Monthly Archives: May 2013

There is a big tech skills gap. Let’s do something about it! [case study - London's Tech City]

London’s Tech City released a survey report yesterday highlighting that the biggest challenge for its 1350 tech business is the shortage of skilled professionals in the job market.

Developers and usability specialists are the most difficult to recruit at the moment in Tech City in London. And most probably not only there.

required skills

CyberCoders research findings released earlier this month reveal the most in demand skills for the highest paying technology jobs of 2013:

  1. Mobile development (iOS, Android)
  2. Cloud computing (AWS, Azure)
  3. Front end development (HTML5, CSS3, Javascript)
  4. UX/UI design
  5. Big Data (Hadoop, MongoDB, NoSQL)
  6. C#
  7. Ruby on rails
  8. Java
  9. PHP
  10. Linux

Needless to say that the shortage of tech talents makes tech businesses experience growth barriers.


Hence they are going for these solutions:

  • Importing talents (Some countries are already well known to be good tech talent pools. But to be able to hire someone from abroad means finding those able to relocate and then dealing with the visa systems that are complex and expensive.)
  • Hiring temps (94% of Tech City businesses use temporary recruitment, although only 17% prefer this method. The most common temporary resourcing solutions are freelancers (73%) and interns (63%).)


But this is not solving the root cause of the skills gap.

Technology is rapidly evolving and the education system cannot keep the pace. Students (the future workforce) need to learn what is needed on the job market from the businesses that require them to have these skills. is willing to help close the tech skills gap by bringing together students with tech companies. How?

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This autumn we will organize a tour of tech companies at campuses of tech universities in Eastern Europe (area that is famous for its tech talents). There will be workshops, hackatons, internship/job fairs. More details to be announced soon.

If your company is interested in participating (meaning providing HR and/or tech employees or founders to go on tour, and paying a fee for making the organization of the tour happening), please drop an email to adelina [at]

Also, if you are a tech business willing to organize a few workshops/ job shadowings/ internships for students at your office, we would gladly help you with it. Same, please drop an email to adelina [at]

Meanwhile, don’t forget to showcase the tools you use on‘s Workspace.

Happy skills upgrade!

Manual first (while in beta) – testing hiring talents, the traditional way

We stand for making the hiring process much easier, by directly matchmaking talents with recruiters and removing the long process of posting jobs, receiving and filtering applications etc.

However, while we are in public beta, we will still use the manual process of hiring (quite frequently used in startups), automatizing it slowly slowly.

Therefore, expect to see some jobs postings on in the upcoming period. But don’t get used to it :)

For the moment, we will use the job postings and applications system in order to:

  • understand better the needs of recruiters
  • bring work opportunities to our talent pool

Companies interested in hiring, please contact adelina [at] for promoting work opportunities on our platform. Meanwhile, you can also try our Splinter LookUp to find talents, our aggregated Common Connections to see how you can get introduced and our Splinter Talk to message each other.

Talents interested in work opportunities, follow our  and apply using your splinter profile to promoted jobs. You might want to add more tools and social networks to your profile first.

splinter jobs

We will develop our promised features with the learning we get on the way and in a few months we will be ready to do simple matchmaking for you! launches Common Connections, aggregated from all social networks

Do you want just one place to see all the common connections from all social networks between you and someone else? You have come to the right place! is happy to announce the launch of Common Connections, that enables displaying for two splinters the common connections they have outside the platform – for the moment those on Facebook and LinkedIn (even if the common connections are not using All in one place!

splinter common connections

When checking out someone’s profile, I’m always interested in knowing the common friends or connections between us. But that’s always limited to one social network, which is the social network I’m viewing the profile on. That’s why we’re introducing the common connections on, that are designed to display even the common connections outside of, from other social networks like Facebook and LinkedIn.

