Why Demand for GTM Talent Is Surging across APAC I Kaliba

AI Is Making Candidates Look Stronger on Paper. Here’s the Problem.

Tue, 31 Mar 2026 06:06:02 GMT

How to use tools like ChatGPT to strengthen your application - without creating a gap you can’t back up in the interview.

AI tools like ChatGPT, Claude, Gemini, Copilot and Perplexity are changing how candidates approach the job search.

Increasingly, candidates are using AI to write and refine CVs, tailor applications, prepare for interviews, and articulate complex experience more clearly. And in many ways, that’s a positive shift.

Better applications.
Clearer communication.
Stronger first impressions.

But there’s a growing issue hiring managers and recruiters are starting to notice across the tech sector:
Candidates look strong on paper, but struggle to back it up in interviews.

Can (and should) you use AI for job applications?

Yes - and increasingly, it’s expected. AI can help you:

structure your CV more effectively
simplify complex technical experience
tailor applications to specific roles or industries
prepare for behavioural and technical interviews

But there’s a clear line between enhancing your communication and outsourcing your thinking.

Is using AI in your job search a risk?

It can be - particularly in technical and specialist roles like Cyber Security, Data & Analytics, AI & Machine Learning, Fintech, CX & Marketing Technology, Application Software, and tech sales roles.

The more complex your role, the easier it is for AI-generated content to sound convincing… but lack depth.

We’re seeing candidates:

present highly polished technical experience they can’t fully explain
use generic language that doesn’t reflect real-world application
struggle to go deeper on architecture, decisions, or outcomes
rely on templated answers that don’t hold up under scrutiny

In areas like Cyber Security, Data, AI, and Software, this becomes obvious quickly, because hiring managers will test for depth of knowledge, real-world application, problem-solving ability, and decision-making rationale.

If the story doesn’t hold up, credibility drops fast.

How to use AI in your job search (without undermining yourself)

AI should make you clearer - not more generic. Here’s how to use it properly.

1. Start with real experience (especially for technical roles)

Before using AI, document:

projects you’ve worked on
tools, platforms, or environments used
specific challenges and how you solved them
measurable outcomes

For example:

What problem were you solving?
What decisions did you make?
What was the impact?

Then use AI to refine how you communicate it.

2. Be specific about your contribution

Avoid vague statements like:

“Worked on a cloud migration project”

Instead, be clear on:

your role in the project
technologies used (e.g. AWS, Azure, Snowflake, Salesforce, etc.)
scale and complexity
outcomes achieved

AI can help structure this - but it shouldn’t invent it.

3. Use AI to simplify, not oversell

One of AI’s biggest strengths is helping candidates simplify complex technical concepts, communicate clearly to non-technical stakeholders, and structure answers logically.

That’s valuable. But oversimplifying or exaggerating technical depth will get exposed quickly in interviews.

4. Prepare for both technical and behavioural interviews

AI is highly effective for:

generating technical interview questions
practicing behavioural responses
structuring answers (e.g. STAR method)
identifying gaps in your experience

But don’t rely on scripted answers. Hiring managers will typically probe deeper.

5. Practice explaining your experience clearly

This is where many candidates fall down. Make sure you can:

explain complex work in simple terms
talk through decisions you made
describe trade-offs and challenges
adapt your explanation for different audiences

If AI has written it, you still need to own it.

6. Keep your voice and thinking

AI can make applications sound polished - but also interchangeable.

Across all roles, hiring managers are assessing how you think, how you approach problems, and how you communicate. Not just what’s written on your CV.

What do recruiters in tech think about AI-generated CVs?

Most specialist recruiters (including Kaliba) expect candidates to use AI tools. What matters is:

accuracy
consistency
depth of knowledge
ability to explain your experience

A strong CV gets you into process. But your ability to validate and expand on it is what gets you hired.

And keep in mind...

AI is becoming part of the hiring process. Candidates who use it well will have an advantage. But the goal isn’t to create a more impressive version of yourself. It’s to present a clear, credible, and confident version of your real experience. Because ultimately, you’re not hired for how well you write a CV - you’re hired for how you think, solve problems, and deliver outcomes.

FAQ: Using AI in Tech Job Searches

The Unmissable APAC Tech Events of 2026 (Volume 1)

Mon, 08 Dec 2025 13:15:35 GMT

If you work in GTM, Sales, Cyber, MSPs, Cloud, or SaaS — staying connected to what’s happening across the tech sector is non-negotiable. And with Australia continuing to grow as one of the most active tech ecosystems in APAC, 2026 is shaping up to be a huge year for commercial leaders, technical talent, and anyone building a career in tech.

From cybersecurity to cloud, partnerships to data, start-ups to enterprise vendors, these are the events that will shape conversations, partnerships, and opportunities in 2026.

To make planning easier, we’ve created a month-by-month list of the top tech events across Australia and the broader APAC region happening between January and June 2026.

FEBRUARY 2026

NDC Sydney

16–20 February 2026
Sydney, AUSTRALIA
Big for: Developers, architects, cloud + engineering leaders.

CISO Sydney

18–19 February 2026
Sydney, AUSTRALIA
Big for: Cyber leaders, MSP security teams, vendors, SIEM + SOC professionals.

JuiceIT – Adelaide

13 February 2026
Adelaide, AUSTRALIA
Big for: MSPs, enterprise IT, cloud, cyber, infrastructure teams.

Great International Developer Summit (GIDS)

24–27 February 2026
Bengaluru, INDIA
Big for: Developers, DevOps, engineering managers.

NASSCOM Technology & Leadership Forum

12–14 February 2026
Mumbai, INDIA
Big for: SaaS GTM, enterprise tech, product leaders.

MARCH 2026

JuiceIT – Brisbane

4 March 2026
Brisbane, AUSTRALIA
Big for: Cloud, MSPs, cyber, enterprise tech.

JuiceIT – Perth

11 March 2026
Perth, AUSTRALIA
Big for: Infrastructure, MSPs, IT operations.

Salesforce World Tour Sydney

March 2026 (TBC)
Sydney, AUSTRALIA
Big for: AEs, CSMs, CX, RevOps, partnerships.

DevOps Asia Summit

March 2026 (TBC)
Singapore
Big for: DevOps, SRE, platform engineers.

WOW Summit

26–27 March 2026
Hong Kong
Big for: AI, Web3, digital innovation, partnerships.

APRIL 2026

Black Hat Asia

14–17 April 2026
Singapore
Big for: Pen testers, cyber engineers, cyber vendors, MSP security.

App Growth Summit Singapore

9 April 2026
Singapore
Big for: Product, martech, GTM, growth leaders.

AWS Summit Tokyo

April 2026 (TBC)
Tokyo, JAPAN
Big for: Cloud engineers, DevOps, partners, ISVs.

MAY 2026

AusCERT Cyber Security Conference

May 2026 (Dates TBC)
Gold Coast, AUSTRALIA
Big for: Cyber practitioners, MSP security teams, CISOs.

ATxSG – Asia Tech x Singapore

27–29 May 2026
Singapore
Big for: Cloud, AI, cyber, enterprise tech, ASEAN expansion.

Gartner I&O, Cloud & Infrastructure Strategies

20–21 May 2026
Sydney, AUSTRALIA
Big for: CIO + CISO teams, MSP leaders, infrastructure + cloud specialists.

Leading The Product

May 2026
Sydney & Melbourne, AUSTRALIA
Big for: Product leaders, UX, GTM, customer-led teams.

Tech in Asia Saigon Summit

30 May 2026
Ho Chi Minh City, VIETNAM
Big for: SaaS GTM, partnerships, engineering.

JUNE 2026

SuperAI 2026

4–5 June 2026
Singapore
Big for: AI founders, GTM, data engineers, automation specialists.

Cloud Expo Korea

June 2026 (TBC)
Seoul, SOUTH KOREA
Big for: MSPs, DevOps, cloud engineering.

Why These Events Matter

These conferences serve as catalysts for connection, learning and commercial momentum across GTM, MSP, cloud, cyber, engineering, and product teams.

Whether you’re expanding your network, scouting partnerships, or accelerating your career, these events offer unmatched opportunities across APAC — with Australia leading the way in 2026.

At Kaliba, we support vendors, MSPs, scaleups and enterprise tech organisations across APAC. If you’re looking to hire or expand your team, we’d love to chat. Reach out to our team today!

By 2028, 1 in 4 candidate profiles could be fake!

Mon, 01 Dec 2025 07:20:47 GMT

By 2028, 1 in 4 candidate profiles could be fake.

Gartner’s latest research suggests that recruitment fraud is heading in a worrying direction. And frankly, it tracks with what many recruiters are already feeling in the market.

But here’s the bit everyone keeps glossing over - AI isn’t the issue. It’s the way people use it.

According to Gartner:

6% of candidates admitted to interview fraud
40% use AI to help write application content
Only 25% trust employers to use AI fairly
Only 50% believe job ads are genuine

So yes - there’s noise. There’s confusion. And there’s a growing trust gap on both sides of the hiring table.

We’re not here pretending there’s a silver bullet. But we are noticing something important:

�� Human judgement matters more now, not less.

Tech can flag inconsistencies. Checks can verify identity. But actually getting to the truth of someone’s experience, motivations and capability?

That still comes down to real conversations and real relationships.

That’s why at Kaliba, we continue to lean on the things that have always worked:

Talking to people properly
Digging deeper than what’s on paper
Relying on long-term networks and market intel
Spending time understanding the person and the role

AI will keep evolving - and so will the fraud. But the antidote isn’t panic. It’s better conversations, better judgement and better relationships - and that helps when you have a trusted recruitment partner who understands the nuances of your market.

If you’re hiring across Cyber Security, GTM Sales, Partnerships, Data, Fintech or Application Software and want a grounded perspective on what’s real in the market right now, we’re always happy to talk.

�� The Kaliba team are only a message away.

Why Demand for GTM Talent Is Surging across APAC

Tue, 04 Nov 2025 00:46:33 GMT

The Go-To-Market (GTM) function has become one of the hottest areas of hiring across APAC’s technology sector. AI innovation, SaaS expansion, and regional market complexity are creating a surge in demand for commercial leaders who can connect strategy, sales, marketing, and customer success.

Here’s what’s driving the shift - and how both employers and candidates can stay ahead.

GTM Has Moved From Support to Strategy

Tech vendors are no longer treating GTM as an afterthought - it’s now the engine of growth. CROs, Heads of Growth, and GTM Strategy Directors are becoming core executive hires.

The APAC recruitment market is growing at roughly 15% a year through 2031, and GTM-linked roles are among the fastest-rising categories in SaaS, AI, fintech, and CX tech. Companies expanding across borders need commercial leaders who can translate global strategy into local execution - and that’s where demand is spiking.

AI Is Redefining What “Good” Looks Like in GTM

AI tools have changed how GTM teams plan, sell, and measure success. The best pr ofessionals combine data fluency with human storytelling - using platforms like HubSpot, Gong, and Clari to make smarter, faster decisions.

Employers are prioritising candidates who can:

Turn analytics into action
Align pre- and post-sales for retention
Build scalable, tech-enabled revenue engines

In short: AI isn’t replacing GTM roles - it’s raising the bar for them.

APAC’s Complexity Makes Regional Knowledge a Superpower

APAC isn’t one market - it’s dozens. Each country bri ngs its own buying behaviours, partnership ecosystems, and cultural expectations. That’s why leaders with cross-border experience ( e.g., managing teams in Australia, Singapore, and Japan) are in particularly high demand.

Global vendors are increasingly partnering with niche recruitment specialists like Kaliba , who understand both the technology and the regional dynamics - helping them secure talent faster and reduce hiring risk.

From Hyper-Growth to Revenue Resilience

After a decade of “growth at all costs,” companies are now focused on profitable growth.

Customer Success, Revenue Operations, and Account Expansion roles are growing fastest in the GTM ecosystem. Hiring managers want people who can optimise retention and drive sustainable revenue, not just top-line acquisition.

What This Means for Employers

If you’re hiring GTM talent:

Move early - the best candidates are off-market.
Look for cross-functional thinkers who can operate across sales, marketing, and product.
Partner with a specialist GTM recruiter who already has relationships in your target market.

Kaliba’s networks across APAC give employers faster access to senior commercial leaders who may not be visible through ads or LinkedIn search alone.

What This Means for GTM Talent

If you work in GTM, this is the time to position yourself as a strategic growth leader.

The roles are evolving fast - those who can blend commercial creativity with data insight and regional fluency are the ones getting noticed. Working with a niche GTM recruitment specialist who understands the nuance of GTM pathways across APAC can help you uncover opportunities that never make it to market.

Here are some questions that we are frequently asked about GTM Hiring across APAC...

FAQ: GTM Hiring Across APAC

Q: What’s driving the surge in GTM hiring across APAC?
A mix of AI disruption, SaaS expansion, and a focus on profitable growth. Tech vendors need GTM leaders who can align strategy and execution regionally.

Q: Which markets are leading GTM hiring?
Australia, Singapore, and Japan remain strongest, with growing demand in India and Southeast Asia.

Q: Which GTM roles are expanding fastest?
Customer Success, Revenue Operations, and Regional Sales Leadership roles tied to revenue retention and efficiency.

Q: Why use a specialist recruiter for GTM?
Because the best GTM talent is usually passive. Niche recruiters like Kaliba know who’s ready to move - and can make matches faster than generalist agencies.

In short, GTM hiring isn’t slowing down - it’s evolving.

For tech companies, it’s about finding the commercial leaders who can deliver both growth and resilience.
For GTM professionals, it’s about aligning your next move with where the market is heading. And in both cases, specialisation wins.

Kaliba connects GTM talent and tech companies across APAC - helping both sides grow smarter, faster.

Hiring GTM talent? CLICK HERE to submit a role with Kaliba .
Exploring your next GTM move? Search GTM jobs HERE!

When “Always On” Becomes “Never Off”

Wed, 22 Oct 2025 00:03:05 GMT

Australia’s tech and GTM professionals are powering an industry that never sleeps — bringing ideas to life faster than ever before. But with constant connectivity, evolving technology, and global collaboration now part of daily life, many across Australia and the broader APAC region are rethinking what balance and wellbeing look like in a sector that never truly switches off.

The reality across Australia and APAC

The conversation around workplace wellbeing in tech is growing louder — and the data backs it up:

One in five Australians experience a mental disorder each year, with anxiety the most common. (ABS, 2023)
Psychological injury claims have risen almost 37% since 2017 , with “work pressure” and “harassment” the top causes. (Safe Work Australia)
Across APAC’s technology workforce , burnout rates average 52% , and nearly half of workers say they feel constantly reachable. (Dexian APAC Tech Workforce Report, 2024)

We love the pace, innovation, and opportunity that come with working in tech — but maintaining wellbeing in this environment is becoming just as critical as technical performance.

What’s driving the pressure?

Remote and hybrid work blurred the boundaries between home and office. Flexibility came at a cost — isolation, digital fatigue, and the sense that the day never ends.

AI and automation created both opportunity and anxiety. Rapid advances are reshaping roles faster than people can adapt, leaving many to wonder how their careers will evolve.

Global collaboration means late-night calls, constant notifications, and “just one more message” habits that eat into rest and recovery time — a common challenge for APAC-based tech professionals supporting international teams.

What can help?

Model real boundaries – Leaders who genuinely switch off give their teams permission to do the same.
Normalise open conversation – Discuss workload and mental load as openly as performance metrics.
Design smarter, not slower – Use technology to remove friction, not humanity.

These actions support performance and retention — two areas where forward-thinking tech employers are investing heavily.

Why this matters for tech hiring

As specialists in tech recruitment across APAC , Kaliba has seen firsthand how culture and wellbeing impact hiring outcomes. October marks Mental Health Month — a reminder that behind every great innovation are people managing the pressures of pace, change, and connection. In tech, where “always on” can easily become “never off,” acknowledging those pressures isn’t just good leadership — it’s smart hiring.

Employers who recognise and support mental health attract stronger candidates and retain them longer.

For job seekers in tech , partnering with a recruiter who understands today’s market realities — from hybrid work expectations to AI-driven job shifts — makes all the difference in finding the right fit.

Sustaining innovation starts with supporting the people behind it. And in a world that’s always on, knowing when to switch off might just be the smartest move of all.

FAQ from the Tech Sector

1. Why does burnout matter when hiring in the tech sector?

Burnout affects productivity, retention, and team culture — all of which directly impact hiring outcomes. For employers in Australia and APAC, understanding the pressures on tech professionals helps shape realistic role expectations and improve candidate engagement.

2. How is AI influencing both jobs and wellbeing in tech?

AI is transforming the types of roles tech professionals pursue, while also creating new stressors around adaptation and job security. Recruitment specialists li ke Kaliba help bridge that gap by guiding both employers and candidates through this evolving landscape.

3. How can recruitment partners support wellbeing in tech teams?

A specia list tech recruitment agency in APAC does mo re than fill roles — it advises on market trends, workload balance, and sustainable growth. At Kaliba, our focus is on connecting companies and professionals who align not just in skillset, but in culture and balance.

Reach out to the Kaliba team to discuss your hiring or career needs in tech or GTM. We're all about #ConnectingTechPeople!

UK to AU: How Megan Thompson is Connecting Software Development Talent across APAC

Wed, 08 Oct 2025 03:46:54 GMT

We’re excited to welcome Megan Thompson to the Kaliba team as a Recruitment Consultant specialising in Software Development.

Originally from the north of the UK, Megan brings nearly three years of experience recruiting tech professionals across Cloud and Software Development. Now based in Melbourne, she’s helping connect Australia’s top software talent with some of the most innovative tech companies across APAC.

“I started on a Cloud desk, then moved into Software Development recruitment, and since joining Kaliba, I’ve been focusing on the Australian Software Development market.”

During her time in recruitment, Megan has successfully placed candidates across roles such as Software Developers, Development Managers, and Heads of Department, and she’s just getting started.

Why Kaliba?

When asked what drew her to Kaliba, Megan didn’t hesitate:

“The progression opportunities outlined during the interview stages were a key factor in my decision. The potential for growth was clearly communicated, with a focus on developing my skills and expanding my responsibilities over time.”

That focus on growth is exactly what she’s looking forward to.

“I’m looking forward to being a sponge - taking in all the information I can from the team here at Kaliba, and then storming the AU market.”

Beyond the Desk

Outside of work, Megan describes herself as bubbly, fiery, and kind-hearted. She enjoys spending time with friends, binge-watching TV shows and documentaries, and gaming on her Nintendo Switch. (Fun fact: she’s never broken a bone!)

Her dad has been her greatest inspiration:

“He’s always been independent and kept our family supported. That’s inspired me to be the same.”

And her personal superpower?

“Always managing to come across confident and not afraid of a challenge - even if I don’t feel it at the time.”

We’re thrilled to have Megan on board and can’t wait to see the impact she makes for our clients and jobseeker network across the Software Development space.

Connect with Megan on LinkedIn to discuss your Software Development career or hiring needs.

We're still hiring for our team...

We’re looking for more Megans!

Whether you’re a recruiter in the UK thinking about a move, or already here in Australia and ready for your next challenge, reach out to Greg Brown or James Kennedy for a confidential chat.

The #1 Thing Job Descriptions Never Tell You

Tue, 19 Aug 2025 13:31:22 GMT

Every very job vacancy has a backstory - and it’s rarely written in the job ad. Ignore it, and you risk stepping into a mismatch that can derail performance, stall your career, or cost your team valuable time and resources.

At Kaliba, we work with tech vendors across Australia and APAC to connect GTM, leadership, and technical talent with the right opportunities. Over the years, we’ve seen how the reason a role exists can be just as important as the skills listed in the job description.

Why people leave (the real drivers)

Recent research shows that even in a tight talent market, people aren’t just leaving for a bigger pay cheque. The top reasons include:

Lack of career growth – 78% of APAC employees say learning and development opportunities influence whether they stay or go. In tech, where skills evolve quickly, stagnation is a deal-breaker.
Compensation gaps – Competitive pay matters, but it’s often the final push rather than the sole driver.
Burnout – 83% of employees in Asia reported feeling burned out in 2024. Unrealistic targets, long hours, and “always on” cultures in sales and delivery roles accelerate turnover.
Culture and leadership – Toxic culture, lack of recognition, or poor leadership are recurring reasons people walk away — even from roles that look great on paper.

In tech, vacancies often signal strategic change

Not every vacancy is a loss. In tech and GTM teams, many open roles are created for positive reasons, such as:

Launching a new product or market entry
Driving adoption of existing technology
Embedding a new platform or process
Scaling after a successful proof of concept
Responding to competitive pressure with new GTM firepower

These scenarios can be high-impact opportunities - but they also require candidates with specific skills and mindsets to succeed.

The market context

Despite economic uncertainty, tech and GTM hiring demand remains strong across Australia and the broader APAC region:

Technical skills in short supply – Roles in AI, data analytics, cloud engineering, and cybersecurity are among the most in-demand, with Australia expecting demand for cyber talent to double by 2030.
GTM talent is surging – SDRs, Account Executives, and Customer Success roles rank among the fastest-growing jobs in Singapore and other APAC hubs.
Competition for candidates is intense – 76% of tech hiring managers in APAC say recruiting is “very” or “quite” competitive, and 50% plan to increase headcount this year.

Advice for jobseekers: look beyond the job description

If you’re considering a new role, dig into why it exists and what’s happening in the business:

Ask about the history of the role – Is it newly created or a replacement?
Check online reviews – Glassdoor, Seek, and Indeed can reveal patterns in culture or leadership.
Research leadership – LinkedIn profiles, interviews, or conference talks give insight into priorities and style.
Read company news – Funding announcements, partnerships, and product launches reveal trajectory.
Tap your network – Past or current employees can offer valuable, unfiltered insights.

Advice for employers: get clear on the narrative

When hiring in tech or GTM, don’t just focus on the job spec. Be clear on the backstory:

If the role is new, articulate the strategic goal it supports.
If it’s a replacement, address any issues that could affect the new hire’s success.
In a competitive market, the “why” behind the role can be as important as the salary in attracting the right candidate.

The bottom line?

In tech and GTM sales, a vacancy is rarely “just a vacancy.” It’s the result of change - strategic, reactive, or both. For job seekers, understanding the backstory helps you choose opportunities that match your skills, ambitions, and appetite for change. For employers, being clear about that backstory sets the stage for a stronger, longer-lasting hire.

At Kaliba, we help tech vendors across APAC connect with the right GTM and technical talent - matching not just skills, but fit, context, and long-term potential.

Looking for your next role or your next hire in tech? Get in touch with the team at Kaliba .

Tech Sales Pros: 10 Ways to Win the New Financial Year (Australia)

Mon, 16 Jun 2025 08:06:59 GMT

With the Australian financial year reset in July, tech sales professionals have a fresh runway to exceed targets, refine strategy, and stay ahead in a market shaped by smarter buyers, AI acceleration, and shifting expectations.

Here’s how to approach FY25 with purpose and precision.

Reflect, Then Reset

Review what worked and what didn’t.

Where did deals slow down?
What feedback did clients give, and how did you respond?
Which verticals or offerings gained traction?

Use that insight to refine your messaging, strategy and priorities.

Set Goals That Go Beyond Quota

Annual targets are a given. But this year, think deeper.

Track deal velocity, win rates and customer acquisition costs
Set development goals around AI fluency, product knowledge or commercial influence
Make sure KPIs reflect both performance and potential

Audit and Upgrade Your Sales Tech Stack

If it’s not helping you move faster or sell smarter, it’s time to reassess.

Use GenAI tools for faster prospecting, smarter proposals and stronger outreach
Make full use of platforms to coach, forecast and convert
Automate admin to spend more time in meaningful conversations

Make Social Selling a Daily Habit

Buyers do their own research well before speaking to sales.

Update your LinkedIn profile to reflect your value, not just your job title
Share insight that builds trust and relevance with your audience
Use short-form video or tailored content to stand out in the noise

Deepen Strategic Account Engagement

Retention is more valuable than ever.

Identify expansion opportunities with existing clients
Re-engage cold accounts with new angles or offers
Book touchpoints that offer value, not just check-ins

Keep Learning (and Unlearning)

The sales playbook is evolving rapidly.

Upskill in AI tools, buyer psychology and commercial strategy
Stay close to your customers’ industries and emerging needs
Learn from competitors’ wins, not just your own metrics

Review Hiring Strategy and Team Capability

If you're building out your team:

Prioritise agility, not just track record
Look for diversity in approach, background and thinking
Partner with niche recruiters like Kaliba , who understand how to attract and assess high-performing sales talent in tech

Tighten the Sales Process

A bloated process slows deals.

Remove friction in approvals, demos and follow-ups
Use CRM data to spot gaps and fix drop-offs
Streamline handoffs between sales, marketing and delivery

Reforecast, Reallocate, Repeat

Start the year with a clear financial lens.

Review last year’s spend against ROI
Forecast based on current deal velocity, not assumptions
Plan for slower cycles or shifting priorities, especially in enterprise sales

Protect Your Energy

The most valuable asset in sales is you.

Set focus blocks and stick to them
Take real breaks and recharge
Guard your time the way you guard your pipeline

In 2025, success isn’t just about hustle. It’s about sharp execution, strategic focus and working smarter, not just harder.

Follow us on LinkedIn or subscribe to our monthly newsletter for news and insight on careers and opportunities across tech and IT sales in Australia.

AI Is Becoming a Teammate – What That Means for Tech Hiring

Mon, 12 May 2025 11:09:08 GMT

Microsoft’s latest Work Trend Index confirms what many of us in tech recruitment are already seeing: AI isn’t just a tool, it’s reshaping how teams are built, how work gets done, and what skills employers need most.

From a survey of 31,000 people (including 1,000 in Australia), three clear trends emerged:

1. Productivity Pressure Is Driving Change

47% of Aussie leaders say productivity needs to improve.
But 79% of employees and leaders feel they’re already stretched thin.
Constant interruptions - meetings, notifications, emails - mean tech talent often lacks the space to do deep, focused work.

2. AI Agents Are Joining the Team

“Frontier Firms” are leading the charge. These are businesses using AI agents not just to automate, but to make decisions.
They’re thriving: globally, 71% of their workers report strong business performance, versus 37% in more traditional firms.
In Australia, 75% of leaders expect to use AI agents to scale workforce capacity in the next 12–18 months.

Microsoft describes the next evolution as AI becoming a “digital colleague.” Not just doing tasks, but contributing to strategy, internal comms, and GTM planning, with human oversight.

40% of Aussie leaders are already automating entire workflows. And while 37% are considering headcount reductions as AI adoption grows, 70% are planning to hire AI-focused roles.

3. It’s Not AI or People — It’s Both

Removing people to cut costs with AI might be tempting, but it risks weakening innovation and resilience. The businesses that win will be the ones that balance automation with human expertise, and upskill their teams to work alongside AI.

That’s especially true in the tech sector, where demand is rising for professionals who can:

Work effectively with AI systems
Understand how to train, prompt, or oversee AI agents
Blend technical know-how with sound judgement

4. The Real Gap? Confidence, Not Tech

71% of leaders say they understand AI agents
Just 31% of employees do

That’s a wider gap than the global average, and one that needs urgent attention. This isn’t just a tech rollout problem. It’s a leadership and hiring challenge.

What It Means for Tech Hiring

At Kaliba, we’re already seeing a shift in role briefs:

More focus on AI integration , data literacy , and change leadership
Demand for professionals who can balance human-centred thinking with AI-enabled efficiency
Leaders hiring for AI fluency , not just coding skills

Hiring in this new era means building hybrid teams - where humans and AI collaborate - and hiring people who are ready to lead in that environment.

Curious how other tech businesses are hiring for this shift? We’d love to hear from you:

How is your business adapting its hiring strategy around AI?
Are AI agents already part of your team?

Need help hiring for your team across APAC? Reach out to our Directors for a chat.

Hiring in #GTM? Here’s what you need to know right now!

Thu, 13 Mar 2025 07:13:10 GMT

The Go-To-Market (GTM) landscape is evolving rapidly. Whether you're hiring AEs, SEs, Sales Leaders, or Customer Success professionals, competition for top tech sales talent is intensifying.

As tech recruiters, we see what’s working – and what’s not – every day. Here are three key hiring trends GTM leaders should be aware of:

Tech sales professionals want more than a high OTE

Compensation is always a factor, but today’s candidates are weighing culture, career growth, and flexibility just as much. If your offer isn’t competitive across all three, you’ll lose top talent to companies that provide a more well-rounded opportunity.

Speed is critical in 2025

The best GTM candidates don’t stay on the market for long. If your hiring process drags out, they’ll be off the table. Two-stage interviews are becoming the standard – anything beyond that, and you risk losing strong candidates.

Product-market fit matters – to candidates too

Top GTM talent isn’t just looking for a job; they want to sell solutions that genuinely solve a problem and have clear market demand. Companies should be prepared to sell themselves to candidates as much as candidates sell to customers.

Here's how to secure the best GTM talent...

✔️ Have a clear hiring process – and move fast

✔️ Ensure your compensation and culture are competitive

✔️ Engage candidates early – they are assessing you too!

What has been your biggest challenge in hiring GTM talent lately?

Whether building your GTM team or exploring new career opportunities, consider partnering with Kaliba to optimise and elevate your experience in the technology landscape across APAC. Connect with us today!

