HEAD OF DATA
London / £750 - £850
£750 - £850
HEAD OF DATA - CONTRACT
£750-£850 PER DAY
6 MONTH CONTRACT
This position as the Head of Data allows you to operate within an executive search firm. The Head of Data will be responsible for re-shaping the data infrastructure and creating a team of Data Analysts and Developers. As this Company was established recently, they require a Head of Data with experience of designing and building out teams from scratch. This project will therefore provide you with commercial experience of building out a data function within a business.
This rapidly growing consultancy firm has adapted to recent times, having transitioned its business onto an online platform. This includes webinars and other online resources. This has allowed the business to not only survive, but thrive over the last 6-months, resulting in plans for this current re-structure. Having already partnered with globally recognised brands, establishing yourself within this company will be a great addition to any CV.
As the Head of Data, you will be responsible for designing a small data team and setting KPI's and a quarterly plan for the function of this team. This will include:
- Hiring a small data team to fulfil the expectations of the client's data requirements.
- Working closely with existing CO's within the business to understand the needs of the company.
- Operating within Microsoft stack across data platforms.
- Being hands-on and building out a new Azure data warehouse from scratch.
YOUR SKILLS AND EXPERIENCE:
As the head of Data you will be required to have the following experience:
- Strong experience in managerial positions, overseeing end-to-end development of a reporting suite from scratch.
- Strong commercial experience with Azure stack across both development and visualisation tools.
- Commercial experience heading up and recruiting for a data function, overseeing data science, data engineering and BI.
- Hands on technical experience of data warehouse develoment.
- The ability to relay information to non-specialists, including stakeholders as well as senior management and to be able to do this in a clear and concise manner.
- Experience within the professional services industry is an added bonus.
As the Head of Data you will receive between £750 and £850 per day over an initial 6-month period, as well as the opportunity to work on a variety of interesting and exciting projects.
HOW TO APPLY:
Please register your interest by sending your CV to Matthew Collett via the Apply link on this page.
Data Engineer Or Software Engineer: What Does Your Business Need? | Harnham US Recruitment post
We are in a time in which what we do with Data matters. Over the last few years, we have seen a rapid rise in the number of Data Scientists and Machine Learning Engineers as businesses look to find deeper insights and improve their strategies. But, without proper access to the right Data that has been processed and massaged, Data Scientists and Machine Learning Engineers would be unable to do their job properly. So who are the people who work in the background and are responsible to make sure all of this works? The quick answer is Data Engineers!… or is it? In reality, there are two similar, yet different profiles who can help help a company achieve their Data-driven goals. Data Engineers When people think of Data Engineers, they think of people who make Data more accessible to others within an organization. Their responsibility is to make sure the end user of the Data, whether it be an Analyst, Data Scientist, or an executive, can get accurate Data from which the business can make insightful decisions. They are experts when it comes to data modeling, often working with SQL. Frequently, “modern” Data Engineers work with a number of tools including Spark, Kafka, and AWS (or any cloud provider), whilst some newer Databases/Data Warehouses include Mongo DB and Snowflake. Companies are choosing to leverage these technologies and update their stack because it allows Data teams to move at a much faster pace and be able to deliver results to their stakeholders. An enterprise looking for a Data Engineer will need someone to focus more on their Data Warehouse and utilize their strong knowledge of querying information, whilst constantly working to ingest/process Data. Data Engineers also focus more on Data Flow and knowing how each Data sets works in collaboration with one another. Software Engineers – DataSimilar to a Data Engineers, Software Engineers – Data ( who I will refer to as Software Data Engineers in this article) also build out Data Pipelines. These individuals might go by different names like Platform or Infrastructure Engineer. They have to be good with SQL and Data Modeling, working with similar technologies such as Spark, AWS, and Hadoop. What separates Software Data Engineers from Data Engineers is the necessity to look at things from a macro-level. They are responsible for building out the cluster manager and