The Harnham UK 2016 data and analytics salary guide highlights not only our ever popular salary tables but a comprehensive view of the data and analytics market trends that will impact hiring decisions in the coming year and beyond.
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How is data quality impacting your business? Data has major positive or negative impacts on your company. This presentation will show you how to analyze the health of your data, and create a treatment plan for cleaning up the mess.
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This report analyzes the Q1 2016 earnings and market updates of major tech services firms in healthcare. Th report highlights client wins, M & A, leadership changes ans strategic initiatives
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How is data quality impacting your business? Data has major positive or negative impacts on your company. This presentation will show you how to analyze the health of your data, and create a treatment plan for cleaning up the mess.
COVID-19 has impacted the work-force like never before. However, we've gone ahead to put together data that would help you be more informed during this crisis. Here you will find :
- Jobs Remain in High Demand in Malaysia
- New Industry Trends
- How JobStreet Can Help You
- Advice Moving Forward
For more information, visit https://bit.ly/JSCovid-19
This report analyzes the Q1 2016 earnings and market updates of major tech services firms in healthcare. Th report highlights client wins, M & A, leadership changes ans strategic initiatives
In the fifth annual Millennial Survey, Deloitte uncovers what tomorrow’s leaders think of business today. With two-thirds of Millennials expressing a desire to leave their organization by 2020, businesses must adjust how they nurture loyalty among these young leaders. http://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html
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ADJUSTING TO THE CHANGING MARKET
Good News!
Employment numbers revised upward for July and August in the Bureau of Labor Statistic reports and a robust report for September clearly indicate
Predicting Your Employees. Digitalize, DIGITALIZE, even your ‘Human Workforce’! Predict your employees in 4 ‘clicks’. Make decisions based on data. Accurate people management decisions are based on data. Why should yo do it? How to do it ? Do it now.
For the first time, SVB surveyed technology and life science entrepreneurs based in Canada. Like their counterparts in the US, UK and China, Canadian startups are optimistic about the year ahead even amid economic volatility. And while eager to hire and fundraise, they recognize the challenges they face. Most startups say Canadian government support of the innovation economy is having a positive impact. When it comes to gender parity, 60 percent of Canadian startups have at least one woman in an executive position. Looking ahead, we asked which technologies will have the most promise a decade from now: Canadian startups say AI and life science.
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ADJUSTING TO THE CHANGING MARKET
Good News!
Employment numbers revised upward for July and August in the Bureau of Labor Statistic reports and a robust report for September clearly indicate
Predicting Your Employees. Digitalize, DIGITALIZE, even your ‘Human Workforce’! Predict your employees in 4 ‘clicks’. Make decisions based on data. Accurate people management decisions are based on data. Why should yo do it? How to do it ? Do it now.
For the first time, SVB surveyed technology and life science entrepreneurs based in Canada. Like their counterparts in the US, UK and China, Canadian startups are optimistic about the year ahead even amid economic volatility. And while eager to hire and fundraise, they recognize the challenges they face. Most startups say Canadian government support of the innovation economy is having a positive impact. When it comes to gender parity, 60 percent of Canadian startups have at least one woman in an executive position. Looking ahead, we asked which technologies will have the most promise a decade from now: Canadian startups say AI and life science.
Advice for Hiring Analytics, Data Science, & Marketing Research ProfessionalsLinda Burtch
Burtch Works is a top executive recruiting firm specializing in data science, predictive analytics, and marketing research talent. This deck shares our top insights on how to recruit hard-to-find talent in these fast-growing fields!
Partnering with Burtch Works: What to Expect for Your Talent SearchLinda Burtch
Burtch Works is a top executive recruiting firm specializing in data science, predictive analytics, and marketing research talent. This deck shares information about our recruiting process and what to expect when partnering with us on your talent search.
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Como funcionna um didpositivo informáticoLabin2bpm
Algumas pessoas ainda ficam espantadas de quão inteligentes nossos dispositivos eletrônicos podem ser.
