Austin Fraser 2018 Berlin Tech Salary Benchmark

Austin Fraser 2018 Berlin Tech Salary Benchmark
Austin Fraser, Tech recruitment leader, release its salary benchmark for Tech sector jobs in Berlin, Germany.
Do you know how much you could be making?
We recognise that salary is an important factor when choosing a new role or considering how much your talent, skill and knowledge is worth. While the market is still quite guarded about openly sharing salary information, we’re pleased to release our benchmark salaries available on the market for Junior through to Lead positions, within DevOps, Frontend, PHP and Java/Node.
Use our Berlin salary information to benchmark yourself against your peers, help compare the job market, or even use as a tool to inform pay negotiations and discover your worth.

Technology is evolving quickly and there is a big demand for skilled Tech talent to help deliver the new digital landscape. Businesses need to act fast to stay competitive and companies need the right candidates to keep growing. Technology recruitment is our specialism. We understand the market inside out and can help support your job seeking journey from start to finish.

Next stop, Dallas: consolidating Austin Fraser’s US presence

Next stop, Dallas: consolidating Austin Fraser’s US presence
We’re delighted to announce our next new office opening in Dallas, Texas, scheduled for October 2018. This move will anchor Austin Fraser deeper in the US market, hot on the heels of our award-winning Austin, Texas office and Denver, at the start of the year.
We’d also like to congratulate Dallas team lead, Alina Brovko, who will relocate from Munich to build the new Dallas team and roll-out our growth plans.  Alina is a brilliant example of the career pathways available at Austin Fraser and our strong ethos of fostering talent from within.
How we evolve on the ground
As the fourth biggest technology market in the US, outside New York, LA and Chicago, and a concentration of established Austin Fraser clients located in the city, Dallas was the obvious choice for our third US office. With its flourishing start-up ecosystem of incubators, tech meet-ups and a strong Fortune 500 presence, it holds real potential for Austin Fraser. With our Austin team just three hours away too, it will allow for deeper collaboration, ensuring our networks and talent pools are harnessed for client success.
As with previous locations, it’s important to us that we are embedded in the local community. Our approach is about adapting and integrating, while staying true to our Austin Fraser DNA. We invest heavily in communities, creating longer-term relationships while developing an exceptional pool as well as new career opportunities internally.
International growth
This past 18 months has seen Austin Fraser double our global locations, with offices in Berlin, Denver and Dallas.  We scale our international teams with home-grown talent, while building a strong local talent pipeline.
As Alina explains “We’re seeing a lot of our clients with hubs across the US so for this market, it makes sense for us to support as many of those as we can, as we extend Austin Fraser’s presence.  Our business is about how we can help our clients grow. Being on hand, to build real connections and relationships really means that we can specialise as well as play an active part in the tech community here.”
Further expansion plans in the UK, Europe and the US are in place and we’ll look forward to sharing these later this year.

Austin Fraser Rank 14th in Sunday Times & HSBC International Fast Track List

We’re very excited to announce we have been ranked at No 14 on the annual Sunday Times HSBC International Track 200 list of fast growing international companies. Our international expansion started in 2012 with our Munich office, in Germany, which has now grown to more than 30 people. Since then we have opened further offices in Austin, Texas, USA (now more than 20 people) and Berlin, Germany. Just last week we also announced that we are continuing our global expansion in Denver, Colorado.
As part of our international growth strategy, we identify markets that are aligned with our core UK markets. We have carefully considered our new locations to find markets where we can make the maximum impact and grow a sustainable business. We’ve been able to bring our knowledge of our Technology, Digital and Life Sciences markets to help our clients’ businesses grow by finding the right talent and building some incredible networks.
Our CEO, Pete Hart has shared his thoughts, “I am so proud of all our people and what they have achieved in Germany and the USA. There have been plenty of challenges, but the work ethic and continual desire to improve and adapt, have resulted in this placement in The Sunday Times HSBC International Track 200. We have had a number of key staff relocate from our UK office over the past 5 years, who have been integral in founding, maintaining and evolving the spark that made us special when we launched in the UK.
“We have built amazing teams with a focus on delivering exceptional client and candidate service. Our approach is to provide the best possible environment, tools and development for our people to do their job to the best of their ability. We invest heavily in the success of our people  and rely on them for the success of our business. We believe it’s right that we create an environment where colleagues respect one another, support one another and have a great time.
“Our plans for growth don’t stop here. We’re looking at where we might grow next and we’re still recruiting in all our offices – Reading, Munich, Berlin, Austin and Denver. It’s exciting times to be a part of Austin Fraser”
To find our more about us and the current vacancies we have open, take a look here:


