London / £45000 - £55000
£45000 - £55000
£45,000 - £55,000
LONDON - HYBRID (2 DAYS IN OFFICE)
Want to work somewhere where you can treat the business like your own?
This company is looking for a pro-active individual who is looking to join and grow with them as they expand their client base. They're a MarTech consultancy providing a range of products and services.
You'll need to have good knowledge across CRO and Web Analytics and will have experience with stakeholders. You'll be helping develop the business - so previous experience and communication is key!
SKILLS + EXPERIENCE
- Excellent stakeholder skills
- A Web Analytics and CRO background
- Tagging and CDP experience desirable
- 5 day working week
- Career progression opportunities
- Upskill support
- Hybrid working
HOW TO APPLY
If this sounds like the role for you, swiftly send over your CV to Izzi at Harnham by using the link below!
IBM, Coremetrics, Google Analytics, GA, Omniture, SiteCatalyst, Adobe Analytics, Analyst, Web, Digital, Online, Website, Financial Services, Finance, A/B, Test, Split, Multivariate, MVT, Tracking, Code, Tagging, Tags, Insight, Client, Agency, Management, Strategy, CRO, Conversion, Optimisation, Optimizely, Test and Target, Adobe Target, Maxymiser, VWO, Visual Website Optimiser, Tag Manager, Tag-manager, Tagging, Tag Management, Set Up Tags, Manage Tags, Manage Tagging, Managing Tags, Managing Tagging, Setting Up Tags, Analytics Tracking, Implement Tags, Implement Tagging, Tagging Implementation, Tag Implementation, Tracking Implementation, Analytics Implementation
The State of Contract Jobs in Data Analytics Across the US
The State of Contract Jobs in Data Analytics Across the US
No matter where you stand on your preference for freelance versus permanent roles, there has certainly been a swell in the number of contracting Data & Analytics professionals in markets across the world. For example, in our New York office, in the first three months of 2023, we have already seen more than half the number of new temporary contract positions come up as were listed during the whole of 2022.
What’s driving this growth? While there are a number of intermingling factors at play, here are three trends that Jose Gomez, Managing Consultant for Harnham in New York, has noticed in the current contract market.
Testing the Waters
Gomez considers ‘contract-to-hire’ as the number one recruitment trend in the interim sector at the moment. He describes the contract-to-hire method as an opportunity for both parties to ‘try before you buy’, by entering into a contract that initially lasts for three to six months but can be converted into a permanent job at any time.
For an employee, this means they can test the water in an unfamiliar firm to see whether they enjoy the job and workplace environment. For the employer, it is an invaluable way to try out a promising candidate for a specific project but postpone the administrative and financial implications of a permanent job offer, until they are certain they’ve found the right fit. A short-term commitment from both sides can ultimately lead to a long-term solution that suits both the employee and employer.
A Project-Based Approach
Another significant trend that is driving contracting markets is project urgency. Regardless of wider global events and uncertain financial markets that may influence whether a business commits to growing its headcount, there are a number of time-sensitive projects that still need to go ahead. These tend to have a clear start and finish date mapped out.
Bringing in professionals on a short-term basis who are accustomed to hitting the ground running without the employer needing to commit to the paperwork and costs of a permanent hire, means these urgent projects can still be completed by their deadlines.
With the growing importance of Data and Analytics for many organisations, this is translating into a tangible uptick in the number of contracting positions we are filling for clients, with many looking to hire into multiple project-based roles. This approach also means that employers benefit from the experience of contractors who have worked on a diverse range of projects across different firms.
The Impact of Evolving Technology
A third trend powering demand for contract work in the sector is Artificial Intelligence (AI). Everyone has heard of ChatGPT, but what is it all about? For Harnham’s specialist recruitment consultants, AI is our bread and butter and we are seeing a growing call for Machine Learning (ML) engineers who can work in numerous programming languages and data models.
Given the current trajectory of the Data & Analytics market, we expect to see all three trends continue to grow going forwards, leading to lots of opportunities for contract work.
