Cyber Security Market & Salary Report - Singapore 2022

By Elmer Tan

Market Report

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. 

Behind the Desk... with Ollie Holden, CIO at The AA

By Mark Thomas

video

Behind the Desk... with Ollie Holden, CIO at The AA

In my sixth episode of the Behind the Desk with Mark Thomas podcast, I'm joined Chief Information Officer (CIO) at The AA, Ollie Holden.Ollie has been a technology leader for over 20 years and started his career over 15-year stints at Accenture, before several roles in insurance and most recently leading the major top to bottom technology transformation, the well-known household brand the AA.In this episode, we hear all about Ollie's journey from consulting, moving from capital markets to insurance and his journey into the AA, where he found an under-invested technology estate and has now spent the last four years sorting that out. Ollie's journey has been a real step-by-step rise to the top with some brilliant pieces of advice for those looking to do the same. A really charismatic and genuine guy with some impressive brands and achievements to match.Let's get behind the desk with Ollie Holden.​​

Behind the Desk... with David Daiches, COO and Co-Founder at INSHUR

By Mark Thomas

video

Behind the Desk... with David Daiches, COO and Co-Founder at INSHUR

In my fifth episode of Behind the Desk with Mark Thomas, I'm joined by INSHUR COO and Co-Founder, David Daiches.David and his co-founder Dan started INSHUR nearly six years ago to solve the problem of Uber drivers getting insurance quickly in New York. Since then, the company has expanded rapidly, going from 20 to over 150 employees in the last two years and now operating out the UK and Netherlands, as well as the US.I loved speaking to David about his journey and the ups and downs of startup life. We discussed these views and where insurance needs to adapt and evolve and his vision for INSHUR over the coming years.A truly inspiring conversation with a forward-thinking tech leader who started life in retail and is ended up changing the face of private hire career insurance.Let's get behind the desk with David Daiches. ​​​​​​