For example, if I’m looking at a profile of a web designer that I’m interested in hiring and we have no common connections on but we have a common friend on Facebook, I’ll be able to connect with that friend and get feedback from him/her and ask about the web designer.” said Ahmed Hussaini, co-founder of who made this feature happen together with Marwan Osman, our Senior Software Engineer.

As far as we know, is the first platform to offer this functionality (correct us if we are wrong), that can make people’s life much easier.

In the future we will integrate the common connections on more social networks and add more features related to connections.

Make the most use of your connections! launches Splinter Talk, an easy way to get in touch with other splinters

If you already experienced our search capabilities to discover talents that use certain tools, that live in certain places or that know certain people (Splinter LookUp), you may want to be able to approach them in an easy way.

We are happy to announce that now you can message any splinter on the platform through Splinter Talk.

splinter talk

In order to approach someone, you can either click Message on their profile badge or click New Message in your inbox (that you can find right next to your username that enables all the setting, on the upper right side)

How can Big Data transform the way we hire and get hired?

Nowadays we are experiencing an explosion of user-generated data that is growing at alarming rates supported by technology developments such as internet, mobile devices, connected sensors etc.

A glimpse at how much content was generated every minute in 2012:

data never sleeps

The challenge has become to gather and analyze this big amount of data, so that both the people generating it and businesses can benefit from its insights.

Some industries like retail, manufacturing and financial services already started to explore the benefits of using big data.

An interesting use case of big data is Parchment, a startup that helps high school students choose and apply to college. By analyzing a large database of student profiles such as grade point averages, SAT scores and acceptance data, Parchment assesses a student’s likelihood of admission to a specific  school. It then determines what the student must do to improve acceptance chances. Parchment also plays matchmaker, pointing students toward schools that match their profiles, helping them find a good fit.

A very well known example of benefiting from big data is , that tries to deliver more relevant ads to its users and the companies trying to reach them by tracking their activities on the platform and beyond (any online activities, through cookies).

But what about recruitment?

Just like people would like to receive more relevant ads based on their online activities, they would also like to be informed about relevant work opportunities. And this should happen as well based on their online activities, since these can drive insights into their professional interests, expertise and experience.

The best use of big data for recruitment in the way we envisage it at is: aggregating all relevant data from one’s online activities in one data-rich profile and then matchmaking the profile with work opportunities, returning results for both recruiters and job seekers.

This would be only the beginning. We would then also offer career advice for professionals based on big data, job description advice for recruiters based on big data. Or even more. Now we interpret web and mobile activities, but we are preparing for the Internet of Things. For example you might wear a bracelet that will tell us who you have met at which conference and we can use that on our platform to track and manage your connections. 

What we are building lays at the border between big data recruitment and social recruiting and people search engines.

Social Recruiting taps into the opportunities brought by social networks, just like does. But while Social Recruiting in its traditional sense allows companies to only distribute their job openings across multiple channels, at we also offer them the possibility to have data from all social networks in one place, with all the data analyzed and ready to return fast results.

People Search Engines emerged lately covering exactly this need of recruiters: having all the relevant information across the web about people in one place. But these platforms are designed only for recruiters, while data about talents is gathered from public sources or through paid APIs and not made available for the talents themselves. At we empower talents as much as we empower recruiters. Hence, professionals can see their data aggregation, can edit their profiles while still keeping the social validation and have lots of benefits from using the platform, like for example receiving career advice and being able to explore their contacts in new ways open up by technology.

Overall, the more data is generated by people and the better we can analyze it and make use of the insights, the more transparency in the hiring process will be for both recruiters and talents. We are here to transform the long process of recruitment into real-time and human work into partially or totally automatized work. 

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Image credit: Adelina Peltea


Tools splinters use

The tools we use to do our work can say a lot about ourselves. This is why at we introduced the workspaces. It is now easy to show the world the tools you use (out of our available 6000+ tools) and to discover other people that use certain tools.

Check the infographic below to see what are the most used tools on and how you can benefit from workspaces.

tools infographic may7