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Big Data Recruiters and Executive Search

Your Data Science Recruitment Specialists

We’ve worked in technology for over 25 years, and our data science recruiters have never seen a more exciting time to work in the field. As companies break down trends, gather insights, and understand new ways to leverage information, data science talent becomes an increasingly essential component for critical growth.

Why Is Big Data Recruiting So Challenging?

Data scientists aren't only necessary for organizations in the tech sector. As access to customer data expands, so does the demand for data analytics. A highly-qualified data engineer or analyst is now a must-have role for a variety of industries, from web design startups to corporations in areas like healthcare and life sciences. Natural language processing (NLP), AI and machine learning, and data science strategies touch countless verticals from e-commerce sales to network security to autonomous vehicles. Web analytics, gathering customer insights, and managing databases are just some of the services where big data professionals excel.

Find Better Talent with Redfish

This high demand can make candidates who possess analytics and statistics knowledge, and the ability to leverage that knowledge for your business, difficult to find and attract. Adding to the challenge is that not everyone who needs to hire a data scientist, data engineer, data analyst, or similar positions is well-versed in the technical lingo used in these fields. That's where a big data recruiting service can help, developing relationships with top analytics talent you wouldn't find on a platform like LinkedIn. If you don't know how Mapreduce relates to Hadoop, only know Kafka as a writer, or think Flume is an amusement park ride, Redfish recruiters can fill in those knowledge gaps to meet your data science needs.

Recruit with Redfish

Redfish Technology lives at the intersection of creativity, resourcefulness, and innovation. Founded in 1996, our unique expertise in big data recruiting has helped grow businesses from coast to coast, with deep roots in the country’s biggest tech hubs. Are you ready to take your company to the next level?

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Join the many companies that have recruited big data roles with Redfish Technology

Our successful big data searches keep our clients happy

Senior Product Manager

Our long-term client had reached out to us looking for a Senior Product Manager to lead the growth of a new adtech product line. After speaking with the Director of Product, we determined the skill set that would be required and were able to source candidates quickly to ensure our client’s plans for growth could remain on track. We were ultimately able to find the ideal candidate that had industry experience, had led NPI efforts, and was excited to be a part of our client’s future. We were able to set expectations on both sides and ultimately help both the candidate and client move forward with their number one choice.

Senior Front End Engineer

A first-time client of ours in the adtech space reached out to us asking for help finding two Senior Front End Software Engineers. Understanding the competition market for engineers specializing in JavaScript and the related front end frameworks, we decided our engaged approach was the most appropriate way for us to fill the immediate need with our client. We were able to find a candidate with strong startup experience that was able to start immediately in a contract-to-hire scenario, ultimately joining the company full time after a month. Once we were able to have a candidate in the first seat, we took a highly targeted approach to find a second engineer with direct industry experience. This candidate was inundated with interviews and offers, and we were able to calibrate his ultimate goals and help our client stand out from the other opportunities. He ultimately accepted a full time position with our client and was beyond excited to be joining the team. Both candidates are still with the client today.

Lead Infrastructure Engineer

The Founder of a Bain Capital/Lightspeed Ventures startup in San Francisco needed a Lead Infrastructure engineer with skills in devops, functional programming, CI/CD and machine learning.

They were series A and growing aggressively, so they needed someone who could do the technical work as well as lead a team underneath them. We found them a perfect M.I.T fit who has been there almost three yrs and helped double the size of the company.

Senior Back End Engineer

A 100 person fintech company asked for our help in finding a Senior Back End Engineer along with a Full Stack Engineer with Node.JS experience. We quickly realized finding senior engineers with Node.JS experience wasn't an easy search. Fortunately, we successfully filled the roles within 10 weeks and both engineers are still with the company two years later.

We can help you hire for a variety of big data roles

AI Engineer
Back End Developer
Director of Engineering
Front End Developer
Full Stack Developer/Engineer
Head of Software/Development/Engineering
Implementation Engineer/Manager
Infrastructure Engineer
Machine Learning Engineer/Developer
Product Manager
Software Engineer
Solutions Architect/Engineer
UX Engineer/Developer
Vice President of Engineering

See what our clients say about our big data successes

Frequently asked questions about big data recruiting

Our engaged search process normally takes four weeks between our initial discovery call with the client and when an offer is extended. Clients get a single point of contact in our team, as well as a minimum of 20 dedicated hours each week.

