Behind the desk with... Ciara Conway, Group Chief Architect at Aviva

By Mark Thomas

Behind the Desk

Behind the desk with... Ciara Conway, Group Chief Architect at Aviva

​Behind the Desk with Mark Thomas is back, and my first guest is Ciara Conway, Group Chief Architect at Aviva. Ciara has an infectious personality, and I am thrilled to have her join me to kick off season two of the podcast.  ​We had a great conversation and covered a lot of ground including her journey into technology, which is an unusual one, the challenges she's faced around being a female in a very male dominated sector and her views on gender diversity and the progress we’re making within the insurance and technology space. Her views on where the sector is headed are spot on and she is passionate about leaving a legacy, by removing legacy tech, and walks us through her ambitious plans for Aviva's future. Let’s get behind the desk with Ciara Conway.​​

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.​

Finance & Governance Market Update - Q3 2022

By Glen Roberts

Market Report

Finance & Governance Market Update - Q3 2022

​Let me cut to the chase, and you’re reading this blog because you want to know what’s going on in the market, so here are 7 digestible points of useful information on Q3 recruitment trends:H1 feels like a long time ago now, and the good (or bad?) news is that a lot of that market craziness in terms of candidate supply and demand being out of sync has died down, albeit we are most definitely not in calmer recruiting waters, (yet). Our June, July, and August were exceptionally busy with lots of roles seeking to make offers and get people signed up ahead of the Autumn. But since September, there has been a very small slowdown in demand for new talent as firms look to stock take or put select roles on hold. Despite the outlook in mainstream media, we are not seeing a total slowdown in demand; however, it’s clear that a lot of traditional, as well as alternative funds, are taking stock of who they’ve hired in the last 12 to 18 months when weighing up current or future needs. The market has been reactive and short-term in its recruitment outlook for the last few years; this is not new news. But what has changed since the summer is how quickly hiring decisions are changing. In some cases, week by week as people change their minds and re-scope a role, put a role on hold, or opt to bring in a contractor over a permanent hire. Broader political and economic factors are obviously at play which isn’t helping with the short-term thinking behind a lot of hiring decisions, and this has led to a significant increase in the medium to long-term BAU contract or interim roles to plug the gap. Recruitment processes have continued to be hit and miss, with lots of roles dragging on and on and on through multiple rounds of video calls, face-to-face meetings, and tests, whilst others complete quickly and within a matter of days in some cases. With a candidate market that is still barren in lots of areas, running a slick and efficient process is crucial, especially heading into Q4 when candidate commitment levels tend to vary due to a combination of workload, year-end planning, and bonus payouts. We’ve also been recommending a lot of firms skip straight to face-to-face meetings for candidates who look like obvious contenders. As efficient as being able to jump on to a Teams or Zoom call is, it can unintentionally slow down a process and mean you accidentally end up running two first-round interviews. Bonuses for 2022 are expected to be slightly up from 2021, with most buy-side firms benefiting from favourable market conditions. Bonus buyouts are occurring at all levels of the market, from mid-level roles at £60,000 - £80,000 base salary through to senior appointments; in a lot of cases, it’s the only way a successful hire can be made. Whilst some of this is seasonal and typical of end-of-year hiring, very few buy-side firms have had a poor 12 months, and this has driven up the volume of conversations we’re having when negotiating an offer. Those firms unwilling to offer some form of a sign-on or buyout will struggle to attract the best people out there unless hiring someone who’s recently had their bonus or from a company that doesn’t award particularly high bonuses (i.e., professional services firms). Although that being said, two of the Big 4 recently announced hefty base pay increases and retention bonuses across most service lines – it’s never easy! Throughout this year and continuing into Q4, people are moving for an average base salary increase of between 15-20%. Occasionally it’s more than this, but the majority of the time, it’s the numbers above. There continues to be a lot of white noise around people moving for obscene increases in base salary at 30, 40 or 50% plus. Very occasionally, this is happening, and more often than not, it’s due to people accepting a counteroffer. Based on what we’re seeing with external moves, this isn’t the case, and three-quarters of successful introductions my team has made year to date have resulted in pay increases of between 15-20%. Being crystal clear on base pay and total compensation has never been more important. At the newly and recently qualified level, hiring slowed down over the summer into September, and we saw more and more demand for candidates in the 2 to 3 years post qualified bracket, with clients demanding prior industry experience over first-time practice movers. This is still a key theme heading into Q4, and finding genuinely good talent in the 2 to 5 years PQE bracket remains incredibly difficult, as this level has been heavily sought after for the last 12-18 months across all areas of Finance. The good news is that newly qualified accountants are in plentiful supply, with a new wave of qualified candidates coming to market and keen to make a move. Audit first-time movers are increasingly keen to get into Finance roles in both core reporting as well as funds finance and operations. Whilst there will always be a number who try and make the move into something commercial or front office linked, the last few months have seen a steady increase in newly or recently qualified accountants happy to jump into industry into bread and butter Finance roles. Lastly, flexible working! This remains high on most job seekers' lists, and per previous updates, it is increasingly becoming a deal maker or deal breaker, depending on whether a company has embraced the future of work. Most firms seem to have settled on some form of hybrid working, typically 3 or 4 days in the office, and those that insist on Finance employees being office based 5 days a week run the risk of becoming out of touch very quickly. ​If you have any questions or if I can help in any way please reach out glen.roberts@eamesconsulting.com ​

