{"id":196842,"date":"2026-02-10T10:22:35","date_gmt":"2026-02-10T10:22:35","guid":{"rendered":"https:\/\/www.harnham.com\/?p=196842"},"modified":"2026-02-10T10:22:35","modified_gmt":"2026-02-10T10:22:35","slug":"data-analytics-hiring-trends","status":"publish","type":"post","link":"https:\/\/www.harnham.com\/data-analytics-hiring-trends\/","title":{"rendered":"Data &#038; Analytics Hiring Trends: Market Insight"},"content":{"rendered":"<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-195330\" src=\"https:\/\/www.harnham.com\/wp-content\/uploads\/2025\/10\/Untitled-design-26-300x300.png\" alt=\"\" width=\"116\" height=\"116\" srcset=\"https:\/\/www.harnham.com\/wp-content\/uploads\/2025\/10\/Untitled-design-26-300x300.png 300w, https:\/\/www.harnham.com\/wp-content\/uploads\/2025\/10\/Untitled-design-26-1024x1024.png 1024w, https:\/\/www.harnham.com\/wp-content\/uploads\/2025\/10\/Untitled-design-26-150x150.png 150w, https:\/\/www.harnham.com\/wp-content\/uploads\/2025\/10\/Untitled-design-26-768x768.png 768w, https:\/\/www.harnham.com\/wp-content\/uploads\/2025\/10\/Untitled-design-26.png 1080w\" sizes=\"auto, (max-width: 116px) 100vw, 116px\" \/> by <a href=\"https:\/\/www.linkedin.com\/in\/jamie-smith-2b136b148\/\">Jamie Smith<\/a>, Senior Manager at Harnham, UK.<\/p>\n<h1><span style=\"font-weight: 400;\">Data &amp; Analytics Hiring Trends<\/span><\/h1>\n<h2><span style=\"font-weight: 400;\">How working models, technology choices, and assessments are changing hiring<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">These data and analytics hiring trends reflect how working patterns, technology choices, and assessment methods are changing across analytics roles, based primarily on hiring activity with Northern-based clients.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">While many of these trends are not exclusive to the North, they reflect patterns we are consistently seeing across organisations hiring data and analytics talent in Northern England.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s take a look at the key shifts influencing hiring decisions today, from hybrid working and low-code tools to Microsoft Fabric, marketing mix modelling, and technical assessments.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">On this page<\/span><\/h2>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"#hybrid-working\"><span style=\"font-weight: 400;\">Hybrid working expectations in data and analytics roles<\/span><\/a><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"#low-code-platforms\"><span style=\"font-weight: 400;\">Low-code platforms in analytics teams<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"#microsoft-fabric\"><span style=\"font-weight: 400;\">Microsoft Fabric skills and hiring considerations<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"#marketing-mix-modelling\"><span style=\"font-weight: 400;\">Why marketing mix modelling is becoming a core analytics skill<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"#technical-assessments\"><span style=\"font-weight: 400;\">Why technical assessments are moving earlier in hiring processes<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"#harnham-support\"><span style=\"font-weight: 400;\">How Harnham can support hiring decisions<\/span><\/a><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<h2 id=\"hybrid-working\"><span style=\"font-weight: 400;\">Hybrid working expectations in data and analytics roles<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Hybrid working is no longer a differentiator for many data and analytics roles. For a significant share of professionals, some degree of flexibility is now expected as part of the role.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Across much of the market, candidates commonly look for one to two days per week in the office. While some larger organisations, particularly in banking and retail, continue to push for higher on-site attendance, this tends to narrow the available talent pool rather than expand it.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In practice, expectations vary by sector and region. For example, we are currently supporting a retailer in the Midlands and a financial services organisation in the Midlands that are both seeking candidates to be on site four to five days per week.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These models are typically more achievable for large, established employers with strong brand recognition, but they tend to reduce the available talent pool and extend hiring timelines compared to more flexible approaches.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Stricter office requirements are often associated with:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reduced access to candidates who have relocated or prioritise flexibility<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Longer hiring timelines as talent pools become more constrained<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Increased salary pressure to offset reduced flexibility<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Greater reliance on relocation packages or regionally limited hiring strategies<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Hybrid working expectations now play a material role in hiring outcomes for data and analytics teams.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Employers with more rigid attendance requirements often need to compensate through pay, brand strength, or the nature of the work itself.