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EC News (26 March 2020)

Round-up of the weekly news and developments from the global (re)insurance market with stories from Chaucer, AXA UK & Ireland, Swiss Re and more. Chaucer expands International General Liability team with new hire Specialty international (re)insurance group, Chaucer named Ana Blanco as class underwriter to support development of its International General Liability account. In her new role, she will work closely with Thomas Beasley and Rob Neil who joined the business at the end of 2019. Chaucer said the appointment supports the firm’s commitment to delivering an outstanding underwriting service and building long-term and mutually beneficial business partnerships with brokers and MGAs in Lloyd’s and the company market. Blanco brings almost a decade of market experience and joins Chaucer from QBE. Prior to this she was a broker at Guy Carpenter. Paul Restarick, casualty and political risks manager, at Chaucer said: “I am delighted to welcome Ana to Chaucer. Her appointment enhances our international general liability capabilities and highlights our continuing commitment to in-depth underwriting expertise and excellent client service to brokers and clients.” Nicola Stacey, chief underwriting officer, said: “Our Casualty Division combines a smart solutions-driven underwriting approach with responsive service to meet the needs of brokers and MGAs, and the recruitment of Ana is an integral part of delivering this.” AXA UK & Ireland appoints Roland Moquet as chief financial officer AXA UK and Ireland announced the appointment of Roland Moquet as new chief financial officer (CFO), succeeding Amelie Breitburd who is departing the insurer after almost 16 years. Moquet joins from Italy having served as CFO for AXA. Since joining from the French Treasury in 2005, he has held multiple positions, including CFO of AXA Tianping in Shanghai. Wilkinson’s roles within AXA have included finance director at AXA PPP Healthcare and head of M&A for AXA UK. Meanwhile, Amber Wilkinson who is currently chief of staff has been promoted to the management committee in the role of director of strategy, brand and communications. Claudio Gienal, chief executive officer, AXA UK and Ireland said: “I am delighted that Amber and Roland are joining the AXA UK and Ireland Management Committee,” “Amber led our successful Beyond 2020 strategic review last year and will continue to oversee Strategy as well as Brand and Communications as an important part of the Management Committee. “I am also pleased to welcome Roland, who will bring operational experience and strategic thinking to his new role. “I would like to take this opportunity to thank Amelie Breitburd for all her support, not just at AXA UK and Ireland but across her many years in the Group. I wish her every success in the future.” Swiss Re names head of Western and Southern Europe Swiss Re named Nikhil da Victoria Lobo as market executive for Western and Southern Europe (WSE) for reinsurance, effective 1 July 2020. Victoria Lobo succeeds Claudia Cordioli who was appointed as Swiss Re’s chief financial officer (CFO) of the reinsurance business at the start of March 2020. In his new role, he will be based in Zurich and will report to Urs Baertschi, chief executive officer (CEO) Reinsurance EMEA, Swiss Re. He brings almost 20 years (re)insurance industry experience to the role, having started his career at Swiss Re’s Securitas Capital in 2001, before serving as an underwriter in the Latin America Facultative Property team. In 2008, he joined Swiss Re’s PSS Division as one of its first client managers, and since then, he has initiated and developed relationships with senior government and business leaders in numerous countries, including the U.S., Canada, and Latin America. Commenting on the appointment, Baertschi said: “In Nikhil we found a very strong internal successor for the WSE Market Executive role. Nikhil’s international outlook, languages and excellent client relationship skills make him the natural choice as the Head of our Western and Southern European markets.” LIIBA names Aon’s Richard Dudley as new chair The London and International Insurance Brokers’ Association (LIIBA) appointed Richard Dudley, CEO of Aon’s Global Broking Centre to serve as its new chair. Dudley succeeds Roy White from Marsh, who served for a two-year term and will remain deputy chair in the short term. His other deputies have been confirmed as Nick Cook of BMS and Alastair