Matt Harvey

Our Page Executive 2024 UK Salary Guide is here! Access our report to help inform your benchmarking exercise on compensation, bonus and benefits for C-suite and senior leadership roles across multiple functions and sectors. The guide also includes market insights from our reputed principals and partners who have successful track records placing leadership talent to help UK businesses transform and grow. Download today: https://lnkd.in/dTDx_UzF #salaryguide #executivesearch #leadership #unitedkingdom #uk #marketinsights #csuite

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To help investment funds access and attract the industry’s top talent, we need to have a fundamental view of the key motivators of the candidates they are targeting. First launched in 2016, Kea’s Talent Shift report is a deep dive into the motivations of candidates who are seeking moves into investing. This year, our Vice President of Research & Insights Dan Thomassen has refreshed our findings, surveying heaps of candidates across backgrounds to form the most comprehensive understanding of what really drives their motivations for the buy-side. Among other topics, our full 26-page report gives detailed insights into: 💡How candidate motivations have evolved since 2016 💡How motivations between men and women compare 💡How consultants and investment bankers differ in motivations 💡Key motivators for socially and ethnically diverse candidates This blog post provides a small window into the work we have done. But, do get in touch if you’d like a copy of the full report and to schedule a chat thereafter! #PrivateEquity #ExecutiveSearch #Insights

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Our Page Executive 2024 UK Salary Guide is here! Access our report to help inform your benchmarking exercise on compensation, bonus and benefits for C-suite and senior leadership roles across multiple functions and sectors. The guide also includes market insights from our reputed principals and partners who have successful track records placing leadership talent to help UK businesses transform and grow. Download today: https://lnkd.in/enjJqF7E #salaryguide #executivesearch #leadership #unitedkingdom #uk #marketinsights #csuite

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Our Page Executive 2024 UK Salary Guide is here! Access our report to help inform your benchmarking exercise on compensation, bonus and benefits for C-suite and senior leadership roles across multiple functions and sectors. The guide also includes market insights from our reputed principals and partners who have successful track records placing leadership talent to help UK businesses transform and grow. Download today: https://lnkd.in/enjJqF7E #salaryguide #executivesearch #leadership #unitedkingdom #uk #marketinsights #csuite

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Some great content here for Leaders in the Consulting space. If you are thinking about what 2025 may hold from a growth and talent retention stand point, this should make for an interesting read. Thanks Stephen Haigh and Charlie Pitt for pulling this together!

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More PGC US recruitment industry data incoming..... The fifth most popular place for contract placements is New Jersey, for the third year in a row! 📍 With easy access to major metropolitan areas such as New York City and Philadelphia, many businesses choose New Jersey for the potential to tap into significant talent and business networks.   💰 A slightly lower cost of living than it's popular neighbour NY More reasons below! 👇🏻 #newjersey #topstates #recruitmenttrends #recruitmentindustry

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The staffing industry is evolving rapidly 📈 Over the next 12 months, we are set to face some significant challenges. From the rise of remote work to the growing demand for specialised skills, the landscape is shifting. One major hurdle is the talent shortage. With unemployment rates at a record low in the UK, finding the right candidates is becoming increasingly difficult. This means recruiters need to be more innovative and proactive in their approach. Another challenge is the integration of technology. AI and automation are transforming the way we source and manage talent. While these tools can enhance efficiency, they also require a new set of skills and a shift in traditional recruitment methods. It's crucial for recruiters to stay updated with the latest tech trends and continuously upskill to remain competitive. Lastly, there's the issue of employee retention. With more opportunities available, candidates are becoming more selective about where they work. Companies need to focus on creating a positive work environment and offering competitive benefits to retain top talent. This is where TEEMA's expertise comes into play. We specialise in building meaningful relationships and providing tailored recruitment solutions to meet these challenges head-on. What challenges do you see in the staffing industry? Share your thoughts in the comments or visit teemagroup.com to learn more about how we can help. Feel free to contact me at [email protected] #Staffing #Recruitment #TalentManagement

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Is your workforce evolving fast enough? ✨  According to 45% of large UK companies, most positions they will need to fill by 2030 do not exist today, highlighting a need for adaptability in recruitment.    Our latest research paper shows how you can navigate this shift so that you’re recruiting future-proof talent who will deliver maximum productivity for your organisation.   👉 Learn more about leveraging human skills in a world of tech: https://lnkd.in/eiuJXQNN    #AI #Technology #Talent #SoftSkills #Business #AdeccoUKI #AdeccoInsights 

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The UK is widely recognized as one of the most fiercely competitive markets for recruitment and staffing. It’s no surprise that there seems to be a trend for them to expand into the US. Since talking to Elliott Manning - London NYC Austin Charlotte Cape Town on THE SEARCH podcast, people from the UK have been asking me for help entering the US staffing market. UK people need to get through some red tape, including state-by-state registrations, tax IDs, compliance, etc. but these things can be outsourced. ATTN: US perm placement agencies need to set up staffing immediately,  because these guys from the UK are good. PS: What do you think of this British Invasion?

