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.

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

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Social Value

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

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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

  • IT Operations
    Programme Manager

    ​Programme Manager with previous defence integration of systems experience required.Responsibilities:To lead and manage the accelerated procurement of solutions Writing programme artifacts to shape requirementsMinimise risk to output by responding to emerging requirements, making appropriate decisions as the situation dictates. Routinely undertake scrutiny of the project and identify issues/solutions as required.Build and maintain effective relationships with stakeholders and external agencies.Ensure coherence of capability requirements to business artefacts necessary to advance approval of procurementEstablish a sustainable, high performing, multi-disciplinary team to coordinate project deliverables.Ensure the programme delivers a coherent and balanced core capability, to support current and future operationsDetailing performance against (and risk to) delivery of the Plan.Experience:Previous integration of systems experience is essentialAbility to work independently to form a programme is keyStandard IT systems used – general Microsoft Office competency

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  • Data
    Data Scientist

    ​Exciting opportunity to join a large Government organisation to help lead multiple data projects using your exceptional experience in machine learning and NLP's.  Must be able to work 1 day a week either in London or Leeds. We are looking for a Data Scientist who will cover multiple projects, with the aim of providing an envelope to call upon surge resource to the team.Skills and Experience:Experience of providing subject matter expertise and guidance to support in the development of clear, specific customer service requirements, managing scope changes to ensure successful project delivery.Evidence of active engagement with stakeholders and negotiation skills and commitment to meeting stakeholder expectations.Excellent oral and written communication skills, with the ability to choose content and style to suit the audience, including large groups. Able to communicate complex and technical concepts and issues to non-technical colleagues, customers, stakeholders and potential customers at all levels.Significant experience of leading on a range of projects, including the allocation of work to other staff, to deliver quality outcomes to deadline and identifying risks.Experience developing processes and procedures to ensure the effective, efficient and robust collection of data.Experience of overseeing an analytical service delivery including the regular production of statistical products and publications.Proven ability to collaborate and build relationships across organisational boundaries through complex service provision, identifying/managing demand in areas where there are shared and conflicting agendas.Experience of working in and leading a multidisciplinary team using Agile methodologiesProven ability to design new data products and analytical outputs that meet the needs of customers.Experience of using statistical packages e.g. SAS, SPSS, Working with R or Python OR experience of using SQLProven ability to contribute to the building of long-term strategic plans & adapt technical thinking at pace in a fast-changing environment.Specialisms:Expertise in the application of several supervised and unsupervised machine learning techniques such as classification (e.g. Random Forests, Support Vector Machine), regression (e.g. Ridge Regression, Lasso), dimensionality reduction (e.g. Principal Components Analysis, t-SNE) and clustering (e.g. KMeans, Hierarchical Clustering).Awareness of techniques for conducting analysis with unstructured data, such as text (e.g. use of Natural Language Processing techniques) and image (e.g. working with DICOM1 data. 1 Digital Imaging and Communications in Medicine – a standard for handling, storing, printing, and transmitting information in medical imaging.Understanding of neural networks / ‘deep learning’Ability to understand Cognitive Artificial Intelligence (cognitive models mimic human thought processes) and semantic engines (information search and retrieval)Experience of assuring quality and robustness of data products that incorporate Machine Learning methods, including ethical and legal considerationsQualifications:Degree in an analytical subject (e.g. mathematics, stats, computer science)

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  • User-Centred Design
    Content Designer

    Working with the UX Lead and UR role on the next design phase, to develop content to support the creation of customer self serve prototypes testing and how the journey for external users could be improved. You'll develop, test and iterate content concepts / prototypes.  Experience of Figma, GDS and Government 

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  • Product & Delivery
    Delivery Manager

    ​We're looking for a Delivery Manager to lead the digital transformation of all client offices within a specific geographical region (NW England). This will involve leading the transformation of all devices to cloud first, refreshing all end of life devices and ensuring the office is transformed to meet our new ways of working. As Delivery Manager you will plan site/office migrations as offices close and existing sites are transformed. You will transform IT in offices moving to a full laptop organisation with a cloud first solution. You'll lead a blended team of suppliers and internal resources, manage plans, internal and external dependencies, risks and provide key MI and reports on progress. This role requires excellent stakeholder and supplier management skills working in a one team approach. Skills and experience: Demonstrate experience of working at pace in a large scale organisation and/or GovernmentExperience of managing Digital Delivery as part of a complex business change programme in an multi supplier environmentDeveloping site migration and implementation plans forming part of a national programme plan. Escalate where appropriate to ensure the delivery is completed to expected standards and are delivered within timescales.Lead Project checkpoints, report progress and MI.Experience in managing Risks, issues and dependencies.Providing support and guidance to members of the delivery teams and acting as a point of escalation for issues impacting deliveryStakeholder engagement, managing expectation, ensuring stakeholders are kept up to date with progress, risks and issues. Desirable skills:Experience of delivery in large scale complex Estates led programmesCloud First Windows 10 deployments

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  • User-Centred Design
    Service Designer

