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.
As a Founding Partner of Harnham, David has built and established sales teams facing in to the UK and international markets. David is now responsible for overseeing Harnham’s global sales team, whilst also building best in class Learning & Development and Internal Recruitment teams.
David’s career has spanned over 15 years in recruitment across the IT, Pharmaceutical and Data & Analytics markets, and he is recognised as an expert in the industry.
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.
Across the globe, the impact of COVID-19 has spread like wildfire and our sense of normality has been shaken, most likely for good. We’re seeing huge spikes of flexible working offerings, with many opting to work from home; a virtual world of online meetings; new diagnosable psychological conditions such as ‘Zoom fatigue’; the inability to stand any closer to our friends and colleagues than two metres; and real concerns for our jobs markets and our economy. However, elements of our new world aren’t as unique as we probably think. The changes that the pandemic has made to many of our industries, their environments and attitudes especially, were beginning to take shape a few years before COVID-19 in the Data & Analytics space. Flexibility Working remotely or from home is possible in the industry first and foremost because of well-established, high-functioning Cloud-based technologies. In Harnham’s most recent research, our 2020 UK Salary Guide, the top five technologies across the sphere are SQL, Python, SAS, Google Analytics and Excel. With these systems already in place, the almost-overnight shift that the world saw from office-based work to a flexible model was already implemented across the Data & Analytics sector. Ahead of the pandemic, over half of Data & Analytics businesses stated that they had some sort of flexible working scheme in place; this year we saw this rocket to 84%. While it may seem connected this growth is not a result of lockdown measures. Prior to COVID-19 rapidly changing measures in the UK, 83% of respondents were listed as having some form of flexible working, something which only increased by 2% during our post-COVID analysis. Job Security Of course, one big concern across the board was whether any of us would have a desk to go back to once things began to subside, with many holding onto their current roles for dear life. However, for Data & Analytics, changes in attitudes were not as drastic as people may expect. While less respondents felt ‘more secure’ in their role and slightly more felt ‘less secure’ than this time last year, the number who felt ‘about the same’ stayed almost identical. Even post-COVID, 77% felt ‘more’ or ‘as secure’ in the role, the same percentage as in our 2019 guide. Interlinked with this surprisingly good attitude towards job security is the atypical finding that, despite our economy and the jobs market as a whole, the Data & Analytics market will be more active than ever this year. Post-COVID less respondents felt happy in their current position and almost a third were actively seeking a new role. Confident in the industry as it still efficiently grinds it gears, employees are searching for more competitive salaries (17%) or a role with more career progression prospects (18%); 74% would happily leave their roles if something better came about within the industry, only 3 percentage points down from last year. The pandemic has undoubtedly changed our world for good, and for many the next year, two years and so on will be a period of having to adapt and flex to the employee, economic and industry changes to come. What is sure however, is that Data & Analytics is two steps ahead, and will look to continue to trail blaze over this turbulent time as an industry that has been adapting to the ‘New Normal’ long before any of us could have predicted we would need it. If you're looking for more insights on the Data & Analytics, you can download our 2020 UK, EU, and US guides here. If you're looking to take the next step in your career you can find all of our latest roles here or, if you're looking to hire in these uncertain times, get in touch with one of our expert consultants who will be happy to help.
