Full Stack Developer
London / £600 - £750
INFO
£600 - £750
LOCATION
London
Contract
Contract Full Stack Developer
£750 Per Day Inside IR35
6-month Contract
Fully Remote
Are you a Full Stack Developer looking for an exciting challenge? Want to become a part of a global pharmaceutical company? Read on for more information.
The Company
The client is a top player in the pharmaceutical industry, this company specialises in the research, manufacture, and promotion of pharmaceuticals, vaccines, and consumer health products. Additionally, it has a consumer healthcare division that offers a wide range of non-prescription products including oral care and nutritional supplements. They are looking to expand their engineering function with a focus on JVM Languages, Kafka and React.
The Role
As a Full Stack Software Developer, you will be a part of the engineering team and in specific, you can expect to be involved in the following:
- Develop API's using Java Spring Boot, utilising its coverage and potentially proxying for a graph.
- Building front-end on React framework, utilising microsite architecture to create a number of portal experiences. Manage the integration of Kafka for enhanced functionality.
- Building upon previous work, create high-fidelity designs and ensure continuity in our project.
- Collaborating closely with end users, creating both low and high-level designs for the front-end, including UI development, and deploying them to a CVN for seamless user experiences.
- On the back end, you will focus on creating scalable, disruptive services, specifically utilising Kafka for self-service capabilities.
- Continue to utilise both JVM Languages and React technologies.
- Regular code reviews, peer evaluations, and merge/deployment processes will be implemented to ensure overall quality and efficiency.
- Implement Dockerizing applications to optimise deployment and scalability.
Your Skills and Experience
The successful Full Stack Software Developer will have the following skills and experience:
- Strong knowledge and experience in Java Spring Boot and API development.
- Proficiency in React framework and microsite architecture for front-end development.
- Understanding of Kafka and its integration for enhanced functionality.
- Experience in high-fidelity design and continuity in software development.
- Strong communication skills for collaboration with end users and front-end design.
- Knowledge of scalable, disruptive back-end services and the ability to utilise Kafka for self-service capabilities.
- Experience with JVM Languages and React technologies.
- Experience with Dockerizing applications.
- Strong problem-solving abilities and attention to detail.
- Strong teamwork and collaboration skills.
- Familiarity with CI/CD practices and tools.
The Benefits
The successful Full Stack Software Developer will receive up to £750 per day inside of IR35.
How to Apply
If you are interested in this opportunity, please click the link below to submit your CV directly.
CONTACT
James Lovell
Recruitment Consultant
SIMILAR
JOB RESULTS
Weekly News Digest: 15th – 19th November | Harnham Recruitment post
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This is Harnham’s weekly news digest, the place to come for a quick breakdown of the week’s top news stories from the world of Data & Analytics.DEVOPS.COM: FOUR KEYS TO DEVELOPING ETHICAL AIAs we see artificial intelligence (AI) being implemented into almost all aspects of the business world, companies are struggling to find ways they can use the technology in an ethical way.Here, Devops.com ask some important questions that help to ensure this incredible technology is being used as a force for good, from development to implementation.Is this transparent in every way? Developers need to establish a transparent and clear channel of communication to raise concerns and to discuss and deliberate on ethical dilemmas with their team.Have we accounted for risk or exceeded regulatory boundaries? Ensuring your products are future proof means exceeding the privacy regulations and ethical boundaries, not just meeting them.Is this system adaptable? There should always be a contingency plan in place, and developers should build flexible tools that can be adjusted according to any updates or ethical concerns that may arise.Are developer teams prepared to build ethically? Companies need to communicate their ethical intentions by building an infrastructure that equips developers with the training and resources they need to implement ethical standards.While these four questions won’t solve the ethical issues that AI throws up, it will certainly help businesses to prepare for, and build ethical infrastructures that are needed for AI to reach its full potential.To read more, click here.ANALYTICS INDIA MAG: TOP 10 PROGRAMMING LANGUAGES USED BY GITHUB REPO CONTRIBUTORS IN 2021In this piece, Analytics India Mag explores the top ten programming languages used by GitHub in 2021. GitHub is the world’s largest code repository and examining which languages they use can help us gain insight into what’s trending in the world of programming and why.To pursue a career in tech, it’s important to first build a solid foundation and understanding of programming languages. Take a look at the list of the top ten programming languages used by GitHub repo contributors in 2021 below.1. JavaScript2. Python3. Java4. Go5. TypeScript6. C++7. Ruby8. PHP9. C#10. CWhich programming language