Data & Analytics

Data & Analytics

​Glocomms: Data & Analytics Recruitment

Germany is a big data growth market, according to Bitkom, turnover generated from hardware, software and services for big data applications now exceeds €6bn (2019) – achieving a year on year increase of ten percent. Software companies continue to generate the highest share of big data market turnover, with a forecast nine percent market growth level in 2020, expected to generate revenue share of around €3.1bn.

Glocomms is your ultimate destination for top-tier data and analytics talent, available for both permanent and freelance/contract roles. Our seasoned consultants possess a profound understanding of the Google Cloud data and analytics industry, empowering us to identify the ideal candidate tailored to your precise requirements. Whether you seek a permanent employee skilled in data warehousing, data engineering, machine learning, or data analysis, or a freelancer for a short-term project, our swift and efficient process ensures a perfect fit for your needs. Trust us to help you find the right match quickly and efficiently.

Our Berlin based consultants are specialists in their markets, recruiting top talent for leading organisations in the data & analytics profession throughout Germany and Europe.

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Benefits of working with us

Our Data & Analytics recruitment specialists support growing technology businesses source the right go-to-market strategy talent, manage the recruitment process and facilitate onboarding. With multi-lingual language support, we provide international recruitment expertise to secure business-critical talent across Europe.

Our recruitment benefits

Experience

We have a decade’s worth of Data & Analytics experience as a leading talent partner in Technology.

Network

A vast, global network of the best, in-demandData & Analytics talent.

Knowledge

Our award-winning talent specialists offer bespoke, tailored guidance on the latest hiring trends.

Whether you seek swift placement for pivotal roles or aspire for strategic talent acquisition solutions, our arsenal of resources and proficiency ensures successful outcomes. Share your vacancy with us today.

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Data & Analytics Jobs

Machine Learning Engineer - Search and Rec

Title: Machine Learning Engineer, located in San Jose, CA or Seattle, WA. Salary: Competitive, with a base salary range of $175,750 - $235,000 annually. Summary: Ready to revolutionize E-commerce recommendations? Join a passionate team of applied machine learning engineers and data scientists at the forefront of innovation. The team is dedicated to pushing boundaries and transforming creative ideas into impactful solutions. As a Machine Learning Engineer, you'll leverage cutting-edge algorithms to enhance user engagement and satisfaction across the platform, shaping the future of digital commerce. Key Responsibilities: Develop and optimize large-scale E-commerce recommendation algorithms, including commodity, live stream, and short video recommendations. Build robust user interest models to efficiently explore latent user interests from vast data sets. Design, implement, and iterate on predictive models for candidate generation and ranking, focusing on metrics like Click Through Rate and Conversion Rate. Create supporting tools and debug systems to ensure algorithm performance. Key Qualifications: Bachelor's degree or higher in Computer Science or related fields. Strong programming skills with proficiency in languages like Python or C++. Experience in applied machine learning techniques such as Collaborative Filtering, Matrix Factorization, or Deep Learning frameworks like TensorFlow or PyTorch. Ability to solve complex problems and innovate in a fast-paced environment. Background in recommendation systems, online advertising, information retrieval, or related fields. Familiarity with large-scale data mining techniques and natural language processing. Unofficial Benefits: Comprehensive health benefits including 100% premium coverage for employee medical insurance and significant coverage for dependents. Generous time-off policies, including holidays, Paid Personal Time Off (PPTO), sick days, and parental leave. Additional perks like mental health support, 401K company match, gym reimbursements, and cellphone service reimbursements. Call to Action: Elevate your career and be part of a global movement to inspire creativity and joy. If you're passionate about machine learning and ready to shape the future of digital commerce, apply now and join us on this exciting journey!

