How Iris Scanning Will Shape the Future of Technology and Cybersecurity Hiring

Iris scanning has moved from science fiction to reality some time ago. First demonstrated in the 1990s, iris recognition is now used at many airports, prisons, and areas requiring tight security. Unlike retinal scanning, which maps and identifies blood vessels in the retina, iris scanning uses mathematical formulae to store and recognize the highly complex patterns of an individual’s iris — the colored part of the eye. 

As a talent solutions company specializing in IT, tech, and cybersecurity leadership, we can see firsthand how this shift impacts recruitment trends. Companies are looking for security leaders with experience in biometrics and implementing iris scanning technology, to future-proof themselves as security requirements inevitably become more stringent.

Why Iris Scanning Is Gaining Traction

Iris scanning is fast and very secure. Because it’s based on the unique patterns of the iris, it’s currently almost impossible to spoof or trick. There are ways to trick some other biometric security technology systems, such as fingerprint and facial recognition, for criminals with the time and resources to do so. However, the complexities of the patterns in the iris make them tough to mimic, even with deep fake photos. This is a compelling reason for companies with a vested interest in high security to consider switching to iris recognition.

The convenience of iris scanning can’t be overstated. Some iris scanners can recognize an individual from several meters away, allowing an authorized person to simply walk into a secure area that would not open up for someone not on the relevant iris database. Iris scanning is notably faster than fingerprint scanning, helping businesses become more efficient with less time spent handling security protocols. Some organizations are combining iris scanning with existing fingerprint recognition systems for enhanced overall security. Anything that needs securing, from data to storage rooms, can potentially be protected via iris scanning. Firms across the finance, healthcare, travel, and cloud computing sectors are all starting to adopt iris scanning technology. 

How This Impacts Cybersecurity and Tech Hiring

With that in mind, firms are hiring cybersecurity leaders with the tech skills to support iris scanning as well as those skilled in data governance and data protection. Companies are increasingly searching for leaders with experience in biometric security and a deep understanding of the current compliance laws surrounding data privacy.

There also needs to be an understanding of how to deploy iris scanning into other security systems. Zero Trust Architecture works from an “Always Verify” approach, and iris scanning could be a major part of this. Cybersecurity specialists who understand both disciplines could be very advantageous for companies wanting to bolster their overall security posture. The ability to combine various layers of security is essential for firms and agencies in sectors like defense and aviation, where security breaches could cost lives. 

Ideal candidates in this field must also understand the potential ethical considerations of working with biometrics. Essentially, firms will need to catalog the biometric data of all their relevant personnel. That means gaining consent and being transparent about how that data will be stored and used. Data storage systems must have risk assessments performed on them, and any third-party providers involved must demonstrate that they can maintain the required compliance standards. As these standards are shifting all the time, it’s essential that companies wanting to deploy this technology hunt for adaptable, future-ready leadership candidates who can pivot when needed. 

Conclusion: Innovation Demands New Talent Strategies

Iris scanning might be the future of biometric authentication, but it’s just the beginning of a broader security revolution. Around 1.5 billion people around the world are currently registered in iris scanning schemes — a number which is sure to skyrocket once the technology becomes more widely adopted. In countries where it’s tricky to get a passport, for example, iris recognition represents a simple way of proving your identity. However, firms that use iris data in this way must be able to show that they’re using the data ethically and storing it securely. That means investing in personnel who can keep their finger on the pulse of data compliance and privacy laws, and how operating in different areas across the globe may change how data is used.  Focusing on hiring leaders who have the experience and skills to deploy this technology securely and at scale, while respecting the ethics and compliance aspects of biometrics, is a sure way to drive innovation in security for your organization. Work with trusted talent solutions specialists to discover effective cybersecurity talent strategies and future-proof the security of your company.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

Cloud Infrastructure Management: Best Practices for Operational Excellence

In the modern age of cloud, cloud infrastructure is the cornerstone of contemporary business operations. Businesses increasingly depend on cloud environments for agility, scalability, and innovation. However, managing cloud infrastructure securely and efficiently takes a strategic effort. Operational excellence depends on deploying best practices that optimally improve performance and guarantee reliability, cost-effectiveness, and compliance.

1. Develop a Clear Cloud Strategy

Operational excellence starts with a well-defined cloud strategy. This includes identifying the right public, private, or hybrid cloud model based on your business needs and long-term goals. A clear strategy outlines governance policies, defines roles and responsibilities, and sets performance metrics to track success.

Tip: Involve key stakeholders early in planning to align cloud initiatives with business objectives.

2. Implement Robust Governance and Compliance

Governance frameworks are essential to maintaining control over cloud resources. Clear policies around access control, data privacy, and regulatory compliance ensure accountability and minimize risks. Automation tools can help enforce these policies consistently across environments.