Swift of Willis Towers Watson. Dudley said: “I’m proud to be taking on this role on behalf of the Lloyd’s broking community. Our immediate challenge is to provide support to our members and their clients as we face the coronavirus. LIIBA and its members are determined to provide as close to normal service as we can while keeping to the Prime Minister’s request that we work from home where possible. We have much to do. With Brexit still very much a live issue and the Future@Lloyd’s pushing ahead, this is an important time for brokers to make their voices heard. “I want to extend my thanks to Roy White for his work over the last two years. Roy has been at the helm during a particularly active period, with the FCA’s wholesale broking review taking place on his watch. The board and I are grateful for his support and insight. “2020 will be a significant year for brokers as we work closely with government to identify ways in which we can liberalise trade and explore new markets around the world. Inclusivity in the workplace is also high on the agenda and something we’ll be addressing through the training and awareness programmes offered by LIIBA. And market modernisation, of course, remains a central and critical pillar of our work. “After the devastating floods seen in the UK this winter, climate change is also something that’s occupying much of our members’ time and energy. Insurance has a central role to play in both addressing the causes of climate change and helping communities and businesses recover from its near-term effects. We’ll be enthusiastic contributors to the debates being facilitated by EIOPA and OECD.” Sompo International names new CEO of global reinsurance Sompo International Holdings, a Bermuda based specialty provider of property and casualty (re)insurance have named Christopher Donelan as its new CEO of global reinsurance. He succeeds Stephen Young, who has resigned from the company after 17 years to pursue other interests. Donelan will report to Christopher Gallagher, chief executive of commercial P&C. He will also join Sompo International’s commercial P&C executive team. Prior to his promotion, Donelan was Sompo International’s deputy chief executive of global reinsurance, chairman of North America reinsurance and chief underwriting officer of global casualty reinsurance. He joined the company in 2013 and has over 30 years market experience, holding senior leadership roles in reinsurance with major P&C companies. Gallagher commented: “Donelan’s extensive industry experience, strong relationships with our major clients, distribution partners and employees, historical knowledge of our company combined with a proven track record of building profitable and meaningful reinsurance portfolios qualifies him as the ideal executive to lead our reinsurance business.” Donelan added: “Emerging from all the current market turmoil, I am convinced we have the opportunity to substantially increase the profile of our reinsurance platform to become an even more relevant and strategic, global partner for our cedants and broker partners.” Fiona park named multinational practice leader at Marsh Global insurance broker Marsh announced the appointment of Fiona Park as its multinational practice leader for Scotland within its UK corporate division. Based in Glasgow, Park will lead a team which brings together expertise across Marsh’s Corporate offices in Aberdeen, Edinburgh, and Glasgow, and the business’s global network. Park will report to Allan McPherson, regional managing director for Scotland and the North of England, UK corporate division, Marsh. Park has worked at Marsh for almost 3 decades and spent the last 15 years delivering risk and insurance advice to Scottish firms across all industry sectors with operations overseas, as well as multinationals investing in Scotland and the wider UK. Park said: “The Multinational Practice in Scotland draws on Marsh’s global insight to help clients manage the risks they face, wherever they choose to do business in the world. I’m excited to be playing such a key role in the development of our clients’ operations – and the economies – both at home and overseas.” McPherson added: “Our multinational clients are increasingly exposed to a complex patchwork of insurance marketplace and regulations, each with their own rules and customs. With Fiona’s extensive experience, the team is well-placed to provide clients with industry-leading advice on multinational insurance programmes as well as local solutions.”