<\/span><\/p>\n<h2 id=\"low-code-platforms\"><span style=\"font-weight: 400;\">Low-code platforms in analytics teams<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Low-code platforms are increasingly used in analytics and finance teams to accelerate delivery where engineering capacity is limited. In the short term, this can reduce dependency on specialist roles and improve speed to insight. Over time, the trade-offs become more visible.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">We are seeing particularly strong uptake of low-code tools within financial services organisations, including a number of clients based in Leeds and Birmingham. In these environments, low-code platforms are often used to accelerate reporting and analytics delivery while managing engineering capacity and regulatory constraints.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Initial benefits typically include faster development cycles, broader accessibility for analysts, and lower upfront costs through built-in governance and security controls.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As adoption scales, teams often encounter:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reduced flexibility for complex or bespoke use cases<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Licensing costs that increase as usage expands<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">A gradual erosion of in-house engineering capability<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Longer-term skills gaps that surface as platforms are pushed beyond their original scope<\/span><\/li>\n<\/ul>\n<p><b>Decision point<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">Low-code tools can support near-term delivery goals, but hiring decisions need to account for long-term capability, maintainability, and technical depth.<\/span><\/p>\n<h2 id=\"microsoft-fabric\"><span style=\"font-weight: 400;\">Microsoft Fabric skills and hiring considerations<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Microsoft Fabric is gaining traction primarily in organisations already operating within the Microsoft ecosystem. Hiring demand is less about the platform itself and more about whether teams can build capability without introducing cost or delivery risk.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">We are increasingly seeing Microsoft Fabric referenced in role requirements across a range of industries. This is particularly noticeable in established data hubs such as Manchester, Cheshire, and Leeds, where organisations are building on existing Microsoft-based data estates and looking to consolidate analytics capability.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Interest is typically driven by the promise of a unified OneLake architecture, close integration with Power BI and Azure, and the continued expansion of AI-enabled features across the platform.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At the same time, employers frequently raise concerns around:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Cost visibility and predictability at scale<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Platform maturity and the pace of product change<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The training investment required to build reliable capability<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">As a result, many roles reference:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Power BI and Fabric experience<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">OneLake architecture knowledge<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">DP-600 and DP-700 certifications, often alongside demonstrable hands-on delivery<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Fabric adoption is increasing, but hiring decisions are shaped as much by risk management and cost control as by platform capability.<\/span><\/p>\n<h2 id=\"marketing-mix-modelling\"><span style=\"font-weight: 400;\">Why marketing mix modelling is becoming a core analytics skill<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Marketing mix modelling is appearing more frequently outside specialist teams, particularly in organisations adjusting to reduced access to user-level data.<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-medium wp-image-196843\" src=\"https:\/\/www.harnham.com\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-10-at-10.03.52-300x300.png\" alt=\"\" width=\"300\" height=\"300\" srcset=\"https:\/\/www.harnham.com\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-10-at-10.03.52-300x300.png 300w, https:\/\/www.harnham.com\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-10-at-10.03.52-150x150.png 150w, https:\/\/www.harnham.com\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-10-at-10.03.52-768x765.png 768w, https:\/\/www.harnham.com\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-10-at-10.03.52.png 974w\" sizes=\"auto, (max-width: 300px) 100vw, 300px\" \/><\/p>\n<p><a href=\"https:\/\/www.harnham.com\/episode-20-how-incrementality-and-mmm-are-changing-marketing-analytics\/\"><span style=\"font-weight: 400;\">Data &amp; AI Podcast: How Incrementality and MMM Are Changing Marketing Analytics<\/span><\/a><\/p>\n<p><span style=\"font-weight: 400;\">Rather than replacing attribution entirely, MMM is increasingly used alongside other approaches to support decision-making where privacy constraints limit traditional measurement methods.