Delivering new opportunities for tech talent in Denver, Colorado

Delivering new opportunities for tech talent in Denver, Colorado
We are delighted to announce that mid-2017 we’ll be launching a new office in Denver, Colorado, USA. From this new base, Austin Fraser will be able to deliver highly skilled staffing services to the thriving digital and technology scene of Colorado. We’ll be establishing a team of consultants with expertise in specialist staffing within the tech and digital space. It’s our in-depth approach to understanding the markets, businesses and people we work with and how we develop deep long-lasting relationships that mean we’re able to work with employers and candidates to deliver exactly the right talent just when it’s needed.
Commenting, our USA Business manager, James Lafferty, tells us: “We’re genuinely excited by the opportunity that expanding the business to Denver presents. It’s a fantastic city that is rapidly becoming one of the key digital hubs in the US. With businesses like ComCast, Lockheed Martin, DISH Network, IBM and UPS all significant employers in the area and a fast growing number of start-ups, the possibilities for business and personal growth are fantastic.
“Denver is widely recognised as one of the top cities in America to work and live in right now. 300 days of sunshine and a great living standard make it a destination city where the expected influx over the next five years is a further 200,000+ people. Establishing a new base in Denver builds on the success we’ve had in Austin, Texas, where we’ve established a strong presence within the local community and been recognised by the Austin Business Journal as one of the best places to work, one of the Coolest Companies in Austin and on the 50 on Fire list – all within 24 months of starting up.”
Our CEO, Peter Hart explains more: “Austin Fraser is a brand with a strong heritage – we’ve been providing staffing solutions for ten years, and our staff are dedicated, hard-working trusted advisors to some of the world’s leading tech companies. We’re looking forward to becoming a key partner to the businesses in Denver and playing our part in shaping the digital economy of the area. We see this move to Denver as an important step in the growth of our business.”  

Our co-founder shares what it means to him to place 3rd in the Best Companies listing!

Find out why we placed 3rd in the Best Small Companies Listing and what it means to us.
Every year, the Sunday Times collaborates with Best Companies to publish the Top 100 Best Companies to Work For. These listings cover a range of sectors from small to big companies and Not-For-Profit organisations. We enter the listing for small companies, along with over 400 other firms employing 50-250 people, in total collating the views of over 31,000 employees…now that’s a lot of people! Feedback from employees is based on ranking eight key factors of a company: My Manager, My Company, Leadership, Personal Growth, My Team, Wellbeing, Fair Deal and Giving Something Back.
For the fifth year running we’ve placed in the Top 25. But this has been our highest placement to date, this year we made it into the Top 5 and placed 3rd! Clearly, we’re proud of this achievement, but what we really wanted to do is give you an insight into what it really means to us to receive our highest placement to date and how this will impact our business throughout the next year.
So, who’s best placed to give you this insight? Here’s Derek Simpson, our CDO and co-founder…
We’ve placed in the Top 100 five years in a row and this is our highest placement so far! What does that mean to you?
I love it! We use our employees’ happiness and engagement as a key measure of how successful our business is, so knowing some of the improvements we’ve made over the last year have made a real difference is the best feedback we could ask for!
Getting our highest place is great, but that’s really just a bonus. We’re more pleased that we have achieved our highest score so far. This is a great indicator that we have made our company a better place to work over the 5 years we have taken part in the awards. We also know that if we’re scoring well, that means our people are happy, and so they’ll be delivering a great service to the people we work for – clients and candidates.
How does it impact AF as a business?
It impacts us massively as a business, we can only continue to grow if the people we employ are happy and proud of where they work. The real benefit to us is the wealth of unedited feedback we get from our people about how they really think we’re doing business. It’s also worth noting we make an effort to get the feedback from our offices in Germany and USA even though it doesn’t contribute to our score.
First off we really encourage our teams to be as honest as they like so we can get a true reflection of how they feel. Our People and Culture team then take the time to analyse the information and identify opportunities for us to make improvements. There’s no point in getting the feedback if you don’t intend to do something positive with it. Although our score this time was our best ever, I’m sure there will be things we can look to improve again throughout this year.
It gives us an invaluable opportunity to work out where in our business we can improve, I mean why wouldn’t you want to improve your company?
What do we have planned this year then?
We want to make sure we’re always creating opportunities for people to achieve their potential, we make sure this support for our people relates not only to their time spent working with us but also in their lives generally, providing support to them and their families if and when they need it.
This is going to be a year of global growth and we’re looking for ways to achieve this as smoothly as possible so all of our teams can do what they do best and enjoy working for us.
We will continue to ask people for their feedback throughout the year. This will allow us to make sure our people strategy not only meets but exceeds the expectations of our teams globally.