scheduler, the distributed cluster system, and implementing code to make things function faster and more efficiently. Software Data Engineers are also better programers. Frequently, they will work in Python, Java, Scala, and more recently, Golang. They also work with DevOps tools such as Docker, Kubernetes, or some sort of CI/CD tool like Jenkins. These skills are critical as Software Data Engineers are constantly testing and deploying new services to make systems more efficient. This is important to understand, especially when incorporating Data Science and Machine Learning teams. If Data Scientists or Machine Learning Engineers do not have a strong Software Engineers in place to build their platforms, the models they build won’t be fully maximized. They also have to be able to scale out systems as their platform grows in order to handle more Data, while finding ways to make improvements. Software Data Engineers will also be looking to work with Data Scientists and Machine Learning Engineers in order to understand the prerequisites of what is needed to support a Machine Learning model. Which is right for your business? If you are looking for someone who can focus extensively on pulling Data from a Data source or API, before transforming or “massaging” the Data, and then moving it elsewhere, then you are looking for a Data Engineer. Quality Data Engineers will be really good at querying Data and Data Modeling and will also be good at working with Data Warehouses and using visualization tools like Tableau or Looker. If you need someone who can wear multiple hats and build highly scalable and distributed systems, you are looking for a Software Data Engineer. It’s more common to see this role in smaller companies and teams, since Hiring Managers often need someone who can do multiple tasks due to budget constraints and the need for a leaner team. They will also be better coders and have some experience working with DevOps tools. Although they might be able to do more than a Data Engineer, Software Data Engineers may not be as strong when it comes to the nitty gritty parts of Data Engineering, in particular querying Data and working within a Data Warehouse. It is always a challenge knowing which type of job to recruit for. It is not uncommon to see job posts where companies advertise that they are looking for a Data Engineer, but in reality are looking for a Software Data Engineer or Machine Learning Platform Engineer. In order to bring the right candidates to your door, it is crucial to have an understanding of what responsibilities you are looking to be fulfilled.That’s not to say a Data Engineer can’t work with Docker or Kubernetes. Engineers are working in a time where they need to become proficient with multiple tools and be constantly honing their skills to keep up with the competition. However, it is this demand to keep up with the latest tech trends and choices that makes finding the right candidate difficult. Hiring Managers need to identify which skills are essential for the role from the start, and which can be easily picked up on the job. Hiring teams should focus on an individual’s past experience and the projects they have worked on, rather than looking at their previous job titles. If you’re looking to hire a Data Engineer or a Software Data Engineer, or to find a new role in this area, we may be able to help. Take a look at our latest opportunities or get in touch if you have any questions.
The Six Steps Of Data Governance | Harnham Recruitment post
The value that data analysis can provide to organisations is becoming increasingly clear. But with all the buzz around the endless ways that data can be used to revolutionise your business processes, it can be overwhelming to know where to start. Fundamentally, what you can do with your data and how useful it may be will hinge on its quality. This is the case no matter what data you may have, whether that be customer demographics or manufacturing inventories. High-quality data is also imperative for utilising exciting and innovative new technology such as Machine Learning and AI. It’s all very well investing in tech to harness your data assets to, for example, better inform decision making, but you won’t be able to glean any useful analysis if the data is full of gaps and inconsistencies. Many will be looking at this new tech and be tempted to run before they can walk. But building quality data sets and water-tight, long-lasting processes will form the foundation for any future developments and should not be overlooked. This is where Data Governance comes into its own.Data Governance (DG) is an effective step in improving your data and turning it into an invaluable asset. It has numerous definitions but according to Data Governance Institute (DGI), “Data Governance is the exercise of decision-making and authority for data-related matters.