harnham salary guide 2014
TRANSCRIPT
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HARNHAM INSIGTHFUL RECRUITMENT
HARNHAM DATA & ANALYTICSSALARY GUIDE 2014
The denitive source of salary informationfor the UK Data & Analytics market
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HARNHAM INSIGHTFUL RECRUITMENT
SALARYGUIDEINTRODUCTION
Overall we continue to see a positiveoutlook and buoyant market for
candidates. There was a huge demandin the last quarter of 2013 which hascontinued into the rst quarters of2014. There is clear indication that 2014will continue to be a very candidatedriven market.
Survey data indicates that morecandidates are exploring newopportunities but this increasedinterest still does not meet thecontinued high volume of vacancies so 2014 sees the continuation of avery candidate driven market. Not onlyare candidates seeking better overallbenet packages but also higher levelsof compensation over previous years.
With even more roles on offer andrelatively fewer qualied candidatesto go round, organisations will needto offer more competitive packagesin order to secure the best talent fortheir operations. More frequently weare seeing the common scenario ofthe most qualied individuals havingmultiple offers at the point of decision.Organisations will need to streamlinetheir hiring processes so as to securethe best talent in the most expedientmanner.
Organisations able to quickly screensuitable candidates and offer the mostcompetitive compensation and benetpackages will be able to attract thebest talent available.
Of those likely to change rolesthis year the vast majority areactively looking for a new role
Half of those looking to movestated it was to secure betterremuneration
Welcome to the Harnham 2014 Salary Guide.A denitive guide to the latest salary data,summary of market trends and predictionswithin Data & Analytics in the UK.
Whether youre looking at hiring orcontemplating your next career move,we hope this guide will prove invaluable inunderstanding the current drivers in theData & Analytics marketplace.
LIKELYTO CHANGEROLES
ACTIVELY SEEKING
SEEKINGBETTER PAY
INCREASEDEXPECTATIONS
HARNHAM SALARY GUIDE 2014 PAGE 2Over half of respondents statedthey are likely to change roles
this year
Respondents areseeking an averageof 19% increase intheir base salaries
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HARNHAM INSIGHTFUL RECRUITMENT
DATASOURCESBENCHMARKINGAs part of our increasingpresence within the Data& Analytics businesscommunity, we continuouslymonitor trends within thismarketplace.
Our 2014 salary guide is based on
a robust survey completed by over1,000 respondents based throughoutthe UK, further supported by anumber of other market datasources, including:
_ Objective data based onplacements made by Harnhamduring 2013
_ Market intelligence gained
through client and candidateinterviews and assessments in2013
_ Analysis of Harnhams online
advertising placed throughout2013
The largest response to the surveywas from the London region followedby the South East.
Responses were on par for theSouth West, East Midlands, NorthWest, and also for West Midlands,Yorkshire & Humber and Scotland.Wales and Northern Ireland onceagain had participants this year.
Collating our ndings in oneplace, we continue to bring you aninvaluable salary reference resourcefor the Data & Analytics market.
HARNHAM SALARY GUIDE 2014 PAGE 3
WORKLOCATION
NUMBEROF RESPONDENTS
Over half of the
respondentswork in London
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HARNHAM INSIGHTFUL RECRUITMENT
RESPONDENTPROFILERESULTSFrom Financial Services to Technology, Retail andBanking to FMCG, this years Harnham SalaryGuide includes feedback from every region of theUK and right across the spectrum in terms of Data& Analytics roles, with individuals participatingfrom entry level right through to executivemanagement.
MALE
FEMALE
TECHNOLOGY
18 24
25 3435 44
45 55
55+
FINANCIAL SERVICES
BANKING
CONSULTANCY
RETAIL & FMCG
MAINSECTORS
AGEGROUPS
GENDER
HARNHAM SALARY GUIDE 2014 PAGE 4
Largest age groupin the survey
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HARNHAM INSIGHTFUL RECRUITMENT
CAREERSOPPORTUNITIESFUTURE
OTHER REASONS FOR LEAVINGREASONSFOR LEAVING
AVERAGETENUREHARNHAM SALARY GUIDE 2014 PAGE 5Nearly half ofrespondents stay intheir role for up to2 years, with a further47% staying for3-6 years
_ Poor Management_ Job stability_ Lack of training_ Redundancy_ Team dynamics_ Relocation
Last year 38% ofrespondents changedcompanies due touncompetitive salaries
The vast majority of our
respondents indicated thatthe key driver to seek analternative role is the salaryand benets package theycurrently receive.