do you use most, and why?To read more, click here.TECH REPUBLIC: THE VALUE OF MENTORSHIP IN A REMOTE WORLDThe world has depended on digital resources and platforms to sustain communication and connectivity over the past two years. While certain aspects of our lives have become more convenient because of this, this has taken its toll on human relationships.In this piece, Tech Republic talks to Michael Litt, CEO of Vidyard a video creation platform, about his experience with mentorship and the programme he developed.”Jobs are more demanding, and hybrid work has meant different expectations and stress and strain,” Litt said. However, formal mentorship programmes are especially important in start-up organisations “to give people the time and space to learn.”Vidyard offers a mentorship programme that supports guidance and learning at all levels. The virtual programme is said to work better remotely than in-person, aiming to expand globally.”I wouldn’t be where I am if [my mentors] hadn’t taken me under their wing when I asked them to,” Litt said. “I believe in the art, and forma and intention is absolutely required. There is no easy path to building a mentor/mentee relationship.”To read more, click here.MARTECHCUBE: A THIRD OF CMOS DON’T TRUST THEIR MARKETING DATAAccording to recent research, over one third of Chief Marketing Officers don’t trust their marketing data.The research, which surveyed 964 marketing professional and data analysts across the US, UK, and Germany, identified some key strategic challenges that CMOs are facing, and their priorities for 2022.One of the biggest issues found between all levels of seniority was time being wasted by manually wrangling data.“Modern marketing can’t afford to wait three weeks for someone to sift through a spreadsheet. A lack of real-time insights – as data is spread across too many siloed locations – compromises the quality of marketing campaigns. By manually wrangling data, businesses not only open themselves up to human error and inefficiency but also commit themselves to a reactive strategy,” said Harriet Durnford-Smith, CMO at Adverity.To build trust within their own data, businesses must invest in their campaign reporting capabilities, have strategic and transparent value propositions, and be able to demonstrate return on investment.To read more, click here. We’ve loved seeing all the news from Data & Analytics in the past week, it’s a market full of exciting and dynamic opportunities. To learn more about our work in this space, contact us at info@harnham.com
The State of Data Recruitment in the Netherlands
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The data market in the Netherlands is already significant.
However, it’s expected to grow even larger over the next decade. Alongside this growth, Harnham’s role in the Netherlands is also expanding—so much so, that we’re planning on opening a local office in the region in the coming months.
With this in mind, we thought we’d take a step back to reflect on how the region’s data recruitment market has evolved over the past year and touch on what’s expected for the rest of 2023.
Trend #1: An Emphasis on Cloud Tech Stacks
While there are plenty of job seekers in the current market, there are also lots of companies looking to make hires. Because of this, we are expecting to encounter a very competitive and fast-paced first quarter for 2023.
In the business intelligence market specifically, we’re seeing companies invest more time and resources into developing their cloud platform tech stacks. This trend is becoming increasingly apparent in both job postings and through our client interactions.
In our experience, bigger companies typically prefer to use a Microsoft heavy stack such as Azure, whereas the smaller scale companies and start-ups lean towards Google and Amazon platforms such as AWS or Google Cloud.
Trend #2: Increased Demand for Analytics Engineers
When it comes to available positions, we’re seeing an increasing demand for analytics engineers, a trend that has exploded in the UK over the last 12-18 months and is now being emulated in the Netherlands.
Essentially, companies are seeking someone with a blended skill set, who has the ability to build out and operate a platform, and then take that data and translate it in a way that makes sense to key stakeholders in the business.
The fusion of the different skill sets that are required for these roles can make them challenging to recruit for. Typically, candidates are more experienced in either engineering or data—not both.
Trend #3: More English-Speakers
Over the past year, we have seen many companies shift from seeking Dutch-speaking candidates to operating almost exclusively in English. Some companies have even translated their whole website into English.
However, this shift to English hasn’t necessarily been a choice. Many companies have made the switch to English simply because it’s been too difficult to find local talent. Many Dutch natives are seeking contract or freelance work over permanent roles because of their flexibility and higher pay.
While Dutch talent is growing scarce, English-speaking candidates are becoming easier to find, largely because of the tax advantage known as the 30% ruling that gives foreign workers a 30 per cent tax benefit for five years. This has increased the supply of international candidates across the Netherlands, which has further incentivised local professionals to look elsewhere.
