(US and Canada) Mark Brady, Chief Data Officer, US Space Force, speaks with John Filipek, SHI Senior Manager of Public Sector Inside Federal Sales, in a video interview about the to consider when acquiring new talent, retaining and developing talent, hiring mistakes, and the strategic factors of the Next Generation Data Management program.

The top three attributes Brady considers when acquiring new talent at the US Space Force are:

• Analytical aptitude — experience in software, engineering, hard science, and mathematics.

• Analyst experience — the ability to understand customer needs in terms of data analytics and data systems.

• Adaptability — the ability to learn new things quickly in a constantly changing, challenging environment.

Asked how Space Force develops and retains talent, Brady says the agency is very appealing to industry talent. However, he offers the following suggestions:

• Provide your employees with interesting work and pay them well.

• Work motivation is essential; employees should be aware of the importance of their work.

• Build a team culture so that working with teammates is enjoyable.

Continuing, Brady mentions that hiring people based strictly on their subject matter expertise is a critical mistake. He explains that a good data scientist can learn any subject matter quickly. Organizations should hire people with analytical aptitudes and train them in other skills afterward.

In closing, Brady highlights the five strategic aspects of the Space Force’s Next Generation Data Management program. They are:

• Know your physical assets (including personnel).

• Know your data.

• Know what your competition has.

• Know what your competition knows.

• Know the environment (including things out of your and your competition’s control). 

CDO Magazine appreciates Mark Brady for sharing his insights and data success stories with our global community.

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