Market Insights H1: Compliance Insurance 2022

By Tara Robinson

Market Report

Market Insights H1: Compliance Insurance 2022

​I am a Principal Consultant on the compliance team specialising in insurance governance, including compliance, audit and risk management recruitment. I have explored and shared my insights on the current availability of talent, how this has changed, the approach to flexible working and attracting and onboarding. ​Talent Available Talent pools within the insurance compliance market have continued to tighten throughout the first half of 2022. Due to the regulatory agenda relating to consumer products and the political climate we have seen further requirements for conduct and sanctions specialists and cross-border compliance expertise. While some organisations have been willing to consider experienced talent from the wider financial services sector, knowledge of wholesale products, complex distribution chains and the Lloyds market have been in high demand. Throughout H2/22 the balance of open vacancies versus talent has continued to shift. High volumes of open roles have resulted in candidates having multiple external offers while existing employers are offering attractive packages to retain existing talent. ​Changes in the last 24 months? The market has gone through considerable change over the last 24 months. We witnessed a wider pool of candidates available from early to mid-2020 due to a number of reasons. Firstly, changes to the IR35 rules in Q2/2020 resulted in many firms minimising their use of daily rate contractors from the start of 2020. As a result, many contractors were coming onto the market looking for permanent work. This also combined with the impact of COVID-19 as a number of firms were restructuring and scaling back corporate functions at the start of 2020. ​Approach to Flexible workingOn the whole, the majority of our clients have been working hard to find hybrid/flexible working models that work for their businesses and employees. Those that have taken this approach have been able to consider hiring from wider afield in terms of location and alternative talent pools such as those looking to return to work and requiring more agile working arrangements. Those that have taken a more traditional stance requiring compliance/risk teams to be back in the office five days have struggled to retain and also attract talent. Over the last six months, we have seen a renewed interest to return to the office 2-3 days a week, especially for those who accepted remote/home-based roles 18-12mths ago. Team interaction/visibility, learning and improving business relationships seem to be the key reasons, especially for less experienced compliance professionals who are wanting to learn from their colleagues. ​Attracting & OnboardingHiring and onboarding processes have become more streamlined with most firms conducting at least one face-to-face meeting throughout the interview process. Both candidates and hiring managers are seeing the value of this. As the market has now become so competitive, candidates who are actively looking for new opportunities view the recruitment process as a reflection of the firm itself and how it operates. Organisations that are able to provide concise feedback and quickly turn around the interview process will often be viewed as more favourable at offer stage. If you’re a client in need of talent solutions or a candidate looking for their next opportunity, please don’t hesitate to get in touch. Contact me at tara.robinson@eamesconsulting.com