    Join a team providing digital delivery to transform services, support new models of care and drive efficiencies that will allow more time and resources to be spent on those most in need.  As a Service Designer, you will be part of a multidisciplinary team interacting with policy-makers to design and deliver effective user focused services. As this is a new team, the role will require flexibility, adaptability and resilience, with the precise nature of roles shifting based on experience and initial scoping work. You will be joining a friendly team that has a reputation for driving digital innovation.Responsibilities:Working with policy teams to analyse failure within services and identify root causes for that failureIdentify opportunities for cost reduction and improvement within an existing serviceUnderstanding user needs and identify where separate interactions within the health and care system should act as one service that meet that needUnderstanding the existing supporting system of a service and design targeted improvements to that system to accommodate the new service both digital and process basedCreate and rapidly iterate service prototypesIdentify and design new cross government service patterns and standards.Working closely with policy teams, product managers/service owners, user researchers producing service prototypes and influencing product direction. Presenting findings and related design/business recommendations to senior decision makersSupporting a service design community across the Health and Care system to share knowledge and increase the standard of digital deliveryProviding guidance, mentoring and training in service design across the team and ALB network and contributing to capability raisingYour skills and experience:Have a design related degree, or relevant industry experienceBe able to sketch and prototype on paper and in HTMLBe able to work quickly in an agile environmentBe able to explain ideas in a way that other people understandKnow how to interpret user researchUnderstand how form and function work togetherBe able to write for user interfacesExplain design decisions and be able to represent a service at a service assessmentAssess a service and give constructive feedbackCollaborate on designs with a developerEngage the whole multidisciplinary team with the design process, including policy teams and other non-digital specialistsProven experience working with data, from gathering and analysis through to design

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  • Technical
    Head of Development

    ​Join a government agency with a mission to protect and improve the nation’s health and wellbeing and to reduce health inequalities. As the Head of Development you will be central to decisions about the future of the digital service portfolio, technical delivery, on-going success and continuous improvement.Responsibilities:Scope, design, plan and execute software development projects. Be responsible for the technical delivery, on-going success and continuous improvement to our portfolio of web and mobile appsHelp develop and support services by contributing code, testing technologies, and producing rapid prototypesSetup, configure and maintain DevOps tooling and to drive adoption of new tools so teams can improve their integration approachesWork with continuous integration and deployment (CI/CD), Orchestration tools, TDD and code qualityWork with cloud technologies (AWS/Azure), enterprise integration tools and extract, transformation and load (ETL) toolsDeliver digital services in GOV using the GDS service standardEnable a positive technical culture, applying agile methods to development and completing quality assurance practicesAdvise product managers on the estimated effort and technical implications of current user stories, as well as those in the backlogProvide technical leadership and consultancy to both internal and external development teams, ensuring infrastructure is fit for purpose, whilst meeting time and budget restraintsIntegrate software application components, whether developed internally or via external partnersBuild and maintain technical roadmaps, looking ahead for future opportunities or blockers, and ensuring decisions by development teams align with the strategyLeading, managing, and developing all direct reports, ensuring that technology, culture and ways of working are embedded across the team

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  • Technical
    Head of Ops

    ​This is an exciting role at an important UK government agency for a leader in the Azure DevOps space.  Responsibilities:Maintain and manage the infrastructure required for the rollout of continuous integration and deployment pipelines across the department estate of apps and servicesBuild awareness on the potential of CI/CD and DevSecOps practices and build a culture of leveraging these practices for doing things better, reducing re-work, increasing the productivity and optimising the use of existing resourcesLead the service optimisations and automations that reduce technical debt; reduce operational costs and risks; automate toil; and improve the quality and resilience of our service infrastructureDevelop delivery pipelines using GitHub/GitLab and Jenkins for deployments into our path-to-live environments across multiple servicesUndertake skilled platform build/support activities, such as developing hardened base containers, deploying platform services through a CI pipeline making use of infrastructure as codeSupport DevOps engineers in service topology discovery; helping to define QA and deployment pipelines; monitoring and continuous improvementExpert knowledge in the use, development, and maintenance of agile and SecDevOps tooling suites and methods and how these can be implemented into an organisation that is transitioning to new ways of workingLeading, managing, and developing all direct reports, ensuring that Technology and the department culture and ways of working are embedded across the team

    Apply Now
  • Technical
    Machine Learning Devops - Infrastructure Architect

    ​We're looking for a DV Cleared Machine Learning DevOps Engineer who has operated at Architect level to join a security team within a large government department.   Your work will be essential to ensure technical integration capabilities and onboarding of data to enable teams to better respond to personnel security issues. Skills and Experience:Machine Learning techniques for anomaly detection using AWS SagemakerTerraform and Docker for provisioning environments for testingDesign and build of secure environments for algorithm testingImport of test harness data and collection of resultsPrevious Government experience

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  • User-Centred Design
    Senior User Researcher

    Join a large Central Government department to help improve digital services for millions of UK citizens.  Must have strong qualitative and quantitative research experience in an agile environment.  Ideally from public sector background but will consider applicants from large companies too.You will:Work with agile teams to develop and advocate appropriate research strategies within their project area, with the goal of understanding user needs for services, and continually improving services.Develop recommendations based on a variety of research outcomes, evaluate those outcomes to inform the product or service decision.Be accountable for the end-to-end delivery of research, developing and delivering research that considers the time & budget vs outcomes perspective.Incorporate into recommendations and insights, evidence that focuses on user behaviour and experiences of departmental services. Conduct user research using a range of research methods, selecting the appropriate method, both qualitative and quantitative, depending on the requirements of the programme.Experience: ResearchStrategic insightUser centred agile and design practicesUser centred analysisExperience of doing research for internal applications for large private organisations or Government departmentsExperience of doing research for mobile related user needs/problemsExperience of doing user research with Digital Workplace solutions context

    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