Take a look at what our consultants have been discussing this week... Finance Transformation: How do you measure success?“Our guests agreed that to create a successful Finance Transformation you must outline how best to measure success, identify your key metrics and explore how they align with your strategy but there remains no standardised or straight-forward method of measuring success and I'd like to find out how you tackle this.” - Josh White Does the ideal Data Scientist exist and where should we sit them?“This has made me wonder if the turnover of Data Science professionals is really linked to where they sit in a company. If we were allowing them to sit on a desk where they will learn, develop and progress as a tech professional will they be more inclined to stay on board? Are we stunting their growth by sitting them next to people they will never technically learn from?.” – Alex Walsh The Scottish Labour Market is outperforming the UK but is it a good thing for small and medium enterprises?“International giants are moving to Scotland in a bid to capture the country’s top talent but while it’s boosting the books, SMEs are struggling to attract existing technology professionals who are interested in working for techy start-ups, corporate giants and not much in-between.” – Izzy Brown Who is the ideal CISO and is their route to c-suite changing?“CISOs are now expected to address the board and have a relationship with the CEO, discuss whole business issues, be personable, approachable and an all-round communicator but with a new level of sophistication and a heap of responsibility, are we narrowing down the profile of the ideal CISO?” – Ryan Surry To read more of our insightful content visit our Blog.
15 Jan 2019
International giants are moving to Scotland in a bid to capture the country’s top talent but while it’s boosting the books, SMEs are struggling to attract existing technology professionals who are interested in working for techy start-ups, corporate giants and not much in-between. Barclays recently announced plans to create up to 2,500 jobs at its new Glasgow Tech Hub and it’s just one of hundreds of companies moving into Scotland with a core focus on technology and recruiting local talent. Temporary staff billings and the number of permanent staff appointments may have risen during December 2018 but with marked growth in staff demand, SMEs are being left with a shrinking talent pool, withering away by the day. The question remains, how do SMEs compete? We asked technology professionals what attracts them to a company in a bid to help my network hold onto the top technology talent and perhaps surprisingly, salary isn’t everything. 73% of technology professionals in Scotland said the work life balance was most important followed by training opportunities, being involved in decision-making, access to leadership and; if necessary, the types of clients they work with. Ironically, three-quarters of people said they preferred working with an SME client than a corporate or start-up. My advice to my SME network in Scotland is to not feel overpowered by the conglomerates moving into Scotland as technology professionals care less about salary and more about enjoying their work, having room for self-development and being involved in decision-making processes - which arguably, is more of a plausible reality within a smaller company. I’d like to hear from anyone working within the technology space. Are you worried about competing with the corporates?
15 Jan 2019
Associate Director - Accounting£110,000 - £120,000 per annum + car allowance + bonus + benefitsReading, Berkshire Project Manager - Salesforce£450 - £550 per dayBasingstoke, Hampshire Security Architecture DirectorUp to £150,000 per annum + £20,000 bonusLondon Group Financial Reporting Manager£500 - £600 per dayOxfordshire Group FP&A Manager£70,000 - £80,000 per annum + blue chips benefits South West London Data Stream Lead - ERPNegotiable Hampshire A wider selection of current vacancies can be viewed on our opportunities page or get in touch for a confidential discussion about how Stanton House can help you hire great people or assist with your own career goals.
11 Jan 2019
I have spent the last three months unpicking the profile of the ideal data scientist, finding out where they want to work and debating whether we should scrap the term altogether but now I am exploring another issue and that involves where Data Scientists should sit. In my quest to discover what the ideal employer looks like, I came across a huge obstacle that was presenting itself to my candidate network which I believe is contributing to the high turnover of data professionals and a forever-shrinking talent pool. More and more data scientists are being mis-sold a job. This is primarily due to a lack of understanding of the industry with organisations ready to join the Data Science party without reading the invite. It’s also because companies are overselling a role as technical, exciting and hands-on when it’s a simple IT role with a trendy title. Data Scientists longing for self-development are being sat on the IT desk of a company claiming to be data-driven and quite simply, they’re bored. This has made me wonder if the turnover of Data Science professionals is really linked to where they sit in a company. If we were allowing them to sit on a desk where they will learn, develop and progress as a tech professional will they be more inclined to stay on board? Are we stunting their growth by sitting them next to people they will never technically learn from? I’d like to hear from you. Where’s the best place for a Data Scientist to sit and does it really help retain talent? Please spare 60-seconds to take my anonymous survey – all results will be used in my upcoming insight paper focused on the future of Data Science.
