View all live jobs easily with our new open job feed

Gone are the days of annoying signup requirements to view jobs or only being able to see a certain portion of them on a website. With Jump.Work’s new open job feed, you can now view all available jobs that we currently have on our platform. New jobs are posted daily and all new job opportunities will be posted here. 


See all the latest jobs in one place

The Open Job Feed feature allows you to view all available jobs, without being signed in or logged in. You can easily apply directly from this page.


Filter jobs based on your needs

You can now filter the roles according to location, sector, salary, and, wait for it, contract type and employment type without signing in. Location can similarly be set to a particular city, for example, “London”, or set to a particular postcode, for those specific searches.


Easy access on both desktop and mobile

The feature is accessible both on your desktop and on your trusty mobile. With the open job feed, you can access all jobs, filter them according to your sector, location, and preferences at any time and at any place.

Find the job feed here:


Share your feedback

We're always trying to create a superior experience for Professionals on the site and the open job feed is one step closer to that (with many more exciting things planned). 

Let us know your feedback on the open job feed by commenting below, we’re all ears.

Happy hunting!


Why you shouldn’t judge a book by its cover: how bias influences our hiring decisions without us even knowing it.

9 minute read

Back in the second century AD, the Roman author Juvenal famously wrote “Fronti nulla fides which when translated means “Never have faith in the front”. Over the centuries, this saying has appeared in numerous famous works and has evolved to become one of the world’s most well-known idioms: “Don’t judge a book by its cover”.

Whatever its expression, its fundamental meaning remains the same: forming an opinion on something or someone based on their outward appearance is ill-fated. In fact, if you take a deeper look beyond the surface, that person or thing may be very different (in a good way) to what you expected.

This natural human tendency to use cues, past experience and our knowledge to make assumptions and decisions about people (or things) is often referred to as bias.

In this article we’ll explore why bias is unavoidable and unconscious and how you can reduce bias to create a more diverse, stronger team.



The problem with bias

A recent article by Business Insider found that as humans, we make decisions on people in only seven seconds. These decisions are based on biases we don’t even know exist - gender, name, accent, background, where they’re from. Even though we can make judgements about people within seven seconds, it takes 12 contradictory reasons to undo that initial judgement.

Biases are powerful, helpful shortcuts but are often made quickly and subconsciously.

In a recent article by Harvard Business Review about ways to reduce bias in the hiring process, Professor Francesca Gino at Harvard Business school suggests that unconscious biases have a problematic effect on our judgements and decisions.  “They cause us to make decisions in favour of one person or group, to the detriment of others,” she says.

This means that without knowing it, in the workplace our judgement or biases about an individual can affect their likelihood to get promoted, get hired and in a broader sense, impact diversity in the workplace. When biases become widespread and part of the ‘way we do things around here’ within an organisation, this can impact attitudes and company culture and create a self-fulfilling prophecy.


We’re all a little bias (even if we don’t know it)

Implicit bias, or more specifically cognitive biases, is the mind’s way of making automatic associations between two concepts very quickly. It’s a mental shortcut, or heuristic, that allows humans to process information very quickly. In most instances, it’s a healthy human adaptation that allows our brains to process all the information we’re bombarded with and the speed at which we need to make decisions.

“People seem to have no idea how biased they really are. Whether a good decision-maker or a bad one, everyone thinks that they are less biased than their peers” says Carey Morewedge, Associate Professor of Marketing at Boston University.

Even babies, it seems, learn biases quickly according to a BBC article on how young babies prefer and gravitate towards people who have the same accent as their parents from an early age and throughout adulthood.  

You can’t get rid of it or unlearn it but you can become aware of your bias blind spot and interrupt it.

Some of the more common biases, particularly pertinent to recruitment, include:

  1. Confirmation bias - a tendency to search for, interpret, focus and remember information that conforms to our pre-existing views.

  2. Projection bias - the thinking that others have the same priority, attitude or beliefs as you.

  3. Anchoring bias - the tendency to rely too heavily upon, or ‘anchor’, one trait or piece of information. Usually the first piece of information you encounter.

  4. Ingroup bias  - favouring members of your own group or tribe.

  5. Categorisation bias - a way to organise yourselves and others into groups and using generalisations to make sense of it e.g. all salespeople, all PAs etc behave like this.

How you can minimise bias in the hiring process

Our implicit biases affect the hiring process by increasing the subjectivity and decreasing the objectivity of our decisions and judgements. That means that if our biases remain unchecked, there is a tendency to hire in our own image.

Biases also:

  1. Affect who we attract: how we write our job description and the language we use will attract different candidates.

  2. Affect who we hire: it impacts the selection and interview process.

The good news?

