UK-Ambition salary survey 2015

2014-2015 UNITED KINGDOM

MARKET TRENDS & SALARIES REPORT

WELCOME

CONTENTS

Introduction 4

Key Survey Findings 6

Results 6

Professional Services Finance 13

Business Development & Marketing 21 Professional Services

Business Support 27

Financial Services 31 Finance & Operations

About Ambition 42

Contacts and Support 46

Ambition – Market Trends & Salaries Report 2015 United Kingdom


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INTRODUCTION

Welcome to the 2014-2015 Market Trends & Salaries Survey from Ambition. 2014 was certainly a busy year as the markets continued to improve and our clients became increasingly focused on adding headcount. As you will see from the results of our survey, business confidence is currently high and we are looking forward to a particularly busy 2015.

Some of the survey results have been rather surprising, notably the fact that most candidates polled think that in order to get a pay rise they need to find a new job.

This desire to chase a salary increase does not bode well for many employers as turnover will cause huge headaches in 2015. The candidate market is already extremely tight and these results point to things getting even tighter. We have already noticed that the best candidates have multiple opportunities to look at and salaries are well on the up. So if you have particular employees you really want to hang on to, now might be the time for a positive pay review.

It is very pleasant to be writing about business confidence and in this report you will see that our clients and candidates are expecting salaries and bonuses to increase after an extended period of getting very little at all.

I mentioned in last year’s report that I was highly likely to be discussing more positive outlooks for bonuses and pay rates in 2015 and this has been borne out by these results. However, we should remember not to focus all efforts on financial reward alone as other benefits still carry much weight. As was the case in 2013, the majority of candidates polled in this year’s survey said that a lack of career progression is the main reason they would resign from their job rather than due to dissatisfaction with their salary. Employers must never underestimate the value of non-financial rewards and clear career and progression plans.

The use of social media is still on the rise and many employers admit to reviewing potential hires’ LinkedIn profiles as a minimum. It will be interesting to see how the use of services such as LinkedIn evolve over the coming years as we wait for the next big thing to come along and take over the way jobseekers and employers find each other. This is inevitable with the pace of technological development these days and is probably closer than we might think.

The demand for temporary/contract/interim workers is certainly coming back with a vengeance. As permanent headcount remains unfilled due to a lack of available talent, the use of temporary backup is only going to rise. If you also take into consideration numerous ongoing projects, business transformations and all the regulatory changes that we are faced with then experienced temporary workers will be a hot commodity through 2015.

I hope you find the information provided in this report to be of use and if you require more detailed information please do not hesitate to contact us at Ambition and we would be very happy to assist.

I would like to take this opportunity to thank all our candidates and clients for their continued support and we look forward to partnering with you throughout 2015 and beyond.

Andrea Williams Managing Director, UK


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KEY SURVEY FINDINGS

MethodologyIn December 2014, Ambition invited employees and employers across a variety of organisations to complete our 2014-2015 Salary and Employment Survey. This in-depth survey covered six core areas, including:

§ Salary & Remuneration § Benefits § Workplace Conditions

§ Career § Technology & Social Media § Business Performance and Outlook

Respondents

The Ambition Salary and Employment Survey was completed by over 800 respondents drawn from our client and candidate database. Respondents were spread across industry sectors. 60% candidates surveyed are currently employed at team member level whilst 52% of employers surveyed were from senior manager level upwards.

Results SummaryThe results of this survey indicate that confidence is returning to the market. Although nearly half of employees surveyed did not receive a salary increase in the last 12 months, the majority expect to receive a bonus next year. 82% of employers confirmed that they do expect to give bonuses in 2015, indicating a positive outlook this year.

Salary remains the greatest priority for most candidates when looking for a new job, even though the majority stated that lack of progression is the main factor which would cause them to leave their current position. This tends to go against much of what is written in the press about money no longer being the main motivator, so this was an interesting result.

The temporary and contract market is also picking up, with 62% of employees being open to working in a temporary/contract role, compared with just 53% of those we surveyed last year.

Hiring managers are increasingly using social media during the recruitment process. 70% of employers surveyed now view the social media profiles of potential hires compared with 56% in 2013.

Overall the outlook is positive for recruitment in 2015. 76% of companies performed better in 2014 than 2013 and 67% have seen staffing levels increase over the past 12 months.

Childcarebenefits

Study/training allowances

Life Insurance

Enhanced pensions

Healthcare

The most common benefits being offered by employers are:

82% of employers surveyed said they expect to give bonuses in 2015.

49% of employees surveyed indicated they have not received a salary increase in the last 12 months whilst 21% indicated they had received a salary increase of 0-2%.

49%According to employers surveyed, the most important factor that will affect employees’ bonus figures in 2015 is:

Company performance - 57%Individual performance - 27%Current economic climate - 14%Relationship with manager - 2%75% of employees said

that their company offers flexible working hours.

What is the best way to get a salary increase?

Change jobs - 71%Get a promotion - 24%Work longer hours - 4%Change careers - 1%

77%

REMUNERATION AND BENEFITS

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72% of employees have not received a bonus in the last 12 months. Of those who did receive a bonus, 45% received less than 5% of their base salary.

The majority of respondents (59%) expect to receive a bonus in 2015.

75%

84% 73% 73% 68%

How easy do you think it would be to find a job in the current market?

Easy Competitive Difficult


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Employees cited the most important factors to consider when switching jobs as:

34%Salary

14%Opportunities

for advancement

11%Location

11%Benefits

10%Company

culture

8%Company

brand

5%Company strategy/ direction

4%The

Manager

3%Flexible working

conditions

19% 64% 17%

When do you next anticipate moving jobs?

Now3 - 6 months6 - 12 months1 - 2 years> 2 yearsI don’t know

CAREER PROGRESSION

37% 58% 67%of employees

believe they can progress to the

next level in their company.

more than half would move location to

further their career.

would be open to working in a temporary or contract role.

22% 18% 12% 17% 22% 9%

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TRAINING AND DEVELOPMENT

of respondents indicated that staffing numbers have increased in the last 12 months, whilst 33% said they have stayed the same.

67%

38%would like to have more training in management techniques and 34% believe training is lacking in skills core to their role.

35%The main reason employees would resign from their job is due to lack of career progression.

59%The majority of respondents believe that their company invests enough in training and development.

60%of companies offer flexible working. Of these, 74% allow employees to work from home and 44% enable part time working.

TECHNOLOGY & SOCIAL MEDIA


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The use of social media by employers has increased - 70% view social media profiles of potential employees compares with 56% of employers surveyed last year.

68% of employees use social media for work. Of this, 66% use LinkedIn.

66% of employees have been approached via LinkedIn for career opportunities.

70%

68%

66%

OUTLOOK

Overall the outlook is very positive for 2015.

76%

of companies performed better in 2014 compared to 2013.

