Description

SIA seeks an executive leader to drive the growth of our budding custom research division. This person will drive the strategy, sales/marketing and execution of this new business unit.

Responsibilities

• Take on overall leadership of the growth and profitability of SIA's custom research business.


• Work with SIA executive team and business leaders to formulate custom research strategy, develop sales targets and define the go to market offering.


• Work with the sales team to take sales leads and convert them into client projects that position SIA for growth. As needed lead sales prospecting and the full sales cycle for selected target markets.


• Lead the execution of custom research projects including managing the client relationship, project management and coordination with SIA and freelance resources, conduct statistical and data analysis of survey data, develop and validate project hypotheses and write compelling research reports and related materials.


• Develop expertise in custom research related subject areas, speak at conferences, webinars and other events on topics of expertise.


• Build and maintain survey research panel strategy and execution to enable the scaling of survey based custom research projects.


• Develop expertise in contingent labor and workforce solutions ecosystem topics and write research reports, articles and thought leadership pieces to help grow SIA's brand.

Qualifications

• College degree with strong background in economic and statistical analysis.


• Skilled in survey analysis, including the use of data analysis tools and techniques.


• 10+ years of leadership in developing and growing market research businesses, including selling complex and strategic projects, proposal development, client management and development/delivery of research results.


• Management experience in growing and building research teams.


• Excellent business writing and presentation skills.


• Team oriented and experience working cross functionally in a professional services environment.

Preferences

• Masters degree or PhD in business, economics, statistics or related area


• Staffing, contingent work or workforce solutions experience


• Knowledge of SIA clients and experience with SIA research templates and tools

This position is exempt under the Fair Labor Standards Act and is not eligible for overtime pay.

Brand Overview:

Founded in 1989, Staffing Industry Analysts (SIA) is the global advisor on staffing and workforce solutions. Our proprietary research covers all categories of employed and non-employed work including temporary staffing, independent contracting and other types of contingent labor. SIA's independent and objective analysis provides insights into the services and suppliers operating in the workforce solutions ecosystem, including staffing firms, managed service providers, recruitment process outsourcers, payrolling/compliance firms and talent acquisition technology specialists such as vendor management systems, online staffing platforms, crowdsourcing and online work services. We also provide training and accreditation with our unique Certified Contingent Workforce Professional (CCWP) program.

Known for our award-winning content, data, support tools, publications, executive conferences and events, we help both suppliers and buyers of workforce solutions make better-informed decisions that improve business results and minimize risk. As a division of the international business media company, Crain Communications Inc., SIA is headquartered in Mountain View, California, with offices in London, England.

www.staffingindustry.com

@SIAnalysts

Crain Overview:

Crain Communicationshas been at the forefront of the publishing industry for more than a century.As a privately held company, we maintain a personal responsibility for elevating our work to be the best it can be.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)