Senior Unreal Engine C++ Developer - London or Bristol - Video Tech

Senior Unreal Engine C++ Developer

London, or Bristol England, United Kingdom · Development

DESCRIPTION

This is a unique opportunity to work within our C++ Engineering team, developing software solutions that are at the cutting-edge of sports technology and officiating. You will be joining a team specialising in a variety of disciplines including computer vision, algorithm development, computer graphics, and real-time video streaming.

In addition, our computer graphics group develop disruptive technology for cutting-edge 3D visuals, television graphics, and real-time augmented reality applications. Additionally, our team continually explores new ways in which photorealism, 3D animation, interactive content, and experiential games can be used to enhance the live sports viewing experience.

As the Unreal Engine C++ Developer, your responsibilities will include developing using UE4 and playing a critical role in the team’s implementation of a new real-time augmented reality graphics engine.

You will be expected to perform analysis and optimisations for both CPU and GPU. You will also be involved in the full life cycle of the development projects as well as liaising with creatives, product engineers and other development team members.

REQUIREMENTS

Degree in Computer Science, Physics, or Maths

Full and in-depth understanding of UE4

Highly competent in C++

Solid understanding of 3D modeling, animation, rendering and shading

Knowledge of performance optimisation for CPU and GPU

Nice to have:

Knowledge of Git, Visual Studio, and CD/CI/CT tools

BENEFITS

In addition to being a part of a great team, working in a fun and creative environment and learning from the best technical minds in the sports industry, we offer:

Competitive salary, bonus scheme and stakeholder pension

Access to the latest tools and technologies

Attend global software developer conferences

Time allowance given for side projects

Stocked kitchen space & game lounge

C++ Software Engineers - Bristol or London - Sports Video Technology

C++ Software Engineer

Bristol or London England, United Kingdom · Development

DESCRIPTION

This is a unique opportunity to work within our C++ Engineering team, developing software solutions that are at the cutting-edge of Sports Technology and Officiating.

You will be joining a team working within a variety of disciplines, including Computer Vision, Algorithm Development, Graphics and Augmented Reality, and real time Video Streaming.

REQUIREMENTS

Experience - A strong background in C++, multithreaded application development, and good software design principles is essential.

Successful candidates will have working knowledge of (in order of importance):

C++

QT

OpenGL

DirectX

CUDA / OpenCV

H.264 codecs

Problem Solving - An exceptional approach to solving complex problems in novel and innovative ways.

Pragmatism - The ability to bring common sense decision making to complex technical problems that work in the real world is essential.

Education - A degree in a science, technology, mathematics or engineering course or equivalent from an elite university is mandatory.

Interpersonal - Courage to challenge peers and convention.

BENEFITS

In addition to being a part of a great team, working in a fun and creative environment and learning from the best technical minds in the sports industry, we offer:

Competitive salary, bonus scheme and stakeholder pension

Access to the latest tools and technologies

Attend global software developer conferences

Time allowance given for side projects

Stocked kitchen space & game lounge

Senior Java Software Architect - Ansible, AWS, Docker, Terraform..... London OR Remote!

I am currently looking for a number of Java, AWS, Ansiable, Terraform, Docker Software Architects.

These are senior permanent positions with great salaries and they can be remote as part of a distributed in house developement function.


The project is Video Virtulisation, Video Files & Data manipulation.



If this is of interest then lets have a call.

I am looking to interview 10 Business Leaders in my network.

I am currently planning for 2019 and I would like to conduct a 30-minute telephone interview with ten business leaders in my network about their current struggles to find those great hires which set companies away from the rest.

I will ask a series of hard hitting questions which may be a little uncomfortable to answer, as the answers may mean that the current process is probably not working resulting in there being a big change in the way companies now hire.

It will require everyone to be open and honest and brave making these big decisions.

If you feel this is something that would be a benefit for your business growth or you are happy to sit on your hands and let the current farce of a recruitment process to continue then please do get in touch….

