Do you hire for AI product companies or internal data teams?

Both, and the search is different for each. Vendors need people comfortable with a fast product story; internal teams need people who can work with the business around them.

Can you advise on how to structure a new data team?

We can tell you what comparable teams are doing and where the market is thin, which usually shapes the order you hire in. The structure stays your call.

Are these roles remote?

Many are, and it widens the market considerably. If the role needs to be on-site, say so early so the search is built around it.

What regions do you recruit in?

Europe, the Middle East and Africa are where we are strongest, and we place remote and relocating candidates beyond that. Tell us where the role sits and we will be straight with you about how deep our network is there.

Specialist domain

Dataand AI.

Specialist recruitment across data, analytics and AI, for the people who make the capability real and the people who sell it.

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Commercial + technicalA complete view of the market
Builders and strategistsAcross every growth stage
Search led by a market mapNot just a list of CVs

The roles we fill.

From a first data hire to a full platform and science team, we help businesses hire the people who turn data into impact.

Go-to-market
- AI and Data Account Executives
- Solutions Consultants
- Partnerships
- Commercial Leadership
Architecture
- Data Architects
- Platform Leads
- Analytics Engineering Leads
- MLOps Architects
Engineering
- Data Engineers
- Machine Learning Engineers
- Analytics Engineers
- MLOps Engineers
Science
- Data Scientists
- Applied Scientists
- Research Engineers
- Decision Scientists

Why these hiresare hard.

Titles move faster than the work does. Two people with the same job title are often doing entirely different jobs.

Titles have stopped meaning anything
Data scientist, ML engineer and analytics engineer overlap differently in every company. Hiring on the title rather than the work is the fastest way to a mismatched shortlist.
Research skill and production skill are not the same
Some of the strongest modellers have never had to keep something running. Some of the best engineers do not want to be handed an open research question. Knowing which one the role needs changes everything.
Everyone is hiring the same profile
Demand for people who can do both the modelling and the engineering is concentrated on a small group. Getting to them means offering a real reason to move, early.

How we runthe search.

We map the market, have the right conversations and present only the people who genuinely fit.

1
We pin down the actual work first
Whether the role is closer to research, engineering or product decides the market we search and the people we approach. We agree that with you before the search opens.
2
We look past the model names
Anyone can list tools. We ask what they shipped, who used it, what it changed and what they would do differently, and pass on the answer.
3
We treat commercial hires as specialist too
Selling data and AI takes someone who can hold a technical conversation without overselling. That is a narrow market and we search it the same way we search the engineering one.

Who we usuallydo this for.

Data and AI vendors
Enterprise data functions
Teams building a first data platform
Startups and high growth scale-ups
Businesses moving models into production
Analytics teams becoming product teams
Global and regional expansion
Replacement hires that did not work out

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Data / AI hiring,answered.

Straight answers to the questions we hear most.

Do you hire for AI product companies or internal data teams?
Both, and the search is different for each. Vendors need people comfortable with a fast product story; internal teams need people who can work with the business around them.
Can you advise on how to structure a new data team?
We can tell you what comparable teams are doing and where the market is thin, which usually shapes the order you hire in. The structure stays your call.
Are these roles remote?
Many are, and it widens the market considerably. If the role needs to be on-site, say so early so the search is built around it.
What regions do you recruit in?
Europe, the Middle East and Africa are where we are strongest, and we place remote and relocating candidates beyond that. Tell us where the role sits and we will be straight with you about how deep our network is there.