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This article was originally published by ZDNET, and features insights from Jason Pyle COO at Harvey Nash. 5 ways to get a leadership role - even if AI is disrupting the career ladder AI has changed all the rules. To get to the top, you'll have to prove you're ready for responsibility. Here's how. Some managers reach a certain rung on the career ladder and get stuck. Research suggests there are many potential factors at play, including limited opportunities to progress into management as traditional career ladders crumble in an age of AI. Professionals who move into senior leadership positions must prove they're worthy of the responsibility. Here, business leaders share their tips for climbing the career ladder. 1. Take unusual opportunities Barry Panayi, group chief data officer at Howden, an insurance intermediary group, said one of the first steps for would-be executives is to make a name for themselves. "I think it's about making connections with people that you like and admire," he said. "For 10 or 15 years at the beginning of my career, I made sure I was at conferences listening to people." As he climbed into senior positions, Panayi told ZDNET, he looked for opportunities outside his comfort zone to prove his leadership credentials. One of Panayi's most crucial development opportunities was taking on non-executive positions -- with UK energy regulator Ofgem since 2020, and media company Reach since 2021. "Those positions really gave me perspective, because I was quite narrow," he said. "All I'd ever done was data. I felt like I wasn't rounded enough, and being around the board table, contributing as a board member, forced me to consider other things." Panayi advised other next-generation leaders to look for similar opportunities, whether that's a non-executive role, a trustee at a charity, or a governor at a school or college. "Experiencing something completely different from the day-to-day job is about understanding the business. I think that exposure is what gives me confidence to have opinions on topics outside of my lane," he said. "It's those kinds of opinions and contributions that get you noticed, not being a great data person, because people will assume you're good at that area. After all, that's why the board hired you." 2. Show your commitment Jason Pyle, COO at recruitment specialist Harvey Nash, said that making the breakthrough from manager to senior executive means demonstrating you think strategically rather than just operationally. "Show that you understand the organization's wider strategy and how your role and the team you lead fit within that approach," he said. "It's also about thinking commercially -- being able to demonstrate that you understand how the operational decisions you make, in whatever aspect you're leading, impact top and bottom-line business value. Think like a business shareholder, not just a manager of your team." Pyle told ZDNET that senior professionals must be willing and able to smash the glass ceiling. "An executive can't just sit in their box and work in a silo. They must understand what's going on across the business and how it all links up. So, build connections and collaborate where possible with others outside your direct area of control," he said. "You need to show tact and political acumen. Don't overstep the mark. Take the initiative by putting your hand up for projects and special pieces of work that need to be managed. Show willingness and commitment, although be careful not to overload yourself." 3. Stay humble Joe Depa, global chief innovation officer at consultant EY, said successful leaders stay open to the opinions of a broad range of stakeholders and partners. "That humility right now is going to be critical," he said. "When I look at successful leaders that I tend to model myself after, I think the key to success is not only having the ability to learn but also having the mindset that you don't know all the answers." Depa told ZDNET that ignoring others' opinions is a potential shortcut to disaster. "When I've seen some people fail, or they're not executing on their task, it's because they weren't open. They didn't consider this concept that I call an open innovation ecosystem," he said. "They weren't listening to the pulse of the business, they weren't listening to their customers or users, and they weren't listening to their partners." Rather than staying open, these executives stayed closed and overlooked guidance that could have had a positive influence: "They had a strategy that they wanted to implement, and, therefore, they were ignoring stakeholders that would be either impacted or could help advise on that strategy." 4. Support the next generation Dawn McCarroll, director of supply chain and business excellence at telecoms specialist Helios Towers, said that integrity is key to proving you're ready for responsibility. "You need to know that trust is essential to move anything of significance forward," she said. "A lot of people talk about emotional intelligence, but I think you need a balance of emotional and perceptual intelligence." McCarroll told ZDNET that perceptual intelligence is not just about how people perceive you, but how you perceive others and how you maintain conversations with them. She also said people moving into management positions must start thinking about how they'll give similar opportunities to others. "Paying it forward is really important for the next generation," she said. "And as a leader, if you're not creating the next generation and the generation after that, what are you doing?" McCarroll said Helios Towers has a strong culture of promoting and developing talent from within, including certifying people in Lean Six Sigma through a leadership program with Cranfield University, partnering closely with the internal HR department, and developing regular succession planning opportunities. "I see myself as here to create a legacy of future leaders," she said. "You get to a point in your career where that then becomes your raison d'etre. It's no longer just about you climbing a career path. It's about what you're leaving behind." 5. Demonstrate your hands-off style Harvey Nash's Pyle also stressed that would-be senior executives must emphasize their interest in next-generation talent. "Show that you've got what it takes to be a leader in the way that you manage and develop your team," he said. "Make sure you give team members the support and guidance they need. Be there for them, while setting clear stretch goals." Pyle told ZDNET that managers who can demonstrate their hands-off credentials will show they're able to move into a senior role. "Through the performance of your team, show that you're able to scale what you've already got," he said. "Try to get your team to the point where it can virtually run itself. If executives are worried that elevating you will create a problem because your team can't operate without you, that could be a blocker to your promotion." Written by Mark Samuels, Senior Contributor, ZDNET.

