Placing the tech in MedTech. Our transferable technology recruitment experience has proved valuable to companies working across Medtech, Biotech and Healthtech with a desire to harness the contacts and knowledge of an engineering-led hiring Consultancy able to tap into connections, candidate assessment and deliver time saving expertise.
Businesses working in the Cleantech, Cyber Security and AI and Data Analytics sectors have traditionally made similar decisions to partner with RWA for their technology recruitment.
For Data Scientists, Back End Developers, DevOps, Deep Learning Researchers, PhD level Research Engineers…these are IT specialists we recruit 7 days a week! It is all we do!
Our aim is for a job offer for every 2 candidates shortlisted.
Taking care of tech recruitment within MedTech and Biotech.
A strong growth in market interest in medical technology (MedTech), biotechnology (Biotech), healthcare technology (Healthtech) and Digital Health companies - driven by an ageing population, a global pandemic and increased healthcare spending - has seen the UK companies in London, Oxford and Cambridge, leading the way in the development of:
medical devices
diagnostics and monitoring software
digital health tech
pharmaceutical manufacturing technologies
healthtech startups
medtech startups
This trend has seen MedTech and Biotech companies latch on to RWA’s 30+ year track record in software engineering / IT recruitment, twinned with our sector expertise in AI; Data analytics and with startups and scaleups.
We partner with award winning technology-led companies to recruit for jobs based in London, Oxford, Cambridge, the high-tech M3, M4 corridor, as well as part and fully working from home across different countries and time zones.
RWA did a fantastic job helping us to fill our vacancy. They are the very antithesis of the bulk CV merchants and instead provided a properly curated set of candidates who actually fitted our requirements.
Thank you for representing me on this application. You were a big help and your politeness and courtesy has been exceptional from the start.
Peramon is a unique company made up of unique individuals working in an open culture and only RWA really seemed to understand and care about what we were trying to achieve and find the people we needed.
The recruitment process is focused on speed, using metrics such as ‘time to hire’, timed technical tests and job descriptions littered with phrases including fast-paced, fast-moving, urgent requirement and deadline for applications.
As the push to diversify the IT sector picks up speed, so too has awareness of unconscious bias. Can technology-enabled ‘blind’ recruitment do a better job of identifying talent? In these more enlightened times, companies have strategies to beat a kneejerk reaction to an unfamiliar name, the “wrong” gender, or the suspect “gut feeling”.
Freedom of Movement ended on 31 December 2020. EU, EEA (Iceland, Norway and Liechtenstein) and Swiss citizens living in the UK before this date need to apply to the EU Settlement Scheme to retain the right to live and work here.
The deadline for applying is 30th June 2021. Only those who have been granted indefinite leave to remain or have Irish Citizenship are exempt.
Applicants will either be given Pre-Settled or Settled status depending on how long they’ve been living in the UK.
RWA did a fantastic job helping us to fill our vacancy. They are the very antithesis of the bulk CV merchants and instead provided a properly curated set of candidates who actually fitted our requirements. We look forward to using RWA again in the future.
Richard Wheeler Associates is celebrating 33 years in business! By my maths that’s nudging a third of a century. RWA’s success has always come from identifying standout people for standout tech clients - through extreme quality and forging long term partnerships.
Top flight, ambitious, individuals and businesses within Cyber Security, MedTech, CleanTech & Renewables, AI & Data Analytics, IoT, technology startups. Along the way we’ve helped build tech businesses from the ground up and are still doing so today.
It’s clear that with freedom of movement ending in a handful of weeks, tech firms in the UK fear an immediate shortage of talent and lack of access to talent pools and technical expertise as a result. For many years the sector has benefited from accessing talent by tapping into the flexible EEA labour market and importing talent from further afield when needed.
Hiring people from the EU will not be as easy as before Brexit. There will be additional financial and administrative costs from 1st January 2021 when freedom of movement ends.
Businesses will need to sponsor EU nationals to work in the UK by applying for a sponsor licence under the government’s points-based system.
Companies are being urged to check now that they are prepared for the new immigration rules using the government’s transition tool.
Netflix CEO, Reed Hastings, has described his hiring rules as following the ‘rock-star principle’: paying a significantly higher salary to hire one rock-star software engineer, than hiring 10 less outstanding engineers.
Hastings says: “In the first few years of Netflix, we were growing fast and needed to hire more software engineers. With my new understanding that high talent density would be the engine of our success, we focused on finding the top performers in the market.