The Recruiter's View with Cathy Wojnicki

My journey in recruitment actually started with a (misguided) passion for matchmaking. While I didn’t exactly have a talent for setting my friends up on romantic dates (sorry again for those awkward lunches guys!), I did have a real knack for matching people with the right job opportunities. After successfully helping a good few of my friends land new roles I figured why not get paid for this?

Since then, I’ve worked across both agency and in-house roles, recruiting mostly for technical positions while partnering with leadership teams to refine hiring strategies and build high-performing, people-centric cultures. One of the things I love most about my role is finding the perfect synergy between an organisation’s goals and the people who drive them forward.

Over the years, I’ve had the incredible opportunity to blend recruitment, human resources, and sustainability (three things I care deeply about) into my work.

In my current role as Recruitment Manager & Sustainability Coordinator at Vantage, I wear multiple hats (which keeps things exciting!). I’ve led initiatives to enhance employee engagement, restructured benefits programs, and developed KPIs to measure success. I also recruit and source contract talent for both public and private sector clients, ensuring they find the right people to support their evolving business needs.

Additionally, I’ve established a Sustainability Committee because I believe sustainability has a crucial place in the workplace. Businesses have a responsibility not just to their bottom line, but to their people, communities, and the planet.

I specialise in recruiting for the tech industry here at Vantage.

One big trend I’m seeing as we head into 2025? Scheduling interviews is taking longer, and hiring decisions aren’t being made overnight. Companies are being extra careful, which means contractors need to be patient. But hiring managers should be cautious, too! The best tech talent doesn’t stay available for long, and slow feedback is one of the biggest deal killers in recruitment.

Another big shift is how companies are managing headcount. After the big layoffs we saw in the past couple of years, a lot of businesses are hesitant to bring on too many permanent hires fearing another round of redundancies. Instead they’re leaning into contractors to fill those gaps so demand for contract roles should stay strong.

However, don’t expect those daily rates to skyrocket like they did back in 2022. From what I’m seeing rates will likely hold steady rather than climb.

The remote dream is fading. If you’re holding out for a fully remote contract it might be time to rethink expectations. More and more of our clients expect contractors to be in the office at least two days a week, just like their permanent staff. With big tech companies in the US setting stricter return-to-office policies we’re seeing the ripple effect here in Ireland too. Fully remote gigs are becoming rare.

6-month contracts are the new norm. Companies are hesitant to commit long-term, so 6-month contracts are becoming more common. The good news? These often get extended, but they also offer contractors more flexibility. If the job or environment isn’t the right fit leaving after six months doesn’t carry the same stigma as cutting a long-term contract short.

When it comes to being a good contractor, especially for first-time candidates, there are a few key qualities that really stand out. First and foremost, being a quick learner is huge. Unlike full-time staff contractors are usually brought in to hit the ground running. The onboarding process is typically faster, and companies are really looking for someone who can quickly adapt and make an immediate impact.

Because contractors work on a daily rate there's a bit more urgency to start delivering value right away. So being quick on your feet is essential, whether it's diving into a new project, learning new systems, or solving problems, you need to be confident in your ability to get up to speed quickly.

Communication is huge. Since you're not there for the long haul communication becomes even more important. Keep stakeholders updated, ask questions when you need clarification, and make sure you're aligned on expectations.

And of course, don’t forget about the expertise you bring to the table! Companies bring you in for your specialised knowledge so own that confidence. You're there because you have the skills to contribute. That mindset will help you navigate the fast-paced environment while staying on top of the work that matters.

When reviewing CVs the most important thing we look for is technical ability. Contractors are often brought in for their specialised skills to solve specific problems, and with the short-term nature of the role culture fit takes a bit of a backseat. Companies want to know that you’re capable of doing the job from day one, so your CV should really focus on showcasing your expertise.

Make sure to highlight the projects you’ve worked on, the technologies you’ve used, and the problems you’ve solved. Don’t just list the tech, share how you used it and the impact you made. What was the challenge? How did you tackle it? What was the result? Showing that you’ve made a tangible difference is key!

Also, be sure to keep your CV clear and concise. Contractors need to demonstrate their value quickly so you want the reader to immediately understand your experience.

And here’s a pro tip: tailor your CV to the role you’re applying for. If the job requires a certain set of skills or technologies, make sure those are front and centre. Customising your CV for each role increases your chances of standing out!

When it comes to contractor’s technical skills are absolutely the top priority. Clients are looking for someone who can quickly bring their expertise to the table and solve the problems they’ve brought you in to address.

However, that doesn’t mean soft skills are not important! While the main focus is on your technical ability, no one wants to work with a grumpy grinch, right?