 Broking & Underwriting Market Insights -  H1 2022

By James Sibthorp

Market Report

Broking & Underwriting Market Insights - H1 2022

I have been working closely with the broking and underwriting industry to hire talent into the Lloyd's and London Market since 2013. I have explored a number of topics and shared my insights into the current availability of talent in the market. This includes the approach to flexible working, sustaining culture through hybrid working, in-demand roles and skills and impacts on the market for H1.Availability of TalentIn the current market, there is a tightening of underwriting & broking talent across multiple lines of business. Employers are being left with a pool of talent that is not experienced enough and potentially overpaid, especially if they have moved roles in the last two years. Companies have counter-offered or increased salaries to retain talent or stop their staff from taking a new role, so it’s now challenging to find new candidates that match the requirement of clients. Clients are having to look at fewer years of experience, but this, in turn, drives up the salaries of less experienced candidates. There are very few candidates in the 5-to-10-year bracket that haven’t already moved or been bumped up the pay scales in their current roles. There seems to be a smaller talent pool within the insurance and reinsurance markets due to having a soft market for 15+ years. This means that now the market has hardened, companies are seeing improved rating conditions and making more profit and thus need talented people in place that can service the brokers/clients. This drives demand for talent, especially as classes of business that have been out of vogue, come back into fashion. As markets come back into classes of business that they haven’t been in, the result is inflated wages and counteroffers. This has all happened in a relatively short space of time, and it seems that candidates are being paid more than they would have been even just five years ago. In many cases, salaries have doubled in just a 2-year period. ​Where are clients hiring from?Clients hire from competitors because the insurance market has historically not been very good at attracting people from other “industries”. It does occasionally happen, and in my experience, the candidates that come from other industries are often in high demand during their careers. The insurance market could populate itself with people who are bringing different skills, experiences and ideas, especially as the market becomes more digitized and risk profiles change. A lot of companies have scaled back their graduate schemes, meaning that growing your own staff hasn’t been an option for some companies. It is usually only the large global brokers and carriers who can afford to have their graduate schemes running.​How has this changed?The market has seen huge activity in the past 2 years. Broadly speaking, the cream of the talent seemed to move in year one, with a subsequent middle tier of talent following in the second year as rivals poached talent to try to upskill existing teams. COVID restrictions easing have helped people find new roles. The COVID restrictions had made people slightly more hesitant to commit to finding a job. Having face-to-face contact meant it was easier for people to make a career change. The movement of talent was relatively quiet during the early COVID restrictions, with candidates lining up positions and waiting for restrictions to ease before resigning. ​Flexible working approachFlexible working is a requirement that candidates want to have, but the more client-facing or market-facing you are, the less important this demand is. I think companies that have a hard and fast “in the office 24/7, five days a week” culture are not as attractive and may not attract the top talent in the future. Clients that offer a hybrid pattern or have flexible working will appeal to many, especially those with long commutes. As far as underwriters and brokers are concerned, Mondays and Fridays are generally good days to get your admin done, but Tuesdays, Wednesdays and Thursdays are trading days. The more senior market practitioners generally tend to be in at least 3 days, or more commonly 4 days. Video tools have become essential to everyone involved in insurance. Meeting clients internationally or in London can be an expensive affair. Clients can now be accessed in minutes, with larger numbers of people on the calls (sometimes much to the brokers' frustrations). However, there is still nothing like the lure of meetings in EC3, and London should have no problems maintaining its pre-eminence in the eyes of the insurance and reinsurance market.​CultureThe London insurance market is a very close-knit group of professionals, and candidates will often know a colleague or associate at a potential employer. Google will also bring up various well-known sites used to rate employers, but there is nothing like speaking to an existing employee at a company to gauge the culture. Sustaining a culture through a hybrid working environment is challenging, and employers have been trying to maintain cultures, or build them if they are start-up businesses, during COVID. When so many employees may be away from the office at any one time, having those weekly underwriting meetings with the Chief Underwriting Officer or Active Underwriter are so important, ideally face-to-face if possible. I have spoken to underwriters and brokers who say that Underwriting meetings with someone in their home office with the camera off just don’t flow very well. Even just switching on the camera and showing your face, can contribute to a better culture. Company cultures can’t just be built digitally, and managers need to invest in team bonding sessions and getting people around a table to establish strategies and encourage diversity of thought. Due to COVID, the culture of a Friday in the market has been eroded for better and for worse. Bars and restaurants are emptier, but as a result, work productivity