Meet Sam – Nakama London new Senior Consultant – Data & Analytics

Samuel King


Name: Sam King

Title: Senior Consultant – Data Science and Analytics

Which Nakama Global office do you work within? London (and eventually New York)

What sector do you specialise in? Data Science, Data Analytics

What are you known for professionally? Solid industry knowledge, proactive, enthusiastic, upbeat, never taking myself too seriously, value a strong team work ethic and lead machine!

What do you love about recruitment? Being able to influence and shape careers and a genuine belief I can make them better! The hard work and the reward.

What intrigues you most about your sector? Data and Analytics is ever-changing and I get to speak to some pretty interesting characters.

What’s the next big development in your sector? To take on New York! Data is MASSIVE in the UK but it’s also saturated – and the window of opportunity in the States is where it’s at, as it’s relatively untapped – for now!

What’s the coolest thing you’ve done while being in your city? Star Wars Secret Cinema – it’s INSANE!!!! I also got knocked down by a bus once, which wasn’t so cool.

What would be impossible for you to give up? Cheese and my beard

What is your social media channel of choice? MySpace

Any hidden talents/hobbies you want to let us know about? Sign language, I can also quote every single ‘The Office’ episode, making tea – and I’m the BEST boringly average Oasis hits guitar player you’ll ever meet.

If you’re looking for a Data & Analytics role speak to Sam King – Senior Consultant at Nakama London & New York E: sking@nakamalondon.com P: +44 7568 394 836

Find out more about Digital Recruitment Specialists, Nakama Global by visiting www.nakamaglobal.com 

Advertisements

Meet Ash Budden – Nakama Sydney’s Senior Consultant – Client Services & Digital Marketing

Ash Budden Sydney

Name:  Ash Budden    

Title: Senior Consultant

Which Nakama Global office do you work within? Sydney

What sector do you specialise in? Client Services, Digital Marketing, Social, Online Acquisition and Strategy

What are you known for professionally? Larrikin, Loud, Approachable

What do you love about recruitment? PEOPLE, the fast-paced ever changing environment

What intrigues you most about your sector? The emergence and continued evolution of digital, innovation and tech. In addition, it’s always interesting to notice trends in the market around how businesses are slowly, but surely, moving in to digital.

What’s the next big development in your sector? Even though ‘disruption’ is a very commonly used term in the industry, the reality is that digital will eventually be the ‘only’ way to move forward. With the ever-changing market, and the evolution of digital, there is bound to be innovation on a scale that we haven’t yet witnessed, or envisaged! 

What’s the coolest thing you’ve done while being in your city? Track days on my Ducati and Skydiving

What would be impossible for you to give up? Football!! The one youonly use your feet to play!

What is your social media channel of choice? Facebook, however, over the last few years, LinkedIn has definitely come in at a very close second.

Any hidden talents/hobbies you want to let us know about? Massive football fan, motorcycle enthusiast, travelling, movie and beach buff. Also able to consume copious amounts of coffee!

If you’d like to speak to Ash Budden – Consultant – Client Services & Digital Marketing about a role E: ABudden@nakamasydney.com or P: +61 (2) 9221 0060

If you’d like to know more about Digital Recruitment Specialist Nakama Global visit our website www.nakamaglobal.com

Why Management Doesn’t Get Millennials

millennials

So here we are, Generation Z ‘mobile only enabled’, Millennials, Gen Y, Generation Slashie and the Yuccie all co-existing. In a period where consumers are more confused than ever (see PepsiCo CEO: We’ve never seen consumers so confused) you can’t help but feel sorry for the manager of the truly diverse work force. At a time when the global workforce and economies face two key issues – a labor shortage and an ageing population – the contingent workforce is set to be over 50% contract globally by 2020.

Your average worker in the next decade could have over 7 jobs. It’s an increasingly common view and one held by Anton Andrews, Director of Microsoft’s Envisaging Lab, that the jobs of the future will involve a series of interactions over an increasingly short space of time. To put it more succinctly, it’s not just the workforce and consumers that are struggling, it’s the management teams and leaders of today and tomorrow.

The workforce around the globe has found it increasingly difficult to balance the demands of work and life. Many of us are working longer hours than ever before, delaying starting families or struggling to understand how their children are going to cope financially. Herein lies one of the key issues; the multi generational workforce is now so fragmented and different that management are faced with the task of engaging a workforce with multiple priorities. This raises the question, ‘does a company vision and culture suit all, or does today’s workforce require multiple visions and sub cultures to function?’ …A question for another time.