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Virtual Hiring: The ‘new norm’

It’s a Tuesday in March (I think), the sun is shining and South West London has never been this quiet; in an odd kind of way, I miss the noise from the planes flying overhead on their way into Heathrow. We’re now into week two (or possibly longer) of this new surreal world and I was conscious of providing a broad update on the market and some initial observations around how candidates, employers, and companies in the financial services sector seem to be adjusting and tweaking their processes to fit a work from home environment. Undeniably the last few weeks have been fast-moving, frantic at times and a huge cultural shift for most organisations, with the dust now starting to settle and the gradual realisation that this is the ‘new norm’ for at least the next three months. I’ve been keeping busy speaking to a lot of my connections and network, re-kindling some old relationships and trading stories about how to keep the children educated and entertained. As well as how to hunt and gather in the increasingly sparse supermarket shelves and which new series I should be binge-watching on Netflix. Here’s my answers to a couple of very common questions I’m being asked. What’s candidate flow like? Are people actually open to moving jobs? It’s hard to give an accurate answer (role dependent) and for obvious reasons finding a new role isn’t a top priority for a lot of people..yet! Don’t get me wrong, this doesn’t mean people aren’t looking for jobs and I’ve noticed that a large percentage of people have taken a step back, analysed their current set up and shown a willingness to continue interviewing only if the role is a meaningful step up or increase in responsibilities (or pay) from their current position. Now more than ever knowing how to sell your role, company, career progression, culture, etc is of vital importance. How are interviews taking place? Skype and Microsoft Teams seem to be the most common software people are using to continue the interview process or arrange new interviews. The big plus for all of us has been that it’s never been easier to first get hold of candidates and secondly get interviews booked in. Whilst diaries seem to be getting full again, there’s still plenty of people able to VC during working hours and at short notice. The challenge has been seeing processes through to their conclusion in terms of a job offer and acceptance; this will take a huge shift in mindset for employers to accept that they will probably need to make offers, onboard and have someone start having not physically met the candidate face to face. Unless you’re lucky enough to live close to your future new employee and can meet at least two meters apart whilst out for a run or the weekly shop… Are people still hiring? Yes absolutely. The response – again – has been hit and miss and some firms have opted to pause processes whilst they figure out timings and logistics whereas other firms have continued as per normal via VCs. There’s no common theme to hiring patterns and we’ve seen funds of all shapes and sizes stop or continue with their hiring. Since last Monday 16th March my team has had seven candidates start roles in finance, compliance, and audit in a total work from home environment; the dust will settle in the next week or two and I’m sure processes that were paused will re-liven. Shouldn’t I just wait? I’ve spoken to a fair few hiring managers’ as well as HR and talent acquisition professionals who’ve said they’re likely to wait until May or June time to hire. Obviously it’s your call around what you do and the only bit of advice I can offer is obvious and there’s likely to be a lot of companies who will start processes in the run-up to an anticipated lifting of the lockdown and advice to work from home, be that three months’ time, six months’ time or longer. IR35… Thank goodness it’s on pause for a year! So far we’ve seen most firms revert back to limited company arrangements or for those firms who’ve transitioned their workers to PAYE or umbrella, it’s been on a case by case basis. I’d imagine most businesses will be happy that this is one less administrative issue to worry about. If myself or my team can help in any way then please give me a call. As a reminder, Eames can help with vacancies across Finance/Fund Accounting, Compliance and Financial Crime and Internal Audit and we’d be delighted to assist with any hiring needs you might have at present - permanent or contract. Stay safe & best regards, Glen Ps: I’m also a father to a 1-year-old and 4-year-old if you’re stuck for ideas or want to trade ideas and stories…

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We're in this together

In these uncertain times, it’s imperative that we are following the advice and guidance of Public Health England, the UK Government and the World Health Organisation. To preserve the health and wellbeing of our employees; our UK colleagues are all working remotely. When working remotely, like you, we are challenged with staying connected - as a team, and with our clients and candidates. Though in this new normalcy, recruitment is, and still will be, very much a ‘people’ business, and we’re committed to ensuring we continue to build and nurture our relationships. Our high levels of service and quality of delivery will always remain a priority, and rest assured, we have the infrastructure and technology to support our clients and candidates when working remotely. I would also like to extend a personal thank you to our operations team who have almost seamlessly managed to get the entire UK business online from their own homes in a matter of days. To our leadership team, who have collectively shown their commitment to pushing forward in this uncertain time. To our Consultants, a big thank you for your patience, your positivity and your continued team spirit. And lastly, to our clients, candidates and suppliers; thank you for continuing to trust us and for your commitment and loyalty. Be safe and keep positive. We’re in this together. -Matthew Eames

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The parts of software development recruitment you don’t get to see