has gone up (in my experience). If I am working until 6.30 pm on a Friday, then I can guarantee that my underwriting contacts are, as I am often speaking to them at that time. This never happened before COVID on a Friday. Companies that have a strict 24/7 and 5 days a week culture may see a talent drain. If your rivals are offering flexible working, then why wouldn’t you try to compete? I know of companies that have checked in on employees’ mental well-being during COVID and companies that have asked their staff how they are adapting back to a “normal” working pattern? Can every company say they have shown a duty of care to their employees? Some can, but certainly, not everyone, based on the conversations I have had with people. ​In demand skillsUnderwriting skills across treaty lines and emerging technologies/industries such as renewable energy are hard to find. How can employers adjust their expectations? There is a massive pool of offshore energy underwriters with 20-25 years left in their careers. How can they be utilised if oil & gas projects are shelved by the major economies over the next 10-15 years? Employers need to think outside the box, and we can help them do that by accessing those candidates that haven’t traditionally been in their network. Property treaty is currently quiet due to less appetite for CAT exposed property, but specialty and casualty treaty lines seem to be buoyant, and hence there is a demand for talent. In the direct lines of business, renewable energy underwriters and brokers are in demand in line with the environmental, social and governance (ESG) philosophies. The shift from carbon-intensive activities is meaning that companies and syndicates are reviewing the way that they deploy capital and meet ESG targets. As a result, they realise they need to start backing and being involved in infrastructure projects which are heavily renewable-focused projects. Therefore, renewable energy is going to grow across underwriting and broking. How will the market insure the growing risk profiles of battery and hydrogen storage facilities or lithium batteries in transit on cargo ships? I’m seeing a demand for those types of people, and there is a very good chance for people to potentially move from industry into insurance.How has this changed?Brokers are seeing increased demand for products and services, and they bring the business to London. If the insurance and reinsurance markets are making a profit then they need to invest in the amount of staff they employ, to service the clients and brokers. If, and when there's another downturn in terms of the pricing of the products, inevitably, you start to see a few people leave the market. Currently, it doesn't look like there is going to be a significant event anytime soon, and it seems to be a continuous growth pattern. ​Roles in demand Talent is short in renewable energy, specialty/casualty treaty and marine/energy across underwriting and broking. Casualty classes have seen significant shortages of talent, and I have also seen demand for underwriters that have got between five to ten years of experience, as well as deputy-class underwriters and senior underwriters. Candidates that are currently “number two’s” in a team that could be “future number one’s” are difficult to find at the moment. How has this changed?The demand has increased through the better pricing environment and the withdrawal of capacity 3-4 years ago in certain classes of business (marine, for example). As rates increase, carriers and syndicates need the talent to attract business from the brokers, and the brokers have needed experienced heads to better communicate the harder pricing environment to the client. Talented brokers don’t come cheap. Over the last 12 to 24 months, the environment has been better for people to make money in insurance than it had been for many years, in certain classes of business. Marine had suffered for a long time from a very soft pricing environment, but as weaker capacity withdrew and the market showed discipline, the markets that had large books of business and had priced their books well have come through it. The pricing environment is much better now than it has been for many years, and it is a good time to be in certain classes of business. ​Impact of the war against Ukraine The Ukraine war has affected everyone when it comes to insurance. There are lots of different ripple effects for social and economic things that affect us all daily, as we're all finding out. For example, the war clearly affects how underwriters in aviation markets look at their portfolios, and the reinsurance markets are going to be vigorous in terms of protecting these exposures. We are going to be coming up to a big renewal season in the reinsurance markets where pricing, in theory, should go up to try and start compensating for any losses that will be incurred as an effect of the Ukraine war. Everyone in the world is going to be impacted in terms of how we are all experiencing price increases in daily goods. Whether it's groceries or cars, things are becoming hard to find, products are stuck in warehouses, and the global supply chain has been disrupted by a series of events from COVID, the Suez Canal blockage and now the Ukraine/Russia war. These are hard to calculate, price and model for insurers and reinsurers. Social inflation is a phrase that hadn’t cropped up in client meetings until the last 2-3 years, and now it is the buzz topic. Insurance and reinsurance have historically been seen as a ‘boring’ job but when you scratch under the surface, the roles can be fascinating as they intertwine with global events. Insurance and reinsurance can offer stability and career development and present opportunities to apply your skill set, particularly, if you are analytically minded. If you are looking for your next opportunity or support in your business recruitment objectives, please don’t hesitate to reach out for a confidential discussion: james.sibthorp@eamesconsulting.com or by phone on +44 (0)20 7092 3260.