67%of companies have seen staffing levels increase in 2014, whereas in last year’s survey, 48% of respondents indicated that staffing numbers had been reduced in 2013.

Both employer and employee confidence are high:

85%of employers said that growth is anticipated in 2015.

42%of employees rated morale as high or very high in their company.

53%

The majority (53%) of jobseekers see competition as the most difficult challenge they would face when looking for a new job. Only 25% cited lack of jobs.

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Ambition – Market Trends & Salary Report 2014 United Kingdom

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PROFESSIONAL SERVICES FINANCE

Market Overview

Key Trends

Salaries 2015

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PROFESSIONAL SERVICES FINANCE Market Overview

LegalThe legal sector’s internal finance teams in London had mixed fortunes in 2014. There was increasing demand for accounting teams to provide an in-house consulting function to fee earners and other business services teams. Consequently, we saw a continued trend of new roles being created with an emphasis on analysing and commenting on pricing, profitability and utilisation as well as providing transparent information to clients.

This creation of new roles was offset by many firms choosing to relocate non-essential positions outside of London, the criteria of whether the position needed to be filled in London often being whether it required face to face Partner/fee earner interaction. An increase in commercial accounting and analytical roles in London was counteracted by a marginal decrease in transactional positions.

Law firms’ clients’ demands for increased levels of management information and competitive pricing seems to be the key driver for the growth of commercially-focused positions and the advent of the Head of Pricing or Pricing Manager position is no longer restricted to only the very largest firms or US-led businesses.

However, there is still a high proportion of businesses in the top 50 UK law firms that have a broader Commercial Finance Manager or Business Manager position with a remit including pricing, profitability, working capital and general client strategy. Although these are not new functions in the legal sector (indeed in many businesses they have been in place for several years), an increasing number of firms are now creating these positions and there does seem to be a growing emphasis on their importance.

There is also a growing emphasis on analysing client performance during the WIP management process, leading to individuals in these roles receiving additional duties which in turn has led to a steady rise in salaries. In the Cashier function, residual balances received renewed attention and several firms created specialist roles for Senior Cashiers to focus on this area. Many firms also brought in contract or temporary staff to cope with this demand.

2014 saw the re-emergence of firms using temporary staff on an hourly rate. This was due to a number of reasons; spikes in workload, projects without defined timeframes leading to finance teams requiring additional headcount, or recruitment for permanent members of staff taking several weeks and a short term solution needed to ensure that the work was completed on time. This demand saw a noticeable rise in the numbers of temporary workers we recruited for multiple clients, a really positive sign that firms are now busy enough to be able to justify using this kind of resource for the first time in several years.

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Practice

Accountancy practices have continued to experience positive recovery and expansion throughout 2014. The Big 4 saw significant growth in headcount with large recruitment campaigns pulling talent out of the mid-tier market to ensure the merry-go-round of the large audit tenders was sufficiently staffed.

Mergers in the market over the last couple of years have seen firms such as BDO and Baker Tilly increase their market share whilst other smaller firms have been acquired by larger ones to boost certain areas of their practice.

Due to increased confidence in the market, we have seen that throughout all sectors teams are expanding, favouring well trained ACA or ACCA newly qualified professionals alongside experienced, diligent accountants, to boost their companies’ figures.

The increase in Big 4 hiring coupled with significant recruitment within firms of all sizes has led to a vast shortage of talent in accountancy practices culminating in the candidate driven market we are currently experiencing.

Recruitment is paramount to the growth of most practices with most having run very lean teams over the past 5 years. Consequently, any resignations are now having a significant impact due to the length of time it takes to recruit new employees. We have found that firms winning new business have a clear advantage when it comes to attracting talent. The most sensible organisations are recruiting as and when they see high quality candidates to ensure their clients can be adequately serviced should new business be won.

To be amongst the firms that are most successful in their recruitment drives, it helps to focus on the points below:

• Ensure competitive salaries• Provide tangible and visible career pathways• Bonus availability• Benefit packages• Flexible working opportunities

2014 also saw the focus on Corporate Finance grow, with companies staffing teams across all levels. For newly qualified accountants this has always been an exciting alternative to Audit and Accounts so firms have been encouraging involvement and secondments in order to enhance retention. At the managerial level there are fewer candidates with available experience so firms are increasingly looking to the banks and boutiques to source talent.

Overall, the sector has become candidate driven at all levels. Therefore, firms need to ensure they are looking after the talent they already have in place in order to retain individuals which is key for future growth.

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Insolvency

The Insolvency Service’s summary for 2014 showed a continued decline in the number of businesses and individuals becoming insolvent. Administrations were at their lowest since 2004 while the number of companies that entered liquidation declined by 6.3% compared to the total in 2013. Bankruptcy orders were at their lowest since 1998 yet contract IVAs did increase 6.8% compared to 2013. All these figures would seem to suggest that more companies and individuals are starting to work closely with restructuring professionals to find solutions to managing their debts.

These statistics directly impact the levels of recruitment in the profession and certain hiring patterns have started to emerge following this decline in formal insolvency appointments. One major outcome has seen Insolvency Practitioners starting to fully diversify their services to include debt restructuring, financing, advisory and turnaround solutions. This shift in focus has altered the skill set requirements that are now sought after by employers, meaning that those with traditional formal insolvency training are now struggling to find alternative employment at the mid-senior levels.

In turn, the now sought-after candidates are either those coming in as fresh graduates or juniors with 1-2 years’ experience. This naturally lowers overhead costs and also serves to address the top heavy team structures that have become common-place in this market. The biggest recruitment challenge in this salary bracket is sourcing these types of candidates. Due to the downturn in the market, very few Insolvency Practices were recruiting Trainees in 2013 and thus the current candidate pool at this level is rather small and somewhat limited.

With less firms going insolvent, Insolvency Practitioners across the UK have found it difficult to fully justify growing their headcount, especially at the experienced managerial grades. Therefore, recruiting fee generators who can come on board with a client following has become increasingly desirable. However, the current uncertainty and decline in the insolvency market has only served to ramp up the level of risk attached to moving and making such a hire.

Key Trends

The temporary market is booming for the legal sector, indicating that confidence has returned to the market and firms are busy once again.

Teams are expanding throughout all sectors in Practice and this increase in hiring is leading to a candidate driven market. Companies need to ensure that they are doing enough to stay competitive and appeal to potential talent.

With less firms becoming insolvent, Insolvency Practitioners are diversifying their services, altering the skillset requirements sought by employers.

