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Financial Services

With experience across more than twelve financial service sectors and an established network of over 70,000 professionals we can connect specialist talent to the right business. Looking for a new financial services job or for exceptional talent? Take a look at our offering below.

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  • ​“Rehana was both friendly and professional the whole way through the process. She put me at ease and ensured I was well prepared for the interview. Rehana took into consideration all my requirements and matched me to a role that was exactly right for me and my circumstances. I would definitely recommend her to others.”

    Rehana Sadiq, Senior Consulting, Financial Services
    Rehana Sadiq, Senior Consulting, Financial Services
  • ​“Rehana was one of 5 recruiters to try and offer me a job, but was the only one to actually ask me about where I’d like to work and genuinely listened. She used her contacts and experience within the industry to land me the exact job I wanted, with the company I’ve wanted to work for, for a long time - so her results speak for themself. Rehana was a dream to work with from start to finish and if I ever decide to move jobs in the future I will look no further than her.”

    Rehana Sadiq, Senior Consultant Financial Services
    Rehana Sadiq, Senior Consultant Financial Services
  • ​“Thank you for all your help, Louise! Must say I’m very impressed with you and the way you have been so on the ball and efficient. I have registered with a few recruitment services and not one of them got back to me after my initial contact, but you have been amazing!”

    Louise Bibb, Regional Manager Financial Services
    Louise Bibb, Regional Manager Financial Services
  • ​“Lynn was amazing and had me set up with interviews within a day or two. I wouldn’t have managed this myself and I am so very grateful for all of her help and support during this process.”

    Lynn Wilson, Senior Consultant Financial Services
    Lynn Wilson, Senior Consultant Financial Services
  • "​Ashlea spent three years trying to contact me - that is tenacity!! It paid off because when I was ready to leave my job her name was very familiar to me, so I was happy to have a chat. She does her homework and does not try to fit a round circle into a square hole. She actually takes time and care in selecting the right candidates for the roles she has and therefore both parties are happy with the outcome. She was incredibly professional and responsive making sure that the interview and enrolment process was moving forwards quickly. She builds rapport easily and consequently, I find her very easy to talk to. Would highly recommend. Thank you Ashlea - I am happy to be working again!"

    Ashlea Walton, Client Director Financial Services
    Ashlea Walton, Client Director Financial Services
  • ​"I can't thank Alison MacMillan enough for her dedication and professionalism in helping me to secure a fantastic new role with one of the top companies in the UK. Friendly and approachable, she has been extremely supportive throughout the whole journey.She is extremely proactive, knowledgeable, polite, and supportive. She has a genuinely positive, can-do attitude and worked with me to better understand the roles that I was genuinely interested in - rather than blindly sending lists of unsuitable vacancies. Highly recommend."

    Alison MacMillan, Executive Director Financial Services
    Alison MacMillan, Executive Director Financial Services
Risk & Compliance

Risk & Compliance

Our Risk & Compliance consultants know how difficult it is to attract highly skilled professionals who understand the complexities of the risk, compliance and regulatory market. They have ove...

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LATEST JOBS Financial Services

SIPP Administrator

Edinburgh
Up to £26500.00 per annum + benefits package

My client is currently looking an experienced SIPP Administrator to join their team in Edinburgh. THE ROLE: Process SIPP transfer out requests Process new business applications through to completion Complete transfers in and investment applications Process PCLS payments for clients in retirement Process regular and ad-hoc payments for clients in retirements Administer a whole life cycle of a SIPP from transfers to retirements Perform necessary technical calculations Process investment withdrawals for one off and regular payments on time for payments to the members on time Process member benefit payroll and use Sage Payroll to calculate tax Use HMRC online services to process income tax Have timely communication with the advisers and members to notify them of any issues with the member's request Ensure all requests are tracked till completion Being involved in projects within the administration department Other than retirements and payments, at times administer other aspects of SIPP and SSAS workload including SIPPs holding portfolios of properties Build relationships with our advisers and clients and deliver exceptional communication and service Ensuring full compliance with the Service Level Agreements Improve and/or maintain Quality Assurance across all areas of your work Embed risk management in all aspects of your work Ability to resolve complaints effectively SKILLS NEEDED: Strong SIPP knowledge and experience Contribute effectively to our wider business success within the group Strong attention to detail and the ability to perform under pressure Excellent organisational and multi-tasking skills Excellent numerical and customer services skills Understand SIPP rules and be able to perform drawdown calculations, bereavement benefit calculations and divorce calculations Be able to understand investment transactions including identifying non-standard investments Understand pension rules and be able to perform drawdown calculations, bereavement benefit calculations and divorce calculations Be able to understand investment transactions including identifying non-standard investments Proficient with Microsoft Office, in particular Excel The company offers good benefits and hybrid working. For more information please contact Lynn Wilson 07918211987 or email lynn.wilson@idexconsulting.com Visit the IDEX Consulting Ltd website for further opportunities. Please note that the information supplied may be retained for up to 10 years for use in connection with future vacancies. For full information on how we use your data, please visit the IDEX Consulting website and view our Privacy Policy. Our Diversity, Equity and Inclusion Mission At IDEX, we strive for an inclusion-first company culture where everyone is treated fairly and can bring their authentic selves to work. We recognise and acknowledge that diverse representation at every level of our business requires continuous and measurable effort. We are committed to driving conscious inclusion across our business and creating equitable pathways.

Apply now

Paraplanner Manager

Perth
£45000 - £55000 per annum + benefits package

Award-winning Chartered Financial Planning Firm who provide a flawless financial planning service are looking for an exceptional Paraplanner Manager to join their team in Perth. Role Overview: As a Paraplanner Manager, you will oversee and manage a team of Paraplanners to ensure the delivery of a high-quality, compliant, and efficient financial planning service. The role includes: Key Responsibilities: Team Management: Conduct 1:1s, appraisals, and performance management for Paraplanners. Oversee work-flow management and collaboration between Paraplanners, Advisers, and management. Serve as the main point of contact for technical queries and ensure the team's ongoing training and development. Technical Support: Provide case/file checks and assist with suitability reports, compliance standards, and financial recommendations. Keep updated on FCA regulations and communicate relevant updates to the team. Client-Focused Activities: Participate in client meetings when necessary. Oversee portfolio reviews, prepare client recommendations, and manage portfolio adjustments and suitability assessments. Process Improvement: Collaborate with management to streamline work-flows, enhance processes, and ensure adherence to compliance controls. Implementation of Recommendations: Handle detailed tasks such as preparing suitability reports, completing applications, and adjusting investment portfolios. File Management: Ensure client files are complete, compliant, and well-documented to support financial planning recommendations. Qualifications & Knowledge: Attained or working towards the Diploma in Regulated Financial Planning. Knowledge of current Financial Planning regulations and processes. Knowledge and understanding of the high level standards expected by the FCA - in particular the following sourcebooks: - Principles for Business (PRIN) - Code of Conduct (COCON) - General Provisions (GEN) - Dispute Resolution: Complaints (DISP) - Business Standards COBS / ICOBS / MCOB / CASS. Understanding and knowledge / awareness of other relevant legislation such as: - The FCA's money laundering section of the System and Controls Sourcebook (SYSC), Joint Money Laundering Steering Group (JMLSG) Guidance and other relevant financial crime legislation, including the Bribery Act. Skills & Experience: Knowledge of financial planning practices and compliance standards. Strong communication skills, both technical and interpersonal. Demonstrated ability to manage, train, and mentor a team. Hands-on experience in suitability reporting, client interaction, and portfolio review. They offer a highly competitive salary package Benefits include employer funded group personal pension, Income Protection, PMI and an excellent holiday allowance. Visit the IDEX Consulting Ltd website for further opportunities. Please note that the information supplied may be retained for up to 10 years for use in connection with future vacancies. For full information on how we use your data, please visit the IDEX Consulting website and view our Privacy Policy. Our Diversity, Equity and Inclusion Mission At IDEX, we strive for an inclusion-first company culture where everyone is treated fairly and can bring their authentic selves to work. We recognise and acknowledge that diverse representation at every level of our business requires continuous and measurable effort. We are committed to driving conscious inclusion across our business and creating equitable pathways.

Apply now

Head of Ops/Managing Director

Hertfordshire
£80000 - £100000 per annum

IDEX are exclusively representing an estate planning and trusts business based in Hertfordshire. They are looking for a senior operational leader to join the business to provide strategic leadership, operational oversight and management of the team, ensuring the delivery of high-quality service and performance. The role will play a pivotal part in defining and implementing the firms vision, values and objectives while maintaining a client-focused approach. Candidates must have experience in a senior operational role within a professional services business. Visit the IDEX Consulting Ltd website for further opportunities. Please note that the information supplied may be retained for up to 10 years for use in connection with future vacancies. For full information on how we use your data, please visit the IDEX Consulting website and view our Privacy Policy. Our Diversity, Equity and Inclusion Mission At IDEX, we strive for an inclusion-first company culture where everyone is treated fairly and can bring their authentic selves to work. We recognise and acknowledge that diverse representation at every level of our business requires continuous and measurable effort. We are committed to driving conscious inclusion across our business and creating equitable pathways.

Apply now

Senior Pensions Administrator

Glasgow
£34000 - £40000 per annum

Idex Consulting have partnered with an accomplished Pensions Consultancy who are looking for talented pension individuals to join their team. We are looking for Senior DB Administrators specifically in the Glasgow area. You will receive an excellent package including bonus, pension contributions up to 12% and private medical care. You will be dealing with a variety of administration tasks connected to the running of a pension scheme including data changes, leavers, setting up benefits into payment and annual scheme updates. As a senior member of the team you will take responsibility for the allocation and management of work in the team and be checking junior member of the teams work. You will be performing pensions calculations, with the support of your team and be involved in the more complex work. You will work as part of a team, collaborating to continuously improve processes and service to clients. This is a brilliant opportunity to progress your career with a forward thinking organisation and there will be many opportunities to grow your career. Please apply if you have the relevant DB pension experience. Visit the IDEX Consulting Ltd website for further opportunities. Please note that the information supplied may be retained for up to 10 years for use in connection with future vacancies. For full information on how we use your data, please visit the IDEX Consulting website and view our Privacy Policy. Our Diversity, Equity and Inclusion Mission At IDEX, we strive for an inclusion-first company culture where everyone is treated fairly and can bring their authentic selves to work. We recognise and acknowledge that diverse representation at every level of our business requires continuous and measurable effort. We are committed to driving conscious inclusion across our business and creating equitable pathways.

Apply now

Pensions Administrator

Glasgow
£25000 - £35000 per annum

Idex Consulting have partnered with an accomplished Pensions Consultancy who are looking for talented pension individuals to join their team. We are looking for DB Administrators specifically in the Glasgow area. You will receive an excellent package including bonus, pension contributions up to 12% and private medical care. You will be dealing with a variety of administration tasks connected to the running of a pension scheme including data changes, leavers, setting up benefits into payment and annual scheme updates. You will be performing pensions calculations, with the support of your team and enter pensions data. You will work as part of a team, collaborating to continuously improve processes and service to clients. This is a brilliant opportunity to progress your career with a forward thinking organisation and there will be many opportunities to grow your career. Please apply if you have the relevant DB pension experience. Visit the IDEX Consulting Ltd website for further opportunities. Please note that the information supplied may be retained for up to 10 years for use in connection with future vacancies. For full information on how we use your data, please visit the IDEX Consulting website and view our Privacy Policy. Our Diversity, Equity and Inclusion Mission At IDEX, we strive for an inclusion-first company culture where everyone is treated fairly and can bring their authentic selves to work. We recognise and acknowledge that diverse representation at every level of our business requires continuous and measurable effort. We are committed to driving conscious inclusion across our business and creating equitable pathways.

