Breaking Into Tech: How to Position Yourself for Software & Cloud Roles When Competition Is Fierce

Lucy Billing • 9 February 2026

Breaking into tech right now is challenging. We are seeing hundreds of applications per role, entry-level positions demanding years of experience, and talented candidates going months without callbacks.

The ones who get hired are not always the most experienced. They are the ones who position themselves strategically.

The Market Has Changed; Your Approach Should Too

Completing a course or earning a cloud certification used to open doors. Today, that is just the bare minimum. When hiring managers review a list of candidates with identical backgrounds, the same courses, certifications, and portfolio projects, they are looking for one thing: clarity.



They need to quickly understand what you do, what problems you solve, and where you will add value. When everyone looks the same on paper, differentiation is not optional.

Show Impact, Not Just Learning

The biggest mistake we, see? Candidates wait until they feel "ready" before applying.

But companies hire problem-solvers, not just learners. They want evidence that you can apply what you have learned to real-world challenges.


Instead of listing what you have studied, emphasise what you have built. Deploy something. Break it. Fix it. Document your process.


Generic: "Completed AWS Solutions Architect certification"

Compelling: "Completed AWS certification and designed a multi-tier application with auto-scaling and load balancing deployed and tested in personal AWS environment"



The certification proves knowledge. The project proves execution.

Pick a Clear Direction

"I'm open to any tech role" feels like flexibility. From a recruitment perspective, it is a red flag.


When your resume, LinkedIn, and portfolio point in different directions, hiring managers cannot place you. They are not looking for someone who can do everything; they want someone who has a niche. does one thing really well.

Choose a clear entry point:


  • Cloud Engineer (AWS-focused)
  • Backend Developer (Python + REST APIs)
  • DevOps Engineer (CI/CD, infrastructure as code)
  • Frontend Engineer (React/TypeScript)


You are not locked in forever. But clarity builds confidence and confidence gets interviews.

Your Resume: Outcomes Over Tasks

Most resumes list responsibilities. Strong resumes show outcomes.


  • Weak: "Used AWS services including EC2, S3, and RDS"
  • Strong: "Deployed scalable web application on AWS, handling 10,000+ requests during load testing"


  • Weak: "Participated in team project"
  • Strong: "Collaborated with four developers to deliver a full-stack application in three weeks using agile methodology"


Framework: What problem? What tools? What result? Personal projects count if they are substantive and well-explained.

Certifications: Doors, Not Destinations

Certifications will not get you hired alone, but they:



  • Help pass automated screening.
  • Signal commitment to recruiters.
  • Provide structured learning paths.


For cloud roles, we see value in AWS Solutions Architect, Azure Fundamentals, and Google Associate Cloud Engineer.

The distinction: A certification shows what you have learned. A project shows what you can do. You need both.

Visibility Accelerates Everything

Repeatedly, we see candidates applying only through job boards, while those who combine applications with visibility get callbacks faster. Most roles are filled through networking, referrals, and direct outreach.


You do not need to be a content creator. But exist where tech conversations happen:



  • Engage thoughtfully on LinkedIn.
  • Contribute to forums and communities.
  • Attend virtual meetups.
  • Connect with engineers genuinely.


When a hiring manager sees your application and recognises your name from a community discussion, you are no longer just another resume.

Consistency Wins

Talent matters. Skills matter. But consistency separates candidates who break through from those who do not.

Rejections happen, and progress can feel slow. The candidates who succeed in their job search are the ones who are still developing their skills by maintaining active GitHub profiles, staying engaged in communities, and continually refining their approach. You do not need perfection. You need persistence.

The Strategic Advantage

The tech market is competitive; we will not pretend otherwise. But competition creates opportunity. The gap between strategically positioned candidates and everyone else has never been wider.


If you can demonstrate capabilities through projects, position yourself clearly, communicate value in concrete terms, build visibility, and stay consistent, you will not need to outcompete everyone.


You will just need to be obvious to the right hiring manager at the right time. And that is entirely within your control.

Cybersecurity Hiring in 2026: Competing for Talent in a High-Stakes IT Environment

by Lucy Billing • 9 February 2026
The war for cyber talent in the UK has never been fiercer. Recent reports note that London’s tech and finance firms alone lost an estimated £30 billion to cyber incidents in 2024, forcing businesses to ramp up security hiring. The UK now has roughly 143,000 cyber security professionals but still faces a shortfall of several thousand workers. For employers, 2026 is less about whether to invest in cybersecurity talent and more about how to compete effectively for it.

