Harnham

Data Architecture jobs

What We Do

The builders don’t know what to build without the architects' designs. At Harnham we understand the important role highly skilled Data Architects play in delivering successful projects.

Data Architects map out and model the vast and complex data within a modern organisation, select the tools needed to process that data, and put the plan in place so the systems can be developed. Often a very strategic role, modern businesses could not function without data architects in the background.

If you’re looking to make the next step in your data career, or are looking to hire the best Data Architecture talent around, Harnham have the network to help.

Meet the team

Latest Jobs

Solution Architect
Salary

£75000 - £90000 per annum

Location

London

Description

One of UK's largest retailers are looking for an experienced Solution Architect to deliver high level designs/solutions with the most up to date technologies

ADD TO SHORTLIST
Solutions Architect
Salary

£600 - £700 per day

Location

London

Description

This is your opportunity to shape the future of one of the leading retail banks in the U.K!

ADD TO SHORTLIST
Network Engineer
Salary

£500 - £600 per day

Location

North London, London

Description

As a Network Engineer, you will be responsible for automating a dual-cloud platform for a growing E-commerce company.

ADD TO SHORTLIST
(JUNIOR) DATA ARCHITECT (m/f/d)
Salary

€50000 - €65000 per annum + BENEFITS

Location

Stuttgart, Baden-Württemberg

Description

This is a fantastic opportunity to work for a company in the retail industry with an informal culture.

ADD TO SHORTLIST
Solutions Architect
Salary

£600 - £650 per day

Location

Greater London

Description

Hi all, I'm currently recruiting for a Solutions Architect who designing and implementing solutions on Microsoft Azure

ADD TO SHORTLIST
Data Engineer
Salary

620000kr - 720000kr per annum

Location

Gothenburg

Description

If being a part of a successful company that has had a big impact in their industry sounds appealing to you as a Data Engineer, this is the role for you!

ADD TO SHORTLIST

Harnham blog & news

With over 10 years experience working solely in the Data & Analytics sector our consultants are able to offer detailed insights into the industry.

Visit our Blogs & News portal or check out our recent posts below.

Why it is hard to build a Big Data team

Why it is hard to build a Big Data team

Increasingly, I speak to managers who are adopting big data tools and developing PoCs to prove how they can make use of them. Just last week I spoke to a data architect who mentioned that if he didn’t get exposure to big data tech sooner rather than later, his current RDBMS skills may become redundant within the next few years. While that is likely an exaggeration, it is certainly an interesting point. Companies that would have never previously had the capability to interpret ‘Big Data’ are now exploring a variety of NoSQL platforms. In particular, the massive performance benefits gained from Spark and real-time/streaming tools have opened up a whole new world beyond just MapReduce. I don’t claim to be a data engineer, but as a recruiter for this sector, what I do is spend all day, every day interacting with big data developers, architects and managers (as well as keeping a close eye on the latest Apache incubator projects). Due to this, I have seen some recurring themes that have become trends when companies look to create and build their big data teams that are coming to the fore. Candidate demand The demand for Big Data professionals is very much a present day issue as the data companies have grand plans for is waiting for the right data developer to use the best tech to extract valuable insights from it. The best candidates receive massive interest, often gain multiple offers from a range of companies. Your business is now no longer just competing with large corporations such as Facebook, Twitter or Yahoo. Startups and SMEs are also vying for the best candidates. Candidates are seeing pay rises twice that of the normal rate, as illustrated in our salary guide. Candidate shortage The number of candidates with hands-on, production level Big Data experience is incredibly limited. We go to great lengths to find the candidates who can add real value to companies. The growth and exciting future for the big data industry has led to increased interest in big data jobs, particularly for those from RDBMS or software. engineering backgrounds. This leaves the industry in a difficult predicament: high demand + low supply = massive competition. There are countless examples of companies that have failed to recruit a Big Data team after a year of looking. Competition to get ahead and stand out Planning - Companies need to have a data road map detailing their future plans. Candidates want to clearly know what they are getting into and what to expect from a job. Innovation - Why get stuck on batch processing? The most exciting positions that candidates love are in data innovations teams, playing with real-time/streaming tech and new languages. Personal development, growth and training – with the data science market experiencing similar growth, many big data engineers are looking for a job that not only offers the chance to work with machine learning and similar fields; but training, mentoring towards clear career progression as standard. Speed – the length of the interview process is often seen as a reflection of the amount of red tape developers have to go through to get a job. The longer and more convoluted the process, the more put off some people may be. Complacency – don’t rest on your laurels, it’s unlikely that you’ll get 10s of CVs through when you are looking to fill a data role, so when you find a candidate you like, move swiftly to show your interest to them as quality candidates don’t come around often. By implementing these small but effective improvements to your recruiting process and how you develop data talent will see you create a team that is a success in this ever more digital analytics landscape. Companies who don’t create and nurture strong, dynamic teams will fall by the wayside. It’s Harnham’s job to help you achieve this goal. Get in touch with us to tell you how. T: (020) 8408 6070 E: info@harnham.com