Best Practice: Use Infrastructure as Code (IaC) to standardize configurations and automate compliance checks.

3. Optimize Resource Utilization and Costs

One of the common pitfalls in cloud management is overprovisioning. Right-sizing resources, utilizing auto-scaling features, and implementing cost-monitoring tools can significantly reduce waste and improve efficiency. Regular audits can also help identify underutilized resources and opportunities for consolidation.

Action Step: Leverage cloud-native cost optimization tools (e.g., AWS Cost Explorer, Azure Cost Management) to track and manage expenses proactively.

4. Strengthen Security Posture

Cloud infrastructure security is a shared responsibility between the provider and the customer. Implementing multi-layered security controls—such as encryption, identity and access management (IAM), and threat detection—helps safeguard sensitive data and systems.

Security Recommendation: Conduct regular vulnerability assessments and penetration testing to identify and fix potential security gaps.

5. Monitor Performance and Availability

Proactive monitoring ensures that cloud services meet performance and uptime expectations. Utilize real-time monitoring and alerting tools to detect anomalies, address performance bottlenecks, and maintain service continuity.

Performance Insight: Implement service-level objectives (SLOs) and key performance indicators (KPIs) to measure system health and responsiveness.

6. Foster a Culture of Continuous Improvement

Operational excellence is not a one-time achievement but a continuous process. To adapt to evolving technology and business needs, encourage cross-functional collaboration, invest in training, and review processes regularly.

Continuous Improvement Tip: Adopt DevOps and Site Reliability Engineering (SRE) principles to enhance agility and resilience.

7. Embrace Automation and AI

Automation plays a pivotal role in simplifying complex cloud operations. From provisioning and deployment to monitoring and remediation, automating repetitive tasks reduces human error and accelerates response times. Additionally, incorporating artificial intelligence and machine learning can enhance predictive analytics and decision-making.

Example: Use AI-driven tools to forecast demand patterns and automate scaling actions accordingly.

Conclusion

Effective cloud infrastructure management is critical to achieving operational excellence in a rapidly evolving digital landscape. By following best practices—from strategic planning and governance to performance optimization and continuous improvement—organizations can harness the full potential of the cloud while mitigating risks and maximizing ROI.

Our insights in this article build upon the ideas presented in thehttps://networkright.com/cloud-infrastructure-management/

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends #cloudengineer #aws #azure

Evolving Hiring Trends in Private Equity—and Why Partnering With Recruiters Is a Smart Strategy

Experts who follow private equity have noted how quickly things are changing in the sector. In every specialty, from venture capital to buyouts, competition has increased to unprecedented levels. Deal timelines are tighter than ever, and there’s greater pressure for operational excellence. At MRINetwork, we’ve seen private equity hiring trends shift to match these changes. To stay competitive, private equity firms need strong leaders and a new breed of specialists.

Talent acquisition in private equity has become so competitive because industry leaders have come to see it differently. Simply filling open jobs will no longer cut it. The top firms now deploy private equity recruitment strategies because talent has become a key value creation lever. Partnering with specialized and experienced recruiters is more important than ever. Here is a roundup of the evolving hiring trends in private equity.

Key Hiring Trends in Private Equity Today

At MRINetwork, we’ve noticed a surge in demand for operational talent. Seasoned operational partners are in demand for their ability to drive initiatives across portfolio companies. Executive search in private equity is also heating up, as top firms seek experienced CFOs adept at navigating post-acquisition complexities while serving as strong leaders.

We also see a trend toward specialization over generalization. Broad business experience is no longer sufficient. In 2025, there’s a clear preference for sector-specific expertise — healthcare, fintech, consumer goods, and industrial specialists particularly draw the most interest. One common trait all candidates must have is the ability to keep up with today’s accelerated deal cycles. With tighter timelines for due diligence and post-acquisition integrations, private equity firms can no longer afford lengthy processes.

There’s a growing emphasis on building more diverse teams, both within the firms themselves and their portfolio companies. Diversity and ESG (environmental, social, and governance) initiatives have expanded talent searches toward candidates with broader experiences and perspectives. Finally, the industry has come to see retention as a risk factor. With talent acquisition more challenging than ever, companies want to hang on to their top workers. Private equity leaders now seek to incentivize them to stay for the long haul.

Why Private Equity Firms Should Leverage Recruiters

Partnering with professional recruiters in highly competitive talent marketplaces can be a tremendous advantage. Here are a few reasons why private equity firms should leverage recruiters:

Access to Hidden Talent Pools

Recruiters know the value of building a stable of passive candidates. These are skilled and experienced workers who are successful in their current roles but aren’t actively looking for new opportunities. When it comes time to look for top-tier executives or specialized talent, professional recruiters can tap into these hidden talent pools for candidates others can’t access.

