Author: Certes

As the clock ticks down on Windows 10 support, the UK’s National Cyber Security Centre (NCSC) has issued a stark warning: businesses and individuals who continue to use the ageing operating system after its end-of-life (EOL) deadline are exposing themselves to significant cybersecurity risks.

Microsoft is set to officially end support for Windows 10 on October 14, 2025, ceasing regular security updates, bug fixes, and technical assistance. While this may seem like a distant concern, the NCSC stresses that planning for migration to Windows 11 should already be underway, particularly for organisations handling sensitive data or operating within critical infrastructure.

“Once an operating system reaches its end-of-life, it becomes an attractive target for cyber criminals,” the NCSC stated. “Without security updates, vulnerabilities in Windows 10 will go unpatched, leaving systems wide open to exploitation.”

Resistance to Change

Despite the warnings, many organisations remain hesitant to upgrade. According to recent market data, Windows 10 still powers over 65% of PCs in the UK, dwarfing Windows 11 adoption. The reasons range from hardware compatibility issues to general reluctance to change or perceived lack of compelling features in the newer OS.

Many older PCs do not meet the strict hardware requirements of Windows 11, particularly the need for TPM 2.0 (Trusted Platform Module), leaving users with a choice: invest in new hardware, switch to an alternative OS, or remain on an increasingly vulnerable platform.

Security Implications

The NCSC’s concern stems from real-world implications. Unsupported systems quickly become prime targets for ransomware attacks, data theft, and malware infiltration. Past events, such as the WannaCry outbreak in 2017, which exploited outdated Windows systems and crippled parts of the NHS, serve as stark reminders of the risks posed by EOL software.

“Cyber threats evolve constantly,” the NCSC added. “Relying on outdated software gives attackers the upper hand.”

What Can Users Do?

The NCSC is urging all UK-based organisations to:

• Audit current systems to identify machines still running Windows 10.
• Develop a migration plan to Windows 11 or other supported platforms.
• Consider upgrading hardware if existing devices are incompatible.
• For organisations unable to upgrade in time, implement mitigations such as network segmentation, application whitelisting, and enhanced monitoring, though these are not substitutes for up-to-date software.

Additionally, Microsoft will offer Extended Security Updates (ESUs) for Windows 10 at a cost, but these are aimed primarily at enterprise users and are not a long-term solution.

The Bottom Line

While Windows 10 may still feel modern and functional, its approaching EOL status transforms it from a daily driver into a liability. The NCSC’s message is clear: failing to act now could result in serious security consequences down the line.

For UK organisations, the time to plan for life after Windows 10 is now. Get in touch with us to help deliver your Windows migration plan today.

 

At Certes IT Service Solutions, we are proud to announce our official Charity of the Year for 2025: Forces Employment Charity. This exciting partnership reflects our long-standing commitment to supporting military veterans and those transitioning from the armed forces into civilian employment.

With our extensive experience working with ex-service personnel, secured environments, and the Ministry of Defence, the decision to support Forces Employment Charity was a natural one. The charity’s mission to provide life-long, life-changing support to veterans, regardless of circumstance, rank, or length of service, aligns perfectly with our values and the work we do every day.

Who Are The Forces Employment Charity?

Established in 1885, the Forces Employment Charity offers one-to-one support designed to help veterans and their families succeed throughout their working lives. Help is available to all veterans of the UK Armed Forces, including reservists. We also support partners (including separated, divorced or bereaved) of serving personnel, veterans and reservists.

The charity can help with:

• career choices
• researching the job market
• job matching
• training
• education opportunities
• CV writing
• interview techniques
• expert industry knowledge and updates
• events and employment fairs

 

This support is delivered by our expert employment advisors, many of whom have also served or are military spouses.

www.forcesemployment.org

Climbing Peaks for a Cause

To kickstart our fundraising efforts, a dedicated team of ten Certes employees will take on the gruelling Three Yorkshire Peaks Challenge in late September. The challenge covers 24 miles and involves scaling the iconic peaks of Pen-y-Ghent, Whernside, and Ingleborough, all within a demanding 12-hour window.

