Jobs and Recruitment Solutions | Insurance | Financial Services | Technology

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Eames Group ranked as a world-class place to work on 2022 Best Companies list

Eames Group has received a three-star accreditation from Best Companies, highlighting us as a world-class place to work. The three-star accreditation is the highest standard of workplace engagement you can receive. We prioritised employee well-being and fostered a culture of inclusion, purpose, expertise and empathy. In return, our employees spoke in volume in our annual employee engagement survey. Over 100 individuals from #TeamEames from across the globe shared their views on life at Eames, and we’re thrilled to learn employee engagement is at its highest in our 20-year history. From listening to feedback from our employees, we sought to improve in areas that supported employees' lives at work, and at home and saw a marked 6% improvement in ‘workplace wellbeing’ and ‘giving something back’ since we completed the survey in 2021

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Eames Consulting expands into US financial services market with launch of New York office

Eames Consulting expands into US financial services market with the launch of a New York office. The launch in New York sees Eames Consulting open our first North American office, bringing the Group’s global footprint to five locations, complementing our existing presence in London, Zurich, Singapore and Hong Kong. David Miles has been appointed as Director to lead our offering in New York, joining Eames Consulting with 10+ years in recruitment, an international background and expertise within the financial services sector. A strategic milestone in our ‘Future at Eames’ plan, through our new office we’re able to respond to the increasing demand for specialist talent and strengthen our relationships with international insurance, financial services and technology companies who are seeking effective and efficient recruitment partners in the US. The new office location creates opportunities for employees within the Group seeking international experience in their careers and offers US recruitment talent an opportunity to join a fast-growing, “world-class” business committed to developing their people. Matthew Eames, founder and CEO of Eames Group shares: “Opening an office in the US is a natural step for Eames Consulting and a significant milestone in our ‘Future at Eames’ plan. For the past 20 years we’ve partnered with insurance, banking and technology clients across the globe to help them develop long term plans for success. The New York financial services market is facing a pivotal moment in its future as organisations begin to reimagine the workplace, prioritise digital transformation, focus on sustainable long-term strategies and most importantly, invest in people. As the market faces the next phases of recovery, we are more determined than ever to help our clients find the talent needed to shape their future.” Ruth Foster, Chief People Officer of Eames Group shares: “David is an exceptional recruitment leader with a strong technical background in the financial services sector. With a career history in London, Singapore and New York, David brings a wealth of expertise and market insight to Eames Consulting as well as international experience that will enable us to drive our Future at Eames plan forward. A passionate champion of diversity and inclusion, David is a value-led, purpose-driven leader, who is committed to quality, delivery and consultancy with his clients. I am looking forward to working with him as we grow the team in New York." Of his appointment, David Miles, Director, shares: “I’m delighted to join Eames Consulting - a business very closely aligned to my consultancy-led, quality-first approach to both recruitment and leadership. Eames are a globally recognized recruitment partner who specialize in a market I am extremely passionate about and have built years of market insight expertise in. I am looking forward to supporting Eames’ continued global expansion, heading up the first US office here in New York. Our first few months will be focused on building out a strong, driven and diverse team in New York. We’ll be primarily focused on developing our established global relationships across the insurance, financial services and technology sectors and partnering with new businesses to help them seize the opportunities the market presents.”

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Cyber Security Market & Salary Report Singapore 2022

Not only has the COVID -19 pandemic driven the adoption of cloud technologies, but it has also caused organisations to rethink their IT infrastructure strategy. 2021 saw a continued increase in new fintech businesses and digital banks setting up here in Singapore – The newly issued Digital Bank License by the MAS and Chinese Crypto and Tech companies expanding their footprint here have also contributed to this growth. Most of these organisations we spoke to are adopting a cloud-first strategy. In fact, Gartner forecasted that 85% of organisations will adopt a cloud-first strategy by 2025, translating to an increase in demand for Cloud Security and Data Security professionals. Candidates strong in cloud, encryption, authentication, cryptography and PKI technologies were highly sought after. The ongoing crunch in Cyber Security talents here in Singapore has seen more organisations open to upskilling candidates with relevant skillsets – training blockchain architects to become blockchain security experts, and cloud engineers to become cloud security engineers. Our market and salary report uses data gathered from our extensive network, cross-referencing with senior stakeholders and new vacancy registrations and highlights hiring challenges, insights, the cyber security talent landscape and salary benchmarking in Singapore. Download your free copy here.

