FOMO aka the fear of missing out is being quickly replaced in the workplace by FOBO, the fear of becoming obsolete. 

While it can easily be dismissed as yet another TikTok trend, research has shown FOBO is a growing concern among workers. 

The release of ChatGPT last November amplified developments being made in computers’ ability to mimic human language. This challenged the stereotype of what computers can do in the workplace. Before, robots were generally considered as potential stand-ins for humans in warehouses and on assembly lines. 

ChatGPT signalled a watershed moment as workers realised they were witnessing the advent of computers being expanded to online programs conducting sophisticated language-based work, including writing computer code.

This has undoubtedly led to concern about the future of the workplace. And it’s not just mid or senior-level workers who are feeling nervous about what’s to come. 

Younger workers, who in the past, bounded into the workplace armed with the latest qualifications and were, arguably, seen by older colleagues as a threat to their job security and skillset. 

Now, thanks to the explosion of generative AI and its ability to do the tasks often assigned to those at the start of their careers, younger workers are also worried about their relevance and entry path into desired careers.

Mind the gap

If you’re already feeling insecure in your current position or are worried about how your skills stack up against transformative technology, identify areas you need to focus on and those you can control. 

If you’re currently employed by a large organisation, avail of any learning and development courses at your disposal. If they’re not readily available, speak to HR or your manager about their willingness to facilitate upskilling, underlining how helpful it is to encourage employee retention. 

If these options are still not available, take matters into your own hands; there are a number of online resources including Coursera and Udemy that you can freely access e, in your own time, to further elevate your CV and future proof your career. 

Focus on soft skills

There’s one area where computers will never be able to compete and that’s around soft skills. If you really want to insulate yourself against an AI-fuelled future, develop your soft skills and start today. 

According to a recent Deloitte study, soft skill-intensive jobs will account for almost two-thirds of all jobs by 2030.

The World Economic Forum’s (WEF) Future of Jobs Report 2023 reports analytical thinking to be the most important workplace skill of the future, followed by creative thinking and resilience, flexibility and agility. 

Many of the soft skills you use in the workplace rely on relationships, those with your manager and your colleagues. 

Build positive relationships by engaging in a genuine conversation about their weekend plans, family, hobbies and interests. Connect with them over shared experiences. If you work in a department with multiple people, consider asking everyone if they want to go out for a group lunch on your in-office days. 

This will give you a chance to connect on a more personal level and understand their work motivations more clearly.

Work with your direct line manager on ways you can improve your communication skills. This could mean honing your presentation skills or volunteering to lead team meetings. Improve your writing skills and ask for feedback. 

If you discover, however, that you’ve tried all of the above and have come to a career cul de sac (it happens to the best of us), it could be time to start considering your options. Despite fears of a downturn, the jobs market is still robust with plenty of opportunities awaiting those who aren’t willing to let the grass grow. 

Here is just a small sample…  

Technical Director of Frontend Development, Accenture, Berlin

As Technical Director of Frontend Development, you will be involved in exciting and innovative projects for top-tier companies in the automotive sector. As a member of Accenture Song, you are in charge of managing a talented team of developers and guiding and empowering them to produce outstanding digital products. Sound like a good fit? See if your background matches the requirements and apply today.  

System Test Engineer (w/m/d), Endress+Hauser Wetzer GmbH+Co.KG, Nesselwang

As a System Test Engineer, you’ll be responsible for the design, construction, operation and maintenance of a test infrastructure for the development and implementation of automated system tests. You’ll also create test scripts to perform automated system tests and oversee specification and execution of manual and semi-manual system tests. A technically oriented university degree (e.g. computer science or electrical engineering) or a comparable qualification with corresponding professional experience is a must. View additional details here. 

Engineering Manager (m/f/d), Thermondo GmbH, Berlin-Kreuzberg

Thermondo is hiring an Engineering Manager who will be responsible for hiring, managing, and developing a group of talented software engineers currently working with technologies such as microservices, Python, Kotlin, and Cloud Platform. You will be both a technical leader and a people manager so coaching and training your team members and building an amazing engineering organisation at Thermondo is an essential part of this role. Get more information here. 

Find your next role today via the Silicon Canals Job Board

Before putting their money into a company, venture capitalists (VCs) do a detailed analysis called due diligence. It involves verifying finances, evaluating the team, analyzing the market, assessing the business model, and other factors that determine the potential of the deal.

Here’s what VCs usually want to find out before making an investment.

#1. Founders’ background

Early-stage startups don’t usually have outstanding metrics that can help investors assess their potential. For this reason, 47% of VCs say the company’s team is the most important factor when making a decision to invest in it.

Due diligence at this stage starts with VCs checking the founders’ backgrounds. They make reference calls and talk to as many people as possible, including founders’ former colleagues, customers, and investors.

Here’s what we need to know:

Personal traits of the founders. Are these people diligent, resilient, curious, and optimistic?

Founders’ professional background. How well does the founders’ previous experience match the chosen market?

Results founders achieved previously. What have they accomplished throughout their careers? Did they excel in sales, recruit a strong team, or help their previous employers enter new markets? If a founder previously failed with a startup, they should mention it — what lessons have they learned?

Relationship between the founders. Do the co-founders know each other well? What have they achieved together?

Founders’ early hires. Whom did they hire first? Do these individuals have the qualities and experience that complement each other’s expertise?

