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​Embracing the future: Navigating career opportunities in machine learning engineering

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​Embracing the future: Navigating career opportunities in machine learning engineering

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Generative AI has dramatically reshaped the technology landscape. Emerging as a pivotal force following the widespread adoption of popular tools like ChatGPT and Google’s Gemini (formerly Bard), generative AI has had a transformative effect on the entire technology sector.

Whilst it has often been feared that AI will lead to the loss of jobs, we have seen that rather than replacing jobs, in many instances, generative AI is expanding the job market. Particularly in the field of computer engineering, the advancement of AI has seen the creation of several new roles, such as AI data scientists, natural language processing scientists, and, most importantly, machine learning engineers —one of the fastest-growing AI-related professions.

This article explores the machine learning landscape, highlighting how to become a machine learning engineer and the industry trends shaping its future.

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What is a machine learning engineer?

A machine learning engineer is at the cutting edge of AI deployment. Often tasked with designing and developing systems that can autonomously learn and improve, machine learning engineers are integral to the future of AI in tech.

In creating algorithms and building models that underpin AI applications, machine learning engineers help turn raw data into actionable insights that businesses can use. Their work spans various sectors, and they are often responsible for driving innovation in healthcare, finance and beyond, making their role critical in today’s tech-driven landscape.

Machine learning engineers integrate AI into usable products and solutions. This vital yet complex role combines data science, software engineering and statistical analysis elements. The significance of a machine learning engineer’s work lies in their ability to solve complex problems and implement solutions that significantly enhance operational efficiencies and boost business capabilities.

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How to become a machine learning engineer

Transitioning into a machine learning engineer is an exciting career move for many tech professionals. However, it is not without its challenges.

At Experis, we’re often asked how to become a machine learning engineer. The truth is that the journey often begins with a solid foundation in related fields such as software engineering, data analysis or system architecture. Utilising foundational and transferable IT skills and redirecting them towards AI applications is an absolute must. Many businesses are looking to hire experienced machine learning engineers, so having a wealth of knowledge and experience across IT is essential for standing out as an ideal candidate.

As with any IT profession, education is pivotal in becoming a machine learning engineer. An academic background in computer science or a related field is typically fundamental. Students wondering how to become a machine learning engineer should focus on building or contributing to personal projects incorporating artificial intelligence, machine learning and neural network capabilities.

Technical skills in programming languages like R and Python are also crucial to becoming a machine learning engineer. A robust understanding of frameworks such as TensorFlow or PyTorch can also significantly enhance your hiring chances. Beyond these technical requirements, critical thinking and problem-solving are also vital, must-have skills you should possess.

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Industry trends and future opportunities

It is no secret that the demand for talent in the IT sector often outstrips supply. As highlighted in the Q2 2024 ManpowerGroup Employment Outlook survey, 77% of IT organisations reported difficulty finding the needed talent. Thankfully, AI and related technologies such as machine learning and virtual reality are expected to significantly expand operational capabilities and enhance job opportunities.

The AI landscape is constantly and rapidly evolving. As such, it significantly impacts workforce dynamics, with current trends suggesting a considerable transformation in job roles due to the proliferation of AI. The evolution of AI and machine learning underscores the need for professionals to adapt continually and for businesses to support sustainable AI integration with appropriate policies.

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Advance your career as a machine learning engineer with Experis

As AI continues to evolve, it offers unique career opportunities for those wishing to become machine learning engineers. Experis supports tech professionals in harnessing these opportunities by connecting them with top tech employers and innovative projects. The growing need for skilled machine learning engineers presents a prime opportunity to advance your career in this field.

Experis is a crucial gateway for tech professionals aiming to move into AI and machine learning engineering, with access to top IT employers and cutting-edge opportunities.

Explore the endless possibilities Experis offers for machine learning engineers and other IT professionals by visiting our website today.

