Rob Whiteford

How well do you know your market? 🗺 🤔 The European Compliance market had a slow 2024 but has picked up in ernest through September. With critical hires being planned as we head towards 2025, how well do you understand the market you are going to be hiring into? Through my own market mapping, the below shows the available talent pool for all compliance and financial crime candidates on LinkedIn in each of the major European financial services hubs. If you aren't using a recruitment agency to assist with your search then this is the entirety of your candidate pool (and as my future posts will show, these numbers become very small at certain ends of the market) 📊 How do I find the rest of these candidates that arent on LinkedIn?... DM me and I can let you know all the other ways I have access to top quality candidates. #Europeancompliance #marketdata #recruitment #hiring #hr

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'Be careful with bonuses' - bonus transparency matters💰 I highlight here a takeaway from our H1 2024 Insolvency market trends report. As hiring managers it's important to ensure that bonus structures are clear and fair to avoid contention among your teams. Transparency breeds trust and contentment, empowering your employees to understand and engage with their rewards. 👉 Download the full report here: https://bit.ly/442WHOm 👉 Watch the webinar: https://bit.ly/3w67hYm #Insolvency #BonusStructure #Transparency #EmployeeEngagement

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'Be careful with bonuses' - bonus transparency matters💰 Chris Stark highlights a takeaway from our H1 2024 Insolvency market trends report. As hiring managers it's important to ensure that bonus structures are clear and fair to avoid contention among your teams. Transparency breeds trust and contentment, empowering your employees to understand and engage with their rewards. 👉 Download the full report here: https://bit.ly/442WHOm 👉 Watch the webinar: https://bit.ly/3w67hYm #Insolvency #BonusStructure #Transparency #EmployeeEngagement

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What's in store for insolvency and restructuring market in the UK? At the back of our I&R market insights webinar in March and client survey results, majority of our respondents stated that 2024 will be a busier year than last, and demand for talent to support these businesses will certainly be competitive. If you're a decision maker looking for a trusted advisor on how to strategically support you in finding the right talent, reach out to our Insolvency & Restructuring recruitment team here at Ambition! To download our Market Insights report, click on the link below: https://bit.ly/442WHOm To watch our webinar, click on the link in the comments box below. Chris Stark Harman Dhillon Rosa Foley Kevin Barocas #buildingbetterfutures #restructuringuk #insolvencyroles #jobsuk

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Partner with enable recruitment | B Corp™ to Find Top Talent for Specialty Risk Claims Handling 🏆 Why Partner with Us? 👇 Our team understands the nuances of the specialty risk sector, ensuring we source candidates with the precise skills and experience needed for our business partners. 📋 We maintain a database of top-tier candidates skilled in managing various specialty risks ready to go and represented exclusively. 📓 We offer customised recruitment solutions for contingency based recruitment, thoroughly vetting each candidate on cultural fit, skills fit and motivation. ❓ Our process saves our clients money with minimal need to invest in resource during headhunting. 💰 Why is getting the best talent important - UK Market Statistics: 👇 Premiums increased by 40% in 2023, highlighting the need for cyber liability expertise. 🖥 Environmental Claims experienced a 15% annual increase in claims due to stricter regulations. 🌎 Let’s Connect: 👇 Partner with Enable Recruitment to ensure your team has the specialised talent needed to excel in specialty risk claims handling. 📈 📲 0117 301 8495 📧 [email protected]

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It's a competitive hiring market right now in the world of insolvency & restructuring. We often speak to professionals who are interviewing with multiple firms and end up receiving more than one offer. It's never been more important to have a well thought out hiring process and one of the key aspects is the interview itself. I've written an article for the Insolvency Practitioners Association (IPA) this month talking about this subject and included a few easy tips to improve how you're conducting your interviews. https://lnkd.in/eaxbVDJx

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Specialist agencies excel at securing passive candidates... We solely specialise within the Lloyds and London Insurance market, which allows us to understand the nuances of the market, targeting specific candidates who may not be actively seeking new roles, and personalised approaches to pique their interest. By leveraging our connections and insights, we are able to engage passive candidates effectively, offering them opportunities that generic agencies can't! #Recruitment #SpecialistAgencies #PassiveCandidates