Apply now

Head of Compliance - IFA Firm

West Midlands
£50000 - £65000 per annum

A West Midlands based independent financial advice firm is seeking a Head of Compliance / Senior Compliance Manager. This role will support day to day compliance duties, FCA liaison, overseeing consumer duty, T&C ops and quality assurance. This position doesn't currently hold SMF16/17 functions. My client has built an solid reputation providing client centric financial planning services and committed to promoting a supportive culture. Highlights include: Be an integral part of a well-established directly authorised Financial Services firm Enjoy a relaxed environment with autonomy within the role fully supported by leadership Package fully negotiable with suggested salary guide of £55-65k Hybrid working with offices near to Sutton Coldfield, Lichfield and Tamworth Visit the IDEX Consulting Ltd website for further opportunities. Please note that the information supplied may be retained for up to 10 years for use in connection with future vacancies. For full information on how we use your data, please visit the IDEX Consulting website and view our Privacy Policy. Our Diversity, Equity and Inclusion Mission At IDEX, we strive for an inclusion-first company culture where everyone is treated fairly and can bring their authentic selves to work. We recognise and acknowledge that diverse representation at every level of our business requires continuous and measurable effort. We are committed to driving conscious inclusion across our business and creating equitable pathways.

Apply now

Paraplanner

Aberdeen
£35000.00 - £38000.00 per annum + benefits

This role will see you providing support to ensure the highest possible standard of client service delivery. Working closely with the Financial Advisers and support staff you will play a key role in providing an all-important, quality sales support function. Your duties will include but will not be limited to: Review fact finds, file notes, client risk profile questionnaires etc. as provided by the Financial Advisers to gain an understanding of the client requirements discussed and agreed Undertake quotes using relevant in-house platforms or request quotes from external providers Undertake the necessary research and analysis Compile suitability reports detailing the recommended advice to suit the client's needs, uploading the report into the system for the Financial Adviser to pick up remotely Discuss the reports with the Financial Adviser, amending as necessary Instruct the IFA Administrator to proceed with preparation of the pack for the client Pre-populate client application forms ready for the Financial Adviser to discuss with the client Record, monitor and report on progress, completing the weekly logs to enable the Senior Paraplanner to review work-flow across the team Report obstacles and deviations from the agreed timescales to the Financial Adviser and IFA Administrator, so that client expectations are appropriately managed Ensure that potential service delivery failures are brought to the attention of the Senior Paraplanner in a timely manner, that resolution is swift and work together to revise process so that the likelihood of repeat errors is lessened Support the Treating your Customers Fairly (TCF) initiative For you to be a successful candidate: Financial Planning Diploma qualified (or equivalent professional qualification) Demonstrable paraplanning experience Experience of, or understanding and a willingness to work with a centralised investment proposition Proven ability to work with templated suitability reports Experience of including additional bespoke explanations for recommendations made outside of the standard template The ability to prioritise and juggle workload Excellent communication skills, both written and verbal Attention to detail Client confidentiality Knowledge of Microsoft Office software applications Benefits: Salary up to £38k 2 days home 3 in the office Learning support and will pay for qualifications Study groups 5% pension 4x DIS PMI Critical illness cover Group protection This is a fantastic opportunity for a Diploma Qualified Paraplanner to work in one of the hubs across the UK! If you would like further information please apply and we will be in touch. Visit the IDEX Consulting Ltd website for further opportunities. Please note that the information supplied may be retained for up to 10 years for use in connection with future vacancies. For full information on how we use your data, please visit the IDEX Consulting website and view our Privacy Policy. Our Diversity, Equity and Inclusion Mission At IDEX, we strive for an inclusion-first company culture where everyone is treated fairly and can bring their authentic selves to work. We recognise and acknowledge that diverse representation at every level of our business requires continuous and measurable effort. We are committed to driving conscious inclusion across our business and creating equitable pathways.

Apply now

Paraplanner

Chester
£40000 - £45000 per annum

A national Wealth Management firm are on the lookout for a diploma qualified Paraplanner to join their busy team. Reporting to either the Chester or Newcastle based offices, the role will be a home-base contract, with an expectation of being available to visit the offices up to twice per month, and so the successful candidate needs to be commutable to one of the offices. Working directly with 1 Financial Planner and 1 Administrator, responsibilities include; Prepare draft recommendation reports to be discussed and signed off by the Advisor Discuss client objectives with the Adviser during debrief. Identify any shortfalls in client information and discuss with the Advisor. Request and review all necessary information and undertake financial analysis to produce financial reports. Undertake research to identify suitable solutions to meet the client's needs. The role will offer exposure to HNW value clients and also demonstrates a pathway to progress in to an Advisor role, should that be your career aspiration. Support for further qualifications are also available. The successful candidate Level 4 diploma qualified Recent and relevant experience within a Paraplanning capacity A self-starter and strong communicator Visit the IDEX Consulting Ltd website for further opportunities. Please note that the information supplied may be retained for up to 10 years for use in connection with future vacancies. For full information on how we use your data, please visit the IDEX Consulting website and view our Privacy Policy. Our Diversity, Equity and Inclusion Mission At IDEX, we strive for an inclusion-first company culture where everyone is treated fairly and can bring their authentic selves to work. We recognise and acknowledge that diverse representation at every level of our business requires continuous and measurable effort. We are committed to driving conscious inclusion across our business and creating equitable pathways.

Apply now

LATEST CONTENT

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Blog Thumbnails   New Size (34) financial services blogs
Reports of non-financial misconduct rise dramatically

Reports of non-financial misconduct have risen significantly since 2021, with bullying and harassment, and discrimination listed as key concerns. “Bullying and harassment were identified as significant issues, making up 26% of reported cases, while discrimination accounted for 23% of the reports” (Financial News: FCA’s survey reveals rise in misconduct reports). The FCA is said to have “found a shocking prevalence of sexual harassment and bullying” as well as “a culture which is holding back women” (Financial Times: Bullying and harassment claims rise across City, regulator finds).On the flip side, these increased reports could also suggest firmer internal guidelines on ethical workplace practices raising acceptability standards, and the willingness of employees to report negative behaviours.The published review precedes the FCA’s upcoming policy on non-financial misconduct, which is likely to introduce stricter standards for banks and other firms across the financial services sector  (The Banker: Reports of non-financial misconduct on the rise says FCA).“Earlier this year the FCA asked more than 1000 regulated financial firms including banks, insurers, brokers and market intermediaries, to report all non-financial misconduct. Worryingly incidents across all sectors grew by more than two thirds. The current market is very competitive, and culture is a deciding factor for many professionals when accepting or rejecting a job, in some cases more important than the responsibilities of the role! By being transparent about your culture and taking a strong stand on conduct and company values, you’re more likely to attract top tier talent that your competition won’t have access to. The most successful companies partner with recruiters who have the expertise to promote your company values and brand, ensuring the right message lands well in the market. Not only does this help you hire the best talent, but also helps your brand stay top of mind for professionals,” says Jack Johnson, Business Director for Risk and Compliance at IDEX Consulting.If you’re looking to hire top talent or looking for a new role across the financial services industry, especially in the Risk & Compliance market, contact Jack Johnson who will be happy to provide specialist advice.The concerning results paired with the upcoming FCA policy on non-financial misconduct gives firms a crucial reason to proactively raise internal standards and strengthen practices. Findings from the review are offering firms the chance to improve their workplace culture in ways that strengthens accountability and integrity whilst reducing risks associated with inadequate practices.Results from the survey highlight that“92% of firms state that they would highlight examples of non-financial misconduct in a regulatory reference”. A following 87% stated they would go as far as to update a reference following an incident (Latham & Watkins: FCA Publishes Results of Non-Financial Misconduct Survey).Yet, findings from the same investigation confirm that incidents of bullying and other forms of non-financial misconduct in the UK’s finance sector have increased by over 67% in the last three years (Financial Times: Bullying and harassment claims rise across City, regulator finds).The difficulty of definitionIt is important to remember that the nature of this topic presents some challenges and grey areas. The scope of non-financial misconduct ranges from violent assault to bringing pets into the workspace (Financial Times: Bullying and harassment claims rise across City, regulator finds). Given the element of subjectiveness that can exist across the category, particularly in regard to less extreme incidents, some records may be unverified with others containing possible factual errors.The FCA are also facing the challenge of defining what the rise in reports suggests when tailoring an actionable plan for the industry. The regulatory body has expressed concern that the data could be suggesting that firms might be failing to meet expectations in suitable governance and management of non-financial misconduct, including out of date whistleblowing policies (Latham &Watkins: FCA Publishes Results of Non-Financial Misconduct Survey). Uncertainty also arises when factoring in the possibility that an increase in reports could equally imply a positive workplace culture where people feel empowered to speak up. Data therefore always needs to be interpreted with caution.Evolving attitudes towards the workplace environment are another factor to consider during the debate of a ‘good’ vs ‘bad’ culture in light of increased misconduct reports. Improved internal systems have allowed, and even regularly prompted, employees to share their experiences anonymously. Recent years have also seen a significant shift in awareness and education on appropriate workplace behaviour (Travers Smith: FCA findings on non-financial misconduct). Even with a hypothetical absence of formal regulatory pressure, society’s developments and standards on what should be tolerated in corporate culture is enough to equip employees with appropriate information to recognise and challenge misconduct. OutcomesReports show that “disciplinary action or similar was taken in 43% of cases overall” (Latham  & Watkins: FCA Publishes Results of Non-Financial Misconduct Survey). When comparing sectors, insurance companies took disciplinary action in 63% of cases, with 21% of incidents not being upheld, whilst wholesale banks didn’t uphold 45% of instances.The most common forms of misconduct which resulted in disciplinary action were behaviours that included violence, intimidation and sexual harassment. Repercussions involved a written warning, training or coaching, with disciplinary action hardly ever taking into consideration changes to remuneration. Although some cases involving sexual harassment, illegal drugs and violence were likely to result in dismissal.What firms should be aware of Irrespective of the challenges around the topic, the FCA expects firms to assess their internal processes against the latest findings, develop strategies for continued improvement in the workplace, and guarantee that standards for non-financial misconduct mitigation and management are upheld.In addition, to avoiding harmful or unlawful practices, regulatory compliance helps firms build healthy and inclusive cultures, retain talent, protect their reputation and safeguard revenue. Reputational damage, especially in relation to bullying and harassment severely impacts investor interest, results in revenue loss and serious legal consequences. What to do nextThis year marks the first time the regulator has conducted this type of investigation, aiming to enhance transparency across the sector. The FCA has emphasised its expectation for firms to proactively implement processes to improve workplace culture, drive the right behaviours from senior leadership and do everything they can to embed supportive environments. Despite onus on firms to drive changes from board level, 38% of firms reported that boards and board-level committees did not receive information of non-financial misconduct (A-Team: FCA Survey Reveals Gaps in Governance and Policy on Non-Financial Misconduct).In addition, many larger firms expressed concern that they lacked a formal governance structure to oversee disciplinary actions.FCA’sExecutive Director of Markets and International Sarah Pritchard, emphasised the need for firms to use the information at hand to assess their own cultures and processes, stressing the importance of healthy workplace culture and warning the risks associated with neglecting non-financial misconduct (FCA: FCA Publishes Results of Non-Financial Misconduct Survey).The outcome of this investigation has revealed notable gaps in policies and procedures for firms across the financial services insurance sectors, especially around out of date practices which are failing to meet FCA guidelines. The FCA believes this review will drive ongoing improvements in culture, although they will not be issuing new best practice recommendations at this time. Instead, the regulator expects firms to use the data provided to effectively detect and address issues. Full compliance with existing regulatory responsibilities and reporting requirements is mandatory with any short-fallsset to result in negative consequences for firms (FCA: Culture and Non-Financial Misconduct Survey – Findings). For more information on the data shared in this article or if you’re looking for support with your hiring strategy speak to a consultant who can assist in providing market intelligence, and a range of hiring solutions.​Sources:A-Team: FCA Survey Reveals Gaps in Governance and Policy on Non-Financial MisconductFCA: Culture and Non-Financial Misconduct Survey – FindingsFCA: FCA Publishes Results of Non-Financial Misconduct SurveyFinancial Times: Bullying and harassment claims rise across City, regulator findsLatham & Watkins: FCA Publishes Results of Non-Financial Misconduct SurveyThe Banker: Reports of non-financial misconduct on the rise says FCATravers Smith: FCA findings on non-financial misconduct​