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Insights

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How to Build an AI-Resilient Career Path Now

How to Build an AI-Resilient Career Path NowIn today's rapidly evolving workplace, professionals find themselves navigating a fundamental shift: learning to work effectively alongside artificial intelligence. As generative and agentic AI transform jobs in real-time, how are employees and employers adapting to maximize this partnership?Our new Building and Sustaining a Meaningful Career in the AI Age whitepaper provides compelling insights into this question. Drawing from ManpowerGroup's extensive 2025 Employment Outlook Survey and Experis CIO Outlook research, we've uncovered a portrait of modern workforce challenges, employer expectations, and strategic approaches for career durability.Key Findings: The AI Reality GapThe data tells a fascinating story of how organizations and individuals are responding to AI integration:53% of employers are currently leveraging AI tools in hiring and onboarding talent.85% of employers believe it's acceptable for candidates to use AI during the hiring process.Only10% of CIOs and senior tech leaders say AI is fully integrated across their organization.This isn't a contradiction—it's an opportunity. Today's most successful professionals aren't seeing AI as a threat; they're developing integrated approaches where AI serves as a partner that handles routine tasks while humans focus on nuanced activities where they excel.The Human-AI PartnershipOur research revealed that approximately one-third of employers believe AI cannot replace or augment critical human skills such as:Ethical judgment (33%)Personalized customer service (31%)Team management (30%)Communication (27%)Strategic thinking (27%)The concern that AI will result in mass layoffs remains largely unfounded. Our global employment outlook surveys continue to show net positive hiring demand across industries. The key distinction? Workers who can meet employers where they are—and then suggest techniques to take AI usage to the next level—will be the most marketable and valuable.The Employee Perspective: Confidence Amid ChangeWhile technological change often breeds anxiety, our research found encouraging signs of workforce resilience:87% of employees have moderate to high confidence in their ability to perform their jobs.78% believe they have the right technology and tools to do their jobs effectively.However, our research shows that employees with lower AI literacy levels tend to express more negative views toward workplace AI adoption. Those with limited AI knowledge and experience often report higher levels of anxiety and resistance to incorporating these tools into their daily work.AI Career Durability: Your Action PlanFor professionals looking to future-proof their careers, our research suggests several key strategies:Understand career durability fundamentals - Build skills across five pillars: hard skills, soft skills, institutional knowledge, applied technology skills, and a growth mindset.Learn about AI implementations in your workplace - Connect with IT representatives to understand what your organization is deploying and how you might contribute to testing or implementation.Research AI use cases for your role - Discover how other organizations in your function are already leveraging AI to improve business outcomes.Pursue relevant training - Take advantage of both company-sponsored and free online offerings to master cutting-edge skills like prompt engineering.Gain buy-in for a small pilot - Present a clear business case for an AI implementation in your role or group with metrics for success.The most successful professionals aren't simply reacting to technological change—they're proactively redesigning their roles to leverage AI for routine tasks while developing complementary human skills like judgment, ethical oversight, and creative problem-solving.Employer ImperativesFor organizations looking to support workforce transformation:Consider augmentation over automation - Recognize that AI typically augments human work rather than fully automating it.Provide ongoing upskilling initiatives - Well-designed training programs integrating real-world practice using AI tools can significantly shorten skill acquisition time.Incorporate human oversight - Every AI implementation should benefit from human translation and ethical judgment.Master internal integration before external commercialization - Deploy AI internally first to increase operational efficiency before incorporating it into customer-facing products and services.Seize the AI Advantage: Your Career Renaissance Starts NowThe AI revolution isn't something happening to you—it's something happening for you. The data is clear: organizations still depend on human skills like ethical judgment, strategic thinking, and interpersonal connection that AI simply cannot replicate.The professionals who will thrive aren't those with the most technical knowledge, but those who masterfully blend AI capabilities with distinctly human strengths. They're redesigning their careers in real-time, positioning themselves as indispensable translators between technology's capabilities and business needs.Are you ready to transform your career for the AI age? Or will you be left behind as employers recruit people equipped with AI-enhanced skillsets they're actively seeking? The choice is yours.​Discover the specific strategies, skills, and success stories that are defining the future of work in our comprehensive Building and Sustaining a Meaningful Career in the AI Age whitepaper. Download now and position yourself at the forefront of the AI revolution.​

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AI Innovation Best Practices for Employers and Candidates Seeking Differentiation