Market Insights H1: Claims & Underwriting Operations 2022

By Sam Crayk

Market Report

Market Insights H1: Claims & Underwriting Operations 2022

​I currently manage the team responsible for Claims, Underwriting and Broking Operations, Regional, and Personal Lines at Eames Consulting and have personally focused on Claims and Underwriting Operations recruitment for over 8 years, partnering with clients across the Lloyd’s and London market. I have explored and shared my insights on the availability of talent, working through COVID, approach to flexible working, culture, in-demand roles and skills, and more for H1 2022. Availability of Talent: Following several significant CAT losses, some positive results from the Lloyd’s remediation and decile 10 work, and the general improvement in rates and hardening market conditions experienced in the last few years, we saw a number of carriers exit underperforming or capital-intensive classes, realigning their strategy and redistributing capacity. This resulted in some ‘profit making’ classes being very much in demand. We also saw a handful of new entrants “the class of 2020” bringing additional capital into the market, as well as continued scale ups. Naturally, new entrants were keen to attract market names with legacy free balance sheets and freedom from the corporate bloat that many firms have suffered with, this resulted in movement at a senior level and some significant remuneration uplifts to attract them away from established books. More generally across the market, I believe that rather than it being a candidate short market, it’s more of a skill shortage within certain functions/classes. In some organisations, there seems to have been a lack of investment in emerging skills, as well as the development of internal talent. Data/MI skills are a specific area that we’ve seen high demand, but short supply. There has also been a lack of succession planning in some classes/functions, with some organisations finding it hard to replace the knowledge leaving the company with internal options. Due to the above, there is a lot of competition for good quality candidates. Within the claims and operations side specifically, candidates are in high demand and tend to explore multiple opportunities concurrently, sometimes having 2-3 offers on the table. This results in employers competing for talent, driving up salaries for certain skill sets. Whilst previously I would expect a 10-15% increase on the package being the norm, we’ve seen as much as 40% in some classes/in-demand roles. All the above makes for a very challenging market, and historically we’d see this demand in pockets of the industry, rather than across multiple functions as it is now. There has also been a strong shift towards counter offers to retain good talent. We're seeing more counteroffers this year than I think we've ever experienced, resulting in some bidding wars between companies for top talent. This is only adding to the increase in salaries, and I think it’s going to be interesting to see what happens when the market inevitably turns. It’s important that as an industry we’re focused on bringing in new talent, as well as being more flexible on people outside of the industry with transferable skills. I don’t think Insurance has necessarily been seen as a viable career path, or an inclusive marketplace for a lot of people. There’s certainly a long way to go, but steps are being put in place to help change this view. London and the Lloyd’s market is an epicentre for global insurance, and I honestly think it’s one of the most exciting industries to work in. Working through COVIDWorking through COVID was challenging. Understandably, initially, there was a reluctance for a lot of people to explore other opportunities due to there being a lot of uncertainty, but after an initial lull, recruitment levels picked up and were maintained for most of the pandemic. We did also see an increase in demand for fixed-term contract work at points of the pandemic, which again I would link to uncertainty across the market and a reluctance to hire with the possibility of having to make workforce cuts in the future should there be a downturn. Approach to Flexible workingOne thing that has been interesting to watch is the change in people’s main drivers for moving roles and motivations for choosing potential employers. People’s motivations shifted towards the flexibility of working, which we’re still seeing now. It has been great to see what historically has been a market adverse to change in working practices, evolve so quickly to offer flexible working. I think as an industry we’ve made some huge steps forward and it was evident quickly that productivity could be maintained, even when working from home. ​There has been a focus for a lot of our clients on return to the office flexibility, with most opting for three days in the office, two working from home, which I personally feel is a good approach. It allows the market to continue to evolve but keeps some face-to-face engagement, which ultimately is what insurance was built on. Naturally, for some roles, there’s more of a requirement for being in London offices (brokers, trading underwriters etc.), but even for these, we’re seeing a lot more flexibility. I personally feel that set days in the office for certain teams have also been very successful. Some organisations that aren’t mandating team days can find it challenging to achieve a cohesive and collaborative environment, especially when onboarding new staff, some of which have not stepped foot into the office. Clients that offer good, flexible working policies and are set up well for remote working have also opened the talent pool to regional markets. This has helped us attract individuals from more retail personal lines/commercial lines, which has helped to bring in much-needed skill sets, in particular those with strong data/MI capabilities.Tools and TechnologiesThe acceleration and increased adoption of technology due to COVID has really helped to push the industry forward, which has been essential within the recruitment process through the pandemic. Prior to COVID, interviewing and onboarding someone virtually was alien. Although we’re now seeing most processes include at least one face-to-face meeting, there is typically the option for video conferencing at the 1st/2nd stage. It’s allowing a lot more flexibility, as well as the option to bring in stakeholders in other territories into the process. It’s usual for us to be organising meetings across time zones, helping to ensure global alignment of recruitment strategies within our clients.Streamlining Processes​With ample opportunities for candidates in the market currently, streamlining processes has been essential in securing top talent. Most candidates are in multiple processes, and I’ve seen increased pressure from some organisations to accept offers quickly. Companies with 4-5 interview stages are missing out on good talent, with those able to move quickly and sticking to 2-3 stages coming out on top. I’m still seeing some organisations hiring without meeting individuals face to face and some after 1 stage. This has certainly helped to speed up processes and brings us to the next point on culture, as sometimes people are joining businesses without having stepped foot in their offices. Culture Culture and an inclusive working environment are still the main drivers for a lot of the market. Aside from market reputation and looking through company websites, a lot of candidates rely on us for that information. For a candidate to understand the culture and suitability of the employer I feel it’s essential for us to understand our client’s working environment and internal initiatives. We’re asked on a regular basis what the environment is like? How inclusive is the company? What’s the strategy of the business? So our relationship with our clients is incredibly important to answer those questions honestly for the candidate. I’ve been a huge advocate of clients inviting recruitment partners into their offices, arranging for a mix of people from the business to talk through what has kept them there, future strategy, and what initiatives are happening internally. This is something we’re constantly asked about, and I’ve always found we’ve had the most success with the clients that allow us to really understand the inner workings of the business. I have noticed that a lot of the new entrants and rapidly growing carriers/brokers etc have really worked to embed us into their business. They’re transparent on strategy, and this has really helped us go to market and attract top talent. I expect in some part this may be because we can act as a good marketing channel to the wider market, but it has really helped to ensure we’re attracting the right people to the business! In-demand roles and skills In-demand skills have shifted a lot over the years. During the pandemic, we saw an increased appetite for wordings individuals, maybe in part to the FCA’s test case surrounding business interruption coverage disputes. More recently, claims have been particularly busy in certain classes due to significant global events. For example, the Ukraine/Russia war resulted in an increased demand within aviation, marine, trade credit, and political risks. The insurance market is continuously evolving, so we’re very used to these shifts in appetite though. I’ve also seen more of a focus on industry accreditations, and I believe these accreditations may become mandatory in the future. It’s now expected at an entry-level, and we’ve had some offers through with pay rise clauses included on completion of certain qualifications. This isn’t something we see too often, but for some clients, it acts as an incentive to fast-track entry-level or 2nd jobbers. Typically these courses and revision material will be subsidised by the employer, with this being transferred to a new company should the individual move during, or for a set period after completion. ​If you’re a client in need of talent solutions or a candidate looking for their next opportunity, please don’t hesitate to get in touch. Contact me at sam.crayk@eamesconsulting.com ​​​

Dive In 2022: How do you think organisations can build braver, psychologically safe work cultures – both on and offline – that allow people to feel safe, valued, respected, and free to express themselves authentically?

By Abigail Moss

Diversity and Inclusion

Dive In 2022: How do you think organisations can build braver, psychologically safe work cultures – both on and offline – that allow people to feel safe, valued, respected, and free to express themselves authentically?

​This year's annual #DiveIn theme is #bravercultures. Focusing on both online and offline culture – Dive In is opening up the conversation on how to build a workplace that truly allows people to feel psychologically safe, valued, respected and free to express themselves authentically.  This is a massive topic and we as leaders, managers and recruiters know that people behave and deliver in the best way possible, when they feel authentically themselves, and more in alignment with the values of an organisation. So, coming back to the question, what can we do to make sure that people are able to authentically be themselves? I think that this is an ongoing process, that needs to be tackled and worked on throughout.  Firstly, at the interview stage, the employer needs to have a clear set of values as well as skillsets that are needed for the role. The employer needs to clearly convey their values and promote inclusivity and authenticity. Being able to see a variety of employees during the interview process enables the prospective employee to be more at ease with themselves. This shouldn’t stop at onboarding, it should be a moving, breathing, process so that authenticity is prioritised.  For example, In my interview process, I was faced with an impressive panel of working parents, like me, as well as the talented and impressive staff who weren’t parents. This has meant that whenever I have needed support as a working mum, I’ve had no hesitation to ask for it.   When looking at online specifically, this is much harder, but I think it comes from promoting a culture of authentic online posting so that external views of an organisation do align with reality, rather than presenting an overly marketed clipped version of reality. I think that there is also a responsibility of employers to be aware of any “pile on” that employees may come up against and ensure that they are feeling “safe” and ensuring that their values are in alignment with the organisation.   An interesting and important theme for Dive In this year and I'm looking forward to seeing the continued impact and insights that Dive In Festival has on the insurance industry.

Dive In 2022: How do you think organisations can build braver, psychologically safe work cultures – both on and offline – that allow people to feel safe, valued, respected, and free to express themselves?
Dive In 2022: How do you think organisations can build braver, psychologically safe work cultures – both on and offline – that allow people to feel safe, valued, respected, and free to express themselves?