Industry-Specific Expertise

Recruiters specializing in the private equity sector possess a deep understanding of the industry’s unique demands. They can spot the specific talent profiles that thrive in the high-pressure, fast-paced world of finance. With their years of experience, recruiters also know how to align candidates for their cultural fit, which is a significant advantage in highly specialized fields like private equity.

Speed and Precision

Having a reliable recruiting partner can significantly streamline the hiring process. The increasingly rapid pace of private equity needs the speed and precision recruiters bring. With their established networks, efficient search methods, and rigorous assessment processes, recruitment professionals can secure talent faster than firms on their own.

Mitigating Hiring Risk

Executive search firms like MRINetwork conduct thorough due diligence on each candidate. Their recruiters delve into a candidate’s track record, leadership style, and cultural compatibility to ensure a strong alignment with the private equity firm and its portfolio companies. This comprehensive approach minimizes the risk of costly hiring mistakes and increases the likelihood of long-term success.

What to Look for in a Recruiter Partner for Private Equity

Not all recruiting partners are built the same. Some executive search providers may have an excellent reputation, but they have little experience in private equity. Therefore, it’s important to look for these things in a recruiting partner for private equity:

• A proven track record of placing executives within portfolio companies.

• A deep understanding of private equity investment strategies, timelines, and the industry’s value creation process.

• The ability to advise on compensation structuring, including base pay, bonuses, and equity to attract top leadership talent.

Talent Is a True Differentiator in Private Equity

As the private equity sector evolves at a rapid pace, one constant remains: talent is a true differentiator. The most successful firms all have innovative leaders and specialized talent. Private equity companies that partner with strategic recruiters find talent faster and build stronger, more scalable companies. To compete smarter in today’s talent market, contact The Trevi Group today.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends #privateequity

Top Digital Skills to Advance Your GCP Career

As cloud computing keeps evolving IT infrastructure in industries, Google Cloud Platform (GCP) has become a important expertise for cloud professionals to remain competitive in the tech employment landscape. GCP training will be a great way to invest in the digital skills that will prepare you for your current or next job, and enable you to grow professionally in your cloud career.

1. Cloud Fundamentals & Architecture

Before mastering advanced tools, it’s essential to understand how GCP works—from Compute Engine and App Engine to Cloud Storage and Pub/Sub. These are the building blocks of GCP architecture and are core to GCP courses.

2. Linux and Scripting

Most GCP environments are Linux-based. Proficiency in Linux and scripting (using Bash or Python) helps manage resources, write automation scripts, and streamline deployments.

3. Infrastructure as Code (IaC)

With tools like Terraform and Google Cloud Deployment Manager, cloud infrastructure can now be managed using code.

4. Data Engineering & BigQuery

GCP’s strength in data analytics makes learning tools like BigQuery, Dataflow, and Cloud SQL vital. These services enable powerful real-time data processing and business intelligence applications.

5. Cloud Security

Understanding security protocols, IAM (Identity & Access Management), data encryption, and compliance standards is crucial. This ensures you’re building secure cloud environments that align with business needs.

6. DevOps & CI/CD Integration

Modern cloud development integrates CI/CD tools like Cloud Build, Jenkins, and Kubernetes. These tools speed up application deployment while maintaining the quality and consistency essential for DevOps engineers working with GCP.

7. AI/ML on GCP

GCP offers unique services like Vertex AI and AutoML. Learning the basics of machine learning on GCP opens new career paths in data science, automation, and AI-driven development.

Job Roles After Completing GCP Training

Once you complete a GCP course, you can explore roles such as:

• Cloud Engineer

• GCP DevOps Engineer

• Data Engineer

• Cloud Architect

• Solutions Architect

• Site Reliability Engineer (SRE)

These roles are in high demand across IT, fintech, healthcare, and e-commerce sectors.

The Future of GCP Careers

Cloud jobs are expected to grow exponentially. GCP is rapidly becoming a preferred choice for many businesses due to its integration with AI, analytics, and multi-cloud strategies. Professionals who continuously upskill and stay updated with GCP advancements will have an edge in the job market.

Our insights in this article build upon the ideas presented: Digital Skills to Boost Your GCP Career Growth.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #informationtechnology #employmenttrends #jobmarket #hiringtrends #cloud #gcp #cloudengineer

Why Zero Trust in the Cloud Is Changing the Game — and What It Means for Hiring Cyber Talent

Businesses are using more cloud-based services than ever, adopting software-as-a-service (SaaS) and hybrid platforms that combine both online and on-premises systems. Expenditure on cloud-based apps, software, and storage grew by an astounding $17 billion in Q4 of 2024. Drivers include the rise of AI-powered services and new service models such as GPU-as-a-service or GPUaaS. 

