Understand
Get to know the people, clients and approach. Review priorities, observe relevant work and agree what success looks like.
Careers at Kea
Experience matters at Kea.
We work with technology leaders to turn market understanding into better decisions. Meet the people, explore the work and see how we work together.
We have no open vacancies, but welcome introductions.
Explore working at Kea01 / Understand the work
Good advice has to survive the real world.
Our clients need analysts to understand their business, their technology and the evidence behind their claims. They also need to understand what the market is telling them.
At Kea, that means testing a company's story, preparing its leaders, building relevant analyst engagement and translating feedback into practical action. Some days call for executive counsel. Others call for careful research, a sharper briefing or persistent follow-through.
You need to be comfortable doing both: setting the direction and taking responsibility for the detail.
02 / Where you could fit
Four paths. A clear standard.
We welcome introductions from experienced professionals in Analyst Relations, industry research, technology go-to-market and client advisory. Explore a profile to see where your experience could fit.
01 / Analyst RelationsSenior Analyst Relations Leader
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What you have done
Owned international AR programmes for B2B technology companies. Advised senior executives, managed significant research evaluations and worked across product, marketing and sales.
What you can demonstrate
- A programme you shaped, the choices you made and evidence of its business value.
- A difficult analyst relationship or assessment you handled with sound judgement.
- An example of research insight changing positioning, priorities or a commercial decision.
What you would bring
The ability to lead a client programme, challenge an executive constructively and keep delivery moving. You can explain the difference between activity, influence and an outcome.
02 / ResearchFormer Industry Analyst / Research Leader
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What you have done
Led substantive technology research, assessed vendors and advised buyers or business leaders. Built a defensible view of a market through evidence and direct enquiry.
What you can demonstrate
- Deep knowledge of a relevant technology market and its buying decisions.
- A conclusion you changed when better evidence emerged.
- The ability to turn complex research into clear, useful executive advice.
What you would bring
Research discipline, category understanding and a credible outside perspective. We value your judgement and expertise. Confidential research and privileged access are never part of the proposition.
03 / Go-to-marketEnterprise Technology Marketing / GTM Leader
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What you have done
Led positioning, product marketing or go-to-market strategy in complex B2B technology markets. Worked directly with product and sales leadership on enterprise buying decisions.
What you can demonstrate
- A positioning decision grounded in buyer or market evidence.
- How you translated technical differentiation into a credible commercial story.
- A measurable outcome, with a clear explanation of your contribution and its limits.
What you would bring
Commercial understanding, strong writing and the ability to connect analyst insight to decisions across the business. You can interrogate a product claim as confidently as you can present it.
04 / Client advisorySenior Client Advisory / Consulting Leader
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What you have done
Led complex advisory engagements and demanding executive relationships in technology markets. Taken responsibility for scope, quality, commercial expectations and delivery.
What you can demonstrate
- A situation in which your advice changed an important client decision.
- How you handled competing expectations or challenged an unrealistic request.
- Your ability to maintain trust while being direct about difficult evidence.
What you would bring
Executive credibility, disciplined delivery and the ability to make a specialist team more effective. You remain accountable for what happens after the recommendation.
03 / Working together
High standards work both ways.
What we look for
- Independent judgement. You test assumptions and explain your reasoning.
- Ownership. You prepare properly, follow through and raise problems early.
- Clear communication. You write well, listen carefully and make complex subjects understandable.
- Professional conduct. You disagree constructively, protect confidences and treat people fairly.
- Curiosity. You keep learning as technology, research and buying behaviour change.
What you should expect from us
- A clear discussion of the work, responsibilities and how success would be assessed.
- Conversations with the people you would work with and space to ask difficult questions.
- Early clarity on location, working arrangements, travel, engagement type and remuneration for a specific opportunity.
- A relevant assessment with a defined scope and an explanation of the next step.
- An honest distinction between exploring a future relationship and recruiting for a current need.
We assess relevant experience, judgement, conduct and contribution. We ask you to show what you have done, explain your part in it and demonstrate how you think.
04 / The hiring journey
Know what comes next.
An introduction starts a conversation. Where there is a specific opportunity and mutual interest, this is the process we follow.
Introduce yourself
Share your relevant background, the profile that fits you and one example of work you are proud of. A LinkedIn profile or CV gives us the context.
Explore the fit
Discuss your experience, what you want next and the work Kea needs done. Establish the practical arrangements early so both sides can make an informed decision.
Show how you think
Discuss relevant past work and a short hypothetical client situation. We look at your questions, priorities and reasoning. Any preparation is agreed in advance; we do not ask for unpaid client deliverables.
Meet, decide and agree
Speak with the relevant partner, resolve the remaining questions and agree whether to move forward. For an offer, responsibilities and terms are set out before you commit.
For an active process, we explain the stages, preparation and expected timing at the outset. References, where needed, are discussed with you before anyone is contacted.
05 / Getting started
A considered start. Clear ownership.
The first 90 days should build understanding, confidence and responsibility. The exact plan would reflect your role, experience and agreed engagement.
Contribute
Take on agreed work alongside colleagues. Bring your perspective, test your understanding and establish a useful working rhythm.
Take ownership
Assume the responsibilities agreed for your role. Review progress together and identify where support or adjustment is needed.
06 / Start a conversation
Does this sound like your kind of work?
We are open to relevant introductions even when there is no matching vacancy. Tell us where your experience could contribute.
Keep your introduction focused.
Include your preferred talent track, a LinkedIn profile or CV, your location and a short example of relevant work. Let us know what kind of opportunity you are looking for.
Please keep examples anonymised where necessary and leave out confidential client or employer material.
Introduce yourself to KeaUse our existing contact form and begin your message with “Careers”. An introduction does not mean an active vacancy or guarantee an interview.