Beyond the Classroom: Why Apprenticeships Are Reshaping Career Pathways

by Hamzah Gaffar • 2 February 2026
The traditional route from school to work, accumulate qualifications, then seek employment, is facing its biggest challenge in decades. While higher education remains essential for certain professions, a growing number of young people and employers are discovering that apprenticeships offer something classroom learning often cannot: immediate practical experience combined with structured professional development.

Why Applying Online in 2026 Isn’t Enough: How Recruiters Are Becoming the Key to Landing Jobs

by Lucy Billing • 26 January 2026
If you’re still spending hours on online job applications in 2026, you might be getting nowhere. For most competitive roles, resumes submitted through portals rarely get noticed. Algorithms and filters mean even top talent can vanish. Sarah spent two months applying to over 30 jobs online, customising cover letters and tweaking her resume obsessively. The result? Four responses, two rejections, zero interviews. Then she connected with a recruiter. Within two weeks, she had three interviews and an offer by the end of the month. The new reality? Recruiters aren't just middlemen, they're advocates who can open doors, algorithms never will. Building relationships with recruiters is becoming the smartest move for anyone serious about landing their next opportunity.

How to Secure Construction Talent in a Tightening Labour Market

by Lucy Billing • 19 January 2026
If you are finding it harder than ever to secure skilled construction talent, you are not alone. Across Europe, businesses are facing unprecedented competition for workers as infrastructure programmes accelerate, housing targets intensify, and specialist projects multiply, all while labour shortages deepen and your workforce ages. 

Why Do Candidates Choose Recruitment Companies Over Direct Applications?

by Lucy Billing • 13 January 2026
In today's competitive job market, many professionals choose to work with recruitment companies rather than applying directly to employers. The reason? Access, expertise, and advocacy that candidates rarely get when job searching alone.

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Hire Before Christmas? Here's Why It Matters

by Lucy Billing • 11 December 2025
Every year, I see the same thing happen you tell yourself you'll "start fresh" in January. You plan to post your job ads, review applications, and kick off the new year with new hires. But by the time you're ready to move, the best talent has already been snapped up. Recent data shows UK business hiring appetite has dropped to one of the lowest levels in years. Many firms are saying: "We'll wait until next year before recruiting." And while that may feel cautious, it carries real risk. If you're thinking about hiring, here's why now — not January — is the perfect time for you to act.

The 2026 Workforce: What Employers Need to Know About Gen Z Candidates

by Lucy Billing • 10 December 2025
As we enter 2026, Generation Z (born between 1997 and 2012) will make up an increasingly large portion of the workforce. For recruiters and employers, understanding what makes this generation tick is not just helpful it is essential. Here is your guide to attracting, hiring, and keeping top Gen Z talent.

Introducing Our New Tech Recruitment Team

by Lucy Billing • 8 December 2025
We’re incredibly excited to announce the launch of our dedicated Tech Recruitment Team and even more excited to introduce the two people behind it. Technology is reshaping how we work, and the race for tech talent has never been more competitive. From AI-driven automation to cloud migration, businesses across every sector need skilled professionals who can turn digital ambition into reality. That’s where Holly Kemp and Asha Mohamed come in.

Minimum Wage Set to Rise 4.1%: What This Means for Hiring in 2026

by Lucy Billing • 27 November 2025
The Government has announced a 4.1% increase to the National Minimum Wage, effective from April 2026. From April 2026, the national minimum wage for over-21s rises to £12.71/hr, for 18–20‑year‑olds to £10.85/hr, and for 16–17‑year‑olds and apprentices to £8.00/hr. While this may seem like a modest change, even small increases can have a significant impact on recruitment and workforce planning. We're sharing this now so you can plan ahead and not scramble when you need to fill a role. Understanding these changes early gives you time to adjust your strategy, budget effectively, and stay ahead of your competition. Hiring becomes more strategic, not reactive: given rising wage costs and tighter budgets, businesses should plan ahead rather than hiring in a rush to avoid urgent hiring at unsustainable cost.