Finding your next role in DevOps & Infrastructure

Seeking out a new role in the current climate can be daunting – and very different from your past job-hunting experiences. If you’re an IT professional looking for a new DevOps or Infrastructure focused role, here’s what you need to know to find your next opportunity in the current volatile and changeable market.

Managed Service Providers and IT consultancies have been key hirers throughout the year (on both a contract and permanent front), due to increased demand for IT projects and on-going managed services while companies have moved to working from home models. These have included roles such as:

• 1^st, 2^nd and 3^rd Line Support Engineers
• Network Engineers
• Cyber Security Engineers
• Infrastructure Consultants (project-based)

Energy providers have been consistent hirers throughout the year, due to being a relatively stable sector with increased customer usage. We’ve worked with various energy providers to support on roles including:

• IT Managers
• Support Engineers
• DevOps Engineers
• Cloud Architects

Public Sector organisations have also been active in recruiting in the DevOps & Infrastructure space, for both contract and permanent roles. With increased project work in line with the current climate, short term contractors have been particularly sought after.

• Have a genuine interest in the role and in the technologies: A Recruitment Manager within a leading law firm in London told us that he looks out for candidates who can demonstrate a genuine interest in the role they are applying for, rather than a candidate looking for any job. Think about how you can showcase your knowledge about and passion for the role.
• Use this time to invest in yourself via certifications and qualifications: One of the most common things we’ve heard from Hiring Managers is that candidates who have completed certifications (e.g. AWS Solutions Architect – Associate, CCNA or CompTIA A+), stand out when applying to roles. An IT Manager within a Life Sciences company based in Yorkshire told us that some of the standout candidates he’s seen in the current market have been those who have taken time to invest in their learning throughout lockdown. Here are some recommendations of online resources you can use to upskill whilst working remotely.
• Have flexibility with employers: Whilst now more than ever businesses are making concessions to manage candidates’ safety, individuals who are willing to travel to the office or to meet with employers face-to-face (when safe to do so) may stand out in the eyes of Hiring Managers and seem a better fit for collaboration with colleagues.

While fully remote roles have been more sought-after by employees than ever before, we asked Hiring Managers exactly what employees (particularly new employees) may miss out on with 100% remote working:

• A People Manager within a building society highlighted that training and onboarding within new roles can be more challenging when done online and remotely. Engaging with new employees and ensuring they’re learning from mistakes is a key process, which is a lot harder to follow when working fully remotely.
• As well as the difficulty of providing ongoing mentoring and support for new starters, a Hiring Manager within a London-based IT consultancy told us that conveying the company’s ethics and culture has been a challenge with new employees who have started their new roles from home.

Nonetheless, we have heard of some huge benefits and increased productivity from candidates who have moved to remote working models. A flexible approach allows employees to have a more autonomous approach to their work and a better work-life balance. Take a look at these tips if you find yourself starting a new role remotely.

Ready to find your next role? Browse our current opportunities.