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Women leadership in the workplace

When compared to the early days of the International Women’s Day movement, it can feel as though the world has come a very long way in the quest for equality. With origins pre-dating the First World War, when most countries women were still fighting for universal suffrage, there may be some malaise in some quarters, a feeling of: “Haven’t we been championing women’s rights rather a long time? Haven’t we done enough?” And while the gains have certainly been marked over more than a century, there remains a long way to go in terms of true equality between the sexes, particularly when it comes to leadership in the workplace. At the turn of the millennium, the number of Fortune 500 CEOs who were female numbered just two, compared with the 498 male CEOs. By 2021, the number of female leaders had risen to 41, but the vast majority (451) were still men (1) The issues are not limited to simply the seniority of women – there remains a noticeable gender pay gap too, with women earning just 82 cents for every dollar men make in 2021, according to data from Payscale. (2) And so this year, when IWD is asking us to “break the bias”, we’d like to shine a light on the unconsciously biased belief that the corporate world is doing enough to promote and encourage gender diversity and to encourage our partners to do more. Why are we still so far from equality? Despite the changing times, many companies still do not see gender diversity as a priority. It is also not uncommon to hear mistrust towards female leaders because of unconscious gender bias, even amongst people who consider themselves progressive (3). On top of this, women remain the traditional caretaker of domestic matters, such as housework and caring for kids and elderly relatives. There remains a glass ceiling for many women, they can see a logical path to the top, but find themselves impeded by obstacles that stand in the way of women advancing their careers. For instance, a woman might choose not to apply for a more senior position because she knows she is the main caregiver at home (4), or because there is a lack of flexibility in the role which would allow her to continue to fulfil her duties at both home and work. Some other issues include the lack of role models and mentors, imposter syndrome, caring responsibilities outside of children, a poor culture that encourages “boys clubs” in boardrooms, a lack of support for returners and many more. Why is having female leaders important? More diverse teams, stronger outcomes Diversity starts at the top – with more representative leadership, there are more ideas, perspectives and experiences to draw from. Employees will also be able to increasingly relate to the leaders and strive for these promotions themselves. Creativity also stems from a more diverse background and these solutions could potentially translate to excellent business ideas. And having a more diverse boardroom also directly benefits the bottom line. A study conducted by Gallup found that the gender-diverse units had better financial outcomes than those dominated by one gender. (5) Companies have started to realise the importance of intrinsic values that modern-day employees seek, such as strong team culture, sense of belonging and alignment of personal goals with the organisation. Research has shown that women leaders tend to engage via a more cooperative and inclusive work culture, displaying problem-solving techniques based on empathy and rationality. Women are also more likely to lead through understanding their employee’s beliefs and aligning them with their purpose. (6) With more women in leadership, these intrinsic values that employees seek will be elevated, translating into positive outcomes such as higher job satisfaction and retention levels. How can companies encourage greater levels of female leadership The truth is in the data Hard facts and figures will be the best starting point for any organisation looking to create a diverse workforce and leadership team. Attaining relevant data such as gender differentials in promotions and representation of women at the senior level can be extremely helpful to give guidance on where to begin implementing strategies channelled towards more women in leadership. This must be coupled with full data transparency, commitment and professionalism. As we turn to hard facts, the management team and committee will have a measurable outcome, a goal to work towards and will be more likely to invest in grooming females into leadership positions, showcasing a successful investment in their diversity and inclusion strategy. A highly functional support system The theme of diversity and inclusion is huge with most companies championing it to a certain extent. That said, to have a truly diverse workforce, the infrastructure must be supportive and inclusive. “Mom guilt”, a pervasive feeling of not doing enough or not doing things right is common amongst mothers. Most women undeniably feel a greater sense of responsibility for their families and kids. This is also one of the reasons why a good number of women, in their mid-careers aka potential leaders, make a life-changing decision, a turning point – to step away from their professional careers to become the main caregiver at home. If diversity and inclusion strategies are targeted to provide support for working moms, we are certain to see more women in leadership. A support system can be deemed successful if a parent can achieve and see value in both their professional and personal lives. Revisiting and benchmarking company benefits of value to parents such as childcare and flexible work arrangements is recommended. When employees feel understood and valued, they will be more committed at work as well. In summary, the scales have tilted over the years to promote diversity and inclusion but there is still much more to be done. Identifying and acknowledging the current gaps is an excellent step forward but organizations will need to be more intentional with their strategies in the push for more women in leadership. The change will also require effort from all sides and especially women themselves. Take the front row seat in driving your own career - push the boundaries and challenge the norms. Now is a unique time to be an advocate of change and through empowering each other, we will surely get there. 1. https://quantic.edu/blog/2021/12/06/how-many-fortune-500-ceos-are-women/ 2. https://www.payscale.com/wp-content/uploads/2021/10/gender-pay-gap.png 3. https://www.bbc.com/worklife/article/20210108-why-do-we-still-distrust-women-leaders 4. https://www.forbes.com/sites/tomspiggle/2021/05/25/the-gender-pay-gap-why-its-still-here/?sh=32bc01537baf 5. https://www.gallup.com/workplace/236543/business-benefits-gender-diversity.aspx 6. https://opencommons.uconn.edu/cgi/viewcontent.cgi?referer=&httpsredir=1&article=1010&context=chip_docs