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We are delighted to announce our latest strategic partnership with market-leading recruitment marketing technology platform Clinch. AMS talent experts will be fully certified to implement Clinch technology, enhancing our ability to provide technology-powered tailored recruitment solutions optimised by experts in both TA and technology. The partnership will support our clients to find the right talent, for the right roles, faster. Jonathan Kestenbaum, Global Managing Director of Technology Strategy and Partners said, ‘This collaboration aligns with our mission to provide our clients with the most advanced and effective talent acquisition solutions available. Clinch’s innovative technology perfectly complements our strategic approach, enabling us to deliver even more personalized and impactful recruitment experiences. We look forward to leveraging this partnership to drive success for our clients and set new benchmarks in the industry.”  Learn more about our partnership: https://lnkd.in/eZzJDua9 #Talent #TalentAcquisition #HumanResources #Tech #Technology #AI #HRTech

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☔ I am currently wading through applications after a few days off and there is one theme.....☀️ Literally no-one explains where they work anymore. 💡We are working in an age of some *very* cool firms in financial services. 💡 Most of these firms have *very* cool names. Like peanut, zopa, zilch etc (you get my drift). 🆘 Even if you work for one with a reference to banking, assuming people know of your firm, or what products they deal with is sometimes a stretch 🧪 Test your brand name - next time you're with your mates, as them to explain what your firm does. If they say "I dunno... banking", you need to write a blurb in your CV babes. ✍🏼 It doesn't need to be war and peace. Something like this is fine "Zopa Bank Ltd. is a British online bank which offers deposit accounts, personal loans and credit cards" (I stole that from wikipedia... sorry if its wrong Zopians) Please like and share this mildly useful recruitment tip 😂 Jess x

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The Unsung Change Catalysts in VC, Growth & PE They walk in, assess, transform, and...exit? Interim leaders in investment-backed businesses are the ultimate change ninjas— accelerating growth, navigating pivots, and driving transformations at breakneck speed. But their role goes far beyond firefighting. Here's why interim leaders are the secret sauce for VC, growth, and PE: Change Catalyst: They're experts at diagnosing challenges and implementing growth-focused strategies. Think scaling operations, restructuring teams, or optimising for a new market. Investor Whisperers: They understand the language of investors and navigate those crucial relationships. They bridge the gap by translating investor expectations into actionable plans and keep stakeholders informed on progress. Speed Demons: Time is money, especially today. Interim leaders hit the ground running, delivering immediate results without the lengthy onboarding of a permanent hire. The Impact is undeniable: Faster Growth: Interim leaders help companies achieve investor milestones and unlock the next round of funding quicker. Smoother Transitions: They ensure a seamless handover to the permanent leadership, minimizing disruption and maintaining momentum. Future-Proofed Teams: They leave behind teams equipped with the skills and mindset to sustain growth long after they've exited. Are you an interim leader in the investment world? Share your experiences of being the change catalyst in the comments! #interimleadership #venturecapital #growth #privateequity #changemanagement #investorrelations #leadership

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iO Associates - UK/EU are proud to partner with Leap AI, revolutionising the recruitment process in the AI and robotics space! 🚀🤖 The exclusive Recruitment Process Outsourcing (RPO) collaboration empowers Leap AI to efficiently manage talent acquisition, control spending, and create a culture of growth. Our bespoke RPO solution is tailored to Leap AI's unique needs, ensuring a standardised and seamless recruitment process that aligns with their ambitious growth strategy. Together, we aim to push the boundaries of AI and robotics, addressing pressing challenges like labour shortages and cost inflation. As Leap AI continues to innovate and expand, we are proud to support them in building a dynamic team that will deliver cutting-edge AI-powered robotics solutions. Watch the video below for more details on how our RPO solution has been a fantastic choice for Leap AI and its hiring needs. 👇 Or to read more about our partnership, read the full website story via the link in the comments below. 🔗 #RPOSolution #Partnership #Hiring #Recruitment #Testimonial #Feedback