AI Innovation Best Practices for Employers and Candidates Seeking DifferentiationThe integration of AI into the modern workforce is no longer a distant concept—it is a reality shaping roles, career paths, and organizational strategies in unprecedented ways. For both candidates looking to stay competitive and employers striving to optimize operations, understanding how to effectively leverage AI is crucial.Recent Experis research explores the implications based on insights from nearly 40,000 employers and more than 12,000 workers around the world. But I also wanted to share insights from my team’s experience as we lead AI innovation efforts for our clients and candidates in more than 70 countries.AI Tips for Candidates1. Master AI LiteracyOne of the most vital skills candidates can possess today is AI literacy. This includes understanding the types of AI tools available and how they can be applied to enhance performance. Generative AI tools such as ChatGPT, Copilot and Claude are widely used to create content, analyze data, and prepare documents, while agentic AI systems, which act autonomously, are gaining traction in complex workflows.To start, familiarize yourself with the AI tools deployed in your industry or organization. Seek out training programs, such as those offered by Google, Microsoft, or DeepLearning.AI, to build foundational knowledge. These programs often provide skills like prompt engineering and working with large language models, which are increasingly viewed as indispensable.2. Leverage AI in Your Job SearchEmployer acceptance of AI use during the job search is growing. In fact, our recent data shows most (85%) employers believe it is acceptable for candidates to leverage AI during the hiring process. This could involve customizing resumes, preparing for interviews, or researching companies. However, candidates should exercise caution to avoid over-reliance. Employers value authenticity and expertise, so AI should enhance, not replace, personal effort.For example, consider utilizing AI to draft a tailored cover letter but ensure it reflects your voice and unique qualifications. Similarly, use AI to compile research about a prospective employer, presenting insights that demonstrate thorough preparation and strategic thinking.3. Build Your Own Complementary SkillsWhile AI excels at automating routine tasks, employers polled in our research say human capabilities such as ethical judgment, personalized engagement, and creative problem-solving remain irreplaceable. Candidates should focus on refining these skills to complement AI’s strengths.Employers increasingly value communication skills and strategic thinking. During interviews, be prepared to articulate how you’ve used AI to improve efficiency and outcomes, demonstrating both technical proficiency and collaborative aptitude.4. Experiment with Small AI PilotsFor those already in a role, initiating small-scale AI projects can be a way to stand out. Identify processes that could be improved through automation or data-driven insights. Gain buy-in by presenting clear business justifications and measurable ROI targets. This proactive approach not only showcases initiative but also builds credibility as an AI-savvy professional.5. Stay Ahead with Continuous LearningAI is evolving rapidly, and staying current requires commitment to lifelong learning. Explore emerging AI tools, attend industry conferences, and participate in professional forums to stay informed. Familiarity with cutting-edge technologies will ensure your skills remain relevant in a competitive market.AI Tips for Employers1. Think SmallToday, more than half of employers (53%) worldwide say they are using AI in their hiring, onboarding and training processes. With many also saying high costs are their greatest adoption challenge, it is also beneficial to think smaller.As the largest tech players invest billions to scale larger language models, the recent popularity of DeepSeek and other examples suggest the future of AI implementation could be much smaller. In fact, recent IBM research found that smaller AI models can outperform their larger peers in independent benchmarking tests by as much as 40%.The key takeaway for non-technical business leaders is not to perceive the more well-known LLM tools available today as a silver bullet. In the near future, it is likely lower cost solutions more tailored to your business needs will be available.2. Foster a Collaborative CultureAdopting AI requires cultural shifts, and organizational readiness plays a significant role in successful implementation. Most executives(92%) say change management is a primary barrier to AI adoption. Employers must ensure teams trust and embrace AI tools by communicating their benefits and involving employees throughout the implementation process.Clear use cases, robust leadership support, and user-friendly designs are key to building trust. For instance, UPS’s AI-powered routing system and Netflix’s recommendation engine succeeded because of extensive planning and organizational buy-in.3. Maintain Ethical OversightAI implementations can falter without human oversight. From ethical judgment to emotional intelligence, human contributions remain indispensable in interpreting AI-generated insights. Employers must ensure their teams can align AI capabilities with business goals while mitigating risks such as bias or misinformation.4. Optimize Workforce StrategiesAI is transforming roles, and employers must adapt by redesigning job responsibilities to maximize human-AI collaboration. Today, data scientists today function more as “AI orchestrators,” combining multiple AI agents to tackle specific tasks. Employers should focus on recruiting talent skilled in strategic thinking and effective collaboration.Moreover, AI’s efficiency in processes such as resume screening and talent matching allows HR professionals to focus on more nuanced activities, such as building meaningful relationships with candidates.5. Prepare for CommercializationBefore integrating AI into customer-facing products and services, employers should focus on internal deployment. Testing AI technologies within the organization ensures smoother application, builds trust, and reduces the likelihood of reputational risks.6. Track ROI and Communicate SuccessTo ensure successful AI implementation, organizations must establish clear ROI metrics and measure progress against them. Whether it’s cost reduction, revenue growth, or enhanced customer satisfaction, tracking outcomes helps employers refine strategies and promote achievements internally and externally.Looking to the FutureBoth candidates and employers have a unique role to play in shaping the AI-driven future. For candidates, AI literacy, complementary human skills, and proactive experimentation are essential for staying competitive. For employers, thoughtful integration, comprehensive training, ethical oversight, and strategic workforce optimization will drive successful adoption.The quiet revolution of AI is already underway, offering unparalleled opportunities for innovation and growth. By embracing the tips outlined here, candidates and employers alike can navigate the evolving landscape with confidence, building meaningful careers and organizations in the age of intelligent machines.​

