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Global Leadership Team

View all team members and how to get in touch below

Simon Clarke

Managing Partner / CEO

David Farmer

Senior Partner / COO

Kat Heague

Partner

Sam Jones

Senior Vice President & Partner - US East

Stephen Lawrence

CFO

Mark Bremer

Director - UK

Stephanie Brooks

Senior Vice President - US West

McElla Pappas

Vice President - US West

Peter Schroeter

Senior Manager - Germany

Marcus Headicar

Head of Operations

Joe Gibbs

Senior Manager – Digital

Emma Reynolds

Head of Finance

Sophie Lidbetter

Head of Finance

Sarah Hobbs

Head of Business Support

Marion Van Vlierden

Legal and Compliance Manager

Latest jobs

Senior Data Scientist - Remote
Salary

Negotiable

Location

New York

Description

Are you technically strong on open source technologies to predict customer and marketing trends?

Reference:

85425/JK

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Data Scientist - Customer Analytics
Salary

Negotiable

Location

Boston, Massachusetts

Description

Are you customer centric in your advanced analytics work and want to work for one of the most data-rich companies in the world?

Reference:

85119/JK

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Head of Paid Search
Salary

US$140000 - US$160000 per annum

Location

New York

Description

An opportunity to spearhead the Paid Search/SEM initiative for a high growth financial services firm.

Reference:

LH382

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Principal Consultant - Fraud Analytics
Salary

£55000 - £75000 per annum + competitive benefits package, bonus

Location

London

Description

A growing fraud data team are looking for an experienced Fraud Consultant with an aptitude for data, analytics and technology.

Reference:

91824/RM

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SENIOR DATA ENGINEER (m/f/d)
Salary

€70000 - €80000 per annum

Location

München (80335), Bayern

Description

Does the prospect of working for a Munich based, up and coming start-up appeal to you?

Reference:

71836/JM

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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.

How To Hire With Video Interviews

Virtual interviewing may have erupted over the last few months but the trends are showing that this is something that is likely to last well beyond the remote reality that many people are facing. Virtual interviewing is not as easy as it seems, in fact we’ve found our clients asking us over and over again for advice on how to run an effective video interview process. With that in mind, we’ve compiled a list of some of our top tips for clients and hiring managers for a successful video interview:  1. DON’T FORGET THE PRE-INTERVIEW PREP Confirm: Just like you would confirm a face to face interview with an email with the right address, instruction of how to get there and what to expect – the same applies for virtual interviews. Ensure to email candidates in advance with a link, information about who they are meeting and, most importantly, what you expect from a dress code. One of candidates biggest areas of concern is usually about what to wear for a virtual interview, so setting this out clearly in an email is a great way to start the process off on the right foot.Do not forget to provide instructions for using the video conferencing platform. Whether it is zoom, skype, google hangouts or another – keep in mind the candidate may not be familiar with your platform of choice.  Test:  Make sure to log onto to the interview early to ensure your camera, microphone and set up works. Be sure to ensure that your image is clear and that the volume is adequate. It is likely that the candidate will do the same and will ensure that the first few minutes of the interview aren’t focused on the technical side of things and ‘can you hear/see me?’.  2. PROVIDE A CLEAR STRUCTURE Opening: A usual face to face interview provides opportunity for warming a candidate up, however this time there is no shaking of hands and asking about commute.Just because you are video interviewing does not mean therefore that icebreakers shouldn’t exist, consider still incorporating an icebreaker to put the candidate at ease.  Ease concerns: One of the biggest concerns that candidates have when video interviewing is that there is a lot more out of their control in comparison to sitting in a meeting room opposite your interviewer. To ease any worries that the candidate might have, and to create a great candidate experience, let them know that background noise is okay and not to panic if the connection drops out. It’s likely that the candidate will have done everything they can to stop both of these from occurring, but ultimately, they could happen and it’s important the candidate knows that this will not negatively affect their outcome.  Set the agenda: Once you are through the icebreaker and have eased concerns, make sure to set an agenda for the interview. Let the candidate know what to expect. For example, introduction, CV run through, competency questions, Q&A and end. End the interview the right way, finish up by telling the candidates about the next steps and the timescales that you expect for that.  3. PREPARE THE QUESTIONS IN ADVANCE Due to the nature of video interviews, you will find the experience quite different to what you were used to. Usually you would have the CV and question sheet in front of you on the table, or on a laptop and the candidate separate to that. This time, you will potentially have all of that information on one screen. Preparing for how to optimise your screen and information therefore is important so that you can focus more on the candidate.  Read up on the candidate: Complete your CV read through and background prior to the interview to ensure that you do not need to rely wholly on the CV to make sense of the candidate’s answers. Don’t try and wing it: Prepare your questions in advance, have the questions in front of you and use them to help you to keep the interview on track and ensure all your questions get answered.  4. BE AWARE THAT EYE CONTACT IS DIFFERENT One of the biggest issues that clients and candidates alike feedback to us is that the concept of eye contact when video interviewing has as slightly different meaning. Having real eye contact in a virtual interview is challenging, because it means that you are going to be looking at the camera and not at the candidate, which takes some adjusting to.  Top Tips: Train yourself to look at the camera when you are talking, as this will give the candidate more of that personal feeling.Avoid the temptation to gape at your image on the screen, or the candidate when  you are speaking. If possible, turn off your picture so that the only image that shows on the screen is that of the candidate – this avoids the very familiar desire to look at oneself.  5. AVOID DIGITAL DISTRACTIONS There’s only so much you can do to stop your child running into the room, or your partner forgetting you’re on an interview and heading to the fridge but you can control the digital interruptions. It is important that you give the candidate your full attention. If your entire process is virtual, these are the sole ways that the candidate has to judge whether this is the right opportunity for them – so remember that this is a key part of their experience. Turn off notifications: Interviewing on a computer means that you are more likely to be distracted by your emails, IM messages, we’d advise turning off your notifications for both emails and IMs and closing all unnecessary tabs. Turn your phone onto airplane mode or DND. Harnham are currently supporting our clients within the Data & Analytics space on running completely remote interview processes for candidates. If you're looking to hire we can help you optimise your process in order to get the best talent then get in touch with one of our expert consultants. 