Being able to communicate well is essential whether it's with your team, stakeholders, or managers. Clients want someone who can explain complex ideas in a simple, clear way, and who can give updates or ask for help when needed.

Collaboration and the ability to adapt are also crucial. As a contractor you’re often stepping into a new team, a new work culture, and clients want to know that you can blend in seamlessly. Whether it’s working alongside full-time employees, other contractors, or different departments, the ability to collaborate and adjust to different working styles makes you a much more attractive candidate.

So while technical skills are the main factor in the decision-making process, clients will absolutely consider your soft skills as well. A contractor who can bring both technical expertise and a positive, communicative attitude to the table is a winning combo.

During the shortlisting phase contractors really need to make a strong first impression to stand out. While a polished CV is key there are a few extra things contractors can do to make their application even more attractive to clients.

First off tailoring your application is a must. Don’t just send out the same CV to every client. Customise them to align with the specific project or role you’re applying for. Highlight the skills and experience that directly match the job description, especially the technologies or tools the client is using.

Showcase your work in a way that goes beyond your CV. This can be done by providing links to your GitHub or personal portfolio (if relevant) or even sharing examples of previous projects you’ve worked on. Clients love seeing tangible proof of your work, whether it’s code samples, case studies, or success stories from past roles. Showing your impact with clear examples of how you’ve solved problems is a huge plus!

Lastly, recommendations or testimonials from past clients or colleagues can be a big selling point. If you have a few glowing reviews or references that can vouch for your technical abilities and work ethic don't hesitate to include them or offer them up. It adds credibility and shows that others have trusted you with their projects.

Clients will be looking for a mix of confidence, clarity, and technical know-how.

The key thing is demonstrating your value early on. Clients typically bring contractors on board because they need someone who can hit the ground running, so you should come into the interview ready to demonstrate your technical expertise and problem-solving abilities right from the start.

Tailor your answers to highlight how your experience aligns with the client’s specific needs. If they’re working on a particular project or using specific technologies, make sure you talk about your experience with those tools and your approach to similar challenges. Show them that you’re not just a fit for the job but that you’re the perfect fit for their project. Clients love to hear about tangible results whether it’s improving efficiency, saving costs, or solving a tough technical issue.

Don’t ramble! Be clear and concise. Contractors often don’t have the luxury of long ramp-up periods so the ability to articulate how quickly you can get up to speed and contribute is essential. Keep your answers to the point and focus on your past experiences where you’ve had to jump into a project quickly or solve a complex problem under pressure.

Also remember that contractors often have to work well with a variety of people, so don’t just focus on technical questions. Highlight your soft skills too! Be ready to talk about how you communicate, collaborate with teams, and adapt to different working styles. Clients want to know that you’re not just a technical wiz, but someone who can integrate well into their team and work alongside both full-time staff and other contractors.

Finally remember to ask questions. It’s a chance to show you’re engaged and thinking about how you can contribute. Asking about the project, the tech stack, or the team dynamic shows that you’re genuinely interested and ready to hit the ground running.

Once a contractor has started their role the focus shifts to delivering value quickly and building strong relationships with the team. To position yourself well for a contract extension it’s all about showing you’re an asset in every way possible.

Get along with the team! Even though you're there for a short time your ability to integrate with the team can make all the difference. Clients value contractors who are easy to work with, collaborative, and adaptable. If you’re approachable, communicate well, and get along with everyone, it will make you a much more attractive extension candidate.

Next make sure you’re delivering value early. Clients want to see results and the quicker you can contribute the better. Show that you’re solving problems and providing solutions that matter.

Understand the problem at hand, clients love contractors who don’t just come in and do the job but actually take the time to understand the bigger picture. Show that you’re invested in solving the underlying problem not just completing a task. When you show a deep understanding of the challenge and take initiative to create effective solutions you prove that you’re not just a temporary fix but a long-term asset.

Remember! Even if you don’t get an extension this time around you can still set yourself up for future opportunities. Contractors who leave a lasting impression are often remembered for upcoming roles or projects and your work could lead to being considered for a future contract with the same company. Plus the relationships you build with colleagues can result in recommendations down the line, whether it's for a new team or even a different company they move to in the future.

Shorter contracts are likely to become more common with clients needing flexibility and specialised skills for shorter and high-impact projects. Contractors will need to be even more adaptable, able to jump in quickly, and get results fast.

Clients will also become more selective in their hiring looking for highly specialised skills and proven experience. This means contractors will need to stay sharp by constantly keeping up with new technologies and expanding their knowledge.

Keeping an eye on the shifting demands of the market and the specific skill sets companies are looking for is key. If you notice trends in the types of technologies or methodologies companies are prioritising, adapt your learning and skills accordingly. Being proactive and adaptable will help you stay competitive.