There are ways to reduce or minimise bias in the hiring process to make sure we’re hiring the best fit, most capable and predicted top performers into the roles, making stronger, more diverse teams?

Here are our top suggestions:

1. Take more time to write job descriptions

The language we use in our job descriptions will attract (or detract) certain candidates .

In a study published in the Journal of Personality and Psychology in 2015  it was shown that words such as ‘active, adventurous, confident, driven and independent’ attracted predominantly more masculine candidates. 

In comparison, words such as ‘agree, commit, cooperate, honest and support’ attracted a disproportionately number of female candidates. Programmes such as Textio (used by Starbucks and Twitter) help automatically proof-read job descriptions and highlight words and phrases that may be negative, positive, repetitive, cliche, jargon, too feminine or too negative. Words to definitely avoid: ninja, killer, rockstar

2. Select candidates using blind recruiting techniques

Whilst bias can never be totally eliminated from the hiring process, artificial intelligence and machine learning tools such as Jump.Work, helps objectively identify suitable candidates through automated assessments (personality, cultural, skills) and predicts which ones will be top performers, without the bias inherent in a normal traditional process.

It’s reported that a hiring manager or recruiter only spends 6-8 seconds on a CV and makes a judgement from that. Blind recruiting techniques delve deeper than this initial CV glance and are better at predicting a candidates success than humans.

3. Give candidates sample work tests or skills tests

Skills tests and assignments that mimic the type of skills needed or work that would be done are the best indicators of future job performance. They allow candidates to be assessed on ability and help calibrate your judgement on how candidate A performed vs candidate B. It forces employers to evaluate the candidate’s work versus unconsciously judging them on appearance, gender, age, name and even personality.

4. Standardise interview questions

Unstructured interviews - which lack defined questions and which are more organic in nature - are often unreliable for predicting job success. Structured interviews, on the other hand, offer another data point for analysis and allow employers to compare candidates on a much more equal basis, with minimal bias. In these type of interviews, candidates are asked exactly the same questions which allow employers to evaluate them against the skills needed for the job.

5. Involve other colleagues in the hiring process

Often referred to as ‘collaborative hiring’, bringing other colleagues into the selection and interview process who have diverse sets of experiences, skills, and backgrounds, allows you to check the bias blind spots you may have. What results, is not only a fairer hiring process but also more diverse, stronger teams.


Why reducing bias makes good business sense

Reducing bias in the hiring process and hiring more diverse candidates in terms of background, experiences, personality, and skills, doesn’t just result in a more diverse workplace overall but in fact, makes pure business sense.

More diverse companies are better able to win top talent and improve employee satisfaction, customer focus and decision making, all of which increase the bottom line but also brings a certain level of competitive advantage for companies.

This isn’t just anecdotal.

In a study of over 366 public companies across the globe, consulting firm McKinsey found that :

  • Gender diverse companies are 15% more likely to outperform their non-gender diverse counterparts
  • Ethnically diverse companies are 35% more likely to outperform their counterparts who aren’t as ethnically diverse

All of this shows that minimising bias in the hiring process and building stronger more diverse workforces has a strong, proven effect on the success of a company.

And what business wouldn’t want that?

(For a bit of fun and to test your biases, you can literally judge a book by its cover on Select the books you would read based on their cover and will reveal the actual rating the book received that thousands of readers gave it)



About Jump.Work

Jump.Work is an innovative talent platform dedicated to Legal and Business support Professionals. We use comprehensive assessment profiling and AI to go beyond a Professional’s CV to discover their true fit and potential performance based on cultural, motivation, personality and skills. To learn more, request a free demo or watch a quick product video here.

Meet Rodrigo Pimentel, Chief Technology Officer and the driving force behind Jump.Work's game-changing recruitment technology.

4 minute read

Rodrigo, a native Brazilian and now adopted Amsterdammer, holds a critical role at Jump.Work. Not only is he responsible for the entire technology stack including implementation, maintenance, and management of a team of developers, but also for the future of the product and for the evolution of the machine learning engine that sits at the core of the Jump.Work talent platform.

 Rodrigo Pimentel, Chief Technology Officer, Jump.Work

Rodrigo Pimentel, Chief Technology Officer, Jump.Work

Tell us a little bit about your background before Jump.Work

I have a history of working in and around start-ups right from the beginning of my career to now. In the almost 20 years I've been in technology, I have been a consultant, developed content publishing systems, worked for a huge Telco company, and a few years ago moved to Amsterdam to work as Senior Developer and Team Lead in a Dutch startup, Hyves. More recently, I worked in an Augmented Reality (AR) company which took me to San Francisco and Silicon Valley for a year.

I took time out in between all of this to complete my Masters degree in Computer Science and Machine Learning so I’ve been busy!