13. August 2020
As we learn more about COVID-19, we want to inform you of the proactive measures Harnham have taken to ensure the health and safety of our employees, while continuing to provide the best possible service to you. The majority of our service offering will be unaffected by the current situation. All staff are continuing to work remotely and are on hand to support you, although you may experience slight delays in communication or find our phone lines busy. In these instances, we'd ask that you contact the member of the Harnham team that you were last in contact with directly. If you need to find their details, you can contact them via their online profile. Alternatively, you can also contact us via our social media channels and directly via email to our main inbox (UK/EU and USA). Our Operations and Technology team have been working around the clock over the past weeks to ensure that we are able to continue running processes virtually. This has ensured that we are able to provide our clients with virtual meeting spaces, alongside the opportunity to conduct video interviews and calls without the need for face to face interaction. We are working with a number of businesses who are continuing to hire, supporting them as they begin putting in place alternative processes. We will be in contact with all candidates who are currently in any process to update on the current situation or any change to process. If you are currently looking for a new role, all our open vacancies have been updated on our website which you can view here. In the coming weeks our Marketing Team will be running a number of events such as webinars and online Q&A sessions. I would advise that if you are not already following us on Social Media (Twitter and LinkedIn), that you do so to ensure you don’t miss these. We are also working to provide a range of comprehensive guides covering the challenges that you may face in the current climate. I’d also like to add, if you have yet to take part in the Harnham 2020 Salary Survey please take a moment to do so, we will be extending this for a further two weeks due to unprecedented demand. All those that take part will be the first to receive a copy of the report. In the meantime, we're running as close to business as normal as we possibly can, and are still here to support you with any hiring or job-seeking needs. We hope that you are able to look after yourself through this trying time and we look forward to working closely together again when normality returns.
19. March 2020
I'm excited to announce the launch of our 9th annual Salary Survey. Covering salaries, diversity, benefits and technologies, our published Salary Guide is known for reflecting and driving trends within the Data & Analytics industry. As ever, we can't put together our guide without your input, so we are extremely grateful to everyone who is able to take part. This year, one participant will win a £500 Amazon Voucher (or an equivalent amount in your local currency). You can read all the terms and conditions for this here. The survey takes around 10 minutes and we would love to hear your thoughts. All submissions are 100% confidential and will only be used to provide an overview of the industry as a whole. You can choose the survey relevant to you below: UK Survey US Survey EU/EEA Survey In the meantime, you can download a copy of last year's completed Salary Guide here. We look forward to sharing our latest results with you later in the year.
21. January 2020
I'm incredibly pleased to announce that this week we have launched two new offices. The first, in central Berlin, will solidify our on-the-ground presence in the German capital and allow us to continue to develop our client base in this rapidly-growing market. Run by Senior Manager Peter Schroeter, under the guidance of our Director of Europe, Alex Hutchings, we're really excited to see the new space become a hub for Berlin's Data & Analytics talent. Secondly, we've also opened a second Wimbledon office. Despite only moving in to our current home 18 months ago, our rapid growth has led to us opening an additional Executive Office to house our Operations team as we bring in more and more expert consultants. Fortunately, it's just over the road, so there's no need to grab a bus between meetings. This continues to be a great time for Harnham and watch this space for more growth news in the not too distant future.
09. July 2019
We are thrilled to announce the launch of our 2019 UK, US and European Salary Guides. With over 3,000 respondents globally, this year’s guides are our largest and most insightful yet. Looking at your responses, it is overwhelmingly clear that the Data & Analytics industry is continuing to thrive. This has led to an incredibly active market with 77% of respondents in the UK and Europe, and 72% in the US, willing to leave their role for the right opportunity. Salary expectations remain high, although we’re seeing that candidates often expect 2-10% more than they actually achieve when moving between roles. Globally, we’ve also seen a change in the reasons people give for leaving a position, with a lack of career progression overtaking an uncompetitive salary as the main reason for seeking a change. There also remains plenty of room for industry improvement when looking at gender parity; the UK market is only 25% female and this falls to 23% in the US and 21% across the rest of Europe. In addition to our findings, the guides also include insights into a variety of markets and recommendations for both those hiring, and those seeking a new role. You can download your copies of the UK, US and European guides here.
10. June 2019
We are delighted to announce that Best Companies has awarded Harnham a 3 Star accreditation, their highest standard of workplace engagement. Presented only to organisations that truly excel, the accreditation reflects 'extraordinary' levels of workplace engagement. As a business who dedicates a lot of effort towards our employees’ wellbeing and development, we’re incredibly pleased to see that our team remains incredibly engaged. This is only our first year of participating in this survey, so to achieve such a high score reflects how highly we value our workforce. Following a recent run of award wins, including being named APSCo’s Recruitment Company of the Year £10m-£50m and LinkedIn’s 6th Most Socially Engaged Staffing Agency (out of 38,000), we’re excited to see what the remainder of 2019 holds for Harnham. If you’d like to work for us, take a look at our Internal Recruitment area or email email@example.com.