Our team has already begun training, with plenty of early morning hikes and weekend endurance walks in preparation. While the physical challenge is significant, our employees are united by a shared passion to make a meaningful contribution to this worthy cause.

All funds raised through the challenge will go directly to Forces Employment Charity to support their ongoing work with veterans and military families across the UK. You can make a donation here: DONATE

A Year of Impact

This is just the beginning of our charity partnership. Throughout the year, we’ll be organising a range of fundraising events, awareness campaigns, and volunteer opportunities to support Forces Employment Charity’s vital mission. Whether it’s through physical challenges, community engagement, or direct support, the Certes team is committed to making a lasting difference.

We’ll be sharing updates, training stories, and event highlights over the coming months, so be sure to follow our journey and support the cause where you can.

Together, we can help transform the futures of those who served.

 

As we hit the halfway mark of 2025, it’s a great time to take stock of what’s been happening in the world of IT recruitment. From shifting expectations around hybrid work to the ever-increasing influence of AI, it’s clear the industry is evolving fast, and both clients and candidates are adapting quickly.

At Certes IT Recruitment, we’ve been working closely with organisations and talent and here are the top five IT hiring trends and things we’ve learnt so far in 2025 about where IT recruitment is heading, across both contract and permanent hiring.

 

1. AI Skills Are No Longer Niche, They’re Now Business-Critical

We’ve seen explosive demand for AI-related skills and not just in traditional data science or research roles. Companies are now embedding AI into every corner of their tech stack, roles like:

• AI integration engineers
• Prompt specialists
• AI governance and ethics consultants
• Devs who can apply LLM tools in real-world apps

These are now in high demand. Candidates who can work with AI, not just understand it, are quickly becoming essential hires across permanent and contract teams.

 

2. Contracting Is Strong But Clients Are Getting Smarter

The contract market is healthy in 2025, especially in cybersecurity, cloud, and digital transformation. But there’s a shift: clients are becoming more strategic with their contractor engagement. Many are:

• Embracing Statement of Work (SoW) to manage IR35 risks
• Prioritising outcome-based project delivery
• Expecting contractors to hit the ground running and fast

Meanwhile, top contractors are picking roles with clear scopes, flexible working models, and tech-forward teams. It’s a two-way street and both sides are being more selective.

 

3. Permanent Hiring Has Rebounded But With a New Focus

We’ve seen a resurgence in permanent hiring, but it’s far from a hiring spree. Employers are looking for candidates who offer:

• A blend of technical depth and adaptability
• Strong collaboration and communication skills
• Long-term potential in hybrid and agile setups

Roles like platform engineers, cloud architects, and team leads are in demand, but what’s changed is the focus on fit, not just CV checklists. Value-based hiring is very real.

 

4. Hybrid Work Is Here to Stay But Expectations Are Clearer

We’re well past the “figure it out” phase of hybrid working. A IT hiring trend in 2025, we saw clients and candidates alike want clarity and consistency:

• Employers want to know you can work autonomously and contribute in a hybrid setup
• Candidates want upfront detail on policies not vague promises

As a result, remote/hybrid experience is no longer just a “nice to have”, it’s a must-have. Candidates who can demonstrate how they’ve worked across distributed teams have a real edge.

 

5. Soft Skills Are the Deciding Factor

Yes, tech skills still matter, but in a competitive market, it’s soft skills that are separating the best from the rest. Across both contract and perm roles, hiring managers are saying the same thing:

“We need people who can communicate, collaborate, and lead.”

Emotional intelligence, critical thinking, and stakeholder management are now core to landing top roles, especially in cross-functional or client-facing environments.

 

Looking Ahead

Whether you’re hiring or job-seeking, understanding these trends can help you stay ahead of the curve. At Certes, we’re here to support you in navigating the evolving world of tech recruitment with insight, integrity, and a long-term view.

Get in touch today and let us support your recruitment requirements.

As artificial intelligence and machine learning continue to rise on the public sector agenda, new research reveals that the biggest barriers to digital transformation in the public sector are not technological; they are human.

The research, which gathered insights from public sector professionals across central government, local authorities and the NHS, found that digital literacy and leadership are two of the most significant obstacles slowing down the adoption of advanced digital services.