The Four Pillars of Leadership: What People Need Most to Thrive

Mon, 17 Feb 2025 03:24:13 GMT

Leadership isn't just about authority - it’s about trust, support, and the ability to inspire. Gallup’s recent Global Leadership Report: What Followers Want highlights what people worldwide truly seek from leaders. Across 52 countries, four key traits emerged as essential for effective leadership: hope, trust, compassion, and stability.

Hope: The Foundation of Great Leadership

The most frequently cited leadership trait - by a wide margin - is hope . Hope accounts for 56% of all attributes tied to positive leadership, far surpassing trust (33%), compassion (7%), and stability (4%). When leaders provide hope, they create a sense of possibility, direction, and confidence in the future.

Data shows that when people associate hope with their leaders, their overall well-being improves. Thriving - measured by how positively people rate their current and future lives - rises from 33% to 38% when hope is present, while suffering declines from 9% to 6% . This demonstrates the profound impact hope has on engagement, motivation, and performance.

Trust: The Cornerstone of Reliability

Trust is the foundation of any successful leader-follower relationship. Leaders who are honest, transparent, and consistent in their actions build credibility and foster a culture of engagement.

Research shows that when employees trust their leaders, one in two are engaged , compared to just one in twelve when trust is lacking. Trustworthy leaders create an environment where employees feel safe to share ideas, take risks, and collaborate effectively.

Compassion: Leading with Empathy

Compassion in leadership means recognising employees as individuals beyond their job roles. Leaders who show genuine care and empathy build stronger connections, leading to increased morale and loyalty.

When employees feel valued and supported, retention improves, and they become more motivated to contribute their best work. A culture of compassion fosters teamwork, enhances communication, and creates a more fulfilling workplace experience.

Stability: Creating Confidence in Uncertain Times

In a rapidly changing business landscape, stability is crucial for maintaining employee confidence and productivity. Leaders who provide clear direction, consistent communication, and a sense of security help teams navigate uncertainty effectively.

Employees who believe in their company’s financial stability are nine times more likely to be engaged at work. Stability reassures employees that they can focus on their roles without fear of sudden disruptions, fostering long-term commitment and organisational success.

The Link Between Leadership and Performance

Gallup’s research reaffirms that leadership directly influences employee engagement, productivity, and retention. Leaders who provide hope, trust, compassion, and stability create workplaces where people not only stay but thrive. The most successful leaders understand their strengths, lean into them, and apply them to meet these core needs.

Leadership for the Future

As businesses navigate AI-driven changes, market shifts, and evolving workforce expectations, leadership must remain people-centric. Understanding and meeting the fundamental needs of followers isn’t just a leadership strategy - it’s a business imperative.

Kaliba is a search and recruitment firm dedicated to the recruitment of executive and specialist professionals working in tech and IT sales. If you're looking for leaders who drive performance and business success, get in touch with us today.

Kaliba is a specialist executive search and recruitment agency, connecting leaders with the companies shaping the future of technology. Follow us on LinkedIn for more great news and insights.

Top 10 Strategic Tech Trends for 2025

Thu, 28 Nov 2024 11:51:29 GMT

Insights from Gartner

Gartner has identified the top 10 strategic tech trends set to reshape industries by 2025. These trends highlight transformative advancements in AI, computing, and human-machine collaboration.

Here’s a closer look at the innovations shaping the future:

1. Agentic AI

AI systems capable of autonomously planning and executing tasks promise to revolutionise workplaces, potentially handling 15% of day-to-day decisions by 2028.

2. AI Governance Platforms

As AI becomes more ingrained in decision-making, governance platforms will help organisations manage AI’s ethical and operational risks, reducing incidents by up to 40% for adopters by 2028.

3. Disinformation Security

With AI-driven misinformation on the rise, disinformation security solutions will play a critical role in safeguarding corporate integrity.

4. Neurological Enhancement

Brain-machine interfaces that enhance cognitive abilities are poised to transform how humans learn, work, and innovate. By 2030, 30% of knowledge workers could depend on such technology to remain competitive.

5. Spatial Computing

Merging physical and virtual environments through AR and VR, spatial computing is expected to grow into a $1.7 trillion industry by 2033, revolutionising how businesses and individuals interact with technology.

6. Post-Quantum Cryptography

As quantum computing threatens conventional cryptography, businesses must adopt quantum-resistant encryption to protect sensitive data.

7. Energy-Efficient Computing

Sustainability remains at the forefront, with advancements in computing technologies like optical and neuromorphic systems promising significant energy savings for compute-heavy applications.

8. Hybrid Computing

Blending various computing architectures to solve complex problems, hybrid computing enables groundbreaking innovations in AI and beyond.

9. Ambient Invisible Intelligence

Smart, cost-efficient sensors are unlocking large-scale applications in logistics and retail, enhancing real-time tracking and operational efficiency.

10. Polyfunctional Robots

Robots capable of performing multiple tasks are on the rise, increasing workplace efficiency and adaptability. By 2030, 80% of humans are expected to engage with smart robots daily.

The Implications for Recruitment and the Future of Work

These emerging technologies are not only transforming industries but also redefining the job market. As the demand for specialised skills grows, recruitment strategies must adapt to identify and attract top talent in these evolving fields.

Which emerging tech roles should businesses focus on now to secure the best talent for the future?
What strategies will help candidates remain competitive as AI and automation increasingly influence decision-making processes?
How can organisations position themselves to attract tech talent skilled in implementing cutting-edge trends like hybrid computing and spatial technology?

The fast-changing technological landscape calls for agility from both recruiters and employers. By anticipating future trends and aligning strategies with them, organisations can ensure they remain at the forefront of innovation.

How are you preparing to navigate this new era in recruitment?

Why the 'December-January Vortex' Matters When Hiring for Tech & Sales Teams

Sun, 17 Nov 2024 22:36:56 GMT

If you're hiring for roles in tech and IT sales, now is the time to act. The period fromDecember to mid-January can feel like a vortex - a time when both candidates and hiring managers are less active, making it harder to move the hiring process forward.

Here's how to navigate this unique dynamic to secure top talent for January.

Why the December-January Vortex Matters

Candidate Activity Slows

Many professionals are focused on holidays, family, and end-of-year celebrations, which means fewer applications and responses.

Decision-Making Delays

Hiring managers often take leave or prioritise other end-of-year tasks, leading to slower hiring timelines.

Market Backlog

When January hits, there’s a surge in hiring activity, intensifying competition for the best candidates.

How to Stay Ahead in the IT Sales Hiring Game

Start Hiring Now

Proactively engage with candidates before they get swept into the January rush. The best sales and tech professionals are already planning their next moves - be the first to reach them.

Use the Vortex to Your Advantage

While others pause hiring efforts, make your opportunities stand out. Invest in outreach and quick decision-making to secure top-tier talent.

Appeal to Long-Term Thinkers

Highlight career growth and opportunities that align with New Year goals, a key motivator for candidates considering moves during this time.

Plan for Delays

Expect slower response times and ensure your hiring process accounts for the seasonality of decision-making.

Why January Start Dates Work in Tech & IT Sales

Hiring for January ensures your new hires are ready to tackle fresh sales targets and make an impact from day one. By engaging candidates now, you set yourself apart from competitors who wait until after the vortex has passed.

Get ahead, act decisively, and secure the tech and IT sales talent you need for a strong start to 2025. Ready to refine your hiring strategy? Let’s chat!

If you're looking to secure top talent in tech and IT sales before the January hiring rush, now is the time to act. Don’t get caught in the December -January vortex where hiring slows down and competition heats up. Secure your edge in the market now and start a conversation with our Directors toda. Contact James Kennedy or Greg Brown and get ahead in the hiring game!

Embracing 6 Generations in the Workplace

Tue, 29 Oct 2024 10:17:33 GMT

The modern workplace in Australia spans six distinct generations, each contributing unique values, skills, and challenges. Understanding these differences allows businesses to unlock their potential, build cohesive teams, and maintain employee engagement.

1. Traditionalists (Silent Generation) – Born 1928–1945

Traditionalists are known for their dependability, discipline, and loyalty. While many have retired, those still active in the workforce provide invaluable knowledge and mentorship.

Values: Loyalty, respect for authority, and stability.
Work Style: Thrive in structured environments with clear rules and hierarchies.
Challenges: May struggle with rapid technological changes and modern workplace trends.
Opportunity for Employers: Use their experience through mentorship programs to shape and inspire younger talent.

2. Baby Boomers – Born 1946–1964

Baby Boomers are celebrated for their dedication and leadership but are also known for a preference for stability. Many are now looking for flexible work options as they approach retirement.

Values: Hard work, accomplishment, and job security.
Work Style: Prefer structure but are open to flexibility when it aligns with their values.
Challenges: Can be hesitant towards new technology and upskilling initiatives.
Opportunity for Employers: Offer tailored training and flexible roles to keep them engaged and retain their expertise.

3. Generation X – Born 1965–1980

Gen X employees are highly independent and value work-life balance. They excel in flexible roles where autonomy and innovation are encouraged.

Values: Independence, efficiency, and work-life balance.
Work Style: Thrive in non-hierarchical environments with room for creativity.
Challenges: May prefer to work autonomously, requiring effort in team-building activities.
Opportunity for Employers: Provide leadership opportunities with flexibility to ensure long-term engagement.

4. Millennials (Generation Y) – Born 1981–1996

Millennials form the largest segment of today’s workforce. They are tech-savvy, goal-oriented, and driven by meaningful work. They actively seek feedback, mentorship, and growth opportunities.

Values: Purpose, continuous learning, and collaboration.
Work Style: Prefer workplaces with technology integration and opportunities for professional development.
Challenges: Can become disengaged without meaningful growth opportunities.
Opportunity for Employers: Invest in learning and development programs and provide clear pathways for career progression.

5. Generation Z – Born 1997–2015

Gen Z employees bring adaptability, entrepreneurial thinking, and a preference for diversity and transparency. They value growth opportunities and are comfortable with frequent job changes if their needs aren’t met.

Values: Transparency, diversity, and continuous learning.
Work Style: Enjoy dynamic roles with personal development opportunities.
Challenges: High job mobility can pose retention challenges.
Opportunity for Employers: Offer clear growth paths and skill development programs to foster long-term engagement.

6. Generation Alpha – Born After 2015

While Generation Alpha is still young, they are already showing strong affinity for technology and customer-centric thinking. As they mature, their entry into the workforce will likely shape future workplace trends.

Values: Technology, innovation, and customer experience.
Work Style (Emerging): Likely to expect seamless technology integration in their workplaces.
Challenges: Organisations will need to evolve to meet their digital expectations.
Opportunity for Employers: Invest in emerging technologies and cultivate a culture of innovation to align with this future workforce.

Harnessing Generational Strengths for Success

Each generation offers unique contributions:

Traditionalists: Mentorship and experience.
Baby Boomers: Leadership and reliability.
Gen X: Independence and creative problem-solving.
Millennials: Tech-savviness and continuous improvement.
Gen Z: Adaptability and entrepreneurial thinking.
Gen Alpha: Future-proof thinking through technology and customer focus.

By tailoring management, recruitment, and development strategies to the strengths of each generation, Australian employers can create inclusive workplaces that foster innovation, engagement, and long-term growth.

Source: Indeed - 6 Generations in the Workplace: Their Values and Differences .

Remote Work, Mental Health, and the Tech Sector

Sun, 20 Oct 2024 23:56:25 GMT

The tech industry runs on innovation, but behind the screens and algorithms lies another challenge - keeping our minds healthy.

As October marks Mental Health Month, it's a perfect time to spotlight the impact of remote and hybrid work on mental wellbeing in tech. With more flexibility than ever before, employees enjoy new freedoms, but they also face risks of burnout, isolation, and blurred boundaries between work and life.

How can we strike a balance that empowers both people and progress?

The Challenges of Mental Health in Tech

The tech world moves fast, and so do the pressures. High expectations, demanding projects, and the drive to stay ahead of the curve can push employees to their limits. With the rise of remote work - now mentioned in 14.3% of Australian job postings, three times higher than pre-pandemic levels - many tech professionals are working from home. But working remotely, while offering flexibility, can also leave employees disconnected and overwhelmed if mental health isn't a priority.

The shift to hybrid work brings both opportunities and challenges. While some employees thrive in remote environments, others may struggle with motivation, collaboration, and maintaining boundaries. Office utilisation in Australia has increased, signalling that companies are still adjusting to a world where hybrid models are becoming the norm.

The Link Between Remote Work and Mental Wellbeing

Remote work offers autonomy and a chance to reclaim time lost to commuting. Yet, it can also contribute to loneliness and stress. For tech professionals - many of whom already face high workloads - the risk of mental fatigue is real. While 37% of Australians regularly worked from home last year , balancing remote and in-office time remains a work in progress for many companies.

Interestingly, the shift towards more remote-friendly workplaces continues despite a softening job market, showing the staying power of flexible work arrangements. For the tech sector, which has historically embraced remote work, maintaining mental health across diverse working environments has become an essential part of doing business.

Strategies for Supporting Mental Health in the Tech Sector

To thrive in this evolving landscape, tech companies must take intentional steps to support mental health:

Foster Open Conversations: Encourage open, stigma-free discussions about mental health. Regular check-ins, both remote and in-person, help managers understand their team’s wellbeing.
Set Boundaries: Empower employees to switch off and prioritise personal time, preventing overwork in remote settings.
Train Leaders to Recognise Burnout: Equip managers to identify stress signals and offer flexibility and support when needed.
Provide Mental Health Resources: Offer access to counselling, wellness programs, and mental health apps to give employees the tools they need to stay well.

A Future Built on Wellbeing and Flexibility

As Australia's labour market evolves, some employers may re-evaluate their remote work policies. But even with a cooling market, flexible work appears to be here for the long haul, with remote postings growing across 70% of occupations . Companies that embrace this shift - while building strong mental health practices - will set themselves apart, creating sustainable workplaces where employees can perform their best.

The organisations that succeed won’t just be those focused on innovation - they will be those that put people first. Mental health is not just a personal responsibility but a professional priority, especially in an industry that thrives on creativity and critical thinking.

Closing out 2024: Q4 Checklist for Technology Sales Professionals

Mon, 30 Sep 2024 11:54:47 GMT

As we enter the final quarter of the calendar year and reach the halfway mark of the financial year in Australia, it’s a crucial time for technology sales professionals to focus on delivering results. At Kaliba, we understand the importance of finishing the year strong, especially in the tech sector.

Here’s a checklist to help you maximise your efforts and close out Q4 successfully.

1. Review Your Pipeline

Evaluate the health of your pipeline: Focus on deals that have the highest probability of closing.
Engage decision-makers: Ensure you’re staying connected with key stakeholders who can move deals forward.
Address potential roadblocks: Identify and resolve any issues early to avoid last-minute delays.

2. Refine Your Value Proposition

Customise your message: Tailor your pitch to address each client’s specific needs.
Emphasise ROI: Highlight how your solutions deliver measurable value, especially as clients finalise their budgets for the year.
Leverage success stories: Share relevant case studies that demonstrate the impact your product has had on similar businesses.

3. Capitalise on End-of-Year Budgeting

Watch for budget opportunities: Many clients have remaining budgets to spend before the year ends—position your solutions to fit within their financial goals.
Offer flexible deals: Consider offering special pricing or payment terms to close deals before year-end.

4. Strengthen Client Relationships

Stay in regular contact: Keep communication flowing with your key accounts. Being a consultative partner rather than a transactional one can make all the difference.
Express appreciation: A simple thank-you or thoughtful gesture can help reinforce long-term relationships.
Provide year-end insights: Share industry trends or data that could influence your clients' decision-making.

5. Collaborate with Internal Teams

Work with marketing: Align with your marketing team to ensure you have the right materials and messaging for Q4 outreach.
Partner with customer success: Ensure smooth handovers for any deals closing in Q4 to avoid post-sale issues.
Coordinate with sales ops: Keep your CRM updated and ensure processes are efficient to prevent bottlenecks.

6. Stay Organised

Track your activities: Use your CRM to stay on top of daily tasks and ensure you’re meeting your goals.
Plan for next year: While Q4 is key, start thinking ahead and laying the groundwork for a strong start in 2025.
Set realistic goals: Stay focused on achievable targets to maintain momentum through the holiday season.

7. Prepare for Next Year’s Pipeline

Build your prospect list: Identify potential clients for early 2025 to keep the momentum going.
Engage early: Start initial conversations with prospective clients to establish rapport before the new year.
Attend industry events: Use Q4 as an opportunity to network and build connections for the future.

8. Focus on Personal Development

Invest in skill-building: Take advantage of sales training or industry knowledge to stay competitive.
Reflect on your year: Analyse your performance, identify areas for improvement, and make adjustments for next year.
Maintain your motivation: As you head into the final stretch, keep your energy high and your mindset positive.

9. Prepare for a Competitive Talent Market

Explore growth opportunities: As demand for sales talent increases, be ready to consider new career possibilities.
Leverage your network: Stay in touch with specialist technology sales recruiters like Kaliba to explore roles that align with your career ambitions for 2025.
Update your professional profile: Ensure your LinkedIn and other platforms reflect your most recent achievements.

Whether you're looking to finish the year strong or explore your next career step, we’re here to help. For advice on how to maximise your potential or explore new opportunities, contact the Kaliba team today.

What Fed Rate Cuts Mean for the Software Vendor Landscape

Thu, 19 Sep 2024 04:55:42 GMT

The Federal Reserve has recently made a significant move by cutting interest rates by 50 basis points. With these initial cuts and more potentially on the horizon, the U.S. appears to be on a path where inflation and the Consumer Price Index (CPI) are moving back towards the target of 2%.

In discussions about the future of the software vendor landscape, particularly as we look ahead to 2025, these rate cuts are expected to have a positive impact. The past 18 months have been challenging, with minimal IPO activity, infrequent fundraising, and widespread layoffs affecting thousands of vendors. However, this trend might be on the verge of changing, potentially signaling an end to the wave of layoffs.

What Could These Rate Cuts Mean for the Vendor Landscape?

Increase in IPOs: We may see an uptick in IPO activity, accompanied by increased commentary and analysis around this trend.
Market Shift: The current employer-dominated market could shift towards a more balanced equilibrium, creating fairer opportunities for job seekers .
Demand for Talent Acquisition: There will likely be an increased demand for talent acquisition and internal recruiter roles. This is excellent news for professionals in this space.
Agency Utilisation: Companies’ willingness to use recruitment agencies and allocate budgets towards this is expected to grow, a trend we’re already starting to observe.
Empowered Candidates: Candidates may find themselves with more influence during interview processes and could receive multiple job offers. This is especially true for GTM (Go-to-Market) professionals.
Strategic Hiring: The best companies will focus on hiring strategically, ensuring that GTM individuals can realistically achieve their quotas. It's always wise to check platforms like RepVue before taking on a new role.

Looking Ahead to 2025

These developments could lead to a recalibration of investment priorities, with a renewed focus on technology investment. After the challenging period of the past 18-24 months, this would be a welcome change for many in the industry. However, it’s crucial that any headcount growth is well-calculated, ensuring a genuine return on investment.

2025 is shaping up to be an exciting and dynamic year. What do you expect or hope to see in the year ahead? Share your thoughts and join the conversation!

Data source: Reuters Article

The Right to Disconnect: Balancing Sales Responsiveness and Work-Life Boundaries

Mon, 26 Aug 2024 04:40:54 GMT

Sales professionals often find themselves taking and making calls outside of standard working hours to accommodate client schedules, different time zones, and urgent sales opportunities. While the new "Right to Disconnect" law in Australia allows these professionals to ignore after-hours calls and emails, it's essential for both them and their employers to discuss and establish clear guidelines that align with the nature of their work. For sales teams, balancing responsiveness with personal time will be crucial. Companies might consider specific arrangements, such as compensating for overtime or setting boundaries for after-hours communication that respect both client needs and employee well-being.

What Does the Right to Disconnect Entail?

Starting August 26, 2024, for businesses with 15 or more employees, the Right to Disconnect will allow employees to ignore work-related emails, texts, and calls outside their normal working hours unless responding is deemed necessary. This legislation, part of the Australian Government’s broader efforts to protect work-life balance, does not prevent employers from attempting to contact employees but rather safeguards employees who choose not to respond after hours.

What Does ‘Unreasonable’ Mean?

Determining what is ‘unreasonable’ when it comes to after-hours communication will depend on various factors, including:

Reason for Contact: Is it an emergency or a time-sensitive issue?
Method of Contact: Was it a phone call, text, or email?
Disruption Level: How disruptive is the contact to the employee’s personal time?
Compensation: Are employees compensated for additional hours or on-call duties?
Role and Responsibility: Does the employee’s role inherently require after-hours availability?
Personal Circumstances: Does the employee have family or other personal commitments?

These factors will help determine whether ignoring after-hours communication is reasonable. The Fair Work Commission (FWC) will likely provide further clarification as cases arise.

What This Means for Larger Businesses

Companies with 15 or more employees must immediately adapt to these changes. Employers should develop clear policies on after-hours communication to ensure compliance with the new rules. Strategies might include setting expectations through delayed email sending and clarifying in email signatures that immediate responses to after-hours communications are not required. Larger businesses should consider training staff on the Right to Disconnect law and revising employment contracts to specify expectations about after-hours availability.

What About Small Businesses?

For smaller businesses (fewer than 15 employees), the Right to Disconnect will come into effect one year later, on August 26, 2025. This gives small enterprises additional time to prepare by updating internal policies, training staff, and setting expectations with clients and customers.

Impact on Global Operations

Global companies with Australian subsidiaries will likely feel the effects of this new legislation, particularly when their sales teams work across various time zones. For instance, consider an international business with operations in both Melbourne and London. If Australian employees exercise their right to disconnect by refusing all contact from their British colleagues outside standard working hours, maintaining real-time communication and collaboration could become challenging. This is especially relevant for sales professionals who often need to interact with international clients and colleagues promptly.

However, the legislation includes provisions to assess the reasonableness of an employee’s decision to disconnect. Factors such as the reason for contact, the method and frequency of communication, the employee’s compensation, role responsibilities, and personal circumstances (e.g., family or caregiving duties) will be considered. If an employee's role inherently requires interaction with international markets or colleagues, a blanket refusal to engage outside regular hours may be deemed unreasonable. For instance, refusing to attend a critical early morning meeting due to routine family obligations could lead to scheduling adjustments, highlighting the importance of flexibility.

These regulations also introduce a layer of risk for employers, particularly in managing performance and setting expectations for availability and responsiveness. Employers must tread carefully, balancing respect for employees’ rights with the operational demands of a global business. These new standards empower employees to set clearer boundaries between work and personal life, reinforcing the importance of mutually agreed-upon expectations in an increasingly flexible and connected world.

Consequences for Non-Compliance

Failure to comply with the Right to Disconnect laws can result in significant penalties. Breaches of stop orders from the Fair Work Commission related to after-hours contact can lead to fines of up to $18,780 per breach for individuals and $93,900 per breach for companies. Employees also have the right to seek orders to prevent after-hours contact or retaliation from employers.

Employers should clearly define work hours and establish expectations around after-hours contact. Using tools like delayed email sending and clearly communicating boundaries can help minimise disruptions and protect both employees and businesses from legal issues. Reviewing and revising employment contracts to reflect these new rights and responsibilities is also recommended.

The Right to Disconnect is a significant step toward ensuring employees have the opportunity to maintain a healthy work-life balance. For sales professionals, finding the right balance between responsiveness and personal time is essential. By understanding these new regulations and preparing appropriately, tech and sales professionals, along with their employers, can maintain productivity without sacrificing personal well-being.

Rejection as a Springboard: How to Leverage Job Setbacks

Wed, 24 Jul 2024 02:56:57 GMT

Rejection from a job application process can be disheartening, especially in the competitive fields of technology and sales. It’s crucial to understand that rejection is often not a reflection of your capabilities but rather a part of the broader recruitment landscape.

Here’s how to handle job rejection constructively and maintain momentum in your career journey.

Understanding the Landscape

Recognise the Competitive Nature: The tech and sales industries are fast-paced and competitive. Candidates often face multiple rounds of selection, and rejection can result from a variety of factors beyond just qualifications, such as organizational fit or internal candidate preferences.

View Rejection as a Learning Opportunity: Each rejection can provide valuable insights into your application process. Seek feedback from recruiters or hiring managers if possible. Understanding what factors influenced their decision can help you refine your approach for future applications.

Constructive Strategies for Handling Rejection

Maintain Professionalism: Even if the rejection is disappointing, respond professionally. Thank the recruiter or hiring manager for the opportunity and express your interest in future openings. Maintaining a positive relationship can leave a good impression and keep you in mind for future roles.

Reflect and Assess: Take time to reflect on your application and interview performance. Consider whether there are areas for improvement, such as refining your resume, enhancing your interview techniques, or further developing specific skills.

Reframe Your Approach: Use the feedback and self-reflection to adjust your job search strategy. Tailor your applications more closely to job descriptions, network more effectively, and leverage insights from industry peers to enhance your marketability.

Focus on Your Strengths: Rejection doesn’t diminish your skills or experience. Focus on your strengths and accomplishments. Update your resume and LinkedIn profile to highlight your achievements and areas of expertise.

Expand Your Network: Engage with industry peers, attend relevant events, and participate in professional groups. Networking can uncover new opportunities and provide support during your job search.

Stay Resilient and Persistent: Job searches in tech and sales can be lengthy and challenging. Persistence is key. Continue applying for positions, preparing for interviews, and staying engaged with industry trends.

Leverage Professional Support: Work with a recruitment agency specialising in your industry domain. Agencies like Kaliba offer tailored support, market insights , and access to exclusive opportunities for professionals working in technology and sales, helping you navigate the job market more effectively.

If you are in the job market for a role in tech or sales across APAC, reach out to the team at Kaliba to discuss how we can help!

The DOs and DON'Ts of Resigning from Your Job

Mon, 08 Jul 2024 07:23:28 GMT

Resigning from a job is a significant step in any professional's career, especially for those in specialist and leadership roles in technology . How you handle your resignation can leave a lasting impression on your current employer and affect your professional reputation. Here’s a guide to the dos and don’ts when it comes to resigning from your job.

Things you should do

1. Plan Your Exit Strategically

Before handing in your resignation, ensure you have a well-thought-out plan. This includes having a clear understanding of your next steps, whether it’s moving to a new job, starting a business, or taking time off.

Secure Your Next Position: If you're transitioning to a new role, ensure your new position is confirmed and that you have a signed offer letter.
Financial Preparedness: Ensure you have sufficient savings to cover any unexpected expenses during the transition period.

2. Give Sufficient Notice

In Australia and the APAC region, it's standard practice to provide at least two to four weeks' notice. This period allows your current employer time to find a replacement and for you to complete any outstanding tasks.

Review Your Contract: Check your employment contract for the required notice period. Adhering to it is crucial for maintaining professionalism.
Offer Flexibility: If possible, offer to extend your notice period to ensure a smooth transition.

3. Write a Professional Resignation Letter

Your resignation letter should be brief, professional, and positive. Include the date of your last working day, express gratitude for the opportunities you've had, and avoid detailing reasons for your departure.

Stay Positive: Focus on the positives of your experience and avoid mentioning any negative aspects.
Be Formal: Use a formal tone and ensure the letter is free of errors and clearly states your intention to resign.

4. Communicate with Your Team

As a leader or specialist, your departure will impact your team. Communicate your resignation personally to key stakeholders and team members.

Face-to-Face Meeting: If possible, meet your manager in person to discuss your resignation before submitting your letter.
Team Announcement: Consider making a formal announcement to your team to explain your departure and reassure them about the transition.

5. Offer to Assist with the Transition

Offering to help during the transition period demonstrates professionalism and a commitment to ensuring a smooth handover.

Handover Documentation: Prepare detailed handover documentation that covers your responsibilities, ongoing projects, and key contacts.
Training Successor: Offer to train your replacement or help with the recruitment process if necessary.

6. Maintain Professionalism Until the End

Your final days should reflect the same level of dedication and professionalism as your first days.

Finish Strong: Complete your tasks and ensure there are no loose ends.
Stay Engaged: Continue to participate in meetings and offer support to your colleagues.

Things you shouldn't do

1. Don't Burn Bridges

Leaving on bad terms can damage your professional reputation and close doors to future opportunities.

Avoid Negative Talk: Refrain from speaking negatively about your employer, colleagues, or the company.
Exit Interview: Use the exit interview as an opportunity to provide constructive feedback, not to air grievances.

2. Don’t Leave Abruptly

An abrupt resignation can disrupt operations and damage relationships with your current employer.

Emergency Resignation: Only resign without notice in extreme circumstances where you have no other choice.
Bridge the Gap: Offer solutions to cover your responsibilities until a replacement is found.

3. Don't Neglect Confidential Information

As a professional, especially in leadership or specialist roles, you likely have access to sensitive information. It's crucial to maintain confidentiality even after you've left.

Return Company Property: Ensure all company property, including laptops, documents, and any other resources, are returned.
Non-Disclosure Agreement: Adhere to any non-disclosure agreements you may have signed.

4. Don’t Forget to Tie Up Loose Ends

Leaving unfinished work can tarnish your professional image and create challenges for your successors.

Close Out Projects: Make an effort to complete or at least hand over all projects.
Notify Stakeholders: Inform clients and other stakeholders of your departure and introduce them to your successor.

5. Don’t Underestimate the Impact on Your Team

Your departure will affect your team. Failing to consider their feelings and the impact on them can harm morale and productivity.

Communicate Early: Give your team enough time to process the news and prepare for the change.
Support Transition: Provide support and guidance to help them adjust to your departure.

