Our Technology team has a depth of knowledge and expertise in the recruitment of tech professionals, with a combined 60 years of experience between us. We're based in London, Manchester, Birmingham and Glasgow but recruit for tech opportunities across the
We excel at connecting tech talent with organisations in Central and Local Government, Housing, Charity & Not for Profit, Higher Education and the Private sector/SMEs.
Roles we frequently recruit for include:
Apart from recruiting the very best tech talent, we’re passionate about supporting organisations to develop internally and identify the most diverse technology talent that they possibly can.
Technology is transforming society and the workforce. It is integral to everything we do and affects every part of our lives. Diversity & inclusion is one of the biggest challenges facing the tech industry today. And as we know, when businesses consist of people from varied backgrounds, they bring diverse ideas and perspectives with them.
We believe in tech for good and a greater representation of women, black, Asian and ethnic minority individuals in the tech workforce. At Morgan Hunt Technology we work with organisations to support the development of a truly diverse and inclusive workplace.
Back in January 2020, Morgan Hunt's technology division was delighted to support Cancer Central, NHS Digital & Exponential-e and other fantastic cancer charities by opening up our offices on London Wall for a full day's filming to create a special video for World Cancer Day 2020.
Cancer Central is a young, award-winning social enterprise built on community, partnerships and a common goal to use tech for good. Created from over 40,000 donated hours by 250+ individuals and over 35 organisations, their vision is to become one of the leading HealthTech platforms delivering specialised online health hubs with Ask Ave, an AI Chatbot, guiding people to the information they need.
The World Cancer Day film was the brain child of Avril Chester, Founder of Cancer Central & Ask Ave, who brought together 16 cancer charities to collaboratively film the video called 'Standing Together'. The video was based off of a poem by the same title, written by Avril, who herself battled with cancer.
Our technology team was on hand to support the logistics and running of the day, ensuring filming times ran smoothly and that guests were satisfied and engaged. And the video was a great success. As of writing this, the #WCDStandingTogether film has been viewed more than 105,000 times across the internet. To view the video, click here.
The cancer charities that collaborated to create the Standing Together video were:
Bowel Cancer UK
Breast Cancer Now
Cancer Care Map
Cancer On Board
Duffus Cancer Foundation
Teenage Cancer Trust
World Child Cancer
Worldwide Cancer Research
Youth Cancer Trust
Morgan Hunt is proud to support all of these charities, in any way we can, to promote their message and their profile within the community.
Is the repeal of the 2017 and 2021 reforms to the off-payroll working rules as part of last month’s ’Mini Budget’ statement the good news our contractors, employers and agencies wanted? What do you think? Are you ready for a change and do we actually know what the new legislation will mean?
Dave Hedges is a tax partner at Azets and says there is “an absence of fine detail” around how HMRC will manage the transition over the coming months. “While the changes are welcome and have been lobbied for, we are advising clients throughout the engagement chain to tread carefully pending clarification,” he said.
Some questions remain following the chancellor’s announcement that the Off-Payroll Working (OPW) rules are to be repealed from April 6th 2023. There are three main reasons for this:
Is it really going to happen? Nothing has changed yet and we have a Budget coming up in November, preceded by a government already doing a U-turn on its 45p tax rate plan. The possibility of further U-turns therefore seems significant. Fingers crossed that this promised repeal of the OPW rules goes ahead. But it’s not certain.
End-clients (both public and private sectors), agencies, umbrella companies, accountants and IR35/OPW advisers are all taking stock and wondering how this could affect their business. And yes, that goes for me too!
Contractors are realising that unless they have always been outside IR35 and working for ‘small’ companies (not affected by the OPW rules), that their own circumstances are complicated. Notably where the contractor is:
currently with an umbrella, or
holding an SDS where the client has stated ‘inside IR35’, or;
regularly jumping between their PSC and an umbrella company depending on the IR35/OPW assessment.