Glug Profiles: Jonny Burch, Deliveroo Design

Glug Profiles: Jonny Burch, Consumer Product Lead at Deliveroo Design 

As the recruitment partner of Glug
, we’ve collaborated with them to bring you the second instalment in a series of Glug Profiles. Here’s an opportunity for you to get an insight into Glug’s speakers. We speak to Jonny Burch, Consumer Product Lead at Deliveroo Design about how user research influences design decisions, the process of launching a rebrand globally and qualities the Deliveroo look for in people when hiring!
Hey Jonny, so you’re the Consumer Product Design Lead at Deliveroo, what exactly does this mean?
This is a bit of a weird title but in a nutshell, it basically means I look after the design of all the products for hungry people. These products are digital and consist of an iOS app, an android app and our website, served to 12 countries globally from Ireland to Australia! There’s a whole load of other stuff behind the scenes as well which help make sure those hungry people have the best possible experience when ordering from us.
Deliveroo has rapidly established a huge global presence, how has this affected your team?
If you solve such a clear need that people have then ultimately they’re going to share it with their friends. The product is naturally viral because food is social. When we first started there actually wasn’t a designer for the first year, it gradually built up from our Head of Design, Simon he was the first. Then there were two designers for a year, then a third and a fourth and now we’re up to 12 but aiming to become 30 by the end of the year.
The design team is split in two, half of our designers are on the marketing side and the other half are on the product side, that’s the half that I’m in. We care more for the digital products, for example when you first sign up as a rider we have to build the product that helps you get on board.
Obviously when you have more engineers and more developers and people that can build you then need people that can design and ultimately, more people that can research. The researchers are a newer team but play a crucial part in informing all the teams where people’s pain points are so we can all work together and know what is important to build.

Do you have any top tips for people considering a career in product design?
As a product designer your brief is very open and quite often it’s a problem that someone is having or a need that users have. It’s important to be able to visually design something well but ultimately if you’re not solving the problem then you’re going to waste a lot of time. So, you need to be very focused on the needs of the people you’re solving it for. You need to want to look at data, you need to want to find insight from researchers and analysts and validate that your problem is actually a problem before you invest time designing a solution to it.
What do you look for in people when recruiting for your team?
The main qualities we look for in people are curiosity, intellectual humility, great communication skills and being an awesome collaborator. Being self-critical and wanting to explore whether or not you’re actually solving problems rather than just designing pretty stuff. Obviously, technical skills relevant to their role are crucial and having the ability to design at the right level for each problem.
It’s really just knowing what level to work at. If you have got something that is real high-level problem, you wouldn’t go straight in and start designing pixels, but, if you had to show someone something simple like what a button looked like you’d be able to go off and do that. As you get more senior there are leadership qualities that come into play, you need to be good at critiquing other people’s work and ensuring the quality stays high. You need to be good at helping other people get better.
How do you establish customer profiles when your audience base is basically everyone?!
So we don’t actually use personas, they’re tricky, they become outdated and it’s easy to take them as the truth when in fact they’re a lot more complex than that. We don’t have them stuck to the wall, we don’t want people to get attached to them. In fact, the experience we create is based more on the usage of Deliveroo.
Instead, we consider what time of day it is or whether you’re with friends or whether you’ve eaten well for the rest of the week, people’s habits cut through demographic data. If you’re ordering on Monday lunchtime you’re more likely to order a salad than if you’re ordering on a Friday night. In that sense, we can tailor suggestions that are based on time of day or previous orders our customers have made.