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The ManpowerGroup Ireland Q3 Employment Outlook Survey Now Released

​Q3 2025 Employment Outlook Survey Now Available​The latest version of the Quarterly ManpowerGroup Ireland Employment Outlook Report is now available for download. ​Irish employers have reported strong hiring intentions in Q3 2025 with a Net Employment Outlook (NEO) of 29 points. The employment outlook has increased by 3 points and by 4 points compared to the previous quarter and this time last year, respectively. Ireland ranks third in the region for its employment outlook, standing 10 points above the regional average. Ireland’s economy shows positive momentum, driven by high domestic demand and a healthy labour market. Though USA tariffs could have a disproportionate effect, especially in the pharmaceutical sector, the tech sector continues to thrive, with an increase in AI funding like software company Tines’ €125M deal in April. Projected GDP for now remains a strong 4% and the economic impact of global trade uncertainty more likely to hit in 2026.These factors have reinforced Ireland’s short-term hiring confidence. ​

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Jabil Vector Worker
Kickstart Your Career with Jabil: Production Operator Opportunities Available!

🚀 Kickstart Your Career with Jabil: Exciting Roles Now Hiring in Dublin 15!🚀Are you looking for a fresh start, a change of pace, or an opportunity to work with one of the world’s leading electronic manufacturing companies? Look no further. Manpower Ireland is proud to partner with Jabil, a global leader in advanced manufacturing solutions, to bring you a range of exciting job opportunities in Ballycoolin, Dublin 15.Whether you're just starting your career, returning to the workforce, or seeking a new challenge, Jabil offers a supportive environment, great training, and a clear path for progression.​🔧 Now Hiring for a Variety of Roles & Shifts:🔧We understand that flexibility matters. That’s why Jabil offers a variety of roles and shifts to suit different lifestyles and schedules:Production Operator – Weekdays (Day Shift)Production Operator – Evening ShiftProduction Operator – Weekend (Day Shift)Production Operator – Weekend (Night Shift)Summer Temp Contracts – Great for Students or Short-Term SeekersMaterial Handler / Warehouse Operative​🌟 Why Work at Jabil?🌟1. Global Innovation Meets Local OpportunityJabil isn’t just any manufacturer — it’s a world leader in innovation, providing solutions for the biggest brands across industries like healthcare, electronics, and automotive. Working here means joining a company that values precision, progress, and people.2. Excellent Work CultureFrom day one, Jabil employees are welcomed into a supportive and inclusive environment. With world-class training, approachable leadership, and strong health & safety standards, Jabil is a place where your work is respected and your well-being is prioritized.3. Career Growth & DevelopmentWhether you’re applying for a summer role or looking to build a long-term career, Jabil invests in its people. Internal mobility, on-the-job training, and opportunities for advancement make this more than just a job — it’s a launchpad. There is also a high percentage of Temp-Perm contracts, and strong benefits within Perm roles (incl. sick pay and development)4. Great LocationLocated in Northwest Logistics Park, Ballycoolin, Dublin 15, Jabil’s facility is easily accessible by public transport and major roadways. It's ideal for commuters across North and West Dublin, Meath, and surrounding areas. Jabil also provide a Free Shuttle Bus from the City Centre on weekdays. ​📩 Apply Today – Start Tomorrow!📩 We’re hiring now — and spots are filling quickly. Whether you're a seasoned warehouse operative or just exploring your first role in manufacturing, we’d love to hear from you.👉 Ready to take the next step? Apply through Manpower Ireland Here today and join the team powering the world behind the scenes.