The downside of accelerated cloud adoption? Increased security risks. It’s no longer sufficient to have a catalog of trusted devices or to leave personnel logged in with permanent access to online resources. Malicious actors (cybercriminals) can leverage these connections to access business networks and steal or misuse data.

That’s where Zero Trust Architecture (ZTA) comes in. ZTA works from the principle that no connection is inherently trustworthy, creating an essential model for safeguarding cloud environments. As a talent solutions partner specializing in IT and cybersecurity, we’re seeing a major recruitment shift. Companies urgently need new hires who can design, implement, and manage zero-trust strategies and create adaptable security architecture. 

What Is Zero Trust Architecture (ZTA) in Cloud Computing?

The core principle of ZTA is “Never trust; always verify.” Zero Trust Architecture in cloud computing works by performing a range of checks every time a connection is initiated. These may include where the connection is coming from, the type of device, the areas of the network being accessed, user credentials, or other aspects such as the network type being used. Strict ZTA-based systems could, for example, refuse any connection that’s initiated utilizing a public Wi-Fi network.

Unlike traditional perimeter defenses, a Zero Trust approach assumes that every connection, user, and device could be compromised. By verifying every connection, ZTA offers a much higher standard of cybersecurity.

Key components of cloud-based ZTA include:

• Identity and Access Management (IAM): Requiring everyone to have credentials that provide access only to the resources they need helps maintain security even when personnel are accessing the network from multiple locations.

• Encryption: ZTA networks used end-to-end data encryption for increased security.

• Continuous monitoring: Zero trust means constantly verifying and re-verifying each connection to ensure it still meets the required security protocols. 

• Micro-segmentation: Networks can be split into smaller, highly specific areas, each with its own security protocols or gateways. 

Zero trust is the process of de-perimeterization, or moving away from the notion that networks only have one external perimeter that needs protecting.

Why Zero Trust Is Reshaping Cybersecurity Talent Needs

Gartner recently reported that 63% of organizations across the world have implemented a ZTA strategy. With that in mind, cloud security hiring trends are changing. Companies are advertising Zero Trust cybersecurity jobs for experts in skills such as:

• Cloud-native security platforms (AWS, Azure, and GCP security tools, for example)

• Identity governance and multi-factor authentication (MFA)

• Threat detection and behavioral analytics

• DevSecOps integration

It’s not just about technical skills — although, of course, these are essential. However, companies must consider the potential hire’s critical thinking and proactive risk management aptitude. Candidates must be open to change and ready to navigate the challenges of rapidly shifting security environments. 

The Hiring Challenge: Building a Zero Trust Team

The cybersecurity talent gap is widening — according to the World Economic Forum, the industry could be short of 85 million workers by 2030. The demand for cloud security specialists is severely outstripping the current supply. While some IT-focused companies may be able to upskill existing talent while on the job, this isn’t an option for all businesses. Plus, the costs of effective in-house training can be higher than investing in a proven candidate who already holds all the right skills and aptitudes. 

Organizations need to hire faster and smarter, while focusing on attracting top talent who will be adaptable to the challenges of the future. Strategic recruiting partnerships can help bridge the gap. A partner with expertise in cybersecurity recruitment can match companies to the talent they need and help introduce firms to contract and project-based ZTA specialists as well as permanent hires. Firms can find temporary specialists to help update their existing network architecture or hire a full-time cybersecurity expert with the knowledge and experience to continuously monitor and update networks as required. 

The right partner can even help companies find Chief Information Security Officers (CISOs) with ZTA experience to ensure that a Zero Trust approach is adopted holistically and not just by the IT teams. 

Takeaway: Cloud Security Isn’t Optional—It is a Critical Part of Your Talent Strategy

As cloud-based security risks increase, hiring for Zero Trust implementation must become an organizational priority. Effective security is no longer merely “nice to have,” but essential for business continuity. Companies that invest in the right people today could edge out competitors by effectively protecting and scaling their cloud infrastructure and future-proofing their overall security strategy.

Contact The Trevi Group for expert cloud security talent solutions and bookmark our blog for more insights into the future of cloud security.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #informationtechnology #jobmarket #hiringtrends #cloudsecurity #zerotrust #ciso

Top 10 Microsoft Azure Cloud Strategies Transforming 2025

As we advance in 2025, Microsoft Azure keeps redefining the world of cloud computing with cutting-edge strategies that enable businesses to scale, secure, and innovate better. These innovations are not merely technological; they transform how enterprises embark on digital transformation. Here is an exploration of the top 10 Azure cloud strategies that have significantly impacted.