That’s a nice concept! Do you find it easier to design without personas?
Well, if you have a persona, it’s easier to design having that persona in mind. However, that persona may not be accurate, which in the long run makes it actually harder to pin down what the right answers are. We do a lot of usability testing, as well as multivariate testing and AB tests so we’ll always know some baseline metrics on how well something is going, we can rely on that to steer us in the right direction.
What has been one of your biggest challenges so far working for Deliveroo?
Well in four years, we’ve built a lot of products, our product surface area is absolutely huge and we’re still quite a small team! There have been quite a lot of inconsistencies, visual inconsistencies and patterns that don’t match or even wording. Everything has been built so quickly to try to keep up and put out fires, so now we’re working very hard to pay off some of that debt and build and design systems to help us know what the answer is. We’re still only a very small team so we need lots of people to help us get to a point where we’ve created a truly consistent experience. That’s a challenge, a small team trying to build things very quickly!
What has been one of your favourite moments working for Deliveroo?
Last year we completely rebranded, everyone on the design team worked together towards one date, it was intense! When you have to give all your riders new kit on one day and release new versions of all your products, not only in the UK but across 12 countries and 130 cities, it gets pretty complicated but, we managed to do it! We shipped new versions of our products without damaging our core metrics, people still knew how to use them even though we changed everything at once without the ability to test it. That was an exciting few weeks!
We sponsor Glug because it’s a great environment for people to connect with one another and learn from others. Make sure you come and see us at an event if you’re after your next venture! We have plenty of digital and creative recruitment industry knowledge and experience to share.
Interview by: April Edgar

Wir eröffnen eine attraktive neue Niederlassung in Berlin!

Wir eröffnen eine attraktive neue Niederlassung in Berlin!
Wir freuen uns sehr über die Chance, hier und jetzt ein Update über einen weiteren Meilenstein unserer erfolgreichen Firmengeschichte zu geben: Am 6. März 2017 starten wir mit unserer zweiten Niederlassung in Deutschland durch, und zwar mitten im Herzen Berlins – im Sony Center am Potsdamer Platz! Mit diesem neuen Stützpunkt erweitern wir unsere Vermittlungskapazität, um die florierende Digital- und Technologieszene noch besser bedienen zu können.

Managing Director Jacob McCulloch erklärt: „Wir freuen uns wirklich sehr, unser Unternehmen in Berlin zu expandieren. Diese Entscheidung stellt einen wichtigen Schritt unserer Gesamtstrategie dar und soll uns dabei helfen, unsere Services für den deutschen Technologiemarkt zu bestärken. Wie wir seit unserer Eröffnung in München gesehen haben, wird der Kampf um talentierte Mitarbeiter immer wettbewerbsintensiver. Für Unternehmen ist es dadurch relativ schwierig, sich die passenden Kompetenzen zu sichern, die sie für die Umsetzung ihrer Projekte benötigen. Da sehr viele Unternehmen neue Mitarbeiter anwerben, ist es aber auch für die Kandidaten nicht einfach, den jeweils richtigen Arbeitgeber für ihre individuellen Bedürfnisse zu finden. Das Sony Center ist eine fantastische Location, wo wir sicherstellen können, dass wir am Puls der Zeit agieren, persönlich mit unserem Netzwerk in Kontakt treten und genau verstehen, was gerade gefordert wird. Intern stehen unserem Team dort alle Einrichtungen zur Verfügung, die wir brauchen – eine großartige Location und ein Umfeld, das es unserem Team ermöglichen wird, den bestmöglichen Service anzubieten.“

Unsere Erfolgsgeschichte in Deutschland begann 2012 in München. Wir sind schnell gewachsen und beschäftigen hier nun insgesamt 30 Mitarbeiter, die Süddeutschland mit erstklassigen Personalberatungsdiensten im Bereich Technologie versorgen. Durch die neue Niederlassung in Berlin können wir sowohl festangestellte als auch freiberufliche Mitarbeiter im Norden Deutschlands vermitteln. Das Team in Berlin wird zunächst aus drei Mitarbeitern unserer Niederlassung in München bestehen, doch wir sind bereits dabei, weitere Teammitglieder einzustellen – sowohl erfahrene als auch aufstrebende Personalberater aus dem lokalen Markt.