Back to the initial idea, the millennial workforce has been more affected than perhaps the newer generations entering the labour market specifically by the economy; workers in companies that shed employees are still doing the work of multiple people. Salaries have not increased in line with costs of living. This is certainly a contributing factor, however an important point to make is that most bosses just don’t get Millennials.

Research suggests that over 80% of Millennials are engaged in a dual income situation, with both individuals working full time. With Generation X, this figure drops to 70% and out of the generation of baby boomers born just after WWII, who incidentally occupy over 60% of top management jobs, only 45% have a full time working partner. More typically, this partner will work part time and will be responsible for taking care of home life duties. This leads to what Karyn Twaronite, EY global-diversity and inclusiveness officer, sees as an empathy gap in the workplace. Her view is one that I agree with: “when there’s frustration about work-life balance in the workplace, and you think your boss doesn’t get it, that very likely could be true.’

One of the key shifts in the workplace moving forward will be around real time communication and real time tools; responsive networks creating dynamic participation. In short technology, in the eyes of a modern workforce, frees them up to work from anywhere. The traditional management, who are more accustomed to work cultures with more face time, may start to see only empty cubicles. Crazily enough, at a recent Microsoft talk the audience of leaders were informed that 60% of desks in any organisation are empty at any moment!

The modern workforce are more about social, physical face to face moments, with 96% of people wanting a community and co-working human relationships, as a community increases productivity by 20%. For companies that are desperate to hire workers, specifically Millennials, the group that is apparently the one companies are desperate to attract and retain, is the most dissatisfied.

There have been multiple surveys from the likes of EY and BCG that show what Millennials most want is flexibility in where, when and how they work. Most would take a pay cut, turn down a promotion or be willing to move to manage work-life demands better. Only in Australia does the pay issue buck the trend. As a result, a key reason for moving in Australia is increased pay in line with work life balance.

Old school management styles have led to the millennial workforce feeling that having a flexible schedule leads to negative consequences. A lack of flexibility has been regularly cited as one of the top reasons in this generation for workers to quit their jobs.

Working in recruitment in a variety of different geographical areas, one of the key requirements from the millennial workforce we see focuses around work-life balance. This was increasingly uncommon in Asia until 18 months ago. The mindset of management needs to change from seeing flexibility as making an exception to the norm. The reality is that a large proportion of management are still managing the way they have been for over a decade, and a large proportion of companies and management teams have been slow to realise that the Millenials are feeling burned out; they seek a balance that a large proportion of the newer generational workforces demand.

Today’s management teams need to navigate a tricky environment, however they also need to realise that the workforce of the future and the work of the future will be technology based, require trust, empathy, collaboration and flexibility, and that if they want to hire and retain a millennial workforce the focus is on flexibility, health and relationships in equal measure.


Rob Sheffield is Nakama’s APAC CEO and is based in Sydney.

Meet Shuddha, our new Social Media Consultant in Hong Kong

Shuddha

Name/Title: Shuddha Dutta, Consultant

Sector you recruit for: Social Media and Content

What are you known for professionally?  I’m known to be very organised and I don’t really get stressed easily. I can remain absolutely calm under stressful situations, which I think is a valuable quality!

Where can we find you when you’re not working? I love the outdoors and I also enjoy photography. So when I’m not at work, I’m on a beach or hiking, as long as it looks nice and I can take pictures, that’s where you will find me.

Any secret/special talents? It’s not a secret, but I cook fairly well, especially Indian dishes such as biryani! I also love taking photographs, at the risk of sounding immodest, I take pretty good pictures!

What is your social media channel of choice? Instagram due to my photography hobby! I love taking and also looking at other photos.

What’s been your favourite thing about working at Nakama so far? People are friendly and helpful and I’ve really enjoyed that. They’ve made it really easy to settle in for me.

What’s the coolest thing you’ve done in HK? I just saw the last races of the season, which was a cool experience for me!

What do you love about working in recruitment? The opportunity to meet a lot of people from different backgrounds – culturally and professionally.


Shuddha is based in our NAKAMA Hong Kong office and can be reached on m: +852 94053120 or sdutta@nakamahongkong.com.

Meet Holly Cook, our new Resourcer for Digital Marketing

Holly Cook

Name: Holly Cook

Title: Resourcer – Digital Marketing

What do you recruit for? I resource for the Digital Marketing Team – working on roles for CRM Managers, Web Analysts, PPC, SEO and Biddable Media and eCommerce.