Ross Whatling

Ross Whatling

06. June 2017

Hiring a BI Manager – Trends and Challenges

Hiring a BI Manager – Trends and Challenges

With all the talk of big data and data science being able to predict what colour shirt I will buy in four years’ time (probably white or blue for those who don’t know me!), effective business intelligence is sometimes passed by or considered old news. The reality is that companies are realising that they can get much more from their business intelligence and are changing their strategies to deliver interactive, insight-driven and visualised reports. Not every data-driven decision needs machine learning algorithms behind it, and quality business intelligence enables all managers to be effective decision-makers. These strategies are creating some obvious trends in the market, resulting in a change in expectations when hiring a BI Manager. Key BI TrendsData Visualisation – Companies of all sizes are implementing Qlikview and Tableau (amongst many other tools) to create attractive, interactive visualisations, to harness intelligence, in a way that will capture attention in a presentation. Insight Driven - A BI professional can’t simply develop automated reports anymore. Analysts are often required to offer suggestions for business change and present insight to decision makers. Hands-on Management – BI managers and even heads of business intelligence are expected to keep coding well into their management years, with the logic that problems can be spotted quicker when they are in the trenches, coupled with strategic and line management work. Data Ambassadors – BI professionals are becoming door-to-door data sellers, coaching teams in a business on the benefits of using data to optimise their teams and decisions to save or bring in more money. Heads are in the Cloud – Companies are using cloud-based data warehouses such as Redshift to save on storage costs, whilst creating a centralised data warehouse for BI. Alternative Data Sources – Companies are looking to use the web and social media data, alongside numerous other sources to generate deep insights for managers. The BI Manager EffectI am completely sold that all of these features represent the future of business intelligence. The few companies that are doing all of the above well enough, are doing advanced work in the area and these companies will be leveraging big commercial gains from their business intelligence teams. The problem is that only a few businesses are doing all of the above, so only a handful of professionals have the relevant experience, and as a result expect top dollar to bring all of those skills. Therefore, it is prudent to be flexible with your hiring requirements. Look for a bright, passionate candidate, who can readily grasp the shift in business intelligence trends, and is keen to plug skills gaps. An enthusiastic business intelligence professional will get up to speed with whatever they were missing. Don’t be too quick to dismiss those who are not ready-made BI managers on paper. Message to CandidatesFor all aspirational or existing business intelligence managers and leaders, I would advise you try to stay hands on as long as possible. I know some of you dream of never seeing a line of SQL code again, however, the trend in hiring for hands-on business intelligence management positions means that keeping your tech skills sharp will really keep your options open moving forward. It would be great to hear your experiences, so please feel free to comment below on the trends you see in your business. Have you needed to remain hands on as you progress within your career? Or are you looking for a multi-skilled BI manager, and it is proving hard?

Ross Whatling

Ross Whatling

06. July 2016

Recently Viewed jobs