WHAT ARE WE GOOD AT?

THE "DIGITISATION" OF EVERYTHING

The digitisation of technologies and processes within industry has had a profound impact on the way businesses are being run. A new level of customer centricity has taken hold of the Retail and Consumer market and, as companies battle to remain at the leading edge of this change, only one thing stands in their way; the right access to talent to realise this change.

 

Innovation, disruptive strategy and digital engagement methods are all concepts new to the world of technology talent aquisition. Ignoring this step change in the way everything is becoming digitised is a sure way for hiring managers to fall behind the curve.

 

End to end digital strategies and solutions are becoming a key part of keeping up with this market change and, as a result, the demands of candidates have also changed. Sailix recognises this shift, and seeks to focus purely on evolution of this new type of candidate.

 

 

 

 

STABILITY VS AGILITY

 

According to Lori Mitchel-Keller, Global Vice President of Retail at SAP:

 

             "It used to be that companies were built to last. Now they are built to change.”

 

If companies cannot adapt in an agile, effective way to market demands, then they will fail to reflect the ever-changing needs of the customer. It is Digital Technology which now lies at the heart of the solution, hence its promotion within companies from a "supporting" function, to an "enablement" function. This shift in the perceived role of the Technology function has naturally created a new demand for a different type of candidate.

 

The challenge is finding this "new breed" of candidate that grasps both the concepts and the delivery methodology to ready the industry for this change. Candidates need to be as agile and ready for change as companies and, increasingly, the candidates who are most successful are those who simultaneously grasp technical, functional and, most importantly, commercial concepts and delivery methodologies.  

 

 

The four pillars of our capability are below, scroll to find out more or download here.

Don't say nothing in this life is free.

 

 

BI, BIG DATA & ANALYTICS

 

We have aligned our Analytics practice according to extensive research conducted by Ernst & Young, who categorise "big data" into four key elements: Identify & Capture, Customer Insight, Internalisation and Realisation of Business Benefit. Because data capture and analysis crosses all corporate functions, never before has a topic had so many sponsors within a business. Increasingly we are seeing companies pulling ownership of data out of finance, marketing or sales functions and into a vertical function all of its own.

 

Business leaders have an increasingly insatiable appetite for insight-based decision making. Together with the "internet of things" and an increasingly digital world, data provides both a challenge and an opportunity. Segregating our Analytics practice into the four pillars above allows us to differentiate between technical data capture solutions, insight analysis, data strategy and business benefit realisation, all of which demand a very different skill set.

 

TYPICAL ASSIGNMENTS

 

BI ANALYST, INSIGHT ANALYST, HEAD OF BI, DATA SCIENTIST, SQL DEVELOPER, DIGITAL ANALYTICS MANAGER, SEO ANALYST

 

 

PROJECTS & PROGRAMME MANAGEMENT

 

Never before have strong Project Managers, Programme Managers and Business Analysts within IT and Business Change functions been so crucial to the way businesses effect change. We take great pride in working with some of the best in the Retail & Consumer industry, and to ensure we continue to do so we rely heavily on professional referrals. Over 80% of our candidates placed come from a referral from someone we trust, because we believe "good people refer good people."

 

Never before have technical skills been so commoditised. It is for this reason that more and more is being asked of professionals who work within the Project space. We assess the ability of our candidates on three bases: technical, commercial and interpersonal skills. Without one, the others become irrelevant and, in a world where the boundaries of the technology function are becoming blurred, we remain absolutely committed to finding people who "get" the current changes that are happening. This is why our network consists of people who have proven track records of delivery and strong professional testimonials from previous employers.

 

TYPICAL ASSIGNMENTS

 

PROGRAMME DIRECTOR, PROJECT MANAGER, BUSINESS ANALYST (TECHNICAL OR PROCESS) BUSINESS CHANGE MANAGER, TRANSFORMATION DIRECTOR, PROGRAMME MANAGER, PORTFOLIO MANAGER, HEAD OF PROJECTS

 

LEADERSHIP

 

Leadership demands have changed dramatically over the last ten years within IT and Change functions. Failure to adjust the leadership according to market trends has resulted in companies falling behind the competition. A top-down approach to IT Change means that identifying and retaining leaders who have proven track records is a hot topic at the moment. 

