The Research Director will be part of SIA’s global research team and be responsible for leading and supporting research projects that combine staffing industry expertise, quantitative analysis and clear business writing. The role will focus on producing practical insight for executives across staffing, workforce solutions and talent acquisition technology.
The role is based in London. Candidates should be able to work from our central London office on a regular basis; a hybrid working pattern, including working from home, is available.
Reporting to: Vice President, Research.
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Developing deep expertise in assigned areas of the staffing industry and translating that expertise into clear, evidence-based reports supported by robust data, charts, tables and practical interpretation.
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Researching and writing frequent thought-provoking analyses on current staffing industry events and trends. This includes conducting financial analysis of company results, collecting and analysing government data as well as conducting internet-based research to produce unique content of practical value to our customers.
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Participating in data collection via surveys and manipulation of publicly available data, in support of group projects.
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Designing and analysing surveys and other data collection activities, including data cleaning, validation, manipulation and quality checks.
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Building technical and subject-matter expertise quickly, including research tools, data sources, software and staffing industry business practices.
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Working closely with co-workers to develop extensions of current research product offerings as well as assisting in the development and planning for new research-related offerings and services/products
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Building existing expertise in staffing and contingent work through monitoring of relevant news, research studies and industry developments.
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Attending and participating in conferences as a member of Staffing Industry Analysts’ research team and assisting as needed with any or all conference planning activities, including speaker recruitment and support work related to the development and construction of speaker presentations.
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Moderating or participating in client-sponsored webinars
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Representing SIA as an authoritative speaker at external industry and client events.
The ideal candidate will demonstrate knowledge and expertise in the following areas:
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Staffing industry experience. Strong experience in the staffing industry, ideally including a managerial role within a staffing firm. You will understand the day-to-day operational challenges, commercial pressures, client expectations, talent supply constraints, technology adoption issues and regulatory considerations that shape staffing firm performance and strategy.
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Research and analytical skills. Well-developed analytical and quantitative problem-solving skills, with good ability in manipulating and analysing data using Microsoft Excel.
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Business writing. Demonstrated ability to produce concise, well-structured and commercially relevant writing for an executive audience.
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Communication skills. Ability to engage senior business leaders, understand their priorities, identify decision-useful research questions, and communicate findings clearly and persuasively in writing and verbally, including via presentations to executive audiences.
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Visualisation of data. Ability to select appropriate chart types, tables, and diagrams to communicate research findings effectively. Strong skills in Microsoft Excel and other relevant software to produce clear, accurate, and well-presented visual outputs. Attention to visual clarity and overall presentation quality.
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Flexibility. Open to learning new concepts and tools, with the ability to develop new skills as required. Comfortable working with research-related software and adapting to new challenges.
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Adaptability. Open to learning new concepts, tools and research methods, and comfortable developing new skills as priorities evolve.
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Strategic Perspective – Able to balance detailed execution with an understanding of the wider context, prioritising critical elements that support both immediate deliverables and long-term goals.
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Delivery and impact – Ability to manage competing priorities and meet agreed deadlines. Able to demonstrate tangible results or outcomes from previous work or projects
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Collaboration and accountability. Known for working effectively with others and contributing positively to team outcomes. Can build trust through reliability, professionalism, and a constructive approach to problem-solving. Comfortable working in flexible, collaborative team environments and willing to support colleagues as needed. Takes responsibility for work, acknowledges mistakes, and learns from feedback.
Though not essential, any of the following attributes would be an advantage in applying for this position:
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Familiarity with SIA research, including methodology, research standards, and report production
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A degree or equivalent professional experience
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Experience with survey design, statistical analysis, data cleaning or business intelligence tools
ABOUT SIA
Staffing Industry Analysts (SIA) is the global research and advisory firm focused 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 labour. 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. SIA was founded in 1989 by staffing pioneer Peter Yessne. A brand of Crain Communications, a leading business news and information company, SIA is headquartered in Mountain View, California, with offices in London, UK.
To learn more about SIA, visit www.staffingindustry.com
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
About Crain Communications:
Crain Communications is a leading business news and information company with a portfolio of 24 media brands that provide indispensable coverage and data for professionals globally and across sectors, including advertising, automotive, finance, healthcare, staffing, and workforce solutions. Many of Crain’s brands are the most influential media properties in the industries and communities they serve, including Ad Age, Automotive News, Pensions & Investments, Modern Healthcare, Staffing Industry Analysts, as well as Crain’s regional business brands. For more than a century, our dedication to deep sector expertise and journalistic integrity has enabled us to provide trusted insights across all our platforms, empowering today’s business leaders to make industry-shaping decisions. To learn more about Crain Communications, visit crain.com.
Environmental Demands
Where you work matters. The job posting will provide specific information on where and when your amazing work would be performed. Employee work location is determined by the needs of the specific team and may include on-site, hybrid or remote. Employee work location is subject to change.
- An “in-office” role would require the employee to come into the office most days with occasional flexibility to work remotely if tasks can be performed elsewhere and if the manager approves.
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A “remote” role would allow an employee to work from a home office that is in one of the states Crain does business in. We can only employ a remote / "work from home" employee if they reside in one of these states: AZ, CA, CO, FL, GA, IL, MD, MA, MI, MN, NV, NY, NC, OH, OR, TN, TX, VA, WA, WI, and Washington, DC.
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A “hybrid” role would be a mix of in-office and remote work. There may be a specified schedule for coming into the office or it could be at the discretion of the employee with the manager’s approval, subject to change.
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Employees who live within a reasonable commute distance from a Crain office are expected to work on-site 3 days per week.
Many positions will also include work done in “the field.” Depending on the role, this may include conducting in-person interviews, attending work-related events, meeting with sources or clients. Specifics will be noted in the job posting but are subject to change as a role evolves. Employees may be exposed to adverse environmental conditions, specifically during field work. Other typical job functions are performed under conditions such as those found in general office work.
Travel to cover news stories/events, meetings with clients, and to our geographically separated offices may be required. It is the nature of many positions to experience non-standard working hours and be on-call when needed for responding to email, meeting with clients, attending work-related events, story development or breaking news. Most employees perform work Monday through Friday, although early-morning, evening or weekend shifts may be required. Work schedule and travel requirements are subject to change as a role and needs evolve over time.
Physical Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of many Crain jobs and are subject to change.
Physical activities will include frequent in-person or virtual interactions. For most positions, it is essential to be able to remain at a desk/computer workstation for prolonged periods, perform computer-related tasks, and create/maintain documents within filing systems. Must have close visual acuity to perform an activity, such as preparing and analyzing reports and information, transcribing, viewing a computer terminal, or extensive reading. The typical physical requirements are light work—exerting up to 25lbs of force occasionally and/or up to 10lbs of force frequently and may include climbing, pushing, standing, hearing, walking, reaching, grasping, kneeling, stooping, and repetitive motion. Some positions will have additional physical requirements, including exerting up to 50lbs of force to move and/or carry equipment, supplies, files, or other materials as the role requires.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions and meet the environmental and physical demands of the role.
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)