6. Don’t Overstay Your Welcome

While it’s important to offer help during the transition, avoid staying longer than necessary, as this can create awkwardness or disrupt your future plans.

Stick to Your Timeline: Set a clear end date and stick to it.
Avoid Micromanaging: Trust that your team can handle the transition with the groundwork you’ve laid.

Resigning from a job, especially in specialist and leadership roles in technology, requires careful consideration and a professional approach. By following these dos and don’ts, you can leave your current role on good terms, preserving your professional relationships and ensuring a smooth transition for your team and your career.

Tech Sales Pros: 10 Ways to Ace the New Financial Year

Tue, 25 Jun 2024 07:39:29 GMT

As a technology sales professional, entering a new financial year involves strategic planning and a proactive approach to capitalise on new opportunities and overcome potential challenges. Here’s a comprehensive checklist to help you navigate the new financial year effectively:

1. Review and Reflect on the Previous Year

Analyse Sales Performance: Evaluate your achievements against your targets. Identify what worked well and what didn’t.
Assess Customer Feedback: Review customer feedback and identify areas for improvement or growth.
Examine Market Trends: Look back at industry trends and how they impacted your sales. Adjust your approach based on lessons learned.
Evaluate Tools and Technologies: Assess the effectiveness of your current sales tools and technologies.

2. Set Clear and Achievable Goals

Define Annual Sales Targets: Set clear, measurable, and realistic sales goals for the new year.
Create a Personal Development Plan: Identify areas for personal growth and set goals for skill development.
Establish Key Performance Indicators (KPIs): Determine metrics to measure your progress, such as conversion rates, sales cycle length, and customer retention.

3. Update Your Sales Strategy

Analyse Market Opportunities: Identify new market trends, emerging technologies, and potential growth areas.
Segment Your Market: Refine your target audience segments based on recent market analysis.
Develop Tailored Approaches: Create personalised sales approaches for different market segments.
Plan for Seasonal Variations: Anticipate and plan for seasonal changes that may affect sales.

4. Strengthen Customer Relationships

Review Customer Database: Ensure your customer data is up-to-date and accurate.
Identify Key Accounts: Focus on nurturing relationships with high-value clients.
Develop a Customer Retention Plan: Implement strategies to improve customer satisfaction and loyalty.
Solicit Feedback Regularly: Establish a routine for gathering and acting on customer feedback.

5. Plan for Continuous Learning

Identify Training Needs: Determine areas where additional training is needed, such as new product lines or sales techniques.
Enroll in Relevant Courses: Take advantage of online courses and certifications related to sales and technology.
Attend Industry Events and Webinars: Participate in industry conferences and webinars to stay current on trends and network with peers.
Stay Informed on Competitors: Monitor competitors and learn from their successes and challenges.
Stay Informed About New Products: Keep abreast of new product launches and updates within your company.
Understand Industry Innovations: Stay updated on industry trends and new technologies that could affect your sales.
Regular Training and Workshops: Participate in training sessions to improve product knowledge and sales skills.

6. Consider How You Can Optimise Sales Processes in the New FY

Review and Update Sales Processes: Evaluate your current sales processes and identify areas for improvement.
Leverage Your CRM Effectively: Ensure your CRM is being used effectively to track customer interactions and sales data.
Automate Where Possible: Identify repetitive tasks that can be automated to increase efficiency.
Streamline Communication Channels: Ensure you have clear, effective communication channels with your team and clients.

7. Focus on Digital Transformation

Invest in Digital Sales Tools: Evaluate and invest in digital tools that enhance your sales capabilities, such as AI-driven analytics and automation platforms.
Embrace Social Selling: Develop a strategy for leveraging social media to connect with prospects and clients.
Enhance Online Presence: Ensure your online profiles and company pages are up-to-date and professional.
Explore Virtual Sales Opportunities: Adapt to virtual selling techniques and tools to reach a broader audience.

8. Assess and Improve Hiring Practices

Evaluate Current Team Performance: Review the performance and skills of your current team to identify gaps and areas for growth.
Identify Key Skills and Roles Needed: Determine the skills and roles that are critical for achieving your sales goals in the new financial year.
Align with Niche Market Executive Search: Partner with a an executive search and recruitment specialist - like Kaliba - who understands the nuances of your niche market. This ensures you attract candidates with the right expertise and fit for your sales strategy.
Implement a Strategic Recruitment Plan: Develop a plan that includes sourcing, interviewing, and onboarding processes that align with your company’s goals and culture.
Foster a Diverse and Inclusive Team: Aim to build a team that brings diverse perspectives and approaches, enhancing creativity and problem-solving.

9. Revise Financial Plans

Review Budget Allocations: Assess how your budget was spent last year and make necessary adjustments.
Set Financial Projections: Create financial forecasts based on your sales goals and market analysis.
Optimise Resource Allocation: Ensure that resources are allocated efficiently to meet your sales targets.
Plan for Contingencies: Develop a contingency plan to mitigate potential financial risks.

10. Last, but not least... Make Time for Personal Well-being

Set Work-Life Balance Goals: Establish clear boundaries between work and personal life to avoid burnout. Make time for physical exercise, mental health practices, and sufficient rest.
Schedule Regular Breaks: Plan regular breaks and vacations to recharge and maintain productivity.

Show me the NUMBERS! How to optimise your CV for impact

Wed, 29 May 2024 09:38:34 GMT

Show me the NUMBERS!

A recent LinkedIn poll we posted indicated that the majority of you have updated your LinkedIn profile in the past year, which is great to see!

But how many of you have added actual business impact results to your profile?

If you are building a career in sales or leadership, adding results to your CV or LinkedIn profile is a great way to add substance and stand out from your competition.

When formatting numbers and statistics on your resume, ensure they are clear and consistent so that your profile stands out and is easy to scan for both humans and AI bots!

Follow these simple guidelines to optimise the data in your resume:

Use Numerals: Represent numbers greater than nine with numerals.

Decimals Over Percentages: For numbers less than one, use decimals or fractions instead of percentages.

Separate Large Numbers: Insert commas or spaces to distinguish thousands, millions, or billions.

Employ Symbols and Abbreviations: Apply symbols or abbreviations for units of measurement, currency, or time.

Align Correctly: Right-align or centre-align numbers and statistics to enhance readability and comparison.

These practices help make your data more accessible and professional-looking and add weight to your CV. It could be the very thing that gets you the interview!

What other tips would you add for presenting results in a CV or LinkedIn profile?

Why 2024 is the Year for Australian IT Pros to Level Up Their Skills

Mon, 29 Apr 2024 05:52:50 GMT

The Australian IT industry is facing a deepening skills crisis, presenting both challenges and opportunities for IT professionals in the country. As the demand for tech expertise grows, now is the time for IT pros to take the initiative to self-upskill and prepare themselves for lucrative career advancements and salaries!

Addressing the Skills Crisis

Let’s start at the very beginning: School

A recent report by the Australian government titled The Australian Universities Accord has outlined 47 recommendations to tackle challenges in education and workplace environments. However, the proposed solutions are ambitious and may take time to implement. For instance, the report suggests that at least 80% of the working-age population should have tertiary education by 2033, compared to the current 50%. The government also plans to boost support in technical areas such as R&D to meet the increasing demand for professionals in the tech sector.

Skilled Migrants

To bridge the gap in domestic skills supply, Australia has introduced a skilled visa program covering high-demand skills, including IT. The Australian Strategic Policy Institute (ASPI) noted that only around 7,000 Australian students graduate with an IT degree each year, while the demand for IT professionals is expected to grow by 233,000 by 2033. As such, the country is considering a focus on migration to deepen skills trade with countries like India and fully integrate skilled migrants within the economy.

Decelerating Training Investment

While the skills shortage is impacting organisations, many are not taking sufficient action to address the gap. Research from RMIT University found that although some mid- to large-sized organisations expect to increase spending on learning and development, nearly half are not prioritising their training budgets to address skills gaps. This lack of investment in upskilling employees may leave organisations struggling to leverage IT opportunities effectively.

The Importance of Self-Upskilling

Taking the Initiative

Given the challenges organisations face in addressing the skills gap, IT professionals need to take matters into their own hands. By investing in their own skills development, IT pros can equip themselves with the knowledge and expertise needed to excel in their careers.

Preparing for Emerging Technologies

Research from Deloitte shows that job advertisements requiring key emerging technology skills will account for 61% of job postings overall by 2030. IT professionals must gain competencies in both technical and soft skills, including project management, coding, data analysis, and cybersecurity.

Pursuing Lucrative Opportunities

It’s widely known that tech professionals have become some of the highest earners in Australia, with many jobs offering salaries over $200,000 . Whether focusing on data, software development, or leadership positions, IT pros can tap into high-paying opportunities with the right skills and work ethic.

For IT professionals in Australia, 2024 presents a unique opportunity to self-upskill and gain a competitive edge in the industry. By taking the initiative to develop their skill sets and pursue emerging technologies, IT pros can position themselves for higher salaries and career advancements. This self-driven approach will be crucial in a market heavily weighted towards supporting a small domestic supply of skilled professionals. Now is the time for IT professionals to seize the opportunity and thrive in the ever-evolving tech landscape.

Don’t know where to start?

Reach out to the team at Kaliba to identify some of the current and emerging skills our clients are seeking. Follow us on LinkedIn or subscribe to our monthly newsletter for news and insight on careers and opportunities across tech and IT sales in Australia.

The Essential Skills of Successful Sales Leadership

Mon, 15 Apr 2024 05:17:26 GMT

The role of sales leadership has become more complex than ever before. To navigate this terrain successfully, sales leaders must continuously develop and refine a diverse set of skills and knowledge. Drawing insights from Gartner , let's explore the key skills that make a successful sales leader in today's dynamic environment.

Leading Through Transformational Change
As sales functions undergo transformational changes, leaders must adeptly guide their teams through these shifts. This requires visionary leadership, effective communication, and the ability to inspire and motivate amidst uncertainty.
Collaboration and Alignment
Sales leaders must forge strong partnerships with other executive functions within the organisation to drive better results. Collaboration with departments like marketing, finance, and operations is crucial for aligning strategies and achieving common objectives.
Communicating Impact to the C-suite
Articulating the impact of the sales organisation on the broader corporate enterprise is essential for gaining support and resources from the C-suite. Sales leaders should effectively communicate metrics, insights, and strategic initiatives to demonstrate value and drive decision-making.
Understanding Stakeholder Expectations
Beyond internal alignment, successful sales leaders must also understand the expectations of external stakeholders. This involves staying attuned to market trends, customer needs, and competitor strategies to adapt sales approaches accordingly.
Personal Skills and Competencies
Prioritising personal development is key for sales leaders to continuously improve their leadership capabilities. Skills such as emotional intelligence, resilience, and strategic thinking are invaluable for navigating the complexities of the sales environment.
Driving Motivation Within the Team
With sellers facing increasing pressure and burnout, sales leaders play a crucial role in maintaining team morale and motivation. Implementing strategies for recognition, empowerment, and career development can help boost performance and retention.

To address the challenges and opportunities in sales leadership, Gartner emphasises three key imperatives:

Building Skills for Commercial Leadership
Sales leaders must acquire new skills to lead commercial collaboration, drive digital transformation, manage change, and effectively engage with stakeholders across the organisation.
Utilising Analytics for Informed Decision Making
Leveraging advanced analytics and insights is essential for optimising business decisions and driving revenue performance. Sales leaders must harness data-driven approaches to identify opportunities, mitigate risks, and enhance sales strategies.
Aligning GTM Strategy with Corporate Objectives
Developing a Go-To-Market (GTM) strategy that aligns with corporate objectives is critical for outpacing competitors. Sales leaders need to ensure that their sales strategies are agile, customer-centric, and well-aligned with overarching corporate goals.

In conclusion, successful sales leadership in today's dynamic environment requires a multifaceted skill set, strategic vision, and a commitment to continuous learning and adaptation. By embracing these key principles and insights, sales leaders can navigate complexities, drive performance, and achieve sustainable growth in their organisations.

At Kaliba, we've helped hundreds of organisations build their tech sales teams across APAC. Whether you are building your team or exploring new opportunities in tech sales, we can help! Connect with us today.

The Power of Pause: Why Taking a Break is Essential for Productivity & Wellbeing

Wed, 27 Mar 2024 22:41:04 GMT

If you work in technology and sales, where deadlines loom large and targets never seem to relent, the idea of taking a break can feel like a luxury reserved for the fortunate few. However, as we approach the upcoming four-day Easter long weekend, it's the perfect time to remind ourselves of the importance of hitting the pause button and allowing ourselves to decompress. Here's why taking a break is crucial for professionals in the tech and sales industries, along with some practical tips on how to make the most of your downtime.

Why Taking a Break Matters

1. Recharge Your Batteries: Working in high-pressure environments can drain your energy reserves. Taking a break allows you to step away from the daily grind and recharge both physically and mentally, leaving you refreshed and ready to tackle challenges with renewed vigour.

2. Enhance Creativity and Problem-Solving Skills: Stepping back from work allows your mind to wander and explore new ideas. Breaks have been shown to stimulate creativity and enhance problem-solving skills, helping you approach tasks with fresh perspectives and innovative solutions.

3. Improve Focus and Productivity: Contrary to popular belief, taking breaks doesn't hinder productivity – it enhances it. Regular breaks throughout the day have been proven to improve focus, concentration, and overall productivity, ensuring that you work smarter, not harder.

4. Reduce Stress and Burnout: Chronic stress and burnout are all too common in demanding professions like tech and sales. Taking regular breaks helps mitigate the negative effects of stress by promoting relaxation, reducing tension, and preventing burnout in the long run.

Tips for Decompressing Over the Long Weekend

1. Unplug and Disconnect: Set boundaries by disconnecting from work emails and notifications during your break. Use this time to fully detach from work-related stressors and immerse yourself in activities that bring you joy and relaxation.

2. Engage in Mindful Activities: Whether it's going for a leisurely walk, practicing meditation or yoga, or simply enjoying a good book, engage in activities that promote mindfulness and present-moment awareness. These practices can help calm the mind and alleviate stress.

3. Spend Quality Time with Loved Ones: Use the long weekend as an opportunity to reconnect with friends and family. Plan meaningful activities together, such as cooking a special meal, playing games, or enjoying outdoor adventures. Building strong social connections is essential for overall well-being.

4. Indulge in Self-Care: Prioritise self-care by pampering yourself with activities that nourish your body, mind, and soul. Whether it's indulging in a spa day, taking a long bath, or treating yourself to your favourite meal, make self-care a priority during your break.

5. Reflect and Reset: Take time to reflect on your goals, priorities, and accomplishments. Use this opportunity to set intentions for the upcoming weeks and create a plan to achieve them.

Long weekends - especially extra-long weekends like the Easter break - presents a valuable opportunity for professionals working in 'always on' industries like the tech and sales sectors, to hit the pause button, recharge their batteries, and prioritise their well-being. By taking breaks, engaging in mindful activities, spending time with loved ones, indulging in self-care, and reflecting on personal and professional goals, you can return to work feeling refreshed, recharged, and ready to conquer new challenges with renewed energy and enthusiasm. Remember, taking care of yourself is not a luxury – it's a necessity for long-term success and fulfillment in both your career and personal life.

Singapore Implements Stricter Regulations for Hiring Foreign Professionals

Mon, 18 Mar 2024 09:39:24 GMT

Singapore has announced the implementation of stricter regulations for hiring foreign professional workers, alongside increased salary benchmarks, set to take effect from next year.

Changes in Minimum Qualifying Salary

Effective January 1, 2025, the Ministry of Manpower will raise the minimum qualifying salary for Employment Pass (EP) holders from SGD 5,000 to SGD 5,600 (USD 3,720 to 4,166) per month. This adjustment will be progressive with age, reaching up to SGD 10,700 for candidates in their mid-40s. The Ministry stresses that these changes aim to ensure fairness for local workers across different age groups.

Maintaining High-Quality Standards

The EP qualifying salary benchmark, which aligns with the top one-third of local Professional, Managerial, Executive, and Technical (PMET) wages, ensures that EP holders meet high-quality standards as outlined by the Ministry.

Objectives of the Revisions

These modifications are part of the Ministry’s broader revisions to foreign workforce policies. The objectives include sustaining a high-quality foreign workforce that complements local talent, supporting industry transformation for a more efficient and lean foreign labor force, creating better job opportunities for locals, and improving conditions for lower-wage workers while ensuring the efficacy of foreign workforce regulations.

Sector-Specific Adjustments

In sectors with higher wage standards, such as finance, a higher EP qualifying salary will remain applicable. Specifically, in the financial services sector, the EP minimum qualifying salary will rise from SGD 5,500 to SGD 6,200 (USD 4,092 to USD 4,613) per month, increasing progressively with age up to SGD 11,800 (USD 8,779) for mid-40s candidates.

Progressive Wages Initiatives

Aligning with Singapore’s Progressive Wages initiatives, companies employing foreign workers are mandated to pay all their local workers at least the local qualifying salary (LQS). The proportion of local workers receiving the LQS determines the company’s entitlement to foreign worker quotas. The LQS is regularly reassessed to match wage growth, uplift lower-wage workers, and regulate the foreign workforce. The increase in LQS from SGD 1,400 to SGD 1,600 (USD 1,041 to 1,190) per month, effective July 1, 2024, was initially announced in Singapore’s Budget 2024.

These measures reflect Singapore's commitment to fostering a competitive yet equitable labour market while prioritising the well-being and opportunities of both local and foreign workers.

Eliminate these Words to Create a More Inclusive, Unbiased Recruitment Process

Tue, 05 Mar 2024 03:53:26 GMT

Subtle biases often creep into the language of technology and sales job descriptions, influencing who feels encouraged to apply and who feels excluded. While studies suggest a decline in overt gender bias, stereotypes and misconceptions persist, particularly in certain sectors and seniority levels. The language we use in job descriptions plays a crucial role in attracting diverse candidates and fostering a sense of belonging and equality for all applicants.

Here are some tips to create inclusive job descriptions and avoid gendered language when hiring in tech:

Check Pronouns & Titles

When describing roles, use inclusive terms such as 'she/he', 'successful candidate', or 'you'. Neutral titles like 'engineer', 'project manager', or 'developer' are preferable to gendered titles like 'hacker' or 'ninja', which may deter certain applicants.

Avoid Gender-Charged Words

Words like 'analyse', 'determine', or 'competitive' may appeal more to male applicants, while 'collaborative', 'supportive', or 'compassionate' may resonate with female applicants. Focus on skills, company culture, values, and benefits rather than gendered language.

Diversify Marketing Collateral

Ensure your advertising and website imagery represent a range of genders, age groups, and ethnicities. Consider how your marketing materials may be perceived from different perspectives, and strive for balance and inclusivity.

Limit the Number of Requirements

Research shows that women are less likely to apply for a position unless they meet all or most of the requirements, while men are more willing to apply if they meet only some. Keep qualifications concise and split them into 'essential' and 'nice to have' to encourage a wider range of applicants.

Highlight Culture, Values, and Benefits

Include information about your company culture, values, benefits (such as parental leave, carer leave, diversity and inclusion initiatives, flexible work hours, remote working options), and corporate social responsibility efforts. Paint a picture of what it's like to work for your company and emphasise inclusivity.

By being mindful of the language we use in job descriptions and marketing materials, we can create a more inclusive and welcoming environment for all applicants , regardless of gender. Conducting regular audits of job ads and seeking feedback from diverse perspectives can help identify areas for improvement and ensure that we attract and retain top talent from all backgrounds.

Reach out to the Kaliba team if you need support in analysing or developing your job descriptions, and let's strive to build workplaces where everyone feels valued, respected, and empowered to succeed.

If you are looking for a job in tech , or you are looking to recruit in the technology and sales space in APAC, please reach out to us for a chat or connect with the Kaliba team . Follow us on LinkedIn to keep up to date with what’s happening in the world of sales and technology jobs and recruitment. You can also follow us on Instagram and YouTube .

Blog image by freepik.com

Let's talk imposter syndrome in tech!

Wed, 21 Feb 2024 11:41:55 GMT

Have you ever felt like you're not quite measuring up in the fast-paced world of tech?

Yes? Well, you're not alone. Impostor syndrome is a common experience, especially in industries where change happens at breakneck speed.

Tech roles often require years of study and training, making the pressure to keep up even more intense. But did you know that impostor syndrome affects people across all genders, with women and other underrepresented groups often feeling it more acutely?

According to recent reports, women are underrepresented in tech-related fields worldwide, holding less than a third of all jobs in these sectors. This imbalance can contribute to feelings of impostor syndrome, where individuals doubt their abilities despite evidence of their success. As leaders, it's essential to create environments where everyone feels valued and supported. Specific and constructive feedback, recognition of individual contributions, and sharing personal experiences can all help combat imposter syndrome and foster a sense of belonging.

Here are 5 things you can do to conquer Imposter Syndrome when working in tech.

Acknowledge Your Technical Wins

Take time to celebrate your technical achievements, whether it's successfully debugging a complex code issue, implementing a new feature, or delivering a project ahead of schedule. Recognising these accomplishments can help boost your confidence and remind you of your expertise in the tech field.
Embrace Failure as Learning Opportunities

In the rapidly evolving world of technology, failure is inevitable and often leads to innovation. Instead of viewing setbacks as personal shortcomings, see them as opportunities for growth and learning. Experimenting with new technologies, methodologies, and approaches can help you adapt and thrive in the ever-changing tech landscape.
Build a Supportive Network

Surround yourself with peers, mentors, and community groups within the tech industry who can offer guidance, feedback, and encouragement. Having a supportive network can provide valuable insights, help you navigate challenges, and offer perspective during moments of self-doubt.
Challenge Imposter Syndrome Narratives

Combat imposter syndrome by challenging negative thoughts and self-doubt with evidence of your technical skills and accomplishments. Keep a record of your successful projects, positive feedback from colleagues, and technical certifications to remind yourself of your expertise and contributions to the tech sector.
Prioritise Self-Development and Wellbeing

Invest in your ongoing technical education and personal well-being to maintain a healthy work-life balance and sustain long-term success in the tech industry. Take time for self-care activities, attend industry conferences and workshops, and participate in online communities to stay updated on the latest trends and developments in technology. Remember that continuous learning and self-improvement are key to thriving in the dynamic world of tech.

While imposter syndrome may be prevalent in the tech industry, it's essential to recognise that it doesn't define your capabilities or potential for success. Remember, you are not alone in experiencing these feelings, and with the right mindset and strategies, you can confidently navigate the challenges and opportunities that come your way.

Mark Your Diary! These are the 2024 APAC Tech Conferences Not To Be Missed

Wed, 31 Jan 2024 04:27:22 GMT

If you work in technology, staying at the forefront of innovation is non-negotiable, and the Asia-Pacific (APAC) region has become a hotbed of innovation and opportunity to build and grow a career in tech. But with tech moving at pace, keeping up with the latest can be a challenge.

For tech enthusiasts and IT sales professionals in APAC, there are a slew of transformative tech conferences slated throughout the year. These gatherings aren't just events—they're gateways to unparalleled learning, networking, and growth. So we've compiled a list of some of the top tech conferences in APAC for 2024 for anyone serious about thriving in the digital age.

FEBRUARY 2024

Gartner Security & Risk Management Summit

26 – 27 February 2024

Mumbai, INDIA

NDC Sydney

12–16 February 2024

Sydney, AUSTRALIA

Women In Tech Fest

20-22 February 2024

Melbourne, AUSTRALIA

CISO Sydney

20–21 February 2024

Sydney, AUSTRALIA

JuiceIT 2024

15 February 2024

Adelaide, AUSTRALIA

MARCH 2024

JuiceIT 2024

5 March 2024

Brisbane, AUSTRALIA

13 March 2024

Perth, AUSTRALIA

Gartner Security & Risk Management Summit

18 – 19 March 2024

Sydney, AUSTRALIA

World Of Web (WOW) Summit

26 –27 March 2024

HONG KONG

APRIL 2024

Gartner Data & Analytics Summit

24 – 25 April 2024

Mumbai, INDIA

App Growth Summit Singapore 2024

4 April 2024

SINGAPORE

Black Hat Asia

16–19 April 2024

SINGAPORE

The MarTech Summit : MarTech Revitalisation: Assemble, Synergise, Impact, Advance

23–24 April 2024

SINGAPORE

MAY 2024

ATxSG2024

29 - 31 May 2024

SINGAPORE

Gartner IT Infrastructure, Operations & Cloud Strategies Conference

20 – 21 May 2024

Sydney, AUSTRALIA

Tech In Asia Saigon Summit : Charting Vietnam’s Tech Future

30 May 2024

Ho Chi Minh City, VIETNAM

Leading The Product

16 May 2024

Sydney, AUSTRALIA

24 May 2024

Melbourne, AUSTRALIA

TNBT – The Next Big Thing – Australia

9 May 2024

Sydney, AUSTRALIA

JUNE 2024

SuperAI

5-6 June 2024

SINGAPORE

JULY 2024

Tech In Gov

23 – 24 July 2024

Canberra, AUSTRALIA

Gartner Data & Analytics Summit

29 – 30 July 2024

Sydney, AUSTRALIA

Tech In Asia Conference

July 2024

Kuala Lumpur, MALAYSIA

EDGE 2024 – ANZ

28-30 July 2024

Gold Coast, AUSTRALIA

AUGUST 2024

TECHSPO Auckland 2024

15 August 2024

Auckland, NEW ZEALAND

CISO Singapore

20 August 2024

SINGAPORE

CISO Brisbane

27 August 2024

Brisbane, AUSTRALIA

CIO Edge

29 August 2024

Sydney, AUSTRALIA

UX Australia

27–30 August 2024

Melbourne, AUSTRALIA & Online

CIO Summit NZ

20-21 August 2024

Auckland, NEW ZEALAND

SEPTEMBER 2024

Gartner IT Symposium I Xpo

9 – 11 September 2024

Gold Coast, AUSTRALIA

TECHSPO Sydney 2024

18 September 2024

Sydney, AUSTRALIA

OCTOBER 2024

Tech In Asia Conference

October 2024

Jakarta, INDONESIA

TECHSPO Singapore 2024

3 October 2024

SINGAPORE

SXSW Sydney 2024

14-20 October 2024

Sydney, AUSTRALIA

DECEMBER 2024

YOW! Melbourne 2024

5-6 December 2024

Melbourne, AUSTRALIA

These tech conferences serve as catalysts for innovation, collaboration, and professional growth within the APAC region. Whether you're looking to expand your knowledge base, network with industry peers, or showcase your products/services, these events offer a myriad of opportunities to elevate your tech game and propel your career to new heights.

Are there any major tech conferences you'd add to this list?

Need help growing your tech team?

Reach out to the Kaliba team . We're dedicated to helping build tech and IT sales teams across APAC.

Cracking the Code: Why Tech Specialists Should Choose Niche Recruitment Partners

Tue, 12 Dec 2023 00:15:40 GMT

The quest for the right tech talent or the ideal role can be a multifaceted journey. Whether you're an employer seeking to fill tech roles or a job seeker exploring opportunities, here are some of the advantages of engaging a niche market recruitment specialist.

For Employers

Exclusive Access to Niche Tech Ecosystems

As a specialised recruitment agency, Kaliba provides exclusive access to niche job ecosystems within the technology sector. Leveraging our extensive networks, we ensure that your technology job openings reach the right audience across APAC, from Cyber Security & Networking , CX & Marketing Technology , Fintech & Payments , Data & Analytics , Application Software , and AI & Machine Learning throughout APAC.

Dynamic Talent Pool in Technology

Kaliba maintains a dynamic and up-to-date talent pool comprising technology professionals, sales experts, and leadership talent. Our focus on hiring across the technology life cycle, across industry domains, including Cyber Security & Networking, CX & Marketing Technology, Fintech & Payments, Data & Analytics, Application Software, and AI & Machine Learning, ensures that we can swiftly connect you with qualified candidates, streamlining your hiring process.

Agile and Efficient Tech Recruitment

In the fast-paced technology landscape, agility is vital. Kaliba's expertise allows us to streamline the recruitment process for employers. We promptly identify and present suitable candidates, ensuring your company stays ahead in the rapidly evolving tech industry.

For Job Applicants

Deep Industry Expertise

Kaliba possesses deep insights into the nuances of the technology sector across APAC. Whether you're a seasoned tech professional or an aspiring candidate, our industry expertise provides valuable insights , helping you navigate your career path with clarity.

Personalised Guidance for Career Growth

Navigating the diverse and dynamic tech job market can be overwhelming. Kaliba acts as your trusted partner, offering personalised support to tech professionals seeking career growth or transition. Whether you're advancing your career in Cyber Security, AI, or any other tech field, Kaliba ensures a guided and efficient job search process. Our tech recruitment specialists sometimes become your career-long allies and job search advocates.

Confidential Job Search Handling

Confidentiality is paramount for tech professionals exploring new opportunities. Kaliba understands this sensitivity and prioritises maintaining complete confidentiality throughout the job search process. Your current employer will remain unaware of your job search activities and motivations.

Whether building your tech or IT sales team or exploring new opportunities in the tech sector, consider partnering with Kaliba to optimise and elevate your experience in the technology landscape across APAC. Connect with us today!

Gartner Unveils 2024 Tech Trends: AI's Dominance and Beyond

Tue, 05 Dec 2023 01:53:59 GMT

Gartner's annual tech trends forecast for 2024 paints a dynamic landscape, spotlighting the ascendancy of Artificial Intelligence (AI) alongside key influencers like cloud services, security, and sustainability.