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Fs Nl Web Thumbnail Newsletter
Financial Services newsletter Friday 1st November 2024

​Financial Services News​Will AI change the role of a Paraplanner? - AI is steadily impacting paraplanning tasks by automating repetitive activities like compliance checks, allowing paraplanners to focus on strategic client support and financial planning. This shift lets paraplanners delve into specialised areas, helping them become strategic partners rather than data processors. But how do the majority view AI and what are the risks? (IDEX Consulting news, '​Will AI change the role of a Paraplanner?')Flexible Working Bill: what you need to know - The UK's Flexible Working Bill allows employees to request flexible working from day one, with employers required to respond within two months and consult if declining. The law aims to improve work-life balance, offering employees more control over their schedules, which is expected to enhance productivity and job satisfaction across various sectors. (IDEX Consulting news, 'Flexible Working Bill: what you need to know')What to consider before accepting a counter-offer - Before accepting a counteroffer, consider the long-term implications. While it may offer higher pay or better benefits it might not solve the original reason for your dissatisfaction. Accepting could also impact your relationship with your employer, as they may question your loyalty. Compare your current position against new opportunities to ensure alignment with your career goals. (IDEX Consulting news, 'What to consider before accepting a counter-offer')Wealth Management market outlook - The 2024 Wealth Management market outlook highlights challenges and opportunities in the industry, including adapting to regulatory changes, client demand for personalisation, and the growing role of technology and sustainable investing. Firms are focusing on enhancing client experiences through digital tools and expanding ESG-focused portfolios. This environment may drive a shift towards more specialised advice and strategies tailored to individual investor goals, balancing innovation with client trust. (IDEX Consulting news, 'Wealth Management market outlook')In April, Employers' National Insurance will rise from 13.8% to 15%, while Employee contributions remain unchanged, as part of Chancellor Rachel Reeves' Budget plan to increase taxes by £40bn to address government deficits and fund compensation for Post Office and tainted blood victims. (Financial Planning Today, 30/10/2024, 'Budget: Employers' NI rises as tax take grows')Quilter reported core net inflows of £1,507m for Q3, marking a 5% increase in opening AUMA, with total client assets reaching £116.2bn; the high-net-worth segment saw a turnaround with £284m net inflows, compared to £116m in outflows in Q3 2023, and gross flows rose to £817m from previous quarters. (Financial Planning Today, 16/10/2024, 'Quilter sees 63% rise in net inflows for Q3')Evelyn Partners’ AUM/A rose 13% year-on-year to a record £62.7bn as of 30 September, despite Q3 net inflows dropping to £0.2bn due to £353m in outflows from closing its legacy execution-only service, impacting only this quarter; total gross outflows were £1.7bn. (Financial Planning Today, 23/10/2024, 'Evelyn Partners closes legacy execution-only arm')Chancellor Rachel Reeves confirmed the CPI inflation target will remain at 2% amid a £40bn tax rise Budget aimed at economic stability. She pledged not to borrow for daily spending and noted that recent lower fuel and transport costs reduced CPI inflation to 1.7% in September, down from 2.2% in August. (Financial Planning Today, 30/10/2024, 'Budget: Inflation target to remain at 2%')A survey by AJ Bell found nearly all of 131 financial advisers reported a surge in client inquiries on pensions and wealth management, driven by concerns over potential tax hikes in Chancellor Rachel Reeves' upcoming Budget on 30 October. (Financial Planning Today, 21/10/2024, 'Advisers see surge in enquiries due to Budget jitters')Schroders and Phoenix Group launched Future Growth Capital, a private markets manager led by Paul Forshaw as CEO, with James Harvey as CFO, Mike Chappell heading origination, and Ped Phrompechrut as CIO; the firm aims to support the Mansion House compact's goal of directing 5% of UK pension funds into private assets by 2030. (Selin Bucak, 2/10/2024, Citywire Wealth Manager, 'Schroders reveals leadership lineup for new private markets business')Veteran fund managers Henry Francklin and Charles Empson departed Brown Advisory and Polar Capital in August to launch Hermod Capital, a third-party distribution firm, opening their London office in September. They partnered with Circulus, a Swedish small- and micro-cap team operating under the Coeli funds umbrella. Circulus' fund managers—Christofer Halldin, Simon Park, and Joakim By—joined from Handelsbanken in 2022, bringing a robust track record, including a 113% return on the Handelsbanken US Small Cap fund over five years, outperforming the index’s 75% gain. (Dylan Lobo, 3/10/2024, Citywire Wealth Manager, 'Brown Advisory and Polar Capital sales veterans form new business')Tatton Asset Management, the UK’s largest managed portfolio service (MPS) provider, is nearing £20bn in total assets after reporting £1.8bn in net inflows for the six months ending September, significantly up from £910m in the same period last year. Total group assets surpassed £19.9bn, bolstered by over £0.5bn in market gains and £1bn from assets managed by 8AM, in which Tatton has a stake. (Jeremy Gordon, 15/10/2024, Citywire Wealth Manager, 'Tatton reports record inflows as AUM nears £20bn')A new poll reveals that 53% of IFAs doubt the Labour Government's economic competency, with only 10% believing it is better for business than the Conservatives. Almost half (47%) feel the government doesn't prioritize the nation's best interests, highlighting concerns about Labour's economic management ahead of Chancellor Rachel Reeves' Budget announcement. (Financial Planning Today, 30/10/2024, 'More than 1 in 2 IFAs question Labour competency')A majority of Hargreaves Lansdown (HL) shareholders voted in favour of the £5.4bn acquisition, clearing a key hurdle for the expected takeover by a private equity consortium, including Abu Dhabi’s sovereign wealth fund. The vote revealed significant investor dissent, with 71.3% of shareholders supporting the deal and 86.7% of shares by value in favour. (Jeremy Gordon, 15/10/2024, Citywire Wealth Manager, 'Shareholders approve Hargreaves Lansdown takeover')St James’s Place (SJP) partners have previewed a new tiered charging structure set to launch in the second half of 2025. Clients will pay a fee based on their investment size, with an initial advice charge to SJP that will allocate a portion to the partner. The changes, announced last October in response to the consumer duty, will also eliminate exit fees, reduce product charges, and unbundle fees for various services. (Jack Gilbert, 17/10/2024, Citywire Wealth Manager, 'SJP reveals first details of new advice fee model')Moneybox, backed by Fidelity fund manager Anthony Bolton, has secured £70m in new investment, marking the second-largest minority wealth tech investment in the UK for 2024. The round was led by Apis Global Growth Fund III, with support from Amundi, joining existing investors like Fidelity International Strategic Ventures and Oxford Capital to help accelerate the company’s growth. (Dylan Lobo, 23/10/2024, Citywire Wealth Manager, 'Duo pour £70m into digital wealth firm backed by Fidelity legend Bolton')Former Ruffer Business Development Director Toby Barklem has launched Minos Wealth Planning (MWP), a London-based financial planning firm incorporated on 24 July and recently approved by the FCA. MWP is an appointed representative of the New Leaf Distribution network, which comprises over 250 advisers. (Dylan Lobo, 25/10/2024, Citywire Wealth Manager, 'Ex-Ruffer business development director launches new firm')Wealth manager St James’s Place reported a record £184.4bn in assets under management as of 30 September, up from £158.6bn in Q3 2023, despite net inflows dropping to £0.89bn, a 35% decrease quarter-on-quarter and 2% year-on-year. Gross inflows rose 20% year-on-year to £4.4bn, attributed to increased client engagement ahead of the Autumn Budget, although this figure was slightly lower than £4.56bn in the previous quarter. Year-to-date client retention remained stable at 94.6%. (Financial Planning Today, 17/10/2024, 'SJP hits assets record despite drop in net flows')Mergers and AcquisitionsCBPE Capital LLP has made a strategic investment in Bristol-based wealth and pensions manager Clifton Asset Management to accelerate its acquisition program. The investment, which involves collaboration with Clifton’s management team, including CEO Neil Greenaway, will support both organic growth and strategic acquisitions. The deal is pending regulatory approval. (Financial Planning Today, 31/10/2024, 'Private equity firm invests in £1.8bn AUM Bristol Planner')​Financial Planning-focused national adviser Foster Denovo has acquired East Midlands firm 80Twenty, marking its fifth acquisition in the past year and adding £500m in AUM/A, a 13th UK office, and its first base in the East Midlands. The acquisition price was not disclosed. Four advisers—Neil Welbury, Jackie Worby, David Catterall, and Stuart Annable—along with six support staff, will join Foster Denovo, which will now serve about 120 private clients, including several high-profile corporate clients. (Financial Planning Today, 29/10/2024, 'Foster Denovo acquires £500m AUM/A Midland adviser firm')WTW has acquired an undisclosed minority stake in private equity-backed Atomos, enhancing its growth strategy following a strategic alliance formed in 2022. Mark Calnan, head of Investments for Europe at WTW, noted that this investment extends their capabilities to a wider audience. With this stake, WTW aims to provide additional capital to support Atomos, which manages £7bn in assets. Atomos was previously Sanlam UK Wealth until rebranding after its acquisition by Oaktree in 2021. (Dylan Lobo, 3/10/2024, Citywire Wealth Manager, 'WTW acquires stake in PE-backed Atomos')Cazenove Capital has acquired London-based family office Whitley Asset Management (WAM), with founder Edward Whitley and his 10-member team joining Cazenove, while Co-Founder Louise Rettie retires; the deal's value was not disclosed. (Dylan Lobo, 7/10/2024, Citywire Wealth Manager, 'Exclusive: Cazenove Capital buys £1.5bn London family office')Brooks Macdonald is expanding its financial planning services with a £45m acquisition of Lift, paying £30m at completion and an additional £15m contingent on client retention and Ebitda targets; the deal, including Lift Financial Group and Lift-Invest, is expected to finalize by the end of March, after which the Lift team will join Brooks. (Dylan Lobo, 8/10/2024, Citywire Wealth Manager, 'Brooks Macdonald strikes £45m deal for £1.6bn advice business')Söderberg & Partners has expanded its investment portfolio by