Despite substantial investment in digital tools, less than half of public sector workers (46%) are satisfied with the digital services currently in place. While 58% say they have the right tools, many acknowledge these tools are underutilised, pointing to a clear gap between technological capability and human capacity.

Leadership Gaps Are Slowing Progress

The study reveals that leadership, both at the executive level (34%) and among middle management (36%), is holding back progress. Without clear vision and direction on how to adopt and embed new technologies, digital transformation in the public sector is stalling.

The Call for Upskilling and Development

A quarter (25%) of respondents identify digital literacy as a critical skill needed to move forward, with 30% stating that training and development will be crucial over the next three years. These findings suggest that while tools and technologies may be in place, they are not achieving their potential due to a lack of user confidence and capability.

At Certes IT Service Solutions, we have seen firsthand how investing in people, through targeted training, leadership coaching and tailored resourcing, can accelerate transformation. A skilled and digitally confident workforce is essential for realising the benefits of AI, data analytics and digital platforms.

Making AI Work for the Public Sector

AI and machine learning are already helping increase operational efficiency and improve workflow automation. But to fully capitalise on these innovations, the public sector must embed a culture of digital fluency, supported by visionary leadership and a long-term skills strategy.

The opportunity is clear: by aligning the right technology with empowered people, public sector organisations can drive improved outcomes for both service users and internal teams.

How Certes Can Help

Whether you are seeking digital transformation services, need support with IT talent or want to embed a more agile, digitally savvy culture in your organisation, Certes is here to help. Our experience working with the public sector means we understand the unique challenges and opportunities involved in transformation.

The future of public services is digital, but the pathway forward starts with people.

Talk to us today about how we can help your organisation overcome barriers to transformation and unlock the full potential of your digital tools and teams.

Why IT Contractor Hiring Still Requires a Strategic Approach Post-Reform 

When the IR35 reforms were rolled out to the public sector, they fundamentally reshaped how organisations engage with IT contractors. While the dust has largely settled, the aftershocks are still being felt, especially by hiring managers tasked with driving digital transformation projects under increased scrutiny and reduced flexibility. 

At Certes IT Recruitment, we continue to support hiring teams in navigating this complex landscape. Here’s what you need to know now that IR35 is the new normal, but not without consequence. 

  

More Caution, Less Agility 

Risk aversion is a rational response to reform, but it’s becoming a limiting factor. Many public sector bodies have taken a conservative approach, issuing blanket “inside IR35” determinations to avoid compliance pitfalls. While understandable, this often means missing out on highly skilled IT contractors who prioritise “outside IR35” engagements for both financial and professional reasons. 

The result? A reduced talent pool and slower progress on transformation goals. In today’s competitive market, agility is key, and overly cautious approaches can delay project delivery and innovation. 

  

The Cost of Compliance: Budget Pressures Mount 

Contractors working “inside IR35” are now subject to employee-like tax and NI deductions, without the benefits of employment. To balance this, many have adjusted their day rates upward. For hiring managers, this has real consequences: 

• Budget forecasts are harder to manage. 

• Project scopes may need re-evaluation. 

• ROI on transformation initiatives can be squeezed. 

It’s essential to factor these cost dynamics into planning conversations and work with recruitment partners who understand how to align talent costs with business goals. 

  

Contractors Want Clarity, And They Deserve It 

Skilled IT contractors are savvier than ever. They’re asking detailed questions about IR35 determinations before committing to roles—and rightly so. Ambiguity breeds hesitation, and hesitation leads to missed opportunities for your team. 

Contractors want: 

• Clear, documented IR35 assessments. 

• Transparent working practices aligned with status decisions. 

• Confidence that the client understands and supports compliant engagements. 

Hiring managers who can offer this clarity will stand out in a competitive market. 

  

A Tip for Hiring Managers: Partner for Success 

The good news? You don’t have to do this alone. 

Working with a specialist recruitment partner like Certes means you can: 

• Ensure role assessments are robust and compliant. 

• Get support on documentation and determination audits. 

• Attract and secure high-calibre IT contractors who are confident in their engagement terms. 

In short, the right partner helps you strike the balance between compliance and competitiveness. 