At this stage (Q4 2022), nobody knows how the repeal of the OPW rules will work. That’s the unpopular, hard truth. Many commentators are reaching for their crystal balls, with some suggesting that there will be new rules for contractors added onto the IR35 rules of old (2000), such as requiring contractors to complete Status Determination Statements. There’s even the odd whisper that end-clients will continue to determine IR35 status; that blanket bans on using PSCs will continue indefinitely, and that HMRC will declare some sort of ‘amnesty’ on prior SDSs with ‘inside’ results. As interesting as they are, these really are only opinions at this stage and should be taken as nothing more.
So what can we do now? Every part of the contracting chain needs to use this time to analyse the effects on their own businesses and it is vital that all get up to speed with IR35 version one (2000).
Keep watching the contractor press for developments (the contractor ‘press’ that doesn’t just stick a press release up!).
Decide what you want to do -- if you could.
Collect and keep all evidence including SDS outcomes, online IR35 status tool outputs, end-client correspondence, contract review results, and working practices changes/opinions.
Find out about your personal situation now, to see what the options and (above all else) the risks are, and if a change in your status is feasible.
Speak to your client and find out what their position may be come April 6th 2023, especially if you are contracting with an organisation that has banned PSCs.
Take advice from only those that, as impartial as possible, understand all the rules (from 2000 onwards), and ideally those with hands-on experience of successfully defending IR35 HMRC investigations.
This could be great news for professional interim and self employed workers, it could be great news for large private companies and the public sector to attract and retain key skills to help them deliver growth and it could be great news for those involved in the supply of these people. For now, keep up to date, get planning and be ready, April will soon be here…
In an era defined by technological advancements, it comes as no surprise that artificial intelligence (AI) has made significant strides in transforming various industries. One such sector that has witnessed the impact of AI is recruitment, and the public sector is no exception.
As a public sector recruitment agency, we have closely observed the integration of AI into our processes, prompting us to delve into the realm of possibilities and contemplate its potential benefits and drawbacks. In this blog, we explore how AI could replace certain systems and discuss the pros and cons of employing this cutting-edge technology.
Replacing Traditional Systems with AI
Pros and Cons of AI in Recruitment
The Future of AI in Recruitment
Looking ahead, AI has the potential to revolutionise the recruitment landscape even further. Here are a few areas where future AI advancements could bring significant changes:
AI has undoubtedly revolutionised the recruitment landscape, offering public sector recruitment companies a range of benefits. By automating processes, streamlining candidate selection, and improving accuracy, AI systems can significantly enhance efficiency and fairness in the recruitment process. However, it is essential to approach AI implementation with caution, addressing ethical concerns and striking a balance between technology and human involvement.
As the future unfolds, the integration of AI in recruitment will continue to evolve, shaping the ability to attract the best talent while upholding its core values of transparency and fairness. We are committed to staying at the forefront of technological advancements in the recruitment industry. If you're looking for an efficient, inclusive, and forward-thinking recruitment partner, contact us today at [email protected]
Clare, from the beginning of my job search in January, you kept in contact with me frequently, informing about any updates. You were always friendly, always went the extra mile to be helpful on the phone and always wanted to ensure I was never left wondering what was happening with the job role. Having dealt with maybe 12-15 recruitment agencies recently, you were the only recruiter that kept in regular touch with me and always got back to me about any questions I had. Thus I just wanted to say what a pleasant experience you made my communication with Morgan Hunt - I would be happy to recommend you and I will certainly be in touch with you in the future.
Thank you Clare – you did a great job getting all the preparations ready for my start at the council & generally great to work with on the role. I would absolutely use Morgan Hunt in the future if needed.
It’s been a great pleasure meeting you and working with you over the last few months Clare. Your clear communication, your attentiveness in dealing with all my requests and questions has been exemplary. In fact, it’s been one of the most positive experiences I’ve had dealing with recruitment agencies in the last 10 year. I just wanted to express my thanks to you for all your work finding my role. I will be contacting you in the future when the time comes for a new role.
Hassan is amazing. A true gentleman who is open and honest throughout the whole process. Very grateful to him and his guidance.