Mas você já pensou o que acontece por dentro de cada um desses aparelhos para eles serem tão espertos assim?
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
about Randstad Canada
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world
of work.
To find out how Randstad can help you find and manage the best talent to move your business forward, visit http://www.randstad.ca
salary, a fundamental question
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world of work.
Find out how Randstad Canada can help you find and manage the best talent to move your business forward.
Visit http://www.randstad.ca
Annual b2b marketing data benchmark report 2015Toni Wijaya
The marketing database sits at the heart of this machine and now has an inextricable linkage to your success in building interest, driving engagement and ultimately creating revenue. While enhanced analytics are increasingly seen as a key tool to identifying new sales opportunities and improving efficiency, so much of your success as marketers still boils down to how well your contact and company data is maintained, and how well it aligns with your go-to-market strategy. More than ever, you are measured by your ability to serve up content that helps customers prioritize and accelerate through the buyer journey. But you have to make sure there is a good fit for your offerings and a valid person on the other end of the line. Your relationship with your sales teams and your CEO depends on it.
This report will give you an insight into how these, and much more local factors, have affected salaries and prospects for the future across all the specialisms Badenoch & Clark supports recruitment in. We’ve highlighted some of the most important trends and findings and there’s a wealth of richer and deeper insight into each of the areas in which we operate across our regional bases.
Supercharging Site Planning in Retail & Real Estate [CARTO Reveal]CARTO
In this webinar, our speakers, Flo Broderick, Javier Pérez Trufero and Iñigo Medina discuss how Retailers and Real Estate companies can speed up their geospatial journey with third party data.
Watch it now at: https://go.carto.com/supercharging-site-planning-monitoring-retail-real-estate-recorded
PSD Group IT & Business Change - 2013 Salary Survey & Employment Trends Report. For more information go to:
http://www.psdgroup.com/IT_Business_Change_Salary_Survey_Employment_Trends.aspx
Harrington Starr's 2013 Salary Survey, which has surveyed over 16,500 professionals in the FinTech space to produce an accurate look at how salaries are changing across the industry.
GZ Consulting Market Insights Newsletter sampleMichael Levy
Sample Market Insights Newsletter from January 31, 2016. Topics include Cloud Earnings, Zoominfo Website Redesign, Data Science & Competitive Advantage, Owler Adopts PermID, Mattermark company profiles, PitchBook Series B, and Executive Changes.
Market Insights is a weekly newsletter published by GZ Consulting covering Sales Intelligence, Data Hygiene, DaaS, and Predictive Analytics.
The TeamLease Industry Salary Primer - 2013valuvox
The Salary Primer is an annual compilation of temp and perm market salaries across the most relevant geographies and industries, accompanied by trends and insights which add value to hiring and talent management decisions our stakeholders make.
Temp and Perm salaries have been seen to be converging for some years now. During our course of an annual analysis of salaries we found that the margin of difference between the two is not statistically significant anymore and has, therefore, practically diminished. This meant, reporting a ‘unified’ or a single salary across the temp and perm domains is now feasible.
As the differential between temp and perm salaries pales into insignificance – ‘not significant’, as statistics puts it – we decided it is time the convergence is reported for what it is: a unified industry salary.
The Era of Talent Intelligence: SIA Executive Forum SlidesLinkedIn Europe
Event: SIA Executive Forum Europe 2018
Speaker: Darren Connolly
As today’s talent landscape is rapidly changing and becoming increasingly complex, we believe the next wave of recruiting lies in the use of data-driven insights to create competitive advantage. This is the idea of talent intelligence.
In this presentation, we dive into the themes shaping the future of work and discuss how staffing firms can harness data and insights to reinvent and improve every step of the recruitment process, to drive business outcomes, and to stay ahead of the competition.