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SALARIES 2015 - Professional Services Finance

Legal Finance

ROLE PERMANENT CONTRACT

SALARY PER ANNUM (£) RATE PER HOUR unless stated (£)

Finance Director 140 - 250k 600 - 1000 per dayFinancial Controller (1st - 2nd Tier) 90 - 150k 380 - 600 per dayFully Qualified Accountant - 5 yrs+ PQE 70k+ 40 - 50+3-4 yrs PQE 60 - 70k 34 - 40+1-2 yrs PQE 50 - 65k 27 - 34Revenue Manager 45 - 80k 25 - 50Credit Manager 45 - 70k 28 - 31Accounts Manager 50 - 70k 30 - 37 Billings Manager 45 - 60k 25 - 30Head Cashier 45 - 70k 25 - 30Newly Qualified 45 - 55k 25 - 30Senior Biller 37.5 - 47.5k 21 - 25Senior Legal Cashier 34 - 40k 21 - 25Accounts Payable Supervisor 35 - 50k 25 - 30Legal Biller - 2 yrs+ 28 - 37k 15 - 22up to 2 yrs 25 - 30k 12 - 16Legal Cashier - 2 yrs+ 28 - 30k 16 - 22up to 2 yrs 25 - 30k 15 - 18Credit Controller - 2 yrs+ 28 - 40k 16 - 25up to 2 yrs 18 - 28k 12 - 16Accounts Payable - 2 yrs+ 25 - 32k 15 - 20up to 2 yrs 20 - 25k 11 - 15

Audit



Partner 100k+ N/ADirector 80 -120k 400-500 per daySenior Manager / Associate Director 60 - 90k 35 - 40Audit Manager 60 - 70k 35 - 37Accounts Manager 55 - 65k 28 - 34Assistant Manager 45 - 55k 26 - 30Audit Senior 38 - 45k 25 - 28Finalist - ACA / ACCA 30 - 38k 16 - 25Trainee 21 - 30k N/AGraduate 20 - 25k N/A


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Finance Director 80 - 140k 400 - 600 per dayFinance Controller 60 - 100k 300 - 450 per dayFinance Manager 50 - 65k 250 - 300 per dayManagement Accountant Qualified 40 - 55k 225 - 275 per dayFinancial Accountant Qualified 40 - 55k 225 - 275 per dayFinance Analyst Qualified 40 - £55k 270 - 450 per dayAsisstant Management Accountant (PQ) 25 - 35k 13 - 18Assistant Financial Accountant (PQ) 25 - 35k 13 - 18Assistant Accountant 22 - 32k 12 - 16Credit Controller 20 - 30k 11 - 14Cashier 20- 30k 11 - 14Accounts Payable / Receivable 20 - 30k 11 - 14Senior Bookkeeper 30 - 40k 14 - 16Bookkeeper 25 - 35k 12 - 15Junior Bookkeeper 20 - 25k 9 - 11

Accounts


SALARY PER ANNUM (£) RATE PER HOUR (£)

Director 90 - 140k 50+

Senior Manager / Associate Director (5 - 10 yrs PQE) 65 - 100k 38 - 55

Manager (3 - 6 yrs PQE) 52 - 70k 28 - 45Assistant Manager (1 - 3 yrs PQE) 43 - 50k 23 - 30Newly Qualified 41 - 46k 22 - 27



Partner 180k+ N/ADirector 100 - 170k 50 - 85Senior Manager / Associate Director 65 - 100k 36 - 50Manager 60 - 70k 30 - 36Executive 45 - 55k 24 - 30

Forensic Accounting

Corporate Finance

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Finance Director 80 - 120k 400 - 600 per dayFinance Controller 60 - 90k 300 - 450 per dayFinance Manager 55 - 70k 250 - 300 per dayProperty Accountant 50 - 60k 250 - 300 per dayManagement Accountant Qualified 40 - 50k 225 - 275 per dayFinancial Accountant Qualified 40 - 50k 225 - 275 per dayService Charge Accountant 35 - 40k 150 - 180 per dayCredit Controller 25 - 35k 13 - 18Accounts Payable 25 - 30k 13 - 15Accounts Receivable 25 - 30k 13 - 15Accounts Assistant 20 - 30k 10 - 15

Property



Partner 100k+ bonus N/ADirector 85 - 100k 45 - 55Senior Manager 65- 85k 35 - 45Manager Qualified (JIEB) 55 - 65k 30 - 40Manager 48 - 55k 28 - 30Assistant Manager / Supervisor 38 - 50k 25 - 28

Senior Adminsitrator (CPI/ICAEW Insolvency/ACA/ACCA) 34 - 45k 20 - 25

Senior Administrator Unqualified (3 - 4 yrs) 28 -35k 16 - 23

Administrator 22 - 28k 14 - 16Junior Administrator 18 - 22k 11 - 14Senior Cashier 30 - 36k 17 - 22Cashier 22 - 30k 13 -17

Insolvency

Compliance



Risk and Compliance Lawyer 45 - 80k 23 - 41Compliance Manager (not Lawyer) 60 - 80k 31 - 41Compliance Assistant Manager 40 - 55k 21 - 28Compliance Officer 35 - 45k 18 - 23Compliance Analyst (Conflicts/ AML) 25 - 35k 12 - 18


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BUSINESS DEVELOPMENT & MARKETING PROFESSIONAL SERVICES

Market Overview

Key Trends

Salaries 2015

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BUSINESS DEVELOPMENT & MARKETINGPROFESSIONAL SERVICESMarket Overview

With professional services firms further investing in their marketing and business development teams, we are seeing a wider variety of roles being created. There has been a particular increase in communications positions as many firms are creating dedicated specialist teams to look after internal/external communciations, social media strategies, projects around thought leadership as well as PR functions being progressively brought in-house.

Talent for pitch positions has always been hard to come by and this has continued to be the case through 2014. Some larger firms have adapted the traditional pitch role to suit their team members’ individual strengths, focusing specifically on writing or project management. As teams get larger, firms are increasingly hiring according to very specific skillsets rather than trying to recruit according to a ‘one size fits all’ specification. The creation of more specialist pitch roles has also filtered into other areas such as practice and sector specific business development teams.

Whilst there was a slight increase in temporary roles in 2014, we saw an even greater increase in the number of fixed-term contracts being created. In 2015 we expect to see a rise in both temporary and contract roles as the market becomes more confident in the flexibility they offer for employers and employees alike. The majority of temporary roles we recruited in 2014 were at the assistant/executive level and mainly consisted of design and CRM professionals.

With many firms now providing more of an international offering to their clients, more marketing and business development roles are being created to focus on specific global regions. This has been very appealing to candidates who have only ever worked on UK initiatives. Firms are also changing their go-to market strategy, transitioning into a sector -wide approach which has led to more sector aligned business development roles and dedicated client teams, creating opportunities for employees to become more specialised.

As more new and specialist roles are being created, employers are increasingly having to look outside the sector to secure talent. Firms have been resistant to candidates coming from other sectors although many of these candidates can bring a refreshing commercial outlook to the business. A confident demonstration of stakeholder management from

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other sectors is a transferable skill needed for the professional services sector. With increasing demand for this commercial outlook these candidates often bring, 2015 will see the demand for these skills increase. Due to candidate shortages, firms are also making a greater effort to retain talent as well as offering additional benefits to their employees including flexible working, working from home and some have sponsored candidates from outside the UK.

