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Mergers & Acquisitions

Our M&A team focus purely within the mid-market space, working in agnostic sectors on a variety of opportunities which comprise M&A advisory, consulting, transaction services and valuations. We also provide ad-hoc recruitment services to the secondaries advisory market and restructuring spaces. Our aim is to provide solid long term solutions to the ever changing advisory recruitment landscape both in the UK and internationally, through active and consistent market research.

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Related jobs

M&A Associate | Financial Services

Salary:

Negotiable

Location:

City of London, London

Market

Financial Services

Job Discipline

M&A

Industry

Investment Banking & Capital Markets

Salary

£80,000 - £100,000

Qualification

None specified

Contract Type:

Permanent

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Marks Sattin are proud to be working with a well-established mid-market Financial Services M&A Advisory Firm seeking an experienced Associate.

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162696

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01/02/21

Nicholas Hesketh

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Nicholas Hesketh
Nicholas Hesketh

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Nicholas Hesketh
Find out more
Corporate Finance Senior Analyst

Salary:

€45,000 - €60,000 per annum + Benefits, Bonus

Location:

Dublin

Market

Financial Services

Professional Services

Job Discipline

M&A

Industry

Professional Services

Salary

£50,000 - £60,000

Qualification

Fully qualified

Part qualified

Contract Type:

Permanent

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Corporate Finance Senior Analyst - Infrastructure & Government

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MFCA3211

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28/01/21

Matthew Fitzpatrick

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Matthew Fitzpatrick
Matthew Fitzpatrick

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Matthew Fitzpatrick
Find out more
Vice President - Financial Services Mid Market M&A

Salary:

Negotiable

Location:

City of London, London

Market

Financial Services

Job Discipline

M&A

Industry

Investment Banking & Capital Markets

Salary

£100,000 - £125,000

Qualification

None specified

Contract Type:

Permanent

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Marks Sattin are working with a well-established mid-market Financial Services M&A Advisory Firm situated in London who are looking to add an experienced VP to their team.

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162697

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

01/02/21

Nicholas Hesketh

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Nicholas Hesketh
Nicholas Hesketh

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Nicholas Hesketh
Find out more
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Related articles

How technology has inspired the new wave of M&A deals
How technology has inspired the new wave of M&A deals

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Financial Services

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General

10/11/20

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While mergers and acquisitions were once a strategy for companies to extend their global footprint, or grow their workforce, technology has shifted the focus. Firms are now motivated to acquire technology companies and assert their dominance in the digital sphere. Businesses might currently be facing a great deal of economic uncertainty, but there are still plenty of deals on the table, and in the first two months of H2 2020, global M&A megadeals totalled $256 billion. No matter whether the intentions of a business scale-up are to drive innovation, or to ensure competitive advantage, technology will continue to take a leading role in future deals. Here’s why technology is an essential piece of the puzzle and how it has inspired the new wave of M&A deals: Future-proofingSome job markets - like professional services - have faced fewer hurdles since the virus outbreak but they still face the pressure to remain relevant and to future-proof their services. Businesses are acquiring to stay in the game and become recognised as trailblazers, rather than chasing the competition’s tail, and M&A deals are motivated by the need to acquire new services, processes, talent or technology. Technology has the power to future-proof a business because it accelerates digital transformation; as companies try to navigate the uncertainty that is ahead, M&As will shift from being a future-proofing approach to a crisis-proofing strategy, and technology will likely play an increasingly central role. The booming cloud services marketNot long ago, AI was considered a futurist technology and conversations centred around whether robotics were a threat to jobs – even to those in the tech industry. However, research has proven how machine learning has the capacity to create more jobs and enable workforces to become more specialised. Within the same family of ‘disruptive technology’ is cloud computing. The global cloud services market is expected to hit a value of $331.2 billion by 2022, and today there are very few businesses which don’t use cloud computing models such as SaaS. This has created a flurry of activity on the M&A scene as corporations rush to snap up businesses who have the expertise and equipment they need to take their operations entirely remote. What’s more, cloud computing is built on the idea of scalability, making it an essential piece of the M&A puzzle. Research has proven how machine learning has the capacity to create more jobs and enable workforces to become more specialised. " FintechM&A deals rely heavily on face-to-face interaction, so it is no surprise that there was a 44.7% drop in the value of transactions in H1 2020 when compared to the previous year. However, in spite of the restrictions and economic uncertainty, Mastercard announced the acquisition of Finicity for $825 million in June. The fintech company specialises in open banking – a business model that gives third-party companies secure access to customers’ banking details, thereby allowing customers to have greater control over their finances and how they budget. Open banking has helped to bring financial services into the modern age - one reason why many similar M&A deals are appearing in the wake of Covid-19. 2019 was hailed the year of fintech M&As, bringing in four megadeals and a total deal value of $121.18 billion in H1 alone. Yet, 2020 has proved to be a promising year and the surge in the acquisition of fintech firms can also be attributed to the need for companies to provide a wider range of multichannel services. Markets are converging and this mounting interest in technology-enabled banking services has stirred up the M&A market where high profile fintech deals will likely go on to break more records. A career in M&AProfessionals working in M&A are in the business of creating value. While some companies will have been forced into survival mode, for others, the pandemic has exposed an opportunity to join forces with emergent start-ups or disruptive corporations. Professionals working in the M&A market are helping these businesses to source and snap up technology companies that will allow them to stay ahead of the curve. As technology continues to infiltrate every industry and discipline, M&A deals will become more widespread and the strategic skills of employees in this field will become more desirable. If you’re ready to take your skills to the market browse our jobs and have a look at our career advice hub. Providing a service that is tailored to youIf you’re interested in partnering with an agency that approaches the recruitment process differently, then Marks Sattin is the choice for you. We have a rich history of providing an unrivalled, relationship-led service to our clients and candidates. Our consultants are committed to connecting businesses of all sizes – from global organisations, to emerging start-ups - with talented professionals. Contact us if you’re looking for more information on recruitment solutions in M&A, financial services, corporate development or investment & advisory. 