This article was originally published on Computing.com and includes insights from Bev White, Executive Chair, and Andrew Neal, Chief People Officer, at Nash Squared. ‘AI is killing junior jobs’ misses important nuance – but you still need a strategy AI is challenging conventional models as organizations strive to integrate it for a range of operational and performance gains. The impact of AI on human roles is an area of particularly live debate – especially at entry level. With AI’s ability to handle many repeatable, admin-based tasks, will it lead to the removal of whole swathes of beginner roles that are the traditional entry point for young talent into a wide range of careers? There is no doubt that AI is already having some impact. Big Tech firms have pointed to AI when strumming back areas of their workforce; professional services firms are reducing their entry level intakes in some instances; in technology, there have been reports of demand for junior coders softening due to AI as the job transitions more to an oversight role. However, the situation is actually nuanced as there are multiple factors at play in these changes, including economic cycles and market conditions: it is by no means only about AI. For instance, management consulting revenues (a large part of the professional services sector) contracted in the UK in 2024 and only experienced very modest growth in the past 12 months after a post-pandemic boom. Large professional services firms, such as the Big Four, are naturally going to react to these market conditions by offering fewer graduate/entry level roles. Nevertheless, it is clear that as AI continues to rapidly develop and becomes integrated more widely into businesses’ systems and processes, the impact on human roles will increase – and this may be most pronounced at entry level, where much of what people do is ripe for automation. In this, we can include our own industry of recruitment. Consultants at the start of their career journeys traditionally spend a lot of their time on manual tasks such as sourcing roles that need to be filled, researching market information, compiling lists of potential candidates and sifting through/shortlisting applications. The requirement for people to do this will fall as AI solutions are developed. Shifting the focus to skills The crucial point is that AI will change what businesses look to people to do – not remove the need for them. We will still need entry level talent in recruitment, just as they will be needed in technology, professional services and other industries, even if there may be some +/- movement around the edges. But the emphasis will shift – from a focus on learning tasks and processes to developing the human skills and attributes that make great professionals and leaders: commerciality, critical thinking, ethical and moral considerations, stakeholder engagement, and communication. At the same time, individuals’ ability to understand and interpret what AI is telling them will be key. Businesses will start looking for talent that can accelerate faster into these human skills – the baseline will move up, given that most Gen Zers are already quite proficient in using AI platforms like ChatGPT and Copilot. From this, it follows that AI will open up opportunities for the best talent to move into more senior and remunerative roles faster. With AI tools supporting them, bright and capable professionals may be able to perform a role that currently typically requires three years of experience after only one year, for example. Filling the experience gap However, there is an ‘elephant in the room’. We all know – thinking back to our own personal experiences – that learning on the job in the early days, painstakingly building up the know-how, making mistakes and reflecting on them, seeking counsel and guidance from others, is a key part of how anyone becomes proficient in their field. It is the lived and learned experience that makes great professionals and leaders. The question arises, therefore, of how young talent will develop that essential on-the-job knowledge if AI is helping them to leapfrog forward. This is something that has also become more complicated due to the rise of hybrid working, which has reduced the facetime with colleagues and line managers that is a critical part of the learning and teaching curve for young joiners. This is an issue that businesses need to be really alive to right now, thinking ahead to prevent a capability vacuum, including at a leadership level, in the years to come. One of the key ways to tackle it is sure to lie in training and development. There will need to be a shift in training for young talent, moving the focus from tasks and processes to experiences and skills. Technology itself can play a huge role here, with the potential to create situation-based simulated experiences for trainees that take them through a ‘live’ scenario with AI playing the role of a client or other stakeholder, helping them develop that learned experience. A parallel here is rookie Formula One drivers, who spend a lot of time in a simulator – a safe space to learn, push themselves and crash if necessary. The notion of metaverse-style virtual reality training may seem extreme, but it’s something that we can expect more and more organizations to start exploring. Companies won’t have to go to those lengths, but it’s a certainty that any organization that wants to thrive in the future will need to devise training and development mechanisms that help entry level talent build up their skills-based muscle and baseline expertise - rather than simply teach them how to do process X or Y. Taking ownership in the boardroom The implications of this are far-reaching, and it should be a priority issue for boards around the world. There needs to be discussion and clarity in the boardroom over what roles the business needs people to perform including at entry level; what skills and attributes are needed to execute them; how AI supports and facilitates in this; and then how the business is hiring, assessing and developing current and future talent. Once the strategy has been formed, it is critical that each part of the business executes it in relation to its own area. Every industrial revolution redesigns the workforce, and the AI revolution is no different. Put these issues on your executive agenda if they’re not there already. Doing nothing is not an option. Change is all around us, and the most successful organizations will be those who take early action to anticipate and respond now.

