Portfolio Analyst jobs

What We Do

We help the best talent in the Portfolio Analyst market find rewarding careers.

Global risk and portfolio profiling help brands understand success across metrics such as currencies and economies. Understanding and increasing growth, as well as market share, through skilled optimisation, is a coveted skill set we hire for.

Strategic planning and stress testing to balance risk is paramount for the businesses we work with to maximise returns, and getting the most out of a portfolio is something all Harnham candidates are well versed in.

We at Harnham inspect all the elements of every candidate's profile to determine the right balance of experience, education and team fit.

Call our London office to find your perfect fit on 020 8408 6070 or email info@harnham.com.

Latest Jobs

Salary

£40000 - £48000 per annum + competitive benefits package

Location

London

Description

I am currently on the lookout for strong Credit Risk Strategy Analysts who are keen to take responsibility for full strategy development projects!

Salary

£40000 - £50000 per annum + competitive benefits package

Location

London

Description

A leading Peer to Peer lender need a strategy expert in Collections to join their ever growing and fast paced analytics team!

Salary

£10 - £80000 per annum

Location

London

Description

This is a chance to work within a leading bank across their vast array of different markets, products and channels to deliver insights

Salary

£45000 - £50000 per annum + competitive benefits package

Location

London

Description

Credit Risk Strategy Analysts who are keen to take responsibility for full strategy development projects in a Tier 1 Bank - this is for you!

Salary

£45000 - £65000 per annum + competitive benefits package

Location

London

Description

One of our most innovative and fast paced clients are on the lookout for a Senior Credit Risk Analyst to work on their new Unsecured Loans product.

Salary

£40000 - £65000 per annum + Competitive Benefits

Location

London

Description

Tired of red tape and bureaucracy? Here's a chance to champion your own ideas through from start to finish and own Credit Risk strategies!

Harnham blog & news

With over 10 years experience working solely in the Data & Analytics sector our consultants are able to offer detailed insights into the industry.

Visit our Blogs & News portal or check out our recent posts below.

The fight for senior risk analysts

If you have had difficulties hiring a Senior Risk Analyst recently, and you’re scratching your head as to why – this article should hopefully shed some light on the matter. Year on year we have seen the demand for Senior Risk Analysts skyrocket, making them the most sought after analysts in the ever-evolving world of risk. It’s no surprise that since 2012, the growth of challenger banks and the subprime sector means hiring candidates with experience in risk/FS alongside experience of SAS, has become even more challenging.The growth in demand just can’t be matched by supply. Risk analysts with 2-5 years’ experience are the golden eggs within this rapidly growing and advancing market and it seems that everyone wants them. If a strong Senior Risk Analyst comes on the market, they can have as many as 15 roles to consider at any one time – now this is great for the candidate but it is a recruitment nightmare for the companies looking to get this person on board. I have seen the good, the bad and the ugly when it comes to recruitment processes and these 5 tips below will give you a huge advantage in securing your perfect candidate in the face of fierce competition!1. You must have a slick and efficient recruitment processThe days of a 3+ stage recruitment process for Senior Analysts are over. Why do three one-hour interviews when you can cover it all in one stage and send a message of intent to the candidate? If the recruitment process is slow, unorganised and laborious, a candidate will perceive that this is what it is like to work for the company. Ultimately, the quicker the process, the more chance you will have of securing your perfect candidate.2. Sell, sell, sellAt the end of the day, the purpose of an interview is for the candidate to show off their skills in front of a prospective employer. But as the interviewer, you have a duty to sell the role as much as possible because if you don’t, I can guarantee your competitors will. Another big sell is skipping any testing at the first stage – face-to-face interaction as a first stage is such a good way to get a candidate engaged in a process. Sometimes, there may be 2-3 stages before candidates have even met anyone in the company!3. It’s the little things that make a big differenceBelieve it or not, some people don’t like regular contact from recruiters requesting updates on their situation (I couldn’t believe it!). One really nice touch I have seen work is a hiring manager calling their preferred candidate from their personal mobile in between interviews to check in and see how things were going – little things like this can make a big difference in the long run, and only take a couple of minutes.4. Best offer firstThis is the most frustrating thing that I come across in recruitment. Companies sift through a huge number of CVs sent through by recruiters/direct applicants, spend countless hours interviewing candidates, and when they finally find the perfect candidate, they under-offer them to see whether they can get them slightly cheaper… It all comes back to intent, and by offering the best possible offer first time, it sends a positive and decisive message to any prospective candidates.5. Flexing on skills – have you considered it?Although it may not always be ideal to begin with, employers flexing on skills and experience is something I have seen work a number of times over the past 12 months. For example, a role may be open for 6 months whilst the employer is trying to find their perfect candidate but within that time, they could have hired someone who didn’t quite tick all of the boxes, trained them up in 3 months and saved themselves a lot of time and money! If you think the candidate can pick things up quickly, definitely consider them.It’s never going to be a seamless process when attempting to hire a Senior Risk Analyst so don’t make it harder for yourself!