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Demand is being shaped by:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Cookie deprecation and iOS privacy changes<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">GDPR and CCPA restrictions on data use<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">A need for privacy-compliant ways to assess marketing effectiveness<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">From a commercial perspective, MMM supports:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Marketing ROI analysis without reliance on personal data<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">More disciplined allocation of large marketing budgets<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Decision-making that holds up under regulatory scrutiny<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<\/ul>\n<p><b><br \/>\n<\/b><span style=\"font-weight: 400;\">Marketing mix modelling is increasingly treated as a core analytics capability rather than a niche specialism, and is appearing more often in standard marketing analytics roles.<\/span><\/p>\n<h2 id=\"technical-assessments\"><span style=\"font-weight: 400;\">Why technical assessments are moving earlier in hiring processes<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">As hiring teams place greater emphasis on validating practical capability, technical assessments are being introduced earlier in the interview process. This shift is partly influenced by wider use of AI tools, but more directly by the cost of late-stage hiring mistakes.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Assessment formats increasingly reflect real working scenarios rather than theoretical exercises.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Typical examples include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Data analysts and analytics engineers<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">Live SQL tasks, Excel or Python exercises, dashboard interpretation<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Data scientists<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">Real-time coding, statistical reasoning, model evaluation, live notebook sessions<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Marketing analytics and MMM roles<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">Regression interpretation, p-values, causation versus correlation<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>BI and visualisation roles<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">Dashboard critique and stakeholder scenario discussions<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">As hiring timelines tighten, many organisations are also reassessing how capability is resourced. In AI-focused teams, this has led to greater use of flexible delivery models, with some US companies scaling AI capability through contractors to meet delivery goals without adding long-term headcount risk.<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-196844\" src=\"https:\/\/www.harnham.com\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-10-at-10.04.52-300x102.png\" alt=\"\" width=\"518\" height=\"176\" srcset=\"https:\/\/www.harnham.com\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-10-at-10.04.52-300x102.png 300w, https:\/\/www.harnham.com\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-10-at-10.04.52-768x262.png 768w, https:\/\/www.harnham.com\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-10-at-10.04.52.png 992w\" sizes=\"auto, (max-width: 518px) 100vw, 518px\" \/><\/p>\n<p><a href=\"https:\/\/www.harnham.com\/ai-contractor-models-2025\/\"><span style=\"font-weight: 400;\">Related read: Why US Companies are Scaling with Contractors<\/span><\/a><b><\/b><b><br \/>\n<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Earlier technical assessments allow teams to validate capability sooner, reduce late-stage risk, and make hiring decisions with greater confidence.<\/span><\/p>\n<h2 id=\"harnham-support\"><span style=\"font-weight: 400;\">How Harnham can support hiring decisions<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Across data and analytics teams, hiring challenges are rarely about volume alone. More often, they come down to how roles are defined, how teams are structured, and how capability needs to evolve as priorities change.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Harnham works with organisations and professionals across the full data and analytics lifecycle, supporting hiring decisions that reflect current market conditions rather than assumptions.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you\u2019d like to explore how these trends translate into team structure, role design, and delivery outcomes, you can learn more about our <\/span><a href=\"https:\/\/www.harnham.com\/data-ai-recruitment-talent-solutions\/\"><b>Data and AI Talent Solutions<\/b><\/a><span style=\"font-weight: 400;\">, covering permanent, contract, and project-based hiring.<\/span><\/p>\n<p><a href=\"https:\/\/www.harnham.com\/contact-page\/\"><b>Contact Harnham<\/b><\/a><span style=\"font-weight: 400;\"> to discuss your data and analytics recruitment needs.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>by Jamie Smith, Senior Manager at Harnham, UK. Data &amp; Analytics Hiring Trends How working models, technology choices, and assessments are changing hiring These data and analytics hiring trends reflect how working patterns, technology choices, and assessment methods are changing across analytics roles, based primarily on hiring activity with Northern-based clients. While many of these&hellip;<\/p>\n","protected":false},"author":618,"featured_media":195336,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"","_relevanssi_noindex_reason":"","inline_featured_image":false,"footnotes":""},"categories":[932],"tags":[],"class_list":["post-196842","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-data"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.1.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Data &amp; Analytics Hiring Trends: Market Insight - Harnham<\/title>\n<meta name=\"description\" content=\"Practical insight into data &amp; 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