08 Jan 2019
I recently asked my network to describe the ideal data scientist; but, the truth of the matter is - the ideal data scientist doesn’t exist. Not because of the candidate-short market we find ourselves in or the lack of professionals old enough to hold both a MSc and PhD in Data Science or relevant field but because of the wide range of requirements organisations have for Data Science professionals. Shaun McGirr is Head of Data Science & Business Intelligence at Cox Automotive. Despite holding two BA degrees and a PhD in Political Science; on the Half Stack Data Science Podcast, he urges businesses to understand whether a PhD with multiple post-doctorates is really necessary for their needs. He believes that for 99% of them, it will be counter-productive. On the other side of the spectrum sits a company I met with recently who required a Machine Learning specialist with a PhD, post-doctorate and further doctorate from a better post-doctorate group. The person must also have no prior commercial experience as they believe you are so far from the cutting edge in a commercial environment - you essentially de-skill. There is such a contrast from company to company that there is no single definition belonging to a Data Scientist causing a whole heap of trouble for the organisations looking to find them. A perfect professional with an MSc, PhD and further post-doctorate may be flawless for one organisation but they would be deemed over-qualified and out-of-touch by others. The term ‘Data Scientist’ seems to incorporate so many varied roles and responsibilities, is it time to create more specific job titles – each with their own unique requirements?
19 Dec 2018
As we near 2019, Private Equity firms will begin planning for the Associate Hiring season but how do you make your organisation stand out from the crowd as the ideal place to work? With a desire to hire the best talent, the small candidate pool continues to shrink due to increased competition from new Private Equity firms, continued expansion of Investment Banks, and a continually growing technology sector promoting an unbeatable work life balance. Last year, Private Equity Firms and banks attempted to lure candidates away from technology by emphasising their quality of life offering; promising protected weekends and annual leave, and advertising opportunities to travel but as every company looks to create a work life balance for their millennial and Generation Z workers – how can you stand out from the crowd? We have conducted a series of interviews with MBA graduates – some settled into the Financial Services Industry, others into Technology. We investigate their successes, regrets and ask them; ultimately, what made them take their current role and stay with it. For full access to the exclusive interviews or some advice on how to make yourself seen by graduates this hiring season, please get in touch.
04 Dec 2018
It’s no secret that technology is a job rich, candidate short marketplace meaning organisations can be left feeling desperate for great people and great people don’t stick around for long. Despite the high turnover of candidates and the quest to find them in the first place, clients are not holding back on their requirements for the ideal data scientist. We surveyed our network to investigate what the ideal data scientist looks like and thought it might help you if you are seeking your next adventure or searching for a data scientist but not sure where to start. Perhaps surprisingly, the ideal data scientist must have a degree in maths, physics or statistics as well as a masters or PHD in Artificial Intelligence. They will also be known to run their own projects, constantly challenge and upskill themselves and own a resume that screams self-improvement. Do you agree that a desire for self-improvement is the most attractive quality in a data-scientist or will technical ability always prevail?
26 Nov 2018
I wanted to share this HBR article as it features a data-scientist leader from Seattle who argues that communication remains a critical part of data work and that while building and using deep-learning infrastructures are important, neither are as vital as the ‘ability to learn on the fly and communicate to stakeholders.’ I believe that while communication is important, it completely depends on your level of experience. If you work for a data-centric company; as many start-ups today are, communication isn’t going to be the key attribute needed of a tech professional. There will be a CTO or CDO who will be responsible for translating the data-work with the wider business allowing data scientists to focus on their strongpoints. If it’s a massive conglomerate however, it is likely that the company will require a chief data scientist to cement their place in the business and get buy-in from shareholders - this is where communication needs to come back into play. Do you think communication is the most important skill-set of a data scientist? You can read the full article here:https://hbr.org/2018/08/what-data-scientists-really-do-according-to-35-data-scientists
14 Nov 2018
One of the biggest challenges faced by our senior tech network is how to retain data scientists. We have just published a white paper focused on reverse-mentoring which explores how pairing younger employees with more senior staff can help solve this very problem.We exclusively interviewed a Technology Strategist and Business Development Manager at Microsoft who states that without the reverse-mentoring programme, he wouldn’t have stayed for five years.He said: “It’s a great way to keep millennials in one company and understand what they need. Millennials can often glorify the idea of becoming a leader but not understand what it means – this was a learning experience. It’s hard to retain millennials but only if you focus on the wrong things. Better salaries, better social options and enjoying the company are all huge benefits but they are also tools used to attract talent, not to retain employees.”For exclusive access to the whole interview in our reverse-mentoring white paper, please follow the link below and join the conversation – How do you retain a data scientist? Request your copy
06 Nov 2018
29 Aug 2018