Everyone who joins our team has the chance to make a real impact and difference to Orbis.
Quality is the backbone of what we do and developing our staff is no exception. You are in charge of where you want to go and every member of the Orbis team has a tailored learning and development programme, specific to their goals and aspirations.
Our promotion criteria is clear and undisputed. You will benefit from extensive training and development from our Managing Directors and ex-industry professionals, who don’t shy away from the team behind closed doors. Our open office space is a collaborative environment, but you will be given full autonomy and accountability. You'll excel on ambition and performance, not date-restricted criteria.
We love all things tech and to give our consultants exactly what they need to excel, we use the latest recruitment platforms, CRM, Cloud phone system, job boards and each consultant will be given a LinkedIn Recruiter licence. This goes alongside in-house marketing, events and personal branding support. Plus a dedicated accounts and contractor care team.
Our team are an eclectic mix of characters, with a fun synergy and friendly office. Whether you are an experienced recruiter, a graduate or you’re looking for a change of career; we're extremely interested in hearing from any background.
WeWork benefits & members portal
Unlimited budget to attend / host industry events, meetups & training courses
Lunch clubs at top 5* restaurants & Breakfast on Mondays & Happy hour on Thursdays
Office music, office drinks fridge, weekly treats & early Friday finish
Incentive trips abroad & across the states
Cycle to work scheme & on-site showers
The latest tech equipment, programmes & platforms
Birthday day off
Work from home
With enough servers to stack 5000 feet higher than Mt Everest 81 dedicated interconnect locations 96 CDN locations 134 edge POP’s 30 renewable energy project locations The worlds largest corporate buyer of renewable energy …create a cloud-like no other This was the beginning of Google Cloud Next ’19 London. It was a packed two days at Google Cloud Next ’19 in London, it was a sold-out affair that held thousands of conversations, insightful announcements, new ideas and training lessons. For those of you that couldn’t attend, no need for FOMO, here is a brief look at what happened. Throughout this event you saw the scope of how success Google has been in capturing the European markets, the success stories ranged from retail, financial and football. Our very own Craig Davies scored 99 for style on the FA football booth, captures using Google's AutoML vision object detection technology. “Google Cloud is a key component of our long-term technology capability. Cloud is not just about hosting and vendors; it is an entirely new stack for delivering creative transformations for our clients” – Stephen Pretorius Twitter announcing a massive 300 petabyte move to GCP. To get a better understanding of the size of the data moved by Twitter, 1 petabyte is 1 000 000 000 000 000 Bytes worth of data, to store a single PB would take over 745 million floppy disks or 1.5 million CD-ROM discs. “You can deny Google any access to your data. As a result, you are the ultimate arbiter of access to your information.” – Suzanne Frey Off the back off the Cambridge Analytica saga, privacy and full transparency was a big topic for the event. With more sensitive data being transferred to the cloud it’s understandable that a lot more people have concerns over who can access their data. Google has been the first to pioneer a ‘zero access’ policy on the data it stores, in essence, Google will have no access to selected data under any circumstances. With the use of a key mechanism that companies hold to encrypt their data, meaning companies then own their data and not Google. The good news with so many larger enterprises moving to GCP is that within the last 3 years job listings with “Google Cloud Experience” have skyrocketed 1082%. That's a wrap - NEXT Read more from Candice at Google Next'19 here.