  

Final Thought: IR35 Isn’t the End of Contractor Engagement, it’s a New Chapter 

Digital transformation doesn’t stop for regulation. With the right approach, hiring managers can continue to tap into the rich pool of IT contractor talent while staying compliant and cost-aware. 

At Certes IT Recruitment, we’re helping public sector organisations navigate IR35 challenges every day. If you’re planning your next transformation initiative, let’s talk about how we can make it a success. 

  

Let’s move forward strategically, compliantly, and with the talent to make it happen.
Contact Certes today for a consultation on IR35-ready contractor hiring. 

Why Strategic Contractor Engagement Is Critical for Emerging Tech in the Public Sector 

Public sector organisations are under increasing pressure to deliver modern, secure, and citizen-centric digital services due to emerging tech in the public sector. But as the demand for cutting-edge capabilities grows (AI, cybersecurity, cloud transformation) the talent pool hasn’t kept pace. 

At Certes IT Recruitment, we’re seeing a widening gap between the skills needed and the specialists available. For hiring managers leading digital transformation, this presents a significant challenge and an opportunity. 

 

AI & Data Roles: High Demand, Low Availability 

Artificial Intelligence and data science are no longer future-facing concepts, they’re core components of current public service strategies. From predictive analytics to algorithmic decision-making, these capabilities depend on niche talent. 

Yet finding skilled: 

• AI engineers, 

• Data scientists, and 

• Ethics and governance consultants 

is proving increasingly difficult. These professionals are in short supply and high demand across both the public and private sectors. When available, they often favour roles that offer influence, flexibility, and intellectual challenge. 

 

Cybersecurity: The Stakes Have Never Been Higher 

Public sector organisations are prime targets for cyber threats, and as attacks become more sophisticated, the need for up-to-date, security-cleared contractors is intensifying. 

Unfortunately, many organisations struggle to move quickly enough to secure top-tier cybersecurity talent, especially for short-term projects or incident response roles. Without agile contractor onboarding processes, risks increase. 

 

DevOps & Cloud: Legacy Is Still a Challenge 

Migrating from legacy systems to cloud-native infrastructure is essential for operational resilience and service innovation. But the expertise particularly required in: 

• Hybrid cloud environments, 

• CI/CD pipeline management, 

• Infrastructure as Code, 

Often resides with experienced contractors who have done this work before, sometimes multiple times across sectors. 

In many cases, these contractors are only available for project-based engagements. The ability to attract and retain them is directly tied to how compelling the opportunity is. 

 

A Tip for Hiring Managers: Sell the Vision, Not Just the Role 

In a competitive contractor market, offering a compliant and well-compensated engagement isn’t always enough. What sets successful hires apart is how the role is positioned. 

Public sector transformation projects are often: 

• National in scale 

• Purpose-driven 

• Technologically ambitious 

These are exactly the kind of challenges that attract top-tier contractors, if communicated effectively. 

Work with your recruitment partner to frame the opportunity around: 

• Innovation potential 

• Societal impact 

• Technical complexity and scale 

This narrative matters. Contractors want to feel they’re doing more than clocking hours, they want to contribute to meaningful progress. 

 

Final Thought: Talent Is Out There If You Know How to Reach It 

Yes, the skills shortage is real, and the emerging tech in the public sector will not slow down. But with the right strategy, public sector organisations can still compete and win the attention of exceptional tech talent. 

At Certes IT Recruitment, we help hiring managers craft compelling engagements that cut through the noise, even in a crowded market. If your next initiative demands niche expertise, we’re here to help you find the specialists who can make it happen. 

Get in touch to position your project for success before someone else secures the talent you need.
Talk to Certes today about emerging tech contractor recruitment. 

 

As public sector organisations increasingly explore artificial intelligence (AI) to improve service delivery, one persistent challenge stands out: making AI systems intelligible, usable, and truly helpful for end-users. Whether it’s a clinician needing to understand a diagnosis recommendation or a caseworker interpreting risk assessments, AI explainability matters. At Certes IT Service Solutions, we believe User-Centred Design (UCD) is key to bridging this gap, helping CIOs and IT Directors implement AI systems that are not just powerful, but purposeful and ethical.

