TEC Partners: Tech Corridor ambassadors

Having proudly been named on the Future50 list in 2019, we were delighted to also be an ambassador for the Cambridge Norwich Tech Corridor.

The Tech Corridor is a public-private partnership which aims to bring together businesses, academics, and political leaders on a mission to grow the region’s economy.

With over 100km of opportunity across Cambridgeshire, Norfolk, and Suffolk for start-ups, growing businesses, and investors, the Tech Corridor is rapidly becoming known as Europe’s most exciting growth story.

The initiative focuses on supporting indigenous growth and increased productivity in the region by creating a cross-sector ecosystem to drive collaboration and build on strong regional supply chains, as well as retaining and attracting talent and long-term investment.

As technical recruiters, we are also delighted to be involved with one of the Tech corridor’s Special Interest Group: The Talent Taskforce, which focuses on supporting efforts to attract and retain talent throughout the region.

Speaking about becoming Tech Corridor Ambassadors, our Commercial Director Dan Benson says: “We were proud to be involved in the first Tech Corridor meet up and workshops which took place at Hethel Technology Park back in 2018."

“The Tech Corridor presents an exciting opportunity for innovation and collaborative thinking and we are in a unique position. Our three founders set out to disrupt the traditional recruitment market by offering bespoke and highly technical recruitment solutions to our clients."

The initiative provides a platform for key businesses across the region to engage and discuss the technological challenges and skills required to carry us into the next decade and beyond. We are building specialist teams who focus on Big Data, AI, Machine Learning, Automation and the cross over between Science, Engineering and the more traditional Information Technology space, and it is this expertise that we want to bring into the Tech Corridor, which is why we are excited to be involved within the Talent Taskforce Special Interest Group.

“TEC Partners are passionate ambassadors and we were previously named as one of the region’s ‘ones to watch’ as part of the Future50 2019, and we look forward to sharing our knowledge and experience with the group.”

Recent Posts

Hiring Controls Systems Engineers: What Actually Works October 22, 2026

Ask any engineering director which hire keeps them up at night, and Controls Systems Engineers are near the top of the list. The role sits where electrical, software and process engineering meet, and the people who can do it well are rarely on the market for long. At TEC Partners, our engineering team places Controls Systems Engineers on both a contract and permanent basis. Here is what we have learned about why this hire is so hard, and what actually gets it over the line.

The Forward Deployed Engineer Boom - And Why Your Next Hire Might Not Be an Engineer at All October 2, 2026

If you've tried to hire a Forward Deployed Engineer (FDE) this year and found the process slower and more expensive than expected, the data says it isn't just you. Job postings for forward-deployed engineers grew by more than 800% between January and September 2025, and 1,165% year-over-year according to Live Data Technologies. Indeed data shared with Business Insider showed a similar 729% jump in April 2026 alone - a trend running directly counter to layoffs and hiring slowdowns elsewhere in software. LinkedIn's January 2026 labour-market report found FDE roles grew 42-fold between 2023 and 2025, well ahead of the 13-fold growth in AI engineer postings over the same window.

The Hidden Cost of Waiting: When a Specialist Contractor Is the Right Answer September 14, 2026

When an important technical position remains unfilled, it can be tempting to focus on the recruitment cost or the salary temporarily being saved. The real cost is usually happening elsewhere. A project milestone moves. A software release is delayed. A security vulnerability remains unresolved. Existing employees take on responsibilities outside their core roles. Managers spend more time working around the skills gap than solving it. In those situations, the question should not simply be: “Who do we need to hire?” It should be: “What do we need to deliver, by when, and what is the most effective way to secure the capability?” For some requirements, a permanent employee will unquestionably be the right answer. For others, waiting for a permanent recruitment process to conclude can create a far greater commercial risk than engaging a specialist contractor.