„Jetzt ist genau die richtige Zeit, um bei Austin Fraser anzufangen“, so unser CEO Pete Hart. „Wir sind rasch gewachsen und ich bin wirklich stolz auf die Leistung des Teams hier in München. Jetzt expandieren wir und suchen daher die besten Talente in Berlin, damit Austin Fraser seine Präsenz in Deutschland weiter ausbauen kann.“


Jacob McCulloch

Next stop for Austin Fraser? Berlin!

Jacob McCulloch, Sales Director, leads our second German expansion to Berlin!
We’re proud to announce in 2017 we’ll be launching a new office in Berlin. We want to continue to create new opportunities for our teams as well as providing a thorough offering for our clients in the North of Germany.
This expansion will be led by our Director, Jacob McCulloch, who says, “As one of the top tech cities in the world, Berlin is a rapidly growing market. We’re excited to be able to help more clients be part of this huge tech expansion and ensure they have the best talent to propel them forward. Austin Fraser has come a long way since we opened our German office just over three years ago, growing from a team of two to a truly national player.”
We have perfected the balance of great salespeople with a fantastic support team, we will recreate this again in Berlin.

We’ve spent four years building our presence and markets throughout the Bavarian region in Germany with a centralised base in Munich, venturing up to Berlin for several business opportunities, we are keen to build and maintain more of a presence there. We’ve created an incredible infrastructure of people who are continually pushing themselves and their colleagues around them. The environment we’ve created encourages everyone to strive to achieve. We have perfected the balance of great salespeople with a fantastic support team, this is a balance we will emulate again in Berlin.
Our people are vital to our success, one of our primary focuses in our 2020 vision is to continue to shape our business around them and enable them to travel, progress and diversify their careers. What this means is investing in our people and creating opportunities for them to develop both their skills and themselves in progressive roles and have the option to work internationally.
„We want our team to have a sense of limitless possibility.“ Pete Hart, CEO
“We get under the skin of new geographies by investing in the local market, from the grassroots up, bringing in the best people on the ground, while also enabling our UK teams to make a real difference and fulfil professional ambitions. Creating exciting career opportunities for our people is as important as the commercial outcomes. We want our team to have that sense of limitless possibility. Our new Berlin venture is a major part of this story and we’re thrilled to be taking our offer to this rapidly growing market as well as giving our people the chance to work and live in this incredible city.” – Pete Hart, CEO.

Agile SAP

Can the Agile methodology actually work in SAP?

Can the Agile methodology actually work in SAP?
It’s an age-old debate in the technology space, Agile vs Waterfall. We’ve all heard the arguments as to why each approach does or doesn’t work, particularly when it comes to the SAP sector, but is it time to embrace a more Agile approach in a bid to improve project success.
As someone who has been recruiting SAP and Agile professionals across the UK for more than 15 years and can see the value of both methodologies, I’ve noticed it’s a subject that continues to come up in my discussions across the SAP market.
I look around at my clients and very rarely does a project get delivered, on time, let alone on budget. In fact, did you know latest statistics show that projects above £10 million are successful only 10 per cent of the time, 52 per cent are challenged and 38 per cent fail!
Is Waterfall failing us? Are we ready to start accepting inevitable change or are we trying to ignore it?

SAP has traditionally run projects on Waterfall methodologies as we know, generally hybrid versions of Prince2 and there are strong historical reasons for this. During the time of R/3 in the early 90s, Waterfall-based software engineering frameworks were mostly taught to software professionals and subsequently adopted as ‘best practice’. This soon became the dominant way to implement configuration-driven package software.
This position was further entrenched by the release of SAP’s standardised approach ASAP (Accelerated SAP) in the late ’90s, which was adopted as the standard reference framework for SAP.

This started to change slowly after Agile became popularised in 2001 with the manifesto for Agile Software Development , created by frustrated software professionals.