Finance & Governance Market Update – H1 2022

By Glen Roberts

Market Report

Finance & Governance Market Update – H1 2022

​To say it’s been a busy/frantic/manic (pick your adjective) first 6 months of the year is an understatement, with the demand for new talent far outstripping the supply of good quality people open to a move.To make this an easily digestible read, here are 10 bullet points of useful information (I hope!):The market across Finance, Compliance and Governance has been unbelievably busy since January BUT only at salaries below £100k base; the ‘do-ers’ and the ‘reviewers.’ This section of the market is under intense supply and demand pressures, with a relentless demand for new people across most asset classes within the buy-side. In a positive way, a lot of demand is due to teams expanding and investing in new hires, which contrasts with 2021 when a lot of hiring was due to replenishing teams and lost headcount over the pandemic. For the most part, people are moving for around a 20% give or take an increase in base pay and a huge volume of people are also securing a promotion as part of their move. In some cases, people are achieving as high as a 30-35% hike in base pay and it’s these stories that are fuelling the gossip and jungle drums. Why did the jobs market seem to take off like a rocket at the start of 2022? Here’s my take. 2021 was the year of recovery and a perfect storm. Lots of firms actively hiring during the thawing of Covid restrictions alongside a lot of candidates eager to move roles. The euphoria was infectious and this spurred on a lot of hiring and movement of people. The difference with this year is that the candidate base has halved given the number of people who switched roles last year whilst the supply of roles has outstripped 2021 volumes. Your end result is a market out of sync: top-tier candidates receiving multiple job offers, firms having to fast-track recruitment processes, employers ‘forced’ to offer more money or sign on bonuses if they really want someone, counter offers off the scale and lots of employers scrambling to shore up key talent and ensure succession plans are in place.In the background, the rising cost of living on top of inflation is putting a lot of employees and employers in a difficult position. Almost every candidate we’re helping at the moment is seeking a decent increase in base pay with many people referencing the above and/or seeking to make up for the lack of base salary increases for the last few years. Again, this adds fuel to the fire and explains why, at certain levels, people are jumping for an above-market pay rise as well as a promotion. Who’s hiring? Alternative asset managers in general with most public and private markets funds seeking to bolster their ranks. In particular, we’ve seen a real spike in newly created roles across debt and credit funds, venture/growth capital and venture debt funds. In traditional asset and wealth management, there’s been a lot of hiring linked to firms going through some form of corporate activity, particularly acquisitions or consolidation. It’s widely known that the market at the newly and recently qualified level is hotter than ever with too much choice for most people in the 0 to 2 years PQE bracket. This has led to a definite shift on the compensation front with newly qualified accountant salaries moving up to £55,000-60,000 base for first-time practice movers. The key to being successful at this level is to sell hard, decide quickly and ideally find someone just at the start of their search before they have too many options. Another notable shift at the NQ ACA level is just how fussy the candidates have become, which is probably down to the number of jobs these candidates are having run past them on a daily basis. Consequently, candidates are more reluctant than ever to do tasks they see as ‘boring’. A shocking example was a recent conversation with a funds auditor from a Big 4 firm (who is looking for a first move in-house) turn down a fund accounting role because it involved dealing with the auditors on a seasonal basis. At the mid-to-senior level, the market has been incredibly busy on the corporate or ‘house’ side of Finance, especially at financial controller and head of finance level. Most of this is linked to growth and businesses seeking to professionalise or upskill teams in response to senior management or Partners asking for more granular analysis on the management company side. Across Funds Finance it continues to be a real-life version of Squid Games trying to find people at the senior fund accountant or fund controller level, with good candidates often having too much choice. Remote and/or flexible working continues to be high up the list of priorities for candidates at all levels and in a lot of cases, it’s a deal-breaker if an employer isn’t offering a hybrid working arrangement. On this note, we have seen a surprising amount of funds revert back to five days a week in the office which has made recruitment trickier in what is such a competitive market. Over time people will vote with their feet and at all levels, this has become either the first or second question we get asked by candidates when they’re reviewing a potential opportunity. As you’d expect, counteroffers have been and continue to be rife and we’ve even seen this happening across all levels, from junior to senior employees. Even the Big 4 and professional services firms are desperate to keep top talent and resorting to counter offers and retention bonuses to tie people in with one of the Big 4 very publicly stating that they’re paying all of their 2021 ACA’s a loyalty bonus for renewing their contract. I’ve seen some crazy numbers in the last 6 months as firms throw everything they can towards keeping people who are rated highly!What’s the secret in the current market and how do you ‘win’? The speed and simplicity of the interview process remain crucial in successfully bagging your hire and filling a role. Get people through your process quickly and make a decision – that’s it. If you’re slow to act you will lose out and/or be in a situation where you’re competing against multiple other organisations. How will the rest of the year unfold? I’m already seeing signs of a little bit of a slowdown and we’re a week away from technically being in a recession. But you wouldn’t know it right? The current market is unsustainable in some parts and I’m hoping things will begin to normalise in the next 6 months of the year. I’m expecting the recruitment market to remain busy given the fertile fund-raising conditions and positive deal flow across most sectors and industries and it’s unlikely that candidate flow will suddenly improve. That’s it from me, enjoy your week and as always please reach out with any specific questions. Always happy to help. Contact me here: glen.roberts@eamesconsulting.com 

Cyber Security Market & Salary Report - Singapore 2022

By Elmer Tan

Market Report

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. 

LGBTQ+ allyship and pronouns

By Sarah Roebuck

diversity and inclusion

LGBTQ+ allyship and pronouns

In this third and final episode in the Pride Month special of The GRID Podcast (from Eames Partnership), our expert panel get candid on the topic of pronouns.  Theresa Farrenson, who identifies as non-binary kicks off the conversation with an eloquent explanation. We're also joined by Adam Triggs, chair of Pride and Allies at Lloyd's, David Anderson, US head of cyber at McGill and Partners, and Erik Johnson, incoming active underwriter at MIC Global.  You can listen to the full episode on Apple, Spotify and other podcast platforms.    