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Buy-side Market & Salary Report 2022 | Finance, Compliance, Legal

To say 2021 was a whirlwind of a year is an understatement and I don’t think many firms would have predicted the extent of hiring and movement of people that occurred. There was a sense of renewed confidence at the start of the year with multiple reasons why it was likely the economy would re-bound quickly from the doldrums of 2020: Brexit was ‘done’, the Covid-19 vaccine was going to be rolled out at breakneck speed allowing for a quicker reopening of the economy and society, M&A activity was expected to surge, and private equity was poised to finally start spending some of that dry powder. This sense of optimism allowed organisations to plan ahead for the first time in years from a resourcing perspective, which ultimately fuelled a busy and noisy recruitment market. Request a copy of our Buy-side Market and Salary report covering data gathered from candidate and new vacancy registrations across fund finance, corporate accounting, middle office, compliance and financial crime and In-house legal. Form ID:6360

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We’ve achieved a Clear Assured Bronze accreditation

Clear Assured is a globally recognised inclusion standard, and we have been awarded ‘Bronze’ status for our commitment to equality, diversity and inclusion in the workplace. Clear Assured sets the direction for equality, diversity and inclusion, showing the areas that require focus in order to make the biggest impact and continually improve. There are 5 stages leading to a full Clear Assured accreditation and we began our work in 2018 when we signed on as part of the Lloyd's Inclusion Toolkit, and achieved a Foundation level accreditation. We’ve identified the need to address equality, diversity and inclusion not only from a legislative point of view, and at a baseline, but across all our policies and practices, and in the day-to-day experience of our colleagues. Our progress with the accreditation also supports our ability to consult with our clients on their inclusive hiring and talent strategies. How did we achieve Bronze? Over the course of the last 12 months, we have worked closely with Clear Assured to review a number of our practices and policies and have submitted evidence that we have: Reviewed our job advert writing practices to ensure we attract a wide range of talent Reviewed our job board partners to ensure we are advertising on channels that are accessible to everyone Committed to raising awareness and providing training or all employees on good ED&I practices Updated our internal policies so that they showcase and encourage equality, diversity and inclusion well above legal standard Reviewed our complete hiring process from job descriptions through to onboarding, to ensure a diverse and inclusive approach To learn more about Clear Assured please visit their website. For more information on equality, diversity and inclusion at Eames, please get in touch with our Chief People Officer: ruth.foster@eames-group.com.

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Eames ranks in Recruiter HOT 100 for 10th year running

Published by Recruiter Magazine, the HOT 100 is a list of the UKs’ most productive recruitment consultancies. Eames has been included for the tenth consecutive year. Gross profit per head is a key measure of a recruitment company’s health and Eames' tenth consecutive annual ranking in the HOT 100 highlights the sustainability and future growth potential of the business. Matthew Eames, Founder and CEO shares: “After a challenging two years for our industry, and many of the markets we serve, we’re delighted with this achievement which demonstrates the value we add to our clients, and our commitment to developing our people. 2021 has been a year where best practice and ethics shone through – we’re committed to our purpose, to making opportunity happen, and we’re really pleased to have been recognised among the best in our industry. As Eames continues to grow, the attraction and retention of highly talented people will remain a key priority. The HOT 100 inclusion confirms the market-leading platform we can offer driven and talented individuals.” To explore opportunities at Eames, get in touch with our Talent Acquisition team: careers@eames-group.com.

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Behind the Desk... with David Germain, CIO at RSA

In my fourth episode of Behind the Desk with Mark Thomas, I'm joined by RSA Chief Information Officer (CIO), David Germain. In this episode, David and I talk in detail about his career, from starting out as a developer to his move into leadership and being one of the only black men in his organisation. David gives some incredible insight into his career path and offers up some great advice for those looking to do the same. We also talk about David's life away from work as a family man with three young boys and how he wished he could have made it as a pro rugby player. Let's get behind the desk with David Germain.