1. Serverless Computing for Agile Development

Azure's serverless products, like Azure Functions, allow developers to create and deploy applications without dealing with infrastructure. This helps minimize operational expenses and speeds up time to market, helping organizations react quickly to market needs.

2. Integration of AI and Machine Learning

Microsoft Azure's machine learning and AI services are increasingly becoming essential tools for companies. With predictive analytics to intelligent chatbots, the services deliver better customer experiences and actionable insights that inform smarter decisions across industries.

3. Hybrid Cloud Solutions with Azure Arc

Azure Arc enables effortless management of on-premises, multi-cloud, and edge environments. This hybrid model allows companies to optimize their IT infrastructure for flexibility and control over their cloud strategy.

4. Commitment to Sustainability

Microsoft Azure is also a leader in green computing, with power-efficient data centers and a pledge to achieve carbon neutrality. These actions reduce the environment's footprint, helping businesses perform well and dependably while contributing to a less wasteful impact.

5. Edge Computing for Real-Time Analytics

With Azure IoT and Azure Stack Edge, companies can process data near its source, minimizing latency and allowing for real-time analytics. This feature is vital for use cases such as autonomous vehicles and smart cities, where timely data processing is critical.

6. Better Security with Zero Trust Architecture

Azure's Zero Trust security framework ensures all access requests are comprehensively authenticated, regardless of where they come from. This method enhances data security and resists threats, promoting a solid defense against cyberattacks.

7. Low-Code/No-Code Development with Azure Power Apps

Azure Power Apps enables users to build applications without extensive coding expertise, democratizing application development. This allows companies to innovate quickly and customize solutions to meet their individual needs, increasing agility and responsiveness.

8. Industry-Specific Cloud Solutions

Azure's tailored cloud offerings serve different sectors, such as healthcare, retail, and finance. These specialty services tackle distinctive challenges, fueling efficiency and growth across sector-specific environments.

9. Progress in Quantum Computing

Azure Quantum is leading quantum computing breakthroughs, providing platforms for researchers and developers to venture into this new frontier. These breakthroughs create new opportunities in drug discovery, cryptography, and financial modeling, which could transform industries.

10. End-to-End Cloud Skills Development

The dynamic nature of cloud computing presents boundless opportunities for innovation and development. Microsoft Azure offers comprehensive resources and training schemes to enable individuals and businesses to keep up with the times and build a highly competent and capable workforce to utilize cloud technologies.

Microsoft Azure's 2025 strategic plans are not just about implementing new technologies; they are an integrated approach to changing the way business is conducted. By embracing these strategies, organizations can maximize efficiency, security, and innovation, setting themselves up for success in a rapidly digitizing world.

Our insights in this article build upon the ideas presented in the Top 10 Cloud Computing Trends with Microsoft Azure in 2025 - AISECT Learn.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #informationtechnology #cloud #azure #microsoft

Recruiting During Economic Downturns: Strategies to Succeed

When the economy turns downward, companies naturally tighten their belts. Cost-cutting can become commonplace, but one area that’s tricky to cut back on is recruitment. You constantly need to ensure you have the right people for the job. Yet more people are leaving their jobs than ever, with 63% of hiring managers expecting high voluntary turnover rates to continue or even increase throughout 2025.

So, no matter what the economy brings, you must be prepared to roll out an effective recruitment strategy. That’s why the experts here at MRINetwork recommend that you adapt your approach, utilizing our actionable insights to keep attracting top talent even during uncertain times.

Rethinking Talent Pipelines During a Downturn

Recruiting during economic downturns is often essential. Yet it can feel like gouging into already strained business budgets without guaranteeing a return on that investment. The trick is leveraging your existing recruitment data and industry knowledge to ensure your job postings stand out in tough, crowded markets. Here are some strategies you can employ.

Shift from reactive to proactive recruiting: By utilizing the data at your disposal, you can predict when you’ll have peak periods and need temporary personnel. AI-powered predictive forecasting tools can help you assess your business growth and understand when you need additional management. Be sure to align your business goals with your recruitment strategy so that you’re always planning ahead rather than only filling roles after they empty.

Build and nurture pipelines before urgent needs arise: By creating online communities and keeping previous candidates on file, you can nurture a pool of enthusiastic, skilled talent. Keep in touch with “almost there” candidates from previous recruitment drives — it costs less to speak to an existing, engaged applicant than it does to attract someone who knows nothing about your organization.

Focus on Quality Over Quantity

It’s cost-effective to get the right hire the first time. That means carefully defining what you need versus what’s nice to have. Ensure your job postings and descriptions accurately state the required skills, qualifications, and experience. Missing any aspect of this could lead to wasted time and money interviewing people who simply aren’t a good fit for the role.