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Going Back to the Office? Make it Worth the Trip!

​Going back to the Office? Make It Worth the TripSo, your team’s been working from home, maybe doing hybrid, maybe fully remote. And now you’re thinking, it might be time to bring people back into the office. You're not alone. More employers are starting to push for in-person work again.But here's the truth: you can’t just flip a switch and expect everyone to be excited about traffic jams and long commutes. If you want people to show up, not just physically but mentally, you’ve got to make the office worth coming back to.Let’s break down how.​Make the Office Feel Like a Place People Want to BeThink about it: if the workspace still looks like a 90s cubicle farm, no one’s rushing to return. People need spaces that help them focus, connect, and feel comfortable.For admin teams? Quieter zones with good lighting.For contact centres? Better acoustic setups for calls and spaces to chill in between.For everyone? A space that doesn’t feel like punishment.Offices don’t need to be fancy, but they do need to feel human.​Talk About What They’ll Gain, Not What They’ll LoseSaying “You have to come back” doesn’t inspire much. Instead, talk about what they’ll actually get out of being in the office.Need quick support? Easier when your teammates’s just across the table. Got a problem? Solve it in five minutes instead of a Teams meeting that drags on for hours.Want to grow? In-person coaching and career chats hit differently.For admin and contact centre staff, especially, the right in-office setup can help with speed, confidence, and support.​Flexibility’s No Longer a Bonus. It’s the Bare MinimumLet’s be real. Most employees now expect some form of hybrid. Studies show over half of local employees prefer a mix of home and office days, and nearly 40% say they’d quit if forced back full time.So even if you want more people in the office, try to meet them halfway:Maybe 3 days in, 2 days out.Or team-specific plans that reflect how they actually work.The goal? Structure with breathing room.​Bring Back the Buzz with the Little ThingsYou don’t need a massive budget to make people feel good about coming in. Just… make it a bit fun again.Surprise lunches (who says no to free lunch)Free fruits every MondayFestive potlucksCoffee that doesn’t taste like regret.Small wins celebrated with laughter.People miss the connection. Bring it back.​Help Managers Lead the WaySome team leads were promoted during the remote era and may have never managed an in-office team before.Others are still figuring out how to juggle hybrid dynamics.Train them. Coach them. Give them tools to lead with empathy and not just attendance trackers. And most importantly? Teach them that micromanaging kills morale. Trust builds performance. No one thrives under a manager who’s always breathing down their neck.Because no one quits a company, but they quit a manager who doesn’t get it.​Final WrapReturning to the office doesn’t have to feel like a step backward. Done right, it can feel like a reset. A fresh start. A better way to work together.Don’t push people back, but pull them in with purpose.To find out about the services Manpower provides for employers, click here.

