CMA Recruitment Group 2017 Remuneration Survey CMA...

CMA Recruitment Group

www.cmarecruitment.co.uk

SouthamptonMeridians House

7 Ocean WayOcean VillageSouthampton

SO14 3TJ

T: 023 8063 8046E: [email protected]

PortsmouthBuilding 6000

Langstone Technology Park2B Langstone Road

HavantPO9 1SA


Bournemouth8 Trinity

161 Old Christchurch RoadBournemouth

BH1 1JU

T: 01202 312222E: [email protected]

Basingstoke27 London Street

BasingstokeHampshireRG21 7PG


CMA Folder-Soton-with back-noguide_Layout 1 22/11/2013 11:23

RECRUITMENTGROUP

CMA Recruitment Group2017 Remuneration Survey

Salary Survey Cover.indd 1 19/07/2017 11:26

Contents

Page Title

1. Remuneration Survey Introduction

2. Introduction to CMA Recruitment Group

3. Accountancy & Finance Division Overview

4. Accountancy & Finance Division Results

5. Executive Division Overview

6. Executive Division Results

7. HR Division Overview

8. HR Division Results

9. Practice Division Overview

10. Practice Division Results

Remuneration Survey Introduction

CMA Recruitment Group has undertaken anunprecedented research exercise into Solent andThames Valley remuneration. We have sought togather quantitative data, but perhaps moreimportantly, present the key qualitative dynamics inthe 2017 labour market.

The team have collected over 500 confidentialresponses from our clients and candidates alike,covering a broad spectrum of roles, businesses andsectors (see sample cross section graphs). The data hasprovided some new insights as well as supporting manyof the conclusions our consultants had drawn fromtheir unparalleled understanding of the region.

Further questionsIf you have any questions regarding the data presentedin this document or another employment relatedmatter, please don’t hesitate to contact one of ourexperienced consultants. We have 300 years ofcombined recruitment experience providing a uniqueperspective on the region’s labour trends.


24%

30%16%

30%

BUSINESS SIZE (TO.)

<£10m £11-25m £26-100m £101m+

16%

13%

13%

11%11%

10%

9%

8%5%4%

SECTOR (#)Manufacturing

Retail and Consumer

Other

Industrial

Property and Construction

TMT

Business Services

Financial Services

Travel and Leisure

Public Sector

1



Established in 1980, CMA Recruitment Group has beenproviding recruitment services for 37 years building anenviable reputation and track record, combined withunparalleled market knowledge and strong links withprofessional advisors. All of this has enabled CMA tobecome the South’s leading independent Accountancyand Finance, Executive and HR consultancy, with adiverse client portfolio covering the Hampshire, Dorset,Wiltshire, Berkshire, Surrey and Sussex regions.

Operating through four specialist divisions: Accountancyand Finance, Executive, Practice and Human Resources,CMA utilises a business partner methodology, which isboth consultative and engaging, allowing us to deliver aunique recruitment service based on the values ofintegrity, professionalism and the desire to exceedexpectations.

Our four divisions, combined with our geographicalpresence in Southampton, Portsmouth, Bournemouthand Basingstoke ensures CMA offers unrivalled marketcoverage enabling our team, which has over 300 yearscombined recruitment experience, to add value toeach step of the recruitment exercise for both clientsand candidates alike.

CMA continues to identify, attract and secure the mosttalented individuals by utilising our extensive onlinepresence, comprehensive in-house database, thelatest social media tools and deep-rooted businessnetwork relationships. This continuous and targetedmarketing activity is designed to optimise active andpassive candidate flows, and in conjunction with beinga major corporate sponsor of key professional studentand member societies, ensures our name issynonymous with Accountancy, Finance, Executive andHR recruitment.

Introduction from the Leadership Team

Thank you for taking the time to read ourremuneration survey. The CMA team has spentconsiderable time collecting and analysing the data toaid our clients and candidates make informeddecisions.

CMA’s single biggest asset is its people and the valuesthose individuals uphold on a daily basis. We are veryproud of our team and of the fact our consultanttenure is 11 times the industry average.