This year's annual #DiveIn theme is #bravercultures. Focusing on both online and offline culture – Dive In is opening up the conversation on how to build a workplace that truly allows people to feel psychologically safe, valued, respected and free to express themselves authentically. ​If you can create an environment where people are free to speak and express themselves, naturally they'll consider that a 'safe' place to do so. Initially, I think you have to assess where you're at, where you want to be and crucially, why you want to be there.    This should, in my opinion, be replicated in the work produced, we're not creating drones, we are creating the leaders of tomorrow so ensuring that these people are safe to express themselves in their work as well as socially, is crucial. An expression I use is 'we create the framework, the designs and materials to create a house but how you build it and what it looks like, is up to you'.  A couple of things you can do:  Set the tone, what you do as a leader people naturally think is ok to do. Set a tone and environment where people see you asking, listening and taking care to pay attention.  In team-based or individual one-on-ones, it's so much more powerful to go around and ask everyone their opinion rather than just telling them what to do. Listen before speaking.  Actually taking time out of your schedule as a leader to ask how someone is, and get to know your team. Each one-on-one meeting you have should be considered a free space to speak, again this will encourage not only a freer environment but crucially, it'll help you get to issues before they become issues.  360 appraisals. Your team should be comfortable holding you accountable too and you should be mature enough to take that without getting defensive!  All of this should create a culture and environment to encourage growth and speak freely.

Recite Me accessibility technology now available on Eames Consulting website

By Sarah Roebuck

Eames News

Recite Me accessibility technology now available on Eames Consulting website

Our purpose is clear: we create opportunities for businesses and people to succeed. Those opportunities are only possible if we hold true to our values and drive the business forward with diversity and inclusion at our core. With Recite Me accessibility technology now available on our website, visitors are able to customise their online experience in a way that best suits their individual needs. Having secured a Bronze accreditation with Clear Assured in January 2022, this is another step forward in our equality, diversity and inclusion efforts. It is estimated that 20% of people have a disability that can prevent them from reading and understanding online content. Those who are most susceptible to access barriers are those who struggle with decreased vision, learning difficulties, literacy, language/linguistic problems, attention disorders and physical disabilities. Recite Me accessibility software implemented on our website provides users with the opportunity to customise their online experience. The toolbar includes screen reading functionality, multiple reading aids, an on-demand live translation feature that boasts over 100 languages, including 35 texts to speech and styling options. This includes changes to the font size, type, and colour. To access the assistive toolbar on the Eames Consulting website, click the circular red accessibility icon at the bottom right of the website. --- Recite Me functionality is also available on our brand sites: Eames Group, Eames Partnership and ECMS. For more information on Recite Me, please visit their website here. For information on our partnership with Recite me please contact Sarah Roebuck, marketing director.

​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 Naveli Ahuja-Mehra, Head of Finance at Puma Investments

By Glen Roberts

IWD

​IWD: #BreakTheBias with Naveli Ahuja-Mehra, Head of Finance at Puma Investments

This International Women's Day, I interviewed Naveli Ahuja-Mehra, Head of Finance at Puma Investments 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? I feel like we have started making some positive changes in terms of women in positions of leadership, but I still think there is some way to go. We are now beginning to see more women in boardrooms, almost 40% FTSE 100 boardroom roles held by women in 2021. But they are still woefully underrepresented in the c-suite with a recent EY diversity report citing that only 14% of c-suite positions are held by women. This response of female appointments in the Boards almost feels token, and I think these appointments are made to satisfy external pressures, rather than businesses truly recognising the value women can bring in leadership positions. Women have been set a higher bar to reach senior management levels, which no doubt makes them tougher and more resilient. These attributes together with a fresh perspective, diversity and empathy, make for a strong leader.  2. Within your market / industry, what progress have you seen businesses take to progress gender equality? There have been a number of initiatives in recent years; from female board appointments to the use of blind CV’s and inclusivity and diversity workshops. But more needs to be done to encourage female Chairs/CEO’s/CFO’s/CIO’s/CTO’s etc, especially in financial services – it's an industry that is still largely dominated by men. 3. What is one action companies can take to further balance their talent attraction strategies? The blind CV’s are a real improvement and can lead to greater inclusivity for females, as well as people from ethnic minorities.  4. What is your top advice for making job descriptions more inclusive?   Most women who aspire to hold leadership positions will possibly be juggling the needs of a growing family as well as their job. They need greater support in the workplace around flexible working arrangements, support with childcare etc, and yet so many roles are still positioned as long hours, 5 days a week in the office. I was faced with this by a firm in a recent round of interviews, where they were effectively excluding the needs of working mothers and made their lack of flexibility very clear. Employers need to think much smarter about how to make roles appealing for a wider range of people if they are genuinely trying to address this issue.6. 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?  100%. Covid has hugely accelerated our workplace thinking on this. I was fortunate to have an accommodating line manager during Covid, who gave me the free reign to balance my work and home priorities as she appreciated the challenges I was faced with having a toddler at home, whilst pregnant with my second. We didn’t miss or extend any of our external deadlines, and the flexibility she offered allowed me to be more productive.  We need to continue to modernise our thinking on how employees get their work done, and we need to treat them with empathy and maturity to take more responsibility themselves on this.   7. How can organisations support their employees in raising awareness against bias?   By talking about it as much and as often as possible. This is a mindset shift, so things aren’t going to change overnight. It’s going to take time, and we need to be persistent. 8. What advice would you give aspiring women in the industry you work in?   Decide what you want and go for it. Be brave enough to be the lone voice in the room. Keep trying and support other younger aspiring women along the way. You don’t have to make any lifestyle choices, you can have a family and a career if you want them both, it is possible.  9. International Women’s Day is also about celebrating women and their achievements. Who inspires you?   I’ve been lucky enough to be surrounded by some incredible women in my life – my mother, my sister and some of my closest friends are strong women. But my mother is my biggest cheerleader and takes a lot of pride in mine, and my sisters’ achievements. She herself is a home maker and gave up work after I was born yet both my parents have always championed me in progressing with my career even with a young family.  I would also add, my journey to date would not have been the same without having the balance and open-mindedness from my husband. He has always treated my career aspirations just as important as his own and has happily stepped in to take equal responsibility at home and with our children when I’ve had my work commitments. 10. What do you think is the most significant barrier to female leadership?  Male dominance in a nutshell: in corporate life, in politics, everywhere. The traditional stereotypes are still too widespread and too deeply held and we need to continue to chip away at them bit by bit.     

