Mark Bremer - Recruiter Profile | Harnham Recruitment

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Mark Bremer

Director - UK

Bio

With over 10 years recruitment experience Mark joined Harnham in 2015 progressing from Senior Manager to Director. Mark is currently responsible for the day to day management of the UK Contract business and the strategy for developing and executing growth for the team. He also manages part of our permanent division, the Data & Technology and Credit Risk teams.

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 Top Data Trends for 2021

Back in 2019, there was speculation that 2020 was going to the year for Data Science and, whilst it certainly was, the reason for its acceleration wasn’t entirely planned. Since the start of the coronavirus pandemic, the implementation and use of all disciplines within Data, including Data Analytics, Machine Learning, AI and Data Science, grew exponentially across all industries globally. Since March 2020, teams have been using data to help themselves navigate the unknown. By having tangible hard numbers and statistics, decision makers have been able to make informed business choices which not only make supply chains and service offerings more effective and efficient but save time and money - both crucial elements for any company, but especially in a time of crisis. This growth of Data & Analytics is set to continue as we move further into 2021 (and beyond). Figures suggest that 2020-2022 could be the biggest period of growth the industry has ever seen, from being worth $189bn globally in 2019 to an estimated $274bn in 2022. This not only means more innovation and disruption from numerous businesses globally, but also a higher demand for Data specialist recruitment. So, what exactly could this growth look like over the next 12 months? The rise of the Machine Learning Engineer (MLE) Usually, when companies want to build a data-driven business model and analyse the data, they would hire two separate roles in order to do this: A Data Scientist to do the deep dive analysis and then build the model, this model would then be passed to an Engineer who would write the code and deploy the model so it can run effectively in a business setting and get results. However, as a direct result of the pandemic, companies are now looking at ways to get as much as they can out of their financial investment and make their teams leaner. Machine Learning Engineers mould the roles of the Data Scientist and Engineer into one and the salary investment would be slashed by half. But implementing this change won’t be an easy feat for employers straight away. Machine Learning Engineers will be harder to find that Data Scientists and Engineers, as many data specialists won’t have an all-round knowledge of both disciplines instead, holding specific specialisms in one area. Nevertheless, with this increased demand for MLEs, we will see people who are earlier in their careers building up the necessary skills to have the perfect CV for a MLE, making them much more employable. An increase in e-commerce This year we will undoubtedly see an increased focus put on e-commerce. As our world becomes increasingly more virtual, companies will be trading more than ever online and, to be successful, many of them will need to invest heavily in the data and technology needed to run e-commerce efficiently. From updating their website to implementing more analysis and testing, these aspects will allow companies to better understand what their consumers are doing online, ensuring that their e-commerce platform is fit for purpose. Amazon is a prime example of where most e-commerce retailers will be aiming for over the next few years. Aspects that we take for granted from the retail giant, such as being told when something is out of stock and the expected delivery date of our order, is in fact a very complex data and algorithm platform that takes large financial investment to perfect. However, we will likely see more and more smaller businesses looking at how they can create and build something similar for their own sites. IR35 won’t be the death of the contractor In 2021 the economy will continue to rely heavily on an agile workforce, however, with the introduction of IR35 in April many companies are going to pause, or stop altogether, the hiring of self-employed contractors; instead, opting for permanent members of staff. A Catch-22. That said, this won’t necessarily be a long-term issue. IR35 started in the public sector and at that time, a lot of companies locked up and didn’t hire contractors. They suffered from losing those highly skilled individuals and became worse off for it and, over time, the issues were resolved, and contractors could once again enter the workplace without too much worry. The business world will, of course, have teething problems with this and we are likely to see the number of contractors decline in the first half of 2021. Many of these individuals may opt to take on permanent roles for the time being, accepting a lower net income but, after a 12 month delay and with a greater understanding of the IR35 processes and legislations, businesses should feel more confidence in continuing to hire contractors, especially in high level roles. Diversity One of the biggest trends we’re likely to see in the industry in the year ahead lies within Diversity and Inclusion. The market has been traditionally quite poor when it comes to diversity, especially where gender is involved. Currently, only 18-25 per cent of the market is female and these percentages decrease the further up the career ladder you look. After the events of this year, such as the Black Lives Matter movement, more businesses in the space are going to focus on how to improve their diversity. Of course, there is no quick fix, and this will be a theme for many years to come but 2021 will certainly be a great starting point. Internal structures and procedures will need to be revisited by HR leaders and senior teams and tackling the problem much be started at the roots with aspects such as the hiring process and attitudes towards Diversity and Inclusion within existing internal teams.2020 has been a rollercoaster of a year and one that has witnessed huge change, growth and innovation within all areas of Data. The Data & Analytics market remains full of exciting and dynamic opportunities. To learn more about our work in this space, take a look at our latest roles or get in touch with us at info@harnham.com.