24. January 2019
We are thrilled to announce the release of the 2018 editions of our market-leading Salary Guides for the UK, US and Europe. Having spoken to thousands of Data & Analytics professionals across the globe, we gained invaluable insights into key industry salaries and trends across a wide variety of specialisms and sectors. Our surveys are created for analysts, by analysts, and offer a detailed, on-the-ground look at what’s concerning talent in the industry. As with the last few years, 2018 has shown us that the data industry continues to grow and shows no sign of slowing, with demand for analysts still easily outstripping supply. The guides include salary and trend analysis across five key specialisms: Data & Technology, Data Science, Digital Analytics, Marketing & Insight, and Risk Analytics. You can download the UK & EU guides here.
10. September 2018
At Harnham, we believe that charity begins at work. We allow each employee to take one paid charity day off a year, in addition to their annual leave, to work for a charity of their choice. In December 2017, almost every employee in our London office decided to use their charity day to collectively volunteer for a local charity. In the lead up to Christmas, 50 employees went out in small groups daily to volunteer at the Wimbledon Foodbank. Employees generously brought in their own food to donate, and Harnham also donated a £500 supermarket order. Thanks to our volunteering at the Wimbledon foodbank, we contributed to providing help to 889 people in crisis in December 2017. 8 tons of food was donated, sorted and dated, and over 300 food parcels were handed out. In comparison, during November, 352 people were fed, 124 parcels were handed out, and 3 tons of donations were received. In order to keep supporting the Wimbledon Foodbank, employees have the opportunity to donate directly to them through our Payroll Just Giving Scheme. Harnham also matches all donations up to the value of £20.
21. May 2018
Anyone working in analytics will know as well as I do that things move fast. The pace of change and evolution in the market means that each year presents new challenges and opportunities for us all. As I write this, we are busy planning our 10th anniversary celebrations; since the first day Simon and I started working from a couple of desks in his lounge back in 2006, we’ve immersed ourselves in data and analytics, and now Harnham is filled with a thriving team who are equally as passionate about the market as we are. Harnham’s Market Insight 2016 saw us release our latest data and analytics salary guide. Apologies to those who had issues downloading it – our website was overwhelmed by the 900 people who downloaded it in the first few hours alone! It yet again, emphasised many interesting points about the market, whether you’re hiring or being hired. If you would like more information on anything from this year’s guide, feel free to get in touch with one of the team. Beyond the UK, 2016 has been a busy year. Harnham’s international expansion has continued apace – in the last year, we have welcomed Alex Hutchings as Director of our European business and Craig Brown as Managing Director of Harnham USA. With these two additions, we now have consultants working in 11 countries across Europe alongside our growing UK and USA teams, meaning we are more equipped than ever to support you in any of these regions. As well as learning to say resume rather than CV, the team in the USA has also shared their tips on strategic CV writing and how to overcome hiring challenges. Data And Analytics Is Moving OnOver the last few years, data and analytics has spread its reach far and wide. Data science in particular, has continued to grow as a discipline, moving it from “must-have title” and industry buzzword to a clearly defined discipline. For graduates entering that market, the options are broad and potentially bewildering. So, Harvey offered solid advice for graduates in his recent article. As fast as the market is developing, it is not without its struggles, as seen in Jethro’s post about why it is hard to build a Big Data team, whilst Ross detailed why Business Intelligence is often considered “old news”. Beyond simply focusing on analytics and data, we’ve created commentary on topics important to us this year. As a new dad, I wrote about what I see the challenges working parents face and what I believe companies can do to support them. With all this activity, let’s not forget about the over 500 people we have found roles in the last 12 months! All in all – it’s been a busy start to the year, with more to come! You can get involved Don’t forget to download your copy of the 2016 Harnham Salary Guide and participate in ourongoing survey and tell us which trends we all should be looking out for in 2016 – 2017.