Understanding the Challenge: Why AI Needs to Be Explainable

AI, particularly learning-based systems, can be complex and opaque. In environments like healthcare, social services, or local government, the inability to explain an AI decision can erode trust, hinder adoption, and even cause harm.

Take the example of a doctor using an AI tool to suggest treatments. If the doctor doesn’t understand the reasoning behind the recommendation, they may ignore it—or worse, rely on it blindly without validation. Public sector professionals need clear, actionable explanations tailored to their context, not just technical descriptions. This is where UCD provides a framework to design explanations that are meaningful and aligned with user goals.

The Four Stages of User-Centred Design for AI

User-Centred Design puts the needs, tasks, and environments of real users at the heart of system development. When applied to AI implementation in the public sector, UCD ensures that tools are not just usable, but genuinely useful.

1. Understanding the Context of Use

This stage involves deep engagement with the people who will interact with the AI system. What are their roles? What decisions do they need to make? When do they need explanations, and in what format? For example, a benefits officer may require real-time, on-screen prompts, while a policy maker might prefer post-analysis reports.

By thoroughly mapping these use cases, IT leaders can ensure that AI systems are developed with clear user contexts in mind, reducing misuse and increasing confidence in the system.

2. Specifying User Needs

Once the context is understood, the next step is defining what users need from AI explanations. This includes both functional requirements (e.g., the system must explain why a housing application is flagged for review) and non-functional ones (e.g., clarity, timeliness, accessibility).

Creating usage scenarios here can be powerful, illustrating real-world interactions and enabling designers and developers to prioritise features that matter most.

3. Designing Solutions

At this point, the system’s explanatory interface is created. This includes how explanations are presented, via dashboards, alerts, visualisations, or even natural language summaries. Interactive prototypes and mock-ups should be tested with real users to refine how information is delivered.

This design process is not just about aesthetics; it’s about aligning with cognitive workflows so that users can easily absorb and act on AI outputs.

4. Evaluating Against Requirements

Finally, UCD demands that all designs be tested with users against predefined criteria like usability, usefulness, and trust. For AI, this might involve scenario-based testing, where users interact with the system in simulated environments to see if it genuinely supports their decision-making processes.

This iterative testing phase is crucial, helping to uncover gaps in understanding, improve confidence in AI, and identify unintended consequences early.

The Strategic Value of User-Centred Design for Public Sector CIOs

By embedding UCD into AI implementation, public sector CIOs and IT directors gain several strategic advantages:

• Improved Adoption: Systems designed with users in mind are more likely to be accepted and integrated into daily workflows.

• Reduced Risk: Clearer AI explanations reduce the chances of misuse or harmful decisions.

• Increased Trust: Transparent and intelligible systems build trust among both staff and the public.

• Better Outcomes: When professionals understand and trust AI, it enhances, not replaces, their expertise, leading to better decisions and services.

Final Thoughts: AI With People in Mind

As public sector organisations accelerate their AI journeys, it’s critical not to lose sight of the human element. User-Centred Design offers a practical, ethical, and effective methodology to ensure AI serves real needs, in real contexts, for real people.

At Certes IT Service Solutions, we help public sector organisations implement AI responsibly—ensuring that the systems you deploy are not just advanced, but aligned with your mission to serve the public effectively and equitably.

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Get in touch with Certes today to explore how User-Centred Design can transform your AI projects—from concept to compliance to confidence.

Investing in the Future: Pursue AI Careers

At Certes IT Service Solutions, we understand that the future of technology depends on the talent we nurture today. That’s why we’re encouraged to see the UK government taking decisive steps to build a more inclusive and future-ready workforce in AI careers, starting in the classroom.

In a new initiative announced this month, the Department for Education (DfE) is investing £8.3 million into a nationwide effort to boost the number of girls taking maths at A-level — a foundational step toward careers in artificial intelligence (AI). This funding will support 400 disadvantaged secondary schools across England through the Advanced Maths Support Programme, equipping teachers and students alike with the tools and knowledge needed to engage with AI-related subjects.