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The enforcement date for the EU's DORA is fast approaching...are firms prepared for the changes? 🌎 Find out more in our latest blog: https://buff.ly/3XQG1bB 📲 #BelieveInBroadgate

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Good morning to my fellow recruiters and recruitment agency owners! Some number crunching (munching) for your morning. In UK the number of open jobs diminished by around 15% from Q1/2022 to Q1/2023. In Bulgaria the drop from Q1/2023 to Q1/2024 was around 40-50%, judging by different job boards. What is your feeling for the rest of 2024? Do you know someone in recruitment that lost their job or went out of business? #recruitment #recruitmentagency #recruitmentcompany #staffingindustry

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As we gathered responses and collated salary data from this past financial year, Kaizen Recruitment looks forward to publishing our most recent Risk and Compliance Market Update and Salary Guide 💵 in the next few weeks to come. 📣 Our release date will be 📆 July 2024 aligning with our client's strategic workforce planning for the year ahead to help provide some external benchmarking as career conversations commence in the new year. We will be sharing our content directly 📩 with our existing clients and candidates in our database 1st but to add your name to the list please comment below 👇 and we can ensure to send you the guide in our July market update to come! #riskandcompliance #financialservices #fundsmanagement #superannuation

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How to attract & retain top talent in Insolvency & Restructuring 💡 In this snippet below, Chris Stark highlights some of the key takeaways for hiring managers taken from our H1 2024 Insolvency Market trends report. This includes: - Keeping up to date with current salary trends and making sure you're remaining competitive. - Thinking about how bonuses can be used to attract and retain staff. - Thinking about how you're creating the next generation of Insolvency practitioners. Keeping on top of these factors will enable you to attract top talent and retain the best performers in the Insolvency & Restructuring industry. 👉 Download the full report here: https://bit.ly/442WHOm 👉 Watch the webinar: https://bit.ly/3w67hYm #Insolvency #SalaryTrends #RetentionStrategies

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Is Your Firm Keeping Salaries in Line with Market Rates? A recent poll conducted by Oculus Legal Group Group has shed some light on the state of salary adjustments in the legal sector. The results may not be surprising to some, but they do raise important questions about how law firms are responding to market demands: Yes, fully aligned: 11% Somewhat, but could improve: 28% No, lagging behind: 62% Not sure: 0% It’s clear that the majority feel their firms are not keeping pace with current market rates, with a significant 62% indicating that salaries are lagging behind. This poses a challenge for firms looking to attract and retain top talent, especially in such a competitive industry. As legal professionals, it’s crucial to consider whether your current firm is addressing this issue adequately. Are they taking proactive steps to stay competitive, or are salary disparities driving talent elsewhere? How does this compare with your own experience? If you feel your practice isn't keeping up with market rates, please don't hesitate to reach out. I'd be happy to discuss what opportunities the market has to offer. 📧 Email: [email protected] 📞 Phone: 07383 821952 #Legal #Legal500 #LawFirms #Solicitor #LegalExecutive #CILEX #Law #LegalJobs

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At a career junction? 🚦 Find your fit with London's top legal recruiters. We are able to help tailor your career path, crafting the perfect fit for your skills and ambitions. 🧤 With deep market insight, recruiters are your navigators in London's legal terrain, helping you uncover roles that align with your niche. Think of us as career architects, uncovering hidden opportunities and shaping your professional journey. 🎯 The matchmakers, aligning your drive with the right firm's culture and opportunities. Lost in the career fog? Connect with us. The right conversation could be your launchpad. 🚀 Discover your legal career's next chapter. Chat with us at douglas-scott.co.uk - let's craft your next move together. #CareerGrowth #LegalRecruitment #OpportunityKnocks #DouglasScott

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How do you attract and retain talent in the legal sector? In the latest Leaders with Ambition podcast episode, Rebecca Lowe, UK & International Head of Talent Acquisition at CMS, shares some of the challenges currently facing talent acquisition, notably, "being able to dial it up and dial it down" when responding quickly to fluctuations in the market. Becky also shares her thoughts on how to adapt to the changing market, how to deal with the war for talent and salary inflation in law firms, and how to leverage hybrid working as a competitive advantage. Lots of great insights and words of wisdom in this episode! 🎙️Listen to the full episode here: https://lnkd.in/dR_XV88c 📰 Read the show notes here: https://lnkd.in/dVNpjW6D #LeaderswithAmbition #TalentAcquisition

