November 2018 | Gi Group UK Acquires Marks Sattin

Matthew Wilcox our consultant managing the role

Gi Group UK Holdings Recruitment Ltd has acquired Marks Sattin (UK) Ltd.

Chesterfield, November 7, 2018 - Nationwide recruiter Gi Group has purchased the specialist financial recruitment firm to extend its offering into this new sector and enhance its presence in key strategic cities across the UK & Ireland.

With offices in Birmingham, Dublin, Leeds, London, Manchester and Reading and over 100 employees, Marks Sattin brings more than 30 years of specialist recruitment expertise to the Gi Group UK family. It joins TACK and INTOO UK & Ireland within the group and immediately positions Gi Group as a leading player in the financial services recruitment sector.

Gi Group UK Chief Executive, Bev White said: “With no overlap on existing business, bringing Marks Sattin into the fold is a hugely positive move which represents a natural extension of the Gi Group offering. It gives us instant traction in a key target sector and extends our national footprint into key cities we have not been present in. Marks Sattin’s presence in central London and Dublin also provides immediate access to areas of increasing commercial importance for us, while the addition of high level search and selection expertise is perfectly aligned with our national and global growth strategies.

“A thorough evaluation only served to reinforce our positive perceptions about the capabilities and reputation of the Marks Sattin business. There are also great cultural synergies between the two organisations, both in terms of our focus on delivering exceptional services to customers and candidates alike, but also given the commitment and longevity of employees. We are excited about joining forces with the new team and the opportunities this move creates for both parties.”

Marks Sattin Managing Director, Matt Wilcox said: “This is an important milestone in Marks Sattin’s journey. The backing and support of Gi Group will enable us to accelerate our growth ambitions, deliver even more value to our customers, as well as providing our employees with fantastic opportunities that go hand in hand with being part of a truly global organisation.” 

Speaking of the strategic importance of the acquisition for the group globally, Gi Group’s founder and CEO, Stefano Colli-Lanzi added: "In the context of our global development strategy, this step increases our competitiveness in professional recruitment and expands our international footprint. In the last 20 years we have become a truly global provider and the expertise of Marks Sattin allows us to widen our HR solutions portfolio further still. With this acquisition we increase our capacity to create value for the development of the labour market and to better meet the increasingly complex needs of our clients and candidates."  

Blackwood Capital acted as advisors to the seller. KPMG acted as tax and finance advisor while Baker Mackenzie acted as legal advisor to Gi Group.

ENDS

About Gi Group

Gi Group UK provides recruitment, staffing and workforce management services to local and national clients of all sizes, placing an average of 20,000 temporary and permanent staff into work nationwide each week across all market sectors. Globally, Gi Group is the first Italian multinational company dedicated to the development of the employment market. Operating in more than 50 countries, the Group is active in temporary and permanent staffing, search and selection, executive search, training, outsourcing, coaching, outplacement and HR consultancy.

About Marks Sattin
Founded in 1988, Marks Sattin offers a full multi-channel recruitment service for interim and permanent positions across the following divisions: Commerce & Industry, Financial Services, Specialist Markets, Executive Search, Business Change and Technology.

For further information please contact:

Rachel Watts, Marketing & Communications, Gi Group 
T: 07342 034 813
E: Rachel.watts@gigroup.com

08/11/18
posts

Related articles

How part qualified accountants will add value to your business
How part qualified accountants will add value to your business

Teaser

Financial Services

Content Type

General

07/01/21

Summary

Having spent two years at a Big Four firm and three years working in the part qualified market for Marks Sattin, I have a vast amount of market knowledge and have worked with a variety of clients within financial services. The part qualified market forms a big part of our business, however some of our clients have never recruited a PQ candidate before or are unsure of what this candidate pool looks like. So, we thought we would answer some typical questions/opinions regarding PQ recruitment below. ‘We are a small team and cannot afford to lose a member of our team to study for weeks at college’This is a common misconception from clients who have no experience in study support for junior accountants. If you are a practice-trained ACA your personal experience will be very different to accountants who have qualified in industry. It’s important to note that typically candidates don’t get sent to college for vast amounts of time, and there is always the opportunity to offer candidates online courses or evening/weekend courses taken outside of core working hours. A typical study support package towards ACCA/CIMA would look like this:-           Exam and membership fees -           Study materials-           An additional one or two day’s leave for revision plus the exam day, per exam ‘We don’t want to invest in someone and then they leave our company’ Investment in candidates is always rewarded with harder work and longevity which are key attributes clients look for when hiring!  The ultimate goal for aspiring accountants is to become qualified and have steady career progression, and without investment by their current business, they may be more likely to seek investment from a competitor who will provide study support. " When offering a study support package most clients can protect themselves with a clawback clause, meaning if an employee leaves during their studies or a short period after qualifying, they will have to pay back a percentage of  the fees incurred by the employer. ‘Why would good candidates be on the market for a new role before they’ve qualified?’ This ties in well with the above point, whilst study support is very important to candidates, equally to that is career progression and continued professional development. I am sure if you are reading this then you will be able to relate, especially when thinking about your own decisions and choices that you have made to get to where you are today!  Coming from a big 4 background myself, I know how uncommon it is to leave an ACA training programme before you are qualified - you could even say it is frowned upon. There is a completely different culture to accountants who train and ones who qualify in industry. Just because they are on the market as a part qualified accountant does not mean they are underperformers. In fact it just means they actually are committed to bettering themselves! ‘We are looking for a smart and ambitious graduate but we don’t provide study support’ In short you’re saying you want the best of the best without giving them anything in return. Smart and high achieving graduates will be sought after by many businesses. From my experience, these types of candidates can usually end up with more than one job offer on the table. For example one of my candidates recently graduated from a top university (University College London), and within a week had three offers on the table! In this scenario, more often than not, money is not a key motivator. By contrast these candidates will favour career progression opportunities, study support as well as the culture of the business. You need to make yourself competitive to win over ambitious candidates, unfortunately a good salary isn't enough. ‘We would prefer a newly qualified accountant’ Depending on the type of role a good question to ask is: Why do they need to be qualified to do this role? Part qualified candidates ultimately show value for money. A part qualified accountant with 2-3 years experience, will know how to do the job itself. For example, processing invoices, journal entries, bank recs, preparing management/financial accounts. Their salary expectations range from £33k to £44k. You can then compare this to a newly qualified accountant coming from an audit background that may never have performed a hands-on accounting role, only external audit. Their salary expectations are usually around £55k if they’re big 4 or around £50k outside the Big 4. Alongside the savings you could make, PQ accountants tend to be more willing to take on some of the transactional tasks which qualified accountants want to move away from, recently qualified ACA candidates typically do not like financial reporting roles, instead they’re looking for more ‘commercial’ roles. This is proving to be  a massive challenge in recruitment. You can achieve greater longevity from a part qualified accountant as they work towards becoming qualified, especially with the help of clawback clause. ‘We prefer to hire directly for junior roles’ With everyone looking to cut costs now more than ever, it also means there are an abundance of candidates and more people applying for jobs. One of my adverts received over 2,000 applications! This may seem like the ideal situation with plenty of options to choose from but the reality is that the majority of applications are candidates who are not suitable for the role. A lot of job seekers have the ‘throw everything against the wall and see what sticks’ kind of approach. And the reality of finding the right CV becomes ever more daunting. By using a recruiter who specialises in this industry, and who spends their days building relationships with these candidates, you can cut this down to receiving a few top quality profiles tailored to your business. Not only will this save you time, but you will also receive an extra level to the interview process. Speeding up the entire hiring process (especially if you are looking to replace a team member who is leaving, this notice period window can be crucial). As everyone in business likes to say; time equals money! Long hiring processes can mean losing candidates to other offers, or losing their interest if you make them wait too long - it doesn't reflect well on the business. At that point you may find yourself starting the whole search process again, not ideal or cost effective. If you would like to discuss a part qualified role, or if you're looking to expand your team please get in touch with me here.

Teaser

The part qualified market is huge and forms a big part of our business, however some of our clients have never recruited a PQ candidate before or are unsure of what this candidate pool looks like.

Read full article
Rebekah Froom

by

Rebekah Froom

Rebekah Froom

by

Rebekah Froom

Will IR35 affect your business?
Will IR35 affect your business?

Teaser

General

Content Type

General

20/09/20

Summary

Employees in the United Kingdom can be categorised as full-time, part-time, casual, freelance and contract workers, with the self-employed bracket now making up 15% of the entire working population. The number of self-employed workers jumped from 3.3 million in 2001 to 4.8 million in 2017, with a corresponding fall in the unemployment rate showing the overall boost in jobs growth from the rise in self-employment. However, the attractive market for freelancers and contractors has been hit with some uncertainty in recent times, thanks largely to the 2018 Autumn Budget’s announcement of IR35 tax reforms. Here’s what the new IR35 rules could mean for you and your business: What is IR35? IR35 is a piece of legislation originally introduced to the UK in 1999. Its purpose is to differentiate between those workers who operate as genuine contractors and those who work as ‘disguised’ employees to avoid paying tax. It came about to challenge contractors who were taking advantage of the tax efficiencies of working through a limited company, with the aim of defending both the Exchequer from lost taxes and protecting workers’ rights from unscrupulous employees. However, the IR35 has proven to be ambiguous for many, with some contractors taking advantage of loopholes and a lack of clarity. Hence, the new IR35 rules aim to tighten up the contractor market and ensure tax avoidance loopholes are closed. How does IR35 work? There are three principles that can help to determine employment status and whether a contractor falls inside or outside IR35: Control (the degree of control the client has over the work a contractor does and how and when they do it) Substitution (whether the worker needs to do the work themselves or if they could send a substitute in their place) Mutuality of obligation (whether the employer is obliged to offer work and the contractor is obliged to accept it). Additionally, the contract type, provision of equipment and whether a worker is “part and parcel” of a business can all help to determine whether someone falls inside or outside IR35. The change in IR35 rules shifts the responsibility to determine tax status away from the contractor and onto the business that takes them on. Until now, contractors have been able to self-determine their status, however as of April 2020, when the new rules come into effect for the private sector, companies will risk being fined if they don’t make the correct assessment.  How will IR35 impact contract workers? It’s anticipated that many contract workers who have been enjoying the tax benefits of working outside IR35 will fall under the legislation when employers are tasked with determining their status. This will see more contractors having tax and National Insurance contributions deducted from their pay. However, if you operate as a legitimate small business and are determined to work outside of IR35, you will not be affected by the rule changes. How will IR35 impact employers? The major change for businesses is that they will now be responsible for determining the IR35 status of any contractor working for the company. The new rules will only apply to medium and large sized businesses, so contractors who work for small businesses can continue to set their own IR35 statuses. Those businesses that the IR35 rule changes do apply to will face paying back taxes and fines should they be found to be noncompliant. What should I do to prepare for IR35? Contractors may wish to speak to an accountant or personal finance expert to determine whether IR35 will impact them and if a move to permanent work may prove to be more beneficial after the rules come into effect. For many, contracting will remain appealing regardless of increased tax responsibilities, however it’s important to factor in any change in income that IR35 may bring about. Businesses are being warned not to make blanket assessments that cover all their contractors, as this can leave workers without a fair assessment and risk them paying unnecessary taxes without equivalent employment rights. Instead, businesses should consider IR35 status on a case-by-case basis or they may risk losing out on top talent. The HMRC has released a consultation document for businesses to prepare for the IR35 changes, recommending identifying and reviewing current contract workforce status and putting processes in place for taking on new workers. At Marks Sattin, we pride ourselves on keeping abreast of all industry legislation, updates and changes that affect our candidates and clients. Speak with us about how we can help you. References: https://www.bbc.co.uk/news/business-44887623 https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/trendsinselfemploymentintheuk/2018-02-07 https://www.contractorcalculator.co.uk/what_is_ir35.aspx https://www.axa.co.uk/business-insurance/business-guardian-angel/how-ir35-changes-will-affect-freelancers-and-self-employed-contractors/ https://www.telegraph.co.uk/business/ir35-rules/new-contractor-tax/ https://www.telegraph.co.uk/business/ir35-rules/how-will-new-rules-impact-business/ HMRC consultation document

Teaser

Employees in the United Kingdom can be categorised as full-time, part-time, casual, freelance and contract workers

Read full article
Pres Pillai

by

Pres Pillai

Pres Pillai

by

Pres Pillai

Engaging employees when working remotely
Engaging employees when working remotely

Teaser

General

Content Type

General

11/06/20

Summary

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.

Teaser

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

Read full article
Matthew Fitzpatrick

by

Matthew Fitzpatrick

Matthew Fitzpatrick

by

Matthew Fitzpatrick

jobs

Related jobs

Group Reporting Manager

Salary:

£350 - £370 per day

Location:

City of London, London

Market

Commerce & Industry

Job Discipline

Qualified Finance

Industry

Real Estate

Qualification

Fully qualified

Salary

£350 - £450

Contract Type:

Contract

Description

Group Reporting Manager / Group Reporting Accountant - Immediate Start - Hospitality - 3-6 Month Role

Reference

KMACA

Expiry Date

12/05/21

Find out more
French Payroll Specialist

Salary:

£25,000 - £32,000 per annum

Location:

Maidenhead, Berkshire

Market

Commerce & Industry

Job Discipline

Part Qualified & Transactional Finance

Industry

Technology

Salary

£30,000 - £35,000

Qualification

None specified

Contract Type:

Permanent

Description

Marks Sattin is currently recruiting for a French Payroll Specialist for a growing software business based in Buckinghamshire.

Reference

164568

Expiry Date

31/05/21

Dimitri Bishop Find out more
Group Tax Manager

Salary:

£60,000 - £70,000 per annum

Location:

West Yorkshire

Market

Commerce & Industry

Job Discipline

Tax

Industry

Consumer & Retail

Salary

£70,000 - £80,000

Qualification

Fully qualified

Contract Type:

Permanent

Description

Reference

BBBH164226

Expiry Date

02/06/21

Andy Craven

Author

Andy Craven
Andy Craven

Author

Andy Craven
Find out more
Management Accountant

Salary:

£40,000 - £45,000 per annum + Benefits

Location:

Leeds, West Yorkshire

Market

Commerce & Industry

Job Discipline

Qualified Finance

Industry

Consumer & Retail

Salary

£40,000 - £50,000

Qualification

Fully qualified

Contract Type:

Contract

Description

This is a rare opportunity to join this fantastic business who are looking to bring on board a Management Accountant in to their vibrant team.

Reference

BBBH164422

Expiry Date

28/05/21

Stephanie Teale Find out more
IT Audit Specialist

Salary:

£55,000 - £65,000 per annum

Location:

Leeds, West Yorkshire

Market

Commerce & Industry

Job Discipline

IT Audit

Salary

£60,000 - £70,000

Qualification

Fully qualified

Contract Type:

Permanent

Industry

Business Services

Description

Marks Sattin is working with a client based in Leeds who has undergone an exceptional cultural transformation, recruiting for an IT Audit Specialist.

Reference

BBBH164298

Expiry Date

12/05/21

David Clamp

Author

David Clamp
David Clamp

Author

David Clamp
Find out more
Credit Controller 9 Month FTC

Salary:

£22,000 - £24,000 per annum

Location:

Malton, North Yorkshire

Market

Commerce & Industry

Job Discipline

Part Qualified & Transactional Finance

Industry

Manufacturing

Salary

£0 - £25,000

Qualification

None specified

Contract Type:

Permanent

Description

Marks Sattin are working with a leading business in Malton who are on the lookout for a Credit Controller to join them on a 9 month FTC

Reference

BBBH164505

Expiry Date

19/05/21

Elizabeth  Howe Find out more
Accounts Payable Supervisor

Salary:

£27,000 - £32,000 per annum

Location:

Leeds, West Yorkshire

Market

Commerce & Industry

Job Discipline

Part Qualified & Transactional Finance

Industry

Manufacturing

Salary

£30,000 - £35,000

Qualification

None specified

Contract Type:

Contract

Description

Marks Sattin are working with an industry leading Manufacturing business who are on the lookout for an Accounts Payable Supervisor.

Reference

BBBH164521

Expiry Date

19/05/21

Elizabeth  Howe Find out more
German Speaking Credit Controller

Salary:

£25,000 - £30,000 per annum

Location:

Manchester, Greater Manchester

Market

Commerce & Industry

Job Discipline

Part Qualified & Transactional Finance

Industry

Healthcare

Salary

£30,000 - £35,000

Qualification

None specified

Contract Type:

Permanent

Description

BILINGUAL GERMAN/ENGLISH CREDIT CONTROLLER

Reference

ASS164588

Expiry Date

11/05/21

Annabelle Surch Find out more
Financial Controller

Salary:

£65,000 - £75,000 per annum

Location:

City of London, London

Market

Commerce & Industry

Job Discipline

Qualified Finance

Industry

Professional Services

Salary

£70,000 - £80,000

Qualification

Fully qualified

Contract Type:

Permanent

Description

We are currently working with a London based design consultancy who are seeking a Financial Controller to join their growing team.

Reference

BBBH162875

Expiry Date

12/05/21

Pres Pillai

Author

Pres Pillai
Pres Pillai

Author

Pres Pillai
Find out more
Buyer

Salary:

£30,000 - £35,000 per annum

Location:

Stockport, Greater Manchester

Market

Commerce & Industry

Job Discipline

Project & Programme Management

Industry

Consumer & Retail

Salary

£35,000 - £40,000

Qualification

None specified

Contract Type:

Permanent

Description

BUYER - RETAIL

Reference

ASW10354

Expiry Date

12/05/21

Annabelle Surch Find out more
View all jobs