Luke Horgan

"What benefits are there to using an external recruiter?" 🤔 Below are some stats from one of our 🇩🇰 Copenhagen 🇩🇰 Clients based within the FinTech sector: 👏 2 placements since our relationship began. 👏 1.16 : 1 CV sent to 1st interview 100% offer acceptance 👏 3 : 1 1st interviews to placement 👏 With our last placement, there was a total of 23 days between the candidate’s CV being sent to an offer acceptance. Most stakeholders I work alongside mention how long it takes to recruit and finding it difficult to find the right quality of locally based profiles which can be frustrating, time and money consuming 😑 How many interviews on average do you conduct before signing the right candidate? 🤔 If you're struggling and are wondering what the bottlenecks are in your recruitment process, feel free to reach out 🤝 📩 [email protected] 📞 +45 88 74 20 85 📱 LinkedIn DMs are open

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🚀 Contractors Wanted: Forge the Future of Digital Exchanges 🌍 📍 London | NYC | Hong Kong 💸 Outside IR35 Ideal Candidates (ICR) is partnered with a major digital exchange, looking for top-tier contractors for an initial 6-month offering. Why You Should Join: 🌐 Contribute to cutting-edge solutions impacting global finance. 💸 Work outside IR35, offering flexibility and lucrative rewards. 🌍 Be part of a global mission with opportunities in London, NYC, and Hong Kong. Key Skills We’re Seeking: 🖥️ Rust: Secure, high-performance backend development. 🐍 Python: For backend automation, APIs, and data-heavy tasks. 🛠️ C++: If trading engines and performance-critical systems are your expertise. 🌐 JavaScript/TypeScript + React: To design and deliver seamless, user-friendly interfaces. Nice to have: 🌟 Blockchain and fintech knowledge—whether it’s smart contracts, APIs, or DeFi. 🌟 Mastery in Kubernetes, Redis, Docker, or other modern DevOps tools. 🌟 A passion for tackling challenges in high-performance, secure environments. If this sounds like something you'd be interested in, get in touch today or tag someone who fits the bill. ⚡[email protected]⚡ #DigitalExchange #OutsideIR35 #Rust #Python #Cplusplus #Blockchain #FinTech

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📊 Market Insights: October 2024 📊 The latest recruitment and hiring insights are in! With the ongoing budget uncertainty and an extended half-term break, we’ve seen some shifts in hiring activity across the region this past month. Our team has compiled the latest data and trends to help employers and candidates navigate these changes effectively. 🔍 https://lnkd.in/dtPBPwBY #HiringTrends #Recruitment #MarketInsights #CathedralAppointments

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Get ready for the 2025 Salary Survey launch on Monday, 27th January 2025! Reach out to get your hands on a copy by sending a message to [email protected] 📧 This survey provides a detailed look at salaries, market trends, and valuable insights. Discover the latest data on base salaries, bonuses, and benefits. Don't miss out on this comprehensive resource!

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💼 Base Pay Matters! When it comes to Recruitment offers, in my experience most candidates are looking to either improve their base salary or, at the very least, keep it the same. Base pay represents financial stability—it’s what covers the essentials like rent, mortgages, and day-to-day expenses. 🔑 Few candidates will consider taking a pay cut at the base level, no matter how attractive a commission or bonus structure might be. Base salary is the foundation of job security, and without it, candidates can feel like they’re taking a risk. 💰 It’s crucial for companies to understand that competitive base pay is not just a perk—it’s a necessity to attract and retain the best talent, especially in today’s market. If you're interested in hearing about the market or exploring opportunities, drop me a message 📥. #Recruitment #Rec2Rec #Opportunities #CareerGrowth #Connections #Tokyojob #tokyorecruitment #Tokyo