Orbis recently hosted an event around IR35 in partnership with Kingsbridge Contractor Services. We met with Kate Robinson from Kingsbridge to speak about the importance of IR35 Insurance in more detail. If you’re a contractor and you haven’t already started preparing for the introduction of the off-payroll working rules into the private sector, now is the time. Purchasing business insurance (if you haven’t already) will play a key role in this preparation. The intermediaries legislation - more commonly known as IR35 - is a piece of anti-avoidance tax legislation introduced in 2000 to combat what HMRC call “disguised employees”. It applies to contractors who supply their services through a limited company – referred to by HMRC as a Personal Service Company ‘PSC’. It requires the PSC to pay equivalent employment tax to directly engaged employees i.e. PAYE tax and NIC if the reality of the work is akin to employment. But what exactly does it look like to be outside the realm of traditional employment norms? To work outside of IR35 the relationship between contractor and client must not 'look and feel' like employment. If it does, it is likely IR35 will apply. It is imperative to be able to demonstrate the differences between an independent contractor and ‘regular’ employees of a business. Having the correct cover in place is one such demonstrable difference. Holding business insurance serves as a key IR35 indicator for 'being in business on your own account' and therefore working outside of IR35. Holding business insurance is not a requirement for an employee as they would be covered by their employer’s own insurance provisions. A contractor does not have this luxury. Therefore, the holding of insurance and the concurrent implication that the contractor is solely responsible for the consequences of their actions demonstrate a clear distinction between contractor and employee. There are also some other factors to consider. The fact that you, as the contractor, have had to purchase insurance cover demonstrates a financial obligation and a responsibility to protect your interests. The taking on or presence of discernible financial risk is also a key indicator of working outside IR35. Professional indemnity insurance – a key piece of cover for any contractor - is designed to protect you against claims for negligence (such as providing a service, advice or designs that have caused a loss). It is worth noting that IR35 isn’t the only reason to make sure you have the right cover in place. There is a fair chance that all contracts within the recruitment supply chain will specify that a level of insurance cover is required. This is not only good practice but will also protect you personally against losses. It is a common misconception that an individual is protected financially if operating through a Limited Company. If you do not have cover in place and have acted recklessly, you can still be personally sued. Insurance cover has many practical and financial benefits, but it also serves as a strong indicator that a contractor is responsible for their own work. Here at Orbis, we’re working with our clients to obtain Status Determination Statements, a comprehensive statement declaring the status of a contractor’s employment status following an IR35 assessment. We want to ensure all contractors are compliant. We’re creating guides as we gather more information and we’re hosting events, alongside our contractor service partners, to share this information in the run-up to April 2020. The window of time between now and the IR35 reform in the private sector is growing rapidly smaller. It makes sense to act sooner rather than later. If you would like more advice, then please contact Joanna Jewitt on 020 3854 0024, or email Joanna.email@example.com
Last week, GCP Specialist consultant Candice Dennison attend Google Next'19 - the years biggest Cloud event across EMEA. She gave us a recount of her first time attending this exciting Google event. This year I was lucky enough to get a ticket for both days of the Google Cloud Next for 2019. While anticipation grew in the coming days to the event, I had no real idea of what to expect, barring previous years pictures and write-ups. Making the long journey to the Excel Centre (well long for me, since I don’t like in London). I arrived bright-eyed and bushy-tailed to the first day. I came prepared with bag in toe filled with business cards, pen, paper and most importantly snacks! Candy floss machines, teddy bear picnics lunch areas… this was not Google, this was like Candy Land (pun intended). The stakes were high, 2 days cut off from the office and the day job is a tall ask during busy season. I originally planned my 2 days well. Making use of the app for the event, navigating which stands I wanted to go to and which talks were most important and relevant. Although about an hour into the event, all plans had been thrown. My back to back deadline of talks and mingling had turned into a scavenger hunt. From tracking down people I needed to speak to, meeting new connections, finding specific stands… it was an intense 2 days., and that’s not even taking the afterparty into consideration! The biggest lesson I have learnt from the event, more so than comfy shoes and a Fitbit to get those step goals, is to go with it. This event had ebbs and flows, I found myself tagging along to talks I had not planned on because someone recommended it, or having a chat about the implications of the current 3% pass rate on a GCP certification - while in line to use the teddy bear machine. Yes, you read that right, teddy bear machine. The 2 days were filled with stands trying to grab my attention, and I realised the importance of an elevator pitch more so than ever. You’ve got to get to know your market, having technical knowledge isn’t enough in a market where its buyers’ choice. It made me think twice about how I’m diversifying myself against the thousands of other recruiters out there, what made my pitch to candidates more attractive to them? Because, although appealing, I don’t foresee myself investing in a cotton candy machine to lure in GCP candidates!