The majority of respondents seeking
to change roles feel their salaries areeither not competitive or reective oftodays job market.
Another key driver is benets withmore comprehensive packageswhich include exible benets beingsought.
The demand for higher salaries andbetter benets is going to be evermore present in 2014 as the trend ofa candidate-driven market place islikely to continue for the remainderof the year.
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HARNHAM INSIGHTFUL RECRUITMENT
BONUSESFIGURESSALARIESThere is a real marked division
within the Data & Analyticsmarketplace when it comesto salary increases.
2013 saw an almost 70/30split between those individualswho did secure a pay rise andthose who received no payrise at all.
62% of salaries increased by at least
double the rate of ination, with aconsiderable number increasing bymore than that. The average increasein base salaries was 13% over theprevious year. Approximately 32%of respondent salaries remained attheir 2012 levels.
When it came to bonuses, nearly 60%of respondents received a bonusduring 2013 with the average bonusbeing 15% above base salary.
As already mentioned, the last quarterof 2013 and rst quarter of 2014 hasseen an increase in vacancies in theData & Analytics sector.
We foresee that 2014 will continue tobe a candidate driven market, so thoserespondents with no rise in salary orbonus are likely to seek opportunitieswhere they can achieve a higher allround compensation package.
For companies who wish to hire thisyear, real consideration needs tobe placed on offering competitivepackages to ensure they can attractthe best candidates.
BONUS LEVEL
NOINCREASE
RECEIVEDBONUS
SALARYINCREASE
SALARYINCREASE
HARNHAM SALARY GUIDE 2014 PAGE 6
of salaries increased by at leastdouble the rate of ination
Of those receiving bonusesin 2013, 66% received higherbonuses than the previous year
For nearly one third ofrespondents there was noincrease in salary at all.
of respondents receivedan annual bonus abovetheir base salary
was the average bonuspercentage above base salaryachieved in 2013
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SALARIESMETHODJOB LEVELSThe salary data presented in
the following tables reect basecompensation excluding bonuses,incentives and other benets.
Trends relating to the packagesoffered are highlighted in thecommentary preceding each table.
Salaries are broken down byexperience level and in a broadsense, they represent the followingguide to likely years of experience.
By using this salary guide you will bebetter positioned to make informeddecisions regarding your careerprogression or your budgetary needs.
We would like to emphasise that thisshould only be used as a startingpoint and we would be happy to offerfurther assistance to you personally.
Simply contact us for a condentialdiscussion.
ENTRY LEVEL0-2 years
MID LEVEL3-6 years
SENIOR TECHNICALOR MANAGER LEVEL 7-10 years
SENIOR MANAGER + LEVEL 11 years +
HARNHAM SALARY GUIDE 2014 PAGE 7
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CREDITRISK
HARNHAM SALARY GUIDE 2014 PAGE 8
Analysing big datasetsefciently is a greaterrequirement nowadays
More regulatory changesaround data enable banksto invest in the data andtechnologies
There is more choiceof analytical tools thatcan challenge SAS suchas HADOOP, NoSQL, hive,etc.
We continue to see the greatest needat Senior Analyst level, and this iswhere the most marked uplift insalaries across the board has beenseen over both 2012 and 2013.
Basel III and its ongoingimplementation was the big talkingpoint of 2013. The impact on themarket was a greater need for Analyststo ensure banks are compliant withthe requirements of Basel Pillar 3.There was also greater demand forcandidates in the area of capitalreporting to perform regulatory andeconomic capital calculations.
Along with Basel III, the need in theniche lending sector was to prepare fornew regulation being introduced in April2014. The ongoing impact of this will bemeasured in 2014.
Credit Risk also saw 2013 result in a roleheavy market with a scarcity of skilledcandidates.
