Financial Controller £100,000 - £110,000 per annum + bonus + benefits Bristol HR Change Lead £50,000 - £60,000 per annum + benefits Kent Interim Finance Director £800 - £1,000 per day London Financial Accountant £300 - £350 per day Berkshire Lead Salesforce Architect £600 - £650 per day London Finance Manager £60,000 - £65,000 per annum + bonus + benefits package Reading Financial Controller £80,000 - £90,000 per annum + car + up to 40% bonus Surrey 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.
17 Jul 2019
“If you are working on something exciting that you really care about, you don’t have to be pushed. The vision pulls you” – Steve Jobs. On paper, Interim was the logical choice. It was flexible, offered more money, gave me complete choice over who I worked with - when and where - and provided me with diversity that I really enjoyed. But, if the vision is compelling and it completely sucks you in, then I guess that’s what you have to follow. Stanton House has been my constant. The company that I gave everything to as a Consultant. I did a lot of project-by-project work but I genuinely feel; despite working on a contract basis, that the work I have achieved with Stanton House has been no less than anything I would have given to the company as a permanent employee. A lot of this is due to mindset. I always felt part of the business and had always placed myself in their story. They always included me fully as well. I would celebrate their successes and take pride in the achievements of their workforce in a completely personal way. I built strong relationships with key stakeholders and I have an undeniably strong work ethic; I hope that my delivery always matched. However, when I recently sat down with Neil and discussed the prospect of a permanent position I was overcome with a feeling of vulnerability that I hadn’t felt in over a decade. I hadn’t considered a permanent role for several years, so to even think about perhaps losing my flexibility, potential breadth of experiences and with the reality of having to make changes to my childcare (never straightforward!), it was a terrifying concept – something I simply hadn’t contemplated or considered in a very long time. As much as I love consultancy work, the prospect of walking away from Stanton House really upset me; the opportunity was too exciting and I just couldn’t picture saying goodbye. My work wasn’t done! I knew that Stanton House needed an ongoing investment in Learning and Development but I didn’t know to what extent it could go, how my own career development if I were to commit to the role would be impacted and indeed if there was a true hunger for whatever that might look like. I very openly discussed the objectives that I had regarding my CPD, flexibility and the excitement I would miss from my former life as well as the balance that would be needed for this to work with my family. So, as every brave 41-year-old woman does, I asked for the job that suited me. A job that would fit around my family, offer the opportunity for career development and most importantly, a job that ensures I can continue to add true value to the business. This resulted in a 4-day a week position that has very quickly evolved into a bigger role, with even greater remit of responsibility, inclusion and influence in the company. It was incredible to together create a role that ensures I will never begrudge the commitment that I chose to make and at the same time allow me to lead by example to current or prospective Stanton House people wanting to go into senior positions, in a way that suits them. This has given me even greater confidence that I have made the right decision and I am thrilled to be working for such an agile and forward-thinking company that truly allows me to add the value that I know will benefit all of our people; our greatest asset after all.
16 Jul 2019
As Published in Recruiter Magazine. 2018 was a year of exponential growth and significant expansion at Stanton House with the opening of a new office, the launch of a new business and more than 50% headcount growth. Six months into 2019 and it doesn’t look like the customer-focused recruitment consultancy is planning on slowing down. On 1st July, Stanton House appointed Lee Costello and David Fleming as Managing Directors while onboarding their first Chief People Officer, Caroline Lansbury. Lee Costello has been a Director at Stanton House for more than eight years having co-founded the company’s Reading office in February 2011. He has watched the regional business grow from strength to strength, moving into its third premises and adding Cyber Security, Finance Transformation and Human Resources to its offering. David Fleming has similarly worked with the business since 2011 and will now take on a breadth of new responsibility and the strategic direction for all of Stanton Houses’ London teams including Change and Transformation, Technology, Accounting and Finance, Finance Transformation and Senior Appointments. Caroline Lansbury recently joined the business having worked for five years as a Qualified Executive Coach on a contract basis for business leaders across a multitude of business disciplines, including Stanton House. Caroline now joins Stanton House permanently as part of the Operational board with her main focus on development of the workforce. With more than a decade of experience as a Senior Manager within the recruitment space herself, she understands all too well the challenges facing todays leaders in this fast-paced, challenging and constantly evolving sector. Neil Wilson, CEO and co-founder of Stanton House said: "We are beyond excited to welcome Caroline to the Board and to celebrate the combined 16 years of hard work, devotion and passion that both David and Lee have invested into our business. “All three will continue to play a leading role in ensuring that we maintain our focus on delivering exceptional customer experiences and in developing our people to be best equipped to succeed in a challenging environment. I look forward to seeing the huge impact they will have on the future growth and success of Stanton House.”