Read more: Here’s how to make a 5-slide pitch deck

#2. Market, competition

Investors check out the market the startup is getting into — it needs to have room for a new player and be big enough for the startup to have a shot at becoming a big company worth millions.

We always do extra research on the market. If we find out that there are already a couple of big players who own most of the market, that’s not a good sign. It means it’ll be tough for a new startup to break through with its product.

Here’s what we need to know:

Market size. What proof is there that the market is growing and has lots of potential?

Standout factor. How is this startup different from the competition and how will it outperform them?

Target location. Is the market this startup is aiming for big enough? How many countries are in the picture? Is the startup aiming high enough in terms of market size? What’s the plan for expanding?

#3. Product or service 

When we check out startups, we try to figure out if they can make it big. We pay attention to things like how good the product is, if it fits the market, and how likely it is to succeed. To figure all this out, we ask startups for specific data.

Here’s what we need to know:

Value proposition. What problem does your product or service solve? Tell us step by step how it works. Show us some numbers too, like how many people have this problem and how your product makes their lives easier.

User stats and info. We check out things like how much people use the product, how long they stick around, and other numbers to see how much it can grow.

Customer feedback and stories. It’s important to try the product on your target audience first. If we see happy customers and good stories about the product, it tells us that people like it. If there are any issues, let us know how you plan to fix them.

Development stage. What stage is the product at right now? What important things has it accomplished or aims to do? Give us a timeline for these goals. Are there any risks or problems that could slow down the development in the future?

#4. Financial traction

Investors check the numbers to see how a company can grow in the future, how effective the team is, and if the product is in demand.

Here’s what we need to know:

The latest numbers. What are your most recent numbers that show progress and growth? How fast is the company growing? How much money is spent on getting new customers? What’s your LTV (customer lifetime value), CAC (customer acquisition cost), retention rate, and revenue?

The metrics a startup should show depend on the industry it’s in and what it focuses on. If you have a software startup, investors will ask about annual recurring revenue, bookings, and churn rate. For an EdTech startup, they’ll want to know about user acquisition and engagement stats, revenue-related indicators, and customer retention.

#5. Business model

As a founder, you need to demonstrate how you’ll make money by solving the problem and how much revenue you can generate from each customer. Show investors how you handle expenses and work towards making a profit or expanding.

Here’s what we need to know:

Pricing strategy. How are you planning to make money? Will it be through selling directly, subscriptions, ads, or licensing?

Distribution channels. How are you getting your product out there, and why did you choose that method? Which areas are you targeting?

Go-to-market strategy. How are you going to introduce your product or service to the market and get people to use it?

Expected revenue growth. When will your revenues start to increase?

#6. Legal issues

During the legal check-up, investors dig into your captable, deals with other investors, permits, and other paperwork. The more info VCs have, the better they can evaluate and handle any legal risks connected to the investment.

Here’s what you need to know:

Intellectual property rights. Are your intellectual property rights protected well enough? Does your startup rely on licenses from others? Do you have any patents? How easy would it be for competitors to copy your technology?

Company structure and rules. How is your company organized? Who owns what? And how does decision-making happen, like who’s on the board and how votes are taken?

Legal and regulatory compliance. Do you have the right permits to operate in your market? Can you prove that you pay your taxes? How do you protect customer data and keep the workplace safe?

#7. Exit opportunities

When VCs consider an investment, they are keen to understand the potential avenues for future returns. That’s why they try to understand the potential exit strategies available to a specific startup in the future.

Here’s what we need to know:

Other exits in the market. Which companies in this industry recently cashed out? How did they do it? Knowing about successful exits gives you insights into what might work for your own startup.

Exit plan and vision. What’s your startup’s plan to exit? Who might buy your company in the future? Having a clear exit plan shows investors that you’ve thought things through and have a solid roadmap.

Timing and preparedness. When do you think you can exit? Are you ready for it? Being honest about your timeline and readiness helps investors see if their investment goals match your startup’s plans.

Despite the onslaught of tech layoffs in the latter part of 2022 and throughout 2023, the job market remains in good health.

For those looking for a new job, hiring remains competitive and isn’t showing any signs of slowing down. 

In fact, according to recent research compiled by Indeed, there has been a 20% increase in job seekers to its site.

Indeed’s data also highlights that job seekers are prepared to move countries for the right role, particularly in the field of software development. 

1. Luxembourg 

For a small nation, the Grand Duchy has been boasting big numbers when it comes to foreign talent looking for a role there. Indeed’s data has found that 74% of all Luxembourg job searches in 2021 came from job seekers living outside of the country. 

The reasons for Luxembourg’s popularity are manifold: nestled between France, Germany and Belgium, over 50% of Luxembourg’s workforce is made up of cross-border commuters who can avail of all the benefits of working there without relocating permanently. 

Additionally, Luxembourg has a triple-A country rating and is historically economically stable so continues to attract tech start-ups looking for a European base and as a result, provides attractive career opportunities.

2. UK

Indeed has found that searches for jobs in the UK from abroad are higher than those searching for EU roles. 

Interestingly, job search volume for UK-based tech roles has consistently risen since 2017, indicating that Brexit hasn’t had as negative an impact on attracting top tech talent as previously predicted.

3. Germany

Despite its economy being in recession for the last three quarters of 2023, job seekers are still looking to German companies for their next opportunity.

This is something the German government is keen to encourage to address its skills gap of technical workers and in March, cleared the reformation of its Skilled Immigration Act, which will make it easier for non-EU nationals to move there for work.

