IAS’s Claire Griffin explores how she began her career in recruitment and the opportunities open to professionals in this space.
A technical recruiter at Integral Ad Science, Claire Griffin tells SiliconRepublic.com that a career in the recruitment sector was initially unexpected.
“I came from a performing arts and teaching background. I have always worked in very people-focused roles, where building relationships and really understanding individuals was at the heart of what I did,” she says.
“Making the leap into something completely new is what brought me into recruitment, but it’s the people side of the role that’s kept me here for more than 10 years. Every day is different, and I still genuinely enjoy meeting new people, hearing their stories and helping connect them with opportunities where they can really thrive.”
What are some of the challenges in this industry and how are they overcome?
There are plenty of challenges in tech recruitment right now. In terms of the Irish market, there is a supply and demand for filling certain niche senior roles that require specific skillsets. AI, while driving us forward in many ways, has inhibited certain aspects of recruitment processes, including the creation of CVs to match job specs as opposed to candidates’ experience and the use of undeclared tools within technical interviews. Also, the shortage of housing and skyrocketing rents in Ireland have deterred skilled workers from relocating to Ireland, making the competition for talent tighter.
What career opportunities are there for professionals in this space?
Ireland is a really strong place to build a career in deep tech right now. There’s a healthy mix of world-class research, multinational R&D and a growing number of ambitious start-ups, which gives candidates a lot of choice in how they go about shaping their careers.
Candidates with deep-tech skills can work across research and innovation through Ireland’s universities and research centres, where there’s a strong focus on turning breakthrough ideas into real-world solutions. At the same time, many global giants in tech and life-sciences companies base their engineering and R&D teams here, offering opportunities to work on cutting-edge projects with global impact.
In recent years, Ireland has also experienced huge growth in the start-up ecosystem. Deep-tech founders and early hires are increasingly finding support, funding and international reach. This can open pathways into leadership, product development and commercial roles. Overall, deep tech in Ireland isn’t just about technical roles anymore. It’s about long-term careers that combine innovation, impact and global relevance.
What makes an applicant stand out from the crowd?
In a world full of AI-generated CVs, it can sometimes feel hard for candidates to stand out. We see a lot of these CVs listing technologies which candidates may have worked for five years or five minutes on, but are listing it in hopes of bypassing an applicant tracking system. What really sets candidates apart is their ability to show impact, not just skills. A strong CV will clearly explain what they’ve built, why it mattered and what problem it solved.
Strong candidates also demonstrate curiosity and adaptability. Technology moves quickly, so hiring managers look for people who are actively learning. This is shown through side projects, open-source contributions or keeping up with emerging trends, and then applying that learning in practical ways.
Communication is another key differentiator. The ability to explain complex ideas clearly, work across teams and understand the business context behind the technology is often what separates good engineers from great ones. Finally, a small bit of research into a company goes a long way. Candidates who understand the company’s mission, who can articulate why they want that specific role and who can show how their experience aligns with it tend to stand out far more than those sending generic applications.
What skills should deep-tech professionals prioritise?
In Ireland’s tech sector, deep-tech professionals should prioritise strong core technical skills, particularly in areas like software engineering, AI, data, and systems design. They should also have the ability to apply that expertise in real-world settings. Employers value people who can move quickly from concept to deployment.
Adaptability is a key differentiator for individuals to move forward. Ireland’s tech ecosystem spans multinationals, start-ups and research centres, so professionals who can work across environments, learn continuously and collaborate with diverse teams tend to stand out. Clear communication and commercial awareness matter. Being able to explain complex technology simply and understand how it supports business outcomes is increasingly important in Ireland’s growing tech industry.
What advice do you have for other technical recruiters working in this space?
My main advice is to go beyond keywords and really understand the technology you are hiring for. A lot of tech roles are nuanced and strong candidates don’t always fit a standard profile. Taking the time to understand the problem a team is trying to solve makes a huge difference. We are recruitment partners, so strong relationships built on trust and transparency – both with hiring managers and candidates – are key to moving forward.
Ireland’s deep-tech talent pool is small, so taking the time to establish and nurture relationships for long-term engagement are far more valuable both to your company and you as an individual than making quick wins.
Lastly, engaging with research centres, start-ups and industry networks and meetups is a great way to keep your finger on the pulse of what is happening from both a client and candidate perspective.
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