The market has been busy, with numerouschallenger banks joining the clamour forstrong analysts. This has added to the growthin demand for analysts that was alreadyseen in the niche lending sector. This meansmore diverse roles, greater opportunities andsubsequently more varied career moves forsuitably skilled people.
WE ASKED
YOUANSWERED
Have you noticed any changes in the Data & Analyticsmarket, or emerging technologies / sectors that youfeel will have an impact in 2014?
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ANNUAL PERMANENTSALARY AVERAGE
DAILY CONTRACTAVERAGE PAY RATES
CREDITRISK
HARNHAM SALARY GUIDE 2014 PAGE 9
Financial institutions are subject to a variety ofrisks from credit and operational to liquidity.
The unprecedented complexity of todays businessenvironment and the globalisation of many operationsbringing geographically diverse employees, vendorsand partners makes credit risk a top priority. Firms areincreasingly seeking cutting edge and innovative waysto manage their credit risk and are approaching riskmanagement from an enterprise-wide view.
This business area continues to see one of the highest levelsof IT spend particularly analytics as rms seek to harnessthe power of big data to drive performance metrics andbusiness processes.
EXPANDING BOUNDARIES:- Operations are increasingly global and complex
and they are expanding their governance, risk andcompliance (GRC) activities.
RISK INTELLIGENCE:- Risk-related information is more critical than ever.
There is a shift toward leveraging risk metrics todrive performance and business processes.
LEVERAGING BIG DATA:- Organisations that are able to quickly analyse
unprecedented volumes of big data will bebest positioned to uncover both risks andopportunities.
TOP 3SECTOR TRENDS
CREDIT RISK
Role Type
Decision Science
Decision Systems
Portfolio Management
Reporting
34k / 27k
31k / 29k
33k / 29k
29k / 25k
51k / 43k
47k / 44k
49k / 42k
45k / 33k
70k / 66k
68k / 62k
63k / 57k
60k / 53k
110k / 97k
105k / 95k
101k / 96k
85k / 77k
CREDIT RISK
Role Type
Decision Science
Decision Systems
Portfolio Management
Reporting
220
250
200
135
448
448
426
336
661
655
616
549
840
857
829
778
Entry Level Mid Level Senior or Manager Director
Annual Base Salary - GBP[London / Outside London]
Entry Level Mid Level Senior or Manager Director
Daily Contract Rate - GBP per day
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DATA ANDTECHNOLOGY
This has seen the ongoing demand inskills such as SAS being added to thetools to harness unstructured datasuch as NoSQL. We have also seen
a signicant increase in demand fordata visualisation and for candidateswith knowledge of visualisation toolssuch as Tableau.
This growing need for visualisation toolsand a more mature approach to therespective roles of Relational and NoSQLmethods is where we have seen the
biggest shift in skill set demand. However,companies are still relatively near thestart of their journeys in this space. Theprediction from SAS and e-skills UK inearly 2013 that the demand for big dataprofessionals would grow 92% between2012-2017 appears to be accurate.
The 2014 survey should be able to showwhether the prediction that Big Dataprofessionals can earn 20% more thanother IT professionals is also being seenin the market.
HARNHAM SALARY GUIDE 2014 PAGE 10
Visualisation willbecome more important
Hadoop is gaining a lotof traction, particularlyaround the concept of theEnterprise Data Hub
Analytics is gettingeven more widespreadacross more areas ofthe business.
The demand for Big Data professionalscontinues to grow as companies furtherexpand their strategies harnessing thepower of Big Data into all areas of theirbusiness operations.
WE ASKED
YOUANSWERED
Have you noticed any changes in the Data & Analyticsmarket, or emerging technologies / sectors that youfeel will have an impact in 2014?
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HARNHAM INSIGHTFUL RECRUITMENT
ANNUAL PERMANENTSALARY AVERAGE
DAILY CONTRACTAVERAGE PAY RATES
DATA ANDTECHNOLOGY
HARNHAM SALARY GUIDE 2014 PAGE 11
While around for quite some time, the greatestgrowing focus continues to be on Big Data.
With vast amounts of data being generated ona daily basis be it from web or social mediato online commercial transactions - its nothard to see why big data continues to garnerattention.