We anticipate further growth for 2015. This activity will bring new challenges and with this the value of a consultative service will be evermore important. Talent will be harder to find and firms will need to be open to exploring candidates from outside of sector. Salaries will increase due to the candidate short market and many firms will make a greater effort to retain existing talent.

Key Trends

In large firms, generalist roles are being replaced with newly created specialist positions.

The number of temporary and fixed-term contract roles available is likely to increase in 2015 due to renewed confidence in the market.

The candidate shortage within Professional Services means that many firms will need to look outside the sector to secure talent

Salaries are likely to rise in 2015 due to a shortage of experienced candidates.


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Professional Services

ROLE PERMANENT CONTRACTSALARY PER ANNUM (£) RATE PER HOUR (£)

Business DevelopmentBD Director 100k+ 50+Head of BD 85 - 100k 44 - 51Senior BD Manager 65 - 80k 33 - 41BD Manager 45 - 65k 23 - 33Senior BD Executive 38 - 45k 19 - 23BD Executive 30 - 40k 15 - 21BD Assistant 25 - 30k 13 - 15BD Administrator 22 - 25k 11 - 13Client Relationship ManagementHead of Client Relationships 80 - 100k 41 - 51Senior Client Relationship Manager 65 - 75k 33 - 38Client Relationship Manager 50 - 65k 26 - 33Senior Client Relationship Executive 35 - 50k 18 - 26Client Relationship Executive 30 - 40k 15 - 21Proposal / Bid SpecialistsHead of Bids 75 - 100k 38 - 51Senior Bid Manager 60 - 75k 31 - 38Senior Bid Executive 40 - 50k 21 - 26Bid Executive 30 - 38k 15 - 19Bid Assistant 25 - 30k 13 - 15MarketingHead of Marketing / Marketing Director 80k+ 40+Senior Marketing Manager 60 - 75k 31 - 38Marketing Manager 45 - 60k 23 - 31Senior Marketing Executive 35 - 40k 18 - 21Marketing Executive 30 - 35k 15 - 18Marketing Assistant 25 - 28k 13 - 14Marketing Administrator 21 - 24k 11 - 13PRHead of PR / Communications (Global remit) 80 - 120k 41 - 62

Head of PR / Communications (National or Europe remit) 65 - 90k 33 - 46

PR Manager 50 - 60k 26 - 31PR Senior Executive 40 - 50k 21 - 26PR Executive 30 - 40k 15 - 21PR Assistant 21 - 24k 11 - 13

SALARIES 2015 - Business Development & Marketing

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Professional Services

ROLE PERMANENT CONTRACTSALARY PER ANNUM (£) RATE PER HOUR (£)

Communications (including internal coms and CSR)

Communications Manager 50 - 60k 26 - 31Senior Communications Executive 40 - 45k 21 - 23Communications Executive 30 - 35k 15 - 18Communications Assistant 25 - 28k 13 - 14Design Senior Design Executive 35 - 45k 18 - 23Design Executive 30 - 35k 15 - 18Design Assistant 23 - 28k 12 - 14EventsHead of Events 60 - 80k 31 - 41Events Manager 45 - 60k 23 - 31Events Senior Executive 35 - 45k 18 - 23Events Executive 30 - 35k 15 - 18Events Assistant 23 - 27k 12 - 14CRM DatabaseCRM Database Manager 40 - 60k 21 - 31CRM Database Executive / Steward 30 - 35k 15 - 18CRM Database Administrator / Assistant 25 - 28k 13 - 14Digital / Web / OnlineHead of Online 70 - 85k 36 - 44Web Content Manager / Online Manager 45 - 60k 23 - 31Social Media Executive 30 - 35k 15 - 18Web Content Executive 30 - 35k 15 - 18Web Content Assistant 25 - 28k 13 - 14


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BUSINESS SUPPORT PROFESSIONAL SERVICES

Market Overview

Key Trends

Salaries 2015

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BUSINESS SUPPORTMarket Overview

2014 has been a year of growth and expansion within the business support market and this looks set to continue well in to 2015.

Long gone are the days of recruitment freezes, with many London law firms now hiring new partners and fee earners and expanding their practice areas. Naturally, this is having a positive knock on effect when it comes to hiring new PAs and secretaries.

Key areas that have seen growth in 2014 have been within Corporate and Property law and as these areas continue to grow, this in turn is leading to increased levels of confidence in the market. With the boom in these areas of law, Corporate and Property PAs are in high demand for law firms of all sizes.

Yet as confidence levels return to the market and with recruitment steadily increasing, firms are now finding that they are all competing for the same high calibre candidates.

2015 will require firms to show more flexibility and openness when it comes to sourcing suitable candidates. Firms with narrow and too specific hiring strategies may find them-selves lagging behind in the race to secure some of London’s top talent. With the ever evolving PA/secretarial role firms need to ask themselves if their recruitment processes reflect this changing role or whether they are still recruiting based on what this role once used to be.

With firms racing to hire the best, we are now seeing an increase in the use of Skype and video interviews with the aim of speeding up the recruitment process in what is now a very competitive market.

Another area that has improved over the latter part of 2014 has been the temporary market, with more firms being open to hiring temporary staff to cover any shortfalls in permanent headcount. The return of the temp is another positive sign in the market and recent indications show that temporary staffing options will be a more prominent part of firms’ recruitment strategies for 2015.

Salaries are always a popular talking point when it comes to the annual market review and whilst our survey has shown that there hasn’t been any significant raises, firms that are offering more competitive salaries are slightly ahead when hiring. The bottom line for candidates will always remain a significant factor when they are looking for new opportunities and 2015 may see firms that pay below market rate struggle to compete.

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Secretarial Manager / Coordinator 45 - 70k 27 - 43

Office Manager 35 - 45k 21 - 27

Executive Assistant 36 - 45k 22 - 27

Personal Assistant 31 - 35k 19 - 21

Legal Secretary to Senior / Managing Partner 36 - 42k 22 - 25

Legal Secretary to Partner level 32 - 38k 19 - 23

Legal Secretary to Associate level 26- 32k 16 - 19

Legal Secretary 6-12 months’ experience 22 - 26k 13 - 16

Trainee Legal Secretary 18 - 23k 11 - 14

Legal Float Secretary 32- 38k 19 - 23

Team Secretary / Assistant 25 - 30k 15 - 18

Document Production Operator 33 - 36k 20 - 22

Evening Document Production Operator 35 - 38k 21 - 23

Receptionist / Switchboard Operator 24 - 28k 14 - 17

Facilities Assistant 22 - 27k 13 - 16

Post Room Assistant 18 - 24k 11 - 14

Reprographics Assistant 20 - 25k 12 - 15

Administrator 18 - 26k 11 - 16

Hiring is on the increase in the legal sector, particularly in corporate and property law.

