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Senior Investment Manager

Salary:

£120,000 - £135,000 per annum + 100% Bonus, Benefits.

Location:

Dublin

Market

Financial Services

Job Discipline

Investment - Buyside

Quantative

Industry

Investment Banking & Capital Markets

Investment Management

Salary

£125,000 - £175,000

Qualification

Fully qualified

Contract Type:

Permanent

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Our client is a Boutique Asset Manager with operations in Dublin, London, Hong Kong and New York.

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BBBH161680

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20/11/20

Matthew Fitzpatrick

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Matthew Fitzpatrick
Matthew Fitzpatrick

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Matthew Fitzpatrick
Find out more
Investment Analyst

Salary:

€70,000 - €90,000 per annum + 100% Bonus, Benefits.

Location:

Dublin

Market

Financial Services

Professional Services

Job Discipline

M&A

Investment - Buyside

Investment - Real Estate & Debt

Industry

Investment Banking & Capital Markets

Investment Management

Private Equity

Salary

£80,000 - £100,000

Qualification

Fully qualified

Contract Type:

Permanent

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Investment Manager - Dublin - Asset Management - Boutique Asset Manager Global Footprint - Hong Kong, Dublin, London, New York. Dublin based.

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MFBBBH161681

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20/11/20

Matthew Fitzpatrick

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Matthew Fitzpatrick
Matthew Fitzpatrick

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Matthew Fitzpatrick
Find out more
Associate Director Transaction Services

Salary:

€67,771 - €81,325 per annum + Bonus, Benefits, Health, Pension etc

Location:

Dublin

Market

Financial Services

Professional Services

Job Discipline

M&A

Restructuring

Industry

FinTech

Investment Banking & Capital Markets

Professional Services

Salary

£80,000 - £100,000

Qualification

None specified

Contract Type:

Permanent

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Superb opportunity for an AD Level TAS Processional to step into a position with considerable career upside given the size of business and pipeline. DD Expedience key although sector agnostic.

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BBBH161616

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29/10/20

Matthew Fitzpatrick

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Matthew Fitzpatrick
Matthew Fitzpatrick

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Matthew Fitzpatrick
Find out more
Management Consultant

Salary:

€54,217 - €67,771 per annum + Bonus, Benefits, Health, Pension etc

Location:

Dublin

Market

Commerce & Industry

Professional Services

Job Discipline

Project & Programme Management

Business Analysis

PMO

Industry

Healthcare

Manufacturing

Pharmaceuticals & Life Sciences

Salary

£60,000 - £70,000

Qualification

None specified

Contract Type:

Permanent

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Our client, a global player within the consultancy market is keen to bolster their Management Consulting arm with an experienced Management Consultant at Manager or Associate Director Level.

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BBBH161614

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29/10/20

Matthew Fitzpatrick

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Matthew Fitzpatrick
Matthew Fitzpatrick

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Matthew Fitzpatrick
Find out more
Corporate Finance Manager - Infrastructure

Salary:

€54,217 - €67,771 per annum + Bonus, Benefits, Health, Pension etc

Location:

Dublin

Market

Financial Services

Commerce & Industry

Professional Services

Job Discipline

M&A

Industry

Professional Services

Salary

£60,000 - £70,000

Qualification

None specified

Contract Type:

Permanent

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Even as Dublin and Ireland are again under threat of rising C-19 Cases Government spending within Infrastructure is an absolute key component of this recovery.

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BBBH161613

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29/10/20

Matthew Fitzpatrick

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Matthew Fitzpatrick
Matthew Fitzpatrick

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Matthew Fitzpatrick
Find out more
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My articles

Writing a compelling CV in a competitive jobs market
Writing a compelling CV in a competitive jobs market

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General

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Career Advice

12/08/20

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Your CV is usually the first impression that a potential employer will have of you and your ability to do the job. Therefore, it is extremely important that your CV presents the strongest and most relevant information. It's essential for you to get across the key points in a concise and clear manner, as you often have less than five seconds to grab the reader’s attention.Be honestExaggerating your responsibilities or achievements is not recommended and could greatly impact your future chances of securing a role. Never falsify dates or jobs to hide periods of unemployment, as a basic check could expose any of these hidden areas. Leaving you exposed to more questions which may ruin your chance of landing the job. Be honest, open and explain any gaps. Back it up and support the claims you make regarding responsibilities and key achievements with facts and comparative data wherever possible.StructurePersonal details: name, address, mobile, email, visa status (if applicable). Qualifications: professional and formal, education. Include any Specialisations, eg. Auditor within IFRS Career highlights: short bullet point synopsis of your recent positions and achievements. Highlight anything that sells your overall strengths. Outline your work history in reverse chronological order. Where possible, include quantitative measurements of success and place an emphasis on the most relevant roles to the job you are applying for.Your work history should be detailed with experience and achievements and should include: Job titleCompany namedates employedKey experience areasOverview of responsibilities (5-10 bullet points depending on the seniority of the role - the greater the seniority, the more detail will be expected).Achievements: List any key achievements within the role, key projects you participated in, etc.Length is important, a maximum of two pages is preferable; your CV only needs to get you an interview. Use bullet points with your most recent experience at the top of the list. This will help to keep your CV concise and relevant to the role that you are applying for. Keep to the facts and don’t try to be funny. Other people’s sense of humor may be very different to your own and it can come across as rude or insulting. ReferencesWhen dealing with references, you do not need to include names of your references or ‘references upon request’ at this stage. If a recruiter asks for names, ensure you have spoken to your contacts and that they are willing and able. The more senior executive, the better.Layout Keep the language simple; avoid jargon that a recruiter or employer may not understand.Highlight achievements in bullet point style so that they are easy to read.Do not include a photo.Ensure your CV is in Word format.Use a clear typeface.Ensure there are no spelling mistakes or grammatical errors.Any roles over 10 years ago do not need much detail. Key things to rememberRegularly revisit your CV and update the content. Trying to remember what you did when you started your role five years ago may be difficult! Being relevant, highlight any key skills you have which are requested in the job description, these could appear on the front page as a summary. If it has been more than five years since you graduated, place your education at the bottom. If you have not finished your degree or do not have a formal qualification, explain this thoroughly.  We’re aware that following your ACA qualification you will be considering the next steps in your career. The newly qualified ACA job market is competitive, so differentiating yourself is essential. Download our ACA CV guide here.

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Your CV is usually the first impression that a potential employer will have of you and your ability to do the job.

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Matthew Fitzpatrick

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Matthew Fitzpatrick

Matthew Fitzpatrick

by

Matthew Fitzpatrick

Engaging employees when working remotely
Engaging employees when working remotely

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General

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General

11/06/20

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According to Buffer’s 2019 State of Remote Work report, 99% of respondents admitted wanting to work remotely in the future. While that may have seemed like a distant reality for some, in what felt like an overnight transition, the majority of the workforce went from seeing their colleagues every day to communicating entirely online. Managers too had to adapt to this ‘new’ normal and familiarise themselves with hiring and onboarding remotely. In the first few weeks companies were caught up in the flurry of activity, but as things have started to settle, many employers are beginning to question what impact remote working will have on employee engagement. Most organisations have likely brought their daily stand up meetings into the virtual space but there’s much more that can be done. The following tips will help companies engage their remote employees by creating a positive working culture that not only works during the pandemic, but also in the post-coronavirus world. Create a distinction between home and work Buffer’s State of Remote Work report also shows that 22% of remote workers struggle with switching off from work, making it the top problem these employees face. Employers must help their team maintain good mental health by creating a separation between work and leisure time. Take inspiration from others: Good-Loop has offered each employee £50 to spend on their home office, inspiring them to create a space that helps them to concentrate. Meanwhile, advertising agency Merkle has sent out printable artwork for their employees to bring some life to their virtual background. This is also helpful for managers who want to conduct a video interview for maximum impact. Recognition According to O.C Tanner’s 2020 Global Culture Report, company leaders see an 83% boost in engagement when they recognise their employees. For recognition to be effective, leaders must ensure they celebrate those big achievements whilst also showing appreciation for the small wins. A learning culture Isaac Newton achieved some of his greatest mathematical breakthroughs whilst in quarantine and the modern-day workforce also has the opportunity to unlock their stores of creativity during times of limited social interaction. Virtual classrooms and content co-creation tools like online whiteboards are just two options for boosting workplace learning during Covid-19. Here are some other methods: Initiate a ‘learning from home’ hour Having employees block out a ‘learning from home’ hour in their calendar ensures they have the time to dedicate to improving their industry knowledge. This time can be spent taking a course, reading thought-leadership articles, or learning about anything that helps them feel more engaged in their work. Internal learning sessions Hosting internal learning sessions is a great way to encourage knowledge sharing within and across teams. Employers can either schedule fortnightly meetings where teams present insights from their ‘learning from home’ time or give employees the option to share thought-provoking ideas in the Friday wrap-up session.  Involve external thought leaders Invite external industry experts to bring a fresh perspective into the business, either through a presentation or by collaborating with them on a webinar. Working alongside a thought leader can spark innovative thinking, boost motivation and help employees feel more engaged in their field of work. Use surveys and questionnaires This is a dynamic way for organisations to engage their team because it empowers the employees to generate fresh ideas, mention pain points and state what helps them feel more involved in their work. This method receives bonus points because it saves companies the time of trialling and testing engagement practices that have worked for other organisations and skip right to applying practices that are personally suggested by their team. It’s important to remember that what works for one employee or team may not for the next. Employee engagement organisation, Effectory, began surveying employees since the outbreak of coronavirus to gain insight into the new working pattern and what it means for productivity and wellbeing. The results show that 66% of the workforce are able to do their job effectively from home and though this is a majority it still leaves one in three people struggling with the new working culture. Effectory have created a free Covid-19 Workforce Pulse survey which enables organisations to gain fast feedback on their employees’ engagement levels during the pandemic. The aggregated data from the survey shows that the top-performing companies all have one thing in common – they actively involve their employees. Use values to cultivate a sense of community Involving employees in the decision-making process through questionnaires also creates a sense of community. To nurture this environment, employers should seek more ways of helping their teams feel connected, something that’s particularly important for remote workers with limited social interaction. Emphasising the company values will ensure that employees working remotely feel as though they are marching to the beat of the same drum whilst encouraging camaraderie. To ensure their team feel connected and engaged, GitLab is hosting virtual coffee mornings. Boasting the world’s largest remote workforce, GitLab understands the importance of bringing colleagues together and promoting a shared sense of purpose. From e-birthday cards to online quizzes, there’s a lot that organisations can do to create a positive and inclusive virtual office culture. Are you looking for advice that’s relevant and timely? Since our advent in 1988, Marks Sattin have gained the expertise and knowledge that enables us to source the very best talent for businesses at every level, from start-ups to global organisations. Our recruitment consultants are committed to staying on top of trends in their specialist markets meaning they're able to provide our clients with the most relevant advice. Contact us to find out how we can help you recruit the top talent in your industry or register a vacancy now.

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According to Buffer’s 2019 State of Remote Work report, 99% of respondents admitted wanting to work remotely in the future.

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Matthew Fitzpatrick

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Matthew Fitzpatrick

Matthew Fitzpatrick

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Matthew Fitzpatrick

Market Insights 2019 | Ireland
Market Insights 2019 | Ireland

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Financial Services

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Market Insight Reports

28/08/19

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Commerce & Industry The market in Dublin has been one of varied fortunes over thepast year. Brexit has led to an influx of highly qualified, quality candidates and we have also seen a number of high profile UK businesses setting up their European headquarters here. On the other side of the coin, the SME landscape has shown caution and an understandable reluctance to hire senior and board level staff, due to the ongoing uncertainty. Fund Services Ireland retains its position as a dominant European Funds domicile. By December 2018, continued growth resulted in assets of €2.42 trillion under the management of Irish funds. Irish funds are distributed across more than 80 countries, and there are over 450 fund promoters across Asia, Europe, the USA, the Middle East, Africa and South America that have established funds in Ireland. We have seen significant annual asset value growth every year since 2008, and this trend looks certain to continue. IMI & Banking 2018 was a strong year for growth across financial services organisations. Brexit substantially impacted the Irish market, with large companies planning to relocate to Dublin, creating new roles at all levels. We are increasingly seeing these organisations looking for subject matter experts due to increased statutory requirements. This led to early-stage recruitment which we expect to continue into 2019. Public Practice & Taxation 2018 was another buoyant year in the accountancy practice arena, with practices of all sizes growing and creating opportunities across the board. We have seen a marked expansion across audit, taxation, consulting, and corporate finance departments throughout the year, from the Big 4 to small and medium sized practices. The focus is now on talent quality, with companies learning from knee-jerk, rushed hiring mistakes of the past and willing to wait for the right candidate. Download the full Ireland 2019 Market Insight Report »  View salaries and commentaries in other UK regions and Ireland »

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The market in Dublin has been one of varied fortunes over thepast year. Brexit has led to an influx of highly qualified, quality candidates and we have also seen a number of high profile UK businesses setting up their European headquarters here.

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Matthew Fitzpatrick

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Matthew Fitzpatrick

Matthew Fitzpatrick

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Matthew Fitzpatrick