Here’s what they’re predicting as the key tech trends for 2024.

Democratised Generative AI (GenAI)

GenAI democratisation via pre-trained models, cloud computing, and open source.
Prediction: Over 80% of enterprises using GenAI by 2026, democratising knowledge globally.

AI Trust, Risk, and Security Management (TRiSM)

Guarding against AI-generated negative effects through TRiSM.
Prediction: AI TRiSM controls increasing decision-making accuracy by eliminating 80% of faulty information by 2026.

AI-Augmented Development

AI aids software engineers in designing, coding, and testing applications.
Enhances developer productivity, enabling focus on strategic activities.

Intelligent Applications

Applications with learned adaptation and autonomy.
Utilises various AI-based services for dynamic user-adaptive experiences.

Augmented-Connected Workforce (ACWF)

ACWF strategy optimises human workforce value using intelligent applications and analytics.
Prediction: 25% of CIOs will use ACWF initiatives to reduce time to competency by 50% for key roles by 2027.

Continuous Threat Exposure Management (CTEM)

Pragmatic approach utilising AI to evaluate digital and physical asset vulnerabilities continually.
Agile protection reduces breach likelihood, discovered to be three times less likely.

Machine Customers (Custobots)

Nonhuman economic actors autonomously negotiating and purchasing goods and services.
Prediction: 15 billion connected products behaving as customers by 2028, driving trillions in revenues.

Sustainable Technology

Framework for digital solutions enabling environmental, social, and governance outcomes.
Prediction: By 2027, 25% of CIOs' compensation is linked to sustainable technology impact.

Platform Engineering

Discipline of building and operating self-service internal development platforms.
Aims to optimise productivity, enhance user experience, and accelerate business value delivery.

Industry Cloud Platforms (ICPs)

Prediction: Over 70% of enterprises using ICPs by 2027 for accelerated business initiatives.
ICPs combine SaaS, PaaS, and IaaS services into a comprehensive product offering tailored to industry needs.

With such tech trends emerging and accelerating, it’s time for companies to ask themselves if they have the right staff or recruitment pipelines in place to take full advantage of these trends. Reach out to the Kaliba recruitment team to discuss your tech career or hiring needs.

Source: https://www.arnnet.com.au/article/709153/ai-dominate-technology-trends-2024/

Tech lay offs in 2023

Mon, 06 Nov 2023 04:16:25 GMT

From major layoffs at tech giants,

to small fintech startups and apps

In 2023, the tech industry continues to grapple with layoffs, impacting tens of thousands of tech workers. Major tech players like Google, Amazon, Microsoft, Yahoo, Meta, and Zoom have implemented significant workforce reductions. This trend is not limited to industry giants; startups across various sectors, including crypto and enterprise SaaS, have also announced layoffs.

According to a recent Tech Crunch article , the reasons for these layoffs often revolve around the macroeconomic environment and the necessity to achieve stability and profitability amid turbulent times. Tracking these layoffs is crucial in understanding their implications on innovation, identifying companies facing substantial pressures, and determining the availability of talent for businesses fortunate enough to be expanding. Unfortunately, it also highlights the human toll of layoffs and signals potential shifts in risk profiles moving forward.

As of October 2023, there have been a total of 224,503 tech-related layoffs based on full months, surpassing the total number of tech layoffs recorded in the entire year of 2022 ( according to Layoffs.fyi ).

January: 89,554 employees laid off
February: 40,021 employees laid off
March: 37,823 employees laid off
April: 20,014 employees laid off
May: 14,928 employees laid off
June: 10,958 employees laid off
July: 10,589 employees laid off
August: 9,545 employees laid off
September: 4,632 employees laid off

This data sheds light on the industry's ongoing challenges and the evolving landscape for tech professionals. Read more and check out the interactive version of the graph here: https://techcrunch.com/2023/10/10/tech-layoffs-2023-list

If you are facing redundancy and looking for work in tech or IT sales, reach out to the Kaliba team or create a job alert to be notified of advertised roles.

A Day in the Life of an Account Executive at Bark.com

Tue, 24 Oct 2023 07:29:17 GMT

An interview with Lucas Brancatisano

Just over one year since placing Lucas Brancatisano into a new role as an Account Executive with Bark.com, Kaliba's Cooper Knox had the pleasure of catching up with him to learn how it’s all going.

In this 9-minute video, Lucas shares his experience of transitioning into a career in tech sales and what it’s like to work for Bark.

If you are looking to get into tech sales, this video interview provides some great insight. Check it out!

If you are seeking work in this space or are looking to recruit your next IT sales professional, we encourage you to reach out and connect with Cooper Knox and the Kaliba team.

About Bark

Bark are on a mission to revolutionise and become the market leader, go to online marketplace for professional services.

As the UK’s largest & fastest growing services marketplace, BArk help people find the right professional for their project in over 1,500 unique categories. The business is already in scale up mode, profitable with a proven model but still has the feel and agility of a startup with a small team of just over 140 people and most of its work still to do.

They use cutting-edge technology and an extraordinarily talented team of people to solve an age-old problem; how to find the best available professional for any job, every time no matter what the need.

They are a dynamic, exciting, forward thinking business – but with the financial security of a PE backed, revenue generating established company – offering all the benefits of working in a scale-up environment (ownership, agility, responsibility and stimulation) without any of the worry. They placed sixth on the The Sunday Times Tech Track 100 and have a presence in ten countries globally with imminent plans for further expansion.

Our thanks to Lucas from Bark for providing this insight into what ‘a day in the life' as Bark's Account Executive looks like. If you are looking for a job in tech, or you are looking to recruit in the technology and sales space in APAC, including Australia, Singapore or Hong Kong, please connect with the Kaliba team .

Want to join 30,000+ sales and tech professionals?

Follow us on LinkedIn to keep up to date with what’s happening in the world of sales and technology jobs and recruitment. You can also follow us on Instagram .

Tales In Sales featuring CK Mah from Menlo Security

Wed, 04 Oct 2023 22:10:59 GMT

A Kaliba Interview, by G reg Brown.

In this episode of Tales In Sales, we caught up with CK Mah from Menlo Security.

As the Regional Director of Menlo Security in Southeast Asia, CK works closely with security leaders to learn about recent security incidents they have experienced and discuss potential vulnerabilities in their environment due to the changing dimensions of their technology landscape. From these conversations, he provides his expert advice on the best possible security investments for mitigating these new risks.

As an experienced senior executive and managing director, CK brings more than two decades of international experience across Germany, Hong Kong, New Zealand, Australia, and Singapore. With significant expertise in strategic business development and consulting in the financial, telecommunication, media and communications, high-tech manufacturing, and government-related industries within the Asia Pacific region, CK engages with C-suite leaders and board members in every industry to help them translate their security and technology budgets into measurable results.

Kaliba's Greg Brown fired a few quick Q&As to get to know a bit about CK’s journey in sales to where he is today.

Greg:

We are often asked about how one might get into tech sales. What would your advice be?

CK:

I have learned that the most successful individuals are those who do things with passion. There are daily challenges, but it's our passion that will drive those storms and make us emerge stronger.

Greg:

Are there any transferable skill sets that someone could bring from another sector or a sales role in another industry that you think are valuable?

CK:

Unlimited mind-set. Every industry, every company, every customer, every product, and every situation differs. Thus, if we have a closed mindset, we can't analyse the situation and make objective or required actions suitable for each scenario.

Greg:

What has been the best investment you have made in your sales career?

CK:

Sustainable business strategy. This is my primary guiding principle. Aim for repeated success that is based on a win-win arrangement so it can sustain the next wave. And the next wave.

Greg:

Who has been the biggest influence on your career?

CK:

Most people will know of Warren Buffett, but fewer will know of Jim Rogers. He co-founded Quantum Fund with George Soros, now based in Singapore. Money is the by-product of a good investment strategy, not the only objective.

Greg:

And finally, If money were no obstacle (because, let's face it, a sales career can be lucrative, right?!), what would you be doing?

CK:

An architect by passion, but in the earlier days it was a less commercially attractive path.

About Menlo Securit y

Menlo Security enables organisations to outsmart threats, completely eliminating attacks and fully protecting productivity with a one-of-a-kind, isolation-powered cloud security platform. It’s the only solution to deliver on the promise of cloud security—by providing the most secure Zero Trust approach to preventing malicious attacks; by making security invisible to end users while they work online; and by removing the operational burden for security teams. Now organisations can offer a safe online experience, empowering users to work without worry while they keep the business moving forward.

About Kaliba

Kaliba is Asia Pacific’s trusted recruitment agency partner for specialist technology, sales and leadership talent. We’ve helped leading tech vendors build out their tech and sales teams across Cyber Security & Networking, CX & Marketing Technology, Fintech & Payments, Data & Analytics, AI & Machine Learning, and Application Software, throughout APAC.

Stay tuned for more episodes of Tales In Sales coming soon!

Got a Tale from the IT Sales field? Reach out and connect with Greg Brown or James Kennedy .

The Changing Landscape of IT Recruitment in Australia: Why Permanent Roles Are Gaining Ground

Wed, 20 Sep 2023 01:49:59 GMT

In the fast-paced world of technology, it's essential to keep your finger on the pulse of market conditions. In recent times, we've witnessed a significant shift in the hiring landscape for tech professionals in Australia, with greater demand for permanent recruitment over contract roles.

The Pandemic Effect

The COVID-19 pandemic brought about a hiring frenzy in 2021 and 2022, with companies willing to pay premium salaries for technology staff. The sudden shift to remote work and digital transformation initiatives created a demand spike, inflating salaries by 20 to 30 percent from their pre-pandemic levels. Tech professionals, from business analysts to front-end developers, were reaping the benefits.

The Current Scenario

Fast forward to 2023, and the market dynamics have changed. A series of factors have led to a cooling effect in the tech job market. Companies, both startups and tech giants, have made strategic workforce cuts amid a decrease in venture capital funding. The big four banks have put IT projects on hold and have been cutting contractors or transitioning them into permanent roles with more security but lower pay rates.

As tech recruitment experts, we have observed a market correction, with salaries and contractor pay rates dropping by up to 15 percent in some roles. This adjustment reflects a more realistic assessment of the true market value of tech talent.

The Growing Demand for Specialists

Despite these adjustments, there remains a significant demand for specialised skills in areas like cybersecurity, cloud computing, data analysis, and artificial intelligence. Companies recognise the critical role these specialists play in their digital strategies, and their salaries continue to reflect their expertise.

Migration and Visa Backlog

As migration returns to normal levels and visa backlogs clear, the talent pool has expanded. Companies now have the luxury of being more selective in their hiring decisions. The power dynamic in the job market has shifted from being candidate-driven to employer-driven. This change means that candidates may need to be more strategic in their job search and be prepared for negotiation.

The Future of IT Recruitment

In the post-pandemic era, tech salaries will remain higher than pre-pandemic levels. However, companies are becoming more discerning when it comes to hiring employees with high salaries. It's clear that the wild salary inflation seen during the peak of the pandemic was not sustainable. Employers are now focusing on cost-saving measures and strategic workforce planning.

The IT job market in Australia is evolving, and permanent roles are gaining prominence as companies adapt to changing market conditions. While salary adjustments may be challenging for some tech professionals, there are still ample opportunities for those with specialised skills. As a leading IT recruitment agency, Kaliba is committed to helping both employers and candidates navigate this shifting landscape successfully.

Bouncing Back: Your Guide to Surviving Redundancy

Wed, 30 Aug 2023 05:34:16 GMT

A Kaliba Insight, by Isobella Pavey .

Life's journey isn't always a smooth, straight road. Sometimes, it throws you a curveball – a little detour on your career path, often referred to as… redundancy.

While not all of us have faced it, for those who have, fear not! With a sprinkle of resilience and a touch of strategic planning, you can turn a loss into a comeback story.

So, let's dive into some insider tips and tricks inspired to help you survive - and thrive - following a redundancy.

First things first: Reflect, Recharge, and Reimagine

Take some time to dial things back. It's okay to feel a bit disoriented, but channel that energy into positive reflection. Ask yourself: What have you achieved so far? What does the next chapter in your career look like? Visualise your dream job and set the stage for your return to the market. You want to ensure that you are acting on the goals you are setting yourself, and not just acting reactively to the unfortunate circumstances at hand.

Expand Your Network, Elevate Your Opportunities

Networking isn't just shaking hands at events; it's about genuine connections. Reach out to your former colleagues, mentors, and industry friends. Let them know you're on the lookout for new opportunities. Attend meetups, webinars, and unleash your LinkedIn charm. Remember, opportunity often knocks when you're mingling, face-to-face or virtually!

Connect With Recruiters Who Are Experts in Your Industry

Research which recruitment agencies are leaders in your area of expertise and connect with them. Some may find it surprising to know that a recruiter won't charge you as a jobseeker looking for work, and most likely will be a valuable source of knowledge, advice and market intelligence. Finding the right recruiter to represent you can put you on the path to success, and save you a lot of time in the process. If you work in technology sales or IT, the team at Kaliba are here to help - make sure you reach out and connect with us. We have a large network of clients we work with across the Asia-Pacific region, and we are often privvy to jobs that are not advertised!

Make Tech Work While You Sleep

Make sure you set up job alerts that match your ideal job profile. That way you'll be notified every time a job comes up that matches your search criteria. If you work in tech or sales, here's a few handy links:

Amp Up Your Digital Presence

In a digital age, your online presence is your virtual handshake. Update your LinkedIn profile like a pro – showcase your journey, highlight achievements, and showcase some customer reviews or client testimonials to demonstrate your proven success in your chosen field.

Continuous Learning, Your Secret Superpower

Embrace lifelong learning like a boss. Self-learning ignites a passion and curiosity that fuel continuous growth and development. Dive into online courses, webinars, and workshops to supercharge your skill set. In a world that's constantly evolving, staying up-to-date is your golden ticket.

Nail That Interview with Finesse

When opportunity knocks, make sure you're ready to swing that door open!

Research the company inside out, practise those STAR stories, and don't forget to smile. Craft your narrative around the lessons learned and how you've grown. Turn every interview into an opportunity for growth and learning, and you’ll be making your comeback in no-time!

In a world that's constantly evolving, your career journey might have a few detours, but each one is an opportunity to rewrite your story.

If you are looking for a job in tech , or you are looking to recruit in the technology and sales space in APAC, please reach out to us for a chat or connect with the Kaliba team .

Want to join 30,000+ sales and tech professionals?

Follow us on LinkedIn to keep up to date with what’s happening in the world of sales and technology jobs and recruitment. You can also follow us on Instagram and YouTube .

How US Tech Workers Ignite Australia's Tech Ecosystem

Tue, 22 Aug 2023 23:28:17 GMT

A new report is shaking up the Australian tech scene.

The Tech Council of Australia in partnership with Microsoft and LinkedIn , has recently unveiled a game-changing report titled "Harnessing the Hidden Value: How US Tech Workers Boost the Growth of Australia’s Tech Ecosystem." This report dives deep into the dynamic relationship between US tech workers and Australia's burgeoning tech sector, revealing some eye-opening insights.

Let's break it down with the key points.

Power of the Alliance

The report is all about the strong bond between Australia and the US in the tech world. It emphasises how this partnership fuels Australia's tech sector and startup ecosystem.

Impressive Stats

One in five Australian tech graduates find themselves working for US tech firms.
Around 20% of US tech alumni are the driving force behind new startups or play a pivotal role in their growth.
Every year, approximately 4,000 skilled professionals shift from US tech firms to Australian businesses.
The contribution of US tech alumni to Australia's economy is a whopping $613 million annually.

Skill Transfer

Belinda Dennett, Microsoft Australia's Director of Corporate Affairs, underscores how US tech workers don't just bring skills to the table – they're transferring knowledge and expertise that's invaluable.

Real-Life Impact

Professor Genevieve Bell from the The Australian National University shares her personal journey. Having worked in Silicon Valley, she brought back skills that helped shape the future tech landscape in Australia.

Key highlights from the report

Experience Matters: The tech sector demands experience, and here's the number to prove it – 75% of tech jobs require over 3 years of experience. This beats the average of 58% across other professions.
Massive Workforce: With more than 102,000 Australians working in large US tech firms, the impact is undeniable.
Startup Boost: Half of Australia's successful startups have been kickstarted or significantly scaled by US tech-experienced talent.
Transitions Galore: Roughly 4,000 US tech alumni jump ship each year to join Australian startups, industries, or the public sector .
Economic Jolt: The financial contribution of US tech alumni to Australia's economy is a staggering $2.2 billion annually.
Future Predictions: The report peers into the crystal ball and predicts that by 2030, 1 in 5 experienced tech workers will have a stint at a US tech firm.
Jobs Galore: As the tech world keeps expanding, 1 in 8 new tech jobs created by 2030 will be waiting within US tech firms.
Bright Grad Outlook: Graduating with a tech degree? By 2030, 18% of tech grads will be proudly sporting their roles in US tech firms.

The report's insights underscore how the synergy between US tech workers and Australia's tech ecosystem creates a dynamic force for growth. It's not just about skills – it's about knowledge transfer, innovation, and the undeniable impact on Australia's economic landscape. The future looks brighter than ever for the Australian tech scene, wouldn't you say?

Access the full report here .

Crafting an Inclusive Recruitment Process: Language that Bridges Diversity

Wed, 09 Aug 2023 13:17:35 GMT

In a rapidly evolving professional landscape, building a diverse and inclusive workforce isn't just a goal—it's a necessity. The recruitment process plays a pivotal role in shaping the composition and culture of your team. By harnessing the power of inclusive language, you can create an environment where every candidate feels welcome and valued from the very first interaction.

In this blog, we'll delve into the critical elements of an inclusive recruitment process, highlighting concrete examples and strategies to ensure your efforts foster a sense of belonging for all potential candidates.

Understanding the Significance of Inclusive Language in Recruitment

Inclusive language is more than a linguistic trend; it's a gateway to a culture of equity and respect. In the context of recruitment, it's about choosing words that resonate with candidates of diverse backgrounds, identities, and experiences. The language you use can either empower or alienate candidates, making it a key aspect of promoting an inclusive environment.

1. Crafting Inclusive Job Descriptions

The job description serves as the first touchpoint between your organisation and potential candidates. To ensure it's inclusive:

Use Gender-Neutral Language: Opt for gender-neutral job titles and pronouns. Replace terms like "salesman" with "sales representative" to eliminate gender bias.
Highlight Diversity and Inclusion: Incorporate a statement that demonstrates your organisation's commitment to diversity and inclusion. Use phrases like "We value a diverse range of experiences" to signal an inclusive environment.

2. Neutralise Biases in Language

Biased language can deter qualified candidates. Employ these strategies to neutralise biases:

Avoid Stereotypes: Eliminate gender, age, and racial stereotypes from job descriptions. Instead of describing an ideal candidate as "young and dynamic," focus on skills and qualities.
Focus on Qualifications: Emphasise the essential skills and qualifications required for the role. This ensures that candidates from various backgrounds and experiences feel encouraged to apply.

3. Recognising All Abilities

To ensure your recruitment process is accessible to everyone:

Highlight Accommodations: Specify that accommodations are available upon request for candidates with disabilities. This demonstrates your commitment to ensuring an equitable process.

4. Promoting Flexibility

Acknowledge that work-life balance is essential and diverse needs exist:

Highlight Flexible Work Arrangements: Mention your organisation's flexibility in terms of work hours or remote work options. This resonates with candidates seeking a work environment that accommodates different lifestyles.

5. Inclusive Communication

During interactions with candidates:

Use Preferred Pronouns: Respect candidates' gender identities by using their preferred pronouns. For instance, if a candidate identifies as non-binary and uses "they/them" pronouns, honour that choice.
Ask Open-Minded Questions: Frame interview questions to elicit responses that demonstrate candidates' ability to collaborate with diverse teams. For example, ask how they've worked with individuals from different cultural backgrounds.

6. Equity in Candidate Evaluation

In the evaluation phase:

Focus on Qualifications: Evaluate candidates based on their skills and experiences rather than making assumptions about their abilities due to their background.
Diverse Selection Committees: Ensure your selection committees represent the diversity you aim to achieve. Diverse perspectives contribute to fairer evaluations.

8. Feedback and Growth

After the recruitment process:

Seek Feedback: Encourage candidates to provide feedback on their experience. Use this feedback to refine your process and enhance inclusivity.
Continual Improvement: Regularly review and update your recruitment materials and strategies to reflect evolving standards of inclusive language and practices.

Benefits of an Inclusive Recruitment Process

Diverse Talent Pool: Inclusive practices attract candidates from various backgrounds, expanding your talent pool.
Reduced Bias: Neutralising language reduces unconscious biases, ensuring candidates are assessed fairly.
Positive Reputation: Your organisation gains a reputation for valuing diversity, enhancing its appeal.
Innovation and Collaboration: Diverse teams foster innovation and stronger collaboration, benefiting your organisation's success.
Employee Engagement: An inclusive recruitment process sets the stage for engaged and motivated employees.
Customer Relations: A diverse workforce enhances customer relations by better understanding diverse market segments.

An inclusive recruitment process is a cornerstone of building a diverse and equitable workforce. By leveraging inclusive language throughout the process, from crafting job descriptions to conducting interviews, you signal your organisation's commitment to fostering an environment where every individual is valued for their unique contributions. Remember, words are the first step in creating a culture of inclusion, and your recruitment process is an opportunity to put that principle into action.

You snooze, you lose! The real cost of a slow recruitment process

Mon, 24 Jul 2023 04:03:01 GMT

A Kaliba insight by Isobella Pavey

In today's fiercely competitive job market, the struggle with slow hiring processes is all too familiar for job seekers, prompting us to initiate an essential conversation about it. According to various studies, it takes approximately 36 days, on average, to fill a job vacancy. However, the implications are far more profound than mere statistics suggest.

A tardy hiring process can severely impact your company's culture and reputation, as candidates left waiting may lose interest or share their negative experiences with others.

Let’s delve into the potential cost of extended hiring decisions, exploring the underlying reasons and potential dangers they entail.

⏳ Lengthy Decision Making

Overanalysing candidates can lead to missed opportunities and the loss of top talent who accept other offers.

�� Excessive Rounds of Interviews

Lengthy interview processes can frustrate candidates and increase the risk of losing them to competitors.

�� Bureaucratic Red Tape

Too many bureaucratic steps can slow down the hiring process and delay getting the right candidate on board.

�� Increased Workload

Prolonged vacancies can put extra pressure on existing team members and impact overall productivity.

⛔️ Losing Top Talent

Slow hiring can lead to losing the best candidates to more agile companies, impacting your company's growth.

�� Financial Costs

A lengthier hiring process consumes more resources, resulting in higher recruitment costs. In addition, without vacancies being filled, projects/services get put on hold, sometimes resulting in the loss of clients!

Now, let's look at how streamlining the process can help take some of these pains away.

As recruiters, we're on a mission to:

�� Attract Top Talent

Being agile and responsive to attract the best people for the job before they slip through your fingers.

�� Minimise Delays

Speeding up decision-making to avoid missed opportunities and secure the best talent promptly.

�� Simplify Procedures

Give us the brief, and we can ensure the hiring process goes smoothly, welcoming the right candidates on board without unnecessary red tape.

�� Support Exisiting Team

Filling vacancies faster to ease the workload for yourself and your team members - enhancing overall productivity!

�� Save Time AND Save Money

Streamlining the process leads to quicker hiring decisions, attracting top talent faster, reducing operational costs, and preventing financial losses from prolonged vacancies.

By minimising delays, we secure top talent faster, reducing the risk of losing them to competitors and avoiding the expenses associated with prolonged vacancies.

81% of CIOs Expect To Grow Their IT Team In 2023!

Tue, 11 Jul 2023 02:45:56 GMT

Exciting news for IT professionals...

According to a recent survey conducted by Gartner , an astounding 81% of CIOs in large enterprises are planning to expand their IT teams this year.

This indicates a strong demand for tech talent and highlights the significance of attracting and retaining skilled professionals in the industry. The survey, which included 501 respondents, including 182 large enterprise CIOs from around the world, including the APAC region, sheds light on the strategies employed by CIOs to address critical skill gaps and execute their talent strategy.

It was emphasised that despite advancements in AI , the global job impact is expected to remain neutral in the coming years due to adoption lags, implementation times, and learning curves. In fact, only 4% of the surveyed CIOs reported AI-augmented workers as contributors to technology work today. This underscores the continued importance of human expertise and the need for skilled IT professionals.

So why are CIOs planning to increase their IT headcount in 2023?

The survey reveals that 67% of large enterprise CIOs aim to grow their IT teams by at least 10% to support digital initiatives. However, economic conditions have posed challenges in hiring, with 41% of CIOs reporting slow hiring for IT roles, 35% experiencing a decrease in overall IT budget, and 29% facing an IT hiring freeze.

To combat these roadblocks, CIOs are taking proactive measures, such as relaxing geographic and role requirements, to expand their talent pipeline and fill critical technology needs.

Interestingly, the survey also highlights the reliance on full-time equivalents (FTEs) to handle digital transformation demands. Currently, full-time IT employees contribute to 56% of the work, while technology advancements like automation and AI-augmented work account for just over 9%. This reliance on FTEs is a key driver behind the decision of large enterprise CIOs to increase IT headcount in 2023.

To meet the evolving demands of the industry, CIOs are focusing on upskilling and reskilling their IT staff.

The top skills sought during the hiring process include technical skills, soft skills like communication and relationship management, and cultural fit. Cybersecurity, cloud platforms, and customer/user experience are identified as the three critical technical skills for 2023. To ensure their teams have the necessary roles, skills, and capacity, nearly half of the CIOs plan to invest in training programmes, establish fusion teams, and automate workflows.

Exciting times lie ahead for IT professionals as the industry continues to grow and evolve. Stay tuned for more insights and updates to help you navigate the ever-changing tech landscape.

Need help growing your tech team?

Reach out to the Kaliba team . We're dedicated to helping build tech and IT sales teams across APAC.

Source Information from Gartner can be found here .

5 Ways to Make Your LinkedIn Profile Stand Out

Mon, 03 Jul 2023 14:45:59 GMT

A Kaliba insight, by Isobella Pavey .

Are you ready to take your LinkedIn profile to the next level?

In this blog post, we will uncover five easy changes you can make to your LinkedIn profile that will transform your profile from ordinary to extraordinary. By implementing these simple suggestions, you'll create a polished and captivating profile that demands the attention of hiring managers and recruiters.

Personalise Your URL

Head over to your profile, click "Edit public profile & URL," and customise the URL to represent your personal brand. By tailoring your URL, you'll create a memorable web address that aligns with your professional identity, making it easier for others to find and remember you.

Make the most of the 'about' section

Instead of using generic terms, inject it with your unique story, passion, and future goals. Use captivating language and keywords relevant to your industry to showcase your expertise and stand out from the crowd.

Harness the power of the 'featured' section

Apart from showcasing articles and posts, consider including external links to projects, portfolios, personal websites, or testimonials. This will give recruiters and hiring managers a more comprehensive view of your work and accomplishments.

Personalise your headshot and background images

Select background images that reflect your professional interests, such as a snapshot from a conference or an image related to your field. This visual element can help convey your personality and enthusiasm for your industry. Make sure your headshot clearly shows your face. Crisp photos that clearly show your your eyes and a smile are always more engaging.

Show off your skillset

Incorporate both hard and soft skills. For job roles in tech and IT sales , in addition to technical competencies, include skills like leadership, teamwork, or problem-solving to demonstrate a well-rounded professional profile.

Remember, your LinkedIn profile is a digital representation of your professional identity. Take the time to optimise it!

Slaying the Sunday Scaries: Overcoming Workweek Anxiety

79e9d791@Shazamme.com (Shazamme System User) — Tue, 20 Jun 2023 00:38:02 GMT

Ever experienced the ‘Sunday Scaries’?

You know, those feelings of anxiety or dread on the day before you head back to a new work week on Monday, also often referred to as the Sunday Blues. It's a phenomenon that affects many professionals, and if it has happened to you, you are not alone.

According to research, 80% of professionals experience the Sunday Scaries, and it's even more prevalent among Millennials and Gen Z, with over 90% feeling the Sunday Scaries. It's clear that this is a significant challenge that many people face, and it's important to address it to improve our overall well-being and work satisfaction.

So, what can you do to overcome the Sunday Scaries and start your week on a positive note?

Let's explore some tactics, taking into account the results of a recent Kaliba LinkedIn poll where respondents identified the main sources of their Sunday Scaries:

Dealing with People-related Stress

Foster open communication: If someone you work with is a significant source of stress, try addressing the issue by having an open and honest conversation. Express your concerns and work together to find common ground or solutions. Seeking to improve communication and resolve conflicts can alleviate anxiety and improve working relationships.
Seek support: If the stress from colleagues persists, consider seeking support from a mentor, HR department, or supervisor. They may be able to provide guidance or mediate conflicts, helping to alleviate the impact of interpersonal challenges on your Sunday Scaries.

Combatting Burnout and Workload

Prioritise and delegate: If your workload is overwhelming, take time on Sundays to review your tasks and prioritise them. Identify the most critical tasks and consider delegating or seeking assistance with the less essential ones. This approach can help you regain control over your workload and reduce the sense of burnout.
Set boundaries: Establish clear boundaries between work and personal life. Avoid checking work emails or engaging in work-related tasks on Sundays, giving yourself time to recharge and disconnect. Establishing boundaries helps prevent burnout and allows you to approach Mondays with a refreshed mindset.