acquiring minority stakes in four more UK advice businesses, bringing its total to over 20 firms. The investments include Nottingham-based George Square, with £400m in assets under management (AUM); Cheltenham IFA, with £290m AUM; London-based Bluezone Capital, with £190m AUM; and nationwide firm Alexander Bates Campbell, which also operates a European private client subsidiary. (Julian Bovill, 21/10/2024, Citywire Wealth Manager, 'Nordic wealth manager buys stakes in four more UK firms')Investment consultancy Redington has been acquired by Arthur J Gallagher & Co for an undisclosed sum, with CEO Sylvia Pozezanac and her team remaining in place, while Gallagher, a global insurance brokerage with a market cap of $63bn (£48.56bn), oversees Redington's operations amidst SJP's reduced use of external consultants. (John Schaffer, 25/10/2024, Citywire Wealth Manager, 'Redington sold to insurance giant Gallagher')Titan Wealth has agreed to acquire Ravenscroft Investments Limited, a Channel Islands wealth manager with £7.9bn in AUM, for an undisclosed sum, subject to shareholder and regulatory approval; Ravenscroft will rebrand as Titan Wealth International next year, while its corporate finance and property management divisions will remain separate, with Founder Jon Ravenscroft continuing as a significant shareholder. (Financial Planning Today, 24/10/2024, 'Titan Wealth buys £7.9bn AUM Channel Islands firm')Fast-growing Financial Planning group Perspective has completed four new acquisitions—Clayden Financial Planning in Ipswich, PW White & Partners in Amersham, Constellation Financial Solutions in Darlington, and a longstanding self-employed adviser in Newcastle upon Tyne—bringing its total to 15 this year, adding £350m in assets under advice, 940 households as clients, and two new offices, raising its total to 41 offices; the group has now made 93 acquisitions overall. (Financial Planning Today, 16/10/2024, 'Perspective makes 4 acquisitions')Financial Planning firm Ascot Lloyd has acquired Scottish adviser Create and Prosper Financial Services for an undisclosed amount, adding £254m in assets under administration; Ascot Lloyd's Acquisitions Director, Gordon Kerr, highlighted that the deal enhances their national footprint and aligns with their ongoing M&A strategy to identify high-quality businesses that fit their culture and values. (Financial Planning Today, 14/10/2024, 'Ascot Lloyd acquires £254m AUA adviser')​MoversBrooks Macdonald COO and CTO Caroline Abbondanza, who joined from FNZ in 2019, left the firm in August. She became COO in early 2023 after Lynsey Cross's departure, one of three senior exits at the time. Brooks declined to comment. (Dylan Lobo, 31/10/2024, Citywire Wealth Manager, 'Revealed: Brooks Macdonald operating chief exits')​Anna Macdonald has joined Aubrey Capital Management as an Investment Manager, following roles at Amati Global Investors, where she co-managed the UK Listed Smaller Companies fund, and a brief position at Sustineri Global Investment. She previously served as an Executive Director at Adam & Co and is a frequent BBC radio contributor. (John Schaffer, 4/10/2024, Citywire Wealth Manager, 'Anna Macdonald resurfaces at Aubrey Capital')Carolyn Bell, with 16 years of experience, has joined Stonehage Fleming as Deputy Manager of the £2bn Global Best Ideas (GBI) Equity strategy, supporting Gerrit Smit. Previously at Aegon, she managed US, global equities, and tech strategies, following five years as an Investment Analyst at Baillie Gifford. (Sophie Downes, 8/10/2024, Citywire Wealth Manager, 'Stonehage Fleming adds new signing to £3.8bn strategy')Wealth manager Brown Shipley has hired Robbie Hewitt as a Wealth Planner for its Edinburgh office; Hewitt, with over 10 years of financial services experience, joins from JKFS and previously worked as a Mortgage Adviser at the Royal Bank of Scotland. (Financial Planning Today, 29/10/2024, 'Brown Shipley hires new planner for Edinburgh')True Potential has appointed Gerry Mallon, currently Head of Tesco Bank, as CEO starting in early 2025, following Daniel Harrison's announcement of his departure; in the interim, True Potential’s Chief Investment Officer Jeff Casson will serve as CEO until Mallon assumes the role, bringing experience from his six years at Tesco and previous leadership at Ulster Bank Ireland. (Julian Bovill, 7/10/2024, Citywire Wealth Manager, 'True Potential announces Tesco Bank chief as new CEO')Amanda Tovey has been appointed Head of Avellemy Private Wealth (APW) as it integrates with Whitechurch Securities, following FCA approval for Ascot Lloyd's acquisition of Whitechurch; Tovey will maintain her role as Head of SRI at Whitechurch and acting Head of APW until she transitions to the full-time position next year, having joined Whitechurch in 2012 after working as a Portfolio Manager at Barclays Wealth. (Natalia Vasnier, 7/10/2024, Citywire Wealth Manager, 'Revealed: Avellemy picks wealth head after Whitechurch deal')Martin Blank, Head of Manager Research at Schroders, will step down this month after over 20 years with the firm, having joined as a graduate analyst in 2001 and progressing to oversee a 10-member team responsible for billions in assets invested with external managers. (Joseph Eden, 9/10/2024, Citywire Wealth Manager, 'Schroders veteran head of manager research to exit')Titan Wealth has appointed Matt Hodey from PwC as Senior Risk Adviser amid an ongoing legal dispute with Tavistock; Hodey previously served as a Compliance and Risk Director at PwC and was a Director of Risk and Controls at Prudential. (Zachariah Sharif, 11/10/2024, Citywire Wealth Manager, 'Titan hires PwC risk director as Tavistock row rumbles on')Private equity-backed Attivo has appointed Jo French, former Schroders Director, as its first CEO, aiming to re-enter the discretionary fund manager (DFM) space; she will oversee the investment operations team and the firm's investment platform strategy. French previously served as COO at Benchmark Capital and held adviser sales roles at Sipp provider Hornbuckle before joining Schroders in 2022. (Victoria Bell, 14/10/2024, Citywire Wealth Manager, 'Attivo hires ex-Schroders director as CEO with eye on DFM launch')Royal London has appointed Iain McLeod as Director of Investment Proposition. He previously served as Head of Investment Proposition at M&G Wealth until June 2023. Before that, McLeod spent over 35 years at Abrdn and Standard Life in various investment roles, including Global Head of Multi-Manager Investment Specialists at Abrdn and Head of Investment Proposition at Standard Life from 2005 to 2011. (Nicola Blackburn, 16/10/2024, Citywire Wealth Manager, 'Royal London hires M&G Wealth’s investment boss')Fidelity International has hired Ravin Seeneevassen, reuniting him with former Allianz Global Investors colleague Mike Riddell, who joined Fidelity in July. Seeneevassen will start in London next month, bringing 17 years of experience, including his previous role as Lead Manager on the Allianz Fixed Income Macro strategy and supporting Riddell on several funds. (Jeremy Gordon, 17/10/2024, Citywire Wealth Manager, 'Exclusive: Fidelity adds Mike Riddell’s old Allianz colleague to bond team')Titanbay has appointed Michael Gruener, formerly Managing Director of strategic clients EMEA at BlackRock, as Co-CEO, joining existing CEO Ossama Soliman. With over 20 years of wealth management experience, Gruener previously worked at Goldman Sachs for nine years, reaching the Executive Director level before joining BlackRock in 2012. (Sophie Downes, 23/10/2024, Citywire Wealth Manager, 'Exclusive: Titanbay hires BlackRock veteran for CEO post')LGT Wealth Management has appointed Phoebe Stone as Chief Sustainability Officer in the UK to enhance its green credentials with potential clients. Stone has been managing the firm's sustainable investment proposition since its launch in 2018. (Natalia Vasnier, 24/10/2024, Citywire Wealth Manager, 'LGT Wealth Management makes new green push with Stone’s promotion')Sandra Dailidyte has joined Cazenove Capital as a Portfolio Manager in a newly created Scottish role, moving from her position as an Investment Director at Brown Shipley, where she spent over five years. Cazenove Capital aims to strengthen its commitment to the Scottish entrepreneur community with this appointment. Previously, Dailidyte held roles at Seven Investment Management and Standard Life as a Private Client Manager and Proposition Development Analyst. (Sophie Downes, 24/10/2024, Citywire Wealth Manager, 'Brown Shipley director exits for new Cazenove Capital Scotland role')Anders Lindegaard, who won the Premier League trophy with Manchester United in 2013, has transitioned from football to finance as a Business Development Specialist at UBS. The former goalkeeper, signed for £3.5m by Sir Alex Ferguson in 2010, will focus on providing wealth management services to top athletes and enhancing UBS's understanding of their needs. (Zachariaf Sharif, 25/10/2024, Citywire Wealth Manager, 'From Man Utd to UBS: Fergie’s £3.5m title winner starts new job')Wren InvestmentOffice has expanded its team with four new hires, including Jo Robinson as Client Relationship Director. Robinson brings 20 years of experience with ultra-high-net-worth clients, having previously worked at Kleinwort Benson and Barclays Private Bank. Alongside her, Vladislava Cusnir joins as Client Reporting Associate, Tiwalola Obadeyi as Client Relationship Assistant, and Savan Shah as Operational Associate, all contributing to Wren's focus on sustainable growth. (Natalia Vasnier, 28/10/2024, Citywire Wealth Manager, 'Wren Investment Office hires former Barclays banker for endowment push')BHP has expanded its financial advice business by adding Jonathan Lecomber as a Senior Financial Planner from Succession Wealth, bringing over 10 years of experience. Additionally, Tim Clasper has been promoted to the senior management team after completing the PDW Management Academy, having worked at BHP Financial Planning since 2019. (Financial Planning Today, 17/10/2024, 'Accountancy firm adds senior Planner in growth push')Hoxton Wealth has welcomed Dewi Evans, an experienced Financial Planner, to its Dubai team. An associate member of the CISI, Evans has over seven years of financial planning experience, with the last six dedicated to providing wealth advice in Dubai. (Financial Planning Today, 14/10/2024, 'Hoxton Wealth adds Financial Planner to UAE team')AJ Bell has strengthened its executive committee with the appointments of Ryan Hughes and Stephen Westgate. Hughes, who has been with AJ Bell since 2016, has been named Managing Director of AJ Bell Investments after serving as Interim Managing Director since late 2023. Westgate joins as Group Corporate Development Director, previously holding the position of Managing Director and Head of Financial Institutions at Deutsche Numis. (Financial Planning Today, 10/10/2024, 'AJ Bell hires 2 for leadership team')All information provided in this market digest has been gathered from Citywire Wealth Manager, Financial Planning Today, and IDEX Consulting.