Agile methods, until recently, were seen to be more applicable to bespoke software product development than ERP implementations.Enterprise resource planning (ERP) is business process management software that allows an organization to use a system of integrated applications to manage the business and automate many back office functions related to technology, services and human resources.

However, in the past 15 years or so, a small group of software development professionals found themselves in SAP projects and successfully implemented aspects of Agile techniques such as Xtreme Programming (XP) and Scrum in their SAP projects mostly ‘under the radar’ or hidden within a Waterfall framework, and it worked.

More positive openness towards Agile methods emerged when SAP AG itself started adopting Agile development around 2010, releasing Agile extensions to ASAP 8 as an integral part of SAP Solution Manager.

The feeling across a number of clients we have spoken to said that “There is definitely an element of concern that Agile adoption (at team and business levels) would be costly and take too much time,

“There is still a perception that Agile methods (jokingly referred to as ‘Agile Fragile’) is undisciplined, unplanned and inherently ungovernable because no one delivers any documentation and/or reports.

“This is far from the truth because in reality, Agile demands a lot of discipline, communication and collaboration from both the project management, business and the project team and in addition emphasises strong focus on quality and technical excellence.”

These statements led me to wonder, do we need to educate C-Suite stakeholders? Do companies and PMO managers need to start planning for a change into Agile?

Let’s look at the release of SAP HANA products. The ASAP Methodology in 2015 was transcended and replaced by the new SAP Activate methodology that now has Agile development at its core.

Is Agile SAP here to stay? And if so, as it seems to be, are many businesses putting their proverbial head in the sand?

Implementing and understanding Agile, just like anything else, is not a guilt-free salvation to your problems. Projects are by definition, disruptive, temporary and noisy. Organisations need to realise and acknowledge that whatever transition method they choose there will be disruption.
Agile transformation requires a serious mind-set change and strong focus and commitment. You need to adapt, adopt, use the right tool for the right job,
It seems to me, that as a sector, we need to look at the case job-by-job, rather than bringing forward the thinking ‘it’s the way we’ve done it before, and it’s the way we’ll do it again’.

Would you agree? I am open to hear your thoughts.

Shane Sale
is a specialist Principal consultant who also manages, the ‘Agile UK Networking group’, and the ‘SAP UK Networking Group’ Why not drop him a line at either 01189520156 or [email protected]

Wir stellen uns vor: Teresa Lopez

Name: Teresa Lopez
Stelle: Team Mentor Web
Was gefällt Dir als am Recruitment bzw. An Deiner Rolle als Team Mentor am meisten bei Austin Fraser?
Es gefällt mir, meinen eigenen Kunden- und Kandidatenstamm aufzubauen und außerdem der Kontakt zu den verschiedensten Menschen.
In meiner Rolle als Team Mentor ist es mein Ziel, mein Team zu unterstützen und zu helfen um zu wachsen.
Beschreibe in 3 Wörtern die Austin Fraser Kultur:
Großartiges Team, tolle Möglichkeiten, herausfordernde Aufgaben
Aktuelle Trends in Deinem Markt/ Bereich:
Neu in meinem Markt ist PHP7, Symfony3 und Magento2. Ich bin gespannt wie diese neuen Trends den Arbeitsmarkt beeinflussen werden.
Welche Tipps gibst Du Deinen Kandidaten für Vorstellungsgespräche?
Möglichst viele Informationen über das Unternehmen einholen und informiert sein, interessante Fragen vorbereiten, Du selbst sein.
Was waren Deine besten Momente bei Austin Fraser, bis jetzt:
Als ich 2013 die Rookie League gewonnen habe, unser Dubai-Trip 2016, jedes Mal wenn jemand aus meinem Team (oder ich!) einen Deal macht!
Eines der wichtigsten Erkenntnisse das Du in Deiner Berufslaufbahn gelernt hast:
Hinter jeder Situation/ Entscheidung steckt immer ein bestimmter Grund – deshalb frage immer nach den Gründen um ein besseres Verständnis zu bekommen und um dann auch eine Hilfestellung geben zu können.
Was bringt die Zukunft für Dich?
Neue Herausforderungen…
Was gibt Dir den Kick am Nachmittag:
Den brauche ich nicht – ich bin ein Abend/Nacht-Mensch. Aber am Morgen-Vormittag, da brauche ich einen Kick: nämlich Kaffee!
Dein Freizeit-Tipp in München:
Joggen an der Isar
Da möchte ich als nächstes Urlaub machen:
Asien erkunden – Allerdings ist mein nächster Urlaub: Mallorca.
Dein Lebensmotto:
Harte Arbeit bringt immer Erfolg
Finden Sie mich auf Xing und LinkedIn:án-pérez-07133651/en