4. Ireland

Thanks to Ireland’s low corporate tax rate at 12.5% and accessible talent pool, tech companies including Amazon, Meta, Google and Netflix have chosen to base their European headquarters in Dublin’s Silicon Docks. 

Away from Big Tech, the start-up scene is also thriving and as a result, Ireland is now the third most attractive country for jobseekers and among the top 15 globally—Indeed estimates that 11.1% of job searches in Ireland came from outside the country. 

5. Switzerland 

Despite its excellent healthcare system and high standard of living, including higher wages, Switzerland continues to face a skill shortage. 

As a consequence, immigration is on the rise and IT professionals are spoilt for choice when it comes to tech jobs. However, for those from non-EU countries, access to job opportunities are restricted and work permits for those based outside of Switzerland or the EU/EFTA area are limited by quotas. 

Looking for your next opportunity in tech? The Silicon Canals Job Board features thousands of job openings across the continent, including the three below. 

Senior) Software Engineer – Endur m/f/t, RWE Supply & Trading GmbH, London

As a Senior Software Engineer, you will design and implement secure infrastructure for RWE’s AWS-centric cloud application portfolio and digital/data platform. You will provide hands-on support to teams in the fields of application security architecture, Identity and Access Management and IT Security control design and their implementation, and participate in the ongoing migration of its application portfolio from a shared AWS account to an AWS multi-account setup by securing infrastructure components and supporting application teams in the migration. See the full job description here. 

Frontend Engineer (Fully Remote), Jobbio, Dublin

Jobbio is rapidly scaling its publishing network across the globe and as such is looking for a Frontend Engineer to help power its job boards that provide talent acquisition solutions to hiring managers in the UK, Ireland, Europe, the US and Canada. In this role as a JavaScript developer, proficient in React.js, you will focus on developing user interface components and implementing them following well-known React.js workflows. View additional details here. 

Engineering Manager (m/f/d), Thermondo GmbH, Berlin-Kreuzberg

Thermondo is hiring an Engineering Manager who will be responsible for hiring, managing, and developing a group of talented software engineers currently working with technologies such as microservices, Python, Kotlin, and Cloud Platform. You will be both a technical leader and a people manager so coaching and training your team members and building an amazing engineering organisation at Thermondo is an essential part of this role. Get more information here. 

Find your next role today via the Silicon Canals Job Board

It has happened to everyone at one time or another. You evaluate your options, work through the interview process and accept a new role, only to realise that your new position may not be all you hoped. 

It could be something about the environment, the initial job description, the team, even the commute; once that feeling that you’re in the wrong place hits, it can be hard to shake. 

The cause could be anxiety over your own abilities, or a curve in gelling with the team. Maybe your commute is more arduous than you anticipated.  

In any case, if you hate your new job and aren’t sure what to do next, don’t panic; it’s not the end of the world. But it is vital that you think carefully before jumping ship at that early stage in your tenure. 

Here’s how to go about weighing up your options before taking the next step…

Find what isn’t working

It’s normal to feel anxiety in any new environment, but it’s important to remember that those feelings will subside with time. If the role feels markedly different to the original job description, then the first thing you should do is list the elements you feel aren’t working. The challenges may feel more manageable. 

Evaluate whether things are likely to change 

By now you will have a better idea of what you’re up against. Those feelings of anxiety could be temporary; you may find yourself feeling more confident about how you’ll fit in, or you may be able to see past a particular project. If you deduce, honestly, that things aren’t likely to feel different in three or six months, then maybe it’s time to look at your options. 

Speak to your line manager

Regardless of your experience so far, it’s important to remember that the company chose you. Replacing talent is one of the most challenging aspects of any business, so there’s a good chance they’ll fight to keep you. Take your concerns (worded diplomatically, of course) to your superior. If there’s something that can be done, they will surely be willing to work with you, rather than lose you. 

Focus on the good things

Since you’ve been focusing on what’s wrong with this role, now it’s time to look at what’s right. Are your career prospects looking up? Working hours, benefits and other elements could end up being a worthy price to pay for the discomfort, especially if you’ve already deduced that the challenges are somewhat temporary. 

Form a timeline 

If your mind isn’t made up yet, the next step is to form a smart timeline. Commit to giving the role a chance with all of your concerns in mind; talk to others about it and work at building relationships with your coworkers. If you reach the end of your defined period and you’re still not convinced, you can be confident in your next move. 

Understand what you’re considering

You may be chasing a feeling of relief to leave a job that’s not working out, but remember: any prospective employer is likely to ask why you’re leaving your current position so soon. They may well understand your reasons for leaving, but regular job-hopping may call into question your reliability and dedication to any role. 

Don’t rush things

For that reason, the most important thing is to not make any rash decisions. You should always trust your instinct, but allow your instinct to be informed by rational, lateral thinking. 

Take the time to come to strong conclusions and the road ahead, no matter where it leads, will become clear. And if your time to move on has come, head over to the Silicon Canals Job Board to find your perfect placement.

Operations and IT Coordinator – Infrastructure Team (Paris, Brussels, Frankfurt), EBA CLEARING, Paris

Pan-European payments infrastructure specialist EBA CLEARING is seeking an Operations and IT Coordinator to join its team in Paris. As part of a special internal unit, you will be responsible for managing and monitoring the company’s diverse IT ecosystem safely and securely. Competitive salary and benefits go hand in hand with a progressive outlook at this company. 