Our business has grown consistently and sustainablyin recent years and we are confident we can continuein our role as the South’s leading independentAccountancy and Finance, Executive and HRconsultancy for many years to come. An indication weare on the right track are the awards we’ve beenshortlisted for in the last 12 months:

2

Peter ClarkeNon Executive Chairman

Richard DibdenCommercial Director023 8063 [email protected]

Neil PhillipsOperations Director023 9248 [email protected]

Nick ClarkeFinance Director023 8063 [email protected]

Best Professional Services Firm

SME of the Year Best Professional Services Firm to

work for

25th best recruitment

firm in the UK (out of 24,000)

ACCOUNTANCY & FINANCEDIVISION

EXECUTIVEDIVISION

PRACTICEDIVISION

HRDIVISION

RECRUITMENTGROUP


Introduction to Accountancy & Finance

CMA’s Accountancy & Finance(“A&F”) division focuses on placingfully qualified and part qualifiedaccountants, as well as transactionalfinance staff.

The division completes both permanent and temporarymandates and concentrates on salary levels up to£75,000. Salaries above this fall into the remit of ourExecutive team (see page 5).

CMA’s successful track record in filling permanent andtemporary vacancies has allowed the division to buildan enviable client portfolio from listed corporates,private equity backed enterprises, through to SMEs.We support clients in a wide range of sectors rightacross the Solent and Thames Valley regions.

At present, we have a team of 20 A&F consultantsacross our four branch network. Our market leadingconsultants possess over 250 years combinedrecruitment experience providing an unrivalledknowledge to select not only the best candidates onthe market, but the best candidates in the market.

Key CMA Contacts for this Division

Southampton:

Portsmouth:

Bournemouth:

Basingstoke:

Questionnaire Analysis

Remuneration levels: The A&F community on thewhole (76%) feel they are sufficiently remunerated intheir roles. However, remuneration levels still rankedas the single most important factor when seeking anew role, followed by company culture in second andflexible working in third place

Remuneration structure: 82% of those surveyedbelieve that company performance should have adirect impact on their remuneration. This suggeststhere is an opportunity to increase alignment betweenshareholders, management and employees by evolvingremuneration structure

Employee engagement: 45% of respondents wouldconsider a reduction in salary in order to feel morevalued. This suggests low levels of employeeengagement, perhaps an area local businesses shouldbe seeking to address ahead of implementing pay rises

Other: The South’s accountants do not appear to havebeen impacted by recent political developments in theUK and US with 82% either “strongly agreeing” or“agreeing” it would not impact their appetite to changejobs in the short term

Key Market Trends

Senior Desks (£25,000 to £75,000):• It’s a candidate driven market with a shortage of top

talent with the right skills available in the region• Limited salary rises over the last 12 months –

broadly limited to inflationary rises• Increasingly important to present a clear and

transparent remuneration package at the offerstage

• A greater choice of benefits is available with manybusinesses now adopting a “menu” approach

• Not seeing many share option awards, still anExecutive instrument at this stage

• Flexible working is more common and the 3rd mostimportant consideration in selecting a new job

Transactional Desks (up to £25,000):• No material movement at the top of the banding

but significant compression at the lower end due toa skills shortage

• Candidate experience remains a crucial factor forthe transactional roles

• Counter offers are becoming ever present

Please don’t hesitate to contact one of the team todiscuss what these trends (and many more that wesee) could mean for your business or career.

3

Aran PurewalDivisional Manager023 8063 [email protected]

Mark SmithBranch Manager023 9248 [email protected]

Mark WilangowskiBranch Manager01202 [email protected]

Sarah EvansDivisional Manager01256 [email protected]



Accountancy & Finance Salary Survey Results

Accountancy & Finance Questionnaire Results

22% 54% 18% 6%

0% 20% 40% 60% 80% 100%

Strongly Agree Agree Disagree Strongly Disagree

Finance Executives:

Southampton, Portsmouth & Bournemouth

Basingstoke & Surrounding Area

Finance Director £75 - 130,000 £80 - 150,000Group Financial Controller £60 - 90,000 £65 - 100,000Financial Controller £50 - 80,000 £50 - 85,000FP&A Manager £50 - 70,000 £55 - 75,000M&A Manager £85 - 110,000 £90 - 120,000Tax Manager £50 - 80,000 £60 - 100,000Senior Treasury Analyst £50 - 80,000 £55 - 75,000Risk Manager £45 - 75,000 £50 - 80,000

Finance Professionals:

Group Accountant £42 - 65,000 £45 - 70,000Project Accountant £40 - 65,000 £45 - 70,000Finance Manager £38 - 50,000 £45 - 55,000Management Accountant £35 - 50,000 £40 - 55,000Systems Accountant £38 - 55,000 £45 - 60,000Internal Auditor £38 - 55,000 £45 - 65,000Financial Accountant £37 - 50,000 £40 - 55,000Business/Finance Analyst £38 - 55,000 £45 - 60,000Credit Manager £30 - 45,000 £35 - 50,000Payroll Manager £28 - 40,000 £35 - 45,000

Transactional Finance:

Bookkeeper £25 - 30,000 £28 - 32,000Assistant Accountant £23 - 28,000 £25 - 30,000Accounts Assistant £20 - 24,000 £22 - 26,000Payroll £21 - 25,000 £23 - 27,000Credit Control £20 - 25,000 £21 - 26,000Sales/Purchase Ledger £18 - 22,000 £19 - 23,000

ACA

Southampton, Portsmouth & Bournemouth


Newly Qualified £37 - 45,000 £40 - 50,0001-2 Years PQE £42 - 50,000 £45 - 60,0003-5 Years PQE £50 - 70,000 £55 - 80,000

CIMA/ACCA

Part Qualified £30 - 35,000 £32 - 35,000Finalist £34 - 40,000 £35 - 42,000Newly Qualified £38 - 45,000 £40 - 50,0001-2 Years PQE £42 - 50,000 £45 - 55,000

AAT

Foundation £14 - 18,000 £16 - 18,000Intermediate £18 - 22,000 £18 - 23,000Qualified £22 - 25,000 £23 - 26,000

“I feel I am sufficiently remunerated in my current role”

1

6% 36% 56% 2%

0% 20% 40% 60% 80% 100%


“Remuneration is the most significant factor impacting team morale and motivation”

3

17% 62% 20% 1%

0% 20% 40% 60% 80% 100%


“I believe the company’s performance should have a direct impact on my remuneration”

5

25% 45% 25% 5%

0% 20% 40% 60% 80% 100%


“I have a healthy work / life balance at present”2

6% 49% 43% 2%

0% 20% 40% 60% 80% 100%


“I would forgo a salary increase in return for greater employee engagement / feeling more valued”

4

4

22% 60% 15% 3%

0% 20% 40% 60% 80% 100%


“The recent political changes in the UK/US haven’t altered my appetite to change jobs in the short-term”

6


Introduction to Executive Division

CMA Executive undertakes searchand selection exercises in the£75,000 to £250,000 salary banding,where professional contacts andmarket knowledge provide the

foundation for a successful recruitment campaign. Aprominent advisor to a number of organisations acrossthe region, the division supports a diverse range ofindustries and sectors, as well as a variety of ownershipstructures.

CMA Executive operates on a retained search basis andthe team approach all of their assignments with thesame determination; to identify, attract and secure themost talented individuals for our clients. Employing aBusiness Partner methodology engages our clients in aconsultative manner, ensuring a full understanding ofthe individual assignment, offering discretion andconfidentiality which is core to our culture.

The added value model utilised by the Executive Teamprovides our clients with absolute confidence in eachstage of the selection process. All Executive applicantsundertake face to face competency based andbehavioural interviews, with the option ofpsychometric profiling for shortlisted candidates.


Consultants:

Senior Support:


Remuneration levels: 81% of executives surveyed feltthey were remunerated sufficiently. Although manypointed to the performance related aspects being key,therefore ultimately being in control of theirremuneration. As supported by the results of the A&Fdivision, executives do not believe remuneration hasnegatively influenced retention. Instead, employeeengagement is cited as the core factor in 2017

Strategic objectives: 71% of executives believeemployees could be more engaged with firm widestrategic objectives (45% strongly agree). With 82% ofA&F respondents believing company performanceshould directly impact their pay, there is clearly anopportunity to integrate the two within many firms

Work life balance: Very high with 85% feeling theyhave a healthy balance working in the South

Equity: Overwhelmingly, 85% of executives see thepotential for equity as the key consideration inselecting their next role

Senior management diversity: 86% of executives feelthat their company would benefit from an improvedgender balance in the senior management team

Key Market Trends

The following points provide further insight into theremuneration trends, beyond the salary guidanceprovided on page 6.• Base salaries increased by an average of 2.3%, the

largest increase in our survey was 10%• The average car allowance for executives was £8k• Pension contributions range between 1% and 5%• Other popular benefits include private medical

insurance and life assurance• Discretionary bonus schemes varied hugely in terms

of structure and pay-out ratio. Most had limiteddeferral elements and ranged from 10% to 100% ofbase salary – the average pay-out being c.25%

• LTIPs are becoming more prevalent in the regionand replacing more vanilla discretionary bonuses –particularly in larger businesses. Typically they areworking on three year cycles

• Equity instruments remain a common feature ofexecutive remuneration in sophisticated SMEs. EMIoptions are the most common

Please don’t hesitate to contact one of the team todiscuss what these trends (and many more that wesee) could mean for your business or career. We havedata segmented by sector and by size of company.