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Financial Services newsletter Friday 4th October 2024

​Financial Services NewsThe gender pay gap in Financial Services - To tackle the gender pay gap in financial services, focus on advancing into senior roles by honing your leadership and negotiation skills. Keep up with industry trends, such as pay equity and flexible working policies. Networking with leaders who champion diversity, gaining accreditations, and seeking mentorship can also elevate your career trajectory. Employers value proactive individuals who push for equality while advancing their expertise. (IDEX Consulting news, 'The gender pay gap in Financial Services')The impact of robo-advisers on the Financial Services market - Robo-advisers are transforming financial services by offering low-cost, automated investment solutions. To stay relevant, professionals should enhance their digital skills and focus on personalised services for high-net-worth clients. Embracing this technology will help financial advisers compete in a tech-driven market. (IDEX Consulting news, 'The impact of robo-advisers on the Financial Services market')In-demand skills: how to set yourself apart from the competition - To stand out in today’s competitive market, focus on building a mix of soft and technical skills. Employers prioritise problem-solving, critical thinking, and effective communication. Stay updated on new technologies like AI, and continuously develop your professional skills through learning and mentorship. The key is aligning your skills with employer expectations to remain relevant and competitive. (IDEX Consulting news, 'In-demand skills: how to set yourself apart from the competition')7 tips to negotiate your pay rise - To negotiate a pay rise effectively, research industry salaries, believe in your value, and present your achievements. Prepare by scheduling a meeting in advance, practicing with someone, and staying calm during negotiations. If pay isn’t negotiable, explore other benefits like flexible working or extra annual leave. Always follow up with an email to document the discussion. (IDEX Consulting news, '7 tips to negotiate your pay rise')The FCA has fined Starling Bank nearly £29m for financial crime failings related to its financial sanctions screening and for repeatedly breaching a requirement not to open accounts for high-risk customers; the bank was initially facing a fine of almost £41m but received a 30% discount by agreeing to resolve the breaches and enhance its controls. A 2021 review by the FCA highlighted serious concerns with Starling's anti-money laundering and sanctions framework, leading to restrictions on opening new accounts for high-risk customers until improvements are made.(Financial Planning Today, 2/10/2024, 'FCA fines Starling Bank £29m over screening failures')Data from Royal London reveals that by age 55, women have on average 43% less in their pension pot than men, with significant differences in pension contributions based on age, job type, and income; despite nearly equal participation rates in pension saving, women consistently save less throughout their careers, with the gender pension gap widening from 16% in their 30s to 43% by age 55, impacting their financial security in retirement. (Financial Planning Today, 2/10/2024, 'Gender pensions gap soars to 43% at 55')Tavistock's full-year results highlighted escalating legal tensions with Titan Wealth, as both firms have a shared interest in the fate of collapsed advice firm LEBC, in which Tavistock took a 21% stake before it was sold to Titan-owned Aspira. (Nicola Blackburn, 1/10/2024, Citywire Wealth Manager, 'Titan’s £45m deal adds fresh angle to Tavistock dispute')Albion Strategic Consulting is partnering with P1 Investment Services to offer its smartersuccess investment service on a discretionary basis, with P1 handling execution and portfolio management, while Albion continues to support advisers with portfolio construction, governance, and client communications. (Sophie Downes, 30/9/2024, Citywire Wealth Manager, 'Albion partners with P1 for discretionary service')HSBC plans to leverage its academy training program to recruit hundreds of new staff for a renewed focus on the UK wealth and advice sector, aiming to double its assets under management from £50bn over the next five years, driven by a consumer shift away from independent financial advisers, according to Managing Director for customer channels Christopher Dean. (Sophi Downes, 26/9/2024, Citywire Wealth Manager, 'HSBC leans on academy to capitalise on ‘shift away from IFAs’)Rathbones reported a £200m net inflow in the second quarter, reversing the £600m outflow from the first quarter, with underlying pretax profit surging 120.7% to £112.1m, attributed to a slowdown in senior investment manager departures; this comes amid plans for Investec W&I to merge its bespoke arm with Rathbones’ £45bn bespoke division, marking a significant step in the Rathbones-Investec merger. (Zachariah Sharif, 24/9/2024, Citywire Wealth Manager, 'Investec W&I’s investment assurance lead leaves after 15 years')​Paymentshield has launched a referral proposition aimed at helping advisers protect more clients by allowing them to either refer clients to in-house insurance specialists for scheduled advice or provide instant automated quotes via email or text for Home and Landlord’s Insurance, ensuring that clients can still access support from Paymentshield’s referral team during their online journey. (Momodou Musa Touray, 18/9/2024, Money Marketing, 'Paymentshield launches adviser referral proposition')The Platform Association has been launched as a trade body for platforms amid increased regulatory scrutiny, providing members a confidential space to engage with regulators and policymakers; founding members include Abrdn, Aegon, Fidelity, Quilter, Seccl, and SS&C, with an additional 20 platforms and 15 affiliate members verbally committed to join, while discussions are ongoing with around 60 others. (Victoria Bell, 23/9/2024, Citywire Wealth Manager, 'Quilter, Abrdn and Fidelity join rivals to launch platform trade body')​West Sussex-based high net worth specialist Servo Private Wealth has been awarded CISI Chartered Firm status, joining a select group of only 20 such firms in the UK; the CISI, which also awards the Certified Financial Planner designation, recognizes firms that meet specific criteria, including regulatory recognition, having at least 50% of staff chartered with CISI, implementing a CISI qualifications and CPD program, and aligning with the CISI Code of Conduct. Servo Private Wealth focuses on serving high net worth business owners and their families across the UK. (Financial Planning Today, 26/9/2024, 'West Sussex Planning firm gains Chartered status')Acquisitive wealth manager Kingswood reported that group assets under advice and management (AUA&M) reached £12.9bn by the end of June, marking an 8.2% year-on-year increase; operating profits rose 21% to £6.1m, while revenue increased by 14% to £40.6m. In its half-year results, Kingswood noted that UK & Ireland assets under advice (AUA) totaled £6bn, aided by the acquisition of Dublin retirement planning firm BasePlan in February, while UK & Ireland assets under management (AUM) stood at £3.7bn. (Financial Planning Today, 30/9/2024, 'Kingswood AUM climbs 8.2% to £12.9bn')Mergers and AcquisitionsTavistock Investments has sold its network advice arm to private equity-backed Saltus for up to £37.8m, with an initial £22m payment and up to £15.8m in deferred payments, marking the end of a challenging period for Tavistock and expanding private equity's presence in the UK advice market. (Victoria Bell & Nicola Blackburn, 1/10/2024, Citywire Wealth Manager, 'Tavistock sells advice network to Saltus in £38m deal')Close Brothers Group has confirmed the sale of its wealth management arm, Close Brothers Asset Management (CBAM), to private equity firm Oaktree for up to £200m, following exclusive talks that resumed in July; this deal highlights the growing trend of UK wealth management businesses being acquired by private equity, shortly after the significant sale of Hargreaves Lansdown. (Jeremy Gordon, 19/9/2024, Citywire Wealth Manager, 'Close Brothers Asset Management sold to private equity for £200m')Skerritts Group has acquired Harrogate-based Ellis Bates Financial Advisers for an undisclosed sum, completing the transaction at the end of September after receiving regulatory approval; this acquisition adds over £1bn in assets under management and strengthens Skerritts' presence in the North of England as the group aims for national expansion with support from Sovereign Capital Partners. (Momodou Musa Touray, 17/9/2024, Money Marketing, 'Skerritts buys Harrogate-based advice firm')WTW has acquired an undisclosed minority stake in private equity-backed Atomos, providing the wealth firm with additional capital to support its growth strategy; this investment builds on the strategic alliance formed between the two in 2022. Mark Calnan, Head of Investments for Europe at WTW, stated that the investment extends their capabilities to a broader audience. As part owner of Atomos, which manages £7bn in assets, WTW aims to enhance the firm's growth potential. Atomos rebranded from Sanlam UK Wealth after being acquired by private equity firm Oaktree in 2021. (Dylan Lobo, 3/10/2024, Citywire Wealth Manager, 'WTW acquires stake in PE-backed Atomos')​MoversCharlotte Aspinall has rejoined Charles Stanley as a Senior Investment Manager at its Tunbridge Wells branch, seven years after leaving the firm where she began her career in 2000, having since gained experience at Hurley Partners and Mattioli Woods. (Dylan Lobo, 2/10/2024, Citywire Wealth Manager, 'Charles Stanley alumna returns home after Mattioli Woods stint')Paul Killik is stepping back from day-to-day leadership at Killik & Co, the wealth business he founded in 1989, with Clem MacTaggart, formerly Chief Strategy Officer, and Sarah Threadgould, who joined as Chief Marketing Officer in 2019 from Which?, appointed as joint Managing Partners, while Killik remains as Chairman and his daughter, Georgie Killik, becomes Chief Strategy Officer. (Dylan Lobo, 1/10/2024, Citywire Wealth Manager, 'Paul Killik steps back from his wealth business')Deutsche Private Bank has restructured its central European business to offer ultra-high-net-worth clients a dedicated service, forming a markets investment team led by Liya Rozman, who previously headed the investment managers unit for Emerging Europe and Switzerland, and Adam Bergenfield for traders, while Sean Magee continues to lead the US investment management business, all with a focus on expanding client numbers and providing direct capital markets access. (Sophie Downes, 30/9/2024, Citywire Wealth Manager, 'Deutsche Private Bank shakes up investment arm')Nick Swales has retired as Regional Director of Rathbones' Newcastle office, which he helped launch 11 years ago, and has been succeeded by Co-Founder James Kyle, who has served as an Investment Director since 2013, with the office now managing around £825m in funds and employing about 20 staff. (Jeremy Gordon, 30/9/2024, Citywire Wealth Manager, 'Founding head of Rathbones Newcastle office retires')Helen O’Neill, the former Chief Operating Officer of Tatton Investment Management, has joined Whitman Asset Management as a Senior Adviser, following her departure from Tatton in March after seven years, during which she helped grow assets under management from £4bn to £17bn. (Dylan Lobo, 27/9/2024, Citywire Wealth Manager, 'Ex-Tatton COO Helen O’Neill joins boutique')7IM has expanded its investment team with the hiring of Asim Qadri and Brian Leitao as Investment Managers; Qadri, who has over a decade of experience, joins after three years at Abrdn, while Leitao comes from Mercer, where he was a Senior Investment Research Analyst, and previously worked at Fundhouse, EQ Investors, and Morningstar. These hires follow the recent appointment of Elizabeth Chambers as an Independent Non-Executive Director at 7IM. (Sophie Downes, 26/9/2024, Citywire Wealth Manager, '7IM boosts investment team with Abrdn and Mercer hires')Jessica Lewry has left her role as Head of Investment Manager assurance at Investec W&I after 15 years, making her the most high-profile departure since Portfolio Management Head Jon Walker left last month; Lewry, who joined in 2009 from Merrill Lynch, spent nearly six years in her latest role after advancing from Project Manager and Investment Risk Manager. (Zachariah Sharif, 24/9/2024, Citywire Wealth Manager, 'Investec W&I’s investment assurance lead leaves after 15 years')Premier Miton has appointed Nicola Stronach as Chief Operations Officer, following the recent launch of its model portfolio service; Stronach previously served as Director of Operations at Quilter Investors for three years and has also held roles at Credit Suisse, BNY Mellon, and Merian Global Investors. (Natalia Vasnier, 23/9/2024, Citywire Wealth Manager, 'Premier Miton hires Quilter operations director')​Former Charles Stanley Investment Chief Jon Cunliffe has joined JM Finn as Head of the Investment Office, returning to wealth management after nearly three years at non-profit firm B&CE; prior to his tenure at Charles Stanley, Cunliffe held various fixed income roles at Lombard Odier, ABN Amro, and Aberdeen Asset Management, where he led global fixed income macro strategy. (People Moves, 20/9/2024, Citywire Wealth Management, 'Ex-Charles Stanley CIO takes new JM Finn investment role')Schroders has appointed Meagen Burnett as its new Chief Financial Officer (CFO), succeeding Richard Oldfield, who became group Chief Executive earlier this month; Burnett, who joined Schroders in January 2023, has over 25 years of experience in financial services, including roles at M&G, J.P. Morgan, Goldman Sachs, and KPMG. She will serve as interim CFO starting 8 November 2024, until her formal appointment on 1 January 2025, while Schroders’ group Chief Investment Officer, Johanna Kyrklund, will also join the executive board. (Dan Cooper, 26/9/2024, Money Marketing, 'Schroders appoints Burnett as new CFO')Sesame Bankhall Group (SBG) has appointed Toni Smith as Distribution Director to lead its adviser network Sesame; with over 35 years of experience in the intermediary sector, Smith will focus on growing the Sesame business and enhancing the network's mortgage and protection propositions. She joins from PRIMIS Mortgage Network, where she served as Chief Operating Officer and later Chief Distribution Officer, and previously held the role of Business Operations Director at First Complete Limited for 10 years. (Momodou Musa Touray, 18/9/2024, Money Marketing, 'Sesame Bankhall hires new director to lead adviser network')National advice firm One Four Nine has appointed Martyn Southam, a former Manager at Succession Wealth, as Regional Director; Southam brings 35 years of experience in the financial services sector, having worked with mutuals, banks, product providers, and networks. (Momodou Musa Touray, 17/9/2024, Money Marketing, 'One Four Nine hires from Succession to boost regional expansion')The Personal Finance Society (PFS) has appointed Carla Brown as its new President; Brown is the Managing Director of St James’s Place partner firm Oakmere Wealth Management Ltd in Cheshire and also serves as a Director of CL Wills and Estate Planning. A Chartered Financial Planner and Fellow of the PFS, she is an accredited Later Life Adviser and holds a Certificate in Relational Financial Planning, along with an MSc in Wealth Management from Loughborough University. (Financial Planning Today, 26/9/2024, 'SJP partner firm founder appointed PFS President')​All information provided in this Market Digest has been gathered from Citywire Wealth Manager, Financial Planning Today, Money Marketing and IDEX Consulting.​