Targeting high-impact hires is even more important when business budgets are tight. Consider software applications that can sift through cover letters for specific words and phrases and use existing talent pools to source candidates who may be qualified and eager for a new challenge.

Strengthening Employer Branding

Recruitment and marketing are more closely linked than you might realize. Candidates know that they’re in demand and are cautious about where they apply. With that in mind, your recruitment strategy must include branding your organization appropriately and honestly. Trust and transparency are essential as candidates have more information at their fingertips than ever before. 

Attract the right talent by discussing your firm’s community initiatives, positive employee stories, and other aspects that paint you as a great workplace. Include any accolades, awards, and testimonials you have in this area, as these are essentially free marketing materials that you can leverage indefinitely. Talk about your firm’s stability in its market, your company culture, and your overall long-term vision.

Leveraging Contract and Interim Talent

As well as marketing your firm effectively, consider different types of employment. If you’ve only ever hired permanent, full-time personnel, you could consider interim staff or project-based experts who are only with you for the short term. Fractional executives, for example, can come in and provide much-needed leadership during times of business transformation. By constantly assessing your business’s needs, you can leverage enthusiastic short-term employees to help achieve your long-term goals.

Making Smarter, Data-Driven Decisions

Recruiting in tough markets means switching to a data-driven strategy. Carefully log and monitor what’s impacting your recruitment metrics, such as time-to-fill and cost-per-hire. By regularly utilizing your metrics, you can discover factors that impact your hiring costs and address them quickly. It’s also important to highlight your most business-critical roles and prioritize those, allocating budgets accordingly.

Conclusion: Recruit with Resilience

Downturns don’t last, but great teams built during difficult times do. Adapting your hiring strategies in a recession or through economic turmoil can ensure you remain well-staffed and attractive to top talent. Stay strategic and invest time in cost-effective strategies by utilizing the recommendations above.

Discover more actionable advice from the experts at The Trevi Group, trusted talent strategists providing solutions for the IT industry—even when times are tough.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

Understanding the 4 Types of Cloud Computing and How to Choose the Best One

In the fast-changing digital environment of the current times, cloud computing is an anchor for organizations that demand agility, scalability, and cost-effectiveness. Knowing the various cloud computing models is crucial for organizations to make the right decisions that align with their needs and goals. This article dives into the four key cloud computing models—Public, Private, Hybrid, and Community—and offers advice on choosing the most appropriate model for your organization.

What is Cloud Computing?

Cloud computing provides computing services, such as servers, storage, databases, networking, software, and analytics, over the Internet. This model allows companies to use and obtain IT resources on demand without making massive initial investments in physical infrastructure. The main advantages are cost efficiency, scalability, and the ability to respond to shifting business demands.

1. Public Cloud

Overview:

The Public Cloud is a cloud computing paradigm in which services and infrastructure are offered off-premises over the Internet by third-party vendors such as Amazon Web Services (AWS), Microsoft Azure, and Google Cloud Platform. The services are made available to the public and are primarily provided on a pay-as-you-go model.

Advantages:

• Cost Efficiency: Shared resources across multiple tenants lower costs.

• Scalability: Scale resources up or down with ease depending on demand.

• Accessibility: Access services from anywhere with an internet connection.

Considerations:

• Security Concerns: Shared infrastructure could pose data security concerns.

• Compliance: Might not satisfy specific regulatory requirements for some

Ideal For: Startups, small to medium-sized businesses, and organizations with fluctuating workloads.

2. Private Cloud

Overview:

Private Cloud refers to a model of cloud computing wherein services and infrastructure are on a private network, either internal or outsourced to a third party. With more control of data and security, this model provides greater.

Advantages:

• Better Security: Allocation of specialized resources minimizes external exposure to risks.

• Customization: Infrastructure customized to match exact business needs.

• Compliance: Simpler compliance and regulatory needs.

Considerations:

• Costly: Committed investment is very high and required for maintenance.

• Scalability: It can be more complicated and expensive than public clouds.

Ideal For: Large businesses, government, and organizations dealing with sensitive information.

3. Hybrid Cloud

Overview:

The Hybrid Cloud model integrates public and private clouds, enabling data and applications to be shared across them. This model offers more flexibility and optimization of the current infrastructure.

Advantages:

• Flexibility: Shift workloads between private and public clouds as required.

• Cost Optimization: Maintain sensitive workloads on private clouds while using public clouds for less critical tasks.

• Business Continuity: Increases disaster recovery capabilities.

Considerations:

• Complex Management: Needs strong integration and management strategies.

• Security Risks: Secure data transfer between clouds can prove challenging.

Ideal For: Companies with variable workloads or those required to meet specific regulatory standards.

4. Community Cloud

Overview:

A Community Cloud is a collaborative cloud infrastructure shared by several organizations with common concerns, such as security, compliance, or jurisdiction. It can be managed internally or by a third-party provider.