In 2014 big data comes to the forefront with emphasis beingplaced on real-time analysis. This in addition to the manytransformative technologies emerging over the next yearunderscore the need for businesses to remain ahead of thecurve of this rapidly developing sector.
DATA VISUALISATION- To help decision makers to make informed
decisions quickly from large data sets, we will seemore emphasis on visualisation.
THE CLOUD- IT managers anticipate the rise in cloud based
applications will have a massive impact onhow they manage data centre and enterpriseinfrastructures.
DATA ANALYTICS- To harness the potential of big data there will be
increased need to invest in state-of-the-art dataanalytics and business intelligence systems.
TOP 3SECTOR TRENDS
DATA AND TECHNOLOGY
Role Type
BI Analytics
Data Architecture
Data Gov. / Mgmt.
Data Warehouse Dev.
SAS Programming
33k / 27k
35k / 28k
35k / 23k
32k / 28k
31k / 28k
49k / 46k
54k / 45k
49k / 38k
47k / 40k
46k / 41k
66k / 59k
77k / 72k
62k / 45k
66k / 57k
63k / 54k
110k / 88k
99k / 98k
86k / 72k
93k / 87k
102k / 94k
DATA AND TECHNOLOGY
Role Type
BI Analytics
Data Architecture
Data Gov. / Mgmt.
Data Warehouse Dev.
SAS Programming
200
210
263
350
320
463
469
380
497
452
565
610
602
599
588
768
729
753
723
735
Entry Level Mid Level Senior or Manager Director
Annual Base Salary - GBP[London / Outside London]
Entry Level Mid Level Senior or Manager Director
Daily Contract Rate - GBP per day
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DIGITALThe digital market as a whole hasseen a surge in demand for a varietyof skill sets over the last year andcontinuously proves to be a rapidlymoving sector.
The need for Web Analyticsprofessionals with specialist skillsin Omniture or Google Analytics isextremely high, however companiesare also embracing the use of adiverse blend of lesser known
tools and therefore the specictechnologies are often less of anecessity than in other areasof Analytics.
Similar to some roles in Marketing& Insight, we have also seen anincrease in the number of WebAnalytics roles being brought inhouse, rather than being outsourced,and the demand for hybrid Analystswith proven ofine and onlinecapabilities is at an all-time high.
The growing demand in the worldof UX, particularly designers andarchitects has been particularlynoticeable, in addition to substantialpay increases for professionals in
this area.
UX has become a particularlyfast paced, challenging sectorto recruit for; competition is rife,salary expectations are high andboth permanent and contractopportunities are readily available.
This evolving sector appears to becontinuing to gather pace and wepredict that it will remain as a highdemand area for the coming year.
Web analytics, PPC, user experience (UX)and search engine optimisation (SEO) of websites and online campaigns now command
as much, if not more, focus than traditionalmarketing analysis techniques.
More and more businesses are starting tothink in an innovative manner about the weband are seeing the real benets of measuringand analysing their web trafc and onlineactivity to drive accountability as wellas optimising user interaction throughexpert design.
HARNHAM SALARY GUIDE 2014 PAGE 12
WE ASKED
YOUANSWERED
Have you noticed any changes in the Data & Analyticsmarket, or emerging technologies / sectors that youfeel will have an impact in 2014?
growing appetite to utilise the datanow available to drive new productsand services and improved userexperiences
more personalisation, segmentdiscovery and targeting
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ANNUAL PERMANENTSALARY AVERAGE
DAILY CONTRACTAVERAGE PAY RATES
DIGITALHARNHAM SALARY GUIDE 2014 PAGE 13
Web analytics will continue to increase inimportance for most businesses. Companieswill increasingly need to manage an Internetpresence to sell products and services. Inaddition, the importance of User Experienceand innovation to all businesses will continueto increase at an unprecedented pace.
With the advent of better web analytics tools even moreorganisations will use those platforms to analyse how theirusers are interacting with their pages and to design betterenvironments that enhance their customers experience,achieve a better user engagement and hopefully greaterrevenues.
USER ENGAGEMENT TRACKING:- Web analytics tools will go beyond click counts and
track engagement like scrolling, mouse movement,zooming and highlighting.