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Exciting Opportunities Ahead: Q2 Job Market Outlook As we head into the second quarter of 2024, it's a great time to have a look at the current job market. Here's a glimpse of what's in store: Growth Across Industries: Across sectors ranging from technology, real estate, construction and healthcare to finance and renewable energy, opportunities abound for job seekers. Companies are actively hiring talent to drive innovation, expand operations, and meet evolving consumer needs. End of the Remote Work Revolution: The move to remote work, pushed by the pandemic, disrupted the employment workplace. Remote and hybrid work arrangements offer flexibility and accessibility. However, we have seen that there has once again been a recent move in employee's choosing to come back to the office to work in a more collaborative, culture driven environment. Skills in Demand: With industries undergoing digital transformation and sustainability becoming increasingly important, certain skills are in high demand. From data analytics and cybersecurity to sustainability expertise and digital marketing, professionals with specialised skills are sought after in today's competitive job market. At PRS having worked closely with the building services industry, companies are now looking for more technologically advanced engineers to support the emergence of smart buildings. Career Development Opportunities: As organisations prioritise employee growth and development, there's a growing emphasis on upskilling and reskilling initiatives. Investing in continuous learning and professional development is key to staying ahead in a rapidly evolving job market. Diversity and Inclusion: Companies are increasingly recognising the importance of diversity and inclusion in strengthening innovation and driving success. Organisations that prioritise diversity initiatives and create inclusive workplaces are better positioned to attract top talent and progress in today's global marketplace. Optimism and Resilience: Despite persistent challenges, like economic fluctuations and geopolitical movement, optimism and resilience lead in the job market. With flexibility, adaptability, and forward-thinking, both employers and employees are navigating the change whilst uncovering new opportunities for growth and success. #JobMarket #CareerOpportunities #RemoteWork #SkillsDevelopment #DiversityandInclusion #Resilience #PRSJobs

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Hiring the wrong candidate can be costly mistake 💼🚫 We all know hiring the wrong candidate can be a financial black hole, but to what extent? Let's break it down based on the UK average salary of £34,476: 🤝 Recruitment fees: Expect to pay c20-30% of the base salary, which for an average UK employee translates to over £9,000. 💰 Payroll taxes and benefits: Add national insurance, pension contributions, and standard benefits, pushing the cost beyond £52,000. 👩‍🏫 Onboarding and training: Factor in £1,500 for training in their first 12 months and £4,800 for onboarding costs like IT setup and workspace. Grand total? A staggering ⚠️£59,210.72⚠️ just to bring someone on board. And that's before considering lost productivity, repeat recruitment costs, and decreased team morale if they leave quickly due to a poor fit. This highlights the importance of strategic hiring. As a senior executive search specialist, I can attest to the value of meticulous recruitment processes focusing on not just the skills but also the cultural fit of candidates. Investing in thorough vetting and onboarding can save your business significant costs in the long run. #Recruitment #HiringStrategies #BusinessGrowth

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Partnering with a recruitment specialist for permanent roles can be a game-changer! 🌟 They bring expertise and efficiency to the hiring process, saving time and ensuring top-notch candidates. 🕵️‍♂️💼 Unlock exclusive access to top talent, streamline your recruitment efforts, and increase the likelihood of finding the perfect fit for your team. 🚀👥 Embrace the power of collaboration and strategic recruitment practices to elevate your organization's success! 💪 #RecruitmentSpecialist #PermanentRoles #HiringSuccess

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I often get questions asking how the market is doing or the current hiring appetite of our clients. In truth, funds and trading firms are definitely ramping up their willingness to onboard top talent but they're also happy to bide their time and wait for the right person - who perfectly matches their needs and has a proven track record of success. On the trading and research side we're seeing particularly high demand for HFT futures traders / researchers across the US and London - those who have strategies they're ready to plug in and play and are able to provide evidence of considerable ROC over the last few years. We work with the some of the best payers in the space, who are willing to compensate accordingly to bring in those who can make an impact from the get go. If you have a track record of running high frequency futures strats reach out, it would be great to share more details. #quanttrading #quantresearch #futures

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𝓔𝔁𝓬𝓲𝓽𝓲𝓷𝓰 𝓜𝓪𝓻𝓴𝓮𝓽, 𝓔𝔁𝓬𝓲𝓽𝓲𝓷𝓰 𝓣𝓲𝓶𝓮𝓼 🥂 As recruiters, we are seeing continued progress and hiring needs within this industry. Many young founders with great ideas are looking for experienced candidates from traditional finance who have a flexible and startup mindset. London’s fintech industry is booming, with companies recruiting thousands of new staff. The UK fintech market size is estimated to double by 2029, and in Q1 2024 alone, over 3,000 job vacancies were advertised, marking a nearly two-thirds increase from last year. The majority of these hires are happening right here in the city, with a significant surge in risk and compliance roles. But how can you tell if the company is worth joining? Can you thrive in chaos? Do you trust the people running it? Do customers love the product? Are you sure it aligns with your career stage? 📰 https://lnkd.in/exrMAbnN 🔎 I am always recruiting for positions that might fit you or your friends' interest. Feel free to get in touch for a confidential chat :) #careerprogression #fintech #financialservices #banking #compliance