Award winning firms have a Net Promoter®️ Score that is 80% higher than the industry average. WAYNE, NEW JERSEY – FEBRUARY 3, 2026– Harvey Nash, a leading staffing agency, announced today that they have won the Best of Staffing Client Award for providing superior service to their clients. ClearlyRated's Best of Staffing® Award winners have proven to be industry leaders in service quality based entirely on ratings provided by their clients. On average, clients of winning agencies are more than 50% more likely to be completely satisfied with the services provided compared to those working with non-winning agencies. Harvey Nash received satisfaction scores of 9 or 10 out of 10 from 66.7% of their clients, significantly higher than the industry’s average of 45%. “Being recognized as a Best of Staffing Client Award winner for the fourth consecutive year is an achievement we’re incredibly proud of. Our clients place deep trust in Harvey Nash, and this recognition reflects the strength of those partnerships and the dedication of our teams who deliver exceptional service every day. In a market where expectations continue to rise, we remain committed to pushing beyond traditional staffing to serve as true strategic talent partners and creating meaningful business impact for the organizations we support. We’re grateful for this recognition and energized to continue raising the bar in the year ahead.” said Jason Pyle, Global COO, President, Harvey Nash USA & Canada "It’s an honor to introduce the 2026 Best of Staffing award winners," said Baker Nanduru, CEO of ClearlyRated. "These companies keep client experience front and center, pushing the envelope in innovative service approaches. Their work is shaping the future of accounting, and it's a privilege to recognize their achievements. Congratulations to all!" About Harvey Nash Harvey Nash is a part of Nash Squared, the leading global provider of talent and technology solutions. Our network spans 2,800 colleagues across 16 countries and provides a uniquely broad range of service capabilities, from recruitment and workforce management to software development and technology solutions. We bring these together to address the unique challenges of our clients both now and in the future. Harvey Nash works with clients, both big and small, to deliver a portfolio of services: IT recruitment, IT outsourcing/offshoring, direct sourcing, contingent workforce solutions and executive search. About ClearlyRated ClearlyRated helps B2B service firms gain actionable insights to stop client issues from becoming lost revenue, expand their business with existing clients, and attract new ones. Learn more at https://www.clearlyrated.com/solutions/. About Best of Staffing® ClearlyRated's Best of Staffing® Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based entirely on ratings provided by their clients, placed talent, and internal employees. Award winners are showcased by city and area of expertise on ClearlyRated.com—an online business directory that helps buyers of professional services find service leaders and vet prospective firms with the help of validated client ratings and testimonials. ### Contact Brenna BarnettSenior Marketing Managerbrenna.barnett@harveynash.com

Technology recruitment specialist strengthens leadership team with proven industry executive as company advances growth strategy. LONDON, September 30, 2025 – Harvey Nash, a leading global specialist technology recruitment firm, today announced the appointment of Simon Crichton as Chief Executive Officer. The appointment supports Nash Squared’s strategic evolution following the successful divestiture of its NashTech business and positions Harvey Nash for accelerated growth in the technology talent market. Crichton brings extensive experience in the recruitment and technology services sector, most recently serving as Managing Director of Experis UK, the specialist technology recruitment division of Manpower. Prior to that, he led Akkodis UK as CEO, where he successfully managed the complex merger of the Akka and Modis brands on behalf of Adecco Group. “Simon’s appointment represents a natural evolution in our leadership structure as we enter an exciting new phase of growth,” said Bev White, who will transition from CEO to Executive Chair of Nash Squared, overseeing both Harvey Nash and Crimson businesses. “His proven track record of driving operational excellence in our sector makes him the ideal leader to execute on our strategic growth ambitions.” As CEO, Crichton will oversee day-to-day operations across Harvey Nash’s global markets, leading the continued execution of the company’s strategy, which emphasizes specialization, client growth, and operational excellence to address the critical technology talent needs of clients globally. The leadership transition is supported by recent key appointments including Rudolph Botha as Chief Financial Officer and Jason Pyle as Chief Operating Officer. “I’m excited to join Harvey Nash at this pivotal moment in the