What attracted you to Jump.Work?

The main reason I joined was for the Founders, Marja & Andrea. I thought they were focused and really driven. They were also the first founders I've met who weren’t enamoured with the idea of being a start-up per se but more focused on achieving big goals and doing something really meaningful. They genuinely wanted to shake up the category and in the meantime, make their company an enormous success.

The other thing that attracted me was the tech challenge that lay ahead: large volumes of ill-defined and incomplete data, and the opportunity to apply machine learning to make sense of it.

What makes Jump.Work so unique?

Firstly, the kinds of data we’re looking at. We’re not just looking at basic CV data, we’re looking at CV data in combination with behavioural data and finding useful patterns that will help us predict what job you’ll be successful in. Even though there have been attempts to predict job success before, it’s never been done before using such rich and complex data points.

The other unique thing is the scale that we’re doing this at. We're capturing the entire hiring process and analysing behaviour in both the (potential) employer and employees. That generates a lot of data, for a lot of people.

And finally, it’s not just what we’re doing that’s unique but how we’re doing it. We’re committed to iterating fast, making quick decisions, measuring results and focusing on the stuff that will make the biggest impact.

Why do you believe this model is superior to other recruitment tech out there?

Simply put, there’s no one out there who is looking at the entire flow and at all the data points you can, and should, collect about a candidate.

Some are focused on better CV matching and on filtering people out which for me, is fundamentally wrong. CV data doesn’t tell the full picture and you can only match to a certain point.

Others are solely focused on behavioural-based matching and trying to predict if you’re patient, or more engaged for example.

Jump.Work is looking at the entire hiring process from the perspective of both the company and the candidate. This means that not only can our machine learning be used to predict who the best candidate for a job is, but also which other jobs the candidate will likely excel at.. We want to help companies find the best people for their teams based on the qualities that matter, and we want to help candidates find the career best suited to them.

What do you think Jump.Work’s potential is?

I joined Jump.Work because I could really see the enormous potential in this approach. The legal recruitment market is unserved and nobody is tackling this bigger data problem in recruitment properly.

The great thing is, the more we scale, the better the data gets and the better our predictions become. Somewhat surprisingly, our predictions have been pretty accurate on the limited data set we have now so I can only imagine how powerful they’ll be as the company, and dataset grows.

In the longer term, I imagine we won’t just be looking at hiring people into roles, but how we help Professionals grow and develop in their career using the data and insights we’ve gathered. Imagine - if you’re a budding Paralegal, we’ll be able to tell you what skills, experience, and other traits the best Paralegals have in the different types of companies.

That’s invaluable.

Jump.Work has already had great success and gaining a lot of traction with both companies and candidates, what do you think the keys to its success has been?

For me, the thing that stands out most is its impeccable focus on the end goal. We’re re-assessing how we’re moving towards that goal every day and if it looks like we have a bottleneck or our priorities need to change, we re-align our work and priorities. We focus on the stuff that’s important for both Professionals and Businesses and if what we’re doing isn’t working or isn’t important anymore, we don’t keep doing it for the sake of it. We change direction.

Your favourite tech company and why?

I’ve always had an admiration for Google as they’ve also put the quality of their technology at the very heart of their business and as a result, their engineers are world-class and their product impacts millions of people. I do fear though that they’ve become too big and slow and I wonder how they will manage company growth at that scale.

I love what Netflix are doing. They’re technically competent, using data to make viewing predictions and doing it on a much smaller company size than Google. In tech circles, their culture deck is legendary.

And the most important question of all -  pineapple on pizza, yay or nay?

That’s easy. If there’s pineapple on the pizza, it’s not even pizza.


About Jump.Work

Jump.Work is an innovative talent platform dedicated to Legal and Business support Professionals. We use comprehensive assessment profiling and AI to go beyond a Professional’s CV to discover their true fit and potential performance based on cultural, motivation, personality and skills. To learn more request a free demo or watch a quick product video here.


Patience: the number one personality predictor of success in potential hires.

7 minute read

What do traffic jams, queues and sitting through long meetings have in common? The answer is: they all test our patience.

In a digitally-obsessed world where immediate gratification, the need for quick choices and hyper-connectivity are the norm, it’s no wonder that our skill to practice patience is put to the test. In a study from the Pew Research Centre, experts suggested that our environment today - especially millennials - will leave us with little patience in the long run.

“We live in a world where we can get anything we want right away”, says Mary Jane Ryan, author of Power of Patience. “We’ve lost the capacity to wait without become agitated”.

Sound familiar?



