Cloud Computing
En este artículo queremos ofrecer una introducción al fascinante mundo del cloud computing, desde sus inicios hasta su relevancia actual. Se destacan las ventajas empresariales, las principales opciones de servicios en la nube y las oportunidades laborales en el sector, con un enfoque particular en España. Es una lectura para comprender este campo en constante evolución y su impacto en la tecnología y el empleo.


DEI Strategies

Why put DEI on your agenda?

It is important that the diversity efforts of organisations are intentional and visible and drive meaningful change. Efforts must be visible both internally and externally, demonstrating the organisation’s commitment to diversity, equality, and inclusion and fostering trust among employees, customers, and other stakeholders.  

Poll Results

We recently asked our followers  -‘Is your company making a conscious effort to ensure diversity in the leadership team?’ LinkedIn Poll 26/2/24 

34% responded with Yes 

40% responded with No 

26% responded with ‘If they do, I am not aware’ 

It is food for thought that 66% felt that their company was not doing enough in terms of diversity and/or any efforts they were making were not visible, even to staff and team members. 

Diversity poll

Employers often require support and specialist external help in developing and amplifying the visibility of their Diversity, Equality, and Inclusion (DEI) initiatives, and could benefit from assistance with narratives and communication strategies. Coordinating a DEI plan requires guidance and planning to ensure alignment with organisational goals and foster a culture of genuine inclusion. 

Diversity Live Event 

We recently hosted a live panel discussion event on Diversity, Equality and Inclusion. This was held on International Women’s Day and featured four incredible speakers who shared invaluable perspectives on fostering DEI within the workplace.  Our E-Frontiers team members Alexandra Pop, Recruitment Operations Manager,  and Kenneth O Connor, Head of Contract Recruitment UK & Ireland, facilitated the engaging conversations that delved into a wide range of topics. 

Our Speakers

Jeanne Mc Donagh : CEO : Open Doors Initiative : Jeanne has over 30 years’ experience in DEI, politics, campaigning, mental health and LGBTQ+ issues and board work 

Sandra Healy : CEO & Founder : Inclusio : Sandra is an Engineer, an Organisational PsychologistandNLP Master Practitioner. She has championedanddriven diversityandinclusion practice across industry for over 18 years. 

Garima Walia : Talent Acquisition Manager : Uniphar : Garima possesses a rich and extensive background in recruitment and talent acquisition, accumulating over 15 years of invaluable experience spanning diverse industries. 

Gary Lawson : Director of Talent Acquisition : Mastercard : Gary has over 20 years of experience as a recruitment specialist and is responsible for talent attraction, strategy & branding at Mastercard’s technology and innovation hub in Dublin. 

Our speakers touched on areas such as:  

 – How to bring organisations on board with DEI 

 – Gaining leadership buy-in 

 – Cultivating a culture of inclusive leadership 

 – Addressing the gender gap 

 – Implementing metrics and tracking progress 

 – Offering advice for startups embarking on their DEI journey 

 – How organisations can be more visible with their DEI efforts 

 – Lessons they have learned along the way 



The wealth of information shared during the event provides a roadmap for businesses and clients aiming to enhance diversity and inclusion. Whether you’re a seasoned company looking to add to your DEI efforts or a startup seeking to lay a strong foundation, our speakers offered invaluable insights to support your efforts and ambitions. 

Let’s continue to learn, grow, and create more inclusive workplaces together! 

Contact us to find out more about our commitment to DEI policies in our workplace and in our recruitment practices

In today’s dynamic business landscape, where competitiveness and innovation are key, human resources management has become a vital component for organisational success. The convergence of People Analytics and Big Data has emerged as a revolution in talent management, providing companies with the tools necessary to understand, nurture, and empower their human capital strategically.

Put simply, People Analytics, a discipline within Human Resources, harnesses the vast world of Big Data to collect, analyse, and extract meaningful insights related to employees. From performance assessment to predicting hiring trends, People Analytics allows organisations to deep dive into the complexity of human interactions in the workplace.

Human Resources and Big Data
The Strategic Importance of Applying Big Data in Human Resources:

1. Informed Decision-Making: Big Data empowers HR leaders with detailed, real-time information, enabling them to make strategic decisions based on solid data. From workforce planning to performance management, this capability transforms decision-making into an informed process.