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The gender pay gap in Financial Services

​Equality may be a word commonly used in the workplace today, but discourse doesn’t guarantee progress – and the stats are worrying. Analysis of the latest gender pay disclosures shows that men continue to be paid more than women across most UK organisations, “the difference in pay was found to be 9.4%, the same level as when figures were first public… in 2017/18” (BBC: 2023 8 out of 10 firms pay men more than women). At best, UK companies seem to be stagnating.Research shows 79.5% of employers had a gender pay gap that favoured men in 2022-23. While this has fallen in some sectors, Financial Services had an average gap of 22.7% - the highest after educational employers (UK Finance: 2023 News in brief). Further research by PwC shows the median average pay gap sat at 12.1% across all UK sectors – but it was a whopping 26.6% for Financial Services (PwC: Gender pay gap and diversity in financial services).Perhaps even more worryingly, HSBC, Goldman Sachs, Morgan Stanley and Standard Chartered all reported a widening gap between what they paid women and men in 2022, according to data reviewed by Reuters. “All four banks said in their gender pay gap reports that the figures reflected the under-representation of women in senior roles and that they were taking steps to address this” (Reuters: 2023 HSBC, Goldman gender pay gaps widen in UK as finance makes slow progress). So how does the pay gap actually work?The 1975 equal pay act means employers are required by law to pay professionals in the same role the same salary; it isn’t employers simply deciding to pay women less because they’re women. The situation is covert, multifaceted and often unconscious; but in its essence (and as admitted to above) the gap exists because men across the board can often occupy better paying professions, as well as positions of seniority in those professions.But why?Horizontal and vertical biasHorizontal gender bias is the distribution of men and women across industries and sectors. What roles do the words ‘women’s jobs’ conjure? Is it care work like nursing or teaching? Likewise, does ‘men’s work’ conjure images of engineers, STEM professionals or brokers? Vertical gender bias works similarly – it’s the distribution of men and women across the hierarchy of a specific profession, workplace or industry. In the past, women in boardrooms may have famously shared the awkward experience of being asked to get drinks or take notes. Why? Is it because a leader or c-suite professional looks like an older man in our collective conscious?It’s easy to justify these biases with numbers. After all, stereotypes often exist because of the numbers. If women want to be seen as leaders or occupy roles not socially assigned to them, why don’t they? The danger lies in the confirmation bias that follows the above. When the group that is the subject of the social bias/stereotype internalise it, they can end up trapped by it. As young professionals prepare to enter the market, they envision a career trajectory. But if you can’t see yourself ever getting to a certain place, you simply won’t work towards making it a reality. This manifests in people only pursuing careers they believe are open to them in the first place. Social bias leads to confirmation bias, which in turn leads to a self-perpetuating, restrictive cycle of keeping certain people in specific places.The motherhood and partner penaltyTo add to the above, things get more complicated when looking at motherhood and cohabitation. The New York Times put it well, “The big reason that having children, and even marrying in the first place, hurts women’s pay relative to men’s is that the division of labour at home is still unequal, even when both spouses work full time” (New York Times: The gender pay gap is largely because of motherhood).When looking at an uneven division of labour, raising children can be a factor. But according to research even those who choose not to have children often earn less, because women are more likely to pass up job opportunities in order to move or stay put for their husband’s job. Then when children are introduced, not only have some women missed job opportunities but they often take fewer intensive jobs in preparation for children – knowing that the bulk of the (unpaid) responsibility will fall to them.“One person focuses on career, and the other one does the lion’s share of the work at home,” said Sari Kerr, an economist at Wellesley College, Massachusetts. Statistically women spend on average one hour more a day on unpaid work than men do, with that jumping to as much as three hours in some European countries (Eurostat: How do women and men use their time – statistics). This unequal division of unpaid labour takes its toll on the professional lives of women – sapping energy, stifling potential and fuelling the pay gap.Those who decide not to have children may also experience bias, whereby they’re overlooked for promotion on the basis that they may one day change their mind and deprioritise work as a result (Justifying gender discrimination in the workplace: The mediating role of motherhood myths). “Cognitive bias may occur when an employer disadvantages women by assuming that they will conform to a stereotype. An employer assuming that mothers will work fewer hours after they have children is an example of how stereotyping is dangerous” notes one research piece (University of Rhode Island: The motherhood penalty).So, what can employers do to address the gender pay gap and support women? Support professional women The complexity of the pay gap stems from the multiple factors causing it, some of which are social issues beyond the scope of businesses. However, there are some powerful ways organisations can tackle the problem - introducing and promoting paternity leave is the biggest. For the institutions without a paternity policy, the first step is clear. For those with paternity leave already in place, the World Economic Forum advises employers to actively encourage new fathers to take it. “Men cite fears of being discriminated against professionally, missing out on pay rises and promotions, being marginalised or even mocked as reasons [for not taking paternity leave]” says one report (Family Tree: Paternity leave – why aren’t more men taking it?) and yet when surveyed, 80% of dads said they’d want much more time with their children (World economic forum: 2022 The motherhood penalty: How childcare and paternity leave can reduce the gender pay gap). It’s clear, businesses need to actively promote paternity leave as a viable option for their male employees.Similarly, childcare and flexibility are paramount. Retailer Patagonia created on-site childcare facilities for employees and saw retention rates skyrocket. In a post Covid climate flexibility is a non-negotiable, particularly for financial businesses promising to bridge the gap.Perhaps most importantly, employers need to understand the challenges women may be facing, listen to any concerns and work on ways to drive equity. The World Economic Forum urges employers to “allow women within your organisation to discuss what's working and what's not – give them a direct line of communication to the top as well as the resources they need” (World economic forum: 2022 The motherhood penalty: How childcare and paternity leave can reduce the gender pay gap). Creating safe open spaces to discuss personal situations case by case is a direct way to combat the biases and challenges driving the gender pay gap. Open the door and show that it’s openFrom as early as school, a lack of representation and the horizontal biases that plague gender, ethnicity and certain socioeconomic backgrounds directly influence career trajectories. It’s easy to tell girls they can be c-suite finance professionals if they want to be, but unless girls can see that it’s a viable career pathway, doubts will linger. Remedying this isn’t a complicated process. Working in partnership with schools and colleges to organise open days and workshops for the talent of the future is a powerful way for businesses to address the widening pay gap. Further down the line, internships and development programmes aimed specifically at women is another effective way to encourage open and honest conversations and provide support. Ultimately, the numbers are clear; there are still challenges with the gender pay gap across the Financial Services profession and time alone isn’t fixing the issue. Companies across Financial Services need compliant policies, support mechanisms and cultures which encourage open conversations and empower employees to challenge the status quo.For advice and support with your hiring strategy or if you’re looking for a new opportunity, speak to an IDEX Financial Services specialist today.​Sources:BBC: Paternity leave, which comes with multiple benefits, is more widely offered than ever before. So, why aren't more men taking it?BBC: 2023 8 out of 10 firms pay men more than womenEurostat: How do women and men use their time – statisticsFamily Tree: Paternity leave – why aren’t more men taking it?Justifying gender discrimination in the workplace: The mediating role of motherhood mythsNew York Times: The gender pay gap is largely because of motherhoodPwC: Gender pay gap and diversity in financial servicesReuters: 2023 HSBC, Goldman gender pay gaps widen in UK as finance makes slow progressUK Finance: 2023 News in briefUniversity of Rhode Island: The motherhood penaltyWorld economic forum: 2022 The motherhood penalty: How childcare and paternity leave can reduce the gender pay gap

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Blog Thumbnails   New Size (19) financial services blogs
The changing market: why Employee Benefits Consultants are more important than ever