web developer

Eine Zeit der Änderung: 4 Gründe warum Sie sich Gedanken über eine Karriere im Technologie Bereich machen sollten.

Es ist längst kein Geheimnis mehr, dass die Technologie Branche einen enormen Wachstum hat und dass auch die anderen Branchen ihr Geschäftsmodell überdenken sollten. Eine derartige Evolution geht über eine Aktualisierung von der IT Infrastruktur bishin zum Personal.
„Die Ergebnisse zeigen, dass Technologieprodukte künftig in immer mehr Bereichen genutzt werden“, so Andre Carls, Bereichsvorstand Mittelstandsbank bei der Commerzbank.
Auch Kinder können sich vorstellen, später mit Technologie zu arbeiten: Rund zwei Drittel (weltweit 61%, Deutschland 59%) der befragten Kinder sehen hier gute Perspektiven im Technologie Bereich, laut einer Studie der AVG.
Bei Austin Fraser vermitteln wir tagtäglich innerhalb der Technologie Branche und können aus erster Hand die Möglichkeiten für Absolventen bis hin zu Experten beurteilen. Wenn Sie noch nicht überzeugt sind, haben wir noch vier weitere gute Gründe warum eine Karriere im Technologie Bereich eine ernsthafte Überlegung wert ist.
Zahlreiche Entwicklungsmöglichkeiten.
Firmen entwickeln sich ständig weiter und investieren immer mehr Geld in qualifizierte Mitarbeiter mit unterschiedlichen IT-Kenntnissen. Daraus ergeben sich weit gefächerte Möglichkeiten. Von Daten Analysten bis hin zu Spieleentwicklern und Projektmanagern, ist die Technologie Branche ein abwechslungsreiches und spannendes Umfeld.
Die Technolgie ist in fast allen Branchen vertreten. Es geht von Biowissenschaften bis hin zum Mode- und Sportbereich. Jedes Unternehmen braucht IT-Spezialisten um sein Geschäft voranzubringen.

Flexible Arbeitszeiten.
Im Zeitalter des “Home-Office” bieten viele Arbeitgeber flexible Arbeitszeiten und Raum für Innovation an.
Technologie Konzerne wie Google leben es vor, indem sie z. B. Programme wie das 80/20 Prinzip anbieten. Es erlaubt den Mitarbeitern neben Ihrem normalen Arbeitsalltag in Ihren eigenen Projekten zu arbeiten. Die Idee dahinter ist, dass die Konzerne mit an der Spitze bleiben. Mit diesem Prinzip erhöhen sich die Fähigkeiten, Kenntnisse und Kreativität der Mitarbeiter.
Frauen erwünscht.
Der Frauenanteil bei Erstsemestern im Fach Informatik lag 2014 bei rund 23 Prozent – gleichzeitig machen Frauen in der Informationstechnologie und Telekommunikation nur etwa 14 Prozent der Beschäftigten aus. Fakt ist: Wegen des Fachkräftemangels sind die Job-Perspektiven in der IT so gut wie nie.
In 2014 lag der Frauenanteil bei Erstsemestern im Fach Informatik bei rund 23 Prozent, in der Arbeitswelt geläuft sich der Anteil der beschäftigten Frauen allerdings auf nur etwa 14 Prozent. Das zeigt uns, dass die Perspektiven in diesem Bereich so gut wie noch nie sind. Interessant ist auch, dass schon bei Kindern mit 72 Prozent (Deutschland 66%) deutlich mehr Jungen als Mädchen (weltweit 48%, Deutschland 50%) an der IT Interesse zeigen
Die persönliche Note.
Firmenzugehörigkeit war noch nie so wichtig wie jetzt. Manager legen mehr Wert auf Persönlichkeit und Soft Skills als auf praktische Fähigkeiten. Für 85% der Manager ist eine gute Arbeitsmoral oberste Prioriät bei den fest Angestellten. Die technischen Kenntnisse können dann immer noch verstärkt werden; es gibt immer etwas zu lernen. Je mehr Sie Ihre  Kommunikationsfähigkeit, sowie wie Ihr Organisationstalent beweisen, desto höher sind Ihre Chancen sich Ihre nächste Position im Technologie Bereich zu sichern.
Die Technologie Welt hat sich stark entwickelt. Von dem Klischee der IT´ler, die im Keller sitzen, sind wir weit entfernt. Für diejenigen, die eine Karriere in einer Industrie suchen, in der  Innovation, Kreativität und Erfindung explodieren, denen steht in der Technologie die Tür zu zahlreichen, teilweise ungeahnten, Möglichkeiten offen.