What are you known for professionally? I’m a real people person and can talk to anyone! This has always driven me to take on positions that have given me the opportunity to meet new people. It makes no two days the same!

What do you love about recruitment? Talking to people, hearing about their careers especially in the constantly changing digital marketing industry – the candidates I speak to have worked in some really interesting roles, but also hearing about their lives outside of work – it makes your world a lot smaller. In my first week, I learnt one of my candidates lived in my area!

What intrigues you about the world of Digital Marketing? I’m fairly new to the world of Digital Marketing, but it’s so fascinating. Everything from the emerging digital channels that weren’t available five years ago to the data available and the people behind the scenes analyzing it. It’s constantly evolving and that’s exciting.

What’s the coolest thing you’ve done while being in London? I once spoke at Wembley arena in front of 8,000 people at a youth conference! I was really nervous and at the last minute I was asked to join the dance procession – luckily I didn’t have to dance just hold a giant glowing ball. Also, the change rooms we had 1Direction had previously used – I was pretty excited about that.

What would be impossible for you to give up? The TV show – Don’t tell the bride and Grapefruit squash! (I’m addicted).

What is your social media channel of choice? Instagram – I love that you can explore the world in real-time through images and I like to post shots – mostly of food, family and my cat.

Any hidden talents you want to let us know about? Well it’s a talent I don’t have! I can’t wink… and I used to be a ballerina – the wooden block shoes were painful!

If you’re looking got a role in Digital Marketing speak to Holly if you’re free! P: 0203 588 4569 E: hcook@nakamalondon.com

AdTech Singapore 2015

AdTech Singapore in my humble opinion is an absolute success story. The learnings I have taken away and the new friends I have made is enough to keep me happy for the next 6 months.

By means of my self-declared awesome eye-balling abilities, the event hosted a good 600++ delegates, many of whom flew in from all over the world. If there is any other event that can perform half as well as ATS and put all the major players across the industry in one room fuelled with engaging content, please let me know!

It is great to see Corporates taking the initiative to part take in discussions around programmatic, and exhibit a willingness to embrace change. I particularly liked the discussion around how clients could work at bringing/building an AdTech stack in-house. This is something that everyone should be clear about here. Clients are getting curious and investing in self-education. Hence, transparency does go a long way.

Overall, programmatic is the talk of the event. However, the subject of data took a deeper dive to show just how much importance it carries along with automation.

I don’t know if you’ve noticed. But the fact that AdTech has built a name for itself in the marketing ecosystem within a span of just 3 years (in Asia), I see a phenomenon of serious tunnel vision.

Technology seems to have taken over human touch. It has become so linear that binary and logic now seem to be the fundamentals of marketing.

I’ve always thought that AdTech is a subset of marketing, and eventually the collision between AdTech and Martech would take place. Great! More acronyms. How exciting! We haven’t heard much about the big boys like Oracle, IBM, Adobe. Guess what? We should start seeing a shift soon.

I’m glad this was discussed during ATS, as it makes total sense that silo players forge partnerships and make this eco-system a case of value giving, than monopoly.

After some intense jam packed content during ATS, I’ve finally been able to align my fragmented thoughts and put them in point form below.

Trends which May, Can or are Already happening 2015 – 2016

1) Lopsided effect (Demand vs Supply)

– New technology requires sales adoption. We have seen an influx of countless DSPs entering the market in hopes to grab a share of the pie. Internally, this means beefing up sales team, deploying them to approach ATDs and Direct Clients. Education of programmatic was rampant late 2014 – present. Traction across buy side gains momentum, but soon the realisation that the lack of supply could be a teething issue.

– This applies to organisations with fresh injection of funds that are looking to scale quick. Aggressive hiring of sales people, lack of vision that operations play an important role as well. 10 sales person to 1 campaign manager. Good luck.

2) Being Publisher centric 

– AdTech companies will evolve. DSP will not remain a DSP. Whichever way they wish to evolve, I’m seeing a shift in awareness for such platforms to get closer to the publishers. Self-serve platforms are already out there for Publishers.

3) Direct Deals

– Publishers and Brands are getting more educated and are investigating opportunities in PMP or Programmatic Direct. This pendulum effect where knowledge and activity shifts from agencies to in-house may happen very quickly.

4) Merger and Acquisitions

– We just got started. The $4.4billion deal between Verizon and AOL will trigger more to follow suit. Telecommunication companies are keeping their eyes wide open. There are already talks about AOL looking to acquire Millennial Media. Well, let’s see.

