Devnexus 2026 was held from March 4-6, 2026 at the Georgia World Congress Center in Atlanta, Georgia. Key takeaways included: it's up to Java developers to fix enterprise AI; how to survive the AI uprising; building blocks for AI applications; how to manage an AI-driven manager; and how to improve your career.
92 per cent of UK automotive employers report difficulty filling roles, making it the hardest-hit sector for recruitment in the country. The figure sits almost 20 percentage points above the national average, where 73 per cent of employers say they are unable to find suitable candidates.
We offer a one-on-one mentorship program that takes students from A to Z, from the very beginning of resume writing and cover letters all the way to networking, behaviorals, and case interviews. The cost of the mentorship program varies because everyone's on a different timeline and has different priorities. It ranges between 1,000 pounds, or about $1,300, all the way up to 5,000 plus pounds, or around $6,700, in super niche customized cases.
They arrive without a decade or more of assumptions about how work should be done - more of a blank sheet of paper. That allows them to challenge the status quo and rethink processes from first principles. His advice for junior consultants at EY is to use that to their advantage: be bold, ask questions about the way things are done, and lean into the use of technology.
I was like, 'What do you mean, I can actually work and take some classes?' I didn't even know there were apprenticeships out there, because I thought it was something of the past. That was my dream-to go into some field of engineering-so it was great to find something like AT&T, which has an apprenticeship program where you can jump into it, which later becomes software engineering.
This week, meet a reader we'll Regomize as "Curt" who once worked as IT security manager at a company where the helpdesk manager routinely ignored company policy by not logging out of his PC. The machine sat there ready for use, instead of reverting to a password-protected screensaver that could only be dispelled by pressing Ctrl-Alt-Del to spawn a login dialog.
Most beginner data portfolios look similar. They include: A few cleaned datasets Some charts or dashboards A notebook with code and commentary Again, nothing here is wrong. But hiring teams don't review portfolios to check whether you can follow instructions. They review them to see whether you can think like a data analyst. When projects feel generic, reviewers are left guessing:
I'm a midweight designer looking to step into another job elsewhere but I keep hearing so many conflicting things about portfolio formats and I don't want to have to recreate three versions all on different platforms just to apply for a job. I can't find any solid advice on what agencies are looking to see regarding format and if sending a PDF makes you look dated.
As AI takes on more analytical and operational decision-making, the leaders who will stand out are those who can do what machines can't: read emotional cues, build trust, and inspire teams to act. In this new landscape, emotional intelligence is more than a soft skill. It's becoming the core differentiator of effective leadership. I once advised a CEO whose metrics looked flawless. Revenue was rising, costs were under control, and the company was steadily gaining market share.
We're fortunate to stand on the work of giants. Every time we cross a suspension bridge or hear a brilliant piece of music, we experience the spark of someone else's genius. We don't need to understand every theory to benefit from it - and the same is true in building a business. You don't need a computer science degree to think like an engineer - but doing so can help you build smarter, faster and with fewer mistakes.
Just as software finished eating the world, zero interest rates ended. Companies optimized for cash and slowed hiring. The market didn't shrink, but stopped growing at the breakneck pace we all expected. The result: a glut of entry level talent groomed for jobs that never materialized. This would explain a more competitive entry level market. But it doesn't explain the entry-level market shrinking, despite overall industry growth. In short: demand for senior talent is rising, but has fallen off a cliff for juniors.
After relocating back to my home in the Midlands, I find clients are reluctant to look further afield than their back gardens. As a working-class creative, I understand that regional pride is something to be celebrated, but navel-gazing only contributes to the brain drain down the M1. When working with cultural clients, if I make reference to things from London or abroad, it's met with defensive disdain.
When I work on something, whether it's at Interfere or my personal projects, I like to experiment a lot. Design engineering is a lot about trial and error, and I often spend hours trying to find the "this feels right" moment. This is where AI helps. Instead of spending hours on a concept that I'm unsure of, I try that concept out in a matter of minutes, and throw it away if it doesn't feel right.
One of the major secrets to getting any sort of promotion is that you must sow the seeds early on and build up to the point where the promotion feels like the natural next step. First, you have to nail the current job. Make sure you meet your deadlines, hit all your targets and fall firmly into the delivering' category.
Accenture staff must demonstrate they have fully bought into the consultancy's AI vision if they want to get on. A memo sent to senior staff this week, and reported in the FT, informed them that promotions to top roles at the corporation would necessitate "regular adoption" of AI tooling, and it is tracking uage. In a statement to The Register, Accenture said:
The recently updated SWEBOK Guide v4.0a represents a needful industry standard, following a thorough peer review and a consensus-based approach. With the rise of AI, a significant skills gap in IT and cybersecurity is emerging alongside changes in the global workforce. There has never been a greater need for a consensus-based framework. This guide, created and thoroughly reviewed by industry professionals, serves as a dynamic and evolving resource.
Young people are "experiencing higher education differently, and that is shaping much of what parents are saying," said Lammers. "[Parents] are reacting to the questions their children are asking and trying to find the best way to help them navigate the next steps."
Well before "AI" had entered the lexicon of evening newscasters, the university model of higher-education was in trouble. Between 2010 and 2022 - the year ChatGPT came out - university enrollment dropped nearly 15 percent throughout the US. State funding cuts pushed already exorbitant tuition costs onto even more students, forcing many to ask whether a college education was even worth the staggering investment.
Most blogs about switching jobs in tech talk about grinding harder. More LeetCode.More applications.More hustle. But when I switched from SDE-1 to SDE-2 in just 1.5 years and doubled my CTC, I realized something uncomfortable: 👉 Effort was never the bottleneck. Direction was. This post is for backend engineers who already work hard - but want clarity on what actually moves the needle in SDE-2 interviews.
Engineers who love building, mentoring, and solving complex problems don't need to manage people to keep growing. You can lead through influence instead. Technical mastery once guaranteed advancement. For engineers, data scientists, designers, and other experts, the career ladder used to be clear: learn deeply, deliver reliably, and get promoted. But at some point, progress begins to feel less like learning new tools and more like learning new ways to influence.
Search beyond major job engines by using niche job boards, Google X‑ray searches, industry trade directories, company filings, supplier and client lists, local business registers, conference speaker lists, and professional association directories; cross-reference these sources, build a prioritized spreadsheet, and set email or RSS alerts to track when small employers post trainee or entry-level opportunities, and monitor sector-specific hashtags and community Slack/Discord channels for unadvertised roles.
Many professionals focus on big projects and headline achievements, but research shows that soft skills and visibility strongly influence promotions. LinkedIn data reveals that employees who combine hard and soft skills get promoted about 8% faster than those who focus only on technical abilities, and skills like communication, teamwork and problem solving are linked to promotions up to 11% faster. Regularly updating and showcasing your skills is also tied to faster advancement.