THIRD PARTY DATA:- Web analytics platforms will help site owners to
have better view of users of their sites through toolsfor integrating data from multiple sources (i.e. CRM,CMS, Lead Nurturing).
DATA MANIPULATION TOOLS:- New tools will allow the integration of web analytics
platforms with Business Intelligence (BI) systems tohelp make better business decisions easier.
TOP 3SECTOR TRENDS
DIGITAL
Role Type
Developer
SEO/PPC
User Experience (UX)
Web Analytics
34k / 26k
28k / 23k
30k / 22k
30k / 24k
48k / 39k
36k / 32k
42k / 33k
46k / 35k
58k / 51k
50k / 45k
75k / 52k
59k / 51k
70k / 64k
70k / 60k
94k / 80k
85k / 65k
DIGITAL
Role Type
Developer
SEO/PPC
User Experience (UX)
Web Analytics
283
235
320
330
300
350
410
380
400
400
600
410
500
500
800
520
Entry Level Mid Level Senior or Manager Director
Annual Base Salary - GBP[London / Outside London]
Entry Level Mid Level Senior or Manager Director
Daily Contract Rate - GBP per day
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MARKETINGANDINSIGHT
HARNHAM SALARY GUIDE 2014 PAGE 14
An awareness of analytics alongsideother disciplines such as onlinemarketing creates a combined skillset that can be handy.
Mobile and tablet devicesare becoming muchmore inuential
This reliance on data has meantthat securing candidates for SASbased Customer Insight Analyst rolesremains in considerable demand.
We have previously made referenceto the increasing number of clientswilling to be more exible aroundtechnical backgrounds and considertransferable skills, namely SPSS, Rand SQL, as an alternative to SAS.This trend has now become far moreprevalent and many organisationsare experiencing greater successin their recruitment campaigns byadopting this approach.
We also see increased growth in Client-side Data Strategy roles. The shifttowards creating internal Data Planningand Consultancy teams, rather thanoutsourcing these roles is becomingincreasingly popular.
Over the years, we have faced an elementof resistance from both clients andcandidates about the movement betweenAgency and Client-side. We are nowwitnessing an increasing number of DataPlanning and Strategy professionalsembracing the movement, particularlyfrom Agency to Client-side opportunities.This surge in demand from both theAgency world and Client-side teams hasled to Data Planning vacancies beinganother challenging area to recruit for.
We are now interested to see what impactthe increase in Client-side opportunities,typically with more substantial benetsand bonus potential than Agency-sideopportunities, has on the market andsalary expectations moving forwards.
Marketing has evolved from a creative processinto a highly data-driven one using analytics todetermine the outcomes of campaigns, guideinvestment decisions and planfuture customer targeting.
WE ASKED
YOUANSWERED
Have you noticed any changes in the Data & Analyticsmarket, or emerging technologies / sectors that youfeel will have an impact in 2014?
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HARNHAM INSIGHTFUL RECRUITMENT
MARKETINGANDINSIGHT
ANNUAL PERMANENTSALARY AVERAGE
DAILY CONTRACTAVERAGE PAY RATES
The marketing, media and agency sectorcontinues to evolve toward greater relianceon mobile platforms and personalisedcontent marketing.
Marketers are challenged by the vast amounts of datathat are being generated but which lack depth of insightleading to increased demand for and reliance on qualitativeresearch techniques for context and insight into humanbehaviour and preferences.
HARNHAM SALARY GUIDE 2014 PAGE 15
QUALITATIVE RESEARCH:- While data analytics are great for providing a
screenshot, marketers are seeking more humaninsights to strengthen campaigns.
USER-GENERATED CONTENT:- Consumers begin to realise the full value of
their personal data. Smart marketers willprovide opportunities for people to tell stories.
ONLINE VIDEO:- As consumers move their activities to their
mobile devices, video will move with them. Thismeans an increase in digital video advertisingacross all mobile devices.