2. Optimising the Hiring Process: The application of machine learning algorithms in personnel selection streamlines the recruitment process, improving the quality of your hires and reducing the time needed to fill key positions. The identification of patterns in historical data facilitates the search for candidates who align better with your company’s values and goals.

3. Personalised Performance Management: Analysing detailed data makes performance evaluation more accurate and tailored to each individual. This means employees get specific feedback based on facts, helping them grow professionally in a way that aligns with the organisation’s goals.

4. Talent Retention: The ability to analyse data on employee satisfaction and engagement allows organisations to both anticipate and proactively address issues that could impact talent retention. Retention strategies can be designed more effectively, contributing to team stability and continuity.

The Future of Talent Management:

The application of Big Data in Human Resources is not just a fleeting trend; it is a paradigm shift driving the ongoing evolution of talent management. As organisations adopt People Analytics and harness the potential of Big Data, they are better positioned to face future challenges, develop strong corporate cultures, and ensure sustainable growth through their most valuable asset: their human capital. In a world where information is power, People Analytics with Big Data stands as the beacon lighting the way to optimisation and success in human resources management.

Human Resources and Big Data

We can see the value of big data tools when used in recruitment to enhance efficiency and effectiveness, and they give us insights into the marketplace. An Applicant Tracking System (ATS) is a software application designed to automate and streamline the recruitment process by managing the entire lifecycle of candidates, from application to hire. An ATS leverages big data principles to improve recruitment in several ways such as:

Data Centralisation, ensuring recruiters have access to a comprehensive and organised dataset.

Resume Parsing, ATS systems use natural language processing and machine learning algorithms to analyse resumes. This helps in extracting relevant information such as skills, experience, and qualifications, making it easier for recruiters to identify suitable candidates quickly.

Automated Screening, Recruiters can set specific parameters, and the system uses data-driven insights to shortlist candidates who best match the job requirements.

Talent Pool Management, ATS systems often include features for managing talent pools. Recruiters can use data on past interactions and candidate engagement to maintain relationships with potential hires.

Predictive Analytics, some advanced ATS platforms incorporate predictive analytics to forecast candidate success.

Performance Metrics, recruiters can track key performance metrics, such as time-to-fill, source effectiveness, and candidate conversion rates, to continuously assess and improve their recruitment strategies.

People Analytics and Big Data

By leveraging big data principles, ATS systems help recruitment agencies save time, reduce manual effort, and make more informed decisions throughout the hiring process. Thus, contributing to greater efficiency, better candidate matches, and improved overall recruitment outcomes.

The author is Alejandro Pino. Alejandro is E-Frontiers Team Lead in Spain and a Recruitment Consultant with extensive experience in selecting top Data profiles for companies. In addition to his background in Human Resources, he holds a Master’s degree and specialises in Data Analytics & People Analytics. He also teaches classes at business schools on data analysis and its application in companies and human resources departments.


Feel free to get in touch with Alejandro to discuss new opportunities in Data both in Ireland and Spain: [email protected]

Employer Branding

In the ever-evolving landscape of jobs and new career opportunities, where competition for top-tier talent is fierce, having a robust employer brand is a game-changer. In today’s world, it is critical to the success of an organisation as it plays a key role in attracting new talent to the company. It’s not just about finding the right people; it’s about making your company the irresistible choice for the best professionals. Let’s investigate the strategic world of employer branding and explore how you can stand out in the competitive job market.

  1. Know Your Identity:

-Start by understanding and defining your company’s identity. What sets you apart? Identify your core values, mission, and the unique aspects of your workplace culture. For potential employees, having this knowledge, will increase the number of applicants, and help in attracting the best fit.  A positive employer brand can contribute to employee satisfaction, engagement, and loyalty, and reduce staff turnover rates.

-Engagement and productivity are known to rise when your employees feel connected to your brand and understand their part in the overall company vision.

  1. Craft a Compelling Story:

-Every brand has a story, and so should your employer brand. Share your journey, milestones, and the impact your business has had. Make it relatable and inspiring to resonate with potential candidates.

  1. Showcase Company Culture:

-Potential candidates want to envision their day-to-day in your workplace. Highlight your company culture through employee testimonials, office photos, and glimpses into team activities. A positive, inclusive, and supportive culture can be a powerful draw for prospective employees. From experience we know that job seekers look for employers that offer a good balance between work and personal life and genuinely care for their employees and their wellbeing.

