Building a Better Tech Culture

What Happens When You Lead with Empathy, Resilience, and a Passion for Mentorship?

In the latest episode of Code Bytes, Orla Fitzsimons sits down with Hayley Scott, Software Development Manager at Pytilia, for a powerful conversation about resilience, mentorship, and redefining what good leadership looks like in technology. This episode delivers a timely and important discussion for anyone navigating or building a career in tech, and is a must-listen for leaders striving to create inclusive, growth-driven environments.

At Search 5.0, a leading technology recruitment business, we understand that thriving teams are built not just on skills and experience, but on mindset, culture, and the confidence to grow. This episode with Hayley Scott gives a clear window into what it really takes to nurture talent, create psychologically safe workplaces, and lead with impact in the technology industry.

Resilience in Technology Careers Starts Early

Hayley’s journey into tech began with a traditional route—completing her A-levels, attending Ulster University to study Computer Science, and landing a graduate role at Hewlett Packard Enterprise (HPE). But just three months into her graduate job, Hayley was hit with unexpected news: the Belfast office was closing, and she was being made redundant.

This early career setback, though challenging, became a foundational experience that shaped Hayley’s professional resilience. It introduced her to the volatility of the tech industry and taught her a vital lesson early on: adaptability is key. Rather than letting redundancy derail her, she used it as a springboard, moving into automation roles before pivoting to software development at Pytilia. That shift not only changed her career trajectory but helped her discover what she calls an “organic” path into leadership.

The Shift from Corporate to Small Business Culture in Tech

One of the standout reflections from the episode is Hayley’s comparison between working in a large corporate environment and joining a smaller, fast-growing tech business like Pytilia. She describes the difference as “mind-blowing,” highlighting how smaller organisations allow for broader responsibility, more varied experience, and the ability to shape culture in real-time.

At Pytilia, Hayley explains, no two days are the same. There are no strictly defined roles, and that allows employees to wear different hats and get involved in a variety of projects. This environment creates space for self-development, experimentation, and cross-functional collaboration—an essential ingredient for fostering growth in early careers.

From a technology recruitment perspective, this flexibility is especially attractive to early-career professionals who want to explore different paths before specialising. It’s also a strong selling point for candidates seeking high-impact roles where they can make a tangible difference in both their career and the business.

Mentorship in Tech: Beyond Formal Structures

Hayley’s approach to mentorship is deeply rooted in authenticity. While she’s experienced both formal and informal mentorship, it’s the casual, everyday learning moments that she values most. These “organic” experiences—coffee chats, on-the-fly code reviews, impromptu questions in the office—often leave the most lasting impression and build stronger bonds between team members.

At Pytilia, mentorship isn’t confined to senior staff. It’s embedded in the company’s culture and occurs across all levels—from interns to directors. The open-plan office setup means that on any given day, you might be sitting beside someone with years of experience or someone just starting their journey, and learning flows both ways.

Hayley also stresses the importance of adapting your mentorship style to suit the person you’re guiding. Not everyone learns the same way or communicates the same way, and being able to recognise and respond to those differences is what makes mentorship truly effective. From a hiring perspective, this is a key insight for technology recruiters—candidates who demonstrate mentoring potential, emotional intelligence, and adaptability bring significant long-term value to engineering teams.

Software Development Leadership: Managing with Empathy and Confidence

In her current role, Hayley leads a team of 11 engineers and manages major projects for Pytilia’s FinTech clients. Her management style is grounded in empathy, patience, and understanding—qualities she’s honed through her own experiences in technical roles. She places strong emphasis on shielding her team from unnecessary pressures, allowing them to focus on what they do best: delivering high-quality code and driving innovation.

A standout point in the episode is her honesty about the challenges of transitioning from an individual contributor to a manager. It’s a role that requires different muscles—negotiation, communication, confidence, and the ability to say no when necessary. Hayley shares how she’s learned to listen more deeply, balance competing expectations from senior stakeholders, and make strategic compromises without sacrificing team well-being.

This insight is particularly valuable for businesses seeking to promote from within. Identifying and developing technical professionals with the potential to lead requires looking beyond technical skills and investing in the personal development and emotional intelligence needed for management.

Psychological Safety in Technology Teams

A recurring theme in the episode is the importance of psychological safety. Hayley shares how Pytilia fosters a culture where people are encouraged to ask questions, make mistakes, and speak up without fear of judgment. This environment, she says, is critical for effective learning and collaboration.

The company takes a unique approach to onboarding and early career development: new hires are “thrown into the deep end,” but with plenty of life rings around them. This means giving individuals autonomy and trust while ensuring they have access to support when needed. It’s a model that builds confidence and capability quickly—particularly in junior team members—and leads to impressive retention rates across graduate and internship programs.

