The tech recruitment market has grown more competitive in recent years, with economic uncertainty, rising costs and offshore hiring affecting opportunities. Many professionals are staying longer in their current roles, which means fewer openings and tougher competition. Yet demand remains strong in areas such as software development, big data, cyber security and, in particular, roles requiring proven experience with AI. In an article for Computer Weekly, Managing Consultant at Harvey Nash, Alex Reeder, shares six key tips to help candidates succeed in this environment. He highlights the importance of specialising in both technologies and industry sectors, building a career history that demonstrates longevity, and keeping profiles up to date so employers and recruiters can easily identify relevant skills. He also warns against a scattergun approach to applications, underlining the value of targeting the right roles, and stresses that while AI can be a powerful support tool in the job search, it should never replace personal effort and authenticity. Finally, he emphasises that recruitment is still a people business and that building relationships with recruiters and hiring teams can make a real difference. Alex also points to the importance of preparation, realistic expectations and persistence, encouraging professionals to back themselves and approach their job search with confidence and commitment. Read the full article on Computer Weekly

Technology recruitment specialist strengthens leadership team with proven industry executive as company advances growth strategy   LONDON, 30th September 2025 – Harvey Nash, a leading global specialist technology recruitment firm, today announced the appointment of Simon Crichton as Chief Executive Officer. The appointment supports Nash Squared’s strategic evolution following the successful divestiture of its NashTech business and positions Harvey Nash for accelerated growth in the technology talent market. Crichton brings extensive experience in the recruitment and technology services sector, most recently serving as Managing Director of Experis UK, the specialist technology recruitment division of Manpower. Prior to that, he led Akkodis UK as CEO, where he successfully managed the complex merger of the Akka and Modis brands on behalf of Adecco Group. "Simon's appointment represents a natural evolution in our leadership structure as we enter an exciting new phase of growth," said Bev White who will transition from CEO to Executive Chair of Nash Squared, overseeing both Harvey Nash and Crimson businesses. "His proven track record of driving operational excellence in our sector makes him the ideal leader to execute on our strategic growth ambitions." As CEO, Crichton will oversee day-to-day operations across Harvey Nash's global markets, leading the continued execution of the company's strategy, which emphasises specialisation, client growth, and operational excellence to address the critical technology talent needs of clients globally. The leadership transition is supported by recent key appointments including Rudolph Botha as Chief Financial Officer and Jason Pyle as Chief Operating Officer. "I'm excited to join Harvey Nash at this pivotal moment in the company's development," said Crichton. "Our strategy provides a clear roadmap for building a more focused and future-ready organisation, and I look forward to working with the talented team to deliver exceptional value to our clients and create new opportunities for our people." About Harvey Nash Harvey Nash is a specialist global technology recruitment firm that connects the world's most innovative companies with the technology talent they need to succeed. Over the past 35 years, Harvey Nash has been a pioneer and leading voice in the global technology space, having long term strategic partnerships with blue chip customers. With offices across multiple continents, including North America, the UK and Germany, Harvey Nash specialises in contract recruitment for specialised technology talent requirements including Cyber, AI and Data. www.harveynash.com About Nash Squared Nash Squared is the holding company for the Harvey Nash and Crimson brands. Media & Investor Contact: Rachel Watts, Global Marketing Director, Email:  rachel.watts@harveynash.com