With upcoming changes in legislation with IR35 in April 2020, we’ve been speaking to experts in this field for further info. We asked Jeff Blakemore from Fore Two Group a series of questions from one of our contacts. Q: My role is likely to be deemed Inside IR35 from January, what are the main considerations if I decide to continue to be paid through my limited company from January? A: There are a number of considerations, but the two big ones are: 1) the funds received into the business bank account will be a net payment rather than the gross invoice value. 2) restrictions on the ability to claim expenses (especially the loss of the automatic 5% expense allowance) and the inability to be paid dividends. The organisation being invoiced by the Limited Company (and therefore paying the funds to the limited company) is classed as the fee-payer. Where the assignment is deemed to be inside, the fee payer will have to put the contractor on their payroll (and will therefore be on the fee-payer’s RTI return). They will have to calculate and deduct PAYE Tax & NI plus account for the Employers NIC, Apprenticeship Levy and deal with any pension requirements, pay the NET amount into the limited company business bank account. It would be expected that tax will be applied at basic rate, so depending on the individuals circumstances, there could be a further tax liability due to under payment i.e. if the individual should be a higher rate tax payer. If the position is currently Outside IR35, then there is a likelihood the contractor will be claiming the 5% expenses allowance plus claiming expenses, potentially making salary sacrifice pension contributions (to offset tax) and off-setting things such as their accountancy fees, insurance and any other professional fees. If they are then treated as Inside IR35, the Limited Company will still have all those expenses but the ability to off-set them will be significantly restricted, will not be able to make salary sacrifice pension contributions, and will still have to run their limited company, do their invoicing etc and have absolutely no financial incentive or benefit for do it. So in terms of both time committed to running the limited company and the significant reduction take-home pay, I really don’t see why anyone would consider this as a viable option. ForeTwo Group is a UK based umbrella, limited company accountancy and self-employed services provider. Founded on the basis of driving up standards and delivering a first-class service. ForeTwo Group have 90 years worth of experience in this space. If you have any questions for us to put to our partners, please send them through to Joanna, Joanna.Jewitt@orbisconsultants.com
Queues at the door, beer taps flowing, enormous pizzas at the ready; it could only be the start to JVM Wars. Orbis Connect introduced their new JVM themed meetup series this week. We had a game show format in mind with lightning talks followed by an open floor debate. Funnily enough the event resulted in a 'Question Time' style format. It was great to form a hub of variable developers with differing interests and passions for JVM, all in one room. Once the second round of pizzas had vanished, we sat down to watch four talks around Java, Scala, Kotlin and Clojure - defining the key differences and attributes between the languages. 'Who here started functional programming through scala? Well, let me introduce you to Clojure, it's simple.' Within the panel, Juliano Alves joined us from TransferWise to represent Clojure. Through an engaging presentation, Juliano discussed the simplicity of Clojure, expressing what matters and the purpose in architecture. On the other side of the panel, Omar Bashire joined us from IHS Markit. Omar gave us a detailed description of Java, the solid routes it has in the industry and contending challenges the language faces today. The night progressed into an open floor debate revolving around preferences in newer cleaner languages and the frameworks available to Scala, Clojure and Kotlin. There wasn't an obvious winner and the question around THE best language still remains. To conclude - Actually, the only thing we did conclude was that noone likes the spring framework. (#insidejoke for our attendees) Thank you again to everyone who came along and our fabulous speakers. If you missed out this time, join us in the new year for the next one. EVENT HOST Aaron Shakeshaft - ORBIS Linkedin: https://www.linkedin.com/in/aaronshakeshaft/ TEAM JAVA Omar Bashire - IHS Markit Linkedin: http://www.linkedin.com/in/obprofile/ Twitter: https://twitter.com/OmarBashir_40 TEAM KOTLIN Tom Reay - Flux Linkedin: https://www.linkedin.com/in/treay/ TEAM CLOJURE Juliano Alves - TransferWise LinkedIn: https://www.linkedin.com/in/julianopalves/ Blog: https://juliano-alves.com/ Twitter: https://twitter.com/vonjuliano TEAM SCALA Ben Parker - needsTyping LinkedIn: https://www.linkedin.com/in/benparkerneedstyping/ Website: http://www.needstyping.com/
Orbis is home to innovative recruiters who believe in building trusted relationships and strong communication. Our integrity to invest in people and community is unwavering. If we have piqued your interest, please get in touch to have a confidential chat. We look forward to hearing from you!