There is not a huge amount of content surrounding Software Development. It would be fair to say that these professionals are usually found working away behind a computer screen and their role is often hard to explain to the everyday individual. Well, for all those Software Developers I am afraid it is time to step into the spotlight and roll with all the changes currently happening across the industry. What will make you stand out to potential employers? If I could pinpoint one demand from clients for potential employees it is the rise of soft skills. It is becoming massively important for Software Developers to become more interactive and develop the social skills to stand in front of a board and relay their statistics, progress, and challenges. The niche technical knowledge for the role will always remain a high priority but, a technically savvy Software Developer with the soft skills to interact with the rest of the business, particularly management, will put them in high demand and make them exceptionally desirable. Technology is constantly evolving – that is a normal statement now right? Technology as a whole is constantly changing, platforms and programs are being continuously upgraded or renewed and it can often feel as if you get to grips with one concept to then find a new version is available. As a recruiter who has a passion for tech, it is mind-boggling to me at how fast everything is evolving, so I can only imagine for Software Developers it is an art form – kudos to you! However, credit must go to my clients. If there is an aspect I find particularly awe-inspiring it is not only how candidates adapt their skillsets to these changes, but how clients anticipate and react to keep up with the market. IR35, it has to be discussed! We may have a revolving door of new tech making its debut but I am also witnessing other topics as a point of discussion. To name one, in particular, would be IR35. IR35 is making a vital impact across the industry for both contractors and permanent professionals. The general feedback I have had is that many have no idea where it will take us but, one concern clients are expressing is how they can differentiate what contract candidates genuinely have their heart in a permanent role. “Does that candidate want the role or are they just saying that because they fear not finding a contract job?” Clients understandably want to know that contractors making the move want to be there for the long-haul! (Tip for those contractors looking to move to perm – genuinely want a career in the roles you are interviewing for). Penny for my thoughts? My career as a recruiter has allowed me to see both a client and a candidate's side of the conversation. Having this insight, what piece of advice would I give to my clients? Keep interviews simple! I get it, new technology is at your disposal allowing you to advance the interview process and it can take away any worry that you might have missed out a crucial question. This can cause interviews to stretch from a two-stage process to five stages, with multiple psychological testing and even lie detector tests – not joking. Remember, the candidates are not just selling themselves, you are selling your company, a certain amount of trust has to go into hiring an employee, so keep it streamlined and show them why you are the client to work for. Not forgetting advice for my candidates, again, keep it simple! It can be easy to fall into the thinking that gaining a new skillset or completing a certain qualification can merit a massive jump in salary. For those just starting their software development careers, getting your foot in the door is the most valuable thing you can do. Your experience over time is what will back your profile for promotions and salary increases in the future, but boosting your salary so early on because of additional skillsets will set you aside from those who are willing to put in the hard work and add to their experience with an employer. Software developers are having to come out of their shell to make their voice and responsibilities heard within a company. Technology is constantly pushing clients and candidates to stay ahead of the changes and it is not leaving anyone untouched. As the topics of IR35 and coronavirus also have impacts on the industry don’t forget that the wheels must keep turning, and recruiters like myself are here to give advice to employers and employees looking to still grow and progress in their sector.

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World Book Day: My top 5 recruitment reads

In honour of World Book Day, I bring you 5 great reads for anyone wanting to excel in their recruitment career.

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South East Asia Financial Risk - 2019 / 2020 Market Report and Salary Survey

In this report, we reflect across the South East Asia financial risk market in 2019 and assess the new risks making their entrance in 2020. Singapore continues to be a magnet for some of the world’s best risk management talent and a hub for innovation, change, and progress. We are focusing this report exclusively on market risk, credit risk, treasury risk, liquidity risk, and quantitative risk hires across the banking and commodity trading sectors, the majority share of our current client portfolio. Download a copy now for trends, insights, and salary benchmarking. Form ID:5352

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Asset Management & Alternative Investments - 2020 Market Report and Salary Guide

2020 promises to be a busy and highly active market across Compliance, Audit and Finance recruitment in asset and wealth management as well as alternative investments; confidence post Brexit is growing as the UK funds management industry continues to dominate the hiring landscape. Our market report and salary guide uses data gathered from candidate and new vacancy registrations gained throughout 2019 and highlights trends, insights and salary benchmarking. Download a copy now. Form ID:5347

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[BLOG] The evolving role of the compliance professional