​IWD: #BreakTheBias with Leanne England, Head of Finance at ETF Partners

By Glen Roberts

IWD

​IWD: #BreakTheBias with Leanne England, Head of Finance at ETF Partners

This International Women's Day, I interviewed Leanne England, head of finance at ETF Partners 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? I think it has to be the assumption that women aren’t ambitious, or they don’t want progression because they have children; or similarly, that because they have requested to work compressed hours, part-time or flexibly that they aren’t ambitious and fully capable of holding down a senior role. Generally, the focus needs to switch to delivery and achievements rather than how long you spend in the office. 2. What is your top advice for making job descriptions more inclusive? I think making it clearer what is essential, if something isn’t essential then don’t list it as such. Also, avoiding adjectives such as ‘competitive’ and ‘determined’, whereas the use of words like ‘collaborative’ and ‘cooperative’ are more inclusive, and the indication is it will be a nicer place to work!3. 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? Honestly, it depends on the industry as well as the company. I am lucky that I’ve been hybrid working in some form since 2018 and value that flexibility. However, I don’t think the adoption of hybrid working has, or will, really offer any change when considering flexible working requests with regards to compressed or reduced hours - especially within a service industry where providers are tied to Service Level Agreements and the potential impact on delivery by the management team. 4. What advice would you give aspiring women in the industry you work in?   Don’t automatically think bigger is better and rule out smaller firms – you get a lot of exposure and experience at smaller firms quickly and generally a more well-rounded understanding than larger firms where things can be segregated. This cannot be said enough - choose a manager and not a company. I am lucky to have had some amazing managers and mentors in my career whose opinions I really value and who have developed and championed me throughout my career even when I haven’t had that confidence in myself.  5. What do you think is the most significant barrier to female leadership? Imposter Syndrome and a lack of confidence! Women need to stop apologising for taking up space. Believe in yourself. You’re in the room for a reason. Make sure to show that – get your points across and make sure to claim your ideas. 

Career advice for the next generation of actuaries

By Rafaela Fakhre

Actuary of the Future

Career advice for the next generation of actuaries

​In the third episode of a 3-part podcast special, we discuss career advice for the next generation of actuaries. We talk about everything from areas of specialisation and being open-minded in developing new skills to the actuarial qualification and technical capabilities. Our panel of analytics experts, sharing their insights on this episode, consists of:Ajay Shah, Head of Predictive Analytics at Lloyd’s of LondonAnnarita Roscino, Group Claims Data & Insights Leader at Zurich InsuranceAkash Mapara, Former Pricing & Underwriting Director and Actuary at ZegoChristine Minetou, Chief Pricing Officer at Policy ExpertNirav Shah, Chief Analytics Officer at Tokio Marine Highlight and Head of Pricing and Analytics at Tokio Marine KilnYou can listen to the full episode on Apple, Spotify and other podcast platforms.The Actuary of the Future Podcast is hosted by Rafaela Fakhre, and powered by Eames Consulting.

The impact of insurtechs and process automation on the general insurance market

By Rafaela Fakhre

Actuary of the Future

The impact of insurtechs and process automation on the general insurance market

In the second episode of a 3-part podcast special, we will be discussing the impact that insurtechs have had on the general insurance market and explore the importance of actuarial judgement in a market which is becoming ever more focused on process automation. Our panel of analytics experts, sharing their insights on this episode consists of:Ajay Shah, Head of Predictive Analytics at Lloyd’s of LondonAnnarita Roscino, Group Claims Data & Insights Leader at Zurich InsuranceAkash Mapara, Former Pricing & Underwriting Director and Actuary at ZegoChristine Minetou, Chief Pricing Officer at Policy ExpertNirav Shah, Chief Analytics Officer at Tokio Marine Highlight and Head of Pricing and Analytics at Tokio Marine KilnYou can listen to the full episode on Apple, Spotify and other podcast platforms.The Actuary of the Future Podcast is hosted by Rafaela Fakhre, and powered by Eames Consulting.

The impact of data science on the actuarial profession

By Rafala Fakhre

Actuary of the Future

The impact of data science on the actuarial profession

How has data science impacted the actuarial profession, and what steps need to be taken for actuaries to fully embrace and utilise data science skills? This is a question we posed to our panel.On The Actuary of the Future Podcast, we bring together actuarial professionals from across the insurance market who share their insights on the future of the actuarial profession and what makes the actuary of the future. In episode one of a 3-part podcast special, we will be discussing data science with a panel of analytics experts consisting of: Ajay Shah, Head of Predictive Analytics at Lloyd’s of LondonAnnarita Roscino, Group Claims Data & Insights Leader at Zurich InsuranceAkash Mapara, Former Pricing & Underwriting Director and Actuary at ZegoChristine Minetou, Chief Pricing Officer at Policy ExpertNirav Shah, Chief Analytics Officer at Tokio Marine Highlight and Head of Pricing and Analytics at Tokio Marine KilnYou can listen to the full episode on Apple, Spotify and other podcast platforms.​The Actuary of the Future Podcast is hosted by Rafaela Fakhre, and powered by Eames Consulting.