15 Jul 2019
Adi Andrei has more than 20 years of experience building real-world intelligent systems for NASA, Phillips, Unilever, British Gas, Sixt and others. He is an expert in Machine Learning, Artificial Intelligence and Process Optimisation and has become a thought-leader in Data Science, known especially by his two Patents and three Certificates of Recognition for contributions to science from NASA. Despite his endless achievements in the field, Adi describes the mystery involved in Data Science and how it should be seen, by its human face. The human race did not stop evolving when it reached homo sapiens. Even though physically we may be identical to our ancestors from 200,000 years ago, when we look back at how much our view of the world and ourselves has changed; even in the last few millennia, there is no doubt that, as a group, we are going through a continual process of evolution in awareness of our world and of ourselves. This is reflected in our way of life, and especially nowadays in the technologies we are using. Everything we do in Data Science is not new. It has been done in different ways since the 50s in fields like operations research, industrial engineering, statistics, and artificial intelligence. What is new is that we have reached a point in time where we produce more data in a day than we had done in the whole of humanities history before. But data by itself cannot directly be used; we need to make sense of it, to understand what it means. The concept of Data Science emerged as a way to define this need and the tools and technologies used to address it. As a profession, it has appeared in a point of time in our evolution when we are moving into a new level of awareness and it is bringing with it new concepts. Data Science is as mystical as you can get in an everyday business environment and Data Scientists are sometimes being seen as magicians and revered almost as a new kind of priesthood. For full access to Adi's interviews alongside our other features and research. Download our white paper 'Identifying the Human Face of Data Science' below. Download your copy of 'Identifying the Human Face of Data Science'
04 Jul 2019
Programme Manager £90,000 - £95,000 per annum + bonus + benefits package including car allowance Buckinghamshire HR Change Lead £50,000 - £60,000 per annum + benefits package Kent Technical Architect £600 - £700 per day London Financial Accountant £50,000 - £60,000 per annum Oxfordshire Information Security Governance, Risk and Compliance Lead Negotiable Berkshire Finance Business Analyst £400 - £450 a day London Finance Manager - 12 Month FTC £45,000 - £50,000 per annum + benefits package London FP&A Capex Manager £450 - £500 a day Berkshire 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.
26 Jun 2019
We always speak of CVs as a chance to sell yourself. A rare opportunity to be as conceited as you like and speak of your incredible achievements, exceptional career journey and enviable skill-set, all without a single critique. But, are we relying too much on these examples of our consistent and ingrained behaviour and should we instead be presenting the premium value we are capable of adding to a new business? You should be using your CV as a business proposal and pitching yourself as an asset, an unmissable investment opportunity that will without a doubt bring premium value and return on investment (ROI). In the same way as a business pitch, you should be leading with the value you can add rather than listing what you have been responsible for in the past. Ask yourself what value you are trying to portray? What is the outcome you are hoping to achieve? The ROI you can bring to the table and the evidence backing this up? How would you approach this if you were looking to secure investment? What experience has allowed you to grow a business and create value through efficiency and how is it relatable to this organisation? Why are you a sure bet for success? You also need to think less about your own achievements and focus on the motivations of the hiring manager. What is the key thing that the person you are meeting is hoping to achieve? What is your premium to them and why can you; out of your vast pool of competition, add that value the most? Your recruitment partner should be helping you to identify the business goals and aspirations of the company to allow you to accurately articulate your value in a meeting and once you have this, you are able to present yourself as an investment opportunity to the business evidenced by a selection of examples with concise evidence of how you have behaved, what you have achieved personally and importantly, through others, which is vital. By tailoring your CV to the aspirations of the business and selling yourself on the value you are capable of adding, you can shape the premium you will contribute to that particular organisation and articulate it effectively in a conversation that will bring your career achievements to life both in a compelling and relevant way to your audience.
26 Jun 2019
In one week’s time some of the most established women from across the UK will be joining us for the first of our Women in Business event series. Senior Finance, Change, Technology, Cyber and HR professionals from the country’s leading organisations will be attending our Building Confidence in Women in Business workshop to network with a variety of exceptional female talent to discuss the hurdles they still face in the board room today. We see an array of diversity-focused events which do a phenomenal job at engaging women into certain industries and helping male peers understand the struggle but this event is all about inspiring already-established women and helping them build the confidence they still lack, despite being at the top of the ladder. Starting with a panel of incredible speakers including Elona Mortimer-Zhika of IRIS Software Group, Xenia Walters of SDL Group and Jane Murdoch of Jacobs and finishing with an interactive workshop with our very own Director of Learning and Development, Caroline Lansbury, the event will be sure to build confidence, inspire and offer a safe space under Chatham House rule to share similar experiences, challenges and obstacles they still face today. Our event is now fully subscribed but we would still love to hear from you and find out more about the obstacles you may face as a female leader today. Please do join the conversation – we would love to hear your thoughts. The event is being held next Thursday, 27th June and while we will not be sharing our attendees, we will be providing you with a summary of the evening and an idea of how our network of female leaders feel about having a voice at the table.