The Era of Talent Intelligence: SIA Executive Forum Slides
Harnham uk salary_guide_2016
1. The definitive source of salary
information for the UK data
& analytics market
harnham
data&analytics
salaryguide
2016
2. Welcome to the Harnham annual salary guide for 2015 - 2016,
and our latest look back over a year in data and analytics.
I am pleased to present the
2016 Harnham salary guide,
that is only made possible with
your collaboration.
Not only have we witnessed
a busy 12 months in data and
analytics – a trend that shows
no signs of slowing down, but
also this year we celebrate our
10th year of recruiting within
the data and analytics market.
I can say first hand that the
changes we have witnessed
during this time have been
incredible.
We’ve seen the rise of big
data, the title of data scientist
voted as the sexiest job of the
21st century, pivotal questions
raised in relation to legislation
and ownership of our data, and
new tools developed so quickly
that the market has only just
digested the latest must-have
toolkit before they have to
adopt the next one. We have
also seen the chief data officer
get a seat at the executive
table of major organisations.
Above all, everyone is taking
data seriously. If you’re working
in this market, you’re in a
good place. The demand for
analytical skills continues to
grow and buck economic
trends.
I am sure you will find this
guide helpful, and thanks for
your support over the last
10 years. I look forward to
working with you over the
next 10!
salaryguide
introduction
Salary guide 2016 _ page 2
Dave Farmer
Senior Partner
for more information, go to: harnham.com
3. aboutthisguide
Salary guide 2016 _ page 3
As you would expect from a leading presence in
the data and analytics industry, we have an ongoing
process of monitoring trends within the market.
Our data for this guide is collated based on
over 1,000 responses from data and analytics
professionals around the UK, along with:
_ Every role registered with Harnham over 2015
_ Insights from candidates we have worked with
_ Our internal analysis of the hiring market
Salaries are broken down by experience level
and in a broad sense, they represent the
following guide to likely years of experience:
Entry Level 0-2 years
Mid Level 3-6 years
Senior Technical or Manager Level 7-10 years
Director Level 11 years +
for more information, go to: harnham.com
4. keyfindings
Salary guide 2016 _ page 4
Within this year’s guide, you will find the
past year’s salary data and key findings.
With such a wealth of
information, our challenge is
fitting it all in, so if you have
a specific question about
something you see, or don’t
see here, get in touch, and
one of the team will find the
answer for you.
for more information, go to: harnham.com
5. Salary guide 2016 _ page 5
The two major hubs for analytical
hiring last year were London and
Edinburgh, with pockets of roles
elsewhere in the UK.
70% of candidates who handed in
their notice during 2015 were counter
offered. Only 12% accepted.
Only 4% of respondents had been in
their role for over 5 years.
12% of respondents left their roles in
2015 due to a lack of training offered.
We have seen the rise of new tools
such as Apache Pig and Pentaho
making a big impact this year, as
well as Hadoop and R still
increasing in popularity.
The most popular tools were:
Pentaho 59%
Apache Pig 42%
Hadoop 23%
R 18%
Tableau 7%
SQL 6%
MS Excel 9%
SAS 33%
80% of respondents felt as secure
or more secure in their jobs than
the previous year.
The average counter offer increased
to 20% above base. This is up from
10% in 2015.
69% of respondents received
a higher bonus than last year.
46% of respondents want to be
able to work from home and
40% want flexible working hours.
The need for visualisation tools,
particularly Tableau and Qlikview,
is more prevalent, including in
areas not previously seen.
Delve a little deeper into the topical market
trends you need to know about.
keyfindings
for more information, go to: harnham.com
6. Salary guide 2016 _ page 6
creditrisk
The key credit risk analytics drivers for hiring are often closely linked to
legislation and regulation changes. You validated this by telling us that in
2015, this was no different, with increased demand for IFRS 9 knowledge.
This had an impact on both permanent and contract salary rates. With the IFRS 9
compliance date of January 2018 rapidly approaching, we would expect this trend
to continue.
