Tom Hughes

During Rails developer interviews, performance optimisation knowledge consistently separates candidates who receive offers from those who don't. Our clients tell us that developers who understand production performance characteristics command 15-25% higher salaries. Performance skills employers prioritise: 🔹 Identifying N+1 queries and implementing eager loading solutions 🔹 Understanding database indexing strategies for frequently queried columns 🔹 Implementing effective caching strategies (fragment, Russian doll, HTTP) 🔹 Using profiling tools like Bullet, Scout, or New Relic 🔹 Optimising background job processing to maintain responsive applications Technical leads at our client companies consistently mention that candidates who can discuss real-world performance challenges they've solved stand out significantly during technical assessments. Why performance knowledge matters for your career: Senior Rails positions almost always require demonstrated performance optimisation experience. The ability to discuss how you've improved response times, reduced memory usage, or scaled applications proves you've worked on production systems at scale. Developers who've used APM tools and can articulate their findings during interviews demonstrate production experience that junior developers lack. This distinction directly impacts compensation negotiations. Career development insight: If you're currently in a junior or mid-level Rails role, volunteering to investigate performance issues provides valuable experience that accelerates career progression. Our placement data shows developers with documented performance improvement projects receive significantly more interview requests. What performance challenges have you tackled in your Rails career? We're connecting developers who understand production optimisation with companies valuing this expertise. #RailsPerformance #CareerDevelopment #RubyOnRails #TechSkills #TechRecruitment

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💻 JavaScript hiring – a bit of insight into some industry trends 💻 LinkedIn is feeling a lot busier with JavaScript roles at the moment which is great to see.   Echoing Ben Clarfelt's point in his previous post the LinkedIn apply system is not the best. A word of advice is to always follow up with the hiring or talent manager via a message expressing your interest. It really helps you to stand out from the crowd. Yesterday I took a look at 50 JavaScript roles to see if anything stood out and there’s several things worth highlighting: 📊 78% of JavaScript roles were working with TypeScript 💻 There were only two junior roles. We’re seeing an emphasis on mid and senior roles 🤖 A significant number of roles (46%) mentioning a want for experience with AI, or a willingness to integrate it into your workflow On the seniority point, are we seeing a shift away from junior roles because companies can now automate a lot of tasks with AI? Total breakdown of seniority was: ⭐10% Lead and Principal roles ⭐56% Senior roles ⭐30% Mid roles ⭐4% Junior roles This was only a sample of the latest 50 roles posted in the UK so not a thorough breakdown of the market. It’s interesting to see some pretty clear trends though.

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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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.NET and C# developers: your CV may be costing you interviews. Want to stand out? I specialise in hiring .NET engineers, and in most cases I can tell within 10 to 15 seconds whether a CV is likely to progress or be rejected. Here are some of the things that consistently make strong candidates stand out. Start with a clear tech stack snapshot - Do not make hiring managers or recruiters search for your core skills. Include a short, easy-to-scan Tech Stack section near the top of your CV. - This should highlight tools and technologies such as C#, .NET 6/7/8, ASP.NET Core, Web API, Entity Framework Core, SQL Server, Azure, Docker, Kubernetes, React or Angular, Git, and CI/CD. - Including versions helps demonstrate how current your experience is. Focus on project impact rather than responsibilities - Statements like “worked on APIs” do not add value. Instead, explain outcomes. - For example, describe how you improved API response times, reduced infrastructure costs, increased reliability, or accelerated delivery. - For each role or project, aim to show the problem, your contribution, and the measurable result. Provide context around what you have built - Explain the type of systems you have worked on, such as greenfield builds, legacy modernisation, microservices, monoliths, B2B SaaS platforms, internal business applications, or high-traffic public platforms. - This helps hiring managers quickly understand whether your experience aligns with their environment. Make your CV searchable - Recruiters rely heavily on keyword searches. If you have experience with technologies such as Azure Functions, MediatR, Dapper, MassTransit, xUnit, or NUnit, make sure they are clearly listed. - If a skill is not written on your CV, it is unlikely to appear in search results. Keep it modern, focused, and concise - Avoid listing outdated or irrelevant technologies unless they directly support your target roles. - Focus detailed experience on your most recent three roles or roughly the last eight years. - Use simple formatting, and bullet points that are easy to scan. Show evidence of progression and continuous learning - Highlight promotions, increasing responsibilities, certifications, recent training, conference involvement, open-source contributions, or personal projects. Ongoing learning is particularly valuable within the Microsoft technology ecosystem. Anything you would add? #DotNet #SoftwareEngineering #TechCareers #CareerDevelopment

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What makes a great Senior Developer? 🤔 When hiring Senior Developers, it's not just about technical skills. Yes, proficiency in coding languages and frameworks is crucial, but there are other qualities that set exceptional developers apart. ✅ Problem-solving ability: Senior Developers should be adept at identifying issues and crafting effective solutions. This often requires a deep understanding of the entire development process and the ability to think critically. ✅ Communication skills: It's vital for Senior Developers to communicate clearly with both technical and non-technical team members. This ensures that everyone is on the same page and can collaborate effectively. ✅ Leadership and mentorship: Senior Developers often guide junior team members. Their ability to mentor and lead by example can significantly impact the team's overall performance and morale. We always discuss the value and how hirers prioritise these qualities to ensure we match the right talent with the right opportunities. If you're looking for your next role or need to find top-tier talent, visit bristowholland.com or drop me a message. #TechRecruitment #SeniorDevelopers #HiringTips

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Launch Group just published a blog that’s well worth a read 👇 AI is changing the game for software engineers, and not just at the senior level. Imogen Hough, our Senior Consultant for software engineering, shares what she’s hearing from clients: - They’re not asking for “typical” developers anymore. - They want engineers who bring system design, architecture, and judgment to the table. From my side, I’m seeing the same shift: ✨ AI literacy is becoming essential — even for juniors 💡 Problem-solving and initiative are standing out more than routine coding 📈 Continuous upskilling isn’t optional anymore If you’re hiring in tech or thinking about your next move as an engineer, this blog is a great pulse-check on where things are heading. Would love to hear your take, are you seeing this shift too? #LaunchRecruitment #SoftwareEngineering #AI #TechHiring #HiringTrends #Recruitment

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Seeing far fewer Frontend roles right now Spoke to an engineer yesterday who thinks this is partly due to how easy it is to prompt AI to generate HTML, CSS, and JavaScript using frameworks like React, Vue, or Angular Whats everyones thoughts? Surely this can't be the only reason for the decline in demand

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