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Chief Data Scientist
This is an exciting opportunity for an experienced Data Science professional to take on a new challenge and lead exciting initiatives involving AI and Machine Learning in a leading Nordic media company.
This role is for a leading media company in the Nordics who have invested heavily in data-driven operations. Since innovating their product, there is a need for someone to head up the advanced analytics function and take ownership of further developing these initiatives.
As a Chief Data Scientist, you will lead a team of data scientists. You will ensure best practice in terms of methodology and provide innovative solutions to the company. Daily tasks will involve:
You will have:
HOW TO APPLY:
In order to be considered for this role, please hit the "apply" button on this page. For more information, don't hesitate to reach out to Sabine Odfjell at Harnham.
NLP, Python, Scikitlearn, Pandas, Beautiful Soup, R, Advanced analysis, AI, Artificial Intelligence, Chief Data Scientist, Senior Data Scientist, Management, Data Science, Nordics, Data Innovation, Business Acumen, Data-driven, Machine learning
€65000 - €80000 per annum + BENEFITS
Hamburg (20354), Hamburg
Ich arbeite zurzeit an einer neuen Software Engineering Position in Hamburg für ein führendes deutsches Industrieunternehmen.
£300 - £350 per day
Leeds, West Yorkshire
Marketing Campaign Analyst contract role within FS to analyse marketing performance using Salesforce!!
€70000 - €120000 per annum + BONUS
Frankfurt am Main, Hessen
One of the leading German companies is looking for a tech/data science-enthusiast who loves to innovate and work on life-changing projects.
€40000 - €50000 per annum + BENEFITS
Amsterdam, North Holland
Do you want to work with a large amount of data at one of the coolest retail companies in Amsterdam? This could be your chance!
€55000 - €60000 per annum + BENEFITS
Una de las empresas más atractivas dentro de la industria digital busca incorporar a un Ingeniero Big Data para unirse a sus oficinas en Barcelona!
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Harnham have partnered with The Charter School North Dulwich as corporate sponsors of their ‘Secret Charter’ event. The event sees the south London state school selling over 500 postcard-sized original pieces of art to raise funds for their Art, Drama and Music departments. Conceived by local parent Laura Stephens, the original concept was to auction art from both pupils and contributing parents. Whilst designs from 30 of the school's best art students remain, the scope of contributors has rapidly expanded and now includes the work of local artists alongside celebrated greats including Tracey Emin, Sir Anthony Gormley, Julian Opie, and Gary Hume. In addition to famous artists, several well-known names have contributed their own designs including James Corden, David Mitchell, Miranda Hart, Jo Brand, Jeremy Corbyn, and Hugh Grant. The event itself, sponsored by Harnham and others, will be hosted by James Nesbitt, and will take place at Dulwich Picture Gallery on the 15th October 2018. You can find out how to purchase a postcard and more information about the event here.
17. September 2018
As a recruiter I’ve had some great relationships with candidates over the years. I view these relationships like partnerships and an ideal partnership is one where communication is natural and transparent. Some partnerships have worked better than others, and I’ve seen some common denominators in the ones that work (and the ones that don’t). Let me preface this with one thing: We want to help you get the job. However, we are working with specific guidelines and role requirements. Sometimes that means we have to give feedback to you and let you know that you’re not qualified or you’re not exactly what our client is looking for. When I give this kind of feedback it is because we are trying to help you streamline your efforts towards processes that you will nail, and ultimately get you a job that you’re happy with. If you’re looking for your next job and would like to collaborate with a recruiter, my biggest tip would be that in order to get the most out of you recruiter you should: BE HONEST About your salary expectations Salary can be a taboo subject. As your recruiter we need to know what salary you would be happy with because our clients have a budget that they need to stick to. By being open about what your current earnings are, and what you’d like to earn in your next role, we can make sure you don’t get an offer which is ultimately too low for you. Be 100% honest about your ambitions and current levels, and we will advocate for you all the way. About your current role and responsibilities When we chat, I’ll often ask a lot of questions and try to get a lot of detail. Speaking to a recruiter can feel like an interview, but we’re not trying to trip you up. We’re trying to find out what you’re doing right now – all of it. Not because your next job is going to be the same, but because we need to find out how transferrable what you’re doing right now is to our client and if you’re able to take on a new set of skills. We also use this conversation to assess your communication skills, and if you’re unable to explain what your current role involves then we can work together on your interviewing technique. About other processes that you’re in Sometimes when I ask candidates about their other processes they feel uncomfortable. If you’re working with another recruiter or if you’ve already applied directly to one of my clients, that’s okay but I need to know so I can: Find out if you have impending offers that my clients should know about. Understand which roles you’ve been targeting and thus which types of businesses you naturally felt inclined to pursue (maybe I have similar roles at similar companies). Help you with time management and ensure you can prepare accordingly. Avoid accidentally meddling in an existing process that you’re already in through a speculative conversation. About reasons you’re looking for opportunities Tell your recruiter why you’re on the market, so that we can make sure you’re not on the market again for the same reason in six months. That means you need to be honest about why you’re leaving! How else can I make sure that we’re alleviating your current frustrations? For example: Hate your manager? That’s too bad! What management style would you prefer? Do you want to learn a new skill? Let me find out which of my clients can help you. Looking for a more senior role? Which responsibilities would you like to have Passionate about getting into driverless cars? I won’t tell you about my retail roles! Just curious? Absolutely fine – but that means we need to discuss the root of your curiosity in more detail so that we don’t talk about every job from here to the moon. The list goes on but the more detail I have, the more efficient I can be in selecting the right role based on your motivations. About your interview experience I’m not looking for one-liners when I ask about your most recent interview. I want to know how you're feeling, what you learnt, and more. Did the interview leave something to be desired? OK, how can I help you get your hands on it? If you already know you don’t want this job, that’s absolutely fine. But it would be great to know why so we can avoid similar situations. Maybe you feel like you underwhelmed the interviewer and that you should have answered something differently? I can be your messenger after the fact, so you have another chance to get your message across. Ultimately, recruiters are here to support you through a stressful process. We want to make your search easier by being your agent. To make sure we are able to represent you to the best of our ability, we need a great candidate/recruiter relationship, a relationship that is honest and transparent. As I mentioned at earlier, ultimately, we just want you to find the right role for you. If you’re looking for a role and would like to partner with a recruiter, take a look at our latest opportunities or get in touch.
16. January 2019