The process starts with a deep dive discovery with the hiring team. This conversation focuses on two aspects: the requirements of the role and the needs and selling points of the company. Once we’ve gathered this information from the client, we use a curated four-touch candidate outreach campaign and advanced AI software to source candidates from our network. By the end of the first week, we typically have at least 5 resumes to send to clients, who get the first right of refusal on any resume sourced for their position.

Once we’ve defined the traits of the ideal candidate in our discovery call with the client, we do internal planning before going to our network. This involves separating the qualifications into “must haves” and “nice to haves”, identifying competitors that employ similar big data professionals, and creating a targeted four-step multi-touch campaign. We then deploy this campaign across our database and 30,000+ company followers network, leveraging our contacts as well as AI software and both paid and unpaid resources to generate qualified leads. Along the way, we provide data analysis to the client that they can use to evaluate and shape the recruiting strategy and improve the efficacy of our messaging.

We first create a list of questions that target certain skills or traits based on our discovery call with the client. As candidates are interviewed, we recalibrate with the client as necessary to make sure those questions are attracting the right candidates for their needs.

We measure our big data hire quality by considering factors like how many submitted candidates are interviewed, how long it took to make a placement, how long the candidate remains in the role, and feedback from clients.

We have a candidate retention rate of 86% across the industries and sectors we work with.

On average, it takes 4 weeks to fill a big data role.

We utilize metrics including time to hire, resumes submitted to interviews, and interview-to-hire ratio.

Working with a recruiter allows you to hire better big data talent more quickly, as well as saving companies the time, money, and resources they would have invested in the search. Having multiple recruiters working on a search also allows the process to be scaled, giving big data recruiters the capability to fill multiple roles with high-quality candidates concurrently.

The main difference comes down to the scope of the search. In a big data executive search, the process is more specific and targeted. More stringent criteria can mean that the search takes a bit longer, but with the result of a better long-term hire who perfectly meets the client’s needs. The payment terms are also different. With executive search, the client pays in installments throughout the process, rather than after the search is completed. Executive search firms may also charge per diems and expenses.

The network of big data professionals we’ve built over 30 years in the business is our biggest differentiator. Relationships are the core of this business and we always start with our network. We also have 30,000+ followers of our company that we network through.

We give them a human-focused interaction rather than a transactional one. Our goal is to build long-term relationships, and both our clients and our candidates appreciate this personal touch.

Working with a recruiter enables you to hire the best big data professional for the role, not just the best person in your network. The recruiting landscape has changed dramatically, and our use of AI technology, targeted messaging, and other paid and unpaid resources allows us to navigate the talent market more efficiently and at a deeper level than hiring teams can using in-house resources.

Yes, our engaged search is backed by a 60-day refund or replacement guarantee.

We start by understanding the client’s story, culture and needs through our in-depth discovery process. Next, we use this information in our screening process, and convey it to the candidates we’ve identified as a potential fit based on their skills and experience. We can also perform reference and background checks on request.

Absolutely! We want our clients and candidates to succeed, and support them throughout the hiring process. For companies, this includes helping with their job description, competitor analysis, salary ranges, and improving their interview process, as well as services like contracting, contract-to-hire, and payroll. For candidates, we help them perfect their resume and application materials and offer coaching through the interview process.

Delicately. We know the value a diverse team brings to a business and understand the crucial role recruiters play in ensuring the hiring process is free from bias. This starts by identifying areas where bias could be a factor and taking steps to ensure candidates are being fairly assessed and compared. We also observe how our clients are mitigating and preventing issues and adopt the approaches that are effective, with the goal of continuously improving the transparency, fairness, and inclusiveness of our talent sourcing and placement.

welcome feedback from clients and candidates, and feel that full disclosure and honest, transparent communication is helpful for both sides. We also serve as a conduit for feedback between clients and candidates. If an issue is sensitive, we’ll clear it with the client or candidate before starting the conversation.

Our fee is 25% of the base first-year salary of the new hire.

No. Our fee is paid in full by the client, and there is no charge for big data candidates to work with us.

We maintain the confidentiality of both the hiring company and the candidates throughout the process. We sign NDAs at the start of a search and get guidance from our clients on what can and can’t be shared with candidates. All information we collect from candidates and companies is securely stored and protected from unauthorized access.

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