The importance of intersectionality for LGBTQ+ employees

By Sarah Roebuck

Diversity and Inclusion

The importance of intersectionality for LGBTQ+ employees

We often hear complaints that employers are too quick to lump all members of the LGBTQ+ community together, as a homogenous group, and to assume that all of their wants and needs are the same. What is the importance of intersectionality for LGBTQ+ employees?   The GRID Podcast, from our friends at Eames Partnership brings together an expert panel from across the LGBTQ+ community within insurance and reinsurance. In this second episode (of a 3-part special), Theresa Farrenson, David Anderson, Adam Triggs and Erik Johnson and Charlie Thomas discuss some of the more challenging issues when it comes to LGBTQ+ such as the importance of intersectionality. You can listen to the full episode on Apple, Spotify and other podcast platforms. ​​​​ 

What does true workplace inclusion look like?

By Sarah Roebuck

Insurance

What does true workplace inclusion look like?

What does true workplace inclusion look like?  The GRID Podcast, from our friends at Eames Partnership brings together an expert panel from across the LGBTQ+ community within insurance and reinsurance. In this first episode (of a 3-part special), Theresa Farrenson, David Anderson, Adam Triggs and Erik Johnson and Charlie Thomas discuss how companies can drive more inclusive workplaces and share some examples of actions and activities that they have seen have a positive influence over change.  You can listen to the full episode on Apple, Spotify and other podcast platforms. 

​IWD: #BreakTheBias with Kerry Dettmar, Senior Director/Head of Group Accounting at Permira Advisers LLP

By Glen Roberts

IWD

​IWD: #BreakTheBias with Kerry Dettmar, Senior Director/Head of Group Accounting at Permira Advisers LLP

This International Women's Day, I interviewed Kerry Dettmar, Senior Director/Head of Group Accounting at Permira Advisers LLP and she shared her thoughts on how we can #BreakTheBias.We can all choose to challenge and call out gender bias and inequality. We can all choose to seek out and celebrate women's achievements. Collectively, we can all help create an inclusive world. ​1. Which bias would you like to break about women at work in 2022?How a strong, direct woman can be perceived in a much more negative light than a strong, direct male.   2. Within your market / industry, what progress have you seen businesses take to progress gender equality?I am new to Private Equity, but I am pleased with the direction I see, pushing for female representation on the boards of companies acquired for example. 3. What is one action companies can take to further balance their talent attraction strategies?Ensure they are using the right recruitment consultants who value the abilities of candidates. 4. What is your top advice for making job descriptions more inclusive?Keep the role factual and competency-based.   5. Do you think that more companies adopting a hybrid working pattern has helped to shift pre-conceived conceptions about flexible working for women and why?Not specifically for women, for both genders. Post-Covid, it is clear that flexibility is needed by both males and females.   6. How can organisations support their employees in raising awareness against bias? It needs to just become part of the culture in an organisation, not just for gender, but for all potential conscious and unconscious bias.  The more we talk about it, the less unconscious it should become. 7. What advice would you give aspiring women in the industry you work in? Be strong, independent but collaborative and believe in yourself. 8. International Women’s Day is also about celebrating women and their achievements. Who inspires you? Personally, I would have to say my Mum. She brought me up believing I could be anything I wanted and that there were no barriers. That is exactly what I am teaching my daughter too. From a professional standpoint, I am lucky to have had a number of women in the organisations where I have worked in senior roles who helped me realise the kind of leader I wanted to be. 9. Are there any companies you admire for the ways in which they celebrate women's achievements?I am keen to celebrate all achievements, not just those of women. 