Wir stellen uns vor: Mariia Büchel

Wir stellen uns vor
Name: Mariia Büchel
Stelle: Recruitment Consultant Netzwerk Engineering

Was gefällt Dir als Recruitment Consultant am meisten bei Austin Fraser?
Es macht mir sehr viel Spaß und Freude, anderen Menschen zu helfen. Alle Kandidaten die ich bis jetzt vermittelt habe, sind sehr zufrieden und dankbar. Jeden Tag habe ich Kontakt mit so vielen verschiedenen Menschen und mir wird dabei nie langweilig!

Aktuelle Trends in Deinem Markt:
Die Welt ist sehr „cloud“ geworden und die Arbeitgeber haben immer wieder den Bedarf an VoIP- und Voice-Spezialisten. Des Weiteren expandieren viele neue Hersteller der Netzwerkskomponenten auf dem deutschen Markt und die IT-Firmen benötigen sehr oft Spezialisten, die sehr selten zu finden sind, da Sie auf spezielle und seltenen Bereiche fokussiert sind, wie z. B. Experten im Bereich F5 ATM (Network Security).

Vor dem Vorstellungsgespräch, welche Tips hast Du für Deine Kandidaten?
Ich würde sagen, dass es sehr wichtig ist, aktiv zuzuhören und sich kurz Zeit zu nehmen, um nachzudenken bevor man eine Frage beantwortet. Was einmal gesagt ist, ist gesagt und kann nicht zurückgenommen werden.
Außerdem ist es wichtig, freundlich und positiv zu sein. Kein Unternehmen möchte unglückliche und unfreundliche Menschen einstellen.
Beschreibe in 3 Wörtern die Austin Fraser Kultur:
Freiheit. Unterstützung. Spaß.
Dein bester Moment bei Austin Fraser, bis jetzt:
Meine “Speed-Meetings” am ersten Tag, da durfte ich alle meine neuen Kollegen kennenlernen. Dann wusste ich sofort, ich habe das große Los gezogen, mit so tollen Menschen zusammenzuarbeiten!
Eines der wichtigsten Erkenntnisse das Du in Deiner Berufslaufbahn gelernt hast:
Durch viel Fleiß bekommt man tolle Ergebnisse.
Was bringt die Zukunft für Dich?
Kontakt mit vielen, tollen Menschen. Ich möchte meine Kenntnisse und Erfahrungen gerne weiter geben, eventuell an mein eigenes Team. 
Welche Art von Job würdest Du machen wenn Du Dir keine Gedanken über das Wie und Was machen würdest?
Ich wäre Yogalehrerin.
Was gibt Dir den Kick am Nachmittag:
Viel Wasser – das gibt viel Energie. 
Dein Geheimtipp in München:
Die rund 300 Stufen des 91 Meter hohen Turms der Kirche “Alter Peter” hinaufzusteigen um danach den hervorragenden Blick auf die Türme der Frauenkirche und über die Dächer der Altstadt zu geniessen.
Dein nächstes Urlaubsziel:
Dein Lebensmotto:
Es gibt keine Schwierigkeiten, nur Möglichkeiten!
Finden Sie mich auf Xing und LinkedIn: