Our Story

We have had the pleasure of being part of the technology skills marketplace since 2006. During that time we have seen incredible change. The creation of new job functions, the foundation of business, and the digital transformation of almost everything!

Experience has honed our understanding of client needs, helping us deliver our fundamental mission; to apply simple, flexible solutions to people skills problems. We have been lucky enough to grow a network of accomplished clients, candidates, and colleagues to whom we are grateful for their continued support.

We are now helping the UK Government build world class digital services by applying our experience in Digital, Data, and Technology to requirements within the UK Public Sector.

Hanover Public Frameworks


It's easy for Public Sector organisations to buy from us through a variety of Frameworks on which we are pre-approved.

Hanover Social Value

Social Value

We are committed to improving diversity within the workplace and preserving our environment for future generations.

Hanover Team Building

Teams as a Service

When your desired outcome is beyond the capability of an individual specialist, we provide Teams as a Service (TaaS)

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Latest opportunities

  • Data
    Structured Data Configuration Specialist

    This Private Sector global company is looking for a Structured Data Configuration Specialist to support research initiatives aimed at defining metadata and to identify and structure extensive inventory. You will design and implement a comprehensive and intuitive navigation structure to optimise searching and browsing for products, analyse market trends, contribute to improving user experience, and receive, prioritise, and implement change requests.Your role:Analysing site metrics and user behaviour data to inform design decisions.Researching specific products and market trends to identify standard and non-standard ways of defining products.Defining and documenting global metadata standards.Maintain the category change roadmap.Understanding selling flows and how data collected there translates to front-end user experiences.Contributing to process optimisation.Identifying, developing, and implementing routines for ongoing data quality assurance.Localising metadata for various markets, depending on language expertiseYour skills and experience: Bachelor’s degree from a University or equivalent experience. Open to all degree backgrounds, but strong qualitative and quantitative analysis skills necessary.2-3 years’ business experienceAnalytical, organised and highly detail orientated.Efficient, data-based decision-making ability.Proficiency in MS Office suite, specifically Excel.Knowledge of bug-tracking system JIRA and/or agile framework is a plus.Strong customer focus.

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  • Data
    Senior Information Analyst

    Senior Information Analyst required for a 6 month contract at a Government Healthcare Agency, you will need to be in close proximity to Leeds to participate in the project. You'll need: Extensive experience with Power BI & Tableau Experience developing dashboards from scratchExperience using different presentation techniques Great communication skillsAbility to unpick requirements Can work closely with Senior Product Managers

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  • Product & Delivery
    Senior Technical Architect

    We are looking for Senior Technical Architects from all domains to work with product owners, technical leads, software engineers, technical experts and business analysts throughout the change lifecycle to inform, shape and define intentional architecture and develop emergent designs.The role supports the governance, assurance and design of a Central Department's Technical Architecture estate. You will keep up to date with advances affecting their technical domain and will be aware of, and take account of, cross-government Technical Architecture initiatives. You will be responsible for the delivery of high-level designs and artefacts, will understand relevant strategies and contribute to wider activities that define future roadmaps. Along with good working knowledge of the architectural domains (Business, Data, Application, Infrastructure and Security), you will need the ability to design at least one of the following: Cloud-based platforms using IaaS & PaaS (AWS & Azure)Container management technologies (Kubernetes/OpenShift),Networking and other data centre-based technologiesData platforms (PostgreSQL, NoSQL, Enterprise analytics)Identity & Authentication Management platformsYour skills and experience: Designing solutions for large projects and seeing those designs through to deliveryAccountability for end-to-end solutions from initiation to initial delivery and its ongoing lifecycle in line with a strategyIdentifying and managing change and its impactPlanning for decommissioning, maintainability, reliability, performance and scalabilityWorking very close to technology to deliver functional, supportable architecturesShowing where complex problems have been solvedIdentifying technical debt, minimising and reducing it in your designsCollaboration with multiple agile delivery teams to deliver the required outcome has been usedCommunication with stakeholders while having a good grasp on how to negotiate with different parties

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  • Product & Delivery
    Product Development Expert

    Product Development Expert required for an exciting project within a large Central Government department.Your skills:Experience carrying out similar reviews in other financial institutions in the past three years.Have undertaken reviews of New Product Development and / or the amendment of existing products in at least three financial institutions Be sufficiently experienced in the product development lifecycle to confidently identify the main pitfalls and describe what constitutes best practice.Have sufficient knowledge of the financial products on the market and the issues that may arise in the public domain.Confident in ability to assess the current skillsets of those working within the new product / amendment to existing product area and if necessary, report on this aspect separately.Able to assess the appropriateness and suitability of the new products / amendments to existing products over the past two years.Possess sufficient knowledge and experience to be able to consider the scalability of the new products or determine whether the products developed were of a bespoke nature applicable to specific exporters / Groups.

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  • Senior B2B Marketing Manager

    We're hiring a Senior B2B Marketing Manager for a private sector contract. You’ll work cross-functionally with multiple departments, coordinating and executing engaging B2B marketing campaigns.Main responsibilities:Responsible for creating and executing B2B marketing plans targeting small, medium and large businesses.Partner with colleagues to develop and optimise B2B marketing strategies and plans.Work with a variety of internal stakeholders and agencies to determine the best ways to reach target audiences and achieve campaign goals.Work with creatives internally and externally to develop on-brand digital marketing materials such as emails, banners, landing pages, social media posts, community announcements, educational videos and editorial content.Manage the delivery of live, in-person events at various locations in the UK. Ensure events are delivered on time, successfully and on budget.Brief and project manage campaigns/projects.Ensure all marketing activities are effectively targeted, delivered and evaluated. Regularly report on campaign performance and provide actionable insights and recommendations.Day-to-day management of marketing and event agencies.Key requirements:8 years+ experience in digital marketing or similar field, with at least 2 years’ experience in B2B marketing/marcomms.Experience of developing and executing digital B2B marketing plans.Understanding of data-driven direct marketing including emails/banners best practices, customer segmentation, and content marketing.Results-driven, with a proven track record in achieving marketing and business goals.Good understanding of the capabilities of CRM and email marketing tools.Excellent communication skills. Quickly able to gain trust and confidence of people at all levels.Ability to write and review detailed creative briefs.Ability to work simultaneously on multiple projects at different stages.Demonstrates flexibility and a positive, can-do attitude if changing business needs require a change to seller marketing plans. Team worker who takes a collaborative, win-win approach to challenges.Good project management skills.Works conscientiously with a keen eye for detail.Passionate about creating great experiences for customers.Self-starter with plenty of initiative and drive.

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  • Technical
    MS Dynamics Developer

    Government Healthcare Agency seeking Microsoft Dynamics Developer with Front-end or Back-end development skills. You'll need: An extensive knowledge and experience working with Microsoft stack. A considerable amount of that experience will have been working alongside very large projects and programmes delivering digital services and within a strategic framework aimed at making deliverables reusable across many services.Extensive experience of configuring /customising applications, specifically the Microsoft Power Platform, and Dynamics 365.A detailed understanding of the principles that generate strong, reusable and scalable configuration design.A track record of building and maintaining interfaces between MS Dynamics and other applications – whether through API or other.Experience of developing in the Visual Studio stack.Experience in front-end and/or back-end development, with detailed knowledge of at least one programming language.For back-end developers C# is essential, other relevant languages include Ruby, Java, Python, Scala or node.jsFront-end developers need CSS and HTML skills, as well as being comfortable with Javascript and bootstrapExperience in using .net framework.Experience in developing RESTful api web services.A good awareness of the key components underpinning digital models and the interfaces – e.g. identification and verification, payment systems etc.Ability to quickly research and systematically solve problems.Experience of using testing to validate solutions.A strong understanding of the principles of web security.Experience of coaching and supporting other developers

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  • Technical
    Data Architect

    Data Architect with Government experience sought to join this large, progressive Government department. You will have experience / skills in:Cloud as well as hybrid hosting-based data deployment experienceKnowledge of Domain Driven Design and its applicationExperience of Event-driven ArchitecturesExperience of implementing Modern analytics architectures – Monolithic and distributedKnowledge of GDPR, data retention and regulatory/legislative complianceExperience of data architecture frameworks, technologies, tools and best practicesExperience of implementing at scale in a large technologically heterogenous organisationExperience of performance engineering.Mentoring, leadership and facilitating change on large data transformation programmes

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  • User-Centred Design
    Interaction Designer

    Remote Interaction Designer required for a large Central Government department undertaking significant digital transformation projects. Essential technical skills and expertise:Extensive experience designing accessible interactive digital products or services that meet user needsCore design skills of sketching and prototyping including through prototyping tools and/or HTML and CSS; willingness to develop relevant coding skills if neededExperience planning interaction design work, including developing high level project plans for design activity         Solid understanding of user research methods and practice with proven experience using metrics and user feedback to define/refine servicesExperience of journey mapping and needs analysis with good understanding of information design/architectureStrong ability to recognise and predict use cases and user interaction, incorporating them into designsgood understanding of web technologies and how they affect design, including accessibilityExperience of working with pattern libraries and/or style guidelinesStrong skills in communicating design decisions; convincing people that user needs and a user-centred approach are the right way to design products and servicesExperience leading workshops e.g. collaborative design sessionsDesirable expertise:GOV.UK standards and working practicesDesigning within a government contextExperience of working with an agile, cross-functional team 

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  • Data
    SEO Content Strategist

    We're hiring a SEO Content Strategist to support the Technical SEO team on a fixed-term contract at a Private Sector global company!   The role is suitable for a person who already has experience in the areas of Search Engine Optimization (SEO), Digital Marketing and Content Management. The aim is to identify SEO opportunities in the content space then coordinate the processes for creating, optimizing and publishing content to deliver against strategic SEO goals. Responsibilities: Creating content strategy and identifying content opportunities Keyword planning and optimization Optimization and editing of category texts Analysis and evaluation of large data sets (human judgment) Acting as contact person for product teams Monitoring and improving internal linking where necessary Requirements:   Experience in the field of content management Good knowledge of content marketing and SEO strategy Excellent written and spoken English  Attention to detail Team player with a structured and reliable way of working Experience in ecommerce is a plus

    Apply Now
Public Sector Digital Transformation

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News & Insights

Interview Tips
job search

​Most people think they have interview preparation perfected, but you’d be surprised by how many people overlook basic elements, and some simple improvements, which can be key to your success. We’ve gathered the top 4 tips to make your interview effortless and memorable.  1. Preparation is keyPreparation is key to success, so make sure you have sufficient time to prepare before your interview and dedicate some time without distractions.  ResearchThe first step should be researching the organisation where you could be working. Visit any relevant websites and social media, look at LinkedIn profiles and do a general search on Google to see if they have any press about latest projects or initiatives. You want to get a feel for the work that they do, their mission and values, structure and their objectives or goals. You can then align some of your answers in the interview to reflect this, mirroring back their own language to create a commonality. Write down any keywords that stand out as markers for the organisation, such as ‘fast-paced’ or ‘outcome focused’.  RevisitRevisit the job description. Think about why you applied and what attracted you to the job. What are the parts that excite you? Note these down and keep them handy, so you can show enthusiasm about these in the interview. Which parts of the role do you think you would excel at and which parts are your skills lacking in? The job description should also give you an idea of the behaviours the interviewer is looking for. Look out for terms like ‘self-starter’, ‘team-player’ or ‘strong communicator’ so you can show that your behaviours and soft skills are also desirable. And revisit your CV. This is the main piece of information that the interviewer holds about you. Are there areas that align with the job description that you are likely to be asked to elaborate on? Are there any areas that the interviewer may question or want examples of? You should also check that your LinkedIn profile correctly reflects your CV and is up to date. Make sure your profile photo is professional and you've included volunteer information, any groups and have some good recommendations from colleagues.  Common QuestionsPrepare for the most common interview questions. These are generally competency-based questions such as:Making effective decisionsCollaboratingLeadershipStrategic thinkingOrganisational skillsWorking under pressureAttention to detailHandling a difficult decision or situationMotivationTaking control of a situationProblem solvingCreativity You may need an example for each area detailing the situation, your response to the situation and the positive outcome.  Your questionsWhat questions do you have about the role or the organisation? If the conversation is quite casual, you should be able to ask questions as they naturally arise, but it’s also important to ask a question at the end of the interview to show you are still interested. This could be in regard to the contract length or timeline, or “when are you likely to make a decision?” Write down your questions as after processing other conversations, you may need a reminder.  ​ 2. Promoting youClarify your ‘selling points’. Why would you be good at the job and what sets you apart from other applicants? Identify key responsibilities of the role and prepare several examples of your experience and achievements in these areas. Where possible use statistics to evidence this.  Specific Examples with STARYou can use the S.T.A.R method to create quick and effective examples: Situation, Task, Action, Result. ​Situation: Set the scene and give the necessary details of your exampleTask: Describe what your responsibility was in that situationAction: Explain exactly what steps you took to address itResult: Share what outcomes your actions achieved​You must describe a specific event or situation, not a generalized description of what you have done in the past. Be sure to give enough detail for the interviewer to understand Showcase your workIf the interview is specific to certain types of work such as design, content, or products, you may have been asked to, or may just want to, showcase examples of your work. Make sure examples are relevant to the role and showcase your best skills. You may want to go in-depth with a case study, outlining objectives and processes or just create a short screenshare presentation that acts as a portfolio. If you do this, ensure you can concisely talk through or narrate your work to give your interviewer a good understanding and positive takeaway points. You want to be memorable. Practice this prior to the interview with a friend to get feedback and identify areas that could be improved.   ​3. The Set UpHave a trial run before the actual interview to resolve any issues.​Technical DifficultiesThere is nothing worse than being failed by technology in an already stressful situation. Prior to the interview (the previous day and in the hours before) test your technology. Do you know which video platform you will be interviewed on? Have you used it before?Set it up and test it out. Make sure you are familiar with all the functionality or features in case you are asked to change any settings or screenshare unexpectedly. It is better to do an interview on a laptop, rather than a phone as you have more control. Make sure your camera and microphone are working and set to appropriate levels. Also make sure all software updates are completed because no one wants a computer update starting randomly mid interview.  Location Where will you do the interview? Do you have a reliable WiFi connection? Conduct the interview somewhere private and quiet where you won’t be disturbed. Notify family or housemates ahead of time or book a meeting room if you are in a shared space/office. Test sitting in-front of the camera and take a good look at your background, as well as without you in frame in case you need to get up at any point. You need a minimal and non-distracting background, with good lighting so you can be clearly seen. Check your camera angles, as some laptop cameras can be set lower. Try to position the camera for a clear and proportioned head and shoulders shot where you can make easy and comfortable eye contact with the camera. Distancing is also key; you don’t want to look too far away or equally right on top of the screen. Make sure your chair or seat is also comfortable. If your interview is taking place in person be sure to identify the location and plan your route the day before, leaving yourself enough time in case of travel disruption. ​​4. First impressions countAccording to research, it takes 7 seconds to make a judgement about someone when first meeting them. Whether we mean to or not, we can make unconscious judgements based on appearance and body language, so it’s important to look presentable.  Wellbeing This is an area that is often overlooked but can really make an impact on how you present yourself and how you feel in an interview. The night before the interview, try you get a good night’s sleep. This will help you feel well rested, refreshed and more alert in the morning .Make sure you’ve eaten prior to the interview, nothing too heavy, and that you are well hydrated. Have a drink on hand in the interview as you’ll be talking for a while. Dress The PartDress appropriately for the role or organisation. It’s better to be dressed more formally, than looking too casual. Even if your interview is via video link, dress as if you are meeting in person, full body in smart attire as you may need to move away from the screen. Beyond clothing, ensure that you are also clean, tidy, and looking polished. Looking your best translates into feeling your best and will give you confidence.  Body Language Body language is important. You want to a strike a balance between enthusiasm and professionalism. Ensure you have open body language such as good posture, arms relaxed by your side and a straight back and use a good amount of eye contact (to the camera). Be aware of your gestures, it’s good to have some movement to main interest and feel comfortable, but you don’t want to be so animated that it becomes distracting. Monitor your tone of voice to keep things friendly and enthusiastic, and remember to smile. ​​​Looking for a new contract job?If you're looking for a new role, Hanover specialise in DDaT capabilities for UK Government. We can find you an exciting and rewarding contract in: Data, Product & Delivery, Technical, IT Operations, QAT, and User-Centred Design.See our latest contracts here!​​

flexible working

​Post-lockdown, the new buzzword that has managers debating working style policies is 'Hybrid Working'. But what does it really entail? Is it really suitable for your workplace, and more importantly, your employees? ​What is 'hybrid working'?Hybrid working is a relatively new term, coined to demonstrate different ways of working combined, including:Working in the officeFlexible hours Remote working optionsWorking from homeIt's been born out of companies adjusting to the Covid pandemic and the necessity under government guidelines for business to pivot to digital working and working from home under lockdowns rules. Now as restrictions lift, companies are considering what it means to head back to the office and whether we really want to.According to the ONS, prior to the pandemic around only 5% of UK employees worked from home and a recent report from the CIPD showed that pre-pandemic, 65% of employers did not offer remote working options at all. The report also shows that now 40% of employers expect more than half of their workforce to work regularly from home in the future. ​​Do you employees want hybrid working?The short answer is YES! Positive employee experiences are essential to productivity, reducing staff turnover, diversity and culture. According to Microsoft’s 2021 report, 73% of employees wanted flexible, remote work options, post-lockdown.If you CAN offer options for hybrid working to your employees, whilst maintaining business goals, why wouldn't you? If you're in doubt about its need, conduct an employee survey and ask what options your employees would like.The pandemic has created new employee expectations. It's not just about flexible working anymore, it's about individuals managing their own safety and working in a way that they feel secure and comfortable, and that also respects each others boundaries. If you have a mix of employees that have different health situations, you can't force them to conform to one set scenario. It just won't work. You should care enough about employees wellbeing to invest in hybrid working options and the associated tech to support it. Hybrid working also helps to create better work/life balance for employees who may be suffering from health complications, are working parents or carers, and people with other stressful responsibilities outside of work.​​What are the challenges of hybrid working?Dependant on the type of work you do and how large your teams are, there will be some challenges to offering hybrid working. Here's a few things you need to consider:Some of your roles may not be suitable for remote or hybrid workingKeeping track of everyone - who is working from where and whenEffective management - monitoring productivity, meeting deadlinesCommunication - meetings, group chats, keeping in touch, performance reviewsTraining & Development - better online or in-person? Wellbeing - isolation, new employee onboarding, socialisingTech - resources, hardware, connectivity, costsHow will hybrid working benefit your business?One way hybrid working may benefit you as a leader is in a reduction of office space, work space rental and facilities costs. With a reduction of people in the office, you could reduce the office size, moving savings to other areas of your business. Hybrid working can also hinder the spread of illnesses, (not just limited to Covid), and mean you have a fully functioning and healthy team. Employees suffering from a bad cold may feel well enough to work but don't want to pass germs onto their co-workers, so working from home is a great option. However, the main benefit of introducing hybrid working is a big one. Employee happiness! We all know that happy employees are substantially more productive, making your business more profitable. Flexibility for working styles and personal needs create better work/life balance. This in-turn creates a positive working environment, stronger collaboration, employee loyalty and a reduction in staff turnover. ​How do you implement hybrid working? 1. Policies - Ask yourself whether your policies are long, or short term? Talk with all managers about what will work for their team. Will you still be able to meet customer expectations and continue performing at an optimum level?When implementing hybrid working, it's important to outline very clear policies. Detail the working options available, specify what they mean and what they entail. Also outline what is expected from your employees and what happens if those expectations are not met. You can also offer one to one conversations for special cases. Some roles may not qualify for hybrid or remote working, so it is best to discuss this with anyone affected individually. Once you have a policy outline in place, look at how achievable those policies are utilising your current resources. Are there any obvious holes in your plans? Do you need anything new and what are the costs involved? Ask for feedback from your employees on what they need for working outside of the office. Give careful consideration to the contractual implications of hybrid working, as implementing a new policy can sometimes amount to a formal change to terms and conditions of employment. It is best to run your draft policy past a legal advisor. If you are welcoming people back into the office, make sure you stay up-to-date and comply with Government guidelines and conduct a health and safety risk assessment. ​2. Technology - Many stumbling blocks regarding hybrid working can be overcome by utilising technology. For example - using Zoom and Microsoft Teams, creating an intranet, updating employee communications or incentives, and managing projects in platforms such as Slack and Basecamp. Also think about new employees and how they will be onboarded. How can you make new recruits feel welcomed but also supported if they are not in an office? Make a list of your current tech and tech support, then review and source any new platforms you need.​3. Hardware - It's important you keep on top of your hardware such as laptops, monitors, hard drives etc. Are they all fit for purpose? How will they be assigned and monitored? How often do they need to be checked and updated? Do you have a support company or IT dept. that will be able to manage this? ​4. Performance - With employees being in and out of the office, or working remotely for long periods, performance may be harder to observe and monitor. You may need to shift how you perceive good performance. For example: from employees being at their desk whenever you call, to instead looking at actual outcomes of work and meeting deadlines. Performance reviews and meetings should wherever possible be in person to maintain relationships. ​5. Wellbeing - What are the wellbeing implications for your new policies? Managers should receive training in understanding and spotting potential signs of poor wellbeing and mental health symptoms. Ongoing mental health support and information should be readily available and regularly promoted to all employees. Respect boundaries going forward. Just because someone is now working from home and has the tech to be available at anytime, it does not mean they are now contactable 24/7. Work hours should remain fixed and non urgent contact kept to a minimum outside of those hours. Fairness & inclusivity is also an area of wellbeing to bear in mind. During the pandemic there was a disproportionate impact on ethnic minorities and also with women being much more likely to be both furloughed and undertake childcare responsibilities. Identify areas where inequalities may have developed, or could develop in the future and set out plans to address these. You should also do your best to ensure equality of experience between employees in the office and employees at home and have plans to address any potential conflict. ​​ConclusionIn a few years 'Hybrid Working' could be standard for most companies. Data from OpenSensors shows that 9 out of 10 UK workers want the option to work remotely once offices reopen. Early adopters and tech giants such as Twitter, Facebook and Google, are already offering a variety of hybrid working options. Whilst the future remains unclear, having a choice of flexible options for hybrid working could mean the difference between success and failure for your business. We've seen throughout the pandemic, that companies who embrace hybrid or remote working, digital technology resources and ecommerce, can not only survive but actually thrive!​​We're here to help!Hanover offer solutions to support engagement, remote interviewing and remote onboarding. You're busy helping existing employees and doing your day job, so at Hanover we manage a fast and simple process for you, including:Candidate Engagement - Job Advertising, Interactive Job Descriptions, Content Marketing Video Interviews - Online Video Interviews. Share, shortlist and feedback in a few clicks Remote Onboarding - Data Insights to tailor remote onboarding to individual needsFind out more about our recruitment solutions here!​

accessible design

​Departments: NHS, Department of Health & Social Care, Public Health England & National Institute for Health & Care Excellence.​Working with Government healthcare departments on time-critical projects, we listened to their needs and set out strategies to find the best skills at a critical time for UK healthcare. We supplied talented associates that created end-to-end solutions for new healthcare platforms, emergency triage software and urgent pandemic response structures.This involved understanding content needed in order to support critical user needs and optimise user journeys. This approach also provided new user behaviour insights that could be used to inform wider healthcare initiatives and help convert underlying policy intent into quantifiable and motivated actions.​Experts Supplied:Agile Delivery ManagersLead Delivery ManagersSenior Business AnalystsUser Research LeadsData ManagersMDM ConsultantsInfrastructure EngineersHead of Customer InsightsProduct Marketing ManagersData ScientistsTechnical ArchitectsSenior Services DesignersIncident Handling LeadMobile App Product ManagersSalesforce Product ManagersSenior Project ManagersDemand Modelling Engagement Analysts.Net Developers