Behind the desk with... Kim Gray, NED, DE&I champion and insurance lead

By Mark Thomas

Behind the Desk

Behind the desk with... Kim Gray, NED, DE&I champion and insurance lead

​In the seventh episode of Behind the Desk, I am joined by Kim Gray, who has recently left her role at NTT data as Head of Insurance and Head of Diversity & Inclusion to build her own company called Inclusive City, with a focus on Insurance & DE&I Advisory Consulting and Executive Coaching.Kim has a 20 year plus career history in insurance banking management consulting and has seen a lot across the years in the financial services sector. I was absolutely engrossed in this chat from start to finish. She provides some brilliant insight and advice for people at all levels in their career. She talks about her early life, how she climbed the ladder as a ‘dubious hire’, her advice forchanging the narrative for women in leadership and her golden rule for success, with some interesting stories thrown in between.​Kim might be my favourite guest so far...let's get behind the desk with Kim Gray. Listen on Apple and Spotify.​​

Behind the Desk... with Joanne Safo, former CIO at Digital Partners

By Mark Thomas

Behind the Desk

Behind the Desk... with Joanne Safo, former CIO at Digital Partners

In my second episode of Behind the Desk with Mark Thomas, I'm joined by former Digital Partners (Munich Re Group) Chief Information Officer, Joanne Safo.Joanne left her role (in July 2021) at Digital Partners, part of the MunichRe Group, where she spent the last two and a half years as their CIO. In this episode, we talk about the early years of her career in banking, the transition to insurance and being one of the first people in the startup, which was Digital Partners.It's clear from this interview that Joanne is undoubtedly an inspiring young tech leader and a true example of how you can progress in this sector given the opportunity!Let's get behind the desk with Joanne Safo. 

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

By Mark Thomas

video

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

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

The MND Association is our 2023 UK charity partner

By Ruth Foster

Eames News

The MND Association is our 2023 UK charity partner

​We’re delighted to share that the Eames Group charity partner in the UK this year is the MND Association. The entire UK team is given the opportunity to nominate and then vote on a corporate charity partner, and an overwhelming majority of #TeamEames backed the charity. The MND Association focuses on improving access to care, research and campaigning for those people living with or affected by motor neurone disease (MND). MND affects up to 5,000 adults in the UK at any one time. It is life-shortening, and there is no cure. In recent years, sports stars like Doddie Weir, Rob Burrow and Stephen Darby bravely shared their MND diagnosis, which has helped raise public awareness of a disease that many knew not much about. MND has also impacted a member of our team who recently lost her father to this cruel disease. We’re delighted as a business to be able to support another charity this year that has a personal connection to a very valued member of #TeamEames. Driving the fundraising support is a volunteer group of employees who have pulled together a series of events to raise money and awareness throughout the year. We are looking forward to contributing to the efforts for greater awareness, access to care and research for the MND community in the UK. For more information on the MND Associate and the work they do, or for ways to support, please visit their website: mndassociation.org

We're celebrating 100,000 followers on LinkedIn!

By Sarah Roebuck

Eames News

We're celebrating 100,000 followers on LinkedIn!

​We’re celebrating a HUGE milestone! Eames Consulting has hit 100,000 followers on LinkedIn!To the recruitment sector, LinkedIn is so much more than a social media platform. It’s a tool that recruiters and agencies can use to build meaningful partnerships, nurture their relationships, and build their brand – both personal and business.This is a significant milestone, having grown 40% in the last 12 months alone - a testament to the value we add to the recruitment industry and the markets we serve.We’ve got followers from all around the world from across the financial services sector and the recruitment market. Our continued aim is to provide you with updates that are interesting and engaging– so a big thank you to all those who read, like, share and comment on our posts. If you aren't already, give us a follow on LinkedIn!

Eames Group are winners at the 2022 Recruiter Awards

By Sarah Roebuck

Eames News

Eames Group are winners at the 2022 Recruiter Awards

Eames Group has been recognised as the ‘Most Effective Back Office Operation’ at the 2022 Recruiter Awards.This is the seventh consecutive year we've been nominated for this honour. The Recruiter Awards are widely recognised as the benchmark for excellence within the recruitment industry and profession. The prestigious honour recognises best practice and celebrates the great work and achievement across the sector.Of the award win, Matthew Eames, Chief Executive Officer, shared:"I'm thrilled to see us recognised again by Recruiter. The service delivered by our Corporate Services (back office) teams plays a critical part in the overall value Eames delivers to its candidates, clients and stakeholders. A nomination for the Best Back Office Operation is a great nod to the work our HR & Operations, Finance, Marketing, Talent Acquisition and Learning & Development teams do.”We were also shortlisted for the Best Banking and Financial Services Agency, a prize we took home last year.

Secrets of Success: Vincent Yao [Episode 28]

By Chanel Wee

Secrets of Success

Secrets of Success: Vincent Yao [Episode 28]

​​We welcome Vincent Yao back to the Secrets of Success podcast, to share some insight into his incredibly successful year. In 2022, Vince will have spent most months at the top of the leaderboard at Eames Consulting, supporting a record number of clients and candidates in the Singapore compliance, risk and governance space. In this episode, Chanel Wee digs into how Vince has developed such a successful recruitment career. Vince is reflective on what he calls a “very rewarding year”, and what still keeps him motivated to grow and develop.There is absolutely something for everyone in this episode - for insight into how he’s developed his career to this level, and his secrets to success are, take a listen. Listen on Apple, or Spotify or watch the full episode below.