Overcoming Imposter Syndrome

Acknowledge your accomplishments: Imposter syndrome can make you feel inadequate or undeserving of your achievements. Counter these thoughts by regularly reflecting on your accomplishments and reminding yourself of the skills and knowledge you bring to your work. Celebrate your successes and build confidence in your abilities.
Seek validation: Reach out to mentors, colleagues, or friends who can provide objective feedback and support. Hearing positive affirmations from others can help combat imposter syndrome and reinforce your self-worth.

Addressing Job Dissatisfaction

Reflect on your career goals: If you no longer love your job, take time to reflect on your career goals and aspirations. Assess whether your current job aligns with your values, interests, and long-term objectives. This reflection can guide you in making decisions about potential career changes or seeking opportunities for growth within your current organisation.
Engage in career exploration: If you're considering a career transition, invest time in researching alternative industries, roles, or organisations that align better with your interests and passions. Networking, attending industry events, or seeking the guidance of career coaches or specialist recruitment agencies can provide valuable insights and support during this exploration phase.

Remember, overcoming the Sunday Scaries is a personal journey, and there's no one-size-fits-all solution. Experiment with different tactics and strategies to find what works best for you. By addressing the specific sources of your Sunday Scaries, whether it's people-related stress, burnout, imposter syndrome, or job dissatisfaction, you can take proactive steps towards a more fulfilling and satisfying work life. Don't be afraid to seek support.

If you are looking for a job in tech , or you are looking to recruit in the technology and sales space in APAC, please reach out to us for a chat or connect with the Kaliba team .

Want to join 28,000+ sales and tech professionals?

Follow us on LinkedIn to keep up to date with what’s happening in the world of sales and technology jobs and recruitment. You can also follow us on Instagram and YouTube .

Just Like Tech Devices, Humans Need to Power Down to Power Up!

Thu, 08 Jun 2023 09:47:41 GMT

In our fast-paced world, where productivity is highly valued, many of us working in tech and IT sales find ourselves glued to our workstations, tirelessly pushing ourselves to meet deadlines and achieve goals. However, just as the technology we rely on benefits from regular shutdowns, we humans also require time off work to maintain optimal performance, mental wellbeing, and overall productivity.

Here's why taking time off work is crucial for our personal and professional lives.

Diminished Performance

Similar to a computer's gradual decline in performance without regular restarts, humans experience diminishing returns when we continuously work without breaks. Our ability to concentrate, solve problems, and generate innovative ideas becomes compromised, ultimately hindering our overall productivity. By taking time off work, we allow our brains to recharge, reset, and return to work with renewed energy and focus.

Mental Leaks

Just as memory leaks in computer systems result in reduced available resources, humans also experience mental leaks when we neglect to take time off. Continuous work without breaks can lead to burnout, stress, and an accumulation of mental fatigue. Taking vacations, weekends, or even short breaks during the workday helps prevent mental leaks, allowing us to refresh and regain mental clarity.

Updates and Personal Growth

Much like computers require software updates and security patches to enhance performance and fix bugs, humans need time off work to invest in personal growth, learning, and self-care. Taking breaks allows us to update our knowledge and skills, explore new interests, and engage in activities that promote well-being. These updates strengthen our abilities, boost motivation, and contribute to long-term career success.

Accumulation of Mental Clutter

Just as temporary files and clutter accumulate on a computer, continuous work can lead to mental clutter in humans. Stress, information overload, and a lack of downtime can cloud our minds, making it challenging to think clearly and make informed decisions. Taking time off work provides the opportunity to declutter our thoughts, organise priorities, and gain a fresh perspective, resulting in increased efficiency and better decision-making.

System Errors and Burnout

Ignoring the need for breaks can lead to system errors and crashes in both computers and humans. Humans are susceptible to physical and mental health issues, decreased job satisfaction, and ultimately burnout when they neglect to take time off work. Regular breaks, vacations, and weekends help prevent these system errors, allowing us to maintain a healthy work-life balance and sustain long-term productivity.

Self-Maintenance

Just as computers require cooling down to prevent overheating, humans also need time off work to take care of themselves physically, emotionally, and socially. Neglecting personal needs and relationships for work can lead to imbalances, strained relationships, and a decline in overall well-being. Taking time off work allows us to engage in hobbies, spend time with loved ones, exercise, and prioritise self-care, ultimately enhancing our overall quality of life.

In a world that often glorifies constant work and productivity, it's essential to recognise the value of taking time off. Just as computers need regular restarts to maintain performance, humans need breaks to recharge, prevent burnout, and foster personal and professional growth. By powering down from work and embracing moments of rest and rejuvenation, we can enhance our well-being, maintain optimal performance, and lead more fulfilling lives both inside and outside the workplace.

Working it the tech sector , it's all the more appropriate for us to remember, just like computers, we need to power down to power up!

Perks VS Culture. What's the difference?

greg@kaliba.com.au (Greg Brown) — Fri, 19 May 2023 05:42:13 GMT

A Kaliba insight, by G reg Brown .

In today's highly competitive tech and IT sales industry, attracting and retaining top talent is crucial for organisational success. While perks and benefits play a role in enticing potential employees, it is the company's culture that holds the key to long-term engagement and retention.

So what’s the difference between Perks and Culture?

Perks drive initial allure and comfort…

Ping Pong tables, free snacks, and other perks create an appealing work environment.
Flexible working hours and remote work options can enhance work-life balance.
Competitive compensation packages and commission structures are attractive to sales professionals.
Access to the latest technology and tools supports productivity and efficiency.

Culture is what engages and empowers talent…

A strong culture provides a shared vision and mission for the organisation.
Collaboration across different teams and departments fosters innovation and problem-solving.
Transparent leadership sets clear expectations and fosters trust among employees.
Opportunities for professional development and growth empower tech and IT sales staff.
High ethical standards create an environment of integrity and trust.

So why is culture crucial to retaining tech talent?

The Power of a Strong Culture in Tech and IT Sales

In the tech sector, a strong culture plays a vital role in attracting top talent. Tech-savvy professionals are drawn to organisations that have a clear vision for innovation and growth. Cultures that promote collaboration and transparency foster teamwork and facilitate knowledge sharing among employees. Furthermore, development opportunities and defined career growth paths are crucial for keeping ambitious individuals engaged. Ethical practices within a company create a sense of trust and appeal to those seeking a principled workplace.

Retaining Talent: Nurturing an Engaging Culture

Retaining tech and IT sales staff relies heavily on cultivating a strong and engaging culture. Recognising the significance of professional development, organisations should emphasise programs that nurture skills and expertise. By acknowledging and rewarding achievements and hard work, companies maintain motivation and job satisfaction among employees. Fostering a sense of belonging and purpose through team-building activities contributes to a positive work environment. Additionally, providing a supportive atmosphere that values wellbeing and work-life balance is essential for retaining talent. Continuous communication of the organisation's mission and vision inspires employees and reinforces their commitment.

Choosing Wisely: Evaluating Culture during Job Search

Tech and IT sales professionals should prioritise culture when evaluating job opportunities. It is essential to look beyond superficial perks and assess the company's core values and vision. Seeking insights from current or former employees can provide valuable perspectives on the organisation's culture. Consideration should be given to growth opportunities, collaboration potential, and the presence of ethical practices in the decision-making process. Evaluating the company's track record in retaining employees within the tech and IT sales field is also crucial for making an informed career choice.

While perks and benefits can attract talent, it is the company's culture that determines long-term engagement and retention. A strong culture provides a shared vision, fosters collaboration, empowers employees and upholds ethical practices. In the competitive tech and IT sales industry, organisations must prioritise nurturing a strong culture to attract and retain top talent . By choosing an organisation with a strong culture aligned with their values and aspirations, tech and IT sales professionals can thrive, contribute to meaningful work, and build successful careers.

If you are looking for a job in tech , or you are looking to recruit in the technology and sales space in APAC, please reach out to us for a chat or connect with the Kaliba team .

Want to join 27,000+ sales and tech professionals?

Follow us on LinkedIn to keep up to date with what’s happening in the world of sales and technology jobs and recruitment. You can also follow us on Instagram and YouTube .

How to Help Your Sales Team Thrive in the Face of an Economic Downturn

Wed, 10 May 2023 13:17:39 GMT

A Kaliba insight, by Ned O'Neill .

As an IT recruitment firm based in Melbourne, Kaliba knows firsthand the benefits of having a sales team with a strong team culture, leadership, and a genuine drive to succeed.

But an economic downturn can test even the strongest of teams. The current state of inflation has reached levels that have not been seen in decades. Sales teams are experiencing unprecedented, tougher than usual conditions, and for some, this is causing distress and disruption in the workplace.

In this blog, we'll explore three key attributes that can help your team succeed even when the going gets tough.

Encouraging Team Support

A supportive team provides crucial support and motivation during tough times. When you're feeling down, your team members can offer encouragement and help counteract negative feelings. According to a study by LinkedIn, employees who feel a sense of belonging are 3.5 times more likely to be motivated, 2.1 times more likely to be satisfied with their job, and 1.9 times more likely to be engaged at work.

Consider what you are doing as a business to nurture your team, to build camaraderie and open conversation, and create a sense of inclusion and belonging.

Providing Strong Leadership

Strong leadership can provide direction and focus during an economic downturn. According to a survey by the Centre for Creative Leadership, 71% of executives believe that their leadership style directly impacts the success of their team. With strong leadership to guide the team through uncertainty, you will be able to collectively come out the other side stronger than before.

Therefore, when hiring a leader it’s important to look beyond just their prior experience. It’s important to ensure that your new leader demonstrates the soft skills and strong communication capability to nurture a team through good times and challenging ones too.

A Drive to Succeed

A sales team with a genuine drive to succeed is incredibly powerful in tough times. A study by Harvard Business Review suggests employees who feel connected to their company's mission are 8.1 times more likely to be engaged at work. With a motivated team, you can counteract complacency or giving up on goals and targets.

Setting your team up for success with a strong induction , ongoing learning and development, achievable targets, attractive performance rewards, and acknowledgement will all help to foster drive within a team.

Working in a sales team with a strong and supportive team culture, leadership, and genuine drive to succeed can build greater resilience. Don't let economic downturns bring your sales team down. By creating a supportive work environment, providing strong leadership, fostering a genuine drive to succeed, encouraging collaboration, and building resilience, you can navigate tough times and emerge even stronger.

If you are looking for a job in tech , or you are looking to recruit in the technology and sales space in APAC, please reach out to us for a chat or connect with the Kaliba team .

Want to join 27,000+ sales and tech professionals?

Follow us on LinkedIn to keep up to date with what’s happening in the world of sales and technology jobs and recruitment. You can also follow us on Instagram and YouTube .

How To Supercharge Your Employee Induction Process

Tue, 25 Apr 2023 22:59:16 GMT

A Kaliba insight, by Isobella Pavey .

Starting a new job can be overwhelming for any new employee, but it doesn't have to be.

As I reflect on my first few months in the recruitment industry, I can confidently say I have gained valuable insights on what it takes to get a new employee off to a flying start, and in particular, the importance of having a solid induction process and continuous learning plan to help adapt in this ever-changing industry.

With a well-structured induction process, a new employee can feel confident and empowered to excel in their role. Here are some clear tips for setting up a new employee for success:

Create a clear and concise onboarding plan

A well-structured induction process starts with a clear and concise onboarding plan that outlines job responsibilities, expectations, and goals. It's essential to provide new employees with all the information they need to hit the ground running.
Provide in-depth training and learning resources

Providing access to in-depth training and resources is crucial for a successful induction process. New employees need to have the training and tools needed to excel in their role, so they can make an immediate impact.
Assign a mentor or buddy

Assigning a mentor or buddy to new employees is an excellent way to help them settle into their role. Ideally, this person should be someone who has been with the company for some time and can provide guidance and support when needed.
Encourage feedback and questions

Encouraging new employees to ask questions and provide feedback is critical. It helps them feel heard and valued, and it can also help identify any areas of improvement in the induction process.
Focus on soft skills

Companies can truly benefit from hiring staff with soft skills; those who possess strong communication, problem-solving, and leadership skills. Encourage new employees to continue to develop these skills to help improve team dynamics and contribute to the company's overall success.
Stay abreast of market trends

It's crucial to stay up-to-date with the latest market trends in the industry. By doing so, new employees can make informed decisions and provide better service to clients. As an employer, it’s important that you provide access to resources, support and learning tools to ensure your new recruit is armed with the information to be able to learn and develop, and to be of value to your customers.

For me, starting a career in recruitment has been both challenging and exciting. Having a well-structured induction process has been essential for setting me up for success as a new employee. By creating a clear onboarding plan, providing in-depth training and learning resources, assigning a mentor or buddy, encouraging feedback and questions, focusing on soft skills, and staying abreast of market trends, new employees can feel confident and empowered to excel in their role.

Need help and advice on how to set your new employee up for success? Contact our team for a confidential discussion about your hiring needs.

VIDEO I Tales In Sales featuring Michael Bosnar from Tufin

greg@kaliba.com.au (Greg Brown) — Fri, 21 Apr 2023 03:38:56 GMT

A video series for technology sales professionals

Tales In Sales is a series for technology sales professionals brought to you by Kaliba; APAC’s trusted recruitment partner for IT and sales professionals.

In this episode of Tales In Sales, Kaliba's Director Greg Brown speaks with Michael Bosnar, Vice President Asia Pacific and Japan at Tufin, the security policy company.

At Tufin, Michael is responsible for setting and driving the strategy, planning and budgeting, to achieve revenue growth across the whole of the APAC region.

As a highly experienced Vice President of sales with strong success of driving business growth in the Cyber Security market across Asia Pacific and Japan, Michael's focus has been on Enterprise Sales, and a Go-to-market Strategy across APJ supported by Channel engagement.

About Tufin

Tufin is a business that simplifies and automates the security policy management of some of the largest, most complex networks in the world, centralising control across thousands of firewall and network devices and hybrid cloud infrastructures.

About Kaliba

Stay tuned for more episodes of Tales In Sales coming soon!

Got a Tale from the IT Sales field? Reach out and connect with Greg Brown or James Kennedy .

7 Tips for Attracting & Retaining Tech Talent

Thu, 20 Apr 2023 12:12:50 GMT

Attracting and retaining high-calibre (pardon the pun!) tech talent is essential for companies to remain competitive in today's rapidly evolving digital landscape. But it can be easier said than done.

Here are some tips for attracting and technology and IT sales talent in a highly competitive landscape:

Offer a competitive compensation package

It seems like a no-brainer, but to attract top tech and sales talent, it's essential to offer a competitive compensation package. That includes salaries, bonuses, and benefits. Ensure that the compensation package is in line with industry standards and adjusted regularly to remain competitive. Ensure you present realistic OTEs potential (On-Target Earnings) and an indicate when an prospective employee can expect to have their salary reviewed.

Emphasise career growth and development

The best tech talent is looking for opportunities to learn and grow in their careers. Providing opportunities for professional development, training, and career advancement can help attract and retain top talent.

Foster a positive company culture

Companies with a positive company culture that values transparency, collaboration, and innovation are more likely to attract top tech talent. It's essential to create and showcase a work environment that promotes open communication, teamwork, and a positive work-life balance.

Provide challenging and meaningful work

Understanding what an employee is seeking from their employment is important, and assuming that everyone values the same thing is a mistake many make. Whilst most generally seek out challenging and meaningful work that aligns with their interests and passions, it's also important to provide opportunities for employees to work on exciting projects that have a real impact on the company's success, and real impact on the issues that matter to them.

Engage a tech recruitment specialist

Identifying and persuading a prospective employee to work for your organsiation requires skill, time and a vast network. Partnering with a technology and IT sales recruitment specialist with a reputation in the technology and/or sales sector, will not only speed up the recruitment process and save you time, but will ensure that your prospective employee is being nurtured at every step of the way.

Prioritise work flexibility

The last few years have emphasised the importance of offering work flexibility, including the ability to work remotely or have a flexible work schedule. When possible, providing flexibility can help attract and retain top talent, especially in today's post-pandemic work environment.

Recognise and reward top performers

Recognising and rewarding top performers is essential to high performing employees. It's essential to create a performance-based culture that recognises and rewards excellence, innovation, and contribution to the company's success, in addition to those behaviours that reflect the company values.

Overall, attracting and retaining top tech talent requires a combination of competitive compensation, career growth opportunities, positive company culture, challenging and meaningful work, work flexibility, and recognition and rewards for top performers. By prioritising these areas, companies are more likely to drive long-term success and growth and build a reputation as a great place to work.

If you are interested in speaking with us about hiring in the technology and/or IT sales space in the Asia Pacific region, please reach out and connect with the Kaliba team .

The art of crafting job ads that get noticed in 2023

Wed, 05 Apr 2023 00:04:13 GMT

In today's highly competitive job market, attracting the right candidates is more challenging than ever before. Despite this, many companies continue to struggle with creating effective job ads that truly resonate with the candidates they want to attract. Here are some reasons why job ads are missing the mark, and what companies can do to fix the problem.

Vague or misleading job titles

One common mistake companies make is using job titles that are overly generic or don't accurately reflect the position's responsibilities. For example, using a title like "IT Specialist" may be too broad, leaving potential candidates unsure of what the role actually entails. Alternatively, a title like "IT Ninja" may be seen as gimmicky and not taken seriously. Companies should strive to use titles that are specific, descriptive, and accurately reflect the position's duties and responsibilities.

Lack of focus on company culture

Many job ads focus solely on the technical skills required for the job, without giving any attention to the company culture or work environment. Candidates today are often just as interested in the company's culture and values as they are in the job responsibilities. Companies should make sure to include information about their culture, work-life balance, and employee perks to give candidates a sense of what it's like to work at the company.

Unclear job requirements

Job ads that are too vague or overly generic can also miss the mark. Instead, job ads should provide specific requirements for education, experience, and skills. Companies should avoid using buzzwords or overly complex jargon, and instead use language that is clear and easy to understand.

Not using inclusive language

Finally, job ads that use exclusive or discriminatory language can alienate qualified candidates. Companies should strive to use inclusive language that doesn't exclude any particular group, and avoid using gendered or biased language in their job ads.

To create job ads that truly resonate with candidates, companies should focus on being specific, descriptive, and inclusive. By providing clear information about the job requirements, company culture, and work environment, companies can attract the right candidates and fill their open positions with talented professionals.

If you are looking for a job in tech , or you are looking to recruit in the technology and sales space in APAC, including Australia, Singapore or Hong Kong, please reach out to us for a chat or connect with the Kaliba team on LinkedIn.

Want to join 27,000+ sales and tech professionals?

Follow us on LinkedIn to keep up to date with what’s happening in the world of sales and technology jobs and recruitment.

Top hiring trends for 2023

leah@yourvirtualcmo.com.au (Leah Wigg) — Tue, 03 Jan 2023 01:13:16 GMT

2023 brings new opportunities and challenges for technology teams across APAC, with plenty of growth for those who can adapt to the fast-changing world of work. Shaped by an increased need for cyber security, and changes in the economy, all while the pandemic continues changing the way we understand workplace flexibility.

To kick off the new year we’re sharing the top seven recruitment trends coming in 2023 for technology hiring.

1.Creating connection remotely

Remote and hybrid working continues to be a major feature in the world of work for 2023, as we see employees expecting increased flexibility. This creates opportunities to expand the talent pool when hiring, opening opportunities to different locations rather than being restricted to office locations.

Leaders who can adapt and find new ways of creating connection and meaningful relationships remotely, while providing flexibility will thrive in this environment.

2. Engaging Gen Z in the workforce

Gen Z are filling more of the workforce, they’re looking for fast results, and instant feedback in a virtual world. Slow and outdated recruitment processes are a real turn off and will result in losing good candidates to competitors. Fast-moving interview processes, quick communication, and high candidate engagement at each stage of the hiring process are integral for engaging and hiring this cohort of the workforce.

Gen Z also prioritises employers who are purpose-driven. They’re looking for businesses that are sustainability conscious, engage in charitable causes, give back to the community, and reduce their carbon footprint. Companies with established proven and impactful “Environmental Social Governance” (ESG) programs, are highly attractive employers to Gen Z candidates.

3. Staffing shortages

Shortages in skilled and qualified candidates in technology persist in 2023, driven from:

An aging population
Lack of migration,
More of the workforce off sick at any one time.

Developing proactive talent pipelines to be able to fill roles quickly, and utilising contractors as backup when needed will help mitigate this challenge.

4.Increased overseas talent

After two years of border closures the government has committed to a substantial 18% increase in the number of permanent migration visas for 2023, to address skills shortages, especially in technology and healthcare.

5. Salary increases

As the cost of living is rising exponentially, expect employees to be asking for salary increases, or leaving for higher-paying roles. Many people across the world are feeling the pressure of the higher cost of food, energy and general household products and services, and looking for ways to cover increased expenses.

Being across market rates for salaries is important to attract and retain employees at the right price point. Check out our remuneration guides if you need more information on what to expect.

6. Focus on corporate wellness

Much of the workforce is feeling exhausted and in some cases burnt out, physically and mentally after two years of increased illness, and requirements to constantly adapt and change in a virtual world through the pandemic.

Providing a robust corporate wellness program is highly sort after by technology candidates and will help employers provide a point of difference and attract and retain the best talent in the industry.

7. Growth of demand for technology professionals

Technology hiring is set to grow, as non-tech companies recognise the importance of the safety and protection of the data they hold, while also managing the ever-increasing dependence on technology in a fast-changing virtual world.

Stay up to date on the latest news and insights on technology hiring by following us on Linkedin .

Why December is a great time to hire

leah@yourvirtualcmo.com.au (Leah Wigg) — Wed, 07 Dec 2022 23:27:55 GMT

While Elon is firing, others are hiring!

December is a great time of year to be recruiting and getting your team set up for 2023 ahead of the holidays. Delaying recruiting until January can cause unnecessary delays and often difficult to engage job seekers.

Sometimes people have commented to us that December must be a slow month in recruitment, but typically the opposite is true. December is the last opportunity to get new roles approved and new employees signed on before everyone is off on holidays not thinking about work for a while.

Here are four reasons why now is a great time to hire your team for next year.

1. Job seekers switch off after Christmas

Many job seekers take time off over Christmas and January, and also take the opportunity to mentally switch off from work, often not checking emails and Inmails, so the pool of talent who are engaged in looking for new roles and contactable is much smaller after the Christmas week, and can often remain that way to the end of January.

2. Hiring managers are busy

While team members are off on holidays through January, managers are filling in to cover their team, or getting ready for sales kick-offs, and then busy building pipeline for the new year. So there’s very little spare time to engage in interviews and all the work involved in onboarding new team members.

3. Start them fresh

Employees who start in January or February after the holiday break often say they start a new role feeling refreshed and revived ready to hit the ground running. This can also reduce the time between making an offer and someone starting, as some employees like to take a few days or a week off in between jobs as well. By allowing that time to be over the holidays when work is slower anyway, you haven’t lost any time in between.

4. Approvals from leadership MIA

It can be harder to get approvals through on new hiring, when managers may be away on holidays, or there’s an office shut down for a few weeks. By getting all the approvals ticked off and starting recruiting before Christmas, you can remove some of those unnecessary delays, with a team secured for 2023.

So if you want to engage the best talent in technology and sales, don’t be fooled into delaying your hiring process to January, get started now and secure competitive talent. Contact our team for a confidential discussion about your hiring needs

VIDEO I Tales In Sales featuring Brett Williams from Chainalysis Inc.

Tue, 06 Dec 2022 11:41:17 GMT

A video series for technology sales professionals.

Tales In Sales is a series for technology sales professionals brought to you by Kaliba; APAC’s trusted recruitment partner for IT and sales professionals.

In this episode of Tales In Sales, Kaliba Director Greg Brown speaks with Brett Williams, Senior Solutions Architect at blockchain data platform, Chainalysis.

Brett is widely recognised for his extensive and in-depth knowledge of the information security landscape. He has experience working across industry sectors, including finance, government, law enforcement, healthcare and education.

He has over 28 years of experience working in information technology and security, focusing on incident response, intelligence, cybercrime and blockchain.

As a Senior Solutions Architect at Chainalysis, he provides relevant intelligence and services to customers to help them address risk, compliance and trust across cryptocurrency and the blockchain.

About Chainalysis

Chainalysis is a blockchain data platform. They provide data, software, services, and research to government agencies, exchanges, financial institutions, and insurance and cybersecurity companies in over 70 countries. Their data powers investigation, compliance, and market intelligence software that has been used to solve some of the world’s most high-profile criminal cases and grow consumer access to cryptocurrency safely.

About Kaliba

Stay tuned for more episodes of Tales In Sales coming soon!

Got a Tale from the IT Sales field?

Reach out and connect with Greg Brown or James Kennedy .

8 Ways to Enhance Workplace Health and Wellbeing

leah@yourvirtualcmo.com.au (Leah Wigg) — Mon, 07 Nov 2022 22:00:22 GMT

Movember: 8 Ways to Enhance Workplace Health and Wellbeing

Did you know we lose 60 men to suicide every hour around the world? Each year Movember raises much-needed awareness and funds to promote men's health. Whether you’re a Mo Bro or a Mo Sista, getting involved this Movember could help save a father, a brother, an uncle, a son, a friend, a partner, a man’s life.

This year you can help in three ways:

Grow a moustache and let your face do the talking
Move for Movember - run or walk 60 kms over the month
Donate to a Movember fundraiser

According to the Australian Institute of Health and Wellness (AIHW), “Health of Australian Males” study, the top diseases and health burdens impacting males in Australia are cardiovascular diseases, mental illness, suicide, cancer, back pain, and diabetes. Men who put off taking care of their health, run the risk of experiencing serious health difficulties.

Employers can positively impact their employees' health and wellness by encouraging a healthy workplace culture and providing regular health benefits.

When workplaces focus on health and wellbeing they can:

Reduce absenteeism
Increase job satisfaction
Reduce employee turnover
Increase productivity
Attract more job candidates

Here are eight ways you can enhance workplace health and wellbeing programs:

Provide a monthly allowance for health and well-being activities
Offer wellness days or health leave so employees can manage their own health needs
Offer an Employee Assistance Program
Provide training courses and online resources on wellness such as The Resilience Project
Offer group fitness programs during work hours
Provide healthy snacks in the office
Provide annual health screening assessments
Provide access to mindfulness and meditation apps such as Headspace

So this Movember get involved and make an impact in saving someone’s life. You can donate here to our Movember campaign or join us in walking over 60 kms. Follow us along our Mo journey on LinkedIn .

Prioritising Cybersecurity in a Hybrid Workplace

Sun, 17 Oct 2021 09:53:32 GMT

Supporting Cybersecurity Awareness Month

In this day and age, employees are more connected than ever. The hybrid workplace is here to stay, and for employees, this means relying on connected devices from their home office setups. According to recent data, smart home systems are set to rise to a market value of $157 billion by 2023, and the number of installed connected devices in the home is expected to rise by a staggering 70% by 2025. In this new normal where smart devices and consequently online safety are a must, here are some tips for securing those devices.

Remember smart devices need smart security

Make cybersecurity a priority when purchasing a connected device. When setting up a new device, be sure to set up the privacy and security settings on web services and devices bearing in mind that you can limit who you are sharing information with. Once your device is set up, remember to keep tabs on how secure the information is that you store on it, and to actively manage location services so as not to unwittingly expose your location.

Put cybersecurity first in your job

Make cybersecurity a priority when you are brought into a new role. Good online hygiene should be part of any organisation’s onboarding process, but if it is not, then take it upon yourself to exercise best practices to keep your company safe. Some precautions include performing regular software updates and enabling MFAs.

Make passwords and pass phrases long and strong

Whether or not the website you are on requires it, be sure to combine capital and lowercase letters with numbers and symbols to create the most secure password. Generic passwords are easy to hack. If you need help remembering and storing your passwords, don’t hesitate to turn to a password manager for assistance.

Never use public computers to log in to any accounts

While working from home, you may be tempted to change scenery and work from a coffee shop or another type of public space. While this is a great way to keep the day from becoming monotonous, caution must be exercised to protect yourself and your company from harm’s way. Make sure that security is top of mind always, and especially while working in a public setting, by keeping activities as generic and anonymous as possible.

Turn off WiFi and Bluetooth when idle

The uncomfortable truth is, when WiFi and Bluetooth are on, they can connect and track your whereabouts. To stay as safe as possible, if you do not need them, switch them off. It’s a simple step that can help alleviate tracking concerns and incidents.

These are just a few simple steps towards achieving the best online safety possible. Staying safe online is an active process that requires constant overseeing at every stage - from purchasing and setting up a device, to making sure that your day-to-day activities are not putting anyone at risk. By following these steps, you are doing your part to keep yourself and your company safe from malicious online activity.

Do Your Part. #BeCyberSmart.

If you are looking for a job in tech , or you are looking to recruit in the technology and sales space in APAC , including Australia, Singapore or Hong Kong, please reach out to us for a chat or connect with the Kaliba team .

Want to join 18,000+ sales and tech professionals? Follow us on LinkedIn to keep up to date with what’s happening in the world of sales and technology jobs and recruitment.

Kaliba is proudly supporting Cybersecurity Awareness Month during October as a 2021 Champion, and this article was originally written by and featured on the cisa.gov website.

