best value proposition The best benefits package The best options scheme The best people experience strategy The best recruiters working with them (well, 2nd 😏) And through all these efforts, they're genuinely hiring THE BEST people in Tech and AI right now. If you think your start-up needs THE BEST people, then you need to invest in the above. If you can't get the capital to invest in all the above, then prioritise the above list. Need help priortising? give me a shout!

➡️ IT jobs increased by 2,000, totaling over 5.3 million. ➡️ Second consecutive month of growth after 23 months of stagnation. ➡️ Year-over-year, tech employment decreased by 53,900. ➡️ Demand for AI, automation, and cybersecurity skills on the rise. ➡️ Engineering employment also saw growth: 2,700 new jobs in February, 51,100 increase year-over-year.

🚨 Calling all software engineers in my network! 🧑💻 Later this month, we will be launching our first AI agents, which will be available to everyone completely free of charge. The next goal from there is to allow anyone to create their own agents, and this is why we are building a powerful AI agents platform that lets you create work-specific agents by combining various tools that you may or may not be already familiar with. We're looking for engineers who would want to contribute by helping us connect hundreds of tools into Krawl AI. This is completely voluntary, but it can help you gain experience and earn a public record of working on the hottest topic in engineering, in case this is something you are looking for at the moment. AI agents are reshaping the way we approach work. Their ability to streamline processes, hyperpersonalize, and generally do more is truly something. Krawl AI strives to be at the forefront of this innovation. We're a small team located in Vietnam (working mostly remotely), making big things and dreaming even bigger. Tag @ any engineer in the comments who you think might be interested in helping us. 🙏 Let's connect! 🤙

To my point I made yesterday with a recent post, this is in much greater detail the struggle applicants share. At what point in time will we get noticed for our experience and knowledge rather than the way we look? Very honest truth, majority of big companies aren’t looking at applications, experience, knowledge or the emails they receive from applicants. They’re looking for the one person in a pile of applications to fit the image. In this day and age everything is about image, how you portray yourself as an individual or a company to reach a certain demographic or specific age group. Take some time, research into the companies you submit a resume or application to. You’ll be glad to know maybe the reason we don’t hear back 9/10 times is sometimes based on that “perfect image”.