CRM Strategy Manager
Bristol / £65000 - £80000
£65000 - £80000
CRM STRATEGY MANAGER
This company is a marketing agency who are a global business and work with a number of top-tier clients across multiple industries. As a business, they are hugely data and marketing focused, with this being centric to the business and involved with all decisions.
As a Strategy Manager, you will work client-facing with this being one of the main responsibilities. Other responsibilities:
- Understand initial requirements from the client, work on creating a strategy, and deliver the solution.
- Work with a CRM focus, looking at marketing projects and devising an overarching CRM strategy for this.
- Typical projects will be around: marketing, CRM, and strategy.
YOUR SKILLS AND EXPERIENCE
A successful Strategy Manager will have:
- History working in a CRM and/or performance marketing for B2C brands.
- Experience working in an agency or consultancy is ideal with excellent external communication skills.
- A salary of £65,000-£80,000.
- Comprehensive benefits package.
- WFH 3x a week.
- Bristol office.
HOW TO APPLY
Please register your interest by sending your CV to Lydia via the apply link on this page.
The More You Keep Customers Long-Term, The Better Your Business Will Do: A Q&A with Corin Rogerson | Harnham Recruitment post
“I like thinking about how customers experience things and how you’re able to effectively tailor your business to them.”
We recently had the opportunity to speak with Corin Rogerson, a CRM Specialist and customer champion to discuss all things CRM.
Beginning in the digital space she has taken her holistic overview of customer experience with her throughout her career and built CRM programmes for some of the biggest brands on the market. So how has CRM changed during this time and where does she see it going? As we see a general trend towards digital first businesses, online platforms and integrated apps it goes without saying that CRM is having to follow suit. For Corin, potentially one of the biggest changes driven by this is this marketing technology landscape: “I think the main thing I’ve seen is when I first started in CRM there were lots of tools that were offering the ability to communicate with someone through one channel […] and now what I’m quite pleased to see is that some companies are building solutions from the ground up.”This shift from bolted together CRM/ESP’s to streamlined platforms offering the opportunity to build multi-touchpoint journeys now makes it far easier to build synchronised customer experiences. Hand in hand with technology is the ever-increasing presence of data in decision making, and a growing factor in successful CRM: “A few years ago everyone was talking about Big Data, and there are more tools able to process that data now”. But within this is the value that Data can bring bought about through “thinking about the Data that is actually important to you and what you can actually use, rather than just pushing everything in.”
But simply having the Data there isn’t enough to immediately achieve results and one of the biggest issues Corin has faced is around data latency and the impact this has on communication: “In the past if you had Data in 24 hours that was perfectly fine, but now you really need to know virtually in real time what a customer has done to communicate with them effectively […] for instance if a customer’s payment details have expired and there is a lag between them updates and an email going out it can be a really confusing communication.” However, that doesn’t mean that Data hasn’t played a large part in her successes. Customer Data has huge ties to personalisation (another noteworthy trend in the CRM space) and is often the best way to demonstrate the value a customer has to a business as shown through Corin’s biggest successes: “Where I’ve been really successful in a company or working on individual projects is always where the CRM team works really closely with the Data team. Over time you can put in really intelligent campaigns.”
So, what is the importance of CRM in today’s climate? Having experienced the power of CRM across businesses at different stages of their journey CRM is ultimately really important for growth. In the case of start-ups “the focus is very much on acquisition and that is partly because of the priorities in early life” but no matter the size of the business “it’s very expensive to acquire a new customer”. As such, Corin suggests bringing in a CRM team and shifting towards a culture of retention over rapid acquisition as soon as possible: “As soon as you bring a CRM team on boards […] you can start looking at your existing customer base and seeing how likely they are to repeat purchase […] the more you keep those customers long term, the better your business will do.”Her biggest pet peeve linked to CRM and growth? Data: “There’s nothing more frustrating than not having the right Data available”. Although the overriding advice is ASAP, it’s with the caveat of an adequate Data infrastructure to allow for the insights to be leveraged. It feels uncomfortable not to acknowledge the elephant in the room and the impact COVID-19 has had on how brands market to customers: “When the pandemic hit a lot of businesses had to take a step back and think, what are our values, what is our proposition and how can we help people in context to the pandemic.”In an ideal world this would then feed into the CRM team yet we’ve all experienced “empty examples of communications from companies who feel they have to say something about it […] and it doesn’t work, and I think it actually does damage to the brand.” Corin’s advice on this?”If I was in a CRM team that is what I would be thinking about. Making sure communication is relevant, it’s useful and it’s something that you will then be remembered for when everything is over.”If you’re looking for an opportunity in the world of CRM, or to build your Customer Insight team, we may be able to help. Take a look at our latest opportunities or get in touch with one of our expert consultants to learn more.