“Essentially DG is the process of managing data during its life cycle. It ensures the availability, useability, integrity and security of your data, based on internal data standards and policies that control data usage. Good data governance is critical to success and is becoming increasingly more so as organisations face new data privacy regulations and rely on data analytics to help optimise operations and drive business decision-making. As Ted Friedman from Gartner said: ‘Data is useful. High-quality, well-understood, auditable data is priceless.’Without DG, data inconsistencies in different systems across an organisation might not get resolved. This could complicate data integration efforts and create data integrity issues that affect the accuracy of business intelligence (BI) reporting and analytics applications.Data Governance programs can differ significantly, depending on their focus but they tend to follow a similar framework:Step 1: Define goals and understand the benefits The first step of developing a strategy should be to ensure that you have a comprehensive understanding of the process and what you would like the outcome to be.A strong Data Governance strategy relies on ‘buy in’ from everyone in the business. By stressing the importance of complying with the guidelines which you will later set, you will be helping to encourage broad participation and ensure that there is a concerted and collaborated effort to maintain high standards of data quality. Leaders must be able to comprehend the benefits themselves before communicating them to their team so it may be worth investing in training around the topic.Step 2: Analyse and assess the current dataThe next step is essentially sizing up the job at hand, to see where improvements might need to be made. Data should be assessed against multiple dimensions, such as the accuracy of key attributes, the completeness of all required attributes and timeliness of data. It may also be valuable to spend time analysing the root causes of inferior data quality.Sources of poor data quality can be broadly categorised into data entry, data processing, data integration, data conversion, and stale data (over time) but there may be other elements at play to be aware of.Step 3: Set out a roadmapYour data governance strategy will need a structure in which to function, which will also be key to measuring the progress and success of the program. Set clear, measurable, and specific goals – as the saying goes – you cannot control what you cannot measure. Plans should include timeframes, resources and any costs involved, as well as identifying the owners or custodians of data assets, the governance team, steering committee, and data stewards who will all be responsible for different elements. Including business leaders or owners in this step will ensure that programs remain business-centric.Step 4: Develop and plan the data governance programBuilding around the timeline outlined you can then drill down to the nitty-gritty. DG programs vary but usually include:Data mapping and classification – sorting data into systems and classifying them based on criteria.Business glossary – establishing a common set of definitions of business terms and concepts – helping to build a common vocabulary to ensure consistency.Data catalogue – collecting metadata and using it to create an indexed inventory of available data assets.Standardisation – developing polices, data standards and rules for data use to regulate proceduresStep 5: Implement the data governance programCommunicating the plan to your team may not be a one-step process and may require a long-term training schedule and regular check-ins. The important thing to realise is that DG is not a quick fix, it will take time to be implemented and fully embraced. It also may need tweaks as it goes along and as business objectives change. All DG strategies should start small and slowly build up over time – Rome wasn’t built in a day after all. Step 6: Close the loopArguably the most important part of the process is being able to track your progress and checking in at periodic intervals to ensure that the data is consistent with the business goals and meets the data rules specified. Communicating the status to all stakeholders regularly will also help to ensure that a data quality discipline is maintained throughout.Looking for your next big role in Data & Analytics or need to source exceptional talent? Take a look at our latest Data Governance jobs or get in touch with one of our expert consultants to find out more.
A Q&A With Dyson’s Data Governance CDO | Harnham Recruitment post
Mridul Mathur is a skilled Senior Program Director with more than 15 years of experience working in businesses from Deutschebak to Dyson. He has a proven track record of successfully delivering large and complex cross-functional programs and building high performing teams from scratch. In last five years the main focus of his work has been in the area of Data Management to address the issues and challenges organisations have faced in the wake of various new regulations.