​How can you keep employees engaged and fulfilled? Enter the Employee Benefits Consultant...Whether you work in Financial Services or General Insurance, the need for Employee Benefits Consultants in recent years has soared, as companies across the world begin to recognise the importance of comprehensive employee benefits strategies in the workplace. In today’s competitive market; attracting and retaining competent, skilled employees has become fundamental to organisational success, and a large part of that is down to a company’s culture. In an ever-evolving world where streamlining and digitisation have led to many company’s merging, undergoing rapid growth and changing direction; there is a certain degree of uncertainty leading to high staff turnover and a ping-pong effect on a company’s cultural DNA. The previous method of combating such effects with implementing Employee Benefit schemes, simply doesn’t fit the bill anymore.The marketplace is changing, and so is the way in which employees are working, and living. As a result, many businesses are seeing sweeping changes in the way their employee benefit plans are structured and executed, as well as what the right benefits are - based on their organisation’s demographics.  Aimed at improving the mental and physical wellbeing of employees in order to drive employee engagement and staff retention, employee benefits strategies encompass everything from healthcare to flexible working as part of an increasingly sophisticated package of options that workers can tailor to their own needs.Hiring the services of an Employee Benefits Consultant is vital if businesses want to maintain a passionate workforce and develop a strong company culture. Consultants in this arena take the pain away from navigating the minefield that is Employee Benefits packages. Broking insurance contracts is relatively straightforward, however a good Employee Benefits Consultant gets to know your business inside and out, understands where you are now and where you want to be, and importantly - knows which products and services to recommend, and which ones would be redundant. Employee Benefits have changed massively over the past few decades. For example, pension plans used to be seen as a bonus in the workplace, but today it’s taken as standard with the implementation of Auto Enrolment, and staff expect much more from their employers. Employee Benefits Consultants play a vital role in helping companies to better understand their workforce and develop options that ultimately offer them more job satisfaction by catering to them and their lives, rather than a blanket ‘one-size-fits-all’ approach. By introducing schemes like flexible benefits, people can pick and choose the benefits they want to suit them, whilst employers can implement strategies that reduce the risk of employee sickness or dissatisfaction. It’s a win-win for employers - ensuring their employees are satisfied, protected and cherished, whilst de-risking their business.Many strategies are now shaped around a three-point scheme. This includes protection, which offers employees insurance schemes should they want it; intervention, which offers them workplace support; and prevention, which aims to prevent workplace sickness, for instance through free dental care, private medical insurance or cost-effective cash-plans with holistic therapies included. In a changing workplace, many companies are turning to Consultants to motivate and retain their workforce: the buzzword in employee benefits today is engagement, and there’s been a corresponding rise in the number of corporate Consultants, specialising in this new style of benefits, coming onto the market as a result. These consultants have one purpose - to tackle poor employer-employee engagement head on, by thinking outside the box and very often with highly skilled teams behind them, ensure the place we spend most of our time, at work, is a place we’re happy to be. The changing capabilities of technology have also made it much easier for Consultants to offer clients a high-quality employee benefits strategy that takes into account everything from increasing the value for money spent on benefits to ensuring that those benefits are competitively financed, to confirming they’re the right benefits in the first place! Today, companies can leverage new technologies to create in-house platforms that make it even easier for employees to access their benefits and stay informed; indeed, several employee benefits consultancies are starting to specialise in developing this technology, which can then be rolled out across the company by members of HR. Ultimately, a higher take up of benefits generally purports to a more protected, nurturing workforce.Other factors are driving the sudden rise in employee benefits interest, too. Thanks to an ageing working population- by 2040, nearly one in seven Britons will be over 75companies are attempting to improve their longer-term cost curve and increase their efficiency by addressing employee health, lifestyle choices and productivity. Combined with the pressure many companies are feeling to improve their profits and stay competitive in an unstable economy, employers need to boost their bottom line, which requires a consolidated employee benefits strategy to ensure maximum productivity whilst preserving employee satisfaction.In summary, employers everywhere are waking up and embracing the potential benefits that Employee Benefits Consultants can provide. With the market constantly evolving, and companies fighting to attract and engage talented staff, many are turning to Consultants for ways to engage and retain their ageing workforce, whilst also ensuring productivity is at near maximum capacity. As a result, demand is increasing, fuelled by continuous improvements generated by new technology: now, a more holistic approach to engagement is becoming the norm - and it’s increasingly cost-effective to implement.One thing’s for sure: for people thinking about pursuing a career in Employee Benefits, there’s never been a better time to get involved.Take advantage of the market.At IDEX, we’re proud to connect the freshest talent from around the country to the best jobs in Financial Services. Find out what we do here, or why not browse our selection of jobsfrom around the country?

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Blog Thumbnails   New Size (22) blogs
Will AI change the role of a Paraplanner?

​Paraplanners are a sought after role and a critical aspect of Financial Services. The practical nature of the role sees paraplanners aiding financial planners in research, administration and report writing. Their role is essential when it comes to gathering new information or projections based on a change in a client’s financial situation. But, with the developments of technology and automation, what does this mean for paraplanners and how are professionals reacting to the change?While paraplanners are invaluable to a business thanks to their knowledge and expertise in financial and business management, several areas of the role involve repetitive, time-consuming tasks. This is where automation thrives. An example of this can be found in compliance and regulatory support. Automation has streamlined compliance processes by optimising regulatory checks, highlighting potential violations and guaranteeing adherence to complex regulations. AI-powered tools can monitor changes in regulatory frameworks, ensuring paraplanners are kept up-to-date with frequently evolving compliance requirements, thereby drastically reducing the risk of compliance breaches.What do the stats say?Overall, paraplanners view AI and automation favourably, research by Research in Finance, a market research and data consultancy, state that 77% of paraplanners surveyed across the UK are already using a cashflow tool within their research and to inform clients (Research in Finance: Paraplanning in a pandemic report) and 75% of 312 paraplanners surveyed in a report by Embark Group, WealthTech company, believe technology helps deliver better advice to clients (Embark Group: 2022 Paraplanner survey report).According to another report by Scottish Widows, “when paraplanners get their hands on AI tools they become significantly more positive on their value. An overwhelming 92% of paraplanners who have used AI tools believe they will be useful in the paraplanner role” (Scottish Widows: The technology-enabled paraplanner).Our own research agrees. From a wider employability perspective, our 2023 Artificial Intelligence workplace trends report found that 70% of Financial Services employers believe the use of AI is beneficial and will lead to new employment opportunities.Moreover, a staggering 99% of employees across professional services, surveyed in our AI report said the introduction of Artificial Intelligence has improved their job satisfaction.Evidently, the threatening rhetoric so often regurgitated in sensationalist media, of AI decimating occupations is just that - rhetoric. So far, the research points in the opposite direction.For paraplanners, automation has streamlined much of their role, but has yet to tread anywhere near the grounds of taking it over. Skilled paraplanners are essential to undertaking analysis and, as with all things, advancements in technology have allowed for better accuracy and improved efficiency. Alongside this, AI automates other aspects of a paraplanner’s role such as data gathering and report generation, freeing up precious time allowing paraplanners to focus on the more complex and strategic aspects of their role. How will AI influence the skills involved in paraplanning?A paraplanners role has traditionally been spent preparing and compiling documents such as Statements of Advice (SoAs) and Records of Advice (RoAs). The turnaround of this work, while absolutely essential, has historically taken weeks. Now, with automation embedded into the role, that same work can be completed in a much shorter timeframe. So what does this extra time mean for paraplanners?There is more time to focus on training and skill development. We’re seeing professionals becoming ‘product specialists’ -concentrating on specific technical expertise, such as Venture Capital Trusts (VCTs) and Estate Planning. With such specialisms comes a rise in salary and an increase in confidence. According to research from Embark and Research in Finance, 35% of the 332 paraplanners surveyed, identified technology expertise as an area where they could add more value, and “only 15% fear the negative impact of tech threats like robo-advice and report automation” (Embark Group: 2022 Paraplanner survey report).Technical analyst at First Wealth, Fazer Cronin notes: “[automation] will take a lot of the arduous jobs - say suitability writing - away from the paraplanner. The ability to really dive into a topic and understand client needs and objectives will become the key point of the role, and paraplanners will have to become a hybrid between the technology and the adviser.” This hybridisation will supercharge the role, driving the paraplanner profession into the market spotlight; ultimately ensuring it isn’t overlooked or treated as merely a stepping stone to becoming a Financial Advisor, but a fulfilling, evolving career path in itself.As professionals are freed from the monotonous tasks of their preceding job descriptions, many will embrace the growth opportunities that are born from developing new skills and pathways. As a result, advancing technology and AI serve to improve employee retention, not endanger it; but as with any change, mindset must evolve to meet this new technological frontier.Access our 2023 Workplace Trends report for free, to understand what benefits working with AI can create for your business and teams. Looking for support with finding a new role or need help with your talent strategy? Get in touch and a specialist consultant will be happy to help.Sources:Embark Group: 2022 Paraplanner survey reportResearch in Finance: Paraplanning in a pandemic reportScottish Widows: The technology-enabled paraplanner

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Blog Thumbnails   New Size (21) financial services blogs
The impact of robo-advisers on the Financial Services market

​Ease of use, accessibility, instant access: Robo-Advice is taking off within the Financial Services market...The rise of Robo-Advisers within the Financial Services sector is opening up the market to more clients than ever before. With advances in technology giving rise to an inflation of new apps, portals and software platforms designed to provide a more affordable way of looking after your money, Robo-Advisers have been emerging onto the scene for some time now as a way for everybody to gain access to services that were previously reserved for the wealthiest customers in the market. Though it’s currently a smaller sector of the Financial Services industry, it’s also growing rapidly: estimates predict that between $2.2- $3.7tn in assets will be managed with the support of robo-advisory services by 2020, rising to $16tn by 2025. Public appetite for robo-advice is huge, and it’s only just started to change the Financial Services sector.Robo-Advice is a cheaper alternative to more traditional financial advice, using automation and AI to build and manage portfolios of funds for their customers. Accessed using an online portal, these services grant people access a similar service to a traditional Financial Advisory firm without the need to consult with a Wealth Manager or Financial Adviser directly. It’s also diverse: this service will also let you manage your pensions, file your taxes and track your expenses, all from the comfort of your home.The rise of Robo-Advice has the potential to cause huge disruption in a market that has already seen FinTech start-ups encroach on the business of many traditional advisory firms. Robo-Advice, though, falls into a very specific niche, targeting customers who often can’t meet the traditional minimum amount needed to set up an account, or those who want more control over their portfolios, and thereby opening up the market to a whole new customer base which has often been underserved in the past. Traditional Wealth Managers charge 1-3% of their client portfolios to maintain their services every year, which can prove expensive for people with less to invest: now, people with between £10,000- £100,000 can invest via a similar service for only 0.25% or so a year. With 61% of adults banking online, making the switch to a Robo-adviser is not a large leap to make. Indeed, the entry-level market, especially millennials, have embraced the opportunities that Robo-Advisers offer with open arms, as these new services allow them to start managing their income and plan for the future at the touch of a button; however, these services have also proved popular with older customers, as people take control of their financial planning and use smart technology to start preparing for retirement. And it’s proving popular: in the UK, Robo-adviser Wealthify has become so widely-used that insurance giant Aviva bought a majority stake in it last year.Though investors with larger portfolios, and with more to invest, are more likely to stay with wealth managers when it comes to managing their assets- indeed, 77% of wealth management clients trust their Financial advisers, and want to continue working with them to grow and manage their wealth- it cannot be denied that Robo-Advice is also transforming the market at a higher level. In addition to serving as an incentive to lower fees, the rise of AI also gives Financial Services companies a chance to streamline their market offering by incorporating the use of Robo-Advisers into their mainstream customer offering, allowing low-level wealth managers to oversee multiple lower-revenue accounts with less effort.Indeed, many of these companies are investing money into creating their own Robo-Advisory services, with firms like Wells Fargo, Morgan Stanley and JP Morgan Chase having launched their own digital investment services over the past year or so. Big market players like Goldman Sachs and ICBC are also in the process of developing their own. In the competitive Financial Services market, these services offer established firms the chance to reach a whole new client market.What’s on the horizon for robo-advice? Financial Advisers will always be in demand, but the industry is changing. Technology is bringing investors ever-closer to their Advisers, and people want more power when it comes to managing their own finances. Robo-Advice platforms offer this, allowing investors to interact with their Advisers and take a much more active role when it comes to investment. The popularity of Robo-Advice is only going to grow: for Financial Services firms, it’s time to consider how this new way of doing business might impact the market in the future. As a result, I believe Robo-Advice will begin to be incorporated into most Advisory firms in coming years, due to technology’s continual growth, Robo – Advice will take a proportion of the market focusing on younger, digital savvy Investors or those who want more privacy and control on their investments. At IDEX, we’re always innovating. Our expert consultants stay up to date with the changing market, so we can match the best candidates with the best jobs in Financial Services. Find out more about what we do here, or browse our jobs in Financial Services here. 