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To any Consulting Partners in my network who are interested in hearing about current market conditions please drop me a line on [email protected]. On top of some commentary regarding market trends, I have also added a list of live requirements towards the end of this post and would love to hear from you. A regular theme over the past few months is the clear divide in market performance. In some cases, Consulting firms are having their "best year for a decade" or "revenue has quadrupled in the last 12 months" and in others, well, we're all reading the news about various cuts across various global firms. The divide, based on these conversations, seems to be consistently based around the size and structure of the firm. The smaller (relative to the larger global firms), sector focused or boutique houses are seemingly performing well. The larger firms seem be the polar opposite in the main - some are having significant structural issues, some are having to make cuts (or polite resignations) to protect Partner profits and some have just backed the wrong sectors or functions at the wrong time. Why is this divide happening? I believe a combination of the below, but in no particular order: a) Depth of experience and credentials b) Flexible Pricing models c) Lower overheads d) A comfortable middle ground between the premium strategy players and the larger global firms e) A clear identity and GTM strategy It'll be interesting to see how this develops as the market picks up over the next 6 months. It seems the deals market has started to show signs of life which should start driving some more activity across senior hires and could play into the hands of some of the larger players who rely heavily on cross functional deal work. This, combined with an encouraging Q1 is starting to fuel some optimism. See below for a list of mandates that Sequel Search is currently working on: Healthcare Deals leader for UK - Global Consultancy Pricing Partner - UK - mid market strategy house Telecoms Strategy and Ops Partner - Tier 1 Consultancy - UK Large Cap CDD Partner - UK and Europe - Healthcare and Financial Services but open to other sectors - Tier 1 Consultancy Healthcare Strategy Partner - UK, US, Middle East - Global Strategy Boutique Post Deal Value Creation Partner - UK, US, Middle East - Global Tier 1 Strategy House TMT Strategy Partner - UK, US, Europe - Multiple clients Revenue Growth and Sales Partner - UK - Tier 1 Consultancy Life Sciences/Pharma Strategy Partner - UK - UK Strategy Boutique Mid-market CDD Partner - Europe and US - Global Strategy boutique Business Services Partner - Global Strategy House - Germany Manufacturing Operations Partner - Global Strategy House - Europe and US Automotive Partner - Global Strategy House - Europe and US If you'd like to discuss any of these mandates please reach out to me for a confidential discussion on [email protected]

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Curious about the latest developments in the UK job market? Stay Informed: Our Latest UK Labour Market Insights. My new newsletter offers valuable insights and analysis on current trends, from industry shifts to government policies. Key highlights: - Summer market trends: Discover how the UK labour market fared during the summer months. - Industry-specific insights: Get a deeper dive into the tourism and hospitality sectors. - Government policy analysis: Understand how government decisions are shaping the UK market. Whether you're a recruiter or a business leader, I hope you find the information shared useful. https://lnkd.in/eZPb_Psk Let's connect and discuss how these trends might impact your business. Citrus Connect Recruitment Recruiter Awards Recruitment & Employment Confederation #candidatecare #industryupdate #recruiters #economy #businessintelligence #sales #employmentmarket #hiringtrends #revruitmentagency #monthlynewsletter #recruiterawards

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EP#41 of RLU Podcast with Simon Harris, CRO @ Coptrz Listen / Download / Watch via: https://lnkd.in/ej9hneHG Delving into Simon Harris' insightful conversation offers fascinating points on sales, leadership, recruitment, and revenue generation. As the Chief Revenue Officer (CRO) at Coptrz, his perspective comes majorly from managing revenue streams in a drone technology company. Let's distill some pivotal points from his discussion. Importance of Guiding Junior Staff Simon underscores his belief in organic growth and the vitality of nurturing and training young employees. With the drone industry finding it challenging to source experienced professionals, he emphasises on developing in-house capacities. Emphasizing Personal Qualities For Simon, effective communication, charisma, integrity, a strong work ethic, and good administrative skills stand as hallmarks of successful leadership. A keystone in his view is the ability to own up to mistakes and learn from them. Key to Success: Work Effort and Honesty When it's about dexterity in recruitment and generating substantial revenues, Simon swears by the power of work effort and honesty. He identifies these virtues as the pivotal elements in succeeding in any business endeavour. Work-Life Balance & Self-Care While emphasising hard work and commitment, Simon shares his routine and discusses the importance of finding time for reflection and recreation. He insists on the importance of structuring the day around when one can perform at their best and leaving the office when the work is done. Advice to Younger Self Lastly, Simon Harris' one piece of advice to his 26-year-old self is to "slow down to speed up". He elucidates this cryptic mantra by stressing the importance of planning and truly focusing on the tasks at hand. According to Simon, it serves as the key to maintaining balance and achieving success in one's career. In summary, Simon Harris' discussion provides invaluable insights into sales, leadership, and revenue generation. Central to his philosophy are the pursuits of organic growth, fostering junior staff talent, and the role of individual virtues and social selling as game-changers in the business world. Youthful salespeople and aspiring leaders have much to learn from Simon! #podcast #leadership #revenue #socialselling

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