Over the past 10 years, we have seen a large shift in the scope of opportunity for
credit risk analysts. Once largely the staple of big banks, the growth in alternative
lending, particularly in the subprime and peer-to-peer spaces, along with the growth
of analytics start-ups consulting into Financial Services, has led to opportunities in
credit risk becoming more varied.
WHAT YOU SAID:
“Major boom towards IFRS 9 Model
Development and skills in this area.”
OUR CONSULTANT’S THOUGHTS:
“SAS continues to be the
predominant tool used within
credit risk for FS businesses.”
Ewan Dunbar
-
WHAT THE DATA SAYS:
Mid-level, 3-6 years work
experience displays the biggest
disparity in salaries. We saw
respondents earning £32k to £86k.
A big factor in earning potential
is education level at the start of a
career, with Ph.D. level education
commanding a larger premium
in the market.
for more information, go to: harnham.com
7. CREDITRISK
Role Type
CREDITRISK
Role Type
EntryLevel MidLevel Senior orManager Director
Annual Base Salary - £ GBP [London / Outside London]
EntryLevel MidLevel Senior orManager Director
Daily Contract Rate - £ GBP per day
£58k / £51k
£46k / £41k
£57k / £46k
£525
£500
£470
£82k / £73k
£56k / £48k
£74k / £67k
£750
£735
£700
£121k / £105k
£99k / £85k
£116k / £102k
£950
£900
£875
£33k / £28k
£28k / £26k
£32k / £27k
Decision Science
Decision Systems
Portfolio Management
Decision Science
Decision Systems
Portfolio Management
£250
£250
£225
ANNUAL
PERMANENT
SALARY AVERAGE
DAILY
CONTRACT
AVERAGE PAY RATES
for more information, go to: harnham.com
8. Salary guide 2016 _ page 8
datatechnology
WHAT YOU SAID:
“The most-sought after candidates
are big data engineers with a
minimum of 2 years’ production level
Hadoop and Spark experience and
Scala programming backgrounds.”
OUR CONSULTANT’S THOUGHTS:
“A BI professional can’t just develop
automated reports anymore. The
most sought after candidates are not
just the strongest technically, but are
also effective communicators with
commercial acumen.”
Ross Whatling
-
WHAT THE DATA SAYS:
“The top 3 reporting tools
desired by clients were, SQL,
Tableau, and Qlikview.”
Over the last year in Business Intelligence, we saw continued flux, as
companies across all sectors look to maximise value from their data
with insightful, visually powerful and interactive reporting; in contrast
to simply churning out old fashioned and forgettable bar charts.
As a result, Tableau and Qlikview outperformed the big vendors, indicating that
companies are seeking a broader skillset from candidates, who have excellent
commercial acumen and presentation skills, along with the technical skills, to
ensure that BI really does drive business change and commercial gains.
Demand has significantly increased due to the amount of companies exploring
big data technologies (Hadoop and Spark are the most common) causing a
subsequent surge in the demand for big data engineers and architects, most
commonly for those at a senior level who can design and develop an entire
greenfield platform.
for more information, go to: harnham.com
9. DATATECHNOLOGY
Role Type
DATATECHNOLOGY
Role Type
EntryLevel MidLevel Senior orManager Director
Annual Base Salary - £ GBP [London / Outside London]
EntryLevel MidLevel Senior orManager Director
Daily Contract Rate - £ GBP per day
£60k / £52k
£55k / £42k
£70k / £66k
£50k / £42k
£51k / £44k
£50k / £43k
£90k / £78k
£68k / £55k
£90k / £85k
£68k / £64k
£70k / £63k
£64k / £58k
£114k / £102k
£101k / £80k
£118k / £100k
£110k / £95k
£90k / £82k
N/A / N/A
£34k / £30k
£31k / £27k
N/A / N/A
£28k / £26k
£32k / £28k
£33k / £26k
Big Data Tools
Business Intelligence
Data Architecture
Data Governance/Mgt.