US$175750 - US$235000 per year
San Jose
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Director, Industrial Security

Title: Director, Industrial Security Location: Oregon - on-site Comp: $150,000 - $170,000 + Equity Glocomms are partnered with a global Industrial firm which specializes in the Marine, Defense, and Aerospace industries handling a large variety of DoD related projects supporting national defense, infrastructure, and energy generation, in the search for a Director of Industrial Security to join the business on a full-time permanent basis. In addition to advising and assisting Facility Security Officers (FSO) in overseeing security programs under the NISP, this function supports the corporate security team and is primarily responsible for directing the industrial security program in the planning, development, and execution of NISP security operations. In terms of protecting classified material, controlled unclassified material, and other proprietary technology and data subject to contractual or regulatory control by the US Government, the role acts as the TCO and primary advisor to the parent company and the Government Security Committee (GSC). Although this role falls within the overall purview of the business unit, it does call for a self-driven applicant who can function independently or in a team with little supervision. We are searching for someone with the self-assurance to put security protocols in place that will stop illegal entry to government and corporate facilities, as well as to make crucial security judgments about high-value contracts. To guarantee that firm policies and processes comply with government standards, you will also need to assist security self-inspections, apply risk mitigation methodologies, support customer evaluations, and plan and execute security operations. Responsibilities: Verifies that all business criteria for the NISPOM are fulfilled in order to guarantee adherence to the NISPOM for all classified programs with DD254 (Contract Security Classification Specification). Take on the role of TCO and ensure that all procedures, documentation, and correspondence are up to date and in compliance with the company's FOCI mitigation instrument with DCSA. Act as FSO and oversee NISP activities for applicable security programs and regulatory requirements, including ITAR/Export compliance. Provide administration and oversight of NISPOM-directed requirements, including developing and maintaining Standard Practice and Procedures (SPP), and management of FCL requirements. Provide administration and oversight of COMSEC account, and compliance with applicable NSA regulations. Manage ITAR/Export compliance tasks on a daily basis for enterprises that have been mitigated by FOCI, in accordance with NISP standards. Prevents unauthorized disclosures and exports of government, intellectual, third-party, and corporate information by developing, putting into practice, and managing a plan for affiliated operations, technology control, electronic communications, visitor security, facility location, and other NISP-imposed regulations. Security Clearance required.

US$150000 - US$170000 per year + Equity
Oregon
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AI Engineer

AI Engineer - Denver, USA We are a dynamic and fast-growing company seeking an exceptional AI Engineer to join our team in Denver, USA. As an AI Engineer, you will be responsible for designing and developing advanced AI tools using Go, developing and implementing models with TensorFlow, Keras, or Pytorch, optimizing complex paths for efficiency gains, and applying neural network knowledge to solve real-world problems unique to our sector. We are looking for a candidate with a strong background in artificial intelligence and a passion for creating groundbreaking solutions. The successful candidate will have a proven track record of designing and implementing AI tools using Go, along with expertise in one or more of the following: TensorFlow, Keras, or Pytorch. In addition, you should have experience with path optimization and be able to demonstrate your ability to optimize complex paths for efficiency gains. As an AI Engineer, you will be working on cutting-edge projects in a fast-paced environment. You will have the opportunity to collaborate with a talented team of developers and data scientists, with the goal of creating innovative solutions that will shape the future of AI. In addition to possessing the essential skills, we are looking for a candidate with supply chain experience combined with expertise in neural networks. You should be able to demonstrate your ability to apply neural network knowledge to solve real-world problems unique to our sector. At our company, we value teamwork, creativity, and innovation. If you are eager to embark on a challenging and rewarding career path, and are ready to shape the future of AI, we encourage you to apply for this exciting opportunity. Join us today and become part of a team that is dedicated to pushing the boundaries of AI.