Singapore is one of the most data-rich countries in the world and over the last decade, the compliance sector has been put under the spotlight as the next segment of the insurance industry that needs to evolve. Across Singapore and around the globe we can’t help but notice how companies are completely shifting in the skillsets, knowledge and working background expectations they have from their employees. Technology has been the topic of discussion for the past two years and as its intensity and presence is felt, is it possible the ‘traditional’ compliance professional can no longer keep up with what the industry and stakeholders are demanding? How is Singapore embracing technology? It is vital for organisations in Singapore to find innovative ways to ensure strategic growth, notably around reducing compliance costs and enforcing effective regulatory change. Technology has the capacity to support this by providing solutions to otherwise time-consuming tasks and meeting consumer demands along with matching competitors standards. To manage this growth, The Singapore FinTech Association (SFA) launched a regulatory technology (regtech) committee in 2019 to support the adoption of technologies that will help to overcome regulatory and compliance challenges. This initiative has promised to provide technologically advanced solutions that will disrupt the regulatory structure and in return meet the evolving demands of compliance. What does this mean for the traditional compliance professional? Singapore has experienced exponential growth in the audit, risk and compliance sector with a huge inflation of vacancies. However, a shallow talent pool of diverse candidates is proving difficult for hiring demands to be met. Advancements in technology are putting pressure on traditional compliance teams who can’t keep up with the pace of change. This is leaving a skills gap for innovative insurance businesses that are leading the way in embracing technology. The purebred compliance professional as we know them just can’t keep up with the demand of the function. It is encouraging companies to look to other departments or for candidates outside of the compliance sector to transfer across and fill the widening gap. This trend is influencing the potential evolution of the traditional compliance specialist. Professionals with technology skillsets, specifically in data analytics, are being encouraged into compliance-focused areas even if they lack specific audit experience. It is proving to be no hindrance to the employer if there is minimal formal knowledge of compliance procedures, as companies are supporting this by hiring junior professionals they can mould into the compliance and tech winning combination through training and the investment of their time. The next move Compliance professionals in the insurance sector are going to be faced with new challenges as the industry continues to evolve. If they are willing to adapt and further their technical capabilities, a career in the insurance sector can provide an increased level of job security, skill demand and a chance to experience genuine career growth, even throughout this period of change. It is down to company management, employees and recruitment consultants to provide a refreshed outlook on these roles and what will be required moving forward. Will the market see a new wave of junior tech talent coming in, and being brought up to speed on compliance procedures? Or does it still present an opportunity for senior employees and management to lead the way by improving their own knowledge and capability? From my discussions with those in the industry, it seems the focus is being pushed to recruit junior compliance professionals and train them on tech know-how such as programming and data analytics, on top of areas in risk and governance should the organisation require a hybrid candidate. There is a prime opportunity for senior employees and management to lead the way by improving their own technical knowledge so they can best manage their teams and departments on what will be expected of them.

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The actuary and data scientist hybrid

The insurance industry is in the gradual process of creating a hybrid actuary and data scientist. To keep up with the changes and expectations from stakeholders and customers alike, the integration of these two parallel professional forces is critical to increasing the value of any analytical function in an insurance organisation. The actuary and data scientist hybrid The most natural integration in the insurance industry is underway and it makes us wonder why it has taken so long for the creation to happen. Up until recently there hasn’t been a huge demand for actuaries and data scientists to connect, let alone combine forces. It is a necessary link within an analytics-based function and provides a modern steppingstone in an otherwise traditional industry -both skillsets have a lot to contribute. However, it is important to emphasise that for some companies this integration is a very gradual process. The question of how long companies can hold off making this transition is debatable when global names like Swiss Re are making it clear they see this as a priority at a senior level. On the other hand, others are looking to try and hire junior professionals who already have a data science background with an understanding of R & Python, to come in and give the teams a fresh outlook and add value. It will be interesting to see what happens over the next 18 months to two years and how large organisations are able to plan for further advances in technology within the insurance industry. Overcoming the challenges The retention of data scientists and recruiting them in the first place within the walls of an otherwise traditional insurance structure is a challenge of its own. Establishing and clearly defining where data science fits into the existing structure and company strategy will play a vital role in the interaction that has with the actuarial function. The speed at which technology and big data is pushing for immediate changes across the industry, data scientists and actuaries need learn from each other so the demand for analytical excellence is achieved. Make the most of this opportunity Although the perceivably slow-paced insurance industry is now trying to play catch up with the start-ups and major tech savvy names of the world, the union between data scientists and actuaries creates an unmissable opportunity for clients and candidates alike, and can position them ahead of the curve or as an in-demand employer. I can see this being a significant priority this year for those looking to make strides in the sector, as hiring managers equip themselves with knowledge of data science tools and provide a career path structure that will deter data scientists from joining the ranks of modern start-ups.