by Mark Bremer

07. January 2021

First timer’s guide to contracting

If you are reading this article, you have decided to join the growing number of data and analytics professionals in the freelance market. As daunting as this may be for some, increasingly permanent staff are now exploring the prospect of contract work for their next career move. Whether it be for reasons of flexibility or a financial bottom line, contracting is now a credible career choice for many data analysts whose skill-sets are in high demand across many sectors that need additional resources. This sentiment is echoed by the IPSE (the Association of Independent Professionals and the Self-Employed), who conducted a recent survey, which showed more than a third (35%) of freelancers indicated increased confidence in their business outlook for 2016. Reaping the benefitsAs we are a few months into the new year, this confidence seems to be well placed for data analysts in particular. Largely due to the breadth and wealth of experience gained from contracting across differing technologies and verticals. This concentrated exposure can progress your career far quicker than a permanent role, in what is a fast-paced, increasingly real-time, data-led landscape. So, no matter if you are already a contractor, or thinking of becoming one, this first timer’s guide will make sure you are getting the most out of each new opportunity. I have highlighted five of the most common tasks I help job seekers with in order for them to be fully prepared to start a new contract job. You should use this guide when you’re weighing up if contracting is right for you, and if you could make the leap to the contract market. Your CV: A targeted CV can make all the difference for you to stand out to both recruiters and hiring managers. Make sure, it’s high-impact and concise. With clear details of your previous technical experience. Taxes: As you’re self-employed, the company you work for is now your client. They won’t pay your tax for you; this will be your responsibility at the end of every financial year. Therefore, it’s always prudent to save 20-30% of your monthly pay to go towards your taxes when April arrives to avoid any nasty surprises now that as of April 2016, HMRC outlined new expenses and tax relief guidelines. Find a good accountant: Speaking of taxes, a good accountant will be your best ally. They will make sure your taxes are paid, and deadlines are met. They will also advise you on allowable expenses for contractors. Adaptability: As a contractor, you’ll typically join an established team in full flow, and be expected to land on your feet. You will need to reassure your client that this is something you’re highly experienced in. Whether this is due to jumping from project to project in a permanent role, or past contracts. Networking: You are now the face and sales function of your own consultancy, and will need to make sure you have the knowledge of where your next contract is going to come from. Whether it’s through using your preferred agency such as Harnham, keeping in touch with previous managers, or networking with other contractors within the market; who you know will be a big influence in where you find your next contract. It is key that you are vigilant and consistent in your search. Have you been seen an impact of the tax changes for contractors or recently become a contractor? If you have any questions about contracting, or would like any further advice, please get in touch with our contract team on 020 8408 6070.

by Mark Bremer

11. May 2016

New data to help current account comparisons

The government has announced the major current account providers will offer customers their account data in a simpler format in an effort to help informed decisions about switching. The Treasury and Department for Business, Innovation and Skills have secured an agreement from Barclays, HSBC, Lloyds, Nationwide, RBS and Santander to provide customers with new data to enable “quick and easy” comparisons of their accounts. It is expected that all current account providers will make this data available in due course. Chancellor of the Exchequer George Osborne said: “I am determined to build a banking system that works for customers. Key to that is making sure that they can make informed decisions. “That is why the government has ensured the banks will provide customers with the information they need to decide whether their current account is the best one for them.” It has also been confirmed the new standardized format for account data will be used in comparison sites for the first time. The government’s announcement is part of its wider MiData programme and follows on from its current account switching service which launched last September and guarantees current account switches in seven days. Osborne added: “MiData, combined with seven day account switching, means that the government is increasing competition in high street banking and arming customers with the weapons they need to hold banks to account to make sure that they are getting the best deal.” Richard Lloyd, executive director of consumer champion Which?, said: “This information should make a big difference as people could be thousands of pounds worse off by having the wrong account.” Click here for the article on the web.

by Mark Bremer

25. March 2015

Lower credit scores cost households more

The average family with a low credit rating spends an extra £1,170 each year purchasing household expenditures on finance, according to a new credit ratings report. Specialist credit card provider aqua commissioned the report ‘The Cost of a Poor Credit Rating,’ which quantifies the direct cost of having a poor credit rating. The report revealed that families have been unnecessarily spending money by missing out on better tariffs, adding hundreds to utility bills, mobile phone contracts, and credit cards. Dr John Glen, senior lecturer at Cranfield Business School and author of the report, said: “Simply put, poor credit is costing households in the UK billions. It’s alarming that often the people who need the most help are the ones who are charged more for everyday household products and services. “And it’s not just a small number of people, previous research commissioned by aqua has found that 57% of adults in the UK are ‘at risk’ of being declined credit, as a result of a low credit score.” Aqua had previously found that more than half of the UK adult population are at risk of being declined credit by mainstream lenders. Research uncovered that households with poor credit scores can pay between £1,089 and £1,225 more than those with healthy credit scores. James Corcoran, chief executive of aqua card issuer Progressive Credit, added: “We commissioned this research as we believe in the importance of helping people be better with money, and so be better off. “Following on from the ‘Mind the Credit Gap’ report, our latest research shows that having a poor credit rating really does matter – it costs you money. The amount wasted every single year by having a poor credit rating is significant in terms of people’s disposable income and is the equivalent of an average family’s annual gas and electricity bill. “The irony is that the people who need their money to go further are the ones who end up paying more.” Generally, families with lower credit scores can only access month by month contracts, resulting in annual charges of £174.84 for an average broadband broadcast package to avoid having their credit checked. Conversely, families with good credit scores pay £59.88. Similarly, purchasing an £8,000 car on finance would cost someone with a poor credit rating £6,798 in interest payments, compared to an average of £1,198 for someone with a good score. Click here for the article on the web.

by Mark Bremer

27. February 2014

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