Welcome to Episode 23 of The Evil Tester Show. This episode of dives deep into the realities of tech recruitment, job search strategies, and career planning for Software Developer and Testers – with expert recruitment consultant Jack Cole from WEDOTech.uk - Whether you’re an experienced Test manager, expert Tester or just starting out, Jack’s decades of industry know-how will give you the tips and tricks you need to understand what works in today’s competitive market.
Are you trying to figure out how to break into the software testing job market or make your next big move?. In this packed hour-long conversation, we cover everything from market trends, LinkedIn networking, and the recruitment pipeline, to building a career roadmap and even the AI hype machine. Grab your notebook, settle in, and get ready for real insights you can use – plus a few stories from the trenches and actionable tips for every step of your job hunt.
We keep things down-to-earth and practical – no stuffy jargon, just the honest, practical advice that will help you stand out, get noticed, and map your next steps with confidence.
Special Guest: Jack Cole
Find Jack @ wedotech.uk
Follow Jack on LinkedIn for jobs and job hunting tricks.
- Over 14 years of experience in software testing and development recruitment
- Organizer of industry leadership forums and community events
- Well-known on LinkedIn for candid recruitment advice and market insights
- Recently working on new career resources and a community project called “build your edge”
Key Takeaways
- Job market for testers is saturated and highly competitive; you need to stand out.
- Networking beats blind applications. Real conversations and tailored outreach are what make the difference.
- Treat your job search like a sales process: research prospects, follow up, and show clear business value.
- Testimonials and recommendations on LinkedIn really do help – don’t be shy about asking!
- Plan your career with a long-term view: the next job is only one stepping stone; know where you want to go in two or three moves.
Current State of the Software Testing Recruitment Market
- Market Imbalance and Challenges: The job market for software testers is highly saturated, with a significant disparity between job openings and candidates. Testers are often first impacted by redundancies during downturns and experience slower recovery in hiring.
- Competition and Differentiation: With many skilled professionals seeking roles, standing out requires candidates to showcase unique, niche, or highly technical skills, as well as experience solving specific business problems.
Application and Recruitment Process Insights
- Volume of Applicants and Recruiter Constraints: Recruiters and talent managers face overwhelming application volumes, leading to reliance on trusted networks and referrals rather than job board applicants. Initial and final applicants often get more attention than those in the middle.
- Being Proactive and Strategic: Candidates must do more than submit applications. They should connect directly with hiring stakeholders, use tailored messaging, and highlight relevant achievements and problem-solving experiences.
Effective Networking and LinkedIn Strategies
- Optimizing LinkedIn Presence: Candidates are encouraged to actively engage on LinkedIn, use the ‘Open to Work’ banner strategically, request testimonials, and maintain consistency between their CV and online profiles.
- Building Relationships: Networking is not just about asking for jobs but consistently reminding people of your expertise and availability. Following target companies and key individuals, and using features like LinkedIn’s notification bell, helps candidates stay informed and responsive.
Treating the Job Search as a Sales and Marketing Process
- Sales Mindset for Job Seekers: Successful candidates adopt sales strategies—prospecting potential employers, following leads, and crafting messages that focus on business value and solved challenges rather than just technical skills.
- Nurturing Connections: Building and leveraging past relationships with colleagues and recruiters can provide priority access to opportunities, similar to VIP entry compared to standing in the general job queue.
Working with Recruiters vs. Direct Applications
- Recruiter Partnerships: Engaged recruiters advocate for their candidates and can streamline processes, coach applicants, and accelerate decision-making if the fit is strong.
- Direct Company Outreach: When recruiter communication is lacking or unclear, candidates may consider bypassing recruiters, but if a recruiter is actively involved, direct outreach can sometimes be counterproductive.
Salary Trends and In-Demand Skills
- Market Salary Ranges: Salaries for Tester roles in the UK range from £55k–£140k depending on level and specialization, with London showing higher averages. Technical, niche, and SRE/DevOps-adjacent skills command a premium.
- Comparison with Development Roles: Tester salaries are relatively aligned with developer roles, especially as more technical and AI-adjacent skills become increasingly sought after.
Career Planning and Long-Term Strategy
- Forward Planning: Candidates are advised to plan two to three steps ahead in their careers, considering potential transitions into product management, leadership, SRE, security, or other specialized fields.
- Leveraging Transferable Skills: Test professionals possess broad exposure to software lifecycles, equipping them with unique skills highly valued in adjacent roles, particularly in product and leadership paths.
Interview Preparation and Process Trends
- Interview Structure: Interviews are progressively structured, starting with informal conversations to assess skills and chemistry, moving to technical/architecture tasks, and finally focusing on cultural fit and conflict management.
- Recruitment Influence: Recruiters can sometimes influence hiring processes, helping candidates by providing detailed context, interview preparation resources, and feedback to improve chances of success.
Impact of AI on QA Roles and Future Skills
- AI-Driven Demand: There is emerging demand for testers with experience in AI and data science, particularly for use cases such as chatbots and data-driven testing functions.
- Adapting Skills: The future job market requires a blend of traditional Test expertise with familiarity in AI, infrastructure-as-code, monitoring, and DevSecOps, depending on candidates’ long-term goals.
Community, Events, and Personal Branding
- Building Credibility: Engaging in community events, seeking and giving testimonials, and maintaining visibility help candidates bolster their professional brand and trustworthiness.
Final Recommendations
- Candidates should think beyond immediate job needs, network proactively, invest in their brand, and adopt a persistent, sales-oriented approach.
