Data & AI Recruitment UK | Head of Data, Data Engineering, MLOps

About Selicor Consulting

I help organisations build high-performing data, analytics and AI teams without the noise, the vague job specs or the six-month hiring drift.

With more than 18 years recruiting across data, analytics, data science, engineering and AI, I run Selicor Consulting in partnership with Scot Lewis Associates — a UK-based search firm trusted by leaders who want straight answers, thoughtful shortlists and hires that actually stick.

My approach is practical and outcomes-first: define the problem, shape the role around the outcomes, then map the market. I work closely with CDOs, Heads of Data, CTOs and CEOs across financial services, insurance, and a range of scale-ups and SMEs where speed and fit matter. I also partner with sports organisations on analytics and performance roles, bringing the same rigour without the hype.

What clients value is the mix of market depth and candour. I’ll tell you when a spec won’t land, when salary bands are off, and when an “AI” brief is really a data foundation brief in disguise. I keep things anonymous when needed, protect your brand in the market, and prioritise long-term fit over short-term activity.

How I Work

Consultative search, not keyword bingo – role shaping, market mapping, and targeted outreach to the right people, not everyone.
Clarity before candidates – success metrics, must-haves vs nice-to-haves, and what “great in 12 months” looks like.
Shortlists you can defend – evidence-based profiles, context from real conversations, and honest trade-offs.
Trusted and discreet – I represent both you and the candidate with care; anonymous adverts available where appropriate.

Focus Areas

Data leadership (CDO, Head of Data, Data Platform, Governance)
Analytics & data science (commercial, product, risk, customer)
Data engineering & platforms (cloud, MLOps, BI, warehousing)
AI & automation roles where ROI beats hype

If you want a partner who understands the data market, will challenge assumptions, and will land the person you actually need — let’s talk.

Why clarity before recruitment matters

Many organisations hire into AI and data because they feel they should. The title sounds right and the brief looks impressive, but underneath it is often unclear.

Ownership is unclear
Reporting lines are political
Data foundations are weak
Success criteria are vague

Before we go to market, we pressure test the structure:

What problem the role is truly solving
Whether it is strategic, operational or both
What authority the hire will actually hold
What good looks like in 12 months

It is light touch. One focused conversation, a clear written summary, and a sharper hiring plan. Then we execute the search with confidence.

Our approach

1. Capability validation – a structured conversation to define role purpose, ownership, success metrics and hiring sequence.
2. Retained and exclusive search – focused search aligned to validated structure, not a vague job title.
3. Market and talent mapping – clear visibility of available capability, compensation realities and where the trade-offs sit.
4. Long term hiring strategy – ongoing support as AI capability evolves, so hiring stays aligned to outcomes.

Specialist search areas

Typical briefs we support. Each starts with role clarity, ownership, and what good looks like in 12 months.

Talk through a role

Latest Insights

Contact

Ready to discuss your hiring needs?

Email: Contact Me

LinkedIn: linkedin.com/in/daneasterbrook

Recruitment is not a transaction. It is the execution of a capability strategy.