US$120000 - US$150000 per year
England
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Lead Data Scientist

Responsibilities: Work with large and complex data sets, solving challenging and non-routine analytical problems using advanced methods as necessary. This includes data gathering, requirements specification, processing, analysis, ongoing deliverables, and presentations. Build and prototype analytical pipelines iteratively to deliver insights at scale. Develop an in-depth understanding of TikTok's data structures and metrics, advocating for changes as needed to support product development. Collaborate cross-functionally to make business recommendations (e.g., cost-benefit analysis, forecasting, experiment analysis) and effectively present findings to stakeholders at various levels using visual displays of quantitative information. Research and develop methods for analysis, forecasting, and optimization to enhance the quality of TikTok's ad products. Minimum Requirements: Master's degree or PhD in a quantitative field (e.g., Statistics, Operations Research, Economics, Computer Science, Mathematics, Physics) or equivalent practical experience. Over 5 years of relevant work experience, including expertise in statistical data analysis such as linear models, multivariate analysis, stochastic models, and sampling methods. Experience with statistical software (e.g., R, Python, MATLAB) and database languages (e.g., SQL). Proven leadership and self-direction, with a willingness to both teach others and learn new techniques. Proficiency in selecting the appropriate statistical tools for different data analysis problems. Strong written and verbal communication skills.

US$200000 - US$500000 per year
San Francisco
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News & Insights

How to Avoid a Talent Exodus Post-Pandemic Image
development-engineering

How to Avoid a Talent Exodus Post-Pandemic

​​Nobody yet knows what the legacy of COVID-19 will be. HR and recruitment experts are increasingly concerned businesses which do survive this period will face a further crisis in the shape of talent acquisition and retention in ‘the new normal’.​Anxiety about the workforce is not new: a recent PWC study found 80% of CEOs are either extremely or somewhat concerned about their organisation’s ability to access skilled labour in the future. The Covid-19 pandemic exacerbates this problem in two ways: high-quality employees are more essential than ever, as businesses prepare to recover and relaunch; and the lockdown period has given many workers a new level of clarity about their work-life dynamic. The result could be a mass exodus of talent post-pandemic.For example, in a recent poll, 82% of tech professionals say they want their employer to encourage more working from home in the future. This is not necessarily bad news for employers: it is an opportunity to accelerate changes to workplace organisation which were already well underway before 2020 reared its head.From remote working and digital transformation to transparency, communication and support, there needs to be a wholesale rethinking of how successful employers treat their staff and go about their business post-pandemic. Leaders and management must demonstrate how much they value their talent, and provide real incentives for high calibre employees to stick with them. Download our full guideto learn more about the five fundamental ways to avoid a talent exodus and keep you seats filled with the best talent: 1. Consistent Communication 2. Transparency and Openness 3. Adapt and Innovate to meet Employees’ Needs 4. Provide Support and Authority 5. Foreground meaning and Plan for the Long Term​

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Working from Home is the Key to Diversity Image
development-engineering

Working from Home is the Key to Diversity

​Tech companies who offer more flexible working arrangements are employers of choice; joining the ranks of tech companies like Twitter who have announced working from home will be the new norm, forever.It will come as no surprise that 82% of the tech workforce want the flexibility to work from home. It may surprise you, however, to learn that working from home can boost the participation of women, people with disabilities, and contingent workers.How can working from home boost diversity? Download this free resource to find out.

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Alleviate Video Call Fatigue With These Top 5 Tips Image
development-engineering