Ten Tips for Writing the Perfect Data & Analytics CV | Harnham Recruitment post
It’s no secret that jobs within the Data & Analytics market are more competitive than ever and with some jobs having hundreds of applicants (if not more), having a CV that stands out is more important than ever. It’s well known that many Hiring Managers spend a short amount of time reviewing a candidate, so you need to consider what they can do to have the best impact. We’ve seen it all over the years, from resumes sorely lacking detail through to those that have almost every accomplishment written over too many pages – so we’ve complied a list of the 10 things that could help you create a resume that makes an impact, complete with top tips from our team of experienced recruiters.1. Keep it Simple All of our recruiters are unanimous in suggesting to candidates that the perfect CV length is no more than two pages, or one for a graduate or more junior candidate. Sam, our Corporate Accounts manager suggests that candidates keep it simple:“In analytics, it’s all about the detail and less about how fun your CV looks. My best piece of advice would be to keep it to two pages, use the same font without boxes or pictures, and bold titles for the company and role. It sounds pretty simple but it’s really effective and often what our clients seem to be drawn to the most”. 2. Consider the audience & avoid jargon Before your CV gets to the Hiring Manager, it may be screened by an HR or recruitment professional so it’s crucial to ensure that your CV is understandable enough that every person reviewing it could gauge your fit. Whilst showing your technical ability is important, ensure that you save yourself from anything excessively technical meaning only the Hiring Manager could understand what you have been doing. 3. Showcase your technical skills There is, of course, a need to showcase your technical skills. However, you should avoid a long list of technologies, instead clarify your years of experience and competence with each of the tools. Within the Data & Analytics market specifically, clarifying the tools that you used to analyse or model is very important and writing those within your work experience can be very helpful. Wesley, who heads up our French team, explained where candidates can often go wrong: “Candidates often write technical languages on their CV in long lists and forget to make them come to life. My clients are looking for them to give examples of how and when they have used the listed tools and languages”4. Consider the impact of your workJust writing words such as ‘leadership’ or ‘collaboration’ can often easily be over-looked. It’s important that you are able to showcase the impact that you work has beyond the traditionally technical. Think about how you can showcase the projects that you have lead or contributed to and what impact it had on the business. Often people forget the CV isn’t about listing your duties, it’s about listening your accomplishments. Ewan, our Nordics Senior Manager brings this to life: “I would always tell someone that whenever you are stating something you did in a job you always follow up with the result of that. For example, ‘I implemented an Acquisition Credit Risk Strategy from start to finish’ – but then adding, ‘which meant that we saw an uplift of 15% of credit card use’”. Joe, New York Senior Manager, concurs: “Actionable insights are important, results driven candidates are what our clients are looking for. So instead of ‘Implemented A/B Testing’, I’d get my candidates to make that more commercial, such as ‘Implemented A/B test that result in 80% increase in conversion’”. 5. Use your Personal Summary A personal summary is effective when it comes to technical positions, as some people can often overlook them. Use this to summarise your experience and progression as well as indicate the type of role and opportunity you are looking for. If this is highly tailored to the role you are applying for, it can have an extremely positive impact. For example: ‘Highly accomplished Data Scientist, with proven experience in both retail and banking environments. Prior experience managing a team of five, and proven ability in both a strategic and hands on capabilities. Proven skills in Machine Learning and Statistical Modelling with advanced knowledge of Python, R and Hadoop. Seeking Data Science Manager role in a fast-paced organisation with data-centric thinking at it’s heart’. 6. Consider what work and non-work experience is relevant If you’ve been working in the commercial technical sphere for more than five years, it’s likely that your part time work experience during university or the non-technical roles that you took before you moved into your space are no longer as relevant. Ensure you are using your space to offer the Hiring Manager recent, relevant and commercially focused information. However, do not leave gaps just because you took a role that didn’t relate to your chosen field, you don’t need to describe what you did but have the job title, company and dates to ensure you are highlighting a clear history of your experience. It’s important to note that you are more than just your work experience as well, Principal Consultant Conor advises candidates to talk about more than just their work accomplishments:“Listing non work achievements can help make the CV stand out. If someone has a broad range of achievements and proven drive outside of work, they will probably be good at their job too. Plus, it’s a differentiating point. My clients have found interesting talking points with people who have excelled in sports, instruments, languages and more specifically for the Analytics community – things like maths and Rubik’s cube competitions”. 7. Don’t forget your education For most technical roles, education is an important factor. Ensure that you include your degree and university/college clearly as well as the technical exposure you had within this. If you did not undertake a traditionally technical subject, make sure you highlight further courses and qualifications that you have completed near this section to highlight to the Hiring Manager that you have the relevant level of technical competence for the role. 8. Don’t include exaggerated statementsIt goes without saying that if you are going to detail your experience with a certain technical tool or software that you could be asked to evidence it. Saying your proficient in R when you’ve done a few courses on it won’t go over well, especially if there are technical tests involved in the interview process. At the same time, don’t undervalue your expertise in certain areas either, your strengths are what the Hiring Managers is looking for. 9. Don’t get too creativeUnless you’re in a creative role it’s unlikely that the Hiring Manager will be looking for something unique when it comes to the CV. In fact, very few people can pull of an overly flashy CV, most of them being those that work specifically in design. When in doubt, stick to standard templates and muted tones. 10. Tailor, Tailor, Tailor! Time is of the essence and when it comes to reviewing CVs and you don’t have long to make an impact. Make sure to customise your resume using keywords and phrases that match the job description (if they match your own, of course). For example, if the role is looking for a Business Intelligence Analyst with proven skills in Tableau you would not just claim, “experience in Data Visualisation”, you’d list the software name, “experience in Tableau based Data Visualisation”. Although every job description is different, all it takes is a few small tweaks to ensure your maximising your skillset. If you’re looking for your next Data & Analytics role or are seeking the best candidates on the market, we may be able to help. Take a look at our latest opportunities or get in touch with one of our expert consultants to find out more.
Hiring a BI Manager – Trends and Challenges | Harnham Recruitment post
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?
CAN’T FIND THE RIGHT OPPORTUNITY?
If you can’t see what you’re looking for right now, send us your CV anyway – we’re always getting fresh new roles through the door.