5

George WestonAssociate Director023 8063 [email protected]

Ruth SnellAssociate Partner023 9248 [email protected]


EXECUTIVEDIVISION


Executive Salary Survey Results

Executive Questionnaire Results

10% 71% 14% 5%

0% 20% 40% 60% 80% 100%



1

14% 71% 14% 11%

0% 20% 40% 60% 80% 100%


“I believe I have a healthy work / life balance in my current role”

3

10% 76% 10% 4%

0% 20% 40% 60% 80% 100%


“I believe our company would benefit from additional women in the senior management team”

5

33% 57% 10%

0% 20% 40% 60% 80% 100%


“Remuneration constraints have prevented my company from hiring or retaining key talent”

2

45% 40% 15%

0% 20% 40% 60% 80% 100%


“The potential for equity would be the key consideration in selecting my next role”

4

6

19% 52% 29%

0% 20% 40% 60% 80% 100%


“I believe our employees could be more engaged with the company’s strategic objectives”

6

SME (owner managed) Total Pay / Package Average Base Daily Rate PAYEGroup FD/CFO £80 - 200,000 £120,000 £350+Finance Director £75 - 150,000 £95,000 £325 - 600Head of Finance/FC £60 - 100,000 £70,000 £225 - 400Senior FP&A £60 - 90,000 £70,000 £225 - 400

SME (PE backed) Total Pay / Package Average Base Daily Rate PAYEGroup FD/CFO £80 - 200,000 £120,000 £350+Finance Director £75 - 150,000 £95,000 £325 - 600Head of Finance/FC £60 - 100,000 £70,000 £225 - 400Senior FP&A £60 - 90,000 £70,000 £225 - 400

Corporate (£100m to £500m) Total Pay / Package Average Base Daily Rate PAYEGroup FD/CFO £100 - 350,000 £250,000 £400+Finance/Divisional Director £70 - 150,000 £110,000 £300 - 600Group Controller/Controller £70 - 100,000 £90,000 £300 - 400FP&A Director £70 - 110,000 £95,000 £300 - 450Head of Tax £80 - 150,000 £100,000 £300 - 600Head of Treasury £80 - 150,000 £100,000 £300 - 600Head of Internal Audit £70 - 120,000 £85,000 £300 - 450

Corporate (£500m+) Total Pay / Package Average Base Daily Rate PAYEGroup FD/CFO £100 - 350,000 £250,000 £400+Finance/Divisional Director £70 - 150,000 £110,000 £300 - 600Group Controller/Controller £70 - 100,000 £90,000 £300 - 400FP&A Director £70 - 110,000 £95,000 £300 - 450Head of Tax £80 - 150,000 £100,000 £300 - 600Head of Treasury £80 - 150,000 £100,000 £300 - 600Head of Internal Audit £70 - 120,000 £85,000 £300 - 450


Introduction to HR Division

CMA’s HR Division has a simplephilosophy; a total belief that ourclients expect the best. All of ourservices and processes are designedto deliver to this standard.

Adhering to this idea our practised team have becometrusted names throughout the local HR community,establishing mutually beneficial business relationshipswith an extensive client portfolio from listedCorporates to owner-managed businesses.

CMA’s HR Division specialises in providing seniormanagement, executive and non-executive talent toclients across the full range of HR disciplines, on apermanent, contract or temporary basis.

Our dedicated HR consultants work tirelessly togenuinely understand our clients' requirements whichallows CMA to add value to each step of therecruitment process with a proactive, consultativeapproach, tailored to each client.