Business Branding
  1. Leverage Online Platforms:

-In the digital age, your online presence matters. Optimise your company website and social media channels to reflect your employer brand. Be consistent with your messaging across platforms as this creates a cohesive and memorable image for followers.

  1. Employee Value Proposition (EVP):

-Define and communicate your Employee Value Proposition. What unique benefits and opportunities does your company offer to employees? Whether it’s professional development, a flexible work environment, office perks, or wellness programs, make the benefits and advantages of working for your company well known.


  1. Engage in Thought Leadership:

-Position your company as an industry leader by sharing insights, trends, and knowledge. This not only attracts top talent but also lends credibility to your brand and establishes your business as a go-to source in the field.

  1. Prioritise Diversity and Inclusion:

-Inclusive workplaces are attractive to a diverse pool of candidates. Showcase your commitment to diversity through initiatives, policies, and success stories within your organisation.

Business Branding
  1. Employee Recognition Programs:

-Implement and showcase employee recognition programs. Acknowledging and celebrating achievements creates a positive work environment and signals to potential candidates that their contributions are valued. When candidates feel valued, it serves to enhance your company’s reputation. Companies can do this through learning programs, feedback channels, rewards, and opportunities for career growth.

  1. Seamless Recruitment Process:

-The recruitment process is the first interaction the company will have with a potential employee, and it is critical. A positive candidate experience is an integral part of your employer brand. Make it smooth, transparent, and engaging to create a positive impression for prospective candidates.  Streamline the process, provide timely feedback, and ensure a smooth transition from application to onboarding.

  1. Monitor and Adapt:

-Nothing stays the same forever. Regularly assess the effectiveness of your employer branding strategies. Building a brand is an ongoing process and is affected by outside influences and industry trends. Seek feedback from current employees and candidates and be open to adapting your approach.

In today’s environment, your employer brand is your secret weapon. By strategically showcasing your company’s identity, culture, and values, you create a magnet for top-tier talent.

Use your recruitment partner to your advantage. Recruiters can have significant influence and play a pivotal role in the hiring process.

It’s essential to acquaint your partnered recruiters with your company values and culture. They can sway candidates’ choices and use their connections to identify ideal matches from their pool of passive candidates.

As your recruitment firm, at E-Frontiers, we work with you, highlighting your employer brand in the talent market. As 2024 approaches, we encourage you to enhance your brand and see the difference it will make.

Get in touch with us to see how we can help you gain better insights into the priorities of candidates in the current jobs market.

If you have gone through the process of applying for a new job in recent times, then you will know that the landscape of interviewing has undergone a huge transformation. This is largely driven by the change in work dynamics due to the pandemic, coupled with advancements in technology. The traditional in-person interview, once the undisputed standard, and the only real way to secure a new job, now shares the stage with remote video interviews.

Remote interview

The assumption may have been that all would revert to ‘normal’ once we got back on our feet after the pandemic, but that had not been the case. Much like the office vs remote working conundrum, it would seem increasingly evident that remote interviews are here to stay in the evolving world of recruitment and hiring.

This raises the questions of which is the better approach and which do candidates prefer?

Let’s take a more in-depth look at the pros and cons:

In-person interviews have long been considered the gold standard for evaluating candidates. Not only can they assess the candidates’ qualifications, but they offer a personal touch, allowing candidates and interviewers to establish a direct, immediate connection. Perfect for showcasing soft skills.

In Person Interview

In-person interviews also offer an insight into the company’s culture and environment, giving candidates a genuine feel for the company and potential new colleagues and thus helping to gauge compatibility. However, in-person interviews can be logistically challenging and simply not feasible for candidates who live in different locations or countries.

On the other hand, remote interviews are convenient and accessible thus offering undeniable advantages. They save time and resources and enable access to a much wider pool of talent simply due to not having any geographical constraints. They can also be less intimidating for some candidates, allowing them to showcase their skills without the anxiety often associated with face-to-face interactions.

At E-Frontiers, we recently conducted some research into this and asked the question ‘what do candidates prefer?’
Interview trends survey

In a recent LinkedIn poll of 474 candidates who were asked what their interview preference was, a resounding 55% responded with the choice of ‘Remote video is the way to go’. This coupled with a strong response of 30% for the choice of ‘In-Person only for the final stage’, means a whopping 85% prefer remote video interviews. ‘Always in-person is best’ scored just 15%. Certainly food for thought for clients.