Data Warehousing
Database Admin
Big Data Tools
Business Intelligence
Data Architecture
Data Governance/Mgt.
Data Warehousing
£475
£476
£601
£434
£540
£740
£585
£738
£522
£700
£844
£711
£955
£688
£860
N/A
£321
N/A
£290
£385
ANNUAL
PERMANENT
SALARY AVERAGE
DAILY
CONTRACT
AVERAGE PAY RATES
for more information, go to: harnham.com
10. Salary guide 2016 _ page 10
marketinginsight
Marketing analytics has continued to grow and develop throughout 2015.
The emergence of the “data scientist” continues to cause a stir and some
confusion in the market.
A number of candidates simply want the job title, which has led to some companies
advertising their traditional marketing analytics roles as a “data scientist”.
The reality is that the vast bulk of jobs and demand is for technically strong,
traditional marketing analysts. This has meant salaries are at an all-time high
and we’ve also seen the need for candidates to remain hands-on at more senior levels.
R continues to gather pace alongside other open source tools, but SAS still retains a strong
presence. We believe client demand will continue and candidates will continually need to
train in new technologies as digital analytics, marketing analytics, and data science disciplines
continue to merge.
WHAT YOU SAID:
“Open source tools are becoming
more prevalent, allowing big data
manipulation from the unstructured
to structured data types.”
OUR CONSULTANT’S THOUGHTS:
“In previous years, analysts were
looking for a move into SAS/SQL
based roles, but increasingly, insight
analysts are looking for companies
which provide innovative training as
well as the chance to use open
source technologies including R,
Python, and C++.”
Talitha Boitel-Gill
-
WHAT THE DATA SAYS:
“Only 2% of respondents
have been in their current
role for more than 5 years.”
for more information, go to: harnham.com
11. MARKETINGINSIGHT
Role Type
MARKETINGINSIGHT
Role Type
EntryLevel MidLevel Senior orManager Director
Annual Base Salary - £ GBP [London / Outside London]
EntryLevel MidLevel Senior orManager Director
Daily Contract Rate - £ GBP per day
£61k / £48k
£60k / £48k
£50k / £40k
£61k / £53k
£45k / £41k
£48k / £40k
£85k / £76k
£80k / £70k
£107k / £90k
£90k / £68k
£78k / £65k
£78k / £70k
£118k / £101k
£100k / £85k
£130k / £110k
£136k / £118k
£115k / £98k
£125k / £105k
£36k / £33k
£40k / £35k
£35k / £29k
£40k / £34k
£34k / £28k
£35k / £30k
Campaign Analyst
Data Planner
Econometrician
Insight Analyst
Market Research
Pricing Analyst
Campaign Analyst
Data Planner
Econometrician
Insight Analyst
Market Research
Pricing Analyst
£385
£450
£448
£388
£307
£334
£437
£554
£554
£451
£455
£408
£600
£650
£685
£653
£625
£664
£250
£231
£260
£240
£235
£265
ANNUAL
PERMANENT
SALARY AVERAGE
DAILY
CONTRACT
AVERAGE PAY RATES
for more information, go to: harnham.com
12. As a digital analyst, the career roadmap for talented professionals is still not
exact. Many companies have strikingly differing views as to what to do with
their online analytics. We’ve seen digital analysts sat within marketing teams,
product, IT, or a centralised analytics function.
These positions could all be titled “digital analyst” however, one could be more a tag
management specialist, one could be a digital marketing analyst and another could focus
predominantly on product development and testing.
Luckily, this means that analysts can apply their skills in a variety of ways and therefore also
take their careers in a number of directions - for example, if optimisation is your thing, then
the likelihood is, as a digital analyst you’ll be able to specialise and control your career path.
