How have firms responded to the recent regional conflict? We share what we’re hearing from engineering leaders, hiring managers and candidates across Dubai’s technology hiring market.

Every few weeks, another headline poses the same question: Can the UK really achieve clean power by 2030?

Part Two: The People, Investment and Innovation Shaping the Future If Part One highlighted the systems that need to evolve, from grid infrastructure to planning reform, there is another part of the conversation that receives far less attention despite underpinning almost every project currently being developed across the UK.

Every successful business is built by the people behind it. Finding those people, however, isn’t always straightforward. As industries become more specialised and skills become harder to find, businesses need more than a recruitment process. They need expertise that helps them identify the right talent, navigate a competitive market, and hire with confidence.

Every renewable energy project starts long before a panel is installed or a turbine begins turning. What eventually becomes a power-generating asset begins with years of planning, approvals, technical assessments, and collaboration.

Exploring the evolving skills, roles, and technologies shaping the blockchain talent market. A few years ago, “crypto jobs” meant developers building smart contracts and traders chasing the next token pump.

The One Big Beautiful Bill Act (OBBBA), which was signed into law in July 2025, marks a major change in US energy policy that will have a big impact on the landscape that was created by the 2022 Inflation Reduction Act (IRA).

As specialists in recruiting for the UK’s dynamic tech and renewables sectors, we at OXBO have seen for ourselves how a company’s culture can often be its most powerful asset.

For many years, the standard path for aspiring technologists has been Computer Science. However, in recent years, we’ve seen a major shift in the tech landscape.

If you’ve tried hiring in the tech market in the last 12 months, you’ll know that competition is fierce, candidates hold a lot of the cards and the need to get it just right has never been higher.

Employee turnover is an inevitable part of running a business. Whatever their motivation – whether it’s a career change, a new opportunity or personal circumstances – it’s always prudent to ensure that you stay on good terms with the departing individual, even if you’re sorely disappointed to lose a highly talented and valuable member of the team.

In my previous blog, I explored the respective benefits of office working, working from home and hybrid working – and if there’s one thing that stood out to me regarding the shift towards hybrid working, it’s the clear link between employee happiness and workplace flexibility.

Around the world, the workplace experienced a huge cultural shift during the pandemic as organisations were forced to adapt to the ‘new normal’ of working from home. When the lockdowns were eventually lifted, the new WFH arrangement remained in place for some roles, while other positions required a return to the office full-time or a newfangled ‘hybrid’ setup

On a recent business trip to the States, I had a fascinating chat with Hanna Sanford – an American recruiter who works in the UK – who shared her thoughts on the differences she’s observed between American recruiters and their British counterparts. The conversation was such an eye-opener that I asked if she’d mind providing a quote to form the basis of a blog on the subject. She kindly obliged, and this is that blog.