​IWD: #BreakTheBias with Rachel Aldridge Managing Director at IQEQ

By Glen Roberts

IWD

​IWD: #BreakTheBias with Rachel Aldridge Managing Director at IQEQ

This International Women's Day, I interviewed Rachel Aldridge Managing Director at IQEQ and she shared her thoughts on how we can #BreakTheBias.We can all choose to challenge and call out gender bias and inequality. We can all choose to seek out and celebrate women's achievements. Collectively, we can all help create an inclusive world. 1. Within your market / industry, what progress have you seen businesses take to progress gender equality?  There have been huge changes since I started professional work in 1992. My team is now exactly 50% women which is really important to me because I enjoy working with women and I am determined to avoid groupthink by having diverse points of view represented. Having said that, what I think is important is treating people as people without labelling them.2. What is one action companies can take to further balance their talent attraction strategies? I think apprenticeships and internships targeting under-represented groups is a good way to expand the talent pool. 3. What is your top advice for making job descriptions more inclusive?   I’m not sure job descriptions are the key. What I think is key is having diverse leadership teams so that applicants can see people with whom they identify in senior roles.4. Do you think that more companies adopting a hybrid working pattern has helped to shift pre-conceived conceptions about flexible working for women and why?  The key issue is the cost of childcare which is ridiculously high and prevents many women, who (let’s be honest) still shoulder the burden of the bulk of childcare, from returning to work in a meaningful way. Flexible working clearly helps by allowing nursery and school pick ups for small children, but more tax breaks to make the cost of childcare more affordable would be of most help.5. What advice would you give aspiring women in the industry you work in?  Just do it. Don’t wait to be offered a promotion, ask for it where it is deserved. Build networks of advocates and don’t be afraid to fail.6. International Women’s Day is also about celebrating women and their achievements. Who inspires you?   Obviously there are lots of celebrities we can look to who are leading their fields. This is all great, but I get inspired by looking around me and seeing women holding things together, getting on with it, and putting others first.7. Are there any companies you admire for the ways in which they celebrate women's achievements?   I am really proud of what IQ-EQ in the UK & Ireland are doing. We are putting our money where our mouth is through our Launchpad initiative which is designed to help female-led fund managers launch successfully. 6 of our 11 strong leadership team in the UK&I are female, and I’m looking forward to the day that this balance is reflected in our other jurisdictions and at our group executive level. 

​IWD: #BreakTheBias with Viktorija Bozko, #IamRemarkable facilitator

By Rafaela Fakhre

homepage

​IWD: #BreakTheBias with Viktorija Bozko, #IamRemarkable facilitator

This International Women's Day, I interviewed Viktorija Bozko, #IamRemarkable facilitator and she shared her thoughts on how we can #BreakTheBias.We can all choose to challenge and call out gender bias and inequality. We can all choose to seek out and celebrate women's achievements. Collectively, we can all help create an inclusive world. 1. Which bias would you like to break about women at work in 2022? Women are most likely to take maternity leave. It takes two to create a family, and hence the parental leave can be shared by two people. However, in the current world, it is still expected that women would take maternity leave. If we are speaking about equality, there must be equality in all aspects of life, including parental leave.2. What is one action companies can take to further balance their talent attraction strategies? Look at the hiring process, it all starts with hiring. If you have a neutral job description, you are more likely to attract diverse talent. Additionally, if you have diversity across your whole hiring process such as diverse interviewers, candidates from diverse backgrounds will see the potential to fit in, throughout the process.3. What is your top advice for making job descriptions more inclusive?   Number one advice for making job descriptions more inclusive is to consider the wording used for these advertisements. Many job descriptions have subtle cues which are typically associated with male/female stereotypes. For example, words like ‘competitive’ or ‘leader’ are associated with male stereotypes, and studies show that therefore females are less likely to consider applying. The language used really matters when trying to attract a diverse pool of applicants, and hence using more neutral words in job descriptions will help you to attract such a pool of applicants.4. What do you think is the most significant barrier to female leadership? Representation. You cannot become something that you cannot dream, and it's difficult to dream of something you can only rarely see.5. Are there any companies you admire for the ways in which they celebrate women's achievements? #IamRemarkable is a Google initiative empowering women and other underrepresented groups to celebrate their achievements in the workplace and beyond. Google has a specific workshop anyone can sign up, as well as, they train people outside the company to facilitate these workshops in their own companies. I believe that is one of the most remarkable ways to celebrate, share and go beyond to honour the achievements of women and underrepresented groups.