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While mergers and acquisitions were once a strategy for companies to extend their global footprint or grow their workforce, technology has shifted the focus.

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David Harvey

by

David Harvey

David Harvey

by

David Harvey

The cost of the status quo | A contribution from Women in Fund Finance
The cost of the status quo | A contribution from Women in Fund Finance

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HR

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General

16/09/19

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How failing to recruit and retain a diverse workforce may lose you the next big mandate, a contribution from Chelsea Bruno and Meera Savjani on behalf of Women in Fund Finance. Although hard to believe, there are still some who do not understand the value of diversity. Despite countless studies providing strong evidence that the most successful companies are those that employ a diverse group of individuals, many maintain homogenous workforces with no intention of diversifying. Although this approach has long gone unchallenged, there is now a growing consciousness within many corporate cultures which is driving companies to hold their external counter parts and service providers accountable for failing to address the issue. It comes as no surprise that some of the more “traditional” industries such as law and finance have been slower to progress in building diverse talent pools, and the clients of these firms have started to notice. In January 2019, more than 170 general counsels and corporate legal officers in the United States signed an open letter to big law firms which criticised these firms for the lack of diversity at the partner level. The letter, which was signed by companies such as Heineken, Vox Media, and S&P Global Ratings, stated that going forward these companies (many of which operate globally) would prioritise their legal spend on those firms that commit to diversity and inclusion. The letter went on to state “we applaud those firms that have worked hard to hire, retain and promote to partnership outstanding and highly accomplished lawyers who are diverse in race, colour, age, gender orientation, sexual orientation, national origin, and religion and without regard to disabilities”1. Although the letter does not set out how these firms plan to measure such level of commitment, it’s clear that these firms are serious about holding their legal counterparts accountable, and when taking a closer look, it’s clear that emphasis on diversity does not stop at these 170 corporations. Across the Atlantic, industry groups in the UK are also pushing to hold big corporates accountable for failing to make meaningful progress when it comes to diversity. As reported by the Guardian in May 2019, the Investment Association (IA), a trade body which represents UK investment managers who in aggregate manage over £7.7tn in AUM, has confronted 94 publicly listed companies for failing to make sufficient progress on gender diversity. The IA has written to each of these companies and raised concerns about the lack of gender diversity in leadership positions. A list of companies which received the highest level of warning from the IA was recently published in the Guardian and confirmed by IA2 , and although some of these companies have responded with statements emphasising efforts to address such issues, it’s clear that shareholders and potential investors will be looking for measurable progress going forward. In line with such expectations, some investors are taking accountability into their own hands, as evidenced by a change implemented by ILPA (the Institutional Limited Partner Association), the global industry body that represents the interest of private equity limited partners. ILPA recently expanded its standard due diligence questionnaire (DDQ) to include a section related to diversity and inclusion, and requires firms fill in a template which aims to measure and report the gender and ethnic diversity of teams by seniority and role. It also includes a section of questions designed to help investors understand a firm’s policies and procedures in areas such as hiring, promotions, family leave, mentoring, and harassment and discrimination. When asked about the updated DDQ, CEO of ILPA Steve Nelson stated “ILPA believes that diversity and inclusion is a strength that all stakeholders within the private equity ecosystem should embrace and promote in meaningful ways,” said Nelson. “The due diligence questionnaire expansion and Code of Conduct guidance represent an opportunity for general partners (GPs) and limited partners (LPs) to have conversations