Finance & Accounting

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Our well-established finance and accounting team have deep rooted relationships with their community. We work with qualified, part qualified and newly qualified accountants across a variety of disciplines, connecting them with businesses across all core industries. Our clients range from startups, through to some of the most established FTSE 100 businesses.

We are experts in what we do and each consultant demonstrates a clear knowledge and understanding of even the most technical accounting roles, always ensuring that we fully understand the needs of both our candidates and clients. 

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Regulatory Reporting Analyst - Work from Home

Salary:

£40,000 - £45,000 per annum

Location:

Essex

Market

Financial Services

Job Discipline

Finance and Accounting

Industry

Investment Banking & Capital Markets

Salary

£40,000 - £50,000

Qualification

None specified

Contract Type:

Permanent

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A global lending institution looking to recruit a Regulatory Reporting Analyst with 4 days working from home.

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SCH161415_1600706882

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

05/10/20

Sanjay Chandwani

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Sanjay Chandwani
Sanjay Chandwani

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Financial Analyst

Salary:

Up to £300 per day

Location:

London

Market

Commerce & Industry

Job Discipline

Finance and Accounting

Industry

Pharmaceuticals & Life Sciences

Qualification

Fully qualified

Salary

£250 - £350

Contract Type:

Contract

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Fantastic opportunity to join a high-growth, US-listed Biotech Manufacturing Company as a Financial Analyst (Qualified) - 6 month contract initially

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MFA11345_1600102843

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

28/09/20

Nicholas Zoller

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Nicholas Zoller
Nicholas Zoller

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Nicholas Zoller
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Finance Analyst

Salary:

£250 - £270 per day

Location:

Manchester, Greater Manchester

Market

Commerce & Industry

Job Discipline

Finance and Accounting

Industry

Media & Communications

Qualification

Fully qualified

Salary

£250 - £350

Contract Type:

Contract

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Finance/Business Analyst - 6 Month Contract - Remote working - ACA - Media experience

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KMMAN2_1600162898

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

22/09/20

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Payments and Project Accountant

Salary:

£30,000 - £38,000 per annum

Location:

Leeds, West Yorkshire

Market

Financial Services

Job Discipline

Part Qualified & Transactional Finance

Industry

Insurance

Salary

£35,000 - £40,000

Qualification

Part qualified

Contract Type:

Permanent

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Really excited to be working with a financial services business who require a payments and project accountant to join their team.

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161231_1600184809

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

22/09/20

Laura Gunby

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Laura Gunby
Laura Gunby

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Laura Gunby
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Junior Financial Controller

Salary:

£275 - £325 per day

Location:

Westminster, London

Market

Financial Services

Job Discipline

Newly Qualified Finance

Industry

Investment Banking & Capital Markets

Qualification

Fully qualified

Salary

£250 - £350

Contract Type:

Contract

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Promising London based Fin-Tech start up is looking for a Junior Financial Controller to join their team ASAP

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MEG16902613_1600162451

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

22/09/20

Mellani Georgiou

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Mellani Georgiou
Mellani Georgiou

** DEFAULT listwidget.vacancypartial.author - en-GB **

Mellani Georgiou
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Purchase Ledger Clerk

Salary:

Up to £22,500 per annum

Location:

Leeds, West Yorkshire

Market

Commerce & Industry

Job Discipline

Finance and Accounting

Industry

Transport & Logistics

Salary

£0 - £25,000

Qualification

None specified

Contract Type:

Permanent

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Marks Sattin are thrilled to be working with a leading logistics solution company based in North Leeds who are on the lookout for Purchase Ledger Clerk to join their busy finance team.