Patience as a predictor of performance

In a recent study by Jump.Work that evaluated over 1,500 data points of Legal and Business support roles, patience was proven to be the top personality trait that predicted performance (5-8%) followed closely by attention to detail and decisiveness. Performance in this sense meant the ability to secure a job successfully in a business or legal support role, such as administrative support, legal secretarial or as a paralegal.


Not according to Marja Verbon, Chief Operating Officer at Jump.Work whose team uses data such as this to identify top-performing Professionals for roles that require patience.

“We can see from our data that patient Professionals are on average more flexible and observant which makes them very open-minded and allows them to work well with others. The types of tasks that they are required to do in business support roles are often long-term, detail-oriented and require working with multiple stakeholders. Patience here isn’t just a requirement, it’s a necessity”.

Patience in the context of a career is a desired but often overlooked Professional virtue. For Legal and Business support specialists such as Paralegals and Legal Secretaries, it’s a critical skill. That’s why it’s a key part of the assessment process at Jump.Work.


Three ways to spot patience in a potential hire

How can you spot patience in a potential hire? 

1. Ask about past challenges and probe for details about how Professionals addressed them.

This is a great way to learn and think how they acted. Rather than talking about hypothetical situations where Professionals will give answers about how they would approach it, talking about actual past challenges allows you to challenge them on what really happened and how they responded.

A great question to probe for patience is: “Tell us about a scenario where someone was blocking you to complete a task and they did not respond to your requests, what did you do?”

2. How patient is the candidate with your interview process and changes? 

A great paralegal or team support professional can adjust to changes and be flexible and be accommodating for changing business needs. This attribute also manifests itself in how you run your interview process.  For example, do you have to reschedule one of the interviews? Or does an interview run over slightly? For a patient, flexible Professionals these things should not be a big issue. 

Of course, this is not an excuse to run a disorganised process.  Actually, research (find something) has shown that a nice and respectful running of the process increases the changes your offers are more likely (how much) to be accepted.

3. Test their persistence during the interview process.  

Being patient also means being able to persist with tasks that take longer and can be tiresome. Business support teams often have to deal with repetitive tasks and changing things that they've already spent a lot of time working on before: diaries, edits to complex documents, previously agreed on discussions on email, travel arrangements and even stakeholders on projects who are difficult to get hold of. 

How can you test this?

The best way is to test this using real tasks, rather than hypothetical situations. Give your candidate an assignment that requires them to do a detail-oriented task. For example, making edits to a document and after they have completed the first part, ask them to change something back. Monitor how they respond? Are they getting upset about the wasted work? Or, are they happy to oblige and see this as part and parcel of the job? Can they appreciate that getting to the end goal is not always a quick win? 

In Jump.Work's unique candidate assessments we use specific behavioural tests to spot personality traits like patience quickly.  We then use this information to match Professionals to roles where patience is a desired virtue such as Document Specialists, Paralegals, Legal Executives and Compliance Analysts.


The good news? Patience is a skill that can be trained.

Experts suggest that the amount of patience we have is pre-determined at birth however for those of lacking in it, the good news is that it can be learned. Even better, a recent study by Psychological Science showed that patience is the secret to happiness.

If you’d like a little more patience in your life and be able to accept or tolerate delays and difficulties more easily - and who doesn’t?  - these top tips can help you retrain yourself to be patient.

1. Make yourself wait

Even though having things ‘right now’ may seem like it’s the best option and gives you the most immediate gratification, actually the opposite is true. Waiting for things to happen makes us happier in the long run. Try to make yourself wait for 10 minutes more for little things and you’ll find that in more irritating, bigger situations, it’ll become like second nature.

2. Embrace the uncomfortable

We can’t always be in a state of comfortableness, we don’t learn that way. Learn to understand the difference between uncomfortable and intolerable. Remember, the former is only temporary.

3. Count to 10

This old advice really works. It gives you a chance to stop, reset your brain and remember what really matters.

4. Take a long deep breath.

When all else fails, try taking a few big breaths. Count in for three, hold for four and then exhale for five counts. This simple exercise can calm the mind and body and has powerful physical effects especially on the parasympathetic nervous system.

5. Look through the lens of others

Try to step back and remove yourself from your personal opinions and see the situation from the other person's point of view. Have empathy for their situation and be positive and confident enough to do so.

Remember, patience is a virtue. A long-forgotten one but important nonetheless not just in your own personal life but in your potential hires too. For more expert tips about how to train patience, read here. 


About Jump.Work

Jump.Work is an innovative talent platform dedicated to Legal and Business support Professionals. We use comprehensive assessment profiling and AI to go beyond a Professional’s CV to discover their true fit and potential performance based on cultural, motivation, personality and skills. To learn more, visit our website or request a free demo. If patience isn’t your thing, you can watch a quick product video here.