Our team of recruiters report similar experiences to the above findings:

John Ryan, Technical Recruiter, reports that ‘candidates are still very keen to do remote interviews, purely for convenience as much as anything else. But, when it gets to the 2nd stage and they are onsite interviews, they are happy to attend, meet potential new employers, and see the site’.

In Person Interview

Similarly, Eddie McAndrew, Recruitment Consultant for engineering and customer success roles at E-Frontiers, has found with recent roles that ‘2 stage interviews have proved most popular. The first stage is via teams, with the second onsite. It is rare that an offer will come without the client meeting the candidate face to face. Candidates prefer Teams interviews but generally for second stage interviews they are always comfortable with onsite, as they usually want to get a feel for the office and get to meet who they will be working for’.

This research tells us that the ideal approach for clients is not a one-size-fits-all solution. While the nature of the role, the industry, and personal preferences must be considered, a hybrid model that combines in-person and remote interviews seems to be the most promising path forward. And I think is the best solution for clients to ensure good hires.

Certainly, initial screening rounds and tech assessments can take place remotely and clients not already doing this should consider moving towards it. This works in accommodating obvious candidate preferences for video and works in favour of the client by casting a wider net to a broader talent pool and bringing efficiencies and inclusivity to their hiring process. In-person interviews can then be reserved for the final critical stages, where cultural fit and deeper personal evaluations are important.

Remote video interview

The changing landscape of interviewing highlights the importance of flexibility and adaptability in the hiring process. Employers should adopt a flexible approach and consider a mix of both in-person and remote interviews, offering candidates genuine options. By embracing this diversity in interview formats, organisations can ensure they are making the best and most informed hiring decisions.

Contact us

Feel free to get in touch with our commercial team to discuss your recruitment and resourcing needs:

IRE:  Nigel Bolger : [email protected] (m: 00353 86 3888147)

UK: Kenneth O’ Connor : [email protected] (m: 0044 740 365 1213)

Python is the 2nd most popular coding language, taking over the old reliables such as Java and .Net. Octoverse reported in 2022 that Python continues to see a surge in its usage across GitHub, experiencing a remarkable 22.5% year-over-year increase. This is no surprise given the advantages Python has.

-It’s easy to learn

-has an impressive library

-It is such a versatile language with a vast spectrum of applications, from Web Development to Automation, Machine Learning, Data Science, and AI

But more importantly, Python has a strong community and fosters collaboration. PyCon conferences are famous around the world with hundreds of Pythonistas attending every year. E-Frontiers has been a regular sponsor of PyCon Spain over the years, but this year we have moved our focus closer to home.


PyCon 2023 Alex

Our Recruitment Operations Manager, Alexandra Pop, has recently attended PyCon Ireland as a speaker. PyCon Ireland was organised by Python Ireland, and it’s now a fixture in the calendar for November. This year’s conference took place at Radisson Blu and the chairperson, Nicolas Laurance, put together a great team of staff and volunteers that delivered an excellent 2 days of networking, workshops, and talks.

PyCon Ireland 2023 featured an extensive and diverse range of talks, covering various Python-related topics. Insights on architecting dashboards and exploring AWS automation. Real-world applications of AI with AWS SageMaker. From Python’s latest updates and improvements to its applications in Quantum Computing and AI, the conference had something for everyone.

Important topics such as Python education, AI Biases were also addressed, and there was a mix of workshops where new and experienced Pythonista came together to share and collaborate.

It was interesting to see that the community is collaborating and making advancements in the areas that Python is lacking, such as improving speed and performance. It’s safe to say that the popularity trend will continue.

PyCon 2023 Alex

Alexandra spoke with a few of the attendees about the latest applications in AI, the trends that they are seeing, and the challenges that they are experiencing. The consensus is that while AI is growing and the buzz around it makes it a must-have for a lot of organisations out there, it is very hard to implement and adopt it in a way that will improve productivity and efficiency unless data quality is not there. The advice from the Python community is before adopting and implementing AI, make sure you know exactly what issue you are looking to solve and review your data first.

One of the final talks of the conference was delivered by Alexandra, and the focus was on applying Python coding principles to a job application, from CV writing to the interview. The session was very successful with a mix of graduate and senior engineers attending and taking great interest in how to approach the job search in the Irish Market and what the best ways are to showcase your skills to a potential employer. You can view Alexandra’s presentation here, and the talk will soon be uploaded on the Python Ireland Youtube channel.