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2024 Financial Services Mergers and Acquisition outlook

​Over the past 12 months, due to economic instability, geopolitical tensions and rising inflation, some firms have been hesitant with expansion. But should they be? According to the latest EY CEO Outlook Pulse Survey, 98% of CEOs plan to pursue a strategic transaction in the next 12 months [compared to] last January, [where] the number was at 89% - with 58% of them looking to mergers and acquisitions (M&A) (EY: 2023 CEO Outlook Pulse survey). Alongside this, and promisingly, the UK and Ireland are expected to enjoy the highest growth in M&A activity this year according to a separate report by CMS (CMS: European 2024 M&A outlook).  Research shows that 2024 will shift from a buyer’s market to a seller’s market – demand is high, supply is low. While high interest rates, inflation and rising cost of capital has affected appetite, it hasn’t changed the volume of deals; and with fewer publicised deals across the acquisition market it may seem as if the waters are stilling, but a lack of announcements doesn’t mean a lack of activity. So what will the driving factors of M&A within Financial Services be, and what can we expect to see in 2024? Embedded finance and diversificationHistorically, convergence has been a survival strategy in times of uncertainty. But as non-financial platforms and retailers adopt finance elements into their public offerings, cross-industry convergence is quickly becoming an evolution strategy for the specialism. Embedded finance has emerged as a transformative trend across the specialism, with mainstream attention skyrocketing in the last two years. It integrates traditional Financial Services into non-financial platforms, thereby completely redefining how consumers interact with payments, banking and insurance. Examples of this include AI powered payments network Klarna’s expansion into retail giants like ASOS and Pretty Little Thing, where customers are able to sign up to an interest free monthly payment plan.SS&C Intralinks describes this convergence as a “proven strategy that allows major players to maintain a diverse product line, keep pace with digital transformation and, in the current environment, meet the changing needs of a stressed banking system” (SS&C: How financial services M&A is responding to the 2023 bank shock). As a result, the relationship between fintechs, bigtechs and banking institutions has evolved from competitive to collaborative. 2024 promises convergence between agile consumer-facing fintechs and larger incumbents. Furthermore, PwC describe the asset and wealth management (AWM) sector as “solid, with potential profitability quite attractive [to prospective buyers]” (PwC: Next in asset and wealth management 2023). Professional services firms are increasingly diversifying their offering through the acquisition of AWM practices, and this is a trend expected to continue throughout 2024. Interest rates and confidence Interest rates have soared across the UK plateauing at 5.25% as of December 2023. Such high rates have undoubtedly made smaller-sized Independent Financial Advice (IFA) firms question their acquisition strategy, leaving the market wondering if all that remains in the current climate are consolidators and private equity-backed firms who can afford the cost of capital. Whilst 2024 is showing promising signs in the stabilising of interest rates, the overall cost of growing through acquisitions has absolutely increased. The specialism remains attractive thanks to the value financial planning firms offer. Broadening the service offering by selling to the clients of newly acquired businesses paired with a regular income significantly improves profitability and reduces investor risk. 2024 will be particularly exciting for small to medium (SME) IFA businesses. "We saw increased acquisition appetite amongst SME IFA practices last year, perhaps because of the stabilisation of interest rates and the impact this has had on the cost of capital. We expect this trend to continue through 2024, as SME practices are looking to capitalise on the opportunity available through retiring IFA's and the onboarding of spoke acquisitions to compliment and realise synergies within their existing operations” notes James Salmon, M&A Specialist, IDEX Consulting.Consumer Duty Implemented in July 2023, the new Consumer Duty regulatory framework demands that financial advisers prove their services provide fair value. While this may not necessarily cause huge changes in deal volumes, firms are doubtlessly going to be more scrupulous which could prolong the dealmaking process. Following exchange, the average process of embedding new regulation such as Consumer Duty takes around three years. Firms with poorly implemented Consumer Duty run the risk of failing integration, losing value and ultimately seeing deferred payments defaulting. This is why having a well-defined strategy and plan for effectively and reliably embedding Consumer Duty is going to be vital for firms looking to sell. AI and emerging technologies By now it’s evident that artificial intelligence has instigated a paradigm shift across industries, with the pace of generative AI adoption being faster than some startups. ChatGPT, for example, reached 100 million users in just six months (Guide to next: Publicis sapient 2024 outlook). This has inevitably bled into the M&A process, with nearly three quarters (71%) of CEOs surveyed using AI as part of the transaction strategy process, either significantly or through pilot programmes. Only a small group (5%) claim they have no plans to use AI (EY: 2024 CEO outlook pulse survey). Improving technology capabilities and innovation will be a huge driver of M&A in 2024, with 16% of businesses stating that this a primary investment goal(FutureCFO: M&A Trends: Business leaders expect rebound into 2024) and 40% of FS businesses reporting a marked improvement in customer satisfaction thanks to AI, according to the 2023 IDEX AI Report. Helping to mitigate a famously complex process, financial businesses looking for smooth M&A undertakings are increasingly leveraging the power of artificial intelligence to optimise the journey. However, there also comes increased risk with automated business/asset auditing. Deloitte warn: “the technological turbulence [of] generative AI, transition to the cloud, increased fraud and cyber risk, and blurring of industry lines, such as the embedded finance trend—will require financial services leaders to be much more agile than ever” (Deloitte: 2024 financial services industry outlooks). Businesses looking to sell need to use compliant tools to ensure a smooth transition, artificial intelligence will remain a powerful advantage but needs careful leveraging. Furthermore, genAI offers huge opportunities for financial institutions. The only limit of the technology is that it’s only as powerful as the data it has access to. Firms may want to partner with large technology companies to access this infrastructure and M&A will be a fantastic way to feed the machine – adding to and enhancing their existing data. Expect to see data-motivated acquisitions in 2024.Portfolio reviews Mirroring a trend in convergence, and a direct response to rising rates, tougher times call for portfolio reviews from firms as they look to execute a series of smaller transactions in 2024. These smaller deals, while modest in comparison to some of the huge undertakings in years past, offer real advantages in the current financial and regulatory environment. Law firm Foley & Lardner mention, “the prevailing high-interest-rate environment has sparked a distinct trend in M&A for 2024, and that is a heightened importance on smaller-scale deals. Acquirers are opting for more modest transactions, partly due to the interest rate situation. These smaller deals present reduced financial risk and are more in line with a cautious approach to risk management”(Foley: M&A trends to watch in 2024). Alongside being more achievable, a series of well planned, de-risked acquisitions are just as transformative as front page news deals, and are a trend we can expect to see throughout 2024. ESG as a dealbreaker Lastly, environmental, social and governance (ESG) considerations are no longer a pleasant afterthought in financial services M&A and will continue to be a central focus for businesses looking to expand. Sustainability is an essential consideration in a business’ offering. As a result, 2024 will see ESG integration take a pivotal role in successful M&A transactions. This is reflective of a growing demand from both investors and clients for companies that not only perform well financially, but demonstrate continuing commitment to sustainability and ethical practices. Larger financial institutions looking to sell need to be aware that potential buyers will be scrutinising their ESG targets and performance. These environmental and ethical factors will also be integrated into the due diligence process, making them vital to successful M&A deals and therefore non-negotiable for companies looking for M&A appeal. Foley & Lardner aptly mention “as long as ESG factors align with economic performance, expect the political backlash to remain just that” (Foley: M&A trends to watch in 2024). Although the vast majority of respondents (85%) expect M&A activity to come under more scrutiny relating to environmental, social & governance (ESG) regulations over the next three years, almost two-thirds (64%) also believe ESG regulation will ultimately provide a boost to dealmaking in Europe (CMS: Turning the corner? CMS European M&A outlook 2024).From industry convergence, an updated regulatory climate to the emergence of AI and other new technologies, the Financial Services specialism will see further transformation throughout 2024 – and with it comes exciting opportunities for acquisition and diversification.  Looking for advice on the Financial Services M&A landscape or keen to explore a new opportunity? Contact our specialist consultant James Salmon today, on 07947748173 or email james.salmon@idexconsulting.com. Sources: CMS: European 2024 M&A outlook Deloitte: 2024 financial services industry outlooks EY: 2024 CEO outlook pulse survey Foley: M&A trends to watch in 2024 FutureCFO: M&A Trends: Business leaders expect rebound into 2024 Guide to next: Publicis sapient 2024 outlook PwC: Next in asset and wealth management 2023 SS&C: How financial services M&A is responding to the 2023 bank shock UK Adviser: Have interest rates impacted M&A deals in the advice market?  

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Meet the Financial Services Experts

Alison MacMillan

Alison MacMillan

Ashlea Walton

Ashlea Walton

Emma Murray

Emma Murray

Jack Johnson

Jack Johnson

 Louise Bibb

Louise Bibb

Keith Enright

Keith Enright

Graeme Hyland

Graeme Hyland

Alex Merrick

Alex Merrick

James Salmon

James Salmon

Graeme Winn

Graeme Winn

David Elders

David Elders

Lynn Wilson

Lynn Wilson

  • Alison MacMillan

    Divisional Director

    Mobile: 07423 400 829 | E-mail: alison.macmillan@idexconsulting.com​Ali has been working in Financial Services recruitment in Scotland since 2002 and is a Fellow of the Recruitm...

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  • Ashlea Walton

    Client Director

    Mobile: 07805 843 149 | E-mail: ashlea.walton@idexconsulting.comAshlea is an experienced Employee Benefits recruiter with 10+ years experience recruiting nationally. She specia...

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  • Emma Murray

    Client Delivery Manager

    ​Mobile: 07791 280 859 | E-mail: emma.murray@idexconsulting.com​A spring of energy in the office, Emma is a dedicated and passionate Financial Services specialist. Partnering w...

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  • Jack Johnson

    Business Director & Regional Manager

    ​Mobile: 07795 571 723 | E-mail: jack.johnson@idexconsulting.com​Jack has nine years’ experience recruiting Risk, Actuarial and Compliance professionals in the UK. He has worked...

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  • Louise Bibb

    Regional Manager

    Mobile: 07706 736 747 | E-mail: louise.bibb@idexconsulting.com​Louise has worked within Financial Services recruitment for over 7 years, predominantly focusing within the South...

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  • Keith Enright

    Business Manager

    Mobile: 07818 236 224 | Email: keith.enright@idexconsulting.com​Keith has been recruiting within the Financial Services sector since 2003. He specialises in partnering with clie...

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  • Graeme Hyland

    Business Manager

    Mobile: 07896 933 622 | E-mail: graeme.hyland@idexconsulting.com​Graeme is one of the longest serving members at IDEX Consulting and is fully responsible for recruitment, talent...

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  • Alex Merrick

    Business Manager

    ​Mobile: 07776 670 384 | Email: alex.merrick@idexconsulting.comPrior to moving into Recruitment, Alex was a Financial Adviser for 16 years. He started advising within the Bancas...

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  • James Salmon

    Mergers and Acquisitions Client Director

    Mobile: 07947 748 173 | E-mail: james.salmon@idexconsulting.comJames leads our Financial Services Mergers and Acquisitions proposition; supporting Wealth Management businesses t...

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  • Graeme Winn

    Managing Consultant

    ​Mobile: 07552 208 547 | E-mail: graeme.winn@idexconsulting.comFollowing an initial career in Accountancy, Graeme has worked within the recruitment industry for nearly 10 years....

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  • David Elders

    Managing Consultant

    ​Mobile: 07407 626 734 | E-mail: david.elders@idexconsulting.comDave has over 16 years’ experience recruiting in the Financial Services sector, initially within Retail Banking,...

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  • Lynn Wilson

    Senior Consultant

    Mobile: 07918 211 987| E-mail: lynn.wilson@idexconsulting.comLynn has been working in Financial Services recruitment in Scotland since 1996. She typically recruits for are Para...

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Check out other experts:
  • Alison MacMillan
  • Ashlea Walton
  • Emma Murray
  • Jack Johnson
  •  Louise Bibb
  • Keith Enright
  • Graeme Hyland
  • Alex Merrick
  • James Salmon
  • Graeme Winn
  • David Elders
  • Lynn Wilson