Breaking the cycle- People vs AI – Why human relationships will always win!

Breaking the cycle

People vs AI – Why human relationships will always win

With all the advancement of technology and the many benefits it provides, does it reach its limits when it comes to the search in recruitment?  Could it ever fully replace human interaction?

No matter how many algorithms you set on platforms in the search for people, you are only as good as the data that’s provided – one incorrectly tagged data set and you’re in a mine field trawling through drivel trying to look for gems, with nothing but dull grey rocks staring back at you.

Listening to clients’ challenges in their recruitment search,  I am never surprised to learn of the reasons why they’re struggling, as they rattle off what they have done and how they have done it, on as many platforms as possible, hoping that someone replies.

Nothing can replace face to face, voice to voice interaction with people when it comes to the forging of relationships.  These relationships can take months and years to nurture, requiring listening, understanding, trust, respect and appreciation.  When it comes to recruitment you’re not looking for that one single person to undertake list of tasks, you’re looking for someone who meets your business needs, is normally going to be part of a team, and in return that person is looking for a role that meets their personal and professional needs. 

A recruiter has these ready-made relationships for you to access.  No amount of algorithm searches will provide you with this.  Fact.  And they never will…!

So, the next time you wonder why your role isn’t attracting the high of calibre of individual you thought it would by blanket spamming out your jobs to Linked In and your current employee networks, maybe, you should have a long think why and be brave admit your startegy doesnt work and re-connect with your trusted recruiters.

Principle Azure Media Cloud Architect - Live Video

Would you be interested in working on some of the very latest (Secure Reliable Transport) SRT Architecture?

Are you an expert in Microsoft Azure Cloud?

Do you have knowledge of Video over IP Delivery?

If so I have an exciting company who are looking for you:

They are working on a cloud platform for world-wide low latency video routing and distribution. You will help to design the platform, which delivers video at high throughput to their partners and customers door step via secure Live and File Based delivery. 

 

#Encoding #Decoding #Transcoding  #VideoPlayers #plugins #broadcast #overhaul #livevideo

Breaking the Cycle: Word of Mouth Hiring - Culture or Cult?

WOM internal hiring: Culture or Cult?

Has the request of being asked to spread the word externally about ‘we’re hiring’ gone too far? 

Being asked to support in the hiring process across a business has become the working norm, but why should one department’s resource issue be another department’s problem? Are other members of staff really qualified to recommend individuals from their professional or personal background on who to hire?  I can say, confidently NO! These employees are experts in other parts of the business and not in recruitment. But this is still happening on a regular basis.

In my experience over the many years of speaking to people, word of mouth hiring rarely results in a working culture that matches a brand’s fit and work ethic. It creates a cult of like-minded people, working in siloed teams with one dimensional thinking, often leading to segregation across a business. 

So, before you contemplate sending that next message to ALL staff about ‘we’re hiring’, are you asking them because you think your staff are experts in recruitment, or, is this sending the wrong message of CUTTING COSTS on hiring and not investing in the best talent available in the market?

I would love to hear your thoughts…


Breaking the cycle: Is everybody now expected to be an expert in recruitment...?

Is everybody now expected to be an expert in recruitment...?

After recently attending a technology for leaders briefing last week, it was reassuring to hear as a recruiter, that hiring talent is still high on the agenda for many of the key players across the Broadcasting & Media Technology industry.

But why is this still a major problem and when and how did we let this happen?

As an external recruiter for over 20 years, for people to still struggle with hiring talent, this astounds me.

The only overarching theme I could conclude from this event, is that everybody is now expected to be an expert in recruitment...?

Many areas and influences have caused this over the years; cost cutting, internal recruiters, recruitment websites, word of mouth, process, process process, has meant it has got out of control and the end goal has been lost in translation.

We all need to break this over complicated cycle and work together more effectively to make sure everyone is hiring the best talent available.

I would love to your hear your thoughts on how we can work collectively to educate and support all candidates and clients in their talent search moving forward, so we can start breaking the cycle down.