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BBBH161308_1600251200

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07/10/20

Elizabeth  Howe

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Elizabeth Howe
Elizabeth  Howe

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Elizabeth Howe
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Bookkeeping Team Leader

Salary:

£22,000 - £25,000 per annum

Location:

Liverpool, Merseyside

Market

Professional Services

Job Discipline

Finance and Accounting

Industry

Professional Services

Salary

£25,000 - £30,000

Qualification

None specified

Contract Type:

Permanent

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BOOKKEEPING TEAM LEADER

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ASS1611213_1600700195

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

28/09/20

Annabelle Surch

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Annabelle Surch
Annabelle Surch

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Annabelle Surch
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Finance Business Partner

Salary:

€52,409 - €56,024 per annum

Location:

Dún Laoghaire, Dublin

Market

Professional Services

Job Discipline

Finance and Accounting

Industry

Consumer & Retail

Salary

£50,000 - £60,000

Qualification

Finalist / Newly qualified

Fully qualified

Contract Type:

Permanent

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My Client is seeking to recruit a Finance Business Partner as part of their Telecommunications Team. This position reports directly to the Head of Finance for Telecommunications.

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FBPRMC09_1600873890

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

21/10/20

Rebecca McCarthy

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Rebecca McCarthy
Rebecca McCarthy

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Rebecca McCarthy
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PTP Specialist

Salary:

€34,337 - €36,144 per annum

Location:

Cork City, Cork

Market

Commerce & Industry

Job Discipline

Finance and Accounting

Industry

Pharmaceuticals & Life Sciences

Salary

£35,000 - £40,000

Qualification

Part qualified

Contract Type:

Contract

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Our client is a large Biopharma company based in Cork, Ireland - currently seeking an experienced PTP Accountant to join the organisation on 15 month contract.

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BBBH161128_1600159773

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

13/10/20

Sarah Fallon

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Sarah Fallon
Sarah Fallon

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Sarah Fallon
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Finance Graduate Rotational Programme- Immediate Start

Salary:

Up to £22,000 per annum

Location:

Leeds, West Yorkshire

Market

Commerce & Industry

Job Discipline

Part Qualified & Transactional Finance

Industry

Consumer & Retail

Salary

£0 - £25,000

Qualification

None specified

Contract Type:

Permanent

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Amazing graduate opportunity

** DEFAULT listwidget.vacancypartial.reference - en-GB **

161302_1600252395

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

23/09/20

Laura Gunby

** DEFAULT listwidget.vacancypartial.author - en-GB **

Laura Gunby
Laura Gunby

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Laura Gunby
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Accounts Manager

Salary:

£50,000 - £55,000 per annum

Location:

Reading, Berkshire

Market

Professional Services

Job Discipline

Finance and Accounting

Industry

Professional Services

Salary

£50,000 - £60,000

Qualification

Fully qualified

Contract Type:

Permanent

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Award winning business services firm based in Reading have a rare opportunity.

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KAH178231_1598278771

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

21/09/20

Karen Chilton

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Karen Chilton
Karen Chilton

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Karen Chilton
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Assistant Accountant FTC 12 months

Salary:

£23,000 - £26,000 per annum

Location:

Harrogate, North Yorkshire

Market

Commerce & Industry

Job Discipline

Part Qualified & Transactional Finance

Industry

Consumer & Retail

Salary

£25,000 - £30,000

Qualification

Part qualified

Contract Type:

Permanent

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Really excited to be recruiting for a manufacturing client in Harrogate. They require an assistant accountant to join their team for a minimum of 12 months.

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160709_1600101121

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

21/09/20

Laura Gunby

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Laura Gunby
Laura Gunby

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Laura Gunby
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Audit & Accounts Senior

Salary:

Negotiable

Location:

City of London, London

Market

Professional Services

Job Discipline

External Audit

Industry

Professional Services

Salary

£40,000 - £50,000

Qualification

Fully qualified

Contract Type:

Permanent

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An excellent opportunity has arisen for Audit & Accounts senior Top 20 firm based in the City

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BBBH17282_1600685922

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

19/10/20

Josh Rufus

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Josh Rufus
Josh Rufus

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Josh Rufus
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Audit Senior

Salary:

Negotiable

Location:

Manchester, Greater Manchester

Market

Professional Services

Job Discipline

External Audit

Industry

Professional Services

Salary

£40,000 - £50,000

Qualification

Fully qualified

Contract Type:

Permanent

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Audit Senior - Manchester City Centre

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BBBH161443_1600786684

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

20/10/20

Michael Smart

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Michael Smart
Michael Smart

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Michael Smart
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Assistant Management Accountant

Salary:

£25,000 - £30,000 per annum + + study support

Location:

Leeds, West Yorkshire

Market

Commerce & Industry

Job Discipline

Part Qualified & Transactional Finance

Industry

Consumer & Retail

Salary

£30,000 - £35,000

Qualification

Part qualified

Contract Type:

Permanent

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Assistant Management Accountant role in Leeds- reporting directly to the head of finance.