#cybermonth #cybersecurityawarenessmonth #cybersecurity

How to Attract and Retain Tech Talent in a Covid World

wow@shazamme.com (Default Author) — Tue, 22 Jun 2021 15:40:31 GMT

This month marks 5 years in business for Kaliba’s Founders and Directors, James Kennedy and Greg Brown . Though they have spent the entire careers working in tech recruitment, they agree this past year has been unlike any other; both in terms of the tech landscape, and their business evolution.

We’re just over one year into a global pandemic that had has had a tsunami-like impact for many sectors, and the tech sector is no exception. In fact, the dreaded ‘c-word’ and the resulting lockdowns (wrapping up Lockdown 4.0 here in Melbourne) has accelerated digital transformation, and has seen demand for tech talent escalate; both in terms of volume and breadth of tech job roles.

The landscape has changed dramatically. Employers need to consider how they can sustainably attract and retain top tech talent. But how?

We asked James and Greg what have been their key observations over the past year. Here’s what they had to say.

Standing out as an employer in a crowded market has never been more important.

With the demand for tech talent escalating and the normalisation of remote work, tech professionals are in demand and have the opportunity to work in territories that were historically limited by geographical boundaries. This makes it all the more important for you to promote your candidate value proposition. You need to focus on your employer brand and what makes your business a desirable place to work.

With a smorgasbord of opportunities, what is it that will entice talented professionals to choose your offer above the alternatives?

If you snooze, you’ll lose. Move fast!

Now is not the time for waiting around for that tech ‘unicorn’. It’s the time for defining what skills and abilities are crucial to the role itself, and those who have the demonstrated abilities that will equip them with the baseline skills to grow into a role. If you identify someone who meets your general criteria, move fast. If you don’t, chances are they’ll be gone before you know it.

Flexibility is the new norm.

Those businesses that flourished despite the changed circumstances are those that focused on their people. Working from home presented challenges and opportunities, and offering support and flexibility taking into account these circumstances has had an impact on staff retention. If ‘9-5’ is not crucial to performance, then why make it a condition of employment?

Transparency in times of uncertainty breeds trust.

We have (still are) experiencing a major global crisis and people are worried about their finances and their career prospects. The world has shifted and it’s more commonplace for job seekers to ask questions about staff retention and job stability. Being honest, even if that means admitting to past mistakes, shows integrity and growth from mistakes. You are more likely to build trust by showcasing the bad along with the good.

Underpaying now could cost you in the long run.

Some businesses think that right now you can afford to offer less pay as a trade-off for job security. However, we suggest it’s important that you try to meet the salary expectations of the market. Consider that whilst a candidate may be willing to temporarily accept a lower pay during pandemic conditions, undercutting them on remuneration today means there is a good chance that they will leave your company when the market rebounds.

Want to join 17,000+ sales and tech professionals?

Follow us on LinkedIn to keep up to date with what’s happening in the world of sales and technology jobs and recruitment. You can also follow us on Facebook , Instagram and Twitter .

A Day in the Life of the Customer Analytics Manager at Verint

Tue, 13 Apr 2021 15:48:54 GMT

An interview with Tony Kitt

Verint are a software vendor that specialise in a variety of customer engagement software products, with a particular specialisation in the contact centre/call centre environment. Today we were joined by Tony Kitt , Customer Analytics Consulting Manager, who manages a team of Consultants in Verint's services business - and in this interview we catch a glimpse of what life is like for this Customer Analytics leader.

JOHN: Tell us a bit about your role and what a typical day at Verint looks like for you?

TONY: I am the Customer Analytics Consulting Manager for the Australia New Zealand (ANZ) region at Verint. I lead an exceptional team of experienced Consultants with varied industry and analytical backgrounds to help our customers get the most out of their Verint Interaction Analytics platforms — be that through analysis of their voice channels using Speech Analytics; their digital channels using Text Analytics; or working with their Quality Frameworks and Automation Roadmap using our Automated Quality Management solution.

At the risk of giving you a very cliché answer here, there really is no typical day at Verint, especially in consulting. We spend a lot of our time working with prospective customers around how our solutions are going to deliver them greater levels of insights and opportunities to better service their customers. Consultants in this space may spend their morning talking through the value propositions of the solution set with senior executives, then spend the afternoon assisting a customer’s operational team with delivering analysis that is going to drive improvements in digitalisation or reduce repeat calls

We engage with our customers the whole way through their partnership with Verint. Our customers often have very specific needs and requirements that need to be addressed efficiently and effectively. Being able to draw on years of industry experience and share these findings immediately with our customers is what keeps us busy, and keeps every day unique.

JOHN: Impressively, you’ve progressed your career to your current role at Verint, as Customer Analytics Consulting Manager. Tell us about your career journey that led you to where you are today?

TONY: I’ve been in contact centres and customer service since my university years. I studied towards a Bachelor of Business majoring in Business Management and Marketing at the University of Tasmania, and worked within the telecommunications industry part time. After completing my degree, I initially thought I would move immediately from Hobart to Melbourne to chase employment but was able to transition from a service-based role with my then employer into an Insights and Analytics role.

It was in this role that I had my first exposure to Speech Analytics and was really excited by seeing software that made it easier to really understand and take action based on the voice of the Customer. I can honestly say that everything in my career since has been a progression from that initial exposure. I knew what I wanted to do was concentrate on building my career specifically in the contact centre technology world, and could already see an exciting future in the vendor space.

Eventually, I made that move from Hobart to Melbourne and spent a little bit of time working on the customer-side, focussing on Speech Analytics and widening my exposure to multiple industry verticals before making the move into the tech vendor space with Verint. I’ll tell you the same thing that I’ve told every person that has come into the Voice of the Customer Analytics Team at Verint — and that’s that in the four-and-a-bit years I’ve been here, I’ve been constantly challenged, thrown out of my comfort zone and been pushed to exhibit skills that sometimes I didn’t realise I had. It hasn’t always been comfortable, but it’s progressed my skill and exposure in a way that I could never have anticipated.

JOHN: You have had huge success onboarding new recruits who have transitioned from the customer-side into the tech vendor world. Would you say there are particular transferable skill sets or behaviours that help to identify those who will make it in the robust world of technology consulting?

TONY: We absolutely have. Onboarding talent into this space is often in line with the conversations that we have with our customers when using our solutions. The technology is incredible, but it’s the people behind the technology that truly make the difference. When we look to bring in talent into the team, we look wider than individuals with product-based exposure: the technology can be easily taught, but there is a number of other skills that we target to bring increased value to our customer base. Typically, we speak to potential candidates about their experience in Data and Analytics, Customer Insights, Customer Experience, Automation, Efficiency and Optimisation.

Working directly with our customers and building relationships with key stakeholders is fundamental to success in this space. Customers want to work with individuals who understand their challenges and know how to present solutions that are achievable and customised to the environment in which they operate. We love to find people who are passionate about different aspects of what we do at Verint, whether that is building relationships, data manipulation and analysis, insights generation or change management methodologies — just to name a few — and giving them a platform to really explore these passions.

JOHN: What career pathways exist for customer service professionals and consultants at Verint?

TONY: Verint is a global organisation and in the Australia and New Zealand region we report into an APAC structure. Within this structure exists many opportunities to both widen skillsets within current roles and look to take on new challenges in different roles. We’ve had individuals move to and from consulting roles from other areas of the business such as Project Management and Pre-Sales based roles. There have also been opportunities for individuals to take on wider responsibility within region, supporting multiple countries; or move into roles that have a more product or strategy focus. 2020 really accelerated change in the entire contact centre industry and I’m forecasting more growth and opportunity in this space on the back of this.

JOHN: So, what are some of the typical roles you recruit at Verint?

TONY: I’m focused on Voice of the Customer Analytics and I’m typically recruiting Customer Analytics Consultants that can deliver value at all levels of customer engagement. Our consultants will be involved in demonstrations, training, implementation, strategy, and engagement. Sometimes we recruit because we know we have a number of customer implementations that will require someone to shift from one project to another rapidly, other times we recruit for roles that will see a more long-term embedded approach to the engagement.

JOHN: How does Verint promote diversity and inclusion, and if so, what opportunities/challenges exist?

TONY: As a member of the LGBTQIA+ community who is also living with a disability; diversity and inclusion is something that I am personally very passionate about. Shortly before starting at Verint, I lost my hearing suddenly and without explanation – which possibly makes me the only deaf voice analytics professional in the market! Since then I have gone through several challenges within the workplace relating to my hearing; be that in everyday office communications, facilitating training/workshops or simply engaging stakeholders in environments with challenging acoustics. Verint have always been exceptionally supportive of my unique needs and understood that any adjustments that need to be made are going to improve not just my ability to perform my core role, but also contribute to my personal connection and inclusion as part of the Verint team.

As a leader, diversity and inclusion are exceptionally important to me and ensuring all people are equally represented and respected is non-negotiable. I’m lucky I work for an organisation that holds corporate values that align with my personal ones.

JOHN: What tips and advice can you offer to anyone looking to carve a career in Consulting?

TONY: Question everything.

Realistically, customers want one of two things – to be validated, or to be challenged. You can’t do either of those things with confidence and conviction if you don’t first understand the environment in which you are operating and the history behind the decision points that have led to the situation you are faced with. Asking ‘why’ isn’t suggesting that change needs to occur, it’s gathering information to understand whether you can validate a current approach, or instead challenge an approach and advocate for change. When you start questioning why things are the way they are, you’ll start understanding whether what’s happening right now is aligned with strategic objectives, or if there is some discord between current state and future state.

Alongside that, I think its important to figure out whether you want to be a generalist or a specialist. There’s plenty of room for both in the world of consulting, but each have very different skillsets that need to be sharpened in order to be effective.

JOHN: What challenges did you face during 2020 and how have you overcome them?

TONY: I think like everyone living in Melbourne in 2020, there were challenges both personal and professional. For me, the biggest challenge was that it was difficult at times to separate those two worlds. It was an extreme time of change for our customers, transitioning their operations from traditional contact centre environments to work from home and we found ourselves exceptionally busy very quickly. We onboarded multiple Consultants remotely, providing enablement and support virtually for roles that have traditionally been highly customer facing working on site at our customer locations. We anticipated a number of challenges in terms of ensuring that the team was supported and well connected. We found that despite being more geographically disparate than ever before, our team culture and engagement grew — with more dedicated time to catch up virtually, and by being able to co-deliver where traditional delivery may have been an individually led activity.

2020 really made us think about not only how we operate and provide support and value to our customers, but to reflect on an individual level what is important. I think 2021 is the perfect time to take those learnings and apply them to the future of work.

Our thanks to Tony from Verint for providing this insight into what ‘a day in the life' as Verint's Customer Analytics Manager looks like. If you are looking for a job in tech, or you are looking to recruit in the technology and sales space in APAC, including Australia, Singapore or Hong Kong, please connect with Kaliba’s Principal Consultant, John Armstrong, and the Kaliba team .

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A Day In The Life of a Recruitment Consultant

Tue, 06 Apr 2021 15:59:17 GMT

An interview with Cooper Knox and Ned O’Neill .

Counsellor. Advisor. Negotiator. Researcher. Advocate.

A Recruitment Consultant’s job spec is diverse. No two days are the same. Each day brings new opportunity to change someone’s life. And there’s a fair degree of resilience required.

But arguably, being a Recruitment Consultant (at a reputable agency) could potentially be among the most rewarding professional careers - personally, professionally and financially too!

To get the lowdown, we caught up with two of our team members, Cooper Knox and Ned O’Neill, to share their insights on a career as a Recruiter.

Q. What does a ‘typical’ day look like for you as a Recruiter - if there is such a thing?

Cooper: A day in our shoes would start by 8 am and that's when we all come together (virtually, for the foreseeable future) and discuss all current tech and sales job roles across our desk. We all converse about our daily plans, helping us be cohesive with one another and also to stay accountable. Then from 9-12 pm, we work on our most critical roles, followed by more time allocation to other roles after lunch until the day’s end. These chunks of time consist of primarily calling candidates, scouring LinkedIn and SEEK, while attending to ad hoc admin tasks that need to be actioned. Finally setting up your next day plan is critical for keeping the momentum flowing through the week.

Ned: We start a little bit earlier than most, trying to get a jump start on the day at 8 am. The key to sorting out your day is having a solid plan of attack set out. I set the morning up to focus on working on the critical role(s). The afternoon is more spread out working on other opportunities on my desk that may be a little further down the pipeline. Finishing the day, I plan for the following day’s activity.

Q: What skills prepared you for your role as a Recruiter?

Cooper: Having worked in retail since I was 15, customer service and time management have become second nature to me. These two skills are critical to succeed in the recruitment world. Because much like retail stores, competition (in recruitment) is fierce, so it is critical to make sure that you are going over and above with candidates/ clients, and making sure you are adhering to timelines and have strong organisational skills.

Ned: I come from a hospitality background and I think the customer service, clear communication and teamwork skills I learnt certainly translate into recruitment. You’re always trying to put the customer - your clients and candidates - first. Bouncing off the team at Kaliba really helps me navigate any challenging roles or situations that can arise.

Q: What attracted you to working in Recruitment?

Cooper: After finishing my degree in Finance and Marketing, I was still sitting on the fence about what career I wanted to pursue. At the time I had a good friend in agency recruitment and it sounded like a path that played to my strengths and had an abundance of opportunity. I soon met up with the Kaliba team and, to be honest, the rest was history. Their value proposition of having a role where your success is purely a result of your own input and effort was something that was extremely enticing to me as a young professional.

Ned: In all honesty, I fell into it. The thing that kept me in recruitment was the challenge and career opportunities that come with the role. There aren’t many roles that allow you to learn such a diverse range of skills at such a young age.

Q: What’s the best part about working in recruitment?

Cooper: The enjoyment that I get from recruitment is the sense of satisfaction that you get from successfully placing a technology professional into a job role. Knowing you have helped someone land a great career opportunity in tech, and that your hard work and effort played a role in that, is something that will never get stale to me.

Ned: Certainly making a placement is an amazing feeling, especially that first placement you make - you get addicted to that winning feeling. Though the best part is when you turn a loss into a win. A role may seem impossible to fill, nobody seems like they can fill the opportunity, then you finally find the perfect person and they are being offered the role. That’s really the best and most satisfying part of my job as a Recruiter.

Q. …. And the worst part?

Cooper: Understanding certain things fall out of your control and coming to grips with that. You have days and weeks where it seems like you would be doing all the right work but things seem to keep falling over for reasons that are beyond your control. The quicker you come to terms with this, the quicker you can bounce back for the next opportunity.

Ned: A missed opportunity. Not everyone is going to get the role and that is just part of recruitment, though when a role is closed and you haven’t filled the opportunity, that is a tough pill to swallow.

Q. There’s a fair bit of resilience required working in Recruitment. How do you bounce back when things don’t go as planned?

Cooper: Do not dwell on it. Taking emotion out of outcomes has allowed me to quickly assess why an opportunity may (not) have eventuated. Taking a brief window of time to reflect on what learnings you can take from each outcome, will allow you to bounce back quicker next time around.

Ned: Go get a coffee and get back to work. You have to be ready for anything in this role. At the end of the day you are dealing with human beings, you never know what is going to happen. You just have to keep working hard and persevering, and the results will come.

Q. What do you enjoy most about working at Kaliba?

Cooper: There are so many great things about the company. Two things that stand out to me the most are; the people and the Kaliba system. Working with like-minded, motivated people who want to see everyone win as much as themselves, always keeps the spark alive. Also, the system we have internally is one that allows you to attack all roles in the most efficient way and you will always be trusted by your peers.

Ned: You’ve got to love working with the team. Even though we have been separated this past 12 months, we always seem to find time to catch up, have a laugh and get stuck in to our work. If one person wins, we all win.

Q. What level of support do you receive working at Kaliba?

Cooper: If there is one thing that separates Kaliba and our competitors, it is the training and support. That is what attracted me in the first place. The first week involved a rather formal, structured induction program. Thereafter there is constant training and upskilling via online recruitment courses, one-on-ones, training workshops and general coaching. The company offers a great mix of support and coaching, whilst at the same time encouraging autonomy.

Ned: Since starting with Kaliba I have undertaken a couple online recruitment courses which have provided a formal education on recruitment and sales-related principles and best practices. Applying that in a practical capacity when working with Greg, James and John has been extremely beneficial. We also receive a lot of one-on-one mentoring with the senior team members.

Q. What did you find most surprising when you started working in recruitment?

Cooper: The number of different people you converse with on a daily basis was one aspect that I was surprised about. You will be speaking to people who are from all walks of life; be different culture, age, personality, beliefs, etc. This makes for variety in your conversations and you learn something new from each person.

Ned: Certainly the quality relationships that you make along the way, internally and externally - you could talk to fifty people in a single day. Internally I thought it would be fairly cutthroat, though the team at Kaliba completely changed that perception, everyone is supportive and wants you to succeed.

Q. What are three skills you can’t live without for a career in Recruitment?

Cooper: The three skills I would say that are mandatory are; resilience, time management and communication. As you are dealing with people, being able to stay level-headed and bounce back when times are tough are crucial in this role. Also, as the recruitment industry is highly competitive, being time-critical and working with urgency will be a key part of your success. Lastly, having transparent and consistent communication with candidates and clients alike is also very important; you need to make sure you are always transparent and are across all communication touchpoints - text, call, emails, LinkedIn/Seek.

Ned: Time Management is critical, you need to use your time effectively and always be time sensitive whether it is finding candidates or replying to emails, calls and texts. Clear communication when speaking with clients and candidates alike, aiming to gain as much information from them as possible so that there are no surprises, as well as giving as much information as possible so everyone is on the same page. Resilience, you need to be able to get back up and keep pushing through any obstacles that get in the way of you achieving your goals.

Q. What’s your advice for anyone wanting to kickstart a career in Recruitment?

Cooper: The biggest advice I would give is to be open-minded and find a company that will invest in you. Joining Kaliba, I knew little about the recruitment industry yet I found a company that wanted to invest in me and it has been a great journey since. A willingness to be coached and open mindedness will expedite your progress immensely.

Ned: Give it a go. As long as you give it 100% of your effort, you will have the capacity to do well. The skills and experience you will gain are universal in business, plus it is a pretty rewarding job at the end of the day.

Interested in a career in Recruitment?

We're hiring! Get in touch with James Kennedy (james@kaliba.com.au) or Greg Brown (greg@kaliba.com.au) to find out more.

We asked 5 IT Leaders why they chose a career In Technology Sales

Fri, 13 Nov 2020 16:06:38 GMT

A career in technology sales offers a world full of boundless possibilities - both financial and non-financial reward aplenty. Travel opportunity, dynamic workplaces, an ever-changing landscape, lucrative remuneration, and so much more. Resilience, energy, curiosity, integrity and a human-centric approach are all factors for success in IT sales.

We reached out to five of the IT sector’s respected leaders to explore why they chose a career in technology sales, to offer insight for those who are looking and exploring or continuing a path in IT sales.

Duncan Thomas - Country Manager, ANZ at Recorded Future

“I have always loved IT / Tech, but unfortunately I don't have the temperament to be on the technical side of the equation; compiling code was always a source of frustration! But I wanted to be part of what I think is the most important change to the way we work since the industrial revolution.

So with that in mind, I looked at what I was good at - interacting with people - and have to say there are no regrets. The tech industry is constantly changing, with new tech and approaches to learn on an almost daily basis. This is what excites me; the constant change. Added to that the excitement of chasing a deal, listening to customers and aligning their requirements with your offering. What's not to enjoy?

I will say the most important skill I have learnt over the years is to listen. Listen to the customer. Listen to their requirements, and listen to their objections. The industry is filled with lots of very smart people, so use it as an opportunity to learn. The old saying that you have two ears and one mouth are very true, and is the correct ratio you should be using when talking to potential clients.

So if you enjoy working with people, listening and acting on that information, as well as constant change, then this is the field for you.”

Terrie Anderson – VP APJ at Risk IQ

“I chose information technology as a second career after working in capital sales to media and industry. I realised I love the excitement and challenge of blazing a new trail, solving a new problem, meeting a new market demand - which is what this industry does every day. For example, initially I was selling high value infrastructure for new Telcos as the market was deregulating.

IT is fast paced, filled with super cool and very smart people; career progression and financial rewards are available. An opportunity came to move across and specialise in cybersecurity, to do an ANZ start-up for a global company, and I jumped at the chance. It felt like being, once again, on the edge of a whole new era. There were very few women working in this space then, so it was rewarding to support initiatives to bring diversity into cybersecurity.

I am still selling in cybersecurity. I love what I do, I love the industry and I am very fortunate today to be working with a key client in a richly diverse and supportive culture with a highly respected leadership team. I have had a life I never could have imagined since joining IT. I have been based in New York, New Zealand, Australia and Europe and have been able to travel the globe, both professionally and personally, as a consequence. I have been privileged to meet some of the world’s leaders in Security and Government, and visited fascinating and emerging countries as part of my roles.

Everyday, I enjoy the benefits of an amazing and adventurous life thanks to the decision to join IT sales.”

Nick Lennon - Country Manager, ANZ at Mimecast

“Technology sales was always going to be my calling as my father had a career in IT and my mother a saleswoman. But what drives me today is the ability to help people solve a problem by understanding a customer’s business, IT and security goals as best as possible.

Cybersecurity specifically is an extremely fast paced sector which challenges you and the team you are in to continue to learn and adapt, so a growth mindset and hard work are the keys to success. As they say, hard work beats talent when talent doesn’t work hard!”

>> Read Kaliba’s recent blog, ‘A Day In The Life Of A BDR at Mimecast’, here . <<

Subhash Raghavendra - VP and Country Manager Singapore at Nashtech

“If there is a sense of gratitude and accomplishment, I think it’s when the clients have achieved their set objective. It is this feeling that I derive when I see my clients succeed. Over the last 18 years, I have thoroughly enjoyed the conversations with clients in trying to understand their challenges and help them solve them, and in the process have built long-term relationships with them. It is these relationships that have helped me navigate the tough challenges along the way. I would like to recall a wonderful tip that my ex-boss gave me earlier on in my career”

“Look after the relationships and the business will look after itself”.

Sean Walsh - Country Manager ANZ at Centrify

“Interest in technology – Right from an early age I was surrounded by new and interesting technology. With the rapid advances in agriculture technology (AgTech) through to PC’s, networking, server-based computing, risk and compliance, and today, with my long career in cybersecurity. Each day is a wonder on how far we have come and how far we can go. The challenge is seeing and applying the right tech to meet the jointly discovered requirements, to achieve a great outcome, over what some will do which is a poorly thought out scope which equals a very average outcome.

Enjoyment of solving problems – We can all solve a problem, but we at best can only ever see a couple of sides to the problem at hand. This is why I put my arms around these problems or issues and look for as much advice as time will allow to get to a thought out and nuanced decision. No one has every answer. Teamwork ensures we see as much as possible.

Exciting fast paced industry – We are living the dream in IT or security technology. Nothing is standing still, and everyone is looking for the next efficiency or advantage. But with the way this wonderful planet is, we have many new technology fields emerging for all of us to explore, I feel that the next major technology boom (if it’s not already here) will be front and centre main stream energy supply from sources that were seen as fanciful not so long ago; the real commercialisation of space and the ocean.

One thing that is 100% certain: human creativity and ingenuity will ensure we continue to innovate, create, and succeed with building more and more successful people, teams and organisations.

Parental influence – I was blessed to have some very special people to guide me in my life. From natural “people persons”, to deep thinkers who helped me see things from a different perspective. Coming from a farm in Ireland to the other side of this spectacular globe has helped me grow and mature. We have feet in both hemispheres – North and South. But the warm and deep true love from my own family, and the now extended family that we have built here in Australia, has been our single greatest achievement.

Global career development opportunity – I am living proof of the many people who rolled up to this amazing land. 20+ years and this is home. I have worked hard, created many jobs, roles, and successful businesses. But also, I am so proud of the fact I was accepted here in Australia and worked hard which ensured I was presented with some key opportunities.

Earning potential – This is in our own hands. As some may say, it is not a solo effort or journey. Yes, people can make a ‘quick buck’, but that is not consistent or very reliable. We are a team - customers, partners and our internal team - to get the outcomes we desire. It may surprise many people, but I am not focused on the reward from a deal or project. If you do all the right things and are open and transparent, the reward will come.

True purpose to make things better – As sales professionals we should always strive to do and make things better and improve the outcome for our customers and partners through the correct and efficient use of technology solutions. We find, guide, and solve challenges and issues. Fundamentally we work for our customers and if they are happy and successful, our job is done.”

We thank technology leaders Duncan Thomas, Terrie Anderson, Nick Lennon, Subhash Raghavendra and Sean Walsh for allowing us this insight into their respective careers in technology sales.

If you are looking for a job in technology sales, or you are looking to recruit in the IT sales space in Australia, Singapore or Hong Kong, please connect with the Kaliba team , and don’t forget to follow us on LinkedIn , Facebook , Instagram and Twitter too.

5 tips to avoid burning out in Technology Sales

Mon, 09 Nov 2020 16:14:44 GMT

Working in technology sales, most experience peaks and troughs with their mental health. Between meeting sales quotas, sustaining high energy levels and balancing the thrill of a win with the disappointment of a loss, it can be very easy to get caught up in a downward spiral. Particularly at the moment with altered social and workplace arrangements in many places across the world, burning out can easily happen. Some of the most obvious signs of mental stress include chronic fatigue, weight loss or gain, panic attacks, nausea and loss of concentration. But there are some ways you can help yourself.

Here are 5 ways to avoid this happening and keeping a healthy work-life balance while working in IT sales.

1. Move Your Body

No surprise that exercise has a significant correlation to having more energy and focus. It’s extremely important for someone in a sedentary job given the lack of natural exercise. Physical activity generally improves your appetite and sleep patterns as well. In most cases people who exercise regularly are found to be less irritable, tired, bloated or stressed. Not to mention it significantly decreases the risk of most major health issues. It’s just a case of doing it.

Planning sessions in your calendar or diary is commonly the best way to hold yourself accountable. And the excuse of not having time is rarely an honest evaluation. Whether it’s an early morning session, lunch time or straight after work, there’s always an option. It’s a matter of prioritising it in your day.

2. Balanced Diet

As important as exercise is, your diet is just as crucial. The 70/30 rule applies to the vast majority. This being 70% of your weight loss/gain is attributed to diet. Weight gain is one of the most common reasons for feeling discouraged, frustrating, uncomfortable and depressed. A healthy diet can significantly lessen these feelings and burnout symptoms.

If you’re coupling a poor diet with sedentary lifestyle, you’re again leaving yourself vulnerable to a variety of health conditions such as high blood pressure, diabetes, stroke, heart attack or cancer. Talk to a nutritionist, follow a diet app, ask a friend or family member to hold you accountable or sign up to a diet program.

3. Environment & Surrounds

Your workspace and living space has a massive impact on your mood, without question. Something as simple as making sure your desk is neat and tidy and having some motivational or fun things around can impact your state of mind more than you might think. Work out what your secret recipe is and set up your workspace to create a positive impact.

On a slightly different note, I quite like chapter six of Jordan Peterson’s book 12 Rules For Life which is titled “Set your house in perfect order before you criticise the world.” Meaning stop doing what you know to be wrong, have humility, and if you cannot keep peace within your own household, you don’t have the right to place blame elsewhere. What I take from this is don’t blame burning out on external factors like Covid-19 when there are a plethora of internal things you could be doing to improve your situation.

4. Mentorship

“Who and what we surround ourselves with is who and what we become.”

Through many years of research it’s been proven that having a mentor in the workplace fast tracks learning and career progression. A good mentor also helps to boost morale and productivity for both parties involved. If you do not have a mentor, reach out to HR or your manager and see if a mentorship program can be implemented. Seeking this outside of work is also possible by following inspirational leaders or influencers within your field or outside.

5. Know When to Switch Off

Most of us are guilty of working or checking emails outside of hours or on holidays. In fact, being glued to our phones, tablets or laptops in our spare time in general. It is easier said than done but learning to put technology away or on silent can make a massive impact to your sense of fulfillment and mood. It is important to make the most of time with loved ones, reading that book, watching that TV show you’ve been meaning to for a while, exercising, cooking or anything else that brings you joy. If you do this while being completely disconnected from work and perhaps technology as a whole, it will generally improve your happiness and help avoid burning out.

What are some of the ways you ensure the mental health and wellbeing of yourself as a technology sales professional, or the wellbeing of your sales team?

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Why partnering a niche recruitment agency will be your competitive advantage

Wed, 23 Sep 2020 16:25:22 GMT

Let’s face it: the job market is an incredibly crowded space at the best of times,

let alone during Covid-19.

Between job boards, company pages, social media channels and word-of-mouth networks, it’s difficult to stand out when looking for a job in tech . As an employer hiring tech staff , finding the needle in the haystack, the unicorn, the A-grader, can also be difficult.

Currently, there are approximately 7,500 recruitment agencies in Australia, according to ABS data. Granted, due to the unfortunate events of 2020 we are seeing this number diminish, and as highlighted in an article published earlier this year by recruitment industry expert and commentator, Ross Clennett, “it is inevitable that around 25 percent of recruitment agencies operating in March 2020 will not be in business by March 2021.”

A sad, yet accurate prediction.

We’re seeing recruitment agencies disappear already, many Recruiters leaving the industry altogether, and the number of people looking for work in tech increasing exponentially. Recruiters are disappearing left, right and centre, and unfortunately that includes some of the good operators. As good fortune would have it, Kaliba are still standing!

