We want to talk to someone doing innovative analytics at a company. How do they justify the cost of innovation? What’s the thought process they use when leadership comes back to them and then says… “Okay, what have you been up to?”
I’ve been tasked with expanding our growing centralized analytics team. I’d like to talk to someone who’s been in my shoes. What ratio of novice analysts/data scientists to experts should I be hiring? Is there a “best” ratio of internal to external hires? What should my strategy look like?
I’d like to chat with someone about technology landscaping in the world of sensor hardware. We currently have sensors on products like chillers, air conditioners, and heating vents, but we want to expand our capabilities by knowing what’s out there.
I’m at the very beginning of building a team to do data-driven HR, made up of data scientists, analysts, and I/O psychologists. As I’m starting this capability, what should I be thinking about?
I’d like to understand industry trends in merging financial data from small businesses with payments data from larger financial corporations.
Do you have examples of Data management job descriptions (Data engineer, platform architect, data governance specialist)? Do you know any recruiting best practices for these type of positions?
We are planning our data analytics platform and would like to speak to someone about big data architecture/engineering strategies — using big data at speed.
We’d like to better understand attribution modeling to help the marketing team. Our main channels include: direct mail and email.
ATTRIBUTES OF A DATA PROGRAM: A PRACTICAL GUIDE
By Greg Nelson ABSTRACT The ever-growing volume of data challenges us to keep pace in ensuring that we use it […]
TOP-DOWN IMPLEMENTATION PROCESS FOR RAPID DATA GOVERNANCE ADOPTION
By Benson Hsu Putting a solid data governance structure in place is challenging, but Sanford Health, a large integrated health […]