Episode Summary
In this episode, Alan sits down with Jack Cole – a recruitment expert who knows the software testing world inside and out – for a practical, straight-talking look at the realities of getting hired today. Jack breaks down the state of the UK (and wider) hiring market for testers and Software Development professionals: he’s open about just how crowded and tough things have gotten, especially with recent layoffs, market volatility, and a shift in what employers are looking for.
Jack doesn’t sugarcoat it: landing a job takes more than just hitting “apply” on LinkedIn. He walks us through why networking is more important than ever, and how to make sure your online presence works for you – including tips on using the “Open to Work” banner effectively, following companies and managers, and writing those all-important tailored messages.
A big part of the discussion focuses on treating your job search like a sales process – prospecting for leads (jobs and companies), pitching yourself with clear value (“here’s the business problem I solve”), and using testimonials for social proof. Jack also digs into how recruiters actually operate behind the scenes: how they filter candidates, the difference between recruiter and direct applications, and why getting in early or late can change your odds.
We also dig into salary expectations at different levels (with London/non-London comparisons), the increasing demand for niche and technical skill sets (like infrastructure as code, and AI), and how to think long-term about your career – planning two or three moves ahead, not just the next job.
Notable Quotes and Examples
“To stand out in today’s market, you’ve got to have something unique or special about you – something niche or super technical. Clients want people who’ve solved real problems in the world, not just ticked skills boxes.”
“I would actually say be one of the first or be one of the last to apply – otherwise you might just get lost in the middle. But even more, you have to do more now to get recognized and noticed.”
“Treat your job search as a sales process. You’re not just applying; you’re prospecting, researching, following up, showcasing value, and backing it with social proof.”
“If you just apply for jobs, you’re basically standing in a queue to get into a nightclub – and it’s probably already full. Make friends with the manager or the owner, and you get right in. That’s the power of networking.”
“Don’t just think about your next role – think about the next two or three roles you want, and plan your skills and connections that way.”
Take Action:
- “Standing out means more than having the skills. It’s about solving real business problems and showing you can do it.”
- “If you’re just applying for jobs, you’re in a long queue. It’s the relationships that get you in the door.”
- “Think beyond just the next gig – where do you want to be two, three moves from now?”
- “Don’t be shy – reach out for testimonials and make your value visible on LinkedIn.”
- “Most interviewers want to see outcomes, not just tech buzzwords. Prep your stories!”
Detailed Episode Breakdown
00:00 – Welcome & Intro
Alan introduces Jack Cole, giving listeners a quick summary of Jack’s long history in tech recruitment, community events, and active presence on LinkedIn.
02:03 – Market Overview
Jack immediately lays out the current reality: the QA/testing job market is crowded, with way more candidates than positions, especially at the leadership level. He shares hard data from LinkedIn Recruiter:
- ~14,000 active QA management profiles in the UK, 400k open to work
- Only 1,400 jobs posted for those roles
This creates a real “buyer’s market” where employers can pick and choose. Redundancies have hit hard, and experienced people are often the first out and slowest to get rehired.
10:33 – Networking Secrets
Forget just applying to jobs – Jack emphasizes the importance of maintaining visibility and relationships. He covers:
- Effectiveness of LinkedIn “Open to Work” banner
- How recruiters get lost in a flood of CVs and rely on their trusted network
- The importance of being top-of-mind when recruiters get a relevant position
- Why internal recruiters are swamped and why timing your applications matters
16:00 – Sales Approach
Jack provides actionable advice:
- Treat each job application like a sales pitch:
- Research the company, identify managers, and connect thoughtfully
- Message those contacts with specific examples of relevant problems you’ve solved
- Always focus on business outcomes, not just tech skills
- Use LinkedIn testimonials as “social proof”
- Don’t be afraid to ask directly for recommendations
- Keep “outreach” messages to under 120 words for best response
32:01 – Salary Insights
Jack breaks down salary expectations for QAs:
- UK average Tester: £55k (maxing out ~£70k for mid-level, up to £80k for senior, £85-£140k for highly specialized leads)
- London rates are higher: up to £100k for seniors, niche skills up to £140k
- Niche skills in demand: automation, infrastructure as code, operational acceptance, non-functional testing
He also compares Test with Dev salaries and explains how recruiters educate clients on setting realistic budgets.
38:49 – Career Progression
Jack encourages listeners to plan beyond the immediate job hunt. Advice includes:
- Map out 2–3 moves ahead: do you want to become a product manager, security engineer, or Test leader?
- Connect with people who have already made those transitions; ask them what worked
- Capitalize on breadth as a Test professional – more options open than you think
He notes a trend of Testers moving into product roles, thanks to their cross-team communication and customer focus.
41:20 – Interview Strategies
When it comes to interviews:
- Always treat them as a two-way conversation – it’s not just you being evaluated
- Be ready to talk not just about skills, but about specific outcomes and problem-solving
- For technical roles, expect more system architecture, real-life scenario questions, code reviews, or pairing exercises, not just coding tests
- Do research on interviewers and company context
Jack emphasizes: preparedness and rapport-building really matter.
47:47 – AI Impact
AI is an emerging focus area:
- AI Test roles are already appearing (e.g., chatbot testing, LLM understanding)
- Companies are investing, but the field is new; few people have direct experience
- Jack suggests: if you want to ride the AI wave, start experimenting and learning – but choice should fit your desired career direction (AI, SRE, DevSecOps, etc.)
52:06 – Jack’s Resources
Jack teases new resources:
- “Build Your Edge” – a new community for learning, events, career coaching, and CV support
- More actionable resources and maybe a whitepaper on career transitions in QA coming soon
- Advice: Keep following for updates, and use company/leader “bell” notifications on LinkedIn
