Knowledge HUB

TLDR • The Tech hiring market is active, but very selective. • Technology hiring is being driven by projects and transformation. • Larger candidate market doesn’t mean people are easy to find. • Problem’s been the brief, not the candidate market. • Hiring managers need to decide what matters before going to market. • Technology workforce planning needs to start earlier. • Slow hiring processes cost businesses candidates. • Contract and interim hiring could become more relevant. • Companies that navigate this best are ones who understand the market before GTM.

Norfolk’s job market is in good shape. From digital marketing agencies growing their teams, to engineering businesses pushing the boundaries of high-performance electrical systems, to tech-forward organisations investing in AI and automation across the county, there is genuine opportunity here, and a genuine demand for talent. That opportunity, unfortunately, attracts a darker kind of attention…

Uncover how 2026 IT salary trends directly influence staff retention. Get data-backed insights and actionable strategies to keep your top tech talent. Let's talk solutions.

Friction. In physics, it is the force that opposes motion. In business, it is the insidious drag that opposes progress, drains resources, and ultimately, stifles growth. For companies across the UK and the global B2B landscape, operational friction is a silent killer. It manifests as bottlenecks, inefficiencies, and disjointed processes that can bring even the most innovative and ambitious firm to a grinding halt.

East Anglia’s tech scene has quietly become one of the UK’s most interesting regional markets. You won’t find the noise of London or Manchester here.

UK manufacturers face rising costs and pressure to improve productivity. Here are three hiring risks that can slow operational change and transformation.