TOP 3SECTOR TRENDS
MARKETING & INSIGHT
Role Type
Account Manager
Campaign Analyst
Commercial Analyst
Customer Insight Analyst
Data Planner
Econometrician
Market Research
32k / 26k
35k / 32k
32k / 26k
36k / 31k
38k / 31k
37k / 31k
27k / 24k
42k / 34k
54k / 47k
47k / 41k
55k / 50k
63k / 50k
49k / 46k
43k / 37k
67k / 61k
77k / 72k
68k / 54k
81k / 57k
78k / 61k
96k / 89k
69k / 60k
88k / 72k
110k / 95k
97k / 91k
123k / 108k
103k / 90k
129k / 104k
96k / 87k
MARKETING & INSIGHT
Role Type
Campaign Analyst
Customer Insight Analyst
Data Planner
Econometrician
Market Research
205
226
209
226
192
345
396
396
396
294
479
565
599
509
398
690
706
735
701
525
Entry Level Mid Level Senior or Manager Director
Annual Base Salary - GBP[London / Outside London]
Entry Level Mid Level Senior or Manager Director
Daily Contract Rate - GBP per day
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HARNHAM INSIGHTFUL RECRUITMENT
FUTUREOUTLOOK TRENDS
SALARIES- Salaries are increasing. The
average base salary reportedby our survey sample was 6%higher in 2013 than in 2012.Salary increases were achievedby 62% of respondents in 2013.The average salary increase was13% over 2012.
BONUSES- Bonuses are becoming more
frequent and are gettinglarger. Approximately 59% of
respondents received bonuses in2013 a 4% increase over 2012.The average bonus achieved was15% above base salary.
JOB SECURITY- Candidates feel secure in their
roles. Our survey results showthat 86% of respondents feel assecure as, if not more than theydid last year in their role nearly20% increase over last year.
TEAM SIZE- Team size is increasing. Our
survey results show that 75%of teams remained the samesize or increased in 2013 a 1%increase over 2012
VACANCIES VS. INTERVIEWS- Analysis of the Harnham data
archive reveals and annualisedgrowth rate of 36% in loggedvacancies by clients over thelast three years. In contrastthe annualised growth rate ofcandidate interviews for thesevacancies stands at 24% overthe same time period. There isa continuing year-on-year trendin the shortage of qualiedcandidates for available roles.
The impact of these year-on-yeartrends is unmistakable. Withincreasing base salaries, bonuspayments and team sizes alongwith a general shortage of qualiedcandidates for job vacancies thereis an overall increase in candidatecondence.
The UK Data & Analytics marketplace will continue to remaincandidate driven for the remainder of 2014 and the foreseeable future.Compensation packages will continue to increase in response to thecontinued supply shortage of qualied candidates relative to demand.
The average bonuspercentage above basesalary achieved in 2013
Three quarters ofteams remainedthe same size orincreased in 2013
SALARYINCREASE
BONUSLEVEL
TEAMSIZE
ANNUALISEDRATIO
HARNHAM SALARY GUIDE 2014 PAGE 16
Salaries increased by anaverage of 13% over last year
of candidates to job
vacancies
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CONTACTHARNHAM
HARNHAM SALARY GUIDE 2014 PAGE 17
We provide consultancy coveringall aspects of attracting, selecting,securing and retaining the mostsuitably skilled and best tindividuals for our diverse rangeof client companies, who rangefrom high prole users of analyticstechniques through to a wideselection of leading consultanciesand SMEs.
Our services include contingency andsearch and we source individuals forpermanent roles, as well as interimand contract assignments.
Having undergone rigorous trainingin all aspects of recruitment aswell as the Harnham core values,our consultants and resourcers arededicated to the provision of the veryhighest quality service whether yourneed is for recruitment campaignsor support in nding the next step inyour Analytics career.
For further information on ourservices, or if you have anyquestions on the content of our 2014Salary Guide please contact us:
1ST FLOOR, ASHVILLE HOUSE,131-139 THE BROADWAY,WIMBLEDON,SW19 1QJ
T: 0208 408 6070E: [email protected]: harnham.com
Harnham focus solely on recruitmentwithin the Data & Analytics sector.
This focus has enabled us to establish anextensive network of skilled candidates bothwithin the UK and further aeld, developedthrough pro-active sourcing combinedwith a rigorous and proven selectionand delivery approach.