Salary guide 2016 _ page 12
digitalanalytics
WHAT YOU SAID:
“[CRM is playing an increasing role]
within social and digital”
OUR CONSULTANT’S THOUGHTS:
“People with polished presentation
skills who are accomplished data
storytellers are the most sought-
after on the market as they can
speak with senior non-technical
stakeholders with credibility and
gravitas. Even highly technical
roles are becoming more business-
facing as analysts need to gather
requirements, propose solutions and
project manage delivery.”
Dan Lewis
-
WHAT THE DATA SAYS:
“Google Analytics was the dominant
tool of respondents, followed by
Adobe Analytics”
for more information, go to: harnham.com
13. DIGITALANALYTICS
Role Type
DIGITALANALYTICS
Role Type
EntryLevel MidLevel Senior orManager Director
Annual Base Salary - £ GBP [London / Outside London]
EntryLevel MidLevel Senior orManager Director
Daily Contract Rate - £ GBP per day
£48k / £43k
£55k / £46k
£50k / £45k
£310
£376
£350
£66k / £50k
£82k / £60k
£75k / £55k
£380
£450
£420
£90k / £72k
£100k / £80k
£95k / £75k
£564
£622
£600
£34k / £28k
£30k / £25k
£36k / £30k
CRO
Implementation
Web Analytics
CRO
Implementation
Web Analytics
£235
£283
£280
ANNUAL
PERMANENT
SALARY AVERAGE
DAILY
CONTRACT
AVERAGE PAY RATES
for more information, go to: harnham.com
14. Salary guide 2016 _ page 14
datascience
There is no doubt that data science is the hottest topic in analytics today.
Naturally with the buzz around analytics, it creates a host of problems
when it comes to defining the term ‘data science’.
The competition is particularly fierce for quantitative subject Ph.D. graduates. With such
a wide range of salaries offered, it is difficult to benchmark. As data-driven
transactional companies continue to compete for the same talent, we can
only predict salaries will continue to rise.
The industry has never been busier and we are witnessing companies across
the UK looking to either build or enhance their data science capability.
We are expecting big things for 2016 – watch this space!
WHAT YOU SAID:
“Machine learning is having a real
commercial impact”
OUR CONSULTANT’S THOUGHTS:
“We have seen a considerable rise in
the use of Apache Spark in order to
allow companies to process massive
amounts of data quickly. Given its
compatibility with Apache Spark,
we have also seen a positive trend
in the number of companies and
data scientists learning Scala,
and using it as their primary
programming language”
Nick Mandella
-
WHAT THE DATA SAYS:
“62% of all data scientists had
been in a role for only 0 - 2 years.”
for more information, go to: harnham.com
15. DATASCIENCE
Role Type
DATASCIENCE
Role Type
EntryLevel MidLevel Senior orManager Director
Annual Base Salary - £ GBP [London / Outside London]
EntryLevel MidLevel Senior orManager Director
Daily Contract Rate - £ GBP per day
£65k / £57k
£509
£91k / £82k
£624
£164k / £133k
£845
£50k / £41kData Scientist
Data Scientist £400
ANNUAL
PERMANENT
SALARY AVERAGE
DAILY
CONTRACT
AVERAGE PAY RATES
for more information, go to: harnham.com
16. We have seen the market flux and change
through the diverse perspectives of a job
seeker and hiring company.
Beyond simply being a fulfilment service,
we have built a robust international team
that is able to continue to support the data
and analytics community worldwide.
This legacy, in a year where we celebrate
our 10th anniversary, will be a starting
point and platform for us to continue to
stand out as the default supplier for data
and analytics professionals.
For further information on
our services, or if you have
any questions on the content
of our 2016 Salary Guide,
please contact us.
1ST FLOOR, ASHVILLE HOUSE,
131-139 THE BROADWAY,
WIMBLEDON,
SW19 1QJ
T: 020 8408 6070
E: info@harnham.com
W: harnham.com
2016 sees Harnham celebrate 10 years of trading.
We have found jobs for thousands of candidates
over that time, to become the global leader in
data and analytics recruitment.
Salary guide 2016 _ page 16
contact
for more information, go to: harnham.com