Charlie Waterman

Charlie Waterman

18. June 2020

News

How Web Analytics Can Help Grow Your Business

Six months ago, many businesses had big plans for the new year, and the new decade. Little did we know the year had big plans of its own. So, how can businesses put their best foot forward now? Web Analytics. Understanding your Web Analytics helps you understand your customers. And, as everything stays online for the foreseeable future, you’ll be better placed to understand what demographics and desires drove the customer to your site, how you and your business can improve, and you can ultimately grow your business. So, how can Web Analytics help you? Understand Where Your Customers Come From Enhance Their Experience. Consider how your visitors come to your site – phone, tablet, laptop – and how you can optimise your site to best suit these devices. When you understand their demographic – age, gender, interest, location – you can use this information to enhance their experience through your customer-driven business decisions.  Know What Your Best Content Is and How it Draws Visitors to Your Site Visitors, views, page actions, and more all tell your business how your site is performing and what people like see and read. For example, if you have a ‘best day’ or ‘most read’ tag, find out what it was people identified with, and do more of it. Keep things fresh. Curate Your Content with SEO in Mind When you know your visitors, you can use search engine optimisation (SEO) to gain better visibility, rank higher on search engines, create content focused on what customers want to know based on their demographics and interests. Track and Analyse Your Metrics Align Analytics with Your Business Strategy  By aligning your data, analytics, and business strategies, you’ll have a clear view of your mission, your business objectives and goals, and data-driven solutions to inform your business strategies. Trust Your Team to Make Informed Decisions from the Frontlines Standardise Processes and Tools Explain Clearly to Eliminate Roadblocks to Change  As businesses return to a new normal and begin to rebuild, leaders will want to reassess business models. Though ways of doing business are new for everyone, many consumers say they’ll continue to use digital channels into the future. Make AI and Web Analytics Resources a Priority Look For and Hire Talent from Unexpected Places This has been a time to reassess change in not only business practices, but careers. Distance and remote learning have provided opportunities for those interested in pursuing new paths to upskill themselves for future jobs. Or if you see a professional in your business with potential, this is also an ideal time to reskill those workers ready for a change. Offer training, classes, and more to help drive interest. Build Your Data Strategy More Aggressively Identify risk through an audit of your existing models at the operational, risk, and financial areas and keep a close eye using model-validation. Having this information can help your business to better inform your decisions and reassess your business practices from just a few years ago. Don’t get caught up in one form or another of Data. Be sure to include both external and internal Data in your audit. Having this information can help you decide which Data should be cleansed, what information should inform improvements, and how standardisation can help ensure your Web Analytics metrics keep your business running for the future. From stakeholders to business leaders to employees on the frontlines, everyone is learning at a rapid rate. Ensuring everyone is on the same page with an eye to processes and standardisation can help to position your business for scalability.  Much has changed from January to June, but if you’re ready for the new normal, we may have a role for you. If you’re interested in Big Data & Analytics or other Data professional opportunities, take a look at our latest opportunities or get in touch with one of our expert consultants to find out more.  

Adam Osborne

Adam Osborne

11. June 2020

News