Secrets of Success: Heather Yardley [Episode 27]
Secrets of Success: Heather Yardley [Episode 27]

In this episode of Secrets of Success, we're joined by Heather Yardley, a principal consultant, specialising in commercial and personal lines at Eames Consulting.Listen on Apple, or Spotify or watch the full episode below.​

Secrets of Success: Jared Cave [Episode 26]
Secrets of Success: Jared Cave [Episode 26]

​In this Secrets of Success podcast episode, we meet Jared Cave, a specialist technology recruitment consultant in London.Listen on Apple, or Spotify or watch the full episode below.​

Behind the desk with... Ciara Conway, Group Chief Architect at Aviva

By Mark Thomas

Behind the Desk

Behind the desk with... Ciara Conway, Group Chief Architect at Aviva

​Behind the Desk with Mark Thomas is back, and my first guest is Ciara Conway, Group Chief Architect at Aviva. Ciara has an infectious personality, and I am thrilled to have her join me to kick off season two of the podcast.  ​We had a great conversation and covered a lot of ground including her journey into technology, which is an unusual one, the challenges she's faced around being a female in a very male dominated sector and her views on gender diversity and the progress we’re making within the insurance and technology space. Her views on where the sector is headed are spot on and she is passionate about leaving a legacy, by removing legacy tech, and walks us through her ambitious plans for Aviva's future. Let’s get behind the desk with Ciara Conway.​​

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.​

Dive In 2022: How do you think organisations can build braver, psychologically safe work cultures – both on and offline – that allow people to feel safe, valued, respected, and free to express themselves authentically?

By Abigail Moss

Diversity and Inclusion

Dive In 2022: How do you think organisations can build braver, psychologically safe work cultures – both on and offline – that allow people to feel safe, valued, respected, and free to express themselves authentically?

​This year's annual #DiveIn theme is #bravercultures. Focusing on both online and offline culture – Dive In is opening up the conversation on how to build a workplace that truly allows people to feel psychologically safe, valued, respected and free to express themselves authentically.  This is a massive topic and we as leaders, managers and recruiters know that people behave and deliver in the best way possible, when they feel authentically themselves, and more in alignment with the values of an organisation. So, coming back to the question, what can we do to make sure that people are able to authentically be themselves? I think that this is an ongoing process, that needs to be tackled and worked on throughout.  Firstly, at the interview stage, the employer needs to have a clear set of values as well as skillsets that are needed for the role. The employer needs to clearly convey their values and promote inclusivity and authenticity. Being able to see a variety of employees during the interview process enables the prospective employee to be more at ease with themselves. This shouldn’t stop at onboarding, it should be a moving, breathing, process so that authenticity is prioritised.  For example, In my interview process, I was faced with an impressive panel of working parents, like me, as well as the talented and impressive staff who weren’t parents. This has meant that whenever I have needed support as a working mum, I’ve had no hesitation to ask for it.   When looking at online specifically, this is much harder, but I think it comes from promoting a culture of authentic online posting so that external views of an organisation do align with reality, rather than presenting an overly marketed clipped version of reality. I think that there is also a responsibility of employers to be aware of any “pile on” that employees may come up against and ensure that they are feeling “safe” and ensuring that their values are in alignment with the organisation.   An interesting and important theme for Dive In this year and I'm looking forward to seeing the continued impact and insights that Dive In Festival has on the insurance industry.

Dive In 2022: How do you think organisations can build braver, psychologically safe work cultures – both on and offline – that allow people to feel safe, valued, respected, and free to express themselves?

By David Miles

Diversity and Inclusion

Dive In 2022: How do you think organisations can build braver, psychologically safe work cultures – both on and offline – that allow people to feel safe, valued, respected, and free to express themselves?

This year's annual #DiveIn theme is #bravercultures. Focusing on both online and offline culture – Dive In is opening up the conversation on how to build a workplace that truly allows people to feel psychologically safe, valued, respected and free to express themselves authentically. ​If you can create an environment where people are free to speak and express themselves, naturally they'll consider that a 'safe' place to do so. Initially, I think you have to assess where you're at, where you want to be and crucially, why you want to be there.    This should, in my opinion, be replicated in the work produced, we're not creating drones, we are creating the leaders of tomorrow so ensuring that these people are safe to express themselves in their work as well as socially, is crucial. An expression I use is 'we create the framework, the designs and materials to create a house but how you build it and what it looks like, is up to you'.  A couple of things you can do:  Set the tone, what you do as a leader people naturally think is ok to do. Set a tone and environment where people see you asking, listening and taking care to pay attention.  In team-based or individual one-on-ones, it's so much more powerful to go around and ask everyone their opinion rather than just telling them what to do. Listen before speaking.  Actually taking time out of your schedule as a leader to ask how someone is, and get to know your team. Each one-on-one meeting you have should be considered a free space to speak, again this will encourage not only a freer environment but crucially, it'll help you get to issues before they become issues.  360 appraisals. Your team should be comfortable holding you accountable too and you should be mature enough to take that without getting defensive!  All of this should create a culture and environment to encourage growth and speak freely.

Recite Me accessibility technology now available on Eames Consulting website

By Sarah Roebuck

featured-homepage

Recite Me accessibility technology now available on Eames Consulting website

Our purpose is clear: we create opportunities for businesses and people to succeed. Those opportunities are only possible if we hold true to our values and drive the business forward with diversity and inclusion at our core. With Recite Me accessibility technology now available on our website, visitors are able to customise their online experience in a way that best suits their individual needs. Having secured a Bronze accreditation with Clear Assured in January 2022, this is another step forward in our equality, diversity and inclusion efforts. It is estimated that 20% of people have a disability that can prevent them from reading and understanding online content. Those who are most susceptible to access barriers are those who struggle with decreased vision, learning difficulties, literacy, language/linguistic problems, attention disorders and physical disabilities. Recite Me accessibility software implemented on our website provides users with the opportunity to customise their online experience. The toolbar includes screen reading functionality, multiple reading aids, an on-demand live translation feature that boasts over 100 languages, including 35 texts to speech and styling options. This includes changes to the font size, type, and colour. To access the assistive toolbar on the Eames Consulting website, click the circular red accessibility icon at the bottom right of the website. --- Recite Me functionality is also available on our brand sites: Eames Group, Eames Partnership and ECMS. For more information on Recite Me, please visit their website here. For information on our partnership with Recite me please contact Sarah Roebuck, marketing director.

