GL2 Recruitment

19/03/2026

Most SaaS companies don't have a hiring problem…They have a timing problem.

I see it all the time. They wait until:

The team is stretched
Deals are slowing
Targets are being missed

Then suddenly it's: "We need someone ASAP"
But hiring doesn't work like that. The best candidates aren't sat around waiting.
They're being approached, they're in processes, they're choosing.

So when you start late, you either:
Rush the decision
Compromise on quality
Or lose the best people

If you're scaling, hiring needs to be ahead of the curve — not a reaction to pressure.

That's where most businesses get caught out.
Curious…
At what point do you usually decide to hire?

16/03/2026

A few weeks ago I posted about the rise of fake candidates in tech hiring.

Heres some more on what companies need to know.

Remote hiring has unlocked incredible access to talent for SaaS and tech companies. Teams can now hire globally, scale faster and access skills that weren't available locally just a few years ago.

But alongside these opportunities, a new risk is emerging.

Credential fraud in hiring.

In the last couple of years, cybersecurity investigations have uncovered cases where individuals linked to North Korea successfully secured remote roles in Western tech companies using stolen or fabricated identities.

These individuals often apply using convincing CVs, LinkedIn profiles and sometimes even AI-generated profile images. They pass technical interviews and onboarding checks, only for companies to later discover that the employee's identity wasn't legitimate.

In some cases, investigators found organised "laptop farms" where company devices were shipped to a local address and then remotely accessed by someone overseas, making it appear as though the employee was working from the correct country.

While this may sound extreme, it highlights a broader shift in the hiring landscape.

As remote hiring becomes the norm, verifying talent is becoming just as important as sourcing it.

Companies are now encountering issues such as:

- Interview proxy candidates – where one person interviews but another person actually does the job
- AI-generated identities and fake LinkedIn profiles
- Stolen credentials used to gain employment remotely

For scaling tech companies, these risks aren't just theoretical. They can lead to intellectual property exposure, security breaches and costly hiring mistakes.

The reality is that the future of recruitment won't just be about finding talent.

It will be about validating it.

This is why many companies are beginning to introduce additional verification steps during the hiring process, including identity verification, digital footprint checks and structured interview processes designed to confirm that the person you interview is the same person who ultimately joins your team.

As AI continues to reshape how companies build products and scale teams, recruitment processes will need to evolve too.

Finding the right person will always matter.

But making sure they are who they say they are may soon matter just as much.

11/03/2026

Scaling used to mean hiring more people. Now it means hiring the right people at the right moment.

AI is increasing what each role can deliver - which makes headcount decisions more important, not less.

Growth doesn't usually stall because teams are too small. It stalls because roles aren't clearly defined before hiring starts.

The fastest-growing companies aren't avoiding hiring - they're hiring intentionally.

If you're scaling in SaaS or tech and want a recruiter who's AI-powered with a human touch, let's connect and see how we can find the right people to drive your business forward.

10/03/2026

AI isn't removing hiring problems. It's removing the time companies had to hide them.

When product cycles were slower, a "good enough" hire could survive. Now? One unclear role can stall an entire quarter.

I'm seeing scaling teams struggle less with talent availability and more with:
- unclear ownership
- overlapping responsibilities
- hiring based on job titles instead of outcomes

AI accelerates output - which means it also accelerates the impact of the wrong hire.

Hiring strategy is quickly becoming a growth strategy.

Let's connect and chat about how we can align your hiring strategy with your growth targets.

05/03/2026

There's been a lot of talk about candidate fraud lately. With the rise of sophisticated technologies and easy access to online resources, it's becoming more challenging to spot fraudulent credentials and deceitful information.

Do you feel your company has policies in place and skilled HR teams that can identify candidate fraud? As a recruiter, I've seen first-hand how vital it is to stay vigilant. Ensuring authenticity goes beyond a thorough CV review - it involves background checks, validation of references, and sometimes even social media audits.

At GL2 Recruitment, we're leveraging AI-powered tools alongside our human insights to catch inconsistencies and red flags, while maintaining the personal touch necessary for genuine connections. By combining these approaches, we aim to deliver not just qualified candidates, but the right candidates with verified backgrounds.

Curious to hear your thoughts and experiences. How is your organisation addressing this growing challenge?

Let's connect and share best practices on LinkedIn.

03/03/2026

On my drive to visit my parents over the weekend, I spotted a well-known logistics company's branding proudly declaring it was a "national living wage employer." It got me thinking – since when has paying the minimum required rate become a bragging point?