Competition for experienced legal support staff is fierce. Firms will need to be flexible and offer swift recruitment processes in order to source top talent.

Temporary recruitment will continue to increase in 2015.

Salaries remained static in 2014 but are expected to rise in 2015 as more firms compete for the same high calibre candidates.

Key Trends

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FINANCIAL SERVICES FINANCE & OPERATIONS

Financial Services Market Overview

Key Trends

Salaries 2015

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FINANCIAL SERVICES Market Overview

2014 saw an increased focus by companies on adding talent to their ranks. Most firms over the last 5 years have remained lean and have been vigilant with their spending, reducing costs through systems automations and continued redundancies. However, confidence has greatly increased and the prospects for 2015 look more positive with many companies, large and small, needing to hire talent again after being too lean for too long. There is plenty of hiring planned for this coming year and as organisations once again look for stability and growth, the demand for talent will certainly increase accordingly.

Operations

In 2014 we saw our first downturn in Commodities-focused hiring for a number of years. FX was also a little quieter than usual compared with 2013. We noted that, with the demand for candidates with derivatives clearing experience dying off due to the recent implementation of Dodd Frank and other regulatory changes, clients now seem to be focusing on strengthening their securities (Equity and Bonds) skillsets.

There has been continuing demand for key buy side experience in areas such as Performance, RFP and Fund Administration. This side of the market is now very strong and we expect hiring levels to continue to increase in 2015. Most buy side clients are looking for individuals who have knowledge that goes beyond the scope of their specific responsibilities and who understand the knock on effect of their role within the company’s support functions. We have also seen a dramatic increase in the demand for data candidates, or more precisely those who have broad front to back knowledge. This is due to the new local data regulation changes which have resulted in most Operations Managers now seeing data as the most important support function in their company.

Finance & Accounting

In 2015, we anticipate that hiring of finance and accounting professionals across financial services will increase. 2014 saw salaries remain relatively flat across the industry with a slight uplift towards the end of the year.

With a key focus on hiring quality candidates evident across the board, the competition to secure top talent will reinforce the fact that attractive salary packages and benefits will play a vital role for any organisation through 2015.

There were several areas that saw an increase in recruitment activity during 2014 with signs of further increases to continue throughout 2015. Skills in demand include newly

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qualified accountants in financial services audit, regulatory reporting, cost business partnering, fund accounting, internal audit as well as finance managers/controllers with the ability to train and develop growing teams.

As the labour market continues to strengthen, the competition among newly qualified accountants will likely impact recruitment in 2015. The importance of hiring managers making decisions quickly and moving the process at a pace that will keep candidates engaged and valued will remain critical in securing top talent. So the message to our clients is if you are ready to start a recruitment process, make sure you are also ready to finish it.

Insurance

In the insurance industry, regulatory developments were a key driver of recruitment activity across the sector. Professionals with skills in Solvency II, IFRS, Own Risk & Solvency Assessment (ORSA) processes and Internal Audit were in high demand. The demand for these skills continued to increase throughout 2014 and will continue to do so in 2015, as hiring managers are increasingly interested in individuals who can immediately add value within their technical teams and communicate technical ideas to non-technical stakeholders.

As the competition for top talent within the insurance industry intensifies, hiring managers will need to consider hiring professionals from the wider financial services industries such as banking and/or asset management that possess industry specific knowledge but may require elements of technical training.

With many clients now asking for more assistance with their recruitment strategies, we are pleased to announce that Ambition currently has specialisms in Operations & Middle Office, Finance & Accounting, Change Management and Compliance.

Key TrendsHiring levels will continue to rise in 2015, especially in Performance, RFP and Fund Administration.

Finance & Accounting recruitment will also increase, particularly for newly qualified accountants. Attractive salary and benefits packages as well as a swift recruitment process will be key in securing top talent.

In the insurance industry, there will be continued demand for professionals with skills in Solvency II, IFRS, Own Risk & Solvency Assessment (ORSA) processes and Internal Audit.


34

Salaries 2015Operations

ROLE EXPERIENCE PERMANENT CONTRACT

SALARY PER ANNUM (£) RATE PER DAY (£)

Operations Director / COO N/A 80 -150k+ 300 - 580Head of Department N/A 70 - 100k+ 270 - 380Trade Support 5+ yrs 45 - 60k 140 -230

2 - 5 yrs 37.5 - 55k 145 - 2100 - 2 yrs 27 - 40k 100 - 150

Transaction reporting / Prime brokerage 5+ yrs 45 - 60k 170 - 230

2 - 5 yrs 37.5 - 55k 145 - 2100 - 2 yrs 27 - 40k 100 - 150

Settlements / Clearing 5+ yrs 40 - 55k 150 - 2102 - 5 yrs 32 - 50k 125 - 1900 - 2 yrs 25 - 35k 96 - 150

Loans 5+ yrs 45 - 60k 170 - 230 2 - 5 yrs 35 -50k 135 - 190 0 - 2 yrs 25 - 40k 96 - 135Trade Finance 5+ yrs 35 - 50k 135 - 190

2 - 5 yrs 27.5 - 40k 105 - 1500 - 2 yrs 22.5 - 30k 86 - 115

Client Servicing 5+ yrs 45 - 60k 170 - 230 2 - 5 yrs 32.5 - 47.5k 125 - 185 0 - 2 yrs 22.5 - 35k 86 - 135Collateral 5+ yrs 45 - 70k 170 - 270 2 - 5 yrs 35 - 55k 135 - 210 0 - 2 yrs 25 - 40k 96 - 150Reconcilliations 5+ yrs 40 - 55k 150 - 210 2 - 5 yrs 32.5 - 45k 125 - 170 0 - 2 yrs 25 - 35k 96 - 135Corporate Actions 5+ yrs 40 - 55k 150-210 2 - 5 yrs 30 - 40k 115 - 150 0 - 2 yrs 22.5 - 35k 86 - 135Treasury / Payments / Cash Management 5+ yrs 35 - 50k 135 - 190

2 - 5 yrs 27.5 - 40k 105 - 150 0 - 2 yrs 22.5 - 40k 86 - 115Derivative Operations 5+ yrs 45 - 60k 170 - 230 2 - 5 yrs 38 - 45k 150 - 170 0 - 2 yrs 25 - 37k 96 - 140

Operations – Investment Management

ROLE EXPERIENCE PERMANENT CONTRACT


Client Reporting / RFP 5+ yrs 42.5 - 55k 165 - 210 2 - 5 yrs 35 - 45k 135 - 170 0 - 2 yrs 25 - 35k 96 - 135Performance Attribution 5+ yrs 50 - 75k 190 - 290 2 - 5 yrs 35 - 50k 135 - 190 0 - 2 yrs 25 - 35k 96 - 135Fund Manager Assistant / Traders Assistant 5+ yrs 45 - 65k 170 - 250