Advantages:

• Shared Costs: Reduce expenses by sharing infrastructure with other organizations.

• Collaborative Environment: Facilitates collaboration among organizations with similar goals.

• Compliance: Tailored to meet specific regulatory and compliance requirements.

Considerations:

• Limited Customization: Standardized infrastructure may not meet unique business needs.

• Resource Sharing: Performance may be affected if multiple organizations use the same resources heavily.

Ideal For: Government agencies, research institutions, and organizations with shared IT concerns

How to Select the Best Cloud Model

• The right cloud computing model should be selected based on several factors, such as:

• Business Size and Budget: Small companies might appreciate the cost-effectiveness of public clouds, while big organizations can utilize the control provided by private clouds.

• Data Sensitivity: Companies dealing with sensitive information might choose the increased security provided by private or community clouds.

• Compliance Requirements: Sectors with stringent regulatory requirements can use private or community clouds to meet compliance needs.

• Workload Characteristics: Consider whether workloads are consistent or changing to determine the best match between public and private clouds.

• Workload Characteristics: Evaluate whether workloads are steady or variable to determine the best fit between public and private clouds.

Conclusion

Knowing the four main cloud computing types—Public, Private, Hybrid, and Community—is essential for organizations that want to utilize cloud technology efficiently. By thoroughly evaluating your organization's requirements, such as security, compliance, scalability, and cost, you can choose the best-suited cloud model to spur innovation and efficiency.

(Many of my insights in this article build upon the ideas presented in:https://www.cloudzero.com/blog/types-of-cloud-computing/. )

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #informationtechnology #cloudcomputing #aws #azure #gcp

Employment Situation Report (BLS) -- published May 2, 2025

“Each week analysts look to the Department of Labor’s report on initial jobless claims to get a sense of labor market vitality leading up to the more widely covered monthly Employment Situation Summary data from the Bureau of Labor Statistics (BLS). So far in 2025, new weekly unemployment claims figures have stayed in a narrow range, indicating that the economy hasn’t seen a significant uptick in layoffs. Today’s BLS data showing new job growth of 177,000 seems to confirm the weekly jobless claims data indicating that despite recent pessimistic economic sentiment the U.S. jobs market remains resilient.

The BLS reported both the unemployment rate, at 4.2 percent, and the number of unemployed people, at 7.2 million, changed little in April. The unemployment rate has remained in a narrow range of 4.0 percent to 4.2 percent since May 2024,” noted Rick Hermanns, president and chief executive officer of HireQuest.

“With economic uncertainty ahead, our franchise owners—spanning more than 450 offices globally—are encouraging clients to stay alert and adaptable. The Wall Street Journal recently highlighted job growth in niche roles like data center technicians, wind turbine service techs, and healthcare positions such as imaging and therapy staffing. We encourage both clients and candidates to explore opportunities in these fast-growing sectors, where demand continues to outpace supply. In dynamic times like these, businesses must lean into flexible staffing models. Skilled short-term talent isn’t just a stopgap—it’s a strategic advantage.”

Wall Street Journal investing columnist, Spencer Jakab provided broad labor market background to today’s BLS data, “The labor market certainly is looser than at that 'name your price' peak three years ago. In the spring and summer of 2022, the ratio of job openings to job seekers reached a historic high of two. This week’s report on the same data, which covered March, shows that ratio fell back to one. That’s still tight, though: The average this century has been around 0.7, points out DataTrek Research.” Mr. Jakab added a look forward reflecting general analyst sentiment, “So, all good? Not really. If tariffs stay at current levels much longer, the initial wave of U.S. job losses will move at the lumbering speed of a cargo ship and then a freight train as imported wares gradually become scarcer. Watch trucking and retail for early signs of labor stress.”

Adding to the theme of most analysts, Mark Zandi, chief economist at Moody’s Analytics had speculated prior to today’s report, “If it’s around 150,000 give or take, I think all will be forgiven. So, I think we’ll end the week feeling OK, not great, but OK. Things aren’t falling apart.”

Key industries reported the following trends in April 2025:

Healthcare added 51,000 jobs in April, about the same as the average monthly gain of 52,000 over the prior 12 months.

In spite of an expected slowdown, employment in transportation and warehousing increased by 29,000 in April, following little change in the prior month (+3,000). Job gains occurred in warehousing and storage (+10,000), couriers and messengers (+8,000), and air transportation (+3,000) in April. Transportation and warehousing had added an average of 12,000 jobs per month over the prior 12 months.

In April, financial activities employment continued to trend up (+14,000). The industry has added 103,000 jobs since its employment trough in April 2024.

