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3 contract roles in Stockholm 🇸🇪 (Swedish & English required): Senior Mainframe Developer: https://lnkd.in/eAVMkYrf Senior AI Engineer: https://lnkd.in/eQj77Eyu Senior Data Engineer: https://lnkd.in/eME3gpYm Know someone who’d be a great fit? Tag them in the comments!

Apply here: https://lnkd.in/e2dmJByx Senior .NET Developer - Hybrid (Lisbon) Role focused on building and maintaining .NET applications and automating business processes with RPA. Strong emphasis on C#, CI/CD pipelines in Azure DevOps, Blue Prism, and working closely with business teams to propose solutions. Hybrid, 2 days per week in Lisbon.

June ends. The work doesn't. This month, we explored three ideas. How talented professionals sometimes feel they need to edit themselves at work. The hidden cost of candidates who opt out before they even apply. The difference between a rainbow logo and a hiring process that earns trust. One theme ran through all three. The best recruitment processes reduce noise. The fewer assumptions we make, the easier it becomes to identify the best person for the role. At Sparkyheads, we connect STEM professionals across LATAM and Southern Europe with teams across the US and Northern Europe. That means we focus on what matters: Skills. Character. Potential. Everything else is just noise. Pride Month may be coming to an end. Thoughtful hiring shouldn't. Spark your true self. #PrideMonth #ThougtfulHiring #TalentAcquisition #STEMRecruitment #TechRecruitment #SparkYourTrueSelf

Most companies add a rainbow to their logo in June. Some actually mean it. Here's how candidates tell the difference faster than most employers think. Decoration looks like this: - A temporary logo change. - "We value diversity" in the job description, with zero structural support behind it. - Inclusion that exists in the marketing, but not in the daily employee experience. Genuine inclusion looks like this: - Job descriptions written around objective skills, not vague "culture fit." - Interviewers who ask open questions instead of relying on assumptions. - A culture where people don't have to edit their professional stories before sharing them. The best LGBTQIA+ professionals in STEM are screening employers just as carefully as employers screen them. As specialist STEM recruiters across Europe, LATAM, the US and Canada, we see it directly in the talent pipeline. The candidates who opt out aren't unqualified. They're just unconvinced. This is Part 3 of 4. Next week: where we stand - and what genuine inclusion looks like beyond June. What's the clearest green flag that tells you an employer's commitment to inclusion is real? Let's discuss below. #PrideMonth #InclusiveHiring #TalentAcquisition #STEMRecruitment #TechRecruitment #SparkYourTrueSelf

The cost of recruitment isn't just the talent you lose. It's the talent that never applies in the first place. According to recent data, 41% of LGBTQI+ professionals report experiencing discrimination at work. Nearly one in three has left a role because of it. But perhaps the quietest drain on a business happens before a résumé is even submitted. Every hiring process sends a signal. The question is: who is quietly opting out? As specialist STEM recruiters across Europe, LATAM, the US and Canada, we see top-tier professionals hesitate over factors most employers never notice. It's rarely about salary or benefits. It's about signals. - The phrasing in a job description. - The assumptions made during an intake call. - The culture inferred during an interview. Candidates aren't just assessing a role. They're assessing whether they can do their best work there. When people spend energy masking who they are, they're not spending it on the work. Retention doesn't start on day 90. It starts at the top of the funnel. This is Part 2 of 4. Next week: what genuine, friction-free inclusion looks like in a hiring process. What's one signal that tells you more about an employer than its careers page? Let's compare notes below. 👇 #PrideMonth #InclusiveHiring #TalentAcquisition #STEMRecruitment #TechRecruitment #SparkYourTrueSelf

She didn't hide. She led. In the early 2000s, Marina de la Torre, was building a successful career across marketing, finance and customer management. She was out in her personal life. Not at work. Not because she wasn't ready. Because the environment wasn't. At the time, conversations about LGBTQIA+ inclusion in the workplace were rare. DEI wasn't part of the business vocabulary yet. So, like many professionals, Marina learned to keep parts of her life separate from her career. For years, she managed two versions of herself: one for home and one for the office. That changed in 2016. Marina became one of the first participants in Stanford's inaugural LGBTQ Executive Leadership Program. She went looking for leadership tools. She came away with something else: the certainty that her identity wasn't something to work around. It was part of what made her a strong leader. Marina went on to become Vice President of Customer Lifecycle Management at RingCentral, where she worked alongside HR on conscious-bias training and creating opportunities for LGBTQIA+ professionals across the organisation. Looking back, the most interesting part of Marina's story isn't that she became a senior executive. It's that for years she felt she had to decide which parts of herself were safe to bring to work in the first place. Most people perform better when they can stop making that calculation. That's what inclusion is really about. This is part 1 of 4. Next week: some numbers that should make every employer stop and think. Happy to connect if you're hiring STEM contractors and believe people do their best work when they can be themselves. #PrideMonth #TalentHasNoCloset #InclusiveHiring #WomenInTech #LATAMTalent #SparkYourTrueSelf