Career advice for the next generation of actuaries

By Rafaela Fakhre

Actuary of the Future

Career advice for the next generation of actuaries

​In the third episode of a 3-part podcast special, we discuss career advice for the next generation of actuaries. We talk about everything from areas of specialisation and being open-minded in developing new skills to the actuarial qualification and technical capabilities. Our panel of analytics experts, sharing their insights on this episode, consists of:Ajay Shah, Head of Predictive Analytics at Lloyd’s of LondonAnnarita Roscino, Group Claims Data & Insights Leader at Zurich InsuranceAkash Mapara, Former Pricing & Underwriting Director and Actuary at ZegoChristine Minetou, Chief Pricing Officer at Policy ExpertNirav Shah, Chief Analytics Officer at Tokio Marine Highlight and Head of Pricing and Analytics at Tokio Marine KilnYou can listen to the full episode on Apple, Spotify and other podcast platforms.The Actuary of the Future Podcast is hosted by Rafaela Fakhre, and powered by Eames Consulting.

The impact of insurtechs and process automation on the general insurance market

By Rafaela Fakhre

Actuary of the Future

The impact of insurtechs and process automation on the general insurance market

In the second episode of a 3-part podcast special, we will be discussing the impact that insurtechs have had on the general insurance market and explore the importance of actuarial judgement in a market which is becoming ever more focused on process automation. Our panel of analytics experts, sharing their insights on this episode consists of:Ajay Shah, Head of Predictive Analytics at Lloyd’s of LondonAnnarita Roscino, Group Claims Data & Insights Leader at Zurich InsuranceAkash Mapara, Former Pricing & Underwriting Director and Actuary at ZegoChristine Minetou, Chief Pricing Officer at Policy ExpertNirav Shah, Chief Analytics Officer at Tokio Marine Highlight and Head of Pricing and Analytics at Tokio Marine KilnYou can listen to the full episode on Apple, Spotify and other podcast platforms.The Actuary of the Future Podcast is hosted by Rafaela Fakhre, and powered by Eames Consulting.

The impact of data science on the actuarial profession

By Rafala Fakhre

Actuary of the Future

The impact of data science on the actuarial profession

How has data science impacted the actuarial profession, and what steps need to be taken for actuaries to fully embrace and utilise data science skills? This is a question we posed to our panel.On The Actuary of the Future Podcast, we bring together actuarial professionals from across the insurance market who share their insights on the future of the actuarial profession and what makes the actuary of the future. In episode one of a 3-part podcast special, we will be discussing data science with a panel of analytics experts consisting of: Ajay Shah, Head of Predictive Analytics at Lloyd’s of LondonAnnarita Roscino, Group Claims Data & Insights Leader at Zurich InsuranceAkash Mapara, Former Pricing & Underwriting Director and Actuary at ZegoChristine Minetou, Chief Pricing Officer at Policy ExpertNirav Shah, Chief Analytics Officer at Tokio Marine Highlight and Head of Pricing and Analytics at Tokio Marine KilnYou can listen to the full episode on Apple, Spotify and other podcast platforms.​The Actuary of the Future Podcast is hosted by Rafaela Fakhre, and powered by Eames Consulting.

The MND Association is our 2023 UK charity partner

By Ruth Foster

Featured-Homepage

The MND Association is our 2023 UK charity partner

​We’re delighted to share that the Eames Group charity partner in the UK this year is the MND Association. The entire UK team is given the opportunity to nominate and then vote on a corporate charity partner, and an overwhelming majority of #TeamEames backed the charity. The MND Association focuses on improving access to care, research and campaigning for those people living with or affected by motor neurone disease (MND). MND affects up to 5,000 adults in the UK at any one time. It is life-shortening, and there is no cure. In recent years, sports stars like Doddie Weir, Rob Burrow and Stephen Darby bravely shared their MND diagnosis, which has helped raise public awareness of a disease that many knew not much about. MND has also impacted a member of our team who recently lost her father to this cruel disease. We’re delighted as a business to be able to support another charity this year that has a personal connection to a very valued member of #TeamEames. Driving the fundraising support is a volunteer group of employees who have pulled together a series of events to raise money and awareness throughout the year. We are looking forward to contributing to the efforts for greater awareness, access to care and research for the MND community in the UK. For more information on the MND Associate and the work they do, or for ways to support, please visit their website: mndassociation.org

We're celebrating 100,000 followers on LinkedIn!

By Sarah Roebuck

featured-homepage

We're celebrating 100,000 followers on LinkedIn!

​We’re celebrating a HUGE milestone! Eames Consulting has hit 100,000 followers on LinkedIn!To the recruitment sector, LinkedIn is so much more than a social media platform. It’s a tool that recruiters and agencies can use to build meaningful partnerships, nurture their relationships, and build their brand – both personal and business.This is a significant milestone, having grown 40% in the last 12 months alone - a testament to the value we add to the recruitment industry and the markets we serve.We’ve got followers from all around the world from across the financial services sector and the recruitment market. Our continued aim is to provide you with updates that are interesting and engaging– so a big thank you to all those who read, like, share and comment on our posts. If you aren't already, give us a follow on LinkedIn!

Eames Group are winners at the 2022 Recruiter Awards

By Sarah Roebuck

Eames News

Eames Group are winners at the 2022 Recruiter Awards

Eames Group has been recognised as the ‘Most Effective Back Office Operation’ at the 2022 Recruiter Awards.This is the seventh consecutive year we've been nominated for this honour. The Recruiter Awards are widely recognised as the benchmark for excellence within the recruitment industry and profession. The prestigious honour recognises best practice and celebrates the great work and achievement across the sector.Of the award win, Matthew Eames, Chief Executive Officer, shared:"I'm thrilled to see us recognised again by Recruiter. The service delivered by our Corporate Services (back office) teams plays a critical part in the overall value Eames delivers to its candidates, clients and stakeholders. A nomination for the Best Back Office Operation is a great nod to the work our HR & Operations, Finance, Marketing, Talent Acquisition and Learning & Development teams do.”We were also shortlisted for the Best Banking and Financial Services Agency, a prize we took home last year.

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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.