(Junior) C++ Software Developer (all genders) for Industry X, Accenture, Gaimersheim

In Gaimersheim, Germany, global professional services giant Accenture has multiple roles open, including an opportunity for a Junior C++ Developer to join its Industry X division. With this unique opportunity, you will work with key clients in the automotive industry, providing software solutions that will power the vehicles of tomorrow. 

Lead Software Engineer, Experis Ireland, Dublin

Leading workforce solutions provider Experis is seeking an experienced Lead Software Engineer to join its dynamic clients team in Dublin. In this remote/hybrid agile role, you will work on exciting projects that challenge the boundaries of technology and innovation. Key skills include PHP and MySQL, Object-Oriented Programming. Strong salary and benefits define this role, so if you might be the right person, get in touch today. 

Start your job search today via the Silicon Canals Job Board

Traditionally, Europe has lagged behind America when it comes to big tech, although it’s been home to companies like Spotify, Skype and Nokia. But things are changing. 

According to Statista, the market size of the AI market in Europe is projected to reach $66.14bn in 2023, with an annual growth rate of 17.33% – compared to the US’s projected market size this year of $87.18bn. 

Part of what’s driving growth is the increasing use of AI in healthcare in the EU, as well as in customer service and support (like chatbots and virtual assistants) and ChatGPT’s explosion into the mainstream in late 2022 showed European companies that the time was right to continue boosting their work on artificial intelligence.

So, which European cities are leading the way when it comes to being AI-ready in 2023?

Paris, France

Major tech companies had pegged Paris as a good incubator for AI years before ChatGPT–in 2015, Facebook opened an AI research hub in the French capital and according to Choose Paris Region, there are 150 R&D labs in the city dedicated to AI. 

It’s also home to events like Big Data and AI Paris, which recently attracted over 16,000 visitors to the city. Plus, private research centres in the city include Google AI, Stellantis, Renault, and Microsoft Research-Inria Joint Center.

There are also Parisian startups like Dust, co-founded by former OpenAI engineer Stanislas Polu and generative AI startup Mistral, which was founded by former Meta and DeepMind employees and made waves after a €105m seed round earlier this year. 

Another up-and-comer is LightOn, which is headquartered in Paris and has aimed to “push the boundaries of extreme-scale AI” since 2016.

One of the other big draws is the American-French startup Hugging Face, which entered into a strategic partnership with Amazon Web Services this year. 

London, UK 

When it comes to London and AI, DeepMind automatically springs to mind. 

The British-American company set up by Demis Hassabis, Mustafa Suleyman and Shane Legg in 2010 was acquired by Alphabet in 2014. 

A big sign of London’s readiness in AI is that OpenAI chose the city for its first office outside the US this year–OpenAI chief executive Sam Altman said the move was an “opportunity to attract world-class talent” to a sector that already employs more than 50,000 people across the country.

Additionally, the number of AI companies and startups in London stands at 1,387 according to Datacity. The London-based company Synthesia became the third unicorn of 2023 when it raised a funding round and was valued at $1 billion this summer. 

Other London-based AI companies include Stability AI, Builder AI, and Tractable.

Dublin, Ireland

Dublin has a long association with Big Tech, leading back to the early 2000s when Google based itself in the Irish capital’s docklands, “Silicon Docks’, which is now home to multiple major tech companies.

Today, Dublin has a high density of AI talent, and its longtime residents Meta, Google and Microsoft are “among the top five companies hiring AI talent globally”, while Google and Amazon are building up teams of AI talent.

There is plenty of interesting AI work in Dublin: Generative AI startup Gemmo AI was launched this year hot on the heels of ChatGPT; EY opened its AI labs in late 2022; and Nuritas has long worked in the AI and genomics area. 

Berlin, Germany

Being the largest economy in Europe means Germany is perfectly poised to take advantage of AI growth. 

The country has launched a €1bn Deeptech and Climate Fund for growth-stage companies–including those in the AI sector–at the start of this year. 

Meanwhile, the turnover of AI companies in Berlin-Brandenburg is expected to rise to €2 billion by 2025. 

Major tech companies which have also been investing in the AI area are based in Berlin, such as Amazon, Zalando and SAP, which bodes well for people looking to work in the AI sector. 

As for research into AI, there’s the nonprofit German Centre for Artificial Intelligence.

Stockholm, Sweden

Sweden is already home to major tech companies like Ericsson and Spotify, so when it comes to spotting the potentialities in AI, it’s well positioned: its national AI strategy was launched back in 2018.

Stockholm is a leader when it comes to startup unicorns per capita and has the largest talent pool for AI amongst Nordic countries.

Organisations like AI Sweden and Vinnova are providing the information and support for companies who are interested in moving more towards AI, meanwhile, Stockholm is home to AI startups including Ecobloom and Depict.ai.

A report by EY into AI in Sweden found that three factors that will benefit the growth of AI (which are shared across the Nordics) are a focus on ethics, equality and fairness; the availability of valuable national datasets; and the fact Nordic countries are well-versed in digitalisation and rank highly in digital competitiveness. 

Looking To The Future

According to McKinsey, AI is expected to create 20 to 50 million jobs globally by 2030, across a range of sectors. 

Companies that regularly hire for roles in the AI space in Europe include Accenture, Tractable and Tibber. To keep up with their open roles, why not bookmark their pages on the Silicon Canals Job Board.