2 - 5 yrs 35 - 50k 135 - 1900 - 2 yrs 25 - 40k 96 - 150

Fund Administration 5+ yrs 40 - 55k 150 - 2102 - 5 yrs 30 - 45k 115 - 1700 - 2 yrs 25 - 32.5k 96 - 125

Data Management 5+ yrs 40 - 55k 150 - 2102 - 5 yrs 32.5 - 45k 125 - 1700 - 2 yrs 22.5 - 37.5k 86 - 145

Transitions 5+ yrs 40 - 50k 150 - 1902 - 5 yrs 33 - 40k 130 - 1500 - 2 yrs 25 - 33k 96 - 130

KYC / AML 5+ yrs 50 - 60k 190 - 2302 - 5 yrs 40 - 49k 150 - 1900 - 2 yrs 30 - 40k 115 - 150

Trade Compliance 5+ yrs 55 - 70k 210 - 2702 - 5 yrs 32 - 55k 120 - 2100 - 2 yrs 25 - 32k 96 - 120

Relationship Management 5+ yrs 50 - 80k 190 - 3102 - 5 yrs 35 - 50k 135 - 1900 - 2 yrs 23 - 35k 90 - 135

Investment/Research / Portfolio Analyst 5+ yrs 55 - 65k 210 - 250

2 - 5 yrs 43 - 54k 165 - 2100 - 2 yrs 30 - 42k 115 -160

FIN

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ROLE PERMANENT CONTRACTSALARY PER ANNUM (£) RATE PER DAY (£)

Programme Director 110 - 130K+ 425 - 615Programme Manager 90 - 110k 350 - 540Project Manager 70 - 90k 270 -400 Junior Project Manager 50 - 70k 190 - 310Senior Business Analyst 70 - 85k 270 - 325Business Analyst 50 - 65k 190 - 250PMO 60 - 85k 230 - 325Project Support 30 - 50k 115 - 190

Change Management


36

Finance – Investment Management

ROLE EXPERIENCE PERMANENT CONTRACTNQ = Newly Qualified

PQ = Part Qualified PQE = Post Qualified Experience


Financial ControlCFO / Financial Director 10 yrs+ PQE 120 - 150k+ 650 - 900+

5 - 10 yrs PQE 90 - 120k 450 - 550Financial Controller 10 yrs+ PQE 110 - 140k+ 500 - 650

5 - 10 yrs PQE 75 - 90k 400 - 5502 - 5 yrs PQE 60 - 75k 375 - 425

Financial Reporting Manager 10 yrs+ PQE 110k+ 525 - 5505 - 10 yrs PQE 80 - 100k 425 - 5502 - 5 yrs PQE 70 - 80k 375 - 450

Financial Accountant 5 - 10 yrs PQE 75 - 90k 350 - 5002 - 5 yrs PQE 60 - 75k 350 - 375

NQ 45 - 55k 275 - 325PQ 28 - 40k 180 - 250

RegulationHead of Regulatory Reporting 10 yrs+ PQE 105 - 110k+ 550 - 800+ 5 - 10 yrs PQE 95 - 105k 525 - 575Regulatory Accountant 10 yrs+ PQE 85 - 95k 450 - 525

5 - 10 yrs PQE 75 - 85k 425 - 4752 - 5 yrs PQE 65 - 80k 375 - 425

NQ 55 - 62k 325 - 375Management Reporting Head of Management Reporting 10 yrs+ PQE 110k+ 525 - 550

5 - 10 yrs PQE 80 - 100k 425 - 550Managament Accountant 5 - 10 yrs PQE 75 - 90k 350 - 500

2 - 5 yrs PQE 60 - 75k 350 - 375NQ 45 - 55k 275 - 325

PQ 28 - 40k 180 - 250Finance Business Partner 10 yrs+ PQE 90k+ 500 - 600+

5 - 10 yrs PQE 80 - 90k 400 - 5502 - 5 yrs PQE 55 - 80k 325 - 400

NQ 45 - 55k 275 - 325

Compliance – Investment Management

ROLE PERMANENT CONTRACTSALARY PER ANNUM (£) RATE PER DAY (£)

Head of Compliance 80k+ 310Deputy Compliance Officer 50 - 75k+ 190 - 290Senior Compliance Officer 40 - 60k 150 - 230Compliance Manager 60 - 75k 230 - 290Compliance Analyst 35 - 50k 135 - 190Compliance Assistant 25 - 35k 96 - 135

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Management Information

Head of Management Information 10 yrs+ PQE 90k+ 525 - 550+

5 - 10yrs PQE 75 - 90k 400 - 550Management Information Analyst 10 yrs+ PQE 75 - 90k 425 - 500

5 - 10 yrs PQE 60 - 75k 300 - 4252 - 5 yrs PQE 45 - 55k 275 - 325

NQ 35 - 42k 200 - 275 PQ 28 - 32k 160 - 240Internal AuditHead of Internal Audit 10 yrs+ PQE 140k+ 650 - 800+

5 - 10 yrs PQE 110k 500 - 600Internal Audit Manager 10 yrs+ PQE 110k 600+

5 - 10 yrs PQE 85 - 100k 450 - 5502 - 5 yrs PQE 75 - 85k 400 - 475

Internal Auditor 5 - 10 yrs PQE 70 - 80k 400 - 4752 - 5 yrs PQE 65 - 75k 375 - 425

NQ 45 - 63k 325 - 375Fund AccountingHead of Fund Accounting 10 yrs+ PQE 95 - 110k 550 - 600+

5 - 10 yrs PQE 85 - 95k 475 - 550Fund Accounting Manager 10 yrs+ PQE 85 - 95k 450- 550+

5 - 10 yrs PQE 75 - 85k 375 - 4752 - 5 yrs PQE 65 - 75k 350 - 400

Fund Controller 10 yrs+ PQE 85 - 100k 450 - 6005 - 10 yrs PQE 75 - 85k 375 - 4752 - 5 yrs PQE 65 - 75k 350- 425

Fund Accountant 10 yrs+ PQE 65 - 80k 375 - 4505 - 10 yrs PQE 55 - 65k 325 - 3752 - 5 yrs PQE 40 - 55k 250 - 325

NQ 30 - 40k 180 - 250TaxHead of Tax 10 yrs+ PQE 120 - 180k+ 600 - 900+

5 - 10 yrs PQE 105 - 120k 500 - 650Tax Manager 10 yrs+ PQE 110 - 160k+ 500 - 700+