It has been a great experience to meet and talk with the Python talent in Ireland. It’s great to see this area growing, and graduates taking a big interest, it is for sure one with a bright future.

The role of the data professional has evolved hugely in the last two decades. Big Data and Tech advancements are reshaping roles. Alejandro, our specialist data recruiter, shares insights on the changes he has witnessed in 10 years and looks forward to what the future may hold for trends in Data.

Although there is no exact date for its creation, it can be said that the term Big Data began to be widely used in the mid-1990s and early 2000s. It is incredible how in just two decades, Big Data has evolved in terms of tools, technologies, data analysis methods, and even the professional profiles that work with it. The technology market is advancing at an unstoppable pace.

As a recruiter, I have witnessed firsthand how Big Data has transformed the way companies manage and utilise their data. But above all, I have seen how hiring needs in companies have been changing and, consequently, how professional profiles have been evolving.

I still remember when I took my first steps in the world of recruitment. By some stroke of luck, I have always been involved in selection processes for data analysis departments, which has allowed me to experience every change. It’s amazing how much everything has changed in a decade. And when the market transforms so quickly, one must study, investigate, and adapt to the changes in order not to be left behind.

big data
From Database Administrators and Data Analysts…

In the past, the focus was on hiring database administrators, professionals with skills in storing, cleaning, and processing data. At some point, I can’t remember when exactly, the role of Data Analyst emerged, where in addition to technical knowledge, they needed to have a more analytical profile and be able to use visualization tools to make the numbers understandable to everyone. This profile sparked a revolutionary shift.

Data analysts were the key professionals in the field of Big Data. These profiles had strong technical skills, such as database knowledge, SQL, and data visualization tools. Their main function was to extract, clean, and transform data for analysis and presentation. However, as data volumes increased and became more complex, it became clear that more advanced skills were needed to harness the full potential of Big Data.

…to Data Scientists

It is in this context that the role of the Data Scientist emerged. Data Scientists are multidisciplinary professionals who combine technical skills, programming expertise, knowledge of mathematics and statistics, and experience in machine learning. In other words, suddenly companies no longer asked me to find a professional with computer skills and knowledge of SQL. Now they needed individuals capable of using advanced analytical techniques that went beyond basic descriptive analysis. Suddenly, new concepts appeared in my dictionary: algorithms, automations, predictions… My goodness, no one told me when I studied Political Science or Human Resources Management that I would have to learn all this new vocabulary. I suppose that justifies why I ultimately decided to study Data Analysis. If you can’t beat the enemy, better join them. Or at least that’s what people say.

Data Scientist
And just when you think you know everything about the world of data, new terms start to emerge.
And then came Business Intelligence…

Sometimes, it seems like trends even reach the recruitment processes. I remember the first time I heard the term Business Intelligence. Technically, it wasn’t a new term, but it arrived as a trend that was here to stay. While data scientists delve into the depths of data, Business Intelligence professionals are the guides who show us the way. They are the masters of visualisation tools and data analysis geared towards decision-making.

Overnight, recruiters learned about tools like Tableau, Power BI, or QlikView. And the best part… we realised that we could use them too. The data market had been liberalised, no longer requiring one to be a computer engineer to work with data. It’s interesting to see how the perception of companies has changed regarding the importance of data handling. Nowadays, there are even strategic departments analysing data in human resources, marketing, and more.

But that isn’t all. Every year, new concepts emerge: Data Engineering, Data Governance, Machine Learning. In such a dynamic field, challenges and learning opportunities are always present.
What's Next
The Future

Every year, new tools focused on data analysis, new ways of leveraging it, and new business needs emerge in the market. In the fascinating world of Big Data, where technological advancements and new analytical techniques emerge at a rapid pace, adaptability and continuous learning have become vital skills for professionals in this field.

As a recruiter, I have firsthand witnessed the importance of studying and adapting to stay ahead. Profiles that were once highly sought after can quickly become obsolete due to technological advancements or changes in market demands. That’s why I believe it is essential to never stop studying or learning, in order to understand the market and your clients.

Additionally, it is crucial to seek candidates who not only have current skills and knowledge but also have the ability to adapt and learn new tools, techniques, and concepts that the future will demand from them.