Looking to make a career move in tech? Visit the Silicon Canals Job Board

Promoting yourself at work can be difficult and awkward. “Good work speaks for itself,” the adage goes. And while it’s a comforting thought, it’s also wishful thinking. 

The reality is that it’s unrealistic to assume that your boss or colleagues will notice all your skills, talents, and accomplishments without your pointing some of them out.

This is especially true when you work remotely, without the typical visibility that in-person work allows. The unfortunate truth is that too much modesty can hold you back. 

But being too humble can cost you a job, promotion or a pay rise. If you want to get the reward and recognition you deserve, sometimes you need to push yourself out of your comfort zone–– and start talking about your accomplishments.

There’s a fine line between selling yourself and bodaciously bragging about your strengths at work. 

We know that success at work depends on being—and being seen as—both competent and likeable. You need people to notice your growth and accomplishments while also enjoying your company. 

But this puts you in a predicament. If you draw attention to the value you’ve created—to ensure that managers and peers recognise it—you risk coming across as a shameless self-promoter. 

Not to mention the “icky” feeling that many of us get when we self-promote (narcissists excepted). Bragging doesn’t have to be a dirty word, though. Done right, you can show off your capabilities while still showing gratitude for your colleagues. 

Embracing dual promotion

A relatively new term is picking up momentum within the business world for this exact approach: dual-promotion.

Fresh research from the Journal of Personality and Social Psychology has coined the term “dual-promotion” which is promoting peer achievements while also singing your own praises. 

The belief is that more favourable impressions are made when self-promotion is combined with other-promotion, projecting warmth, likeability and competence. Here’s how to show off – in a good way…

1. Give credit to your peers

In addition to highlighting your own achievements, you need to show you’re a team player. Talk up a team triumph. By praising your peers at team meetings, you’ll also cosy up to your co-workers. 

Speak about what “we” accomplished (not what “I” accomplished) and you’ll become known as a smart person to partner with. Be a shining example of teamwork and people will seek you out. Plus, building relationships with peers can improve job satisfaction, and benefit you in the future if you ever need a referral.

2. Share gratitude

If you’re making a public statement or posting on social media, thank the people who helped you to achieve your goal or objective, sharing the credit where it’s due. Describe what each person did to carry the project through—including yourself. 

Speak to each team member’s distinct strengths that meant you could work together effectively, and share your appreciation for the opportunity to work as a team. 

You’ll be underscoring your skill in managing the team without directly talking about it—plus, people will look forward to working with you again in the future.

3. Lift up others at the same time

Spotlighting the achievements of individuals on your team can be an easy and authentic way to expand visibility. 

Similarly, you might find others making more of a point to acknowledge you, which allows your successes to be seen and heard without you needing to even open your mouth. 

If you’re friendly with one of your officemates, maybe consider functioning as each other’s “wingman”—someone who sings the other’s praises. This is a natural way to look good without ever seeming self-important.

Much of your success in the workplace depends on your relationships with your peers. Being genuine, giving credit where it’s due, and sharing praise will endear you to your colleagues and help you establish a good reputation. 

But it’s equally important to make sure you get your fair share of the credit and praise when you deserve it—because you’re the only person who can truly and accurately promote yourself. It’s also up to you to seek out opportunities where your career can really flourish and thrive. 

Your first stop? Head to Silicon Canals Job Board where you can browse hundreds of exciting jobs now. Here are three hiring this week.

HR BP, Eba Clearing, Frankfurt

EBA Clearing is looking to recruit a HR Business Partner for its Frankfurt office who is passionate about people, ready to make an impact, and eager to drive the growth of the company and their own career. You will work closely with a team of four and build external relationships with HR partners across Europe. You’ll need a Master’s in HR management or business management/administration, and have at least five years’ of successful experience as an HR Generalist or HR Business Partner.

Consultant Business Analyse – Öffentliche Verwaltung / Public Service, Accenture, Düsseldorf

Accenture is seeking to hire a Consultant Business Analysis to advise public sector customers on their digitisation and transformation projects and designing the appropriate software solutions. To apply, you’ll need a degree or a comparable education, ideally in the fields of economics, computer science, engineering, natural or human sciences. At least two years’ experience in technology consulting or system integration is also required.

IT Senior Security Specialist, L-Bank, Karlsruhe

L-Bank in Karlsruhe has an open role for an IT Senior Security Specialist to operate and improve the information security management system (ISMS); design of specifications for (technical) information security and the associated processes and security assessment of authorization concepts, applications and systems. You will have a degree in computer science and several years of professional experience in information security.

For more roles hiring in the tech space, visit Silicon Canals Job Board today

We’ve had quiet quitting, we’ve had JOMO (the “joy of missing out”), and we’ve had the Human Energy Crisis – but have you heard of the “loud labourer”, and could they be at this very minute cramping your work style?

While a lot of attention has been paid to quiet quitters, André Spicer, a professor of organisational behaviour and dean of Bayes Business School, says we should instead be looking at their noisier cousins – the “loud labourers”. 

What is a loud labourer – and how to spot one

“If you have had a colleague who spends more time talking about work than actually doing it, then you have witnessed a loud labourer first-hand,” he explains, adding that they spend more time “grafting for the ‘gram and toiling for the tweets” than actually getting anything done. 