company’s development,” said Crichton. “Our strategy provides a clear roadmap for building a more focused and future-ready organization, and I look forward to working with the talented team to deliver exceptional value to our clients and create new opportunities for our people.” About Harvey Nash Harvey Nash is a specialist global technology recruitment firm that connects the world’s most innovative companies with the technology talent they need to succeed. Over the past 30 years, Harvey Nash has been a pioneer and leading voice in the global technology space, having long-term strategic partnerships with blue chip customers. With offices across multiple continents, including North America, the United Kingdom, and Germany, Harvey Nash specializes in contract recruitment for specialized technology talent requirements including Cyber, AI, and Data. www.harveynash.com About Nash Squared Nash Squared is the holding company for the Harvey Nash and Crimson brands. Media & Investor Contact: Rachel Watts, Global Marketing Director, Email: rachel.watts@harveynash.com

HARVEY NASH’s James Youngman Named a Winner for The 2026 National Staffing Employee of the Year Awards American Staffing Association Honor Highlights Top U.S. Staffing Employees Alexandria, VA, September 2, 2025—Harvey Nash’s James Youngman, a Supplier Performance Engineer from Illinois, has earned national recognition from the American Staffing Association as a top staffing employee, Harvey Nash announced today. The National Staffing Employee of the Year program recognizes the most outstanding temporary and contract workers in the country. In 2023, U.S. staffing companies employed 2.2 million temporary and contract workers; James Youngman is one of just nine finalists to be recognized in the country. We are thrilled to hear James Youngman has been named 2026 American Staffing Association Employee of the Year Winner for the Engineering, Information Technology, and Scientific Sector. James is a contractor for Harvey Nash and we are proud of his accomplishments. More about his journey to Harvey Nash and career path. After more than twenty years as a schoolteacher and coach, James Youngman was ready for a new chapter. […] Through Harvey Nash, Youngman got his foot in the door at Caterpillar and gained the skills needed to become a Supplier Performance Engineer. He’s excelled in the role, working RCCA (Root Cause Corrective Action), as well as helping to develop new processes that could save the client company millions annually. Youngman’s story shows how partnering with a staffing firm delivers career-changing opportunities for workers and measurable returns on investment for client organizations. “I’m deeply honored and incredibly grateful to receive the ASA National Agency Employee of the Year Award. To be recognized by such a respected organization, among so many dedicated professionals across the country, is truly humbling. This award is a reflection of the amazing people I’ve had the privilege to work alongside; teammates, mentors, and clients, who inspire me every day. I want to express my deepest gratitude to Harvey Nash, the agency that believed in me and placed me in my full-time role with Caterpillar. A special thank you to Morgan Morris and Rachel Hutto for their unwavering support throughout my journey at Caterpillar, your guidance has meant the world to me. Thank you, ASA, for this extraordinary honor. ” said James Youngman when asked about winning this honor. As a National Staffing Employee of the Year Finalist, James Youngman and Harvey Nash will be recognized at the 2025 Staffing World convention and expo, held in Oct. 6-8, in Orlando, FL. # # # About the American Staffing Association The American Staffing Association is the voice of the U.S. staffing, recruiting, and workforce solutions industry. ASA and its state affiliates advance the interests of the industry across all sectors through advocacy, research, education, and the promotion of high standards of legal, ethical, and professional practices. For more information about ASA, visit americanstaffing.net. ContactBrenna Barnett Senior Marketing Manager Brenna.barnett@harveynash.com

At the heart of every modern technology system lies its data. But managing, curating, storing, and sharing it effectively remains a challenge for many organizations. In a recent article from Computing.com, Jason Pyle, President and Managing Director of Harvey Nash USA & Canada, shares practical insights from conversations with clients and industry best practices. He outlines four essential pillars to build a stronger, more effective data environment: aligning data strategy with business goals, creating the right technical architecture, establishing a data-driven culture, and accessing the right talent. Data is becoming even more critical with the rise of AI, and without strong foundations, organizations risk falling behind. Read the full article on Computing.com to explore how these four pillars can help your business unlock the true power of data.