It has been a decade since I started working as a recruiter, searching for data analysis profiles. And it almost seems like all those roles I work with will soon become obsolete again. Perhaps, in a short time, recruiters will be seeking professionals who will exclusively work in Artificial Intelligence, Spatial Data Mining, or learning algorithms for nanobots. It sounds like science fiction, but the truth is that many are pointing towards it being the future. In the face of this imminent future, adaptability and continuous learning will be crucial characteristics for both recruiters and candidates.

*Alejandro Pino is a Principal Recruitment Consultant at E-Frontiers, with extensive experience in selecting top Data profiles for companies. In addition to his background in Human Resources, he holds a Master’s degree and specialises in Data Analytics & People Analytics. He also teaches classes at business schools on data analysis and its application in companies and human resources departments.


Feel free to get in touch with Alejandro to discuss your Data recruitment needs:

Alejandro Pino : [email protected]


Globally we are dealing with a cybersecurity talent shortage. There is a huge demand currently in Ireland and across the globe for cybersecurity professionals as companies are actively looking to increase their workforce to safeguard against any potential cyber breaches.

There is a concerning gap between the demand for skilled cybersecurity professionals and the available workforce to meet that demand. The increasing sophistication of cyber threats and the growing reliance on digital technologies across various sectors have escalated the need for cybersecurity expertise. This shortage is fuelling increased salaries in the area.

A skills gap in cybersecurity within Ireland has long been a source of warning from industry professionals. The several recent incidents of high-profile cyber-attacks emphasise the need to close this gap and address these shortfalls.

The Cyber Security Skills Report 2021 published by Cyber Ireland, found Ireland to have both a serious skills shortage and a skills gap in the cybersecurity sector. Cybersecurity teams were found to be understaffed in a male-dominated industry afflicted by a “serious” skills gap. These gaps have a knock-on effect on all aspects of the economy. All sectors have digitalisation plans, including the public sector. These are all at risk.

Several factors have contributed to this shortage:

-Firstly, as I mentioned, there is a rapid evolution of cyber threats, which necessitates continuous upskilling and adaptation to new technologies and attack methods.

-Secondly, our traditional education systems have struggled to keep pace with the rapidly changing landscape of cybersecurity, leading to a lag in producing qualified professionals.

-Additionally, high competition for skilled cybersecurity talent globally makes it challenging for individual countries like Ireland to attract and retain these professionals.


That said, we are rising to the challenge and Ireland’s cyber security sector and employment is growing rapidly, reflecting global growth in the cyber security market. Various reports have identified almost 7,500 professionals currently working in the cyber security sector in Ireland, with the potential for 17,000 jobs by 2030.

The efforts being made in Ireland to address this skills shortage include:

-Public and private sector organisations are investing in cybersecurity training programs, collaborating with educational institutions to develop specialised cybersecurity courses, and promoting initiatives to upskill the existing workforce.

-Public-private partnerships are being fostered to create a talent pipeline, offering mentorship programs and internships to encourage more individuals to pursue careers in cybersecurity.

-Cybersecurity Awareness Campaigns: Public awareness campaigns aim to educate individuals about the importance of cybersecurity, encouraging more people to pursue careers in this field. Due to the nature of the work, it’s a highly dynamic “trendy” industry to be in now with many career development paths to follow.

In a recent article, Puneet Kukreja, EY’s UK and Ireland cyber leader, discusses his thoughts on digital transformation, sustainability data, and cyber talent shortages.

Stating “While technical expertise remains crucial, a more diverse skillset is essential, including effective communication and broader business acumen. This broader skillset enables them to influence decision-makers at the board level”.

Within an organisation, your role in Cybersecurity makes an impact, and the nature of this impact is evolving at a rapid pace.

In Ireland, all 3rd-level and many private schools are offering Cybersecurity courses and graduates can find themselves going straight into employment almost immediately.  Some of the main “in demand” role titles currently are Information Security Officer, Network Security, Cybersecurity Engineer & Penetration Tester to name but a few.  The main certifications in demand would be CISSP, CISM, CISA & CompTIA Security.


For the short term, the cybersecurity skills shortage remains a challenge in Ireland and globally. Continuous investment in education, training, and industry collaboration will be essential to mitigate this issue.

Author John Ryan is our recruitment expert in this area. Don’t hesitate to get in touch with John if you would like to chat with him about available opportunities in the cybersecurity field or if you would like advice on how to upskill within this highly sought-after area effectively.