5) Branding could use Programmatic

– Programmatic is not all performance. For example, Cannes recently reported that Heineken is looking to use data to better understand its customers. Given that their business uses a three-tier system (Heineken sells to wholesalers, that sells to retailers and finally consumers), they aren’t exactly strong owners of first party data.

– However, working with data providers and AdTech vendors, they could essentially leverage on these data to better understand customers’ buying behaviour. Putting all these information together, generating a compelling creative and branding campaign could influence how well their brand awareness campaigns perform.

6) MarTech will emerge strong

– A one stop shop will present itself. A fully automated platform such as Adobe, Oracle, Marketo will continue to demonstrate capabilities in their technology, inching closer to clients.

As stated by Scott Brinker, president and CTO of ion interactive in his article on marketingland.com, the number of MarTech companies doubled to 2,000 in year 2015, from 947 in year 2014.

MarTech may form to be the foundation as a platform and allow AdTech players to integrate. With data being the core of it all, this brings us back to my first article about creating an Omni-Channel approach.

I don’t know about you, but i am still sticking to my earlier thoughts. Omni-channel. The market at present is going through a self-exploration stage. Eventually, data, programmatic, creative, out-of-home, tv, radio and every other channel we can think of will come together as one.

Seamlessly, creating great campaigns, paving the way for a better marketing ecosystem.

Signing off,

Alvin

“Change is the only constant”


Alvin Lim is our Nakama Singapore Digital Media Consultant who specializes in talent management within the Programmatic Media and Performance Marketing space. 

He represents the major DSPs, SSPs, Trading Desk, Social Media Tech platforms and many other brands in the Advertising Technology space in hiring top tier talents in Singapore and across Asia. Alvin can be reached on +65 94501337 or alim@nakamasingapore.com.

Getting to know Annabelle Cordingley – Nakama London’s Project Management Consultant

Annabelle Cordingley

Name: Annabelle Cordingley

What area do you recruit for? Project Management – Contract and Perm positions

What do you love about recruiting for Digital Project Managers? I’ve got a great network of candidates who I love working with; Project Managers are natural problem solvers and great relationship builders and being in the digital sector means I’m working with clients who have requirements for exciting projects.

What major projects have you been involved in recruiting for? I’ve placed Project Managers in major campaigns for a UK airport runway through to internationally recognised FMCG brands, as well as more unique projects for VOD platforms and complex back-end website and app build projects.

Market trends: Project Managers looking for permanent roles are in hot demand and we’ve got loads of exciting perm roles on at the moment so get in touch if you’re free! On the freelance side, it was a little slow to start this year but is certainly picking up now so please reach out if you’re available or due to be soon.

What are your five tips you can give to candidates looking for a role in project management:

  • Keep your CV short and concise, as a guide no more than three pages.
  • Don’t be shy on detail around relevant positions to the role you are applying for! It’s always good to know as much about your role in a previous project as possible.
  • Don’t miss an opportunity because you don’t tick all the boxes in a job spec. A spec is often the ideal candidate and clients might be flexible on some aspects of a role.
  • Project Managers transitioning from a permanent position to freelancing – Good time-keeping is really important, a lot of people switch to freelance for flexibility, but bare in mind you still have to keep an open channel of communication with your manager about your hours, especially when interviewing for your next role- they’ll expect you to be looking if your contract is coming to an end so let them know and you can arrange to be out at the best time for everyone.
  • Always be wary of your reputation! As a freelancer you move around a lot and London is a very small circuit so it’s important you’re flexible, respectful and excellent communicator – deal with issues in an adult way. Of course- if it’s genuinely terrible get out of there! So long as you have solid reasoning people will

What do you find most interesting about recruitment? Definitely building amazing relationships. My job requires me speaking to people all day, and sometimes the conversations veer from briefing on a role to hearing about their weekends, families and next travel adventure – You really get to know and love your candidates!

What’s your quirkiest obsession? Headstands, knitting and baking, I love the challenge of an improvised ingredient cake! …. And Foxes Extremely Chocolatey Cookies! If you’ve not tried them yet get involved!

Your favourite spot in London?  Federation of Coffee in Brixton! They have an amazing Soy Latte and it’s a brilliant spot to people watch.

If you’re free and would like to speak to Annabelle about a role email acordingley@nakamalondon.com or call on 0203 588 4569