5 - 10 yrs PQE 80 - 90k 450 - 5002 - 5 yrs PQE 70 - 80k 350 - 450

Tax Accountant 5 - 10 yrs PQE 70 - 85k 400 - 4752 - 5 yrs PQE 52 - 70k 325 - 400

NQ 48 - 55k 300 - 350PQ 38 - 45k 250 - 275



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Finance – Banking




Financial ControlCFO / FD 10 yrs+ PQE 120 - 150k+ 650 - 900+


5 - 10 yrs PQE 75 - 90k 400 - 5502 - 5 yrs PQE 60 - 75k 375 - 425

Financial Reporting Manager 10 yrs+ PQE 110k+ 525 - 550

5 - 10 yrs PQE 75 - 100k 400 - 5502 - 5 yrs PQE 65 - 80k 375 - 450


NQ 48 - 55k 275 - 325PQ 28 - 40k 180 - 250

RegulationHead of Regulatory Reporting 10 yrs+ PQE 105 - 115k+ 550 - 800+ 5 - 10 yrs PQE 95 - 105k 525 - 575Regulatory Accountant 10 yrs+ PQE 85 - 95k 450 - 525

5 - 10 yrs PQE 75 - 85k 425 - 4752 - 5 yrs PQE 65 - 80k 375 - 425

NQ 55 - 62k 325 - 375Internal AuditHead of Internal Audit / Director 10 yrs+ PQE 140k+ 650 - 800+

5 - 10 yrs PQE 110k 500 - 600Internal Audit Manager 10 yrs+ PQE 110k - 120k 600+

5 - 10 yrs PQE 85 - 100k 475 - 5502 - 5 yrs PQE 75 - 85k 400 - 475


NQ 55 - 63k 325 - 375





Treasury Head of Treasury 10 yrs+ PQE 90 - 110k 500 - 600+

5 - 10 yrs PQE 80 - 95k 450 - 500Treasury Accountant 5 - 10 yrs PQE 65 - 90k 375 - 450

2 - 5 yrs PQE 50 - 65k 300 - 375 NQ 35 - 48k 200 - 300 PQ 28 - 32k 180 - 220

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Management Reporting

Head of Management Reporting 10 yrs+ PQE 110k+ 525 - 550

5 - 10 yrs PQE 75 - 90k 425 - 550Managament Accountant 5 - 10 yrs PQE 75 - 90k 350- 500

2 - 5 yrs PQE 60 - 75k 350 - 375NQ 48 - 55k 275 - 325

PQ 28 - 40k 180 - 250Finance Business Partner 10 yrs+ PQE 90k+ 500 - 600+

5 - 10 yrs PQE 80 - 90k 400 - 5502 - 5 yrs PQE 55 - 80k 325 - 400

NQ 48 - 55k 275 - 325Product ControlHead of Product Control 10 yrs+ PQE 115 - 130k+ 500 - 650Product Control Manager 10 yrs+ PQE 120k 525 - 550+

5 - 10 yrs PQE 90 - 110k 400 - 5502 - 5 yrs PQE 70 - 90k 400 - 500

Product Control Accountant 2 - 5 yrs PQE 70 - 80k 300 - 400

NQ 55 - 70k 275 - 325Management InformationHead of Management Information 10 yrs+ PQE 90k+ 525 - 550

5 - 10yrs PQE 75 - 90k 400 - 550Management Information Analyst 10 yrs+ PQE 75 - 90k 425 - 500+

5 - 10 yrs PQE 60 - 75k 300 - 4252 - 5 yrs PQE 45 - 55k 275 - 325

NQ 35 - 42k 200 - 275PQ 28 - 32k 160 - 240

TaxHead of Tax 10 yrs+ PQE 120 - 180k+ 600 - 900+


5 - 10 yrs PQE 80 - 90k 450 - 5002 - 5 yrs PQE 70 - 80k 350- 450

Tax Accountant 5 - 10 yrs PQE 70 - 85k 400 - 4752 - 5 yrs PQE 52 - 70k 325 - 400

NQ 48 - 55k 300 - 350PQ 38 - 45k 250 - 275

Finance – Banking


40

Finance – Insurance




Financial ControlCFO / Financial Director 10 yrs+ PQE 120 - 150k+ 650 - 900+


5 - 10 yrs PQE 75 - 90k 400 - 5502 - 5 yrs PQE 60 - 75k 375 - 425

Financial Reporting Manager 10 yrs+ PQE 110k+ 525 - 5505 - 10 yrs PQE 80 - 100k 350 - 5502 - 5 yrs PQE 70 - 80k 375 - 450


NQ 45 - 55k 275 - 325PQ 28 - 40k 180 - 250

Management Reporting Head of Management Reporting 10 yrs+ PQE 110k+ 525 - 550

5 - 10 yrs PQE 80 - 100k 425 - 550Managament Accountant 5 - 10 yrs PQE 75 - 90k 350 - 500

2 - 5 yrs PQE 60 - 75k 350 - 375NQ 45 - 55k 275 - 325PQ 28 - 40k 180 - 250

Finance Business Partner 10 yrs+ PQE 90k+ 500 - 600+5 - 10 yrs PQE 80 - 90k 400 - 5502 - 5 yrs PQE 55 - 80k 325 - 400

NQ 45 - 55k 275 - 325

Management Information

Head of Management Information 10 yrs+ PQE 90k+ 525 - 550+

5 - 10yrs PQE 75 - 90k 400 - 550Management Information Analyst 10 yrs+ PQE 75 - 90k 425 - 500

5 - 10 yrs PQE 60 - 75k 300 - 4252 - 5 yrs PQE 45 - 55k 275 - 325

NQ 35 - 42k 200 - 275PQ 28 - 32k 160 - 240

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Internal AuditHead of Internal Audit 10 yrs+ PQE 140k+ 650 - 800+

5 - 10 yrs PQE 110k 500 - 600Internal Audit Manager 10 yrs+ PQE 110k 600+

5 - 10 yrs PQE 85 - 100k 450 - 5502 - 5 yrs PQE 75 - 85k 400 - 475


NQ 45 - 63k 325 - 375RegulationHead of Regulatory Reporting 10 yrs+ PQE 105 - 110k+ 550 - 800+

5 - 10 yrs PQE 95 - 105k 525 - 575Regulatory Accountant 10 yrs+ PQE 85 - 95k 450 - 525

5 - 10 yrs PQE 75 - 85k 400 - 4752 - 5 yrs PQE 65 - 80k 375 - 425

NQ 55 - 62k 325 - 375Syndicate AccountingSyndicate Accounting Manager 10 yrs+ PQE 90k+ 550 - 600+

5 - 10 yrs PQE 80 - 90k 450- 5002 - 5 yrs PQE 70 - 80k 350 - 475

Syndicate Accountant 5 - 10 yrs PQE 70 - 85k 400 - 4752 - 5 yrs PQE 60 - 70k 350 - 400

NQ 50 - 60k 300 - 350PQ 30 - 50k 180 - 300

TaxHead of Tax 10 yrs+ PQE 120 - 180k+ 600 - 900+


5 - 10 yrs PQE 80 - 90k 400 - 5002 - 5 yrs PQE 70 - 80k 350 - 450

Tax Accountant 5 - 10 yrs PQE 70 - 85K 400 - 4752 - 5 yrs PQE 52 - 70k 325 - 400

NQ 48 - 55k 300 - 350PQ 38 - 45k 250 - 275

ComplianceCompliance Director 10 yrs+ PQE 150k+ 800 - 1000+

5 - 10 yrs PQE 120 - 140k 600 - 750Head of Compliance 10 yrs+ PQE 100 - 120k 600 - 750+

5 - 10 yrs PQE 90 - 100k 550 - 650Compliance Manager 5 - 10 yrs PQE 75 - 90k 425 - 550

2 - 5 yrs PQE 70 - 80k 400 - 450Compliance Officer 2 - 5 yrs PQE 60 - 75k 350 - 425

NQ 48 - 60k 325 - 400PQ 35 - 48k 250 - 375

Finance – Insurance


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ABOUT AMBITIONAmbition is a leading global boutique recruitment business operating in a select number of specialist areas across London, Australia, Singapore, Hong Kong, Japan and Malaysia. We access hard to find, high calibre professionals within Financial Services, Finance & Accounting, Business Development & Marketing and Business Support.

Ambition Turns Fifteen2014 was a very important year for Ambition as it marked our 15th anniversary. We would like to take this opportunity to thank everyone who has worked with us for your support over the years.

Founded and listed on the Australian Stock Exchange in 1999, Ambition has grown to become one of the few global recruitment businesses with genuine local expertise. Although we didn’t want to reinvent the wheel, we felt that there was a tremendous opportunity to carve a niche of our own in the recruitment market and build a special organisation.

The UK office was acquired in 2008 and has over 30 years’ experience in the London market. Our consultants are experts in their field and we provide clients with a flexible model to assist with Permanent, Contract and Temporary contingency recruitment at all levels.

We believe our size is a significant differentiator in the recruitment industry. We are big enough to undertake large scale projects for our clients yet retain the soul and personality of a smaller company. We passionately believe that everyone in the company can make a difference and work relentlessly to reinforce our purpose, strive in our mission and live by our values.

Our Values:Our values express the professional behaviours that we believe in as anorganisation. They are the standards by which we benchmark our decisions and actions. They underlie everything we do as a business and form the bedrock of our beliefs.

P.R.I.D.E.Passion: We are passionate about who we are, what we do and the way we do it.

Resourcefulness: We think creatively, working smarter, faster and harder.

Integrity: We are honest, respectful and straightforward.

Drive: Ambitious by nature, we are determined to excel and are energetic in the way we apply ourselves.

Enjoyment: Critical to our success, we strive to enhance the experience for clients, candidates and employees.

Specialist Teams

Financial Services Professional Services

• Finance & Accounting

• Legal Finance

• Business Development & Marketing

• Business Support

• Finance & Accounting

• Back Office & Middle Office Operations

• Change Management

• Risk & Compliance

We cover all levels of recruitment, from people starting out in their careers through to Executive/Director level, specialising in the following areas:


44

Community and EventsAmbition host a series of client and candidate events globally each year. These range from Women with Ambition and Market Knowledge breakfasts to intimate dinners with CFOs and CIOs from multi-national businesses.

All of our events aim to educate, be thought provoking and entertaining as well as provide a great platform for networking.

Visit the Ambition Events page to view our upcoming events: www.ambition.co.uk/events

We are passionate about building better futures for our community and have subsequently partnered with Career Ready, a non-profit organisation which works with around 140 schools and colleges across the UK. They provide a structured programme of paid internships, mentoring, motivational lectures and workshops to give 16-19 year olds the work experience and skills they need to perform more effectively in the wider world. Visit their website: careerready.org.uk

Global Reach

Ambition currently has offices in eight locations throughout the UK, Asia and Australia.

Your Career with Ambition

Recruitment isn’t about your background; it’s about your future. If you have the ambition to succeed we can offer you an outstanding international career path, ongoing training and development and exceptional earning potential.

We welcome applications from experienced recruiters as well as inexperienced graduates and other professionals who have the drive, work ethic and personality to be successful in the business.

Why work at Ambition?Learn from the bestWe have some of the best recruiters in the business working for us.

Be part of a great company cultureEnergetic, supportive, hardworking and fun are just some of the words our people have recently used to describe our culture.

Take charge of your own career We want you to succeed and we will support you to achieve success. We offer three transparent career paths allowing employees to map out their careers from day one, but with the flexibility to change emphasis depending on individual circumstances.

Become a true expert in your industryWe are forward thinking to stay relevant in the ever changing recruitment market. You will become a true specialist in your field and in turn will gain the respect and trust of our clients and candidates.

Kick-start your international careerWe provide our employees opportunities to move between our international offices. These aren’t empty promises either. Over the last twelve months, we have successfully relocated staff members between our offices in Australia, Asia and the UK.

Enjoy the perks of the jobIn addition to an excellent salary and commission scheme, Ambition offers great company incentives and activities. As well as frequent social events, we have free fruit in the office and on top of their annual holiday entitlement we also give employees an extra day off on their birthday.

Visit www.buildingbetterfutures.com to find out more about life at Ambition and view our current vacancies.


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CONTACTS & SUPPORT

Andrea WilliamsManaging Director, United KingdomT: 020 7430 5107 E: [email protected]

Nicky Acuna Ocana Director, Professional ServicesT: 020 7400 6625E: [email protected]

James MandersAssociate Director, Financial ServicesT: 020 7430 7280E: [email protected]

Martyn DraperAssociate Director, Legal, Finance & AccountingT: 020 7430 7242E: [email protected]

Sally ClareDivisional Manager, Professional Services Finance & AccountingT: 020 7430 7274E: [email protected]

Claudine WilliamsDivisional Manager, Business SupportT: 020 7430 7250E: [email protected]

Scarlette BaganDivisional Manager, Business Development & Marketing T: 020 7430 7276E: [email protected]

Sharon KoelewynDivisional Manager, Financial ServicesT: 020 7430 7236E: [email protected]

Can we assist?We would be happy to discuss any of your recruitment needs.

Please contact us via the details on page 46 or email [email protected].

Market InsightsWe invite you to visit our Ambition blog page for further information on market trends, business news and career advice: www.ambition.co.uk/blog

Get SocialAmbition are committed to driving innovation and have a strong social media presence allowing us to interact and engage through videos, whitepapers, surveys, webinars, trends and blogs via LinkedIn, Twitter, Facebook, You Tube and Google+. We regularly post jobs on our Ambition LinkedIn page so please follow us to stay updated on the latest vacancies.

www.ambition.co.uk

This document is intended only as a representation of the market according to the research and

data acquired from our network and any information presented in this document is made in the

opinion of Ambition. Our company accepts no liability for the consequences of any actions taken

on the basis of the information provided.

Ambition Group UK

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London13 Southampton Place, London WC1A 2AL T: +44 (0) 20 7404 4004www.ambition.co.uk

BUILDING BETTER FUTURES.www.buildingbetterfutures.com

UK-Ambition salary survey 2015

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