What does the future of the workspace look like? Are hiring geographies and 'patches' a thing of the past? How do you assure quality during remote assessments and how do you drive culture and engagement while working with remote development teams?
We brought together several leaders in the software development space to discuss all of these and much, much more.
Information about those joining us today.
With over 25 years' experience in both Law and Technology, Nigel is the Founder of Intelligent Voice Ltd and a pioneer in all things voice. A regular speaker at industry events not limited to NVIDIA, IBM, HPE and AI Financial Summits.
Intelligent Voice uses speech recognition technology to capture calls, convert them into text and then automatically send the transcript (along with the original voice file) to the user’s inbox, as well as provide complex analytic capabilities.
As Head of Software Development at PCMS Mark is responsible for the operational and strategic management of the Software Development group.With a strong technical background and passion for Agile methodologies, Mark successfully coach customer facing and Core Product teams to deliver in a Product centric manner with a focus on quality employing Scrum and Kanban. His current focus is on scaling agile engineering methods throughout the enterprise and DevOps.
Skilled in leading complex business and technical and operations teams on a global scale, Dragos has led teams at technology giants Amazon and Oracle
A few notable extracts from a very insightful conversation:
Our entire organization has been out of the office since the 23rd of March.
And we've managed to maintain the culture through that so I can probably start to bring some of these people on retainer into the organization and start to work with them and and what because what really got me thinking about this was was Andy and I were having a conversation about recruitment and You know, he said, where are they going to be based on like, you know, who cares, you know, And yeah, he's his company is still organized along geographical
lines so I can only deal with the guy from Central London new recruits people in central London or the guy who works at Manchester.
But what I'm thinking is actually I don't care anymore. What I want is, is the right talent for my organization.
Because I don't think we're going back. I mean, I'd be really interested to hear you guys again but I I don't think that we will ever go back as a software development company to the kind of office environment that we used to work in before. I'm really interested in what you guys are thinking about that.
In an office environment, you can observe people's body language and their behaviour during the course of the working day but on a call, people can put on whatever front they want for a short period of time.
And, you know, more often than not, you can ask people to put the video on. But if they don't want they can opt-out of that.
To your point, it’s a question of how do we Maintain the wellbeing of staff and spot those early tells that somebody might have been having a challenge about their professional life, or their home life or whatever it may be and support them for a period of time effectively at a distance.
I have my own interview style and Test for quality assurance. But there is a specific manner, especially in here. They're designed for, you know, the telecom business or the web applications are the remote support, so they're not tricky, but we had the same people that just looked at it and It routes out the people that have a CV, but you cannot necessarily back it up with that experience, especially in software development.
I guess it's easier than other maybe industries where you can test those skills. And see if they are up to, you know, did you actually sit in an office for 10 years and did something or not.
And it doesn't reflect in in Europe, you know, practical application and as well. You're looking for a certain level of creativity and software development.
There's no single solution.
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