Closing the Gap in Tech Diversity

Only around a third of A-level maths students are currently female, and women represent just 22% of the AI workforce in the UK. This imbalance poses a significant challenge, not just to equity, but to innovation. AI systems reflect the people who build them — and without diverse perspectives, we risk embedding bias into the very technologies shaping our future.

Socio-economic barriers and digital exclusion also play a major role. With an estimated 1.7 million UK households lacking internet access, many students never get the chance to explore advanced STEM pathways. By targeting schools in underprivileged areas, the government aims to break down these barriers and create real opportunities for girls to thrive in tech.

Building the AI Talent Pipeline

Education Secretary Bridget Phillipson summed it up well: “Today’s brightest maths minds are tomorrow’s AI pioneers.” The updated Advanced Maths Support Programme, launching this September, will include training for both teachers and students to deepen understanding of the skills needed for AI careers. From algorithmic thinking to data literacy, the programme is designed to demystify AI and empower girls to see it as an attainable and exciting career path.

This initiative is part of the broader Plan for Change, introduced in December 2024, which aims to level the educational playing field across England. It aligns closely with the government’s AI Opportunities Action Plan, which sets out strategies for driving AI adoption, creating high-skill jobs, and fuelling long-term economic growth.

Expert-Driven Change

To ensure the education system evolves alongside the growing demand for AI and digital skills, the DfE has assembled a team of experts from institutions like University College London and the Raspberry Pi Computing Education Research Centre. Their advice will shape how AI concepts are introduced to students from ages five to 18 — helping to make digital fluency a core component of UK education.

Science Secretary Peter Kyle put it plainly: “AI is the defining technology of our generation… This package of support will help us deliver our Plan for Change and give every young person in the country the opportunity to develop the tools which will put them front and centre in delivering our AI-powered future.”

What This Means for the UK Tech Sector

At Certes, we believe initiatives like this are crucial not only for empowering young women, but for strengthening the UK’s position as a global leader in tech. By widening access to STEM education and supporting underrepresented talent, we’re not just addressing inequality — we’re investing in smarter, more innovative solutions for tomorrow, and reducing the tech skills gap.

This isn’t just good policy. It’s a smart strategy for a stronger, more resilient digital future.

Europe is at the forefront of a transformative shift in cybersecurity recruitment, moving away from traditional headcount-focused hiring towards a skills-based approach. This evolution addresses the persistent cybersecurity skills gap by emphasising practical competencies over formal qualifications.

The Evolving Cybersecurity Landscape

The global cybersecurity workforce faces a significant shortfall. According to ISC2’s 2024 Cybersecurity Workforce Study, an additional 4.8 million professionals are needed to meet the current demand, necessitating an 87% increase in the workforce. In the UK, the number of cybersecurity professionals declined by 4.9% from 2023 to 2024, highlighting the urgency of addressing this gap.

Traditional hiring practices, which often prioritise formal education and specific industry experience, have proven insufficient in bridging this gap. Recognising this, European organisations are increasingly valuing practical skills and competencies, such as problem-solving and adaptability, over conventional credentials.

 

Embracing Skills-Based Hiring

The shift towards skills-based hiring is gaining momentum across Europe. This approach focuses on identifying candidates with the necessary skills to perform specific roles, regardless of their educational background or previous job titles. By doing so, organisations can tap into a broader talent pool, including individuals from non-traditional backgrounds who possess relevant skills.

For instance, individuals with experience in finance or risk analysis may have transferable skills applicable to cybersecurity roles. By recognising and valuing these competencies, organisations can diversify their workforce and address the skills shortage more effectively.

 

The Role of Training and Development

To support this transition, continuous learning and development opportunities are essential. Organisations are investing in upskilling and reskilling programs to equip their workforce with the necessary cybersecurity competencies. This includes offering certifications, workshops, and on-the-job training tailored to the evolving threat landscape.

Moreover, public-private collaborations are playing a pivotal role in closing the cybersecurity skills gap. Initiatives like the World Economic Forum’s Strategic Cybersecurity Talent Framework bring together stakeholders to develop actionable strategies for building a sustainable cyber talent pipeline.