Before, you may have noticed when a colleague loudly sighed or muttered at their desk in a clear display of “Look how hard I’m working”. These days, you’re more likely to hear loud labourers waxing lyrical about all the work they’re about to do during video calls or constantly updating their social channels with a list of things they are “working on”.

When is a loud labourer a problem?

Let’s face it, we’ve all worked with someone who is a fan of tooting their own horn. But when is a loud labourer really a cause for concern? Issues can arise if management rewards or promotes a loud labourer based on what they’re saying they’ve achieved, rather than on actual work accomplished. 

If someone is spending more time talking about the work than actually doing it, that extra load can fall to colleagues and quickly start to impact morale, leading to a more competitive, less collaborative workplace.

A 2021 study found that workplaces with high rates of self-promotion led to people acting in more self-serving ways, “striving to maximise their self-interest”, which negatively impacted the performance of teams as a whole. Bottom line: nobody wins when everyone is out for themselves. 

Does being a loud labourer ever pay off?

While you may feel more comfortable letting your work speak for itself, these days, we know it’s important not just to be competent and hard-working, but to be seen as such by your peers and colleagues. 

Visibility and self-promotion are tools that can help you get a raise, promotion or a spot on important company projects. This is particularly important for women: a study conducted by Harvard Business School found that women were less likely to self-promote even when they performed better than others, leaving them at risk of missing out on advancement opportunities. 

How to promote yourself without loud labouring 

To successfully promote yourself without sounding like you’re just bragging, be selective about what you choose to share and keep the focus firmly on the concrete outcomes of your efforts. 

Whether it was a savvy work-around or a new approach to a sticky problem, what was the actual impact? Showing rather than telling –“As you can see from this graph, load times are now 12% faster thanks to this optimisation I implemented” – can help both colleagues and managers better understand and appreciate your contribution. 

Bottom line, the key distinction between a loud labourer and a savvy brand-builder is all in the curation – sharing the wins while still doing the work.

Ready to get stuck into some meaningful, collaborative work worth shouting about? Here are three exciting roles from the Silicon Canals Job Board.

Software Developer, InTraffic, Amsterdam

Mobility-as-a-Service company InTraffic is hiring a Software Developer to work on challenging C++ projects across their traffic management, infrastructure monitoring and travel information solutions. Contributing to one of the largest and most complex information systems in the Netherlands, benefits include 13th-month pay, as well as a book and personal development budget. Explore the role here. 

Enterprise Account Executive, Multiverse, London

London-based scale-up Multiverse is looking for an Enterprise Account Executive to drive continued growth with enterprise clients. The mission-driven unicorn aims to change the future of work through the power of expert-led professional apprenticeships, building an alternative to university and corporate training. A passion for social mobility and doing social good as well as experience in an enterprise B2B sales environment are key. Discover more about the role here.

(Senior) Data Engineer for AI projects, Deutsche Bahn, Germany

Deutsche Bahn has millions of passengers and thousands of trains and is e looking for a (Senior) Data Engineer for AI Projects (f/m/d) for DB Systel GmbH in Berlin, Erfurt or Frankfurt (Main). You will design and be responsible for complex concepts for data integration from different areas and data sources such as big data, IoT or streaming data based on cloud technologies/services (e.g. AWS Glue, S3, Athena, RDS etc.) You’ll also create production-ready artefacts in the agile development process and feel confident in dealing with code reviews and staging concepts. Get all the information you need here.

For hundreds more opportunities and to find a role that fits, head to the Silicon Canals Job Board

After years of rapid growth for SaaS, the industry has entered a new normal. While the pandemic buoyed the sector to new heights and seemed to represent an era of easy sales and soaring customer demand, the data shows that we are now in a period of correction.

While SaaS businesses are still growing in 2023, they are growing slower than they were during the pandemic. Revenue growth is now averaging 11 per cent, according to Paddle’s data – down from 45 per cent from 2022 – while churn rates are also currently 9.6 per cent higher than they were at this time last year.

These figures reflect a period of ‘normalisation’ post-pandemic, marked by rising interest rates and enterprises cutting down on their software expenditure.

What does this mean for the SaaS market? It is not all as bad as it seems. The industry is still growing and it is becoming clear that many of the pandemic-inspired changes to our ways of working are sticking around, meaning that there are still scaling opportunities for SaaS businesses.

However, software companies that want to thrive post-pandemic will need to part ways with the growth-at-all-costs mentality of the last few years, and instead focus on efficiency and scaling in a sensible, smart and sustainable way.

Paddle helps over 4,000 SaaS businesses scale, meaning we have unparalleled insight into the operations of software companies and the spending habits of their customers. With this in mind, here’s three principles all software leaders should remember to continue scaling sustainably in the current environment.

#1 Prioritise product-led growth

SaaS founders and executives will be aware that we are in the age of product-led growth (PLG). PLG has displaced sales-led strategies – the long-standing method of selling SaaS through a salesperson directly to a company executive – and more and more SaaS companies are choosing to let the product itself drive acquisition, conversion, retention, and expansion.

Instead of a demo with a sales team, PLG is characterised by free trials, freemium models and self-serve calls to action – streamlining the acquisition process.

Data shows that 83 per cent of SaaS firms that reach $100m ARR in their first five years use PLG, and some of the sector’s biggest poster children (including Slack, Figma, and even OpenAI’s ChatGPT) have pioneered PLG to massive success. For your business, prioritising this sales motion not only empowers faster, more direct growth, but also makes it more efficient by encouraging a focus on delivering a fantastic user experience. 