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

By Ruth Foster

Eames News

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 2021Our agile working environment enables our team to prioritise what’s important to them, regardless of their job style or where they work.Wellness programmes have encouraged employees to seek work-life balance and prioritise their health and wellbeing.We’ve been able to open up the conversation around mental health and reduce the stigma around asking for help.Best Companies also recognised our ability to connect our values and goals to our team and ensure that our work has meaning and purpose. Opportunity Makers serves to guide every member of #TeamEames to helping one another achieve beyond our expectations, pushing and supporting each other to get the best out of our work and our lives. 100% of our team said their work is an important part of their life.​Speaking of our ranking as a 'world-class' employer, Chief People Officer Ruth Foster shared:“True employee wellbeing goes beyond surface-level perks. We strive to foster a workplace that celebrates diversity, belonging, trust and purpose. For Opportunity to happen, we must stay true to our values, and keep focused on our people.Feedback from our employees is vital for us to continue to create opportunity as an organisation. The output from this survey will be invaluable for us to understand what we are doing well and where we can improve.I am grateful for our teams who have led our wellbeing, diversity, inclusion and charity initiatives this year. I am incredibly proud of what we have achieved together.A happy and healthy team is a successful team, and I am delighted with our ‘world-class’ recognition from Best Companies.”​Founder & CEO, Matthew Eames shares:“As employers look to the future and strive to put the disruptions of the last two years behind them, successful organisations are benefiting from offering employee experiences stronger than pre-pandemic times.Our 3-star ranking is an endorsement of the people-first culture we’ve fostered. We know that employees who feel their work has meaning are more invested in our purpose and collective success.Being an Opportunity Maker is about helping one another achieve beyond our expectations, pushing and supporting each other to get the best out of our work and our lives. I love coming to work every day knowing we’re all in this together.Congratulations on this recognition, #TeamEames. I am incredibly proud.”​

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

By Matthew Eames

Eames News

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.”

Eames ranks in Recruiter HOT 100 for 10th year running

By Matthew Eames

Eames News

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. 

Secrets of Success: Sarah Tan [Episode 22]

By Sarah Roebuck

Secrets of Success

Secrets of Success: Sarah Tan [Episode 22]

​Chanel Wee steps in as host for this episode of Secrets of Success with Sarah Tan, a principal consultant at Eames Consulting in Singapore.

Secrets of Success: Tricia Lee [Episode 21]

By Sarah Roebuck

Secrets of Success

Secrets of Success: Tricia Lee [Episode 21]

​​Chanel Weesteps in as host for this episode of Secrets of Success with cyber recruitment specialist,Tricia Leein Singapore.In this episode, Tricia candidly shares her experience of starting her job in recruitment after graduating. Tricia says building relationships is key to success, and consistency pays dividends in her role. But her number one secret to success? Knowledge, and seeking opportunity to learn wherever she can.Watch the full episode below, or listen on your favourite podcast platform including Apple and Spotify.

Secrets of Success: James Rydon [Episode 20]

By Danielle Rainert

Secrets of Success

Secrets of Success: James Rydon [Episode 20]

​​In this episode of Secrets of Success, partner and director,James Rydonjoins me to talk about hiring, onboarding and developing junior talent, and the opportunities available when working in a niche specialism.

Cyber Security Market & Salary Report - Singapore 2022

By Elmer Tan

Market Report

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. 

Behind the Desk... with Ollie Holden, CIO at The AA

By Mark Thomas

video

Behind the Desk... with Ollie Holden, CIO at The AA

In my sixth episode of the Behind the Desk with Mark Thomas podcast, I'm joined Chief Information Officer (CIO) at The AA, Ollie Holden.Ollie has been a technology leader for over 20 years and started his career over 15-year stints at Accenture, before several roles in insurance and most recently leading the major top to bottom technology transformation, the well-known household brand the AA.In this episode, we hear all about Ollie's journey from consulting, moving from capital markets to insurance and his journey into the AA, where he found an under-invested technology estate and has now spent the last four years sorting that out. Ollie's journey has been a real step-by-step rise to the top with some brilliant pieces of advice for those looking to do the same. A really charismatic and genuine guy with some impressive brands and achievements to match.Let's get behind the desk with Ollie Holden.​​

Behind the Desk... with David Daiches, COO and Co-Founder at INSHUR

By Mark Thomas

video

Behind the Desk... with David Daiches, COO and Co-Founder at INSHUR

In my fifth episode of Behind the Desk with Mark Thomas, I'm joined by INSHUR COO and Co-Founder, David Daiches.David and his co-founder Dan started INSHUR nearly six years ago to solve the problem of Uber drivers getting insurance quickly in New York. Since then, the company has expanded rapidly, going from 20 to over 150 employees in the last two years and now operating out the UK and Netherlands, as well as the US.I loved speaking to David about his journey and the ups and downs of startup life. We discussed these views and where insurance needs to adapt and evolve and his vision for INSHUR over the coming years.A truly inspiring conversation with a forward-thinking tech leader who started life in retail and is ended up changing the face of private hire career insurance.Let's get behind the desk with David Daiches. ​​​​​​

LGBTQ+ allyship and pronouns

By Sarah Roebuck

diversity and inclusion

LGBTQ+ allyship and pronouns

In this third and final episode in the Pride Month special of The GRID Podcast (from Eames Partnership), our expert panel get candid on the topic of pronouns.  Theresa Farrenson, who identifies as non-binary kicks off the conversation with an eloquent explanation. We're also joined by Adam Triggs, chair of Pride and Allies at Lloyd's, David Anderson, US head of cyber at McGill and Partners, and Erik Johnson, incoming active underwriter at MIC Global.  You can listen to the full episode on Apple, Spotify and other podcast platforms.    