[email protected]

In today’s fluid job market where professionals seek flexibility and autonomy, the transition from permanent employment to contracting is more popular than ever. This move can allow individuals to take charge of their careers, choose projects that align with their strengths, and earn higher pay. Any such transition will demand careful planning and thought to ensure success. This blog seeks to guide you through the process, highlighting essential steps and how to succeed.

Why Choose Contracting?

Contracting offers unparalleled control over project selection, work locations, schedules, and income. As a contractor, you can become your own boss, define your career path, and shape your professional aspirations. This is hugely appealing given the busy full lives most of us lead.

Making a Smooth Transition:

 -Plan Strategically: Evaluate your strengths and unique selling points, align them with market demands, and plan your contracting journey. As a contractor you are selling your experience. Potential employers are looking for you to be able to ‘hit the ground running’ there is usually no opportunity for a steep learning curve – contracting is not for people looking to get into a new career – you are selling your existing skills.

 -Manage Finances: Embrace financial responsibility by understanding your income and managing business expenses independently. At E-Frontiers, we have a dedicated contractor onboarding specialist who will guide you through this process.

 -Continuous Learning: Prioritise upskilling and stay updated with industry changes to enhance both your profile and marketability. At e-Frontiers we are happy to talk to and advise candidates in these areas.

 -Organisational Skills: Flexibility, initiative and learning on the job are key for a contractor.

 -Mastering Interviews: Approach contract job interviews by demonstrating how you can add value to projects and showcasing your adaptability. And be honest about why you want to make the move to contracting.

A good relationship with your specialist recruiter is essential here. They will be able to give leadership and advice and a steer on what contracts may be the best opportunity for you.

pros & cons
Essential Skills for IT Contractors:

 -Technical Proficiency: To thrive as an IT contractor, you need a strong foundation in your area of specialisation. In-demand tech skills within the current market include Technical Project Managers, Change and Strategic Managers, Business Analysts, QA’s, Software Development, Cybersecurity, Cloud Computing, and Networking.

 -Adaptability: This is essential. You will need to be able to thrive in diverse project environments and quickly adapt to new technologies and systems.

 -Communication: Effective communication and client understanding are essential for collaborating with a variety of clients for successful project delivery.

 -Financial Acumen: Learn to manage your finances, negotiate rates, and handle taxes, all vital skills for an independent contractor. If this is not your area of expertise – don’t worry. Here at E-Frontiers, we can recommend accountancy companies that will guide you through managing your finances and invoicing. We will also be there to help walk you through the process of setting up as a contractor and negotiating rates.

Structuring Your Contracting Business

Becoming an IT contractor is akin to setting up your own business. You’ll need to determine your specialisation or niche, identify the market demand for your skills, and choose the most suitable legal structure for your business, such as a Personal Limited Company or an Umbrella Company.

Building a strong online presence, showcasing your experience, projects, and skills, and networking with potential clients are all essential steps in establishing your IT contracting career.  Develop a marketing strategy to promote your contracting services. Remember, you’re selling your expertise to potential clients and recruiters. Don’t shy away from regularly posting about your achievements and new skills or certifications.


Benefits of IT Contracting in Ireland

The thriving tech industry in Ireland presents numerous advantages to becoming an IT contractor.

 -Lucrative Opportunities: Competitive rates and high earnings potential are very attractive within this competitive sector.

 -Flexibility: Choose your own projects, clients, and schedules that align with your career aspirations. The beauty of it is you now have control over your own work/life balance.

 -Continuous Learning and Growth: The variety of clients and projects will provide exposure to new and innovative technologies that will enhance your skill set and specialisation.

Importance of an Up-to-Date CV

 -Showcasing Expertise: Show your ability in the latest technologies and your commitment to upskilling and learning. Edit your CV to specifically target the job description at hand and highlight the specific relevant skills that are critical to the role – but always be truthful about your skills and experience on your CV – never over embellish. Keywords are critical here. Recruiters are always available to do a quick scan-through for specific keywords.

 -First Impressions Matter: Your CV is the best tool you have in creating a lasting first impression: Design a well-structured CV to stand out, highlighting relevant skills and experiences tailored to each role. Apply the same attention to detail with your LinkedIn profile. This is often neglected but is usually the first port of call for a recruiter.

yes no post its
In conclusion…

Transitioning to IT contracting in Ireland offers a promising career path for tech enthusiasts seeking freedom and exciting challenges. To succeed, focus on honing your technical skills, adaptability, and communication, and carefully consider the business structure that aligns with your career and life goals. By building a strong professional profile, and staying updated with industry trends, you can successfully make the switch to IT contracting and thrive in this dynamic field.