Consultants:

Senior Support:


Remuneration levels: The HR respondents are thehappiest with their pay levels when compared acrossour four divisions, with 77% feeling they are sufficientlyremunerated in their current roles

Performance related pay: Respondentsoverwhelmingly believe that employee engagementlevels should impact their remuneration with 79%either “strongly agreeing” or “agreeing”. Only 42% feltthat company financial performance should impacttheir pay

Staff retention: 55% of respondents felt thatinvestment in training would lead to greater staffretention, although of these only 6% strongly agreed

Nevertheless, the respondents believed that the largestimpact on team morale and motivation was indeedremuneration with 25% “strongly agreeing” and afurther 45% “agreeing”

Other: The HR community appears highly resilient tothe recent political developments in the UK and US,with over 4 in 5 believing that their appetite to changejobs remains unchanged

Key Market Trends

The following points are consistently being evidencedin the HR market:• Many more HR roles within SMEs as businesses seek

to increase retention in a market short of talent. Thetraditional size requirements for an HR vertical arereducing. In time this will increase the candidatepool

• HRDs with full Board seats are becoming moreprevalent in larger businesses to support a drive onemployee engagement and staff welfare

• We’ve seen a compression in salary levels, broadlylarger increases than those in A&F

• Sector and size of a business remain important interms of experience, principally because they formbarometers for cultural fit and understanding

• Limited opportunities for HR professionals to workfrom home but we are seeing greater flexibility instart and finish times

• Perhaps aligned to the above, a company’sproximity to home has become a crucial factor whenseeking new employment


7

Alasdair RiskLead Consultant023 8063 [email protected]

Zoe MartinConsultant023 8063 [email protected]


HRDIVISION


HR Salary Survey Results

HR Questionnaire Results

22% 54% 18% 6%

0% 20% 40% 60% 80% 100%



1

6% 36% 56% 2%

0% 20% 40% 60% 80% 100%


“I believe the company performance should have a direct impact on my remuneration”

3

17% 62% 20% 1%

0% 20% 40% 60% 80% 100%


“I believe that employee engagement should have a direct impact on my remuneration”

5

25% 45% 25% 5%

0% 20% 40% 60% 80% 100%


“Remuneration is the most significant factor impacting team morale and motivation”

2

6% 49% 43% 2%

0% 20% 40% 60% 80% 100%


“Greater training would lead to improved staff retention”

4

8

“The recent political changes in the UK/US haven’t altered my appetite to change jobs in the short-term”

6

9% 73% 18%

0% 20% 40% 60% 80% 100%


Human ResourcesSouthampton, Portsmouth & Bournemouth


HRD/Board Appointment £95 - 160,000 £120 - 200,000

HR Director £85 - 120,000 £75 - 90,000

Head of HR £65 - 80,000 £55 - 75,000

HR Manager £40 - 65,000 £45 - 65,000

HR Business Partner £40 - 75,000 £45 - 65,000

Employee Relations Advisor £30 - 40,000 £35 - 42,000

HR Advisor £28 - 35,000 £32 - 40,000

HR Assistant £20 - 25,000 £22 - 25,000

HR Administrator £18 - 23,000 £22 - 25,000

Head of Compensation & Benefits £75 - 95,000 £75 - 95,000

Compensation & Benefits Advisor £35 - 45,000 £35 - 45,000

Head of In-House Recruitment £35 - 45,000 £42 - 55,000

In-House Recruitment Advisor £25 - 35,000 £30 - 35,000

Head of L&D £65 - 85,000 £65 - 85,000

L&D Advisor £35 - 48,000 £38 - 55,000

HR Consultant £250 - 500 day rate £250 - 550 day rate


Introduction to Practice Division

CMA’s Practice division focuses onthe full range of appointmentswithin the profession, from AATstudents, fully qualified accountantsthrough to Senior Partners. We

work with and support a client portfolio encompassing‘Top 10’ firms, independent practices and specialistboutiques.

Our long standing team (that includes accountancyprofessionals), has in-depth knowledge of the region’spractice market and our sponsorship of various studentand member societies ensures our name issynonymous with Practice Recruitment across theSouth and Thames Valley regions.

Operating across general practice, assurance, taxation,corporate finance and insolvency, CMA’s Practicedivision recognises that our clients' success depends onboth technical competence and the businessrelationship between their team and their clients. Byworking closely with our clients at each step of atailored recruitment process, and utilising ourmultifaceted approach to candidate attraction, CMA isable to identify and secure the most talentedcandidates which match their specific requirements.