Trend #4: Employees Want a Hybrid Model
The pandemic made working from home the norm, but more recently, candidates are finding themselves less receptive to remote working and instead craving in-office opportunities. This is because many people have experienced feelings of isolation and a lack of productivity while working fully remote.
However, some smaller organisations that we work with are still opted for an almost fully remote model, for various reasons such as cost savings, etc. And these companies that are mostly remote are finding it challenging to source talent.
What’s on the Horizon?
While no one has a crystal ball, economic experts anticipate that the Netherlands will experience a lighter recession that’s unlikely to hamper the data market’s growth. In fact, it is still forecast to expand.
The travel industry in particular is projected to do well in 2023. It’s experiencing a recovery post-COVID, so we could potentially see an influx in available data jobs with travel companies like hotel chains and online booking websites.
As mentioned, we are expecting to see many companies finally making steps into analytics. We even have clients that have been operating for over a hundred years and are now dipping their toes into the analytics space – an indication that the Dutch market is maturing when it comes to companies seeing the value of data.
Of course, these modernisations are often accompanied by skeptics. When companies have employees who have never made decisions based on data and are reluctant to do so, a consultative approach is required to encourage a mindset shift.
If you are interested in pursuing a data career in the Netherlands or are planning to expand your team, this is an ideal time to explore your options. Harnham is opening an office in Amsterdam and will be on the ground for face-to-face consultations. Get in touch with Ross Henderson to book a meeting.
Why it is hard to build a Big Data team | Harnham Recruitment post
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Increasingly, I speak to managers who are adopting big data tools and developing PoCs to prove how they can make use of them. Just last week I spoke to a data architect who mentioned that if he didn’t get exposure to big data tech sooner rather than later, his current RDBMS skills may become redundant within the next few years. While that is likely an exaggeration, it is certainly an interesting point. Companies that would have never previously had the capability to interpret ‘Big Data’ are now exploring a variety of NoSQL platforms. In particular, the massive performance benefits gained from Spark and real-time/streaming tools have opened up a whole new world beyond just MapReduce. I don’t claim to be a data engineer, but as a recruiter for this sector, what I do is spend all day, every day interacting with big data developers, architects and managers (as well as keeping a close eye on the latest Apache incubator projects). Due to this, I have seen some recurring themes that have become trends when companies look to create and build their big data teams that are coming to the fore.
Candidate demand
The demand for Big Data professionals is very much a present day issue as the data companies have grand plans for is waiting for the right data developer to use the best tech to extract valuable insights from it.
The best candidates receive massive interest, often gain multiple offers from a range of companies. Your business is now no longer just competing with large corporations such as Facebook, Twitter or Yahoo. Startups and SMEs are also vying for the best candidates.
Candidates are seeing pay rises twice that of the normal rate, as illustrated in our salary guide.
Candidate shortage
The number of candidates with hands-on, production level Big Data experience is incredibly limited. We go to great lengths to find the candidates who can add real value to companies.
The growth and exciting future for the big data industry has led to increased interest in big data jobs, particularly for those from RDBMS or software. engineering backgrounds. This leaves the industry in a difficult predicament: high demand + low supply = massive competition. There are countless examples of companies that have failed to recruit a Big Data team after a year of looking.
Competition to get ahead and stand outPlanning – Companies need to have a data road map detailing their future plans. Candidates want to clearly know what they are getting into and what to expect from a job.
Innovation – Why get stuck on batch processing? The most exciting positions that candidates love are in data innovations teams, playing with real-time/streaming tech and new languages.
Personal development, growth and training – with the data science market experiencing similar growth, many big data engineers are looking for a job that not only offers the chance to work with machine learning and similar fields; but training, mentoring towards clear career progression as standard.
Speed – the length of the interview process is often seen as a reflection of the amount of red tape developers have to go through to get a job. The longer and more convoluted the process, the more put off some people may be.
Complacency – don’t rest on your laurels, it’s unlikely that you’ll get 10s of CVs through when you are looking to fill a data role, so when you find a candidate you like, move swiftly to show your interest to them as quality candidates don’t come around often.
By implementing these small but effective improvements to your recruiting process and how you develop data talent will see you create a team that is a success in this ever more digital analytics landscape. Companies who don’t create and nurture strong, dynamic teams will fall by the wayside.
It’s Harnham’s job to help you achieve this goal. Get in touch with us to tell you how. T: (020) 8408 6070 E: info@harnham.com
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