If you're in the SaaS sector and want to attract top talent, it's vital to go beyond the basics. Offering competitive salaries not only shows you value your team but also gives you an edge in a tight market.

Need some real salary benchmarking done to stay ahead? Let's chat. I'd love to help you craft packages that attract and retain the best in the business.

02/03/2026

AI is speeding up software development.

But it's also speeding up the consequences of poor hiring.

The teams that win won't just build faster —
they'll hire smarter.

Worth a read 👇

Despite fears of a “SaaS-pocalypse,” enterprise software companies are integrating AI into their products and developer workflows, with strong adoption and revenue growth showing that AI enhances rather than replaces traditional software.

27/02/2026

I thought I might reintroduce myself. I'm Holly, a proud Brummie (yes, the accent gives it away). I am the owner of GL2 Recruitment. Balancing a business and a family, I'll be honest, isn't easy, but it's rewarding!

So what do I bring to the table now? Years of global experience have shaped my passion for understanding, supporting, and helping people grow. This passion led to GL2 Recruitment - a blend of AI-powered recruitment and the genuine human touch.

We're redefining recruitment within the SaaS and tech sector, combining smart automation with data insights to ensure every experience is personal, intuitive, and efficient. I focus on building high-performing commercial teams in roles spanning Sales Development, Account Management, Marketing, and Business Support.

I pride myself on being proactive, thoughtful, and truly understanding the needs of both candidates and clients. My approach mixes data insights, genuine relationships, and creative sourcing to ensure every placement is a strategic fit.

If you're in the SaaS or tech space and need a dedicated recruiter who combines AI insights with a personal touch, let's connect!

25/02/2026

Ever wondered what's driving the pay trends for SaaS Sales Development Reps (SDRs)? Here's a quick breakdown:

1. Hunting for the Best: The SaaS world is blowing up, and companies are racing to snag the best SDRs. With more competition, salaries are going up to attract top talent.

2. Remote Work Vibe: Thanks to the pandemic, remote work is the new norm. Companies are hiring from everywhere, which shakes up salary standards and lets them offer good deals based on where people are.

3. Special Skills: Being an SDR today isn't just about making cold calls. They're pros at using CRM tools, crunching data, and working with AI tech. These skills mean they can ask for more because they bring extra value.

4. Experience Matters: More companies now value experience. SDRs who consistently bring in quality leads and hit targets are in high demand, boosting their worth.

5. Economic Waves: Economy ups and downs and how a company is doing also matter. In good times, companies are ready to spend more on talent, raising salary offers.

Keeping up with these trends is key if you want to attract and keep great people. Let's connect if you're growing in SaaS and want to chat about staying competitive!

23/02/2026

Preparing for a SaaS job interview? Here are my top tips to help you stand out!

1. Know the Company: Dive deep into the company's product, mission, and values. Show them you've done your homework and genuinely understand their offering.

2. Understand the Market: Grasp the landscape of the SaaS industry. Knowing who the key players are and recent trends can set you apart.

3. Practice Problem-Solving: SaaS companies love innovative thinkers. Be ready to showcase your problem-solving skills with examples from your past experience.

4. Tech Savvy: Familiarise yourself with relevant tools and platforms (think CRM systems, analytics, and automation tools). Your tech fluency can be a huge plus.

5. Soft Skills Matter: While technical know-how is crucial, don't underestimate the power of communication, adaptability, and teamwork. These are often the backbone of a great SaaS team.

6. Prepare Questions: Show your interest and engagement by preparing thoughtful questions about their processes, team dynamics, and future goals.

Feel ready to ace that interview? Let's connect and discuss how we can make your next career move a game-changer!

19/02/2026

Ever wondered how effective talent mapping can enhance your SaaS company's talent acquisition strategy?

Talent mapping goes beyond just being a buzzword - it's a transformative approach! By understanding the current market, analysing competitor movements, and mapping out future talent needs, SaaS companies can strategically prepare for growth. Think of it as connecting the dots between where you are now and where you want to be.

Here's how it works:

1. Identification: Pinpoint key roles and the skills needed for future growth.
2. Market Analysis: Get a grasp on industry trends and competitor talent strategies.
3. Proactive Sourcing: Build relationships with potential candidates before a position even opens.
4. Strategic Planning: Align your recruitment efforts with your business goals, creating a talent pipeline that's ready when you are.

At GL2 Recruitment, we're using AI and data insights to make this process even more efficient and personalised. The goal? Ensuring your SaaS business not only finds top talent but also retains it, driving long-term success.

Curious about how talent mapping can give your recruitment strategy a boost? Let's chat!