The job market has become more competitive than ever before for those looking for work in tech and technology sales. But interestingly, just because there are more professionals out of work than ever before, it does not mean employers can simply take their pick from a big pool.

Why, you might ask? The market has shifted, and what jobseekers are looking for has also shifted.

More than ever, it’s important for companies looking to hire, and tech professionals seeking employment, to align yourself with niche market recruiters who are proven specialists in your domain . Finding a niche agency to partner offers many benefits. Partnering with a reputable specialist recruitment agency - as a job seeker or as an employer - will help you to gain your competitive edge.

Here’s why.

As an employer looking to hire your next recruit, partnering a specialist recruitment agency will

enable you to:

access to the most qualified, experienced and in-depth candidate pool within your industry sector;

reach passive, harder to find candidates;

tap into relationships with candidates built upon trust; relationships that have been built over years, if not decades;

help structure and build high performing teams;

market to candidates based upon insights around the competitive landscape, salary and conditions;

understand the competitive landscape for candidates, and receive consultancy on candidate motivations;

gain speed to hire, inevitably saving you time, and money;

form a true partnership, an extension of your business that is invested in your success;

support your employer brand, and position your company name out to the top performing candidates within your sector;

receive unbiased advice;

free up your time, with a seasoned recruiter being highly capable of managing the entire hiring process from start to finish.

On the other hand, as a jobseeker searching for your next job in tech or IT sales, partnering a

specialist (and reputable) recruitment agency ensures:

no time wasting. A niche recruiter will only ever bring relevant roles to you (if they do this more than once, then you know the agency hasn’t taken the time to get to know you on an individual level and it could be time to move on!);

you’ll be notified of the best opportunities within the market - many which aren’t ever advertised as they are placed in the hands of a specialist recruiter, trusted by the employer;

you’ll be receiving advice from a true specialist with an Intimate knowledge and market insights within your field;

you’ll receive guidance and coaching through the application process. What’s more your recruiter acts as a confidential and trusted sounding board;

you’ll have someone highly experienced in negotiating effectively on your behalf, securing you the pay and conditions that you deserve;

you’ll be creating a long-term career relationship with someone who will become a sounding board for future career moves, and an advocate on your behalf;

Most importantly, you’ll have a dedicated, knowledgeable professional who is invested in you!

Establishing a relationship with a reputable, knowledgeable, respected and highly networked recruitment professional could be your best investment when hiring or looking for work, and is sure to give you a competitive edge in the market.

If you are looking for a job in tech , or you are looking to recruit in the tech sales space in APAC , including Australia, Singapore or Hong Kong, please reach out to the Kaliba team .

Want to join 13,000+ sales and tech professionals?

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A Day In The Life of Adyen's Head Of Support

Fri, 28 Aug 2020 16:31:56 GMT

An interview with Mathew Corderoy

I recently caught up with Mathew Corderoy, Head of Support APAC, at world leading payments platform, Adyen. With offices across the world, Adyen delivers frictionless payments online, mobile, and in-store and is the payments platform of choice for many of the world’s leading companies.

We took a deep dive into what it's like working in the fast-paced, evolving world of fintech. Here’s what Mathew had to say.

JOHN: Tell me a little about your journey at Adyen.

MATHEW: I joined Adyen as a Sales Engineer where I was responsible for initial conversations with merchants; guiding them through the set-up of systems and implementation.

Adyen then launched Point of Sale (POS) in Australia and it was all hands on deck to get it up and running. When I started we were only offering e-commerce solutions in this region, so this was an important, new development for us.

As we continued to grow and increase our customer base we began hiring a support team and implementation managers, which became my responsibility too. I felt it happened fairly organically and was just a natural progression.

Adyen is fast paced, we are growing exponentially year-on-year and we want to make sure we are finding the right people to support our growth. Since I started, the technical team has more than tripled in size and we have now hired Team Leads for the technical support and implementation teams. Whilst managing these teams, I recently took the new role of managing tech support, sales support and operational support for the APAC region, including Australia, Singapore and China.

I recognise that I have joined the business during a phase of rapid growth, and opportunity came with that. However, being in a high-growth sector like fintech means there will always be career opportunities for those who wish to pursue it.

JOHN: That’s quite a journey! What makes Adyen such a great company to work for?

MATHEW: Culture. When hiring we always look for the best talent available – however cultural fit is just as important. We hire the right people and hire people that will work well together.

Another thing I really appreciate about working at Adyen is the staff are trusted and given the freedom to make their own choices, it’s really empowering.

And lastly working in a professional working environment without having to wear a suit is a big positive too.

JOHN: So what does a day in the life at Adyen look like for you?

MATHEW: What I quite enjoy is waking up in the morning knowing, sure, there are standard things I know I need to do (meetings etc), but it's really a case of where the day takes me. It varies vastly from day-to-day and what I most enjoy about the role – is the variety.

JOHN: What are some examples of projects you work on?

MATHEW: It's pretty vast to be honest, which makes things really exciting. We have worked with some of the biggest and most exciting brand names you'll find in retail, e-commerce, fashion, QSR (quick service restaurant), travel, entertainment and more. We support these merchants with either their online payments or in-store payments – or both, which we call unified commerce. Some of the brands that we work in Australia include: Lorna Jane, the Cotton On Group, Michael Hill, Freelancer.com, Kogan.com, Budgy Smuggler, Movember, Showpo, Rodd & Gunn, Jurlique and Easi Australia.

I have personally worked on a broad range of projects and brands including a big project in the online streaming space; a full POS payment roll out for a fast food chain and a unified commerce solution for a major gym brand. Each project is so unique and different and that’s what makes this job so exciting.

JOHN: What requisite skills do you look for when hiring for someone at Adyen?

MATHEW: I think the most important thing for everybody joining Adyen is culture and that is top of mind for everyone here. If we have someone with good tenure and a payments background but they are a so-so culture fit, we would much prefer somebody that doesn’t come from a payments background but who is a good cultural fit. That is the most important thing for building a sustainable business. Obviously from a tech perspective, a tech background is definitely what we are looking for but it doesn’t necessarily have to be in this particular Fintech vertical.

JOHN: What are the biggest challenges you face as a Head of Support for APAC?

MATHEW: Hiring! We do have a lengthy recruitment process, including several checkpoints because we focus heavily on culture. It’s about building out that tech talent pipeline and ensuring that we are attracting the right candidates, and we are engaging the right people when we can.

JOHN: What tips and advice can you offer to anyone looking to carve a career in technology?

MATHEW: Be flexible. I think flexibility is probably the number one thing and a focus on the team rather than just yourself. It’s all well and good if you can do everything yourself and you are an absolute superstar, but you really need that supportive base and I think that really ties back to team culture. This is true for any role; it doesn’t have to be just support. Everyone at Adyen works in a team environment and we all work collaboratively together.

JOHN: What challenges have you faced during Coronavirus and how have you overcome them?

MATHEW: I am a big fan of being in the office and having face time with team members and colleagues, it helps me connect better. Thankfully we are well set up to work remotely and Zoom catch ups have worked really well for the team with very little disruption to our output. I do however look forward to working face-to-face again.

So there you have it. Cultural fit, great perks, trust and flexibility are all key elements to what makes life great at Adyen. Our thanks to Mathew from Adyen for providing this insight into what ‘a day in the life' as Adyen's Head of Support APAC looks like. If you are looking for a job in fintech, or you are looking to recruit in the fintech sales space in APAC , including Australia, Singapore or Hong Kong, please connect with Kaliba’s Principal Consultant and Fintech recruitment specialist, John Armstrong, and the Kaliba team .

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A Day In The Life Of A BDR At Mimecast

wow@shazamme.com (Default Author) — Thu, 23 Jul 2020 16:39:49 GMT

A fireside chat with Matt Tatham.

Kaliba’s Cooper Knox recently sat down for a fireside chat with Matt Tatham, a Business Development Representative at leading cyber security firm Mimecast, to gain an insight into what it's like working at Mimecast and how he has navigated new ways of working under Covid conditions.

Here’s what he had to say...

Cooper: Firstly, really appreciate your time today, Matt. A pretty cliche question first up, Matt, but what does a typical day look like in your role at Mimecast and how have you transitioned to the ‘work from home’ environment?

Matt: My typical day begins with a morning meeting with the BDR team in which we discuss our plans for the day as well as insights from the previous day. From then, I'll jump straight into my emails. I have the opportunity to work with a lot of organisations across the Asia Pacific region - so that includes Hong Kong, Singapore, China, who are obviously a few hours behind us - and with Mimecast being a global organisation, I tend to have some emails come through from global overnight as well.

So in the morning I like to spend my time catching up on those. After that I jump straight in and start doing the bulk of my role which is contacting organisations via phone or email and trying to understand some of the issues and frustrations they're experiencing in terms of cyber security, and helping them to keep their email and data safe and secure.

Throughout the day I'll typically have a couple of other meetings, so these can be catch-ups with my Business Development Managers who I work very closely with in my territories. They could be BDR check-ins. So, catching up with everyone, seeing how everyone's tracking throughout the day and sharing our experiences so far.

There could be meetings with the marketing team to discuss current or upcoming marketing campaigns and how best we can take advantage of them as BDRs.

In terms of how my day differs since moving to a working from home environment, I don't think it really does too much and I think that's a testament to how well Mimecast is set up as a company and how well they've handled the move. I'm pretty much able to do everything that I used to do in the office minus a couple of ping pong games here and there!

Mimecast is really good at providing us with the resources we need to keep in contact with our teammates and with our workmates, continue our learning and development and celebrate the success of the company as a whole together.

Cooper: Would you say the requisite skills are for success in your role as a Business Development Representative?

Matt: I'd say the requisite skills include communication. Obviously you're talking to a lot of people internally and externally and you have to be able to communicate effectively and promptly.

The second one is time management. You're dealing with a lot of different meetings every day, marketing campaigns, different industries, so it's important to manage your time effectively.

And the next would be resilience. This role has a lot of challenges, as any role does, and it's important not to let the challenges discourage you.

Cooper: When you first started in this job what were you surprised to learn was most important in this role?

Matt: Well being my first job straight out of uni, I didn't really know what to expect, but I would say I was probably most surprised by just the huge amount of information I had to learn in regards to Mimecast's products and the cyber security industry.

But in saying that, Mimecast provided a really good onboarding process that gave me all the training, resources and time I needed to become confident in my ability to communicate the products, and have conversations with prospects around the cyber security industry.

Cooper: During Covid, what would you say some of the biggest challenges are that you've had to face?

Matt: It was a bit of a challenge at first to adapt to a working from home environment. I didn't have my BDR team around me and I couldn't just quickly jump up and run to someone's desk to ask them a quick question which was really frustrating at first. But once we established our regular meetings and best ways to communicate, all those issues quickly disappeared.

Cooper: What would you say you enjoy the most about working in Mimecast?

Matt: There's a lot to love about working at Mimecast. Everyone is really supportive, especially the BDR team. They're really good at sharing each other's ideas, sharing experiences and helping each other out.

The free lunches Tuesdays and Thursdays, the healthcare contributions, the regular volunteering, charity and social events. Despite being a really large global company, Mimecast still feels like it's a family business and it's obvious to me that they really care about each and every one of their employees.

Cooper: Finally Matt, what are some words of advice and tips you'd give to someone seeking a similar position?

Matt: The best tip I could give would be to stay resilient. Being a BDR can be hard work and can seem really repetitive at times, but it's also shown to be really rewarding and I'm really excited to see where this role takes me.

Cooper: So there’s 3 things we take away from today’s conversation with Matt:

Being a BDR is busy and challenging, yet rewarding work; with the right infrastructure and support, this is a dynamic job role that translates well to a working from home environment too!
Good communication, time management and resilience are skills necessary for success in the role as a BDR.
And finally, Mimecast seems like a pretty cool place to work if you are interested in cyber security sales!

We thank Matt and Mimecast for allowing us this insight into what it looks like to work ‘a day in the life of a BDR at Mimecast’.

To watch the full interview, click here .

If you are looking for a job in cyber security, or you are looking to recruit in the cyber security sales space in Australia, Singapore or Hong Kong, please connect with Cooper Knox and the Kaliba team, and don’t forget to follow us on LinkedIn, Facebook, Instagram and Twitter too.

What It Takes To Build A High-Calibre Tech Recruitment Business

wow@shazamme.com (Default Author) — Thu, 25 Jun 2020 16:48:26 GMT

This month marks four years in business for Kaliba’s founding Directors, James Kennedy and Greg Brown. We sat down with them and reflected on what has been key to surviving and thriving in the highly competitive world of tech recruitment, and what the future holds for this dynamic recruitment team.

4 years in business - some might say these are the make or break years when starting a recruitment business! What's been the key to your success?

JAMES: Given we are a business owned/founded by two people, it was and still is critically important that we are on the same page when it comes to company directives, strategy, goals and objectives. From day we have always been aligned, which has meant we have been able to have some decent success since inception.

Further to this, ensuring that team expectations are clearly defined and communicated to staff, ensuring that they are extremely clear, and there is no grey. Everyone within the business is clear on what our goals are, and are provided with the resources, mentoring and coaching and support that is needed for success as a customer-driven high-performing team, and with this they know how to do their job to an extremely high level.

GREG: Key to Kaliba’s success has been a constant desire to continually improve everything from ourselves as individuals but also the company's systems and processes. As James has already mentioned, we are very clear on regularly communicating our vision, our values and expectations, and this ensures that everyone is always on the same page.

But overarching all of this is the ‘calibre’ of the great people that have joined Kaliba; that is what makes the difference and has enabled our success to date.

So, why the brand name 'Kaliba'?

GREG: James and I were in agreement that we didn’t want to use our last names; we wanted the name to stand for something more. ‘Calibre’ was a word that resonated with us, as we felt that it tied in well with our ethos to provide a higher calibre of service, and would help with positioning the brand around our business values. 'Calibre’ wasn’t an available option and we opted for ‘Kaliba’. It turned out to be a blessing in disguise as Kaliba has enabled us to position the brand in a way that is more memorable. It's become quite a solid marketing aspect to the brand, it really stands out and is remembered!

What was the reason behind starting Kaliba?

JAMES: I guess like most recruitment companies the pair of us felt that we could put our own stamp on the way we do things and thought we would take the leap of faith and have ‘a crack’, so to say. Further to this, we saw a real demand in vendors struggling to secure top end cyber security talent so we knew that we could develop a really strong niche and build a business off the back of it supporting clients and candidates alike.

GREG: We wanted to start Kaliba as we really did feel that there was a gap in the market particularly working with CyberSecurity vendors of which we have built quite a solid niche. There was quite a demand and we felt with our style of service that it would really resonate with clients and candidates alike. So far, so good.

What's been your biggest challenge in business so far?

JAMES: I think being across so many different aspects within the business. Even as a business of 6 people there are still so many things that need to be taken care of. Billing is obviously still very important, but Onboarding, Training, HR, Marketing and Finance all need to be done, and without them the business wouldn’t function like it does.

GREG: As James has mentioned building a recruitment business can be challenging for many different reasons. All of that aside though, I think that finding great people to join your team is one of the bigger challenges that stands out the most.

How has Kaliba changed since you opened your doors back in 2016?

JAMES: The size of the office for one. Going from a room the size of a broom cupboard (literally not much bigger) to the surroundings of the Hub. On a more serious note though, the team has grown from initially two staff to a team of six, and the power of good quality recruiters is evident. We have a team that continues to grow and there are big things in store.

Further to the team growing, I think our processes have improved, we’ve had a redesign of our logo, our brand awareness (especially over the last 6 months) has increased, a redesign of the website, new CRM implemented, not to mention the repeat business we have got from most of our customers which is probably a sign that the business has matured to a level where we can start making strategic decisions off the back of customer acquisition and growth.

GREG: I think it’s changed dramatically, not only in size, but also with some of the new personalities that have come into the team. It keeps it interesting and it’s really nice to see some of the team grow and prosper.

Also obviously the surroundings have changed out of the initial office and we’ve been blessed with some natural light within our new office!

We're seeing a lot of change in the recruitment sector as a result of this year's global pandemic. What's been the key to surviving and thriving this year?

JAMES: As mentioned earlier, I think the key has been keeping things as normal as possible, albeit remotely. We still have our Monday morning weekly meeting, we catch up with our Consultants & Account Managers one-on-one every Tuesday and have a morning and afternoon huddle each day. We have had lunches most Fridays and had a food theme and caught up for a ‘socially distanced’ get together at Greg’s place a couple of weeks back to celebrate the four year anniversary of the business. Keeping things as normal as possible has proven to be a success.

Whilst the work volume hasn’t been as normal, it has taught us to work the roles we have incredibly hard which has seen us close at a higher rate than we normally would.

GREG: It really is a very interesting time in the recruitment sector during this pandemic. We can’t work at the office so we’ve tried to keep everything else as normal as possible. We dial into video calls with everyone daily, always supporting each other and motivating each other to keep focussing on the controlables. I think the key to success this year is staying close to your customers and really offering a top quality service.

Keeping connected as a team has been paramount to success.

What's next for Kaliba?

JAMES: Without giving too much away, we will definitely be growing. One thing for certain is that we will continue to develop our niches and serve our customers to the best of our ability.

GREG: As James as mentioned we are definitely looking to grow and further develop our service offerings. One step at a time, and undoubtedly we want to be doing an outstanding job for both our clients and candidates alike.

We’re committed to exceptional, quality service, which at this time is a foundation for our growth plans.

High 'calibre' relationships. High 'calibre' team. High 'calibre' service.

A common theme across every facet of your business, right from Kaliba's humble beginnings, to where you are today...

JAMES: Without the collective efforts of the team we wouldn’t be where we are today and we certainly wouldn’t have survived the last three and a half months without everyone’s contributions. So for that, we are truly grateful. We look forward to what is to come and we can’t wait to get back into the office with everyone!

GREG: A huge thank you to every one of our team here at Kaliba , we wouldn’t be where we are today without each and everyone one of you. Also want to say thanks to all the clients and candidates that have engaged Kaliba over the journey so far. We look forward to continuing to service you moving forward. So I’m very excited to see what the future holds.

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Refining Your Soft Skills For The Hard Sell

Mon, 25 May 2020 16:55:28 GMT

For those who work in sales, the requirement to self-isolate during the current pandemic presents a real challenge. Even more so if you usually spend the majority of your time face-to-face with your clients and prospects.

The upside is that this forced isolation means less time travelling, and more time to focus on self-development and planning; simple yet important things that often get kicked to the curb when you are running between sales appointments.

Using your freed-up time to focus on developing the following skills is likely to make you far more productive when restrictions are lifted and it's time to make up for lost time.

Time Management

Success in sales is often partly a result of how effective you are in managing your time.

When you’re able to optimise your time, you improve your productivity, diminish your costs, free up your headspace and improve performance outcomes. Mastering this soft skill is crucial but well worthwhile.

Here are 3 things you can do to improve your time management,

Plan ahead: at the end of every day write a ‘to do’ list for the following day. This will keep you task and outcome focussed and provide clarity and confidence in how you are progressing as you cross off milestones. Clarity and plan of execution around the task you want/need to achieve will help you alleviate your stress levels.
Compartmentalise your day: Split your day into blocks so that you have set time aside to focus on one task for a set period. E.g. 9-9:30am morning meeting, 9:30-11: write blog, 11-11:30 check emails etc.
Avoid multi-tasking: Multi-tasking is a good way to do multiple things poorly. Give a task 100% of your focus, you will complete it faster and to a higher standard when it is your sole focus.

Product Knowledge

It might seem like a no brainer, but if you do not know your product, you’re going to struggle with selling it.

Knowing the ins and outs of your product is key to selling. Think about the sales objections you have had to answer with a “I’ll need to get back to you on that”. Those objections stall the decision cycle. If you have a deep knowledge of the features, benefits and weaknesses of your product and/or service you are going to be far more prepared for any situation.

Does your business even have a FAQ or is it perhaps a good time to develop one? If you do have one, is it readily available to your team, and/or published on your website or in your sales collateral?

If you can demonstrate that you are a subject matter expert, your customers will appreciate and trust what you and your product have to offer.

Lead Qualification

Applying a planned and detailed qualification technique will allow a seller to find the correct solutions for a prospects pain points. It could also indicate if there is a mismatch between the product and the prospect, allowing the seller to save time and resources.

A good lead qualification process is MAND:

Money: Does the company have enough money to buy your product?

Authority: Does your prospect have the power to purchase?

Need: Do they need your product?

Desire: Do they want what you are selling?

Goal Orientation

Write down and revisit your goals regularly. The most successful salespeople are motivated by:

Focussing on an end goal

Validation that the goal is achievable

Focussing on the reward at the end

As the famous saying goes:

“If you don’t know where you’re going, you’ll probably end up somewhere else!”

Adaptability

This is a skill that offers value in every aspect of your life. In sales, everything changes: sales tools, customers, products, industry, environments, requirements.

Even though the course you take may shift, the end goal doesn’t. So it is up to you to adjust and pivot your sales strategy in order to achieve your goals.

Whilst most of this may seem obvious to seasoned sales professionals, it is often these basic behaviours and skills that get lost in the pursuit of selling. Focus on the things that you can control and stop and reflect on what has worked so far, and you are likely to come out on the other side refreshed, focused and ready to sell, sell, sell.

Stay positive, have some fun along the way and I’ll see you at the goal posts.

If you have any thoughts or ideas on how sales professionals can leverage these 'quieter than usual' times to refine some sales skills, we'd love to hear. Or if you are currently needing some assistance sourcing IT sales professionals , or finding a job in tech sales , please reach out to Ned O’ Neill at Kaliba: ned@kaliba.com.au.

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Why The Tech & IT Sales Sectors Keep Recruiting During Covid-19

Wed, 20 May 2020 17:01:53 GMT

What do Apple, Google, Facebook, Amazon, Adobe, Twitch, Salesforce, Oracle and Red Hat have in common?

They’re all hiring.

Right now.

During Covid-19.

But exactly how many tech companies are hiring right now?

More than you think, actually!

15,852 jobs were available in Silicon Valley during March. That was the peak of the Covid-19 shutdown. And right now? 17,998 jobs are going.

Closer to home in Australia, this week Seek reported 6,687 new tech jobs. LinkedIn featured 4,508 tech jobs and 12,573 during April 2020.

Despite unfavourable employment conditions, Kaliba has also maintained a steady flow of technology vendor and commercial sales jobs across Melbourne, Sydney, Brisbane, Singapore and the broader Asia Pacific region.

The whole world has been forced to become even more technology dependent. That means more opportunities for growth in the technology and sales industries.

You know what that means? Increased competition for tech jobs and tech sales jobs.

Get ahead of the game and focus on growth

By now, your team has adjusted to remote working, hand washing is second nature and face masks are the must have accessories. It’s time to start focussing on growth again.

You may have decided, like many other companies, that you were going to freeze recruitment. But it’s not too late to gain an advantage over reactive or panicked tech companies that don’t foresee that now is the best time for tech and sales recruitment.

In fact, this could be the perfect time to start recruiting again.

With so many of APAC’s best tech professionals now available due to Covid-19-related job - a far cry from the pre-Covid tech talent shortage - now is the perfect opportunity to secure talent that is otherwise harder to source.

But how can I hire during the Covid-19 crisis?

It’s important to realise that recruitment leads to hiring. Recruitment is not synonymous with hiring. You can recruit and retain. Build up a relationship with your new recruits, think of it as marketing. You’re generating warm leads so that when the time comes, you can capitalise on your relationship to make a sale, or in this case, hire some new tech wizards and sales savants.

The truth is that hiring is a long process anyway. Applications can sometimes be open for 3-4 weeks before the interviewing process starts. The interviewing process can be transferred to video conference platforms so that you can hire, even during Covid-19. Then there’s background checks, negotiations and that’s even before a start date has been agreed upon. Tech recruitment can easily take 10-12 weeks. That’s enough time for Covid-19 gloom to have lifted slightly and the world to be out of lockdown somewhat.

The smartest thing you could do right now is to engage a specialist technology recruitment agency like Kaliba to source IT and enterprise tech sales talent for your business, so that when the time is right and you are ready to hire, you are ahead of the pack.

The bottom line

When it comes to technology businesses, Australia, Hong Kong and Singapore have seen off the worst of the virus already. They’re on track to join the exclusive club of countries that are reopening for business. Start recruiting your tech talent today and be poised to 'surf the wave' of industry expansion that will soon sweep the tech sector.

To discuss your tech recruitment needs across APAC, reach out to James Kennedy at Kaliba on +61 (0) 423 817 220 or via

email: james@kaliba.com.au .

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4 Ways To Achieve Sales Success During Covid-19 And Beyond

Wed, 13 May 2020 04:17:57 GMT

4 Ways To Achieve Sales Success During Covid-19 And Beyond

Sales professionals are operating in a very different landscape than usual with the Covid-19 pandemic catching many off guard. However, this is an opportunity to focus on what defines sales success; to adapt and pivot.

If you want to succeed in sales during this pandemic and beyond, here are 4 things to consider.

1: Be relevant, offer value, adapt your communication style

How sales individuals communicate is more import now than ever.

In the current sensitive climate where most client sales meetings are being conducted via video or phone calls, a consultative and conversational tone is what works best. This is something that sales professionals should be practicing and refining as this approach will continue to be the best way to connect with prospects once restrictions are lifted.

Some ways to achieve this includes doing your research to better understand how you can help your prospect, articulating your relevancy, and that you are available to provide service to your client immediately.

Within the B2B sales space it has been identified that sales professionals that come across as too ‘salesy’ with a more aggressive and direct approach are just creating an uncomfortable situation, and usually and unresponsive reaction.

2: Nurture existing relationships

Something important to keep front of mind as we ride out Covid-19 and beyond, is to nurture existing relationships that you have built. Client retention is critical, and making the most of existing relationships, particularly during the Covid-19 period, may be the best option in a lot of cases.

Identifying any up-sell or cross-sell opportunities that exist is a great way to ensure you are bringing in revenue from within your current client portfolio, but tread carefully, as an agressive or insensitive sales approach is unlikely to yield results. Putting more time into thorough research of existing accounts, upskilling across all product offerings, and strategising with internal subject matter experts should be actioned. You ideally want to improve your profile as a subject matter expert during this period, in your areas of expertise.

3: Time for a ‘Covid Clean-up’

Sales individuals typically have ‘clean up my CRM or prospect sheet’ on the bottom of their to-do list. Despite good intentions, these jobs just never seem to get done!

So, now is most definitely the time to make sure all the tedious admin is done. It’s a perfect opportunity to do it without as much distraction. Investing time cleansing and loading your CRM with high quality data will give your business a competitive edge and is likely to make a big difference to your efficiency when we are back in an office environment.

4: Define your sales plan and eat that frog!

And as we return to a more familiar work pace, it is important have a clear strategy in place such as a 30/60/90 day plan. One method that is proven to yield results is to plan out clear goals around 4 key criteria being Performance, Learning, Initiative/Creative and Personal.

As we edge toward a date when social distancing restrictions will lift, we can start to apply those 30/60/90 principles with better clarity (albeit without that crystal ball!) Really drill down on what you want to achieve using SMART (specific, measurable, achievable realistic, time-bound) goals. Include an overall quarterly goal, monthly goals and then plan out each day in blocks, clearly specifying what you want to action and acheive in each block.

Plan each day’s calls and follow ups the day before, and then work through your list ticking each item off as you go. It’s important when you can to put the hardest tasks first in your day. Read ‘Eat That Frog!’ by Brian Tracy for an excellent perspective on how to be productive.

Overall, there is a massive opportunity to recapture market share and achieve career results. If you are a sales professional or sales manager, putting in the ground work now while others do not will separate you from your competitors. Having the right strategies in place will enable you to succeed during Covid-19 and beyond.

If you’ve got any other tips you’d like to add, we would love to hear them. Please get in touch with Jake Brudenell via LinkedIn or via email .

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5 Ways To Stand Out From The Job-Hunting Crowd

Mon, 04 May 2020 04:26:25 GMT

5 Ways To Stand Out From The Job-Hunting Crowd

Searching for a new role can be quite stressful and when there are more jobseekers than roles on offer, its never been more important to stand out from the rest of the crowd. Here are my personal tips on how to improve your chances when looking for a new job in sales or tech .

1. Be proactive in your job search

Applying for jobs online and then waiting to hear back may make you feel like you have accomplished something, but does it really work?

One out of ten times it may land you a job, but those are not the best odds in anyone’s eyes.

There are many ways that you can increase your chances of securing a new role and being proactive in your job search can be one of the most valuable tools in your arsenal.

So, how can you accomplish this?

Use LinkedIn

Visit the company profile page for the job you are applying to and see who you may already be connected to at that company. Reach out to your connections and let them know that you are very interested to talk to someone about a position in their organisation. Many companies incentivise employees for referrals so, more often than not, people will be happy to refer your details.

Use your connections

If you see an ad from a recruitment company that is relevant and of interest, reach out to that recruiter to find out more about the role. Recruiters are a strong entry point to the market and will always have more information about the role, the company and the requirements than any job ad will ever provide.

Recruiters typically share their contact information online so reaching out to them directly will definitely put you ahead of the job-hunting crowd. And if the role isn’t right, well there’s a good chance they will have other similar opportunities. This is especially true if you are reaching out to a specialist recruiter, such as Kaliba.

2. Social Media Presence

Social media is a powerful tool so make sure your Linkedin profile is up to date. A lot of employers and recruitment companies are guilty of using social media, such as LinkedIn, to screen potential candidates.

