Senior Scorecard Modeller
London / £55000 - £70000
£55000 - £70000
SENIOR SCORECARD MODELLER
This network provider is a leading presence in the UK and have continued to go from strength to strength. They are seeking a specialist to join their wider credit risk team to work across credit risk models and strategies, with a particular focus on acquisitions. This company furthermore has an excellent work culture, with a collaborative environment which could see you take your career to the next level.
This role would see you work across acquisitions and the customer journey to:
- Re-develop and enhance statistical models to drive insight into the customer journey
- Design acquisitions and wider credit risk strategies and provide support on wider credit and fraud strategies
- Develop acquisition and wider scorecards
- Provide wider ad hoc analysis and insight into customer trends and monitor the ongoing performance of credit strategies
YOUR SKILLS AND EXPERIENCE
- Previous experience in developing scorecards and statistical models, particularly in acquisitions
- Prior experience in driving and optimising credit risk strategies
- Strong SAS skills
- Educated to at least a degree level in a numerate degree
SALARY AND BENEFITS
- Up to £70,000 base salary
- Discretionary bonus
- Pension contribution scheme
- Excellent work culture
- Clear opportunities for progression within the company
HOW TO APPLY
Please register your interest by sending your CV to Rosie Walsh through the 'Apply' link
How to Create More Inclusive Data Teams
June is Pride month, a reminder of how far the LGBTQ community has come, and that there is still room to grow when it comes to creating an inclusive culture.
As many businesses focus on making sure their DEI strategies are more in practice than on paper, tech is no exception. One of the most surprising benefits of the shift to remote working in the last couple of years is doors have opened to those previously excluded by identity, gender, race, or color. The ability to source talent globally has made teams more diverse in their thinking and cultural backgrounds leaving room for increased innovation and productivity.
How Can You Make More Inclusive Data Teams?
There are several ways to make your tech or data team more inclusive, but the most elusive step is the one that may ensure everyone is on the same page – invite everyone to the table. How can you develop a strategy to be inclusive if you don’t include those who will most benefit from it? Below are four of the ways to build inclusivity in your team.
1. Give everyone a seat at the table
This bears repeating as it’s important to include everyone when it comes to discussions about inclusivity strategies for your team. What is the point of discussing diversity and inclusion strategies if you don’t include LGBTQ, BIPOC, and POC in the discussion?
2. Link inclusion to your company values
Mention it in all your content from brochures to website content to direct mail and videos. Offer networking opportunities either through mentorship programs offered virtually or online networking events. We travel in like circles, and we network in like circles, so it can be difficult for some of your employees to have access to events and opportunities you may take for granted.
3. Offer mentoring opportunities
Everyone needs someone to listen to their concerns, fears, frustrations, and triumphs, and mentors are empathetic listeners who can help guide employees to gain self-confidence and pursue leadership. But there is a flip side when thinking about mentoring as part of your inclusivity strategy, and that is that mentoring can go both ways. Senior employees are matched with younger LGBTQ employees in which the younger employees mentor the senior employees to increase their understanding of the issues LGBTQ, BIPOC, and POC employees face.
4. Be open and vulnerable
IT leaders must educate themselves on the bias and systemic racism their team may face or have faced in the past to affect change. There are quick fixes, but to make lasting change, you need to understand what your team faces daily, and from there step outside your comfort zone to ask them what can be done. Use this opportunity to foster discussion and debunk stereotypes.
Inclusive Data Teams Boost Performance
How does the saying go? The definition of insanity is doing the same thing over and over and expecting different results. And while you won’t get insane solutions to business problems, it does prove the idea that when you bring in diverse backgrounds, age, gender, race, ethnicity, and geographic components business performance can increase up to 12 percent between diverse versus nondiverse organizations.
In addition, when you mix people with different ways of thinking and perspectives, you add an element of creative innovation that might not exist if everyone thought the same way.
Using Data-driven HR to Build More Inclusive Data Teams
Human resources professionals are no longer relegated to a single location to source talent. The ability to recruit from anywhere in the world offers businesses and opportunity to have truly diverse teams. Some are turning to data science to help business leaders avoid bias creep, support decision-making, and help businesses adapt to their DEI strategies.
If you’re interested in big data & analytics, business intelligence (BI), or data science just to name a few, Harnham may have a role for you.
Check out our latest jobs or contact one of our expert consultants to learn more.
For our West Coast Team, contact us at (415) 614 – 4999 or send an email to firstname.lastname@example.org.
For our Arizona Team, contact us at (602) 562 7011 or send an email to email@example.com.
For our Mid-West and East Coast teams contact us at (212) 796-6070 or send an email to firstname.lastname@example.org.
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.
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.