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Is the CASS/Compliance market finished? 👀 I've spoken to a lot of active candidates recently who are increasingly frustrated with the lack of opportunity (It isn't much fun recruiting either) 𝗛𝗼𝘄 𝗶𝘀 𝘁𝗵𝗲 𝗰𝘂𝗿𝗿𝗲𝗻𝘁 𝗺𝗮𝗿𝗸𝗲𝘁?🚶‍♂️ 🔸Over the last 8 years, I've generally found on average 10 new CASS jobs being advertised via LinkedIn each week. We've had less than 10 in the last month. 🔸The market went into it's usual summer lull in June but has continued to slow instead of the usual autumn bounce 🔸There has been next to no activity in the senior CASS market for the last 5 months 🔸Job adverts are receiving 100's of candidates, many without any relevant experience, making it even more difficult for jobseekers 𝗪𝗵𝘆 𝗶𝘀 𝗶𝘁 𝘀𝗼 𝘀𝗹𝗼𝘄? 🤔 Honestly, I'm not 100% sure 🔹 There are a few political factors potentially causing uncertainty (today's budget & next weeks US election) 🔹 Is this the consequence of 2 years of high activity with salary increases post-pandemic? 𝗥𝗲𝗮𝘀𝗼𝗻𝘀 𝘁𝗼 𝗯𝗲 𝗼𝗽𝘁𝗶𝗺𝗶𝘀𝘁𝗶𝗰 😃 ✔ The market is simply more volatile than it used to be. In 3 months time, the market may well be booming and you'll be receiving calls/messages from people like me recruiting for multiple roles (🤞) ✔ Firms will be planning for 2025 and looking at budgets and where they need to strengthen ✔ CASS isn't going anywhere - it's still very much a focus for the FCA and the introduction of CASS 15 further strengthens this ✔ Audit results will likely mean firms having to recruit for CASS/Compliance specialists No, I don't believe the market is finished. Keep in contact with your recruitment contacts, finesse your CV and try and stay positive - hopefully it'll pick up soon 🙌

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How to attract & retain top talent in Insolvency & Restructuring 💡 In this snippet below, I highlight some of the key takeaways for hiring managers taken from our H1 2024 Insolvency Market trends report. This includes: - Keeping up to date with current salary trends and making sure you're remaining competitive. - Thinking about how bonuses can be used to attract and retain staff. - Thinking about how you're creating the next generation of Insolvency practitioners. Keeping on top of these factors will enable you to attract top talent and retain the best performers in the Insolvency & Restructuring industry. 👉 Download the full report here: https://bit.ly/442WHOm 👉 Watch the webinar: https://bit.ly/3w67hYm #Insolvency #SalaryTrends #RetentionStrategies

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❓Interim In-house legal FAQ Series #1 ❓ Answer: Generally speaking, hiring a daily rate consultant is more cost-effective for short-term projects requiring specialized expertise for a limited period when compared to outsourcing to law firms. Conversely, a fixed-term contract employee is likely to be more cost-effective for longer-term projects or positions that require consistent support over an extended period, such as long-term projects, maternity/paternity cover, or temporary positions with potential for permanency. This model tends to also be significantly more suitable and more cost effective than gaining secondees. It's crucial to carefully consider the project's requirements, available budget, and market rates for the specific skills needed when deciding between hiring a consultant on a daily rate or a fixed-term contractor. At Taylor Root, we offer: 🌟 Comprehensive assessments of both alternatives and provide guidance on the most suitable choice for your hiring needs. 🌟Payrolling capabilities for contractor hires 🌟FTC Employee resourcing solutions 🌟Peace of mind - we ensure all parties are IR35 compliant when hiring contractors on a daily or hourly rate 📲Get in touch with our interim resourcing experts if you would like to discuss interim in-house legal requirements: Tatum Colclough & Clare McCallum : Commerce & Industry Sectors Emma Coulter & Penny Parker : Financial Services Sectors #Interimcounsel #Inhouselawyer #GeneralCounsel #Headoflegal

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