19 Jun 2019
Abdel Whab Turkmani is the co-founder and CTO of Util which is on a mission to democratise impact investing, existing to support an investment community that is increasingly being assessed on both its financial and non-financial practice and performance. Abdel brings experience from the Financial Services industry and founded the organisation having graduated from the University of Oxford with a degree in Computer Science and a keen interest in Machine Learning and Data Science.He supports the idea that the term Data Scientist is both too broad and essentially, redundant. The term Data Scientist has become muddied, a term that is so misunderstood and overused it makes me wonder if the perfect Data Scientist exists. I don’t even like to use the term anymore because actually, I have no idea what it means. It’s like a unicorn with so many required skills and specialisms that they can’t possibly exist. How can one person be a Machine Learning Engineer, Data Engineer, Researcher and Analyst? We are hiring at Util but we don’t hire Data Scientists. We hire for three different roles within our Data Department. Different job descriptions, different requirements and different responsibilities. The term Data Scientist is so broad that it’s impossible to find someone who can do everything but organisations seem to believe they can find someone to do all three. You need Data Engineers to build the data pipelines, Machine Learning Engineers to build predictive models, and depending on how advanced your technology is you might need Researchers (Research Scientists) to constantly explore new ideas, keep on top of the state-of-the-art and evaluate the applicability of new models. In some cases, you also need the Analysts who are able to look at the output of models and understand and interpret them in a commercial context. Within those roles, you also have further specialisms. For example, you have Machine Learning Engineers who are specialists in language, image, vision, sound, reinforcement learning or others. That’s not to say that all of the individual roles set above do not intersect with one other. They integrate together tightly as anyone who joins the Data Science team will have to be cross-functional, they need to understand what everyone else does but have an edge towards one direction. Everybody has to know a little about everything but you need to know a lot about one thing. To a certain level of sophistication, you can easily transition between the different roles but once you get to an advanced stage you need the specialty and it’s highly unlikely that one single person; or rather a single Data Scientist, is that knowledgeable. The parallel would be something like Natural Science. At some point, perhaps 800 years or so ago, there would have been people who are “Natural Scientists” but today, as the field has developed, you can no longer be a Natural scientist. You have to be a physicist or a biologist, something more niche and specific. The same thing is now happening within the Data Science field as it continues to mature. The field has developed enough depth to merit specialists, and the search for the ultimate Data Scientists is increasingly impossible. For full access to all of our interviews and our white paper on Identifying The Human Face of Data Science, please download a copy below. Download our white paper
12 Jun 2019
Head of Learning & Development £105,000 - £110,000 per annum + car allowance + bonus + LTIPS + benefits Reading/ London Group FP&A Manager £80,000 - £100,000 per annum + bonus + benefits London Finance Manager £60,000 - £70,000 per annum + bonus + benefits package Reading Corporate Treasury M&A Consultant £700 - £800 per day London Technical Architect £600 - £700 per day London Information Security Risk Analyst Negotiable London 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.
06 Jun 2019
As organisations move to HANA in a bid to improve operational efficiency, cut costs and enhance performance, I am asking if our talent pool is moving in the same direction. With small companies and specialist technology firms moving from ECC to HANA, we are getting more and more requests from our network for skilled professionals with HANA experience – but, with the cloud technology being a new phenomenon, how can we expect everyone to be ahead of the trend? I am wondering if experience with HANA is all that necessary and you can't get the experience without working on a HANA project and it seems you can’t work on a project without the experience – it’s a catch 22 that is costing the industry. With larger companies stepping back and waiting for smaller firms to pilot the idea, I can’t help but wonder how successful the first wave of implementations are when we take a closed-minded approach to hiring. Is it time to stop looking for experts in HANA and start thinking about re-skilling our existing workforce in how to use this new and exciting enterprise cloud technology?
15 May 2019
Finance Analyst£48,000 - £50,000 per annumGlasgow Head of Finance Transformation£700 - £900 per daySurrey Talent Development Partner£70,000 - £75,000 per annumBerkshire Commercial Performance Manager£70,000 - £78,000 per annum + bonus + benefits packageLondon Senior Network Security Consultant NegotiableBerkshire Process Excellence Project Manager£350 - £360 per dayWatford Senior ETL DeveloperUp to £60,000 per annumHigh Wycombe 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.
15 May 2019
Have we got a problem with women in leadership or is the problem that; as a culture, we are too focused on leadership? I speak to organisations looking for creative directors daily and increasingly it’s becoming difficult to represent a balanced shortlist of genders. For every 20, 30 or perhaps even 40 male creative directors I see, there are often fewer than two female directors to bring to the table. Hong Kong is an incredible city known for its culture, colour and diversity but despite welcoming a workforce from around the world, it’s struggling to facilitate female progression and I'm keen to explore why. For some time, I have observed the lack of senior female talent in the creative space and questioned whether it was due to a lack of internal promotion or opportunities available for female talent but I am beginning to wonder if the issue isn’t the lack of female talent but rather, our fascination with leadership. Not everyone wants to be a leader anymore. The higher the creative ladder, the less creative the role and rather than there being limited access or a lack of aspiration to climb into a more senior role, perhaps our female talent pool simply want to stay hands-on and creative. I would like to hear your thoughts on the lack of senior female talent in the creative space. Are we failing our creative women or are we far too focused on leadership?
03 May 2019