 

Certes IT Service Solutions: Supporting the Skills-Based Approach

At Certes IT Service Solutions, we are committed to supporting organisations in adopting skills-based hiring practices. Our services include:

• Skills Assessment and Mapping: Identifying the specific competencies required for various cybersecurity roles within your organisation.
• Training and Development Programs: Offering tailored training solutions to upskill existing staff and prepare them for evolving cybersecurity challenges.
• Talent Acquisition Support: Assisting in sourcing candidates based on skills and potential, rather than solely on formal qualifications.

By focusing on skills and continuous development, we help organisations build resilient cybersecurity teams capable of navigating the complex threat landscape.

 

In the ever-evolving world of digital transformation, sourcing the right IT talent has never been more critical — or more complex. With increased demand for specialist skills, organisations are often left weighing two options: offshoring or outsourcing. At first glance, both appear to offer similar benefits — cost reduction, scalability, and access to global talent. But when you scratch beneath the surface, a different story emerges.

At Certes, we’ve worked with UK businesses for over 40 years to navigate the nuances of workforce transformation. In that time, one thing has become abundantly clear: outsourcing consistently delivers more value, more flexibility, and fewer long-term headaches than offshoring — especially in regulated or high-stakes IT environments.

Offshoring: Cheaper Doesn’t Always Mean Better

Offshoring, typically understood as relocating business functions to lower-cost overseas markets, may seem attractive from a budgetary standpoint. But the operational realities often paint a different picture.

Legal and Regulatory Complexity

Every country has its own employment laws, tax requirements, and data protection standards. For UK-based companies — particularly those governed by GDPR — navigating these foreign frameworks is not only resource-intensive but high-risk. One misstep could result in legal challenges, fines, or reputational damage.

Cultural and Communication Gaps

Bridging the cultural gap between UK teams and offshore locations isn’t just about language. It’s about aligning working practices, values, and expectations. Without careful planning, offshoring can result in delivery delays, misunderstood requirements, or staff disengagement.

And that’s not always something offshore models are equipped to provide.

Why Outsourcing Offers a Smarter Alternative

Outsourcing — when done with the right partner — avoids many of these pitfalls. It allows organisations to tap into specialist skills without losing control or facing undue risk.

Speed and Simplicity

There’s no need to set up overseas entities or navigate foreign employment law. A trusted outsourcing partner can mobilise resources quickly, integrating with your existing platforms and delivering results in weeks, not months.

At Certes, we ensure our outsourced solutions are fully aligned with your internal systems, whether that’s your ATS, project management tools, or compliance frameworks.

Quality and Compliance Built In

Outsourced teams operating under UK standards understand local market expectations and employment laws. They’re trained to deliver in line with your brand and values, reducing onboarding time and improving cultural fit.

Plus, with our Statement of Work (SOW) management capabilities, Certes can help you track outcomes, optimise delivery, and maintain full transparency over performance and spend.

Real Cost Savings Over Time

While offshoring may lower salary costs, outsourcing reduces total cost of hire. That includes time-to-fill, attrition, rework, and stakeholder time. By focusing on quality, not just volume, outsourcing drives long-term ROI.

A Hybrid Approach: The Best of Both Worlds?

Some organisations benefit from combining outsourcing with selective offshoring — for instance, maintaining critical functions in the UK while extending non-sensitive roles abroad. At Certes, our team helps clients assess where each model fits best, backed by data, workforce analytics, and deep market knowledge.

As digital workplaces evolve, success lies not in chasing cheap labour — but in building flexible, compliant, and scalable talent solutions. That’s where outsourcing shines.

Final Word: Make Your Talent Strategy Work Harder

When it comes to scaling IT capability, your hiring model matters. Offshoring may offer a quick cost-saving win, but the risks — from compliance concerns to quality issues — can undermine the value it promises. Outsourcing, on the other hand, provides a sustainable, strategic path forward.

At Certes, we specialise in helping organisations design and deliver resilient workforce models. Whether you’re looking to enhance capability, improve delivery, or transform your recruitment strategy, our team can help.

Let’s make your talent strategy work harder — and smarter.

Interested in exploring outsourcing options for your IT function?
Get in touch with the Certes team today to arrange a no-obligation discovery session.