The importance of intersectionality for LGBTQ+ employees

By Sarah Roebuck

Featured-Homepage

The importance of intersectionality for LGBTQ+ employees

We often hear complaints that employers are too quick to lump all members of the LGBTQ+ community together, as a homogenous group, and to assume that all of their wants and needs are the same. What is the importance of intersectionality for LGBTQ+ employees?   The GRID Podcast, from our friends at Eames Partnership brings together an expert panel from across the LGBTQ+ community within insurance and reinsurance. In this second episode (of a 3-part special), Theresa Farrenson, David Anderson, Adam Triggs and Erik Johnson and Charlie Thomas discuss some of the more challenging issues when it comes to LGBTQ+ such as the importance of intersectionality. You can listen to the full episode on Apple, Spotify and other podcast platforms. ​​​​ 

What does true workplace inclusion look like?

By Sarah Roebuck

Insurance

What does true workplace inclusion look like?

What does true workplace inclusion look like?  The GRID Podcast, from our friends at Eames Partnership brings together an expert panel from across the LGBTQ+ community within insurance and reinsurance. In this first episode (of a 3-part special), Theresa Farrenson, David Anderson, Adam Triggs and Erik Johnson and Charlie Thomas discuss how companies can drive more inclusive workplaces and share some examples of actions and activities that they have seen have a positive influence over change.  You can listen to the full episode on Apple, Spotify and other podcast platforms. 

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

By Ruth Foster

Eames News

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 2021Our agile working environment enables our team to prioritise what’s important to them, regardless of their job style or where they work.Wellness programmes have encouraged employees to seek work-life balance and prioritise their health and wellbeing.We’ve been able to open up the conversation around mental health and reduce the stigma around asking for help.Best Companies also recognised our ability to connect our values and goals to our team and ensure that our work has meaning and purpose. Opportunity Makers serves to guide every member of #TeamEames to helping one another achieve beyond our expectations, pushing and supporting each other to get the best out of our work and our lives. 100% of our team said their work is an important part of their life.​Speaking of our ranking as a 'world-class' employer, Chief People Officer Ruth Foster shared:“True employee wellbeing goes beyond surface-level perks. We strive to foster a workplace that celebrates diversity, belonging, trust and purpose. For Opportunity to happen, we must stay true to our values, and keep focused on our people.Feedback from our employees is vital for us to continue to create opportunity as an organisation. The output from this survey will be invaluable for us to understand what we are doing well and where we can improve.I am grateful for our teams who have led our wellbeing, diversity, inclusion and charity initiatives this year. I am incredibly proud of what we have achieved together.A happy and healthy team is a successful team, and I am delighted with our ‘world-class’ recognition from Best Companies.”​Founder & CEO, Matthew Eames shares:“As employers look to the future and strive to put the disruptions of the last two years behind them, successful organisations are benefiting from offering employee experiences stronger than pre-pandemic times.Our 3-star ranking is an endorsement of the people-first culture we’ve fostered. We know that employees who feel their work has meaning are more invested in our purpose and collective success.Being an Opportunity Maker is about helping one another achieve beyond our expectations, pushing and supporting each other to get the best out of our work and our lives. I love coming to work every day knowing we’re all in this together.Congratulations on this recognition, #TeamEames. I am incredibly proud.”​

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

By Matthew Eames

featured-homepage

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.”

Eames ranks in Recruiter HOT 100 for 10th year running

By Matthew Eames

featured-blog

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. 

Blank

Secrets of Success

A series for recruiters, by recruiters.

In each episode, we have candid conversations about careers in recruitment with some of the best talent Team Eames has to offer. They'll be giving you a glimpse into the highs and lows of their recruitment careers, their motivations, their drivers, and their secret to success in this industry.