This comprehensive guide provides aspiring IT contractors with the knowledge and insights needed to embark on a successful contracting journey. Whether you’re a seasoned pro or just starting off, the opportunities in IT contracting are waiting for you to explore.

To discuss our current opportunities in contracting, contact us today to chat with our Contracts Specialist Trish Lynch or check out our jobs section.


A well-crafted LinkedIn profile can be a powerful tool in your job hunt. In today’s competitive job market, it’s essential to stand out and make a strong first impression on potential employers or recruiters. Job hunting often places such a focus on your CV, that you almost forget other tools at your disposal to help get a job. Many don’t realise that your LinkedIn profile is just as important as a CV in helping you get a job or being found by a recruiter!

Social Media Profile
The Basics:

 -Profile Picture – A high-quality, professional-looking profile photo. Dress appropriately with a neutral background.

 -Your Headline – Keep it short and sweet, but informative. This is the first thing a recruiter will read about you.

 -Your Summary – This must be engaging and compelling to hook the reader to want to learn more about you. It should be a snapshot of your career, achievements, aspirations, and expertise. Use keywords that are relevant to your industry. Display genuine passion and use this space to build your own brand.

 -Switch ‘Creator Mode’ on – This opens many advanced features to you such as ‘followers’, ‘#talks about’, a custom website link, access to extra analytics, and moves the ‘Featured’ section higher in your profile.

 -Open to Work – LinkedIn has profile settings where you’re able to highlight the fact that you’re “Open to Work” and you can even show recruiters what jobs you’d be interested in. And don’t panic, this feature won’t announce your change in status publicly to your current colleagues or boss. You can be “Open to Work” privately so only recruiters who have LinkedIn recruiter (nearly all recruiters use this tool) can see you’re open to work! This is a crucial step, as this is one of the first filters many recruiters use when looking for candidates.

 -Customised URL -Personalize your LinkedIn URL to make it more professional and easier to share. Ideally, it should include your name.

Business Profile
The Finer Details:

Work Experience: List your work experience chronologically, including your responsibilities and achievements. Use action verbs and quantify your accomplishments whenever possible. This provides a clear picture to the reader of your contributions and capabilities. Give a summary of what each of your roles entailed and it’s most important to include the technologies used in that job so the reader has a full picture of your experience.

Make sure the company name is visible and state if it was a contract or full-time position. This is important as it flags whether you may be open to contract positions and also will explain short stints of work in different companies.

Education: Include your educational background, all certifications, and any relevant courses or workshops you’ve completed. Highlighting your credentials can make you a more attractive candidate.

Showcase any significant projects you’ve worked on and any publications or articles you’ve written. This demonstrates your expertise and thought leadership.

The Featured Section: This is an underused section by most, but it is a perfect place to showcase and highlight work or community involvement that you’re most proud of. Here, you can feature posts and content that you’ve authored or re-shared, or articles you’ve published on LinkedIn. You can post external media such as images, documents, and links. It’s good to have a professional and personal mix here and refresh regularly.

Skills and Endorsements: Highlight your key skills and seek endorsements from colleagues and connections who can vouch for your abilities. These endorsements add credibility to your profile and can help you appear in more search results.

Recommendations: Request recommendations from supervisors, colleagues, or clients who can speak about and vouch for your strengths and work ethic. These personal endorsements really do carry significant weight in the eyes of potential employers.

Getting recruiters to pick you
And Finally….

Be Active with regular updates: Like, comment, share. This increases your visibility. Actively engage with your network by sharing relevant articles, commenting on posts, and participating in group discussions. Building meaningful connections can lead to job opportunities.

Keep your profile up-to-date, especially when you change jobs, acquire new skills, or achieve significant milestones. An active and current profile signals that you’re engaged in your field.


By making these changes you’ll be better positioned to make a positive impression on potential employers and increase your chances of landing your dream job. Your profile is a tool that can be used to great success. Remember that LinkedIn is not just a digital form of your CV, but an interactive platform for networking and showcasing your professional brand.

Find Job Button

Happy job hunting! And if you are currently in the market for a new job, please do check out our latest openings here or contact us, and any member of our E-Frontiers recruitment team will be happy to help.