Should someone currently in the ‘permanent’ camp consider a switch? We find that contracting work does not fit a specific demographic, it’s a personal lifestyle choice. For some, the flexible, freelance lifestyle is highly desirable and offers many benefits, but it is quite different from the permanent approach and therefore won’t suit everyone.
Before placing any contractor into a role, we set up an agreement between the employer and contractor to cover all eventualities. Harnham’s recruitment consultants are highly experienced at matching the right contractors with the right businesses and we provide contracts on a part-time and full-time basis.
The great advantage of this type of employment is that recruitment can be extremely quick and efficient. We have seen the process from interview to job offer to signing agreements happen within two days, which is an extremely fast turnaround. And whilst contractors generally don’t receive the same company benefits as permanent staff, at Harnham we do offer benefits to the contractors we have on our books.
Interested in hiring a data contractor for an upcoming project or expanding your team with a permanent data professional? Our expert team knows the market inside out, and how to reach the best talent out there, get in touch today.
A New Harnham Group Company Is Borne | Harnham Recruitment post
I’m thrilled to announce the newest member of Harnham Group: Rockborne. It’s been 15 years since we first started Harnham and over that time we’ve seen the Data & Analytics industry go from strength to strength and become one of the world’s most sought-after specialisms. While innovation and progress have allowed the industry to flourish, it’s been clear for a while now that the biggest threat to its continued success is a shortage of talent and, in particular, technical talent that can thrive in a business environment. As highlighted in our recently published Data & Analytics Salary Guide, half of all data leaders believe that the junior members of their teams don’t have the ability to articulate their work to non-technical stakeholders. Furthermore, they also believe that there is a significant need for those coming into the industry to learn how to better articulate their work and findings, improve their communication skills and to develop a better understanding of the nature the businesses that they work in. To help counter this, we have created Rockborne, a new business designed specifically to train and place the next generation of Data & Analytics professionals into our clients’ businesses. Rockborne will take on regular cohorts of diverse, highly-skilled and exceptionally promising STEM graduates and put them through an intensive 16-week training program designed to ensure that they not only have the most up to date technical knowledge, but also the business acumen and softer skills required to thrive in their careers. They will then be placed as Consultants in leading data teams across the country for two years, at which point their current employer will have the choice to keep them on permanently at no additional cost. The consultants will also have the opportunity to undertake three weeks of training, prior to their placement, tailored to the business they are entering so that they are fully prepared to hit the ground running and add value. To lead this new venture for the Harnham Group, we have put together an industry-leading team with Neil Berry as CEO. Neil brings a long career of experience in the Data & Analytics market, working across multiple sectors and industries delivering transformational change. His experience at several of the world’s foremost Data & Analytics consultancies, including most recently as a partner at both KPMG and IBM, makes him the ideal person to lead Rockborne’s senior management team. He’ll be working alongside former dunnhumby, Experian, Accenture and IBM’er Gareth Mitchell-Jones who joins us as Chief Revenue Officer; Waseem Ali, formerly of Virgin Care, General Assembly, Cloudstream Partners and Lloyd’s of London, as Chief Data Officer; and former Barclays, JP Morgan and Jane Street campus lead Amy Foster, who will serve as Rockborne’s Chief Talent Officer. We believe that this team enables us to really address the issues within the industry, and allow the Graduate Consultants they produce to be set for success. As the next part of our journey, Rockborne is set to continue the mission already pursued by our other Harnham Group companies; to help the world of Data & Analytics innovate and flourish, to provide opportunities for those who work in the industry to thrive, and to create a more diverse and inclusive workforce. You can learn more about Rockborne here or by contacting one of the team at firstname.lastname@example.org, email@example.com, firstname.lastname@example.org, or email@example.com.
The French data and analytics market: a healthy tension in tech
Despite a decline in activity in 2020, the data and analytics market remains less impacted by the Covid-19 crisis than other sectors.
Indeed, some areas of tech, such as cloud, digital marketing, marketing, and insights data analysis have even managed to maintain growth. As we approach 2022, businesses are particularly focused on talent acquisition, and in a candidate-driven market, there is healthy tension in the data and analytics recruitment market.