** DEFAULT listwidget.vacancypartial.reference - en-GB **

16909_1600852795

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

30/09/20

Laura Gunby

** DEFAULT listwidget.vacancypartial.author - en-GB **

Laura Gunby
Laura Gunby

** DEFAULT listwidget.vacancypartial.author - en-GB **

Laura Gunby
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Management Accountant

Salary:

Negotiable

Location:

Scunthorpe, Lincolnshire

Market

Commerce & Industry

Job Discipline

Finance and Accounting

Industry

Manufacturing

Salary

£50,000 - £60,000

Qualification

Fully qualified

Contract Type:

Permanent

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Marks Sattin have an Exciting opportunity to join a leading manufacturing business.

** DEFAULT listwidget.vacancypartial.reference - en-GB **

DCMASC_1600166682

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

29/09/20

Dale Cawley

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Dale Cawley
Dale Cawley

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Dale Cawley
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Financial Controller

Salary:

£65,000 - £80,000 per annum

Location:

Devon

Market

Commerce & Industry

Job Discipline

Finance and Accounting

Industry

Manufacturing

Salary

£80,000 - £100,000

Qualification

Fully qualified

Contract Type:

Permanent

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A leading manufacturing company based in Devon is currently seeking an assured Financial Controller to join the business.

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BBBH161238_1600080163

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

21/09/20

Mark Higgs

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Mark Higgs
Mark Higgs

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Mark Higgs
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Client Manager

Salary:

£42,000 - £45,000 per annum

Location:

Birmingham, West Midlands

Market

Professional Services

Job Discipline

Newly Qualified Finance

Industry

Professional Services

Salary

£40,000 - £50,000

Qualification

Finalist / Newly qualified

Fully qualified

Part qualified

Contract Type:

Permanent

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A leading accountancy firm in the Midlands are undergoing an expansion and are looking to hire a Client Manager to complement their legal accounts team.

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BBBH161462_1600945133

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

22/10/20

Imran Miah

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Imran Miah
Imran Miah

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Imran Miah
Find out more
FP&A Manager

Salary:

Negotiable

Location:

Goole, East Riding of Yorkshire

Market

Commerce & Industry

Job Discipline

Finance and Accounting

Industry

Manufacturing

Salary

£60,000 - £70,000

Qualification

Fully qualified

Contract Type:

Permanent

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You will be responsible for managing the delivery of the Group's financial reporting and analysis

** DEFAULT listwidget.vacancypartial.reference - en-GB **

DCFPAGO_1600163455

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

29/09/20

Dale Cawley

** DEFAULT listwidget.vacancypartial.author - en-GB **

Dale Cawley
Dale Cawley

** DEFAULT listwidget.vacancypartial.author - en-GB **

Dale Cawley
Find out more
Audit Manager

Salary:

£40,000 - £50,000 per annum

Location:

Manchester, Greater Manchester

Market

Professional Services

Job Discipline

External Audit

Industry

Professional Services

Salary

£50,000 - £60,000

Qualification

Fully qualified

Contract Type:

Permanent

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Audit Manager - Manchester City Centre

** DEFAULT listwidget.vacancypartial.reference - en-GB **

BBBH161444_1600789303

** DEFAULT listwidget.vacancypartial.expirydate - en-GB **

20/10/20

Michael Smart

** DEFAULT listwidget.vacancypartial.author - en-GB **

Michael Smart
Michael Smart

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Michael Smart
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Survey results: Business response to Covid-19
Survey results: Business response to Covid-19

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General

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‘The only constant is change’ has never rang more true and there is no facet of business that has not been changed dramatically by this year’s global events. It is not about adjusting to any ‘new normal’, it’s about making sure you can adapt adequately to this new, more rapid pace of change'. During May 2020, we produced a survey for our contacts to understand how their business was reacting to the pandemic and to gauge overall market sentiment. We received over 130 responses to key questions relating to their thoughts, reactions and predictions regarding the unprecedented level of change we are experiencing. Although market conditions are changing daily, the ease of lock down has brought a wave of positivity as we look to rebuild on the disruption of the past few months. With this in mind, the below report outlines some of the findings from our research, and our predictions for the future. Covid-19 survey

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The only constant is change’ has never rang more true and there is no facet of business that has not been changed dramatically by this year’s global events. It is not about adjusting to any ‘new normal’

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The business case for a robust diversity and inclusion strategy in your organisation
The business case for a robust diversity and inclusion strategy in your organisation

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HR

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General

05/08/20

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The past few months – and indeed, years – have demonstrated just how important diversity and inclusion are in modern society. Through the #MeToo and Black Lives Matter movements, a light has been shone on the inequality and injustice that persists, not just in our day to day lives, but also in the workplace. We can no longer ignore how important diversity and inclusion are to businesses, nor can we expect things to get better without actively working to improve conditions and outcomes for everyone. And while promoting diversity and inclusion is absolutely the right thing to do for employees, there are also business benefits to doing so.  What is diversity and inclusion? Diversity and inclusion aren’t just a priority for HR departments – it should be a key business strategy for all organisations. Workplace diversity can be defined as the understanding, acceptance and promotion of differences between people. This includes those of different genders, races, ages, sexual orientations, disabilities and religions, as well as people who have different educational, socioeconomic and experiential backgrounds. Meanwhile, inclusion is about creating a supportive and respectful work environment that values collaboration and participation of all employees, helping everyone to feel included. Together, diversity and inclusion make companies more welcoming, accessible and harmonious for everyone, not to mention more profitable and competitive. Why is diversity and inclusion important? First and foremost, diversity and inclusion are essential to make workplaces better for everyone. Purely from a compassionate perspective, it’s the right thing for employers to create environments where people feel comfortable to be themselves and can succeed without limitation. Commercially, diversity and inclusion have a significant number of benefits. Firstly, a strong focus on D&I can significantly widen the candidate talent pool , giving you access to more candidates who may be excluded by non-diverse hiring strategies. With 70% of job seekers looking for a company’s commitment to diversity when applying for new roles, it’s clear that you may be missing out on top talent if you neglect to address D&I in your organisation.  On top of that, diverse organisations have better business results, higher employee satisfaction and are more innovative, according to Business in the Community . McKinsey research shows that executive teams in the top quartile for gender diversity were 25% more likely to have above-average profitability than those companies who perform poorly in terms of executive-level gender diversity. This figure jumps to 36% when analysing teams with ethnic diversity. Diverse teams have also been proven to be more innovative, solve problems faster and have more engaged employees.  Small steps to move the dial on D&I in your organisation The current emphasis on working from home presents a key opportunity for employers to rethink their D&I hiring strategies, with current conditions potentially opening up more flexible, part-time opportunities for those who may not have otherwise been able to commit to a 9-5 office job. To welcome more working parents and caregivers, disabled people and those with neurodiversity requirements, consider whether vacancies could be flexible, remote working or on part-time hours. Now is the perfect time to rethink your workspace and how it can be made more accessible to more people.  A dedicated diversity and inclusion policy, taskforce or officer can help to highlight its importance within your business. You could perform a D&I audit, examining the levels of diversity that exist within the company and specifically at the executive level, and set goals to achieve a more balanced, inclusive environment within a certain time period. Have open conversations with your team members about D&I and ask them what would make them – and new team members – feel more welcomed. It’s also important to acknowledge the diversity that already exists in your company, such as by celebrating different cultural and religious events, greeting bilingual employees in their mother tongue or inviting families into work.  Finally, while diversity and inclusion should be championed at the very highest levels of your business, it’s crucial that every single team member feels safe to contribute to these discussions and voice their opinions and stories. Prepare to tackle some difficult topics and be questioned. While subjects like the gender pay gap, lack of executive-level diversity and opportunities for progression can feel difficult to address, they are important conversations that need to be had in the process of making real change.  Marks Sattin can help to diversify your talent pool. By partnering with a specialist recruitment agency which has a strong focus on diversity and inclusion , you’ll benefit from having access to more candidates and guidance on how to actively recruit from diverse talent pools. At Marks Sattin, we can help you identify, attract and retain exceptional people across financial services, technology, change management and more.  Contact us here to have a chat about how we can work together.  Content composed with the free online HTML editor toolkit. Please subscribe for a membership to stop adding links to the edited documents.

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The past few months – and indeed, years – have demonstrated just how important diversity and inclusion are in modern society.

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Dear CEO: A letter from the PRA (Prudential Regulation Authority)
Dear CEO: A letter from the PRA (Prudential Regulation Authority)

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Financial Services

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General

27/02/20

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Not something someone wants to see coming from the PRA (Prudential Regulation Authority), however, this is the letter that went out to the CEOs of banking institutions in the UK recently. In essence, whilst it wasn’t targeting specific banks, it was more of a general piece to inform banks that the PRA are investing pretty heavily on technology, meaning that they plan to make it easier to look at data at a more granular level. In the future this could mean that they rely less on submissions and more on their own teams to analyse and interpret the true status of the banks’ liquidity and capital positions. Some organisations took this with a pinch of salt, while others have used it as a catalyst to recruit – and we’ve definitely seen an increase in recruitment within regulatory reporting. Organisations are pulling the trigger to recruit as a way to safeguard themselves against potential PRA action, particularly if the business is understaffed, or could do with an extra experienced head to ensure there are adequate controls and processes in place. Let’s take a look back to 2019? The last couple of years saw the market tighten, in particular to lower remuneration packages being offered to candidates compared to 2015 and 2016. Since the introduction of CoRep, the only other change was PRA110, but rather than paying over-the-odds salaries for specialists, the implementation was largely done taken in house. At the start of the year we saw an over-supply of contractors in the market, the majority working in narrow roles, for example only on RWA. With organisations looking for accountants that could complete the full suite of returns, contractors subsequently found themselves out of the market for a while, being asked to lower their rates, and clients not proceeding and wanting to hold out. Those in permanent roles were in a better position, however in some cases there wasn’t enough of a salary increase to warrant a move, creating a situation where roles were being advertised for a long time, and clients were then forced to compromise on what they sought from the beginning.  What should your recruitment strategy be for 2020? In the summer of 2018 we predicted that regulatory accountants with skills like VBA and SQL (and now Python) would become even more valuable in future for both organisations and talent. Even though the RegTech market is dominated by the likes of Vermeg (formerly Lombard Risk), Axiom, Wolters Kluwer and K-Helix, a lot of organisations we work with are still heavily reliant on Excel and producing these returns manually. We feel our predictions are coming true, with regulatory accountants who have excellent working knowledge of SQL/VBA/Python will soon find themselves in a stronger position (irrespective of their qualifications), as they are able to automate and streamline the whole process for producing and submitting regulatory returns. Where the PRA will apply pressure on banks to reduce their reliance on Excel, bringing in these candidates can better bridge the gap between the RegTech products and their in-house systems.  They can potentially safeguard the Bank from being a served S.166. We also cannot ignore the value of recruiting newly qualified ACAs from the Top 6 firms, as they understand the importance of controls and processes, and we know that’s what the PRA will also look at. Candidates with the full breadth of experience producing and submitting the full suite of CoRep returns are already in short supply, so the question is, do you continue to hang around for that perfect candidate to do a BAU role or do you accept that the landscape is changing and you’ll need to start future-proofing yourselves from potential PRA action? For more about our current roles, visit our jobs page.

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Not something someone wants to see coming from the PRA (Prudential Regulation Authority), however,

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Sanjay Chandwani

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Sanjay Chandwani

Sanjay Chandwani

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Sanjay Chandwani