Data Management and Data Governance are hot topics at the moment. Do you feel that attitudes have changed towards the fields since the beginning of your career?It’s been a very big shift. Going back to my involvement at Deutsche Bank around 2007, we were managing Data purely because we needed to create a Credit Risk position so that we could explain to the Bank of England and other regulators what we were doing. We didn’t really look beyond that. But now, if you look at the industry, we want to use Data to not only calculate our Risk position but to derive value out of that Data. It’s something that can give a company a competitive advantage one of those things that can significantly change a business. I personally feel that the turning point, not just for Deutsche Bank but for everybody was the market crash that happened in 2008. A lot of the company did not have Data Management skills, or the ability to bring the Data together to understand exposures. Those who had exposure against Lehman, for example, could not recover any of the money they lost. That was the big turning point for all of them, when they actually lost hundreds of millions of dollars’ worth of revenue and loans overnight. They didn’t have the right Data, in the right place, and it cost them.What major issues do you see successful Data Governance facing over the next 12 months?I think we’re still going through a phase of understanding and internalizing the issue. By that I mean that we understand that our Data is important and how it can help us not only manage Risk but create value. But, when it comes to actually applying it, we are hamstrung by two things: One is that we haven’t quite grasped the ways in which we can internalise that Data. We understand the value but the actual application is not really out there currently. Secondly, I think that in some places, we have too much activity. I’ve been in places where there have been competing Data agendas and competing Data Governance ideas. When people are not taking their organisational view and just looking to get ahead, it’s hard to achieve any real success. If you were advising a company about to commence on a large Data Management transformation project, what advice would you give them?This links to the previous point really, and it’s a bigger issue in large companies. You need to have a business approach to Data Governance, as well as the IP capabilities to deal with a project of that scale. And what you find sometimes is that multiple groups get together and they each have a different view of what good looks like. They end up not communicating throughout the organisation and properly aligning everybody’s roles and responsibilities. These different agendas then end up causing issues because everyone has a different idea of what they want. We need to be able to plan across the organization to get the right agenda and get the right properties in place. Then you can start the work, as opposed to each team just working where they think the biggest problem lies first. What would you say are the biggest threats to a successful Data Management program?Obviously the above is one, but it leads to another which is really the lack of Senior Management sponsorship. If you don’t get the right level of sponsorship, then you don’t get the mandate to do what you need. This can cause huge delays and is definitely one of the biggest threats to your program being a success. In finance, you worked within a highly regulated industry. How have your approaches changed now that you’re in a highly innovative, tech-driven environment?The approach is different. We do have challenges that others don’t, but over and above, because we innovate and create things, there is an abundance of new information. Information protection and intellectual property protection is therefore at the top of the agenda. That drives the need for effective Data Governance and it really has to be at the forefront of the approach. Data breaches have caused widespread reputational damage to companies such as Facebook and Yahoo. Have you found that companies now view Data protection as central to their commercial performance?Absolutely. People realize that they not only need Data to do their business, but they also need to protect that Data. These breaches have resulted in a greater importance being given to this function and every year I see it moving closer to the center of the organisation. There are very few large organisations left that haven’t recognized Data Protection as one of their formal functions.A lot of companies are now looking to build out their Data Protection teams from the ground up, starting with lower levels of analysts, but also management as well. It’s becoming a much greater priority and these big breaches are one of the driving factors. What do you feel will be the most effective technical advancement within Data Management in 2019?I think, from a technological perspective, we still have some way to go with digital rights management. There’s now one or two solutions that are supposed to be at Enterprise level, but they’re not enough and they’re still not joining the digital rights management side of things with the Big Data Loss Prevention side. So companies are having to rely on seeing this together with a combination of plugin software and various tools and technology. It’s sticking around the edges of the edges of a fix, but it’s not actually doing the job. I’d like to see these technologies develop because I think we’re crying for some help in this area. What is the biggest risk to their Data that businesses should be aware of?Not knowing where to get hold of Data. It is just mind boggling to me, that there has not been a single company that I have been a part of where we started a program and we knew where to get all our Data from. Obviously we knew where most of it was, but we didn’t know where else it was and that what we were looking at was a comprehensive set of maps. It just continues to be the same at every business I have worked at. What role does data governance have to play in protecting a business’ intellectual property?It plays a huge role. Firstly, a company needs to be very clear on their Data policies. This means regularly training teams on the importance of this, much like you would with health and safety. By clearly defining and educating people on the dos and don’ts of data handling you can better protect your intellectual property. I think getting the policy framework right and implementing it using digital rights management is crucial and good Data Governance relies on this. When hiring for your teams, which traits or skills do you look for in candidates?There are two key parts; one is technical and the other non-technical. In my mind, it’s less about the technical because, ultimately, I just want someone who knows how to use ‘technology x’. They need to be able to make use of Data from a database, or be able to spot Data in an unstructured environment. But, for me, the most important skill is more of a characteristic: tenacity. I use the word tenacity because you have to put yourself out there. You have to ask people questions and you have to educate them. You can’t assume that people just understand Data you’re presenting them and you have to become their friends and learn to speak their language. It also really brings in the skill of being able to work with teams and across teams. Being a team player would absolutely be top of my list. Mridul spoke to Femi Akintoye, a Recruitment Consultant in our Data & Technology function. Take a look at our latest roles or get in touch with Femi.
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.