- AI becomes the world’s most in-demand tech skill in shortest timeframe - Half of global technology leaders now have an AI skills shortage - Steep rise linked to 90% of tech leaders investing in AI - But over half of companies aren’t upskilling in GenAI WAYNE, NJ – May 19, 2025 – Artificial intelligence has created the world’s biggest and fastest-developing tech skills shortage in over 15 years, finds a new Nash Squared/Harvey Nash report that has been tracking the views of technology leaders since the late 1990s. The Digital Leadership Report, the largest and longest-running survey of technology leadership in the world, found that AI has jumped from the 6th most scarce technology skill to number one in just 18 months—the steepest and largest jump in any technology skills shortage recorded for over 15 years. Almost twice as many technology leaders (51%) compared to the previous report (28%) now say they are suffering an AI skills shortage, an 82% jump. In the previous years that Harvey Nash has tracked technology skills shortages globally, the next biggest reported jump was a shortage in Big Data skills, with a jump of just 38%. Even with Cyber skills, for which demand continues to grow, the increase in scarcity has been gradual—rising from 16% in 2009 to 33% this year. This rapidly developing AI skills shortage is closely linked to a significant growth in investment, with 90% of global technology leaders now reporting they are either piloting AI or investing in small- or large-scale developments. This has skyrocketed from 59% in the previous Digital Leadership Report. Despite this steep rise, over two thirds (67%) of all technology leaders report they have not received measurable ROI from piloting AI. Larger organizations, however, fare better in quantifying results: more than half (53%) of larger organizations with technology budgets exceeding $500 million report a measurable return. Although AI investment has helped create this tech skills shortage, technology leaders and their companies still are working on how to respond to the crisis, as the report found that over half of companies (52%) are not upskilling in GenAI. But it is not just a skills question: operating models will also need to change as the tech team is increasingly supplemented by AI and activities like software development are revolutionized. “AI is dominating CIOs’ agendas. Their priorities include choosing the right AI tools, gaining efficiencies, increasing productivity, and proving its ROI,” said Jason Pyle, President of Harvey Nash USA & Canada. “While organizations have nearly doubled their large-scale AI deployments, the biggest roadblock to success is hiring and developing the talent needed to support their AI plans. Companies need to be smart about how they hire and upskill their workforce to keep pace with the acceleration of AI.” AI shaping investment decisions: - Boards back AI-driven spend – Overall, as with other business functions in uncertain economic and geopolitical times, the outlook for technology budgets has dipped from the highs seen during and after the pandemic—but still, over a third (39%) of technology leaders expect their budget to rise. Investment has become more selective. Boards are most attracted to clear business cases tied to operational efficiency and AI-powered growth. AI increases headcount rather than replaces it: - AI organizations recruit more technologists – The organizations most ahead with large-scale implementations of AI are 24% more likely to be increasing their tech headcount than their peers, mostly in areas of AI and data. - AI’s impact on future hiring – Tech leaders expect one in five of their technology jobs to be fulfilled by AI in the next five years. But the Nash Squared/Harvey Nash report highlights that AI isn’t replacing people, it’s changing the kind of people leaders want to hire and their operational models. - AI equivalent to three years’ tech experience – Almost two thirds (65%) of tech leaders would choose an AI-enabled software developer with just two years’ experience over one with a five-year career but without AI skills. - Organizations that engage with Gen Z are making more progress in AI – Compared to the global average, organizations that attract, retain, and incorporate the viewpoints of Gen Z are twice as likely to be prepared for the demands of AI and one-fifth more likely to report a measurable ROI from AI. Demand up for cyber skills—but down for software engineers: - Demand for cyber security skills jumps – After a period of decline, cyber-attacks have once again increased, and the skills demand has grown in response (up 22% since the last report). - Major decline in software engineer shortages – With software development the most widely adopted use case for AI, it appears to be plugging a skills gap that has long been a challenge to recruit. Software engineer shortages dropped 26% since the last report. - Enterprise/solution architecture sees the biggest fall – The growth in agile methods—as well as the use of cloud technologies—has decentralized project delivery and reduced the need for heavyweight roles in enterprise/solution architecture. Cyber-crime jumps for the first time in five