05. July 2016
As a manager of a recruitment business, I am often called into meetings with organisations to discuss the challenge of attracting a diverse workforce. The expectation of us as an agency being to ensure we are doing as much as we can to create a diverse shortlist. What strikes me about this is that as a supplier, we will be rewarded for sourcing candidates for these roles, so it is firmly in our interest to make sure we send the best candidate, no matter what sex, nationality or age. Also, positive discrimination (Affirmative action in the USA) is not legally acceptable in the UK, and therefore asking agencies to present diverse shortlists will potentially lead to more discrimination, rather than less. Equally, I think that looking at the supply of candidates to solve the diversity problem is potentially looking in the wrong direction, and instead companies need to look at some of the things that they do, that prevent them from attracting a diverse pool of candidates. There is a common trend in the meetings I attend. We work in a technical market where entry is dominated by men and where many clients struggle to attract women into management and senior management roles, and this is where I think that organisations are causing their own issues – namely the “Mummy problem”. First and foremost, let me clear up any potential for accusations of sexist generalisations – the problem should be considered a “parent problem” rather than a “mummy problem”, but the challenge does seem to disproportionately impact the female workforce more than their male counterparts, so please forgive my use of this phrase. The parent trapThe following example highlights exactly what I mean: Chatting to a friend recently, she asked me for some advice. She was in the advanced stages of an interview process and liked the company. She has one child and was thinking of a second in the future. She had asked the organisation in question to send through their benefits package and had been sent it, but it didn’t include the parental leave policy. Her concern was that if she went back to the company to ask for this then she would immediately damage her candidacy, so she wanted to see if there was a way she could find out what their policy was without asking. My advice was simple – ask them for it. If they’re not willing to share it with you or it does damage your chances of securing the role, then you don’t want to work for them anyway. In this situation, the company in question sent it through to her, and all ended well with a job offer and a new role, but that’s not the issue at hand – the problem is her perception in the first place. How many other female candidates withdraw from processes because they haven’t wanted to ask for a maternity policy? The lack of information available on these policies without asking directly for it seems very poor. Had my friend not had the confidence to ask, the company would have missed out on someone they clearly wanted to hire based on her misconception. Transparency is keyAs far as I can see, the issue isn’t exclusively with externally advertising the policies. In researching this piece, I spoke to a client within a FTSE 50 company. She shared with me that she had been looking to leave that business to secure a role with better maternity benefits as the published policy suggested that she would only be entitled to statutory maternity pay and she was worried that if she asked anyone internally if this was the case, she would then be looked at differently. It was only when she had found a potential role and approached a friend in their HR team about a question on notice period that she had an off-the-record conversation about the fact she was looking and was made aware of the fact that she was actually on an enhanced maternity package. She stayed in the business. So we find ourselves in a situation where (some) female candidates don’t want to ask the question, and female employees don’t either. Either way, this should serve as a wakeup call for many organisations that they clearly must do more to communicate parental leave policies. In my eyes, if these two examples are indicative of the norm, then the solution for companies is simple – it all comes down to communication… Knowledge is powerDetail your parental leave policy in your benefits package. Almost all the packages we see from organisations have a thorough breakdown of all potential benefits, however barely any has any detail regarding parental leave. Companies, of course, want to hire people who will spend many years in the business, but in my eyes, they’re simply not doing enough to show what that would involve. As a new father, I know just how important these conversations of maternity and paternity leave are when considering children, so companies need to consider this when selling roles to potential hires. One thing I have reflected on when writing this – is there a reason for companies to be secretive on parental leave policy? Is there a fear of other organisations learning these benefits? Is the fear that employees will feel hard done by at a junior level when their policy is not enhanced? I haven’t been able to pinpoint the answer, and whilst I have asked a number of people about this, and can’t find a conclusive theme, I would appreciate people’s thoughts.
23. May 2016