We are a heritage recruitment brand, innovating and leading by example for over 30 years. We specialise in sourcing the very best talent for a variety of businesses - from global organisations through to growing SMEs, or high potential start-ups.
We offer a full multi-channel recruitment service for interim and permanent positions across our core disciplines.
We recently co-hosted a virtual roundtable on Operational Resilience, in partnership with DCR Partners. The session was attended by business leaders from various industries, and we were able to benefit from a diverse range of perspectives and experiences, both within and outside of financial services.The aim was to discuss approaches organisations are taking to become operationally resilient, sharing lessons learned and how obstacles have been overcome. We have summarised this conversation in an easy to read whitepaper, covering the following:What does Operational Resilience mean to your organisation? Defining important business servicesControlling the scope of business servicesImpact tolerances Download the whitepaper Should you have any questions or wish to discuss further, please feel free to reach out to me.
This week marks Mental Health Awareness Week. We are all too used to being on auto-pilot, however this is a week for us to really focus on our mental health, and for organisations and employees to come together to have meaningful discussions and/or bring awareness to mental health in the workplace.The events of the past year have had a significant impact on people’s mental health. According to The Health Foundation - a charity committed to bringing about better health and health care for people in the UK - 69% of people are “very worried” about the impact that the pandemic is having on their life. It is essential to remember that everyone has been affected differently by COVID-19. Some people have been on extended leave from work, others have lost their jobs, and many people have faced serious health concerns. For those still in work, targets may have become more pressured, there could be a threat of job losses and/or excessive amounts of work with limited resources. It is to this backdrop, a recent survey by MIND (A mental health charity who provide advice and support to empower anyone experiencing a mental health problem) found that 42% of people considered resigning when asked how workplace stress had affected them. Moreover, research from the department of health suggests that mental illness costs the economy in England over £105billion each year through costs of services, lost productivity at work and reduced quality of life. So, what can employers do to help people in the workplace and mitigate damage to the economy?" Talk about mental health in the workplace Fear of discrimination and feeling ashamed are the top reasons people give for not telling their colleagues about their mental health problems. It is essential as an employer that you have a safe space to communicate people’s feelings and anxieties about work. Encourage managers, supervisors and colleagues to check in with each other. Try and see the world and situation from other people’s perspective. A job well done and a positive working environment is key to mental wellness, but it might not always be there. During these conversations, we need to be open and honest. Try by acknowledging the uncertainty and the stress it causes.There is no shame in not having all of the answers yourself. These regular conversations will help build meaningful transparency into your company culture and your employees will thank you for it. Here is a great report from The Mental Health foundation on how to support mental health at work. How to support someone who is experiencing a mental health problem Supporting your employee’s mental health in the workplace does not need to be expensive. The essential starting point is to allow colleagues to feel empowered and safe to communicate their feelings. If you’re not sure where to start, Mind have put together a series of free resources to help improve mental wellbeing in workplaces. Your business may already provide access to support services through your workplace - if you do, make sure these are advertised well and find out whether there are specific resources relating to the pandemic. Make sure people know where to go and who they can talk to internally. If you have mental health champions, allies or mental health first aiders, make sure they have the latest information.However, it is important not to over rely on these people as they may not have the same level of training as others in safeguarding roles. Whilst mental health first aid courses have become increasingly popular within organisations, it is essential to remember that a two day course is not a replacement for a trained therapist, and a considered action plan. Create a culture that supports employees to be open about their mental health People are often scared to tell their manager they are struggling with their mental health, and this can lead to the problem spiralling. Addressing wellbeing at work increases productivity by as much as 12%. Working remotely is the top reason why employee experience and company culture is disrupted. In March 2020, businesses were forced to change the way they usually work, communicate and manage their workforce. Arguably remote working does not mean the fundamentals of a strong company culture should change. However it is important to create traditions where people feel included, give employees a sense of ownership over their role, and allow people to have a voice and an influence. You can read our previously published article here authored by David Beeney, founder of Breaking the Silence explaining how to approach a conversation about mental health in the workplace, and how to create a culture of trust.
It is very pleasing to read all about the Chancellor’s plans to boost and grow the UK’s already thriving fintech industry, as published recently by GOV.UK. Addressing the matter at Fintech Week, the Chancellor, Rishi Sunak, spoke about how the UK will action many of the recommendations made in a recent independent Fintech Review Report , led by Ron Kalifa OBE. What do the ambitious plans include? Supporting growing firms and fintech hubs across the UK The Financial Conduct Authority (FCA) will take forward a ‘ scale box ’, scale box is an extension of the sandbox program which has proved invaluable for allowing start-ups to test new propositions, and to provide a one-stop-shop for growth stage firms. Pushing the boundaries of digital finance The HM Treasury and the Bank of England have come together to establish ‘ Taskforce ’, which will explore a possible UK central bank digital currency (CBDC). Two new forums are also being created to engage technical experts in this project. Reforms to listing and capital markets rules The Chancellor confirmed plans to support companies seeking to raise capital in the UK, including reviewing the prospectus regime. The prospectus regime aims to make it easier for companies to provide the information that potential investors need. In all, Rishi’s announcement is encouraging news to recruitment consultancies that support high growth firms to scale up with access to high-quality talent. The plan to fast track visas for skilled people is also welcome news for the industry; there is already a shortage of candidates on the market, with many good candidates being shackled down by working permits that can’t necessarily be granted at their new employment. The announced changes will remove these barriers and allow access to some exceptional talent across tech and finance. In light of Brexit, this will encourage not only for firms currently in the UK, but also European and other international firms to see the UK as a great location to set up. Marks Sattin will help you with your fintech recruitment needs If you are growing your fintech business and would like to discuss sourcing talent, please contact me directly. Alternatively, you can view our fintech job opportunities here .