years: - Major cyber-attacks are rising again – 29% of tech leaders were subjected to a major attack in the last two years, the highest level since 2019 (32%) and breaking a downward trend in the last five years. - Threat from “foreign powers” and “insiders” rises steeply – While organized crime remains the primary cause for concern, there has been significant growth in the threats from foreign powers (40% in 2022 to 50%) and insiders (33% to 42%). DEI progresses, but gender parity flatlines: - DEI efforts remain strong despite shifting political winds – Globally, four in ten organizations have ramped up their DEI focus over the last two years, and very few tech leaders report a reduction in DEI. - Recognizing neurodiversity – Around one-fifth of a tech team could be considered neurodivergent, and nearly half of leaders (47%) have practices in place to support neurodivergent talent. - Progress on gender is stuck – Just 23% of tech teams are women—the same as two years ago. Women in leadership have dropped from 14% to 13% since the last report. AI-focused organizations have increased tech leader pay: - Pay rises – Over half of tech leaders have had a salary rise in the last year, but for four in ten, pay has remained static. - Tech leaders that have had a pay rise of 10% or more are distinct – Firstly, their CEO is significantly more focused on technology making money instead of saving it for the organization (73% compared to the 66% global average.) They are also more likely to have a large-scale implementation of AI (27% versus 19%) and more likely to increase tech headcount (50% versus 41%). About the Report In its 26th year of publication, the 2025 Nash Squared/Harvey Nash Digital Leadership Report is the world’s largest and longest-running survey of senior technology decision makers. Launched in 1998 and previously called the Harvey Nash CIO Survey, it has been an influential and respected indicator of major trends in technology and digital for over two decades. This year the survey of 2,015 technology/digital leaders globally took place between December 13, 2024, and March 26, 2025, across 62 countries. This period captures the impact of major geopolitical changes that occurred following the change of Administration in the US. To request a full copy of the results, please visit http://www.harveynash.co.uk/research-whitepapers/digital-leadership-report-2025. About Harvey Nash Harvey Nash are masters of technology recruitment. We help organizations find the very best specialist talent – from Cloud Services to Data and Analytics, DevOps to Cybersecurity, Engineering and App Development through to AI, business transformation and technology leadership. With over 35 years’ experience and global reach, we have an unparalleled knowledge and capability in all areas of technology. We are part of Nash Squared - the leading global provider of talent and technology solutions, equipped with a unique network that realizes the potential of where technology and talent meet. www.harveynash.com Follow us on LinkedIn at https://www.linkedin.com/company/harvey-nash/ Media Contact:Ann Warren awarren@meetclearedge.com 770.328.8384

HARVEY NASH USA WINS CLEARLYRATED'S 2024 BEST OF STAFFING CLIENT AWARD FOR SERVICE EXCELLENCE Clients of winning agencies are 60% more likely to be completely satisfied. WAYNE, NEW JERSEY – FEBRUARY 6, 2024– Harvey Nash USA, a leading staffing agency, announced today that they have won the Best of Staffing Client Award for providing superior service to their clients. Presented in partnership with Gold sponsor ClearEdge Marketing, ClearlyRated's Best of Staffing® Award winners have proven to be industry leaders in service quality based entirely on ratings provided by their clients. On average, clients of winning agencies are 60% more likely to be completely satisfied with the services provided compared to those working with non-winning agencies. Harvey Nash received satisfaction scores of 9 or 10 out of 10 from 80.4% of their clients, significantly higher than the industry’s average of 52%. “Winning this award is a testament to our teams commitment to delivering excellent service. It means even more to win this prestigious award in the challenging talent acquisition market we have all seen. At Harvey Nash we have been tracking our Net Promotor score internally with our clients and contractors for years and are excited to take part in Clearly Rated’s survey. We are particularly proud to have received a 78.3% Net Promoter Score, which is significantly higher than the industry average of 36% from 2023. Our dedication to clients, contractors and candidates has always been steadfast and at the heart of everything we do. Thank you for rating us so highly.” Harvey Nash USA & Canada President and Managing Director, Jason Pyle said. "I'm so excited to introduce the 2024 Best of Staffing winners alongside their verified ratings and reviews on ClearlyRated.com," said ClearlyRated's CEO, Eric Gregg. "Faced with another challenging year in 2023, these firms proved their commitment to providing outstanding experiences and superior service. They're raising the bar for excellence and I couldn't be more proud to celebrate their success - cheers to you all!" About Harvey Nash Harvey Nash is a part of Nash Squared, the leading global provider of talent and technology solutions. Our network spans 2,800 colleagues across 16 countries and provides a uniquely broad range of service capabilities, from recruitment and workforce management to software development and technology solutions. We bring these together to address the unique challenges of our clients both now and in the future. Harvey Nash works with clients, both big and small, to deliver a portfolio of services: IT recruitment, IT outsourcing/offshoring, direct sourcing, contingent workforce solutions and executive search. About ClearlyRated Rooted in satisfaction research for professional service firms, ClearlyRated utilizes a Net Promoter® Score survey program to help professional service firms measure their service experience, build online reputation, and differentiate on service quality. Learn more at https://www.clearlyrated.com/solutions/. About Best of Staffing®ClearlyRated's Best of Staffing® Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based entirely on ratings provided by their clients, placed talent, and internal employees. Award winners are showcased by city and area of expertise on ClearlyRated.com—an online business directory that helps buyers of professional services find service leaders and vet prospective firms with the help of validated client ratings and testimonials. ### Contact Brenna BarnettSenior Marketing Managerbrenna.barnett@harveynash.com

Nash Squared expands its technology recruitment business into Canada NEW JERSEY, October 11th, 2023 – Nash Squared, the leading global provider of technology and talent solutions, has announced the expansion of its technology and digital talent recruitment brand Harvey Nash into Canada. As organizations increasingly focus their investment on technology-led transformation, the launch of Harvey Nash in Canada allows organizations to benefit from Harvey Nash’s 35 years’ experience in connecting businesses with the very best diverse technology talent. Already recognized by Staffing Industry Analysts as one of the fastest growing US staffing firms, Harvey Nash is well placed to provide Canadian organizations its award-winning talent solutions. This expansion compliments the company’s recent growth in Canada. In January 2023, NashTech acquired Canadian-based Knoldus to grow its technology advisory and solutions business in Canada. Together, Harvey Nash and NashTech now provide Canadian organizations with a wide range of solutions to help transform and build their digital and technology capability, from talent to technology solutions. Bev White, CEO of Nash Squared commented: “I am delighted Harvey Nash now have a presence in this important country. As Canadian organizations increasingly invest in digital transformation, finding the right talent can often be the toughest part of the project. Harvey Nash brings over three decades of experience connecting organizations with highly skilled technology talent, and together with NashTech, we are able to help our clients secure access to technology skills and solutions in almost every way.” Jason Pyle, President of Harvey Nash USA, commented: “Harvey Nash is beyond excited to expand our award-winning talent acquisition solutions north to Canada. Our company prides itself on client satisfaction, and to launch in Canada in support of our valued clients and contractors, makes this news all the better. Harvey Nash will bring the same best-in-class talent solutions to a new geography, adding to our already expansive global footprint.” Nick Lonsdale, CEO of NashTech, commented: “Establishing Harvey Nash in Canada is a great addition to our NashTech Canada business and further differentiates us from competition; NashTech’s world class technology solutions team are connected to a team sourcing world class technology talent, Harvey Nash.” For more information about Harvey Nash's expansion into Canada and its range of talent solutions, please visit www.harveynash.ca About Harvey Nash Harvey Nash is a part of Nash Squared, the leading global provider of talent and technology solutions. Our network spans 3,300+ colleagues across 18 countries and provides a uniquely broad range of service capabilities, from recruitment and workforce management to software development and technology solutions. We bring these together to address the unique challenges of our clients both now and in the future. Harvey Nash works with clients, both big and small, to deliver a portfolio of services: IT recruitment, IT outsourcing/offshoring and executive search. To learn more, please visit www.harveynash.ca and LinkedIn, Twitter/X, Facebook and YouTube. ContactBrenna Barnett Harvey Nash Brenna.barnett@harveynash.com About Nash Squared Nash Squared are the leading global provider of technology and talent solutions. We’re equipped with a unique network, that realizes the potential where people and technology meet. For over three decades we’ve been helping clients solve broad and complex problems, building and transforming their technology and digital capability. www.nashsquared.com Follow us on LinkedIn: www.linkedin.com/company/nash-squared