about these important issues, in the spirit of a stronger and ever improving workplace for everyone. We look forward to advancing these ideals which serve as the foundation for a healthy, prosperous industry.”3 As with the other industry groups discussed herein, ILPA is sending a clear message that diversity is no longer an optional. Changes such as the updated DDQ make it increasingly difficult for firms to completely ignore the topic, and although the potential consequences are meaningful in all industries, the cyclicality of fundraising in private equity means the risk associated with failing to adapt could be both severe and expensive. While few would doubt that the conversation around diversity and inclusion has evolved significantly over the past two decades, many are now suggesting that the time has come for the conversation to expand into action. Although just a few examples are discussed herein, it's almost for certain that there will be more letters and questionnaires to come. With the rise of such accountability, the cost of failing to adapt may soon weigh heavy on firms and maintaining the status quo of a homogenous workforce may come to feel like a burden in itself. Thus, firms must ask themselves whether the status quo is worth the missed opportunity that will result. The 10th edition of our highly regarded Market Insight Report represents the views of over 1,100 professionals, and contains insights from our specialist consultants and key business partners on market and employment trends.  If you’re looking to find out more on salary benchmarking and the motivations driving the modern workforce today, download our full report which contains key contributions from Western Union Business Solutions,Seddons Solicitors, Intoo UK & Ireland  and Breaking the Silence. Cited https://www.law.com/americanlawyer/2019/01/27/170-gcs-pen-open-letter-to-law-firms-improve-on-diversity-or-lose-our-business/ https://www.theguardian.com/business/2019/may/13/investor-group-warns-almost-100-firms-over-lack-of-gender-diversity https://www.pr-inside.com/ilpa-publishes-diversity-and-inclusion-resources-f-r4704476.htm

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Although hard to believe, there are still some who do not understand the value of diversity.

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Mellani Georgiou

by

Mellani Georgiou

Mellani Georgiou

by

Mellani Georgiou

Analysts call for 'balanced growth'
Analysts call for 'balanced growth'

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Financial Services

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General

11/04/16

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The head of the Confederation of British Industry (CBI) has called on the government to ensure that Britain's economic growth over the coming years is broad-based, balanced and not built on excessive debt from either businesses or consumers.John Cridland admitted 2013 has been a relatively positive year but urged firms not to rest on their laurels over the coming 12 months as the UK attempts to stabilise its position following a volatile period of economic recession. "For the first time since the start of the recession, 2014 will see most firms increasing the size of their workforce, boosting their graduate intake and the number of apprentices they take on," pointed  out Mr Cridland. Building a recovery on a talented, intelligent and flexible employee base will ensure that the ongoing expansion is not built on sand, he suggested. However, the CBI chief also called on business leaders to both do a better job when it comes to selling their services abroad and, conversely, to take more steps to reinvest in the British economy when making a profit. Business funding specialist Bibby Financial Services also urged companies to work towards a broad-based recovery, warning that many small to medium-sized enterprises are too reliant on personal finance. David Postings, UK chief executive at the organisation, told the Telegraph: "Businesses with unsustainable or limited sources of finance in place will find it challenging in the months and years to come if they cannot take advantage of the gradually improving trading conditions in the UK." A recent survey commissioned by the financial services provider revealed 20 per cent of firms as saying they relied on their bank overdraft to keep their business going, with the same amount again making use of a temporary loan. Alternative finance could be one way to extract companies from this unsustainable situation and make it easier for them to get on solid ground, suggested Mr Postings.

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Michael Ivory

by

Michael Ivory

Michael Ivory

by

Michael Ivory