For technology recruitment companies like Search 5.0, understanding and promoting cultures of psychological safety is key to matching the right candidates with the right businesses. These environments not only help talent flourish but also contribute to long-term success and innovation.

Early Careers in Tech: Prioritising Attitude Over Academic Achievement

One of the most refreshing takeaways from this episode is Hayley’s stance on early careers. At Pytilia, academic achievements are not the only measure of potential. Instead, the team looks for the right attitude, a logical approach, and a willingness to ask questions.

The company’s early career programs—such as the Higher Level Apprenticeship (HLA) scheme and their intern-to-graduate pipeline—focus on building hands-on experience, not just theoretical knowledge. Many interns are offered part-time roles during their final year of university, giving them the chance to apply their academic learnings directly to real-world problems.

This approach helps break down barriers to entry for people from non-traditional backgrounds or those who may not have top-tier grades but do have curiosity, creativity, and drive. For a tech recruitment business, this is a crucial insight: hiring for mindset and adaptability can be far more impactful than hiring solely based on qualifications.

Knowledge Sharing, Collaboration, and Continuous Learning

Hayley also highlights Pytilia’s commitment to ongoing professional development. Engineers at all levels are encouraged to participate in Tech Talks, internal workshops, and knowledge-sharing sessions that keep the team up to date with new tools, trends, and techniques.

The company also supports more formal learning at senior levels, such as PD certifications in areas like artificial intelligence and machine learning. This commitment to learning is embedded in the culture, and employees are consistently encouraged to push their boundaries, both technically and personally.

Tech for Good: Making an Impact Beyond Business

One of the most inspiring parts of the conversation is the discussion around Pytilia’s Tech for Good initiatives. The team regularly partners with charities to build meaningful digital solutions—not for profit, but to support communities across Northern Ireland.

Hayley shares how these projects offer a different kind of challenge for the team—one that is rooted in empathy, impact, and collaboration. For engineers, working on these initiatives is often more fulfilling than traditional commercial work because they can see the direct value their skills bring to real-world problems.

This emphasis on community and purpose is becoming increasingly important in technology recruitment. Candidates want to work for companies that care—not just about profit, but about people, purpose, and progress. Highlighting these values helps businesses stand out in a competitive hiring landscape.

Championing Women in Technology and Inclusive Career Paths

Throughout the episode, Hayley speaks passionately about bridging the gender gap in technology. Pytilia is deeply involved in initiatives like Empower Girls, Sisters in STEM, and ambassador programmes that aim to inspire school-age girls to explore careers in tech.

She also shares how important female mentorship has been in her own journey. With half of Pytilia’s leadership team made up of women, Hayley has had strong female role models who recognised her potential, challenged her, and supported her transition into leadership. Her current manager, Angela, and the Head of Development have both played pivotal roles in guiding her career through what she describes as “casual mentorship”—natural, supportive guidance that builds confidence and capability.

These efforts are essential not only for representation but for building truly diverse and resilient teams. As a technology recruitment business, we recognise that inclusivity must start early. By championing diverse entry routes and highlighting inspirational role models like Hayley, we can help the next generation of technologists feel confident and welcome in the industry.

Advice for Aspiring Technologists: Just Go for It

Hayley closes the conversation with a message for those just starting out in technology—especially women. Don’t disqualify yourself before you’ve even applied. Even if you don’t meet every single requirement on a job spec, apply anyway. Let the company decide, not your inner critic.

She also stresses the importance of challenging yourself and stepping out of your comfort zone. Whether it’s presenting at a university, hosting a Tech Talk, or taking on a stretch assignment, each opportunity is a chance to grow and build confidence.

At Search 5.0, we echo this sentiment. The technology industry is evolving fast, and there’s room for everyone—regardless of background—to build a fulfilling, impactful career. What matters most is mindset, curiosity, and a willingness to learn.

A Masterclass in People-First Technology Leadership

This episode of Code Bytes is a standout example of what happens when leadership, culture, and mentorship align to create a workplace where people can truly thrive. Hayley Scott’s story is not just about rising through the ranks in software development—it’s about building a better future for the technology industry through empathy, support, and intentional growth.

For hiring managers, tech leaders, and candidates alike, there’s so much to learn from this episode—and so much to apply.

If your organisation is looking to grow its technology team or embed a people-first culture, reach out to Search 5.0. As a leading technology recruitment business, we specialise in matching high-impact talent with organisations that value innovation, inclusion, and real leadership.