When many businesses are tightening their belts in the current economy, the benefit of a PLG strategy is clear – products that make it faster and cheaper for users to access new tools or connect with customer support will be preferred over those that don’t. 

#2 Maximise international sales 

SaaS is inherently global, meaning that software companies can sell into markets across the world from day one. However, at Paddle, we see countless businesses leave revenue on the table through narrow sales geographies and poor localisation. Sustainable growth in the new normal must depend on maximising international sales.

For example, many software businesses experience churn due to failed cross-border transactions – the result of when a SaaS company does not have multiple local banking relationships (through itself or a payments partner) meaning that many payments in foreign currencies trigger fraud precautions and are often subject to false declines.

Other common barriers to international growth include a failure to offer local languages or payment options, or pricing and subscription plans that aren’t tailored to circumstances in different markets.

Delivering a product that makes international sales easy will amend this, boost growth, and limit churn. Paddle data shows that sellers who do not support multiple currencies grow 26 per cent slower than those who do, for instance, while charging in a local currency increases payment acceptance by 9 per cent in some regions. Creating a truly local experience for your customers in far-flung markets is the key to unlocking international growth in the ‘new normal’.

#3 Deliver value through content

While PLG and localisation can help maximise conversions, SaaS companies still need to demonstrate value in advance to drive an understanding of what the product is and what problem it solves.

Delivering product-related content through curated community channels is the ideal way to communicate this value, especially when combined with an emphasis on PLG. Paddle data shows that PLG companies broadcast pre-sale content on their owned channels at a higher rate than other SaaS companies across the board, and offering content including blogs, tutorials, podcasts and even documentaries goes a long way to educating the market, as well as keeping your current customer base engaged.

With enterprises cutting costs and being pickier about SaaS contracts than before, converting buyers is crucial to weathering the current economic climate and scaling in the new normal for SaaS. Adding value through owned content – be it video, newsletters, podcasts or advice forums – will keep your business top of mind to both those ready to buy for the first time, or those already buying.

Surviving in the new normal

SaaS is undergoing a reset: the pandemic-era of low interest rates, flowing investment capital and ballooning demand for software services has finally come to an end. 

However, strong growth opportunities remain for startups that are prepared to be operationally and strategically disciplined, focusing on sustainable scaling over ‘growth at all costs’. Keep the above principles in mind – PLG, internationalisation and content – and your startup will emerge as a winner in the ‘new normal’.

Generation Z is a cohort that is often characterised by their ambition and desire for success. 

However, they are also hugely motivated by social impact within their workplace. Seventy-five per cent would leave their current job for one with a greater impact on global issues, and a more robust corporate social responsibility (CSR) policy. 

And that isn’t all they want. A recent study of more than 3,000 Gen Z workers by RippleMatch shows that almost half expect an annual promotion––and are prepared to quit if they don’t get one within 18 months.

However, with a 38% increase in senior-sounding job titles flooding the jobs market, despite 71% of employers claiming Gen Zs are lacking in soft skills, a major disconnect could be at play.

Rise of title inflation

In a tight labour market, companies need to be seen as the best option for talent attraction. Escalating perks and benefits, unlimited PTO, as well as inflated job titles, are all symptoms of this. In essence, job title inflation is the practice of attaching more experienced or elevated job titles to positions that don’t warrant it. 

It can lead to a misrepresentation of a person’s skill set, and result in unrealistic expectations being placed on an individual as their performance ability and execution of duties simply does not align with what is required for such a role. 

It’s important to be aware of the pitfalls of pretence when it comes to elevated titles in the workplace, as they may affect the overall reputation of a company. 

If standards are not met due to a lack of skills and experience from employees holding what are ostensibly senior positions, it could potentially damage external perception among clients, stakeholders, and industry peers as well as potential talent.

Clear pathways for progression and transparency around meaningful promotions are important for fostering a more open, equitable workplace, and enabling a fair system where employees can grow and succeed within an organisation. 

This also may help remove the risk of workers being offered job-title-only promotions but with no additional pay. 

Title transparency 

Inflated job titles can dilute the sacrifices and hard work it takes to get to a senior position, and can result in low morale and job dissatisfaction from those who engage in its practice. 

It can potentially alienate workers from putting themselves forward for a role in the first place too if the title is too lofty, and it’s not just young workers who miss out, because this can weaken talent pools for employers too. 

Recent data showed that advertising roles with “Senior” in the title attract on average 39% fewer applicants, and 27% fewer female applicants. 

Potential candidates will use the job title to determine whether they qualify. If the title doesn’t match the requirements, that can be a big deterrent for qualified job seekers––and a big missed opportunity for employers.

It’s clear that merit-based, meaningful promotions are crucial in motivating employees to advance in their careers. Organisations should prioritise investment in alternative solutions to retain young talent in place of job title inflation.

Employee development and training or offering mentoring opportunities, for example, can yield a more sustainable and fulfilling career path for Gen Z workers and their future.

If you’re curious about your next move, we’ve rounded up three exciting openings on the Silicon Canals Job Board that are looking for talent this week.

A.I Designer, Amsterdam, Netherlands.

Are you a skilled AI Designer with experience within the gaming industry? 

An exciting opportunity has become available where you will collaborate with game design and programming teams to develop their games’ designs, mechanics, and storylines.