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Swiss exchange operator SIX Group has agreed to buy UK-based challenger exchange and data provider Aquis for an enterprise value of £194 million. SIX and Aquis have agreed terms on a recommended cash offer of 727 pence per share, a 120% premium on Friday’s closing price. Founded in 2012 by Alasdair Haynes, Aquis operates a pan-European MTF for cash equities; licensing of proprietary market infrastructure technologies; an UK primary listing growth market; and market data unit. Bjørn Sibbern, Global Head, Exchanges, SIX, says: "As part of SIX, Aquis will continue to operate under its existing brand and business model with maximum agility while benefitting from our resources, scale and further investment, enhancing Aquis’ ability to continue to develop its business." Haynes added: "As part of SIX, we have an exciting opportunity to accelerate the development of our business and compete more effectively on the European stage, while retaining our entrepreneurial spirit." #yoursuccessourbusiness #fintech #financialtechnology

British M&A Activity: Poised for Growth in 2025 The landscape of British mergers and acquisitions (M&A) is expected to shift positively as we head into 2025, according to City advisers. The recent Budget has instilled a sense of certainty among dealmakers, paving the way for a potential rebound led by international corporates and private equity firms. This shift comes after a period marked by heightened economic and political uncertainties. Recent Trends and Data The latest figures from the Office for National Statistics highlight the challenges faced earlier this year, with M&A activity reaching a four-year low in June due to persisting uncertainties. October saw a continuation of this trend, with only 27 publicly listed companies in a takeover offer period, marking the lowest number since January. • Bids Overview: Of the bids during this period, 13 were recommended offers, and 14 were possible offers, with only one formal offer announced. • Quarterly Recovery: There was a slight recovery in the third quarter, with deal value increasing by nearly 20% year-on-year to £46.5 billion. However, the total deal count decreased by 1.5% to 967. Challenges and Opportunities A quiet spell in M&A activity followed a busy first half of 2024. This lull was largely driven by uncertainties surrounding interest rate directions. Despite this, some tax hikes landed at the lower end of expectations, although they did lead to a selloff in government debt due to plans for increased borrowing. Business groups have expressed concerns over rising costs and a potential hiring slowdown attributed to employer tax increases. Looking ahead, with greater clarity in the political landscape and ongoing challenges in UK capital markets, there is optimism for a sustained increase in UK M&A activity. This environment could foster new opportunities for growth and expansion in the coming year.

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I've spoken with clients recently that have struggled to secure talent for their SDR teams. Unnecessarily lengthy interview processes, amongst general market conditions seems to be the main culprit for this. With attrition rates as high as they are, striking the right balance of thoroughly evaluating suitability and maintaining momentum in the process can be a tough one. Here's how I would structure a succinct 3 stage interview process that should cover off both: Stage 1 - Behavioral Interview with Talent Team/Hiring Manager via teams - Assessing Cultural Alignment/Understanding of the company - Opportunity to get to know the candidate Stage 2 - In person Sales Focused Interview with 2 x roleplays - Sales related questions to assess general understanding/competency - Roleplay #1 to assess ability to think under pressure, rejection handling etc - Roleplay #2 to assess coachability and willingness to take on feedback Stage 3 - Meet The Team / Informal Offer Realistically these 3 stages could be completed in 10-14 days tops, but does require a commitment from all parties to keep things moving. What are your thoughts?

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There's still confidence in companies based in the UK. According to FinTech Global's most recent review of European funding within Asset, Wealth, and Investment Management technology, UK companies continued to dominate in Europe completing 27% of all deals in the region during the first half of 2024. Whilst there was a sharp decline in the volume and value of deals compared to 2023, the long term picture for the UK seems stable and relatively optimistic. What does this show? ✅ There's still confidence in UK based companies to build and scale effective product-focused businesses. ✅ There's still confidence in the market that the UK is an excellent location from a technical and strategic workforce viewpoint. ✅ There is still confidence from business leaders that despite political and socioeconomic factors, the UK is still a desirable location to launch a business. The general slowdown is in line with the wider economy, but with the increasing number of use cases being investigated in AI, and a drive towards hyper-personalisation from end clients to generate business, the outlook feels positive moving into 2025.

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SDR/BDRs are you looking for your next role but not progressing to interview? It’s a tough job market right now so here are a few tips on how to be seen and stand out from the crowd:   - Sales is all about numbers – Include your targets and what you achieved on your LinkedIn profile AND your CV. - Include awards that you’ve won on your LinkedIn and CV. - Cold-calling and cold outreach is an important daily activity as a S/BDR. Call or Email the Hiring Manager and let them know that you’ve applied and why you would be a good fit. Qualify the opportunity just like you would a prospect. - Your CV should be clean and concise. Remove irrelevant information and keep within 1-2 pages. Add your LinkedIn URL. - Reach out to Recruiters (like me🙋🏻‍♀️) who can get you in front of the hiring teams quicker.   What do you guys think? I’d love to hear more ideas from you on how to stand out ⬇

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