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IFRS17: Challenging talent as we know it in Hong Kong

The new insurance contract standard, IFRS17, was initiated to increase transparency and reduce diversity in the accounting of insurance contracts. It is incurring massive changes for Hong Kong insurers with their systems and products as well as how they approach reporting processes. It appears to be proving quite a challenge, due to the popular consensus that it is undeniably complex, and some elements are yet to be finalised, but it requires a huge amount of investment. It is currently planned to come into effect for annual periods after the 1st January 2021. However, this could realistically be deferred to 2022. It will involve actuarial and finance teams having to effectively work closer together, closing the gap between these historically parted functions within a business. What barriers are companies in Hong Kong coming up against with IFRS17? Hong Kong is home to the global headquarters of some of the largest insurance groups in Asia; it is such a developed market of global players. This unique position can make implementing IFRS17 rather difficult and intricate. Such a wide presence with multiple locations will mean that the HQ in Hong Kong needs to co-ordinate changes across multiple languages, time zones and markets. As it currently stands there is a lot of freedom in the current IFRS and can be accounted for the fact that investors cannot compare insurance companies easily. The sheer complexity of IFRS17 is proving to be a difficulty for some. Lars Nielsen, Hong Kong insurance leader at PwC has stated: “Reading it is one thing, but I can tell you the biggest challenge is trying to implement it. That’s where a lot of the complexity comes out, when you actually try applying some of these concepts.” Surprisingly (or not so surprising) it is actuaries that are taking on the bulk of responsibility for this transition and making the role their own. Senior finance roles are passing to them and it is driving a dispute of interests between finance and actuarial teams as their expectations are very different. High demand for blended talent Leading up to the implementation of IFRS17, companies need to ensure that they have the right KPI’s and data in place, as well as the right technology and talent. However, finding this talent can be difficult. Regulatory changes in Hong Kong, Singapore, Korea and Thailand are all causing a battle for insurance specialists with the ability to manage the changes that IFRS17 is bringing. Although an expected approach would be to recruit talent from overseas this may not work with regards to IFRS17 as it is an initiative that requires a rare and diverse blend of skillsets. It is crucial that candidates expand their technical / financial skill sets, including being knowledgeable on IFRS17, so they will put themselves in high demand for new opportunities. For those companies that want to utilise their work force; do you train those currently in the company on IFRS17? Move employees into a new position to purely focus on the transition? Backfill their roles? What happens when the project of implementation that is IFRS17 ends – it won’t last forever and once it is implemented then that’s that! Bigger companies will have more capital to use towards this transition, but it is required of all companies in the sector to be ready in time. For the chance to discuss this more and ensure you are on track, please do not hesitate to get in touch.

CONNECTING TALENT

Insurance

Financial Services

Technology

Latest News

insurance

Reinsurance

EC News (26 March 2020)

hiring

market update

Virtual Hiring: The ‘new norm’

Coronavirus

COVID19

We're in this together

Technology

HomeNews

The parts of software development recruitment you don’t get to see

World Book Day

Leadership

World Book Day: My top 5 recruitment reads

Risk Management

Singapore

South East Asia Financial Risk - 2019 / 2020 Market Report and Salary Survey

Banking & Asset Management

financial services

Asset Management & Alternative Investments - 2020 Market Report and Salary Guide

Compliance

insurance

[BLOG] The evolving role of the compliance professional

Actuarial

data science

The actuary and data scientist hybrid

HomeNews

IFRS 17

IFRS17: Challenging talent as we know it in Hong Kong

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

CONNECTING TALENT

Insurance

Financial Services

Technology

insurance

Reinsurance

EC News (26 March 2020)

hiring

market update

Virtual Hiring: The ‘new norm’

Coronavirus

COVID19

We're in this together

Technology

HomeNews

The parts of software development recruitment you don’t get to see

World Book Day

Leadership

World Book Day: My top 5 recruitment reads

Risk Management

Singapore

South East Asia Financial Risk - 2019 / 2020 Market Report and Salary Survey

Banking & Asset Management

financial services

Asset Management & Alternative Investments - 2020 Market Report and Salary Guide

Compliance

insurance

[BLOG] The evolving role of the compliance professional

Actuarial

data science

The actuary and data scientist hybrid

HomeNews

IFRS 17

IFRS17: Challenging talent as we know it in Hong Kong

​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