 

 

Head of Media Practice - London

The priority for this role is to have deep media sector knowledge. Communications and technology sector experience is helpful, but is of secondary importance. Although the client is itself a technology company, it is important to be comfortable solving problems that require a good understanding of technology and operations, but this role is to head up a team that is primarily a business consulting, not a technology consulting practice.

This leadership role is multi-functional and will require a consultant who both understands how to run a consulting practice and who has the agility and flexibility to do so effectively in a larger services organisation, where both consulting profitability and consulting pull through are key metrics. Key elements of this role include:

·         Project delivery – leading high impact consulting engagements with clients, with a particular focus on delivering more strategic and complex projects, whether that is personally delivering consulting engagements or quality assuring the work of others, including managing senior stakeholders

·         Business development – refining “go to market” propositions and capabilities, working with account teams and cross-industry consulting groups to sell consulting services, whether that is through direct relationships or through opportunities created by the account teams. This will be both industry specific and cross-industry capabilities, but with a particular focus on using domain expertise and where a strong understanding of digital is essential, both in how it is impacting our clients’ businesses and the new opportunities it creates

·         Practice leadership – shaping, guiding and managing a team of consultants, making sure that all operational disciplines are in place e.g. developing the team and their careers and hiring to grow, whilst maintaining high levels of utilisation, managing profitability and ensuring all work is of the highest quality

·         Brand building – a personal presence and reputation in the market is essential for this role, whether that is through event speaking, participation industry bodies or other thought leadership activities, such as writing for publications. There is wide scope to define how best to build a media sector brand, but this is a highly outward looking role, where the consulting leader should be known to clients and prospects. The consulting leader has a brand building role both for consulting and inside the business

Our expectation is that to perform this role effectively, a candidate will need:

·         A strong track record of consulting success in the Media Tech sector, delivering high impact engagements, particularly for media clients, which involve solving new and difficult problems

·         A good understanding of businesses where consulting is one of several service lines, and not the only one. Experience in this type of environment would be beneficial, though not essential

·         Evidence of rapid career progression in their career to date, including managing teams, both on projects and as part of day to day operations, developing, leading and inspiring others

·         A well-established contact base, particularly in the UK media sector, and especially with senior executives, such as COOs, CTOs and heads of lines of business



You must have the right to live and work in the UK for this role. Anyone who does not will not be considered and will receive no reply...!!

Head of Live Delivery (Sports)/ Video in the Cloud Architecture

As Head of Live Video in the Cloud Architecture you will be responsible for architecting the clients Cloud solution (a video streaming platform), providing the technical direction for the product and project, and leading the team.  

Providing the technical direction of the product would include designing, prototyping and being an integral part of the technical team; who are responsible for building the technology

  • Live Video

  • Live Cloud Delivery

  • Live Sports

  • Live Video on the Web

  • Cloud Production

  • AWS Architecture

  • Big Data

  • MAM Contribution  

Initially you would be required to identify the skills needed and then take an active involvement in selecting quality candidates for the team. 

It’s expected the team will consist of a  Lead Developer; ideally with Cloud Video experience UI / Front End Developer Junior / Entry level Graduate.  

You with work with the Product and Senior Leadership Teams to define the roadmap for the next 3 years, and must demonstrate critical thinking and diligent research around feasibility trade-offs, with cost and compatibility to support the design decisions.      

There is likely to be some work with appropriate major sports bodies to deliver the commercial plan.  

We would expect you to leverage your deep understanding of system internals and component interactions to build designs and detailed specifications for resilient complex public cloud video solutions.

Requirements:

Proven track record of successfully deploying large scale cloud video solutions Full and in-depth understanding of on-demand Cloud platforms, digital video processing, and video streaming protocols

Strong foundation in computer networking and database management

High quality, advanced education in Computer Science or Maths

Excellent communication & collaboration skills

Experience of leading and creating a team of specialists