Your online profiles are just as critical as your CV to gain credibility. So don’t be invisible to the world; ensure your LinkedIn social media profile is public and has a professional profile picture. Spend some time on your headline and the ‘about you’ section describing the value you offer to the a prospective employer. This is your time to shine and stand out from the rest of the world – be bold, be unique, but most importantly, be yourself and not just another generic profile.

3. Work with recruitment partners who specialise in your industry/background

Teaming up with a specialist recruitment consultant can be a huge benefit to anyone who is looking for a new role. Specialist consultants have an exensive network of industry-specific contacts and may often know about job opportunities before they are even been advertised.

As a recruitment consultant will be doing the majority of the groundwork for you, it makes sense to add this string to your bow as it will increase the chances of you landing your dream job.

Second to that, specialist consultants understand the industry like the back of their hand and are always forming strong relationships with leading organisations. If you are top of their mind it will increase your chances of securing a role.

4. Do your research and be prepared

Before you go to your interview, go over the job description in detail and make sure that you can draw examples of your experience aligned with the experience and skills required for the role. Spend time creating a list of questions that you think might be asked and prepare answers so you don’t get caught off guard in the interview.

If you are being represented be a recruiter, make sure you spend time with them discussing interview preparation. Most of the time recruiters will have inside knowledge of what the employer is looking for, questions that may be asked, or how the interview will be conducted, so asking the advice of an industry expert will always help.

Research, research and research some more!

Being well researched will have a huge impact on your performance during the interview. It shows you are genuinely interested in their business and have invested time into this process. I always say its better to be overprepared then underprepared in any circumstance.

5. List your key wins and achievements

I cannot over-stress the importance of listing your key wins, achievements, major projects, etcetera, on your CV and LinkedIn profile.

As a recruiter this is one of the first things I look for when I am screening candidates. It is vitally important to highlight these aspects when trying to stand out from the crowd and demonstrate what YOU did to contribute to the outcomes. For example, if you work in the sales field, list your achievements against quota, key logos you have won, the markets you are most successful in. If you are in a professional services or technical role, make a point to show the complex projects you have worked on and delivered, timelines and budgets, whatever you feel is going to highlight your achievements.

The vanilla job seeker is never going to stand out from the crowd, so in every step of your job search look for ways to differentiate yourself. People who are successful in their careers are the ones who take a more proactive approach, think outside of the box, and give themselves the best possible chance of securing their dream job.

I hope these tips help in your job hunt and if you’d like to discuss any of this, please get in touch with me via LinkedIn or via email: at john@kaliba.com.au .

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5 Things Working From Home Has Taught Me

Wed, 22 Apr 2020 04:36:30 GMT

5 Things Working From Home Has Taught Me

For just over a month now, the team at Kaliba has been working from home and I thought what better time to reflect and have a think about what it has actually taught us.

I will start by saying that 2020 was destined to be a big year, both personally and professionally.

On a personal level, my son recently turned one, I married my beautiful wife at our dream wedding and followed it up by a dream honeymoon in the Maldives. I consider myself very lucky that everything went ahead, and we got to celebrate the way we did.

Professionally, we had big plans to build on a highly successful 2019 for our tech recruitment business, not only with our clients, but to also grow the team and support that growth by implementing a full-blown marketing strategy.

As we know, things do not always go to plan and this year is probably the best example of that. If someone said two months ago that they could predict the whole country let alone the whole world

would virtually be in lockdown, I would have called them a liar. However, here I am in the front room of my home working in isolation, typing away this reflection.

So, what has this pandemic taught us?

The number one lesson thus far is that you can make the most out of any situation – good or bad – the mindset with which you approach that situation is what will see you through.

Here's what I've learnt so far...

1. Cherish the extra time with family

Normally, I work relatively long hours. I'm in the office before 7am and leave around 6pm. Throw the commute in there and you have yourself 12+ hour days. These hours don't allow for a huge amount of family time, so it has been nice to be able to get my son up of a morning, give him breakfast and spend time with him at lunch; time that I wouldn’t normally get.

On the flip side, there are the distractions that come with having a 14-month-old, and at times it can be difficult to concentrate. That said, I realise I will never get these moments again, so I am grateful for this bonus time with the family.

2. Stick to a routine

Initially while working from home, I found it hard to get into a routine, but the sooner I did the easier it all became.

I aim to get up at 5am most mornings, go for a walk or a run and start the day with some fresh air. Shower, breakfast, get my son Archie up, give him some breakfast and the work day starts at 8am. I try to be done by 5pm so that I can help out with the home duties.

Point is, to be remain productive, make sure you have a plan for your day, stick to that plan and you will find you achieve your goals.

3. Collaboration is as important as ever

Being a Recruiter and not having the face-to-face interaction with people is tough. So at Kaliba, we have ensured that we are catching up with one another at least twice a day using remote group-chat communication tools like Microsoft Teams and Zoom.

Most of that catch up time is work related so we can talk about business requirements, candidates and what is happening in the recruitment world, but some of it will be just catching up, having a chat and checking in on each other's general wellbeing. I suggest you do this with your work colleagues, as well as family and friends. You will be amazed at how powerful it is to show genuine interest, and how much your team appreciate a collaborative and supportive workplace.

4. Remote working as a recruiter is possible

Traditionally, recruiters work from an office for the bulk of their week, and we have been no different. What COVID-19 has taught me is that working from home productively and collaboratively can be done, and provided you have the right people with the right mentality, and the right tech enabling systems in place, they can be effective and they can get sh*t done!

5. Use the time you have wisely

The traditional workload may have eased, but that does not mean you should slack off and be unproductive. In this past couple of weeks alone, together with my co-founder and business partner, Greg Brown , in conjunction with our Marketing Consultant ( Jeannette Borg ) and the team at LinkedIn ( Emma O’Connell and Maggie McNab ), we have facilitated training sessions as well as implemented some new initiatives that will be in play from next week.

There is always a silver lining. There are plenty of courses you can do online, and many of them are currently free or heavily discounted. LinkedIn Learning offer some great courses, in addition to other e-learning platforms ( Pluralsight is one of these). Whatever it is, use the time wisely because you may never get a chance like this again.

As I said earlier, it is how you attack any situation which will see you through. One thing I can say is that so far, the team at Kaliba have approached the working from home scenario brilliantly and I am very proud of how they have gone about it. Not once have they complained, whinged or felt sorry for themselves. They have bought in just like they do when we are in the office and they should be proud of their efforts.

I will finish by saying that this will not last forever and it is so important that we help each other out where possible. The majority of us are experiencing the same challenges right now, so do the right thing. Stay positive and it will make things that little bit easier.

If you've got any thoughts, suggestions or advice on working productively from home, I'd love to hear from you. Reach out to to me via email , or comment below in the comments section on what works/doesn't work for you.

Get a new job now! Here are the 5 Signs

Wed, 17 Apr 2019 04:41:28 GMT

Get a new job now! Here are the 5 Signs

There are several different reasons why it can be a good idea to change jobs. Knowing when it is time for you to change jobs is a very important life skill. Keep reading to learn when it may be time.

If you are feeling stressed out on the job on a continual basis, are being mistreated, or are uninspired, or various other reasons, it might be time for you to move on to your next opportunity in life.

The following are five signs that it may be the right time for you to get a new job.

1. You are very stressed out.

Most jobs involve stress. However, being stressed out all of the time is a bad sign. Stress needs to be balanced out with moments of satisfaction and passion at work. Otherwise there really is no point in any of it. If you find that you are so stressed out that you are unable to relax even after you have left work, it might be time to start looking for a new job.

2. You are mistreated at work

No one should have to put up with being treated poorly at work. If you have an abusive boss, or you are bullied by your co-workers, then the pay check you earn just isn't worth it. We all spend large amounts of our time at work, so that the people you are surrounded by during this time can really make a huge difference in how you experience work. Finding a new job and working with people you like can really improve your life.

3. You are lacking in passion

When you wake up you should feel excited to get to work. Of course, when your alarm goes off at 6:30 a.m., you might not exactly feel excited. However, you still should be happy to do your work on a daily basis. If you aren't doing something you really love, then you won't ever be happy with your life or be able to tap into what your true potential is. It isn't ever too late to change jobs or careers and do what you really love to do.

4. There isn't any room for growth

If you are feeling as if you have climbed about as high as you are able to with your current company, then it is time for a change. For any career, professional growth is very important. If you feel that you have become a large fish within a very small pond, it's time for you to go find an ocean or big lake to swim in!

5. You are underpaid

If your current company is underpaying you, that doesn't necessarily mean that a different company won't pay you more. If you have been working at your company for one year at least, have requested a raise but been turned down even with a strong performance, then it's time for you to look for a different workplace where your contributions will be valued and that will be willing to fairly compensate you.

Let me know your thoughts, are there any more signs?

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7 Bad Habits That Kill And Steal Your Dreams

Sat, 13 Apr 2019 04:45:16 GMT

7 Bad Habits That Kill And Steal Your Dreams

How is it going with your goals and objectives? If you're like most folks, you're probably doing okay on some, whereas others are stuck in a rut or just failing to take off.

Does this sound like you?

If we're going to be authentic and truthful with ourselves, we don't have to think too hard to identify what gets in our way the most. It's us! Let's continue the honest self-assessment for another step. Was last year any different? Was the year before this one any different? What about two years ago?

I have things I love to personally blame. The environment is a favorite. Economic turbulence is an easy one. Sometimes the weather helps me out with procrastination. Often I can subconsciously make myself far too busy to achieve anything. Yet, when the dust settles and I have a moment of no excuses, then I have to face it again: the only thing stopping me is me.

Conquering new challenges and heading for new horizons often involves shedding the old habits and thinking that have been used and even nurtured for a long time, sometimes decades. No one ever plans on nurturing particular chains of thought; they just do it.

Yet, over time they become ingrained pathways in your mind, and also sometimes your heart. They then impact and even determine behavior, so identifying and busting up old habits to make room for new behaviors is a hard undertaking.

One reason old habits are hard to break is because they almost feel like default programming. We've done them so long we don't even remember why we started. You get so used to them that you actually prefer them; they're familiar and comfortable like an old blanket.

Bad habits impact our lives, personally and even professionally, and they are deeply rooted within us. The decision to get rid of them in the first step, but it's never enough. Actually doing it is a marathon of intention, and it takes sweat over time.

It doesn't matter who you are, a parent or a single adult, a business owner or a cashier. Regardless of your status or station in life, your bad habits will keep you stuck where you don't want to be.

The urge to put things off until tomorrow or when 'life is easier' is always going to be the cheerleader in our head that roots us right back into old habits. Ah those comfortable, familiar old habits, where thinking isn't necessary: we just execute our routine behavior.

Procrastination isn't really a cheerleader though is it? It's a thief, snatching our dreams and ambitions right out of our brains. It takes a little bit of effort to make sure it doesn't just snatch your entire possible life from within you.

Everyone usually has a pretty good idea what their own bad habits are, but there are some that seem to strike a chord with more people than not, so let's take a look at seven particular ones that you need to get rid of. Of course you likely have many, many more, but just for now, let's indulge ridding ourselves of these alone.

1) Coming up with excuses:

The answer here is just quitting with the excuses. As Nike loves to say, just do it!

2) Juggling more than one thing at once, or multitasking:

Some people love championing this, and many businesses expect it of employees. However, you really need to avoid this like the plague. It creates distractions and actually hurts productivity.

3) A dirty desk:

If your work space or desk is a mess, it's a sign that you are far from efficient. Stop yourself the next time you want to proclaim how you know where everything is. You only have one thing there: a mess.

4) Not working out:

When life or your schedule gets busy, exercise is often the first victim, but it's really just number one on this list in another form: excuses, excuses, excuses. If you exercise well, you get more things accomplished, not fewer.

5) Constantly checking your email:

One of the biggest time killers ever invented. Mark two different times per day to check email, and don't do it any more than that. Doing anything differently puts your schedule and time at everyone else's mercy.

6) Smartphone addiction:

Smartphones are tools that are supposed to make you more efficient with your time, not eat it up. Don't be one of Pavlov's dogs each time it makes a noise, vibration, or flashing light.

7) Quit complaining:

If a situation makes you displeased, figure out what you can do about it. Complaining just makes you look weak and powerless.

What are your seven worst habits? Tell us, and maybe we can all help each other out.

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5 Tips to Make it to Management Level in the Tech Vendor World

Sun, 17 Mar 2019 04:48:38 GMT

5 Tips to Make it to Management Level in the Tech Vendor World

Each corporate sector will harbour a very competitive environment, especially the tech vendor scene in Asia Pacific.

If you have been burning the candle at both ends for a number of years and still are not getting the promotion that you feel you deserve, you may have to go about a strategy that is a bit more deliberate to elevate your career status.

So that you can get the boost that you need in the quickest possible time, here are some tips that will help you establish a great deal of success and growth.

1. Remain essential to the business

If you have a more strategic approach, you will be playing to your advantages and capabilities. You can use any strengths that you have to be sure that whatever task you are doing is going to get noticed. Always be a good employee and remain efficient at all times. This tech vendor sector is one where there is no room for mistakes. If you believe that you are performing at a level that may be less than the best, you need to work on ways that you can start to be of more help to your company as well as your boss.

2. Be reliable

If you are able to be the employee that your boss can rely on who is going to be great for suggestions and help, you are going to be a real asset. You can work on maximizing your strengths are you take on certain assignments that you know you will excel at. If you happen to have a higher level job, it will be because your boss already knows just how capable you are. Do your best and always work to prove them right so that they will keep on trusting in you.

3. Record your achievements

Promotions will never be measured on just how many days you worked overtime or the hours that you spent at work. They will depend upon whether or not your performance is up to snuff and if you are deserving of them. A lot of companies want to make sure that anyone marching up to the higher levels are holding a great track record for success. Talk with your boss and ask for milestones that you can work to hit. After you have made these milestones, you will be able to show off your achievements. Climbing the ladder to success in a quick fashion will mean being able to take credit when and where it is due.

4. Remain progressive

As you are still working your way up the ladder, you need to be able to learn from others around you that have experience. If you admire any leaders, you can take the time to recognise all of their strengths and then adopt these qualities while you move up the ladder into the top spot, eventually. Always sign up for training so that you can widen your set of skills and it may be a good time to increase even more with post-graduate studies that are related to a lot of industry requirements.

5. Always think out of the box

Plan on being about three steps ahead of all of your competition. If you are not looking at setting yourself up for failure, you need to stop jumping headfirst into managerial positions simply because they look compelling to you to have on your CV. A quick promotion is only going to fill up your company with bosses that lack understanding of what it really means to lead. Prepare yourself a plan for your career and accept the management role once you feel that you are truly ready.

There is often a lot of serious responsibility when it comes to management. Prior to putting your hand up for a commitment to any managerial job, you have to make sure that you are equipped to take on each task and put yourself in charge of the careers of other people who are working under you.

If you are looking for advice or to take the next step in your tech or IT sales career, reach out to the Kaliba team .

For more technology and sales insights, news and career opportunities , follow Kaliba and connect with us on LinkedIn , Twitter and Facebook !

How To Negotiate A Salary Increase

Sun, 17 Feb 2019 04:56:34 GMT

How To Negotiate A Salary Increase

Most of us are afraid of negotiating a salary increase, even though we spend most of our time thinking about it. The problem is that this topic is stressful and difficult, so it is very hard to approach a manager with this topic. But, you have to prepare yourself if find yourself negotiating a new salary. Your salary may be increased if you prepare yourself properly.

The following are 10 effective and important tips that will help you as you are negotiating a salary increase. Do not let your expectations and current situation discourage you from knowing these tips. Read the tips below carefully and think of how you can apply them to your situation.

1: Persuade Politely

There must be a good reason why you are negotiating a better salary. These reasons are your leverage. So, tell the decision maker the reasons why you want your salary to be increased. Make sure that the decision maker sees these reasons as mutually beneficial, for the company and you. You might disagree with the feedback you get, but be polite if this happens.

2: Be Realistic

Know that you are not selling a high-ticket item when you are negotiating a salary increase. Starting with a high offer will not work. Do not think that you can work your way down to the right amount you want. The negotiation might stop immediately if you a pick a high number. Therefore, be realistic and work towards the top of the salary bracket you are in right now.

3: Understanding Tone

If you want the decision makers to take you seriously, then use a serious tone, but understanding tone. However, it is important to listen and understand the feedback you will receive. There are important points that you might want the decision makers to know, but make sure that you are listening when you are talking.

4: Clear Intentions

What do you really want? Are you thinking of negotiating new commissions, company shares or stock options? Know what you want! Never complicate things, be straight forward and say what you really want. Take time to think of the things that you are going to say. This helps in discussion, and you might get what you want.

5: Manager’s Needs

Try as much as possible to meet the needs of the manager. Negotiation is not a one-way process. There are some ideas that your manager might want to discuss with you. And the manager might get more ideas when you are negotiating. Try as much as you can to accommodate what your manager might ask you.

6: Have a ‘Plan B’

It is hard to predict the outcome of a negotiation. Sometimes the results are what most people never expected to happen. This should not be a bad thing. That is why you should have a plan B, and if possible have another plan C ready. You can use plan B when you feel like the negotiation is not going according to your plans or goals.

7: Object Criteria

To add weight to your argument, you should present it with objective criteria as backup. For example, you can prove that there are similar firms paying a certain amount, and these firms should be on the same industry. Tell the decision makers that you should get at least that amount. This proof makes it easier for the manager to make a decision.

8: Are you prepared to hear “NO”?

This is something that you do not want to hear, and you should never think of hearing it. However, you might know what to do when you hear it, especially if you were not prepared properly. Are you going to negotiate again in future? Or would you search for another job that pays the salary that you want?

9: Over-Deliver on Your Promises

There are certain targets or goals that you might promise to achieve when you are negotiating. Never disappoint your manager, especially if he or she agrees. You will embarrass yourself. Be willing to over-deliver on the promises you made. Do whatever it takes to make sure you achieve these goals and targets. Never under-deliver!

10: Learn from Experience

Learn from experience, especially if you didn’t get what you wanted. A few people usually go through salary negotiations. You can improve the chances of increasing your salary if you learn from your experience. But ensure that you are improving each time.

Summary

Know that this is a learning process, even though you were not successful, you got a result that you did not expect or you were shut-down completely. Use the criteria in this article and make sure that you are ready, have clear goals and you know the reasons why you are negotiating a new salary.

If you do not go for what you want, you will always think of what might have happened. Here’s to your success.

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The Advantages of Working With A Recruitment Agency

Sun, 17 Feb 2019 04:52:42 GMT

The Advantages of Working With A Recruitment Agency

Numerous business leaders think that a good recruitment process can result in having a productive and strong team of employees. A quality HR team always needs to consider competitor activity, pay scales, shifting trends and market intelligence.

Business leaders always have the option to make use of a recruitment agency or in-house recruiters. However, a majority of businesses these days don't have as much trust in recruitment firms when it comes to filling their employment vacancies. What many of them are not aware of is that numerous companies that work with recruiters tend to post strong business results because the recruiters are their business advisers who always stay focused on the marketplace and attract high quality candidates for them.

According to some industry experts, over the past few years there has been a reduction in recruitment. Some over being eaten alive and overwhelmed by fierce competition from social networking, internal recruitment teams and job boards. That is where recruitment agencies that act in the capacity of genuine business advisers, by actively headhunting for the finest talent and providing market intelligence, come into play.

The following are 6 major benefits of working with a recruitment agency.

You will gain a good understanding of the way the market works.

The best recruiters have detailed knowledge about the way the market works. Even before anything occurs, they have their eyes already on specialist markets. They can provide an overview to the hiring team of what is taking place and what will probably happen in the future.

Recruitment agencies have better opportunities of knowing who the available candidates are as well as how to access useful information that relates to their expertise and work. Recruiters now how to contact them and know what current hiring complexities, available skill sets, career expectations and salary rates to expect from one another. Anytime your business is struggle to locate top talent, there will always be alternative solutions available.

Your recruitment agency and business will act as collaborators and partners, with the agency being your ears and eyes within the marketplace. Internal departments don't have access to the same market intelligence that recruitment agencies do.

You can expand your reach.

It can be difficult to find some candidates. However recruitment agencies are able to deliver them to your doorstep right away. They might be selective or unresponsive. If you aren't getting any responses from your job ads, then there is a very good chance their loyalty lies with trusted specialty recruiters within your sector.

Even when candidates are not within your pool, there is a good chance that a good recruitment agency will know who these people are and how they can be reached. Agencies have numerous networks and connections that you might not have. All agency collaborators and consultants can potentially activate their networks in order to get you connected with individuals with a broad range of specializations, experience and skills.

Instead of choosing among applicants, you will be choosing candidates

There is always a lot of attention focused on attracting applicants, whether these people are visiting your website or responding directly to one of your ads. If most of them are not going to good matches for your position, then you will be investing a lot of time into filtering, matching and assessing the role with them. A recruitment agency can help you reach the candidates who are the real job seekers and have already been pre-selected and meet al of your demands and criteria. You can be confident that the candidates that are presented to you will have extensive experience and be worth interviewing. Without an agency, your recruitment team might be unable to conduct a thorough matching process.

You will be provided with support for your corporate brand promotions

Big companies have the necessary resources for developing and marketing their corporate brands. On the other hand, many small businesses don't all have access to these same resources. However, with an agency to help you, they will be able to provide prospective candidates with insights into your company and business - what it is like to work for you, career openings that are available, benefits and the overall environment that they will meet.

If you can form a strong bond with your recruit agency, they will spend the necessary time becoming familiar with and presenting you as a top employer. If a candidate does a search of your business through a website, searching previous employees or on social media, then a recruit agency that is fully informed can help to clarify any questions or confusions that might come up.

You will quickly obtain access to critical strategic skills.

Your key to quickly obtaining access to important and relevant strategic sills will come from recruitment agencies whenever you have high demand or some of your current staff leaves. When it comes to inefficient employees or talent shortages, there is a threat looming that the growth of your company might begin to recede if you are unable to bring is somebody on short notice that has the proper skills. Recruiters will frequently offer flexible solutions which are critical for long term project in addition to being able to supply you with experienced and qualified candidates on short notice.

Whenever you time is limited, you can set up a budget.

A recent survey of in-house recruiters shows that some companies have been experiencing tight time constraints and budgets already. This problem is one reason why they should get connected with a recruitment agency. A company's in house recruiters can set up a budget that includes agency fees. That way you will know that paying an expert recruitment team to work for you, will result in your small budget being spent wisely. It can help to bring better individuals in quickly. In house recruiters focus on recruitment efforts for various roles, so if there is an urgent need, it is better from there to utilize their resources in meeting with candidates that an agency has already screened ahead of time.

Whether you are searching for a solution to your long term needs or temporary staffing, don't miss out on having access to top talent that a recruit agency can provide you with.

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The Do's and Don'ts of Job Searching While Still Employed

Thu, 17 Jan 2019 05:00:14 GMT

The Do's and Don'ts of Job Searching While Still Employed

If you're already employed, finding a new job can be tricky as not only does it require time you may not have, but you have to keep it all under the radar. It's smart not to reveal any clues that may lead your current employer to suspect that you're on the hunt for a new job. Though it won't be easy to find another job, it is certainly doable but you must play it smart. As with anything else in life, there are do's and don'ts you need to take into consideration while job hunting.

DO keep your LinkedIn profile updated.

LinkedIn isn't just a great way to find new work, but a solid way to build your social network of professionals in your industry. Many people are scared of updating their LinkedIn profiles while working for someone else for fear of their boss misunderstanding their intentions. You shouldn't be afraid to keep your profile up to date as it won't raise red flags with your employer, but it will certainly better your chances for getting approached by a recruiter with work in your industry. If you prefer not to broadcast changes within your profile to your entire network, just change your privacy settings to reflect your secrecy.

Don't share your intentions with co-workers.

Even if you have a close relationship with some of your co-workers, it's best not to tell them about your hunt for a new job. Word can spread around the office and it may hinder your ability to work on projects while you're still employed. Of course, telling people about your change of heart can also impact your relationship with your boss if he or she should find out.

DO schedule interviews with respect to your work hours.

Make sure that when you're hunting for a new job, you don't raise red flags by scheduling your interviews during normal work hours. Most companies that are hiring will understand your need for discretion and will accommodate your request. Of course, if the company isn't willing to schedule an interview at an appropriate time, take a holiday day off from work as those days will become meaningless once you leave your current employment.

DON'T dress or act differently.

It's understandable that if you're on a job hunt, you will need to dress differently for interviews than you would for work. However, if you normally go to the office wearing casual outfits, dressing differently can call attention to your actions. If you must dress a certain way for an interview, take a change of clothes with you and change into them after work hours.

DO keep networking yourself.

Knowing people is what ensures that you actually get hired for a certain job. In fact, the more people that you know in your industry, the better your chances of finding a new employer or getting recommended to a leader in your industry. Networking can be done online, so make sure to dig out those old contacts when job hunting. If you don't know enough people, attending industry social events can help you find more acquaintances.

DON'T hunt for jobs while at work.

It may seem tempting to spend every moment of your time hunting for that perfect job, but never do so during work hours. Most companies monitor emails and Internet use while employees are at work, so it's easy to get caught off guard. You also need to take into consideration that job hunting while on paid time is unethical and really doesn't make you look good. The urge to search should be kept at bay until you have free time.

DON'T post your resume online.

It may seem like a good idea to take advantage of job boards and to post your resume online, but you could be caught by people working for your current company. It's okay to search for jobs posted on these sites, but don't create a profile where you market yourself.

DON'T talk about work on social media.

If something negative happened at work that ultimately led to your need to search for a new job, don't mention it on social media. A momentary lapse of judgment can negatively impact your career and cause trouble for you at your current job. Use social media to network yourself on the down low, but don't be too obvious.

DO follow proper notice protocol.

All employers have established a proper form of handing in notice if you choose to leave work. However, some people are so proud to have found a job, they simply forget the common courtesy of letting their former employer know about it. When choosing to leave a job, write your notice down on paper and formally file it with your employer to avoid any misunderstandings.

DO be professional in your departure.

You may be glad to be out of a certain job, but don't burn any bridges because you never know when fate puts you in contact with your old company again. You may need to also ask your old boss for references in the future or you may have the opportunity to deliver a new business proposition. Don't do anything you will regret later on, and if you have a short temper, know when to walk away from confrontation and be the bigger person.

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Why Demand for GTM Talent Is Surging across APAC I Kaliba

AI Is Making Candidates Look Stronger on Paper. Here’s the Problem.

How to use tools like ChatGPT to strengthen your application - without creating a gap you can’t back up in the interview.

Can (and should) you use AI for job applications?

Is using AI in your job search a risk?

How to use AI in your job search (without undermining yourself)

1. Start with real experience (especially for technical roles)

2. Be specific about your contribution

3. Use AI to simplify, not oversell

4. Prepare for both technical and behavioural interviews

5. Practice explaining your experience clearly

6. Keep your voice and thinking

What do recruiters in tech think about AI-generated CVs?

And keep in mind...

FAQ: Using AI in Tech Job Searches ﻿

The Unmissable APAC Tech Events of 2026 (Volume 1)

FEBRUARY 2026

NDC Sydney

CISO Sydney

JuiceIT – Adelaide

Great International Developer Summit (GIDS)

NASSCOM Technology & Leadership Forum

MARCH 2026

JuiceIT – Brisbane

JuiceIT – Perth

Salesforce World Tour Sydney

DevOps Asia Summit

WOW Summit

APRIL 2026

Black Hat Asia

App Growth Summit Singapore

AWS Summit Tokyo

MAY 2026

AusCERT Cyber Security Conference

ATxSG – Asia Tech x Singapore

Gartner I&O, Cloud & Infrastructure Strategies

Leading The Product

Tech in Asia Saigon Summit

JUNE 2026

SuperAI 2026

Cloud Expo Korea

Why These Events Matter

By 2028, 1 in 4 candidate profiles could be fake!

By 2028, 1 in 4 candidate profiles could be fake.

�� Human judgement matters more now, not less.

Why Demand for GTM Talent Is Surging across APAC

GTM Has Moved From Support to Strategy

AI Is Redefining What “Good” Looks Like in GTM

APAC’s Complexity Makes Regional Knowledge a Superpower

From Hyper-Growth to Revenue Resilience

What This Means for Employers

What This Means for GTM Talent

FAQ: GTM Hiring Across APAC

In short, GTM hiring isn’t slowing down - it’s evolving.

When “Always On” Becomes “Never Off”

The reality across Australia and APAC

What’s driving the pressure?

What can help?

Why this matters for tech hiring

FAQ from the Tech Sector

UK to AU: How Megan Thompson is Connecting Software Development Talent across APAC

Why Kaliba?

Beyond the Desk

We're still hiring for our team...

The #1 Thing Job Descriptions Never Tell You

Why people leave (the real drivers)

In tech, vacancies often signal strategic change

The market context

Advice for jobseekers: look beyond the job description

Advice for employers: get clear on the narrative

The bottom line?

Tech Sales Pros: 10 Ways to Win the New Financial Year (Australia)

Reflect, Then Reset

Set Goals That Go Beyond Quota

Audit and Upgrade Your Sales Tech Stack

Make Social Selling a Daily Habit

Deepen Strategic Account Engagement

Keep Learning (and Unlearning)

Review Hiring Strategy and Team Capability

Tighten the Sales Process

FAQ: Using AI in Tech Job Searches