Merkle Aquila is an analytics consultancy based in London and Edinburgh. Among its team of 95 analysts and data practitioners, it has 21 different nationalities represented, with more languages - although the business language is English, French, Polish and Greek are commonly used with some interviews taking place bi-lingually.
What do they do?
Merkle Aquila has adopted a different approach to talent acquisition in order to attract the broadest mix of applications, whichever channels they arrive through (direct, web site, employee referrals, recruitment partners). This has seen the agency build a highly diverse culture and mix of religious, ethnic, educational and industry backgrounds. It also has an unusual gender balance for the industry of 55:45 female:male.
Advertising for roles focuses on the basic skills set required, rather than a specific pick list, in order to attract candidates with the right strengths and characteristics. Supported from the founders right down to analysts, unconscious bias in the selection of applications is challenged to ensure the broadest talent pool is created.
Employee retention rates are high with some ex-colleagues even returning to the business. Since joining Merkle, the agency has enhanced these diversity initiatives with an extra focus on women in leadership, ethnicity, mental health and sexual orientation. This reflects a belief that diversity incubates more innovation and better solutions for clients. Even the cuisine and social activities used by the business are as varied as possible.
What did the judges say?
We all know how hard it is to attract great talent and that many candidates are put off by recruitment ads that are too specific or tech-oriented. Merkle Aquila appears to have found a better balance and is enjoying the results.
To see the entire list of winners and finalists, click here.
Imposter syndrome can affect almost anyone, even those high-achievers who seem to be secure in their abilities. Data professional Tola Alade spoke to Toni Sekinah about how being unable to recognise her achievements has affected her career and the steps she has taken to address that.