Much has been made of Andy Burnham’s speech at the end of June which explored his ideas for making the UK a tech and digital hub and spreading the opportunities that offers across more of the nation.
Downtown in Business asked tech-entrepreneur Hayley Roberts, CEO of Manchester-based cyber security firm Distology, for her take on those ambitions:
“As a business owner in Manchester, hiring talented people to join our cyber security business has often been a challenge. Most of our roles are non-technical, yet there is still a widespread perception that you need to be technical to work in tech. In reality, the vast majority of roles that support the growth of technology businesses don’t require technical expertise, they require people with the right skills, mindset and ambition.
“Many software companies are headquartered in the US and, when they expand into the UK, they naturally gravitate towards the M4 corridor, often referred to as the UK’s Silicon Valley. I’d love to see that change, because there is a huge opportunity for the tech and digital sector in regions like Greater Manchester.
“If we want to build stronger businesses, close skills gaps and create sustainable long-term growth, we need to look closer to home when hiring. That means widening the talent pool, recruiting locally and being more open-minded about where great candidates come from. Too often, employers place too much emphasis on industry experience and overlook people with the skills, attitude and potential to succeed. Some of the best candidates bring highly transferable strengths from sectors such as customer service, healthcare, retail, operations or education. These individuals often possess exceptional communication skills, resilience, problem-solving abilities and a customer-first mindset. These qualities are invaluable in the tech sector.
“At Distology, we’ve seen this approach work time and again. We hire based on skills, attitude and potential, not simply for previous experience in technology, and it has delivered fantastic results. One of the best people I’ve ever hired into a tech role started their career as a carer. Their success is proof that employers should look beyond the obvious CV and focus on what someone is capable of becoming.
“Hiring locally also makes good business sense. It helps organisations strengthen their ties with the community, reduces recruitment challenges and creates opportunities for people who may never have considered a career in tech or digital. At the same time, it keeps talent within the region, supports the local economy and helps build a stronger, more resilient business ecosystem.
“Employers also need to do more to engage with schools, colleges and local communities, speaking directly to young people about the wide variety of careers available in tech and digital. They need to see that these industries are open to people from all backgrounds, not just those with traditional technical qualifications. At Distology, we’ve partnered with The King’s Trust to design and deliver its first ‘Get into Tech’ programme in Manchester. The programme has now successfully supported two cohorts of young people aged 16–30, helping them develop the skills and confidence to begin careers in the technology sector.
“Likewise, schools and colleges should actively build relationships with local technology businesses. Strong partnerships can help students better understand the breadth of career opportunities available, the skills employers are really looking for, and where their own strengths and potential might lie.
If we want to future-proof the regional tech and digital sector, we need to stop hiring solely for direct experience and start hiring for skills, attitude and local potential. The talent is already there; we simply need to open the door”.