Alleviate Video Call Fatigue With These Top 5 Tips

​​Many of us are working in a virtual office these days. For professionals working in the technology sector, that might mean more time in front of the camera than you signed up for. Even those who usually have the verve and stamina to withstand back-to-back meetings may experience video call fatigue.Why the video call fatigue?Evolving from social animals, most human communication is non-verbal. In face-to-face conversations, we gain additional meaning from the way people act. We read each other’s hand gestures, body language, and facial expressions to pick up social cues and infer meaning. For most people, it takes little conscious effort to analyze these cues. In real life, we know if someone is fidgeting or looking away frequently that it may be time for a break. Video calling can compromise these deep-rooted skills; the video quality might be poor due to a lousy internet connection, or the person might only be partially in view so you cannot read their posture on hand gestures. Unlike real-life conversations, video calling can require sustained and intense attention to glean meaning. Predominately relying on verbal communication is tiring, according to a study conducted by Marc-Andre Reinhard and Siegfried L. Sporer, creating video call fatigue.Video calling can also force the current public health crisis into the forefront of our minds; prompting anxiety and fatigue. Gianpeiero Petriglieri, Associate Professor of Organisational Behaviour at INSEAD, argues, “The video call is our reminder of the people we have lost temporarily. It is the distress that every time you see someone online, such as your colleagues, that reminds you we should really be in the workplace together.”If you find yourself growing tired from back-to-back video calls, try one of these top 5 tips:  1. Reduce the number of faces A conference call can magnify existing issues with video calling. Commonly used video conferencing software can allow tens to hundreds of people to simultaneously share their video. This forces the central vision of the brain to decipher so many people at once that it can be difficult to concentrate and understand the speaker. Writing in the National Geographic, Julia Sklar says that “the brain becomes overwhelmed by unfamiliar excess stimuli while being hyper-focused on searching for non-verbal cues that it can’t find.” If you are attending a presentation, ask the speaker if they can turn off everyone else’s video. For re-occurring group calls, communicate to whoever is leading the meeting that you are experiencing video call fatigue. Ask if a rule can be set that video is not required, or that callers take it in turns to turn their video on when they are speaking.  2. Create different spacesThe context of our different social roles has collapsed. Today, we meet our colleagues, partners, parents, friends and employers in the same space – our computer window. This phenomenon—known as context collapse—happens when different aspects of our lives that are normally physically detached are combined to blur separation boundaries. In turn, context collapse can have negative psychological effects and the attenuation of self-identity. This is also why video calls with friends and family can also be tiring; they become associated with work and obligation.Now more than ever, we need to find ways to create buffers between different aspects of our lives. Our environment affects our decision-making and our concentration. Research finds that a work environment activates cognitive resources and association relating to work behavior; increasing decision-making abilities and concentration. If you can, create different spaces at home for your personal and professional life – even if that just means changing ends on the kitchen table or never working from the couch. Likewise, try to avoid answering text messages from friends or family during work. Creating transition periods between video calls will also prevent fatigue. Whether doing a bit of exercise, making a drink, or stretching – try a new activity between calls to help refresh yourself. 3. Give your eyes a breakWe hardly blink when we stare at screens compared to face-to-face interactions. One study found that blinking decreases by 66% from an average of 18 blinks per minute. This can cause our eyes to get more dry, irritated and tired than normal in what is known as ‘computer vision syndrome’ or digital eye strain, which 60-90% of office workers suffer varying degrees of. Other signs to look out for are blurred vision or tensions headaches. What can do you do to combat it? Try the ’20-20-20’ rule: every 20 minutes take 20 seconds to look at something 20 feet away. If you’re not sure of distance, just try and find something that is furthest from view to focus on. It’s also recommended that you take a break from all your digital devices every two hours for 15 minutes so that your eyes can have a rest. Try to position yourself where natural light is not reflecting harshly on your screen. If that isn’t possible, ask your employer if they can provide anti-glare filters; removable panels that fit over your computer screen and help prevent glare. 4. Turn off your cameraUnlike real-life conversations, video calls force you to stare at your own face for long periods of time. For some, this can be an unwelcome distraction by causing worry about your own appearance or how you are coming across. According to media and business psychologist Charlotte Armitage, “The additional psychological processing involved in attending to one’s own behavior and actions, as mirrored by the online platform, can be draining for a whole number of reasons. At the very least, it adds an additional level of stimuli that you wouldn’t have had in a face to face meeting.”Consider switching off your video, particularly if you are in listening mode or are being presented too. Several studies show that people listen more attentively to phone calls and also experience less stress, as it more closely mirrors a real-life conversation rather than feeling they are giving a performance. If you can’t turn off your camera, consider moving your screen off to the side, instead of straight ahead. This can help you concentrate better by focusing on listening rather than watching. 5. Ask if a task really needs a meetingUltimately, the only way to prevent video call fatigue is to reduce their amount. Next time you are about to schedule a meeting, or are invited to one, ask yourself if this needs to be a video call. In fact, does this task need a meeting at all? Not all decisions require a meeting, so think whether you can move a project forwards via email, chat, or even a quick phone call. With many of us working from home, fears about productivity, belonging, or even visibility may prompt us to get in front of the camera. Save yourself and your colleagues from video fatigue by hitting pause on those calendar invites.​To learn more, download How to Ace a Virtual Interview, Being Business Critical in the New Virtual Workplace, Hiring Business-Critical Talent Through Video Interviews, or How to Virtually Onboard New Talent.