Covid-19, a catalyst for growth in e-commerce
For retail businesses operating in e-commerce, the pandemic has been the catalyst for huge growth, explains Sorcha Bray, from Harnham’s French office. This has driven both the need for those companies with already established e-commerce functions to ramp up their capabilities and those new to e-commerce to digitise quickly.
In response to the effect Covid-19 had on consumer behaviour, it became necessary for most e-commerce businesses to find simple and effective solutions to either launch or transform their activity. Overall, the pandemic has sped up digital transformation in retail by several years.
In response, companies are putting enormous effort into data and analytics recruitment. Indeed, 88 per cent of French businesses have been engaged in recruiting talent during 2021. This is putting pressure on the market and there are currently more jobs than candidates. Added to this, new roles are emerging, so it is proving difficult to find candidates with the ideal profile.
Hiring managers are searching for a new hybrid talent
Business leaders and hiring managers are actively seeking web analysts, tracking managers, and digital analysts. A web analyst’s job involves making websites more efficient in terms of traffic and setting up measurement tools to track site visits, click rates, and the visitor journey.
From these insights and subsequent diagnostics, the web analyst recommends website updates for improved UX. We are also experiencing demand for Conversion Rate Optimisation (CRO) experts, who through a methodical approach aim to increase the percentage of website visitors that take a specific action allowing businesses to generate more sales leads without the need to invest in generating more website traffic.
As identified by my colleagues in both Germany and The Nordics, there is also a demand for talent to fill an evolving hybrid role that sits between data analytics and other business functions. Businesses are looking for candidates with a solid business background that can navigate that path between data insights and wider business ambitions. The ideal candidate will be able to speak the right language and tell the right stories to help galvanise the different business functions and help turn data insights into measurable business growth.
There is a real demand for all of these talents right now, and businesses are actively seeking candidates who are available straight away. With demand outstripping supply, candidates are able to take their time in choosing their next move, dictating the pace of market movement.
A speedier hiring process could help businesses secure the best talent
As well as offering flexible working, businesses that are able to speed up their hiring process are likely to find themselves more attractive to candidates.
While salary will always be a motivator, entry and junior-level candidates are interested in training and development. Alongside this, career development should continue to be on the company agenda to mitigate attrition and help junior tech talent see a path within their current company.
Senior roles are seeing an uplift in demand
From the candidate perspective, senior roles, where candidates are looking to move from ‘good’ to ‘better’ roles in support of career progression are in demand. We are also experiencing an uplift in candidates seeking roles that are not predominantly tech-focused, for example, roles that combine data analytics and digital marketing or social media.
Is remote working here to stay?
In France, remote working is here to stay, and more companies are rethinking their flexible working policies, only asking employees to be on-site a couple of days a week.
But this does depend on the candidate and individual working styles are being taken into consideration during the hiring process in order to secure the right candidate. This also enables hiring managers to cast the net further and consider talent outside of the local area, helping to alleviate tension in the market.
Advice for businesses looking for data and analytics talent for 2022
Adapt your hiring process to maintain a competitive advantage. In a candidate-driven market with a choice of roles, those companies with a streamlined process are better able to secure the best talent right now. Once candidates have made a decision to move, they are looking to do so quickly, so businesses should take advantage of this candidate mindset.
Accept that as roles are evolving and the list of candidate skills required to fill these roles becomes longer, clients should accept that they might only receive a smaller number of better-quality candidates from which to take through the recruitment process. Act quickly and aim to complete the interview process within five working days (good candidates are in demand and may have five other processes running simultaneously).
Be open-minded and don’t be fixated on finding the perfect candidate. If someone doesn’t tick all the boxes but has a breadth of experience, then meet them for an interview – a strong digital analyst will be able to pick up a new skill quickly.
Whether you are looking for your next opportunity in data and analytics in France or need to build out a data team in the region, Harnham can help. Take a look at our latest jobs in France or get in touch with our consultants in France to find out more.
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.