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New look, same Eames

We know that business never stands still, and as Opportunity Makers, we never stand still either. As part of the next phase of our' Future at Eames' plan, we have evaluated the positioning of our brands and how they are visually represented in the market. It's been 18+ years since we've made any significant updates to Eames Consulting's visual identity, and it is time for a change - a change to better represent who we are and how we have grown. A change to aid us in our journey forward. We're excited to share today our refreshed visual identity for Eames Consulting. A more refined look and feel to support our growth into new markets, be digitally more competitive and help us solidify our employer brand to attract and retain our own talent. CEO & Founder Matthew Eames shares: "I founded Eames in 2002 with a very clear vision of how I felt we could add value to the markets we serve. Through overseas expansion and deeper specialisation in our core disciplines, that vision still remains very true. We make opportunity happen. We have arrived at this point in our brand journey that we're confident visually represents the Future at Eames. Though we look a little different, our vision for the future remains unchanged, so do our values, who we are and how we operate. This brand refresh is an opportunity to look forward and reflect a more modern, current view of Eames." Of the rebrand, Sarah Roebuck, head of marketing, shared: "We know there is opportunity in leveraging the advantages of being part of wider Group. First, with the launch of Eames Group in August, and now this visual refresh for Eames Consulting, we are moving towards the goal of a more closely unified brand presence. As we seek to grow and expand into new markets, we can do so with a more contemporary, progressive brand identity which better reflects who we are and how we work. From today, you'll begin to see a slow rollout of our refreshed Eames Consulting branding, with a new website in the New Year. While our logo and look have changed, who we are and our commitment to our customers remains unchanged. This refresh is a reflection of our growth and evolution." About Eames Consulting Eames Consulting has been creating opportunity for people and businesses in the insurance, technology and financial services markets since 2002. Our team of consultants are aligned to specialist disciplines, each with deep market knowledge and refined expertise. We work at the mid-to-senior level across actuarial, broking and underwriting, claims and operations, finance and accountancy, risk and compliance, audit, change and technology. We are part of the Eames Group, offering contract, interim and permanent contingent recruitment solutions. About Eames Group Eames Group is united in one common purpose: to make opportunities happen. Across our three non-competing businesses (Eames Consulting, Eames Partnership and ECMS), we work in partnership with our clients and candidates to empower them to shape their futures. We do this not with a short-term view but by developing long-term strategic relationships. Through talent solutions in recruitment, executive search, market intelligence and management consultancy, we move our clients forward with deep knowledge of their business and our refined expertise.

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Behind the Desk... with Rebecca Bunyan, CIO at Lloyd's of London

In the first episode of Behind the Desk with Mark Thomas, I'm joined by Lloyd's of London Chief Information and Change Officer, Rebecca Bunyan. Rebecca has been at Lloyd's for just over a year and has a 20-year career history that started in telecoms and has evolved into leading tech and change at one of the most iconic and rapidly evolving organisations in the UK insurance sector. In this episode, we talk about Rebecca's journey in project and change management, and getting into the insurance sector, onboarding at Lloyd's completely remotely, working in the US, her views on female diversity in insurance and much much more. Let's get behind the desk with Rebecca Bunyan.

CREATING OPPORTUNITY.

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Financial Services

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Eames Group ranked as a world-class place to work on 2022 Best Companies list

Home

Featured

Eames Consulting expands into US financial services market with launch of New York office

Salary Report

Market Insights

Cyber Security Market & Salary Report Singapore 2022

diversity & inclusion

IWD2022

Women leadership in the workplace

banking

Asset Management

Buy-side Market & Salary Report 2022 | Finance, Compliance, Legal

diversity & inclusion

Home

We’ve achieved a Clear Assured Bronze accreditation

HOT100

HomeNews

Eames ranks in Recruiter HOT 100 for 10th year running

David Germain

Insurance Podcast

Behind the Desk... with David Germain, CIO at RSA

home news

HomeNews

New look, same Eames

Behind the Desk

Behind the Desk Podcast

Behind the Desk... with Rebecca Bunyan, CIO at Lloyd's of London

FIND OUT HOW YOU CAN DRIVE YOUR RECRUITMENT CAREER FORWARD WITH TEAM EAMES

CREATING OPPORTUNITY.

Insurance

Financial Services

Technology

TeamEames

home news

Eames Group ranked as a world-class place to work on 2022 Best Companies list

Home

Featured

Eames Consulting expands into US financial services market with launch of New York office

Salary Report

Market Insights

Cyber Security Market & Salary Report Singapore 2022

diversity & inclusion

IWD2022

Women leadership in the workplace

banking

Asset Management

Buy-side Market & Salary Report 2022 | Finance, Compliance, Legal

diversity & inclusion

Home

We’ve achieved a Clear Assured Bronze accreditation

HOT100

HomeNews

Eames ranks in Recruiter HOT 100 for 10th year running

David Germain

Insurance Podcast

Behind the Desk... with David Germain, CIO at RSA

home news

HomeNews

New look, same Eames

Behind the Desk

Behind the Desk Podcast

Behind the Desk... with Rebecca Bunyan, CIO at Lloyd's of London

​FIND OUT HOW YOU CAN DRIVE YOUR RECRUITMENT CAREER FORWARD WITH TEAM EAMES

FIND OUT HOW YOU CAN DRIVE YOUR RECRUITMENT CAREER FORWARD WITH TEAM EAMES