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Register for Our Q2 2025 Hiring Insights Webinar Wednesday May 28th

Manpower Q2 Hiring Trends Webinar - Register Now​Join ​ us for the latest in our Manpower webinar series Wednesday May 28th at 9.30am where we will be discussing the latest data from our recently released "Q2 Employment Outlook Report" and how these insights can inform and shape both short and long term workforce planning. We are delighted to be joined by one of our HR partners Indeed, known worldwide as the leading online recruitment partner for companies large and small. They will be discussing what they are seeing in the Irish market at the moment and some key tips to consider for your current/future recruitment plans. ​Key Webinar Takeaways will include: The latest stats and insights behind the labour force trends; Is hiring being driven by growth or backfills in the current market; How to position your business correctly in a talent shortage market; What sectors are driving hiring volume and are you competing with large or small organisations for talent; Standing out from competitors in a crowded market; Insights and best practice tips from Indeed to stand out on the worlds largest hiring platform. This is a free webinar and suitable for HR Professionals, Senior Management and Business Executives. Registrations is required and places are limited to 4 attendees per company. Book your place today and you are welcome to invite a colleague who might like to attend.​

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Watts Up: Why More Skilled Talent is Needed for Rising Global Energy Demand
Watts Up: Why More Skilled Talent is Needed for Rising Global Energy Demand

​Watts Up: Why More Skilled Talent is Needed for Rising Global Energy DemandAs I partner and collaborate with my energy industry clients, I am continually amazed by their determination and resilience in navigating an ever-changing industry, all while ensuring our communities stay energized. It’s no secret that workforce management stands as a significant challenge, particularly in an industry undergoing such profound transformations. The conversation often turns to talent shortages, regulatory concerns, and the increasing sophistication of technology, all of which are shaping the future of work in this sector.Considering this, we explore the top six trends for this sector in the Energy and Utilities 2025 World of Work Outlook. Drawing from our latest research that includes responses from more than 40,000 employers across 42 countries, along with separate independent studies, the report takes a deep dive into how these key trends are shaping the future of work. It also illuminates various opportunities for employers to make their mark, even as they navigate the ongoing challenge of talent scarcity.​1. Energy Sector Talent ShortagesOne of the most pressing challenges highlighted by our clients is the acute talent shortage, especially in specialized fields like renewable energy, data analytics, cybersecurity, and engineering. The competition for talent is fierce, not just within the energy sector but across various industry verticals, making this a candidate-driven market.A significant contributing factor to this scarcity is the lag in the educational system's adaptation to the sector’s evolving needs. Many programs still focus predominantly on fossil fuels and traditional energy sources, leaving a gap in the workforce’s readiness for the demands of renewable energy and advanced technologies. Additionally, we’ve observed a growing trend of cross-sector talent movement, which, while providing opportunities for cross-industry learning, also adds complexity to attracting and retaining top talent.To address these challenges, energy companies must refine their employer branding and enhance their employee value propositions, particularly to attract younger, more discerning candidates who prioritize sustainability and innovation in their career choices.​2. A Human-Powered Future Through Upskilling & ReskillingIn response to the talent shortages, our discussions have increasingly centered around the importance of upskilling and reskilling. Companies are recognizing that they cannot rely solely on the existing talent pool nor education to meet their needs. Instead, there is a growing emphasis on building the talent they require from within, through comprehensive upskilling and reskilling initiatives.This holistic approach to talent management involves partnerships with educational institutions and a diversified strategy that goes beyond traditional hiring. By expanding their talent strategies and focusing on long-term development, companies can better prepare their workforce to meet the evolving demands of the industry.​3. Charting Regulatory CurrentsCompliance concerns are another significant challenge for our clients. The energy sector is heavily impacted by regulatory shifts, and the uncertainty surrounding these changes adds pressure to already complex operations. There is a clear need for support in navigating these challenges, particularly in workforce management.At ManpowerGroup, we see an opportunity to assist our clients by offering solutions that help them manage regulatory compliance more effectively. Our workforce management platforms and services are designed to provide the support needed to navigate these regulatory complexities, ensuring that companies can focus on their core business activities while staying compliant.​4. Amping Up Talent with TechAs the energy and utilities sectors continue to evolve, the role of technology in talent management has become increasingly prominent. Our clients are more open than ever to adopting technological solutions, including AI, to enhance their talent acquisition and management processes.AI offers the potential to revolutionize talent management, making it a critical discussion point for the future of work in the energy sector. By leveraging AI and other technological tools, companies can more effectively manage their workforce, streamline operations, and stay competitive in a rapidly changing market.​5. Renewed Energy on a Sustainable FutureIt likely doesn’t come as a shock that Sustainability and Environmental, Social, and Governance (ESG) commitments are becoming central to the energy and utilities sector’s strategic goals. There is increasing pressure from stakeholders, investors, consumers, and governments to not only claim sustainability but to actively demonstrate it. This pressure comes alongside the need to show short-term profitability, creating a challenging balancing act.Candidates, particularly from younger generations, are also highly selective about their employers, favoring companies that align with their values on sustainability and impact. Employer awareness of this is growing. Today, 94% of energy and utility employers say they do not have the talent they need to meet their ESG goals. This shift is affecting recruitment and requiring companies to improve their employer value proposition to attract top talent.​Powering A Brighter FutureWhen I talk with industry leaders, it's clear they are fully aware of the challenges ahead. They are navigating a complex landscape marked by geopolitical risks, economic uncertainty, regulatory hurdles, fierce competition, and a shortage of skilled talent.They understand that there's no one-size-fits-all solution. Moving from short-term fixes to a comprehensive strategic workforce plan that covers both contingent and full-time employees across various regions is no small feat. The future is brightest for those who can rise to this challenge effectively.Download the Energy and Utilities 2024 World of Work Outlook and power the path ahead for your organization.