To apply for this role, you will need a solid understanding of AI techniques, such as pathfinding, decision-making, and state machines. You will also have a working knowledge of programmes such as Unreal Engine and its AI-related tools. 

This position boasts an attractive salary and benefits package, including an allowance to cover Dutch mandatory health insurance. Full details can be found here.

Frontend Software Engineer, Ledger, Paris, France. 

Ledger, one of the top global platforms for digital assets, is hiring a talented and passionate Frontend Developer with expertise in React to join the development team. In this role, you will collaborate closely with UI/UX designers and backend developers to create visually appealing and intuitive user interfaces for web applications. 

Strong proficiency in React and its core principles, alongside proficiency in web technologies such as HTML5, CSS3, and JavaScript are essential. More information on this fast-paced role and details on how to apply can be viewed here.

Linux Security Engineer, Cybersecurity Department, Berlin, Germany. 

A pioneering cybersecurity company is searching for a highly experienced Linux Security Engineer to join its cybersecurity department. The role can be performed fully remote from Germany, and the ideal candidate must hold a B.Sc. in computer science or M.Sc. in IT security,  and at least five years’ of proven experience as a senior security engineer. 

Proficiency in CPP, Python, Bash, and other scripting languages is required to be considered. If this sounds like the right move for you, the full job specification is available here. 

For thousands more opportunities in tech, visit the Silicon Canals Job Board today

Europe is the place where women live best in terms of gender equality. But the picture isn’t equal across the bloc, according to the Gender Equality Index.

Providing a ranking from zero to 100 on national gender gaps among EU countries, the EU average is 67.9. 

2002’s index identified Sweden as the European leader of gender equality, with a score of 83.9 points. Denmark and the Netherlands were the second and third most gender-equal countries. 

But the flip side of this is countries where equality is poor. In the bottom rankings, Greece scored 53.4 points and Hungary and Romania also performed badly.

With predictions finding that EU gender parity will not be achieved for another 60 years, women are already contending with lower equality rankings across a range of factors that include economic, political, education, and health-based issues.

Women more likely to be replaced by AI

Now, a new threat has emerged as recent data released by McKinsey has established that women are 1.5 times more likely to be displaced by automation.

Workers in general are fearful about the rise of generative AI: a recent Microsoft report found that 49% of workers fear they will lose their jobs to AI. Another report from Accenture found that around 40% of all working hours could be impacted by AI large language models (LLMs) such as ChatGPT-4.

Investment bank Goldman Sachs says AI could replace the equivalent of 300 million full-time jobs and replace a quarter of work tasks in the US and Europe.

McKinsey’s report highlighted that women are particularly at risk because, in a US context, women make up the largest percentage of workers in low-wage jobs, or those earning less than $30,800 a year. 

In the EU, things aren’t much better with Eurostat figures finding that only one manager out of three in the EU is a woman, and this reduces further in senior management positions.

Job losses due to the rise of AI are likely to occur in customer service, office administrative roles and food services, which McKinsey estimates will equate to 11.8 million workers overall by 2030 and are also heavily represented by female workers. 

The World Economic Forum’s (WEF) Future of Work Report 2023 also reports mostly clerical or secretarial roles, bank tellers and data entry clerks, are likely to decline the fastest.

Get out ahead

So, if you’d like to get out ahead of these predictions, perhaps a new position is the first step. The Silicon Canals Job Board is a great place to start a job hunt. It contains thousands of attractive open roles, like the three below. 

DevOps Engineer in Oldenburg (m/w/d), BTC Embedded Systems AG, Bremen

As a DevOps Engineer you’ll be part of an agile team, and will monitor and analyze operations, including error analysis and debugging, and coordinate with the partners responsible for operations. You’ll support the development and development-related measures such as database updates, you’ll develop software in Java and support deployment and releases.

You’ll need a degree in (business) computer science or a comparable successfully completed technical education (e.g. IT specialist), as well as three to four years’ of professional experience as a software developer or DevOps engineer or development and operations engineer, and can develop goal-oriented solutions independently. Find out more here.

Senior Software Engineer, PayFit, Paris

PayFit is an intuitive cloud-based payroll and employee management solution designed specifically for SMBs. As a Senior Software Engineer at PayFit, you collaborate with product and design teams to develop high-value features, drive the evolution of architecture and system, and ensure the availability, scalability, and efficiency of services.

Additionally, you will mentor team members, foster technical excellence, and lead cross-functional initiatives. You’ll need a Bachelor’s degree in computer science, similar technical field of study, or equivalent practical experience, as well as a strong understanding of software fundamentals including data structures, software architecture, and design patterns.

Proficiency in software development, cloud architectures, systems design, and distributed systems is also required. Apply right now.

Senior Software Engineer – Data Application Platform, Fivetran, Amsterdam

Fivetran is building data pipelines to power the modern data stack for thousands of companies. It is looking for a Senior Software Engineer to join its core platform team and perform a healthy mix of design and implementation tasks to advance the technical foundation behind the Fivetran product offering.

You will be execution-oriented, and understand the need to target your “innovation budget” for the greatest impact: you find the middle ground between “perfect, but takes forever to code” and “fixes it now, but nobody will ever be able to understand what I did”.

You should also know how to design and code systems and software that is effective, intuitive, easy-to-operate, and elegantly simple. If this sounds like the role for you, then you can find out more here.

Start your job search today on the Silicon Canals Job Board