Employment in social assistance continued its upward trend in April (+8,000) but at a slower pace than the average monthly gain over the prior 12 months (+20,000).

Within government, federal government employment declined by 9,000 in April and is down by 26,000 since January. (Employees on paid leave or receiving ongoing severance pay are counted as employed in the establishment survey.)

Employment showed little or no change over the month in other major industries, including mining, quarrying, and oil and gas extraction; construction; manufacturing; wholesale trade; retail trade; information; professional and business services; leisure and hospitality; and other services.

The BLS revised down total nonfarm payroll employment for February by 15,000, from +117,000 to +102,000, and March was revised down by 43,000, from +228,000 to +185,000. With these revisions, employment in February and March combined is 58,000 lower than previously noted.

“Our offices are individually owned by talent industry professionals. They have skin-in-the game and are committed to fostering long-term client relationships to help guide clients through tumultuous business cycles. Using broad toolsets ranging from executive recruitment to on-demand workforce solutions to much more focused solutions like candidate e-verification, our teams are ready to deliver effective workplace strategies to drive business growth in any business environment,” noted Hermanns.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

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The Importance of Candidate Experience in Recruiting

Successful recruiting involves more than finding the right candidate to fill a position. The best recruiters create positive experiences that enhance your organization’s reputation and encourage candidates to accept roles.

Over the past few years, job candidates have expressed increasing dissatisfaction with recruiting practices. How can The Trevi Group help you avoid the problems that hurt today’s recruitment practices? Keep reading to learn more about how The Trevi Group’s team can boost your recruitment process.

Streamlining application processes to reduce friction

A lot of companies waste far too much time on applications and interviews. A recruiter reaches out to the candidate to get their resume. Then, nothing seems to happen for weeks or months — at least from the applicant’s perspective. 

When the applicant finally gets a response, they often have to go through multiple rounds of interviews. 

Understandably, a lot of candidates start wondering whether they want to work for such an inefficient company.

Streamlining application processes reduces friction by helping decision-makers focus on high-value candidates and deciding who has the right experience to fill the role. When the recruiter gives candidates answers within days instead of weeks or months, the company looks more decisive and professional. It’s the kind of place top talent wants to work.

Giving candidates timely feedback

Whether a recruiter decides to move forward or tell someone they didn’t make the cut, job candidates appreciate timely feedback. Again, this makes your company look more professional and decisive. It also shows that you respect job candidates.

Maybe you decide you don’t want to hire a candidate for an open position right now. A more suitable position could open in the near future. If the candidate felt respected during the first round, they’re more likely to engage with your company again. If they had a negative experience, they might just ignore the recruiter. They have a poor opinion of your company, so they’re not interested in future opportunities.

Personalizing communication throughout the hiring journey

Professionals spend years developing skills that prepare them for their jobs. Each person your company considers for a job has a unique skill set. As such, candidates deserve personalized communications throughout the hiring journey.

It’s important to recognize that personalization means doing more than addressing candidates by name. Anyone can use an email platform to address each candidate by their name.

To truly personalize communications, you need to mention factors specific to each person. For example, an email might say, “I was happy to hear about your experience using SQL to manage databases. I’ll definitely pass that on to the hiring manager.”

To some extent, recruiting professionals can think of personalization as a written form of active listening. You’re summarizing points back to the candidate to let them know you paid close attention, understood what they said, and value their experiences.

Creating a welcoming interview environment

Job interviews can take place in person or virtually. Regardless of the approach, recruiters should create welcoming environments that put candidates at ease. 

Creating a pleasant environment offers several benefits. Perhaps most importantly, you make it easier for job candidates to give you accurate answers and show you what they’re worth. A relaxed person will have a much easier time expressing themselves than someone who feels nervous.

Recruiters often help job candidates feel comfortable by:

• Setting expectations before the interview starts (even a brief outline of what will get covered during the interview makes it possible for candidates to prepare)

• Explaining each step of the interview process

• Using an icebreaker to break tensions and start an open conversation

• Encouraging candidates to focus on relevant topics and experiences

• Asking follow-up questions

• Giving candidates an opportunity to ask questions before ending the interview

Gathering feedback from candidates post-process

There’s always room for improvement. That’s just as true when it comes to recruiting as anything else.

After completing the recruiting process, ask candidates to complete surveys that will give you insights into how you might approach future interactions differently. Even if you don’t incorporate any of their opinions into your process, asking for feedback shows that you care about the candidate’s perspective.

Let The Trevi Group create positive recruiting experiences for your company

The Trevi Group takes a consultative approach to recruiting. We customize every process to meet each company’s unique needs. Our professionals can also create recruiting processes that impress job candidates.

Contact The Trevi Group to learn more about how we can help improve your brand’s image, shorten the hiring process, and retain top talent.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends