Thames Valley | Specialist Markets 2018 Market Insights

Alastair Paterson our consultant managing the role
View specialist markets salaries within the Thames Valley region.

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AUDIT

 Job title Salary range
 Junior | Part Qualified £22,000 - £38,000
 Senior | Qualified £36,000 - £50,000
 Assistant Manager £40,000 - £55,000
 Manager £45,000 - £62,000
 Senior Manager/Associate Director £60,000 - £80,000
 Director £75,000 - £120,000

ACCOUNTS/OUTSOURCING/TAX

 Job title Salary range
 Junior | Part Qualified £25,000 - £36,000
 Senior | Qualified £34,000 - £45,000
 Assistant Manager £40,000 - £48,000
 Manager £45,000 - £60,000
 Senior Manager/Associate Director £60,000 - £80,000
 Director £75,000 - £110,000

TRANSACTION SERVICES/CORPORATE FINANCE

 Job title Salary range
 Analyst £28,000 - £40,000
 Executive £33,000 - £48,000
 Manager £45,000 - £60,000
 Senior Manager/Associate Director £55,000 - £80,000
 Director £75,000 - £120,000

IN HOUSE TAXATION

 Job title Salary range Day rate 
 Indirect Tax Analyst/Senior Analyst £28,000 - £42,000 £150 - £220
 Tax Accountant £45,000 - £58,000 £200 - £275
 Transfer Pricing Manager  £52,000 - £70,000 £300 - £350 
 Tax Manager  £55,000 - £70,000 £300 - £350 
 Indirect Tax Manager  £58,000 - £75,000 £300 - £350 
 International Tax Accountant  £60,000 - £80,000 £300 - £350 
 Employment/Expat Tax Manager  £60,000 - £80,000 £300 - £350 
 Standalone Tax Manager  £60,000 - £80,000 £350 - £400 
 Senior Tax Reporting Manager  £70,000 - £90,000 £350 - £400 
 Group Tax Manager  £80,000 - £100,000 £400 - £600 
 Head of Indirect Tax  £80,000 - £120,000 £400 - £600 
 UK Head of Tax  £85,000 - £120,000 £400 - £600 
 International/Regional Tax Manager  £80,000 - £120,000 £400 - £600 
 Group Head of Tax & Treasury  £95,000 - £120,000 £500 - £700 
 Head of Tax | PE Backed/Private  £100,000 - £150,000 £500 - £800 
 Head of Tax | FTSE 250/100  £125,000 - £200,000 £700 - £1000 

 

21/08/18
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Roles in demand across Specialist Markets
Roles in demand across Specialist Markets

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Professional Services

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General

06/10/20

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2020 has been an unexpected year across the world, and it has been crucial to monitor and deal with all the effects of the Covid pandemic in business and in our personal lives. Amidst this crisis we have also had the uncertainty surrounding Brexit looming over us, which has left many businesses trying to deal with the immediate challenges to society and the economy at large. The effects of both have been felt, and we can see this within the jobs market.   As experts within specialist markets we have been privy to fluctuations within specific industries. Below are some of our observations across the market.Custom and duties tax specialists We have seen an increase in activity and growth across custom and duties tax specialists for large import/export FTSE businesses. Particularly businesses are looking for candidates on an interim basis to make sure effective processes and controls are implemented. This is an evolving space and once we have further clarity we expect demand to increase. In the last 6 months, we’ve seen an increase in recruitment activity from businesses in industries such as food manufacturing and FMCG that have had an increased demand for their products on the back of lockdown. In addition to this, businesses that do a significant amount of importing and exporting see customs and duty as a key area of focus with Brexit looming, and we have advised and recruited for several clients who have required specialist knowledge. This is a niche skill set that can be provided at premium rates by consultancy firms, but there is a recent trend to bring this expertise in house. The cost of doing this would be in the region of £40-50k for a perm hire and c£250 per day for a temp hire - watch this space if you're a candidate within this market.  Audit and riskAudit and risk have also experienced an increase in resource on both the temporary and permanent markets. As organisations seek to learn effectiveness lessons from the crisis they require resource to conduct and undertake Covid specific reviews. In addition, the offering of flexible working arrangements also provides a great opportunity to test network capabilities as well as controls across user access, disaster recovery, business continuity, as well as high level IT controls testing to ensure remote working does not compromise the risk appetite of the business. Start ups Over the past 6-12 months we have also undertaken a number of start up engagements, helping businesses recruit permanent heads of department to develop strategy internally. This is a trend we expect to continue as businesses look to cut spend on consultancy fees and take ownership of these disciplines, ensuring a consistent level of quality and cost efficiency.  To view more of our live roles, visit our job search page.

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Amidst this crisis we have also had the uncertainty surrounding Brexit looming over us, which has left many businesses trying to deal with the immediate challenges to society and the economy at large.

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David Clamp

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David Clamp

David Clamp

by

David Clamp

Future prospects for the professional services market
Future prospects for the professional services market

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Professional Services

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General

30/09/20

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What should we expect from our current market, and what is the future for roles in professional services? In times of crisis, the accountancy industry tends to thrive. But will the profession still be a stable career choice in the months and years to come post-Covid19? New research would suggest a resounding yes! The Association of Accounting Technicians (AAT) shows that the accountancy and finance sector is seen as the third most stable profession, behind health and pharmaceuticals and teaching, which is good news indeed. " A downturn will, at some stage, lead to an upturn in the market. The 2008 recession is testament to that. Accountants found themselves in demand to help companies restructure, identify unnecessary expenditures and navigate complex – and possibly advantageous – tax laws. With this in mind, what are the prospects of securing a new job in accountancy over the coming year?Prospects over the next 12 months“Finance is recession-proof,” says my colleague Karen Chilton who adds her insight on the recruitment landscape for an article in the AAT.“Accountancy isn’t a luxury for business: it’s important.”In the immediate future, accountants will be busy, as companies dealing with the financial havoc caused by the coronavirus, and certain sectors will profit. Karen continues: “we have seen an increase in vacancies for insolvency practitioners; something that’ll become increasingly important over the next few years.”The surge in insolvency/restructuring experts is perhaps no surprise given that the revenue streams of many firms have been decimated by coronavirus, meaning they’ll be looking to cut costs and consolidate resources.Prospects over two to five yearsWhen the financial crisis triggered by Covid-19 subsides businesses will want to future-proof themselves, if this happens again, to make sure that all staff are upskilled and able to work across multiple sectors. Also, data analysis will be key, and an accountant with this knowledge will be in demand. The skill set will be someone with good accountancy skills, with the ability to interpret data to highlight where opportunities might be within a business, or new markets they can access, or even make businesses more lean.Accountancy practice prospects going forwardThere could well be more openings within the accountancy practices due to clients needing increased help/advice when dealing with the economic chaos unleashed by Covid-19. This presents a good market for young job-seekers.Coupled with the government’s furloughing scheme complicating payroll runs for many companies, smaller practices will need to take on people to perform these tasks. A payroll assistant, and software packages that they use, may become a sought after commodity.Audit opportunities in the futureDue to changes in audit regulations, second-tier firms will find audit assignments pushed out to them, rather than the big four, so there could be opportunities within these firms. These second-tier firms will be good places for accountants to find work, because they will be getting busier, and will want to find quality candidates.Please visit our dedicated professional services page for more content, opportunities, and advice. 

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What should we expect from our current market, and what is the future for roles in professional services?

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Josh Rufus

by

Josh Rufus

Josh Rufus

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Josh Rufus

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. 

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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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Becky Hughes

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Becky Hughes

Becky Hughes

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Becky Hughes

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