 

Long gone are the days when large scale ERP Change programmes and infrastructure outsourcing are enough for leaders to point to. New buzz words like "innovation", "fresh-thinking", "entrepreneurialism" and "forward-thinking" are now all becoming staple requirements of senior IT Leadership. The fact is that, like companies, strong senior IT leadership used to be defined by the ability to create and maintain stability, support and "uptime". Now this has been turned on its head and leaders must demonstrate agility and an ability to change and adapt to the market.

 

TYPICAL ASSIGNMENTS

 

HEAD OF IT, IT DIRECTOR, CIO, SOFTWARE DEVELOPMENT DIRECTOR, HEAD OF BUSINESS CHANGE, ECOMMERCE DIRECTOR, HEAD OF DIGITAL

 

 

 

ECOMMERCE & DIGITAL

 

Digital used to be defined by the presence of a website, and an eCommerce function. Now, eCommerce is as multifaceted and complex as the digital strategies that drive it. Omni-channel retailing has given rise to a whole host of opportunities and threats that need to be managed. To us, omni-channel eCommerce is about maximising the opportunities to touch, and ultimately sell to, the customer. With this increase in complex routes to market the kind of skills companies need have changed, from a one-dimensional technical skill set to a multifaceted demand, including a firm grip on digital strategies, commercial acumen and an understanding of customer behaviour. 

 

Now candidates within eCommerce & Digital must be salesmen, marketeers, technical, functional and commercial professionals. We have found that it is only now we are starting to see the majority of candidates wake up to this change in demand. We seek to identify those candidates making a real difference to eCommerce and Digital programmes in the retail and consumer industry, and ensure we remain on top of what is making them successful.

 

TYPICAL ASSIGNMENTS

 

HEAD OF ECOMMERCE, ECOMMERCE ANALYST, DIGITAL ANALYTICS MANAGER, WEB DEVELOPER, MOBILE DEVELOPER, ECOMMERCE MANAGER, ECOMMERCE TEST ANALYST

 
 

DIGITAL DESIGN & UX

 

We are living in a design led culture, and retail and cosumer facing businesses have never before been faced with such a huge demand for convenience. Just look at the like of Adobe, Facebook and Google who have all aquired Digital Design agenies in an attempt to ensure design, and the customers needs, remain at the heart of the business culture. These two factors combined, mean that the ability to plan, create and deliver beautiful, intuitive user experiences across web and mobile platforms has become more than important, it has become the heart and soul of many businesses growth strategy. Uber, Air BnB and Just Eat have all seen off stiff competition through deliveirng seamless, convenient and creative design that pairs usability, with beautiful innovation. What used to be a case of pleasing the customer, has now become a board level topic of retention and aquisition of new customers.

 

Now candidates within UX and Digital Design are designers, and strategists. Their grasp of research, and user insight must be as strong as their ability to deliver on "gut feel". Often, the strongest candidates come from varied backgrounds - retail, banking, FMCG, media - and as innovation becomes the main way to stay ahead of competitors, people with fresh ideas, experimental natures as well as structured, process driven methods, become the most highly valued. We work with some of the fastest growing design led brands in the world, and work hard to stay ahead of the market.

 

TYPICAL ASSIGNMENTS

 

UX MANAGER, LEAD UX, MOBILE DESIGNER,  DIGITAL DESIGNER, EMAIL DESIGNER, HEAD OF UX,BACK OFFICE DESIGNER, UX RESEARCHER, MOBILE UI DESIGNER

GET IN TOUCH

We'd love to hear from you

207 Regent Street, London

02037523043

  • Wix Facebook page
  • Wix Twitter page
  • LinkedIn Social Icon