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How to Ace a Virtual Interview Image
data-analytics

How to Ace a Virtual Interview

Video interviews have begun growing in popularity, however as the Covid-19 epidemic continues, this method of interviewing has become a prominent part of companies’ application process. But video interviews come with a new set of difficulties.For many tech professionals in Germany, a video interview may seem simple as it’s in the comfort of your own home. However making a great impression can prove more challenging compared to face-to-face interviews. Unlike a traditional in-person interview, you’re in control of your environment, so it’s important to ensure that your surroundings allow you to make the best first impression.Download this guide for top tips on how to prepare and succeed in this type of interview. From advice on your body language to preventing technology issues; this guide is here to ensure you create the best impression of yourself.

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enterprise-solutions

International Women's Day 2020: An Interview with Nathalie Zetzmann

​​The race is on for a gender equal workforce throughout the technology sector. According to the German Federal Ministry for Economic Cooperation and Development, only 24% of IT jobs are filled by women and the sector is still heavily male-dominated in Germany. Nathalie Zetzmann, Principal Consultant Data & AI at Glocomms Berlin, discusses the unique position that recruiters play in furthering gender equality in the technology sector.The 2020 International Women’s Day theme is that an equal world is an enabled world. What does that mean to you in the IT industry?We live in a very diverse world. To master the very diverse challenges of this world, in my opinion, we need very diverse viewpoints and different perspectives. That is why everyone should have the same rights and chances to contribute to solutions for the society we live in.Is gender equality a topic that often comes up in conversations with candidates and companies?Especially in the IT industry there are way more male than female actors. Even though all companies wish for diverse teams, it is hard to find enough female candidates to make this possible in the first place. What role can recruiters play in creating an equal world?Recruiters should find out what is important for female candidates in a work environment and let the companies know so that the companies can implement it in their hiring strategy. What advice would you give to a company trying to create a diverse hiring strategy?I would give the advice to companies to listen to what candidates wish for. For example for working mums to be open to new work concepts like home office, flexible working hours or no-core-hour-concepts, so that they can schedule their day as they need to. It seems simple, but there are so many companies that are just not listening to the needs of their employees. If they did, they could win way more candidates in general and be able to have more diverse teams.Nathalie Zetzmann works as a Principal Recruitment Consultant Data & AI at Glocomms Berlin. Grown up in Bavaria, Germany, studied Environmental Engineering and Business Administration and is especially interested in female in tech, medtech and sustainabletech.. Get in touch with Nathalie to discover how to build a diverse hiring strategy.​Submit a Vacancy

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cloud-infrastructure

How to Look Beyond the CV to Find the Right Talent

​While CVs are useful for hiring managers who are looking to employ within the German technology sector in terms of being able to tick the ‘must have’ boxes for required skills, there is a lot they can’t tell you about a candidate. Candidates are also likely to exaggerate about their skills and achievements on a CV, or make out they had more responsibility in a previous role than they actually held. When hiring for new roles in the tech sector, it is more useful to look beyond the CV to find those soft skills and personality traits which will fit in your unique culture and the requirements of your team. A resume, however impressive, cannot tell you if a candidate has enthusiasm, drive or an infectious positive personality. This article will help hiring managers look for these qualities during the recruitment process, and how to test a candidate beyond telling you how good they are, but instead showing you what they are capable of. ​​

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