Consultants:

Senior Support:


Remuneration levels: 54% of respondents do not feelthey are sufficiently remunerated for their role - oftenreferring to their workload as a factor. Furthermore,63% of respondents believe that remunerationconstraints have prevented their firm from hiring orretaining key talent - particularly at the qualified andmanager levels. An ongoing issue for the sector

Career development: The single most important factorwithin Practice. Remuneration is second, culture third,and brand is fourth

Partnership: While career development is paramount,46% of those surveyed believe partnership is lessattractive than it was. Some said this was due toincreasing partner numbers in firms diluting returnswhile others cited the greater regulation in the industryincreasing accountability

Flexible working: Already present in much of thesector which is why 82% were not willing to reduce payin return for flexibility, this combined with pay levelsbeing perceived as low already

Job security: Respondents were agnostic as to whetherthe size of a firm impacts job security

Key Market Trends

The following points are consistently being evidencedin the Practice market:• The shortage of high quality candidates is resulting

in salary increases within the Practice sector• The “Big Four” vs. smaller practice pay gap has

reduced with talent shortages driving up packages insmaller firms

• While traditionally, accountants from smallerpractices would move through the Top 10 beforesecuring a role in industry, many are now goingstraight to SMEs and corporates alike. There is also agreater number of Top 10 accountants moving tosmaller practices motivated by career progression

• AAT apprenticeships are becoming much moreprevalent in the region

• Within the national firms, there is still a migration ofpersonnel from London to the region once qualified

• There has been an increase in exam failures withinthe region – many students have put this down tothe pressures of combining work and study

• Corporate tax appears to pay more than personaltax due to a shortage of experienced hires


9

Nikki WalkerDivisional Manager023 8063 [email protected]

Kelly MarksConsultant023 9248 [email protected]


PRACTICEDIVISION


Practice Division Salary Survey Results

Practice Division Questionnaire Results

Audit & Assurance “Big Four” 1 General Practice

Director £65,000+ £60,000+

Senior Manager £55,000+ £50,000+

Manager £42 - 55,000 £35 - 50,000

Senior (Qualified) £36 - 42,000 £28 - 37,000

Senior (Part Qualified) £20 - 24,000 £18 - 25,000

AAT Qualified (Experienced) £22 - 28,000 £18 - 25,000

AAT Qualified (Junior) £18 - 22,000 £15 - 18,000

Graduate Trainee £20 - 22,000 £15 - 18,000

College Leaver £16 - 18,000 £12 - 15,000

Tax:

Director £65,000+ £60,000+

Senior Manager £50- 60,000 £45 - 55,000

Manager £40 - 50,000 £35 - 45,000 CTA (Post Qualified) £40 - 45,000 £32 - 38,000

CTA (Newly Qualified) £32 - 38,000 £27 - 33,000

Personal Tax (QBE) £32 - 38,000 £28 - 36,000

ATT (Qualified) £24 - 28,000 £18 - 25,000



ATT Trainee £17 - 19,000 £15 - 16,000

Advisory: “Big Four” 1 General Practice

Director £65,000+ £60,000+

Senior Manager £50 - 60,000 £45 - 55,000

Manager £40 - 50,000 £35 - 45,000




Corporate Finance:Director £70,000+ £65,000+

Senior Manager £55 - 65,000 £50 - 60,000

Manager £45 - 55,000 £40 - 50,000




Note 1: Big Four refers to PWC, EY, Deloitte and KPMG

Note 2: This survey does not take into account partner remuneration due to the variables associated with profit share. Please contact the Practice team to discuss partner remuneration in the region.

18% 27% 45% 9%

0% 20% 40% 60% 80% 100%



1

10% 81% 9%

0% 20% 40% 60% 80% 100%


“Career development opportunities are more important to me than remuneration”

3

10% 27% 55% 8%

0% 20% 40% 60% 80% 100%


“Remuneration constraints have prevented my firm from hiring or retaining key talent”

5

18% 73% 9%

0% 20% 40% 60% 80% 100%


“I would reduce my pay in return for more flexible working hours / remote working”

2

9% 45% 45% 1%

0% 20% 40% 60% 80% 100%


“I believe the partnership career path is as attractive as it has ever been”

4

10% 45% 36% 9%

0% 20% 40% 60% 80% 100%


“A smaller practice provides greater job security in uncertain times”

6

10






SO14 3TJ




HavantPO9 1SA




BH1 1JU





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EXECUTIVEDIVISION

PRACTICEDIVISION

HRDIVISION





SO14 3TJ




HavantPO9 1SA




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BournemouthGround Floor, Ocean 80

80 Holdenhurst RoadBournemouth

DorsetBH8 8AL


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