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Zimmer Biomet X Manpower Ireland Product Builders
Manpower Ireland Partnering with Zimmer Biomet!

​Manpower Ireland is Hiring Product Builders & Packagers for Zimmer Biomet!Manpower Ireland is thrilled to announce exciting new job opportunities with Zimmer Biomet, a world-renowned leader in the medical device industry. We are now hiring Product Builders and Product Builder Packagers for Zimmer Biomet's state-of-the-art manufacturing facilities in Shannon, County Clare, and Oranmore, County Galway.With Day, Evening, and Night shifts available, this is your chance to find a schedule that suits your lifestyle while becoming part of a growing team in a thriving, innovation-driven environment.Zimmer Biomet is expanding its production and packaging teams, offering fantastic opportunities to grow your career in the pharmaceutical and medical device manufacturing sector. Whether you're starting out or looking to take the next step in your career, you’ll benefit from:✅ A clean, high-tech work environment ✅ Comprehensive training and onboarding ✅ The chance to gain valuable industry experience ✅ Opportunities to grow and develop within a global organization that truly values its peopleIf you’re motivated, detail-oriented, and eager to join a company that makes a difference in people’s lives every day, we want to hear from you!📧 For more information or to apply, please contact:Cathy Watson – [email protected]

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Experis Ireland 2025 Salary Guide Cover Page
Experis Ireland 2025 Salary Guide

​​Unlock Your Potential with the Experis Ireland 2025 Salary GuideWhether you’re planning your next career move in IT or looking to attract fantastic tech talent to your organisation, solid market intelligence is a game‑changer. That’s why we’ve compiled the Experis Ireland 2025 Salary Guide—a comprehensive snapshot of salaries, skills in demand and emerging trends across 70+ IT & Tech roles within the Irish Market.What’s Inside?Salary tables for positions in Software Development, Data & AI, Cloud & DevOps, Cybersecurity, Project & Product, and more.Hiring outlook: economic and regulatory factors shaping the 2025 tech talent landscape.Why the 2025 Guide MattersFor Job Seekers & Tech ProfessionalsKnow your worth: Gauge current salary expectations so you can negotiate from a position of strength.Benchmark your skills: See how your experience stacks up across roles, seniority levels and specialisations.Stay future‑ready: Pinpoint fast‑growing skills—from AI to cyber‑resilience—and plan your upskilling path.For Employers & Hiring ManagersCompete confidently: Offer packages that resonate with today’s talent—and tomorrow’s.Hire smarter: Align job specs with the realities of the market to shorten time‑to‑hire.Future‑proof your workforce: Use our insights to refine retention strategies and build resilient teams.Ready to Dive Deeper?📥Download the full Experis Ireland 2025 Salary Guide and turn insights into action.Let us help you navigate the tech‑talent landscape with confidence.

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