Bank's priority? Improve credit risk models

FICO, a leading predictive analytics and decision management software company, and Efma today announced the results of the seventh European Credit Risk Survey, which measures retail bankers´ outlook for the availability of credit along with their investment priorities for the year ahead. In the February survey, completed by 130 credit risk professionals from 41 countries, the forecast for a “credit gap” between credit supply and demand fell sharply from the last survey, conducted this past fall. For consumers, the projected gap was just 4 percentage points, with 30 percent of respondents projecting some increase in the amount of credit requested and 26 percent projecting an increase in supply. By comparison, in the autumn 2012 survey the spread between projected demand and supply was a full 20 percentage points. For small businesses, the gap was even smaller. In the new survey, 31 percent of respondents reported that they expect the aggregate amount of credit requested by small businesses to increase, and 29 percent expect the amount granted by lenders to also increase. “Most of the new business growth in our corporate sector is coming from the SME segment,” said Dr. Cüneyt Sezgin, board and audit committee member at Turkey´s Garanti Bank in the FICO/Efma report. “Loans represent the primary relationship between banks and SMEs, as other financing alternatives for smaller companies are not well-developed in this market. Cash loans to SMEs represented 37 percent of total Turkish lira cash loans in 2012, and this ratio has been continuously increasing.” “Despite the economic challenges in many countries, lenders are telling us they´re prepared to meet a modest increase in credit demand,” said Mike Gordon, senior vice president for FICO sales, services and marketing. “Given last month´s report that European banks have dramatically cut their Basel III capital shortfall, it appears that they gradually may be able to make more capital available for borrowers.” European bankers also laid out their priorities for investment in analytics. More than 40 percent of respondents reported they will invest in improving their analytics, with the highest priorities being credit risk models for both new credit applicants (61 percent of respondents) and existing customers (50 percent). In addition, 38 percent of respondents said they will increase their investment in risk analytics that incorporate Big Data. “Although consumer lending is a mature process using analytics to support risk classification, marketing, underwriting and authorizations, predictive models must constantly be calibrated to accommodate changes in consumers´ behavior,” said Manuel Goncalves, director of the Risk and Decision Models Unit at Portugal-based Millennium bcp in the report. “These changes are driven not only by the adverse economic context but also by greater mobility and social networking. At the same time, there are new and richer sources of data that can be used to improve risk management and deliver a better customer experience.” The delinquency forecast was nearly unchanged from the last survey, with at least 40 percent of respondents forecasting an increase in delinquencies during the next six months on mortgages, credit cards and small business loans. “We don´t expect a reversal of this trend until the economies of Europe show greater recovery,” said Patrick Desmarès, secretary general of Efma. “That said, Europe is a heterogeneous region, with some countries preparing for a triple-dip recession while others, such as Turkey, look quite robust. The uncertainty across much of the region is particularly challenging for multi-national banks.” Click here for the article on the web.

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