In the fast-moving world of technology, experience used to be the gold standard. Job titles, years in post, and familiarity with established systems once served as reliable markers of a candidate’s value. But in 2025, that’s changing. The rise of artificial intelligence (particularly GenAI) is transforming the skills landscape so rapidly that many of the old hiring playbooks are no longer fully fit for purpose. New findings from the 2025 Nash Squared/Harvey Nash Digital Leadership Report highlight just how much priorities are shifting. According to our research, 65% of digital leaders indicate they would now prioritise hiring a developer with strong GenAI skills and just three years of experience over someone with five years of experience but no AI fluency. While this doesn’t capture the full complexity of hiring decisions, it signals that AI skills are becoming a defining factor in today’s hiring decisions, particularly when it comes to technology recruitment. AI skills are now business-critical…and scarce This shift isn’t happening in a vacuum. AI has rapidly moved to the centre of how organisations operate, from code generation and data analysis to recruitment, customer service, and internal operations. The demand for AI talent has surged, with demand outstripping supply.  Our report shows that AI is now the number one skills shortage in tech. Demand for AI talent has jumped from 28% in 2023 to 51% in 2025, an 82% increase, the steepest rise recorded since we began tracking skills scarcity. Yet despite this, over half of organisations are not currently upskilling their staff in AI. The gap between AI’s growing importance and the internal capability to support it is widening, and this has implications not only for hiring but also for retention, productivity, and long-term business performance. How AI is changing hiring processes The shift towards AI skills is not just about what’s being hired for, but how organisations are hiring. We’re seeing a fundamental rethink of recruitment processes: Job descriptions: Companies are rewriting job specs to specify proficiency in AI tools and platforms - such as Python, TensorFlow, and GenAI frameworks, rather than relying on generic “AI skills” as a buzzword. Assessment methods: There’s a growing use of AI-driven assessments and real-world coding challenges to test candidates’ ability to apply AI in practical contexts Skills over tenure: Where once tenure and job titles carried the most weight, today’s tech hiring is increasingly centred on proven skills, adaptability, and the ability to work alongside intelligent systems. However, many organisations are still catching up. Job specifications often reference “AI skills” without defining what this means in practice, and interviews may still lean too heavily on past roles or academic credentials. At the same time, candidates need to adjust, clearly showcasing where they’ve applied AI tools in real contexts, whether that’s automating analysis, streamlining development, or enhancing digital products. Practical steps for organisations To address the growing need for AI talent, organisations should: Develop a clear AI strategy: Ensure a defined roadmap is in place, or being worked on, to demonstrate commitment to AI adoption. Top AI talent is attracted to organisations with a vision for growth, where they know their skills will contribute to a structured and evolving AI environment. Define AI skills clearly: Avoid vague requirements. Specify the tools, platforms, and types of AI experience needed for each role. Update assessment methods: Use practical tasks, case studies, and AI-driven assessments to evaluate candidates’ real-world AI capabilities. Upskill internally: Invest in learning and development to build AI literacy across the workforce, not just in specialist roles. Foster a culture of continuous learning: Encourage ongoing development and provide access to AI training resources for all employees. Beyond recruitment: building a future-ready workforce Shifting hiring practices is only part of the answer. For AI adoption to deliver real value, businesses also need to think beyond recruitment and invest in developing the skills of their existing tech workforce. Yet with more than half of organisations not currently providing AI training, a significant opportunity to build capability internally is being missed. Collaboration between HR, L&D, and technology leaders is crucial. The organisations most likely to succeed will be those that not only rethink job specs and validate AI capability during hiring but also provide continuous learning opportunities to help their teams adapt. A collaborative approach, where recruitment and development reinforce one another, will be key to building resilient, future-ready tech functions. Shaping tomorrow’s workforce today For organisations undergoing digital transformation, this is a moment to reset. The ability to identify and hire people with the right AI and data skills could increasingly determine how quickly and effectively businesses adapt. At Harvey Nash, we’re helping our clients respond to this shift. As experts in tech and AI recruitment, including AI and data roles, we work with forward-thinking businesses to reshape their hiring strategies, assess practical capability, and build teams ready for the future of work. To explore more insights into how AI is shaping the tech workforce, download the 2025 Nash Squared / Harvey Nash Digital Leadership Report.

AI is transforming the workplace, but its impact on entry-level roles is more nuanced than often portrayed. In a recent article for Computer Weekly, Andy Heyes, Managing Director UK&I & Central Europe at Harvey Nash, explores how AI is influencing hiring, tasks, and workforce structures, particularly for junior positions. Andy highlights that while some entry-level, customer-facing roles such as helpdesk and tech support are seeing reductions, there is little evidence that these roles are being entirely eliminated. Instead, AI is reshaping responsibilities, automating repetitive tasks, and changing expectations rather than replacing human workers wholesale. He also notes that economic factors, including changes in government policy, have affected the overall jobs market, contributing to what some perceive as a decline in entry-level opportunities. Despite these pressures, Andy emphasises that demand for new talent remains, with organisations needing skilled graduates to adapt to evolving business needs. The article explores the broader implications for employers and graduates alike, suggesting that AI should be seen as a tool to enhance roles rather than a replacement, with human expertise continuing to be critical in business operations. Read the full article on Computer Weekly.